WELCOME TO VUTEQ CANADA INC

Transcription

VUTEQ CANADA INC. TEAM MEMBER HANDBOOK RECEIPT
Name: _______________________________________
I acknowledge receipt of my Vuteq Canada Team Member Handbook and have had
the opportunity to review it and ask questions.
I understand that this Handbook is meant to be a basic guide to Vuteq’s policies,
standards, guidelines, and procedures, and that more detailed information can be
obtained from the Human Resources Department. In addition, revisions can take
place from time to time and may eventually differ from the information in my
handbook, and that the policies, standards, guidelines, and procedures in place will
be retained in the Human Resources Department.
I also accept responsibility for contacting the Human Resources Department if I
need further explanation.
Print Name
Signature
Date
Please sign this form and return it to the Human Resources Department.
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WELCOME TO VUTEQ CANADA
It is our pleasure to welcome you as a team member to Vuteq. As a new team
member, you will soon realize that you are an integral part of the “Vuteq Team”.
Your qualifications, including your skills, experience, personal characteristics, and
potential for advancement, have led us to select you as an individual who will make
significant contributions for our mutual success.
Our success depends on the skill and commitment of all team members, in order to
provide our customers around the world with products that are superior in quality,
competitively priced, and delivered on time. We have a proud tradition of
achieving these goals, and with your help, this tradition will continue.
This handbook has been developed to communicate some of the expectations of our
team members and to outline the policies, programs and benefits available to
eligible team members. Team members should familiarize themselves with the
contents of this handbook as soon as possible, for it will answer many questions
about employment with Vuteq.
I hope that your experience here will be challenging, enjoyable and rewarding.
Again, welcome to Vuteq.
Ezio Andreola
President
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Handbook Index
ABSENCE FROM WORK ............................................................................................. 42
ACCESS TO PERSONNEL FILES ..................................................................... 17
ACCOMMODATION POLICY........................................................................... 59
ACRONYMS & TERMS ...................................................................................... 60
ALTERNATIVE RESULTS AND RESOLUTION .............................................................. 55
ATTENDANCE & PUNCTUALITY ................................................................... 42
BASIC WAGE RATE................................................................................................... 27
BENEFITS .................................................................................................................. 23
BEREAVEMENT LEAVE ............................................................................................. 40
CALL BACK .............................................................................................................. 28
COMMON LAW BENEFIT COVERAGE ........................................................................ 38
COMMUNICATION ............................................................................................ 58
COMPLAINT PROCEDURE .............................................................................. 49
CROSS TRAINING ...................................................................................................... 33
DISCIPLINE ISSUE ..................................................................................................... 49
DISCIPLINE .......................................................................................................... 48
DISCRIMINATION ...................................................................................................... 52
DRUG, SUBSTANCE & ALCOHOL ABUSE................................................................... 45
EARNED DAYS .......................................................................................................... 21
EDUCATION ENTITLEMENT ....................................................................................... 25
EMERGENCY CLOSINGS ............................................................................................ 36
EMERGENCY LEAVE ................................................................................................. 41
EMPLOYEE RELATIONS .................................................................................. 13
EMPLOYMENT APPLICATIONS ..................................................................... 19
EMPLOYMENT CATEGORIES ........................................................................ 16
EMPLOYMENT REFERENCE CHECKS ......................................................................... 17
EMPLOYMENT TERMINATION ..................................................................... 29
ENVIRONMENTAL POLICY ........................................................................................ 43
EQUAL EMPLOYMENT OPPORTUNITY ....................................................................... 13
FAMILY MEDICAL LEAVE ......................................................................................... 41
HANDBOOK INDEX ..................................................................................................... 4
HARASSMENT ........................................................................................................... 52
HEALTH & SAFETY ........................................................................................... 30
INTRODUCTORY STATEMENT .................................................................................... 10
JOB VACANCIES ........................................................................................................ 19
JURY DUTY ............................................................................................................... 39
KAIZEN COMMITMENT ................................................................................... 14
LATES ....................................................................................................................... 43
LAYOFF AND RECALL ............................................................................................... 37
LEADERSHIP PROGRAM ............................................................................................ 20
LIFE INSURANCE ....................................................................................................... 24
LIFE-THREATENING ILLNESS IN THE WORKPLACE.................................................... 51
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LIFTING .................................................................................................................... 51
LOCKERS .................................................................................................................. 18
LONG TERM DISABILITY........................................................................................... 24
LOST & FOUND ......................................................................................................... 36
MATERIAL HANDLING .............................................................................................. 50
MATERNITY/PARENTAL LEAVE ................................................................................ 39
MEDICAL/DENTAL/PRESCRIPTION EYEGLASSES INSURANCE ................................... 23
MODIFIED WORK (TEMPORARY PROGRAM) ............................................................. 31
NEW VEHICLE PURCHASE......................................................................................... 26
NON-PRODUCTION DAYS ......................................................................................... 22
ORGANIZATION DESCRIPTION....................................................................... 7
OTHER ISSUES .......................................................................................................... 49
OUTCOME ................................................................................................................. 56
OVERTIME HOURS .................................................................................................... 33
PAID VACATION ....................................................................................................... 21
PARKING................................................................................................................... 36
PAY CORRECTIONS ................................................................................................... 28
PAYROLL PERIOD ..................................................................................................... 27
PERFORMANCE EVALUATION ................................................................................... 19
PERSONAL APPEARANCE & UNIFORMS .................................................... 46
PERSONAL LEAVE OF ABSENCE ................................................................................ 39
PERSONAL TIME ....................................................................................................... 23
PERSONNEL DATA CHANGE ...................................................................................... 17
PHILOSOPHY ............................................................................................................. 52
PLANT ACCESS ......................................................................................................... 15
PRELIMINARY STEPS................................................................................................. 54
PRESCRIPTION EYEGLASSES/CONTACT LENSES ........................................................ 24
PRESCRIPTION SAFETY GLASSES .............................................................................. 24
PROBATIONARY PERIOD ................................................................................ 18
PUBLIC PAID HOLIDAYS ........................................................................................... 22
RECALL .................................................................................................................... 38
REFUSAL OF OVERTIME ............................................................................................ 34
REGISTERED SAVINGS PLAN/DEFERRED PROFIT SHARING PLAN.............................. 24
REST AND MEAL PERIODS ........................................................................................ 35
RETIREMENT ............................................................................................................ 25
RETURN OF PROPERTY.............................................................................................. 47
ROUND TABLE MEETINGS ........................................................................................ 58
SAFETY RULES & MATERIAL HANDLING ................................................. 50
SAFETY ................................................................................................................. 11
SEQUENTIAL ASSEMBLY AREAS OVERTIME ............................................................. 34
SEVERE WEATHER.................................................................................................... 43
SEXUAL HARASSMENT ............................................................................................. 52
SEXUAL HARASSMENT, GENERAL HARASSMENT &
ACCOMMODATION POLICY........................................................................... 52
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SHIFT PREMIUM ........................................................................................................ 28
SHORT TERM DISABILITY ......................................................................................... 24
SICK LEAVE .............................................................................................................. 39
SMOKING .................................................................................................................. 30
SOCIAL COMMITTEE ................................................................................................. 12
STACKING AND STORING .......................................................................................... 51
TEAM MEMBER COMMITTEE ....................................................................... 12
TEAM MEMBER CONDUCT & RULES .......................................................... 44
TEAM MEMBER HOLIDAYS & BENEFITS ................................................... 21
TEMPORARY LAYOFFS .............................................................................................. 37
TIMEKEEPING – PAYROLL ............................................................................. 27
TRANSFERS............................................................................................................... 20
TYPES OF LEAVE ............................................................................................... 39
UNAUTHORIZED ABSENCES ...................................................................................... 49
USE OF EQUIPMENT AND VEHICLES .......................................................................... 35
VOLUNTARY TIME AWAY, LAYOFFS & RECALLS .................................. 37
VOLUNTARY WORK.................................................................................................. 27
VUTEQ CANADA INC. TEAM MEMBER HANDBOOK RECEIPT .............. 1
VUTEQ CANADA INC.: OUR PROUD HERITAGE ........................................................... 7
VUTEQ NEWSLETTER ................................................................................................ 58
VUTEQ’S 25 YEAR TIMELINE ...................................................................................... 8
VUTEQ’S GLOBAL FOOTPRINT .................................................................................... 9
WELCOME TO VUTEQ CANADA ..................................................................... 3
WORK CONDITIONS & HOURS ...................................................................... 32
WORK SCHEDULES ................................................................................................... 32
WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEM (WHMIS) .............. 29
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ORGANIZATION DESCRIPTION
Vuteq Canada Inc.: Our Proud Heritage
Vuteq Canada Inc. is part of the Vuteq Corporation
family. Vuteq Corporation Japan, founded in 1965 by
Mr. Kozo Fukuda, started with three team members
supplying glass parts to Toyota. Presently, Vuteq
Corporation has more than 11,000 team members
worldwide.
The primary focus of our products is automotive parts,
including glass sub-assembly, fabrication of glass parts,
injection molding, and transportation of automotive
parts. In addition, Vuteq Corporation has diversified into other businesses such as
prefab housing parts, catering, service centers and logistics.
In 1987, Vuteq Corporation expanded in North America by establishing Vuteq USA
in Georgetown, Kentucky to supply Toyota. This was followed by a sister plant in
Illinois to supply Mitsubishi Motors of North America.
In 1988, Vuteq Canada Inc. was established to supply General Motors Automotive
with glass sub-assembly. Since the start of our production in 1989, we have added
interior door trim, package tray, and a variety of other automotive parts. In 1992, we
began to supply Toyota Canada for their interior door trim.
Over the years, we have continued to broaden and diversify our business. This is a
direct result of our close relationship with our customers, and our willingness to
service their needs. Since our establishment in 1988, we have had numerous plant
expansions, and added a second plant in 2007.
Vuteq Canada Inc. is determined to follow the example set by the Vuteq
Corporation, which is one of continued growth. This will be accomplished if we
follow the Vuteq motto, and always pursue our work “with passion and sincerity”.
We at Vuteq Canada Inc. welcome you to the Vuteq family. Through hard work,
cooperation and competitiveness, we feel that our futures will be secure.
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Vuteq’s 25 Year Timeline
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Vuteq’s Global Footprint
Since Vuteq’s founding in 1965, we have endeavored to serve as an indispensable
company to all of our customers. In response to those needs, there have been over
19 overseas operations in North America (including Vuteq Canada Inc.), Thailand,
Indonesia, China, Mongolia, and Argentina, all involved in manufacture, assembly
and delivery of automotive parts.
