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Toronto Hydro CR Report 2016

INTRODUCTION MATERIALITY AND STAKEHOLDER ENGAGEMENT OUR CITY OUR OUR PEOPLE ENVIRONMENT GLOSSARY AT A GLANCE Toronto Hydro evaluates the effectiveness of labour relations, in part, by the successful negotiation of collective agreements, as well as by various organizational productivity attainments that rely upon successful and harmonious discussions and agreements with labour unions outside of collective bargaining. Effectiveness of labour relations is determined by monitoring and assessing employee morale, including metrics to evaluate employee behaviour, attendance, engagement and performance. Attendance in 2016 improved by 5% over 2015 and 27% over 2014. Labour practices and grievance mechanisms Toronto Hydro recognizes the importance of having clear, fair, agreed-upon internal complaints procedures to resolve the unions’ and employees’ workplace concerns and disputes. All 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 goals of open dialogue and resolution. To provide an orderly procedure for the settling of grievances, Toronto Hydro acknowledges the right of unions to appoint or elect stewards/representatives, whose duties include assisting employees in preparing for and presenting grievances in accordance with grievance procedures. Effectiveness of internal grievance mechanisms is evaluated by the successful adherence to internal processes, and the resolution of many grievances both internally and at arbitration. Freedom of association and collective bargaining Toronto Hydro recognizes the labour unions as the exclusive bargaining agents for the employees they represent, and 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. Toronto Hydro agrees that with respect to employment or any term or condition of employment, discrimination against any employees by reason of membership or activity in a union will not be tolerated. Toronto Hydro bargains in good faith on all matters that involve labour unions and the employees they represent, and effectiveness of this approach is evaluated by the successful negotiation of collective agreements. In 2014, two collective agreements with the former CUPE Local One were successfully negotiated without any labour disruptions, each with a four-year term. In 2016, the collective agreement with Society of Energy Professionals was also successfully negotiated without any labour disruptions, with a four-year term. OUR PEOPLE I TORONTO HYDRO 63


Toronto Hydro CR Report 2016
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