ILWU longshoremen have always used two weapons to challenge management's control over the docks. One is their working knowhow: the cultural and technical knowledge analyzed in the last three chapters that is necessary to do autonomous work and, when appropriate, is used to resist management's efforts to direct that work. The other is the contract, a document that contains procedures for redressing grievances. Sometimes differences cannot be settled informally on the docks; either an accommodation is impossible, or longshoremen refuse to work around a problem. When this happens, disagreements over how to work move from the waterfront to contract negotiations or the grievance machinery. Over the past fifty years, then, including the post-M&M period, the ILWU has consistently waged a struggle for job control on two fronts: informally, on the docks; and contractually, in the grievance machinery. The question of workplace regime has never been settled. It was not settled when the first contract was signed in 1934, and it was not settled with the M&M Agreements in the 1960s. The current disagreement between the ILWU and PMA, moreover, is remarkably similar to the one that divided the two sides in the 1930s. The issue is still who will control the dockside workplace? And, as in the past, it is frequently disputed on contractual terrain where both sides can use the contract as a weapon.