“The 9 BE’s of the CIR”
(formerly 7)
B. DAVID ROBERTS
 Southern
 20
Regional Executive Director
years experience on the CIR
 Plays
a lead roll for NECA on Panel
Two at the May session.
“BE” INVOLVED!
Don’t “BE” leaving Chuck Kelly and Bill
Triplett alone with the agenda of the Labor
Relations Conference
 Don’t “BE” allowing them to pick your
presentation title.
 And surely don’t “BE” letting them to publish
the agenda without one last look to confirm
it’s contents (and your presentation title).
 Or you’ll “BE” ending up with a presentation
called the “7 BE’s of the CIR”.

“The 7 BE’s of the CIR”
How
to BE READY for your
next visit to the Council on
Industrial Relations.
BE PREPARED
Get the administrative stuff right:
 All required paperwork submitted on time:
post marked on or before the 1st of the month.
 Signed submission form and 22 copies of the
agreement and brief (if filed).
 Make certain ALL of your issues are on the
submission form.
 Remember: unilateral submissions require a
timely letter of invitation to the other party.
 Rebuttal brief.
BE PREPARED (con’t)
BE an expert on your case and know:
 Your agreement.
 Your history (bargaining and practice).
 The people involved.
 The competition.
 The economy.
 Area settlements (yours and others).
BE PREPARED (con’t)
Know:
 Your market (what is it’s makeup?).
 Your market share and organizing.
 “Off the record” offers.
 BE prepared for questions in each of these
areas. “I don’t know” is not a helpful answer.
 Have an Interim Committee meeting.
 To argue the “arbitrability” of your case.
BE COMPLETE
You can be confident that the CIR
members are industry veterans, but…
 Don’t assume they know how business
is done in your area.
 Look at your brief and presentation with
the eyes of an outsider.
 “Bad” decisions may be traced to
assumptions or missing information.
BE COMPLETE (con’t)
 Are
all items in your offer contingent
upon the acceptance of a “package”
proposal?
 Is your wage offer on the JW rate or is it
a “total package” offer (including the
“roll ups”)?
 Why are you requesting the change in
language?
BE COMPLETE (con’t)
 However,
refrain from including
unnecessary information that can
distract or confuse the Council.
 Remember that the six management
members of Council are predisposed to
your position, so try and gear your briefs
and presentation to persuade the union
members.
BE COMPLETE (but… )
Be brief:
 Concise and organized
 No longer than necessary and as short
as possible.
 If you can’t hold it with a staple, perhaps
it’s too long.
BE SPECIFIC
Tell the Council exactly what you want in your
negotiations:
 Dollars and cents (% of what, when, how
long?).
 Want new language, write it (better you than
“them” writing it for you).
 Yes or no.
 Settle or withdraw “throw away” items before
coming to Council.
 Un-ratified local settlement (recommended?).
BE SPECIFIC (con’t)
Grievances:
 Violation or no violation.
 Why or why not (history, practice or
other proof?)
 Parties involved.
 Your requested remedy.
BE OBSERVANT
 Pay
attention to the unions brief.
 Listen closely to their oral presentation
and rebuttal.
 Do not let incorrect statements go
unchallenged. “Silence is assent”.
 Watch and listen closely to the
questions and answers to get a read on
the “thinking” of the CIR panel.
BE PROFESSIONAL
Address the Council Members as “Mr.” even if
you are old friends.
 Stay on point and don’t ramble.
 Leave out the “dirty laundry”, unless it bears
directly on your case.
 Watch your body language.
 Name calling, swearing, sarcasm, insults and
etc, make you look like the problem.

BE REALISTIC
 The
CIR was created to prevent strikes.
 It’s purpose is not to punish one side or
the other.
 Give the Council something to work
with.
 Have reasonable expectations.
 Settle at home, if possible.
BE(ing) FINISHED
 This
is a very important function of your
industry.
 The
CIR web site is: www.thecir.org
 Current
and past CIR members.
QUESTIONS?