Collective Bargaining-Employee Safety Profile

Collective Bargaining-Employee Safety Profile

The main points of friction revolve around the demand for boots and safety gear. The employer feels that some of the employees are taking advantage of the agreement to provide the essential working attire. The union believes that constant replacements or multiple safety gear are important because the gear and boots get wet. The union is of the opinion that the staff are compelled to work in worn-out gear, which is inappropriate. In fact, there are concerns about employees’ safety because of the poor conditions of the gear. The questions that arise from the different opinions relate to whether it is important to set a limit so that management pays for the safety gear. Concerns regarding whether employees should pick their style of gear and obtain it from one or multiple sources also arise.

The union’s position is strong because it highlights aspects of workplace safety that are required by OSHA. The safety of employees while working in cold weather is a great concern to government agencies that are mandated to ensure working conditions are safe. Interest-based bargaining involves collaboration when resolving disputes that involve the workforce. Mutual as well as individual interests take priority when using this method of bargaining (FMCS, 2019). Distributive bargaining occurs when a party loses something while the other gains. In this case, the interest-based model of bargaining is ideal because it will ensure that the interests of the staff and the employer are considered. Having a mediator is important in ensuring that both parties’ interests are well addressed during the process of negotiation. The resulting conclusion favors both sides because both attain positive benefits.

Reference

FMCS. (2019). Joint Problem-Solving for Mutual Gain. Retrieved from https://www.fmcs.gov/wp-content/uploads/2019/03/Interest-Based-Bargaining.pdf

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Collective Bargaining-Employee Safety Profile

Students should reflect on the Discussion Topic from Module Three and their experiences with the negotiating process. Include the following details in your response:

A copy of the agreed-upon collective bargaining agreement section on employee safety (posted in the Discussion Topic)
A one-page personal account of the negotiating process. This account needs to include:
A summary of the key challenges or points of friction.
An analysis of the strength of the other positions – were their positions weak and not supported well, or just the opposite?
A short review of interest-based bargaining and distributive bargaining methods and a summary of which one works best in this situation.
Reflect on the role of the instructor as a mediator or arbitrator. Was it helpful to have someone in this role, or did it create additional challenges?
A conclusion about the outcome – did it favor one side or the other?

Professor’s notes:
Class,

The final collective bargaining agreement (CBA), based on your negotiations last week, has been posted in the Module Three “negotiations” thread in the discussion board. All parties are required to accept the final language in the agreement, and it is to be included in your Milestone One assignment – copy and paste the CBA in your assignment – do NOT submit a separate document.

I changed the format and some of the language to reflect the style of a union contract. For instance, I used the word “shall” instead of “will.”

Overall, good job with the negotiations in week 3! This experience, along with the learning material in week 4, will prepare you for negotiations in week 5. Week 5 negotiations should go a lot smoother.