Labor-management negotiations present a complex situation for mediators and negotiators. To a considerable extent, the complexities stem from the fact that at least four different types of negotiations are occurring simultaneously: distributive bargaining; integrative bargaining; intra-organizational bargaining; and attitude structuring. If the negotiations are in a public employment situation, the political environment may be a factor causing additional complexities. Mediators in such situations must fill a number of roles, all of which are related to the communication process. The authors will show how the cited factors complicate labor-management negotiations and, concomitantly, affect the mediation process. This article concentrates on the role of the mediator as a communicator in the labor-management context.