Common use of REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES Clause in Contracts

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The Company has the exclusive right and power to manage the performance of the employees, in accordance with the Collective Agreement. The parties agree that, amongst other things, performance management requires an effective and reasonable performance management system that maximizes the potential and contribution of every employee. In achieving this objective, any performance management system will require clear job expectations and objectives, and ongoing feedback. The objective of the ongoing feedback and evaluation process will be to ensure that employees understand job expectations and receive ongoing feedback on their performance. The process will include reasonable measurements of employees’ performance and will be linked to business objectives and ultimately to customer service. Notice of changes in performance indicators impacting employees’ performance assessment will be provided to the union a minimum of 30 days in advance, and to employees a minimum of 15 days. During that period, the parties will have a meaningful discussion on changes to performance indicators. Appropriate and timely coaching and training will also be provided to employees to assist them on the path of being successful and to identify areas of improvement. There will be clear and reasonable opportunities to improve where an employee is not able to meet job expectations. The objective of the performance management process is to ensure that employees have the right skills and competencies to succeed in their current jobs. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx PROFILES MEMORANDUM OF AGREEMENT BETWEEN: XXXX CANADA AND UNIFOR

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The Company has the exclusive right and power to manage the performance of the employees, in accordance with the Collective Agreement. The parties agree that, amongst other things, performance management requires an effective and reasonable performance management system that maximizes the potential and contribution of every employee. In achieving this objective, any performance management system will require clear job expectations and objectives, and ongoing feedback. The objective of the ongoing feedback and evaluation process will be to ensure that employees understand job expectations and receive ongoing feedback on their performance. The process will include reasonable measurements of employees’ performance and will be linked to business objectives and ultimately to customer service. Notice of changes in performance indicators impacting employees’ performance assessment will be provided to the union a minimum of 30 days in advance, and to employees a minimum of 15 days. During that period, the parties will have a meaningful discussion on changes to performance indicators. Appropriate and timely coaching and training will also be provided to employees to assist them on the path of being successful and to identify areas of improvement. There will be clear and reasonable opportunities to improve where an employee is not able to meet job expectations. The objective of the performance management process is to ensure that employees have the right skills and competencies to succeed in their current jobs. Signed at Montréal this 19th day of April 2018. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxx PROFILES MEMORANDUM OF AGREEMENT BETWEEN: XXXX BELL CANADA AND UNIFOR

REPRESENTING CLERICAL AND ASSOCIATED EMPLOYEES. The Company has the exclusive right and power to manage the performance of the employees, in accordance with the Collective Agreement. The parties agree that, amongst other things, performance management requires an effective and reasonable performance management system that maximizes the potential and contribution of every employee. In achieving this objective, any performance management system will require clear job expectations and objectives, and ongoing feedback. The objective of the ongoing feedback and evaluation process will be to ensure that employees understand job expectations and receive ongoing feedback on their performance. The process will include reasonable measurements of employees’ performance and will be linked to business objectives and ultimately to customer service. Notice of changes in performance indicators impacting employees’ performance assessment will be provided to the union a minimum of 30 days in advance, and to employees a minimum of 15 days. During that period, the parties will have a meaningful discussion on changes to performance indicators. Appropriate and timely coaching and training will also be provided to employees to assist them on the path of being successful and to identify areas of improvement. There will be clear and reasonable opportunities to improve where an employee is not able to meet job expectations. The objective of the performance management process is to ensure that employees have the right skills and competencies to succeed in their current jobs. Signed at Montréal this 19th 26th day of April 2018September 2022. FOR THE COMPANY FOR THE UNION Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxx Xxxxxxx PROFILES MEMORANDUM OF AGREEMENT BETWEEN: XXXX BETWEEN BELL CANADA AND UNIFOR