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| List of Case Studies | |
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| Preface | |
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| History and Background | |
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| Introduction | |
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| Early American Unionism | |
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| Factors Contributing to Private Sector Union Decline | |
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| Structural Elements | |
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| Unfavorable Legal and Policy Environment | |
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| Management Opposition | |
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| Strategic Factors | |
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| Unions in Government - The Early Years | |
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| Why Government Employees Did (and Did Not) Unionize | |
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| The Growth of Unions in Government | |
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| The Growth of Government | |
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| The Private Sector Experience | |
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| Changes in the Legal Environment | |
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| An Era of Social Change and Turmoil | |
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| Why Government Workers Join Unions - The Individual Perspective | |
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| Future Prospects | |
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| The Unions Today | |
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| Introduction | |
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| The Federal Government | |
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| Nonprofit Organizations | |
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| State and Local Government | |
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| The Determinants of State and Local Unionization | |
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| Employee Organizations in State and Local Government | |
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| General-Purpose Unions | |
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| Functionally Specific Organizations | |
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| Prospects for Future Growth | |
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| The Legal Environment of Public Sector Labor Relations | |
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| Introduction | |
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| The Right to Form and Join Unions | |
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| Labor Relations in Federal Employment: The Legal Basis | |
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| The Executive Orders | |
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| The Civil Service Reform Act of 1978 | |
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| Recent Exceptions from CSRA Coverage | |
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| The FLRA | |
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| The Legal Basis of Labor Relations in State and Local Government | |
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| Federal Legislation for State and Local Government | |
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| State and Local Government Policies | |
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| States without Collective Bargaining Policies | |
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| States with Noncomprehensive Policies | |
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| States with Comprehensive Collective Bargaining | |
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| Employee Rights | |
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| Employer Rights | |
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| Administrative Agency | |
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| Unit Determination | |
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| Recognition Procedures | |
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| Scope of Bargaining | |
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| Impasse Resolution Procedures | |
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| Union Security | |
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| Unfair Labor Practices | |
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| The Initiative and Referendum | |
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| Labor Relations in Nonprofit Organizations | |
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| Summary and Conclusions | |
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| Fundamentals of the Bargaining Process | |
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| Introduction | |
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| Public-Private Sector Differences | |
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| The Environment | |
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| Financial Setting and Incentives | |
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| The Nature of Work | |
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| The Role of Politics | |
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| The Parties | |
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| The Process | |
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| Electing a Union and Getting a Contract: The Elements of Collective Bargaining | |
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| Bargaining Unit Determination | |
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| Community of Interest | |
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| Bargaining History | |
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| The Extent of Prior Union Organization | |
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| Efficiency of Agency Operations | |
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| Fragmentation of Bargaining Units | |
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| Exclusion of Supervisory and Confidential Employees | |
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| The Representation Election or Show of Majority Support | |
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| Certification of the Bargaining Representative | |
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| Negotiating the Contract | |
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| Summary and Conclusions | |
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| The Process and Politics of Public Sector Collective Bargaining | |
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| Introduction | |
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| Internal Process and Politics | |
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| Identifying Proposals | |
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| Preparation for Bargaining | |
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| The Duty to Bargain | |
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| The Script | |
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| Concession Bargaining | |
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| External Politics | |
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| Lobbying | |
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| Electoral Activities | |
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| Public Opinion | |
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| Restrictions on Public Employee Political Activity | |
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| From Traditional to Interest-Based Bargaining | |
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| Traditional Negotiations | |
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| Interest-Based Bargaining (IBB) | |
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| Bargaining in the Future | |
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| Summary and Conclusions | |
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| Financial Impacts of Unions and Collective Bargaining | |
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| Introduction | |
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| Budget Making and Unions | |
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| The Budgetary Process | |
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| Budgetary Outcomes | |
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| Unions, Wages, and Benefits | |
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| Socioeconomic Factors | |
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| Political Factors | |
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| Politics and Decision Rules in the Compensation Decision Process | |
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| Monetary Impacts of Unions: Approaching the Research Question | |
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| Are Public Sector Workers Paid More than Private Sector Workers? | |
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| Comparing the Relative Effects of Unions in the Public and Private Sectors | |
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| The Effects of Public Employee Unions on Compensation: Methodological Problems | |
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| The Effects of Public Employee Unions on Compensation: A Review of the Findings | |
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| Salary and Wages | |
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| Benefits | |
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| Evaluating the Union Effect on Wages and Benefits | |
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| Responding to Public Sector Compensation Cost Increases | |
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| Productivity Bargaining (Gainsharing) | |
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| Monetary Impacts of Federal Employee Unions | |
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| Federal Wage System | |
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| Classified Civil Service | |
