Molson Coors Canada employees
Chosen as one of Canada's Top 100 Employers and Montreal's Top Employers for 2013:
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors
(Oct 9, 2012)
Some of the reasons why Molson Coors
was selected as one of Canada's Top 100 Employers for 2013
- unique head office that features several onsite amenities including a fully-equipped fitness facility, lounge with pool and foosball tables and cafeteria, with healthy menus and subsidized meals
- helps employees balance their work and personal life with alternative work arrangements including flexible hours, telecommuting, shortened work week option and reduced summer hours
- offers a variety of financial rewards, including employee referral bonuses (to $2,000), signing bonuses (for some positions) and even beer vouchers that enable employees to enjoy some of the fruits of their labours
- encourages ongoing development with generous tuition subsidies (to $5,000 each year), subsidies for professional accreditation, formal mentoring and career planning services
- support new parents with maternity and parental leave top-up payments for new mothers, fathers and adoptive parents
- and manages the Molson Beer Academy (MBA), an in-house training program that includes courses on everything from brand awareness to brewing techniques and beer tasting
- is one of the largest and oldest brewers in Canada with a long history of creating jobs at home along with creating one of this country's most highly recognized (and enjoyed) brands worldwide
Molson Coors Canada is one of North America's oldest breweries with operations across Canada, the United Kingdom, and the United States.
With Canadian roots tracing back to 1786, Molson Canada merged with Colorado-based Coors Brewing Company in 2005 to form one of the world's largest breweries in the Molson Coors Brewing Company. The publicly-traded company operates six breweries across the country, producing a variety of popular and familiar brands, including Molson Canadian, Molson Export, Rickard's and Creemore. In addition to its traditional line-up, the brewery continues its long history of innovation and recently released three new brands into the Canadian marketplace, including the low-calorie Molson 67, Rickard's Dark and Molson M (which is brewed using a unique microcarbonation process).
Major Canadian hiring locations: Montréal QC, Toronto ON, Vancouver BC, Calgary AB, Moncton NB, St. John's NL.
Stock symbol: TAP-N.
Revenues: $2,070 million.
Parent company: Molson Coors Brewing Company (MCBC).
Full-time at this location: 766.
Full-time employees in Canada: 2,898.
Full-time worldwide: 5,361.
New jobs created in Canada last year: 19.
Part-time employees in Canada: 780.
Workforce engaged on a contract basis: 12.4%.
Number of applications received at this location last year: 20,464.
Average age of all employees: 43.
Longest serving employee: 44 years.
Molson Coors' physical workplace is rated as exceptional. The company's suburban head office is located near Pearson International Airport, within minutes of all major highways. Inside, the building features an employee lounge (with comfortable seating, music, television and pool table); onsite cafeteria (featuring healthy and special diet menus); secure bicycle parking; free parking; an outdoor patio with shuffle board and dart boards; and a barbecue area where weekly lunches are held in the summer. The office is also close to several additional local amenities including Centennial Park, Royal Woodbine Golf Club, and West Deane Park, which features a bike path to Lakeshore.
Work Atmosphere & Communications
Molson Coors' work atmosphere is rated as above-average. On the job, employees enjoy casual dress daily; can listen to music while working; employee sports teams; organized social events. Molson Coors operates separate, company-subsidized social committees based on location, which are responsible for organizing events throughout the year. Events include weekly Wednesday Night Pub Nights, which provide employees with the opportunity to mingle with coworkers or collaborate on work projects or challenges, sponsored sports teams, golf outings, and an annual staff and children's holiday party. The company captures feedback and keeps employees up-to-date through a company newsletter; corporate intranet site; traditional suggestion box; email suggestion box.
Financial Benefits & Compensation
Molson Coors' financial benefits are rated as very good. To keep salaries competitive the company participates in outside salary surveys every 12 months. Individual salaries are reviewed every 12 months. In addition to ensuring competitive compensation rates, Molson Coors provides (regular / perm entered) signing bonuses for some employees; year-end bonuses for all employees; defined contribution pension plan with employer contributions (up to 5.5% of salary); new employee referral bonuses (to $2,000 for some positions); life & disability insurance; retirement planning assistance; subsidized auto insurance; discounted company products; and beer vouchers that allow employees to receive one twenty-four pack case of beer per week. Unionized employees do not receive bonuses or basic RSP.
