MTA Internship Resources For Interns
Welcome Interns!
STUDENT LEADERS INTERNSHIP PROGRAM Continuing Student Leader’s Assessment Instructions Purpose of this Form: This form should be utilized to assess the performance of the Student Leader for the current semester. This form should only be filled out for Student Leaders who will be continuing in the internship program for the upcoming semester. If your Student Leader will be exiting the program, please fill out the Supervisor’s Final Assessment Form. Process of Completing the Form and Delivering Feedback: This form has been constructed to capture feedback based on skills and behaviors demonstrated by Student Leaders. The assessment requires the identification of current key responsibilities and the establishment of goals for the next semester. The Skills Assessment section requires supervisors to rate skills in communication, time management, teamwork, and problem solving on a five-point scale. Each number on the scale is correlated with a performance standard so that the student being reviewed may gain a more coherent understanding of their demonstrated performance. The Results Assessment section seeks to identify two key accomplishments made by the Student Leader during the current semester and aims to help the Student Leader understand the impact of their contributions. The assessment also allows for supervisors to identify three key areas for growth and establish coordinated activities/assignments to assist in this growth and development. When the form has been completed, please meet with the Student Leader to address the ratings given and create a plan to improve performance over the next semester. Please submit a completed and signed form to studentprograms@nyct.com before the end of the semester.
STUDENT LEADERS INTERNSHIP PROGRAM CONTINUING ASSESSMENT Date: ______________________ Semester: ____________ Student Leader’s Name: _______________________ Expected Graduation Date: ______/________ MM YYYY Supervisor Completing Evaluation: ______________________________ Employment Status: ____ Post-Graduate ____ Student Leader ___ Paid ___ Unpaid SKILLS ASSESSMENT Please circle the number that correlates closely to the behavior exhibited by your Student Leader. Communication 1 2 3 4 5 Poor Student Leader fails to communicate clearly and effectively. Does not seek additional information when needed. Communication skills and techniques requires notable changes. Satisfactory Student Leader communicates effectively when necessary. Can draft basic documents and emails and communicate with supervisors and other employees with minimal need for corrections. Excellent Student Leader communicates information clearly, effectively, and accurately. Can independently draft documents, emails, and corresponds professionally with supervisors and other employees with little to no need for changes. Time Management 1 2 3 4 5 Poor Student Leader fails to keep track of deadlines and does not complete assignments in a timely manner. Has trouble arriving on time to work and may be late consistently throughout the week. Satisfactory Student Leader is efficient in working on time sensitive projects and meeting deadlines. Is generally on time for work. Excellent Student Leader excels in working on time sensitive projects and meeting deadlines. Work is well organized and coherent. Is very punctual. Teamwork 1 2 3 4 5 Problem Solving 1 2 3 4 5 Poor Student leader is unable to solve problems related to assignments independently. May neglect to take action to rectify any problems that occur. Satisfactory Student Leader demonstrates good problem- solving skills and may seek additional help periodically. Excellent Student Leader demonstrates excellent problem- solving skills and can independently solve most problems for a positive outcome. Poor Student Leader fails to cooperate with assignments involving teamwork. Does not try to work respectfully with others. Satisfactory Student Leader works well in a team and can effectively contribute to the assignment or project. Excellent Student Leader is an effective team player and cooperates well with others to effectively accomplish goals and contribute to the assignment or project.
