Metro policies that support a safe and inclusive workplace
View all Metro policies
A safe workplace for all
At Metro we value respect, teamwork, diversity, equity, inclusion and public service. Together we must create and maintain a work environment free of discrimination and harassment for all employees.
How to report concerns
Knowing who and how to report your concerns is a fundamental part of creating and maintaining a healthy and safe workplace. Here are resources to reporting concerns:
If you are represented by a union, reach out to a steward, business representative or member leader.
Confidential resources and support through Employee Assistance Program
The Employee Assistance Program through Cascade Centers is available to all employees. Cascade Centers provides 24/7 access to confidential counseling, as well as other services, including up to five counseling sessions with no copay or other out of pocket cost to you. Services are supportive, providers will not notify or report concerns to Metro and information shared is confidential. Visit cascadecenters.com, use "Metro" when asked for company name. You can also call 1800-433-2320, text 503-850-7221 or email [email protected]
County and national hotlines
- Multnomah County Crisis Line: 503-988-4888 (available 24/7)
- National Suicide Prevention lifeline: 1-800-273-TALK (8255)
How to request an accommodation for a disability, religion or pregnancy
Employees and job applicants with a disability may be eligible for reasonable accommodations that will allow them to perform the essential functions of their position or participate in the hiring process for an open position. A reasonable accommodation is a modification or adjustment to a job, employment practice or the work environment. Accommodations can also be made for pregnancy, childbirth and nursing parents as well as those that provide employees to observe religious holidays, traditions and practices.
Learn more about requesting an accommodation
Other information and resources
Confidentiality
To the extent possible, Metro Human Resources staff treats information received in connection with reports of discrimination, harassment and misconduct as confidential. At times it may become necessary for HR staff to disclose some information from a complaint while conducting an investigation. Supervisors are expected to keep what is disclosed to them as strictly confidential, except for their obligation to report the concern so that it may be addressed. All individuals who participate in an investigation are strongly encouraged to maintain confidentiality of the matters discussed. While employees have a right to discuss workplace issues, no one has the right to engage in hurtful gossip or a damaging smear campaign at work.
Protection from retaliation
State and federal law, and Metro policy prohibit retaliation for reporting discrimination or harassment, and/or filing a complaint of prohibited discrimination or harassment or participating in the investigation of such a complaint. Retaliation is a serious offense that can result in disciplinary action up to and including termination of employment.
Manager obligations
Managers are required to report concerns of discrimination, harassment and misconduct. To support a safe and inclusive workplace, Metro requires all supervisors, managers and leaders who receive a report of discrimination or harassment from an employee – including sexual misconduct, sexual assault, stalking, domestic violence, interpersonal violence, and retaliation – to promptly notify Metro Human Resources staff.
Metro Auditor Accountability Hotline
The Metro Accountability Hotline, administered by the Metro Auditor's Office, gives employees and citizens an avenue to report waste, fraud or abuse, or misuse of resources in any Metro or Metropolitan Exposition Recreation Commission facility or department.
Learn more about the Metro Auditor