When the economy is depressed, resources are limited, mandates are overwhelming, and the organizational climate in the district is souring, education leaders and teachers union officials often brace themselves for contentious negotiations. Poor economic conditions affect the district's ability to offer raises, maintain current benefit levels, and provide adequate instructional programs, supplies, and equipment. Some districts are forced to cut staff positions to balance their budgets. Amidst this turmoil in education and an already-heightened public awareness and concern about accountability and transparency, recent legislative attempts have attacked the rights of public workers to bargain collectively. Rhetoric and campaign activity fueled debate about the pros and cons of collectively bargaining as an activity that is suitable in the public domain such as school districts. Regardless of perceptions about the pros and cons of collective bargaining, the author stresses the importance of all parties to prepare for the negotiation before actually beginning the process. That includes conducting pre-bargaining research to determine what resources are available to be part of the negotiation process. The author points out that collective bargaining should lead to strong partnerships between labor and management.