INTERNATIONAL HARVESTER CANADA. Xxx. Xxxxxx Xxxxx Chairperson Local 35 UAW, IHC Unit Chatham Plant Dear Xxx. Xxxxx: During our 1981 Negotiations, the Union raised the question of the role of outside business consultants in International Harvester Company operations. Your particular concern has been the potential impact of consultant recommendations upon the contractual agreements that exist between the Company and the Union. The Company has advised you that business consultants will not assume any of the functions of management as set forth in the labour agreements, but will be utilized to review Company operations and make recommendations on improvements in systems, procedures, facilities etc. In the event management elects to implement a consultant recommendation and it can be foreseen that such implementation will affect the Union-Management relationship, the Company will meet with the Union to review the changes that will take place. The purpose of such review will be to assure that the Union has the opportunity to raise any claim of violation of the labour agreement which would occur through the introduction of a new system, procedure or facilities plan. X. X. Xxxxxx Manager JOV/sh Human Resources Mr. J. R. Hind Chairperson Local 35 CAW, Navistar Unit Chatham Plant Dear Mr. Hind In the past, the Pay Office has come to a mutual agreement with the employee concerned as to the amount and period for the correction of wage overpayments. Since there is possibility of disagreement, the Company agrees that the maximum of $30.00 per week will become the practice (unless the employee desires a larger deduction), until the full amount is repaid. During the 1998 negotiations, the subject of overpayment recovery and underpayment makeup was discussed. The Company and the Union agree that overpayments and underpayments will be addressed for a period of no more than the previous twelve (12) months from the date that the issue is identified Yours very truly,
INTERNATIONAL HARVESTER CANADA. Mrs. Xxxxxxxxxxx Local UAW, Unit Xxxxx Dear Mrs. January Reprint: Xxxxxxx Xxxxxxxx: August I, Attached is the most recent International Harvester’s Tuition Plan. The eligibility, schools, courses, refunds and administration procedures are outlined within, Yours very truly, Manager, Human Resources The Company will provide tuition to eligible employees who have paid for Company approved education received on a voluntary, off-hour basis. Eligibility An employee must be in time employment with the Company at the time of in an approved course and at completion of the course be regularly employed or in a layoff status. Employees discharged for cause or who voluntarily leave their employment with the Company while enrolled in a course are not eligible to receive refund payments. Employees d as co-operative students are not eligible for tuition refund except for evening courses taken during periods of active employment with the Company. by universities and colleges. may in the above courses in either credit or non-credit capacity as as a grade or certificate of satisfactory performance is awarded upon the co n of the course. An employee must select courses that are acceptable to the Company. Courses therefore meet one or more of the following conditions: Acceptable Courses
INTERNATIONAL HARVESTER CANADA. Mrs. Xxxxxxxxxxx Local UAW, Unit Dear Mrs. Xxxxxxx Xxxxxxxx: August In the past, the Pay Office has come to a mutual agreement with the employee concerned as to the amount and period for the correction of wage overpayments. Since there is possibility of disagreement, the Company agrees that the maximum of per week will become the practice (unless the employee desires a larger deduction), until the full amount is repaid. Yours very truly, Manager Human Resources Hind Chairperson Local February Unit Plant Dear Xx. Xxxx:
INTERNATIONAL HARVESTER CANADA. Xxx. Xxxxxx Xxxxx Chairperson Local 35 UAW, IHC Unit Chatham Plant Dear Xxx. Xxxxx: Attached is the most recent copy of International Harvester's Tuition Refund Plan. The eligibility, schools, courses, refunds and administration procedures are outlined within. X. X. Xxxxxx Manager, Human Resources
INTERNATIONAL HARVESTER CANADA. Xxx. Xxxxxx Xxxxx Chairperson Local 35 UAW. IHC Unit Chatham Plant Dear Xxx. Xxxxx: During the 1981 Contract negotiations, the Company agreed that it would continue its past practice of supplying information to Union Committeemen necessary for the proper investigation of employee grievances and complaints. It was further agreed that, in doing so, normal requests would be made through the Union Representative's immediate supervisor with disputes being referred to the Labour Relations Manager. JOV/sh X. X. Xxxxxx Manager Human Resources Xx. X. Hind, Revised: March 10, 1997 Chairperson, Revised: December 6, 1998 Local 35 CAW, Navistar Unit, Dear Mrs. Hind: During the 1981 Contract negotiations there was agreement that all questionnaires concerning the work content of a salaried employee will be directed to the management of the area rather than directed to the employees. During the 1997 Contract negotiations the above paragraph was discussed in light of a current competitive environment that is now more intense and volatile than at any other time in Navistar’s history. The parties agreed trust and cooperation is essential if the Chatham Truck Assembly Plant is to continue to be a major player in the manufacturing of trucks. In addition, the local management and Union also recognize no one knows as much about a job as the person doing it every day. For these reasons, both parties agreed it is in everyone’s best interest to remove barriers to employee input whenever possible. It is agreed that where ever possible users will be involved in process and or systems development as it pertains to the Chatham plant. Consequently, the parties hereby agree to discontinue the limitation outlined in the first paragraph of this letter. Yours very truly,
INTERNATIONAL HARVESTER CANADA. Xxx. X. X. Xxxxx Chairperson UAW, Local 35 Harvester Unit Dear Xxx. Xxxxx: February 25, 1985 This will serve to confirm that when vacation falls during a period of approved Leave of Absence, the vacation will be used to abut either the beginning or the end of the approved Leave of Absence, so that the employee may be extended benefit coverage for the vacation portion of the Leave of Absence. Yours very truly, J.J. Krete Manager Human Resources Mr. J. R. Hind August 1, 1983 Chairperson Revised: April 4, 1988 Local 35, C.A.W., Navistar Unit Revised: March 7, 1994 Chatham Plant Dear Mr. Hind:
INTERNATIONAL HARVESTER CANADA. Xxx. Xxxxxx Xxxxx Chairperson
INTERNATIONAL HARVESTER CANADA. PURPOSE: To give employees the opportunity to acquire additional skills and knowledge which are considered important for the employee's career without requiring the employee to incur an undue financial burden. The Company will provide tuition refund to eligible employees who have paid for Company approved education received on a voluntary, off-hour basis.
INTERNATIONAL HARVESTER CANADA. Letter No. SUBJECT: TUITION REFUND PLAN TUITION REFUND PLAN
INTERNATIONAL HARVESTER CANADA. PURPOSE: To give employees the opportunity to acquire additional skills and knowledge which are considered important for the employee's career without requiring the employee to incur an undue financial burden. POLICY:
