Common use of Concern Resolution Process Clause in Contracts

Concern Resolution Process. Magna and the CAW are fully committed to the effective, timely, and fair resolution of employee concerns, in a manner that considers both the legitimate concerns of Magna employees, and the need for continuing operational effectiveness. The effective resolution of workplace concerns requires effective and open communication between all parties; the ability to honestly convey concerns in a timely manner; mutual respect and responsibility; and a commitment to upholding the principles of the Magna Employees’ Charter, and the FFA. The Concern Resolution Process relies on several overlapping structures and channels of communication, including: • Access to an Open-Door Process, where Magna employees can raise their concerns with appropriate management at any time. This Open-Door Process is flexible, and concerned individuals can approach their immediate supervisor, area manager, general manager, or any other avenue in the process; • Access to the Division’s Fairness Committee (on an informal or formal basis); • Access to the Magna Hotline at any time; and • Access to the Concern Resolution Sub-Committee, the Employee Relations Review Committee (the “ERRC”), and the arbitration process, when necessary. Non-probationary Magna employees who wish to invoke any of these structures and channels will be fully protected from any reprisal or discipline for pursuing their concerns. Fundamental to this principle of employee participation, is the responsibility of each employee to take ownership for pursuing the resolution of any concern they may have up to and including the Hotline step of the Concern Resolution Process. Thereafter, carriage of the concern shall be the responsibility of the EA and the Union. The steps in the Concern Resolution Process are summarized in Figure 2.

Concern Resolution Process. Magna and the CAW Unifor are fully committed to the effective, timely, and fair resolution of employee concerns, in a manner that considers both the legitimate concerns of Magna employees, and the need for continuing operational effectiveness. The effective resolution of workplace concerns requires effective and open communication between all parties; the ability to honestly convey concerns in a timely manner; mutual respect and responsibility; and a commitment to upholding the principles of the Magna Employees’ Charter, and the FFA. The Concern Resolution Process relies on several overlapping structures and channels of communication, including: •  Access to an Open-Door Process, where Magna employees can raise their concerns with appropriate management at any time. This Open-Door Process is flexible, and concerned individuals can approach their immediate supervisor, area manager, general manager, or any other avenue in the process; •  Access to the Division’s Fairness Committee (on an informal or formal basis); •  Access to the Magna Hotline at any time; and •  Access to the Concern Resolution Sub-Committee, the Employee Relations Review Committee (the “ERRC”), and the arbitration process, when necessary. Non-probationary Magna employees who wish to invoke any of these structures and channels will be fully protected from any reprisal or discipline for pursuing their concerns. Fundamental to this principle of employee participation, is the responsibility of each employee to take ownership for pursuing the resolution of any concern they may have up to and including the Hotline step of the Concern Resolution Process. Thereafter, carriage of the concern shall be the responsibility of the EA and the Union. The steps in the Concern Resolution Process are summarized in Figure 2.