Common use of Disciplinary Measures Clause in Contracts

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; : Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; : Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS J Canada Labour Code Canadian Human Rights Code Criminal Code J Privacy Act XXX Page of COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.APPEN

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is Is responsible for: Designating the person responsible to conduct investigative work investigativework in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page a)" The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; : Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of COMPLAINT AND INVESTIGATION PROCESS A EN Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside Human the Human Resources offices at for outride the employee’s request. FILING A 's work FILINGA COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s 's or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s 's superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s 's or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative andlor any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. staff PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative andlor any other person of choosing. Consult at any time with the local Human Resources manager or his designate. When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. TRY to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events, REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. APPENDIX"E KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Fa)" Page of The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code Privacy Act of APPENDIX Page COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. of APPENDIX Page If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of h r choosing her ch CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. Consult at any time with the local Human Resources manager or his designate. When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. XXX to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events. APPENDIX REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, dismissal will be taken against individuals who have been found to have subjected subject others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible for: O Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: O Ensuring that complaints are thoroughly investigated; O Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page I a)" The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; O Supporting co-workers when unacceptable behaviour is observed; O Participating in the investigative process when required. The Union Representatives are responsible for: O Fostering a positive and productive work environment free of O Treating co-workers with respect; O Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of APPENDIX “I COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through through. a hand-delivered letter or a post-delivered delivered- letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and O impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. APPENDIX “I Page of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of h r choosing choosing. CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. Consult at any time with the local Human Resources manager or his designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is responsible forresponsiblefor: Designating the person responsible to conduct investigative work investigativework in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a Recommendinga course of action to responsible ViceresponsibleVice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of COMPLAINT AND INVESTIGATION PROCESS XXX Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. XXX APPEN If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of h r choosing choosing. CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative and/or any other person of choosing. Consult at any time with the local Human Resources manager or his designate. INFORMAL COMPLAINTS When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. XXX to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events. APPENDIX Page of REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is Is responsible for: Designating the person responsible to conduct investigative work investigativework in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page a)" The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; : Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of COMPLAINT AND INVESTIGATION PROCESS A EN Any employee requiring information concerning this policy and/or the complaint process prior to filing an complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside Human the Human Resources offices at for outride the employee’s request. FILING A 's work FILINGA COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s 's or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s 's superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s 's or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative andlor any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. staff PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative andlor any other person of choosing. Consult at any time with the local Human Resources manager or his designate. When receiving an informal, verbal complaint, the or the Human Resources staff is to: LISTEN to the complainant. VERIFY whether the complainant has requested that the respondent cease the offensive behaviour. If not, ENCOURAGE the complainant to do so. TRY to resolve the complaint informally by speaking to the respondent. ENSURE that the respondent is provided with the opportunity to explain version of the events, REQUEST that the actions or behaviour that have prompted the complaint cease immediately and do not reoccur. APPENDIX"E KEEP a log of events, dates and meetings and DOCUMENT the situation accurately and completely. RECOMMEND to the Vice-president Human Resources disciplinary actions if necessary. When appropriate the Vice-president human resources will recommend to the responsible senior management that disciplinary action be taken. FORMAL COMPLAINTS When receiving a formal, written complaint, the or the Human resources staff is to: ACKNOWLEDGE receipt of the complaint in writing, INFORM the executive of the local of the filing of the complaint. DETERMINE, in consultation with the Vice-president Human resources, whether to investigate the complaint or request the appointment of an investigator. If appointing an investigator is deemed necessary, FORMALIZE the request in writing to the Vice-president Human resources, who will APPOINT an investigator, CONFIRM the appointment to the parties involved and OUTLINE the upcoming sequence of events. The person responsible for the complaint will: REQUEST written documentation of allegations from the complainant including: dates times nature of the behaviour names of witnesses (if any) and locations MEET immediately with complainant, DISCUSS the allegations and INFORM the complainant of rights and responsibilities. PRESENT the respondent with written allegations, DISCUSS these and REQUEST a written reply. The investigator will also REQUEST a list of witnesses (if any) and INFORM the respondent of rights and obligations. of APPEND Page INTERVIEWwitnesses (if any) and COLLECT evidence. DOCUMENT reactions of all parties in writing. KEEP a log of all meetings and telephone conversations and KEEP copies of all documents. PREPARE in draft format, conclusions recommendations that will be presented to and discussed with the Vice-president