Common use of PERFORMANCE RECOGNITION PROGRAMME Clause in Contracts

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made each year following the measurement year. The pay out will be based on communicated Kingston Works’ Key Performance Indicators and will be calculated as a percentage of the production and maintenance bargaining units weighted average rate and the end of the measurement year. The percentage pay out will be in the range of 0 to 6% dependent on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators. Yours very truly, Xxxxxxxx Xxxxxx Human Resources Leader 2015 Xxx. X. Simpson, President, United Steelworkers, Local 343, 0000 Xxxx Xxxxxxx Blvd, Unit #104 Kingston, Ontario K7K 6C7 Dear Xxx. Xxxxxxx:

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made each year following the measurement year. The pay out will be based on communicated Kingston Works’ Key Performance Indicators and will be calculated as a percentage of the production and maintenance bargaining units weighted average rate and the end of the measurement year. The percentage pay out will be in the range of 0 to 6% dependent on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators. Yours very truly, Xxxxxxxx Xxxxxx Xxxxx Xxxxxx, Human Resources Leader 2015 XxxManager 2009 Xx. X. SimpsonKelly, President, United Steelworkers, Local 343, 0000 Xxxx Xxxxxxx BlvdGreenridge Plaza, Unit #104 0-000 Xxxxxxxxxx Xxxxx Kingston, Ontario K7K 6C7 5V6 Dear XxxXx. XxxxxxxXxxxx:

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made each year following the measurement year. The pay out payout will be based on communicated Kingston Works’ Key Performance Indicators indicators and will be calculated as a percentage of the production and maintenance Security bargaining units weighted average rate and the end of the measurement year. The percentage pay out payout will be in the range of 0 to – 6% dependent on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators. Yours very truly, Xxxxxxxx Xxxxxx Xxxxx Xxxxxx, Human Resources Leader 2015 Xxx. Manager Mr. X. Simpson, President, United Steelworkers, Local 343, 0000 Xxxx Xxxxxxx BlvdXxxxxxxxx, Unit #104 KingstonChairman Security, Ontario K7K 6C7 Dear Xxx. Xxxxxxx:Police, Fire Professionals Of America Local 1962 Novelis Kingston Works Unit c/o P.O. Box 2000

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made each year following the measurement year. The pay out will be based on communicated Kingston Works’ Key Performance Indicators and will be calculated as a percentage of the production and maintenance bargaining units unit weighted average rate and as the end of the measurement year. The percentage pay out will be in the range of 0 to 6% dependent dependant on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators. Yours very truly, Xxxxxxxx Xxxxxx Xxxxx Xxxxxx, Human Resources Leader 2015 XxxManager 2009 Xx. X. SimpsonX. Xxxxx, President, United SteelworkersInternational Association of Machinists and Aerospace Workers, Local 343Lodge 54, 0000 Xxxx c/o X.X. Xxx 0000, Xxxxxxxx, Xxxxxxx Blvd, Unit #104 Kingston, Ontario K7K 6C7 X0X 0X0 Dear XxxXx. XxxxxxxXxxxx:

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme pro- gramme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made in February of each year following the measurement year. The pay out will be based on communicated Kingston Works’ Key Performance Indicators performance against communicated objectives and will be calculated as a percentage of the production and maintenance bargaining units weighted average rate and the end as at December of the measurement meas- urement year. The percentage pay out will be in the range of 0 to 6% dependent depending on plant performance. , with expected performance resulting in a payment of Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary pro- bationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision It is made by understood that the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme programme shall not be paid out to terminated during the bargaining unit members notwithstanding of the fact that the bargaining unit members had achieved their Key Performance Indicatorscollective agreement. Yours very truly, Xxxxxxxx Xxxxxx X. Xxxxx, Human Resources Leader 2015 Xxx. X. Simpson, Manager President, United SteelworkersSteelworkers of America, Local 343Greenridge Plaza, 0000 Xxxx Xxxxxxx Blvd, Unit #104 Xxxxxxxxxx Drive Kingston, Ontario K7K 6C7 Dear Xxxresult of the introduction of technological change. Xxxxxxx:The parties agreed that technological change shall be defined as automation as the result of investment in equipment of such a nature as to adversely affect seven (7) or more of the employees in the bar- gaining unit through lay-off or demotion from their present job classi- fications or devaluation of their job classifications. In the event of a proposed introduction of technological change the Company will give the Union and employees directly affected by such change at least four (4) weeks notice of the change. In order to assist employees to properly adapt to the technological change, the Company agrees, whenever practicable, to introduce training pro- grams to be conducted by Company personnel or outside consultants. Such training shall be offered initially to those employees directly affected by the technological change. The parties agree that a trial period may be necessary to assess and observe the practicability of the technological change and that therefore, persons outside of the bar- gaining unit may be utilized during this period. involved will be re-evaluated without delay and the Company will make any new effective to the date the equipment is de-bugged and operational. Employees whose jobs are directly modified or eliminated as the result of the introduction of technological change shall be guaranteed their current rate of pay in any new job for a period of thirty-two (32) weeks thereafter, notwithstanding their demotion or transfer to a less- er paying job. Such wage retention shall cease to apply when an employee subject to wage retention refuses to accept promotion, recall or transfer to a job classification higher than that which he holds dur- ing the period of wage retention. In addition to the regular Union-Management meetings which are held on a monthly basis, and in line with the Company objective to improve the level and quality of communication with the work force, the Company proposes to meet regularly with the Union at quarterly intervals for the specific purpose of informing and updating the Union about Works and departmental plans and objectives relative to additions, changes or modifications to processes, equipment and buildings. Yours very truly, X. Xxxxx, Human Resources Manager President, United Steelworkers of America, Local Greenridge Plaza, Xxxxxxxxxx Drive Kingston, Ontario Dear

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made each year following the measurement year. The pay out payout will be based on communicated Kingston Works’ Key Performance Indicators indicators and will be calculated as a percentage of the production and maintenance Security bargaining units weighted average rate and the end of the measurement year. The percentage pay out payout will be in the range of 0 to – 6% dependent on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators. Yours very truly, Xxxxxxxx Xxxxxx Xxxxx Xxxxxx, Human Resources Leader 2015 XxxManager Xx. X. Simpson, President, United Steelworkers, Local 343, 0000 Xxxx Xxxxxxx BlvdWare, Unit #104 KingstonChairman Security, Ontario K7K 6C7 Police, Fire Professionals Of America Local 1962 Novelis Kingston Works Unit c/o P.O. Box 2000 Xxxxxxxx, XX X0X 0X0 Dear XxxXx. XxxxxxxXxxx: