Employee Satisfaction To support and guide our employees in the delivery of superior customer service, Scotiabank focuses on five corporate values - integrity, respect, commitment, insight and spirit - incorporating them in all the programs and services that touch our employees. In the following pages, we highlight some of the ways that we are building an organization in which all of our employees can flourish and take pride. [ ] Since 1996, the Scotiabank Group has offered alternative work arrangements as a means of providing workplace flexibility. To help employees balance their work with other life responsibilities, Scotiabank offers job sharing, flexible work days, opportunities to work from home and part-time roles. In 2003, 1,051 Scotiabankers took part in formal alternative work arrangements. Some took advantage of this to care for elderly parents, others returned to school.

Employee and Family Assistance Program. Employees of the Nova Scotia government are working. Aplikasi Camera Laptop Toshiba Gratis. That is why Government has created an Employee Recognition Policy.

Some simply wanted to devote more time to their parenting responsibilities. To keep pace with ever-changing employee needs, we made revisions to our existing policy by creating broader program definitions and we streamlined the application and administrative procedures. Zynaptiq Pitchmap Keygen Photoshop. [ ] Scotiabank has always taken steps to ensure the health and safety of employees and customers. In 2003, we implemented a new Occupational Health and Safety (OHS) program that complies with recent federal government legislation. The OHS program introduces training, health and safety contacts and improved processes to address concerns and report incidents. Employees are encouraged to participate as health and safety representatives, as first aid attendants, or simply by helping to maintain a hazard-free workplace.

The past year clearly demonstrated the importance of health and safety programs in the workplace, particularly during the Severe Acute Respiratory Syndrome (SARS) crisis in Canada and Asia. The Scotiabank Group actively communicated relevant information from public health authorities to employees.

We accommodated any employees who received instructions from health-care providers to be in isolation, established an employee business travel moratorium to and from the Far East, and implemented business continuity plans to ensure that our critical business operations could continue to operate and serve clients. [ ] As the most international of the Canadian banks, headquartered in the world's most multicultural nation, Scotiabank has a long history of treating all people fairly, equitably and with respect. Our leadership position was endorsed by the Canadian Human Rights Commission, when it deemed Scotiabank as the first of the major banks to be fully compliant with the Employment Equity Act, following an extensive audit of all of the Bank's policies and practices last October. Tenchi In Tokyo Dublado Avi. The commission chose to spotlight several of our programs in its own 2002 report, including our Aboriginal programs, EmployAbility Forum and Transition Assistance Program sponsorship. We continue to use the Employment Relationships Plan to integrate diversity and other workplace initiatives into our business processes. This year, in adopting our balanced scorecard approach (see competitive compensation, page 54), we included diversity targets as one of the performance measures used to evaluate company leaders. The annual Employment Relationships Trend Report continues to measure progress within each business line in terms of diversity, workplace flexibility and employee satisfaction.