EEO Policy Statement

EEO Policy Statement

The Harbor Transit Multi Modal Transportation System (Harbor Transit) has a strong commitment to the communities that we serve and to our employees. As an equal opportunity employer, we strive to have a workforce that reflects the communities we serve. No person is unlawfully excluded from employment opportunities based on race, color, religion, national origin, sex, age, disability, or other protected class. Harbor Transit’s Equal Employment Opportunity (EEO) policy applies to all employment actions – including but not limited to – recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation, and use of facilities. All applicants and employees have the right to file complaints alleging discrimination. The Harbor Transit Transportation Director will maintain overall responsibility and accountability for Harbor Transit’s compliance with its EEO Policy and Program. Any complaint of discrimination will be investigated thoroughly and promptly, no employee will be retaliated against for a good faith complaint.
To ensure day-to-day management – including program preparation, monitoring, and complaint investigation – the Human Resources Manager for the City of Grand Haven, 616-847-4887, has been appointed as Harbor Transit’s EEO Officer and the Training and Safety Coordinator, 616-842-3220, will support the record keeping and training end of the EEO plan. For EEO concerns the Human Resources Manager will report directly to the Harbor Transit’s Board of Directors and will act – with full authority – with all levels of management and employees.
If any employee believes that accommodation of a disability is necessary to perform essential job functions, the request for reasonable accommodation may be made to the EEO Officer. Michigan law requires that Harbor Transit be given written notice within 182 days after the employee knows or reasonably should have known of the need for accommodation.
All Harbor Transit executives, management, and supervisory personnel, however, share in the responsibility for implementing and monitoring Harbor Transit’s EEO Policy and Program within their respective areas, and will be assigned specific tasks to ensure compliance is achieved. Harbor Transit will evaluate its managers’ and supervisors’ performance on their successful implementation of Harbor Transit’s policies and procedures in the same way Harbor Transit assesses their performance regarding other agency’s goals.
Harbor Transit is committed to undertaking and developing a written nondiscriminatory program that sets forth the policies, practices, and procedures – with goals and timetables – to which the agency is committed, and to make the EEO Policy available for inspection by any employee or applicant for employment upon request. The Transportation Director is personally committed to a workplace that acts upon its daily responsibility to treat all applicants and employees with dignity and respect, as well as equitably under the guidelines of our EEO Policy and Program.

EEO Program Background

FTA requires each applicant, recipient, sub-recipient, or contractor that meets the threshold requirements of FTA Circular 4704.1A to submit an updated Equal Employment Opportunity (EEO) Program on a triennial basis or as major changes occur in the workforce or employment conditions.
This program complies with Titles VI & VII of the Civil Rights Act of 1964, Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), 49 U.S.C. Chapter 53 (the Federal Transit law), other Federal civil rights statutes, and the U.S. Department of Transportation (DOT) regulations in 49 CFR part 21.
FTA’s Office of Civil Rights may request additional information from the agency to resolve questions concerning EEO compliance. Failure to submit information requested by FTA may delay the award of FTA funds or the processing of grant applications. FTA requires agencies to retain all records that would enable FTA to ascertain whether they have complied or is complying with Equal Employment Opportunity statutes and regulations for a minimum of three years.
FTA requires the EEO Program to contain the following seven (7) elements:
EEO Policy Statement
Dissemination of the EEO Plan
Designation of Personnel Responsibility
Utilization Analysis
Goals & Timetables
Assessment of Employment Practices
Monitoring & Reporting

EEO Complaints

Equal Employment Opportunity discrimination complaints may be filed on the basis of race, color, religion, sex, age, national origin, disability, veteran status, or genetic information, or any other basis prohibited by local state, or federal law, whether made in general, directed to an individual, or to a group of people regardless of whether or not the behavior was intended to harass. Types of complaints include unfair or inequitable treatment with regard to job retention, promotion, demotion, training opportunities, classification, pay, or other employee relations problems including harassment and retaliation by supervisors or other employees. A complaint must be submitted within 180 days from time of occurrence.
FTA requires applicants and recipients to adopt local procedures consistent with EEO statutes and regulations for the disposition of EEO complaints. FTA also encourages individuals and organizations with complaints to seek resolution locally and to file complaints with FTA only when dissatisfied with how the complaint was resolved or when the case is not being resolved in a timely manner. Harbor Transit has established a systematic and orderly method of hearing complaints arising out of violation of EEO statues.

The following procedural steps will be utilized by those seeking recourse for any violation of the Equal Employment Opportunity policy:

Step 1 – Anyone having an EEO complaint will meet with the EEO Officer for a confidential consultation.
Step 2 – After consultation, the person bringing the complaint may decide to file a written complaint which will be documented by the EEO Officer. A copy of the EEO complaint will be issued to the appropriate supervisory staff.
Step 3 – Once the written complaint is filed, the EEO Officer will conduct an investigation and interview witnesses. This investigation will be completed as soon as possible, and in a timely manner.
Step 4 – Once the investigation is completed, the EEO Officer will schedule a meeting as soon a possible to attempt to resolve the complaint. Persons at the meeting will include the person who made the complaint, the appropriate supervisory staff, and the Transportation Director.
Step 5 – A summary of the meeting will be documented by the EEO Officer. A copy of this summary will be distributed to all who attended the meeting.
Step 6 – If the complaint is not resolved at this level, the EEO Officer will schedule a meeting with parties involved in an attempt to resolve the complaint.
Step 7 – The EEO Officer will review the facts of the case and examine the entire record and make a decision which will constitute the final decision in the matter. The decision will be communicated in writing to the individual making the complaint, the supervisory staff involved in the matter and the Transportation Director. Every effort will be made to provide this written decision within 30 days from the date that the written complaint was filed, unless extenuating circumstances exist – such as additional time needed to obtain information that would provide for the most equitable handling of the case.

Resolution of Complaint

The EEO Officer will seek to resolve the issue on the lowest level through mediation with the person or organization filing the complaint, their department head and the Transportation Director, if necessary. Should the findings – if any – show that a violation occurred; the EEO Officer may recommend disciplinary action, if warranted.
Although it is FTA’s practice to encourage employees and applicants to resolve issues with local agencies when possible before filing a complaint, persons unsatisfied by the outcome of EEO mediation may file a complaint within 180 days for the date of alleged discrimination with the U.S. Department of Transportation Office of Civil Rights, or the U.S. Equal Employment Opportunity Commission:
U.S. Department of Transportation Attention: Office of Civil Rights 1200 New Jersey Avenue, S.E. Washington, D.C. 20590 888-446-4511