This study surveys Wayne County labor relations management and offers a brief outline and assessment of alternative policies available through adoption of a charter. The charter cannot diminish the right of Wayne County employees to bargain collectively or contravene the state laws, regulations, and judicial decisions which delineate the bargaining relationship between the county and its employees. Nor can the charter substantively alter established contractual obligations such as salaries, fringe benefits, and negotiated personnel policies. The Michigan Supreme Court has held that the duty to bargain supersedes charter provisions. The Michigan charter county act also protects “the rights and status of persons under the civil service system”. Nevertheless, the charter will determine the structure of county labor relations management and this management will in turn influence both the pattern of labor relations and the substance of future contractual agreements.