Common use of Overtime Procedure Clause in Contracts

Overtime Procedure.  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 p.m.  The General Overtime Sign Up Sheet and the Departmental Labour Pool Overtime Sign Up Sheet will be posted in the same location.  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official.

Overtime Procedure.  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 3:00 p.m.  The General Overtime Sign Up Sheet and the Departmental Labour Pool Overtime Sign Up Sheet will be posted in the same location.  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official.

Overtime Procedure.  ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis  ✓ These sheets would be posted Friday through Tuesday at 11:30 3:00 p.m.  ✓ The General Overtime Sign Up Sheet and the Departmental Labour Pool Overtime Sign Up Sheet will be posted in the same location.  Departmental ✓ Departmentmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  ✓ All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  ✓ If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  ▪ Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  ✓ A HR Representative will schedule TPTs  ✓ TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  ▪ HR Representative will communicate obtained TPTs to Superintendents or designate  ✓ If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  ✓ Employees will be mandated by low overtime hours worked  ✓ Superintendent or designate distributes the assigned employee list to designated Supervisor  ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  • Posting or circulation of offensive photos or visual materials;  • Refusal to work or converse with an employee because of their racial background or gender etc.  • Unwanted physical conduct such as touching, patting, pinching, etc.  • Condescension or paternalism which undermines self-respect;  • Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  • Request a stop of the unwanted behavior;  • Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  • Document the events, complete with times, dates, location, witnesses and details;  • Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official.

Overtime Procedure.  Both the Village and the Union understand the necessity for proper staffing. The Company Village therefore shall have the right to require overtime work and employees may not refuse overtime assignments. To assist in establishing a fair and equitable manner for the distribution of overtime, the following procedure will post a general and departmental be followed to the extent reasonably possible in instances except where immediate action is necessary under Section 5.9, for work that is assigned under Section 5.7, or personnel resources are unavailable or unreachable. There will be three lists comprised of contract personnel only. Newly hired employees will be placed at the bottom of the list according to seniority. List A will be for more than twelve (12) hour shifts. List B will be used for twelve (12) hours or less. List C is for special events. Special event overtime will be the only overtime employees may sign up sheet for in advance. Employees who have worked forty-eight (48) hours continuously shall not be eligible to work a hireback, force back, hold over for hire back, or special events except as exempted by other language. Those employees shall retain their position on the list and have at least twelve (12) hours off duty before being required to work a weekly basis  These sheets would hire back, force back, hold over for hire back, or special duty. Employees shall also have twelve (12) hours off duty prior to forty-eight (48) hours continuous duty. Any employee enrolled in a department approved or sponsored class/school or other schooling related to the fire service position shall not be posted Friday through Tuesday eligible for force back, hold over or special duty. Employees in class or school shall retain their position on the hire back lists. Employees are required to submit a class schedule upon their receipt of schedule or approval to any class/school/semester under which the above clause may be exercised prior to the commencement of such schedule. There shall be no more than the authorized number of lieutenants on duty, unless one additional lieutenant is in the Acting Captain position. Employees from one rank cannot be used to fill another rank below their rank for hire back basis, except when an unusual emergency condition exists per the Fire Chief or his Designee. When staffing requires overtime in advance, the shift commander or his designee shall initiate an automated call out for personnel (when the paging system is available) on the appropriate list four (4) days prior. Whenever there is new overtime the shift commander or his designee shall start at 11:30 p.m.  The General Overtime Sign Up Sheet the top of the list and work his way down unless using the Departmental Labour Pool Overtime Sign Up Sheet automated call system. When overtime arises with less than four (4) days notification, the hire back process will be posted in the same locationstarted as soon as reasonably possible.  Departmental Overtime Sign Up Sheets In all cases, on duty personnel will be posted in notified of the overtime so they are also aware of it. Automated call system process: All employees will be loaded into the system with their preferred choice of communication – email (must be an email that they would receive off duty and receive notification of its arrival), text message phone number, or phone number for voice message (should have voice mail or answering machine). A page will be set up indicating 1) the date and time of the overtime, 2) type of personnel needed & 3) length of overtime (which list is being used). Those personnel wishing to take the OT must call station 1 – at the designated departments (with extension within 20 minutes. The officer conducting the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets hire back will be forwarded to notify the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up person highest on the departmental sheets, employees from list at the general sign up sheet will 20 minute xxxx. Do not call in to refuse overtime. Only personnel that are on shift and higher than the person receiving the OT on the list can refuse OT and be assigned accordinglymoved.  If still not enough employees are available, TPT Request Forms will be completed by no one calls within the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs20 minutes, the Superintendent hire back or designate identifies potential force back will occur from on shift personnel. Should an employee refuse overtime, the employees to be mandated  Employees shift commander or his designee will be mandated by low overtime hours worked  Superintendent or designate distributes place the assigned employee list to designated Supervisor  Supervisors post at the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis bottom of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Codelist. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes heis not personally contacted, he shall remain in their same position. When an employee takes a hire back, he will be placed at the bottom of the list also. Once an individual takes a hireback off any list, his/she has been harassed and /or discriminated against her name will be placed on the basis bottom of any prohibited ground of discriminationthat list. Hours needed for hireback personnel will not be broken down into smaller increments. Procedural notes: An employee will not be forced back for more than one Village recognized Holiday in a 366 day period as outlined in Article 5.8, there are specific action Section 1. Employees with verifiable vacation plans that may would be taken to put adversely impacted by a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company officialforce back will be passed over.

