Common use of Employee Advocate Selection Clause in Contracts

Employee Advocate Selection. The Employee Advocate shall be selected via the following consultative approach: a. The Employee Advocate position shall be posted on the bulletin board for five (5) consecutive working days. b. Any seniority employee with three (3) or more years of service with the Company may apply for the Employee Advocate position by completing a “Job Posting Response” form and submitting it to the Fairness Committee (“FC”) Facilitator. After five (5) full working days, the posting will be removed from the bulletin board. c. The FC Facilitator shall ensure that all applicants meet the minimum requirement of three years Magna service. Any exceptions to this three-year length of service requirement shall be addressed on a case-by-case basis, upon agreement of the parties. d. Four randomly selected bargaining unit members of the FC will form a selection panel (the “FC Panel”), three of whom will conduct interviews and rank all qualified candidates according to a mutually agreed upon checklist. The FC Panel will give their interview checklists with scores to the fourth member of the FC Panel who will tally the scores together. e. The FC member who conducted the tally shall send the combined scores of the top three (3) candidates, along with the interview checklists, to the Assistant to the President of the CAW (the “CAW AP”). The CAW AP shall conduct interviews of the candidates and select the candidate who best meets the qualifications and expectations of the position. f. In new facilities, the CAW AP shall appoint a temporary Employee Advocate until such time as a FC Panel can be established and convened to conduct Employee Advocate interviews in accordance with the procedure described above. The temporary Employee Advocate shall be appointed from one of the first ten (10) employees hired at the new division. The FC Panel shall be convened to conduct the interviews within six (6) months of appointment of the temporary Employee Advocate. g. Once an Employee Advocate is appointed, training shall be provided by Magna and the CAW, and the Employee Advocate will be provided with a suitably furnished office to carry out his or her duties. h. An Employee Advocate evaluation survey shall be completed during the first 18 months following the Employee Advocate’s initial appointment and each 36 months thereafter. A secret ballot vote on the Employee Advocate’s performance shall be completed each 36 months, commencing 18 months following the first evaluation survey, or sooner if mutually agreed upon by the parties. i. Except in extenuating circumstances, such as a failure to perform his duties or a breach of confidentiality or ethics, once appointed the Employee Advocate shall only be removed by secret ballot vote of the bargaining unit employees. The CAW AP shall make the decision as to whether extenuating circumstances exist that warrant the retention or removal of an Employee Advocate. j. An Employee Advocate who resigns or is otherwise removed from his position shall be placed in the classification to which he was assigned at the time he commenced the Employee Advocate role, provided he has the seniority to hold the classification. He will first be placed on an open job in the classification and if there is no open job, he will displace the least senior employee provided he is capable of performing the available work.

Employee Advocate Selection. The Employee Advocate shall be selected via the following consultative approach: a. : The Employee Advocate position shall be posted on the bulletin board for five (5) consecutive working days. b. . Any seniority employee with three (3) or more years of service with the Company may apply for the Employee Advocate position by completing a “Job Posting Response” form and submitting it to the Fairness Committee (“FC”) Facilitator. After five (5) full working days, the posting will be removed from the bulletin board. c. . The FC Facilitator shall ensure that all applicants meet the minimum requirement of three years Magna service. Any exceptions to this three-year length of service requirement shall be addressed on a case-by-case basis, upon agreement of the parties. d. . Four randomly selected bargaining unit members of the FC will form a selection panel (the “FC Panel”), three of whom will conduct interviews and rank all qualified candidates according to a mutually agreed upon checklist. The FC Panel will give their interview checklists with scores to the fourth member of the FC Panel who will tally the scores together. e. . The FC member who conducted the tally shall send the combined scores of the top three (3) candidates, along with the interview checklists, to the Assistant to the President of the CAW (the “CAW AP”). The CAW AP shall conduct interviews of the candidates and select the candidate who best meets the qualifications and expectations of the position. f. . In new facilities, the CAW AP shall appoint a temporary Employee Advocate until such time as a FC Panel can be established and convened to conduct Employee Advocate interviews in accordance with the procedure described above. The temporary Employee Advocate shall be appointed from one of the first ten (10) employees hired at the new division. The FC Panel shall be convened to conduct the interviews within six (6) months of appointment of the temporary Employee Advocate. g. . Once an Employee Advocate is appointed, training shall be provided by Magna and the CAW, and the Employee Advocate will be provided with a suitably furnished office to carry out his or her duties. h. . An Employee Advocate evaluation survey shall be completed during the first 18 months following the Employee Advocate’s initial appointment and each 36 months thereafter. A secret ballot vote on the Employee Advocate’s performance shall be completed each 36 months, commencing 18 months following the first evaluation survey, or sooner if mutually agreed upon by the parties. i. . Except in extenuating circumstances, such as a failure to perform his duties or a breach of confidentiality or ethics, once appointed the Employee Advocate shall only be removed by secret ballot vote of the bargaining unit employees. The CAW AP shall make the decision as to whether extenuating circumstances exist that warrant the retention or removal of an Employee Advocate. j. . An Employee Advocate who resigns or is otherwise removed from his position shall be placed in the classification to which he was assigned at the time he commenced the Employee Advocate role, provided he has the seniority to hold the classification. He will first be placed on an open job in the classification and if there is no open job, he will displace the least senior employee provided he is capable of performing the available work.