Health & Family-Friendly Benefits
Molson Coors' health and family benefits are rated as average. Molson Coors' health benefits plan is managed by Manulife Financial. Reg / perm entered. As part of the health plan, the employer pays 75% of the premiums. The health plan is a flexible plan with adjustable premiums and coverage levels. Employees who work 21 hours per week receive coverage. There is no waiting period before coverage begins. Family coverage is available on the health benefits plan. Retiree coverage is also available on the health plan, with no age limit. The basic plan includes routine dental; restorative dental; eyecare ($200 every 2 years); traditional medicine coverage; alternative medicine coverage; employee assistance (EAP) plan; medical equipment and supplies; physiotherapy; massage therapy; homecare; travel insurance. Molson Coors' family-friendly benefits include; maternity top-up payments (to 60% of salary for 19 weeks); parental leave top-up for new fathers (to 60% of salary for 12 weeks); parental leave top-up for adoptive parents (to 60% of salary for 12 weeks); health benefits during maternity and parental leave; extended unpaid parental leave option (beyond the first year). Maternity leave top-up for the first 8 weeks is 100% of salary, followed by 60% for the remaining weeks. Unionized employees receive top-up of 60% of salary for 27 weeks for new mothers and adoptive parents and 5 weeks for new fathers. Additional family-friendly benefits include; post-secondary academic scholarships for children of employees; flexible working hours; 35-hour work week (with full pay); shortened work week (fewer hours with less pay); telecommuting; reduced summer hours program.
Vacation & Personal Time-Off
Molson Coors' 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 6 weeks of vacation each year. Employees can also apply for an unpaid leave of absence. Regular entered. Unionized start at 2 weeks.
Molson Coors' employee engagement program is rated as above-average. Employees receive individual performance reviews every 6 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. Exit interviews are provided for departing employees. Molson Coors recognizes exceptional performance and rewards employees with tickets to major sporting events across the country. The company also sent sixteen employees to the 2010 Winter Olympics in Vancouver to report on the games and create daily video dispatches for the company intranet and YouTube page. Molson Coors sponsors its own in-house employee satisfaction survey. (Surveys are conducted every 12 months); Molson Coors hires an outside consultant to conduct confidential employee satisfaction and engagement surveys. (These surveys are held every 12 months).
Training & Skills Development
Molson Coors' training and skills development program is rated as exceptional. Employees receive tuition subsidies for courses related to their position. (Employer covers up to 100% of tuition). (Employer pays up to $5,000 in subsidies). Employees may also receive tuition subsidies for courses unrelated to their current position. (Employer covers up to 100% of non-related tuition). (Employer pays up to $5,000 in tuition subsidies). In addition to tuition subsidies, Molson Coors also provides subsidies for professional accreditations; in-house apprenticeship and skilled trades programs; formal mentoring program; career planning services; in-house training programs; online training programs; online employee skills inventory; new employee orientation program; formal management training program. Molson Coors also created the Molson Beer Academy (MBA) program, which provides employees an opportunity to develop industry specific knowledge. The curriculum includes sessions on the history of the beer industry, beer tasting and brewing techniques, brewery and packaging tours, and brand awareness. The company also created "Club Molson Coors", an online community program to compliment their MBA program. "Club Molson Coors" enables peer-to-peer discussion about products, marketing efforts, and the company.
Molson Coors' community involvement program is rated as above-average. Molson Coors and its employees support a variety of local and national charities. Employees take part in the selection of charitable groups assisted each year. Employees receive paid time off to volunteer with their favourite charitable organizations. As part of this program, employees receive 1 paid day off to volunteer. Last year, employees donated over 4,811 hours volunteering with charitable projects. Approximately 44 charitable and community organizations were supported last year. Molson Coors is the primary sponsor for The National Mentoring Program, which pairs Canadian university students with a Molson employee to work on community improvement programs. The program was founded in 2007 by Molson Coors and the Queen's College of Business. Each student is assigned a Molson Coors mentor, who advises the students on smart business practices, helping them gain real-world business experience while advancing the causes of charitable organizations. Molson Coors also created a "Fund a Champion" program, through which they were able to raise enough funds to support the needs of ten Canadian Olympians and Paralympians participating in the 2010 Vancouver Winter Olympics.
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