Collective bargaining is a valuable tool for labor unions and management officials in today’s workforce. Collective bargaining is an activity in which union and management officials attempt to resolve conflicts of interests by exchanging commitments in a manner intended to sustain and possibly enrich their continuing relationship. Collective bargaining is a special form of interdependent social interaction, in which the attainment of desired outcomes by one party is dependent on the behavior of another party. The basic objective of collective bargaining is to resolve such interest disputes by reaching an agreement acceptable to both parties. So which is more binding, an agreed upon stipulation that was negotiated and approved between the labor union and management officials during collective bargaining, or a promissory note/contract presented by company officials and signed by the future employee during the hiring process? Robert Pittard recently became involved in a lengthy and costly court battle that would determine which was more binding. In June of 2002, Mr. Pittard submitted an application for employment as a pilot with Great Lakes Aviation. At the time, he was employed as chief pilot at a pilot training school in California. A few weeks after receiving his application, Great Lakes informed Mr. Pittard that he had been approved to fly for Great Lakes subject to successful completion of training to qualify him as a pilot on the BE 1900, a commercial turbo-prop aircraft. Great Lakes asked Mr. Pittard to report for training in Cheyenne on August 5, 2002. Mr. Pittard quit his job in California and relocated to Colorado. On August 5, 2002, he reported for training in Cheyenne. He was presented with a pilot training agreement and a promissory note, which he signed and dated that day. The pilot training agreement provided that Mr. Pittard was a pilot candidate being considered for training and, if he successfully completed the training, employment with Great...