human resources. (At this point, the draft report may be submitted to legal counsel for review if necessary.) REMIT copies of the report to the complainant and the respondent, and REQUEST that both parties respond in writing to the investigator on the results of the investigation within ten working days. FINALIZE the report on the findings of the investigation and SUBMIT it to the Vice-president Human Resources. The Vice-president, Human Resources will RECOMMEND to the responsible senior management representative the appropriate course of action. APPEALING THE DECISION Either party may file an appeal if in disagreement with the decision rendered by the appropriate authorities following the investigation. However, due to the nature of the issues involved in harassment cases, these appeals are to be filed with the Vice-president Human Resources or designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, dismissal will be taken against individuals who have been found to have subjected subject others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. , The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-presidentPresident, Human Resources is responsible for: • Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing • appropriate corrective/disciplinary action or redress following an investigation into a complaint of harassment, when required ; • Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: • Ensuring that complaints are thoroughly investigated; • Recommending a course of action to responsible Vice-president President based on the results of the investigation. The Regional Vice-president President is responsible for: • Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page “I a)” The Supervisors/Managers are responsible for: • Keeping the workplace free of harassment; • Responding immediately to complaints and inappropriate behaviour; • Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: • Treating co-workers with respect; • Supporting co-workers when unacceptable behaviour is observed; • Participating in the investigative process when required. The Union Representatives are responsible for: • Fostering a positive and productive work environment free of harassment/discrimination; • Treating co-workers with respect; • Participating in the investigative process; • Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of Privacy Act APPENDIX “I COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an informal/formal complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-presidentPresident, Human Resources is responsible for: • Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and • Authorizing appropriate corrective/disciplinary action or redress following an investigation into a complaint of harassment, when required ; • Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: • Ensuring that complaints are thoroughly investigated; • Recommending a course of action to responsible Vice-president President based on the results of the investigation. The Regional Vice-president President is responsible for: • Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page “I” The Supervisors/Managers are responsible for: • Keeping the workplace free of harassment; • Responding immediately to complaints and inappropriate behaviour; • Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: • Treating co-workers with respect; • Supporting co-workers when unacceptable behaviour is observed; • Participating in the investigative process when required. The Union Representatives are responsible for: • Fostering a positive and productive work environment free of harassment/discrimination; • Treating co-workers with respect; • Participating in the investigative process; • Participating in the education of all employees. REFERENCE DOCUMENTS * Canada Labour Code * Canadian Human Rights Code * Criminal Code * Privacy Act APPENDIX “J” December 12, 1998 Letter of COMPLAINT Understanding WHEREAS all pension and benefits issues of the kind described in Section 138 of the Canada Marine Act have been resolved, with the sole exception of the employee pension contribution issue; AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or WHEREAS the complaint process prior to filing an complaint should address their inquiry parties, without prejudice to their Human Resources representatives. For the comfort respective positions and interpretations, are desirous of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort settling this final issue without resorting to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.arbitration; THEREFORE IT IS AGREED AS FOLLOWS:

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, dismissal will be taken against individuals who have been found to have subjected subject others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. , The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-presidentPresident, Human Resources is responsible for: ⚫ Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing ⚫ appropriate corrective/disciplinary action or redress following an investigation into a complaint of harassment, when required ; ⚫ Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: ⚫ Ensuring that complaints are thoroughly investigated; ⚫ Recommending a course of action to responsible Vice-president President based on the results of the investigation. The Regional Vice-president President is responsible for: ⚫ Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page “I a)” The Supervisors/Managers are responsible for: ⚫ Keeping the workplace free of harassment; ⚫ Responding immediately to complaints and inappropriate behaviour; ⚫ Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: ⚫ Treating co-workers with respect; ⚫ Supporting co-workers when unacceptable behaviour is observed; ⚫ Participating in the investigative process when required. The Union Representatives are responsible for: ⚫ Fostering a positive and productive work environment free of harassment/discrimination; ⚫ Treating co-workers with respect; ⚫ Participating in the investigative process; ⚫ Participating in the education of all employees. REFERENCE DOCUMENTS Canada Labour Code Canadian Human Rights Code Criminal Code of Privacy Act APPENDIX “I COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior to filing an informal/formal complaint should address their inquiry to their Human Resources representatives. For the comfort of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-presidentPresident, Human Resources is responsible for: ⚫ Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and ⚫ Authorizing appropriate corrective/disciplinary action or redress following an investigation into a complaint of harassment, when required ; ⚫ Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: ⚫ Ensuring that complaints are thoroughly investigated; ⚫ Recommending a course of action to responsible Vice-president President based on the results of the investigation. The Regional Vice-president President is responsible for: ⚫ Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page “I” The Supervisors/Managers are responsible for: ⚫ Keeping the workplace free of harassment; ⚫ Responding immediately to complaints and inappropriate behaviour; ⚫ Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: ⚫ Treating co-workers with respect; ⚫ Supporting co-workers when unacceptable behaviour is observed; ⚫ Participating in the investigative process when required. The Union Representatives are responsible for: ⚫ Fostering a positive and productive work environment free of harassment/discrimination; ⚫ Treating co-workers with respect; ⚫ Participating in the investigative process; ⚫ Participating in the education of all employees. REFERENCE