Common use of Complaint and Investigation Procedure Clause in Contracts

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor his Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor UNIFOR Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the Employer’s Labour Relations Specialist. b) The employee may submit his/her his complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issuesEmployer. c) The Joint Committee Employer will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and any other persons named in the complaint. Any Union member interviewed by the Joint Committee may, Employer may if he/she he so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, The Employer agrees that where practicalpracticable, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within with fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigationinvestigations, both the Union Employer and the Company Union shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 Step 2 of the grievance procedure. jg) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed The Employer agrees that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativewill also have the right to conduct an investigation and will have the right to interview all witnesses. Management witnesses will be allowed to have the Labour Relations Specialist present during interviews. kh) The complainant details Nothing in this procedure prevents an individual employee complaining of harassment or discrimination from filing a complaint under the complaint in a written statement with the Union representative and/or SupervisorCode. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. (a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination discrimination, the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representativeRepresentative. In minor cases, not involving repeat incidents, the Company and the Union agree that the Union may try to resolve a harassment or harassment, discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested in writing by the Bargaining Unit bargaining unit complainant. The complaint and outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative Representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. (b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation Joint Investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union union member interviewed by the Joint Committee may, if he/she so wishes, have Union union representation present during the interview. d(c) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e(d) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. ie) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step Step 3 of the grievance procedureGrievance Procedure. j(f) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee the complainant and/or the person being investigated to leave the jobwork area. In such case case, the complainant advises the Supervisorsupervisor, who in turn, advises the Union representativeRepresentative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l(g) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (if) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an any employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit the bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and two representatives selected an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Company and Union and the Company that, where practical, the joint investigation will begin within five two (52) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Committee committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources General Manager of the Division for the Company and the Plant Chairpersonplant chairperson. If the members of the Joint Committee committee do not agree, the report may reflect differences in the findings. g) . The Human Resources General Manager of the Division of the Company and the Plant Chairperson plant chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeecommittee. Any agreed upon action will then be implemented. h) . If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an any employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit the bargaining unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committeecommittee. b) The Joint Committee will be comprised of two representatives selected by To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and two representatives selected an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Company and Union and the Company that, where practical, the joint investigation will begin within five two (52) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Committee committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources General Manager of the Division for the Company and the Plant Chairpersonplant chairperson. If the members of the Joint Committee committee do not agree, the report may reflect differences in the findings. g) . The Human Resources General Manager of the Division of the Company and the Plant Chairperson plant chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeecommittee. Any agreed upon action will then be implemented. h) . If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor UNIFOR Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the Employer’s Labour Relations Specialist. b) The employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issuesEmployer. c) The Joint Committee Employer will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and any other persons named in the complaint. Any Union member interviewed by the Joint Committee may, Employer may if he/she so wishes, have Union representation present during the interview. d) It is The Employer agrees that where practicable the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, investigations both the Union Employer and the Company Union shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 Step No. 2 of the grievance procedure. jg) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed The Employer agrees that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativewill also have the right to conduct an investigation and will have the right to interview all witnesses. Management witnesses will be allowed to have the Labour Relations Specialist present during interviews. kh) The complainant details Nothing in this procedure prevents an individual employee complaining of harassment or discrimination from filing a complaint under the complaint in a written statement with the Union representative and/or SupervisorCode. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor UNIFOR Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativeRepresentative. k) The complainant details the complaint in a written statement with the Union representative Representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k▇) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been subjected to Workplace Violence, or has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor ’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two (2) representatives selected by the Company and two (2) representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one (1) woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working 5)working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativeRepresentative. k) The complainant details the complaint in a written statement with the Union representative Representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination discrimination: The employee should tell the employee may person involved as soon as possible how he/she feels, and request that the person stop the conduct he/she finds offensive. If he/she feels uncomfortable approcaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of his/her supervisor the Supervisor and/or the Union representative. In minor cases, not involving repeat repeated incidents, where