STUDENT LEADERS INTERNSHIP PROGRAM CONTINUING ASSESSMENT Personal Responsibility & Professional Development/Work Ethic 1 2 3 4 5 Poor Student Leader rarely demonstrates reliability and discipline in the completion of assignments. May not take accountability for late/erroneous assignments. Integrity requires improvement. Progress with professional development is weak. Satisfactory Student Leader generally demonstrates reliability and discipline in the completion of assignments. Demonstrates reasonable integrity and dedication to the completion of assignments. Progress with professional development is steady. Excellent Student Leader always demonstrates reliability and discipline in the completion of assignments. Demonstrates exceptional integrity and dedication to the completion of assignments. Progress with professional development is excellent. RESULTS ASSESSMENT Please list two accomplishments your Student Leader has made this semester and address the level of impact of each specific accomplishment to your department. Accomplishment 1: _________________________________________________________________________________________________ _________________________________________________________________________________________________ Accomplishment 2: _________________________________________________________________________________________________ _________________________________________________________________________________________________ Goals to be Achieved Next Semester 1._______________________________________________________________________________________________ _________________________________________________________________________________________________ _________________________________________________________________________________________________ 2._______________________________________________________________________________________________ _________________________________________________________________________________________________ _________________________________________________________________________________________________ Additional Comments (Optional) Signature of Supervisor: ______________________________________ Date: _____________________ Signature of Student Leader: _________________________________ Date: ____________________
STUDENT LEADERS INTERNSHIP PROGRAM EXITING STUDENT LEADERS’ FINAL ASSESSMENT Date: Semester: Name: Pass#: Supervisor: Dept./Div.: Worksite: Cell/Work Number: Thank you for participating in the NYC Transit Experiential program. Please answer the following questions as honestly as possible. The information you provide us will assist with future decisions and development. All the information you provide will be confidential. Program: ____ Student Leader ____ Paid ____ Unpaid ____ Post-Graduate Did you intern for credit? Yes ___ No ___ If so, how many credits did you receive? ____ Why are you leaving the MTA? o I am graduating from my Undergraduate program and I am not planning to attend Graduate School o I am graduating from Graduate school and the Post-Graduate program is not available in my area o I have obtained fulltime employment at the MTA o I have obtained fulltime employment somewhere else o Please indicate where: ___________________________________________________________________ o Other reason: ______________________________________________________________________________________ Would you consider working for the MTA in the future? Y N If no, why? __________________________________________________________________________________________________ __________________________________________________________________________________________________ Have you applied for any positions at MTA? Y N Have you interviewed for any positions at MTA? Y N Internship Experience On a scale of 1-5, with 5 indicating that you strongly agree and 1 indicating that you strongly disagree, please rate your experience during the internship program. Circle a number to indicate your response. The project stimulated further thought and interest within the field of work. 1 2 3 4 5 I was able to apply skills learned in school/previous experience to the project. 1 2 3 4 5
STUDENT LEADERS INTERNSHIP PROGRAM EXITING STUDENT LEADER FINAL ASSESSMENT I received knowledge that would help me to further your career/education. 1 2 3 4 5 I received enough training to perform tasks on the job effectively. 1 2 3 4 5 My internship overall was a success. 1 2 3 4 5 Please identify any specific skills and competencies that were gained from this internship. __________________________________________________________________________________________________ __________________________________________________________________________________________________ __________________________________________________________________________________________________ Explain how you learned the above-mentioned skills. __________________________________________________________________________________________________ __________________________________________________________________________________________________ __________________________________________________________________________________________________ How did the Student Leaders Internship Program provide work related experience in your area of study? __________________________________________________________________________________________________ __________________________________________________________________________________________________ __________________________________________________________________________________________________ Core Competency Development On a scale of 1-5, 5 being excellent, assess the development of your core competencies in the following areas. Problem Solving/Critical Thinking 1 2 3 4 5 Written and Oral Communication 1 2 3 4 5 Professionalism/Work Ethic 1 2 3 4 5 Time Management 1 2 3 4 5 IT Software Application & Literacy 1 2 3 4 5 Leadership Skills 1 2 3 4 5 Teamwork/Collaboration 1 2 3 4 5
