Common use of PROBLEM SOLVING PROCEDURE Clause in Contracts

PROBLEM SOLVING PROCEDURE. a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor as follows:  Supervisor  Department Manager  Human Resources Representative  Assistant General Manager  General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated. b) Step Two a) Record their concern along with their desired solution on a standard form; and b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process. c) Step Three 1. Counsel the employee in the event of a misunderstanding OR 2. Present the concern to the GM for resolution satisfactory to the employee OR 3. Begin the committee process by: a) Activating the Committee member’s selection process as follows: i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) Supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel. b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 days; c) Advising / assisting the employee regarding the presentation of their case; and, d) Advising / assisting any parties who will be directly involved in presenting information regarding the problem.

PROBLEM SOLVING PROCEDURE. a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor supervisor as follows:  ➢ Supervisor  ➢ Department Manager  ➢ Human Resources Representative  ➢ Assistant General Manager  ➢ General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated. b) Step Two a) Record their concern along with their desired solution on a standard form; and b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process. c) Step Three 1. Counsel the employee in the event of a misunderstanding OR 2. Present the concern to the GM for resolution satisfactory to the employee OR 3. Begin the committee process by: a) Activating the Committee member’s selection process as follows: i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) Supervisors supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel. b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 days; c) Advising / assisting the employee regarding the presentation of their case; and, d) Advising / assisting any parties who will be directly involved in presenting information regarding the problem.

PROBLEM SOLVING PROCEDURE. a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor as follows:  ⮚ Supervisor  ⮚ Department Manager  ⮚ Human Resources Representative  ⮚ Assistant General Manager  ⮚ General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated. b) Step Two a) Record their concern along with their desired solution on a standard form; and b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process. c) Step Three 1. Counsel the employee in the event of a misunderstanding OR 2. Present the concern to the GM for resolution satisfactory to the employee OR 3. Begin the committee process by: a) Activating the Committee member’s selection process as follows: i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) Supervisors supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel. b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 days; c) Advising / assisting the employee regarding the presentation of their case; and, d) Advising / assisting any parties who will be directly involved in presenting information regarding the problem.

PROBLEM SOLVING PROCEDURE. a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor as follows:  Supervisor  Department Manager  Human Resources Representative  Assistant General Manager  General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated. b) Step Two a) Record their concern along with their desired solution on a standard form; and b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process. c) Step Three 1. Counsel the employee in the event of a misunderstanding OR 2. Present the concern to the GM for resolution satisfactory to the employee OR 3. Begin the committee process by: a) Activating the Committee member’s selection process as follows: i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) Supervisors supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel. b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 days; c) Advising / assisting the employee regarding the presentation of their case; and, d) Advising / assisting any parties who will be directly involved in presenting information regarding the problem.

PROBLEM SOLVING PROCEDURE. a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor supervisor as follows:  ⮚ Supervisor  ⮚ Department Manager  ⮚ Human Resources Representative  ⮚ Assistant General Manager  ⮚ General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated. b) Step Two a) Record their concern along with their desired solution on a standard form; and b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process. c) Step Three 1. Counsel the employee in the event of a misunderstanding OR 2. Present the concern to the GM for resolution satisfactory to the employee OR 3. Begin the committee process by: a) Activating the Committee member’s selection process as follows: i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) Supervisors supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel. b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 days; c) Advising / assisting the employee regarding the presentation of their case; and, d) Advising / assisting any parties who will be directly involved in presenting information regarding the problem.

PROBLEM SOLVING PROCEDURE. a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor as follows:  ⮚ Supervisor  ⮚ Department Manager  ⮚ Human Resources Representative  ⮚ Assistant General Manager  ⮚ General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated. b) Step Two a) Record their concern along with their desired solution on a standard form; and b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process. c) Step Three 1. Counsel the employee in the event of a misunderstanding OR 2. Present the concern to the GM for resolution satisfactory to the employee OR 3. Begin the committee process by: a) Activating the Committee member’s selection process as follows: i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) Supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel. b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 days; c) Advising / assisting the employee regarding the presentation of their case; and, d) Advising / assisting any parties who will be directly involved in presenting information regarding the problem.