Equal Employment Opportunity
MTA Office of Equal Opportunity Compliance Programs, EEO Program
The Maryland Transit Administration’s (MTA) Equal Opportunity Compliance Programs, Equal Employment Opportunity (EEO) Program provides a process for investigating complaints of discrimination filed against the MTA by any employee, applicant, vendor, or contractor/consultant of this agency.
History of EEO
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex and national origin. The Maryland Transit Administration’s (MTA) Office of Equal Opportunity Compliance Programs, EEO Program provides a process for investigating complaints of discrimination filed against the MTA by any employee, applicant, vendor, contractor, or customer of this agency with regard to hiring, promoting, compensation, benefits, transfers, work assignments, training and education and all other terms of conditions of employment.
MTA EEO Policy Statement
It is the policy of the Maryland Transit Administration (MTA) to provide equal employment opportunity for all persons regardless of race, sex, color, creed, religion, national origin, age and physical or mental disability. The MTA, in cooperation with all employees, is committed to implementing its Affirmative Action Program (AAP) that includes setting goals and timetables to successfully overcome the effects of past discrimination that affect minorities and women in the workforce.
The designated EEO Officer, Bart Plano, Chief of MTA’s Equal Opportunity Compliance Programs, is responsible for investigating complaints of discrimination and monitoring all personnel transactions to ensure fair and equal employment opportunities. These responsibilities include recruitment, selection and promotion, as well as compensation, benefits, transfers, work assignments, training and education and other similar personnel management and administration issues.
All directors, managers and supervisors share the responsibility to achieve the MTA’s equal employment opportunity objectives as outlined in the AAP, Management performance is evaluated in the same way as other Agency objectives. The successful achievement of our EEO/AAP goals will provide benefits to the MTA through fuller utilization and development of previously underutilized human resources.
All MTA employees, applicants, contractors or vendors with problems, questions or complaints have the right to file a complaint and should contact Bart Plano, located at 6 Saint Paul Street, 20th Floor, Baltimore MD 21202, or by phone at 410-767-3779.
Paul Comfort, MTA Administrator 2015
How to File a Complaint
Employees and applicants who believe they have experienced discrimination have the right to file a complaint. Consistent with state and federal law requirements, an internal claim with the MTA should be filed within 30 days of the alleged violation. External claims may be filed with the Maryland Commission on Civil Rights (MCCR) within 180 days or the Equal Employment Opportunity Commission (EEOC) within 300 days after the person knew or reasonably should have known of the alleged violation.
The complaint should include the following information:
- Name, address and contact information (i.e. telephone number, email address, etc.)
- Details of how, when, where and why you believe you were discriminated against.
- Include the name and contact information of any witnesses.
The complaint may be filed in writing to the Maryland Transit Administration Office of Equal Opportunity Compliance Programs located at 6 Saint Paul Street, 20th Floor, Baltimore, MD 21202 at (410) 767-3779. Complaints may also be filed by contacting the Maryland Department of Transportation (MDOT) Office of Diversity and Equity located at 7201 Corporate Center Drive, Linthicum, MD 21076 at (410) 865-1397. Download a complaint form.
The following are available resources:
- Maryland Department of Transportation (MDOT) Office of Diversity and Equity
- Office of Statewide Equal Employment Opportunity Coordinator (OSEEOC)
- Maryland Commission on Human Relations (MCHR)
- U.S. Equal Employment Opportunity Commission
- Federal Transit Administration Civil Rights
Title VI of the Civil Rights Act of 1964, as amended – Prohibits discrimination based on race, color or national origin in programs and activities receiving federal financial assistance. Title VI is applicable to all the operations of any government entity that receives federal funds.
Title VII of the Civil Rights Act of 1964, as amended - Prohibits employment discrimination based on race, color, religion, sex and national origin or retaliation in any term, condition or privilege of employment.
The Equal Pay Act of 1963 - Prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.
The Age Discrimination in Employment Act of 1967, as amended - The ADEA prohibits employment discrimination against persons 40 years of age or older.
The Americans with Disabilities Act of 1990, Titles I and V- Prohibits employment discrimination against qualified individuals with disabilities. Since July 26, 1994, Title I has applied to employers with 15 or more employees.
The Civil Rights Act of 1991- Provides for the recovery of compensatory and punitive damages in cases of intentional violations of Title VII, the ADA, and section 504 of the Rehabilitation Act of 1973.
23 C.F.R. 140 (a)-(d) – Requires assurances from any State funded by the U.S. Department of Transportation that employment in connection with proposed projects will be provided without regard to race, color, creed, national origin, or sex.
43 C.F.R. 166 Uniform Guidelines on Employee Selection of 1978 – Requires agencies to examine employee selection procedures for all jobs to determine if any have adverse impact on the employment of minorities and women.
Family and Medical Leave Act of 1993 – Permits employees to take up to 12 weeks of unpaid leave during any 12-month period for the birth and care of their newborn children or care of an adopted or foster children; the care of immediate family members (spouse, child, or parent) with serious health conditions; or for serious health conditions that render employees unable to perform the functions of their jobs.
Pregnancy Discrimination Act of 1978 – Requires employers to treat pregnancy the same way they treat other medical disabilities.
State of Maryland Mandates:
Executive Order 01.01.2007.16, Governor’s Code of Fair Practices – Prohibits discrimination based on age, ancestry, color, creed, marital status, mental or physical disability, national origin, race, religious affiliation, belief or opinion, sex, or sexual orientation.
State Personnel and Pensions Act/Title 5: Employee Rights and Protections/Subtitle 2. Equal Employment Opportunity Program in the Executive Branch of State Government – Establishes the State EEO program and delineates program requirements for Executive Branch agencies. Codifies the EEO complaint and appeals process.
Title 20 Code of Maryland – Establishes the Maryland Commission on Human Relations and defines its role in the investigation and processing of discrimination complaints.