New Jersey Transit
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NJ TRANSIT (NJT) promotes equal opportunity by implementing and managing service and employment practices without regard to race, color, religion, sex, pregnancy, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, national origin, age, ancestry, creed, marital status, familial status, domestic partnership status, civil unions, veteran (including liability for service in the armed forces), disability or genetic status, including refusal to submit to a genetic test or to make available the results of a genetic test.

To implement these policies, the Company:

A. Recruits, hires, trains, educates and promotes people in all job classifications without regard to race, color, religion, sex, pregnancy, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, national origin, age, ancestry, creed, marital status, familial status, domestic partnership status, civil unions, veteran (including liability for service in the armed forces), disability or genetic status, including refusal to submit to a genetic test or to make available the results of a genetic test in accordance with applicable federal and state laws.
 
B. Imposes only valid requirements for hiring and promotional opportunities. Ensures that all personnel actions including, but not limited to, compensation, transfers, layoffs, return from layoff, termination, company sponsored training, education, tuition assistance, and all other terms, benefits and privileges of employment are administered in accordance with its equal opportunity policy.
 
C. Bases decisions affecting service such as access, seating, routing, scheduling and quality of service, without regard to race, color, religion, sex, pregnancy, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, national origin, age, ancestry, creed, marital status, familial status, domestic partnership status, civil unions, veteran (including liability for service in the armed forces), disability or genetic status, including refusal to submit to a genetic test or to make available the results of a genetic test.
 
D. Forbids unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature or that is gender-based when:
(1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
(2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
(3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment. Such conduct includes, but is not limited to, one or more instances of sexually oriented remarks, jokes, innuendo, touching, holding, grabbing, hugging, kissing, staring at a person's body, leering, cartoons, posters, gestures and persistent requests for dates after being refused. Also, forbids slurs and other verbal or physical conduct relating to an individual's, race, religion, ethnicity etc.
 
E. Established the Equal Opportunity and Affirmative Action (EO/AA) Office within the Office of Civil Rights & Diversity Programs to:
(1) work with all employees in maintaining the principles of Equal Opportunity and coordinating Affirmative Action,
(2) prepare triennially an Affirmative Action Plan that includes the establishment of goals and timetables to correct any under-utilization that may exist, along with a systematic evaluation process.
 
F. Has established internal procedures for the resolution of instances of possible discrimination that: (1) ensure the prompt investigation and fair resolution of any and all complaints of prohibited or unlawful discrimination; and (2) protect against adverse treatment of an employee or applicant who has made a complaint of such discrimination. Employees or applicants who believe they have been discriminated against in a manner prohibited by NJT's Non-Discrimination policy (Corporate-Wide Policy 6.01) should contact their supervisor and/or the Director of the EO/AA Office. The EO/AA Office can be reached by mail at: One Penn Plaza East, Newark, NJ 07105-2246; by telephone at (973) 491-8020; and by e-mail at EqualityWorks@njtransit.com (Attn: Dir. EO/AA). All complaints that are not driven by an employee's or applicant's membership in a protected category should be reported to the employee's supervisor, union delegate, or NJT Human Resources' Employee Relations (ER) Office. The ER Office can be reached at One Penn Plaza East, Newark, NJ 07105-2246; by telephone at (973) 491-8023; and by e-mail at kroseme@njtransit.com.
 
G. Makes reasonable accommodation for an individual's disability and religious beliefs/practices, to the extent the accommodation does not create an undue hardship. Individuals who require reasonable accommodation for a disability should contact their supervisor or the ER Office by mail at: 180 Boyden Avenue, Maplewood, NJ 07040; by telephone at (973) 378- 6767; or by e-mail at cbuoncuore@njtransit.com . Individuals who require reasonable accommodation for religious beliefs and practices should contact their supervisor or the EO/AA Office at One Penn Plaza East, Newark, NJ 07105-2246; by telephone at (973) 491-8020; or by e-mail at EqualityWorks@njtransit.com v (Attn: Dir. EO/AA).
 

Equal Opportunity is not only the law, but is a principle of NJ TRANSIT's operation and as such is evaluated and monitored as any other major goal of our company. All management personnel share in the Company's EEO goals and will be evaluated on the success of the EEO program the same way as their performance is evaluated on other company goals. Additionally, violations of the company's equal opportunity policy are a form of employee misconduct that undermines the integrity of the employment relationship and that may be unlawful. Accordingly, it will not be condoned, and any substantiated violations of this policy will result in discipline up to and including termination of employment.