This Weeks Detailed Case Study Information CPFD Union came to the doors of DELTA RIVER Corporation, and a lot of employees joined the union. The event was sparked by an injury at the workplace due to unsafe working practices. Sam, the founder and general manager of DELTA RIVER Corporation, is striving to implement effective employee and labor relationships strategies, along with effective organizational health and safety policies.Recently a warehouse worker was injured while on the job, the injury led to temporary disability. The worker filed a lawsuit against DELTA RIVER Corporation and won the lawsuit. DELTA RIVER Corporation was forced to pay compensation for this worker. Sam was shocked by this incident and asked for an urgent meeting with the HR manager. The HR manager, highlighted that DELTA RIVER Corporation, does not have any occupational health and safety policies and procedures in place. So, Sam decided to fix that, especially taking into consideration the recent injury at the company. Sam started off by reading the lawsuit materials, which identified the lack of the following factors at DELTA RIVER Corporation: No workplace hazards were mentioned to the employees. Employees, were not given the chance to participate in the occupational health and safety policies and procedures design. The absence of an occupational health and safety committee. It was never explained to employees that they have the right to refuse any unsafe work. Taking these factors into consideration, Sam decided to design the occupational health and safety policies and procedures for DELTA RIVER Corporation. After the accident incident, a lot of employees joined the CPFD union, the union asked DELTA RIVER Corporation, to accept their collective agreement that protects the employees. Sam read the collective agreement and realized, that DELTA RIVER Corporation is in a disadvantageous position in this agreement, since labor costs will go up by 50% if he accepts the current agreement.The labor agreement stipulates the following: Increase in wages by 30%. The provision of extended health benefits. The provision of 1 extra week of vacations per year per employee. The provision of a guaranteed pay rate increase of 3% per year per employee. Employee vesting to occur after 6 months. Sam is not willing to sign the current collective agreement, and he is willing to start the negotiations with the union.

Question:- Highlight the key effective employee and labor relations strategies, and explain how these should be implemented.