Common use of Duty of Accommodation Clause in Contracts

Duty of Accommodation. During the negotiations the Company and the Union agreed to acknowledge their mutual obligations under the Ontario Human Rights Code towards employees with disabilities. This will be reflected in their practices related to returning and those employees who require accommodation of their specific needs. The parties agreed to accommodate such employees following the provisions of the Collective Agreement whenever possible. However, both Company and the Union recognize that in cases where the provisions of the Collective Agreement limit the employee’s rights under the Ontario Human Rights Code, they are required to accommodate the specific needs of the disabled employee. Yours very truly Manager, Human Resources International Corporation Canada Hind Chairperson Local Letter No. April Reissued: March Unit Chatham Plant EMPLOYEE TRAINING During the negotiations, the Union expressed concern in. regards to the thoroughness of training provided employees during application of Section of the Collective Agreement. Both parties agree that employee training is a key element required to achieve our common goal, that of customer satisfaction, As resolution to this concern the Company agrees that when the outgoing incumbent does the training the area Principal, or a more senior knowledgeable area employee or, the area Supervisor will periodically monitor the training to ensure thoroughness. If, as a result of such auditing, the quality of training is of concern, the matter will be referred to the area Manager for review and resolution. During the Negotiations, the Company and Union have agreed to set up a training committee consisting of two (2) Union representatives and two (2) Company representatives. The purpose of the committee would be to make recommendations regarding training requirements. Yours very truly, Manager, Human Resources Corporation Canada Letter No. March Hind Chairperson Local Unit Chatham Plant SUBJECT: PARKING FOR LOCAL Dear Hind: During the negotiations the Union and the Company agreed that the “West parking lot will be designated as only available for Local employees. This agreement is made with the understanding that the lot also contains some reserved parking for employees who are temporarily or permanently disabled. The number of disabled spots will vary according to the need. This agreement will be in effect as long as this “West lot is available for employee parking purposes. Yours truly, Manager Human Resources INTERNATIONAL HARVESTER CANADA Letter No. Revised August Xxxxxx Chairperson Local Unit Plant Dear SUBJECT: HUMAN RIGHTS The International Harvester Company and the United Automobile Workers of America have a well recognized tradition in support of Human Rights. During these Negotiations, our mutual posture on commitments not to discriminate because of race, colour, sex, age, handicap, political or religious affiliations, national origin and ancestry were discussed and reaffirmed. Further in this regard, recognition was given to the importance of increased communication and co-operative effort to encourage employees and grievance representatives to achieve prompt resolution of claims of denial of Human Rights. In this regard, a joint Human Rights Procedure has been established to develop an increased understanding of the issues, seek solutions to mutual problems, avoid external involvement in areas of mutual concern and to exchange information, expertise and advice. The intent of these understandings is to maximize adherence to the concept of Human Rights in all aspects of employment and to emphasize the contractual grievance procedure for relief of alleged violations of this principle. Yours very truly O. Manager, Human Resources INTERNATIONAL HARVESTER CANADA Letter No. Agreement: May Reprint: January Reissued: August Xxxxxx Chairperson Local Chatham Plant Dear SUBJECT: ABSENCE DUE TO CONFINEMENT IN JAIL During the current labor agreement negotiations the Union requested that the Company policy on absence due to confinement in jail be included in the Letters of Agreement. The Company agreed and the attached policy is so included in the Letters of Understanding. Yours very truly, O. Manager, Human Resources ABSENCE DUE TO CONFINEMENT IN JAIL (SALARIED NON-MANAGERIAL, HOURLY RATED AND PIECEWORK EMPLOYEES) L Introduction: In order to secure greater uniformity of administration at the Plant, the Company has established the following policy concerning absence because of in jail, This policy does not alter the existing responsibilities of the management of Company operations for the maintenance of efficiency, safe practices, and discipline. Accordingly the local management must determine the necessary discipline for offenses within the Company premises as well as for offenses which occur outside the Company premises, but directly involve employment relationships. (Example: An employee who assaults a fellow employee away from the Company premises over a dispute which arose out of their employment relationship.) Such discipline must be applied by the local management without regard to whether detention, charge, or trial by civil authorities is involved, or whether the individual is adjudged guilty or innocent, or is otherwise released by civil processes. Furthermore, if an employee commits an offense (even though it occurs away from the Company premises and does not otherwise directly involve the employment relationship) which results in his absence, and such absence or the circumstances surrounding such absence, culminates a record which when considered in its entirety justifies a disciplinary discharge of the employee. the following policy does not preclude such disciplinary discharge.

