Common use of Union Committee Clause in Contracts

Union Committee. The Union for the purpose of effectively representing the employees of the Company, who are in this bargaining unit, will elect, and the Company will recognize and deal with, a Union Committee, called the Local Committee consisting of President, Vice President and three (3) members of the Local Union. The Union will provide the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have the right to hire, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify the Union of all additions or deletions to this list of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, the Company apes to recognize a Shop ▇▇▇▇▇▇▇ for each shift and geographic area. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at the Local President’s discretion. A grievanceshall not be consideredif the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing of the grievance, except in the case of an error in the calculationof wages. Managementwill not consider disciplineafter seven (7)days occurrence of the incident. Grievancesproperly arisingunder this Agreement shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted to the Human Resources Manager, or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers to the grievances within seven (7) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director of Human Resources, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work hours of such representativesthere shall be no loss of earnings to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy grievance will be first discussed at Step of the grievance procedure. All time limits to in and in Article shall be exclusive of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance or disciplinary action taken.

Union Committee. 4.01 The Company agrees to recognize up to six stewards plus the Chairperson, to represent groups of employees including laboratory and part-time employees. (a) After obtaining permission from his/her supervisor, a St▇▇▇▇▇ ▇hall be permitted, during regular working hours, to leave his/her regular duties without loss of pay in order to investigate or process a grievance. (b) If it is necessary for a St▇▇▇▇▇ ▇o leave his/her own area and proceed into another area for purposes of investigating or processing a grievance he/she must first obtain permission from the Supervisor of that area. (c) The chairperson shall remain on the dayshift. (a) There shall be a Grievance Committee which shall be drawn from the St▇▇▇▇▇ ▇roup. The Chairperson, Vice Chairperson, and Secretary, plus the grievor and his/her own St▇▇▇▇▇ ▇ill attend third step grievance meetings. There shall be a Negotiating Committee, which shall be composed of the Chairperson, Vice Chairperson, Secretary, and two Stewards. There shall be a Labour-Management Committee composed of the Chairperson and up to four stewards. The Labour-Management Committee will meet once per month. There shall be a Joint Health and Safety Committee with Union representation of four employees and an equal number of Management representatives. The parties agree to recognize that the role of the women’s advocate will be served by a UNIFOR female member either elected or appointed by the union. The UNIFOR female representative will meet with members as required to discuss problems they may have and refer them to the appropriate community agency when necessary. Such meetings should not happen while employees should otherwise be working. The women’s advocate will participate in a five (5) day basic training program and the union will be responsible for all associated costs including lost wages. The Union and Company may also form such other committees as are required and will establish the mandate and composition of such committees prior to their creation. (b) Employees and Stewards will be compensated for time at Committee meetings. (c) The Stewards group may meet to conduct the purpose business of effectively representing representation as is reasonable. The Company will compensate up to seven Stewards, including the Chairperson, for such meetings. (d) The Union chair or his/her designate will have super seniority, meaning he/she will not be on lay off, as per article 7.06, so that he/she may be present to deal with any issues that may arise in the workplace during the lay-off. 4.03 All Stewards and Union members of the Negotiating, Grievance, Safety and other Committees shall have at least one year’s seniority with the Company and shall be regular employees of the Company, who are in this bargaining unit, will elect, Company during their terms of office. 4.04 The names of the Stewards and Alternates and the Company will recognize Union representatives on the Negotiating, Grievance and deal withSafety Committee from time to time selected, a Union Committee, called the Local Committee consisting of President, Vice President and three (3) members of the Local Union. The Union will provide shall be given to the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their dutieswriting. The Company shall the not be required to recognize any such st▇▇▇▇▇ ▇r Union with a list of all employees who have the right to hire, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify selected representative until it has been notified in writing by the Union of all additions or deletions to this list the name of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, the Company apes to recognize a Shop same. 4.05 A Union St▇▇▇▇▇▇▇ for each shift and geographic area. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at , in the Local President’s discretion. A grievanceshall not facility, chosen by the employee concerned, shall be consideredif the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing present when any member of the grievance, except bargaining unit: (a) Is accused of a serious breach of conduct or suspected of dishonesty and is questioned regarding the accusation in the case presence of an error more than one management person, or, (b) Is given a formal, official reprimand in the calculationof wages. Managementwill not consider disciplineafter seven presence of more than one management person, or, (7)days occurrence of the incident. Grievancesproperly arisingunder this Agreement c) Is demoted, suspended or discharged for disciplinary reasons. 4.06 The Company shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted to the Human Resources Manager, or their designatedrepresentative, by provide the Local Union Presidentor with the Local Committee. Such grievances following information: (a) The following seniority lists will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers supplied to the grievances within seven Union and posted on the bulletin boards in the months of January, April, July and October of each year. 1) Full-time employees 2) Part-time employees (7b) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director Copy of Human Resourcesjob postings and posting awards, (c) Copy of written notice of any disciplinary action taken against an employee, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4d) calendar days receipt Copy of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues rules and grievances on their shift without loss of working time. However, when necessary Local Committee Persons regulations and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work hours of such representativesthere shall be no loss of earnings to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy grievance will be first discussed at Step of the grievance procedure. All time limits to in and in Article shall be exclusive of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance or disciplinary action takenprocedures.

Union Committee. SECTION 4.1 The Company acknowledges the right of the Union to appoint one (1) Committee Chairperson at each of the Ingersoll Facility and the Oshawa Facility. If operations change so they cannot be covered by these Chairpersons, the Company and the Union will meet to mutually agree on additions or changes. In Ingersoll the Company will recognize one committee member for the yard and one committee member for the office/dispatch. The Company will recognize a grievance committee consisting of three (3) employees representing the Hourly Rated Employees at the Oshawa Facility. The Company will recognize a grievance committee consisting of two (2) employees representing the Hourly Rated Employees at the Ingersoll Facility one for the yard and one for office/dispatch. SECTION 4.2 The Union will inform the Company in writing of the names of the Chairpersons, union committee and of any subsequent changes in the names of the Chairpersons or Committee Members. The Company will not be required to recognize any of the above until such notification from the Union has been received. SECTION 4.3 Should there be any cause to suspend or discharge a Chairperson or Committee Member, the Company will in every case notify the Local Union and the Chairperson in writing so that the Local Union is in receipt of such notification before such disciplinary action or discharge. SECTION 4.4 The Chairperson will be rated no less than second on the seniority list for work preference and layoff at all times. A change in hourly rated Committee Members between shift posting or shift bids will not be cause for reposting or re-bid. SECTION 4.5 Chairpersons, or their replacements, and Committee Members will receive their regular hourly rate of pay exclusive of guarantees or premiums, for time spent attending Labour-Management meetings. Chairpersons will be paid for fifteen (15) hours pay per month for dealing with labour management problems. SECTION 4.6 When a Chairperson gives a valid reason for wishing to check the time cards, attendance records, work-orders, and book-out sheets he or she will be accorded that privilege. SECTION 4.7 The Company agrees to pay into a special fund three (3) cents per hour, per employee for all compensated hours for the purpose of effectively representing providing paid education leave. ▇▇▇▇ paid education leave will be for the employees purpose of upgrading the Companyemployee skills in all aspects of trade union functions. Such moneys to be paid on a quarterly basis into a trust fund established by the National Union, who are in this bargaining unit, will elect, UNIFOR and sent by the Company will recognize and deal withto the following address: UNIFOR Leadership Training Fund, a Union Committee▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇, called the Local Committee consisting of President, Vice President and three (3) members of the Local Union. The Union will provide the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have the right to hire, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify the Union of all additions or deletions to this list of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, the Company apes to recognize a Shop ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇ for each shift and geographic area. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at the Local President’s discretion. A grievanceshall not be consideredif the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing of the grievance, except in the case of an error in the calculationof wages. Managementwill not consider disciplineafter seven (7)days occurrence of the incident. Grievancesproperly arisingunder this Agreement shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted to the Human Resources Manager, or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers to the grievances within seven (7) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director of Human Resources, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work hours of such representativesthere shall be no loss of earnings to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy grievance will be first discussed at Step of the grievance procedure. All time limits to in and in Article shall be exclusive of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance or disciplinary action taken▇▇▇.

Union Committee. The Union for the purpose of effectively representing the employees of the Company, who are in this bargaining unit, will elect, and the Company will recognize and deal with, a Union Committee, called the Local Committee consisting of President, Vice President and three (3) members of the Local Union. The Union will provide the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have reserves the right to hire, fire appoint or otherwise discipline employees or effectivelyrecommend such actionselect both a negotiating committee and a grievance committee. The Company shall notify the Union negotiating committee will consist of all additions or deletions to this list of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, and the grievance committee will consist of three (3)members, which includes the local chairperson. The Company and the Union agree that a labour management committee will be established as soon as possible and schedule monthly meetings for the purpose of discussing matters of mutual concern. Meetings between the Company apes and the Union committee shall be held at times mutually agreeable to recognize a Shop ▇▇▇▇▇▇▇ for each shift and geographic area. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at the Local President’s discretionboth parties, not normally during working hours. A grievanceshall not be consideredif statement outlining the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing of the grievance, except in the case of an error in the calculationof wages. Managementwill not consider disciplineafter seven (7)days occurrence of the incident. Grievancesproperly arisingunder this Agreement shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step matters for discussion will be submitted and discussed with by each party prior to such a grievance, It shall be done by the local chairperson submitting a statement of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted claim to the Human Resources Manager, General Manager or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,his nominee who shall submit answers to the grievances answer same inwriting within seven (7) calendar working days, and the other steps of the grievance procedure as outlined above shall then apply. If the Company files such a grievance, the General Manager or his nominee shall submit a written statement of the grievance to the local chairperson of the Union. He shall answer the grievance in writing within seven (7) working days and if the matter is not settled, there shall be a meeting between the Union grievance committee and management within ten days after the scheduled monthly Industrial Relations Committee meeting is heldlocal chairperson has submitted his answer. Grievances A reference of any matter to arbitration shall then follow the other terms set forth in this Agreement. The Union shall have the right to Initiate a policy or a group grievance at step two of the grievance procedure and all provisions of the Grievance and Arbitration procedures shall apply to such grievances. A grievance shall not resolved at Step will he submitted be filed with respect to the Director same subject matter that is already the subject of Human Resourcesa grievance filed by an employee or that could be the subject of a grievance filed by an employee. A group grievance is defined as one which alleges incorrect interpretation or application of the collective agreement involving a matter of concern to a group of employees, arising out of the same facts. The Union shall have the right to initiate a policy or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives group grievance and the Plant Management are such that they can only be held at Company shall have the plant and during the regular work hours of such representativesthere shall be no loss of earnings right to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy initiate a grievance will be first discussed at Step of the grievance procedureprocedure and all provisions of the Grievance and Arbitration Procedures shall apply to such grievances. A Policy grievance shall not be filed with respect to the same subject matter that is already the subject of a grievance filed by an employee or could be the subject of a grievance filed by an employee. A group grievance is defined and limited to one which alleges incorrect interpretation or application of the collective agreement involving a matter of concern to a group of employees, arising out of the same facts. The Company shall respond with ten (10) working days of receipt of the grievance. All time limits as specified herein for the grievance or arbitration procedures may be extended but only by mutual agreement confirmed in writing. In particular, it is recognised that when a person involved in a grievance or all members of the grievance committee are not available due to absence away from home, then the parties will co-operate to provide a reasonable extension of a time limit as specified for the presentation, processing or discussion of the grievance. Time set for grievances, arbitrations and investigations shall not include Saturdays, Sundays and Public Holidays for both Company and Union. Either party to this Agreement who violates the time periods as defined in and in this Article shall be exclusive of Saturday, Sunday, Summer Shutdown period recognized as having yielded and holidays recognized in this Agreementmust concede the case to the other party. By mutual agreement The parties agree to mutually extend the time limits as set out in the grievance procedure. An employee, other than the who is called upon by the Company to attend hearings etc. shall be paid for all time lost plus expenses agreed upon by an appointed officer of the Company and the authorised representative of the Union. An incident record relating to employment will remain in the driver's personnel files unless there has been an eighteen (18) month period where no similar incident has occurred. If