Common use of Employee Relations Review Committee Clause in Contracts

Employee Relations Review Committee. A joint Employee Relations Review Committee (“ERRC”) will be established. The ERRC shall consist of three Company and three Union representatives. Union representatives shall be designated by the National CAW, and shall include an Assistant to the CAW National President (the “CAW AP”), the senior CAW National Representative assigned to service the Magna Local, and the President of the Magna Local. Company representatives shall include two representatives from the office of the Magna EVP, Global Human Resources and one Senior Operating Executive. The ERRC will meet at least quarterly (and additionally, as required) to review Magna’s financial and operational performance in Canada, and to discuss other relevant top-level issues related to investment, production, employment, technology, and the general state of labour relations. These quarterly meetings will serve as a forum for the Company and Union to discuss future goals and projects, including: • Reviewing the general labour-management relationship and operational issues, and providing recommendations in the spirit of continuous improvement, the Magna Employees’ Charter, and the Agreements. • Reviewing the ongoing health of the automotive business in Canada, North America, and globally, and implications for the supplier industry. • Participating in labour-management industry forums to recommend initiatives to enhance the success and competitiveness of the Canadian automotive industry, while maintaining or enhancing the job security of employees. • Reviewing the key operational metrics and measurables shared with employees at all CAW- represented Divisions. • Sustaining a commitment to make Magna a “learning organization” that continually strives to improve the quality of its products, the productivity of employees, and the quality of work life through ongoing education and training. • Creation of programs targeted at ensuring Magna remains competitive through continuous improvement initiatives, work-redesign, cost reduction, and other initiatives. • Specialized training for managers and union representatives for effectively implementing the principles of the Magna Employees’ Charter and the Agreements. • Working jointly to promote new investment and production opportunities. • Joint presentations to, and dialogue with, applicable government representatives on matters of importance to the Canadian automotive industry. The parties strongly believe that employee concerns are best resolved by those directly involved in such issues in the workplace and, as such, have structured the Concern Resolution Process to ensure employees and managers take accountability for resolving any concerns that may arise in their Division. The ERRC serves as a final internal resort in the Concern Resolution Process, in cases when a mutually satisfactory resolution of a workplace concern cannot be attained through the Open-Door Process, through a Fairness Committee hearing in the Division, or through reference to the Hotline.

Employee Relations Review Committee. A joint Employee Relations Review Committee (“ERRC”) will be established. The ERRC shall consist of three Company and three Union representatives. Union representatives shall be designated by the National CAWUnifor, and shall include an Assistant to the CAW Unifor National President (the “CAW Unifor AP”), the senior CAW Unifor National Representative assigned to service the Magna Local, and the President of the Magna Local. Company representatives shall include two representatives from the office of the Magna EVP, Global Human Resources and one Senior Operating Executive. The ERRC will meet at least quarterly (and additionally, as required) to review Magna’s financial and operational performance in Canada, and to discuss other relevant top-level issues related to investment, production, employment, technology, and the general state of labour relations. These quarterly meetings will serve as a forum for the Company and Union to discuss future goals and projects, including: •  Reviewing the general labour-management relationship and operational issues, and providing recommendations in the spirit of continuous improvement, the Magna Employees’ Charter, and the Agreements. •  Reviewing the ongoing health of the automotive business in Canada, North America, and globally, and implications for the supplier industry. •  Participating in labour-management industry forums to recommend initiatives to enhance the success and competitiveness of the Canadian automotive industry, while maintaining or enhancing the job security of employees. •  Reviewing the key operational metrics and measurables shared with employees at all CAW- Unifor-represented Divisions. •  Sustaining a commitment to make Magna a “learning organization” that continually strives to improve the quality of its products, the productivity of employees, and the quality of work life through ongoing education and training. •  Creation of programs targeted at ensuring Magna remains competitive through continuous improvement initiatives, work-redesign, cost reduction, and other initiatives. •  Specialized training for managers and union representatives for effectively implementing the principles of the Magna Employees’ Charter and the Agreements. •  Working jointly to promote new investment and production opportunities. •  Joint presentations to, and dialogue with, applicable government representatives on matters of importance to the Canadian automotive industry. The parties strongly believe that employee concerns are best resolved by those directly involved in such issues in the workplace and, as such, have structured the Concern Resolution Process to ensure employees and managers take accountability for resolving any concerns that may arise in their Division. The ERRC serves as a final internal resort in the Concern Resolution Process, in cases when a mutually satisfactory resolution of a workplace concern cannot be attained through the Open-Door Process, through a Fairness Committee hearing in the Division, or through reference to the Hotline.