Pros
Flexible benefits packages that can either be upgraded or downgraded. Many different learning packages and learning opportunities in classroom or online. Quarterly internal audits to ensure information work conform to accounting standards. Values, codes of conduct and awareness and knowledge of legal frameworks for money laundering, and banking policies promoted and regularly reviewed. Worklife balance a policy within the workplace. Employee support / referral service for staff requiring non-employment related help. Various compensation schemes in addition to wages. Annual employee opinion surveys and follow up.
Cons
Learning opportunities may not be supported by your department. Be sure to verify before accepting a position that your idea of learning opportunities jive with the department's. Een if you need the course for the job, may not mean the bank will pay for it. It is purely under management discretion. I have borne witness personally to this as well as spoken to many employees who have had different experiencs in learning within the bank. Some managers support learning that will further your advancement within the organization while others view learning as sending you to another department to job shadow. Many of the policies are adopted depending on the department. Bank policies aren't always part of the departmental culture. One of the issues is overtime. The overtime sheet many be out and the bank's official policy is to adhere to Canada Labour code, but the assumption is to not claim any or management questions your efficiency or performance. Worklife balance policies in effect but wording is open to management interpretation and discretion. Politics is huge at this bank. Employee recognition programs are internally flawed and does not benefit those who are excellent performers but are politically not well connected as management has excessive interference on the nomination and awards process as well as the colleague leaders involved in debates over nomination merits.
