thyssenkrupp Materials CA LTD Employee Handbook

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Canadian Facilities
Released: January 1, 2008 Revised: June 1, 2020
The policies and guidelines found in this handbook apply strictly to the thyssenkrupp Materials Canada LTD Employees that are working in Canada
(excludes thyssenkrupp Supply Chain Services in Windsor)
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Welcome to thyssenkrupp Materials Canada LTD
On behalf of the Human Resources team, we want to welcome you to thyssenkrupp Materials Canada LTD (“the company”), a thyssenkrupp Materials NA Company (tkMNA). We are excited to have you on our team.
As an employee of thyssenkrupp, you are part of an important mission. A mission that holds us all to the highest standards, working towards meeting the challenges of tomorrow with our customers.
Please get familiarized with this handbook. Should you need further clarification on any policy, program or benefit, do not hesitate to contact your immediate supervisor/manager or a member of the Human Resource Team.
Thank you for choosing to take part of this mission with us and we look forward to your growth and success. Again, welcome!
Georgia Lihnakis & Linda Grenon Human Resources Team
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Our Mission Statement
How do we really pronounce thyssenkrupp? Watch the video below or click here: https://www.youtube.com/watch?v=tqE77xjTPZg
Our History Headquartered in Southfield, Michigan, thyssenkrupp Materials NA is a leading provider of production materials and integrated service solutions in North America. The company is focused on value-added processing and distribution of a full line of aluminum, stainless, copper, brass, specialty metals, steel, and plastics products. Supply chain management, transportation and logistics, and production support outsourcing solutions are among the many services provided to customers. Business units include Copper and Brass Sales, Engineered Plastics, Ken-Mac Metals, OnlineMetals, thyssenkrupp Steel Services, thyssenkrupp Supply Chain Services and thyssenkrupp Materials de Mexico.
Engineering.tomorrow.together is our brand claim! It lets our customer know that engineering is part of our identity. It describes how we think and means we develop and deliver reliable solutions for today and tomorrow. Together, with our customers, we improve what already works and help our customers succeed.
For over 200 years, thyssenkrupp has been shaping industrial history around the world. We began with cast steel and iron hoops used to fasten barrels and crates. Over the next couple of centuries, we shaped industrial history with mines and mills of steel and iron used to build railroads and shipping ports.
Our roots started in Germany as two strong steel companies – first Krupp in 1811, then Thyssen in 1871. Both Krupp and Thyssen continued to grow through the early 1900’s when they were #1 and #2 in steel and iron industries in Germany. The first office of Thyssen was opened in the U.S. in New York in 1959 as a sales trading office. By the mid-90’s, both Thyssen and Krupp had expanded and diversified into many different industries. In 1999 Thyssen and Krupp merged to form thyssenkrupp AG. The company logo combined the arch of Thyssen and the rings of Krupp. In 2015 we introduced a new brand identity that still uses the elements of the original logo, but with a new brand color and our name thyssenkrupp in lower case to signify one company.
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Content
105 Conflicts of Interest
107 Drugs, Alcohol and Medication Policy
109 Use of Mail and Phone System
110 Computer and E-Mail Usage
111 Internet Usage
113 Use of Equipment & Company Owned Vehicles
114 Health and Safety Policy
115 Diversity
002 Employment Status & Records
204 Employment Reference Checks
205 Personnel Data Change
402 Emergency Leave
403 Personal Leave
005 Payroll Administration
701 Employee Conduct and Work Rules
702 Attendance and Punctuality
704 Return of Property
304 Disability
311 Employees’ Compensation Insurance
101 Nature of Employment Effective Date: June 1, 2007
This handbook is intended to provide employees with a general understanding of our human resources policies. Employees are encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with thyssenkrupp Materials CA.
However, this handbook cannot anticipate every situation or answer every question about employment. It is not an employment contract and is not intended to create contractual obligations of any kind.
In order to retain necessary flexibility in the administration of policies and procedures, the company reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook, from time to time, without the employees’ consent, and without any compensation to the employees.
102 Equal Employment Opportunity Effective Date: June 1, 2007
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at thyssenkrupp Materials CA will be based on merit, qualifications, and abilities. The company does not discriminate in employment opportunities or practices based upon characteristics protected by law including: race, ancestry, place of origin, colour, citizenship, creed, sex, sexual orientation, gender identity, gender expression, ethnic origin, age, record of offences, marital status, disability, or any other protected ground. This policy applies to all terms and conditions of employment including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, compensation or training.
Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Corporate Human Resources Department. Employees can raise concerns and make reports without fear of retaliation. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. There are some positions within the organization that require the potential candidate to prove they are bondable as a condition of employment. The Company exercises its right to disqualify a candidate from a position if they do not meet the requirements of the job and in accordance with the applicable law.
103 Non-Disclosure Effective Date: June 1, 2007
The protection of confidential business information and trade secrets is vital to the interests and the success of the Company. Such confidential information includes, but is not limited to, the following examples:
• Customer lists • Customer preferences • Financial information • Marketing strategies • Pending projects and proposals • Proprietary production processes • Research and development strategies • Employee’s Personal Information
Employees who are exposed to confidential information may be required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information
10Section One: Employment Policies
will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
104 Business Ethics and Conduct Effective Date: June 1, 2007
The successful business operation and reputation of the Company is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.
The continued success of thyssenkrupp Materials CA is dependent upon our customer’s trust and we are dedicated to preserving that trust. Employees owe a duty to the Company, its customers, and shareholders to act in a way that will merit the continued trust and confidence of the public.
thyssenkrupp Materials CA comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.
In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the Human Resources Department for advice and consultation.
Compliance with this policy of business ethics and conduct is the responsibility of every thyssenkrupp Materials CA employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.
105 Conflicts of Interest Effective Date: June 1, 2007
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which the Company wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation.
An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of the Company’s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of thyssenkrupp Materials in writing, as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which the Company does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving thyssenkrupp Materials. Contact the Human Resources Department for more information or questions about conflicts of interest.
RESPECT IN THE WORKPLACE AND WORKPLACE VIOLENCE
thyssenkrupp Materials CA LTD (the “Company”) is committed to providing its employees with a workplace that recognizes every individual’s basic human worth and dignity. We uphold the right of every person to be free from discrimination, violence and harassment in the workplace. The Company will not tolerate violent, harassing or discriminatory behaviour from employees, contractors, visitors, guests, or any others that attend the workplace.
Any employee, proven to be engaging in any sort of activity involving harassment of other employees, aggressive or violent behaviour, will be subject to disciplinary action up to and including termination.
The Company will investigate all complaints concerning the breach of this policy and take whatever action is most appropriate to resolve the complaint. All complaints concerning workplace violence, harassment, or discrimination, as well as the names of parties involved, will be treated as confidential to the extent permissible at law. The Company’s obligation to conduct an investigation into the allegations may require disclosure in accordance with applicable legal requirements. As it pertains to and allegations or concerns of violence the Company may divulge such confidential information as is reasonably necessary in order to maintain a safe work environment in accordance with the applicable law.
Any retaliation or threat of reprisal against an employee making a complaint or who has provided information regarding a complaint in good faith is strictly prohibited. Any retaliation or reprisals are subject to immediate corrective action, including termination of employment with just cause. Alleged retaliation or reprisals are subject to the same complaint procedures and penalties as complaints of violence, discrimination and harassment.
“Workplace” means any place where work-related activities are conducted. It includes, but is not limited to, the physical work premises, employer sponsored social functions, work-related travel, and work-related conferences or training sessions.
“Workplace Harassment” may take various forms including:
1. engaging in a course of vexatious comment or conduct against an employee in a workplace that is known or ought reasonably to be known to be unwelcome;
2. workplace sexual harassment.
Examples of behaviour that is inappropriate include, but are not limited to:
• displaying or disseminating images, cartoons or jokes that include derogatory content about religion, national origin or other protected grounds;
• bullying; or • singling out a person or making comments that are insulting based on age, sexual orientation or other protected
characteristic.
“Psychological Harassment” means:
Any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. For greater clarity, psychological harassment includes such behaviour in the form of such verbal comments, actions or gestures of a sexual nature.
“Workplace Sexual Harassment” means:
1. engaging in a course of vexatious comment or behaviour against an employee in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome and that may affect an employee’s dignity or
2. making a sexual solicitation or advance where the person making the solicitation or advances is in a position to confer, grant or deny a benefit or advancement to the employee and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Workplace harassment does not, however, include properly discharged supervisory and management responsibilities including disciplinary action, management of performance and other conduct that does not interfere with a climate of understanding and respect for the dignity and worth of the Company’s employee.
“Workplace Violence” means:
1. the exercise of physical force by a person against an employee, in a workplace, that causes or could cause physical injury to the employee;
2. an attempt to exercise physical force by a person against an employee, in a workplace, that causes or could cause physical injury to the employee;
3. a statement or behaviour that is reasonable for an employee to interpret as a threat to exercise physical force against the employee, in a workplace, that could cause physical injury to the employee.
Examples of workplace violence include, but are not limited to:
• any assault or physical attack, which includes fighting, punching, slapping, hitting, pushing, shoving or kicking or any threat to attempt such acts;
• the use of a weapon or threatened use of any object as a weapon; • any threatening behaviour such as shaking fists, throwing objects or physical confrontation or intimidation (such as
crowding or cornering an individual); • stalking; or • verbal or written threats.
WORKPLACE VIOLENCE AND WORKPLACE HARASSMENT COMPLAINT PROCESS
Step 1: An employee is encouraged to inform the harassing/aggressive party that their behaviour is unwelcome, request it to stop and attempt to resolve the complaint. If the initial attempt is unsuccessful, or if the harassment or aggressive behaviour is of a serious or threatening nature that would make this first step inappropriate, the employee must proceed to steps 2 or 3 and formally report the issue to either their manager or to Human Resources.
Step 2: Employees who believe they have been subjected to violence, discrimination or harassment, or become aware of situations where such conduct may be occurring are encouraged to submit a complaint to the employee’s immediate supervisor or directly to Human Resources under step 3.
Step 3: Complaints submitted to managers/supervisors are then to be forwarded to Human Resources. The name of a complainant or the circumstances of the complaint will not be disclosed to any person except where necessary for the purpose of investigating, resolving, or remedying the complaint.
Step 4: Upon notification of a complaint, an investigation will be initiated to determine the facts, discuss with the employee alternative courses of action to resolve the complaint, and bring the parties together to a settlement.
Every effort will be made to resolve the complaint as soon as possible. Each complaint will be investigated and resolved on an individual basis. Investigations will be thorough, impartial and conducted to protect the interests of all parties.
An investigation will be conducted which is appropriate in the circumstances. The Company will determine the party authorized to investigate and/or resolve the complaint and reserves the right to appoint a third party investigator.
The administrative, corrective or disciplinary measures imposed will be determined according to the seriousness of the behaviour in question and by the particular circumstances, as the case may be. Administrative and/or disciplinary measures, up to and including termination of employment for just cause may be taken.
In addition to thyssenkrupp Materials NA’s commitment, we provide confidential and voluntary support through our Employee Assistance Program (EAP). LifeWorks is available toll-free, 24 hours a day, seven days a week. You can contact the EAP at 1 (877) 207-8833 (or 1 (877) 307-1080 to speak to them in French) or online at http://www.lifeworks.com (username: tkca; password: tkecanada or username: tkfr; password: tkefrench).
107 Drugs, Alcohol and Medication Policy Effective Date: October 17, 2018
DRUGS AND ALCOHOL FREE AND MEDICATION POLICY
I. Policy Statement
thyssenkrupp Materials is committed to promoting the health, safety and wellness of its employees, contractors and the public. The Company recognizes and accepts the responsibility to provide Employees with a safe, healthy and productive work environment. Employees have the responsibility to report to work capable of performing their tasks efficiently and safely i.e., mentally and physically fit to perform assigned tasks and not impaired by alcohol, drugs or medications of any kind (“Fit for Duty”). Impairment from Drugs, whether legal or illegal, and Alcohol can have serious adverse impact on the workplace. The Company has established this Policy in order to balance our respect for individuals with the need to maintain a safe work environment.
II. Application
The Policy applies to all employees, contractors and subcontractors (hereinafter collectively referred to as the “Employees”) while on Company property, or while engaged in the performance of their duties (whether on Company property or offsite). It will also apply to business and/or social situations in which an employee is representing the Company.
III. Definitions
Recreational Drugs: Drugs which may or may not be legal in Canada (including cannabis), taken without prescription of a certified medical doctor.
Prescription Drugs: Drugs prescribed by a certified medical doctor for treatment of illness or injury. Impaired or Under the Influence: An Employee:
• is unable to perform job duties in a safe and productive manner; • is in a physical or mental condition that creates a risk to the safety and well-being of the individual or others, or to the
safety of the Company’s property; and/or • displays signs of substance use (e.g., smell of alcohol on breath, slurred speech, stumbling, lack of balance, etc.).
Safety-sensitive position: A position in which failure to carry out the duties or responsibilities in a safe and coherent manner could have a direct negative impact on the health or safety of Employees, customers, the public or the environment, or could lead to significant property damage.
Incident: an unplanned, undesired event, circumstance or condition that causes injury, damage to property, person, reputation, security or the environment or some combination of these in varying degrees.
Near Miss: A narrowly-avoided incident that would have resulted in injury or damage to property, person, reputation, security or the environment.
Employee Assistance Programs or EAP: external services designated by the company to help employees who are experiencing personal problems such as alcohol and drug abuse. These programs may be available to contractors or subcontractors through their own employment relationships but are not offered by the Company.
Fit for Duty: an Employee is able to safely and efficiently perform assigned duties without any limitations or impairment resulting from, but not limited to: the use or after-effects of drugs or alcohol.
IV. Policy
Employees are prohibited from being under the influence of any Recreational drug or alcohol at work. The Company also prohibits the use, distribution, possession or manufacture of drugs or alcohol while an Employee is at work or representing the Company.
Failure to comply with this policy may result in disciplinary action up to and including termination of employment for just cause.
V. Responsibilities
Employees: Employees are required to perform their jobs safely and in accordance with the provisions of this policy. They are required to arrive at their jobs Fit for Duty, and to conduct themselves in a lawful manner while at work or representing the Company. In addition, Employees are expected to cooperate fully during the investigation of violations or suspected violations of this policy. Additionally, every Employee is required to:
• Read, understand and fully comply with this Policy. Any questions on policy details, interpretation or implementation are to be referred to Human Resources.
• Report for work Fit for Duty and remain Fit for Duty while on Company business; • Immediately advise their supervisor of any Employee suspected to be not Fit for Duty; • Take appropriate action to minimize any safety risk and advise his/her supervisor accordingly;
Employees who have or suspect that they may have an alcohol or drug dependency or an emerging problem with drugs or alcohol are encouraged to promptly seek advice and follow treatment in respect of the same. Where appropriate, Employees are expected to cooperate with the Company’s assessment of whether they may require accommodation as a result of a drug or alcohol dependency, and to adhere to any work limitations that may be proposed by a health professional either in conjunction with such an assessment, or for other health-related reasons.
Supervisors/Managers: It is the Manager and/or Supervisor’s responsibility to:
• Observe Employee performance and document any negative changes, problems, or suspicions that an Employee is not Fit for Duty; and/or
• Guide Employees who seek assistance for a personal problem such as drug or alcohol use to the appropriate resource/department (i.e. Human Resources, Employee Assistance Program) while maintaining confidentiality.
Supervisors and managers are responsible for the early identification and resolution of all performance problems, including those which may be caused by alcohol or drug use. Supervisors and managers are also responsible for offering help to employees through appropriate resources such as the EAP. Where there is a question about an Employee’s fitness to perform the duties of his/her position due to possible impairment from drugs or alcohol, the Employee should be temporarily held out of service pending further assessment of his/her fitness to work in accordance with the procedure outlined below. Supervisors and managers (with the assistance of Human Resources) are responsible for assisting with investigations of violations or suspected violation of this policy, as may be required.
Human Resources: Human Resources are responsible for administering this policy fairly and consistently, and with due regard for the privacy and human rights interests of Employees. Human Resources are also responsible for investigating (or retaining a third party to investigate) violations of this policy.
VI. Procedure
Use of Alcohol, Drugs or Impairment at Work: Employees who report to or perform work under the influence of alcohol or drugs may be immediately sent home and will not be allowed to work their scheduled shift. An Employee suspected of being under the influence should never be allowed to drive him/herself home.
1. Employees who, during their scheduled shift, are found to be using alcohol or drugs may be immediately sent home and will not be allowed to complete their scheduled shift.
2. The Employee’s immediate supervisor will be responsible for documenting any occurrences relating to impairment or the consumption of drugs or alcohol as described above. All documentation should be completed as soon as possible, but no later than two (2) days following the occurrence.
3. The Employee’s immediate supervisor will advise management and Human Resources of the occurrence. 4. Any Employee believed to be using or impaired by drugs at work will receive a mandatory referral to the EAP. 5. Human Resources, in conjunction with the Employee’s immediate supervisor, will determine whether any disciplinary
action, up to and including termination from employment, is warranted.
Use of Prescription Drugs: Employees required by his or her physician to possess and/or consume a Prescription drug, are required to advise Human Resources in advance of bringing such Prescription drug to the Workplace and/or prior to appearing at the workplace under the influence of such Prescription drug.
Employees are prohibited from reporting or performing work if they are impaired by the use of prescription drugs.
Employees taking prescription drugs must ask their physician whether such drugs could adversely affect their ability to perform their duties safely and/or effectively. If so, the Employee shall obtain and provide his or her immediate supervisor with a written note from the physician indicating only the potential adverse effects on safety and performance. The note should ¬not specify the name of the drug. Human Resources, in consultation with the supervisor, will determine if the Employee’s work duties should be modified, assigned to non-safety sensitive work if available, or if the employee should not be permitted to work while using the drugs in question. Fitness for Duty While on Call: Employees who are on-call are expected to be Fit for Duty in compliance with these standards. If an unexpected
situation arises where an Employee is requested to perform unscheduled services and is unable to report to work due to impairment from Alcohol, Prescription drug or Recreational Drugs, the Employee must decline the call or request.
VII. Professional Assistance and Accommodation
thyssenkrupp Materials CA affirms that it will provide appropriate accommodation to Employees who: (i) suffer from drug or alcohol dependency, which the Company recognizes is a form of disability; and/or (ii) may require accommodation with respect to the use of prescription drugs to manage or treat a disability. Employees are required to inform the Company of the need for accommodation, where appropriate.
Any Employee who is concerned that he or she may be suffering from dependency or addiction to alcohol, drugs, whether legal or illegal, or medication should seek assistance from a representative in the Human Resources department, their Supervisor or Manager or the Employee Assistance Program (EAP), LifeWorks, if applicable, which is available 24 hours a day and seven days a week. The EAP can be reached at 1-877-207-8833 (English) or 1-877-307-1080 (French).
Employees are required to disclose to the Company any reason they may not be able to attend work Fit for Duty. The Company shall comply with its obligations prescribed by applicable human rights legislation, and will accommodate employees suffering from dependency or addiction to the point of undue hardship. Employees who disclose an addiction and/or a disability will be offered accommodation without discipline. However, if an Employee does not disclose a disability and/or addiction issues in advance in accordance with the Policy, and is involved in an incident, reports to work while not Fit for Duty, or otherwise breaches this Policy, they may be subject to discipline, up to and including termination of employment for just cause.
VII. Prevention and Investigation Procedures
Investigation: The Company will conduct an investigation into any suspected or confirmed violation of this Policy. The form of the investigation shall be appropriate in the circumstances. An Employee may be held out of service with or without pay, depending on the circumstances, while the investigation is being conducted.
Alcohol and Drug Testing: Drug or alcohol testing will not be required of employees who are not in safety-sensitive positions.
Drug or alcohol testing may be required of employees in safety-sensitive positions in the following situations as permitted by law: 1. When the Company has reasonable cause to believe that the employee is impaired at work by drugs or alcohol; 2. Post-incident, when the employee was involved in an incident or near miss, and where, as part of the preliminary
investigation, substance use cannot be ruled out as a contributing factor; 3. As part of a return to work process following treatment for drug or alcohol dependency.
Failing or refusing to submit to a drug test will constitute a violation of this policy, which may, where appropriate, result in discipline up to and including termination of employment.
Reasonable cause for drug testing may include, but is not limited to, information established by the observation of the Employee’s conduct or other indicators, such as the Employee’s physical appearance, speech, behaviour, and/or odours which suggest the Employee is under the influence of a substance as prohibited by this Policy, or an incident or near miss, or other safety violation.
Use of Drugs or Alcohol at Work-Related Functions: On occasion, Employees may attend certain work-related social events, or offsite meetings with or without third
parties, where alcohol will be available to Employees for consumption. Some limited consumption of alcohol on these occasions is permitted. It is expected that Employees will consume alcohol in a socially responsible manner. In particular, each Employee must limit his or her consumption of alcohol to an amount that is not excessive and will not result in inappropriate or unsafe conduct, or impairment as defined herein.
The consumption of recreational or illegal drugs at any work-related function or meeting is expressly prohibited and may be considered a disciplinary offence.
XI. Policy Violations
Employees who breach this Policy may be subject to discipline, up to and including termination of their employment with just cause. The appropriate consequences will depend on the facts of the case, including but not limited to the nature of the violation, the existence of prior violations, the response to prior corrective assistance programs, and the seriousness of the violation and applicable human rights laws.
109 Use of Phone and Mail Systems Effective Date: June 1, 2007
Employees may be required to reimburse thyssenkrupp Materials for any charges resulting from their personal use of any telephone systems, including internal phone systems, cellular phones, or internet based communication tools.
The use of thyssenkrupp Materials-paid postage for personal correspondence is not permitted.
