2
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)
3
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
4
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.
6
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.
11Section One: Employment Policies
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.
12Section One: Employment Policies
“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.
13Section One: Employment Policies
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
14Section One: Employment Policies
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:
15Section One: Employment Policies
• 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
16Section One: Employment Policies
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
17Section One: Employment Policies
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
18Section One: Employment Policies
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.
19Section One: Employment Policies
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
20Section One: Employment Policies
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.
23Section Two: Employment Status & 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-to- day 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
24Section Two: Employment Status & Records
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.
27Section Three: Employee Benefits
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
28Section Three: Employee Benefits
* 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
29Section Three: Employee Benefits
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
30Section Three: Employee Benefits
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
31Section Three: Employee Benefits
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.
32Section Three: Employee Benefits
• 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)
33Section Three: Employee Benefits
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