STUDENT LEADERS INTERNSHIP PROGRAM EXITING STUDENT LEADER FINAL ASSESSMENT Experience with Manager On a scale of 1-5, with 5 indicating that you strongly agree and 1 indicating that you strongly disagree, please rate your experience with your manager during the internship program. Circle a number to indicate your response. My supervisor shared his/her knowledge in a beneficial manner. 1 2 3 4 5 My supervisor provided related resources and information when needed. 1 2 3 4 5 The objectives and requirements of the internship were clearly stated. 1 2 3 4 5 The goals established with my manager at the beginning of my internship were met. 1 2 3 4 5 What changes, if any, would you have made in your internship? __________________________________________________________________________________________________ __________________________________________________________________________________________________ __________________________________________________________________________________________ STUDENT LEADERS’ INTERNSHIP PROGRAM MANAGEMENT TEAM On a scale of 1-5, with 5 indicating that you strongly agree and 1 indicating that you strongly disagree, please rate your experience with the Student Leaders’ Internship Program Management during the internship. Circle a number to indicate your response. Student Leaders’ Management Team was helpful to me during my internship. 1 2 3 4 5 Student Leaders Orientation assisted me in understanding my role as an Intern. 1 2 3 4 5 The workshops provided by Student Leaders’ Management Team were useful to my career development. 1 2 3 4 5 Student Leaders’ Management Team informed me of all the requirements of the internship program. 1 2 3 4 5 Please Leave general feedback/suggestions below: __________________________________________________________________________________________________
NOTICE NO.: 55-20 (Supersedes Notice No.: 76-12) June 4, 2020 TO: ALL EMPLOYEES SUBJECT: WORKPLACE VIOLENCE PREVENTION POLICY STATEMENT All Service Delivery employees are reminded that it is MTA, New York City Transit’s policy to promote a safe environment for all employees. The agency is committed to maintaining a workplace free from violence, threats of violence, harassment, intimidation, and other forms of disruptive behavior. Attached is the New York City Transit’s Workplace Violence Prevention Policy Statement. 1. It discusses the NYC Transit workplace violence prevention policy. 2. It indicates how to report an incident. 3. It advises supervisors and managers of procedures that must be followed upon receipt of an incident report. Each RC head is responsible to permanently post a hard copy of the policy statement in a place or places where notices to employees are customarily posted. They must not be altered, defaced, or covered by other posted material. Paul J. McPhee Chief Officer, Field Operations Service Delivery “EVERY SECOND COUNTS” Attachment NOTICE NO.: 55-20 (Supersedes Notice No.: 76-12)
EMPLOYEE/CONTRACTOR ACCESS CARD REQUEST Metropolitan Transportation Authority Pass Office - (646) 252-1599 1. REQUESTER INFORMATION. Requester Date Department / Division Phone Floor E-Mail 2. COMPLETE THIS FORM FOR EACH PERSON REQUIRING AN ACCESS CARD. New Access Card Replacement Access Card General Information First Name, Last Name, Middle Initial Department / Contractor Company Name Telephone Number Employee BSC# Contractor C# Work Location (Building & Floor) Card type (select one) Permanent Employee Contingent Employee Board Member Contractor 3. AUTHORIZATION. Supervisors Signature Division Head Signature 4. MTA Pass Office will contact each person to schedule an appointment for issuing an access card. 5. You may e-mail completed forms to the MTA Pass Office at mtapassoffice@mtahq.org. This Section for MTA Facilities Management use only Card Number Issue Date Expiration Date Signature of person issuing ID / Access Card Date Access Level. Special Request: Supervisors Name Print Division Head Name Print Floors EMPLOYEE / CONTRACTOR ACCESS CARD REQUEST 2 Broadway Metropolitian Transportation Authority Pass Office - (646) 252-1599
STUDENT LEADERS INTERNSHIP PROGRAM RESIGNATION FORM To: Student Leaders Management Date: From: BSC ID: Subject: Resignation ____ Termination ____ RC: I hereby ___resign or ___ was terminated as a ___ Student Leader ___ Paid ___Unpaid ___ Post-graduate, effective at the close of business on (Date) _________________ Reason for Resignation/Termination: If accepted another position, please give name and address of employer: If accepting another appointment in a State or City agency, please indicate the name, salary, and list from which you have been appointed: Write your forwarding address for mail & clearly print your personal Email address: Signature: __________________________________ Pass No: ____________ For SL Management Only Recommendation to rehire: ___ Yes ___ No ___ Conditional (explain) Comments: ______________________________________________________________________________ ______________________________________________________________________________
Internship Program Contacts For All Internship Program Inquiries: • Janice.Mckenzie@mtahq.org • Kawanza.Williams@mtahq.org • Cherise.Myers@nyct.com • Alicia.Lin1@mtahq.org For the CUNY Internship Program - Timekeeping and Payroll Inquiries: • Tara.Pace@cuny.edu College Aides and Tech/Eng/Fin Fellows – General Inquiries: • MTAStudentLeaderInternship@mtahq.org • StudentPrograms@nyct.com
STUDENT LEADERS INTERNSHIP PROGRAM WORK AVAILABILITY ACKNOWLEDGEMENT I (full name) understand I am required to work four (4) days per week. However, I am unable to work four (4) per week due to Instead, I will be working days and hours per week. My supervisor has approved the scheduled hours listed above. Student Leader’s Name (Print) Student Leader’s Signature Date Manager Name (Print) Manager Signature Date Note: You must complete this form if you are unable to work the required four days. You must however work at least 3 days, 20 hours per week. Once completed please email to: studentprograms@nyct.com
