Stormtech Canada Associate Handbook

CONFLICT RESOLUTION

1. PURPOSE Stormtech is committed to fostering an environment where associates work together effectively. Stormtech emphasizes the importance of teamwork, open communication, and a respectful workplace where there is early resolution of work-related problems. Stormtech provides informal and formal processes for responding to the work related problems and concerns of associates. 2. SCOPE This policy applies to all Stormtech associates working in Canadian locations. 3. POLICY • Stormtech encourages an environment where associates have prompt access to their manager or to People & Culture to discuss and resolve a work-related issue. • Associate and Manager resolution of a workplace problem may include various options, including: − Listening and serving as a sounding board for the associate. − Coaching the associate on how to discuss the issue and raise the issue in a constructive way with another individual or management. − Providing relevant information and referring the associate to other appropriate resources. − Facilitating discussion between the associate and another individual. − Reviewing a range of approaches and helping the associate think through the merits of each. • All members of management at Stormtech are responsible for maintaining a work environment where work related differences or concerns can be discussed and resolved. Informal Process • Associates who have work-related problems, concerns or suggestions may first discuss directly with the associate, supervisor, or manager that they are experiencing the concerns within an atmosphere of mutual respect, if they feel comfortable to do so. • Alternatively, associates should seek advice from their direct Manager or People & Culture to discuss the matter and work out a solution or approach to resolving the problem in a timely manner. Formal Process • The formal process is available for associates who have work-related problems, concerns, or suggestions after attempting to resolve informally, or immediately for more complicated or critical issues. • Associates may file their concerns formally to People & Culture or their manager unless the issue lays with this individual. The formal process may also include external third parties where this is necessary (for example: for external objectivity, formal mediation, or legal concerns). • The formal process includes interviewing, investigation and mediation as required. This process is documented and maintained in a secured location.

18|Page