Equal Opportunity Employer
THE PORT AUTHORITY OF NEW YORK AND NEW JERSEY
and
PORT AUTHORITY TRANS-HUDSON CORPORATION (PATH)
Office of the Executive Director Office of the President of PATH Regarding Administrative Instruction 20-1.19
March 11, 2024
EQUAL EMPLOYMENT OPPORTUNITY (EEO) STATEMENT OF POLICY
The Port Authority of New York and New Jersey and Port Authority Trans-Hudson Corporation, including all subsidiaries (collectively, the Port Authority) have a strong commitment to the community we serve and to our employees. Additionally, as an equal opportunity employer, we strive to build and maintain a workforce that reflects the communities in the region we serve. Key to accomplishing this objective, the Port Authority endeavors to create an organization where no person is unlawfully excluded from employment opportunities based on race, color, religion, national origin, sex (including gender identity, sexual orientation, and pregnancy), age, genetic information, disability, veteran status, or any other federally protected class.
The Port Authority’s Equal Employment Opportunity (EEO) Policy (embodied in Administrative Instruction 20-1.19) applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay, and other forms of compensation. This Statement reiterates the importance of our Policy and outlines some of its most important provisions and the implications of those provisions. Employees are encouraged to review the Policy itself for additional information or contact [email protected].
Applicants and employees have the right to file complaints alleging discrimination. Retaliation against an individual who files a charge or complaint of discrimination, participates in an employment discrimination proceeding (such as an investigation or lawsuit), or otherwise engages in protected activity is strictly prohibited and will not be tolerated.
The Port Authority is committed to providing reasonable accommodations to applicants and employees who need them because of a disability or to practice or observe their religion, absent undue hardship.
As the Port Authority’s Executive Director (and PATH’s President), I maintain overall responsibility and accountability for the Port Authority’s compliance with its EEO Policy and Program. To ensure day-to-day management, including program preparation, monitoring and compliant investigation, I have appointed Jose Febrillet, Chief Diversity, Equity and Inclusion Officer, as the Port Authority’s EEO Officer. Jose reports directly to me and acts with my authority with all levels of management, labor unions and employees on the matters discussed herein. In addition, Deputy Chief Diversity, Equity & Inclusion Officer, Tobi Mettle has been appointed Deputy EEO Officer. The EEO Officer and Deputy EEO Officer may be contacted through the Port Authority’s Office of EEO Compliance Information Line at 212-435-6336, via mail to 4 World Trade Center, 150 Greenwich Street, 15th Floor, New York, NY 10007 or via e-mail at [email protected].
The Port Authority is committed to full implementation of its written nondiscrimination program that sets forth its policies and procedures as well as goals and timetables. The Port Authority will make its EEO Program available to any applicant or employee for inspection upon request. For your information, the Port Authority has promulgated several other protocols which enhance our EEO Policy including Sexual Harassment; Transgender Inclusion and Non-Discrimination; and Non-Discrimination Based on Hairstyle, Grooming or Garb, each memorialized in a Port Authority Administrative Instruction.
I am personally committed to ensuring that the Port Authority fosters a workplace that is accountable for its daily responsibility to treat all applicants and employees equitably and with dignity and respect under the guidelines of our EEO Policy and Program.
Rick Cotton
Executive Director/President
