Common use of Probationary Employees Work Performance Clause in Contracts

Probationary Employees Work Performance. During the 2008 round of bargaining, discussions took place regarding the evaluation of CAW employees while in their probationary period. It was agreed that the Company would conduct two evaluations as outlined in Policy 6-R. If it is determined that the employees’ employment with the Company is to be terminated, the Union will be provided copies of the evaluation forms to support the decision to terminate. The union accepts that the company has met it obligations under the Collective Agreement on Union representation and on fair and impartial investigation if this process is followed. I trust this is an accurate reflection of our discussions. Yours truly, Xxxx Xxxxxx Director Human Resources April 23, 2008 Dear Xx. Xxxxx During negotiations we discussed the leave provisions in the various collective agreements represented by your local. It was the position of the company that the existing leave provisions did not need to be adjusted in order for an employee to take a leave of absence in the event of an emergency. This letter is to confirm that no employee will be unjustly denied leave when requested due to an emergency. I trust this reflects our discussions. Sincerely, Xxxx Xxxxxx Director of Human Resources April 23, 2008 Mr. Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx RE: Human Rights During the 2008 round of bargaining the company and union discussed the process to follow in the event a human rights complaint could not be resolved at an informal level. In the discussions it was agreed that a process would be developed to investigate formal complaints through the use of a third party. It is anticipated that the third party will be selected through an RFP process and that the President of CAW Local 103 will participate in the selection of the mutually agreeable third party provider. During these discussions it was also agreed that any investigation done by the third party investigator would meet the company’s obligations under the respective collective agreements’ investigation language. Should discipline be assessed as a result of the investigation the union shall have the right to grieve the discipline in accordance with the collective agreement. The parties further agreed to meet following negotiations to ensure the implementation of a mutually agreeable process by September 1, 2008. I trust this accurately reflects our discussions. Sincerely, Xxxxx Xxxxxxxxxx President April 22, 2008

Probationary Employees Work Performance. During the 2008 round of bargaining, discussions took place regarding the evaluation of CAW employees while in their probationary period. It was agreed that the Company would conduct two evaluations as outlined in Policy 6-R. If it is determined that the employees’ employment with the Company is to be terminated, the Union will be provided copies of the evaluation forms to support the decision to terminate. The union accepts that the company has met it obligations under the Collective Agreement on Union representation and on fair and impartial investigation if this process is followed. I trust this is an accurate reflection of our discussions. Yours truly, Xxxx Xxxxxx Director Human Resources April 23, 2008 Mr. Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx During negotiations we discussed the leave provisions in the various collective agreements represented by your local. It was the position of the company that the existing leave provisions did not need to be adjusted in order for an employee to take a leave of absence in the event of an emergency. This letter is to confirm that no employee will be unjustly denied leave when requested due to an emergency. I trust this reflects our discussions. Sincerely, Xxxx Xxxxxx Director of Human Resources April 23, 2008 Mr. Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx RE: Human Rights During the 2008 round of bargaining the company and union discussed the process to follow in the event a human rights complaint could not be resolved at an informal level. In the discussions it was agreed that a process would be developed to investigate formal complaints through the use of a third party. It is anticipated that the third party will be selected through an RFP process and that the President of CAW Local 103 will participate in the selection of the mutually agreeable third party provider. During these discussions it was also agreed that any investigation done by the third party investigator would meet the company’s obligations under the respective collective agreements’ investigation language. Should discipline be assessed as a result of the investigation the union shall have the right to grieve the discipline in accordance with the collective agreement. The parties further agreed to meet following negotiations to ensure the implementation of a mutually agreeable process by September 1, 2008. I trust this accurately reflects our discussions. Sincerely, Xxxxx Xxxxxxxxxx President Letter of Understanding April 22, 2008

Probationary Employees Work Performance. During the 2008 round of bargaining, discussions took place regarding the evaluation of CAW UNIFOR employees while in their probationary period. It was agreed that the Company would conduct two evaluations as outlined in Policy 6-R. If it is determined that the employees’ employment with the Company is to be terminated, the Union will be provided copies of the evaluation forms to support the decision to terminate. The union accepts that the company has met it obligations under the Collective Agreement on Union representation and on fair and impartial investigation if this process is followed. I trust this is an accurate reflection of our discussions. Yours truly, Xxxx Xxxxxx Director Human Resources April 23, 2008 Leave Provisions Dear Xx. Xxxxx During negotiations we discussed the leave provisions in the various collective agreements represented by your local. It was the position of the company that the existing leave provisions did not need to be adjusted in order for an employee to take a leave of absence in the event of an emergency. This letter is to confirm that no employee will be unjustly denied leave when requested due to an emergency. I trust this reflects our discussions. Sincerely, Xxxx Xxxxxx Director of Human Resources April 23, 2008 Human Rights Mr. Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx RE: Human Rights During the 2008 round of bargaining the company and union discussed the process to follow in the event a human rights complaint could not be resolved at an informal level. In the discussions it was agreed that a process would be developed to investigate formal complaints through the use of a third party. It is anticipated that the third party will be selected through an RFP process and that the President of CAW UNIFOR Local 103 will participate in the selection of the mutually agreeable third party provider. During these discussions it was also agreed that any investigation done by the third party investigator would meet the company’s obligations under the respective collective agreements’ investigation language. Should discipline be assessed as a result of the investigation the union shall have the right to grieve the discipline in accordance with the collective agreement. The parties further agreed to meet following negotiations to ensure the implementation of a mutually agreeable process by September 1, 2008. I trust this accurately reflects our discussions. Sincerely, Xxxxx Xxxxxxxxxx President April 22, 2008,

Probationary Employees Work Performance. During the 2008 round of bargaining, discussions took place regarding the evaluation of CAW employees while in their probationary period. It was agreed that the Company would conduct two evaluations as outlined in Policy 6-R. If it is determined that the employees’ employment with the Company is to be terminated, the Union will be provided copies of the evaluation forms to support the decision to terminate. The union accepts that the company has met it obligations under the Collective Agreement on Union representation and on fair and impartial investigation if this process is followed. I trust this is an accurate reflection of our discussions. Yours truly, Xxxx Xxxxxx Director Human Resources April 23, 2008 Leave Provisions Dear Xx. Xxxxx During negotiations we discussed the leave provisions in the various collective agreements represented by your local. It was the position of the company that the existing leave provisions did not need to be adjusted in order for an employee to take a leave of absence in the event of an emergency. This letter is to confirm that no employee will be unjustly denied leave when requested due to an emergency. I trust this reflects our discussions. Sincerely, Xxxx Xxxxxx Director of Human Resources April 23, 2008 Human Rights Mr. Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx RE: Human Rights During the 2008 round of bargaining the company and union discussed the process to follow in the event a human rights complaint could not be resolved at an informal level. In the discussions it was agreed that a process would be developed to investigate formal complaints through the use of a third party. It is anticipated that the third party will be selected through an RFP process and that the President of CAW Local 103 will participate in the selection of the mutually agreeable third party provider. During these discussions it was also agreed that any investigation done by the third party investigator would meet the company’s obligations under the respective collective agreements’ investigation language. Should discipline be assessed as a result of the investigation the union shall have the right to grieve the discipline in accordance with the collective agreement. The parties further agreed to meet following negotiations to ensure the implementation of a mutually agreeable process by September 1, 2008. I trust this accurately reflects our discussions. Sincerely, Xxxxx Xxxxxxxxxx President April 22, 20082008 Medical Forms-2008

Probationary Employees Work Performance. During the 2008 round of bargaining, discussions took place regarding the evaluation of CAW employees while in their probationary period. It was agreed that the Company would conduct two evaluations as outlined in Policy 6-R. If it is determined that the employees’ employment with the Company is to be terminated, the Union will be provided copies of the evaluation forms to support the decision to terminate. The union accepts that the company has met it obligations under the Collective Agreement on Union representation and on fair and impartial investigation if this process is followed. I trust this is an accurate reflection of our discussions. Yours truly, Xxxx Xxxxxx Director Human Resources April 2321, 2008 Mr.Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx During negotiations we discussed the leave provisions in the various collective agreements represented by your local. It was the position of the company that the existing leave provisions did not need to be adjusted in order for an employee to take a leave of absence in the event of an emergency. This letter is to confirm that no employee will be unjustly denied leave when requested due to an emergency. I trust this reflects our discussions. Sincerely, Xxxx Xxxxxx Director of Human Resources April 23, 2008 Mr. Xxxxx Xxxxx President CAW Local 103 Dear Xx. Xxxxx RE: Human Rights During the 2008 round of bargaining the company and union discussed the process to follow in the event a human rights complaint could not be resolved at an informal level. In the discussions it was agreed that a process would be developed to investigate formal complaints through the use of a third party. It is anticipated that the third party will be selected through an RFP process and that the President of CAW Local 103 will participate in the selection of the mutually agreeable third party provider. During these discussions it was also agreed that any investigation done by the third party investigator would meet the company’s obligations under the respective collective agreements’ investigation language. Should discipline be assessed as a result of the investigation the union shall have the right to grieve the discipline in accordance with the collective agreement. The parties further agreed to meet following negotiations to ensure the implementation of a mutually agreeable process by September 1, 2008. I trust this accurately reflects our discussions. Sincerely, Xxxxx Xxxxxxxxxx President Letter of Understanding April 22, 2008