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Toronto Hydro 2014 CR Report_FINAL

TORONTO HYDRO 2014 CORPORATE RESPONSIBILITY REPORT 51 INTRODUCTION MATERIALITY AND STAKEHOLDER ENGAGEMENT OUR WORKFORCE SUSTAINABLE BUSINESS AND OPERATIONS OUR ENVIRONMENTAL FOOTPRINT SUPPORTING OUR COMMUNITY GOVERNANCE AND ETHICS Labour relations Toronto Hydro works closely with CUPE Local One and the Society of Energy Professionals to build and maintain long-term, constructive, and mutually beneficial relationships. Unionized employees represent approximately 66%13 of our workforce. We engage in good-faith bargaining with both labour unions, and we communicate frequently with both unions to ensure that all parties are working towards positive results for our employees, our customers, and our stakeholders. We evaluate the effectiveness of our labour relations, in part, by the successful negotiation of our collective agreements, as well as by various organizational productivity attainments, which rely upon successful and harmonious discussions and agreements with our labour unions outside of collective bargaining. We determine the effectiveness of our Labour Relations by monitoring and assessing employee morale, including metrics to evaluate employee behaviour, attendance, engagement, and performance. Attendance in 2014 improved by 6% over 2013.  Labour practices and grievance mechanisms We recognize the importance of having clear, fair, agreed upon internal complaints procedures to resolve the unions’ and our employees’ workplace concerns and disputes. All of our collective bargaining agreements have detailed, step-by-step provisions regarding the methods for resolving grievances. These provisions mandate the meeting of union and company representatives, with escalation to the next level of management, and ultimately to arbitration or mediation if the parties cannot agree on a resolution. All of these processes are legitimate, accessible and transparent, with the goal of open dialogue and resolution. To provide an orderly procedure for the settling of grievances, we acknowledge the right of our unions to appoint or elect stewards/representatives, whose duties include assisting employees in preparing for and presenting grievances in accordance with our grievance procedures. We evaluate the effectiveness of our internal grievance mechanisms by the successful adherence to our internal processes, and the resolution of many grievances both internally and at arbitration. Freedom of association and collective bargaining We recognize our labour unions as the exclusive bargaining agents for our employees, and our collective agreements with both labour unions allow for freedom of assembly/association by permitting employees to be represented by, and to meet with, their union representatives as needed. We agree that with respect to employment or any term or condition of employment, we will not discriminate against any employees by reason of membership or activity in a union. Toronto Hydro bargains in good faith on all matters that involve our labour unions and the employees they represent, and we evaluate the effectiveness of our approach by the successful negotiation of our collective agreements. In 2014, we negotiated the settlement of two collective agreements without any labour disruptions, each with a four-year term. 13 Percentage calculated using full-time employees only.


Toronto Hydro 2014 CR Report_FINAL
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