no similar incident has occurred within the eighteen (18) month period, the record will be removed from the employee's personnel file. Disciplinary action, where necessary, will not be unduly delayed. When the nature of the alleged offence is one in which dismissal and/or discipline is contemplated, no employee may be held out of service for investigation of any charge against him for a period longer than three (3) working days without the holding of a hearing by the Company concerning such matters, and the employee must be notified at least one (1) working day in advance of such hearing, and the local chairperson shall receive a copy of the notices. In any interview involving the discipline of a seniority employee, the employee may be accompanied by up to two members of the grievance committee. This Clause shall be applicable to any complaint or accusation that may be detrimental to an employee's advancement or standing with the Company, whether or not it relates to work. The employee's reply to such complaint, accusation or expression of dissatisfaction shall become part of record. Failure to grieve previous discipline or to pursue such a grievance to arbi- tration shall not be considered an admission that such discipline was justified. Grievances that have been processed according to the grievance procedure, which cannot otherwise be disposed of, between the Company and the Union, shall be arbitrated in the following prescribed procedure. A request for the arbitration of a grievance shall be made in writing by one party or the other, and such request shall contain the names of three (3) persons acceptable to the requesting party as arbitrator. Ten 0) days after receipt of the request for arbitration, the other party shall select as arbitrator, one (1) of the three (3) persons named in the request, or submit to the requesting party three (3) names of persons acceptable as arbitrator. a If the parties are unable to agree on the selection of an arbitrator within fourteen days of the date of the request for arbitration, or such longer period of time as may be mutually agreed, then the parties shall jointly request the Federal Minister of Labour to select an arbitrator, and his decision shall be final. Pending the decision of the arbitration procedure there shall be no stop- page of work by the employees. The decision of the arbitrator shall be final and binding on the parties. If applied for in writing prior to the expiration, the time limits provided herein may be extended by mutual agreement. Either party to this Agreement who violates the time periods provided herein or fails to request an extension of the time period as defined in between Article will be recognised as having yielded and must concede the partiescase to the other party. Clerical and grammatical errors The parties to this Agreement agree to mutually extend the time limits as set out in grievance or disciplinary action will not invalidate the grievance or disciplinary action takenprocedure The parties will equally bear the expense of a sole arbitrator.

Union Committee. Clause 6.01 The Union for the purpose Company agrees to recognize a maximum of effectively representing the employees of the Company, who are in this bargaining unit, will elect, and the Company will recognize and deal with, a Union Committee, called twenty-seven (27) stewards appointed by the Local Committee consisting of President, Vice President and three (3) members of from among the Local Unionemployees. The Union will provide shall appoint two (2) employees who, together with the Company with a list President of the Local, shall constitute a grievance committee to meet with management. However, there shall be no more than one (1) employee from any one department serving on this committee. Employees shall not be eligible to serve as stewards unless they have one (1) year or more of seniority. The Chief ▇▇▇▇▇▇▇(s) as designated by the Union shall deal with the shift superintendent or appropriate Line Manager in the settlement of grievances at step No. 2 of the Local Union, grievance procedure and the members remaining stewards shall assist employees with the settlement of grievances as provided under the Local Grievance/ BargainingCommittee grievance procedure. Clause 6.02 The zones shall be defined as follows: Zone 1 - Warehouse, Shipping and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have the right to hireDrivers Zone 2 - Select & Pack, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify the Union of all additions or deletions to this list of employees. Industrial Relationsmeetings Quality Control Zone 3 - Mould Repair, Machine Repair, Lehrs and Variable Parts Zone 4 - Forming and Upkeep Zone 5 - Plant Maintenance, Vehicle Mechanics and Cold End Maintenance Zone 6 - Batch and Furnace, Stores There will be held each month. In additionto the three a minimum of one (31) members, the Company apes to recognize a Shop ▇▇▇▇▇▇▇ per shift/zone. Clause 6.03 The Company agrees that the grievance committee members shall be compensated at their regular hourly base rate for each shift time spent during their regular working hours in attending grievance committee meetings with the Plant Manager and geographic areaother meetings called by Management. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at the Local President’s discretion. A grievanceshall not be consideredif the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing Clause 6.04 An Employee member of the grievance, except in the case of an error in the calculationof wages. Managementwill not consider disciplineafter seven (7)days occurrence grievance committee and/or a representative of the incident. Grievancesproperly arisingunder this Agreement shall be adjustedInternational Union, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of obtaining the written decision at Step Grievances not resolved at Step will be submitted to the Human Resources Manager, or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and permission of the Plant Manager, the Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers to the grievances within seven (7) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director of Human Resources, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their Plant Manager's designated representative, shall submit written answers may enter the factory to adjust grievances. Clause 6.05 It is understood that the grievances within fourteen calendar days after stewards and other officers of the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on have their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work to perform on behalf of the Company and will spend only such reasonable time during working hours as is necessary to service grievances as provided under the Grievance Procedure. If it is necessary to service a grievance as authorized by this Agreement, they will not leave their regular work without first obtaining the permission of such representativesthere shall be no loss the Supervisor of earnings to any employee participating the department in such meetings. The procedure settlementofgrievances provided for hereinwhich they are respectively employed, and including the provisions shall such permission will not be availableto the Company, as well as to any employee unreasonably withheld. It is also understood that stewards or the Union. Any Company or Union policy grievance will be first discussed at Step members of the grievance procedure. All time limits committee shall not enter other departments without first obtaining the permission of the supervisors of such departments and notifying them as to in and in Article shall be exclusive the nature of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance and the personnel involved. Upon leaving such department after servicing a grievance they will notify the supervisor thereof and upon resuming their regular work after servicing a grievance in their own or disciplinary action taken.another department will report to their own Supervisor, and if requested, give a reasonable explanation as to their absence and the time spent. Clause 6.06

Union Committee. (a) The Union for the purpose of effectively representing the employees of the Company, who are in this bargaining unit, will elect, and the Company will agrees to recognize and deal with, a Union Committee, called the Local Committee consisting of President, Vice President and three (3) members of Shop Stewards appointed or elected by the Local Union. The Union will provide the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have the right to hire, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify the Union of all additions or deletions to this list of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, the Company apes to recognize a Shop One ▇▇▇▇▇▇▇ for each shift will be known as Chief ▇▇▇▇▇▇▇ and geographic area. Where a Local Committee Person has presented a grievance the second and third Stewards will be known as the alternates, to act on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management the Chief ▇▇▇▇▇▇▇ during his absence. All stewards shall have at Step least forty (40) worked days of seniority with the Company. The Union will supply a list of Stewards to discussthe grievance at the Local President’s discretionCompany from time to time. A grievanceshall The Company shall not be consideredif required to recognize any ▇▇▇▇▇▇▇(s) until it has been so notified by the circumstancesgiving rise Union in writing. (b) The Parties agree that at any one point in time, such as attendance at grievance meetings, not more than two (2) Stewards will be absent from work. 3.02 The Company undertakes to it occurred or originatedmore than fourteen (14) calendar days prior instruct all members of its supervisory staff to co-operate with the filing Stewards in the carrying out of the grievanceterms and requirements of this Agreement. 3.03 The Union undertakes to secure from its Union Representatives, Stewards and members their co-operation with the Company and with all persons representing the Company in a supervisory capacity in the carrying out of the terms and provisions of this Collective Agreement. The Union further agrees that its Stewards and Representatives shall take all possible measures to ensure that all the terms and provisions of this Collective Agreement are fully carried out during the life of the said Agreement. 3.04 The privileges of Stewards to leave their work without loss of basic pay to attend to Union business is granted on the following conditions: (a) Such business must be between the Union and the Management. Employees having grievances cannot discuss these with the Stewards in working hours, except in the case of an error in a discharged employee. (b) The time shall be devoted to the calculationof wages. Managementwill not consider disciplineafter seven prompt handling of necessary Union business. (7)days occurrence c) The ▇▇▇▇▇▇▇ concerned shall obtain the permission of the incidentsupervisor concerned before leaving his work. Grievancesproperly arisingunder this Agreement Such permission shall not be unreasonably withheld. (d) The time away from productive work shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated reported in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance accordance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge time-keeping methods of the department where in which the grievance arose within five ▇▇▇▇▇▇▇ is employed. (5e) workdays of The Company reserves the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted right to the Human Resources Manager, or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers to the grievances within seven (7) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director of Human Resources, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for limit such time off shall first if it deems the time so taken to be made with excessive. 3.05 It is agreed that the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work hours of such representativesthere Negotiating Committee for this unit shall be no loss composed of earnings up to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy grievance will be first discussed at Step of the grievance procedure. All time limits to in and in Article shall be exclusive of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance or disciplinary action taken.three

Union Committee. SECTION 4.1 The Company acknowledges the right of the Union to appoint one (1) Committee Chairperson at the Windsor Chrysler Facility. If operations change so they cannot be covered by one Chairperson, the Company and the Union will meet to mutually agree on additions or changes. The Company will recognize a grievance committee consisting of a maximum of three (3) employees representing the Hourly Rated Employees. SECTION 4.2 The Union will inform the Company in writing of the names of the Chairpersons, grievance committee and of any subsequent changes in the names of the Chairpersons or Committee Members. The Company shall not be required to recognize any of the above until such notification from the Union has been received. SECTION 4.3 Should there be any cause to suspend or discharge a Chairperson or Committee Member, the Company shall in every case notify the Union and the Chairperson in writing so that the Union is in receipt of such notification before such disciplinary action or discharge. SECTION 4.4 The Chairperson shall be rated no less than second on the seniority list for work preference and layoff at all times. A change in hourly rated Committee Members between shift posting or shift bids shall not be cause for reposting or re-bid. SECTION 4.5 The Chairperson will be allowed ten (10) union leave hours per week with pay for dealing with labour management issues. The Company will provide the Chairperson with access to office equipment during his/her union leave hours. SECTION 4.6 When the Chairperson gives a valid reason for wishing to check the time cards, attendance records, work-orders, and book-out sheets he or she shall be accorded that privilege. SECTION 4.7 The Company agrees to pay into a special fund three (3) cents per hour, per employee for all compensated hours for the purpose of effectively representing providing paid education leave. Said paid education leave will be for the employees purpose of upgrading the Companyemployee skills in all aspects of trade union functions. Such moneys to be paid on a quarterly basis into a trust fund established by the National Union, who are in this bargaining unit, will elect, UNIFOR and sent by the Company will recognize and deal withto the following address: UNIFOR Leadership Training Fund, a Union Committee▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇, called the Local Committee consisting of President, Vice President and three (3) members of the Local Union. The Union will provide the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have the right to hire, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify the Union of all additions or deletions to this list of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, the Company apes to recognize a Shop ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇ for each shift and geographic area. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at the Local President’s discretion. A grievanceshall not be consideredif the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing of the grievance, except in the case of an error in the calculationof wages. Managementwill not consider disciplineafter seven (7)days occurrence of the incident. Grievancesproperly arisingunder this Agreement shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted to the Human Resources Manager, or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers to the grievances within seven (7) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director of Human Resources, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work hours of such representativesthere shall be no loss of earnings to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy grievance will be first discussed at Step of the grievance procedure. All time limits to in and in Article shall be exclusive of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance or disciplinary action taken▇▇▇.

Union Committee. SECTION 4.1 The Company acknowledges the right of the Union to appoint one (1) Committee Chairperson at the Windsor Chrysler Facility. If operations change so they cannot be covered by one Chairperson, the Company and the Union will meet to mutually agree on additions or changes. The Company will recognize a grievance committee consisting of a maximum of three (3) employees representing the Hourly Rated Employees. SECTION 4.2 The Union will inform the Company in writing of the names of the Chairpersons, grievance committee and of any subsequent changes in the names of the Chairpersons or Committee Members. The Company shall not be required to recognize any of the above until such notification from the Union has been received. SECTION 4.3 Should there be any cause to suspend or discharge a Chairperson or Committee Member; the Company shall in every case notify the Union and the Chairperson in writing so that the Union is in receipt of such notification before such disciplinary action or discharge. SECTION 4.4 The Chairperson shall be rated no less than second on the seniority list for work preference and layoff at all times. A change in hourly rated Committee Members between shift posting or shift bids shall not be cause for reposting or re-bid. SECTION 4.5 The Chairperson will be allowed ten (10) union leave hours per week with pay for dealing with labour management issues. The Company will provide the Chairperson with access to office equipment during his/her union leave hours. SECTION 4.6 When the Chairperson gives a valid reason