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Introductory Statement
This handbook is designed to acquaint you with Vuteq and to provide you with
information about working conditions, team member benefits, and some of the
policies affecting your employment. It is recommended, that as a new team
member, you read, understand, and comply with all provisions of this handbook. It
describes many of your responsibilities as a team member, and outlines the ongoing
changes developed and agreed upon by Vuteq and the Team Member Committee.
We at Vuteq value highly your contribution as a team member, and consequently,
one of our objectives is to provide you with a work environment that is conducive to
both personal and professional growth. Accordingly, the following terms set out the
employment relationship between Vuteq and its team members.
No team member handbook can anticipate every circumstance or question regarding
policy. As Vuteq continues to grow, the need may arise to change policies
described in this handbook.
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SAFETY
To provide a safe and healthful work environment for team members, customers,
and visitors, Vuteq will comply with the Occupational Health and Safety Act
(OHSA) and regulations of Ontario by establishing a workplace safety program,
which is a top priority for Vuteq. The Joint Health and Safety Committee, in
conjunction with Vuteq management, bear the responsibility
for implementing, administering, monitoring, and evaluating
the safety program. The success of this program depends on
the alertness and personal commitment of all team members
at Vuteq.
Vuteq provides information to team members about
workplace health and safety issues through regular internal
communication channels such as bulletin board postings,
memos, our company newsletter, training sessions, and
supervisor/team member dialogue. The Joint Health and
Safety Committee has been established to assist in these activities and to facilitate
effective communication between team members and management concerning
workplace safety and health issues.
Team members and supervisors will receive periodic workplace safety training.
This training covers potential health and safety hazards as well as safe work
practices and procedures to eliminate or minimize hazards.
Every team member is expected to obey health and safety rules and to exercise
caution in all work activities. Team members must immediately report any unsafe
work conditions to the appropriate supervisor or their safety representative. Team
members who violate safety standards, who cause hazardous or dangerous
situations, or who fail to report or even remedy such situations, may be subject to
disciplinary action, up to and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the
injury may appear, team members must immediately notify their supervisor and
complete the appropriate forms.
A list of Vuteq safety rules and material handling rules can be found under “Safety
Rules/Material Handling”.
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TEAM MEMBER COMMITTEE
The Team Member Committee represents all plant team members in matters to the
management team. The Team Member Committee responsibilities may include, but
are not restricted to, communicating plant concerns, communicating plant
improvement suggestions, representing team members at discipline meetings,
worker liaison with Joint Health and Safety Committee, and other related matters
for the continued improvement of Vuteq and the team member/management
relationship.
The Team Member Committee meets with management representatives as is
necessary to discuss outstanding issues brought forward by team members at Vuteq.
Social Committee
All Vuteq and contract team members are eligible to become members of the Social
Committee. As a member you will receive discounted rates at the many functions
that the Social Committee offers. Vuteq’s Social Committee also gives special gifts
for weddings and births. There are numerous draws held throughout the year where
Committee members’ names are entered into and have opportunities to win fabulous
prizes. In addition to the special gifts and draws, the Vuteq Social Committee
supports, and participates, in many community events and functions. In order for the
Social Committee to fund its activities, each member will agree to contribute $1.50
per pay for a minimum of 2 years.
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EMPLOYEE RELATIONS
Vuteq believes that the work conditions, wages and benefits it offers to its team
members are competitive with those offered by other employers in this area and in
this industry. If team members have concerns about work conditions or
compensation, they are strongly encouraged to voice those concerns openly and
directly to their supervisors or Team Member Committee.
Our experience has shown that when team members deal openly and directly with
supervisors, the work environment will thrive, communications will be clear, and
attitudes will be positive. We believe that Vuteq thoroughly demonstrates its
commitment to team members by responding effectively to team member concerns.
In an effort to protect and maintain direct employer/team member communication,
we will resist union organization, within applicable legal limits, and protect the right
of team members to speak for themselves.
Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all
individuals, employment decisions at Vuteq will be based on merit, qualifications,
and abilities in a fair, equitable and reasonable manner. Employment practices will
not be influenced or affected by an applicant’s or team member's sex, race, ancestry,
place of origin, religion, color, ethnic origin, citizenship, creed, age, record of
offences, marital status, family status, sexual orientation, same-sex partnership
status, handicap (including perceived handicap), mental or physical disability, and
receipt of public assistance.
Vuteq will make necessary accommodations subject to extenuating circumstances,
for qualified individuals with known disabilities.
This policy governs all aspects of employment, including selection, job assignment,
compensations, discipline, termination, and access to benefits and training.
Any team member with questions or concerns about any type of discrimination in
the workplace is encouraged to bring those issues to the attention of their immediate
supervisor/Team Member Committee and/or the Human Resources Department. It
is noted that team members can confidently raise concerns and make reports without
fear of reprisal. Anyone found to be engaging in any type of discrimination that is
contrary to the Vuteq Policy or the Ontario Human Rights Code (OHRC) will be
subject to disciplinary action up to and including termination of employment.
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KAIZEN COMMITMENT
In order to maintain competitiveness in the automotive industry, Vuteq commits
itself to the Kaizen program, which promotes continuous improvement within the
organization. Kaizen is a Japanese term for ‘continuous improvement’. Each year,
all team members are encouraged to submit 5 Kaizens, which lend themselves to the
ongoing development of Vuteq’s superior quality, efficiency, production, safety,
and cost management.
Team members may also participate in the annual Kaizen competition, where
groups of individuals team up to present ideas to our judging panel. Kaizen forms
are available at the Kaizen Station locations in each plant.
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Kaizen Form
Kaizen Station
Plant Access
Any team member not scheduled for work, but for any reason must enter the plant,
WILL report to the front office and then request permission from the appropriate
department supervisor before entering the plant area.
All visitors must report to the front office before entering either Plant 1 or Plant 2.
Upon completion of business in the plant area, all visitors and unscheduled Vuteq
team members, for safety reasons, will report back to the front office before leaving
Vuteq property.
Off shift plant access contact (519) 421-0011, extension 251.
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EMPLOYMENT CATEGORIES
It is the intent of Vuteq to clarify the definitions of employment classifications so
the team members understand their employment status and benefit eligibility. These
classifications do not guarantee employment for any specified period of time. Each
team member is governed by the provision of all provincial and federal employment
laws.
PERMANENT FULL-TIME team members are those who are not in a temporary or
probationary status and who are regularly scheduled to work Vuteq’s full-time
schedule. Generally, they are eligible for Vuteq’s benefit package, subject to the
terms, conditions, and limitations of each benefit program.
CONTRACT team members are those who are not in a temporary or probationary
status and who are regularly scheduled to work Vuteq’s full-time schedule. While
contract team members receive all legally mandated benefits, they are ineligible for
all of Vuteq’s other benefit programs.
PART-TIME team members are those who are not assigned to a temporary or
probationary status and who are scheduled to work less than forty (40) hours per
week. While they do receive all legally mandated benefits, they are ineligible for all
of Vuteq’s other benefit programs.
PROBATIONARY team members are those whose performance is being evaluated
to determine whether further employment in a specific position with Vuteq is
appropriate. Team members who satisfactorily complete the probationary period
will be notified of their new employment classification.
TEMPORARY team members are those that are hired as interim replacements, to
temporarily supplement the workforce, or to assist in the completion of a specific
project. Employment assignments in this category are of a limited duration.
Employment beyond any initially stated period does not in any way imply a change
in employment status. Temporary team members retain that status unless and until
notified of a change. While temporary team members receive all legally mandated
benefits, they are ineligible for all of Vuteq’s other benefit programs. Temporary
team members are not employees of Vuteq, but of respective agencies.
STUDENT team members are those that are hired to temporarily supplement the
work force. Student team members must be enrolled in a full time recognized
college or university program.
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ACCESS TO PERSONNEL FILES
Vuteq maintains a personnel file on each team member. The personnel file includes
such information as the team member’s job application, resume, records of training,
documentation of performance appraisals and other employment records.
Personnel files are the property of Vuteq, and access to the information they contain
is restricted. Generally, only supervisors and management personnel of Vuteq who
have a legitimate reason to review information in a file are allowed to do so.
Team members who wish to review their own file should contact the Human
Resources Department. With reasonable advanced notice, team members may
review their own personnel files in Vuteq’s offices in the presence of an individual
appointed by Vuteq to maintain the files.
Access to a team member file by a third party may be granted under certain
conditions. Permission may be granted with a release form signed by the team
member and sent to the Human Resources Department.
The release of any personnel file information will be done in accordance with the
prevailing privacy legislation.
Employment Reference Checks
To ensure that individuals who join Vuteq are well qualified and have a strong
potential to be productive and successful, it is the policy of Vuteq to check the
employment references of all applicants.
The Human Resources Department will respond to all reference check inquiries
from other employers. Responses to such inquiries will confirm only dates of
employment, wage rates, and position(s) held.
Personnel Data Change
It is the responsibility of each team member to promptly notify Vuteq of any
changes in personnel data. Personal mailing addresses, telephone numbers, number
and names of dependents, individuals to be contacted in the event of an emergency,
educational accomplishment, and other such status updates should be accurate and
current at all times.
For all permanent full time team members a change of address form needs to be sent
to Group Retirement Services so that RRSP/DPSP statements can be mailed to team
members directly. This form is located in the Human Resources Department.
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PROBATIONARY PERIOD
The probationary period is intended to give new team members the opportunity to
demonstrate their ability to achieve a satisfactory level of performance and to
determine whether the new position meets their expectations. Vuteq uses this
period to evaluate team member capabilities, work habits, and overall performance.
All new and rehired team members work on a probationary basis for three (3)
months after their date of hire with Vuteq.
Any significant absence will automatically extend a probationary period by the
length of the absence. If Vuteq determines that the designated probationary period
does not allow sufficient time to adequately evaluate the team member’s
performance, the probationary period may be extended for a further thirty (30)
working day period.
During the probationary period, new team members are eligible for those benefits
that are required by law. After becoming permanent full time or contract team
members, they may also be eligible for other Vuteq provided benefits, subject to the
terms and conditions of each benefits program. Team members should read the
information for each specific benefits program under “Team Member Holidays &
Benefits” for the details on eligibility requirements.
Upon satisfactory completion of the probationary period, the team member will
enter the appropriate employment classification.
Team members must have completed their probation period in order to participate in
any of the benefit plans of Vuteq.
Lockers
Lockers are provided for production team members for their personal use. Locks
will be supplied by Vuteq, as no personal locks may be used. A lock can be
obtained through the Human Resources Department.
