Labor Relations: The Meet and Confer Process

Analyze Union Negotiating Team

 Learn as much as possible about the union’s chief negotiator.

 Check with other management negotiators who have dealt with him/her.

 Does the negotiator live up to his/her commitments?

 What approach does he/she take in the negotiating process?

 Will he/she control the committee or will they control the negotiation?

 Quick settlement or will he/she wait until there is no other alternative?

 Learn as much as possible about the other team members.

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Job.

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Employment history with agency.

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History of union involvement.

 Personality (Emotional? Militant? Reasonable?)

 Which item(s) in union package of personal interest?

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Any special “axe(s) to grind”?

 How much influence? With leadership? With rank and file?

Establish Roles of Negotiating Team Members

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Who will take notes?

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Who will participate in at-the-table negotiations?

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Who will be chief negotiator?

Establish Negotiating Goals and Authority

 Under guidance and direction of CAO, thoroughly prepare for extended closed session with the Governing Body to establish its role, general negotiating goals and review upper limits of overall authority.  Explain process to Governing Board; the “whys” and “hows” of their policy direction and their role under it.  At the beginning of negotiations and at regular intervals, provide Governing Body members with all relevant information.

 Analysis of union package, including cost and other impacts.

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Survey data.

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CPI data.

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Other settlements.

Labor Relations: The Meet and Confer Process ©2019 (s) Liebert Cassidy Whitmore 55