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 there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler 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 DaimlerChrysler Canada Inc. by year end 1998. 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 hiring the designated groups • 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 DaimlerChrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96)

Employment Equity Programs. During current negotiations, the Company The company and the Union union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation company and the Union 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 DaimlerChrysler Canada Inc. Ford of Canada. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Companycompany. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at DaimlerChrysler Ford of Canada Inc. by year end 1998. 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 promotion, and training practices • goals and timetables for hiring the designated groups • 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 DaimlerChrysler workforce. Ford workforce • an annual review procedure to monitor the progress of the program. The Company company has developed an Employment Equity Plan for the Federal Contractor’s Contractors Program. Elements of this plan may form the basis for the new Joint joint Employment Equity Plan when the parties are in agreement. (n96)APPENDIX G

Employment Equity Programs. During current negotiations, the Company The company and the Union union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation company and the Union 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 DaimlerChrysler Canada Inc. Ford of Canada. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Companycompany. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at DaimlerChrysler Ford of Canada Inc. by year end 1998. 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 promotion, and training practices • goals and timetables for hiring the designated groups • 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 pre-apprentice ship training, etc. that could help retain and advance the designated groups in the DaimlerChrysler workforce. Ford workforce • an annual review procedure to monitor the progress of the program. The Company company has developed an Employment Equity Plan for the Federal Contractor’s Contractors Program. Elements of this plan may form the basis for the new Joint joint Employment Equity Plan when the parties are in agreement. (n96)APPENDIX G

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler 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 DaimlerChrysler Canada Inc. by year end 1998. 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 hiring the designated groups • ⚫ 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 DaimlerChrysler workforce. • ⚫ an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96)Committee Understanding The Women’s Committee Chairpersons are seeking an avenue to voice issues of concern. The Company has agreed to provide the Women’s Chairperson.(s) the opportunity to present issues at Master Equity Committee meetings as they arise. This representation is in no way an effort to increase the Master Committee membership or its scope of responsibility.

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler 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 DaimlerChrysler Canada Inc. by year end 1998. 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 hiring the designated groups • 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 DaimlerChrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96).

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler Chrysler Canada Inc. Ltd. 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 DaimlerChrysler Chrysler Canada Inc. Ltd. by year end 1998. This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems and • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for hiring the designated groups • 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 DaimlerChrysler Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96).

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler Chrysler Canada Inc. Ltd. 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 DaimlerChrysler Chrysler Canada Inc. Ltd. by year end 1998. 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 hiring the designated groups • 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 DaimlerChrysler Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96).

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler Chrysler Canada Inc. Ltd. 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 DaimlerChrysler Chrysler Canada Inc. Ltd. by year end 1998. 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 RECOGNITION • goals and timetables for hiring the designated groups • 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 DaimlerChrysler Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96).

Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation 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 DaimlerChrysler 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 DaimlerChrysler Canada Inc. by year end 1998. 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 hiring the designated groups • 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 DaimlerChrysler workforce. • L - p - - - - - - _ ⚫ an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreementWomen’s Understanding The Women’s Committee Chairpersons are seeking an avenue to voice issues of concern. (n96)The Company has agreed to provide the Women’s Chairperson.(s) the opportunity to present issues at Master Equity Committee meetings as they arise. This representation is in no way an effort to increase the Master Committee membership or its scope of responsibility.