An Association of Research Libraries (ARL) survey on the status of ARL librarians revealed that librarians at 20 of the 92 responding libraries belonged to a collective bargaining unit. At a time when inflation is increasing faster than salary increases, and when librarians' salaries are perceived as moderately low, unionization offers one way to bargain for higher salaries and more liberal benefits packages. Some librarians see unionization as a means of responding to restrictions and limitations brought about by expanded pressures for accountability from administrators and legislators. Occasionally unions are a response to perceived managerial inequities or arbitrary decisions, especially in regard to personnel actions such as promotions, raises, reassignments, and terminations. Other librarians perceive collective bargaining as a way to increase their involvement in policy formulation and decision-making or to upgrade their status by participating in a faculty movement toward unionization. As with many developments or changes, unionization produces mixed outcomes. A prime consideration in examining the role and position of collective bargaining within academic librarianship is the effectiveness of unionization in producing desired results. This kit contains seven examples of contracts and agreements focusing on such issues as appointments, promotion, tenure, and salary. (THC)