BECAUSE POLICE OFFICERS GENERALLY HAVE BEEN UNSUCCESSFUL IN SECURING LONG-RANGE COMPREHENSIVE COMPENSATION PROGRAMS, MANY HAVE TURNED TO EMPLOYEE REPRESENTATION UNITS. SOME OF THESE UNITS ARE AFFILIATED WITH ORGANIZED LABOR. POLICE ASSOCIATIONS SHOULD HAVE AS BASIC CONDITIONS A FORMULA TO ASSURE ANNUAL ADJUSTMENT OF SALARIES, AND SURVEY/MEASUREMENT METHODS TO ASSURE THAT POLICE PAY AND FRINGE BENEFITS ARE APPROPRIATE. IN EXCHANGE FOR THESE CONDITIONS, THERE SHOULD BE LAWS MAKING IT A CRIME FOR POLICE OFFICERS TO STRIKE. POLICE ADMINISTRATORS SHOULD LOOK ON EMPLOYEE ORGANIZATIONS AS A FACT OF LIFE AND SHOULD NOT RESENT THEM. MANAGERS SHOULD WORK WITH EMPLOYEE UNIONS JUST AS THEY WORK WITH ANY OTHER ORGANIZATION, AND SHOULD TAKE THE INITIATIVE IN GUARANTEEING APPROPRIATE BENEFITS. POLICE UNIONS SHOULD CONCERN THEMSELVES WITH SUCH MATTERS AS PROPER JOB CLASSIFICATION, NONSUPERVISORY CAREER PATHS FOR PROFESSIONAL POLICE OFFICERS, PROPER COMPENSATION, AND REPRESENTATION OF POLICE OFFICERS' NEEDS BEFORE GOVERNMENT BODIES. POLICE STRIKES IN THE EARLY 1970'S WERE NOT ALWAYS THE CONSEQUENCE OF DISSATISFACTION WITH THE SALARY LEVEL OF WORKING POLICE. IT IS SUGGESTED THAT MANY STRIKES SIMPLY REFLECTED THE 'ANTI-BRASS' SENTIMENTS OF UNION LEADERS; UNION ACTIVISTS ARE INTERESTED PRIMARILY IN POWER AND HAVE FORGOTTEN THAT THE POLICE SERVICE HAS A BASIC RESPONSIBILITY TO THE PUBLIC. POLICE UNIONS SHOULD BE FIGHTING FOR EQUITABLE PAY SCALES, NOT FOR THE PREROGATIVES OF MANAGEMENT. IN DEALING WITH POLICE EMPLOYEE ORGANIZATIONS, POLICE ADMINISTRATORS MUST CONSIDER EVERY EMPLOYEE BENEFIT IN LIGHT OF HOW IT AFFECTS THE PUBLIC, THE AGENCY, AND THE POLICE OFFICERS. (LKM)