Although Vuteq cannot be held responsible for any damage or theft, you should
report any losses to your supervisor or the Human Resources Department.
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EMPLOYMENT APPLICATIONS
Vuteq relies upon the accuracy of information contained in the employment
application, as well as the accuracy of other data presented throughout the hiring
process and employment. Any misrepresentations, falsification, or material
omissions in any of this information or data may result in Vuteq’s exclusion of the
individual from further consideration for employment or, if the person has already
been hired, termination of employment.
Performance Evaluation
Supervisors and team members are strongly encouraged to discuss job performance
and goals on an informal, day-to-day basis.
Additional formal performance reviews are conducted during the probationary
period, and when deemed necessary to provide both supervisors and team members
the opportunity to discuss job tasks, in order to identify and correct weaknesses,
encourage and recognize strengths, and discuss positive, purposeful approaches for
meeting goals. Further details can be obtained by consulting with your department
supervisor.
Job Vacancies
All Hourly Production Assembler vacancies will be posted when necessary on the
H. R. bulletin boards in both plants.
Should a job posting identify more than one qualified team member, a list of those
qualified team members will be recorded and become eligible in order of rank to fill
the next job posting, should it present itself within a six (6) month period from the
last posting.
Only original vacancies and one (1) secondary vacancy when necessary will be
posted. Other secondary vacancies will be filled at the discretion of management.
In the event of expansion and creation of new positions, there will be an opportunity
for existing team members to apply for those new positions.
When a department is closed and/or modified, including downsizing, all Vuteq team
members affected will be offered a new project position should they exist prior to
plant job postings. Skill and ability of those affected team members will govern
their placement at Vuteq.
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Applications will be accepted by team members who have been in their present
position for a minimum of six (6) months, or in the case of a team member moved at
management’s discretion, a six (6) week period must be completed.
The skill and ability to meet job requirements, qualifications relative to the job, past
work quality, attendance records for the past nine (9) months, and the effect upon
the vacated area will be the governing factors in filling the vacancy. Where these
things are equal, seniority will be the guiding factor.
The skill, ability, and qualification classes will take into account previous
department work experience by a team member for the vacant job position. The
previous department work experience will not be older than a one and a half (1½)
year period from the current job posting date AND there must be no major
departmental changes since the applicant worked in the job vacancy department.
The successful applicant will be subject to a probationary period of three (3) months
in the new position and will not be able to post again for a one (1) year period.
Should the successful applicant feel they are not suitable for the position, they may
return to their previous position as long as it still exists upon completing six (6)
weeks in the new position and before the probationary period of three (3) months
expire. Such a move will be considered a position move and further postings will
not be considered for a nine (9) month period.
Leadership Program
In order to fill leadership roles, Vuteq commits itself to selecting the most suitable
candidates internally, and then training those individuals so they are able to
effectively fulfill their responsibilities.
Vuteq and contract team members are encouraged to inquire regarding the
leadership program, and will subsequently be required to fill out all necessary
applications. See your Coordinator for any further inquiries.
Transfers
Vuteq retains its right to transfer team members if necessary.
Team members transferred at management’s discretion will be able to apply for jobs
posted after six (6) weeks at their new position.
Team members can apply for a transfer to another department by filling out a
transfer form and returning it to the Human Resources Department. This form will
be placed in a transfer file and kept for a six (6) month period and considered with
other candidates for open positions.
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TEAM MEMBER HOLIDAYS & BENEFITS
Benefit eligibility is dependent upon a variety of factors including team member
classification. Your Human Resources Department can identify the programs for
which you are eligible. A list of benefits is as follows:
Paid Vacation
Vacation time off with pay is available to eligible team members to provide
opportunities for rest, relaxation, and personal pursuits.
Because of our relationship with our customers, we must follow their vacation
schedule. The exact schedule will be announced as soon as it is made available.
For calculation purposes of vacation pay, July 1st to June 30th will be used.
Vacation schedule time will be January 1st to December 31st.
Vacation pay is calculated at a minimum of four percent (4%) of Vuteq paid wages
earned in the previous twelve (12) months of work. The following percentages will
apply once you have reached the following years of service.
Years of Service
0–9
10 – 14
15 – 19
20+
Vacation Pay %
4.0%
4.5%
5.0%
5.5%
Team members will earn the following vacation time, if hired within the past twelve
(12) months:
Month Hired
January, February, March
April, May, June
July – December
Number of Days
10
8
0
Earned Days
Upon the completion of one (1) full year (anniversary date of hire) of employment,
full-time Vuteq team members will earn one (1) earned day (8 hours) for each year
worked up to a maximum of ten (10) days total earned time. Scheduling of these
earned days will begin in January of each year following the anniversary date.
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For contract Vuteq team members, after one (1) full year of employment, the team
member will receive one (1) earned day per year, to be received the January
following the one (1) year anniversary.
Earned vacation days can be used at the team member’s discretion BUT must be
applied for in writing at least one week in advance and must have management’s
approval within forty-eight (48) hours. Earned time will be applied (if not prebooked) towards illness related absences where all paid sick entitlements are
depleted. Three (3) earned days may be broke up into hours if you are entitled.
Earned days, if unused in the calendar year, will be paid out the following January.
Public Paid Holidays
Team members will be paid straight time for the standard hours of work as
applicable for the following publicly recognized holidays:
New Year’s Day
Good Friday
Victoria Day
Canada Day
Family Day
Labour Day
Thanksgiving Day
Christmas Day
Boxing Day
Civic Holiday – if hire date is before August 1st (January 1st- July 31st) then the team
member will be entitled to this holiday.
If an eligible team member works on a recognized statutory holiday, they will
receive holiday pay plus premium wages at one and a half (1½) times their straight
time rate for the hours worked on the holiday, or be given the opportunity to take
the holiday on a customer floater day, within ninety (90) days of the holiday.
Non-Production Days
Eligible Vuteq team members will have a total of four (4) floater holidays.
All floater holidays MUST be used as part of the current Christmas holiday
shutdown period.
Any floater holidays exceeding the Christmas holiday shutdown period MUST be
put towards other customer scheduled non-production days as identified and agreed
upon by management and the Team Member Committee. All paid floater holidays
must be used in the calendar year.
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Team members requesting time away on a scheduled non-production day must use
their time, unless pre-booked, i.e.: earned time or personal time. In rare
circumstances where non-production days will exceed 1-2 weeks, management will
review alternate options available to team members.
Personal Time
New team members completing their probationary period before June 30th will earn
the full sixteen (16) hours for the year. New team members completing their
probationary period after July 1st will earn eight (8) hours for the year. Time may be
taken in hours or days. Personal time will be applied (if not pre-booked) towards
illness related absences where all paid sick entitlements are depleted.
Reasonable notification time must be given to your supervisor and approved before
taking any personal time.
Any unused personal time will be paid to the team members after December 31st
each year.
Benefits
Upon completion of the three (3) month probationary period, a full-time Vuteq team
member is entitled to company paid benefits.
Please refer to your Benefits Plan book with Great West Life/RBC, or contact the
Human Resources Department for any questions.
A Vuteq team member having a spouse who is also employed at Vuteq will be
entitled to co-benefits through our benefit plan. See the Human Resources
Department for further clarification.
Medical/Dental/Prescription Eyeglasses Insurance
Vuteq has arranged and is responsible for only paying the premium, or its portion
thereof, for the medical, dental, prescription eyeglass, life insurance, as well as short
and long term disability coverage by an independent insurance carrier. The
following benefits outline is only a guide to the coverage provided and that the
Vuteq agreement with the benefit provider governs the team member entitled. The
benefit agreement is available for review by contacting the Human Resources
Department.
23
Prescription Eyeglasses/Contact Lenses
Coverage up to $200.00 every two (2) years (two (2) years for adults and $100.00
per one (1) year for children) toward prescription/contact lenses only is available.
Team members are entitled up to a maximum of $75.00 coverage towards an eye
exam every two (2) years. Contact the Human Resources Department for further
details.
Prescription Safety Glasses
Coverage is for all eligible team members.
Department for further details.
Contact the Human Resources
Life Insurance
All eligible team members are covered by a life insurance policy. The benefit for
this coverage is equal to a team member’s straight time one year wage.
Short Term Disability
Vuteq has arranged for Short Term Disability (STD) coverage, which could pay at
66.67% of the team member’s income, for up to seventeen (17) weeks for eligible
team members through an independent insurance company. Please consult with the
Human Resources Department for further details.
Long Term Disability
Vuteq has Long Term Disability (LTD) insurance administered by an independent
insurance company which could begin payment upon the expiry of the Short Term
Disability (STD) claim for eligible team members.
Should a team member be eligible for LTD coverage, a position at Vuteq will be
kept open for two (2) years.
During this LTD coverage period, all company paid benefits will continue.
Other benefits such as Registered Retirement Savings Plan (RRSP) contributions,
Canada Savings bonds, etc., will continue at the team member’s choice and
expense.
Registered Savings Plan/Deferred Profit Sharing Plan
A group Registered Savings Plan (RSP) has been established for eligible team
members. Consult with the Human Resources Department for further details. Along
with this plan, Vuteq has a Deferred Profit Sharing Plan (DPSP) established. This
24
plan coincides with the RSP contributions a team member makes. The contributions
are determined on the amount a team member contributes along with their years of
service. All team members, whether or not they contribute to their RSP, will receive
two payments annually into the DPSP, on behalf of Vuteq. The contributions in the
DPSP will have a vesting period of two (2) years following their probation period.
If a team member leaves Vuteq before their two (2) year anniversary date
(anniversary date after successfully completing a probation period), they would not
be entitled to funds accumulated in this plan. Withdrawals from a team member’s
RRSP will only be possible on amounts over and above the maximum company
contribution being met. The annual DPSP contribution will continue whether there
is a withdrawal/no contributions into a team member’s RRSP or not.
For further details, please consult with the Human Resources Department.
Retirement
To be eligible for retirement benefits a team member’s years of service plus their
age must equal a minimum of 80 (exception for a team member who is sixty-five
(65) years of age or older).
The minimum age of a team member to receive retirement benefits must be fiftyfive (55) years old, whether the sum of their age plus years of service equals eighty
(80) or not.
Retirees who are sixty-five (65) years of age or older and have worked a minimum
of ten (10) years of service are still eligible for retirement benefits, where the sum of
their age and years of service equal less than eighty (80) but greater than seventyfive (75). For every year of service, this team member will be eligible for one (1)
month of benefits up to the maximum of twenty-four (24) months.
