The effectiveness of New York’s Taylor Law, and of the Public Employment Relations Board established under it, may be measured in a number of ways. One is to see whether it does, in fact, eliminate strikes of public employees. Another is to compare the results of mediation and fact-finding under the Board’s auspices with settlements arrived at without intervention of PERB. The authors, who are engaged in a broad study of the latter kind, present some of their findings as they relate to the public school system during 1969 and 1970.