for wishing to check the time cards, attendance records, work-orders, and book-out sheets he or she shall be accorded that privilege. SECTION 4.7 The Company agrees to pay into a special fund three (3) cents per hour, per employee for all compensated hours for the purpose of effectively representing providing paid education leave. Said paid education leave will be for the employees purpose of upgrading the Companyemployee skills in all aspects of trade union functions. Such moneys to be paid on a quarterly basis into a trust fund established by the National Union, who are in this bargaining unit, will elect, UNIFOR and sent by the Company will recognize and deal withto the following address: UNIFOR Leadership Training Fund, a Union Committee▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇, called the Local Committee consisting of President, Vice President and three (3) members of the Local Union. The Union will provide the Company with a list of the of the Local Union, and the members of the Local Grievance/ BargainingCommittee and the company will co-operate with these employees in order that they may properlyperform their duties. The Company shall the Union with a list of all employees who have the right to hire, fire or otherwise discipline employees or effectivelyrecommend such action. The Company shall notify the Union of all additions or deletions to this list of employees. Industrial Relationsmeetings will be held each month. In additionto the three (3) members, the Company apes to recognize a Shop ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇ for each shift and geographic area. Where a Local Committee Person has presented a grievance on behalf of an employee,it is understood that such Local Committee Person may attend meetingswith management at Step to discussthe grievance at the Local President’s discretion. A grievanceshall not be consideredif the circumstancesgiving rise to it occurred or originatedmore than fourteen (14) calendar days prior to the filing of the grievance, except in the case of an error in the calculationof wages. Managementwill not consider disciplineafter seven (7)days occurrence of the incident. Grievancesproperly arisingunder this Agreement shall be adjusted, and settled Union and or the Local Committee Person shall the grievance to the First Level of Management (Team Leader) or designate, within fourteen (14) calendar days after occurrence of the matter which is the subject of the grievance. The nature of the grievance, the remedy sought and the section or sections of the agreement which are alleged to have violated shall he stated in writing, signed by the Local Committee Person. The First Level of Management or designate shall have a maximum of five (5) workdays followingsubmissionof the grievance to the First Level of Management or designate to discuss the grievance with the Local Committee Person and give their decision. Grievances not resolved at Step will be submitted and discussed with the of the company or their designate directly in charge of the department where the grievance arose within five (5) workdays of the First Level of Management or designate answer at Step Should no satisfactorysettlement he reached within five (5) workdays, the grievancemay be submitted in writing at Step within five (5) workdays following receipt of the written decision at Step Grievances not resolved at Step will be submitted to the Human Resources Manager, or their designatedrepresentative, by the Local Union Presidentor the Local Committee. Such grievances will be discussed at the next scheduled monthly Industrial Relations Committee meeting between the Local Committee and the Plant Manager, Human Resources Manager, or their designated representatives. The Human Resources Manager, or the designated representative,shall submit answers to the grievances within seven (7) calendar days after the scheduled monthly Industrial Relations Committee meeting is held. Grievances not resolved at Step will he submitted to the Director of Human Resources, or a designatedrepresentative, an InternationalRepresentativeof the Union within fourteen (I 4) calendar days receipt of the Company’s Step written answers. A Step meeting will he held, with the Local Committee in attendance. This meeting may be a conferencecall if agreed to parties. For terminationgrievancesthe Step meeting will be held within thirty (30) days after receiving the submitted grievances from the Union, The Director of Human Resources, or their designated representative, shall submit written answers to the grievances within fourteen calendar days after the Step meeting is held. Local Committee Persons are expected whenever possible, to settle issues and grievances on their shift without loss of working time. However, when necessary Local Committee Persons and Shop Stewards will be reasonabletime off from their work, to assist in the settlement of issues and grievances and in the administration of this Agreement as may be required;providedthat for such time off shall first be made with the plant management to avoid interference with the plant operations. meetings between these representatives and the Plant Management are such that they can only be held at the plant and during the regular work hours of such representativesthere shall be no loss of earnings to any employee participating in such meetings. The procedure settlementofgrievances provided for herein, and including the provisions shall be availableto the Company, as well as to any employee or the Union. Any Company or Union policy grievance will be first discussed at Step of the grievance procedure. All time limits to in and in Article shall be exclusive of Saturday, Sunday, Summer Shutdown period and holidays recognized in this Agreement. By mutual agreement time limits may be extended in between the parties. Clerical and grammatical errors in grievance or disciplinary action will not invalidate the grievance or disciplinary action taken▇▇▇.