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If the latest Best Employers survey by Maclean's Magazine shows anything, is that there are a lot of good places to work in Alberta.
The result of that survey, which was compiled by global HR consultants Aon Hewitt, names the best 50 employers in Canada.
Alberta is again punching above its weight, accounting for 10 per cent of the national population but hosting 20 per cent of the list's best employers in Canada.
The province is the heart of the country's energy sector so it should come as no surprise energy firms make the cut. But with oil and gas money also comes demand for corporate service firms, financial services, field support and construction companies. Firms in all those fields crack Canada's top 50 employers and make up Alberta's top 10 best employers.
Click through the slideshow below for a list of Alberta's top 10 employers.
Hat tip to Maclean's Magazine.
The Best Companies To Work For In 2013
10. PCL Constructors Inc.(01 of19)
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9. MNP LLP(02 of19)
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8. Gibson Energy Inc.(03 of19)
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7. Davis Automotive Group(04 of19)
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6. Concept Group(05 of19)
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5. Clark Builders(06 of19)
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4. Canadian Western Bank(07 of19)
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3. Bennett Jones LLP(08 of19)
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2. ATB Financial Bank(09 of19)
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1. Aecon(10 of19)
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Bonavista Energy Corporation(11 of19)
Why it made the cut: Invests in ongoing employee development with tuition subsidies for job-related courses taken at outside institutions (to $2,000), online training programs and subsidies for professional accreditation.Helps employees save for retirement with generous contributions to a matching RSP plan (to 9% of salary).Offers additional financial benefits including referral bonuses (to $1,500), year-end bonuses and a share purchase plan available to all employees.Manages a flexible health benefits plan which allows employees to customize levels of coverage according to their needs -- unused credits may be transferred to salary or savings plan or be used toward additional time off.Provides maternity leave top-up payments to employees who are new mothers (to 100% of salary for 6 weeks) and offers extended health benefits coverage throughout the duration of their leave. (credit:CP)
Encana Corporation(12 of19)
Why it made the cut:New employees start at three weeks of paid vacation allowance, moving to eight weeks for long serving employees.Encourages older employees to prepare for life after work with retirement planning assistance and helps them save for the future with employer contributions to a matching RSP or defined contribution pension plan.Provides maternity leave top-up payments to employees who are new mothers (to 100% of salary for 6 weeks) and offers extended health benefits coverage throughout the duration of their leave.Supports children of employees who pursue post-secondary education with an academic scholarship program (to $2,500 per child).Helps employees balance work and their personal life through flexible work hours, telecommuting, shortened and compressed work week options and a formal earned days-off program. (credit:(Photo source www.encana.com/careers/why-encana))
Hallmark Tubulars Ltd.(13 of19)
Why it made the cut:Offers great financial benefits including referral bonuses (to $1,000), year-end bonuses for some employees and a profit-sharing plan that is available to all employees.*Provides maternity leave top-up payments to employees who are new mothers (to 75% of salary for 6 weeks) and offers extended health benefits coverage throughout the duration of their leave.*Supports a variety of local, national and international charitable initiatives each year and provides employees with paid time off to volunteer with their favorite community organization.*Invests in continued skills development with in-house training programs, formal mentoring, tuition subsidies for job-related courses and subsidies for professional accreditation.*Helps employees save for the future with contributions to a matching RSP plan (to 6% of salary). (credit:(Photo source hallmarksolutions.ca))
Keyera Corporation(14 of19)
Why it made the cut:*New employees start at three weeks of paid vacation allowance and also receive paid time off during the holiday season as well as personal paid days-off which can be scheduled throughout the year.*Encourages ongoing employee development through a range of in-house training programs, subsidies for tuition and professional accreditation, financial bonuses for some course completion and leadership training.*Offers maternity leave top-up payments to employees who are new mothers (to 100% of salary for 6 weeks) as well as extended health benefits coverage during their leave.*Helps older employees prepare for life after work with retirement planning assistance, phased-in work options and contributions to a defined contribution pension plan (to 6% of salary). (credit:(Photo source /www.keyera.com))
