The grievance procedure in higher education and the problem of conflict resolution are approached from a multi-dimensional standpoint. Collective bargaining is presented as both an exacerbator of the litigious nature of college and university relations and as a formal vehicle for conflict resolution within academe. The need for extra-contractual mechanisms, both formal and informal, is discussed as essential to providing for the right of individuals to due process as well as for developing a climate of trust and respect within the collegiate community. The stated theme of the paper is to prevent or avoid grievances, and, if they do arise, to settle them early at the lowest hearing level at which the hearing officer has the authority to do so. Avoidance stresses two key elements: good contract language and effective contract administration. The example of clear, concise contract language used was the definition of a grievance. A modification of the language, while retaining the clarity and precision of the original definition, suggests a proposed major change in collegiate labor relations that would provide management with access to the contractual grievance procedure. The bi-partisan responsibility for effective contract implementation is discussed, and means for achieving the same are suggested. A two-one-one model for collegiate grievance procedures is proposed. The need for educating-training hearing officers to be effective in their roles is stressed, and various classes of potential grievances are presented. (Author/SW)