The field of labor relations in colleges and universities is developing quite rapidly in the U.S. In the public sector, a variety of new labor relations laws are being adopted at the state level. Pending the possible adoption of federal legislation governing labor relations in public institutions, personnel officers who are without a state law governing labor relations activities may have to custom-tailor institutional policies, the design of which may be influenced by any number of groups of persons from administrative officials to students. In the legislative field the personnel officer needs to keep informed of the: (1) state or federal laws and the administrative and court decisions that apply to his institution; and (2) procedural regulations that have been adopted by the administrative agency charged with interpreting, implementing, and enforcing the applicable legislation. In the field of union-management relations, the personnel officer or employee relations director also will need to keep current regarding: (1) faulty personnel policies and supervisory practices that may contribute to employee discontent and unionization; (2) successful tactics; communications, and merchandising methods used by unions during organizing drives; and (3) critical issues in recent negotiations in both the public and private sectors in the area. [This document is available in microfiche only.] (Author/HS)