Programs and policies
An employer of choice
Aéroports de Montréal has committed to the objective of becoming an employer of choice and, above all, seeking to be recognized as such by its employees. To achieve this goal, we differentiate ourselves through innovative management practices in human resources attraction, retention and engagement. Our management style is grounded in, among other things, the human values that we actively promote: team spirit, respect for the individual, rigour and perseverance, loyalty and integrity, as well as innovation and creativity.
Training and professional development
ADM encourages employees to pursue training and professional development activities to enhance their qualifications and skills. To this end, we offer several programs and activities: continuing education in technical, standardization and regulatory matters; acquisition of knowledge specific to airport settings; development of management and leadership abilities; and so on.
Following are some of the initiatives emblematic of our commitments to skills development:
- “A Smile Always Flies” and “Notre service… ouvert sur le monde,” two customer service improvement programs;
- The LeadAIR program, which aims to help managers master the skills deemed essential to the success of the Corporation;
- A program called PODC (for Plan, Organize, Direct, Control), targeting the operations side of airport administration and providing participants with concrete tools to meet their day-to-day management challenges;
- A program for traffic regulators, which uses a combination of theory and practical content to teach topics such as control of aircraft movements on the ramp, radio communications, as well as piloting and meteorological concepts;
- Our occupational health and safety program, which covers topics as varied as workplace inspections, lockdown procedures, and ergonomic workstation layout.
Lastly, ADM has instituted, jointly with Collège Gérald-Godin, two specialized training programs leading to an Attestation of Collegial Studies (AEC); any graduate who wishes to work as an officer or constable can quality for available positions with ADM’s Airport Patrol.
Career advancement perspectives
ADM is mindful of creating a work environment in which everyone can develop to his or her full potential and take full advantage of available career opportunities. As such, the company builds on the interests, potential and talents of its employees, favouring internal advancement and supporting employees who show both interest in and capacity for such.
Workplace health and safety
ADM gives the health and safety of its staff top priority. The company has instituted a policy, guidelines, procedures and continuing education programs to ensure a healthy and safe workplace for all.
Violence and harassment in the workplace
ADM believes in a workplace that is healthy and free of behaviours with potential to harm the physical and psychological integrity of any employee. The company has deemed all forms of violence or harassment in the workplace unacceptable and applies a zero-tolerance policy in this regard. Any manifestation or complaint of harassment is dealt with according to the provisions of a corporate policy on the prevention of violence and harassment in the workplace.
Use of information technology tools
ADM provides its employees with access to information technology tools to help them perform their work more efficiently and easily. Employees are subject to a policy, including rules and conditions, on the use of these tools.
Employment equity and diversity
ADM is under federal government jurisdiction and, as such, must comply with the Employment Equity Act, which designates four groups meriting fair representation (women, visible minorities, persons with disabilities and Aboriginal peoples).
Beyond the legislative framework, the company seeks to move from employment equity to a commitment to diversity, ensuring that its workplaces are kept free of discrimination and that all employees enjoy the same benefits and opportunities for advancement based on their competencies, regardless of differences. In addition to gaining access to a larger talent pool, this will ensure the company also succeeds in better reflecting and understanding its customers—and, in turn, achieves enriched quality of service.
If you are a member of one of the groups designated by the Employment Equity Act, we encourage you to mention it when submitting your résumé.
ADM offers its personnel a competitive benefits program, including life insurance, long-term disability wage-loss replacement insurance, as well as medical, dental and vision care plans. Some specific details apply depending on the work group to which the employee belongs.
After six months’ continuous service, all employees are eligible for the ADM pension plan. This defined-contribution plan enables employees to properly plan for their retirement.
Candidate referral program
For the past several years, ADM has been relying on its full employee network to enhance its talent pool. As ambassadors for the organization, all employees are encouraged to refer their “rare gems” to fill vacant positions within the company, and they earn attractive bonuses if their referred candidates are hired. This engagement-enhancing program is a way for ADM to increase the diversity of its workforce and better reflect that of its travelling customers.
Employee Assistance Program
Aéroports de Montréal provides all employees, as well as their immediate family members, with access to an Employee Assistance Program (EAP). The program allows any employee experience personal problems to get help, in complete confidentiality, 24 hours a day and 7 days a week, by enlisting the services of a team of professionals who have the knowledge and skills to assist them.
Pierre Martin Scholarship Program
This program was created in memory of Pierre Martin, who spent a decade as Chair of the ADM Board of Directors and made outstanding contributions to the Corporation’s development. The scholarship program provides financial assistance to students who are children and grandchildren of ADM employees. Three scholarships of $3,000 each for university studies and one $1,000 scholarship for technical college studies are awarded each year by random draw among eligible candidates.
ADM has adopted an environmental policy that clearly sets out its commitments in this area. It has also taken significant steps to reduce greenhouse gas (GHG) emissions as well as mitigate the environmental impacts of its overall activities. It is also engaged in various ongoing programs targeting environmental stewardship and sustainable development.
ADM has joined allégo, a program of the Agence métropolitaine de transport (AMT) that offers an array of concrete solutions encouraging the use of “smart commute” alternatives to single-occupancy automobile travel.
Employees of ADM who use public transit enjoy incentive benefits such as a subsidy of $40 per month following 12 consecutive monthly transit pass purchases, and one guaranteed return per year in case of emergency, in the form of a taxi voucher. Note that the Société de transport de Montréal’s (STM) 747 Express bus line links downtown and Montréal–Trudeau directly.
Moreover, as part of the ADM carpooling program, employees have access to a “matchmaking” service to help them find co-workers who live close to them. Program participants are also entitled to three guaranteed returns per year in case of emergency, and a space in a nearby parking facility on the airport site.