Common use of Overtime Procedure Clause in Contracts

Overtime Procedure. (a) Any bargaining unit member, qualified for the posted overtime, desiring the opportunity to work overtime shall fill out an “Overtime Add/Remove Request Form.” The two part form will be given to the supervisor and shift ▇▇▇▇▇▇▇. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for the posted overtime, desiring the opportunity to work overtime shall fill out an “Overtime Add/Remove Request Form.” The two two-part form will be given to the supervisor and shift ▇▇▇▇▇▇▇. When added, the employee will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 p.m.  The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two part form Sign Up Sheet will be given posted in the same location.  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the supervisor Superintendent or designate  All overtime sign up sheets will be reviewed, and shift where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, ▇▇▇▇▇▇▇ & ▇▇▇▇▇▇, Guelph Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter # 12 February 1, 2006 ▇▇. When added▇▇▇▇ ▇▇▇▇▇▇ Plant Chairperson UNIFOR Local ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee will be placed believes he/she has been harassed and /or discriminated against on the bottom basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the current overtime roster by adding one (1) hour unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to the highest hourly totalSupervisor/committee person. The overtime roster will be posted in a designated locationHowever, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from In this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimeevent, the employer victim may go off seek assistance by reporting the roster incident indirectly to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s)any Union representative/Company official. (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis ✓ These sheets would be posted Friday through Tuesday at 3:00 p.m. ✓ The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two part form Sign Up Sheet will be given posted in the same location. ✓ Departmentmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above) ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the supervisor Superintendent or designate ✓ All overtime sign up sheets will be reviewed, and shift where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly. ✓ If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate. ▪ Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate ✓ A HR Representative will schedule TPTs ✓ TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation ▪ HR Representative will communicate obtained TPTs to Superintendents or designate ✓ If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated ✓ Employees will be mandated by low overtime hours worked ✓ Superintendent or designate distributes the assigned employee list to designated Supervisor ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, ▇▇▇▇▇▇▇ & ▇▇▇▇▇▇, Guelph Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter # 12 February 1, 2006 ▇▇. When added▇▇▇▇ ▇▇▇▇▇▇ Plant Chairperson CAW Local ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Dear Madam The Company and the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an employee because of their racial background or gender etc. • Unwanted physical conduct such as touching, patting, pinching, etc. • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee will be placed believes he/she has been harassed and /or discriminated against on the bottom basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: • Request a stop of the current overtime roster by adding one (1) hour unwanted behavior; • Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to the highest hourly totalSupervisor/committee person. The overtime roster will be posted in a designated locationHowever, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from In this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimeevent, the employer victim may go off seek assistance by reporting the roster incident indirectly to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s)any Union representative/Company official. (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 11:30 p.m.  The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two part form Sign Up Sheet will be given posted in the same location.  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the supervisor Superintendent or designate  All overtime sign up sheets will be reviewed, and shift where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, ▇▇▇▇▇▇▇ & ▇▇▇▇▇▇, Guelph Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter # 12 February 1, 2006 ▇▇. When added▇▇▇▇ ▇▇▇▇▇▇ Plant Chairperson CAW Local ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents.  Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry;  Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment;  Posting or circulation of offensive photos or visual materials;  Refusal to work or converse with an employee because of their racial background or gender etc.  Unwanted physical conduct such as touching, patting, pinching, etc.  Condescension or paternalism which undermines self-respect;  Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee will be placed believes he/she has been harassed and /or discriminated against on the bottom basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it:  Request a stop of the current overtime roster by adding one (1) hour unwanted behavior;  Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome;  Document the events, complete with times, dates, location, witnesses and details;  Report the incident to the highest hourly totalSupervisor/committee person. The overtime roster will be posted in a designated locationHowever, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from In this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimeevent, the employer victim may go off seek assistance by reporting the roster incident indirectly to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s)any Union representative/Company official. (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for  The Company will post a general and departmental overtime sign up sheet on a weekly basis  These sheets would be posted Friday through Tuesday at 3:00 p.m.  