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Topics of Importance Employee Relations

Management Approach

We maintain our foundation of operating excellence by adhering to a strong set of core values: Integrity, Safety and Respect. These values reflect what is important to us in support of our communities, the environment and each other, and represent a constant guide by which we make our decisions as a company and as individual employees. In 2015, we continued to model these values and to ensure that they are embedded in all of our employee relations programs.

Human Resources Mandate

Our Human Resource mandate is to enhance the capabilities of our people such that we can maximize our organization’s potential. The current economic downturn facing our industry—and our need to lay off five percent of our workforce in November 2015—only reinforced our mandate, and we remain strongly focused on developing our internal talent to build capacity.

Our Risk and Safety Culture

Safety and operational reliability remain our top priority. We recognize that if we fail to meet our safety and operational goals, our business as a whole cannot deliver the outcomes laid out in our strategic plan.

Our rigorous safety performance requirements reflect our Safety value. We demonstrate our commitment to safety by mandating that employees have a safety objective that makes up 10 percent of their overall job objectives.

For more information, please see the Human Health & Safety and Risk Management sections of this report.

Our Commitment to Human Rights and Non-discrimination

Our Statement on Business Conduct contains provisions that support the protection of human rights and freedoms within our sphere of influence.

In addition, our support of the protection of human rights and freedoms is reflected in our Respectful Workplace Policy, our Duty to Accommodate Policy, and our commitments to:

  • achieving and maintaining a workforce that complies with Diversity and Equal Opportunity legislation, and that reflects the demographics in our communities,
  • identifying and removing systemic barriers in employment systems, policies, procedures and practices that may adversely affect the employment or career progress of any employee,
  • implementing special measures to correct the effects of employment disadvantages and promoting workforce participation of designated groups,
  • developing initiatives that ensure employees can work to their full potential.

In accordance with these policies and commitments, we hire based on merit and job requirements, and ensure that our recruiting fully captures the available labor force.

We treat employees equitably with regard to accessing developmental and career advancement opportunities, training and other conditions of employment consistent with their performance and qualifications.

We support programs and initiatives that foster equal employment opportunities and non-discriminatory employment practices.

We have established a Diversity and Employment Equity strategy; a Diversity Steering Committee; and an Employment Equity, Diversity and Inclusion Plan for our Canadian Liquids Pipelines (LP) business segment. All of these initiatives are governed under Canada’s Employment Equity Act.

For more information, please see the Business Conduct & Ethics section of this report.

Human Rights Programs and Training

We ensure that each of our business segments has access to training that addresses subjects such as maintaining a respectful workplace, anti-harassment and workplace violence.

As a condition of employment, all new employees are required to read, and provide written acknowledgement of their agreement to follow, our Statement on Business Conduct. Thereafter, all employees must certify their compliance with the statement each year. The annual certification process includes mandatory Statement on Business Conduct refresher training.

Also, in 2015, we delivered Respectful Workplace training to all employees in Canada, and Anti-Harassment training to all employees in the U.S. If further training is needed, we provide it to groups or departments as requested. We also continually revisit the content and delivery methodology of these courses to ensure that they are up-to-date and accessible.

In addition, People Leaders must adhere to all Enbridge policies, including policies that support anti-discrimination and employment equity. They are responsible for maintaining and promoting a work environment that is free of harassment and workplace violence as defined by our various policies, human rights legislation and occupational health and safety legislation.

Diversity, Inclusion and Equal Opportunity

Our success is built on a diverse and respectful workplace. We seek employees who enhance our work environment, who are committed to upholding our core values and who believe that a workplace must be welcoming and inclusive. We encourage diversity in our workforce because we understand that different backgrounds, abilities and perspectives help keep us innovative and dynamic.

Our commitment to diversity means that we are committed to hiring people whose skills and abilities contribute to our success, and who reflect the communities in which we live and work. This commitment is the reason that Mediacorp named us one of Canada’s Best Diversity Employers for 2015, and the Canadian Council for Aboriginal Business recertified us at the silver level for Progressive Aboriginal Relations. For more information, please see the Awards & Recognition section of this report.

Through our continual renewal and development of positive policies and programs, we are building a workplace that is equitable, respectful and free from harassment, in part through the initiatives and resources we developed in 2015:

  • Respectful Language guide,
  • Duty to Accommodate Policy,
  • adaptation of mandatory training to meet the needs of employees with developmental disabilities, and
  • exploration of the concept of Universal Design to ensure that all of our materials and resources are accessible to employees with disabilities.

Under the Accessibility for Ontarians with Disabilities Act (AODA), Enbridge Gas Distribution (EGD) has also committed to creating a barrier-free workplace, and is increasing accessibility for persons with disabilities in the areas of information, communication and employment. It now has an Integrated Accessibility Standards Policy and a multi-year Accessibility plan that outlines how it will meet accessibility standards.

Self Disclosure

In Canada, our Liquids Pipelines business segment (LP) complies with Canada’s Employment Equity Act and, as such, is required to track and report annually on its composition of women, persons with disabilities, visible minorities and Aboriginal persons. To meet this requirement, LP Canada provides to all new employees an online employment equity survey that asks them to voluntarily identify themselves as members of one or more of these groups. This information provides us with important aggregate numbers for workforce analysis, which we use as a foundation on which to base our strategic actions. However, as some employees choose not to self-identify, the information that LP obtains is not comprehensive.

Our U.S.-based business segments have an Affirmative Action Plan that involves routinely tracking the composition of our workforce in compliance with government reporting requirements. To meet the objectives of our Affirmative Action Plan, our U.S.-based business segments track the ethnicity of all job applicants and employees based on self-identification and use this information to determine areas of under representation in order to set placement goals. In addition, we are developing recruitment efforts to diversify our applicant pool and to ensure that our workforce represents diversity.

Initiatives to Increase Workforce Diversity and Inclusion

We are committed to creating a workforce that, at all levels, represents the diverse population we serve. We are also committed to providing a working environment that encourages everyone to participate on an equitable basis in employment, training and career advancement opportunities, consistent with their abilities, qualifications and aspirations. To that end, in we have undertaken the following initiatives to increase workforce diversity and inclusion:

Diversity and Inclusion Steering Committee:  In 2015, we formed an enterprise-wide Diversity and Inclusion Steering Committee. The committee comprises senior leaders and is responsible for strategy, development, and oversight of diversity and inclusion. It has approved a governance structure that involve integrating  accountabilities pertaining to diversity, inclusion and leadership into an existing role within each of our business segments—other than LP, which already has three individuals dedicated to these accountabilities. Each business segment will also establish a representative working group that will develop a local strategy that responds to its unique context.

Diversity Policies: We have a number of policies that support diversity and inclusion in our workforce. These include our policies pertaining to anti-harassment, bereavement leave, compassionate leave, duty to accommodate, employment equity, long-term disability, parental leave, military and reservist leave, personal leave, respectful workplace, scheduled days off program, alternative work arrangements and health recovery programs. They also include our Aboriginal and Native American Policy.

Diversity Training and Guidance:  We have included information and resources pertaining to diversity and inclusion in our workshops for new hires and in our Leadership Boot Camps. We also offer a full-day workshop on diversity and inclusion in Calgary and Edmonton, and, through Enbridge University (ENBU), provide courses designed to support individuals who are working in multicultural environments across Canada.

Our Diversity and Inclusion department regularly works with leaders and team members who want to integrate diversity into their teams or departments. Our Diversity and Inclusion intranet site also maintains resources for all employees on subjects related to the topic.

Diversity Monitoring, Assessments and Audits: The Perspectives survey that we conduct with our employees every two years includes four questions that pertain to diversity.

In addition, in 2015, the Edmonton chapter of our Women@Enbridge Employee Resource Group (see below) surveyed all of the women in our Edmonton region to get their thoughts on diversity and inclusion.  More than 370 women—48 percent of the total—responded by providing frank insights into their career challenges. As a follow up, senior Women@Enbridge members hosted focus groups at which over 100 women discussed recommendations for improvement, and we are developing strategies based on the recommendations.

Employee Resource Groups:  Employee-led Employee Resource Groups (ERGs) create opportunities for engagement, development and networking, and support enriched diversity strategies, particularly for groups who may have historically experienced barriers to equitable participation in the workforce. Our ERGs include:

  • Women@Enbridge,
  • ENBRACE, for internationally educated professionals,
  • Prism Energy, for members of the LGBTQ community,
  • FEMINEN, for female engineers,
  • PERG, for parents and caregivers,
  • Connect, for young professionals, and
  • AERG, a new ERG created in 2015 for Aboriginal, First Nations and Métis employees and contractors.

Women@Enbridge is active in Canada and the U.S., while the other ERGs are active in Canada.

FEMINEN has created and maintains an award-winning mentorship program between female engineers at Enbridge and Aboriginal girls from Edmonton high schools who are interested in the science, technology, engineering and mathematics fields.

ERG members include individuals who identify as one of the demographic groups as well as individuals who identify as allies. Membership is growing and is inclusive. It is open to all employees and contractors, regardless of regional location.

Diversity Liaison Network: In addition to the ERGs, we maintain a network of employees called Diversity Liaisons, who share diversity and inclusion-related ideas and issues, and who engage other employees in conversations on these topics.