Education Entitlement
It is the policy of Vuteq to encourage and assist team members in their endeavor to
learn and develop skills and abilities, as it will improve their work and develop their
capacity to make a more valuable contribution to the affairs of the company.
Our program covers certified programs and courses which can be utilized within the
company. The courses may be related to the team member’s present job or to an
assignment which the team member seeks and are offered by a community college,
university, or business or technical college.
Full-time active team members who have been employed with Vuteq Canada for a
minimum of one (1) year are eligible to receive education assistance. To maintain
eligibility, team members must be on the payroll and be performing satisfactorily at
25
the beginning and completion of each course. In order to receive reimbursement,
team members must be actively employed.
Team members approved will be reimbursed for tuition, books and additional fees
according to the following grade schedule:
Passing Grade
A
B
C
D
Reimbursement %
100%
85%
75%
0%
Upon completion of each course, the books will become the property of Vuteq
Canada Inc.
Any request for education assistance must be pre-approved by the Department
Manager and the Human Resource Manager. Reimbursement will occur once all
the appropriate forms, including a grade report, have been submitted. See the
Human Resources Department for the appropriate forms and additional information.
Vuteq will grant the time away for approved course(s) during a team members
scheduled work time as follows:
a. Time taken will be recorded against “banked” personal time
OR
b. Time taken must be made up during the week if is required by making prior
arrangements with a Vuteq coordinator. All time being made up will be at
straight time rates.
New Vehicle Purchase
General Motors and Toyota Supplier Programs allow eligible participants to
purchase any new eligible General Motors or Toyota Vehicle at a discounted cost.
The only requirement is that you be a current full time Vuteq team member with a
current pay stub and Vuteq ID to prove eligibility.
If you have further questions, please speak with the Human Resources Department.
26
TIMEKEEPING – PAYROLL
Accurately recording time worked is the responsibility of every team member. The
law requires Vuteq to keep an accurate record of time worked in order to calculate
team member pay and benefits. Time worked is defined as all the time actually
spent on the job performing assigned duties.
Team members must familiarize themselves with the automated payroll system.
Should difficulties arise, please consult the Payroll Administrator in the Human
Resources Department.
Altering, falsifying, or tampering with time records, or recording time on another
team member’s time cards may result in disciplinary action up to and including
termination of employment.
Basic Wage Rate
A team member working a normal schedule will receive a basic wage, calculated by
multiplying the hours worked by the hourly rate less any withheld taxes, and agreed
upon deductions.
Payroll Period
Team members will be paid bi-weekly, and a deposit notice will be issued on the
Thursday after the end of the pay period.
The payroll period runs from the beginning of the Sunday shift to the end of the
Saturday shift, covering the basic workweek. Overtime compensation will be paid
in the payroll period it is earned.
Team members’ pay will be directly deposited into their bank accounts when they
provide written authorization to Vuteq.
Voluntary Work
Should there be work of a voluntary nature where a sub or team leader is involved
and they are not exercising their role of team or sub leader, the team member will be
compensated for all work performed at the appropriate base rate.
27
Shift Premium
Vuteq Canada Inc. will operate on a SWING SHIFT basis and the swing shift rate
of fifty cents ($0.50) will be paid for all hours worked other than when working the
day shift.
Shift
Day
Swing
Start of Shift
06:00 – 14:29
Anytime
Premium
$0.00
$0.50
Call Back
A team member called back to work, upon approval from the Department Manager,
shall be paid the greater of a minimum of two (2) hours at two (2) times their
regular hourly rate, or the actual hours worked at two (2) times their regular hours
worked.
Pay Corrections
Vuteq takes all reasonable steps to ensure that team members receive the correct
amount of pay and that team members are paid promptly on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, the team member
should promptly bring the discrepancy to the attention of their supervisor so that
corrections can be made as quickly as possible.
Once underpayments are identified, they will be corrected in the next regular pay, or
sooner if possible.
Overpayments will also be corrected in the next regular pay unless this represents a
burden to the team member (where there is a substantial amount owed). In that
case, Vuteq will attempt to arrange a schedule of repayments with the team member
to minimize the inconvenience to all involved.
28
EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any
organization, and many of the reasons for termination are routine. Below are
examples of some of the most common circumstances under which employment is
terminated:
RESIGNATION – employment termination initiated by a team member or by
company. Vuteq requires at least two weeks’ written resignation notice from all
team members to assist with appropriate termination documents and final pay
calculations.
DISCHARGE – employment termination initiated by Vuteq.
LAYOFF – involuntary employment termination initiated by the organization for
non-disciplinary reasons.
MEDICAL TERMINATION – employment termination initiated by the team
member or by Vuteq, subject to extenuating circumstances when a team member is
unable, for health reasons, to continue to work.
RETIREMENT – retirement from active employment status initiated by the team
member, or by the company, pursuant to company policy or company DPSP plan.
Vuteq will generally schedule exit interviews at the time of employment
termination. The exit interview will afford an opportunity to discuss such issues as
team member benefits, conversion privileges, or return of property owned by Vuteq.
Suggestions, complaints, and questions can also be voiced.
Workplace Hazardous Materials Information System (WHMIS)
The Workplace Hazardous Materials Information System (WHMIS) is Canada's
national hazard communication standard, whose key elements of the system are
cautionary labelling of containers of WHMIS ‘controlled products’.
29
HEALTH & SAFETY
 Vuteq and the Team Member Committee mutually agree to comply with the
provincial health and safety legislation and to maintain standards of health and
safety as well as prevent job related accidents, injury and illness.
 Recognizing its responsibilities under the applicable legislation, Vuteq will
establish a minimum Health and Safety Committee of four (4) representatives
with two (2) representatives selected by the Team Member Committee from
amongst the team member body and two (2) selected from and by management.
 Such Committee shall identify potential dangers and hazards, institute means of
improving health and safety programs, and recommend to Vuteq actions to be
taken to improve conditions related to workplace health and safety.
 Vuteq agrees to co-operate in providing necessary information to enable the
Health and Safety Committee to fulfill its functions.
 Meetings will be held at a minimum every third month or more frequently at the
call of the chair if required. The Committee shall maintain minutes of all
meetings and keep them available for review by Vuteq, or any authorized
government authority.
 Any representative appointed or selected by/from management shall serve for a
term of one (1) calendar year from the date of appointment which may be
renewed for further periods of one (1) year. Time off for such representative(s)
to attend meetings of the Health and Safety Committee in accordance with the
foregoing shall be granted and any representative(s) attending such meetings
during their regularly scheduled hours of work shall not lose regular earnings as
a result of such attendance.
 The Team Member Committee agrees to endeavor to obtain the full co-operation
of its membership in the observation of all rules and practices concerning the
facility operations and health and safety practices.
Smoking
Vuteq is committed to promoting and protecting the health, safety and welfare of all
team members by providing a safe and healthful work environment. In compliance
with the Smoke Free Ontario Act, S.O. 1994, c.10 smoking within Vuteq is
prohibited. Any person who contravenes this bylaw is guilty of an offence, and
upon conviction, is liable to a fine of not more than five thousand dollars
($5,000.00). This policy applies equally to all team members, customers and
visitors. Everyone is asked to be at a reasonable distance from all exit doors and use
the butt disposal cans provided on Vuteq property.
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Modified Work (Temporary Program)
It is Vuteq’s policy to make reasonable effort to provide suitable alternate
employment to a team member who is unable to perform his/her normal duties as a
consequence of injury or illness or who is on a scheduled disability program.
Each department will attempt to temporarily (normally not to exceed twelve (12)
weeks in duration) accommodate team members who CANNOT perform the
essential duties of their position. Where this is not possible, all other Vuteq
departments will co-operate in attempting to identify suitable alternate temporary
employment for the team member if possible.
Team members from the following areas will be involved to manage this temporary
Modified Work Program if so needed:







Team member
Health & Safety Coordinator
Supervisor/Production Coordinator
Team Member Committee Member (if requested)
Human Resources Assistant Manager (if required)
Treating Physician
Workplace Safety Insurance Board (where necessary)
All placements will be discussed and the above, if involved, will review any
issues/concerns using additional expert advice as required.
31
WORK CONDITIONS & HOURS
Work Schedules
Due to the unique relationship between Vute q and our customers’ specific needs,
our working hours must mimic their working hours, in order to meet the automotive
manufacturers’ schedules. When a change is necessary due to overtime, additional
shifts, weekend shifts, etc., every attempt will be made to notify all team members
as soon as possible. The following chart displays all possible departmental
shifts/hours of work:
Shift
Days
Times
07:00-16:00
07:00-17:00
06:45-15:15
06:50-15:10
07:00-15:30
Afternoons
14:45-23:15
14:50-23:10
15:15-23:45
16:30-01:00
(MonThur);
15:30-00:00
(Fri)
17:45-04:15
(MonThur);
16:45-01:15
(Fri)
22:45-07:15
22:50-07:10
23:00-07:30
Midnights
Departments
Production Office, Front Office, Warehouse Office
Human Resources Office
Paint Line, FROS
GMT Door trim, Instrument Panel
Glass, Toyota Assembly, Lexus Deckboard,
Tonneau Cover, Atobari, Female Vac, Small
Injection, Large Injection, Service Parts,
Die
Cutting, GM Bolsters
Paint Line
Small Injection, Large Injection
Glass, Atobari, Female Vac
Toyota Assembly
Paint Line
Small Injection, Large Injection
With this in mind, the normal straight-time workweek of forty (40) hours consisting
of five (5) days will be normally scheduled. The forty (40) hours per week may be
subject to a variance due to customer demands. Vuteq does not, however, guarantee
to provide work for either the daily or weekly hours as stated above.
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Team members will be ready to begin work at their workstation when the final start
buzzer sounds. Team members will leave their workstation only at the conclusion
of their scheduled shift when the final shift buzzer sounds.
Cross Training
Any team member moved by the company for cross training purposes will be
compensated at the appropriate job rate or overtime rate for all hours worked during
the cross training period.
Should a team member indicate their interest in pursuing an unpaid cross training
work period, every effort will be made to accommodate their request, taking into
consideration work load, position availability, timing and other pertinent factors.
Overtime Hours
When operating needs or customer demands cannot be met during regular working
hours, team members will be scheduled to work overtime hours. When possible,
advance notification of these required assignments will be provided. All overtime
assignments must receive the supervisor's prior authorization.
