GLOBAL REACH & BENCH - Iinfou

A M A G A Z I N E F O R E M P L O Y E E S A N D F A M I L I E S O F L I N A M A R

{50}GLOBAL REACH& BENCH

IN THIS ISSUE:....................................................

Innovation Hub....................................................New Years Around the World....................................................

2016 United Way Campaign....................................................

Diapers for the D....................................................Years of Service Achievements....................................................

© Linamar Corporation, January 2017

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2016 was a great year of news, awards and celebrations around the world. For 2017 I challenge each region to send me at least one story per quarter to tell the Linamar team what’s happening in your area. Everyone likes to see news from ALL our facilities around the globe, so if you have an article, pictures or even just ideas of what you would like to see included in future issues, please get in touch with me. I do my best to include as many contributions as possible. Submissions for the next issue must be submitted by March 31, 2017.

The theme of this issue is our key 2017 Stepping Stool Strategy under the Employee Leg; Global Reach & Bench. Our total employee count is now over 24,000! As we continue to grow it’s important to celebrate our diversity, yet embrace the Core Values and Leadership Behaviours that make Linamar who we are. One way we can do this is through consistent messaging and branding. Branding is something I’m personally very passionate about so I would like to offer a few reminders. The Linamar brand represents over 50 years of success and it’s imperative that we maintain the look across all mediums, throughout all facilities around the world. Please remember, the Linamar logo may NOT be changed in any way. The colours provided are the only acceptable options for the logo and the proportions and positions of each element must be maintained as is. Here is a very abbreviated version of what you can and can’t do:

A complete description of all our Branding Guidelines are available via:LINUS > Tools & Resources > Marketing Resources > Documents > Branding Guidelines. These should be reviewed by any vendor working with the Linamar logo as well as our internal team.

If you have questions or would like help to create a design for your specific project or facility please ask.

Thank you!

[email protected] ext. 40006

Happy New Year!JENNIFER DIEHL | Senior Graphic Designer, Linamar Corporation

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Look for all issues of Vision in Bulgarian, Chinese, French, German, Hungarian and Spanish on LINUS > Employee Centre > Vision Magazine.

Thank you to all those who contributed to this issue of Vision magazine! Please keep those stories and photos coming my way so they can be shared!

TABLE OF CONTENTS

CEO’S MESSAGE 04 | Global Reach, Bench & Mobility

PRESIDENT’S MESSAGE 06 | Welcome to 2017

COMPANY NEWS 08 | The Innovation Hub 09 | Introducing Our New Leapsters10 | Celebrating the Completion of a Successful 16 Year Rocker Arm Line at Ariss11 | Linamar’s Manufacturing Monitoring System

HEALTH & SAFETY 12 | Safety in Action in Guelph

GROW WITH US 13 | Celebrating New Years Around the Globe14 | Success Through School Within A Factory

IN THE COMMUNITY 16 | Another Successful United Way Campaign! 17 | Diapers For The D!

CELEBRATIONS 18 | Fiat Chrysler Automobiles Outstanding Quality Awards for Linamar Gear & Autocom 19 | Linamar Emerging Leaders Program Award 19 | Thank You Run in Hungary20 | Years of Service Achievements

AROUND THE GLOBE 22 | Montupet’s Annual ‘Football’ Tournament23 | LSC and LMT Join For “LINAMAR TEAM GO!”

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Linamar Logo UsePlease remember, the Linamar logo may NOT be changed in any way. The colours provided are the only acceptable options for the logo and the proportions and positions of each element must be maintained as is.

Graphic support ([email protected] or [email protected]) is available if you have questions or would like help to create a design for your specific project or facility.

Branding Guidelines are available via LINUS > Tools & Resources > Marketing Resources > Documents > Branding Guidelines. These must be reviewed by any vendor or person(s) working with the Linamar logo.

Using the logo without the tagline is acceptable when

necessary due to size.

Don’t reposition elements within the logo

CORRECT INCORRECT

Don’t alter colour of the logo

Don’t apply textures or graphic treatments to the logo. (ie watermark or transparency effect)

Don’t replace elements of the logo with other text, graphics or facility name

Using the logo with tagline is preferred

THESE 6 LOGOS ARE THE ONLY ACCEPTABLE VERSIONS

OF OUR LOGO Potenz zu vortragen

VISIONISSUE504 54

Happy New Year to you all. I hope you have had a great start to the year!

As we embark on 2017 and the opportunities and challenges ahead it is a good time to reflect a little on our key areas of focus for the year.

We have three key areas of focus in 2017 – Bold Innovation, Global Reach & Bench and Act Like an Owner & Simplify.

I want to focus on the Global Reach and Bench idea. What does that mean? Quite simply it means making sure we have the people we need when and where we need them and making sure we are acting like the global company we are.

Our bench strength, just like the football, hockey or rugby team, is a reflection of the depth of our talent to cover all positions. Think of the players sitting on the bench of that team – they are ready to step in to any of the positions of those players who find themselves unable to play or taking on a new position. Would you ever go into a game without a backup goaltender? Definitely not!

The same concept applies to our company. We want to make sure we have someone on the bench for every position that might come available in the future. How do positions become available? Well growth primarily creates the need for more of every job. New business means more plants and that means a need for a full team to run that new facility. Positions also become available when people are promoted into new opportunities. Ideally as we grow, so too grows the careers of our talented people. That means promotion and the need to backfill all those jobs.

We have a fantastic, talented team at Linamar today. We want to ensure our teams of the future are equally fantastic. That means identifying what those future needs might be, identifying people who might be able to fill those needs and getting them the training and development they might need to get ready for that job.

The first step is identifying the need. Looking group by group and region by region to understand the growth that is coming and targeted and therefore the positions we will need to fill. Next step, identify the people who are interested in those jobs; that is where all of you come in. Let us know if you have interest in gaining experience in a certain area. Be sure we know if you think you have what it takes to be a leader, to take on a promotion to supervisor or manager or beyond. Let us know what your career aspirations are! That all helps us identify the right people for the right roles. Finally we will need to develop Individual Development Plans (IDP) for anyone needing some development in a certain area. Some people might not be ready for that new job right away and need some training and coaching to get ready for that. An IDP can help detail all of that and give us a roadmap to get you from here to there.

Our Each One Teach One program is an important part of getting that coaching and development for our top talent. Quite simply, everyone one of us is responsible for developing others, developing them to take on our roles or some other required position.

International assignments are a great way to help develop leaders so don’t be surprised if you see that suggested to you as a developmental opportunity. We are growing our business internationally and that means lots of opportunity for us to take talented, capable people and send them abroad for a few years to help establish the Linamar culture and business practice in these new or acquired facilities. Take that chance! You learn so much by being immersed in a new culture! Not just the language, but how to interpret different cultures and different ways to motivate and communicate with people. It makes you a better leader when you return to your home country, more appreciative of the diverse talents of a global workforce and better equipped to motivate them.

Global Reach, Bench & MobilityLINDA HASENFRATZ | Chief Executive Officer, Linamar Corporation

C E O ’ S M E S S A G E

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“We we have a fantastic team

at Linamar with great people,

great technology, great products,

efficient processes and a strong

balance sheet.”

Our goal is to meet our 5 year bench plan. That means having plans in place to fit every need envisioned over the next 5 years in every global location. Always have a full bench – the key to winning the game!

I will end with a quick nod to some of the concerns I have heard expressed by some of our team members about what the future holds related to new government policies being considered globally. We have new leadership in a few key countries globally and new ideas are being discussed and evaluated around

how we should interact between countries.

My advice is to not become too concerned, we really have no idea what new policies might actually be implemented and the impact on us.

Here is what I do know: we have a fantastic team at Linamar with great people, great technology, great products, efficient processes and a strong balance sheet.

Whatever happens, we will find our way. Any challenge creates an opportunity, we will find

those opportunities and continue to prosper as a company. Government policies come and go and can literally change overnight. We can’t run our company based on something so transient. We will continue to focus on the long term and leverage our great team, technology and financial strength to win, today, tomorrow and 50 years from now!

Have a great few months and I will talk to you all again soon.

Linda

“You learn so much by being immersed in a new culture! Not just the language, but how to interpret different cultures and different ways to motivate and communicate with people. It makes you a better leader

when you return to your home country, more appreciative of the diverse talents of a global workforce and better equipped to motivate them.”

VISIONISSUE506 76

Our focus this year is Bold Innovation, Global Reach & Bench and Act like an Owner & Simplify.

In this issue of Vision I want to speak to you about Global Reach. Our growth depends on having a global reach, with the acumen to recognize and implement new ideas and attack new opportunities.

Having Global Reach means:• We can be on the ground in emerging and profitablemarkets.• We must ensure we have a skilled workforce to capitalize on opportunities. • We can better serve our global customers. • Wemustleveragethecostbenefitsof beingbothanefficientglobalsupplierand working with a competitive supply base.

We can be on the ground in emerging and profitablemarkets. It is essential to be in the market to ensure that we drive relationships. Just being present in a market is important, however the focus of each team should be on building that relationship with your customer. Does our production manager know our customer’s production manager? Are you visiting his/her location, talking to him, developing the relationship and getting to know what the challenges the customer is facing? When each functional manager steps out of his role and understands his customer’s role it provides us with insight into how we can serve that customer and that leads to leveraging business opportunities. Every employee has a customer for their work and every employee can develop the mindset of building the relationship and understanding the customer.

We must ensure we have a skilled workforce to capitalize on opportunities. As an organization we are investing millions of dollars into ensuring we have a strong bench. Step 1 is to know what your needs are with your 5 year bench plan. Step 2 is ensuring you execute on the plan to address those needs.

Just prior to the holiday break we all received a video note from Linda Hasenfratz reminding us of our E1T1 program and owning the bench plan. I have my E1T1 selected, do you have yours? My expectation is that every leader can speak to the bench plan because they are actively working on it.

We can better serve our global customers. Our growth and success comes from our core value of responsiveness. As you develop the relationship you solidify it by showing your ability to respond to your customer needs and concerns. Every time we deliver a quality product, on time, to our customer we are being responsive and delivering on the promise to better serve our customer.

Wemust leverage thecostbenefitsofbeingbothanefficientglobalsupplierandworkingwith a competitive supply base. Our recent announcement about consolidating purchasing with one leader in Europe is focused on allowing us to leverage those benefits. Every lean activity, cost savings idea and employee suggestion ensures we are an efficient global supplier.

Welcome to 2017 JIM JARRELL | President and Chief Operating Officer, Linamar Corporation

P R E S I D E N T ’ S M E S S A G E

“Our growth depends on

having a global reach, with

the acumen to recognize and

implement new ideas and

attack new opportunities.”

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Bottom Line Waste Reduction of 2% by December 31, 2017• CAT (Cost Attack Team)• PAT (Paper Audit Trail)• Reduce Scrap• COMMWIP Cost Reductions• Tool Life Improvements• Benchmark Improvement• Tax Credits

Green Stepping Stool

Meet 5 Year Bench Plan$1.5 Billion NBW

Meet Monthly CompassUse this compass as an instrument to navigate and orientate our actions to ensure SALES, OE, CapEx and NCWCare performing to plan

Successful Future

2017: ONE TEAM - GLOBALLY ALIGNEDBy working together on our 2017 goals we will pull Linamar forward towards consistent, sustainable growth

NA MACHINING & ASSEMBLY $600MEUROPE (LEU) MACHINING & ASSEMBLY $250MASIA (LAP) MACHINING & ASSEMBLY $200MLINAMAR AGRICULTURAL $50MLIGHT METAL CASTING GROUP $150MLINAMAR FORGING $150M (OUTSIDE $75M | INSIDE $75M)SKYJACK $150M

Using Linamar’s standard full bench template to ensure we have the right number of leadership and technical people available all the time for your Group | Facility | Functional Department | Region to support your growth plan over the next 5 years

+LEADERSHIP

TECHNICAL

MEASUREMENT

CUSTOMER

BOLD Innovation GLOBALIZATION DIVERSIFICATION

GREEN

EMPLOYEE

Global Reach & Bench DEVELOPMENT

RETENTIONCONNECTIVITY

FINANCIAL

Simplify & Act Like an Owner DIGITIZATION

WASTE REDUCTIONMAINTAIN RETURN PERFORMANCE

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2017 is a year filled with opportunities globally. In order to turn those opportunities into wins we need to execute on our global reach. As One Team – Globally Aligned we are well positioned to win.

VISIONISSUE508 9

Introducing Our New LeapstersSHAUN SCOTT | Director of Human Resources, Linamar Corporation

We are excited to announce the establishment of our new Innovation facility that we are calling “The Hub” in Guelph. What better place to create “The Hub” than Linamar’s founding facility in Ariss started 50 years ago where our founder started the culture of innovative thinking through Thinking Big and Acting Small.

The Hub will be a place we can explore bold innovation; where we can take transformative ideas, not necessarily in the mainstream of our regular R&D work, and develop them to determine if they have market potential.

Think of it as an incubator for great ideas!

We have also established a new Innovation Team to explore great innovation ideas generated internally or externally. Our team will assess exciting new technologies and companies where we can develop or

establish strategic partnerships for long term mutual success. We will filter ideas to identify the ones with the most market potential and then work to develop those key partnerships.

Innovation has long been a key part of Linamar’s success. From the very first day we took a process and improved it and came back the next day to do it again to the fantastic products our McLaren Engineering design team are innovating every day. Innovation is what creates our competitiveness to win business. Innovation coupled with incredible efficiency in how we run our operations. It is how we have won business in the past and it is how we will win it in the future.