the complaint is between two bargaining unit Employees, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees the matter informally using the Unifor Internal Procedure without a full investigation investigation, when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the CompanyCompany within five (5) days of the initiation of the Complaint. If the employee's supervisor Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint it will be submitted in writing to the Joint Investigation Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, that the joint investigation will shall begin immediately and shall be completed within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, shall maintain confidentiality as much as is reasonably possible. A written report shall be submitted by the committee to the extent practicable, maintain confidentiality. Records Director of Administration and the Plant Chairperson upon completion of the investigation, including interviewsoutlining the findings and recommendations, evidence and if any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairpersoncommittee. If the members of the Joint Committee do not agree, the report may should reflect their differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeefinding. Any agreed action will then be implemented. h) If there is no agreementagreement on the recommendations, the Company reserves the right recognizes its legal obligation to take such action as it deems appropriate, subject to the Collective Agreement. i) appropriate and will do so. In the event the complaint remains unresolved and unresolved, or a violation of the collective agreement is alleged the matter may ▇▇▇ be considered instituted as a grievance beginning at step 3 Step Three of the grievance procedure. j) An employee alleging harassment in Grievance Procedure, or the workplace is encouraged complainant may file a complaint under the Code. The Union agrees to use encourage the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave follow one procedure or the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativeother. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor his Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the Employer’s Labour Relations Specialist. b) The employee may submit his/her his complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issuesEmployer. c) The Joint Committee Employer will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and any other persons named in the complaint. Any Union member interviewed by the Joint Committee may, Employer may if he/she he so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, The Employer agrees that where practicalpracticable, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within with fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigationinvestigations, both the Union Employer and the Company Union shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 Step 2 of the grievance procedure. jg) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed The Employer agrees that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativewill also have the right to conduct an investigation and will have the right to interview all witnesses. Management witnesses will be allowed to have the Labour Relations Specialist present during interviews. kh) The complainant details Nothing in this procedure prevents an individual employee complaining of harassment or discrimination from filing a complaint under the complaint in a written statement with the Union representative and/or SupervisorCode. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) . The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) . The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1I) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) . The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) . If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) . An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, ,advises the Union representative. k) . The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) . The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) . The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary. This Article is not intended to restrict any employee's rights under the Ontario Human Rights Code.

Complaint and Investigation Procedure. (a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First, request a stop of the unwanted behavior. Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome. It is advisable to document these events, complete with times, dates, location, witnesses and details. (b) However it is understood that some victims of harassment or discrimination are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisors or others. The employee may should bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. . (c) In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. . (d) If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b(e) The Joint Committee will be comprised Company, with the participation of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishesrequests, have a Union representation representative present during the interview. d(f) It is the intention of the Union and the Company that, where Where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e(g) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union, with the exception of any information relating to non bargaining unit members which information shall be redacted. f(h) Upon the completion of the joint investigation, the Joint Committee Company will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g(i) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeecomplaint. Any agreed action will then be implemented. h(j) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i(k) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. (l) The Human Resource Manager Nothing, in this article, prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code or the Occupational Health and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) aboveSafety Act. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an any employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit the bargaining unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committeecommittee. b) The Joint Committee will be comprised of two representatives selected by To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and two representatives selected an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Company and Union and the Company that, where practical, the joint investigation will begin within five two (52) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Committee committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources General Manager of the Division for the Company and the Plant Chairpersonplant chairperson. If the members of the Joint Committee committee do not agree, the report may reflect differences in the findings. g) . The Human Resources General Manager of the Division of the Company and the Plant Chairperson plant chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeecommittee. Any agreed agree upon action will then be implemented. h) . If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) . The Joint Committee parties will be comprised of two designate independent representatives selected by from the Company and the Union and the Company. Most investigations will be conducted outside of working hours and off company premises. The Company agrees to provide and pay Unifor training for three (3) days for two representatives selected by the Union(2) Management and two (2) Union representatives. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) . The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any and employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices Human Resources office of the Company and the Union. f) Company. Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairpersonplant chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) . The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and review the findings of the Joint Committeejoint committee and may discuss findings with the joint committee in the presence of the plant chairperson. Any agreed action The Human Resources Manager will then be implemented. h) If there deem what action is no agreement, appropriate based upon the Company reserves findings of the right to take such action as it deems appropriatejoint committee, subject to the Collective Agreement. i) collective agreement. In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing, in this article, prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the Employer’s Labour Relations Specialist. b) The employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issuesEmployer. c) The Joint Committee Employer will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and any other persons named in the complaint. Any Union member interviewed by the Joint Committee may, Employer may if he/she so wishes, have Union representation present during the interview. d) It is The Employer agrees that where practicable the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, investigations both the Union Employer and the Company Union shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 Step No. 2 of the grievance procedure. jg) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed The Employer agrees that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativewill also have the right to conduct an investigation and will have the right to interview all witnesses. Management witnesses will be allowed to have the Labour Relations Specialist present during interviews. kh) The complainant details Nothing in this procedure prevents an individual employee complaining of harassment or discrimination from filing a complaint under the complaint in a written statement with the Union representative and/or SupervisorCode. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may may: Tell the person involved as soon as possible how you feel, and request that he/she stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of his/her the supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company Facility and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Companycompany within ten (10) days of the initiation of the complaint. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint it will then be submitted in writing to the Joint Committee. b) j oint committee. The Joint Committee joint committee will be comprised of two representatives selected by the Company Facility and two representatives selected by the Union. Where the complainant is a woman and the complaint involves involved sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) . The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, may have Union representation present during the interview. d) . It is the intention of the Union and the Company Facility that, where practical, practical the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company Facility shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company Facility and the Union. f) . Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager administration and the Plant Chairpersonunit chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and . After completion of a thorough investigation of a harassment complaint the Plant Chairperson local administration, on consultation with the unit chairperson, will then attempt to agree on what action if any (other than discipline) should be taken as resolve the conflict in a result of the complaint and the findings of the Joint Committeemanner that is agreeable to all parties. Any agreed action will then be implemented. h) If there is no agreement, the Company Facility reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged alleged, the matter may be considered as a grievance beginning at step Step 3 of the grievance procedure. Nothing in this Article prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If Employees are encouraged, whenever possible, to let a person know if the employee has said or done something which the employee finds offensive or unwelcome. Many potential complaints can be resolved in this way. However, if an employee believes that he/she does not want to speak directly to the alleged harasser, or if the employee has been harassed and/or discriminated against on done so and the basis of a prohibited ground of discrimination harassment has continued, the employee may bring initially report the incident forming the basis alleged harassing conduct to any of the following, either orally or in writing: • Employee’s immediate supervisor (an employee is not required to make a complaint to their immediate supervisor if that person is the attention individual about whom the employee is making the complaint). • Any supervisor within the employee’s department • Employee’s Department Head • County Administrative Officer Employees may also, if desired, consult with an employee association representative, if applicable. Employees should promptly report harassment complaints so that a timely and effective investigation can be conducted and a resolution can be quickly reached. Any supervisor or Department Head who receives a harassment complaint shall notify the County Administrative Officer immediately. It is important to note that, once notified of his/her supervisor and/or Union representativea potential sexual harassment complaint, the county has a legal obligation to investigate the circumstances, regardless of whether the harassed employee has filed a complaint. Upon notification of a harassment complaint, the County Administrative Officer shall: • Provide a copy of this policy to the complainant, the accused ▇▇▇▇▇▇▇▇, and any other applicable persons; • Authorize and implement an immediate, effective, thorough, and objective investigation of the complaint. Although the county will make every reasonable effort to maintain confidentiality for the benefit of both the complainant and the accused, complete confidentiality cannot be guaranteed. In minor cases, not involving repeat incidentsorder to conduct a full and fair investigation, the Company accused harasser will be informed of the identity of the complainant, and Union agree that each employee interviewed will be admonished to maintain confidentiality regarding the Union investigation or be subject to disciplinary action. To the greatest extent possible, the county will limit access to information contained in the complaint and obtained during the investigation process to those persons who need it to complete the investigation or to take appropriate disciplinary action or other forms of resolution. Interviews will be held with (1) the complainant; (2) the accused ▇▇▇▇▇▇▇▇; and (3) any other persons the County Administrative Officer has reason to believe may try to resolve have relevant knowledge concerning the complaint, which may include employees who have experienced knowledge concerning the complaint, which may include employees who have experienced similar conduct. During their interview, the complainant may specify the type of relief they feel is warranted from the alleged harasser, and this will be considered in evaluating the complaint and in determining the appropriate disciplinary action, if the charge is confirmed. • Review factual information gathered through the investigation process; determine whether a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome violation of this attempted resolution policy has occurred, giving consideration to all the factual information, and the totality of circumstances, including the nature of the verbal, physical, visual or sexual conduct and the context in