Overtime will be determined by area first. If more team members are required,
those team members taking overtime training courses for the affected department
will be asked to work the overtime FIRST. Any refusal to work overtime will be
recorded and will be considered as time worked for any further overtime being
called. Other related areas will be asked to work on a VOLUNTARY basis.
Refusal to work on a voluntary basis will not be held against the team member.
Supervisors will attempt to inform team members well in advance of any overtime
requirement. Notifications of overtime will be by the end of the second break. If
necessary, you may be asked to work with very little notice. In such a case, use of
the telephone will be allowed. However, a notation will be recorded that you were
asked to work.
All team members may not work more than their scheduled daily or weekly hours
without authorization from their supervisor. Overtime will be assigned equitably
among those team members having the required skills and abilities to perform the
necessary work.
Time off (Monday-Friday) for any reason will not be considered hours worked for
overtime purposes (excluding medical aids).
This includes paid time.
Compensatory time off is not available to any team member for work in excess of
regularly scheduled hours. Scheduled time for meal period does not count as time
worked.
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Your supervisor will record each opportunity for overtime in each pay period. This
record will include opportunities asked and refused.
All hourly paid team members will be paid at the premium rate of time and a half
(1½) for all hours worked in excess of eight (8) hours per day. This overtime
formula is subject to change should our customers adjust their work schedule and
hours.
All team members are expected to work up to eight (8) hours of overtime per week.
Up to three (3) emergency required overtimes per year may be necessary.
For work performed on a Saturday, forty (40) hours straight time must be completed
before overtime rates will apply. Calculation of forty (40) hours will include earned
day time, paid personal time, and paid bereavement time of eight (8) hours in the
day, and three (3) paid sick days.
Work performed on a Sunday will be calculated at the rate of two (2) times the team
member’s normal rate of pay for all hours worked.
Refusal of Overtime
All team members except the sequential assembly areas may refuse an overtime
request as follows:
 Two (2) times per pay period
 Have six (6) prearranged refusals per year (prearranged refusals must have one
(1) week notice, with the exception of doctors' appointments).
Refusals relating to work restrictions placed on a team member due to a Workplace
Safety Insurance Board (WSIB) claim or other medical condition will not be
considered a refusal of overtime. This must be supported by a doctor’s note or
WSIB note.
A team member working overtime hours exceeding forty-eight (48) in a week to a
maximum of sixty (60) hours in a week must have a Vuteq Overtime Agreement
signed and dated. These agreements are kept in the Human Resources Department.
Sequential Assembly Areas Overtime
Due to working conditions and customer demands, the sequential assembly area
team members do not have the privilege of overtime refusal, but will be allowed the
following:
34
 Twelve (12) prearranged refusals per year, with a maximum of three (3) per
quarter.
The only exception to this rule is when less than eight (8) hours of overtime is
worked in the current week or the possibility of a customer line shutdown. Vuteq
work areas supplying the sequential assembly areas must have sufficient stock
buildup to satisfy customer demands when overtime is required.
Rest and Meal Periods
Each workday, full-time team members are provided with two (2) rest periods of ten
(10) minutes in length. To the extent possible, rest periods will be provided in the
middle of work periods. Since this time is counted and paid as time worked, team
members must not be absent from their workstations beyond the allotted rest period
time.
In addition, all team members are provided with one (1) meal period of twenty (20)
or thirty (30) minutes depending on the work area. Team members will be relieved
of all active responsibilities and restrictions during meal periods and will not be
compensated for that time.
In overtime situations resulting in work more than seventy-five (75) minutes in
duration, a ten (10) minute break will occur. In overtime situations resulting in
work more than two (2) hours (one hundred and twenty (120) minutes) in duration,
a fifteen (15) minute break will occur. The taking of these breaks will be
determined by management at Vuteq.
Use of Equipment and Vehicles
Equipment and vehicles essential in accomplishing job duties are expensive and
may be difficult to replace. When using Vuteq property, team members are
expected to exercise care, perform required maintenance, and follow all operational
instructions, safety standards, and guidelines.
Please notify the supervisor if any equipment, machine, tool, or vehicle appears to
be damaged, defective, or in need of repair. Prompt reporting of damages, defects,
and the need for repairs could prevent deterioration of equipment and possibly
injury to team members or others. The supervisor can answer any questions about a
team member’s responsibility for maintenance and care of equipment or vehicles
used on the job.
The improper, careless, negligent, destructive, or unsafe use or operation of
equipment or vehicles, as well as excessive or avoidable traffic and parking
35
violations, can result in disciplinary action, up to and including termination of
employment.
Any fines and/or tickets received by a Vuteq team member as a result of the
operation of a Vuteq vehicle will be the responsibility of the team member receiving
the fine and/or ticket. Anyone operating a Vuteq motorized vehicle or equipment
must be properly trained, certified and hold a valid driver’s license as per company
policy.
Parking
All team members are required to park in designated parking spots when parking on
company property. Passenger vehicles are not permitted near truck loading docks,
in outdoor restricted areas, in contract parking spots, in visitor parking, or in
handicapped spots (unless otherwise permitted).
Lost & Found
If any lost articles are found, it is requested that they are brought to the Human
Resources Department. Upon the discovery of any lost articles, a notification will
be sent out to all Coordinators and they will relay the message to all team members,
and the proper owner can pick up their articles in the Human Resources Office.
Emergency Closings
At times, emergencies beyond the control of the company will disrupt company
operations. These circumstances may require the closing of a work facility. In the
event that such an emergency occurs during nonworking hours, the local radio
station will be asked to broadcast the notification of the closing.
When the decision to close is made AFTER the workday has begun, team members
will receive official notification from their immediate supervisor. In these
situations, time off from scheduled work will be paid. When the decision to close is
made BEFORE the workday has begun, time off from scheduled work will be
unpaid. However, with supervisory approval, team members may use available paid
leave time, such as unused earned days or personal time. Team members in
essential operations may be asked to work on a day when operations are officially
closed.
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VOLUNTARY TIME AWAY, LAYOFFS & RECALLS
A layoff may become necessary during periods of a material shortage, inventory
adjustment, equipment breakdown or decreased production requirement.
If Vuteq determines that a layoff is necessary, a VOLUNTARY time away will be
requested. Preference to voluntary time away requests will be given on the basis of
seniority first right of refusal. Overriding factors are the specialist jobs – team
leaders, sub leaders, truck drivers, arrangers, mold technicians, maintenance team
members and quality assurance team members. These positions must be covered.
Should the voluntary time away not correct the situation, a mandatory temporary
layoff will occur based on work performance, attendance, skill, ability, and
seniority.
Layoff and Recall
Should this section be activated, all existing plant shift schedules and personal
contract shift schedules will be suspended.
Temporary Layoffs
Should a temporary layoff be necessary due to a change in a customer’s
requirements which results in a temporary layoff exceeding one (1) month or more
in duration, the following will apply:
 Any affected team member who has current skills and abilities obtained from
working on the present line in the unaffected area of the plant and whose
seniority is greater than the incumbent will be allowed to submit their name to
the Human Resources Department for consideration of working in the unaffected
position. Names must be submitted no later than the following Thursday after
the temporary layoff is announced.
The changes made due to temporary layoffs will be permitted, so long as it does not
prevent Vuteq from maintaining a working force of qualified team members and
only a total not to exceed forty percent (40%) of the current department team will be
affected by this move.
All team members moved under the temporary layoff procedure will be paid the
base rate of pay applicable to the job.
Should the work shortage become permanent, the length of continuous employment
shall govern as between all individual team members, so long as it does not prevent
Vuteq from maintaining a working force of team members who are qualified. The
37
term “qualified” includes work performance, attendance, skill and ability, seniority,
and willingness to do the work which is available at the rate of pay applicable to the
job.
In the event of a layoff, a team member's benefits will continue for the month that
they are laid off and for the month following. A team member may elect to
continue the benefits at their expense for a further three (3) month period.
The seniority of laid off team members will continue for a period of one (1) year
from the date of a layoff. Sick days will not accumulate during a layoff, but extra
vacation time will be earned.
Recall
When a recall occurs, the last team member laid off will be the first recalled so long
as it does not prevent Vuteq from maintaining a working force of team members
who are qualified and willing to do the work which is available, before new team
members are hired for similar positions. There will be no bumping permitted on
recall.
Any team member recalled who does not report for work within three (3) days after
being recalled, unless an authorized absence is given, will be deemed to have
abandoned their position and will be terminated from employment with Vuteq.
Common Law Benefit Coverage
Any full-time team member who wishes to have a common-law relationship partner
(opposite or same sex) covered under the provisions of the Vuteq benefit package
must comply with the following:
 Submit a letter to the Human Resources Department explaining their desire to
switch from single coverage to dependent coverage, which will be placed in the
team member’s file for a three (3) month period from the date of the letter.
 Upon completion of the three (3) month period, the team member will return to
the Human Resources Department, and if still interested in making this change,
will fill out the appropriate forms as required by the Vuteq insurance carrier;
new coverage will begin on the next time period as directed by the insurance
carrier (usually the beginning of the next month).
 A team member who submits a letter but who does not wish to continue the
process is encouraged to inform the Human Resources Department of their
change.
38
TYPES OF LEAVE
Leaves may only be granted to team members who have completed their three (3)
month probationary period.
All time away from the plant is subject to current Employment Standards Act (ESA)
and Ontario Human Rights Code (OHRC) regulations as amended from time to time
and team members will be granted this leave under the following conditions:
Sick Leave
Each January 1st, eligible team members will be entitled to twenty-four (24) hours
paid sick leave time. Calculation for these sick leave hours will be based on one (1)
year of service as of January 1st. A team member must complete a three (3) month
probationary period and then a prorated calculation will be used.
Sick leave may be used for personal or family illness or illness related
appointments.
Any unused paid sick hours will be paid to team members in the following January.
Paid sick leave is calculated as a flat rate equal to the team members regular pay
rate for a basic workday and is scheduled into the normal payment schedule.
Jury Duty
Team members selected for jury duty will present their jury duty notice to their
supervisor prior to a jury duty leave being granted. They will be paid their regular
pay for days missed. Proof of jury payment will be required.
Maternity/Parental Leave
Maternity/parental leave will be made available in accordance with the provincial
laws covering this section. Any questions can be brought to the Human Resources
Department.
Personal Leave of Absence
Team members may apply in writing to management for consideration of a personal
leave of absence without pay.
39
The granting of this unpaid leave is discretionary and will be determined on the
following basis:




The reason for the leave
The team member’s attendance
Vuteq’s production requirements
Specific responsibilities of the team member
In order to qualify, any eligible “banked” time available to the team member must
be counted in the final equation.
