ABSTRACT
Collective bargaining contract negotiation impasse resolution techniques are essential conflict resolution mechanisms in the public sector. The public sector labor relations climate is characterized by a complex and varied statutory and legal foundation complicating impasse resolution practices. The fundamental labor relations principle is that the preferred settlement is crafted by the direct parties to the dispute. This entry explains the basic principles supporting the four major tools for impasse resolution that provide legal alternatives to the right to strike (mediation, fact finding, conventional arbitration, and final offer arbitration). The strengths and weaknesses of each approach are discussed in relation to encouraging voluntary settlement and reducing incentives for dependency such as the “chilling” and “narcotic” effects.
