Common use of Retirement Programs Clause in Contracts

Retirement Programs. Defined contribution retirement plans will be provided, under the existing Magna Retirement Savings Program (including the Employee Equity and Profit Participation Program and the Group RRSP). Work rules: • Work rules shall provide for flexible and efficient operations that recognize that the success of the company is dependent on its ability to respond quickly to changing business requirements. • Provisions will focus on operating strategies that increase manufacturing capacity, reduce product cost, and enhance quality, while ensuring adequate predictability and safety for employees. Hours of work, vacation: • Hours of work will be determined to address both the operational requirements of Divisions and the needs of employees for adequate time off. • Employees shall receive access to paid vacation time and other opportunities for time off consistent with the principles of the Magna Employee’s Charter and the FFA. Seniority: • The contract will define rights to post for job openings and shall provide for other normal seniority rights. Layoffs and transfers: • As each Magna facility operates as a separate business unit, there is no automatic right to transfer or bump between facilities, whether CAW-represented or otherwise. • Any movement between facilities must meet the job-selection criteria of the accepting facility. • Any employee laid off at a CAW-represented facility shall have first opportunity to fill a vacant position at any other CAW-represented facility, on a seniority basis, provided that they possess adequate skills and meet minimum requirements for the job. No strike-no lockout • Neither party shall utilize any “economic sanctions” to force its position on the other party for any reason • No employee or group of employees shall individually or through concerted action, take part in any activity that impedes the operation of the business • Any employee or group of employees who participate in such unauthorized activity shall be subject to immediate dismissal, unless mitigating circumstance exist which are satisfactory to the ERRC • The parties shall negotiate the resolution of all issues in good faith • Any issue regarding the National Agreement unable to be resolved through negotiation shall be referred to the Neutral for binding arbitration on the basis of final offer selection Joint committees: • The parties shall establish such joint committees as the ERRC shall deem appropriate to deal with such matters as health and safety, environment, apprenticeship and other issues relevant to the business APPENDIX B SELECTION, CRITERIA, AND RESPONSIBILITIES OF FAIRNESS COMMITTEE MEMBERS There shall, where feasible, be one FC member for each department or work area and shift, who shall be selected by the Employees in that department or work area and shift by secret ballot vote. Applicants for a FC position in a particular department, work area or shift shall indicate their interest by signing up for the role with the EA. The FC role shall be posted on employee bulletin boards for 5 business days spanning 2 different workweeks prior to the secret ballot vote. The secret ballot vote shall be conducted under the direction of the EA and existing members of the FC, provided that such FC members are not candidates in the election. Magna facilities covered under the National Agreement with existing FCs shall hold a secret ballot vote to select the FC within sixty days of such division being recognized under the National Agreement or within such other timeframe mutually agreed upon by the ERRC. FC members must have achieved seniority status, and shall serve a three (3) year term, subject to continuing to meet eligibility criteria. The FC in each facility shall be established so that the term of 1/3rd of the members shall expire each year. FC members shall be trained in facilitation, problem-solving communication and interpersonal skills to assist employees in solving day-to day workplace issues. Each FC shall select 1 facilitator from its bargaining unit members, 1 facilitator from its non-bargaining unit members, and 1 facilitator from its management members. The methodology for selecting the facilitator shall be determined by the respective FC members. Once selected, the facilitator shall continue to perform this role until the expiration of his or her term, or until he or she otherwise chooses to cease acting as facilitator. A FC member may be removed by the ERRC for breaching the FC Guidelines. The criteria and qualities for successful FC members include: • Must be able to communicate effectively. • Good disciplinary record. • Commitment to the principles of the Magna Employees’ Charter, the FFA and the National Agreement. FC members shall continue to perform their existing production-related duties and shall, in accordance with the operating guidelines of the FC, perform the following additional functions: • Encourage employees to become involved in their workplace by using the Open Door Process to share ideas and provide input on workplace issues and achieving the principles of the FFA • Ensure employees are aware of the options in the Open Door Process and have the opportunity to take their concerns and continuous improvement feedback on workplace issues to the appropriate avenue in this process • Convene a formal hearing to fully investigate an employee’s concern if the employee has chosen this option • Sit on a formal hearing panel, if selected • Attend training and regular meetings • Participate in the review of Division policies and procedures and provide feedback to Division management regarding such policies and procedures • Facilitate employee ownership, responsibility and accountability in producing a better product for a better price. In performing their role, FC members shall: • Act as an impartial resource in the Concern Resolution Process • Sign a strict confidentiality agreement and keep strictly confidential, all information shared with them • Be trained in facilitation, problem-solving communication and interpersonal skills to assist employees in solving day-to-day workplace issues. APPENDIX C EMPLOYEE ADVOCATE The duty of the EA is to ensure that the Employee’s Charter and the Agreements are consistently followed and applied in a fair manner. EAs shall be selected via the following consultative approach:

Retirement Programs.  Defined contribution retirement plans will be provided, under the existing Magna Retirement Savings Program (including the Employee Equity and Profit Participation Program and the Group RRSP). Work rules: •  Work rules shall provide for flexible and efficient operations that recognize that the success of the company is dependent on its ability to respond quickly to changing business requirements. •  Provisions will focus on operating strategies that increase manufacturing capacity, reduce product cost, and enhance quality, while ensuring adequate predictability and safety for employees. Hours of work, vacation: •  Hours of work will be determined to address both the operational requirements of Divisions and the needs of employees for adequate time off. •  Employees shall receive access to paid vacation time and other opportunities for time off consistent with the principles of the Magna Employee’s Charter and the FFA. Seniority: •  The contract will define rights to post for job openings and shall provide for other normal seniority rights. Layoffs and transfers: •  As each Magna facility operates as a separate business unit, there is no automatic right to transfer or bump between facilities, whether CAWUnifor-represented or otherwise. •  Any movement between facilities must meet the job-selection criteria of the accepting facility. •  Any employee laid off at a CAWUnifor-represented facility shall have first opportunity to fill a vacant position at any other CAWUnifor-represented facility, on a seniority basis, provided that they possess adequate skills and meet minimum requirements for the job. No strike-no lockout •  Neither party shall utilize any “economic sanctions” to force its position on the other party for any reason •  No employee or group of employees shall individually or through concerted action, take part in any activity that impedes the operation of the business •  Any employee or group of employees who participate in such unauthorized activity shall be subject to immediate dismissal, unless mitigating circumstance exist which are satisfactory to the ERRC •  The parties shall negotiate the resolution of all issues in good faith •  Any issue regarding the National Agreement unable to be resolved through negotiation shall be referred to the Neutral for binding arbitration on the basis of final offer selection Joint committees: •  The parties shall establish such joint committees as the ERRC shall deem appropriate to deal with such matters as health and safety, environment, apprenticeship and other issues relevant to the business APPENDIX B SELECTION, CRITERIA, AND RESPONSIBILITIES OF FAIRNESS COMMITTEE MEMBERS There shall, where feasible, be one FC member for each department or work area and shift, who shall be selected by the Employees in that department or work area and shift by secret ballot vote. Applicants for a FC position in a particular department, work area or shift shall indicate their interest by signing up for the role with the EA. The FC role shall be posted on employee bulletin boards for 5 business days spanning 2 different workweeks prior to the secret ballot vote. The secret ballot vote shall be conducted under the direction of the EA and existing members of the FC, provided that such FC members are not candidates in the election. Magna facilities covered under the National Agreement with existing FCs shall hold a secret ballot vote to select the FC within sixty days of such division being recognized under the National Agreement or within such other timeframe mutually agreed upon by the ERRC. FC members must have achieved seniority status, and shall serve a three (3) year term, subject to continuing to meet eligibility criteria. The FC in each facility shall be established so that the term of 1/3rd of the members shall expire each year. FC members shall be trained in facilitation, problem-solving communication and interpersonal skills to assist employees in solving day-to day workplace issues. Each FC shall select 1 facilitator from its bargaining unit members, 1 facilitator from its non-non- bargaining unit members, and 1 facilitator from its management members. The methodology for selecting the facilitator shall be determined by the respective FC members. Once selected, the facilitator shall continue to perform this role until the expiration of his or her term, or until he or she otherwise chooses to cease acting as facilitator. A FC member may be removed by the ERRC for breaching the FC Guidelines. The criteria and qualities for successful FC members include: •  Must be able to communicate effectively. •  Good disciplinary record. •  Commitment to the principles of the Magna Employees’ Charter, the FFA and the National Agreement. FC members shall continue to perform their existing production-related duties and shall, in accordance with the operating guidelines of the FC, perform the following additional functions: •  Encourage employees to become involved in their workplace by using the Open Door Process to share ideas and provide input on workplace issues and achieving the principles of the FFA •  Ensure employees are aware of the options in the Open Door Process and have the opportunity to take their concerns and continuous improvement feedback on workplace issues to the appropriate avenue in this process •  Convene a formal hearing to fully investigate an employee’s concern if the employee has chosen this option •  Sit on a formal hearing panel, if selected •  Attend training and regular meetings •  Participate in the review of Division policies and procedures and provide feedback to Division management regarding such policies and procedures •  Facilitate employee ownership, responsibility and accountability in producing a better product for a better price. In performing their role, FC members shall: •  Act as an impartial resource in the Concern Resolution Process •  Sign a strict confidentiality agreement and keep strictly confidential, all information shared with them •  Be trained in facilitation, problem-solving communication and interpersonal skills to assist employees in solving day-to-day workplace issues. APPENDIX C EMPLOYEE ADVOCATE The duty of the EA is to ensure that the Employee’s Charter and the Agreements are consistently followed and applied in a fair manner. EAs shall be selected via the following consultative approach:

Retirement Programs. Defined contribution retirement plans will be provided, under the existing Magna Retirement Savings Program (including the Employee Equity and Profit Participation Program and the Group RRSP). Work rules: • Work rules shall provide for flexible and efficient operations that recognize that the success of the company is dependent on its ability to respond quickly to changing business requirements. • Provisions will focus on operating strategies that increase manufacturing capacity, reduce product cost, and enhance quality, while ensuring adequate predictability and safety for employees. Hours of work, vacation: • Hours of work will be determined to address both the operational requirements of Divisions and the needs of employees for adequate time off. • Employees shall receive access to paid vacation time and other opportunities for time off consistent with the principles of the Magna Employee’s Charter and the FFA. Seniority: • The contract will define rights to post for job openings and shall provide for other normal seniority rights. Layoffs and transfers: • As each Magna facility operates as a separate business unit, there is no automatic right to transfer or bump between facilities, whether CAW-represented or otherwise. • Any movement between facilities must meet the job-selection criteria of the accepting facility. • Any employee laid off at a CAW-represented facility shall have first opportunity to fill a vacant position at any other CAW-represented facility, on a seniority basis, provided that they possess adequate skills and meet minimum requirements for the job. No strike-no lockout • Neither party shall utilize any “economic sanctions” to force its position on the other party for any reason • No employee or group of employees shall individually or through concerted action, take part in any activity that impedes the operation of the business • Any employee or group of employees who participate in such unauthorized activity shall be subject to immediate dismissal, unless mitigating circumstance exist which are satisfactory to the ERRC • The parties shall negotiate the resolution of all issues in good faith • Any issue regarding the National Agreement unable to be resolved through negotiation shall be referred to the Neutral for binding arbitration on the basis of final offer selection Joint committees: • The parties shall establish such joint committees as the ERRC shall deem appropriate to deal with such matters as health and safety, environment, apprenticeship and other issues relevant to the business APPENDIX Appendix B SELECTIONSelection, CRITERIACriteria, AND RESPONSIBILITIES OF FAIRNESS COMMITTEE MEMBERS and Responsibilities of Fairness Committee Members There shall, where feasible, be one FC member for each department or work area and shift, who shall be selected by the Employees in that department or work area and shift by secret ballot vote. Applicants for a FC position in a particular department, work area or shift shall indicate their interest by signing up for the role with the EA. The FC role shall be posted on employee bulletin boards for 5 business days spanning 2 different workweeks prior to the secret ballot vote. The secret ballot vote shall be conducted under the direction of the EA and existing members of the FC, provided that such FC members are not candidates in the election. Magna facilities covered under the National Agreement with existing FCs shall hold a secret ballot vote to select the FC within sixty days of such division being recognized under the National Agreement or within such other timeframe mutually agreed upon by the ERRC. FC members must have achieved seniority status, and shall serve a three (3) year term, subject to continuing to meet eligibility criteria. The FC in each facility shall be established so that the term of 1/3rd of the members shall expire each year. FC members shall be trained in facilitation, problem-solving communication and interpersonal skills to assist employees in solving day-to day workplace issues. Each FC shall select 1 facilitator from its bargaining unit members, 1 facilitator from its non-bargaining unit members, and 1 facilitator from its management members. The methodology for selecting the facilitator shall be determined by the respective FC members. Once selected, the facilitator shall continue to perform this role until the expiration of his or her term, or until he or she otherwise chooses to cease acting as facilitator. A FC member may be removed by the ERRC for breaching the FC Guidelines. The criteria and qualities for successful FC members include: • Must be able to communicate effectively. • Good disciplinary record. • Commitment to the principles of the Magna Employees’ Charter, the FFA and the National Agreement. FC members shall continue to perform their existing production-related duties and shall, in accordance with the operating guidelines of the FC, perform the following additional functions: • Encourage employees to become involved in their workplace by using the Open Door Process to share ideas and provide input on workplace issues and achieving the principles of the FFA • Ensure employees are aware of the options in the Open Door Process and have the opportunity to take their concerns and continuous improvement feedback on workplace issues to the appropriate avenue in this process • Convene a formal hearing to fully investigate an employee’s concern if the employee has chosen this option • Sit on a formal hearing panel, if selected • Attend training and regular meetings • Participate in the review of Division policies and procedures and provide feedback to Division management regarding such policies and procedures • Facilitate employee ownership, responsibility and accountability in producing a better product for a better price. In performing their role, FC members shall: • Act as an impartial resource in the Concern Resolution Process • Sign a strict confidentiality agreement and keep strictly confidential, all information shared with them • Be trained in facilitation, problem-solving communication and interpersonal skills to assist employees in solving day-to-day workplace issues. APPENDIX Appendix C EMPLOYEE ADVOCATE Employee Advocate The duty of the EA is to ensure that the Employee’s Charter and the Agreements are consistently followed and applied in a fair manner. EAs shall be selected via the following consultative approach: