Common use of Employee Advocate Clause in Contracts

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 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-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 who have experienced a concern in the workplace can be supported at each 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. Concerns not resolved in a mutually satisfactory manner through the formal panel may then be referred to the next stage of the Concern Resolution Process, the Magna Hotline. Concerns involving termination are referred directly to this stage. Magna employees are also welcome to contact the Hotline directly with their concerns, if they choose, rather than requesting a formal panel at the Division level. The right of Magna employees to call the Hotline is guaranteed by the Employees’ Charter and the National Agreement. While the right of an employee to call the Hotline at any time is guaranteed, Magna and Unifor encourage all employees to exhaust plant-level options (including the informal open door policy, and the formal hearings undertaken by the Fairness Committee) before calling the Hotline, in order to resolve issues at the division covered level. The Hotline service maintains confidentiality of all calls, unless otherwise authorized by this Agreement will the employee with the concern. Hotline callers who wish to remain anonymous may do so, although certain matters – for legal and practical reasons – cannot be represented investigated on an anonymous basis. The Hotline service is operated by individuals employed by the Company, who operate independent of all operations (Division and Group). The Hotline shall review any matter referred to it by a Magna-CAW Employee Advocate (“Employee Advocate”). There shall be one full-time Employee Advocate per plant unless otherwise agreed upon concerned employee or by the Employee Relations Review Committee (“ERRC”). In facilities with less than 150 employeesGM of a facility, provided such matter is referred or appealed within the Employee Advocate shall also perform his or her normal production duties when not engaged in duties relating to the Employee Advocate roleapplicable time limits. 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 role of the Employee Advocate is to ensure that Hotline includes the following duties: To be an advocate of the Employee’s Charter and, where applicable, the FFA and the National Agreement are consistently followed and applied in a fair manner. In carrying out this duty, To promote 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 internal resolution of the concern shall shift from the Employee or group of Employees to the Employee Advocateemployee concerns To ensure that employees are treated fairly, 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 in accordance with the Employee’s Charter, the Framework of Fairness Division’s policies and this Agreement as a guide to achieving these goals. d. Ensure that employees receive “due process” procedures, 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 National Agreement. The Employee Advocate may perform various additional duties with the approval of the CAW and Magna.

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 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 EA is to ensure that the Employee’s Charter and the Agreement Agreements are consistently followed and applied in a fair manner. In carrying out this duty, EAs shall be selected via the following consultative approach: The Employee Advocate position shall be posted on the bulletin board for five (5) consecutive working days. Any seniority employee with three (3) or more years of service with the Company may apply for the Employee Advocate shall: a. Support Employees in seeking resolutions 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. 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. All qualified candidates will be submitted to a FC Panel, consisting of four bargaining unit members, three of whom will conduct interviews and rank all qualified candidates according to a mutually agreed upon checklist. The FC Panel will give their concerns through interview checklists with scores to the open door process fourth member of the FC Panel who will tally the scores together. 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 Unifor (the “Unifor AP”). The Unifor AP shall conduct interviews of the candidates and select the candidate who best meets the qualifications and expectations of the position. In new facilities, the Unifor 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 concern has been addressed by the Hotlineprocedure described above. Should a matter The temporary Employee Advocate shall be appealed beyond the Hotline, the responsibility for pursuing resolution appointed from one of the concern first ten (10) employees hired at the new division. The FC Panel shall shift from be convened to conduct the interviews within six (6) months of appointment of the temporary Employee or group of Employees to Advocate. Once an Employee Advocate is appointed, training shall be provided by Magna and Unifor. 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, who at that pointcommencing 18 months following the first evaluation survey, or sooner if mutually agreed upon by the parties. 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 have the additional responsibility of pursuing the matter on behalf only be removed by secret ballot vote 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 bargaining unit employees. The Unifor AP shall make the division more competitive, consistent with decision as to whether extenuating circumstances exist that warrant the Statement retention or removal of Principles in this Agreementan Employee Advocate. The An Employee Advocate may perform various additional duties with who resigns or is otherwise removed from his position shall be placed in the approval 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 in 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 CAW and Magnaavailable work.