Partnership with the Alberta Human Rights Commission:  In partnership with the Alberta Human Rights Commission, we are a founding member of a steering committee that offers a series of workshops pertaining to the legal duty to accommodate a person’s needs based on protected grounds under the Alberta Human Rights Act. The workshops address evolving issues and law for all of the protected categories within the Act. They are open to anyone practicing in the field of Human Resources and law, and other areas that are responsible for managing human rights.

Women in Management

Women make up 33.5 percent of our total regular workforce, and women in all levels of management positions make up 26.9 percent of our management positions. Women in junior management positions (Team Leads and Supervisors) make up 29.5 percent of our first-line management positions, and women in top management positions (i.e. Vice Presidents and women who are no more than two levels away from our CEO) make up 16.2 percent of our top management positions.

Labor Relations and Collective Bargaining

We believe that healthy and cooperative labor relations and collective bargaining contribute to our business success. As such, we maintain and foster a cooperative approach to union and management relationships through joint committees with various unions and industrial councils. These committees meet regularly to resolve outstanding matters and to advise on and discuss issues of mutual concern. We also follow the labor laws of the countries in which we operate, and base our actions on our Statement on Business Conduct.

As at December 31, 2015, 855 of our employees were covered by a negotiated agreement, an amount that represents 9.8 percent of our permanent employee base of 8,743. The 855 total includes:

  • 635 unionized employees, including temporary workers, who work at Enbridge Gas Distribution and who are represented by Unifor Local 975,
  • 18 collective bargaining unit employees who work at Enbridge Gas Storage in Sarnia, Ontario, and who are represented by the Joint Industrial Council,
  • 28 unionized employees who work at St. Lawrence Gas Company in Messina, New York, and are represented by the International Union Brotherhood of Electrical Workers (IBEW) Local 97,
  • 145 unionized employees who work on our Liquids Pipelines (LP) system in the Lake Superior/Chicago region in the U.S. and who are represented by the United Steelworkers (USW) Local 2-2003, and
  • 29 unionized employees who work for LP in Cushing, Oklahoma, and who are represented by USW Local 348.

In 2015, no trade union was involved in organizing any of our employees, and we had no reason to hold consultations or negotiations with any of them.

In 2015, we signed  two collective agreements with union representatives in the U.S. All of our formal collective agreements with trade unions include health and safety considerations.

Joint Management-Worker Health and Safety Programs

One hundred percent of the company’s total workforce is represented in formal joint management-worker health safety programs. For more information, please see the Human Health & Safety section of this report.

Notice Periods Provided to Employees prior to Implementing Significant Operational Changes

We follow all state and provincial regulations regarding the minimum notice periods we must provide to employees prior to implementing significant operational changes.

Of our collective bargaining units, only Unifor Local 975, which represents our EGD employees in Ontario, states in its collective agreement that we must provide 60 days’ notice before implementing any significant operational changes. We would provide all of our other employees who are covered by negotiated agreements with the minimum notice period stipulated by the relevant jurisdiction in question.

None of the employees we laid off in November 2015 were unionized.

Formal Grievance Mechanisms

All of our collective bargaining agreements contain processes for formal grievances should the terms of the agreements be violated. In addition, we maintain a toll-free telephone line that any employee, unionized or not, can use to report any issues or concerns regarding compliance, from fraud to disrespect in the workplace to Code of Conduct transgressions. We follow up on every call.

In 2015, no one filed any grievances regarding our impact on society

Local Hiring

We do not have a formal policy regarding local hiring. However, in practice, most of the individuals we hire are from the local community. In 2015, five of the six senior leaders that we hired in Canada (directors or above) were from the local community at locations of significant operations, and one of the two senior leaders that we hired in the U.S. were from the local community at a location of significant operation.

In addition to hiring locally, we create other positive economic impacts and opportunities that benefit stakeholders such as suppliers, community members and organizations, employees and governments. And, we are committed to doing business with Aboriginal and Native American contractors and suppliers.  For more information, please see the Economic Impact & Benefits and the Aboriginal & Native American Rights & Engagement sections of this report.[provide links]

Our Workforce Profile

As at December 31, 2015, we employed 8,743 full- and part-time permanent employees in Canada and the U.S.; 194 temporary employees; and 1,871 provisioned contract employees who support the seasonal and project work associated with specific projects. A large majority of our 8,743 permanent employees work full time (we have 8,625 full-time employees and only 118 part-time employees).

Our net employment creation for permanent employees in 2013, 2014 and 2015 was as follows:

2013 2014 2015
Headcount 8,597 8,865 8,743
Net Employment Creation 777 268 -122
Net Employment Creation (as a percentage) 9.9% 3.1% -1.4%

The number of permanent employees that we had on December 31, 2015 was 1.4 percent lower than it was on December 31, 2014, and our total workforce decreased by six percent over the same period.

