Common use of Employment Equity Programs Clause in Contracts

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce • an annual review procedure to monitor the progress of the program. (c08)

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce workforce. • an annual review procedure to monitor the progress of the program. (c08)

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: •  an up-to-date census •  a workforce analysis and review of employment systems •  the identification of systemic barriers to the designated groups •  a review of current recruitment, promotion and training practices •  goals and timetables for reducing or eliminating systemic barriers to the designated groups •  accommodation for people with disabilities •  a clear and ongoing commitment to a workplace free of harassment •  identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce •  an annual review procedure to monitor the progress of the program. (c08)

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: •  an up-to-date census •  a workforce analysis and review of employment systems •  the identification of systemic barriers to the designated groups •  a review of current recruitment, promotion and training practices •  goals and timetables for reducing or eliminating systemic barriers to the designated groups •  accommodation for people with disabilities •  a clear and ongoing commitment to a workplace free of harassment •  identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce • workforce.  an annual review procedure to monitor the progress of the program. (c08)

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: following • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-pre- apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce workforce. • an annual review procedure to monitor the progress of the program. (c08program.(c08)

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler FCA Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW Unifor bargaining units at Chrysler FCA Canada Inc. . This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-pre- apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler FCA Canada Inc. workforce • an annual review procedure to monitor the progress of the program. (c08).

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: • following  an up-to-date census •  a workforce analysis and review of employment systems •  the identification of systemic barriers to the designated groups •  a review of current recruitment, promotion and training practices •  goals and timetables for reducing or eliminating systemic barriers to the designated groups •  accommodation for people with disabilities •  a clear and ongoing commitment to a workplace free of harassment •  identification of positive measures such as work and family measures, skills updating, pre-pre- apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce • workforce.  an annual review procedure to monitor the progress of the program. (c08program.(c08)