Are management and labor on the “same page?

Mistrusts and disconnects are created more by poor communication than any reason. Management and labor tend to focus more on disagreements than finding common ground for agreement. Macro markets and privatization dictate dramatic shifts in old, adversarial working arrangements, partnering is a new direction created by trust and shared vision.



Bottom Line was honored by the U.S. Government in 1996 by the Presidential National Partnership Award. The award symbolizes the Bottom Line achievement in bringing management and labor together, with significant reductions in grievances, arbitration cost, etc.



Organizations function only as well as their shared sense of purpose and commitment with all their members. Building trust and breaking barriers has a high payoff for Bottom Line clients, which has come about through a radically new and dramatically effective technique we call Co-Assessment. Does it work? Ask our clients.


A key to the entire program is combined leadership training, which provides supervisors and stewards common tools to enable them to work together, make joint decisions against common goals. The net result is what we call the Leadership Partnership Pact (LPP), and the creation of a unified Leadership Team.


Advantages (Union)

  1. Input into key leadership decisions

  2. Viewed as internal consultants

  3. Supports supervisor/steward team decisions when not in conflict with policy and/or contract.

  4. Provides input (data points) for supervisor selection to management

  5. Holds all levels accountable for adhering to identified behavioral and value drivers.

  6. Pushes tactical workplace decisions back to supervisor and steward

  7. Participates in workforce strategic planning.

  8. Uses LPP decision making structures to resolve disputes internally

  9. Participates in selling organizational initiatives to workforce.


Advantages (Management)

  1. Expects union support of reasonable management rights in directing the organization.

  2. Solicits input from union.

  3. Holds all levels accountable for adhering to identified behavioral and value drivers.

  4. Provides input as a data point to union leadership for steward selection.

  5. Pushes workforce decisions back to supervisor/steward level.

  6. Includes union perspectives in planning to meet strategic objectives.

  7. Utilizes steward help and guidance in resolving personnel issues.

  8. Uses LPP decision making structures to resolve issues.


What the Leadership Partnership Pact does not interfere with:

  1. Contractual Agreements

  2. Union obligations to membership

  3. Right to unilaterally select stewards

  4. Management rights

  5. Management obligation to meet production schedules

  6. Management’s rights to unilaterally select its’ own members.


 Awarded Presidential National Partnership AwardPresented to Bottom Line, Inc. for work in bringing about “Partnership” between the U.S. Mint management and the American Federation of Government Employees (AFGE). Training resulted in virtual elimination of formal arbitration which was conservatively estimated at costing over 16 million dollars annually.

Management & Labor Partnership
"Labor trusts Bottom Line to be fair and effective. I don't know of anyone else that can do what they can. Bottom Line's impact on our labor issues has been truly amazing. They have been a tremendous resource for us."
Greg Wikberg, President
U.S. Mint Council
Leadership Training