Common use of Disciplinary Measures Clause in Contracts

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. Treating co-workers with respect: Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canadian Human Rights Code Criminal Code Page of

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: ; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect: ; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canada Labour Code Canadian Human Rights Code Criminal Code Page Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops respondent. MAINTAIN a written record of incidents including: impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, dismissal will be taken against individuals who have been found to have subjected subject others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible The Regional Vice-president based on the results of the investigation. is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: ; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. Treating co-workers with respect: Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canada Labour Code Canadian Human Rights Code Criminal Code Page ofAny employee requiring information concerning this policy the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. NOTE: The may also inform the respondent in writing, either through. a hand-delivered letter or a post-delivered- letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative any other person of choosing, if is uncomfortable dealing with the MAINTAIN a written record of incidents including: dates times nature of the behaviour names of witnesses (if any) locations and O impact of the harassment on the complainant the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. CONSULT at any time with the local Human Resources manager or his designate. REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. Consult at any time with the local Human Resources manager or his designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is Resourcesis responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: ; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect: ; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. J Canada Labour Code Canadian Human Rights Code Criminal Code Page ofPrivacy Act In the event of the closure by the Authority of the Cornwall Corporate facility, it is hereby that the Authority will hundred and twenty days notice to the union of the to that, where are transferred from the Cornwall facility to another location, the retain such positions and be employees whose are may be that the relocated to other be the new of reassignment Signed in Cornwall day of all pension and benefits issues of the kind described in of CanadaMarine have been resolved, with the of the THEREFORE AGREED AS FOLLOWS: The current formula for pension March and apply the in the event that, the employee be changed, then at the plan which be amended subject to what follows. amendment of the of some additional employee spute to the event of any di I. DEVELOPMENT OF A UNIVERSAL CLASSIFICATION AND COMPENSATIONPLAN

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: ; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. Treating co-workers with respect: ; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canada Labour Code Canadian Human Rights Code Criminal Code Page Privacy Act Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. The COMPLAINANT is to: MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: dates times nature of the behaviour names of witnesses (if any) locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of her ch CONSULT at any time with the local Human Resources manager or his designate. REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. Consult at any time with the local Human Resources manager or his designate. When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. ▇▇▇ to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events. REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is Is responsible for: Designating the person responsible to conduct investigative work investigativework in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect: ; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canada Labour Code Canadian Human Rights Code Criminal Code Page ofAny employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For The COMPLAINANT is to: NOTE: The also inform the respondent in writing, either through a letter or a letter, the and requesting that it stops. respondent. MAINTAIN a written record of incidents including: dates times nature of the behaviour names of witnesses (if any) locations and impact of the harassment on the complainant the respondent's or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor's superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent's or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative andlor any other person of h choosing CONSULT at any time with the local Human Resources manager or his designate. REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative andlor any other person of choosing. Consult at any time with the local Human Resources manager or his designate. When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. TRY to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events, REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, dismissal will be taken against individuals who have been found to have subjected subject others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. , The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: • Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing • appropriate corrective/disciplinary action or redress following an investigation into a complaint of harassment, when required ; • Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. • Ensuring that complaints are thoroughly investigated; • Recommending a course of action to responsible Vice-president President based on the results of the investigation. • Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: • Keeping the workplace free of harassment; • Responding immediately to complaints and inappropriate behaviour: ; • Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. • Treating co-workers with respect: ; • Supporting co-workers when unacceptable behaviour is observed; • Participating in the investigative process when required. • Fostering a positive and productive work environment free of harassment/discrimination; • Treating co-workers with respect; • Participating in the investigative process; • Participating in the education of all employees. Canada Labour Code Canadian Human Rights Code Criminal Code Page ofPrivacy Act Any employee requiring information concerning this policy and/or the complaint process prior to filing an informal/formal complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: ⚫ Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and ⚫ Authorizing appropriate corrective/disciplinary action or redress following an investigation into a complaint of harassment, when required ; ⚫ Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. ⚫ Ensuring that complaints are thoroughly investigated; ⚫ Recommending a course of action to responsible Vice-president President based on the results of the investigation. The Regional Vice-President is responsible for: ⚫ Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: ⚫ Keeping the workplace free of harassment; ⚫ Responding immediately to complaints and inappropriate behaviour: ; ⚫ Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. ⚫ Treating co-workers with respect: ; ⚫ Supporting co-workers when unacceptable behaviour is observed; ⚫ Participating in the investigative process when required. ⚫ Fostering a positive and productive work environment free of harassment/discrimination; ⚫ Treating co-workers with respect; ⚫ Participating in the investigative process; ⚫ Participating in the education of all employees. * Canada Labour Code * Canadian Human Rights Code * Criminal Code Page of* Privacy Act December 12, 1998 WHEREAS all pension and benefits issues of the kind described in Section 138 of the Canada Marine Act have been resolved, with the sole exception of the employee pension contribution issue; AND WHEREAS the parties, without prejudice to their respective positions and interpretations, are desirous of settling this final issue without resorting to arbitration; THEREFORE IT IS AGREED AS FOLLOWS:

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work investigativework in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. Ensuring that complaints are thoroughly investigated; Recommending a Recommendinga course of action to responsible ViceresponsibleVice-president based on the results of the investigation. Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour: ; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. Treating co-workers with respect: ; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. Canada Labour Code Canadian Human Rights Code Criminal Code Page ▇▇▇ Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location outside the Human Resources offices at the employee’s request. The COMPLAINANT is to: MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it NOTE: The complainant may also inform the respondent in writing, either through a letter or a letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: dates times nature of the behaviour names of witnesses (if any) locations and impact of the harassment on the complainant the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. CONSULT at any time with the local Human Resources manager or his designate. REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. Consult at any time with the local Human Resources manager or his designate. INFORMAL COMPLAINTS When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. ▇▇▇ to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events. REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken.