Equal Employment Practices Policy

The Centre Area Transportation Authority shall provide equal opportunity to its employees and applicants for employment on the basis of fitness and merit, without regard to race, color, religion, national origin, sex, age, disability, sexual orientation or any other basis prohibited by law.  This policy shall be followed in recruitment, selection, promotion, termination, transfer, layoff, compensation, training, benefits, and other terms and conditions of employment.

CATA is fully committed to preventing or correcting unlawful discrimination in its employment policies, procedures, practices, and operations and will review all aspects of employment, including recruitment, selection, retention, and promotion, to identify and eliminate barriers to providing all persons equal employment opportunity.

Any employee judged to be in willful and deliberate noncompliance with any section of this Equal Employment Opportunity Policy will be subject to disciplinary action.

Where required by law, CATA will undertake an Affirmative Action program, including goals and timetables, to overcome the effects of past discrimination on minorities and women and by which it may measure progress in employing persons based on individual ability and merit and in the numbers reasonably expected based on their availability.  Successful achievement of these goals will benefit CATA through the fuller utilization of these previously-underrepresented groups.

CATA’s Human Resources Manager has been designated as CATA’s Equal Employment Opportunity (EEO) Officer, and is responsible for implementing its Equal Employment Opportunity and Affirmative Action Programs.  The EEO Officer will report to CATA’s General Manager on the effectiveness of CATA’s Affirmative Action program and any needs for remedial action. 

In addition, each employee is expected to abide by the letter, intent, and spirit of equal opportunity laws and policies.  All CATA managers and supervisors shall take an active role in promoting and implementing CATA’s equal opportunity goals and objectives and will be evaluated on achieving program success in the same manner as achieving other performance goals.  Employees shall avoid acts of discrimination or the appearance of discrimination on the basis of race, color, creed, national origin, sex, age, disability, sexual orientation or any other basis prohibited by law and are encouraged to advise supervisors, managers, or the Human Resources Manager of any discriminatory conduct affecting the work environment.

All employees and applicants have the right to file a complaint with the EEO Officer alleging discrimination in employment.  No individual will be subjected to retaliation in any form for filing a complaint; assisting or participating in an investigation or other activity; opposing any unlawful act or practice; or exercising any other rights under any law or regulation regarding Equal Employment Opportunity.

This policy shall be posted in appropriate areas at CATA’s offices and provided to all employees by inclusion in CATA’s Policy Manual.


Approved  by:  Hugh Mose, General Manager             Date:  October 7, 2010 

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