which the alleged conduct occurred. • Promptly report the results of the investigation and the determination as to whether this policy has been violated to appropriate persons, including the complainant, the alleged harasser, the supervisor, the Department Head, and as appropriate, to all others directly concerned. • If a violation of this policy has been established, the County Administrative Officer shall take prompt and effective discipline against the harasser, in keeping with the severity of the offense. • If discipline is imposed, this will be communicated to the Companycomplainant, however, to protect the privacy rights of the accused, the complainant will not be told what the specific disciplinary action was. The nature and severity of the discipline will vary depending upon the nature and severity of the harassment, whether or not the employee was in a supervisory or management position, any past history or misconduct and the County Standards of Employee Conduct. • If the employee's supervisor and/or Union representative cannotharassment charge is confirmed, take reasonable steps to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where protect the complainant is a woman and and/or other employees from any further harassment. • Take reasonable steps to protect the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative complainant and/or other employees from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken retaliation as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implementedor investigation. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an any employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit the bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal ▇▇▇▇ with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and two representatives selected an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Company and Union and the Company that, where practical, the joint investigation will begin within five two (52) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Committee committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources General Manager of the Division for the Company and the Plant Chairpersonplant chairperson. If the members of the Joint Committee committee do not agree, the report may reflect differences in the findings. g) . The Human Resources General Manager of the Division of the Company and the Plant Chairperson plant chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeecommittee. Any agreed upon action will then be implemented. h) . If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement is alleged alleged, the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes Employees’ who feel that he/she has been they are being harassed and/or discriminated against on against, are encouraged to seek protection under this policy. The employee may:  If you feel uncomfortable approaching the basis of a prohibited ground of discrimination person, or if the employee may harassment continues bring the incident forming the basis of the complaint to the attention of his/her supervisor the Human Rights Committee Member and/or Union representativeyour Supervisor.  Tell the person involved as soon as possible, how you feel, and request that they stop the conduct you find offensive.  Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible and advise a member of the Human Rights Committee and/or your Supervisor.  If the Human Rights Representative and/or Supervisor cannot, to the satisfaction of the employee, deal with the complaint, it will then be submitted in writing to the Joint Committee. In minor cases, not involving repeat incidents, the Company and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two up to 2 representatives selected by the Company ▇▇▇▇▇'▇ Taxi and two representatives 2 representative selected by the UnionUnifor. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, shall maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Union and shall not be considered or used for any other purpose. Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources General Manager and the Plant Human Rights Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The . If a harassment complaint is proven valid, appropriate corrective action will be taken against the offending employees. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the Manager, on consultation with the Human Resources Manager Rights Chairperson and members of the Plant Chairperson Human Rights Committee will then attempt to agree on what action if any (other than discipline) should be taken as resolve the conflict in a result of the complaint and the findings of the Joint Committeemanner that is agreeable to all parties. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination discrimination: • The employee should tell the employee may person involved as soon as possible how he/she feels, and request that the person stop the conduct he/she finds offensive. • If he/she feels uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of his/her supervisor the Supervisor and/or the Union representative. In minor cases, not involving repeat repeated incidents, where the complaint is between two bargaining unit Employees, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees the matter informally using the Unifor Internal Procedure without a full investigation investigation, when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the CompanyCompany within five (5) days of the initiation of the complaint. If the employee's supervisor Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint it will be submitted in writing to the Joint Investigation Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, that the joint investigation will shall begin immediately and shall be completed within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, shall maintain confidentiality as much as is reasonably possible. A written report shall be submitted by the committee to the extent practicable, maintain confidentiality. Records HR Manager and the Plant Chairperson upon completion of the investigation, including interviewsoutlining the findings and recommendations, evidence and if any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairpersoncommittee. If the members of the Joint Committee do not agree, the report may should reflect their differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committeefinding. Any agreed action will then be implemented. h) If there is no agreementagreement on the recommendations, the Company reserves the right recognizes its legal obligation to take such action as it deems appropriate, subject to the Collective Agreement. i) appropriate and will do so. In the event the complaint remains unresolved and unresolved, or a violation of the collective agreement is alleged the matter may be considered instituted as a grievance beginning at step 3 Step Three of the grievance procedure. j) An employee alleging harassment in Grievance Procedure, or the workplace is encouraged complainant may file a complaint under the Code. The Union agrees to use encourage the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave follow one procedure or the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representativeother. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. (a) If an employee believes that he/she has been subjected to Workplace Violence, or has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor ’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. (b) The Joint Committee will be comprised of two (2) representatives selected by the Company and two (2) representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. (c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. (d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. (e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. (f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. (g) The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. (h) If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. (i) In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. (j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. (k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. (l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. (m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee. b) The Joint Committee will be comprised . To ensure that all employees understand their rights and obligations under this Article the Company agrees to establish a joint committee consisting of two representatives selected by the Company (2) members of management and two representatives selected (2) employees appointed by the Union. At least one (1) member from each side will be female. The female Union representative will also act as the Woman’s Advocate. The Company will provide retraining for Workplace Harassment Training once within the term of this agreement. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) The . Two members of the Joint Committee (one management and one union) will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member Member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview. d) . It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) . The Human Resources Manager and the Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Committee. Any agreed action will then be implemented. h) . If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement is alleged the matter may be considered as a grievance beginning at step Step 3 of the grievance procedure. Nothing in this Article prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may may: Tell the person involved as soon as possible how you feel, and request that he/she stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of his/her the supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company Facility and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Companycompany within ten (10) days of the initiation of the complaint. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint it will then be submitted in writing to the Joint Committee. b) joint committee. The Joint Committee joint committee will be comprised of two representatives selected by the Company Facility and two representatives selected by the Union. Where the complainant is a woman and the complaint involves involved sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues. c) . The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, may have Union representation present during the interview. d) . It is the intention of the Union and the Company Facility that, where practical, practical the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union and the Company Facility shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company Facility and the Union. f) . Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager administration and the Plant Chairpersonunit chairperson. If the members of the Joint Committee do not agree, the report may reflect differences in the findings. g) The Human Resources Manager and . After completion of a thorough investigation of a harassment complaint the Plant Chairperson local administration, on consultation with the unit chairperson, will then attempt to agree on what action if any (other than discipline) should be taken as resolve the conflict in a result of the complaint and the findings of the Joint Committeemanner that is agreeable to all parties. Any agreed action will then be implemented. h) If there is no agreement, the Company Facility reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged alleged, the matter may be considered as a grievance beginning at step Step 3 of the grievance procedure. Nothing in this Article prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code. j) An employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause (b) through (i) above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been sexually, violently, or racially harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor Supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor ’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may must submit his/her complaint in writing to the Joint Harassment Committee and identify the issues, allegations, and witnesses. The complainant will be offered a problem solving session prior to the launch of any investigation by the Joint Harassment Committee. b) . The Joint Harassment Committee will be comprised of two (2) representatives selected by the Company and two (2) representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee Joint Committee will include at least one woman. These representatives must be appropriately trained regarding m harassment and discrimination issues. c) issues regarding A preliminary assessment will be completed by the Joint Harassment Committee to determine if there are prohibited grounds before an investigation is launched. The Joint Harassment Committee will conduct an investigation of the complaint. Investigations will be performed in a reasonable and efficient manner that does not impact operational need. Investigations will be jointly conducted by one (1) representative from the Company and one (1) representative from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor Supervisor accused in the complaint, witnesses and other persons named in the complaint. , Any Union member interviewed by the Joint Committee may, if he/she so wishes, have interview. by the Joint Harassment Committee Union representation representative present during the interview. d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed completed, whenever possible, within fifteen (15) calendar days after the lodging of the written complaint. e) . In conducting the joint investigation, both the Union Company and the Company shall, to the extent practicable, Union shall maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made recommendationsmade by the Joint Harassment Committee will be securely maintained in the offices of the Company and the Union. f) . Upon the completion of the joint investigation, the Joint Harassment Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the Plant Chairperson. If the members of the Joint Harassment Committee do not agree, the report may reflect differences in the findings. g) . The report will include: allegations, findings, recommendations and any other relevant information. The Human Resources Manager and/or designate and the Plant Chairperson will then meet and attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint Harassment Committee. This meeting will take place within three (3) working days of receiving the written report. Any agreed action will then be implemented. h) . If there is no agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. i) . In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged the matter may be considered as a grievance beginning at step 3 Step of the grievance procedure. j) . The complainant details the complaint in a written statement with the Union representativeand/or Supervisor. An employee alleging harassment in the workplace is encouraged encouraged, in accordance with the spirit of the Human Rights Code, to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn, advises the Union representative. k) The complainant details the complaint in a written statement with the Union representative and/or Supervisor. l) The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Harassment Committee. The Joint Harassment Committee will then proceed as in clause (b) through (i) aboveI)above. m) The complainant is re-assigned to a suitable area or sent home without loss of pay until the investigation is begun, unless both Union and Management agree that an extension is necessary.