DOCUMENTS * Canada Labour Code * Canadian Human Rights Code * Criminal Code * Privacy Act APPENDIX “J” December 12, 1998 Letter of COMPLAINT Understanding WHEREAS all pension and benefits issues of the kind described in Section 138 of the Canada Marine Act have been resolved, with the sole exception of the employee pension contribution issue; AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or WHEREAS the complaint process prior to filing an complaint should address their inquiry parties, without prejudice to their Human Resources representatives. For the comfort respective positions and interpretations, are desirous of any employee, the Corporation will arrange for a neutral office outside of the employee’s work location and/or outside the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort settling this final issue without resorting to advise the respondent immediately of the disapproval of, or unease with, conduct and REQUEST that it stops NOTE: The complainant may also inform the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassment, the employee may file his complaint directly to the office of the Vice-president Human Resources. of COOPERATE at all times during the investigation process. The complainant may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY to the allegations verbally or in writing, as appropriate. DISCUSS the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation or response when required. COOPERATE at all times during the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.arbitration; THEREFORE IT IS AGREED AS FOLLOWS:

Disciplinary Measures. Should a complaint be upheld as the result of an investigation, appropriate disciplinary action, up to and including dismissal, will be taken against individuals who have been found to have subjected others to harassment. The severity of the discipline will be established based on the nature of the events and the results of the investigation. The decision to take disciplinary measures will be made by the responsible Manager, in consultation with the Human Resources Services and the Union. DIVISION OF RESPONSIBILITIES The Vice-president, Human Resources is Resourcesis responsible for: Designating the person responsible to conduct investigative work in relation to complaints received under this directive; and Authorizing appropriate action or redress following an investigation into a complaint of harassment, when required ; Receiving grievances from complainants and/or respondents who wish to appeal the results of a decision made following an investigation into a complaint of harassment. The Regional Human Resources Services Manager is responsible for: Ensuring that complaints are thoroughly investigated; Recommending a course of action to responsible Vice-president based on the results of the investigation. The Regional Vice-president is responsible for: Rendering decisions with respect to harassment complaints, in consultation with the Human Resources Services. of APPENDIX "E Page The are responsible for: Keeping the workplace free of harassment; Responding immediately to complaints and inappropriate behaviour; Participating in the investigative process and, based on the findings of the investigation recommending a course of action to Human Resources Services. The employees are responsible for: Treating co-workers with respect; Supporting co-workers when unacceptable behaviour is observed; Participating in the investigative process when required. The Union Representatives are responsible for: Fostering a positive and productive work environment free of Treating co-workers with respect; Participating in the investigative process; Participating in the education of all employees. REFERENCE DOCUMENTS J Canada Labour Code Canadian Human Rights Code Criminal Code Privacy Act In the event of COMPLAINT AND INVESTIGATION PROCESS Any employee requiring information concerning this policy and/or the complaint process prior closure by the Authority of the Cornwall Corporate facility, it is hereby and agreed between the Authority and the National Automobile, and General Workers Union of Canada that the Authority will hundred and twenty days notice to filing an complaint should address their inquiry the union of the to their Human Resources representatives. the facility with that, where are transferred from the Cornwall facility to another location, the retain such positions and be employees whose are may be by the Authority to any vacant or newly created position within the Authority, subject to the provisions the other collective that the relocated to other be paid removal per the relocation that the and the union meet to resolve conditions integration at the new of reassignment and other specific Signed in Cornwall day of For the comfort of any employee, the Corporation will arrange for a neutral office outside Authority I APPENDIX all pension and benefits issues of the employee’s work location and/or outside kind described in of CanadaMarine have been resolved, with the Human Resources offices at the employee’s request. FILING A COMPLAINT The COMPLAINANT is to: I- MAKE every reasonable effort to advise the respondent immediately of the disapproval of, or unease with, conduct employee pension AND the are desirous positions and REQUEST that it stops NOTEwithout prejudice their of without to THEREFORE AGREED AS FOLLOWS: The complainant may also inform current formula for pension March and apply the respondent in writing, either through a hand-delivered letter or a post-delivered letter, describing the offensive behaviour and requesting that it stops. The complainant may solicit assistance from a Human Resources representative, a union representative and/or any other person of choosing, if is uncomfortable dealing with the respondent. MAINTAIN a written record of incidents including: e dates e times e nature of the behaviour names of witnesses (if any) e locations and impact of the harassment on the complainant If the situation persist, FILE an informal complaint by speaking to the respondent’s or to the Human Resources staff. If the supervisor is the respondent, SPEAK to the supervisor’s superior or ADDRESS the issue with the Human Resources staff. If the offensive behaviour continues, FILE a formal complaint in writing to the respondent’s or to the Human Resources staff or, if the nature of the behavior is sexual harassmentevent that, the employee may file his complaint directly be changed, then at the set out in after to the office the levels the meet to plan which be amended subject to what follows. for or amendment of the Vice-president Human Resources. in of COOPERATE at all times during some additional employee contribution in item above, it made in that the investigation process. The complainant may choose then the the to be assisted or represented during this process by a fellow employee, a union representative any other person shall to in the and of h r choosing CONSULT at any time with the local Human Resources manager or his designate. The RESPONDENT is to: REPLY spute to the allegations verbally or in writing, as appropriate. DISCUSS will the situation when requested to do so with or the Human Resources staff. PROVIDE written documentation of and binding the pension it by will in effect to which event of any di the of the the or response when required. COOPERATE at all times during or the investigation process. The respondent may choose to be assisted or represented during this process by a fellow employee, a union representative any other person of choosing. Consult at any time with the local Human Resources manager or his designate.Union APPENDIX "I" TRANSFERS I. DEVELOPMENT OF A UNIVERSAL CLASSIFICATION AND COMPENSATIONPLAN