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Under the banner of partnership, many labor-management relationships in the U.S. have established structures for involving unions at the highest levels of the business. While no hard data are available, a significant number of partnerships have been in operation for a substantial period of time in a number of key sectors. This article assesses the staying power and significance of this development. Clearly, labor-management partnerships have great potential for improving productivity, employment security, and other outcomes of importance to the parties. However, their performance has been hampered by precipitous restructuring, leadership changes, and political pressures. Particular attention is given to union-nominated directors, a concept that could serve as a stimulus for the expansion of the partnership idea more generally.