110 Computer and E-mail Usage Effective Date: June 1, 2007
The Company has established a policy with regard to access and disclosure of electronic mail messages created, sent or received by company employees using the Company’s electronic mail system. As such, computers, computer files, the e-mail system, and software furnished to employees are the Company’s property intended for business use. Information Management has adopted a “Corporate Information Security Policy” and “Acceptable Use Standard” which provides further detailed information and can be found on the TKMNA Intranet under “Policies/Information Management.”
All computer systems and email are Company property, therefore any messages sent or received on these systems should not be considered private. Employees must conduct all Company business from their thyssenkrupp Materials email account only. Use of personal email accounts for Company business is strictly prohibited. Auto-forwarding of an employee’s Company email account to their personal email account is also prohibited.
Employees should notify their immediate supervisor, the Human Resources Department, or any member of management upon learning of violations of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment with just cause.
111 Internet Usage Effective Date: June 1, 2007
Internet access to global electronic information resources on the World Wide Web is provided by the Company to assist employees in obtaining work-related data and technology. All Internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of thyssenkrupp Materials and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in Internet e-mail messages and other transmissions are accurate, appropriate, ethical, and
lawful. Refer to the TKMNA intranet under “Policies/Information Management/Acceptable Use Standard” for details.
112 The Use of Mobile Phones and Related Devices Effective Date: June 1, 2007
thyssenkrupp Materials CA is aware that many employees use mobile telephones and other wireless communication devices in carrying out their daily duties and responsibilities. The Company is also aware of the potential distractions that may arise when company issued or personal mobile phones are used by employees while operating a moving vehicle, such as a van, automobile or truck.
In keeping with its obligations under applicable occupational health and safety laws to maintain a safe workplace, and to minimize the safety risks for our employees, customers, and passengers in moving vehicles, as well as the public at large, the Company has adopted the following policy with respect to the use of personal or Company mobile telephones while operating a moving vehicle or industrial equipment.
This policy applies regardless of whether the employee is operating a company-owned vehicle or equipment or the employee’s own vehicle in the course of employment. For purposes of this policy, “use” of a mobile phone includes dialing, texting, talking or listening on a mobile phone.
Employees are required to familiarize themselves, and comply at all times, with the applicable laws with respect to the use of mobile phones. No employee is to engage in the use of a mobile phone while operating a motor vehicle while the vehicle is in motion unless such mobile phone is equipped and used with a hands-free device.
“Hands-free” devices include any attachment, add-on or addition to a mobile phone or tablet (whether or not permanently installed in the vehicle) which when used, allows the operator of the vehicle to maintain both hands (or prosthetic devices or aids in the case of a disabled person), on the applicable steering device of the vehicle (e.g. dash-mounted devices, handsets).
113 Use of Equipment and Company Owned Vehicles Effective Date: June 1, 2007
Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.
Vehicles owned, leased, or rented by the Company should only be used for limited personal usage. Use of Company provided vehicles by other members of your immediate family or friends on a regular basis is not permitted. Such usage should be confined to extremely rare emergency situations. Employees who are involved in an accident must promptly report the incident to their immediate supervisor.
The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment. Please notify the supervisor if any equipment, machines, tools, or vehicles appear 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 possible injury to employees or others. The supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment or vehicles used on the job.
114 Health & Safety Policy Effective Date: June 1, 2007
Management recognizes the importance that safety and health contributes to making life more rewarding. thyssenkrupp Materials North America is committed to providing a work environment that protects the health and promotes the safety of all its employees. To assist in providing a safe work environment for employees, customers, and visitors, the Company has established a workplace health and safety program that complies with all applicable Occupational Health and Safety legislation. Compliance with all health and safety legislation and our program is a top priority for thyssenkrupp. Success depends on the personal commitment to safety from all.
thyssenkrupp Occupational Health and Safety policy states the safety and health of all employees is a core value of the organization. This is emphasized through providing all employees with a safe work environment. All employees should be able to perform their work safely and return home safe and sound. We promote a safety culture in which all employees are empowered to take an active role in continuously improving. This includes reporting all safety hazards that are observed and working with management on improvements. This safety and health policy applies to all thyssenkrupp employees, regardless of position. It also applies to consultants, temporary employees, visitors, customers, suppliers, contractors and subcontractors and any other parties with whom an employee comes in contact with when carrying out his or her job- related duties. This policy applies not only during working hours, but to any activities on or off the Company’s premises which could reasonably be associated with the workplace (i.e. work related social events).
The Company provides information to employees about workplace health and safety issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications. Our tkMNA Occupational, Safety and Health (OSH) Manual is available to any employee upon request. thyssenkrupp Materials CA has established a Health and Safety Committee, which works with management and employees from various departments to maintain a healthy and safe workplace. The Committee will hold regular meetings, conduct regular workplace safety inspections and make written recommendations to the Company for the improvement of the health and safety of employees.
Each employee is expected to obey all thyssenkrupp safety rules and this includes all applicable health and safety legislation. Employees must exercise caution in all work activities and must immediately report all unsafe work conditions to the appropriate supervisor. Employees who act in an unlawful manner and contrary to applicable health and safety legislation, violate health or safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment for just cause.
All workplace accidents, injuries, potential safety hazards or unsafe conditions safety suggestions, safety infractions, and any other health and safety related issue must be reported to the appropriate supervisor or manager immediately. In the case of workplace accidents, regardless of how insignificant the injury may appear, employees must immediately notify the appropriate supervisor to determine if first aid or medical treatment is required. In cases of injury requiring medical attention, the site supervisor will ensure this attention is received. The supervisor is also required to complete an accident / incident report documenting the events of the injury or incident which could have caused potential injury. This report is required to be submitted to the Corporate Safety Manager within 24 hours after initially learning of the injury. Such reports are necessary to comply with OHSA or the CNESST (depending on the province) and its Regulations. These incident reports are also required to initiate Workplace Safety and Insurance benefits procedures.
The only acceptable level of Safety and Health Performance is one with “Zero Accidents”. Safety and Health is an integral part of production that cannot be separated or by-passed. Safety and Health is a responsibility that must be shared equally and without exception by everyone within the organization. This policy has been issued to demonstrate thyssenkrupp’s commitment to be the industry leader in Safety and Health. Management is responsible for preventing
workplace injuries and illnesses. Management will regularly review the Company’s health and safety program and will consider employee suggestions for achieving a safer, healthier workplace. Managers will enforce Company rules and ensure that employees follow safe practices during their work.
Employees are expected to obey safety rules and exercise reasonable caution in all work activities. Employees will receive information and training along with any Personal Protective Equipment prior to starting work or transferring to another job duty. Employees will receive competent supervision in their own specific tasks to protect their health and safety.
All employees must protect his or her own health and safety by working in compliance with applicable laws and with safe work practices and procedures established by the Company. Every employee has an ethical duty to set a high standard for workplace safety not only for themselves, but for everyone.
115 Diversity Effective Date: June 1, 2007
A fundamental value of thyssenkrupp Materials is respect for the individual. thyssenkrupp Materials CA believes that to maintain our position as a successful leader in today’s global economy, we must attain a truly diverse workforce. This will enable the Company and its employees worldwide to reach their full potential based on merit.
We believe that to be completely successful, high performing work teams must develop capabilities of “openness” and “inclusion,” tapping the full value of inputs from employees with diverse backgrounds, and value differences of opinions and attitudes gained through experiences.
