Concern Resolution Process. Magna and the CAW are fully committed to the effective, timely, and fair resolution of employee concerns, in a manner that considers both the legitimate concerns of Magna employees, and the need for continuing operational effectiveness. The effective resolution of workplace concerns requires effective and open communication between all parties; the ability to honestly convey concerns in a timely manner; mutual respect and responsibility; and a commitment to upholding the principles of the Magna Employees’ Charter, and the FFA. The Concern Resolution Process relies on several overlapping structures and channels of communication, including: • Access to an Open-Door Process, where Magna employees can raise their concerns with appropriate management at any time. This Open-Door Process is flexible, and concerned individuals can approach their immediate supervisor, area manager, general manager, or any other avenue in the process; • Access to the Division’s Fairness Committee (on an informal or formal basis); • Access to the Magna Hotline at any time; and • Access to the Concern Resolution Sub-Committee, the Employee Relations Review Committee (the “ERRC”), and the arbitration process, when necessary. Non-probationary Magna employees who wish to invoke any of these structures and channels will be fully protected from any reprisal or discipline for pursuing their concerns. Fundamental to this principle of employee participation, is the responsibility of each employee to take ownership for pursuing the resolution of any concern they may have up to and including the Hotline step of the Concern Resolution Process. Thereafter, carriage of the concern shall be the responsibility of the EA and the Union. The steps in the Concern Resolution Process are summarized in Figure 2.
Concern Resolution Process. Section 1: Introduction The Company and Union are committed to strive for fairness and consistency in the workplace. Therefore, both parties are committed to a problem-solving system that provides fairness, individual responsibility and the fastest possible resolution of concerns. The Fairness Committee (“FC”) and open door process can be used to resolve concerns and implement suggestions, while adhering to the Employee’s Charter and this Agreement. Fundamental to this principle of employee participation, is the responsibility of each Employee to take ownership for pursuing the resolution of any concern they may have through the Hotline step of the Concern Resolution Process. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee or group of Employees having an issue are encouraged to take this issue up with his/her immediate supervisor or may request the assistance of the Employee Advocate (“EA”), or a FC member, to facilitate resolution of the issue. Employees seeking to resolve their concern may utilize any of the following resources in the open door process, including: • Supervisor • Fairness Committee member • Department Manager • Human Resources • Assistant General Manager • General Manager • Joint Health & Safety Committee member (for safety related issues) Issues unable to be resolved inside the plant may be referred to the Hotline by the Employee, the EA or the Company. While the right of an Employee to call the Hotline any time is guaranteed, the Company and the Union encourage all Employees to exhaust plant level options before calling the Hotline and to try to resolve issues at the plant level and in the quickest manner possible. Employees have the responsibility to initially register a concern relating to discipline through the Concern Resolution Process within thirty (30) days from the date the discipline was issued. For all other matters, employees have the responsibility to initially register a concern through the Concern Resolution Process within thirty (30) days from the time the incident first arose. Failure to initiate a concern through the Concern Resolution Process within the applicable time period will result in the concern being deemed resolved.
Concern Resolution Process. Section 1: Introduction The Company and Union are committed to strive for fairness and consistency in the workplace. Therefore, both parties are committed to a problem-solving system that provides fairness, individual responsibility and the fastest possible resolution of concerns. The Fairness Committee (“FC”) and open door process can be used to resolve concerns and implement suggestions, while adhering to the Employee’s Charter and this Agreement. Fundamental to this principle of employee participation, is the responsibility of each Employee to take ownership for pursuing the resolution of any concern they may have through the Hotline step of the Concern Resolution Process. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee or group of Employees having an issue are encouraged to take this issue up with his/her immediate supervisor or may request the assistance of the Employee Advocate (“EA”), or a FC member, to facilitate resolution of the issue. Employees seeking to resolve their concern may utilize any of the following resources in the open door process, including: • Supervisor • Fairness Committee member • Department Manager • Human Resources • Assistant General Manager • General Manager • Joint Health & Safety Committee member (for safety related issues) Issues unable to be resolved inside the plant may be referred to the Hotline by the Employee, the EA or the Company. While the right of an Employee to call the Hotline any time is guaranteed, the Company and the Union encourage all Employees to exhaust plant level options before calling the Hotline and to try to resolve issues at the plant level and in the quickest manner possible.
Concern Resolution Process a) Extendicare expects there to be minor disruptions that will not negatively impact membership or violate the collective agreement. It is understood, however, that with this pilot program there may be an increase in issues of concern.
Concern Resolution Process