MTA ALL AGENCY POLICY STATEMENT EQUAL EMPLOYMENT OPPORTUNITY June 2022 The Metropolitan Transportation Authority ("MTA"), and its affiliated agencies: New York City Transit (NYCT) including the Manhattan and Bronx Surface Transit Operating Authority (MaBSTOA) and the Staten Island Rapid Transit Operating Authority (SIRTOA), Metro-North Railroad (MNR), Long Island Rail Road (LIRR), MT A Bus Company (MTA BUS), MTA Bridges and Tunnels (B&T) and MT A Construction and Development (C&D), herein referred to as "MTA", is fully committed to equal employment opportunity for all employees, applicants for employment, and certain non-employees such as visitors, contractors, subcontractors, consultants, interns, fellows, or apprentices, in the workplace, without regard to race, color, religion, (including the wearing of any attire, clothing, or facial hair in accordance with the requirements of a person's religion), creed, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity and expression, pregnancy, veteran or military status, marital/familial/partnership/caregiver status, status as a victim of domestic violence, stalking and/or sex offenses, sexual and reproductive health decisions, or any legally protected basis. In addition, MTA will not impermissibly use or rely on immigration/alienage/citizenship status, credit history, arrest/conviction records, unemployment history, or salary history in its employment practices. MT A's Equal Employment Opportunity ("EEO") Policy applies to all employment actions, including but not limited to hire, promotion, upgrades, working conditions, demotion, transfer, recruitment or recruitment advertising, layoff or other discharge, recall, rates of pay or other forms of compensation, treatment of employees, benefits and selection for training. Further, the MTA expressly prohibits any form of harassment based on the aforementioned protected bases. These forms of discrimination or harassment are prohibited in the workplace and in any location that could reasonably be regarded as an extension of the workplace, such as business travel or outside training, and will not be tolerated. All employees and applicants for employment and certain non-employees in the workplace shall be protected from retaliation or harassment for filing a complaint or participating in an investigation of a complaint, participating in any employment discrimination proceeding or other protected activity. Such retaliation or harassment is strictly prohibited and will not be tolerated. The MTA is committed to providing reasonable accommodation to applicants and employees who need them because of a disability or pregnancy/childbirth or related medical condition, or to practice or observe their religion, absent undue hardship as required by applicable law. The MT A is fully committed to complying with all applicable laws and regulations that call for the establishment and implementation of a program providing equal employment opportunities for all employees, applicants for employment and certain non-employees in the workplace. To that end, the MTA has developed a written nondiscrimination program that sets forth the policies, practices and procedures, with goals and timetables, to which MT A is committed. This program is available for inspection by employees or applicants for employment upon request. All managers and supervisors share in the responsibility for complying with and promulgating this program and are assigned specific tasks to ensure and achieve compliance. Their performance in connection with this responsibility will be evaluated in the same manner the agency evaluates their performance in other agency programs. Michael J. Gamer, MTA's Chief Diversity and Inclusion Officer, reports directly to the MTA Chairman and Chief Executive Officer. Mr. Gamer is the executive responsible for implementing MT A's EEO 1
MTA ALL AGENCY POLICY STATEMENT SEXUAL AND OTHER DISCRIMINATORY HARASSMENT June 2022 Sexual or other discriminatory harassment in the workplace is unlawful and all employees, as well as certain non-employees such as visitors, contractors, subcontractors, consultants, interns, fellows, or apprentices, are prohibited from engaging in any such activity. It is the Policy of the Metropolitan Transportation Authority ("MT A") and its subsidiary and affiliated agencies: New York City Transit including the Manhattan and Bronx Surface Transit Operating Authority (MaBSTOA) and the Staten Island Rapid Transit Operating Authority (SIRTOA), Metro-North Railroad, Long Island Rail Road, MTA Bus Company, MTA Bridges and Tunnels and MT A Construction and Development, herein referred to as "MT A", that all employees have the right to work in an environment free from any form of discriminatory harassment or intimidation, either physical or verbal, by any other employee as well as certain nonemployees. The MT A will not tolerate sexual or any _other form of discriminatory harassment and violators of this Policy will be subject to disciplinary action, including but not limited to termination of employment, as set forth in more detail in MTA's Sexual and Other Discriminatory Harassment All Agency Policy Directive. (This Policy Directive is available on the MTA's intranet site as well as by contacting the appropriate MTA Agency or MTA Department of Diversity and Civil Rights at (646) 252-1385.) Sexual harassment includes harassment on the basis of sex, sexual orientation, gender identity and expression and the status of being transgender, as is defined to include, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1. submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment, or 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 working environment. Sexual harassment can occur in a variety of circumstances, without regard to gender or perceived gender of the individuals or whether there has been an adverse employment action. Sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails and social media usage by employees can constitute workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours. The following describes some of the types of acts that may constitute sexual harassment that are strictly prohibited, and may be unlawful: • Physical assaults of a sexual nature; • Unwanted sexual advances or propositions; sexually oriented gestures, noises, remarks, jokes or comments about a person's sexuality or sexual experience, which create a hostile work environment; 1
June 2022 MTA ALL AGENCY POLICY STATEMENT SEXUAL AND OTHER DISCRIMINATORY HARASSMENT (Continued) MTABus Joel Andrews (Acting) 2 Broadway, 30th Floor New York, NY 10004 718-694-1730 joel.andrews@nyct.com New York City Transit Joel Andrews Long Island Rl:lil Road Jodi Savage Jamaica Station - 1141 Jamaica, NY 11435 {347) 986-0161 jodi.savage@mtahg.org 130 Livingston Street, y ct Floor Brooklyn, NY 11201 718-694-1730 joel.andrews@nyct.com Metro�North Railroad Mayra Bell 420 Lexington Ave. 12th Floor New York, NY 10170 212-340-2560 mbell@mnr.org You may also contact MTA' s Chief Diversity and Inclusion Officer, Michael J. Gamer, at 2 Broadway, 16th Floor, New York, NY 10004. Mr. Gamer can be reached by telephone at (646) 252-1385. Managers and supervisors are required to notify the Agency's Chief Equal Opportunity Officer or Mr. Gamer, as soon as they receive a complaint or otherwise observe, learn about, or suspect any improper discriminatory or retaliatory conduct, regardless of whether or not: • • • a written statement is provided contemporaneously, the complainant requests that no action be taken and/or requests confidentiality, or the complainant works in the manager/supervisor's department, division or unit. The Equal Opportunity Officer will promptly initiate a thorough and impartial inquiry. In all cases, confidentiality will be maintained throughout the investigation to the extent practical and consistent with the MTA's obligation to undertake a full inquiry and to make a determination. In addition, all employees are required to fully cooperate during the conduct of such an investigation. The MT A All Agency Equal Employment Opportunity Policy also contains pertinent information relating to claims of discrimination. If it is determined that a violation of this Policy has occurred, the MTA will take immediate action to remedy the situation. Anyone who witnesses or becomes aware of potential instances of sexual harassment or other discriminatory harassment must report such behavior to a manager, supervisor, Equal Opportunity Officer and/or Mr. Gamer. Any employee who is found to have violated this Policy or any supervisor or managerial employee who knowingly permits a violation of this Policy to occur may be subject to disciplinary action, up to and including dismissal from employment. Such an employee may also be subject to personal legal and financial liability. 3
STUDENT LEADERS INTERNSHIP PROGRAM Continuation Form Student Leaders can take a two week break at the end of each semester. Please check one: Unpaid Student Leader The following Unpaid Student Leader will be continuing his/her internship Semester: 20 Student Leader is continuing through break Yes No If no, indicate dates the student leader will be out: From: To: Paid Student Leader The following Paid Student Leader will be continuing his/her internship Semester: 20 Student Leader is continuing through break Yes No If no, indicate dates the student leader will be out: From: To: Student Leader Name _______________________________________________________ Supervisor Name ___________________________________________________________ Department/Division ________________________________________________________ Work Site___________________________________ ___________________________ Work Number_______________ ____________________ ____________ ___________________________________________________________________________ Supervisor’s Signature Date Please send a signed copy to studentprograms@nyct.com.
All Agency Policy Directive SOCIAL MEDIA Policy Number Responsible Department Effective Date Page 11-072 General Counsel June 18, 2020 Page 1 of 6 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance I. PURPOSE The purpose of this Policy is to establish mandatory guidelines for the responsible use of Social Media by all employees of the Metropolitan Transportation Authority and current and future subsidiaries and affiliates. This Policy should be read in conjunctio n with all other applicable Policies, including the MTA All-Agency Code of Ethics, the All-Agency Policy on Sexual and Other Discriminatory Harassment, All-Agency Title VI Policy, each Agency’s policies on Equal Employment Opportunity and Americans with Disabilities Act, and the MTA All-Agency Respectful Workplace Policy. II. SCOPE This Policy applies to the MTA and its current and future subsidiary and affiliated entities, including: MTA Headquarters; MTA New York City Transit, including the Manhattan and Bronx Surface Transportation Operating Authority and the Staten Island Rapid Transit Operating Authority; MTA Metro-North Railroad; MTA Long Island Rail Road; MTA Bridges and Tunnels; MTA Construction & Development; and MTA Bus Company (each an “Agency”, and collectively “MTA”). This Policy applies to all MTA employees, both represented and non-represented, but does not apply to the MTA Police Department, which has its own internal regulations governing conduct. Where there is a conflict between this Policy and an applicable collective bargaining agreement, the collective bargaining agreement shall control. III. DEFINITIONS Social Media – Online platforms that facilitate social networking, blogging and/or photo and video-sharing. Social media include proprietary social media web sites or applications such as Facebook, Instagram, LinkedIn, Snapchat, Pinterest, YouTube, TikTok, and Twitter, as well as collaboration services such as Wikipedia and Blogspot or any emergent social media platform or service.
All Agency Policy Directive SOCIAL MEDIA Policy Number Responsible Department Effective Date Page 11-072 General Counsel June 18, 2020 Page 2 of 6 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance IV. POLICY MTA recognizes that its employees regularly use Social Media to share their life experiences and opinions with family, friends, and co-workers. MTA also recognizes that its employees have important First Amendment rights of expression to address matters of public concern outside of the workplace, including in their personal use of Social Media. However, the use of Social Media by MTA employees also presents certain risks to MTA, its public reputation, operations, customers, and employees, includ ing employee morale and effective functioning. Accordingly, it is important to MTA’s interests as a public transportation agency that all employees use Social Media responsibly and safely. Employees should be aware that content posted on the internet, including on Social Media, is—or may end up becoming—public, even if originally shared with a limited audience or with privacy settings intended to limit the dissemination of the informatio n. Thus, before posting content on Social Media, employees should consider whether they would be embarrassed or uncomfortable if their supervisor, co-workers or customers saw the post. If the content of a post would not be acceptable in an in-person conversation with a fellow employee or customer, it is probably not appropriate to post on Social Media. Employees also should be aware that their public statements, including content they post on Social Media, can reflect on the MTA, particularly when their professional affiliation is apparent from the post or their profile page on a Social Media site. For that reason, employees should be careful when identifying themselves online, including by implication or association, as MTA employees. Above all, MTA employees should be aware that to the extent existing Agency policies and rules govern employee conduct, those policies and rules extend equally to Social Media activities that may affect the workplace. In other words, these guidelines are not meant to reduce or diminish the existing policies on employee conduct.
All Agency Policy Directive SOCIAL MEDIA Policy Number Responsible Department Effective Date Page 11-072 General Counsel June 18, 2020 Page 3 of 6 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance V. DIRECTIVES A. MTA Official Social Media Sites MTA maintains official Social Media sites, and it makes use of Social Media for business and customer service purposes. Only employees whose job responsibilit ies include using Social Media on behalf of MTA are authorized to post or publish comments or materials to MTA’s official Social Media sites. Any such employees may only post or publish content that has been authorized and approved by MTA management. Except for those employees who are authorized to post or publish comments on MTA’s official Social Media sites, employees may not post or publish anything on Social Media in the name of MTA or in a manner that could reasonably be interpreted as representing an official position or opinion of MTA. Thus, employees who publish personal or professional opinions may not invoke their MTA title. In addition, when an MTA employee publishes personal or professional opinions that include information identifying them as an MTA employee, they must include a disclaimer such as the following where technically feasible: “The postings on this site are my own and do not necessarily represent the position, strategy or opinion of the MTA.” B. Personal Use of Social Media During Work Hours Employees may not access Social Media for personal use during work hours – either with their own personal devices or with devices or equipment provided by MTA - - in a manner that distracts from or interferes with their jobs duties or the operations of MTA. This policy is not meant to restrict employees from using Social Media while on break or otherwise off the clock, or for occasional and incidenta l personal use, so long as such use does not otherwise violate any other MTA policy. Notwithstanding the foregoing, employees may not use their MTA email addresses
All Agency Policy Directive SOCIAL MEDIA Policy Number Responsible Department Effective Date Page 11-072 General Counsel June 18, 2020 Page 4 of 6 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance to register on Social Media sites for personal, social use, but may use them solely for business, professional use. C. Social Media Activities that Violate MTA Policies When using Social Media, employees must abide by all MTA policies including but not limited to the MTA Code of Ethics, policies and procedures related to the acceptable use of MTA-provided equipment and devices, policies and procedures related to the prevention of discrimination and harassment, and any security related policies and procedures. Employees may not use Social Media sites to display or distribute information, including text, photographs or videos, relating to nonpublic MTA activities. Even when an employee uses their own personal device or account outside of work hours, their use of Social Media to threaten, harass, bully, or discriminate against co-workers, customers, contractors, vendors, or suppliers, or to make any threats of violence can violate MTA policies when the Social Media activity negatively affects the workplace or the MTA’s ability to serve the public. Similarly, posting material on Social Media that is discriminatory, harassing, or threatening of classes of people, such as material that demeans others based on their race, color, religion, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity and expression, pregnancy, veteran or milita ry status, marital/familial/partnership/caregiver status, status as a victim of domestic violence, stalking and/or sex offenses, and any other legally protected category, and which affects the workplace or the MTA’s ability to serve the public, may be treated as a violation of MTA policy, regardless of whether MTA resources have been used. The MTA Policies that may be violated by such Social Media activities include the MTA All-Agency Respectful Workplace Policy, the MTA Equal Employment Opportunity Policy, the MTA Policy on Sexual and Other Discriminatory Harassment, All-Agency Title VI Policy, each Agency’s policies on the Americans
All Agency Policy Directive SOCIAL MEDIA Policy Number Responsible Department Effective Date Page 11-072 General Counsel June 18, 2020 Page 5 of 6 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance with Disabilities Act, and the MTA Violence in the Workplace Policy. As set forth in these Policies, violations subject employees to discipline, up to and includ ing termination. D. Confidentiality of Information on Social Media In accordance with Section 4.03 of the Code of Ethics, employees must maintain the confidentiality of MTA Confidential Information as defined in the ethics code and may not post or publish such information on Social Media. Confidentia l Information includes, but is not limited to, the following categories of informatio n: • employees’ and their dependents’, social security numbers, driver’s license numbers, credit and debit card numbers with or without access passwords, personal health information, employee benefits information; and • MTA Agency intellectual property assets, security-sensitive infrastructure and operations information, and security procedures, including, without limitat io n, designs, plans, blueprints, drawings, security infrastructure and protocols, mobilization plan and non-public procurement, human resources or labor relations information. E. MTA Intellectual Property Employees may not use MTA trademarks, logos, or copyrighted materials on Social Media for personal or commercial purposes. Pursuant to the Code of Ethics, employees are prohibited from using their affiliation with MTA to promote outside businesses, political or commercial activities on Social Media.