We do not anticipate that we will be conducting significant recruitment over the next two years.

The following charts provide additional insights into our workforce profile:

Permanent Employees (full- and part-time) by Business Segment and Gender

Male Female Total
Liquids Pipelines (Canada & U.S.) 2,526 1,050 3,576
Major Projects (Canada & U.S.) 348 248 596
Gas Pipelines, Processing & Energy Services 1,152 424 1,576
Gas Distribution 1,509 913 2,422
Corporate & International 279 294 573
Enterprise-wide 5,814 2,929 8,743

Permanent Employees (full and part-time) by Age and Gender

Male Female Total
Up to 24 143 65 208
25 to 29 640 343 983
30 to 34 937 477 1,414
35 to 39 893 440 1,333
40 to 44 757 396 1,153
45 to 49 744 398 1,142
50 to 54 713 388 1,101
55 to 59 620 285 905
60 and above 367 137 504
Total 5,814 2,929 8,743

Permanent Employees (full- and part-time) by Level and Gender

Male Female Total
CEO 1 0 1
SVP/EVP, President 12 3 15
VP 50 9 59
Director, Senior Director, GM 174 53 227
Senior Manager 240 77 317
Manager 315 121 436
Supervisor 334 137 471
Team Lead 225 97 322
Individual Contributor 4,463 2,432 6,895
Enterprise-wide 5,814 2,929 8,743

Permanent Employees (full- and part-time) by Level and Age Group

up to 24 25 to 29 30 to 34 35 to 39 40 to 44 45 to 49 50 to 54 55 to 59 60 and above Total
CEO 0 0 0 0 0 0 0 1 0 1
SVP/EVP, President 0 0 0 0 0 2 7 3 3 15
VP 0 0 0 0 5 19 12 17 6 59
Director, Senior Director, GM 0 0 0 16 43 52 57 43 16 227
Senior Manager 0 0 12 42 76 72 60 41 14 317
Manager 0 0 35 81 96 85 62 51 26 436
Supervisor 0 5 74 94 86 84 70 39 19 471
Team Lead 0 18 57 62 55 41 27 42 20 322
Individual Contributor 208 960 1,236 1,038 792 787 806 668 400 6,895
Enterprise-wide 208 983 1,414 1,333 1,153 1,142 1,101 905 504 8,743

Total Number of Permanent, Temporary and Contract Workers by Business Segment

Permanent Temporary Contractor Total
Liquids Pipelines (Canada & U.S.) 3,576 53 666 4,295
Major Projects (Canada & U.S.) 596 10 526 1,132
Gas Pipelines, Processing & Energy Services 1,576 3 100 1,679
Gas Distribution 2,422 103 335 2,860
Corporate & International 573 25 244 842
Enterprise-wide 8,743 194 1,871 10,808

Temporary and Contract Employees

As at December 31, 2015, we employed 194 temporary employees. Of this total 100 are male and 94 are female. As at December 31, 2015, we employed 1,871 contract employees working in various capacities. We do not track the gender of contract employees, but can report numbers by business segment.

Total
Liquids Pipelines (Canada & U.S.) 666
Major Projects (Canada & U.S.) 526
Gas Pipelines, Processing & Energy Services 100
Gas Distribution 335
Corporate & International 244
Enterprise-wide 1,871

We hire temporary contractors for special projects, where appropriate. Occasionally, when the business need arises, we convert temporary contracts into permanent contracts.

Total Workforce by Employees and Agency/Supervised/Interim Workers

2013 2014 2015
Total Employee 8,846 9,088 8,937
Total Contractor 2,381 2,415 1,871
Total Workforce 11,227 11,503 10,808

Total Number of Employees by Type of Employment Contract (Indefinite/Permanent Contract or Fixed Term/Temporary Contract)

2013 2014 2015
Permanent 8,597 8,865 8,743
Temporary 249 223 194
Total Employee 8,846 9,088 8,937

Total Number of Permanent and Temporary Employees by Employment Type (full- or part-time)

2013 2014 2015
Full time 8,702 8,943 8,790
Part time 144 145 147
Total Employee 8,846 9,088 8,937

New Employees by Business Segment and Gender

We hired 651 permanent employees in 2015; 451 are male and 200 are female.

Male Female Total
Liquids Pipelines (Canada & US) 235 87 322
Major Projects (Canada & US) 26 16 42
Gas Pipelines, Processing & Energy Services 82 31 113
Gas Distribution 69 40 109
Corporate & International 39 26 65
Enterprise-wide 451 200 651