The Hub and our Innovation Team will be key elements in the next chapter in our Innovation story at Linamar.

Linda & JIm

C O M P A N Y N E W SC O M P A N Y N E W S

The Innovation HubLINDA HASENFRATZ | Chief Executive Officer, Linamar Corporation

At Linamar, growing talent from within the business has always been a key part of the company’s growth and success. This simple fact is at the heart of the Grow with Us philosophy that guides the many learning and development programs available to employees.

LEAP is a three to five year management development program designed to give high potential candidates the skills, experience, confidence and perspective they will need to become future operational leaders at Linamar. Candidates for this program must be nominated through their Business Units, and then progress through a series of evaluations – including observation, interviews, assessments, and simulations – which culminate with a presentation to senior leaders and final selection.

Although many of the elements listed above have existed for many years the newest element that we have added to the program is scouting. Simply put, scouting involves watching individuals perform their jobs and assessing that individual to make a determination on the most appropriate candidates to bring forward for the program. However before scouting can start we need a number of elements in place: develop the criteria (what are you scouting for), develop the scouting process (how will you scout), train the scouts (learn from professional scouts do’s and

don’ts of scouting). With these elements in place we could now begin the scouting process.

A great debt of gratitude is owed to all of the General Managers and Plant Operating Committees who put forward names for consideration in 2016. All of the candidates put forward were very impressive. As a result we feel great about the future of Linamar with the talented people we have seen across the globe at Linamar.

For 2017, three new global team members have been drafted to join LEAP: Dejan Doslo, Istvan Tuskes, and Nathan Schaly. Learn more about them below.

Please speak to your HR Manager for more information about LEAP and to express your interest in being nominated by your facility.

Dejan Doslo Dejan began his career with Linamar as an engineering co-op student at Cemtol in 2010. He has worked as a CAD Drafter, Production Supervisor, Program Manager, and Manufacturing Engineer. Dejan has travelled extensively to support Linamar facilities around the globe as part of his role in the Bullpen and also completed an expatriate assignment in Tianjin. He has excellent technical knowledge and works well with others.

Istvan TuskesIstvan joined Linamar in 2012 as a Quality Engineer at LPD and was quickly promoted to Program Manager. He is a Six Sigma Black Belt and is highly analytical. Istvan has a strong drive to succeed, ensuring his team has clear direction and objectives, and communicates, delegates, and follows up effectively. He sees the big picture and pushes people to not be complacent.

Nathan SchalyNathan started his career at Vehcom as a quality engineer co-op in 2012, followed by co-op terms as a product engineer coop at Linamar Driveline in Southfield, and a controls engineer co-op at McLaren Performance. After joining the company full time upon graduation, he progressed from Controls Engineer to Sales Engineer, to being the youngest Account Manager at Linamar in less than a year. Nathan has a great determination and work ethic, and a strong ability to translate complex technical issues into terms that others can easily understand.

GREAT SCOUTING

MOVIESAll the Right

MovesBlue Chips

Friday Night Lights

Glory RoadHe Got Game

MoneyballDraft Day

Grow with UsPUT DOWN SOME ROOTS AT LINAMAR

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In late 2016 the Detroit Diesel Company’s (DDC) line of Rocker Arms came to an end at Ariss. This was the last production line still running at Ariss. The program started in 2000, and in 2008 when Traxle assumed responsibility for the line, it was determined to be more cost effective and logical to leave the line, machinery and employees at Ariss.

In 2015, the annual sales were $7,703,454 with 119,646 parts successfully shipped to the customer. Throughout the life of the program, Ariss and Traxle enjoyed a strong and positive relationship with DDC, who commonly provided the team with accolades and positive feedback regarding their performance and quality.

The story of the DDC line is about more than just

Linamar, the customer and the parts. It’s about the group of employees that ensured quality, on time delivery and customer

satisfaction.The Rocker Arm was an intricate assembly that required precision, attention to detail and focus. Over the sixteen year lifespan of the line there was only one formal reject, which occurred in March 2011 due to chips in the oil hole.

This major accomplishment was due to the proactive and responsible attitude of the Ariss team who worked very diligently to ensure the customer received good parts.

The decision to leave the line at Ariss created something special. It created a team of people who took ownership and were empowered to treat the line as if it was their own business. The employees at Ariss truly took pride in their work. In addition to their regular day-to-day production duties, the employees undertook responsibilities for their area of the building, including cleaning and maintaining the locker rooms, washrooms and cafeteria to avoid additional expenses of a janitorial service. This dedication, hard work and passion that this team displayed helped to build and maintain the strong relationship between Linamar and DDC.

Celebrating the Completion of a Successful 16 Year Rocker Arm Line at Ariss HEATHER EKEY | Human Resources Representative, Traxle Manufacturing

C O M P A N Y N E W S

Members of the Ariss Rocker Arm team pictured left to right: Drago Milisic, Maria Barreto, Dan Parmentier, Hoa Pham, Kadrushe Sadiku, Laszlo Toth, Ying Zhang, Alex Jeffrey, Hoa Ngo, Richard Gibbs, Ping Xiang. Not pictured: Nasreen Hashimi

VISIONISSUE5010

Change! Every day, change is happening faster, especially in the area of information technologies. Information is fast becoming the critical ingredient to efficient, effective manufacturing. The key is, to have the right information, at the right time, delivered to the users in a way that drives improvement actions.

Picture the scene. There is a problem with a machine. Is it running? Has it stopped? Is it ready to work but waiting for parts (starved)? Has it finished working but cannot be unloaded (blocked)? Is the machine broken and needing of service? Is the machine running too slowly or too fast relative to the expected speed?

Imagine the superhero that can answer those very questions – and more - as they happen. A superhero that can point out the immediate constraint so the team can react to and correct the problems quickly, increasing overall production output each and every shift.

Constraint ManagementWe know that to increase production output we must increase output of the slowest operation (the constraint). This may be obvious when dealing with things that are stopping production right now (immediate constraints), but it is actually quite difficult to find out what the true constraint is. A true constraint is the operation with the lowest output over a period of time, usually weeks of production. This means that we would need to collect all of the production outputs for each operation, every shift, for weeks, and do the calculations and analysis to understand the true constraint!

This would need to be a continuous process because, as improvements are made, the real constraint will change or move from where it was, to a new place in the production stream. Doing this can be exceptionally complex, unless you have the help of technology.

Welcome LMMSLMMS is Linamar’s Manufacturing Monitoring System, the superhero that can monitor every machine every minute of the day – every day! LMMS is an information technology system that connects Linamar machines to Linamar data networks so that the team can see, in real time, the status of each machine.