The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two part form Sign Up Sheet will be given posted in the same location.  Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above)  General and Departmental Overtime Sign Up Sheets will be forwarded to the supervisor Superintendent or designate  All overtime sign up sheets will be reviewed, and shift where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly.  If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate.  Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate  A HR Representative will schedule TPTs  TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation  HR Representative will communicate obtained TPTs to Superintendents or designate  If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated  Employees will be mandated by low overtime hours worked  Superintendent or designate distributes the assigned employee list to designated Supervisor  Supervisors post the list by 3:00 p.m. on Thursday Yours truly, ▇▇▇▇▇▇▇ & ▇▇▇▇▇▇, Guelph Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter # 12 February 1, 2006 ▇▇. When added▇▇▇▇ ▇▇▇▇▇▇ Plant Chairperson CAW Local ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Dear Madam The Company and the CAW are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting or circulation of offensive photos or visual materials; Refusal to work or converse with an employee because of their racial background or gender etc. Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-respect; Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee will be placed believes he/she has been harassed and /or discriminated against on the bottom basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request a stop of the current overtime roster by adding one (1) hour unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to the highest hourly totalSupervisor/committee person. The overtime roster will be posted in a designated locationHowever, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from In this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimeevent, the employer victim may go off seek assistance by reporting the roster incident indirectly to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s)any Union representative/Company official. (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified Both the Village and the Union understand the necessity for proper staffing. The Village therefore shall have the right to require overtime work and employees may not refuse overtime assignments. To assist in establishing a fair and equitable manner for the posted distribution of overtime, desiring the opportunity following procedure will be followed to the extent reasonably possible in instances except where immediate action is necessary under Section 5.9, for work that is assigned under Section 5.7, or personnel resources are unavailable or unreachable. There will be three lists comprised of contract personnel only. Newly hired employees will be placed at the bottom of the list according to seniority. List A will be for more than twelve (12) hour shifts. List B will be used for twelve (12) hours or less. List C is for special events. Special event overtime will be the only overtime employees may sign up for in advance. Employees who have worked forty-eight (48) hours continuously shall not be eligible to work a hireback, force back, hold over for hire back, or special events except as exempted by other language. Those employees shall retain their position on the list and have at least twelve (12) hours off duty before being required to work a hire back, force back, hold over for hire back, or special duty. Employees shall also have twelve (12) hours off duty prior to forty-eight (48) hours continuous duty. Any employee enrolled in a department approved or sponsored class/school or other schooling related to the fire service position shall not be eligible for force back, hold over or special duty. Employees in class or school shall retain their position on the hire back lists. Employees are required to submit a class schedule upon their receipt of schedule or approval to any class/school/semester under which the above clause may be exercised prior to the commencement of such schedule. There shall be no more than the authorized number of lieutenants on duty, unless one additional lieutenant is in the Acting Captain position. Employees from one rank cannot be used to fill another rank below their rank for hire back basis, except when an unusual emergency condition exists per the Fire Chief or his Designee. When staffing requires overtime in advance, the shift commander or his designee shall fill initiate an automated call out an “Overtime Add/Remove Request Form.” The two part form for personnel (when the paging system is available) on the appropriate list four (4) days prior. Whenever there is new overtime the shift commander or his designee shall start at the top of the list and work his way down unless using the automated call system. When overtime arises with less than four (4) days notification, the hire back process will be given started as soon as reasonably possible. In all cases, on duty personnel will be notified of the overtime so they are also aware of it. Automated call system process: All employees will be loaded into the system with their preferred choice of communication – email (must be an email that they would receive off duty and receive notification of its arrival), text message phone number, or phone number for voice message (should have voice mail or answering machine). A page will be set up indicating 1) the date and time of the overtime, 2) type of personnel needed & 3) length of overtime (which list is being used). Those personnel wishing to take the supervisor OT must call station 1 – at the designated extension within 20 minutes. The officer conducting the hire back will notify the person highest on the list at the 20 minute mark. Do not call in to refuse overtime. Only personnel that are on shift and higher than the person receiving the OT on the list can refuse OT and be moved. If no one calls within the 20 minutes, the hire back or potential force back will occur from on shift ▇▇▇▇▇▇▇personnel. Should an employee refuse overtime, the shift commander or his designee will place the employee at the bottom of the list. If an employee is not personally contacted, he shall remain in their same position. When addedan employee takes a hire back, he will be placed at the employee bottom of the list also. Once an individual takes a hireback off any list, his/her name will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the that list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster Hours needed for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees hireback personnel will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availabilitybroken down into smaller increments. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. Procedural notes: An employee, after an absence, who returns to work after noon on Wednesday, employee will not be allowed to bump another employee from their accepted overtime hours and forced back for more than one Village recognized Holiday in a 366 day period as outlined in Article 5.8, Section 1. Employees with verifiable vacation plans that would be adversely impacted by a force back will be charged as refusing those hours which would have been available to thempassed over. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified Both the Village and the Union understand the necessity for proper staffing. The Village therefore shall have the right to require overtime work and employees may not refuse overtime assignments. To assist in establishing a fair and equitable manner for the posted distribution of overtime, desiring the opportunity following procedure will be followed to the extent reasonably possible in instances except where immediate action is necessary under Section 5.9, for work that is assigned under Section 5.7, or personnel resources are unavailable or unreachable. There will be three lists comprised of contract personnel only. Newly hired employees will be placed at the bottom of the list according to seniority. List A will be for more than twelve (12) hour shifts. List B will be used for twelve (12) hours or less. List C is for special events. Special event overtime will be the only overtime employees may sign up for in advance. Employees who have worked forty-eight (48) hours continuously shall not be eligible to work a hireback, force back, hold over for hire back, or special events except as exempted by other language. Those employees shall retain their position on the list and have at least twelve (12) hours off duty before being required to work a hire back, force back, hold over for hire back, or special duty. Employees shall also have twelve (12) hours off duty prior to forty-eight (48) hours continuous duty. Any employee enrolled in a department approved or sponsored class/school or other schooling related to the fire service position shall not be eligible for force back, hold over or special duty. Employees in class or school shall retain their position on the hire back lists. Employees are required to submit a class schedule upon their receipt of schedule or approval to any class/school/semester under which the above clause may be exercised prior to the commencement of such schedule. There shall be no more than the authorized number of lieutenants on duty, unless one additional lieutenant is in the Acting Captain position. Employees from one rank cannot be used to fill another rank below their rank for hire back basis, except when an unusual emergency condition exists per the Fire Chief or his Designee. When staffing requires overtime in advance, the shift commander or his designee shall fill initiate an automated call out an “Overtime Add/Remove Request Form.” The two part form for personnel (when the paging system is available) on the appropriate list four (4) days prior. Whenever there is new overtime the shift commander or his designee shall start at the top of the list and work his way down unless using the automated call system. When overtime arises with less than four (4) days notification, the hire back process will be given started as soon as reasonably possible. In all cases, on duty personnel will be notified of the overtime so they are also aware of it. Automated call system process: All employees will be loaded into the system with their preferred choice of communication – email (must be an email that they would receive off duty and receive notification of its arrival), text message phone number, or phone number for voice message (should have voice mail or answering machine). A page will be set up indicating 1) the date and time of the overtime, 2) type of personnel needed & 3) length of overtime (which list is being used). Those personnel wishing to take the supervisor and shift ▇▇▇OT must call station 1 – at the designated extension within 20 minutes. The officer conducting the hire back will notify the person highest on the list at the 20 minute ▇▇▇▇. When addedDo not call in to refuse overtime. Only personnel that are on shift and higher than the person receiving the OT on the list can refuse OT and be moved. If no one calls within the 20 minutes, the hire back or potential force back will occur from on shift personnel. Should an employee refuse overtime, the shift commander or his designee will place the employee at the bottom of the list. If an employee is not personally contacted, he shall remain in their same position. When an employee takes a hire back, he will be placed at the bottom of the list also. Once an individual takes a hireback off any list, his/her name will be placed on the bottom of the current overtime roster by adding one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the that list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster Hours needed for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees hireback personnel will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availabilitybroken down into smaller increments. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. Procedural notes: An employee, after an absence, who returns to work after noon on Wednesday, employee will not be allowed to bump another employee from their accepted overtime hours and forced back for more than one Village recognized Holiday in a 366 day period as outlined in Article 5.8, Section 1. Employees with verifiable vacation plans that would be adversely impacted by a force back will be charged as refusing those hours which would have been available to thempassed over. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. (a) Any bargaining unit member, qualified for ▪ The Company will post a general and departmental overtime sign up sheet on a weekly basis ✓ These sheets would be posted Friday through Tuesday at 11:30 p.m. ✓ The General Overtime Sign Up Sheet and the posted overtime, desiring the opportunity to work overtime shall fill out an “Departmental Labour Pool Overtime Add/Remove Request Form.” The two part form Sign Up Sheet will be given posted in the same location. ✓ Departmental Overtime Sign Up Sheets will be posted in the designated departments (with the exception of Labour Pool – noted above) ▪ General and Departmental Overtime Sign Up Sheets will be forwarded to the supervisor Superintendent or designate ✓ All overtime sign up sheets will be reviewed, and shift where not enough employees have signed up on the departmental sheets, employees from the general sign up sheet will be assigned accordingly. ✓ If still not enough employees are available, TPT Request Forms will be completed by the Superintendent or designate. ▪ Completed TPT Request Forms are forwarded to Human Resources by the Superintendent or designate ✓ A HR Representative will schedule TPTs ✓ TPT use will be reviewed through periodic scheduled meetings with Human Resources and Union representation ▪ HR Representative will communicate obtained TPTs to Superintendents or designate ✓ If not enough voluntary employees and/or TPTs, the Superintendent or designate identifies the employees to be mandated ✓ Employees will be mandated by low overtime hours worked ✓ Superintendent or designate distributes the assigned employee list to designated Supervisor ✓ Supervisors post the list by 3:00 p.m. on Thursday Yours truly, ▇▇▇▇▇▇▇ & ▇▇▇▇▇▇, Guelph Products ▇▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager Letter # 12 February 1, 2006 ▇▇. When added▇▇▇▇ ▇▇▇▇▇▇ Plant Chairperson UNIFOR Local ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇ Dear Madam The Company and Unifor are committed to providing a harassment – free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, religion, age, marital/family status, gender identity/expression and conviction for which a pardon has been granted or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. • Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an employee because of their racial background or gender etc. • Unwanted physical conduct such as touching, patting, pinching, etc. • Condescension or paternalism which undermines self-respect; • Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. If an employee will be placed believes he/she has been harassed and /or discriminated against on the bottom basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: • Request a stop of the current overtime roster by adding one (1) hour unwanted behavior; • Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to the highest hourly totalSupervisor/committee person. The overtime roster will be posted in a designated locationHowever, it is understood that some victims of discrimination or harassment are reluctant to confront their supervisor or others. When voluntarily removing your name from the roster, you must remain off the list for thirty (30) days. (b) Acceptance or refusal of overtime will be made from In this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtimeevent, the employer victim may go off seek assistance by reporting the roster incident indirectly to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s)any Union representative/Company official. (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. (h) It is the employee’s responsibility to check on overtime availability. Employees who are absent for any reason will be charged as refusing the overtime opportunity available to them. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.

Overtime Procedure. The Company will post a general and departmental overtime sign-up sheet on a weekly basis J Departmental Overtime Sign-Up Sheets will be posted in the designated departments (awith the exception of Labour Pool noted above) Any bargaining unit memberGeneral and Departmental Overtime Sign-Up Sheets will be forwarded to the Superintendent or designate All overtime sign-up sheets will be reviewed, qualified and where not enough employees have signed up on the departmental sheets, employees from the general sign-up sheet will be assigned accordingly. If still not enough employees are available, Request Forms will be completed by the Superintendent or designate. Completed Request Forms are forwarded to Human Resources by the Superintendent or designate Representative will communicate obtained to Superintendents or designate J If not enough voluntary employees and/or the Superintendent or designate identifies the employees to be mandated I February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the CAW are committed to providing a free workplace. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with courtesy and considera- tion and to discourage harassment. The workplace is defined as any company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment can take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents. Unwelcome remarks, jokes, innuendoes, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; Practical jokes, pushing, shoving, etc., which cause awkwardness or embarrassment; Posting or circulation of offensive photos or visual materials: Refusal to work or converse with an employee because of their racial background or gender etc. Unwanted physical conduct such as touching, patting, pinching, etc. Condescension or paternalism which undermines self-respect; Backlash or retaliation for the posted overtimelodging of a complaint or participationin an investigation. What harassment is not: Harassment is in no way to be construed as properly discharged super- visory responsibilities, desiring including the opportunity delegation of work assignments, the assessment of discipline, or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to work overtime shall fill out inhibit free speech or interfere with normal social relations. Filing a Complaint If an “Overtime Add/Remove employee believes has been harassed and /or discriminated against on the basis of any prohibited ground of discrimination, there are specific action that may be taken to put a stop to it: Request Form.” The two part form a stop of the unwanted behavior; Inform the individual doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; Document the events, complete with times, dates, location, witnesses and details; Report the incident to person. However, it is understood that some victims of discrimination or harass- ment are reluctant to confront their supervisor or others. In this event, the victim may seek assistance by reporting the incident indirectly to any Union official. Investigation: Upon receipt of the complaint, the person contacted will immediately inform their Union or Company counterpart and together, they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be given to the supervisor Human Resources Manager and shift the Plant Chairperson. A formal investigation of the complaint will then begin by the Chairperson and Human Resources Manager or their designates, interviewing the alleged harasser, witness and other persons names in the complaint. Any related documents may also be reviewed. Should the complaint involve sexual involving a female, the process will include a woman. Resolution: The Chairperson and Human Resources Manager or their designates will then complete a report on the findings of the investigation. The Chairperson and Human Resources Manager will make a determination on an appropriate resolution, in an attempt to resolve within ten (10) days and ensure the resolution is fair and consistent with the intent of the Company and National CAW policy regarding discrimination and harassment in the workplace. At the conclusion of this step, the complaint, if unresolved, will be inserted into the third step of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at the third step of the grievance procedure, it may be appealed to arbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and, as such, complaints should not be pursed through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the provincial Human Rights Commission and to seek redress under the Human Rights Code. Yours truly, ▇▇▇▇▇▇▇ Products ▇. When added▇▇▇▇ ▇▇▇▇▇▇▇ Human Resources Manager February ▇▇▇▇ Plant Chairperson CAW Local Ontario Dear Madam The Company and the Union agree that: If an outside contractor is called in on overtime to perform specialized work and our Skilled Trades can not do the work because they do not have the knowledge, the employee Company will be placed on the bottom of the current overtime roster by adding bring in one (1) hour to the highest hourly total. The overtime roster will be posted in a designated location. When voluntarily removing your name from the roster, you must remain off the list trade for thirty (30) days. (b) Acceptance or refusal of overtime will be made from this roster by noon on Wednesday. You are encouraged to sign up for overtime even if you are not on the top of the list. If you do not sign by Wednesday at noon, you will be charged as refusing all available overtime. Accordingly, if an overtime assignment is accepted by someone with lower posted hours than you, they will get that overtime. (c) Overtime opportunities will be filled on a basis of least accumulated overtime hours down the list to most accumulated overtime hours. (d) Any employee on the overtime roster may accept or refuse any or all of the overtime opportunity available to them. You will be charged according to 14.5g. (e) In the event no employee on the roster accepts the available overtime, the employer may go off the roster to find a volunteer from current bargaining unit members. If no employee in the unit accepts the available overtime, then the employee with the least amount of accumulated hours on the overtime roster must either accept the overtime or remove themselves from the overtime roster for thirty (30) days. In the event the roster is depleted, the least senior unit employee must take the assignment(s). (f) Employees who accept to work overtime will be expected to work those hours to the same extent as a regular workday and the rules applicable to their regularly-scheduled shift. (g) Each employee will be charged for all overtime accepted (hours worked) and refused (hours posted) based on the availability to that member. 1. In the case of overlapping overtime hours either in the same building or separate buildings, the employee who refuses both will be charged for the lesser amount (hours posted). 2. Employees will be charged at the rate of one and one-half (1.5) hours for each hour of overtime accepted (worked) or refused (posted) for Saturdays and two (2) hours for each overtime hour accepted (worked) or refused (posted) on a Sunday or Holiday. 3. Employees will not be charged for any overtime of one (1) hour or less. contractor i.e. if three (h3) It is the employee’s responsibility to check on overtime availability. Employees who contractors are absent for any reason in then three (3) trades will be charged as refusing the overtime opportunity available to themin. 1. An employee, after an absence, who returns to work after noon on Wednesday, will not be allowed to bump another employee from their accepted overtime hours and will be charged as refusing those hours which would have been available to them. 2. If the absent employee returns to work prior to noon on Wednesday, they may accept any overtime availability with respect to their accumulated hours on the overtime roster. 3. When all employees’ hours on the overtime roster exceed one hundred (100), one hundred will be subtracted from everyone’s hours.