Equal opportunity and anti-harassment policies

We are committed to providing equal employment opportunity to all qualified individuals. Individual employment and career development are based on qualifications, ability and performance. Managers are responsible for maintaining a work environment that is free from discrimination or harassment. Each year managers are asked to review our equal opportunity and anti-harassment policies, and every four years managers and employees receive updated training on these policies.

Harassment in any form is prohibited at Imperial. Policy compliance is evaluated through an annual stewardship process, and harassment claims are thoroughly investigated. All employees, including supervisors and managers, are subject to disciplinary action up to and including termination for an act of harassment.

Communication and feedback
Senior managers regularly host employee information sessions where they explain corporate strategy. Employees can also submit questions about business issues through an employee feedback program on the company’s intranet.

Non-retaliation and grievance system
We believe open communications help promote fairness and respect for all employees. Employees are encouraged to ask questions, voice concerns and make suggestions regarding Imperial’s business practices. They are also expected to report to management any suspected violations of the law or of the company’s policies or internal controls. Policy or control issues may include employee rights, ethics and environment-, health- and safety-related issues. These reports are promptly investigated. No retaliation may be taken or threatened against any employee for voicing concerns.

Labour relations
We recognize and respect employees’ right to freely choose the form of representation that best fits their needs. In 2010, about a quarter of the company’s hourly paid wage employees were union members. About three-quarters of wage employees have chosen to remain represented by non-union systems such as employee associations or joint industrial councils.

We support and encourage positive working relationships between the company and all represented and non-represented employees. Locally, this is promoted through the use of joint employee-supervisor subcommittees and union-management subcommittees to address areas of mutual interest or concern. During 2010, collective bargaining resulted in ratified memorandums of settlement at Strathcona and Nanticoke refineries and the IOCO distribution terminal. Collective bargaining will commence at the Lougheed distribution terminal in the second quarter of 2011. Labour contracts have been successfully negotiated for more than 30 years without a work stoppage.

Construction work for the Kearl project, which requires significant numbers of skilled construction workers, is performed by our contractors who apply compatible and co-ordinated policies and procedures across the work site.
the work site