All Agency Policy Directive SOCIAL MEDIA Policy Number Responsible Department Effective Date Page 11-072 General Counsel June 18, 2020 Page 6 of 6 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance F. Permissible Uses MTA understands that employees may communicate with their co-workers about the terms and conditions of their employment through Social Media, and that these exchanges may be protected by law. Nothing in this policy is meant or should be construed to undermine or restrict MTA employees’ rights under the Railway Labor Act or other applicable law to engage in concerted activities on Social Media, for example, by discussing with co-workers the terms and conditions of their employment such as wages and working conditions. Likewise, nothing in this Policy should be construed as an effort by MTA to broadly discourage speech on issues of public concern by its employees. Employees can direct any questions concerning this Policy and their use of Social Media to their Agency Human Resources lead. VI. POLICY LIFECYCLE MANAGEMENT This Policy Directive will be reviewed annually and revised as necessary. As with all MTA policies, this policy does not constitute a contract, express or implied and MTA reserves the right to modify or rescind this policy at its sole discretion at any time.
All Agency Policy Directive RESPECTFUL WORKPLACE Policy Number Responsible Department Effective Date Page 11-073 Department of Diversity & Civil Rights June 18, 2020 Page 1 of 4 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance I. PURPOSE The Metropolitan Transportation Authority (“MTA”), and its current and future subsidiary and affiliate entities, are committed to providing a respectful workplace for all employees. II. SCOPE This Policy applies to the MTA and its current and future subsidiary and affiliated entities, including: MTA Headquarters; MTA New York City Transit, including the Manhattan and Bronx Surface Transportation Operating Authority and the Staten Island Rapid Transit Operating Authority; MTA Metro-North Railroad; MTA Long Island Rail Road; MTA Bridges and Tunnels; MTA Construction & Development; and MTA Bus Company (each an “Agency”, and collectively “MTA”). This Policy applies to all MTA employees, both represented and non-represented, but does not apply to the MTA Police Department, which has its own internal regulations governing conduct. Where there is a conflict between this Policy and an applicable collective bargaining agreement, the collective bargaining agreement shall control. III. POLICY It is the Policy of the MTA to maintain a professional work environment where all individuals are treated, and treat each other, with respect. Disrespectful conduct, harassment and bullying of coworkers, customers, vendors, contractors or suppliers by MTA employees is prohibited and is against MTA’s core values. In addition, other MTA and Agency policies prohibit harassment and discrimination on the basis of race, color, religion, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender identity and expression, pregnancy, veteran or military status, marital/familial/partnership/caregiver status, status as a victim of domestic
All Agency Policy Directive RESPECTFUL WORKPLACE Policy Number Responsible Department Effective Date Page 11-073 Department of Diversity & Civil Rights June 18, 2020 Page 2 of 4 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance violence, stalking and/or sex offenses, and any other legally protected category. See All Agency Policy Directives on Sexual and Other Discriminatory Harassment, Transgender and Gender Non-Conforming Employees, All-Agency Title VI Policy, and each Agency’s policies on Equal Employment Opportunity and the Americans with Disabilities Act. IV. SPECIFIC DIRECTIVES A. Determining What is Disrespectful Conduct Disrespectful conduct can include derogatory comments or jokes based on any class of people, including race, sex, color, religion, sexual orientation, disability, national origin, ethnicity or any other category prohibited by MTA policy; use of degrading words or graphics to describe or refer to an individual or group; spreading false gossip or rumors about an individual or group, and cursing and name calling. Disrespectful conduct can, but does not always, include racist or sexist language, slurs, or images, or statements that incite discrimination or make threats of violence. Posting material online, including on social media platforms, even when made outside of work, can be hurtful to other people, including coworkers or customers, and may constitute violations of this Policy where they negatively affect the workplace or the MTA’s ability to serve the public. Disrespectful behavior does not include: (i) disagreements, misunderstandings, miscommunications or conflict situations where the behavior remains professional and respectful; (ii) discussing the terms and conditions of employment with coworkers or supervisors; or (iii) the normal exercise of supervisory or manageria l responsibilities, such as performance reviews, work direction, performance management and disciplinary action, provided they are conducted in a respectful, professional manner.