All employees have an obligation to assist the Company in maintaining an environment free from discrimination and to foster an environment that supports the open and non-judgmental exchange of diverse ideas and opinions.
116 Employee Relations / Open Door Policy Effective Date: June 1, 2007
thyssenkrupp Materials CA believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to a member of their management team or to Human Resources.
Our experience has shown that when employees deal openly and directly with management, the work environment can be enhanced, communications can be clear, and attitudes can be positive. We believe that thyssenkrupp Materials CA amply demonstrates its commitment to employees by responding effectively to employee concerns.
Section Two: Employment Status & Records
22Section Two: Employment Status & Records
201 Employment Categories Effective Date: June 1, 2007
It is the intent of thyssenkrupp Materials CA to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility.
Each employee will belong to one of the following employment categories:
REGULAR FULL-TIME
Employees are those who are not in a temporary status and who are regularly scheduled to work a full-time schedule. Generally, they are eligible for thyssenkrupp Material CA benefit package, subject to the terms, conditions, and limitations of each benefit program. All regular full time employees must adhere to the company policies.
REGULAR PART-TIME
Employees are those who are not assigned to a temporary status and who are regularly scheduled to work less than the full-time work schedule, but at least 30 hours per week. Regular part-time employees are eligible for some benefits sponsored by thyssenkrupp Materials, subject to the terms, conditions, and limitations of each benefit program. Regular part-time employees must work a minimum of 30 hours each work week in order to be entitled to benefits offered by the Company. All regular part-time employees must adhere to all thyssenkrupp Materials’ Company policies.
TEMPORARY or CONTRACT
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 or Contract employees retain that status unless and until notified, in writing, of a change. Temporary or Contract employees are ineligible for all of thyssenkrupp Materials’ benefit programs. All temporary and Contract employees must adhere to some of thyssenkrupp Materials’ Company Policies, specifically those surrounding health and safety policies, general rules and regulations of each respective site they are assigned to.
Any questions regarding your employment classification, or benefits eligibility should be directed to the Human Resources Department.
202 Employment Applications Effective Date: June 1, 2007
thyssenkrupp Materials CA 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 during your employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment with just cause.
203 Access to Personnel Files Effective Date: June 1, 2007
The Company maintains a personnel file on each employee. The personnel file includes such information as the employee’s job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.
Personnel files are the property of thyssenkrupp Materials CA, and access to the information they contain is restricted. Generally, only supervisors and management personnel of thyssenkrupp Materials who have a legitimate reason to review information in a file are allowed to do so.
Employees who wish to review their own file should submit a written request to the Corporate Human Resources Department. With reasonable advance notice, employees may review their own personnel files in thyssenkrupp Materials’ offices and in the presence of a Human Resources Manager.
At some facilities, personnel files may be reviewed in the presence of local management with prior written notification. Documents cannot be removed from a personnel file at any time. Copies of information contained within personnel files may be obtained upon written request. The Human Resources Department will maintain a complete personnel file on every thyssenkrupp Materials CA employee.
204 Employment Reference Effective Date: June 1, 2007
The Human Resources Department will respond only to those reference inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, and position(s) held. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry. Any employee who receives a request for such information should forward the request to the Human Resources Department.
205 Personnel Data Changes Effective Date: June 1, 2007
It is the responsibility of each employee to promptly notify the Company 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 reports should be accurate and current at all times. If any personnel data has changed, notify your Human Resources Manager via the Human Resources Information Form.
206 Performance Evaluation Effective Date: June 1, 2007
Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-today basis. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. The performance of all employees is generally evaluated on an annual basis at a time that is determined by the local business unit.
207 Outside Employment Effective Date: June 1, 2007
An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with thyssenkrupp Materials CA. All employees will be judged by the same performance standards and will be subject to the Company’s scheduling demands, regardless of any existing outside work requirements. An employee who holds other employment must disclose this information in writing to his / her immediate supervisor / manager.
If the Company determines that an employee’s outside work interferes with performance or the ability to meet the requirements of thyssenkrupp Materials CA as they are modified from time to time, the employee may be asked to
terminate the outside employment if he or she wishes to remain with thyssenkrupp Materials.
Outside employment or employment with a competitor of thyssenkrupp Materials, or any of its subsidiaries, may present a conflict of interest, especially if it has an adverse impact on any thyssenkrupp Materials company. Please see the Conflicts of Interest Policy (Item 105) or speak to a member of the Human Resources Department if you have any questions.
208 Hiring of Relatives Effective Date: June 1, 2007
The employment of relatives in the same area of an organization may cause serious conflicts and problems with favouritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.
Relatives of persons currently employed by thyssenkrupp Materials CA may be hired only if they will not be working directly for, or supervising a relative. This policy applies to any relative, higher or lower in the organization, who has the authority to review employment decisions. thyssenkrupp Materials employees cannot be transferred into such a reporting relationship. If the relative relationship is established after employment, management will determine the possibility of reassigning the impacted employees in accordance with any applicable human rights and employment standards legislation.
If a relative relationship is established after employment between employees, as described above, it is the responsibility and obligation of those involved in the relationship to disclose the existence of the relationship to management. The individuals concerned will be given the opportunity to decide who is to be transferred to another available position. Subject to applicable law, in any case where a conflict or the potential for conflict arises because of the relationship between employees, even if there is no supervisory relationship involved, the employees may be separated by reassignment or terminated from employment.
For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
Section Three: Employee Benefits
26Section Three: Employee Benefits
301 Employee Benefits Effective: June 1, 2007
Eligible employees at thyssenkrupp Materials CA are provided a wide range of benefits as part of their employment. Employees may also be entitled to certain statutory benefits, including those specified under the employees compensation legislation, and provincial or federally legislated programs.
The following benefit programs are available to eligible employees:
• Health Care Insurance, including Dental, Prescription, Extended Health, etc. • Long Term Disability • Registered Retirement Savings Plan (RRSP) • Life Insurance • Educational Assistance Programs • Employee Assistance Program (EAP)
Some benefit programs may require contributions on behalf of the employee. Please check with your immediate supervisor or Human Resource Department for further information on this.
302 Health Benefits Effective: June 1, 2007
thyssenkrupp Materials’ health benefits program provides employees and their dependents access to medical, dental, and prescription insurance benefits.
Please consult the Corporate Benefits Department or Human Resources for any questions you may have regarding your existing benefit plan. The company reserves the right to review, update or modify the health benefits program in its discretion, with appropriate notification.
Employees in the regular full-time, or regular part-time (30+ hrs/week) employment categories are eligible to participate in the health insurance plan after they have successfully completed 90 calendar days of employment and subject to the terms and conditions of applicable plans.
303 Life Insurance and Accidental Death and Dismemberment Effective Date: June 1, 2007
Life insurance offers you and your family important financial protection. thyssenkrupp Materials CA provides a basic life insurance plan for eligible employees. Additional supplemental insurance and/or dependent life insurance coverage may also be purchased. Please check with your Human Resource Manager for verification of this benefit.
Accidental Death and Dismemberment (AD&D) insurance provides protection in cases of serious injury or death resulting from an accident. AD&D insurance coverage is provided as part of the basic life insurance plan.
Employees in the following employment classifications are eligible to participate in the life insurance plan:
• Regular full time employees • Regular part time employees working 30 hours or more per week
Eligible employees may participate in the life insurance plan subject to all terms and conditions of the agreement between thyssenkrupp Materials and the insurance carrier.