As you can imagine, it is a lot of work to understand the real constraint for each production line in a factory… but LMMS can do this quickly, easily and in real-time!

LMMS started in 2009 out of the need to know, real-time, the output from some of our production lines that were in crisis. We needed accurate production numbers from multiple lines on an hourly basis; - each of these lines had more than 40 machines to monitor. After collecting this information manually for a few weeks, it was obvious this solution was not sustainable. Necessity is the mother of invention, and thus LMMS was born from the creative minds of the Linamar team.

Today, LMMS is installed on 37 production lines and more than 1,400 machines. But this is just the start! Starting in 2017, Linamar is focused on connecting all our production machines to the Productivity Module of LMMS.

In the next issue of VISION, we will show that LMMS is much more than just Production Monitoring, but really a platform for all of our shop-floor data systems.

Visit us on LINUS at http://linus/LMMS to find out more about LMMS and how it can improve your productivity and profitability!

Linamar’s Manufacturing Monitoring SystemLARRY WALSH | Engineering Manager, Linamar Corporation

C O M P A N Y N E W S

LMMSLinamar Manufacturing Monitoring System

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Celebrating New Years Around the GlobeSHAUN SCOTT | Director of Human Resources, Linamar Corporation

A new year represents a clean slate. As the calendar turns from December 31st to January 1st people join in celebrating the potential of what is to come. Regardless of how you spent your New Year’s we are excited to see you back for another year here at Linamar. Here is how some of your team members celebrated across Linamar.

G R O W W I T H U SH E A L T H & S A F E T Y

Safety in Action in GuelphMELISSA GOULD, CRSP, CHSC | Group EHS Manager - Canada, Linamar Corporation

in 2016 Every HS Coordinator in Canada/US was tasked to develop, organize and implement one HS related Employee Engagement Activity within their facility by the end of Q4. A few examples from Guelph:

Vehcom Workplace Health Fair, by Laura Raetsen, EHS CoordinatorOn October 26, 2016, Vehcom (Guelph, ON) held a workplace health fair for all employees. Our event goals were to raise awareness around healthy lifestyles and to inform employees of the various wellness resources Linamar currently offers. It was largely and enthusiastically attended and we are considering it a huge success.

Onsite Vendors / Events included: • Employee Assistance Program (EAP) Info. Booth, hosted by Maridon McCelland, Homewood Health • Physiotherapy Info. Booth, hosted by Andrew Stolfi, Eramosa Physiotherapy• Ergonomic Stretching & Safe Lifting Techniques Info. Booth, hosted by Christopher Moore, Linamar Ergo Student• Blood Pressure Clinic, conducted by Kathy Bova, OHN, WellPoint• Linamar’s School Within A Factory (SWAF) Info Booth, hosted by Jennifer Watson• Work Authority PPE Booth, hosted by Alice Huber, Work Authority• Blood Typing Clinic hosted by Lisa Syms, Canadian Blood Services• Healthy Eating Promotion through availability on delicious health snacks during the event• Various Poster Board Presentations on different health, safety and wellness topics.• Fire Prevention Month Themed Prize Draw.

Team Vehcom believes that promotion of good health and personal wellness is an essential part of a successful business and we will strive to incorporate additional health and wellness activities into our overall HS Program. Linamar Gear’s Health and Safety Engagement Initiatives 2016, by Ashleigh Frederiksen, EHS Coordinator From May 16 -31 Linamar Gear (Guelph, ON) ran a safety slogan contest. Employees had the opportunity to submit slogans, which they felt, represented the health and safety culture at Linamar Gear. 250 ballots were cast and on the winning slogan chosen was “Safety Starts with ME” from Vincent Lee, Quality.

We are now moving forward to run the Safety Starts with ME: Your Story campaign. Craig

Ferneyhough, GM will be reviewing stories of how LG Employees have worked safe and how their safe actions or behaviours demonstrate the slogan, “Safety Starts with ME”.

When asked how he thought this awareness initiative would drive positive change, Craig said: We started the safety slogan “safety starts with me” to help employees connect on

an individual level with our safety program. By encouraging them to share their stories we increase safety awareness and reward those employees who are working in a safe manner. We have a chance to “catch them doing something right” building support, awareness and engagement with our safety program at an employee level

In Q4 we also ran monthly wellness activities including:September: Heart and Stroke AwarenessSept. 14: Blood Pressure Clinic with the NurseSept. 21: Lunch and Learn: Risk Factor ManagementOctober: Diabetes AwarenessOct. 18: Glucose monitoring clinic and lunch and learn with diabetes care GuelphOct. 25: Live presentation with the Canadian Diabetes Association “Lets Talk Diabetes”Oct. 25: Lunch and Learn table: “All About Sugar”November: Mental Health AwarenessNov. 9 & 23: Lunch and Learn sessions from the Mental Health Association

Who says you can’t learn and have fun? Linergy’s WHMIS/GHS Halloween Fun, by Marija Adzic, EHS CoordinatorThe Linergy Team worked together to fashion their new WHMIS /GHS symbols t-shirts for Halloween and they proudly donned them as a way to be festive but also teach employees about the changes to the WHMIS symbols.

VISIONISSUE5012

BULGARIANew Year in Bulgaria is also called as St. Basil’s Day or popularly as

‘Survaki’. Celebrations are common in pubs, bars, house parties where family and friends can socialize and

celebrate the New Year together. Some people dress themselves as Santa Claus on New Year’s Eve,

and then distribute gifts and sweets among small children.

HUNGARYAs in Germany, New Year’s Eve is called “Silvester”. Some of the New

Year’s traditions include making a lot of noise to scare off demons and evil spirits. Sewing or doing laundry on New Year’s Day is

considered unlucky.

INDIAThe Indian New Year festival is called Diwali and is a festival of lights. The festival is celebrated

differently in the various districts of India. For the Hindus of the north,

Diwali is the end of the old year and the start of the new. For three days

in late October, early November every town and village shines and

glows with thousands of lights. January 1st is also celebrated with people in all parts of India dressing colorfully and indulging in fun filled activities such as singing, playing games, dancing, and attending

parties. Night clubs, movie theatres, resorts, restaurants and amusement parks are filled with

people of all ages.

SPAIN The Spanish eat twelve grapes at midnight, one grape for each

chime of the clock. Symbolic of the twelve months of the year, it is said to bring good luck. People gather

in town squares eating grapes together, drinking cava and waiting

to welcome the New Year.

GERMANYNew Year’s Eve is party time in Germany. A popular custom is

Bleigießen where friends and family gather together to hear predictions.

Molten lead is dropped into cold water and based on the resulting

shapes, the future is foretold.

IRELANDNew Year’s celebrations in Ireland

are very similar to celebrations in Canada and the USA. New Years is welcomed in friends,

family at parties and celebrations. Fireworks displays also help ring

in the New Year.

