Lessons Learned and Best Practices to Avoid Whistleblowers

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1 Lessons Learned and Best Practices to Avoid Whistleblowers Alyeska Pipeline Service Company Presented by Mel Jessee Open Work Environment (OWE) and Employee Concerns Program (ECP) Lead SCCE Anchorage Conference June 26, /26/2014 SCCE Conference by Mel Jessee 1 OWE Historical Background TAPS has a long history of significant events that have shaped our Organizational Culture : Pipeline Constructed to High Standards - Late 1980 s: Production Decline + Economic Pressures = Increased Risk Corrosion Discovered in Pipeline in late 1980 s (Ultrasonic Technologies) 1989 Throughput Begins to Decline, and Crude < $20 Barrel 1989 Exxon Valdez and Subsequent Impacts (OPA 90) Whistleblowers begin to surface : Whistleblowers + Wackenhut = Hamel Gate (Ethical Low Point) : Congressional Hearings (and more Whistleblowers) : Lots of Audits with 4,920 Findings (Compliance Low Point) : Employee Concerns Program Implemented : New Culture of Trust & Open Communications : First APSC Employee Opinion Survey : Open Work Environment Policy and Program Implemented : Federal Grant and State Lease Extended 30 Years (Compliance Milestone) : Alyeska is one of World s Most Ethical Companies 06/26/2014 SCCE Conference by Mel Jessee 2 1

2 Open Work Environment (OWE) Policy We are committed to an Open Work Environment (OWE) in which TAPS employees work together to make safety, system integrity, and environmental protection the overriding priorities of operating and managing TAPS. Integral to an OWE is that all individuals working on TAPS feel free to and are willing to raise issues, concerns, and questions regarding the operation of TAPS, and to do so without the fear of harassment, intimidation, retaliation or discrimination (HIRD) from management or their peers. Alyeska Corporate Policies and Code of Conduct Open Work Environment Policy January 2012, Page 6 06/26/2014 SCCE Conference by Mel Jessee 3 Difference between OWE/ECP and HR Open Work Environment Program / Employee Concerns Program Code of Conduct issues Ethics issues and conflicts of interest Waste or destruction of company assets Abuse of trust Accountability issues Fraud, falsification. misrepresentation or omissions Mgt failure to act Possible violations of law Regulatory issues Contractor conflicts Differing Professional Opinions (DPO) Mediation OWE and ECP Training TAPS safety and integrity concerns Industrial safety concerns Operations or maintenance concerns Environmental concerns HIRD or hostile work environment Reduced willingness to raise concerns or chilling effect Engineering and technical conflicts Quality concerns Other issues not being resolved elsewhere Sexual harassment Retaliation concerns Consultations Human Resources Programs Wage and benefit issues Alaska Native Program issues Abusive/violent workplace behaviors Discipline issues Person to person and interpersonal conflicts Performance review issues Employee performance issues Selection/promotion issues EEO/discrimination issues 4 06/26/2014 SCCE Conference by Mel Jessee 4 2

3 Importance of Supervisor Communication Our surveys show that most TAPS employees consider direct communication from their supervisor to be the most effective and desired communication method. Employees who understand and believe in their company are more productive contributors with more enthusiastic and supportive attitudes. Employees who understand company decisions and direction are less likely to seek external avenues for asking questions or expressing concerns. 5 06/26/2014 SCCE Conference by Mel Jessee 5 Leadership Model The Five Dysfunctions of a Team Inattention to Avoidance of Lack of Fear of Absence of Focus on Collective Outcomes Confront Difficult Issues Force Clarity and Closure Mine for Conflict Go First! Foundation for an Open Work Environment 6 06/26/2014 SCCE Conference by Mel Jessee 6 3

4 Barriers to Raising Issues and Concerns Apathy things get reported, but don t get fixed Boomerang if I report it, I ve got to fix it Lack of Ownership it s not MY problem! Cumbersome Process takes too long, is confusing Unapproachable my Boss is too busy or doesn t care The Hero I can work around this and make it work Nervous/Lack of Confidence what if I m wrong? Peer Pressure we don t rat on fellow workers Fear I m going to get fired if I report this 7 06/26/2014 SCCE Conference by Mel Jessee 7 Chilling Effect Fear of retaliation makes individuals reluctant to, or refuse, to identify or raise issues or concerns 8 06/26/2014 SCCE Conference by Mel Jessee 8 4

5 Raise the Bar Regarding Retaliation Best Practices Code of Conduct Law Prevent Perception of Retaliation Prevent Retaliation for Any Reason Prevent Retaliation for Protected Activities 06/26/2014 SCCE Conference by Mel Jessee 9 9 Q&A Any Questions??? 06/26/2014 SCCE Conference by Mel Jessee 10 5