Office of Equal Opportunity - Title VII - Equal Employment Opportunity and Affirmative Action

The Maryland State Highway Administration (SHA) values a diverse and inclusive workforce that reflects the communities we serve and is committed to a workplace free from discrimination, harassment and retaliation.

The Office of Equal Opportunity administers Title VII, ADA Reasonable Accommodations, and Diversity programs to ensure compliance with federal and state civil rights requirements, remove barriers to EEO, and to foster a welcoming and inclusive work culture.

SHA maintains a strong Equal Opportunity/Affirmative Action Program and upholds the Governor of Maryland’s policy for zero tolerance of any unfair employment practices as required under Executive Order 01.01.2017.16 Code of Fair Employment Practices. ALL personnel actions concerning any employee or applicant for employment will be made based on merit and fitness, without regard to:

Age
Ancestry
Color
Creed
Gender identification and expression
Genetic information
Marital Status
Mental or Physical Disability
National origin
Race
Religious or political affiliation, belief or opinion
Sex
Sexual orientation

SHA adheres to the following State and federal non-discrimination statutes

State statues

Federal statutes

Title VII of the Civil Rights Act of 1964 as amended prohibits discrimination in employment based on race, color, religion, sex (including pregnancy, sexual orientation and gender identity) and national origin;, and prohibits retaliation.
Genetic Information Nondiscrimination Act of 2008 makes it unlawful to discriminate based on genetic information, including information about an individual’s genetic tests, genetic tests of a family member and family medical history.
Title I of the Americans with Disabilities Act (ADA) as amended by the ADA Amendments Act of 2008 (ADAAA) prohibits discrimination in employment based upon a disability and requires employers to provide reasonable accommodations.
The Age Discrimination in Employment Act (ADEA) makes it unlawful to discriminate against an applicant or employee because of age, if over 40 years of age.
The Equal Pay Act of 1963 requires that employees receive the same pay for the same work regardless of the employee’s gender.
The Pregnancy Discrimination Act of 1978 prohibits discrimination based on pregnancy, childbirth or related medical conditions; it protects women affected by pregnancy, childbirth or related medical conditions.
The Pregnant Workers Fairness Act of 2023 requires employers to provide reasonable accommodation to a worker’s known limitations related to pregnancy, childbirth or related medical condition unless it would cause undue hardship.

Every SHA employee has the right to work in an environment that is free of both discrimination and harassment. In strict compliance with federal and State laws, any form of harassment, including sexual harassment, will not be tolerated.

Our goal is to promote employee involvement, teamwork, recognition, and inclusion. As our workforce becomes more diverse, SHA will promote Diversity Awareness Initiatives, sexual harassment training, and other training to educate and enrich managers, supervisors and employees about their obligations, rights, and protections.

Implementation of the Title VII Program is assigned to key officials, managers, and Equal Employment Opportunity (EEO) personnel. However, all employees in SHA should work cooperatively to achieve equal opportunity and affirmative action throughout SHA.

Complaint of Discrimination Form

Title VII EEO Complaint Process FAQs

Title VII Overview

Title VII of the Civil Rights Act of 1964, as amended, and required by 42 U.S.C. §2000e, et seq., prohibits discrimination in employment based upon race, color, sex, national origin, pregnancy and religion. The Act forbids employers to retaliate against any individual for opposing employment practices made unlawful by Title VII or for filing a discrimination charge, testifying, assisting, or participating in an investigation, proceeding, or hearing under Title VII.

The Office of Equal Opportunity provides direction and guidance throughout the Maryland Department of Transportation State Highway Administration (MDOT SHA) on the fair and consistent treatment of ALL employees regarding employment decisions, including the following:

Recruitment
Career Development/Advancement
Promotions
Performance Appraisals
Reclassifications
Tuition Aid/Education
Disciplinary Actions
Employment Benefits & Privileges
Compensation
Training

In addition to Title VII, the Americans with Disability Act (ADA) and the ADA Amendments Act of 2008 (ADAAA), under Title I, require employers with 15 or more employees to provide qualified disabled individuals an equal chance to benefit from the full range of employment-related opportunities. ADA prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that an employer can ask about an applicant's disability before a job offer is made. It requires that employers make reasonable accommodation to the known physical or mental limitations of qualified individuals with disabilities, unless it results in undue hardship. Religious entities with 15 or more employees must comply with Title I.

Business must provide reasonable accommodations to protect the rights of individuals with disabilities in all aspects of employment. Possible changes may include restructuring jobs, altering the layout of workstations, or modifying equipment. Employment aspects include the job application process, hiring, wages, benefits, and all other aspects of employment. Medical examinations are highly regulated.

ADA Accomodations for Employees and Applicants

SHA is committed to providing equal employment opportunity and access for qualified individuals with disabilities. In accordance with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973, SHA will provide reasonable accommodations to qualified employees and applicants with a disability unless doing so would cause undue hardship on the agency.

The ADA Reasonable Accommodation Program is administered by the Office of Equal Opportunity to ensure compliance with federal and state laws, promote accessibility in the workplace, and support SHA’s mission to foster an inclusive and equitable work environment.

A reasonable accommodation is:

Modification(s) or adjustment(s) to a job application process that enable a qualified applicant with a disability to be considered for the position such qualified applicant desires; or
Modification(s), adjustment(s), or change(s) to a job or work environment or to the manner or circumstances under which the position held or desired is customarily performed that enable a qualified individual with a disability to perform the essential functions of that position; or
Modification(s) or adjustment(s) that enable an employee with a disability to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees.

SHA employees or applicants who require reasonable accommodation may contact the Office of Equal Opportunity, at 410-545-0319 for more information. In addition, for more information, please see the Maryland Reasonable Accommodation Policy and Procedures.