EQUAL EMPLOYMENT OPPORTUNITY

Norfolk Southern provides reasonable workplace accommodations to support individuals with disabilities in performing essential job functions and to support employees in need of a religious accommodation based on their sincere religious belief.

NS honors the basic leave entitlements of the Family and Medical Leave Act (FMLA), entitling employees up to 12 weeks of unpaid job-protected leave in a signal 12-month period for:

• Incapacity due to pregnancy, prenatal medical care, or child birth
• To care for the employee’s child after birth, or placement for adoption, or foster care
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition
• For a serious health condition that makes the employee unable to perform their job
• FMLA also offers eligible employees with a spouse, son, daughter, or parent on covered active duty or call to covered active-duty status in the military to use their 12-week leave entitlement to address certain qualifying exigencies.  Lastly, it also offers eligible employees up to 26 weeks of unpaid job-protected leave to care for a covered servicemember with a serious injury or illness.

Norfolk Southern will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of sex, and the Equal Employment Opportunity Commission expects employers to prevent sexual harassment in the workplace.

NS promotes respectful and professional treatment of all employees, customers, vendors, and contractors. NS supports a work environment free from offensive behavior directed toward a person because of race, religion, color, national origin, gender, age, status as a covered veteran, sexual orientation, gender identity, the presence of a disability, genetic information or any other legally protected status.

NS strictly prohibits sexual harassment and will investigate any complaint involving a NS employee. Anyone found guilty of sexual harassment will be subject to disciplinary action, up to and including termination

Employees have an impact on the company’s EEO efforts and share in the responsibility to ensure compliance with fair and equal treatment of others. 

Norfolk Southern’s EEO policies exist to ensure that fair and equitable treatment for everyone. Decisions related to pay, benefits, transfers, promotions, furloughs and recalls, disciplinary actions, training, wellbeing resources, and access to social and recreational programs must occur without discrimination on the basis of race, religion, color, national origin, gender, age, status as a covered veteran, sexual orientation, gender identity, the presence of a disability, genetic information or any other legally protected status. NS ensures all employees are aware of the company’s commitment to ensure equal employment opportunities for covered individuals and requires employees to refrain from harassment, intimidation, and discrimination.

Any employee who believes that they have witnessed or been subject to conduct that violates NS EEO policy is required to immediately notify their immediate nonagreement supervisor or the Corporation’s EEO office. It is not sufficient to report concerns to any other individual, including supervisors to whom an individual does not immediately report, supervisory agreement employees, or co-workers.

If you have made or attempted to make a report to your immediate nonagreement supervisor, but 1) your immediate nonagreement supervisor is unavailable or is part of the complaint, 2) you are uncomfortable with reporting the complaint to your immediate nonagreement supervisor, 3) you are dissatisfied with your immediate nonagreement supervisor’s handling, or 4) you feel that the violation has continued despite your initial report, it is both your right and your responsibility to report your concerns to the Corporation’s EEO office by using the toll free number 1-888-TALKEEOopens in a new tab (825-5336) or by email at eeo@nscorp.comopens in a new tab.