100.02 CODE OF ETHICS
The Greater Cleveland Regional Transit Authority Code of Ethics adopted by the Board of Trustees on March 6, 1990 is applicable to all employees. The Code prescribes essential restrictions against conflicts of interest and other conduct not consistent with good ethical practices.
Employees shall not engage in any outside enterprise, be involved in any activities or employment which is detrimental to the operation of the Authority, or which create a conflict of interest or the appearance of impropriety.
The primary responsibility of an Authority employee is the performance of the duties of his or her position with the Authority. An employee’s behavior must be above reproach.
Employees are not to use Authority facilities for an outside business purpose or conduct outside business while on duty or on Authority property or in an Authority vehicle or uniform.
Employees are not to have any kind of financial interest in any Authority contract, sale or transaction, or allow family members to bid on Authority property sold at public auction.
Employees who come in contact with vendors or representatives of businesses who solicit service contracts from the Authority shall not solicit or accept gratuities, favors, or anything of monetary value from contractors, consultants, vendors, or other representatives.
Any employee having doubt as to the applicability of a provision of the Code to a particular situation should consult his or her department director. Violations of the Code constitute a cause for disciplinary action up to and including termination.
600.02 DRUG FREE WORKPLACE
The Drug Free Workplace Act requires that grantees of Federal agencies certify that they will provide a drug free workplace. It applies to all employees within the Authority engaged in the performance of a grant or a cooperative agreement regardless if the functions are safetysensitive or non-safety sensitive in nature. Accordingly, the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on Greater Cleveland Regional Transit Authority property. Furthermore, it is a violation of company rules as well as State and local laws. Any employee violating provisions of the Drug Free Workplace Act will be subject to immediate discharge and criminal prosecution.
Pursuant to the Drug Free Workplace Act, any employee convicted of a drug violation occurring in the GCRTA workplace is required to notify his/her supervisor in writing no later than five (5) working days following his/her conviction. Compliance is required of all recipients of federal funding and is a prerequisite to continued employment with the Greater Cleveland Regional Transit Authority.
200.01 EQUAL OPPORTUNITY/AFFIRMATIVE ACTION
The Authority’s program for equal employment opportunity is the written commitment to ensure equality of opportunity in its own employment practices as well as for its vendors, contractors and suppliers.
Specifically, it is the policy of the Authority that all terms and conditions of employment, including, but not necessarily limited to, recruitment, appointments, promotion, compensation, benefits, transfers, training, and educational opportunities, will be administered without regard to race, color, religion, sex, national origin or ancestry, age, or disability, provided said disability does not inhibit essential job performance. Further, it is the Authority’s intent to comply with appropriate Federal and State laws, rules and regulations pertaining to the treatment of minorities, women, disabled persons, and Vietnam-era veterans in all facets of the Authority’s activities.
Direct responsibility for development and implementation of the Authority’s Equal Opportunity Program lies with the Deputy General Manager, Human Resources and Business Development, who reports to the CEO, General Manager/Secretary-Treasurer. However, all administrative personnel and supervisors are expected to cooperate in this effort, and their performance relative to ensuring equal employment opportunity will be evaluated just as their performance is in other areas of responsibility.
200.01 EQUAL OPPORTUNITY/AFFIRMATIVE ACTION
The Authority’s program for equal employment opportunity is the written commitment to ensure equality of opportunity in its own employment practices as well as for its vendors, contractors and suppliers.
Specifically, it is the policy of the Authority that all terms and conditions of employment, including, but not necessarily limited to, recruitment, appointments, promotion, compensation, benefits, transfers, training, and educational opportunities, will be administered without regard to race, color, religion, sex, national origin or ancestry, age, or disability, provided said disability does not inhibit essential job performance. Further, it is the Authority’s intent to comply with appropriate Federal and State laws, rules and regulations pertaining to the treatment of minorities, women, disabled persons, and Vietnam-era veterans in all facets of the Authority’s activities.
Direct responsibility for development and implementation of the Authority’s Equal Opportunity Program lies with the Deputy General Manager, Human Resources and Business Development, who reports to the CEO, General Manager/Secretary-Treasurer. However, all administrative personnel and supervisors are expected to cooperate in this effort, and their performance relative to ensuring equal employment opportunity will be evaluated just as their performance is in other areas of responsibility.
200.04 AMERICANS WITH DISABILITIES ACT
The Americans with Disabilities Act (ADA) of 1990, and the Rehabilitation Act of 1973 prohibit discrimination against a qualified individual with a disability in regards to terms, conditions and privileges of employment. The prohibition covers all aspects of the employment process, including, but not limited to, application, testing, hiring, evaluation, training, promotion, termination, and benefits.
The Authority will provide reasonable accommodations to any qualified applicant or employee with a disability unless the accommodation would impose an undue hardship on the Authority. A reasonable accommodation is any modification or adjustment to a job, an employment practice or the work environment that makes it possible for an individual with a disability to enjoy equal employment opportunity.
Generally, it is the responsibility of the individual with a disability to inform the Authority that an accommodation is needed. In compliance with the Americans with Disabilities Act, an employee can request accommodation through either the Office of Employment Opportunity or Medical services. Requests for accommodation will be considered in light of the legal standards set forth in the ADA, as well as all other applicable laws and statutes.