Common use of Confidential Assistance Clause in Contracts

Confidential Assistance. The parties recognize that female employees may sometimes need to privately and confidentially discuss matters such as violence or abuse at home or workplace harassment. For confidential assistance, an employee can contact: • The Women’s Advocate at Integram. • The UNIFOR Employment Equity Representative at 0-000-000-0000. • The Magna Employee Hotline at 0-000-000-0000; • The Employee Assistance Program (EAP) at 0-000-000-0000; Letter of Understanding Anti-Violence The Company and the Union are committed to preventing workplace violence and are responsible for providing a safe and healthy workplace for all employees. Reasonable steps will be taken to protect employees from workplace violence from all sources. The Ontario Occupational Health and Safety Act defines workplace violence as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. It also includes an: • Attempt to exercise physical force against a worker in a workplace, that could cause physical injury to the worker. • Statement or behaviour that a worker could reasonably interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. Violent behaviour from anyone in the workplace is unacceptable. This policy applies to all Company employees, as well as customers, clients, contractors, suppliers or other visitors to the facility. Everyone is expected to uphold this policy and to work together to prevent workplace violence. The Company has established various programs that help implement this policy. These include a health and safety inspection process that conducts a regular assessment of potential issues that might contribute to workplace violence, as well as an Emergency Response Plan, for the purposes of summoning immediate assistance where required. The Company will ensure this policy and the supporting programs where required. The Company will ensure this policy and the supporting programs are implemented and maintained and that all employees have access to appropriate information and instruction to protect them from potential violence in the workplace. Every employee is required to work in compliance with this policy and the supporting programs. All employees are encouraged to raise any concerns about workplace violence and to promptly report violent incidents or threats. In the event that an employee becomes aware of a violent incident, or threat of violence, they are strongly encouraged to report this immediately to their Supervisor or Manager, the Human Resources Department, Health and Safety Coordinator, Union Representative, or to a member of the Joint Health and Safety Committee. This includes issues of domestic violence, and belief that a spouse or partner may pose a risk to them in the workplace; they are encouraged to report those concerns using the process described above, so that appropriate precautions can be taken. Complaints of workplace violence will be investigated in a fair and timely manner. No employee will be adversely affected in employment as the result of the good faith reporting of a policy violation or participation in the investigation of such a report. The Company is committed to enforcing this policy and will take responsible security measures to safeguard the workplace and well being of employees. Anyone who is found to have engaged in workplace violence will be subject to disciplinary action, up to and including dismissal, as well as potential criminal prosecution pursuant to applicable provincial and federal law. Letter of Understanding Employee Votes on Reinstatement

Confidential Assistance. The parties recognize that female employees may sometimes need to privately and confidentially discuss matters such as violence or abuse at home or workplace harassment. For confidential assistance, an employee can contact: •  The Women’s Advocate at Integram. •  The UNIFOR Employment Equity Representative at 0-000-000-0000. •  The Magna Employee Hotline at 0-000-000-0000; •  The Employee Assistance Program (EAP) at 0-000-000-0000; Letter of Understanding Anti-Violence The Company and the Union are committed to preventing workplace violence and are responsible for providing a safe and healthy workplace for all employees. Reasonable steps will be taken to protect employees from workplace violence from all sources. The Ontario Occupational Health and Safety Act defines workplace violence as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. It also includes an: •  Attempt to exercise physical force against a worker in a workplace, that could cause physical injury to the worker. •  Statement or behaviour that a worker could reasonably interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. Violent behaviour from anyone in the workplace is unacceptable. This policy applies to all Company employees, as well as customers, clients, contractors, suppliers or other visitors to the facility. Everyone is expected to uphold this policy and to work together to prevent workplace violence. The Company has established various programs that help implement this policy. These include a health and safety inspection process that conducts a regular assessment of potential issues that might contribute to workplace violence, as well as an Emergency Response Plan, for the purposes of summoning immediate assistance where required. The Company will ensure this policy and the supporting programs where required. The Company will ensure this policy and the supporting programs are implemented and maintained and that all employees have access to appropriate information and instruction to protect them from potential violence in the workplace. Every employee is required to work in compliance with this policy and the supporting programs. All employees are encouraged to raise any concerns about workplace violence and to promptly report violent incidents or threats. In the event that an employee becomes aware of a violent incident, or threat of violence, they are strongly encouraged to report this immediately to their Supervisor or Manager, the Human Resources Department, Health and Safety Coordinator, Union Representative, or to a member of the Joint Health and Safety Committee. This includes issues of domestic violence, and belief that a spouse or partner may pose a risk to them in the workplace; they are encouraged to report those concerns using the process described above, so that appropriate precautions can be taken. Complaints of workplace violence will be investigated in a fair and timely manner. No employee will be adversely affected in employment as the result of the good faith reporting of a policy violation or participation in the investigation of such a report. The Company is committed to enforcing this policy and will take responsible security measures to safeguard the workplace and well being of employees. Anyone who is found to have engaged in workplace violence will be subject to disciplinary action, up to and including dismissal, as well as potential criminal prosecution pursuant to applicable provincial and federal law. Letter of Understanding Employee Votes on Reinstatement

Confidential Assistance. The parties recognize that female employees may sometimes need to privately and confidentially discuss matters such as violence or abuse at home or workplace harassment. For confidential assistance, an employee can contact: • The Women’s Advocate at Integram. • The UNIFOR CAW Employment Equity Representative at 0-000-000-0000. • The Magna Employee Hotline at 0-000-000-0000; • The Employee Assistance Program (EAP) at 0-000-000-0000; Letter of Understanding Anti-Violence The Company and the Union are committed to preventing workplace violence and are responsible for providing a safe and healthy workplace for all employees. Reasonable steps will be taken to protect employees from workplace violence from all sources. The Ontario Occupational Health and Safety Act defines workplace violence as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. It also includes an: • Attempt to exercise physical force against a worker in a workplace, that could cause physical injury to the worker. • Statement or behaviour that a worker could reasonably interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. Violent behaviour from anyone in the workplace is unacceptable. This policy applies to all Company employees, as well as customers, clients, contractors, suppliers or other visitors to the facility. Everyone is expected to uphold this policy and to work together to prevent workplace violence. The Company has established various programs that help implement this policy. These include a health and safety inspection process that conducts a regular assessment of potential issues that might contribute to workplace violence, as well as an Emergency Response Plan, for the purposes of summoning immediate assistance where required. The Company will ensure this policy and the supporting programs where required. The Company will ensure this policy and the supporting programs are implemented and maintained and that all employees have access to appropriate information and instruction to protect them from potential violence in the workplace. Every employee is required to work in compliance with this policy and the supporting programs. All employees are encouraged to raise any concerns about workplace violence and to promptly report violent incidents or threats. In the event that an employee becomes aware of a violent incident, or threat of violence, they are strongly encouraged to report this immediately to their Supervisor or Manager, the Human Resources Department, Health and Safety Coordinator, Union Representative, or to a member of the Joint Health and Safety Committee. This includes issues of domestic violence, and belief that a spouse or partner may pose a risk to them in the workplace; they are encouraged to report those concerns using the process described above, so that appropriate precautions can be taken. Complaints of workplace violence will be investigated in a fair and timely manner. No employee will be adversely affected in employment as the result of the good faith reporting of a policy violation or participation in the investigation of such a report. The Company is committed to enforcing this policy and will take responsible security measures to safeguard the workplace and well being of employees. Anyone who is found to have engaged in workplace violence will be subject to disciplinary action, up to and including dismissal, as well as potential criminal prosecution pursuant to applicable provincial and federal law. Letter of Understanding Employee Votes on Reinstatement