In this paper, we study the enterprise bargaining process in the Queensland Police Service and the consequences of resultant new payment arrangements. Although both management and the union were convinced that no one would be worse off under enterprise bargaining, views amongst the affected police were in fact more divided. Differences in attitudes to bargaining outcomes reflected several factors, in particular the differential impact of the agreements on relative wage outcomes. Where there was resentment of bargaining outcomes this increased disaffection with management, the job and the union. While money was the most important factor in shaping views on bargaining outcomes, process (in particular, perceived consultation) was also important.