The Port Authority of New York and New Jersey (“Port Authority”) has maintained a long-standing commitment to equal employment opportunity for all employees and applicants for employment. This commitment is reflected in the Executive Director's Office Memoranda dated June 20, 1968 (#5-68), August 31, 1983 (#10-83), March 27, 1987 (#8-87), January 11, 2005 (#05-02) and May 15, 2009 (#09-06) and March 19, 2012 (#12-03). Though subsequent statements of policy have evolved from these prior Memoranda in accordance with applicable law, their consistent theme - a firm dedication to equal employment opportunity - shall remain.
The Port Authority, for itself and its wholly owned entities once again reaffirms its long-standing commitment to providing equal opportunity in all employment matters, including, but not limited to, recruitment, application, selection, promotions, compensation, transfers and training. It also has been, and shall remain, the policy of the Port Authority to promote fair and equitable treatment of all employees and applicants for employment and to comply with the applicable laws and regulations governing equal employment opportunity. In keeping with this policy, the Port Authority will recruit, hire, train, and promote qualified persons in all job classifications without regard to race, color, religion, sex, national origin, age, disability, genetic information or any other federally protected category, and without regard to sexual orientation or gender identification, as outlined in the Port Authority Human Rights Policy.
As we continue to achieve excellence in all of our public service endeavors, we are looking for talent from all employees to fulfill our various missions. We seek a dedicated and diverse workforce that is broadly reflective of the working population of the region that we serve. It is also the Port Authority's policy as a major public employer to develop and draw from those human resources that reside in the communities of our region. Consistent with this policy, the agency's employment efforts will continue to advance full and equal employment opportunity through the appropriate representation of women, minorities and individuals with disabilities throughout the organization. As acknowledged by the United States Supreme Court, "[m]ajor American businesses have made clear that the skills needed in today's increasingly global marketplace can only be developed through exposure to widely diverse people, cultures, ideas and viewpoints."
Today, the Port Authority is faced with the challenge of meeting increased demands for its services at a time when our agency has experienced loss of long-tenured, highly skilled staff. To address this concern, human resources professionals will meet with their client department directors regarding the development of succession plans that support a diverse workforce in all occupational categories and organizational levels. Effective utilization of human resources programs including the Port Authority's Center for Learning and Achievement; the Field Supervisory Development Program; Maintenance/Technical Skills Programs; Executive, Management and Supervisory Development Programs and our various trainee programs will continue to provide opportunities to recruit and develop well-qualified individuals whose ideas and creative approaches will help solve the complex issues facing our agency.
The Port Authority will also continue to provide each employee with an equal opportunity to work in an environment free from harassment where they can contribute and remain productive. Harassment by supervisors or co-workers on the basis of race, color, religion, sex, national origin, age, disability, genetic information or any other federally protected category is an unlawful employment practice prohibited by the Port Authority. Harassment is defined as verbal or physical conduct interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Harassment based on race, color, or national origin includes ethnic or racial slurs and other verbal or physical conduct related to a person's race, color, or national origin. Sexual Harassment, which is specifically covered in Office Memorandum #12-02, includes unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature. The Port Authority similarly prohibits harassment on the basis of sexual orientation or gender identification. Employees should also refer to the General Rules and Regulations for All Port Authority Employees regarding relations with fellow employees and the long-standing policy that employees can be disciplined with penalties up to and including termination from employment for engaging in conduct found to violate the General Rules.
All employees and applicants are reminded that, if you believe you have been denied an equal employment opportunity or have been discriminated against or harassed based on your race, color, religion, sex, national origin, age, disability, genetic information or any other federally protected category, you should contact Stephanie Lewis-Desire, General Manager of the Port Authority's Office of EEO Compliance in the Human Resources Department (4 World Trade Center, 150 Greenwich Street, 16th Floor, New York, NY 10007, (212) 435-2845). Further, each Department has designated a Department and/or Facility Employee Complaint Representative to provide an additional resource for employees to pursue concerning these highly sensitive issues. A list of the Employee Complaint Representatives is maintained on the Port Authority's e-Net on the web page of the Human Resources Department's Office of EEO Compliance. Alternatively, you may choose to discuss your concerns with your supervisor or manager or you may bypass your supervisor or manager and go directly to the next higher level(s) of authority within your department or the organization. Each complaint will be reviewed and a prompt, thorough and objective investigation will take place. Your complaint will be kept confidential to the extent possible. If, after investigation, the Port Authority believes that there has been a violation of its policy against discrimination and harassment, disciplinary action may be taken against the offender, up to and including termination of employment. Employees and applicants have the right to refer complaints, and to participate in the complaint process concerning violations of this policy, without being subjected to either intimidation or retaliation of any form.
Managers and supervisors at all levels are also responsible for ensuring the effectiveness of this policy throughout the Port Authority. Thus, managers and supervisors are notified that their performance in implementing this policy will be formally measured, in the same manner through the performance appraisal process, as their performance of other Port Authority business objectives. Managers and supervisors need to understand both the purpose and application of this policy in order to enforce the policy objectives and to work with the Human Resources Department's Office of EEO Compliance to maintain an environment free from discrimination and harassment. The success of this Equal Employment Opportunity Policy will benefit the agency through fuller utilization and development of women, minorities and individuals with disabilities.
A copy of this policy statement is to be posted for viewing by all employees, employee representatives, applicants for employment and recruiting sources on the Port Authority's e-Net, external website, and facility bulletin boards.
Patrick J. Foye