USA Many Americans enjoy seeing the new year in with family and

friends, while others choose to do so in public venues. One of the

biggest parties, at Times Square, includes musical performances and fireworks. The highlight of

this celebration is when the “New Year ball” drops just as midnight approaches. At both public and private gatherings, people count down the last 10 seconds of the

old year. At the stroke of midnight, people toast to the New Year with a glass of champagne and a kiss.

MEXICOPeople make wish lists, write them down and keep them throughout the year. The wearing of clothing at the year-end dinner can have special meaning: red for passion and love, yellow for happiness

and wealth and white to ward off illness. Some people believe that to walk with suitcases on the street at midnight December 31st or during

the first minutes of January will assure they will travel a lot during

the year.

CHINAOfficially, China recognizes

January 1st as the first day of the new-year. Chinese New Year

is based on the Chinese lunar calendar and preparations begin seven days before New Year’s Eve. They include a thorough

cleaning of the house to sweep out any bad luck from the old year,

buying decorations, presents, and purchasing new clothes (especially for children). The

Spring Festival (start of the New Year) is considered the omen for

the New Year.

CANADA Extraordinarily crafted shows of

fireworks occur in the major cities of Canada including Montreal and

the capital city of Ottawa. Apart from social parties organized in club, bars, and discotheques,

people also organize private parties at home in which all near and dear

ones are invited.

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G R O W W I T H U S

Success Through School Within A FactoryJENNIFER WATSON, DEB KORTLEVE & TYLER HOLLAND | SWAF Teachers, Upper Grand District School Board

During our inaugural year, the School Within a Factory (SWAF) program grew tremendously. We have helped over 70 people work towards their educational goals. Most learners concentrated on completing courses towards earning their high school diploma while others upgraded English and Math courses. The program continues to be superbly attended with a fifty percent return rate. All of these individuals work on completing the final courses for their diploma and there are also many new students just beginning their educational journey.

Last year eight students graduated, earning their Ontario Secondary School Diploma. Building on that success, we have already had one student graduate this year. Each graduate should be very proud of their achievement and their dedication to their studies while also being able to balance work, family and other responsibilities.

The SWAF program is continuous entry between September and June. For more information visit www.ugdsb.on.ca/swaf.

My SWAF StoryPhil NguyenI was just like a lot of guys my age. I was really into sports, friends and having fun. Somewhere in the mix of all of those things, I did not see the

value in finishing high school. I knew it was important but there was no motivation to go any further. I started skipping class and missing more and more days of school. I would tell my mother and family I was heading to school but I would instead head downtown to hangout. School seemed to be something that I didn’t need. Before I knew it, I was dropping out.

When I was 17, my mother told me I should get a job. She had no idea that I had dropped out of high school and thought I was a graduate. She worked for Camtac and thought it would be the perfect place for me. I was excited to have a little money in my pockets and be a grown-up. Plus, since dropping out of high school I needed somewhere to go and what better place than work? One year into working at Camtac my supervisor brought me along on his rounds and inspections. He showed me how the machines worked, what the different lines did, he taught me a lot. He became my role model, a big brother and someone that I really looked up to. He showed me that Linamar wasn’t just for now, but a company that I could really grow with. He helped me build confidence and take pride in the work I was doing. Working with him I realized that being a supervisor would be something I would love too and something that I could take a lot of pride in. For the first time in years I started seeing where my life could go.

There was, however, always something in the back of my mind; my high school diploma. It was the one thing that had eluded me for almost eight years. I knew that if I wanted to move up and grow within Linamar I needed to get this monkey off my back. I was at work when I saw a poster in the break room advertising the SWAF program. It was a way that I could earn my last few missing credits and work at the same time. This program was a godsend! I thought for the longest time that I would never finish high school, now there was more than a chance; there was hope. I enrolled in SWAF in September and began the journey to become a high school graduate. The class times and teachers were so accommodating. The co-op program allowed me to earn credits as I worked and before I knew it I was done. My mother was so surprised! Not only learning that I did not get my high school all those years ago, but to learn that I had been doing it for the past year.

My diploma has given me so much more than I thought. I now have room to grow at work, knowing my skills and abilities are there as well as the confidence to know I can achieve more. I recommend the SWAF program to anyone who asks.

My SWAF StoryBoi Hanh Ly

I immigrated to Canada in 2014 from Vietnam. I still remember being anxious and nervous about starting my life in a new county. I had a university degree from Vietnam but I knew that things would be different here. Guelph was a city with a lot of opportunity. The first step was to get a job.

I began working at Linamar, specifically Linergy, where I was a machine operator on the line. I was in a unique position because a lot of my co-workers were Vietnamese and Chinese. My supervisors would ask me to translate things to the others on the floor and in meetings. I took a lot of pride in the fact that they had asked me to translate. It showed me that they valued me as an individual. I truly felt that Linamar was a place where I could see myself working not just for now, but as a place where I could turn my job into a career, all part of the Linamar Grow with Us program. I knew that I would need to get my high school diploma if I wanted to move forward in the company.

I had always loved school and enjoyed Math a lot. I was very nervous about my English and literacy courses. I enrolled with the School Within a Factory (SWAF) program that I had seen advertised at work. It was perfect because I was able to work full-time and still get my diploma; there was a lot of flexibility in the program. I went every day for two hours before work; I was very dedicated. I began to see my English improve and with it, so did my confidence. I volunteered with Guelph Immigration Services, cleaned up local parks and was even a clown in the Santa Claus parade. All of these things were made possible because of the confidence school and work was giving me.

I graduated from the SWAF program, having achieved my Ontario Secondary School Diploma in June of 2016. After that I interviewed for, and got, a Quality Inspector position with Linergy. This was my dream job. For the first time, the job didn’t feel like work; it felt like a career. I now have a pathway that I can follow and see my career and skills grow at the same time. I am thrilled to be involved with the Each One Teach One program at work where I am learning valuable skills from my mentor. Management has recognized my potential and is helping me achieve it. I hope that one day I can return the favour and act as a mentor for other employees.

Linamar and the Upper Grand District School Board have been so good to me. They have given me my career, fostered my education and allowed me a space to grow as an employee. I will be forever grateful. If anyone asks me, would I recommend the SWAF program, the answer is always absolutely!

LOCATIONThe Frank Hasenfratz Centre of Excellence in Manufacturing

700 Woodlawn Road WestGuelph, Ontario N1K 1G4

CLASSROOM HOURS OF OPERATIONSeptember through June:Monday 12:30pm – 5:00pmTuesday 12:30pm – 6:00pmWednesday 12:30pm – 5:00pmThursday 9:00am – 3:30pm*Alternate hours are available upon request.

Do you want to earn your high school diploma?

