If the post-war workplace social contract that allegedly underscored collective bargaining has been abandoned (Kochan 1999), marginalized (Anderson 1997), or permanently transformed (Jaffe and Tobe 1994) then it is the role of the union steward that has assumed the brunt of the transformation. Under the New Deal formed industrial relation system a union steward was the critical contract enforcement officer for rank and file workers. But with the 1980s’ transformation in work organizations and the adoption of labor-management teams (LMT), within broader employee-involvement (EI) schemes the role of the union steward has at best grown decidedly more complex, and at worst incomprehensible.