Labor Practices Indicators
|Management Approach||The career opportunities and competitive pay and benefits we offer help us retain our greatest asset, our employees.|
|EU14||Programs to ensure a skilled workforce||See Programs encourage career development in our Sustainability Report.|
|EU15||Percentage of employees eligible to retire||See the U.S. Employee Turnover Summary table in the Workforce Performance Metrics section of our Sustainability Report.|
|EU16||Policies for health and safety of employees and contractors||See EHS Policy and Management System. Also see Safety: Banner year still not good enough in our Sustainability Report.|
|LA1||Workforce composition, including contractors||See Workforce and Turnover Statistics in our Sustainability Report. The number of contractors working at any one time is highly variable and we do not keep cumulative statistics.|
|LA2||Employee turnover||See the U.S. Employee Turnover Summary table in the Workforce and Turnover Statistics section of our Sustainability Report.|
|EU17||Days worked by contractors||Approximately 3.8 Million Days, for turnkey contractors. See more safety performance information.|
|EU18||Percentage of contractors who have had relevant health and safety training||Safety is a major issue in our industry and we require that all contractors receive relevant training by their employers and/or by Duke Energy.|
|LA3||Full-time benefits||See Pay and Benefits|
|LA4||Employees and contractors covered by collective bargaining agreements||See Workforce and Turnover Statistics in our Sustainability Report. We do not keep statistics on the number of contractors covered by such agreements.|
|LA5||Minimum notice requirements||We comply with applicable laws and collective bargaining agreements.|
|Occupation Health & Safety|
|LA6||Percent of workforce included in management & worker health & safety oversight committees||We do not track this specific indicator. However, Duke Energy has safety committees across our company in virtually every business unit, with representatives from first line and management, that plan and execute safety improvement activities. Our business units also conduct self assessments to evaluate employee involvement as a key aspect of our safety culture and use the evaluation results to direct planned improvements.|
|LA7||Safety statistics for employees and contractors||See Safety: Banner year still not good enough in our Sustainability Report.|
|LA8||Education, counseling and prevention programs for employees and families||Our Live Well program helps employees improve their health and wellness, and earn monetary incentives. Employees who complete an online health assessment, have biometric screening (for cholesterol, blood pressure, etc.), and take part in health coaching earn annual discounts to their medical plan contributions.
Other programs available address stress management, fitness counseling, smoking cessation, weight loss, disease management, healthy pregnancies, healthy backs, treatment decision support, and more.
See Creating a culture of health.
|LA9||Health and safety topics in formal agreements with labor unions||Bargaining unit concerns are negotiated between the employee representatives and the company. Healthy and safe workplaces are issues for discussion and agreement.|
|Training & Education|
|LA10||Training||Employees and contractors received more than 335,000 hours of training in 2009. Updated statistics will be posted when available.|
|LA11||Continuing education||See Career Growth and Development.|
|LA12||Performance reviews||Our philosophy and expectations are that all employees receive an evaluation of their skills and/or performance on an annual basis.|
|Diversity & Equal Opportunity|
|LA13||Diversity||See Workforce Performance Metrics|
|LA14||Wages & salaries distribution||
Wages and salaries are commensurate with the requirements of each job. Duke Energy's policy is to comply with all state, federal and local laws, regulations and ordinances prohibiting discrimination in places where we operate.