SWAF is available to help you!SWAF PROVIDES:

Individualized education plans that are created to assist you in reaching your goalsCourses that have independent self-study and in-class components

Credit course upgrading*If English is your second language, an ESL assessment level 6 or 7 is required

(some exceptions apply).

It is never too late. Enroll today!

Grow with UsPUT DOWN SOME ROOTS AT LINAMAR

For more information please contact:Jennifer Watson, SWAF TeacherUpper Grand District School [email protected] • 519-400-1639OR contact your Human Resources department

A program offered by

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Another Successful United Way Campaign!ROXANNE ROSE | VP, Global Human Resources, Linamar Corporation

Linamar has once again put together an amazing United Way Campaign that employees can be proud of. For 2016, we started the campaign off with a goal of $600,000.00 and a new team to lead the way and

at the conclusion we exceeded that goal with a campaign total of $715,079.46! What were the keys to success? Well, first of all, our amazing employees whose generosity, spirit and commitment, can’t be overstated. We also improved the way goals were established for each facility. We took our goal of $600,000 and divided it by the number of people in each facility and on that basis established our targets, based on feedback.

With clear goals the next step was leadership at each facility. A successful united Linamar campaign is not possible without the hard work and enthusiasm of key individuals at each facility. Our amazing Employee Campaign Coordinators kicked off our fundraising this past August. Throughout the campaign we shared highlights which kept the teams motivated and recognized

the unique contributions that teams were making. The fun and thrill of the United Way campaign kept all of our employees motivated however the greater purpose behind our efforts is to make a positive impact on our community. The funds raised help many programs and funded agencies that put these dollars to great use and make a difference in peoples lives every day. We all have so much to be proud of. Our amazing Linamar team made it happen again! I would like to take the time to especially acknowledge the following individuals for their contributions;

Michele Morris for helping us kick things off with the platform from previous years and for being there to support throughout. Helen Robson who was Linamar’s ‘loaned representative’ for United Way, who worked in their office and assisted our facilities for the entirety of the campaign. Les Indoe, General Manager at Roctel, who was instrumental in offering support and leadership during the campaign.

With the great success of the campaign came great recognition from United Way including:• Spirit Award to Keara Ramcharitar @ Quadrad• Certification of Appreciation to Linamar• Everyday Hero Giving Award to Linamar• Outstanding Achievement Award to Linamar• Campaign of the year private sector to Linamar• Outstanding Special Event Award to The Center for their Chili cook off.• Employees making a difference award to Robyn Gladstone and Les Indoe Thank you to each and every individual for your contribution to the United Way, to our community and to the culture of giving at Linamar. I am proud to be a part of such a wonderful team and look forward to another successful campaign in 2017.

2016 Linamar United Way Campaign Chairperson

I N T H E C O M M U N I T Y

Action Read Community Literacy CentreARCH: HIV/AIDS Resources & Community HealthAlzheimer Society Waterloo WellingtonAutism Ontario – Wellington County ChapterBig Brothers Big Sisters of Centre WellingtonBig Brothers Big Sisters of Dufferin & DistrictBig Brothers Big Sisters of GuelphBig Brothers Big Sisters of North WellingtonBreaststrokesCanadian Hearing SocietyCanadian Mental Health Association Waterloo Wellington DufferinCanadian National Institute for the BlindCanadian Red Cross Society – Guelph/Wellington BranchCentre Wellington Food BankChalmers Community Services CentreChild Witness CentreCommunity of Hearts Lifelong Learning CentreCommunity Resource Centre of North & Centre Wellington

Dufferin Child and Family ServicesDufferin Parent Support NetworkDunara Homes for RecoveryEast Wellington Community ServicesFamily & Children’s Services of Guelph Wellington CountyFamily Counselling & Support ServicesGive Yourself CreditGuelph Community Health CentreGuelph & District Labour CouncilGuelph & District Multicultural FestivalGuelph & Wellington Task Force for Poverty EliminationGuelph Enabling GardenGuelph Independent LivingGuelph Neighbourhood Support CoalitionGuelph Wellington Seniors AssociationGuelph-Wellington Women in CrisisHeadwaters Communities in ActionHospice WellingtonImmigrant Services Guelph-WellingtonJohn Howard Society of Waterloo-Wellington

Learning Disabilities Association of Wellington CountyMarch of Dimes CanadaMichael House Pregnancy Care CentreMood Disorders Support Group of GuelphOut of Poverty Society (Guelph) Inc.Rainbow Programmes for ChildrenShelldale Better Beginnings, Better FuturesSt. John Ambulance – Fergus/Elora BranchSt. John Ambulance – Guelph BranchStudent Life, University of GuelphTorchlightUnited Way Guelph Wellington DufferinVictorian Order of Nurses Waterloo Wellington DufferinVolunteer Centre of Guelph/WellingtonVolunteer DufferinWelcome In Drop-In CentreWellington County Learning CentreWyndham HouseYMCA/YWCA of Guelph

With so many deserving causes, it can be hard to know where your donation can do the most good. Carefully reviewed and selected by trained volunteers and staff, these United Way funded programs best respond to community needs and have a real and measureable impact on the lives of people in our community.

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Diapers For The D!From September 19 to October 3, 2016, Linamar (McLaren) participated in a diaper drive for ‘Diapers for the D’ (www.DiapersForTheD.com).

‘Diapers for the D’ is an organization, partnered with the Detroit Police Department, whose mission is to support our community and the critical need for diapers for the Detroit babies and toddlers. “This year, Linamar wanted to be involved in efforts to support the drive”, says Brian Ahlborn, Linamar Machining & Assembly Group President. The effort was part of a two-week donation period within the company that included four teams competing, events, and raffles to spur on donations. The friendly internal competition was managed by the BDTW (Better Dry than Wet) board of team captains; Account Manager, Mitch Mullen (Lions), Accountant, Ilana Reed (Pistons), Quality Engineer/Lead Auditor, Mellissa Flores (Tigers) and Product Engineer, Tod Verville (Red Wings), with administration handled by Joann Cobb, Executive Assistant to Brian Ahlborn. In the end the Pistons won, by collecting an amazing 9,257 diapers! However, the successful result from Linamar’s first diaper drive reflects upon Linamar employees, who came together as One Team to give back

to the community. Linamar believes strongly in the good work done by ‘Diapers for the D’. In total, McLaren employees raised over 25,000 diapers and received a donation from Linamar, doubling this number to 50,000 diapers! The Detroit Police Department and ‘Diapers for the D’ were so excited, that they invited McLaren representatives to participate in a video and to speak briefly at their press conference in October. “This experience proves that there are still good people in the world. Each day when we turn on the television, we hear that someone has been shot, killed, robbed or someone was hit by a car while riding a bike or crossing the street,” said Ilana Reed. “This type of news is very depressing and you rarely hear about young people like ‘Diapers for the D’ organizers Ronnie, Natasha, Courtney, Anjali and Julianna who started this a year ago.” Congratulations to the entire team for making such an incredible contribution to this great cause!