Overtime Procedure.  ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis  ✓ These sheets would be posted Friday through Tuesday at 11:30 p.m.  ✓ The General Overtime Sign Up Sheet and the Departmental Labour Pool Overtime Sign Up Sheet will be posted in the same location.  ✓ Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  ✓ All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  ✓ If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  ▪ Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  ✓ A HR Representative will schedule TPTs  ✓ TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  ▪ HR Representative will communicate obtained TPTs to Superintendents or designate  ✓ If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  ✓ Employees will be mandated by low overtime hours worked  ✓ Superintendent or designate distributes the assigned employee list to designated Supervisor  ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  • Posting or circulation of offensive photos or visual materials;  • Refusal to work or converse with an employee because of their racial background or gender etc.  • Unwanted physical conduct such as touching, patting, pinching, etc.  • Condescension or paternalism which undermines self-respect;  • Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  • Request a stop of the unwanted behavior;  • Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  • Document the events, complete with times, dates, location, witnesses and details;  • Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official.

Overtime Procedure.  The Company will post a general and departmental overtime sign sign-up sheet on a weekly basis  J These sheets would be posted Friday through Tuesday at 11:30 p.m.  J The General Overtime Sign Sign-Up Sheet and the Departmental Labour Pool Overtime Sign Sign-Up Sheet will be posted in the same location.  J Departmental Overtime Sign Sign-Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Sign-Up Sheets will be forwarded to the Superintendent or designate  All overtime sign sign-up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign sign-up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will X X Representativewill schedule TPTs  TPT J use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  J If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  J Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager I Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR CAW Local 0000 Xxxxxx, Xxxxxxx Ontario Dear Madam The Company and Unifor the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration considera- tion and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  : Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in participationin an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory super- visory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment harass- ment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company officialcounterpart and together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be to the Human Resources Manager and the Plant Chairperson. A formal investigation of the complaint will then begin by the Chairperson and Human Resources Manager or their designates, interviewing the alleged harasser, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, Xxxxxxx Products Xxxxx Xxxxxxx Human Resources Manager Letter Skilled Trades February Xxxx Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the Company will bring in one (1) trade for one (1) contractor i.e. if three (3) contractors are in then three (3) trades will be in.

Overtime Procedure.  ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis  ✓ These sheets would be posted Friday through Tuesday at 11:30 3:00 p.m.  ✓ The General Overtime Sign Up Sheet and the Departmental Labour Pool Overtime Sign Up Sheet will be posted in the same location.  ✓ Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  ✓ All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  ✓ If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  ▪ Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  ✓ A HR Representative will schedule TPTs  ✓ TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  ▪ HR Representative will communicate obtained TPTs to Superintendents or designate  ✓ If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  ✓ Employees will be mandated by low overtime hours worked  ✓ Superintendent or designate distributes the assigned employee list to designated Supervisor  ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official.

Overtime Procedure.  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 p.m.  The General Overtime Sign Up Sheet and the Departmental Labour Pool Overtime Sign Up Sheet will be posted in the same location.  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the Superintendent or designate  All overtime sign up sheets will be reviewed, and where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, Xxxxxxx & Xxxxxx, Guelph Products Xxxxx Xxxxxxx Human Resources Manager Letter # 12 Workplace Harassment February 1, 2006 Xx. Xxxx Xxxxxx Plant Chairperson UNIFOR CAW Local 0000 Xxxxxx, Xxxxxxx Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a Complaint If an employee believes he/she has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to Supervisor/committee person. However, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union representative/Company official.