This document outlines Emera's mental health strategy to promote recovery in the workplace. Emera is an energy and services company headquartered in Nova Scotia with over 3,700 employees across Canada, the US and the Caribbean. A business case developed in 2012 showed rising costs from mental health-related long-term disability claims and drug benefits, as well as decreasing employee commitment and increasing EFAP usage. In response, Emera developed a multi-year mental health strategy starting in 2013 focused on awareness, stigma reduction, and supporting employees navigating healthcare services or staying at or returning to work. The strategy also measures participation and seeks feedback to promote coping skills, early detection, and self-assessment tools.

1. Promoting
Recovery in the
Workplace
Emera’s
Mental Health Strategy

2. • Energy and services company
• Headquartered in Halifax, Nova Scotia
• Operate in five Canadian provinces and six
countries
• Largest publically traded company based in
Atlantic Canada.
2
Overview of Emera

3. 3
One Business, many companies
Regulated Utilities
Energy Services
Pipelines
Projects
Investments

4. ≈ 3,700 Employees (52.4% union)
 64% Canada
 14% US
 22% Caribbean
4
Our People
 Power Generation
 Power Delivery
 Customer Service
 Engineering
 Project Management
 Business Development
 Corporate Functions

5. • Create cleaner energy and deliver it to market.
• Maintain high standards in safety, reliability,
customer service and environmental care.
• Committed to the health, safety and well-being
of our employees.
5
Our Commitment

6. 6
 4/5 employees are impacted by stress at work
 Canadian Psychological Health and Safety Standards
(January 2013)
Challenge

7. 7
Business Case for MH Strategy (2012)
 Societal costs in the
billions
 Drug and Benefit Costs
 LTD Claims increasing
 LTD duration greater
than average
 EAP Usage increasing
 Employee commitment
down
0
10
20
30
40
50
Mental Health LTD
Claim %
%
2007-2010
2010-2012
Industry
Average
0
5
10
15
20
EAP Usage
%
2010
2011
2012
Industry Average
National Norm

8. Mental Health Strategy
8
Strategy Development (November 2012)
• Focus Groups
• Employee survey
• Industry research and best practices
MH Awareness/Decrease Stigma (2013 & 2014)
• Leader Education
• Employee Training

9. Measuring our Success
9
 Participation rates in training
 Training effectiveness feedback
 EFAP usage
 Prescription Drug Usage
 Engagement Feedback

10. 10
HEALTHY REACTING INJURED ILL
Mental health is a "state of well-being in which every
individual realizes his or her own potential, can cope with
the normal stresses of life, can work productively and
fruitfully, and is able to make a contribution to her or his
community“ (World Health Organization)
Mental Health Continuum

11. Promoting Recovery at Work
11
 Peer Support
 Navigating Healthcare & Community
Services
 Stay at Work/Return to Work
Planning
 Alcohol & Drug Program - Rehab &
Treatment
 Community Partnerships
(i.e. Not Myself Today)

12. On the Horizon…
12
Check in at year three
• Focus Groups
• Employee Survey
Further educate employees and managers
• Develop employee coping and resiliency skills
• Promote importance of early detection/self-
assessment
• Promote self-assessment tools offered through
EFAP and other sources

13. Thank You!
13
•For further information please contact:
•Leanne Dixon
•Manager, Health and Wellness
•Emera Inc.
•Leanne.Dixon@Emera.com
•Lyne Brun
•Case Manager & Peer Supporter
•Emera Inc.
•Lyne.Brun@Emera.com