Common use of - Employment Equity Program Clause in Contracts

- Employment Equity Program. The company and the union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the company and the union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities, and aboriginal persons throughout the workforce of Ford of Canada. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Ford of Canada by year end 1998. This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion, and training practices • goals and timetables for hiring the designated groups • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Ford workforce • an annual review procedure to monitor the progress of the program. The company has developed an Employment Equity Plan for the Federal Contractors Program. Elements of this Plan may form the basis for the new joint Employment Equity Plan when the parties are in agreement.

- Employment Equity Program. The company and the union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the company and the union agreed that they must increase special continue efforts aimed at achieving a representative number of women, members of visible minorities, persons with disabilities, and aboriginal persons peoples, while also seeking increased representation of other racialized groups throughout the workforce of Ford of Canada. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Ford of Canada by year end 1998. This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion, and training practices • goals and timetables for hiring the designated groups • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Ford workforce • an annual review procedure to monitor the progress of the program. The company has developed an Employment Equity Plan for the Federal Contractors Program. Elements of this Plan may form the basis for the new joint Employment Equity Plan when the parties are in agreement.

- Employment Equity Program. The company and the union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the company and the union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities, and aboriginal persons throughout the workforce of Ford of Canada. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Ford of Canada by year end 1998. This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion, and training practices • goals and timetables for hiring the designated groups • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Ford workforce • an annual review procedure to monitor the progress of the program. The company has developed an Employment Equity Plan for the Federal Contractors Program. Elements of this Plan may form the basis for the new joint Employment Equity Plan when the parties are in agreement. APPENDIX R‌ 1. It is the intention that appeals shall normally be heard in the order of date of appeal to the work standards arbitrator. However, where the union and the company are agreed that it is desirable that a particular appeal should be expedited and heard ahead of its turn, or that a particular appeal should be deferred, then the particular appeal shall be heard out of turn accordingly. Xx. X. Dias National President Unifor 000 Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. Xxxx: 2. The work standards arbitrator shall start to hear the appeal within 30 days of the date upon which he/she receives notice of his/her appointment, unless otherwise arranged. As you are aware, during the 2016 negotiations, the parties renegotiated the Job Security and Work Ownership provisions of the Collective Agreement (Appendix T). As we discussed, certain elements of our business plan documented in Appendix T are considered to be confidential, and consequently, we agreed not to publish the document in its entirety in the Collective Agreement. Certain elements of the understanding do not contain confidential information and may be required by the parties when dealing with related issues. Attached to this letter is an abridged version of Appendix T which excludes the confidential information. This letter and the attachment will be published in the Collective Agreement booklet for reference by the parties Yours very truly, FORD MOTOR COMPANY OF CANADA, Limited Vice President, Human Resources Over the years the company and the union have regularly addressed worker concerns over income and job security. Recognizing that employment levels will fluctuate with changes in the marketplace, the parties have negotiated programs to provide workers and their families with a measure of income security unparalleled in Canadian industry. Further, recognizing that longer-term employment levels will be affected by in-plant changes in technology and the in-plant organization of work, the parties have negotiated programs to encourage attrition and thereby prevent or limit potential layoffs. During the 1990 negotiations, a milestone agreement on Job and Income Protection Program was reached by the company and the CAW which was intended to limit and prevent layoffs. The Agreement established a workable procedure to deal with the extensive structural change occurring in the industry at that time, and which clearly has continued to date. In 2016 the company and the union focused on the challenges that a fiercely competitive global marketplace present and the impact of reduced market share and overcapacity on individual workers, their families, and the communities in which we operate. Of critical importance to the union during these negotiations was the concept of "work ownership", defined as protection against the outsourcing of work which has been performed on a historical basis in a quality and efficient manner at reasonable cost. From a Unifor perspective, work ownership was described as a principle intended to be consistent with on-going changes in the workplace. The company indicated that changes in technology and organization of work would continue to be required to assure Ford can be competitive and retain its position as one of the industry leaders in Canada. In addition, the parties discussed concerns about the impact various forms of corporate restructuring, e.g., business units or joint ventures, might have on employees. The company confirmed that although various alternatives have been reviewed, there presently are no plans for change in business structure of Unifor- represented operations. Further, the company agreed that any such change that is decided on and implemented during the life of this Collective Agreement would be accomplished in a manner consistent with the work ownership and community employment levels provisions of this agreement. In keeping with the work ownership concept, the company advised the union that it will not outsource any major operations during the life of the Agreement unless otherwise agreed to by the parties. In addition, the company commits there will be no reduction in community1 employment levels as a result of outsourcing during the term of this Agreement. Plans for each of the four communities were reviewed by the company with the union.