As discussed in lecture, perspective taking is key, not to discern the details the other side is basing their negotiation strategy on, but to motivate you to try to understand what a person in their situation might be considering, what their interests, concerns, and wishes might be, and so on. In addition, even if you have little to go on (i.e., what the other side's resistance point or BATNA might be}, you can instill engage in general research that is relevant to the case. A good example is real estate: you may have few details about the other side's position. but you can still get a good sense of the market. what houses are going for. how long they stay on the market. and so on. Further, you can research anything you think is relevant to better understanding the other side and that you think might be relevant to making your presentation stronger. Questions Assessment of yourself Assessment of the other party add more coimtms i more than 2 times Why negotiate? What are your interests? Consider cultivating creating. and claiming value Negotiable Issues Interest w Worst Rank Interest w (terms that could go in a contract) (add more Hues-for more issues) What are your outside alternatives if you form no agreement here? Of these. which is best (BATNA)? What is your reservation point. or the minimum proposal you need to agree rather than walk away? What is your target! target value of the agreement you want to reach? Why would they agree to it? What sources of power and persuasion do you have? What questions should you ask and what answers have you prepared? What is your strategy? What steps lead to achieving yoru' interests? How will you open? AMES SCHOOL BOARD AND AMES TEACHERS' UNION General Information and Principal Taylor Information The Ames School Board [\"Board\"] is the governing body for all public schools in the City of Ames. The Ames Teachers Union {"Union"] represents all teachers and some non-teaching personnel employed by the Board. The prior Collective Bargaining Agreement ("Agreement\") between the Board and the Union stated that "each employee may take up to twelve paid sick days per year". During the negotiations leading to the current Agreement, the Board complained that certain employees were abusing sick leave by taking oneday paid sick leave absences when they were not sick. In order to curb this claimed abuse, the Board proposed that employees be required to provide a doctor's slip for all days on which they claimed sick pay. The Union protested vigorously. Ultimately, the parties agreed to retain the existing provision for up to 12 paid sick days per year, but added a provision requiring employees to present a doctor's slip for sick pay claims relating to absences of two or more days. Several of the Board negotiators were unhappy with this compromise. They warned the Union that even if there were no doctor's slip requirement for one-day absences for which an employee claimed sick leave, Board would scrutinize those absences carefully. Further, they indicated that the Board would not hesitate to discipline employees whom it believed were abusing the paid sick leave provision of the Agreement by claiming paid sick leave for oneday absences when they were not in fact sick. Dne employee whom the Board believes is abusing the paid sick leave policy is Steve Thompson, a third grade teacher atJones Elementary School, and a Union steward. Steve has been employed by the Board for five years. His wife, Sally, also works for the Board as a clerk-typist in the Central Purchasing Office. [She is not Union represented.) In the three months following the beginning of the year, Steve called in sick on six separate occasions, taking one day off each time. All of those absences were on a Monday. On one of these days, Ashburn Taylor, Principal of Jones Elementary School saw Steve at a grocery store. Pursuant to the sick leave provision of the Agreement, Steve requested and received pay for each of these days, despite his failure to provide proof of sickness. After the sixth one-day absence for which he claimed sick pay without providing proof ofsickness, Steve had a private meeting with Principal Taylor, atwhich he received a FirstWarning, charging him with abusing the sick leave policy by taking paid sick leave on numerous occasions when he was not in fact sick. In this meeting, Steve asserted he had been sick on each day when he claimed sick leave and protested the warning. He also submitted a written rebuttal stating his denial of the charge. AMES Gen and Principal - 2 The Agreement provides that an employee may be disciplined only for "just cause". It also provides that, except for serious misconduct, discipline may not be imposed until the employee has received two previous warnings relating to the conduct leading to the Board's disciplinary action. One month after receiving the First Warning, Steve was absent again. He again claimed a paid sick day without submitting medical proof of sickness, the seventh time on which he had done so since the beginning of the year. Two days later, Principal Taylor sent Steve a Second Warning, stating that Steve had been seen in Grant Park with a child on the most recent day that he had called in sick. Principal Taylor said she did not believe he was sick on that day. Subsequently, after another private meeting with Principal Taylor, Steve submitted a written rebuttal to the Second Warning, asserting that he had been sick on the date for which he received the Second Warning. (Steve did not request Union representation at any of his meetings with Principal Taylor.) Two weeks after receiving the Second Warning, Steve received a notice from Principal Taylor, informing him that because he had not submitted medical proof of sickness for his most recent one-day absence, he would not receive sick pay for that day. The notice also stated that Steve was to be suspended without pay for three days for having abused the sick leave policy by claiming sick pay for numerous days on which he was not actually sick. Finally, the notice contained a Final Warning that in the event of any further abuse of the sick leave policy, Steve would be subject to further discipline, up to and including discharge. Steve filed a timely grievance protesting the Board's denial of sick pay, the 3-day suspension, and the Final Warning. The Union agreed to process that grievance through the dispute resolution procedures of the Agreement, and scheduled a meeting to discuss the grievance. In the event no agreement is reached, the Union has the right to demand arbitration of the grievance before an impartial arbitrator, who will have the power to issue a final and binding decision resolving the dispute. Attending the upcoming meeting to discuss the grievance will be: The Board's Labor Relations Representative The Union's Grievance and Arbitration Representative Ashburn Taylor, Principal Jones Elementary School Grievant, Steve ThompsonAMES Gen and Principal - 3 Confidential Information Ashburn Taylor, Principal, Jones Elementary School You are convinced that Steve is abusing the sick leave provisions of the contract by taking sick days when he is not really sick. You saw him in a grocery store near where you both live on a day when he was allegedly sic. Another teacher reported seeing him in the park with his children on, another day for which he claimed sick pay. Moreover, all of Steve's absences for which he has claimed sick pay have been on Mondays. Until about 5 months ago, Steve was an excellent teacher. The children liked him, they were learning well, and he was wholly dependable. Since then, however, not only is he frequently absent, but the quality of his work has gone downhill. Whatever is going on with Steve,you've had enough. Not only are his absences creating problems in covering his class, but he is setting a bad example for others. If a Union steward can take Mondays off as paid sick leave whenever he likes, others will think they can too. Thus, you see no alternative to a disciplinary suspension, followed by termination if his pattern of claiming sick pay for one day absences continues