Duty of Accommodation. During the negotiations the Company and the Union agreed to acknowledge their mutual obligations under the Ontario Human Rights Code towards employees with disabilities. This will be reflected in their practices related to returning and maintaining those employees who require accommodation of their specific needs. The parties agreed to accommodate such employees following the provisions of the Collective Agreement whenever possible. However, both Company and the Union recognize that in cases where the provisions of the Collective Agreement limit the employee’s rights under the Ontario Human Rights Code, they are required to accommodate the specific needs of the disabled employee. Yours very truly Manager, Human Resources International Corporation Canada Hind Xx. Xxxx Chairperson Local Letter No. April Reissued5 Xxxxx Xxxxxxxx: March 1 Unit Chatham Plant EMPLOYEE TRAINING During the negotiations, the Union expressed concern in. in regards to the thoroughness of training provided employees during application of Section VII of the Collective Agreement. Both parties agree that employee training is a key element required to achieve our common goal, that of customer satisfaction, . As resolution to this concern the Company agrees that when the outgoing incumbent does the training the area Principal, or a more senior knowledgeable area employee or, the area Supervisor will periodically monitor the training to ensure thoroughness. If, as a result of such auditing, the quality of training is of concern, the matter will be referred to the area Manager for review and resolution. During the Negotiations, the Company and Union have agreed to set up a training committee consisting of two (2) Union representatives and two (2) Company representatives. The purpose of the committee would be to make recommendations regarding future training requirements. Yours very truly, Manager, Human Resources International Corporation Canada Letter No. 6 March Hind Xx. Xxxx Chairperson Local Unit Chatham Plant SUBJECT: PARKING FOR LOCAL Dear HindXx. Xxxx: During the negotiations the Union and the Company agreed that the “West Office” parking lot will be designated as only available for Local employees. This agreement is made with the understanding that the lot also contains some reserved parking for employees who are temporarily or permanently disabled. The number of disabled spots will vary according to the need. This agreement will be in effect as long as this “West Office” lot is available for employee parking purposes. Yours truly, Manager Human Resources INTERNATIONAL HARVESTER CANADA Letter No. 7 Revised August Xxxxxx Chairperson Mrs. Xxxxxxxxxxx Local UAW, Unit Plant Dear SUBJECT: HUMAN RIGHTS The International Harvester Company and the United Automobile Workers of America have a well recognized tradition in support of Human Rights. During these Negotiations, our mutual posture on commitments not to discriminate because of race, colour, sex, age, handicap, political or religious affiliations, national origin and ancestry were discussed and reaffirmed. Further in this regard, recognition was given to the importance of increased communication and co-operative effort to encourage employees and grievance representatives to achieve prompt resolution of claims of denial of Human Rights. In this regard, a joint Human Rights Procedure has been established to develop an increased understanding of the issues, seek solutions to mutual problems, avoid external involvement in areas of mutual concern and to exchange information, expertise and advice. The intent of these understandings is to maximize adherence to the concept of Human Rights in all aspects of employment and to emphasize the contractual grievance procedure for relief of alleged violations of this principle. Yours very truly O. Manager, Human Resources INTERNATIONAL HARVESTER CANADA Letter No. Agreement: May Reprint: January Reissued: August Xxxxxx Chairperson Local Chatham Plant Dear SUBJECT: ABSENCE DUE TO CONFINEMENT IN JAIL During the current labor agreement negotiations the Union requested that the Company policy on absence due to confinement in jail be included in the Letters of Agreement. The Company agreed and the attached policy is so included in the Letters of Understanding. Yours very truly, O. Manager, Human Resources ABSENCE DUE TO CONFINEMENT IN JAIL (SALARIED NON-MANAGERIAL, HOURLY RATED AND PIECEWORK EMPLOYEES) L Introduction: In order to secure greater uniformity of administration at the Plant, the Company has established the following policy concerning absence because of in jail, This policy does not alter the existing responsibilities of the management of Company operations for the maintenance of efficiency, safe practices, and discipline. Accordingly the local management must determine the necessary discipline for offenses within the Company premises as well as for offenses which occur outside the Company premises, but directly involve employment relationships. (Example: An employee who assaults a fellow employee away from the Company premises over a dispute which arose out of their employment relationship.) Such discipline must be applied by the local management without regard to whether detention, charge, or trial by civil authorities is involved, or whether the individual is adjudged guilty or innocent, or is otherwise released by civil processes. Furthermore, if an employee commits an offense (even though it occurs away from the Company premises and does not otherwise directly involve the employment relationship) which results in his absence, and such absence or the circumstances surrounding such absence, culminates a record which when considered in its entirety justifies a disciplinary discharge of the employee. the following policy does not preclude such disciplinary discharge.Mrs.