Details of the basic life insurance plan, including benefit amounts are described in the Employee Benefit Handbook provided to eligible employees. Contact the Corporate Benefits Department, or your Human Resources Manager for more information about life insurance benefits.
304 Disability Effective Date: July 19, 2019 In the event an employee becomes injured or ill, and requires a leave of absence, they should immediately contact their appropriate Human Resource Manager to understand the options available.
Short term and Long term disability (STD/LTD) benefits may also be available for employees who have an illness or injury that result in an absence from employment. STD/LTD is designed to assist employees financially who are disabled and unable to work. Your Human Resource Manager will be able to provide you with more information with respect to your eligibility and health criteria, and information regarding such benefits.
305 Vacation Benefits Effective Date: January 1, 2019
thyssenkrupp Materials CA recognizes the importance of vacation time in providing the opportunity for rest, recreation, and personal activities. Regular full-time (except for Quebec hourly employees) employees are eligible for paid vacation in the current year. Regular part-time employees (except for Quebec hourly employees) are eligible for paid vacation in the current year on scheduled work-hours on a prorated basis. Eligibility for vacation shall be determined by an employee’s length of service as of January 1 each year. In the first year of employment, vacation shall be prorated and calculated as 1 day for each completed month of service not to exceed 10 days and 4% of earnings.
Canada Vacation (prorated for 1st year – except for
hourly Quebec employees*)
Start Date Hours %
January 80 4
February 80 4
March 80 4
April 72 4
May 64 4
June 56 4
July 48 4
August 40 4
September 32 4
October 24 4
November 16 4
December 8 4
* For Quebec hourly employees: Employees who, at the end of a reference year, are credited with less than one year of uninterrupted service with thyssenkrupp during that period, are entitled to an uninterrupted leave for a duration determined at the rate of one working day for each month of uninterrupted service, for a total leave not exceeding two weeks.
Salaried Quebec employee payout:
1. QC – Any overtime and miscellaneous earnings that are vacationable go into your vacation accrual balance (named “Vacation Accrual Ref Yr” on your pay stub). The vacation accrual balance will be paid on the last pay of December of the current year.
Hourly employee payout:
2. ON – Vacation accrual balance from the previous year is paid on the 23rd pay of the year in the current year (example the vacation accrual balance from 2020, if any, will be paid on the 23rd pay of the year in 2021)
3. QC – The vacation accrual balance from the previous year is to be paid on the last pay of December in the current year (example the vacation accrual balance from 2020, if any, will be paid on the last pay of December in 2021). Please note that based on when you take your vacation days in December, you may not have an accrual balance to get paid for your days off in December (for example the vacation days taken on Dec 27 and 28, as the vacation accrual would have been already paid out, there will be no payment for those days on the first pay in January.
4. AB – Vacation accrual balance from the previous year is paid on the 23rd pay of the year in the current year (example the vacation accrual balance from 2020, if any, will be paid on the 23rd pay of the year in 2021)
5. BC – Vacation accrual balance from the previous year is paid on the 23rd pay of the year in the current year (example the vacation accrual balance from 2020, if any, will be paid on the 23rd pay of the year in 2021)
Employees who, at the end of a reference year, are credited with one year or more of uninterrupted service are entitled to a minimum of 2 weeks of vacation time and 4% of earnings. The amount of paid vacation time employees receive each year increases with the length of their employment. Figure 305-A outlines the schedule in which vacation entitlement increases based on length of service. Quebec employees see figure 305-B. Outside Sales Representatives see figure 305-C.
Employees hired on a fixed term contract (on thyssenkrupp’s payroll) are provided vacation time and pay in accordance with applicable provincial employment standards legislation.
An employee should request vacation time by using the time and attendance system or by completing a Vacation Approval Form and submitting it to their supervisor. Vacation time will be granted based on business needs and staffing requirements. The maximum vacation time that will be scheduled at one time is 2 or 3 weeks and may be used in minimum increments of one-half days.
Supervisors / managers are required to track and report on all vacation time used. Vacation request must be approved in advance, and provided to the Supervisor before the vacation occurs, so that there is no interruption in earnings.
Vacation is paid in accordance with applicable provincial employment standards legislation. For Outside Sales Representatives in British Columbia, New Brunswick, Ontario and Quebec, in addition to the regular % vacation pay, vacation pay will be calculated on commissions. As stated above, employees are encouraged to use available paid vacation time for rest, recreation, and personal activities. In the event that available vacation is not used by the end of the calendar year, hourly employees will receive pay for all accrued and unused vacation on the first pay of June each year (end of December for Qc hourly employees) and if permitted by applicable employment standards legislation. Terminating
employees will only receive pay for accrued, unused vacation as of the date of termination or as required by law. The Company reserves the right to schedule vacation time with appropriate notice to the employee.
For the purpose of this policy the vacation entitlement reference year is January to December.
FIGURE 305-A All employees in Canada (except Quebec)
Years of Service Attained in Calendar Year Vacation Entitlement
Less than one year of service Pro-rated based on entitlement (4% on all gross earnings)
1 (one) to 5 (five) completed years of service 10 (ten) days (4% on gross earnings)
More than 5 (five) to 10 (ten) completed years of Service 15 (fifteen) days (6% on gross earnings)
More than 10 (ten) completed years of Service 20 (twenty) days (8% on gross earnings)
FIGURE 305-B – All employees in Quebec
Effective Date: January 1, 2019
Years of Service Attained in Calendar Year Vacation Entitlement
Less than one year of service Pro-rated based on entitlement (4% on all gross earnings)
1 (one) to 3 (three) completed years of service 10 (ten) days (4% on gross earnings)
More than 3 (three) to more than 10 (ten) completed years of Service
15 (fifteen) days (6% on gross earnings)
11 (eleven) completed years of Service or more 20 (twenty) days (8% on gross earnings)
306 Sick Time Effective Date: January 1, 2019
Employees who are unable to report to work due to illness or injury must notify their direct supervisor before the scheduled start of their workday whenever possible. The direct supervisor must also be contacted on each additional day of absence. Please contact your supervisor or manager for details.
307 Public Holidays Effective Date: January 1, 2019
The Company will grant holiday time off for statutory, federal public and/or company-recognized holidays in the calendar year to all full-time employees, in accordance with applicable employment standards legislation. The standard holidays for
all Canadian sites are as follows: New Year’s Day (January 1) Good Friday (Generally in March or April) Victoria Day (3rd Monday in May) Canada Day (July 1) Labour Day (First Monday in September) Thanksgiving (Second Monday in October) Christmas (December 25) Boxing Day (December 26)
The following provincial holidays will also be recognized for the respective sites:
Family Day Alberta, BC & Ontario Only (3rd Monday in Feb) Saint Jean Batiste Day Quebec Only (June 24th) Civic Holiday Ontario Only (1st Monday in August) BC Day BC Only (1st Monday in August) Heritage Day Alberta Only (1st Monday in August) Remembrance Day BC & Alberta Only (November 11) Christmas Eve Quebec Only (December 24th) New Year’s Eve Day Ontario & Quebec Only (December 31)
All thyssenkrupp Materials CA employees are generally eligible for public holidays unless they: (a) fail, without reasonable cause, to work all of their regularly scheduled day of work before or after the public holiday; or (b) fail without reasonable cause to work their entire shift on the public holiday if they agreed to work that day.
