This case illustrates the unique difficulties inherent in labor-management relations in the federal government. In particular, it indicates problems stemming from the lack of an established bargaining structure, the absence of responsible union leadership, the lack of a negotiating strategy, and the lack of management training in labor relations. The case also outlines the basic elements of the federal personnel system and underscores the importance of management strategy and attention to procedural detail, and the impact of personalities on the outcome of negotiations.