Metra is committed to recruit, hire, promote, train, and retain qualified minorities, women, and individuals with handicaps/disabilities, and to affirmatively address any imbalances between these categories in our current workforce. Executive Order 11246, as amended, and the Federal Transit Administration Circular 4704.1A require Metra to establish an Equal Employment Opportunity (EEO) Plan with an Affirmative Action component. Metra’s EEO Plan, on file in the Office of Diversity & Civil Rights, 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.
Metra provides for the rights of all applicants/employees to be offered job opportunities without discrimination due to race, color, religion, national origin, ancestry, citizenship status, age, sex, sexual orientation, gender identity, marital status, veteran’s status, armed forces reserve or national guard status, unfavorable military discharge, physical or mental disability, arrest record, order of protection status or any other protected category. Retaliation against employees/applicants that make bona fide discrimination/harassment complaints, or aiding, abetting or coercing someone to do so, is prohibited.
Discrimination is any action taken against an employee which affects the terms and conditions of his or her employment because of that person's race, color, national origin, religion, sex, age, disability, citizenship, marital status or any other characteristic protected by law or Metra policy.
Under this policy, unlawful harassment is verbal or physical conduct that: denigrates or shows hostility or aversion toward another; is so severe or pervasive that it has the purpose or effect of creating an intimidating, hostile or offensive work environment; has the purpose or effect of unreasonably interfering with an individual's work performance; or otherwise adversely affects an individual's employment opportunities. Harassing conduct also includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display; or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail).
All employees and applicants for employment shall be protected from coercion, intimidation, retaliation, interference, harassment or discrimination for filing a complaint or for participating in an investigation of a complaint. Reprisal against, or interference with, an employee’s or applicant’s right to file a complaint concerning harassment, discrimination or retaliation constitutes a violation of this policy and will not be tolerated. Violators will be subject to discipline up to and including discharge.
It is Metra’s policy to provide equal employment opportunity to persons with disabilities in all aspects of employer/employee relations. This includes all employment related decisions including, but not limited to, hiring, compensation, benefits, terms and conditions of employment, opportunities for promotions, training, and other privileges of employment.
Metra takes affirmative action to employ disabled individuals by making notices of job vacancies available to agencies and organizations that are directly involved in the placement of disabled persons through email, mailing, telephone contacts, site visits, etc. Job requirements and descriptions shall be reviewed to ensure that unnecessary or discriminatory job standards are eliminated.