I N T H E C O M M U N I T Y

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C E L E B R A T I O N S

On December 8, 2016 Fiat Chrysler Automobile representatives William Kendell – FCA Powertrain Supplier Quality Director, Paul Lim – FCA Powertrain Supplier Quality Manager and Tony Louderbough – FCA Powertrain Supplier Quality Engineer came to Guelph to present the 2015 Outstanding Quality Awards to Linamar Gear and Autocom.

At the Linamar Gear award presentation Ania Kreft, Quality Manager of Linamar Gear, had this to say:“We did it again! Two in a row and the Third on the go!

Linamar Gear supplies over 3.2 million pinions a year to FCA. These pinions hold very tight tolerances and require many precise operations. Over the years we have tweaked, improved and adjusted our processes and as a result of our hard work and dedication, Fiat Chrysler Automobiles has recognized our efforts to supply them with 100% quality parts and 100% on time delivery rating TWO years in a row! We are the only plant within the Linamar

family to have achieved this prestigious award two years in a row! All this would not have been possible without the dedication and commitment of the entire Linamar Gear Team and in particular our Linamar Gear Chrysler and Heat Treat team. Without your hard work and devotion to quality we would not have been successful in achieving this outstanding award.

Over the last few years we have also received quality awards from our other customers. With the addition of this great award from Fiat Chrysler Automobile this proves that the Linamar Gear team is highly dedicated to quality and delivery, which also is a reflection of the Linamar philosophy that there is only one team, the Linamar team!”

Congratulations to both these teams on such a great accomplishment.

Fiat Chrysler Automobiles Outstanding Quality Awardsfor Linamar Gear & Autocom

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Thank You Run in HungaryANETT HORVATH | Assistant of DHR, OROS

More than 100 ‘blue-collar workers’ and their work was honoured at the closing program of the THANK YOU! run on November 22th in Budapest. This year 102 companies took part in the run with more than 82,000 employees, presenting the face and inspiring stories of more than 100 workers.

The goal of this run is to honor the blue-collar workforce who make up almost half the working population in Hungary.

Linamar Hungary found this campaign very important to support so we sent two ambassador stand for the workmen at our company. One of them was Oszkar (Oscar) Kásás, LPD setup, who told us that “it was good to see ‘blue-collar work’ being recognized in Hungary. That we also contribute something to society, not only the doctors or lawyers. We both need each other; we need their knowledge as they need ours. I did not expect to be asked for this, but I am proud to represent the company and it was a pleasure to see at the closing program of the run that other companies also value their employees.”

The other ambassador, Ildikó Csaki works on the Painting shop floor. She adds that “I always said that ‘blue-collar work’ is not a shame. According to my qualifications I probably should not do this job but

I am not ashamed about it, not for a moment, to be a labourer to support my family. It is not a question to me. I was surprised to be asked to be an ambassador but thanks to my family’s encouragement I decided to do it. In the end I am proud to stand for our company.”

According to Csilla Vido, executive manager of HRC Group THANK YOU! run, “It is important to see these workers as personal stories and faces who make wonders every day and make our life easier and not only as statistics. Producing a tiny part of a machine, they participate in a bigger total. Our goal was to transform the collective sense about the judgement of the ‘blue-collar workers’ and raise our hands to the appreciation of their work. Seeing the number and response of the companies who participated, I think we have succeeded in making positive progress.”


Congratulations to Julie Dupont and Dave Kavanagh for creating an award winning training program; Linamar Emerging Leaders Program!

Linamar Emerging Leaders is our pre LLDP program. In November Linamar was honoured at an award ceremony hosted by The Institute for Performance and Learning. Our team received the Award of Excellence

from the Institute for Performance and Learning and also the “Best of the Best” Award chosen from all the evening award winners.

This was an amazing adventure starting with Julie Dupont applying to have the Emerging Leaders (pre LLDP) training program entered into this prestigious award program. Through meeting all of the criteria the institute had set out, 16 companies out of 44 across Canada were chosen to present at the institute in Toronto back in August of this year. Julie and Dave put together a great presentation and lead the way along with other presenters; Bridget Tomlinson, Cameron Levett and Alyssa Timm. This was a tough panel to present to, both in person and online to the Board across Canada. From these presentations there were 5 achievement awards and 4 awards of excellence and in the end a “best of the best.” This is a great achievement for Linamar and something our entire Linamar family can be proud of. Julie and Dave put a lot of hard work and dedication into this program and this is a distinction they can be proud of, as we are here at Linamar. It is a great example of the fantastic work ethic, creativity and ingenuity of our Linamar team. Congratulations to all involved for this wonderful recognition!

Linamar Emerging Leaders Program Award

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Gurjot BajwaGyorgy CsokaHerve BroutyHoangson NguyenHong Nian HaHung NguyenIldikó LehoczkiIoan PopIren LendvaiIsidor BogdanovicIstván DaridaIstván HorváthIzabella GyarmatJames KeelanJames SmootJamie GillJános SonkolyosJaroslaw OkopienJaroslaw SojaJean Louis RocheJean Maurice FrisonJennipher MoserJesus Esparza SilvJohn McintoshJuan Tovar AlfaroJudy PrydeJustin PlasschaertKarel HerinkKároly KordaKenneth RudnyKhanh HuaLandon KellerLászló MolnárLászló VerebesiLech MoszczynskiLien TangLinwood Byrum Jr.Lionel ChapignacLloyd ScottLudovica IacobMarek BorutaMariano EspinaMarie ThompsonMario HenriquezMark KowalikMatt RahnMaximino CruzMichael IndoeMichael RussellMichael Van AlstineMichele SchimusMilan JelicicMircea PopMirela MiticaMirko KnezevicMónika MolnárMonty TaylorNa LeNelson MonizOrlando SalazarPál TomkaPhilippe CoutansonPhuoc PhungPhuong DoPhuong LongQuan HuynhQuay SuQuoc TranQuyen TuRaghvir MinhasRamon QuintanoRanka MalinovicRaul DoradeaRene SucRicky LadouceurRobert RuckoRobert WhiteRodante GloriaRodney JonesRon StefflerRonald BriggsRonald NasserRonald SosnoskiRose CigljarevSandor BaloSándor CsizmadiaSándor Varga

Sandro BolzanSasha KoprivicaScott BoydSebestyen KovacsShawn SinclairSinisa MirosavljevicSomsack MohamedSonya RobinsonSteve MilneSteven DangSteven KuntzSteven WingStewart HillisSussie SuleimanTam NguyenThai LyTiago VerissimoTibor GulyásTodd McneilTom AllemangTruong MacVincent NouvetVinh-Hanh LuongWilliam EisenhoferWilliam WilkinsYa Bao WeiZoltán BizderiZoltán FábiánZoltánné Ii NagyZsolt BankaZsolt Kajla