Bereavement Leave
It is understood that only the actual number of working days or hours lost, up to and
including the day of the funeral will be paid for, except in special cases and as
defined below.
The team member will be paid for the day(s) which they would have otherwise
worked, at the team member’s regular scheduled hours and regular hourly pay.
Documentation is required for ALL bereavement leaves validating bereavement and
MUST be presented within two (2) weeks of the leave. Examples of documentation
requested would include a memorial card, a copy of death certificate or an obituary
notice in certain situations (where the team member’s name appears as a relative of
the deceased). A calculation of this section includes both opposite and same sex
partners.
The following leaves are granted varying with relationship of the bereavement:
Relationship
Spouse/child
Parent/sibling/parent-in-law
Grandparent/grandchild
Brother-in-law/sister-inlaw/grandparent-in-law/son-inlaw/daughter-in-law
Step-parent/step-sibling/stepchild
Aunt/uncle/niece/nephew
Maximum Length of Bereavement Leave
Five (5) days – Forty (40) hours
Three (3) days – Twenty-four (24) hours
Two (2) days – Sixteen (16) hours
One (1) day – Eight (8) hours
In the event of a common law, the common law arrangement shall be greater than
three (3) months.
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In-law or step-family members only apply to family members of your current
spouse.
This leave of absence will not be construed as applying to instances where a team
member does not attend a funeral due to distance requirements, etc. One (1) paid
day (8 hours) compassionate leave will be granted to the team member who cannot
attend the funeral.
In the event of the death of a person not outlined above, a one (1) day non-paid
leave of absence to a maximum of one (1) day (8 hours) will be granted.
In extenuating circumstances where the funeral service is dated outside of the above
outlined bereavement leaves, the day(s) granted could be determined separately
with approval of the Human Resources Department.
Family Medical Leave
Family Medical Leave is offered through the Government of Ontario offering job
protected leave for team members caring for family members and close friends who
are like family. Family Medical Leave gives team members up to eight (8) weeks of
job protected, unpaid leave for these circumstances. For information on exactly how
the eligibility works, visit www.ontario.ca/familymedicalleave or phone toll free 1800-531-5551, or consult with the Human Resources Department.
Emergency Leave
As per the Ontario Employment Standards Act (ESA), emergency leave is an
unpaid, job-protected leave of up to ten days each calendar year.
As per Vuteq’s policy, and in accordance with the ESA, team members have the
right to use up to ten (10) days each calendar year for personal illness, injury, or
medical emergency as well as the death, illness, injury or medical emergency
concerning certain family members. Where emergency leave taken is less than one
(1) day in duration it will be deemed a full day of leave. Vuteq Canada Inc.
provides paid time away to team members. This time available, which includes
earned days, personal time, sick time, bereavement, Workplace Safety Insurance
Board (WSIB) absences, and Short Term Disability (STD) are included within, and
not necessarily in addition to emergency leave days.
For further details, please consult with the Human Resources Department.
41
ATTENDANCE & PUNCTUALITY
To maintain a safe and productive work environment, Vuteq expects team members
to be reliable and to be punctual in reporting for scheduled work. Absenteeism and
tardiness place a burden on other team members as well as on Vuteq. In the rare
instances when team members cannot avoid being late to work, or are unable to
work as scheduled, they should notify their supervisor as soon as possible in
advance of the anticipated tardiness or absence.
Poor attendance and excessive tardiness are disruptive. Either may lead to
disciplinary action, up to and including termination of employment.
Absence from Work
Any team member who is absent from work is required to speak, or leave a
message, with their immediate supervisor at (519) 421-0011. If you are leaving a
message, you must leave a number where you can be reached. The following shall
be provided to Vuteq:
 The reason for absence, between the hours of 6:00am and 7:00am for the day
shift and not later than two (2) hours BEFORE the beginning of any other
scheduled shift, on the first day of absence.
 The expected date of return to work.
 A doctor's certificate, when requested by Vuteq.
 The need for an extension, beyond the previously reported return to work date,
supported by a written doctor's certificate. This notification must occur prior to
the previously reported return to work date.
 In the case of a long-term absence, an update on their progress, at least once a
month or sooner if requested.
It is understood, that any team member who is absent from work for three (3)
consecutive days, subject to extenuating circumstances, without notifying their
supervisor, will be presumed to have resigned and thereby terminated immediately.
Reinstatement entitlement may be initiated through the Vuteq complaint procedure.
42
Lates
A late is determined upon the arrival of a team member from one (1) minute to two
(2) hours or 120 minutes after the scheduled start time of the team member’s shift.
A late will be considered an unauthorized leave of absence. Late is reported after
your scheduled start time. See “Unauthorized Absences” for further details.
After 2 hours the absence will be considered an emergency leave (if this qualifies)
or an unauthorized leave of absence. Paid time may be applied in addition to leave
if available upon request.
Severe Weather
In the event of severe weather affecting your ability to commute to Vuteq, we ask
that you notify your direct supervisor as early as possible.
Environmental Policy
As a manufacturer of automotive interior trim and assemblies, Vuteq is committed
to continual improvement of prevention and reduction of pollution at the
Woodstock facility.
We commit to comply with applicable legislation and other requirements the
organization subscribes by formalizing the setting and review of the environmental
objectives and targets through a management review system.
We support our Environmental Policy by documenting, implementing, maintaining
and communicating openly with all stakeholders.
43
TEAM MEMBER CONDUCT & RULES
To assure orderly operations and provide the best possible work environment, Vuteq
expects team members to follow rules of conduct that will protect the interest and
safety of all team members and company property.
The following are examples of infractions of rules of conduct that may result in
disciplinary action, up to and including termination of employment depending upon
the circumstances of the action:
 Unauthorized solicitations or distribution of literature or material for any reason
any time on Vuteq property (an exception to this includes Social Committee
draws. Because Vuteq deems it their responsibility to be a good corporate
citizen in our community, Vuteq may permit from time to time, solicitations
from recognized charities and/or organizations, which have particular
significance and benefit to our community and its citizens. Distributions for
such charities will be done ONLY during lunch and coffee breaks. In such an
event, specific notice of solicitations for charitable causes will be posted on the
bulletin board and signed by an authorized member of management).
 Report to work not wearing your Vuteq uniform or required safety equipment as
described under the “Personal Appearance” section in this handbook.
 Commit acts which are detrimental to the welfare or reputation of Vuteq.
 Possess a camera or take photographs of the plant premises or operations unless
approved by the Plant Manager.
 Assist any person to enter Vuteq property unapproved.
 Duplicate any keys.
 Use your locker for the storage of anything other than your uniform and personal
possessions.
 Excessive absenteeism or lateness not related to a disability. This includes
failure to report an absence.
 Leaving work area or Vuteq without permission.
 Being careless or performing substandard work in either quality or quantity.
 Careless or intentional damage to, or destruction of, other team members’
property or company property.
 Unauthorized use/possession or removal of the property of another team member
or of the company.
 Violate plant “No Smoking” policies.
 Disruptive or offensive behavior to other team members, including harassment.
 Dishonesty including falsifying company records.
 Any unsafe act or practice, which endangers life or property.
 Sleeping or loafing on the job.
 Use, possession, or distribution of illegal drugs or alcohol.
 Refuse to comply with instructions of supervisor, team leader or sub leader,
unsatisfactory job performance, or unsatisfactory response to company training.
44
 Fighting or any provocations leading to fighting.
The general work rules listed above are not intended to be all inclusive, but those
listed are the most common, obvious and serious. Any further additions or
modifications to this list will be conducted by the joint management/Team Member
Committee.
All team members are reminded of our obligations under the Ontario Labour
Statutes and specifically, those relating to Human Rights and the Occupational
Health and Safety Act (OHSA) and Regulations.
Drug, Substance & Alcohol Abuse
It is Vuteq’s desire to provide a drug-free, healthful, and safe workplace. To
promote this goal, team members are required to report to work in appropriate
mental and physical condition to perform their job in a satisfactory manner.
While on Vuteq premises and while conducting business-related activities off of
Vuteq premises, no team member may use, possess, distribute, sell, or be under the
influence of alcohol or engage in the unlawful manufacture, distribution,
dispensation, possession, or use of illegal drugs. Violations of this policy may lead
to disciplinary action, up to and including immediate termination of employment,
and/or required participation in a substance abuse rehabilitation or treatment
program. Such violations may also have legal consequences.
The legal use of prescribed drugs is permitted on the job where accommodation is
necessary if it does not impair a team member’s ability to perform the essential
functions of the job effectively and in a safe manner that does not endanger other
individuals in the workplace.
Team members with questions or concerns about substance dependency or abuse
are encouraged to discuss these matters with their supervisor to receive assistance or
referrals to appropriate resources in the community.
Team members with drug, substance abuse, and/or alcohol problems may request
approval to take unpaid time off to participate in a rehabilitation or treatment
program through Vuteq’s health insurance benefit coverage. A leave may be
granted if the team member agrees to abstain from use of the problem substance,
abides by all Vuteq policies, rules, and prohibitions relating to conduct in the
workplace, and if granting the leave will not cause Vuteq any undue hardship.
45
PERSONAL APPEARANCE & UNIFORMS
Dress, grooming, and personal cleanliness standards contribute to the morale of all
team members and affect the business image Vuteq presents to customers and
visitors.
During business hours, Vuteq team members are expected to present a clean and
neat appearance and to dress according to the requirements of their positions. Team
members who arrive for work inappropriately dressed will be sent home and
directed to return to work in proper attire. Under such circumstances, team
members will not be compensated for the time away from work.
Vuteq provides all team members with uniforms. We feel that uniforms project a
favorable image of cleanliness and neatness to each other, to our customers, and to
any visitors or guests. We also feel that well-kept uniforms add to the atmosphere
in the plant, and demonstrate that we take pride in our image. Therefore, uniform
shirts must be tucked in unless it is a tee shirt or golf shirt. No uniforms can be
altered except with the authorization of the Human Resources Department.
Team members will receive the following uniforms when hired by Vuteq (and
annually afterwards):
Clothing Items
Shirts (choice of t-shirt, work shirt, golf shirt or sweat shirt)
Pants (scrubs or work pants)
Hat/Toque
Buckleless Belt
Maintenance & Transportation Team members
(in addition to above items)
Bomber or Vest
Quantity
3
2
1
1
1
Vuteq will supply one approved baseball
cap to all new team members as part of
their yearly uniform for work purposes.
Only a Vuteq approved uniform cap
shall be worn at the plant facility.
Please contact your supervisor for
further details.