Holiday pay will be calculated in accordance with applicable provincial employment standards legislation. A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday unless otherwise posted.
If a recognized holiday falls during an eligible employee’s paid absence (such as vacation), a substitute holiday off with public holiday pay will be provided. Alternatively, the employee may agree, in writing, that holiday pay will be provided instead of the paid time off benefit that would otherwise have applied, in which case the employee will not be given a substitute day off.
If an employee agrees (in writing) to work on a public holiday, the employee is entitled to:
(i) wages paid at the employee’s regular rate for each hour worked on the public holiday;
and
(ii) a substitute day off (holiday) for which the employee will be paid public holiday pay, scheduled within three (3) months of the original public holiday (or within 12 months if the employee and the Company agree), or
(iii) The employee and the Company can agree in writing that the employee receive public holiday pay plus premium pay for each hour worked on the public holiday
308 SRSP Program Effective Date: June 1, 2007
Participation in the thysssenkrupp Materials CA Structured Retirement Saving Plan is available to all permanent, full time employees of TKMCA. Participation in the plan is voluntary. For plan details please contact your local Human Resource Manager for further information.
309 Educational Assistance Effective Date: August 15, 2011
thyssenkrupp recognizes that the skills and knowledge of its employees are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees can maintain and improve job-related skills or enhance their ability to move into other roles within the Company.
Classes and preparation for classes may not interfere with an employee’s normal working hours or job duties. It is fully the employee’s responsibility to ensure compliance with this policy and to obtain all approvals prior to enrollment.
Eligibility • Full-time employees who have been employed by thyssenkrupp Materials CA at least one year and who have
maintained a strong track record of on-the-job performance. Employees on a Performance Improvement Plan (PIP) or other disciplinary process are expressly prohibited.
• Prior to beginning courses, employee must complete the Tuition Reimbursement Application with Executive (Vice President) sign-off to approve the degree program or course.
• In order to receive reimbursement for courses, an employee must sign an agreement that if they leave employment with thyssenkrupp Materials they will pay back 50% of their education reimbursement from the previous 24 months.
Eligible Courses / Programs • Undergraduate classes at an accredited college or university that are required to earn an Associates or Bachelor’s
degree in business, or another field of study that is related to the employee’s present position, or that can be shown to enhance the employee’s potential for improved job performance and/or additional career growth in the company.
• Graduate classes at an accredited college or university that are required to earn a Master’s degree in business, or another field of study that is related to the employee’s present position, or other positions within the company that they may aspire to fill.
• Technical/Trade school classes or Professional Certifications that are related to the employee’s present position or that can be shown to enhance the employee’s job performance. These require special review and approval.
• Other classes / programs: Correspondence or internet based programs, Ph. D., law school, professional licensure classes (e.g., real estate appraisal) and other similar programs or classes are generally not eligible for reimbursement. If it can be demonstrated that other classes or programs will enhance an employee’s potential for success in the company, special review may be requested by contacting the Human Resources Department.
Reimbursement • To be eligible for reimbursement, a grade of B or better must be obtained. Courses that are taken as “Pass” or “Fail”
must be approved by Human Resources in advance. Forms are available on the Company Intranet. • Eligible expenses under this policy are limited to tuition, required books and lab fees. Ineligible expenses include
registration fees, meals, lodging, parking fees, entrance exams, transportation, tools or supplies. Contact Human Resources with questions.
• Approved undergraduate courses will be reimbursed at 100%, up to a maximum of $5,250 per calendar year. Exceptions to this maximum must be approved by the Business Unit President prior to classes beginning.
• Approved graduate programs will be reimbursed at 100% up to a maximum of $10,000 per calendar year. Exceptions to this maximum must be approved by the Business Unit President prior to classes beginning.
• Technical or trade school classes, if approved, will be reimbursed at 100% up to a maximum of $2,000 per calendar year.
• Under CRA guidelines, courses taken to maintain or upgrade employment-related skills as well as tuition fees, required books and lab fees that you pay for courses leading to a degree, diploma, or certificate in a field related to current or future responsibilities at thyssenkrupp are not a taxable benefit.
310 Employee Assistance Program (EAP) Effective Date: January 1, 2019
The Company cares about the health and wellbeing of its employees and recognizes that a variety of personal problems can disrupt their personal and work lives. While many employees solve their problems either on their own or with the help of family and friends, sometimes employees need professional assistance and advice.
Through the LifeWorks Program, thyssenkrupp Materials provides confidential access to professional counselling services for help in confronting such personal problems as alcohol and other substance abuse, marital and family difficulties, financial or legal troubles, and emotional distress. Life Works is available to all employees offering problem assessment, short-term counselling, and referral to appropriate community and private services.
The EAP is available 24 hours a day, seven days a week and they can be reached at the below toll-free phone numbers, websites and free “LifeWorks” mobile app:
English: 1-877-207-8833 or you can visit their website via le site internet login.lifeworks.com (username: tkca and password: tkecanada).
French:1-877-307-1080 ou via le site internet login.lifeworks.com (nom d’utilisateur : tkfr et mot de passe : tkefrench)
thyssenkrupp Materials CA complies with its obligations under applicable employees compensation legislation. This program covers any injury or illness sustained in the course of employment.
Employees who sustain work-related injuries or illnesses must inform their supervisor immediately. No matter how minor an on-the-job injury may appear it is important that it be reported immediately.
thyssenkrupp Materials CA shall not be liable for the payment of benefits for injuries that occur during an employee’s participation in any off-duty recreational, social, or athletic activity sponsored by the Company.
312 Bereavement Leave Effective Date: June 1, 2007
Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately. The Company defines “immediate family” as the employee’s spouse, parent, grandparent, child, sibling; and the employee’s spouse’s parent, grandparent, child, or sibling.
Up to three (3) days of paid bereavement leave will be provided per occurrence for eligible employees.
Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.
Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisors’ approval, use any available paid leave for additional time off as necessary.
313 Jury Duty Effective Date: June 1, 2007
The Company encourages employees to fulfill their civic responsibilities by serving jury duty when required. An employee’s pay while out on Jury duty will continue up to a maximum of three (3) business days. Pay will be calculated on the employee’s base pay rate times the number of hours the employee would otherwise have worked on the day of absence less any jury duty pay received.
Copies of the employee’s pay voucher for jury duty must be furnished prior to any pay being issued by thyssenkrupp Materials.
Employees must provide advance noticed as well of copies of the jury duty summons to their supervisor prior to reporting for Jury Duty so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.
The Company will continue to provide health insurance benefits for the full term of the jury duty absence.
Section Four: Leaves of Absence
35Section Four: Leaves of Absence
To the extent there are additional leaves prescribed by the employment standards legislation in the province in which you work, all thyssenkrupp employees are entitled to such leave. To assist our employees, we have set out information on some specific leaves available to employees in each of the provinces in which thyssenkrupp has operations. If you have any questions regarding such leave, please contact your HR department.
401 Pregnancy and Parental Leaves Effective Date: June 1, 2007
Pregnancy Leave
A pregnant employee is entitled to take unpaid leave of absence from their position with thyssenkrupp Materials CA in accordance with provincial legislation, so long as they have been employed by thyssenkrupp Materials CA for the minimum period as prescribed by the applicable employment standards legislation of the province in which they work. It is recommended that the employee contact the Human Resource Manager to discuss the process of taking pregnancy leave and to determine what she may be entitled to as the provisions for a pregnant employee may differ from province to province.
Employees who wish to take pregnancy leave must provide thyssenkrupp Materials with written notice (minimum 3 weeks in advance of the leave). The Company may request the employee to provide a certificate from a legally qualified medical practitioner stating the due date.
If an employee wishes to change the start date or end date of her pregnancy leave, she must provide the Company with three (3) weeks advanced written notice of the change of the start date or end date.
During the pregnancy leave, the employee continues to participate in all benefit plans, unless she elects in writing not to do so. The employee also continues to accrue seniority throughout the pregnancy leave.
Upon a return from pregnancy leave, the employee is entitled to be reinstated to the position she most recently held with thyssenkrupp Materials CA prior to the leave if it still exists, or to a comparable position, if it does not. The reinstated employee will be paid the greater of the rate that the employee most recently earned with the Company or the rate that the employee would be earning had she worked throughout her leave.
Parental Leave
Employees are entitled to a leave of absence without pay following the birth or adoption of the child, in the form of “Parental Leave” so long as they have been employed by thyssenkrupp for the minimum period as prescribed by the applicable employment standards legislation of the province in which they work. This leave may be used immediately after a pregnancy leave finishes by the mother or at any time as described by provincial legislation, by the other parent.
Consistent with the terms of the pregnancy leave of absence, a person wishing to take a parental leave of absence should contact the Human Resource Manager to determine what the entitlement is, and the process of applying for this leave. As the entitlement for parental leave differs from province to province, it is recommended that the employee contact HR as soon as they become aware to properly prepare and plan for it. The employee must provide the Company with written notice (minimum three (3) weeks in advance of the leave). In addition, the employee must provide at least 3 weeks’ notice if they would like to change the end date of the parental leave.
During parental leave, the employee continues to participate in all benefit plans related to his or her employment, unless he or she elects in writing not to do so, and he or she will also continue to accrue service and seniority.
An employee returning from parental leave is entitled to be reinstated to the position he or she most recently held
36Section Four: Leaves of Absence
with thyssenkrupp Materials prior to the parental leave, if it still exists, or to a comparable position, if it does not. The reinstated employee will be paid the greater of the rate that the employee most recently earned with thyssenkrupp Materials or the rate that the employee would be earning had he or she worked throughout the leave.
402 Sick Leave Effective Date: January 1, 2019
Provided the employee has been employed for the minimum period as prescribed by the applicable employment standards legislation of the province in which they work, they may be entitled to take Sick Leave because of a personal illness, injury or medical emergency. The employee will be provided with the minimum required amount of Sick Leave in accordance with the applicable employment standards legislation.
Employees who are unable to report to work due to illness or injury must make every reasonable effort to notify their direct supervisor before the scheduled start of their workday whenever possible. The direct supervisor must also be contacted on each additional day of absence. Employee should contact their supervisor, Manager or HR department for more details.
If circumstances require an employee to begin Sick Leave before advising his/her supervisor, the employee shall advise his/her supervisor as soon as possible after commencing the Sick Leave.
Reasonable evidence of the illness, injury or medical emergency giving rise to the need to take Sick Leave may be requested by the Company.
Sick Leave days are not included in the calculation of hours worked each week for overtime purposes. thyssenkrupp Materials CA will maintain a record of Sick days taken by each employee.
Sick Leave cannot be carried forward from one year to the next.
403 Family Responsibility Leave Effective Date: June 1, 2007
An employee who has been employed for the minimum period as prescribed by the applicable employment standards legislation of the province in which they work, they may be entitled to take Family Responsibility Leave because of the illness, injury or medical emergency of a family member as prescribed by the applicable employment standards legislation, or an urgent matter that concerns such a family member.
Employees who are unable to report to work due to the illness, injury, medical emergency or urgent matter of a prescribed family member must make every reasonable effort to notify their direct supervisor before the scheduled start of their workday whenever possible. The direct supervisor must also be contacted on each additional day of absence. Employees should contact their supervisor or manager to understand location specific details.
If circumstances require for an employee to begin Family Responsibility Leave before advising his/her supervisor, the employee must advise his/her supervisor as soon as possible after beginning the Family Responsibility Leave.
Reasonable evidence of, illness, injury, medical emergency or urgent matter that concerns a prescribed family member giving rise to the Family Responsibility Leave may be requested by the Company.
Family Responsibility Leave days are not included in the calculation of hours worked each week for overtime purposes. The Company will maintain a record of Family Responsibility Leave days taken by each employee.
Family Responsibility Leave cannot be carried forward from one year to the next.
Section Five: Payroll Administration
38Section Five: Payroll Administration
501 Timekeeping Effective Date: June 1, 2007
Accurately reporting time worked is the responsibility of every employee. Time worked is all the time actually spent on the job performing assigned duties.
Salaried employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons.
Overtime work must always be approved before it is performed. Overtime worked without prior approval may result in disciplinary action up to and including termination of employment.
Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment.
It is the each employee’s responsibility to enter their accurate time in eTime or punch in their accurate time on the time clock. The supervisor will then approve the time record before submitting it for payroll processing.
502 Pay Days Effective Date: June 1, 2007
All employees are paid on Fridays and the pay period is from Monday to Sunday.
Hourly employees are paid weekly. All hours worked in one week, will be paid for and deposited into the employee’s bank account on file by the Friday immediately following the work week.
Salaried employees are paid bi-weekly, one week in arrears. The pay is deposited into the employee’s bank account on file every second Friday.
In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday, employees will receive pay on the last day of work before the regularly scheduled payday.
thyssenkrupp Materials CA pays its employees through direct deposit into their bank accounts. Employees have access to their itemized statement of wages using the Employee Self-Service portal.
Please contact the Human Resources Department for further information or questions relating to pay, or direct deposit. Any issues or discrepancies must be reported to the immediate supervisor in writing to ensure the inquiry is handled in a systematic manner.
503 Pay Deductions Effective Date: June 1, 2007
The law requires that thyssenkrupp Materials CA make statutory deductions from every employee’s compensation. Among these are applicable federal and provincial income taxes, Canada Pension Plan, and Employment Insurance.
It must be noted that if the Company receives further requests for deductions, e.g. garnishments, child support, etc., the decision to deduct is not in the Company’s control. These deductions are also statutory and there is no option to forgo in these matters.
39Section Five: Payroll Administration
thyssenkrupp Materials CA may, from time to time, offer various programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. Certain programs will vary depending upon business unit. Examples of these deductions may be for company social activities, safety equipment purchases, etc. Local business unit programs may allow for this to occur at the discretion of management.
If employees have questions concerning deductions made from their paychecks or how they were calculated, they should contact the Human Resources Department.
504 Administrative Pay Corrections Effective Date: June 1, 2007
thyssenkrupp Materials CA takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of their immediate supervisor in writing. The immediate supervisor may refer the employee directly to the Human Resources / Payroll Coordinator, so that corrections can be made as quickly as possible or handle the discrepancy him or herself.
Section Six: Work Conditions & Hours
41Section Six: Work Conditions & Hours
601 Work Schedules Effective Date: June 1, 2007
Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.
602 Meal Periods Effective Date: June 1, 2007
All employees are provided with one meal period each workday, in accordance with provincial laws. Supervisors will schedule meal periods to accommodate

thyssenkrupp Materials CA LTD Employee Handbook

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