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This report represents a natural aftermath to the National Labor Relations Board's 1970 assertion of jurisdiction over private universities and colleges. For the first time, the Board decided that employees of private higher educational institutions had the right to unionize and to bargain collectively with their employer. The so-protected educational institution employee may be a member of the faculty or nonacademic staff. Of paramount importance, the Labor Act grants to employees "the right to self-organization, to form, join or assist labor organization, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining." Highlighted in this document are some of the major problems confronting an educational employer faced with the prospect of a union organizational effort. These comments also contain an explanation of some of the pitfalls that appear in many union organizational settings, and which, if the leap into the pit follows, may constitute an unfair labor practice, or perhaps more importantly, a ground for setting aside a union election on the campus. (Author/PG)

Identifies and comments on methods that higher education institutions and unions have agreed to for the settlement of collective bargaining disputes or grievances in the 150 existing labor agreements covering more than 210 institutions, nearly 70 percent of them 2-year institutions. The institutions covered by these agreements are listed. (JT)