A small quantity of Vuteq approved hats
will be kept in the Human Resources
Department should a team member wish
to purchase one for plant use.
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Maintenance and transportation team members will be entitled to a winter jacket
and will be replaced when needed. Contact the Human Resources Department for
more information.
Records are kept concerning the date a uniform is issued and the original cost of
each uniform part. If a part of the uniform requires replacement because of a team
member’s negligence, they will be asked to pay the replacement cost.
Safety shoes are expected to last for one (1) year. Vuteq will contribute up to one
hundred twenty dollars ($120.00) per year toward the purchase of safety shoes.
Transportation and maintenance team members will have a safety shoe allowance of
one hundred thirty-five dollars ($135.00) per year.
Consult your supervisor or team leader if you have questions as to what constitutes
appropriate attire. Team members attending work out of uniform will be sent home
at their expense to get in uniform. Violation of this rule will result in disciplinary
action.
Safety glasses will be provided by Vuteq and all team members must wear them
while in the plant area. Exceptions will be posted.
For team members who are pregnant, an allowance of $75.00 will be paid to offset
the cost of maternity pants (uniform shirts will be supplied as required throughout
the pregnancy).
Return of Property
Team members are responsible for all property, materials, or written information
issued to them or in their possession or control. Team members must return all
Vuteq property immediately upon request or upon termination of employment.
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DISCIPLINE
Any team member may be subject to the disciplinary procedure for violation of this
handbook and/or Vuteq rules and regulations.
This action is carried out by the team leader, supervisor, or manager through verbal
and written warnings, suspension, or dismissal, as may be required under the
circumstances.
Under the normal discipline procedure, the following steps will apply:
1st VERBAL warning administered by the Production Coordinator
2nd VERBAL warning administered by member of Management Team.
WRITTEN warning, administered by member of the Senior Management Team.
SUSPENSION for a period of days without pay, administered at the discretion
of management.
5. DISMISSAL.
1.
2.
3.
4.
If a team member refuses to sign the warning, it will be noted on their form. The
warning remains in place.
Should the unacceptable behavior or act result in a team member reaching the
suspension or dismissal stage, a representative from the Team Member Committee
will, if requested by the team member, be present when the meeting takes place
between management and the involved team member.
Team members are reminded that any disciplinary action including discharge or
dismissal may be appealed to the management/Team Member Committee by
following the established disciplinary procedure as outlined under the “Complaint
Procedure” section of this handbook.
Should a suspension be altered or rescinded through the complaint procedure
process, any monies lost by the team member for working days away from the plant
will be paid to the team member.
Should the unacceptable act or action needing correction be that of a serious or
repeated violation, the usual steps in the disciplinary procedure can and will be
accelerated by Vuteq at its discretion up to and including termination of
employment.
Should there be no occurrence for a one (1) year period from the team member’s
last disciplinary action, the discipline step process will begin over again. This
procedure, however, will in no way alter the right of Vuteq to accelerate the step
process for a serious or repeated violation.
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COMPLAINT PROCEDURE
If a team member feels they have a justifiable complaint arising out of the
disciplinary procedure or other situations the following procedure and steps will be
initiated to try and resolve the issue:
Discipline Issue
1. Meeting with Production Coordinator within two (2) working days of action.
2. Meeting between management, Team Member Committee Representative and
complainant within four (4) working days.
3. This process must be complete within thirty (30) working days.
Other Issues
1. Team member talks to Production Coordinator who will attempt to resolve issue.
2. Team member, alongside Team Member Committee Representative meets with
management to resolve issue.
3. Team member fills out complaint form stating unresolved issue and suggested
solution which will be discussed at next management meeting. A solution will
be submitted to the team member within five (5) working days of this meeting
for the team member’s approval and signature.
4. If still unresolved, the issue will be discussed at the new management/Team
Member Committee meeting. The issue will remain open until an acceptable
solution can be found including third party resolution.
Unauthorized Absences
Team members not under the disciplinary procedure for absences and/or lates can
initiate up to three (3) unauthorized absences in a calendar year beginning each
January. Should a team member reach four (4) unauthorized absences including
lates within a one (1) year period, the disciplinary process will begin. Each
additional occurrence of an unauthorized absence will cause the next step to be
followed in the disciplinary process. Should there be no occurrence for a one (1)
year period by a team member from their last discipline step, the discipline step
procedure will begin over and those team members affected will have full use of the
unauthorized absence policy the following January.
Unauthorized absence does not include absence for Workplace Safety Insurance
Board (WSIB) related time or Short Term Disability (STD) days away from the
plant, but does include any absence from your scheduled shift that is not covered by
earned days, personal and sick time, emergency leaves or bereavement.
49
SAFETY RULES & MATERIAL HANDLING
Team members working with the Joint Health and Safety Committee and
management are instrumental in making Vuteq an accident free facility. The
following rules, though not complete, must be followed each and every day:
 Report all injuries and illness (no matter how minor), to your supervisor.
 Provided safety glasses must be worn in all areas. Photo-grey lenses or
sunglasses may not be worn unless medically prescribed and authorized by the
Human Resources Department.
 Use the protective equipment and uniforms provided by Vuteq and as instructed
by your supervisor. Loose, flowing hair, jewelry and other apparel can be
hazardous to both safety and the quality of our products, and are therefore
prohibited.
 Engaging in horseplay, practical jokes, etc. can be extremely dangerous and will
not be tolerated.
 Practice good housekeeping (5S) by keeping your working aisles clean, clear and
dry.
 Do not attempt to lift, push or carry anything too heavy for you to manage alone.
Ask for help. Lift by bending your legs and keeping your back straight, push
with your legs.
 Do not clean your clothes or work area with compressed air. Never play with or
point an air hose at anyone.
 Do not run inside the plant.
 Smoking and other uses of tobacco are prohibited in the plant and restroom
areas.
 Only dispose of industrial waste when instructed in the proper procedures and
when authorized to do so.
 Keep aisles, exit doors, fire equipment, eye wash stations, and electrical panels
free of clutter. Store materials in authorized areas only.
 Never start or operate any machine or power equipment unless you are instructed
to do so and the equipment is authorized in safe condition.
 Never remove or render ineffective any safeguard or safety device intended for
personal protection.
 Never ride on material handling equipment unless authorized to do so. Never be
lifted or lift a team member with a forklift truck without proper equipment.
 Safety shoes, glasses and other safety protective equipment if required must be
worn during the work day.
Material Handling
Material handling, including lifting/stacking and storing heavy items will comprise
a large part of each team member’s job. Performing these tasks on a daily basis can
cause serious strain on a team member’s body. To help ensure everyone’s safety
50
and to prevent any/all unnecessary injuries here at Vuteq, certain basic material
handling rules are necessary, and are listed in the following subheadings.
Lifting






Do not try to lift excessive weights or large, odd-shaped items.
Get help when loads are too heavy or clumsy for you to handle yourself.
Always lift with your legs, keeping your back straight and knees bent.
Always have firm footing before lifting.
Pivot with the load, DO NOT TWIST.
Always keep the load close to your body when lifting or carrying.
Stacking and Storing








Be sure materials have a firm base when stacking.
Do not stack materials too high for safe lifting or transporting.
Never block fire exits, fire equipment or emergency apparatus.
Block objects that may roll or slide.
Make sure the floor is clean before stacking or storing.
Never store materials on electric wiring or near hot processes.
Only store flammables in designated areas.
Never lift or transport more than two (2) containers of glass or three (3)
containers or other items at a time. Make certain that total weight does not
exceed equipment capacity.
Life-Threatening Illness in the Workplace
Team members with life-threatening illnesses, such as cancer, heart disease, and
AIDS or other disabilities under the Ontario Human Rights Code (OHRC) often
wish to continue their normal pursuits, including work, to the extent allowed by
their condition. Vuteq fully supports these endeavors, as long as team members are
able to meet the essential duties of their job subject to extenuating circumstances.
Medical information on individual team members is treated confidentially. Vuteq
will take reasonable precautions to protect such information from inappropriate
disclosure. Managers and other team members have a responsibility to respect and
maintain the confidentiality of team member medical information. Anyone
inappropriately disclosing such information is subject to disciplinary action, up to
and including termination of employment.
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SEXUAL HARASSMENT, GENERAL HARASSMENT &
ACCOMMODATION POLICY
Philosophy
VUTEQ is committed to the belief that all team members have the right to work in
an environment that is free from any form of discrimination or harassment.
According to the Ontario Human Rights Code (OHRC), every team member has the
right to freedom from discrimination or harassment because of sex, race, ancestry,
place or origin, color, ethnic origin, citizenship, creed, age, record of offences,
marital status, family status, sexual orientation, same-sex partnership status and
handicap (including perceived handicap), mental or physical disability, and receipt
of public assistance.
Discrimination
For the purpose of this policy, discrimination is generally described as the act of
treating a person unequally by imposing unequal burdens or denying benefits.
Discrimination can be direct, i.e. any form of unequal treatment based on a ground
in the Ontario Human Rights Code (OHRC) or by adverse effect, i.e. a workplace
rule, policy or requirement that is neutral but bears a discriminatory effect on certain
individuals.
Harassment
For the purpose of this policy, harassment is generally defined as a comment or
conduct that is known to be unwelcome, as well as conduct that ought to be
reasonably known as unwelcome. It interferes with an individual’s work or creates
and intimidating or unpleasant work environment.
Sexual Harassment
Includes unwelcome sexual advances requests for sexual favours or other
unwelcome sexual conduct. Inappropriate gender-related behavior of non-sexual
nature is also discriminatory. The following list although not exhaustive will
identify what may constitute sexual harassment or inappropriate gender-related
comments and conduct.
 Gender-related comments about an individual’s physical characteristics or
mannerisms.
 Unwelcome physical contact.
 Suggestive or offensive remarks or innuendoes about members of a specific
gender.
 Propositions of physical intimacy.
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








Gender-related verbal abuse, threats, or taunting.
Leering or inappropriate staring.
Bragging about sexual prowess.
Demands for dates or sexual favours.
Offensive jokes or comments of a sexual nature about a team member, client or
tenant.
Display of sexually offensive pictures, graffiti, or other materials.
Questions or discussions about sexual activities.
Paternalism based on gender, which a person feels, undermines his or her selfrespect or position or responsibility.
Rough and vulgar humour or language related to gender.
