Employee Advocate. Employees at each division covered by this Agreement will be represented by a Magna-CAW Employee Advocate (“Employee Advocate”). There shall be one full-time Employee Advocate per plant unless otherwise agreed upon by the Employee Relations Review Committee (“ERRC”). In facilities with less than 150 employees, the Employee Advocate shall also perform his or her normal production duties when not engaged in duties relating to the Employee Advocate role. The Employee Advocate’s area of responsibility will include all operations on all shifts. The Employee Advocate shall have preferred seniority for layoff and recall and will not be laid off while any constituents are working in the division. The duty of the Employee Advocate is to ensure that the Employee’s Charter and the Agreement are consistently followed and applied in a fair manner. In carrying out this duty, the Employee Advocate shall:
a. Support Employees in seeking resolutions to their concerns through the open door process until such time as the concern has been addressed by the Hotline. Should a matter be appealed beyond the Hotline, the responsibility for pursuing resolution of the concern shall shift from the Employee or group of Employees to the Employee Advocate, who at that point, shall have the additional responsibility of pursuing the matter on behalf of the Employee or group of Employees to the Concern Resolution Sub-Committee (“CR Sub-Committee”) and ERRC.
b. Promote communication and a positive work environment between management and employees and between employees and their co-workers.
c. Use the Employee’s Charter, the Framework of Fairness and this Agreement as a guide to achieving these goals.
d. Ensure that employees receive “due process” and are treated in a fair and consistent manner during the disciplinary process (including discharge).
e. Work with all parties to develop continuous improvement ideas to make the division more competitive, consistent with the Statement of Principles in this Agreement. The Employee Advocate may perform various additional duties with the approval of the CAW and Magna.
Employee Advocate. Employees at each Division, for which the CAW is the exclusive bargaining representative, will be represented by a CAW-Magna Employee Advocate (“EA”). The duty of the EA is to ensure that the Employee’s Charter, the FFA and the National Agreement are consistently followed and applied in a fair manner. In carrying out these duties the EA shall:
a. Support Employees in seeking resolutions to their concerns through the Open Door Process up to and including the Hotline step in the Concern Resolution Process. Should a matter be appealed beyond the Hotline, the responsibility for pursuing resolution of the concern shall shift from the Employee or group of Employees to the Employee Advocate, who at that point, shall have the additional responsibility of pursuing the matter on behalf of the Employee or group of Employees to the Concern Resolution Sub-Committee (“CRSC”) and ERRC.
b. Promote communication and a positive work environment between management and employees and between employees and their co-workers.
c. Use the Employee’s Charter and the Agreements as a guide to achieving these goals.
d. Ensure that employees receive “due process” and are treated in a fair and consistent manner during the disciplinary process (including discharge).
e. Work with all parties to develop continuous improvement ideas to make the division more competitive, consistent with the Statement of Principles in the National Agreement. There shall be one full-time EA per plant unless otherwise agreed upon by the ERRC. In facilities with less than 150 employees, the EA shall also perform his or her normal production duties when not engaged in duties relating to the EA role. The EA’s area of responsibility will include all operations on all shifts. The EA may perform additional functions with the approval of the Company and the Union.
Employee Advocate. Employees who have experienced a concern in the workplace can be supported at any stage of that process, if they choose, by their EA. For clarity, the role of the EA is one of facilitator, assisting an employee in getting their concern resolved. However, should a concern be pursued beyond the Hotline step in the Concern Resolution Process, the EA shall, at that point, act on behalf of the Union in a representative capacity to support an employee in achieving resolution of their concern.
Employee Advocate. The parties recognize that employees who are in an abusive or violent personal situation may prefer to raise or discuss the issue with a person who is known to them. The parties further recognize that victims of physical or emotional violence may not be aware of specialized resources that are available to them to address such issues. For these reasons, the parties agree to implement an Employee Advocate position in the workplace. The Advocate will meet with employees as required, discuss issues of violence or abuse with them and refer them to the Company's EAP services, or another appropriate service, as may be necessary. The Advocate is an unpaid position. The Union will provide all required training to the Employee Advocate. The Company will designate a manager to be the lead contact for the Employee Advocate and to work with the Advocate and to support the employees. The Employee Advocate will attempt to schedule all employee meetings in a manner that does not interfere with work responsibilities. If the Advocate must meet with an employee during a shift, both the Advocate and the employee must obtain prior approval from their respective supervisor. The Company will not unreasonably withhold consent and the Union will be responsible to pay the time for the Advocate and/or the employee. When it is possible and upon request, the Company will also provide access to a private office so that confidentiality can be maintained when an employee is meeting with the Employee Advocate. The Company and the Union will develop appropriate communications to inform employees about the advocacy role and contact numbers to reach the Advocate. The Company will grant leave to the Employee Advocate to participate in an initial 40-hour training program. The Company will also allow the Advocate to participate in annual training, to a maximum of three days. At least 30 days in advance, the Advocate will need to submit their request in writing to the Company. All training for the Advocate will be organized and paid for by the Union. The Employee Advocate must report incidents of workplace violence, bullying or harassment to management. WHEREAS pursuant to Order No. 10747-U of the Canada Industrial Relations Board issued on February 19, 2015, all bargaining unit employees of Swissport Canada Handling Inc. ("Swissport") working "above-the-wing" are required to be integrated into the bargaining unit covered by the collective agreement between the Company and the Union having a ter...
