This series of questions and answers on contract administration in public sector labor relations focuses on the practical aspects of both contract administration and grievance handling. Its purpose is to provide information and examples to help practitioners better understand the roles of labor and management while operating under a collective…

This document reports the proceedings of a conference sponsored by the Institute of Management and Labor Relations at Rutgers University concerning collective bargaining and some of the implications of formal bargaining relations in higher education. Presentations include emerging patterns of faculty bargaining; collective bargaining in higher…

Reexamines the right of employees to sit-in independently during arbitration between their union and their employer. Journal availability: See EA 511 946. (IRT)

Experimental studies were conducted in two unions to examine the effects of perceptual variables--reactance and intentionality attributions--on the intent to seek redress from management action. Based on participants' responses to a series of vignettes, both studies demonstrated that greater threat and dispositional attributions provoked stronger…

Examined self-reports of grievants (N=324) concerning characteristics of grievance-filing and perceived outcomes. Results showed the level at which a grievance was settled played an unimportant role; resolution of different types of grievances affected relations with union and management. Nature of settlement and grievance type were perceived as…

Confirms the debilitating effects of accountability on bargaining. Finds that (1) when accountable, bargainers with authority strayed further from group's position but deviated less on their final offer; (2) delegated authority significantly reduced the number of deadlocks; and (3) high self monitors strayed less from group's position but deviated…

Recommends the selective strike as the best means to resolve railway labor disputes. (BH)

Elaborates Kohlberg's six stages of moral development and applies this theory to a course to train union stewards for processing grievances. Discusses other applications in labor education. (SK)

Guidelines for supervisors and managers in handling grievances are presented, with suggestions for avoiding the long and costly arbitration process whenever possible. The author stresses that management must understand the perspective of the arbitrator who is bound by the labor contract and precedent. (MF)

A special report on the handling of dismissal cases in U.S. law, contract, and custom. (Editor)

An unfair labor practice is the violation of any right granted employees, unions, or employers by a collective bargaining law. This guide answers common questions about unfair labor practices in public sector labor relations. The booklet is divided into two sections, unfair employer labor practices and unfair union labor practices. The section…

Examines elements of labor-management relationships in educational institutions, suggesting that communication on a noncrisis basis is crucial to healthy labor relations which are adversarial rather than confrontational. Describes a mature stage of labor-management relation and stresses the importance of sound grievance procedures. (LAL)

Describes experimental training programs for developing arbitrators and the creation of simplified arbitration and grievance handling procedures to help meet increasing needs. (MF)