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| Collective Bargaining System | |
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| Conclusion | |
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| Union Impacts: Personnel Processes and Policies | |
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| Introduction | |
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| Merit Systems | |
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| The Interface between Collective Bargaining and the Merit System | |
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| Accommodating Collective Bargaining and the Merit System | |
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| Unions and Threats to the Merit Principle | |
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| Union Security | |
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| Seniority | |
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| Affirmative Action and Diversity | |
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| New Public Management | |
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| Specific Impacts of Unions on Personnel | |
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| Functions and Policies | |
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| Management Rights (Scope of Bargaining) | |
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| State and Local Government | |
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| Management Structure | |
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| Personnel Processes | |
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| Recruitment, Testing, and Selection | |
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| Promotions | |
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| Training and Development | |
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| Position Classification and Staffing | |
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| Work Load and Scheduling | |
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| Grievances | |
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| Employee Discipline | |
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| Dismissals and Layoffs | |
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| Reductions in Force | |
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| Other Human Resource Management Policies | |
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| Conclusion | |
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| Strike! | |
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| Introduction | |
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| A Strike by Any Other Name | |
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| Public Sector Strike Activity | |
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| The Right to Strike in Public Employment | |
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| The Sovereignty Argument | |
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| Distortion of the Political Process | |
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| Lack of Market Constraints | |
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| Essential Services | |
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| Legislation Pertaining to Strikes | |
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| Public Policy and the Incidence of Strikes | |
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| Why Public Employees Strike | |
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| Macro-Level Factors | |
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| Micro-Level Factors | |
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| Demographic and Attitudinal Factors | |
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| Bargaining Power and Disagreement Costs | |
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| Faulty Negotiations | |
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| Strike Tactics | |
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| The Union | |
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| Management | |
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| Contingency Planning for the Strike | |
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| The Injunction | |
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| Strike Penalties | |
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| Conclusions and a Look Ahead | |
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| Resolving Impasses: Alternatives to the Strike | |
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| Introduction | |
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| The Private Sector Experience | |
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| Impasse Resolution in Federal Employment | |
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| State and Local Government Impasse Procedures | |
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| Mediation | |
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| Traits of an Effective Mediator | |
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| Advantages and Disadvantages of Mediation as a Technique for Resolving Impasses | |
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| Fact Finding | |
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| The Fact-Finding Process | |
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| Advantages and Disadvantages of Fact Finding | |
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| Arbitration | |
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| The Arbitration Process | |
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| Advantages and Disadvantages of Arbitration | |
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| Final Offer Arbitration | |
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| Other Impasse Resolution Procedures | |
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| Med-Arb | |
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| Arb-Med | |
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| Labor-Management Committees | |
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| Referenda - Letting the Taxpayers Decide | |
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| The Unfair Labor Practice | |
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| The Search for Flexibility | |
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| Uncertainty: Benefit or Bane? | |
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| Conclusion: The Benefits of Impasse Procedures | |
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| Living with the Contract | |
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| Introduction | |
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| The Collective Bargaining Agreement | |
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| Contents of the Agreement | |
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| Disseminating the Agreement | |
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| Administering the Agreement | |
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| Grievance Procedures | |
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| Causes of Grievances | |
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| The Grievance Process | |
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| Representation of the Grievant | |
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| The Steward | |
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| Union Duty of Fair Representation | |
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| Grievance Arbitration | |
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| Arbitrability | |
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| Court Review of Arbitrators' Decisions | |
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| Selection of the Arbitrator | |
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| Problems in Grievance Arbitration | |
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| Standards for Arbitrator Decision Making | |
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| Past Practice | |
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| Prior Bargaining Record | |
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| Previous Arbitration Awards | |
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| Other Considerations | |
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| Grievance Procedures in Federal Employment | |
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| New Directions in Grievance Handling | |
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| Expedited Arbitration | |
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| Alternative Dispute Resolution | |
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| Grievance Mediation | |
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| Conclusion | |
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| Public Employee Unions in the Future | |
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| Introduction | |
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| The Decline of Private Sector Unions | |
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| Challenges for Public Employee Unions | |
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| The Continuing Fiscal Squeeze | |
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| Structural Challenges | |
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| Public Policy Challenges | |
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| Strategic Challenges | |
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| Opportunities | |
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| Labor-Management Cooperation and Participative Decision Making | |
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| Advantages of Cooperation | |
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| Conditions Necessary for Successful Labor-Management Cooperation | |
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| The Future of Labor-Management Cooperation | |
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| Public Employee Unions in the 2000s: Conclusion | |
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| References | |
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| Index | |