Golder Associates Ltd.

Golder's physical workplace is rated as above-average. With no traditional head office, the employee-owned firm operates through a network of international offices, including over 30 in Canada with primary locations in Burnaby, Calgary, Mississauga and Montréal. The 8 storey Calgary office features floor to ceiling windows, allowing employees to enjoy natural light and views of the city and Rocky Mountains. The office also features an employee lounge (with comfortable seating); religious observance room; secure bicycle parking; free parking; self-serve lunchroom on each floor (with free hot drinks, refrigerator, and food preparation space).

Golder's work atmosphere is rated as very good. Across the company, Golder employees enjoy business casual dress; casual dress Fridays; can listen to music while working; employee sports teams; organized social events. Across the company employee social committees organize a variety of fun events for employees every year, including Christmas parties for employees' children, summer picnics and barbeques as well as informal social events throughout the year. Across Canada, Golder also sponsors a number of employee sports teams, from dragon boat racing to bowling to hockey. Golder employees stay informed about new company developments through regional newsletters, quarterly reports company newsletter; corporate intranet site; email suggestion box.

Golder's financial benefits are rated as above-average. To keep salaries competitive the company participates in outside salary surveys every 12 months. Individual salaries are reviewed every 12 months. Golder also provides signing bonuses for some employees; new employee referral bonuses (to $2,000 for some positions); share-purchase plan for all employees; profit-sharing plan for all employees; defined contribution pension plan with employer contributions (up to 5% of salary); matching RSP contributions (up to 5% of salary); life & disability insurance; retirement planning assistance; year-end bonuses for some employees.

Golder's health and family benefits are rated as very good. Golder's health benefits plan is managed by Sun Life Assurance and is self-insured for dental, vision and extended health benefits. As part of the health plan, the employer pays 100% of the premiums. Employees who work 23 hours per week receive coverage. The waiting period for new employees is 90 days. The basic plan includes routine dental; restorative dental; orthodontics; eyecare ($225 every 2 years); traditional medicine coverage; alternative medicine coverage; massage therapy; medical equipment and supplies; homecare; employee assistance (EAP) plan; travel insurance. Annual fitness club subsidy for employees at other locations. Golder's family-friendly benefits include; fertility treatments; maternity top-up payments (to 70% of salary for 15 weeks); parental leave top-up for new fathers (to 70% of salary for 15 weeks); parental leave top-up for adoptive parents (to 70% of salary for 15 weeks); health benefits during maternity and parental leave; extended unpaid parental leave option (beyond the first year); flexible working hours; telecommuting; shortened work week (fewer hours with less pay); compressed work week; phased-in retirement work options.

Golder's vacation and personal time-off are rated as average. New employees receive 3 weeks of vacation allowance after their first year. Vacation increases after 10 years on the job. Long-serving employees receive a maximum of 5 weeks of vacation each year. Employees receive 12 paid sick days every year.

Golder's employee engagement program is rated as above-average. Employees receive individual performance reviews every 12 months. Managers receive training in how to conduct effective performance reviews. Performance feedback is also solicited from co-workers and other managers familiar with each employee's work. As part of the review process employees can provide confidential feedback on their manager's performance. Exit interview provided for departing employees. Golder recognizes exceptional performance through its "Recognizing our Colleagues" program, which may include complimentary dinners, movie passes, gift certificates, golf games, paid family weekend getaways and cash performance bonuses for a job well done. The company also offers office and employee team awards to acknowledge project successes and a shareholder incentive compensation bonus program. Golder sponsors its own in-house employee satisfaction survey. (Surveys are conducted every 12 months).

Golder's training and skills development program is rated as average. Employees receive tuition subsidies for courses related to their position. (Employers pay up to $5,500 in subsidies). Golder places a strong emphasis on employee training, dedicating 1% of its net revenues to training initiatives. The company also contributes to a scholarship fund to help employees continue their education at outside institutions. In addition, the firm provides in-house training programs; online training programs; career planning services; new employee orientation program; formal mangement training program; in-house training program (called GolderU); and financial bonuses for course completions (from $1,700 to $5,500). As an international organization, Golder also operates a unique International Employee Exchange Program that enables employees to travel and work at other company locations around the world.

Golder's community involvement program is rated as exceptional. Golder actively supports a variety of local, national and international charitable initiatives. Employees take part in the selection of charitable groups assisted each year. Every year, Golder employees host auctions, breakfasts, potluck lunches, draws and bingo games to help raise money for United Way campaigns across the country. Employees also volunteer with a variety of local initiatives, from environmental projects to community soup kitchens and food banks. Internationally, Golder works with the Register of Engineers for Disaster Relief (RedR) organization to provide engineering expertise in response to natural disasters. The company has also established the "Golder Trust for Orphans", which is a corporate initiative that directs funds to initiatives that help improve the quality of life for children orphaned and displaced because of the AIDS epidemic in Africa.

At offices across the company, employees have responded to reducing their environmental footprints and building sustainable practices into their everyday operations. In Vancouver, the employee-led "Green Group" has introduced a battery recycling program, replaced disposable cups with cerramic mugs, and operates an environmentally-friendly company car program for business and personal use. The Mississauga office has its own "Sustainability Committee" that meets regularly to develop initiatives to incorporate sustainable business practices into its everyday operations, from employee education campaigns to working with "SmartCommute Mississauga" to address commuter issues. The company's approach to addressing environmental concerns reflects its decentralized operations, highlighting a greater flexibility and the development of locally tailored solutions, one initiative at a time.