• Be alert to the usual causes of potential grievances, and correct minor irritations promptly.
  • Be familiar with the MOU(s) and other written policies/agreements.
  • Do not knowingly violate the MOU. When a mistake is made, take ownership and move to promptly correct it.
  • Stay informed about what is going on in your unit. Take an active role in monitoring morale and be available to help solve problems.
  • Encourage and respond to constructive suggestions.
  • Don’t make promises you can’t keep or you don’t have the authority to deliver.
  • Follow through on what you do promise.
  • Keep the union informed about what is going on that may be within their scope of concern. Don’t let the union learn about changes from their members before they hear it from you.
  • Be prepared for any meeting with the union – both to present your own issues, and respond to theirs.
  • Be credible and trustworthy – model the behavior you want in return.
  • When provoked, try to respond with humor. When challenged, be diplomatic. If limit setting is needed, do it calmly and cleanly.
  • Assume good will – don’t ascribe malicious intent until all the evidence is in. You can always escalate.
  • Attend to the relationship. How you behave when it doesn’t matter affects how you will be treated when it matters a lot.