*Item descriptions are presented in abbreviated form. Full descriptions of these items should be viewed in their entirety for proper context and interpretation. These may be viewed on-line at http://www.globalreporting.org
|
GRI/G3
Indicators |
Item
Description* |
ENMAX Performance Measures |
|
EU24
|
Retention and renewal of workforce |
Key points with regard to what ENMAX is doing to retain and renew the skilled workforce:
- We are taking a disciplined approach to proactive workforce planning in each of the business areas
- A particular focus is placed on segmenting critical positions (identifying which positions are critical in the organization and developing targeted strategies)
- On the critical trades we are employing alternative work methods (i.e. broader role for Utility Workers, streamlined/optmized use of Powerlineman)
- We have doubled our apprenticeship intake:
- 2006 - 22 positions
- 2007 - 41 positions
- 2008 - 41 positions
- Career development and progression opportunities
- Highly competitive compensation
|
|
EU26
|
Addressing language and cultural barriers |
In 2007, ENMAX recruited 8 power linemen from the Philippines. In conjunction with that recruitment effort, we offered cultural sensitivity training for their work leaders and colleagues. In 2008 we are surveying the leaders and colleagues to assess the integration success of the lineman program and will incorporate the learnings in to the on-going support we are looking to provide them. |
|
HR4
|
Number of incidents of discrimination and actions taken |
There were no incidents of discrimination in 2007.
|
|
HR5
|
Risks to freedom of association and actions taken |
There are no operations currently identified in which these rights or freedoms are at risk.
Key points:
- currently a number of employees are represented by unions
- ENMAX has a stated labour relations philosophy which includes recognizing and respecting the union's association and presence in the company
- employees are supported in being involved with the union
- employees are supported in participating in collective bargaining i.e. provided with company paid leaves of absence (not reimbursed by the union and not required under the CA) to attend and participate
- in the event that non-certified/non-bargaining unit employees elected to associate or commence a certification drive, ENMAX would comply with Alberta Labour Relations Code requirements and ultimately any Charter rights. (these include freedom to associate, right to join a union, etc.)
|
|
HR6
|
Risk for incidents of child labour and measures taken |
There are no operations where risks of child labour exist. |