Milestone 1

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Southern New Hampshire University *

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318

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Management

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Apr 3, 2024

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4-2 Final Project Milestone One: Short Paper: Collective Bargaining -Employee Safety Southern New Hampshire University OL-318-H2041 Employee & Labor Relations 22EW2 Natalie Tuck November 20, 2022

SECTION 25.05: PROTECTIVE CLOTHING, EQUIPMENT, TOOLS Employer agrees to provide to employees required tools and safety or protective equipment, reasonably fitted safety clothing that is appropriate for the work site, and devices necessary to provide protection of employees from hazardous conditions to include inclement weather encountered during the performance of official duties, as outlined below. Such equipment will be provided as authorized by applicable Occupational Safety and Health Administration (OSHA) standards, with initial allocation of and replacement of worn equipment as described below. The Union agrees to assist the Employer in aggressively publicizing the benefits of the use of and replacement of protective devices and equipment by employees, and their adhering to good safety practices, policies, and procedures. I. Initial standard allocation of two pairs of safety work boots will be provided to employees. Employees classified as Outside Workers will receive an initial standard allocation of two pairs of waterproof safety boots. Employees may choose the following: Insulated or non-insulated work boots. The boots must meet the American National Standard Institute (ANSI) standard, required by OSHA. II. If employee chooses their own safety equipment in lieu of the standard allocation, a safety equipment allowance of $400 per year per employee will be allocated. This allowance will be allocated yearly to compensate for inflation as follows: 2023 - $400 2024 - $450 2025 - $500 A link to an associated discounted retail site shall be provided for employees who choose to order their own equipment, billed to the Company. Employees who choose their own

equipment must ensure it meets the Company & ANSI standard requirements, required by OSHA. III. The Company will replace safety boots every 18 months from the date that the last pair of boots was received by the employee. Prior to 18 months, replacement of worn boots will be provided by the Company when deemed necessary by turning in worn equipment into management for examination, up to 2 pair per year. To be considered worn there must be tears, holes, and be incapable of performing the intent of the gear. Employees are required to turn in their worn equipment to their supervisor for inspection. Once inspected and deemed worn, employees may retain the worn gear for their personal use. IV. To ensure the security of the belongings, all employer-provided safety gear and wear are to remain on the employer premises when not engaged in approved work assignments. Management will provide a secure location that employees can store their equipment properly on site, such as security lock enabled individual lockers. If lockers are unavailable, it is the employee’s responsibility to transport them to the job site but must not be worn for non-work activities. V. Standard cold weather gear (jackets, hats, and gloves) will also be allocated to specified job classification, Outside Workers, and replaced when worn. To be considered worn there must be tears, holes, and the inability to perform the original intent of the gear. Employees are required to turn in their worn equipment to management for inspection. Once inspected and deemed worn, employees may retain the worn gear for their personal use. If an employee chooses to select their own equipment, there will be a yearly allowance of $200 per classified employee, per year. This allowance will be re-allocated yearly to compensate for inflation as follows. 2023- $200; 2024- $225; 2025 -$250

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The module three discussion topic, with half the class representing the side of the Labor Team and the other on the Management Team, has been one of the most challenging discussions I have had at SNHU. Having so many individuals put forth their ideas and then try to come together cohesively is difficult, especially in this format, at least for myself. Although I did not meet anyone in person and did this exercise via a discussion board, I did not feel any friction between the two sides or even within my team. It might have been a completely different process if we were all gathered in a room and verbally communicated our points of view. The labor team did an excellent job in sharing and supporting their position. They worked well together and came together with a cohesive proposal. Interest-based bargaining is more of a collaborative approach to negotiating. Both parties are interested in the issues at hand and are trying to work together toward the same goal, and neither side is trying to gain leverage at the expense of the other. Using this negotiating, each side can ascertain the issues and position and where the other side’s interests lay. Distributive bargaining is less cooperative and seems to have a more win-lose mentality. This type of bargaining style can create competition between each side and become argumentative. Information and ideas are not shared freely because they could be used against them in the bargaining process. The scenario where half the class represents one side of the negotiation and the other half a different one was undoubtedly a learning experience. Although neither side in this situation had anything to lose because of the fictitious nature of this exercise, I could see how either side could become emotionally invested and reach a standstill. When neither side can reach a compromise and agree on the terms of an agreement, a mediator can be brought in to make an impartial decision that will be mutually beneficial. In this exercise, the outcome

reached by the instructor (A.K.A., the mediator in this situation) was fair and a mutually advantageous agreement. This scenario is one where the distributive bargaining tacks would be employed, especially at the initial stages of bargaining, and neither side has developed the relationship of working toward a common goal. Over time, with the proper representation on both sides, they may form a rapport where interest-based bargaining takes place.

Milestone 1

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