All Agency Policy Directive RESPECTFUL WORKPLACE Policy Number Responsible Department Effective Date Page 11-073 Department of Diversity & Civil Rights June 18, 2020 Page 3 of 4 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance B. Reporting Disrespectful Conduct All MTA employees should report disrespectful conduct to their manager or supervisors. Employees always have the right to go to their Agency Diversity/EEO Office concerning violations of any EEO policies, including but not limited to the following: a. Sexual and Other Discriminatory Harassment Policy Directive; b. Agency Equal Employment Opportunity Policy; c. Agency Americans with Disabilities Act Policy; and d. All Agency Transgender and Gender Non-Conforming Employees Directive Policy. Employees may also report disrespectful conduct to Human Resources, Employee Relations or Labor Relations, if applicable. C. Addressing Disrespectful Conduct Employees who engage in disrespectful conduct at work are subject to discipline, up to and including termination. Employees may also be disciplined, up to and including termination, for disrespectful conduct outside of work if the conduct negatively affects the workplace or the MTA’s ability to serve the public. In particular, posting material online, including on personal social media accounts, that is discriminatory, harassing, or threatening of classes of people, such as material that demeans others based on their race, color, religion, national origin, ancestry, sex, sexual orientation, age, disability, predisposing genetic characteristic, gender
All Agency Policy Directive RESPECTFUL WORKPLACE Policy Number Responsible Department Effective Date Page 11-073 Department of Diversity & Civil Rights June 18, 2020 Page 4 of 4 Issued: Chairman and Chief Executive Officer MTA Corporate Compliance identity and expression, pregnancy, veteran or military status, marital/familial/partnership/caregiver status, status as a victim of domestic violence, stalking and/or sex offenses, and any other legally protected category, may negatively affect the workplace or the MTA’s ability to serve the public. Posting pictures of or commentary regarding co-workers may interfere with those co-workers’ right to privacy and also may negatively affect the workplace or the MTA’s ability to serve the public. The posting of such material by an employee may subject that employee to discipline, up to and including termination, when it negatively affects the workplace or the MTA’s ability to serve the public. Agencies should follow their normal disciplinary process to address violations of this Policy. However, Agencie s must include the Diversity/EEO Office in all investigations or reports of disrespectful conduct that also violates Diversity/EEO policies. D. No Retaliation MTA prohibits any form of retaliation against an employee who has made a good faith report of a potential violation of this Policy or for cooperating in an investigation. Any employee who engages in such retaliation against a co-worker will be subject to disciplinary action, up to and including termination. V. POLICY LIFECYCLE MANAGEMENT This Policy Directive will be reviewed annually and revised as necessary. As with all MTA policies, this policy does not constitute a contract, express or implied and MTA reserves the right to modify or rescind this policy at its sole discretion at any time.
Step 3 – Click “First Time User Password Setup and follow the instructions on the screen (you will need to create a temporary password) Step 4 – Once your password is created, you can log in with your BSC ID and your new password (Note: Your BSC ID number was given to you at orientation)
Step 5 – From the MTA Portal Home Page, click on “My Pay” Step 6 – From the drop-down menu, select “Direct Deposit” Step 7 – Finally, enter your ABA routing number and account number Note – If you want your entire paycheck deposited into one account, select “Balance of net Pay.” If you want the paycheck split between two or more accounts, you can select by percentage or by amount.
How to Submit a Timesheet Go to https://www.rfcuny.org/. If logging in for the first time click Create to set up your account and choose a password. 1. Use the sign in box on the upper right hand corner of the homepage. Enter your RF CUNY ID and password and hit sign in. (In case you can’t log in, click on Forgot Password?) 2. Select the Time and Leave option from the Electronic Tools dropdown menu located right underneath the ‘Search’ option, near the top of your screen. 3. The dark shaded squares contain hyperlinked dates that you can click on to access your timesheet for the pay period. The drop-down menu at the top of the calendar can be used to go back to view or enter hours in older timesheets.
4. After clicking on the hyperlinked date you will be able to enter your work hours for the two week period. All hours worked should be entered in the “Reg” column. Any vacation time should be entered in the “Annual” column and any sick time should be entered in the “Sick” column. No other Columns should be used. IT Specialists Program Intern Handbook Appendix III
5. After you have finished entering your hours, click Preview Timesheet. After clicking Preview Timesheet the system will calculate your total hours. Make sure the hours are correct and click Save. Do Not Click on Save & Submit as this will lock your supervisor out from making their approval. 6. After clicking the Save button you will see a notification that your timesheet has been saved. Your supervisor can now approve your hours. IT Specialists Program Intern Handbook Appendix III