Duty of Accommodation. During the negotiations the Company and the Union agreed to acknowledge their mutual obligations under the Ontario Human Rights Code towards employees with disabilities. This will be reflected in their practices related to returning and those employees who require accommodation of their specific needs. The parties agreed to accommodate such employees following the provisions of the Collective Agreement whenever possible. However, both Company and the Union recognize that in cases where the provisions of the Collective Agreement limit the employee’s rights under the Ontario Human Rights Code, they are required to accommodate the specific needs of the disabled employee. Yours very truly Manager, Human Resources International Corporation Canada Hind Chairperson Local Letter No. April ReissuedXxxxx Xxxxxxxx: March Unit Chatham Plant EMPLOYEE TRAINING During the negotiations, the Union expressed concern in. regards to the thoroughness of training provided employees during application of Section of the Collective Agreement. Both parties agree that employee training is a key element required to achieve our common goal, that of customer satisfaction, As resolution to this concern the Company agrees that when the outgoing incumbent does the training the area Principal, or a more senior knowledgeable area employee or, the area Supervisor will periodically monitor the training to ensure thoroughness. If, as a result of such auditing, the quality of training is of concern, the matter will be referred to the area Manager for review and resolution. During the Negotiations, the Company and Union have agreed to set up a training committee consisting of two (2) Union representatives and two (2) Company representatives. The purpose of the committee would be to make recommendations regarding training requirements. Yours very truly, Manager, Human Resources Corporation Canada Letter No. March Hind Chairperson Local Unit Chatham Plant SUBJECT: PARKING FOR LOCAL Dear HindXxxx: During the negotiations the Union and the Company agreed that the “West parking lot will be designated as only available for Local employees. This agreement is made with the understanding that the lot also contains some reserved parking for employees who are temporarily or permanently disabled. The number of disabled spots will vary according to the need. This agreement will be in effect as long as this “West lot is available for employee parking purposes. Yours truly, Manager Human Resources INTERNATIONAL HARVESTER CANADA Letter No. Revised August Xxxxxx Chairperson Local Unit Plant Dear SUBJECT: HUMAN RIGHTS The International Harvester Company and the United Automobile Workers of America have a well recognized tradition in support of Human Rights. During these Negotiations, our mutual posture on commitments not to discriminate because of race, colour, sex, age, handicap, political or religious affiliations, national origin and ancestry were discussed and reaffirmed. Further in this regard, recognition was given to the importance of increased communication and co-operative effort to encourage employees and grievance representatives to achieve prompt resolution of claims of denial of Human Rights. In this regard, a joint Human Rights Procedure has been established to develop an increased understanding of the issues, seek solutions to mutual problems, avoid external involvement in areas of mutual concern and to exchange information, expertise and advice. The intent of these understandings is to maximize adherence to the concept of Human Rights in all aspects of employment and to emphasize the contractual grievance procedure for relief of alleged violations of this principle. Yours very truly O. Manager, Human Resources INTERNATIONAL HARVESTER CANADA Letter No. Agreement: May Reprint: January Reissued: August Xxxxxx Chairperson Local Chatham Plant Dear SUBJECT: ABSENCE DUE TO CONFINEMENT IN JAIL During the current labor agreement negotiations the Union requested that the Company policy on absence due to confinement in jail be included in the Letters of Agreement. The Company agreed and the attached policy is so included in the Letters of Understanding. Yours very truly, O. Manager, Human Resources ABSENCE DUE TO CONFINEMENT IN JAIL (SALARIED NON-MANAGERIAL, HOURLY RATED AND PIECEWORK EMPLOYEES) L Introduction: In order to secure greater uniformity of administration at the Plant, the Company has established the following policy concerning absence because of in jail, This policy does not alter the existing responsibilities of the management of Company operations for the maintenance of efficiency, safe practices, and discipline. Accordingly the local management must determine the necessary discipline for offenses within the Company premises as well as for offenses which occur outside the Company premises, but directly involve employment relationships. (Example: An employee who assaults a fellow employee away from the Company premises over a dispute which arose out of their employment relationship.) Such discipline must be applied by the local management without regard to whether detention, charge, or trial by civil authorities is involved, or whether the individual is adjudged guilty or innocent, or is otherwise released by civil processes. Furthermore, if an employee commits an offense (even though it occurs away from the Company premises and does not otherwise directly involve the employment relationship) which results in his absence, and such absence or the circumstances surrounding such absence, culminates a record which when considered in its entirety justifies a disciplinary discharge of the employee. the following policy does not preclude such disciplinary discharge.

Duty of Accommodation. During the negotiations the Company and the Union agreed to acknowledge their mutual obligations under the Ontario Human Rights Code towards employees with disabilities. This will be reflected in their practices related to returning and maintaining those employees who require accommodation of their specific needs. The parties agreed to accommodate such ‘employees following the provisions of the Collective Agreement whenever possible. However, both Company and the Union recognize that in cases where the provisions of the Collective Agreement limit the employee’s rights under the Ontario Human Rights Code, they are required to accommodate the specific needs of the disabled employee. Yours very truly Manager, Human Resources PLANT Richmond Street Ontario Phone 5 International Corporation Canada Hind Xx. Xxxx Chairperson Local Letter No. April Reissued5 Xxxxx Xxxxxxxx: March 1 Unit Chatham Plant EMPLOYEE TRAINING During the negotiations, the Union expressed concern in. in regards to the thoroughness of training provided employees during application of Section VII of the Collective Agreement. Both parties agree that employee training is a key element required to achieve our common goal, that of customer satisfaction, . As resolution to this concern the Company agrees that when the outgoing incumbent does the training the area Principal, or a more senior knowledgeable area employee or, the area Supervisor will periodically monitor the training to ensure thoroughness. If, as a result of such auditing, the quality of training is of concern, the matter will be referred to the area Manager for review and resolution. During the Negotiations, the Company and Union have agreed to set up a training committee consisting of two (2) Union representatives and two (2) Company representatives. The purpose of the committee would be to make recommendations regarding training requirements. Yours very truly, Manager, Human Resources Corporation PLANT Richmond Street Ontario I n Canada Letter n No. 6 March Hind Chairperson Local Unit Chatham Plant SUBJECT: PARKING FOR LOCAL Dear HindXx. Xxxx: During the negotiations the Union and the Company agreed that the “West Office” parking lot will be designated as only available for Local employees. This agreement is made with the understanding that the lot also contains some reserved parking for employees who are temporarily or permanently disabled. The number of disabled spots will vary according to the need. , This agreement will be in effect as long as this “West Office” lot is available for employee parking purposes. Yours truly, Manager Human Resources Street Phone 5 PLANT Ontario INTERNATIONAL HARVESTER CANADA Letter No. 7 Revised August Xxxxxx Chairperson Mrs. Xxxxxxxxxxx Local UAW, Unit C Plant Dear Mrs. SUBJECT: HUMAN RIGHTS The International Harvester Company and the United Automobile Workers of America have a well recognized tradition in support of Human Rights. During these Negotiations, our mutual posture on commitments not to discriminate because of race, colour, sex, age, handicap, political or religious affiliations, national origin and ancestry were discussed and reaffirmed. Further in this regard, recognition was given to the importance of increased communication and co-operative effort to encourage employees and grievance representatives to achieve prompt resolution of claims of denial of Human Rights. In this regard, a joint Human Rights Procedure has been established to develop an increased understanding of the issues, seek solutions to mutual problems, avoid external involvement in areas of mutual concern and to exchange information, expertise and advice. The intent of these understandings is to maximize adherence to the concept of Human Rights in all aspects of employment and to emphasize the contractual grievance procedure for relief of alleged violations of this principle. Yours very truly O. Manager, Human Resources Street PLANT Richmond Phone Ontario INTERNATIONAL HARVESTER CANADA Letter No. 8 Agreement: May Reprint: January Reissued: August Xxxxxx Mrs. Chairperson Local Chatham Plant UAW Xxxxx Dear SUBJECT: ABSENCE DUE TO CONFINEMENT IN JAIL During the current labor agreement negotiations the Union requested that the Company policy on absence due to confinement in jail be included in the Letters of Agreement. The Company agreed and the attached policy is so included in the Letters of Understanding. Yours very truly, O. Manager, Human Resources ABSENCE DUE TO CONFINEMENT IN JAIL (SALARIED NON-MANAGERIAL, HOURLY RATED AND PIECEWORK EMPLOYEES) L Introduction: In order to secure greater uniformity of administration at the Plant, the Company has established the following policy concerning absence because of in jail, This policy does not alter the existing responsibilities of the management of Company operations for the maintenance of efficiency, safe practices, and discipline. Accordingly the local management must determine the necessary discipline for offenses within the Company premises as well as for offenses which occur outside the Company premises, but directly involve employment relationships. (Example: An employee who assaults a fellow employee away from the Company premises over a dispute which arose out of their employment relationship.) Such discipline must be applied by the local management without regard to whether detention, charge, or trial by civil authorities is involved, or whether the individual is adjudged guilty or innocent, or is otherwise released by civil processes. Furthermore, if an employee commits an offense (even though it occurs away from the Company premises and does not otherwise directly involve the employment relationship) which results in his absence, and such absence or the circumstances surrounding such absence, culminates a record which when considered in its entirety justifies a disciplinary discharge of the employee. the following policy does not preclude such disciplinary discharge.Mrs.