Scotiabank takes all employee concerns very seriously, and we provide a number of avenues to address them.

Scotiabank Group’s Chain of Communication encourages resolutions through direct contact between an employee and his/her manager or supervisor. In situations where problems cannot be resolved, an employee is directed to the next level of management for discussion and, hopefully, resolution.

If an employee is uncomfortable with this approach, he/she can contact Employee Relations, a department that provides advice and assistance on performance and conduct management, conflict resolution, employment and human rights issues, settlement and termination.

In compliance with the Canada Labour Code, the Bank does not support any retaliatory action against employees for bringing a complaint or concern to the Bank’s attention. Through the Guidelines for Business Conduct, employees are expressly prohibited from retaliating against any other employee who has raised concerns or complaints in good faith.

Staff Ombuds Office

As a complement to the formal Chain of Communication process, the Staff Ombuds Office (SOO) provides confidential assistance to employees when they are unsure about raising an issue through the formal channels, need support dealing with an issue or want an impartial perspective. The SOO helps employees to identify options for dealing with their concerns.

The Staff Ombudsman reports directly to the President and CEO, and operates independently without affiliation to line management or Human Resources.

The team includes members of the International Ombudsman Association, and they adhere to its Code of Ethics and Standards.

During 2007, the Staff Ombuds Office served approximately 1,000 employees through telephone and in-person interaction, as well as presentations and information sessions.