Labor Practices Indicators

INDICATOR	TOPIC	RESPONSE
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 Talent Management in our 2010/2011 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 2010/2011 Sustainability Report.
EU16	Policies for health and safety of employees and contractors	See EHS Policy and Management System. Also see: Safety: a Shared Responsibility and Safety: Seeing is Believing in our 2010/2011 Sustainability Report.
Employment
LA1	Workforce composition, including contractors	See Workforce and Turnover Statistics in our 2010/2011 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 2010/2011 Sustainability Report.
EU17	Days worked by contractors	Approximately 6.24 Million Days.
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
Labor/Management Relations
LA4	Employees and contractors covered by collective bargaining agreements	See Workforce and Turnover Statistics in our 2010/2011 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: A Shared Responsibility in our 2010/2011 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.
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 approximately 500,000 hours of training in 2010.
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.