Common use of Filing a Complaint Clause in Contracts

Filing a Complaint. (a) If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: - Request a stop of the unwanted behavior; - Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; - Document the events, complete with times, dates, location, witnesses, and details; - Report the incident to Supervisor / Union Representative. (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - Upon receipt of the complaint, the designated Company Representative / designated Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Regional Area Manager or designate and the Local Union President and/or Unit Chairperson or designates. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an any employee believes he/she has that they have been harassed and/or discriminated dis- criminated against on the basis of any prohibited ground grounds of discriminationdis- crimination, there are specific actions that may be taken to put a stop to it: - Request . First request a stop of the unwanted behavior; - behaviour. Inform the individual that is doing the alleged harassing or the discriminating discrimi- nating against you that the behavior behaviour is unwanted and unwelcome; - Document . It is advisable to document the events, complete with times, dates, location, witnesses, witnesses and details; - Report the incident to Supervisor / Union Representative. (b) However, . However it is also understood that some victims of discrimination or harassment are reluctant to confront con- front their harasser, alleged harasser or they may fear reprisalsreprisals from the al- leged harasser, lack of support from their work group, or disbelief by their Supervisor supervisor or others. In this event, The incident should be brought to the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - attention of your Supervisor and/or Committeeperson Upon receipt of the complaint, the designated Company Representative / designated Union Representative Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart coun- terpart and together they will then interview the employee and advise ad- vise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writingreduced to writing on a form devel- oped jointly by the Company and the Union. Properly completed copies of this complaint form will be forwarded to the Regional Area Human Resources Manager or designate and the Local Plant Chairperson. The Plant Chairperson and the Human Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union President and/or Unit Chairperson or designatesRepresentative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. Any time spent over regular working shifts will be paid at the ap- plicable premium rates and overtime will be tracked accordingly. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates begin. It may include interviewing the alleged harasser, witnesses and other persons per- sons named in the complaint. Any related documents may also be reviewed. (d) Resolution - . The Local Union President and joint investigators will then complete the Regional Area Manager or their designates will jointly (when possible) complete a report on the findings find- ings of the investigation. The Local Union President investigation and Regional Area a copy of the completed Incident Re- port will be forwarded to the Human Resources Manager or their designates and the Plant Chairperson who will jointly attempt to resolve the matter within ten (when possible10) make days of receipt of the Report in a determination on an appropriate resolution, and ensure the resolution manner that is fair and consistent with the intent of the Company and National UNIFOR Unifor policy regarding discrimination and harassment in the workplace. All communication with In the parties shall be collaborative in nature event the Human Resources Manager and shall not exclude either side from Plant Chairperson are unable to reach a consensus on a resolution to the processcomplaint, the Employer will issue a decision on the matter. At the conclusion of this step, the complaint, if unresolved, may be considered as a grievance for the complaint will be inserted into Step 3 purposes of the grievance procedure Grievance Procedure for resolutionreso- lution. In the event that the complaint is not resolved by the parties par- ties at Step 3 the 3rd step of the grievance procedure, Grievance Procedure it may be appealed to arbitrationarbitration in accordance with the provisions of the Collective Agreement. The parties agree that this procedure is an alternative complaint procedure and as such, such complaints should not be pursued pur- sued through both the grievance procedure Grievance Procedure and the Human Rights Complaint procedureProcedure. In addition the parties agree to educate em- ployees. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: - Request a stop of the unwanted behaviorbehaviour; - Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; - Document the events, complete with times, dates, location, witnesses, and details; - Report the incident to Supervisor / Union Representative. (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - Upon receipt of the complaint, the designated Company Representative / designated Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Regional Area Manager or designate and the Local Union President and/or Unit Chairperson or designates. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates designates, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) then complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR CAW policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an any employee believes he/she has that they have been harassed and/or discriminated against on the basis of any prohibited ground grounds of discrimination, there are specific actions that may be taken to put a stop to it: - Request . First request a stop of the unwanted behavior; - behaviour. Inform the individual that is doing the alleged harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; - Document . It is advisable to document the events, complete with times, dates, location, witnesses, witnesses and details; - Report the incident to Supervisor / Union Representative. (b) However, . However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, alleged harasser or they may fear reprisalsreprisals from the alleged harasser, lack of support from their work group, or disbelief by their Supervisor supervisor or others. In this event, The incident should be brought to the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - attention of your Supervisor and/or Committeeperson Upon receipt of the complaint, the designated Company Representative / designated Union Representative Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writingreduced to writing on a form developed jointly by the Company and the Union. Properly completed copies of this complaint form will be forwarded to the Regional Area Human Resources Manager or designate and the Local Plant Chairperson. The Plant Chairperson and the Human Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union President and/or Unit Chairperson or designatesRepresentative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, and or subjected to Violence in the Workplace, there are specific actions that may be taken to put a stop to it: - Request a stop of the unwanted behaviorbehaviour; - Inform the individual that is doing the harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; - Document the events, complete with times, dates, location, witnesses, and details; - Report the incident to Supervisor / Union Representative. (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - Upon receipt of the complaint, the designated Company Representative / designated Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Regional Area Manager Director, Human Resources or designate and the Local Union President and/or Unit Chairperson or designatesPresident. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director Director, Human Resources or their designates designates, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager Director, Human Resources or their designates will jointly (when possible) then complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates Director, Human Resources will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 2 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 2 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: - Request a stop of the unwanted behavior; - Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; - Document the events, complete with times, dates, location, witnesses, and details; - Report the incident to Supervisor / Union Representative. (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - Upon receipt of the complaint, the designated Company Representative / designated Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Regional Area Manager or designate and the Local Union President and/or Unit Chairperson or designates. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates designates, interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) then complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: - Request a stop of the unwanted behavior; - Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; - Document the events, complete with times, dates, location, witnesses, and details; - Report the incident to Supervisor / Union Representative. (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - Upon receipt of the complaint, the designated Company Representative / designated Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Regional Area Manager or designate and the Local Union President and/or Unit Chairperson or designates. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) then complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an employee believes he/she has that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: - Request . First, request a stop of the unwanted behavior; - behaviour. Inform the individual that is doing the harassing harass- ing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; - Document . It is advisable to document the events, complete with times, dates, locationlocations, witnesses, witnesses and details; - Report the incident to Supervisor / Union Representative. (b) . However, it is also understood that some victims of discrimination dis- crimination or harassment are reluctant to confront their harasser, harasser or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor Supervisor, Union Representative or others. In this event, the victim may seek assistance by reporting the incident directly to any Company official or Union Representative / Company Representative. (c) Investigation - . Page 10 Upon receipt of the complaint, the designated Supervisor, Company Representative / designated of- ficial or Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee complainant and advise the employee if them wheth- er the complaint can be resolved immediately or if the complaint com- plaint should be formalized in writing. Properly completed copies of this the complaint will be forwarded to the Regional Area Human Re- sources Manager or designate and the Local Plant Chairperson. The Plant Chairperson and the Human Resources Manager will then determine if the complaint requires a special in- vestigative team comprised of both a Management and Union President and/or Unit Chairperson or designatesRepresentative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be com- prised of at least one person of the same gender as the com- plainant. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents docu- ments may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.

Filing a Complaint. (a) If an any employee believes he/she has that they have been harassed and/or discriminated against on the basis of any prohibited ground grounds of discrimination, there are specific actions that may be taken to put a stop to it: - Request . First request a stop of the unwanted behavior; - behaviour. Inform the individual that is doing the alleged harassing or the discriminating against you that the behavior behaviour is unwanted and unwelcome; - Document . It is advisable to document the events, complete with times, dates, location, witnesses, witnesses and details; - Report the incident to Supervisor / Union Representative. (b) However, . However it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, alleged harasser or they may fear reprisalsreprisals from the alleged harasser, lack of support from their work group, or disbelief by their Supervisor supervisor or others. In this event, The incident should be brought to the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative. (c) Investigation - attention of your Supervisor and/or Committeeperson Upon receipt of the complaint, the designated Company Representative / designated Union Representative Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writingreduced to writing on a form developed jointly by the Company and the Union. Properly completed copies of this complaint form will be forwarded to the Regional Area Human Resources Manager or designate and the Local Plant Chairperson. The Plant Chairperson and the Human Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union President and/or Unit Chairperson or designatesRepresentative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. Any time spent over regular working shifts will be paid at the applicable premium rates and overtime will be tracked accordingly. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed. (d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved by the parties at Step 3 of the grievance procedure, it may be appealed to arbitration. The parties agree that this procedure is an alternative complaint procedure and as such, complaints should not be pursued through both the grievance procedure and the Human Rights Complaint procedure. The pursuit of frivolous allegations through the Human Rights Complaint Procedure has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. All documentation is to be secured in a location agreeable to all parties. All employees have the right to file a complaint with the Human Rights Commission and to seek redress under the Canadian Human Rights Code. The Company and the Union agree that changes may be made to this policy by mutual agreement.