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EEO and You

Dear fellow employee:

     Everywhere I go, I enjoy talking about the great people who make up our company. I believe firmly that Norfolk Southern has the best team in the transportation industry. We are the Thoroughbred of Transportation because we have talented people who are dedicated to our vision to be the best.

Our work force has changed rapidly over the past several years. It continues to change as new people come aboard to help us handle increased business levels and to fill the ranks of retiring baby boomers. Recruiting, developing and retaining a strong and diverse work force are essential for Norfolk Southern’s continued success.

Whether you are a recently hired member of the Thoroughbred team or a railroad veteran, you should be aware of our ongoing commitment to equal employment opportunity and affirmative action. We welcome people with all types of skills and varying social, religious, cultural, ethnic and educational backgrounds. Norfolk Southern values the contributions of each member of our team, and is committed to providing a workplace free of discrimination and harassment.

As you interact with your colleagues, you can help sustain this commitment by treating everyone with fairness and respect. Thank you for your support and for everything you do to keep Norfolk Southern the transportation industry leader.

Wick Moorman
Chairman, President and Chief Executive Officer

What is Norfolk Southern's Equal Employment Opportunity (EEO) Policy?

The policy at NS, its subsidiaries and affiliates is to comply with the letter and spirit of applicable laws, regulations and executive orders concerning equal opportunity, nondiscrimination, and affirmative action in employment.

The company is committed to offer employment, training, remuneration, advancement and all other privileges of employment on the basis of qualifications and performance, and regardless of race, religion, color, national origin, gender, age, presence of a disability, sexual orientation, veteran status or any other unlawful reason.

Additionally, it is company policy to provide equal terms and conditions of employment to qualified disabled people in accordance with the laws and regulations enacted to protect those individuals.

Who has responsibility for ensuring compliance with EEO policy?

Because of its great importance, all employees share in the responsibility for carrying out EEO policy. This ensures that the company meets its goals of nondiscrimination and affirmative action.

However, ultimate responsibility for policy compliance lies with the chairman, president and chief executive officer.

The vice president Human Resources is responsible for policy interpretation, and the EEO section of the Human Resources Department is responsible for monitoring the company's success in carrying out the policy.

What is my responsibility?

Ultimately, all employees must recognize their moral, ethical and legal responsibilities to ensure compliance with NS’ EEO policy.

Adherence to the policy, as well as to the spirit of fair and equal treatment of all employees, is considered in every personnel decision at NS. Employee efforts to carry out the policy are a key criterion in measuring job performance.

How will the EEO policy affect my employment?

NS strives for a work environment free of unlawful discrimination or harassment, where all employees are free to achieve full potential. A diverse work force is valued, encouraged and supported.

There are no positions at NS for which race, color, religion, national origin, age or gender are bona fide occupational qualifications.

All aspects of employment — selection, pay, benefits, transfers, promotions, furloughs and recall, training, social and recreational programs, tuition assistance, and disciplinary measures — are administered without discrimination.

How do training activities support the EEO policy?

The EEO section monitors participation of minorities and women in various training courses sponsored by NS.

Many training activities are held in-house. Some are administered company-wide and others by individual departments. Classes range from orientation sessions to advanced management training.

Each training activity is designed to give employees an opportunity to reach their potential at NS. Many in-house workshops are used to reinforce the company’s policy regarding equal employment opportunity and affirmative action.

Employees are provided learning experiences to enable them to support equal employment theories and practices and to acquire sensitivity to human relations problems.

What Norfolk Southern's policy regarding promotions?

NS encourages promotion from within whenever available talent can best meet NS’ needs.

Employees are recommended for promotion based on their qualifications for a position. In determining an individual's qualifications, criteria such as job performance, attendance, punctuality, safety and discipline records, educational background and individual capabilities are considered. Selection is based on available information.

What is affirmative action?

NS’ commitment to equal employment opportunity is more than a covenant not to discriminate. Affirmative action is the tool the company uses to comply with the spirit of equal employment opportunity and civil rights legislation.

The company maintains affirmative action plans to assist in implementing its commitment to hire and promote minorities, women, covered veterans and disabled people at all levels in the company.

What does NS do to attract qualified applicants to meet affirmative action objectives?

Government agencies, state employment offices, and special service agencies are contacted as employment needs dictate. Special measures are taken to attract qualified females in non-
traditional jobs and assure that minorities, as well as Vietnam era, disabled and other covered veterans, are encouraged to apply for employment.

To ensure success in recruiting minorities and females for management and professional positions, NS recruits candidates from colleges and universities with large female and minority enrollments.

How do equal employment and affirmative action affect disabled individuals?

Major recruiting sources are notified of NS’ commitment to employ individuals with disabilities. Reasonable accommodations are made to enable people with disabilities to perform essential job functions, except for those that would impose undue hardship on NS. Accommodations are consistent with safe, efficient operations and the law.

What Norfolk Southern's position regarding harassment?

NS strives to provide a work environment free from offensive behavior directed at a
person's gender, race, disability, color, sexual orientation, veteran status, religion, age, national origin, or any other protected status.

NS' policy strictly prohibits such conduct. Anyone engaged in harassment will be subject to appropriate disciplinary action.

Employees are expected to treat one another, as well as customers, vendors, contractors and all others, with sensitivity and professionalism.

What about sexual harassment?

NS accepts the Equal Employment Opportunity Commission’s definition of sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  • submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment;
  • submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
  • such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile, or offensive work environment.

NS employees found guilty of sexual harassment will be subject to appropriate disciplinary action.

What does NS do to accommodate religious observances?

NS recognizes an employee’s need to practice religious beliefs. The accommodation of specific needs is considered on a case-by-case basis, including consideration of labor contract obligations.

Reasonable accommodations are made whenever they do not cause NS an undue hardship.

What should I do if I believe NS' EEO policy is being violated?

Norfolk Southern provides its employees, applicants for employment, and other interested individuals with an internal procedure for resolving equal employment opportunity problems. Employees are required to report any equal employment opportunity problems to their supervisor (management only, it is not sufficient to report concerns to union-represented employees).

If the management supervisor is unavailable, the supervisor is part of the problem or the employee is otherwise uncomfortable with reporting the problem to the management supervisor, or is dissatisfied with the management supervisor's handling, the employee must report the problem to NS' EEO office.

The address for the EEO office is; EEO Office, Norfolk Southern Corporation, Three commercial Place, Norfolk, VA 23510-9213. The EEO staff can also be reached by calling toll-free 1-888-TALKEEO (825-5336) or by sending a message via e-mail to eeonorfolk@nscorp.com.

All complaints are fully investigated and are kept in confidence, except where required for their resolution.

NS will not tolerate any act of retaliation against anyone making a complaint or against anyone providing information in support of a complaint by another.