CIBC also recognizes the importance of a safe and healthy environment where individuals can balance their work and personal lives. We provide a comprehensive range of benefits and programs that support overall health and wellness, long-term financial security, and help address personal circumstances:
Our employees tell us that work-life balance and flexibility are very important to them in gaining a healthy balance between their personal and professional lives:
We also provide reasonable workplace accommodation for employees and job applicants to address needs and barriers related to protected grounds under human rights legislation. Solutions provided through our Workplace Accommodation Program have included sign-language interpreter services, assistive software and devices, work-station modifications, specialized coaching and work strategies, and access to facilities to support religious observances.
All employees in Canada are covered by Workplace Health and Safety Committees or Health and Safety Representatives who conduct monthly workplace inspections so that every part of our workplace is inspected at least once every year. We also provide mandatory health and safety training to people managers and violence in the workplace training to everyone. As part of CIBC’s commitment to ensuring safe and healthy workspaces, the Health and Safety website (Canada) was updated in 2012. The site is easier to use, and includes information on roles and responsibilities of employees, contingent workers, people managers, policy and workplace health and safety committees, and health and safety representatives, as well as other key information.
Workplace accidents (number of injuries(1))| Types of workplace injuries | 2011 | 2010 | 2009 |
| Minor injuries(2) | 322 (0.74) | 251 | 417 |
| Disabling injuries(3) | 80 (0.18) | 49 | 59 |
| (1) | Latest data available. Federally regulated employees in Canada for calendar years 2009, 2010 and 2011. The 2012 data will be reported to the federal government in Spring 2013 Figures in parentheses indicate the number of injuries per 100 employees (expressed as full-time equivalents). |
| (2) | Injuries that are treated in the workplace, with no time lost beyond the day of the injury. |
| (3) | Injuries that result in lost time in the workplace on any day following the injury. For each of the years shown, there were no workplace fatalities. |
We actively support employees who are recovering from an illness or injury. Working Together, our coordinated return-to-work program, provides facilitated meetings between employees and managers to develop a return-to-work plan that respects an employee’s abilities and recognizes any limitations that might exist in light of an individual’s illness or injury.
Human rights
CIBC supports and respects the protection of human rights wherever we operate. We comply with human rights and/or non-discrimination legislation addressing such issues as equal pay, employment equity and discrimination based on grounds such as race, religion, age, gender, disability, and sexual orientation. In Canada, this includes the Canadian Human Rights Act, the federal Employment Equity Act, as well as all provincial legislation governing human rights and non-discrimination. We have a number of programs and policies to protect and promote human rights across our organization, including CIBC’s:
Collective agreements
CIBC respects the choice of our employees and we have no operations where the right to exercise freedom of association and collective bargaining is at risk. Approximately 2% of CIBC employees in Canada are covered by collective bargaining agreements at our Client Services – Credit Cards centres in Toronto and Vancouver, and the branches of Greater Sudbury in Ontario.