25 YEARSAlfredo Ramos PalaciosAlfredo TinaoAndrea Danczné KubiczaAndrzej SchmidtAndrzej ZrebiecAngel Adelfo Ortiz RoldanBálint MéhesBeverley GoodwinCarolanne ReidCarter MacneilCaryn BellChan Quang TranCharles BerlsChris GallowayChris Stanislaw HaladaChristopher LewisCuong Tu ChungDaniel Lopez GarciaDanilo SubangDenise TelDezsõ SzilágyiDimitrije MatejinEdgardo CaragayEdit IllesEduardo Castañeda ValenzuelaFernando Aguilar SantosFrancis FaveroGustavo Barrera CabralHamilton DiasHassan YounesHoang NguyenHoang V TranIoan AbabeiIstvan IllesJacek GarstkaJackie SullivanJaime MallariJaime Valenzuela AmancioJames JarrellJanusz PomaranskiJeff KingJesus Miguel Garcia PerezJuan Carlos Estrada GonzalezJuan Francisco Santillan IbarraJuan Pablo Reyes GarciaKhiet Thanh HuynhLaurent GuichardLuis FernandesMark ChominiecMebarek BelkhamMilovan SmiljanicMiroslaw DudzinskiMulugeta BahlbiMulugeta Gebru

Noel WorbyNorma LoeschPaul DuxburyPedro PessoaPhat VongPhilip MakelRaphael UrbaniakRene GrzegorczykRobert SimioniRodney BiltonRonald BennettSándor TrupulaiSante DonaSerban BucsanSidney ZahraSouthivong RatsavongSteven HillsonThomas BohnettTomasz OnikTrang LuuTuan TienVictor Manuel Garcia OlveraVictor Manuel Rey MarchanWai-Wong TangWilhelmina BrillantesYiu-Wong TangZsigmond CsizmadiaZsolt Bordas

30 YEARSAlex JeffreyAlvin MitchellBradley WarrenChau LyCraig McdonaldDaniele DemieDonald MillerEduardo Diaz MaciasJesus Santillan OrdazJuan Cruz RomoLinwood HoneyLuis LourencoMark MuirMichal ZelobowskiMona EmighRenato CadorinRey RepasoRobert FordScott PfefferSofia IndoeSteve KubicaViki Bigand

35 YEARSClaudio PozzobonDavid RahnJoseph RoncatoJulianna HunjadiNilo ReyesRichard BarberTibor TothTim Feil

40 YEARSDominique DumasDoug BellmoreErnõ LöveiGéza HarmatiIstván Iii TóthJózsef KollárPatrick PassemardRobert PortalSauveur Randazzo

45 YEARSDominique VirotJózsef HorváthKároly KardosLajos Nagy


2016 Linamar Years Of Service AchievementsCongratulations To All Our Employees Who Achieved 10 Or More Years Of Service With Linamar In 2016!Please note Years Of Service information is automatically generated from Info HR reports, and includes only those who achieved these specific milestones by the end of 2016.

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On Saturday December 10, 2016, LSC and LMT participated together in the Sainté City Run by Night for the first time.

The “LINAMAR TEAM GO!” was run during the night in the middle of downtown Saint Etienne with 3,100 other people.

The bravest who crossed 12 km included Simon Berthe, Hakim Cheniti, Christine Bravin, Jean-Bernard Chevalier, Alexandre Pradines, Nicolas Massardier and site managers Cédric Febbraro and David Tardy.

Participants of the 6 km race included Adeline Passe, Clémentine Tranchant, Yvan Rebersek, Tu Uyen Rouillon, Amélie Munoz.

It was a pleasure to see the two sites collaborating in this effort and we’re already signed up for next year so we hope there will be even more participants in 2017!

LSC and LMT Join For “LINAMAR TEAM GO!”AMÉLIE MUNOZ | Executive assistant, Linamar Saint–Chamond (LSC)

N E W S F R O M F R A N C EA R O U N D T H E G L O B E

Montupet’s Annual ‘Football’ TournamentDenitsa Hristova | HR Manager, Montupet Bulgaria

On October 1st Montupet held their Annual Football Tournament. Passion for sports was evident with 10 teams participating in the contest, 1 champion, 5 individual prizes. Over 500 employees and their families took part in this great event.

The tournament was held in 3 phases – group phase during which the teams were playing ‘everyone vs everyone’, semi-finals where the best 4 teams were competing and a final which caused big euphoria amongst the players and the fans.

The organizers of the tournament provided games for all the attendants - badminton, table tennis, basketball and table soccer which entertained the guests who were not part of the official tournament. For those who wished to compete for a prize, 2 games between the matches were organized – ‘pull the rope’ and ‘penalty from the center of the field’.

Entertainment for the youngest visitors was also provided – the animators of ‘Veseliatsite’ took care of it. The children of the employees took part in a tournament ‘Ms. and Mr. Scorer’ as they performed penalties to one of the ‘professional’ goalkeepers.

The children were so good that the prizes – two ‘soccer ball’ cakes were divided between all of them. The young sports people also took part in a competition against the older football players who were participating in the tournament and, of course, the young ones won!

The following teams reached the semi-finals ‘Melting of all spirits’, ‘The drunks’, ‘Main Tool’ and ‘Dream Team Coring’. After a competitive battle for places in the final, the spectators had the chance to watch the last game between the 2015 champion ‘Dream Team Coring’ and the opponents ‘Main Tool’.

The final was in the spirit of the fair play but also of the competitiveness and a desire to win. Finally, the cup was taken from ‘Dream Team Coring’ and the 2016 winner was ‘Main Tool’. “I am glad to be part of the ‘Main Tool’ team. Although the win was important, firstly was the team spirit and the friendly atmosphere. Concerning the tournament in general – the best was that there was fair play by all teams” said the scorer of the tournament Marian Tsvetkov who had scored 12 goals in total during the tournament. The captain of ‘Dream Team Coring’ Arif Arifov shared with us: “Congratulations to all for the game and the fair play. And… next year my team and I should take back Montupet trophy.”

Special statuettes were given for the following achievements:Prettiest Goal: Georgi Valentinov, team ‘Dream Team Coring’Fair Play: Alexander Vladimirov, team ‘Melting of all spirits’Scorer of the Tournament: Marian Tsvetkov, team ‘Main Tool’Best Goalkeeper: Ivo Matev, team ‘Dream Team Coring’Most Valuable Player: Lyuboslav Yachev, team ‘Main Tool’

The awards were given personally by Franck Gaté who congratulated all participants for the fair play. He also reminded that the tournament is a very nice event organized by Montupet for all employees which has already turned into an amazing tradition for the company.

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