Metropolitan Transportation Authority Careers

Description

• Conduct thorough and timely routine Equal Opportunity investigations to include (but not limited to) race, color, religion, creed, ethnicity, sex, national origin, ancestry, age, military or veteran status, sexual orientation, gender identity or expression, sexual and reproductive health choices, pregnancy, marital/familiar/partnership/caregiver status, family structure, predisposing genetic characteristic, genetic information or mental/physical disability, low-income and minority status, status as a victim of domestic violence, stalking and/or sex offenses, or any legally protected basis. Investigations include interviewing employees, applicants, customers, and community members as a neutral fact finder, reviewing documents, and analyzing data in a timely manner.
• Prepare written reports and summary of findings, with supporting documentation, that are fair, impartially representing the facts, and investigatory analysis to determine whether the facts suggest the complaining party was subjected to behavior (or incident) that constitutes a violation of MTA policy.
• Support internal and external Equal Opportunity related investigations, complaints, inquiries, and charges across the enterprise.
• Assist in the response to external inquiries and charges in partnership with appropriate business areas and Legal.
• Input complaint data into Master Complaint tracking database.
• Maintain accurate and thorough records and notes of investigatory process.
• Manage and track multiple intake and investigations at any given time with competing priorities, while handling other projects simultaneously.
• Facilitate informal resolution of complaints, when appropriate. Document efforts and conclusion of informal resolution. Other duties as assigned by senior management.

• Perform intake of informal and formal complaints, identify the relevant scope, and make recommendations of interim measures.
• Compose investigative plans, which include identifying and participating in witness interviews and document requests and conduct through evidence gathering and analysis in accordance with applicable equal opportunity laws, regulations and established internal policies and procedures.
• Write investigative reports and make recommendations to the Chief Equal Opportunity Officer based on investigatory findings.
• Other duties as assigned.

• Work on complex (or cross Agency) investigations to ensure prompt and thorough resolution of complaints.
• Collaborate with Legal Department on investigations involving the Equal Employment Opportunity Commission, Attorney General’s Offices, and New York State Human Rights Commission as well as complaints raised by other applicable outside agencies, organizations, and constituencies.
• Other duties as assigned.

• Receives, thoroughly investigates, and makes recommendations to EEO management on formal and informal complaints from applicants, employees, customers and community members and organizations pertaining to Title VI, Title VII, ADA, the Rehabilitation Act, Environmental Justice, and Limited English Proficiency directives.
• Provide oversight and guidance to complaint and conflict resolution work by EO Investigators that includes assisting with complex issues, facilitating difficult conversations, designing, and implementing interventions, providing strategies for formal conflict resolution, as well as conducting formal investigations and issuing written finding and determinations in a timely manner.
• Manage the record keeping function for investigations including electronic and written materials and ensure the accuracy of the data.
• Ensures that all inquiry and investigation activities are completed in conformity with EO Guidance and best practices and effective investigative procedures and established MTA policies and processes.
• Serves as the coordinator and primary contact for the Agency’s formal EO investigations and the life cycle of investigatory inquiries.
• Other duties assigned by senior management.

• Primarily responsible for providing counsel, advice and assistance to employees, applicants, customers, and community members/organizations concerning allegations of discrimination, harassment, and disparate impact.
• Remain current and  knowledgeable of nondiscrimination laws, rules and regulations to maintain a comprehensive understanding of  the various type of evidence required to prove that a violation has occurred; detect discrepancies in information and/or distinguish between relevant and irrelevant information/evidence to support or discredit the allegations of discriminatory practices; make evaluative judgement based on the application of statutory or regulatory provisions and administrative  procedures when making a determination as to whether there is reasonable cause to support a finding that a violation of MTA’s policy on nondiscrimination has occurred, and make objective recommendations regarding resolutions and appropriate remedies. 
• Maintain accuracy and thorough records and notes on the investigatory process and resolutions including but not limited to maintaining case files that contain investigative summaries on procedures followed, interview reports, documentation on evidence and policies, witness list, remedial actions taken and policy changes.
• Conduct pre-determination settlement discussions and negotiations, as necessary.
• Coordinate with relevant departments (i.e. Legal, HR, Labor Relations, Operations, Inspector General, etc.) to complete the investigative process and assure proper follow up.
• Review complaint data to identify issues and potential environmental toxicity.  Partner with other offices, as needed, to design and facilitate targeted educational training on broader topics of equity, inclusion and diversity identified through complaint trending data.
• Other duties as assigned.