General harassment can include but is not limited to derogatory comments, taunts,
jeers, singling out an individual for humiliating teasing, jokes, or innuendoes,
display of derogatory or offensive pictures, graffiti or other materials. Harassment
can take place on the basis of sex, race, ancestry, place of origin, religion, color,
ethnic origin, citizenship, creed, age, record of offences, marital status, family
status, sexual orientation, same-sex partnership status, handicap (including
perceived handicap), mental or physical disability, and receipt of public assistance.
In addition to harassment and discrimination, Vuteq Canada Inc. will not tolerate
behavior that results in a poisoned work environment. A “poisoned environment”
is a form of discrimination. It may be created by the comments or actions of any
person regardless of his/her position or status. These offensive comments or actions
spoil or “poison” the work environment. The poisoned environment results in an
unequal term or condition in employment and is therefore a violation of the right to
be free from discrimination.
Section 45 of the Ontario Human Rights Code (OHRC) establishes that corporations
are liable for the actions of an officer, official, team member or agent when such
actions are down in the course of his or her employment. Section 45 provides an
exception to this vicarious liability with regard to the harassment provisions of ss.2
(2), 5(2) and 7 of the OHRC. Note, however, that the liability of the organization is
restored if the offending party is part of, or is the actual “directing mind” of, the
organization. Therefore, liability for an organization may be found:
 Where the employer’s personal action, either directly or indirectly, infringes
upon a protected right, or authorizes or condones the inappropriate behavior;
OR
 Where a team member responsible for the harassment, or who know of the
harassment, or that a poisoned environment existed, but did not attempt to
remedy the situation, is part of the “directing mind” of the organization.
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Team members with supervisory authority may be viewed as part of the “directing
mind” if they function or are seen to function as a representative of the organization.
Generally, a team member who performs management duties is part of the
“directing mind”.
Preliminary Steps
There is an initial and immediate responsibility on behalf of the team member who
is allegedly being harassed or discriminated against to attempt to control the
situation before proceeding further.
Therefore, where possible, it should be indicated to the harasser in a clear, direct
and firm way that the comments or actions concerned are considered offensive and
MUST STOP.
If the situation cannot be resolved, the following steps should be initiated:
1. The person alleging harassment should make a verbal report to the immediate
supervisor or the Human Resources Department. The supervisor or Human
Resources Department shall immediately investigate and attempt to resolve the
situation between the two (2) workers and inform the complainant regarding
keeping a record as per paragraph (2).
2. The complainant should keep a detailed written record of the event(s) including
name, place, date, time, witnesses (if any) and details of the offensive behavior.
If the complainant is unable for any reason to keep a written record then a coworker or friend can transcribe the information. Witnesses should also keep
detailed written records of the event. Other documents having something to do
with the complaint, such as letters, notes or offensive pictures should be kept.
If the immediate supervisor cannot affect a resolution, the supervisor will advise the
complainant of optional routes (as outlined below), time limits and consequences.
The person against whom the complaint is made shall likewise be advised.
After consultation, the complainant may decide to:
 Take no further action
 Make a written complaint with a request to the Senior Manager to make an
attempt at a resolution
 Formal hearing
If the senior manager cannot affect resolution, the complainant may request a
formal hearing in the following way:
54
 The complainant must provide the Manager of Human Resources/Designate with
a WRITTEN STATEMENT giving details of the incident(s) and authorization to
proceed with a formal hearing. The complaint must be filed within a period of
thirty (30) days from the time of the alleged incident(s) – unless
EXCEPTIONAL CIRCUMSTANCES justify a delay.
However, it is
recommended that the complaint be filed as quickly as possible.
 When the WRITTEN STATEMENT is received, the Manager of Human
Resources/Designate will inform the alleged offender of the complaint and
provide him/her with a WRITTEN COPY within five (5) working day of its
submission.
The complainant has the right to withdraw the complaint at any time, prior to the
conclusion of an informal resolution or the formal hearing. If the complainant
chooses to withdraw the complaint after a formal hearing has begun, the alleged
offender can have the proceedings dismissed.
NOTE: If the complainant elects to take no further action or to withdraw the
complaint but a supervisor, manager or Human Resources person has reason to
believe that others have been or may be subjected to inappropriate behavior by the
person complained about, there may be a responsibility to deal with the matter to
the extent possible without the involvement of the complainant. Employers have a
duty to investigate and address human rights concerns; particularly where there is
any chance that the behavior may continue against the particular complainant or
others.
Alternative Results and Resolution
The Manager of Human Resources/Designate may discuss the allegation with the
complainant, alleged offender, and the appropriate supervisory personnel with the
goal of reaching a solution. This process provides the Manager of Human
Resources/Designate with an opportunity to resolve relatively straightforward
complaints in an expeditious manner. If an acceptable resolution to both the
complainant and the respondent is agreed upon, the issue will proceed no further.
The report made by the Manager of Human Resources/Designate of the resolution
will be signed by both parties and a copy of the written complaint will be kept in a
confidential envelope in both of the team members’ personnel files. A copy will
also be given to each party.
Should the complainant and/or alleged offender not wish to meet in the same room,
a “shuttle” technique may be initiated, which would involve the Manager of Human
Resources/Designate working with the parties individually and going back and forth
between them to convey positions, resolution proposals, etc.
55
During the resolution, another person or member of the Team Member Committee
may accompany either party.
The hearing should be concluded as quickly as possible, normally within thirty (30)
working days of the request.
If no resolution is achieved the complainant may initiate a complaints procedure as
outlined in this handbook. A complaint may also be filed with the Ontario Human
Rights Commission (OHRC) within six (6) months from the date the last act of
alleged discrimination occurred.
Outcome
If it is determined that a form of harassment or discrimination has occurred, a
disciplinary measure as described below, appropriate to the complaint, will be
initiated following consultation with the Manager of Human Resources/Designate.
Such disciplinary (see “Discipline” in this handbook) measures normally will
include but not be restricted to the following:



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1st verbal reprimand; copy placed in the team member’s file, and counseling
2nd verbal reprimand; copy placed in the team member’s file, and counseling
Written reprimand; copy placed in the team member’s file, and counseling
Suspension without pay for a period of time, and counseling
Demotion, and counseling
Transfer, and counseling
Suspension with pay pending decision for dismissal
Dismissal
Apology
Any further action that is deemed appropriate
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57
COMMUNICATION
Vuteq believes that the success of a company stems from adequate communication,
and therefore, fully supports the ‘open-door’ policy at all times. We encourage all
team members to bring forth questions, comments or concerns to their immediate
supervisor, as well as to the Human Resources Department.
Round Table Meetings
In order to hear ideas and answer questions or concerns from all team members,
Vuteq commits itself to monthly Round Table Meetings, where individuals are
invited to voice their opinions and raise concerns. All questions brought forth
during Round Table Meetings will be investigated and followed through on, and the
team member responsible for the idea will be informed of the outcome. We feel this
will encourage positive group discussion and increase awareness throughout the
plant.
Vuteq Newsletter
On a quarterly basis, Vuteq will circulate its newsletter, ‘Vutalk’. This will inform
all team members of the happenings at Plant 1 & Plant 2, our social events, new
team members, department specific information, as well as how the company as a
whole is performing.
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ACCOMMODATION POLICY
It is Vuteq’s policy to make every effort subject to extenuating circumstances in
providing suitable work available for team members with disability related needs,
religious needs, pregnancy needs, etc.
Each and every accommodation request will be processed in accordance with the
requirements of the Ontario Human Rights Code (OHRC), including steps to
investigate all available accommodation options without causing undue hardship.
Every effort will be made to accommodate the team member in their present job
unless there is no accommodation that can be provided that will allow the team
member to perform the essential duties of the present job, or the accommodation
would cause an undue hardship to Vuteq.
Should the present job not have accommodation capabilities, suitable alternative
employment will be assigned where either all duties or the essential duties can be
accommodated.
For the purpose of this policy “suitable” refers to the job being desirable and must
be equivalent to the current one, unless no equivalent position exists. The team
member must be qualified for the reassigned position.
For the purpose of this policy, “undue hardship” includes three (3) considerations
for assessment purposes: firstly, cost; secondly, outside sources of funding (if any);
and thirdly, health and safety requirements (if any). In all areas, objective, real and
quantifiable evidence must be demonstrated.
59
ACRONYMS & TERMS
Term
5S
5 Whys
AGC
APQP
CAMI
CSP
FMDS
HCM/HMA
HTR
JIT
KPI
KPM
OEM
PDCA
PGW
Pokayoke
PPM
PRR
QCE
QPR/QPI
RI
RTP
SKPI
SPCR
TEMA
Meaning
Simplify (seri), Systemize (seiton), Sanitize (seiso), Standardize
(seiketsu), Support (shitsuke)
The 5 whys used in problem solving (who, what, where, when, and
why). ‘Why’ is asked a minimum of 5 times when trying to find
the root cause of a problem
Asahi Glass Company
Advanced Product Quality Planning
Canadian Automotive Manufacturing Inc. (GM Canada, Ingersoll)
Customer Supplied Product – the product is not purchased by
Vuteq, but by customer, and Vuteq installs it (Instrument Panel
Assembly Line product is CSP)
Floor Management Development System
Honda Canada Manufacturing/Honda Manufacturing Alabama
Honda Trouble Report
Just In Time – producing and conveying what is needed, when it is
needed, in exactly the amount that is needed
Key Performance Indicator
Kanban Per Million – a calculation that measures our delivery
rating (how many mislabeled/incorrect shipments ÷ how many
total shipments x 1 000 000 = PPM)
Original Equipment Manufacturer
Plan – Do – Check – Act
Pittsburgh Glass Works
Error-proofing devices or innovations in a process which detect
and prevent the production or delivery of a product that does not
meet customer requirements
Parts Per Million – a calculation that measures our quality rating
(how many defective parts shipped ÷ how many total parts shipped
x 1 000 000 = PPM)
Problem Resolution Report (GM)
Quality Control Engineer
Quality Problem Report/Quality Problem Information
Receiving Inspection
Return to Production
Supplier Key Performance Indicators – a website for suppliers
tracking quality/delivery issues
Supplier Problem Communication Report (GM)
Toyota Motor Engineering & Manufacturing North America Inc. –
responsible for engineering, design, research & development
(R&D) and manufacturing activities for all 14 North American
Toyota assembly and parts plants
60
TMMC
TMMCW
VCR
VPD
Toyota Motor Manufacturing of Canada – Cambridge Plant
Toyota Motor Manufacturing of Canada West – Woodstock Plant
Vuteq Communication Report
Vuteq Process Development
Effective January 1, 2014
61

WELCOME TO VUTEQ CANADA INC

Transcription

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