Review of British procedures for processing grievances and disputes, with particular emphasis on procedures in manufacturing. Major distinctions from American procedures include lack of arbitral or court interpretation of language; frequent use of oral agreements; maintenance of status quo and delay of strike action until after conciliation efforts fail; standard notice or payment in lieu of before discharge unless discharge is “for cause”; lack of contractual right to reinstatement for unjust discharge; use of strikes to force reinstatement of stewards; lack of seniority systems; limited arbitration; no recognized “reserved rights” of management. Suggests recent NLRB cases make the American principles closer to the British model, with likely result of eroding efficiency.