• An understanding of the application of EEO, Title VI, Environmental Justice and LEP laws, regulations, and guidelines; and advanced ability to interpret, explain and advise staff and management on applicable compliance.
• An understanding of the MTA organization and where various sources of data can be obtained in order to prove or disprove allegations in complaints.
• Strong analytical and problem-solving skills in order to evaluate alternatives and recommend a sound solution pertaining to violations of EEO established policies and procedures.
• Integrity, fair-mindedness, and ability to be persuasive in order to make objective recommendations regarding resolutions and appropriate remedies. 
• Must be able to make evaluative judgements based on the application of statutory or regulatory provisions and administrative procedures when making a determination as to whether there is reasonable cause to support a finding that a violation of MTA’s policy on nondiscrimination has occurred.
• Must function under pressure and cope with conflicting points of view; new, unexpected information discovered during the investigation of the discrimination complaint occurs; may have uncooperative witnesses, complainants, or managerial personnel; violations of EEO policies and procedures which require immediate corrective action, etc.

• Knowledge of federal, state, city and local laws and regulations governing nondiscrimination of employees, applicants, and customers and mitigation of disproportionate impact/burden to communities.
• Strong investigative skills.
• Exceptional interpersonal and communication skills, including: the ability to both be impartial and project impartiality, and the ability to establish rapport with a diverse range of community members.
• Excellent critical thinking skills and the ability to analyze information, evaluate results, and facilitate resolution of difficult challenges.
• Ability to manage issues of complex and extreme sensitivity with a high level of professionalism.
• Demonstrated ability to organize and plan one’s work to meet critical deadlines.
• Demonstrated ability to prepare complex written reports and provide reliable testimony explaining the investigation’s process, findings, conclusions, and rationales.
• Ability to work effectively both independently and as a member of a team.

• Strong knowledge of federal, state, city and local laws and regulations governing nondiscrimination of employees, applicants, and customers and mitigation of disproportionate impact/burden to communities.
• Strong investigative skills.
• Exceptional interpersonal and communication skills, including: the ability to both be impartial and project impartiality, and the ability to establish rapport with a diverse range of community members.
• Excellent critical thinking skills and the ability to analyze information, evaluate results, and facilitate resolution of difficult challenges.
• Ability to manage issues of complex and extreme sensitivity with a high level of professionalism.
• Demonstrated ability to organize and plan one’s work to meet critical deadlines.
• Demonstrated ability to prepare complex written reports and provide reliable testimony explaining the investigation’s process, findings, conclusions, and rationales.
• Ability to work effectively both independently and as a member of a team.

• Strong knowledge of federal, state, city and local laws and regulations governing nondiscrimination of employees, applicants, and customers and mitigation of disproportionate impact/burden to communities.
• Demonstrated knowledge of and ability to interpret and apply federal, state, and local laws and regulations (including Title VI & VII of the Civil Rights Act of 1964 as amended in 1991, the Americans with Disabilities Act, the Age Discrimination in Employment Act and related non-discrimination statutes, state and local laws, Executive Orders, and guidelines) pertaining to equal opportunity, access and inclusion to employment, services, benefits, and activities of the MTA.
• Strong investigative skills.
• Ability to assess and negotiate highly complex, confidential, and sensitive matters of discrimination, harassment, and disproportionate impact, while maintaining objectivity and neutrality.
• Ability to recognize patterns or practices which are inherently discriminatory or those which serve as a pretext for discrimination.
• Demonstrated ability to manage high volume and time-sensitive workload and to meet demanding deadlines.
• Initiative, ingenuity, resourcefulness, and judgment are required to collect, assemble, and develop facts and other pertinent data.
• Ability to think logically and objectively, to analyze and evaluate facts, evidence, and related information, and arrive at sound conclusions.
• Skill in written and oral reports and presentation of investigative findings in a clear and concise manner.
• Strong organizational, planning, and interviewing skills and ability to work independently.
• Tact, discretion, and capacity for obtaining the cooperation and confidence of others.
• Advanced facilitation, mediation, negotiation, and interpersonal skills.

• BA/BS from an accredited college or university is required. An equivalent combination of education and experience from an accredited college may be considered in lieu of a degree. A related Master’s degree may substitute for two years of experience. A Juris Doctorate degree may substitute for three years of experience and
• Minimum of two to three (2-3) years demonstrated experience conducting thorough investigations, i.e. Human Resources, Labor Relations, Special Investigations, Criminal, and Operations, or 2-3 years’ experience in an EEO department is required.

• BA/BS from an accredited college or university is required. An equivalent combination of education and experience from an accredited college may be considered in lieu of a degree. A related Master’s degree may substitute for two years of experience. A Juris Doctorate degree may substitute for three years of experience and
• Minimum of five (5) years demonstrated experience conducting thorough investigations pertaining to allegations of discrimination is required.

• BA/BS from an accredited college or university is required. An equivalent combination of education and experience from an accredited college may be considered in lieu of a degree. A related Master’s degree may substitute for two years of experience. A Juris Doctorate degree may substitute for three years of experience and
• Minimum of eight (8) years’ experience conducting investigations pertaining to civil rights, discrimination and/or workforce harassment complaints; and comprehensive understanding of Equal Opportunity related laws, statutes, guidelines, and regulations is required.