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EEO POLICIES

 

Affirmative Action

 

Metra takes measures to prevent unlawful employment discrimination and remedies the effects of past discrimination. These measures include, but are not limited to, efforts to recruit, hire, employ, train, and promote qualified minorities, women, and individuals with disabilities.

 

Executive Order 11246, as amended, and the Federal Transit Administration Circular 4704.1 requires Metra to establish an Equal Opportunity Plan with an affirmative action component. Metra’s EEO Plan on file in the EEO Department, takes proactive measures to address and/or eliminate the present effect of past practices that prevented minorities, women, and those with disabilities access to equal employment opportunities. It also ensures that employment-related decisions be consistent and non-discriminatory.

 

The Plan expresses Metra’s commitment to recruit, hire, promote, train, and retain qualified minorities, women, and individuals with disabilities, and to affirmatively address any imbalances between these categories in the current workforce. Each chief/senior department leader/directors’ affirmative action accomplishments and their commitment to equal employment opportunity practices are reviewed annually with the EEO Officer of the EEO Department. During these meetings, the EEO Department discusses and areas of improvement and identifies problem areas. The EEO Department communicates these findings to the CEO/Executive Director. Metra takes proactive measures to address problem areas where appropriate.

 

 

Harassment and Discrimination

 

Metra prohibits discrimination and harassment. Metra considers discrimination to be adverse treatment of employees and applicants based on their protected classes rather than the basis of their individual merits, with respect to the terms and conditions of employment.  Metra defines harassment as unwelcome verbal or physical conduct or differential treatment of employees because of their protected classes.

 

A harasser can be the employee’s supervisor, supervisor in another area, co-worker, or individual who is not a Metra employee, such as a client, customer, vendor, or someone doing business with Metra.  Some examples of harassing and/or discriminating behavior include, but are not limited to threatening, intimidating or hostile acts, offensive or denigrating remarks, jokes and/or displays.

 

 

Disability

 

Metra provides equal employment opportunities to persons with mental or physical disabilities in all aspects of employer/employee relations.

Metra provides reasonable accommodations to applicants and employees with physical or mental disabilities so that they may be able to perform the essential functions of their jobs, unless doing so would cause undue hardship to Metra.

If you have questions regarding reasonable accommodations, please contact Metra’s Medical Department at (312) 322-8901 or hrmedical@metrarr.com.

 

Sexual Harassment

 

All employees of Metra are entitled to a workplace free from sexual harassment and intimidation.  Metra strictly prohibits any form of sexual harassment.  In addition, inappropriate sexual conduct will not be tolerated.  Sexual harassment is any conduct of a sexual nature that creates a disrespectful, intimidating, hostile, humiliating or offensive environment for employees because of their genders. There are two forms of sexual harassment: Hostile work environment and Quid pro quo.

 

Hostile work environment is defined as harassing conduct for the purpose or effect of unreasonably interfering with employees’ work performance, or creating an intimidating, hostile, or offensive workplace.  Quid pro quo is any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of an employment.  Some examples of sexual harassment include, but are not limited to sexual jokes, leering, cartoons, pictures or magazines, repeatedly asking someone for a date, using sexually degrading language or gestures, profanity, discussing one’s sex life, and groping or any other inappropriate touching of body parts.

 

Metra strictly prohibits employees from sending jokes or other sexual communications via any Metra communication system, including, but not limited to: e-mail, text messages, facsimile machines, telephones (including cell phones), push-to-talk devices, and voice-mail systems. Metra also strictly prohibits employees from reading and/or having pornographic, sexually suggestive, written or graphic materials in their possession on company property.

 

Anti-Retaliation

 

Metra prohibits retaliation against individuals who file charges or complaints of discrimination, participates in employment discrimination proceedings (such as an investigation or lawsuit), or otherwise engages in protected activities. Metra prohibits reprisal against, or interference with, employees’ or applicants’ rights to file complaints concerning harassment, discrimination, or retaliation.

 

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