Common use of Employment Equity Programs Clause in Contracts

Employment Equity Programs. During current negotiations, 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 Corporation 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 Chrysler Canada Ltd. 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 Chrysler Canada Ltd. 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 Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.

Employment Equity Programs. During current negotiations, 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 are represented in our hourly workforce, the Corporation 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 Chrysler Canada Ltd. Inc. 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 Chrysler Canada Ltd. by year end 1998Inc. . 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 Chrysler workforce. workforce • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.(c08)

Employment Equity Programs. During current negotiations, 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 are represented in our hourly workforce, the Corporation 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 Chrysler Canada Ltd. Inc. 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 Chrysler Canada Ltd. by year end 1998. Inc. This plan will include the following: 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-pre- apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.program.(c08)

Employment Equity Programs. During current negotiations, 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 are represented in our hourly workforce, the Corporation 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 Chrysler Canada Ltd. Inc. 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 Chrysler Canada Ltd. by year end 1998. Inc. 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 Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.(c08)

Employment Equity Programs. During current negotiations, 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 are represented in our hourly workforce, the Corporation 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 Chrysler Canada Ltd. Inc. 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 Chrysler Canada Ltd. by year end 1998. Inc. 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 Chrysler workforce. •  an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.(c08)

Employment Equity Programs. During current negotiations, 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 are represented in our hourly workforce, the Corporation 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 Chrysler Canada Ltd. Inc. 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 Chrysler Canada Ltd. by year end 1998Inc. . 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 Chrysler workforce. • workforce  an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.(c08)

Employment Equity Programs. During current negotiations, 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 are represented in our hourly workforce, the Corporation 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 Chrysler FCA Canada Ltd. Inc. 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 Unifor bargaining units at Chrysler FCA Canada Ltd. by year end 1998. Inc. 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-pre- apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce. FCA Canada Inc. workforce • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.

Employment Equity Programs. During current negotiations, 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 Corporation 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 Chrysler Canada Ltd. 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 Chrysler Canada Ltd. 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 Chrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement.