2.                  Harassment on any of the bases set forth in this Section shall be considered discrimination under this Section.

3.                  The Company shall not retaliate against an Employee who complains of discrimination or who is a witness to discrimination.

4.         There shall be no interference with the right of Employees to become or continue as members of the Union and there shall be no discrimination, restraint or coercion against any Employee because of membership in the Union .

5.         The right of the Company to discipline an Employee for a violation of this Agreement shall be limited to the failure of such Employee to discharge his/her responsibilities as an Employee and may not in any way be based upon the failure of such Employee to discharge his/her responsibilities as a representative or officer of the Union.  The Union has the exclusive right to discipline its officers and representatives.  The Company has the exclusive right to discipline its officers, representatives and employees.

6.         Nothing herein shall be construed to in any way deprive any Employee of any right or forum under public law.

1.                  A Joint Committee on Civil Rights (Joint Committee) shall be established at each location covered by this Agreement. The Union shall appoint two (2) members, in addition to the Local Union President/Unit Chair and Grievance Chair.  The Company shall appoint an equal number of members, including the Plant Manager and the Plant Manager of Industrial Relations.  The parties shall each appoint a Co-Chair and shall provide each other with updated lists of the members of the Joint Committee.

2.         The Joint Committee shall meet as necessary and shall review and investigate matters involving civil rights and attempt to resolve them.

3.         The Joint Committee shall not displace the normal operation of the grievance procedure or any other right or remedy and shall have no jurisdiction over initiating, filing or processing grievances.

4.         In the event an Employee or Union representative on the Joint Committee brings a complaint to the Joint Committee, the right to bring a grievance on the matter shall be preserved, in accordance with the following:

a.         The complaint must be brought to the attention of the Joint Committee within the same timeframe that a complaint must be brought to the First Step 1 of the grievance procedure.

b.         The Employee must provide the Joint Committee with at least sixty (60) days to attempt to resolve the matter.

c.         At any time thereafter, if the Joint Committee has not yet resolved the matter, the Employee may request that the Grievance Chair file it as a grievance in Step 2 of the grievance procedure, and upon such filing the Joint Committee shall have no further jurisdiction over the matter.

d.         If the Joint Committee proposes a resolution of the matter and the Employee is not satisfied with such resolution, then the Union may file the complaint at Step 2 of the grievance procedure, provided such filing is made within thirty (30) days of the Employee being made aware of the Joint Committee’s proposed resolution.

Section C.  Workplace Harassment, Awareness and Prevention

1.         All Employees shall be educated in the area of harassment awareness and prevention on a periodic basis.

2.                  A representative of the Union’s Civil Rights Department and a representative designated by the Company’s Industrial Relations Department will work together to develop joint harassment and prevention education, with input from the plants and Local Unions.

3.                  Within six (6) months of the Effective Date of this Agreement, members of the Joint Civil Rights Committee will be trained in matters relative to this provision.

4.                   All new Employees (and all Employees who have not received such training) will be scheduled to receive two (2) hours of training as to what harassment is, why it is unacceptable, its consequences for the harasser and what steps can be taken to prevent it.

5.                  All Employees shall be compensated in accordance with the standard local plant understandings for time spent in training referred to in this Section.

1.         The parties agree to identify programs to meet the changing needs of working families, particularly in regard to dependent care.

2.         At each location covered by this Agreement the parties shall create a Dependent Care Committee, comprised of a Contract Coordinator and a designee of the Plant Manager and the Local Union President/Unit Chair. The Committee shall meet and be responsible for the development of dependent care programs. The Committee will utilize local community resources which are able to support the issues of child, elder and dependent care.

3.         The Committee's efforts shall include fact finding and identifying working model programs during the term of this Agreement, such as:

a.         twenty-four (24) hour resources and referral systems;

b.         subsidy and/or reimbursement provisions for dependent care services;

c.         pre-tax programs;

d.         near-site or on-site dependent care centers;

e.         before and after work care for extended workdays;

f.          holiday, emergency and sick care on workdays; and

g.         development of community-based groups with other unions and companies in the region to cost effectively provide dependent care services.