Suncor Energy Inc(15 of19)
Why it made the cut:*Supports employees who are new mothers with maternity leave top-up payments, extended health benefits coverage during their leave and manages an onsite daycare facility which they can take advantage of upon their return.*Invests in ongoing employee development through generous tuition subsidies (to $5,500), formal mentoring, in-house apprenticeship programs and in-house and online training options.*Manages an academic scholarship program for children of employees who are pursing post-secondary education in Canada (to $1,800 per child).*Helps employees balance work and their personal life through alternative work arrangements including flexible hours, telecommuting and shortened work week options, and offers over ten personal paid days-off which can be taken at the employees' discretion.*Let's everyone share in the company's success with profit sharing and a share purchase plan option available to all employees. (credit:(Photo source www.suncor.com))
Syncrude Canada Ltd(16 of19)
Why it made the cut:*Encourages older employees to prepare for life after work with retirement planning assistance, phased-in work options and contributions to a defined benefit or defined contribution pension plan (depending on employee group).*Invests in continued skills development with in-house apprenticeship opportunities, formal mentoring, leadership training and tuition subsidies for job-related courses.*Encourages children of employees to pursue post-secondary education with an academic scholarship program (to $2,400 per child).*New employees receive three weeks of paid vacation allowance to start as well as additional personal paid days-off which can be scheduled throughout the year.*Offers compassionate leave top-up payments to employees who are called upon to care for a loved one (to 100% of salary for 1 week). (credit:(Photo source www.syncrude.ca))
TAQA North Ltd.(17 of19)
Why it made the cut:*Offers compassionate leave top-up payments to employees who are called upon to care for a loved one (to 100% of salary for 17 weeks).*Provides new employees with an industry-leading five weeks of paid vacation allowance, in addition to personal paid days-off which can be scheduled throughout the year.*Supports a variety of local charitable initiatives each year and provides employees with paid time off to volunteer with their favorite community organization.*Invests in ongoing employee development with subsidies for job-related courses and professional accreditation and even manages an academic scholarship program for children of employees who pursue post-secondary education (to $2,000 per child).*Lets everyone share in the company's success with year-end bonuses and a profit-sharing plan available to all employees. (credit:(Photo source www.taqaglobal.com))
TransCanada Corporation(18 of19)
Why it made the cut:*Encourages older employees to prepare for life after work with retirement planning assistance, phased-in work options and contributions to a defined benefit pension plan or matching RSP, depending on their position.*Manages a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs -- unused credits can be transferred to salary or savings plan.*Offers maternity leave top-up payments to employees who are new mothers and provides a subsidy for in vitro fertilization (IVF) when needed -- also follows up with flexible work options for when they are ready to return to work.*Offers great financial rewards including year-end bonuses for all employees, referral bonuses (to $2,000) and lets everyone share in the company's success with a share purchase plan available to all employees.*New employees start at three weeks of paid vacation allowance and receive additional personal paid days-off which can be scheduled throughout the year.*Manages a generous academic scholarship program for children of employees who pursue post-secondary education (to $6,000 per child). (credit:CP)
Trican Well Service Ltd.(19 of19)
Why it made the cut:*Supports employees who are new parents with industry leading maternity and parental leave top-up payments for new mothers and adoptive parents (to 100% of salary for 52 weeks) and new fathers (to 100% of salary for 37 weeks).*Invests in ongoing employee development with subsidies for tuition and professional accreditation, in-house apprenticeship opportunities, career planning services and in-house and online training programs.*Lets everyone share in the company's success with profit-sharing and a share purchase plan available to all employees.*Helps employees prepare for life after work with retirement planning assistance, phased-in work options and contributions to a matching RSP plan (to 5% of salary). (credit:CP)