Daily Kennebec journal. [microfilm reel] (Augusta, Me.) 1870-1975, 1900-09-22
STRIKES AND cONclllATlON.
Is there a Practicable Means oil Avoiding
Labor Contests.

" l44N "a mani ShNil ii lflillS poSSlp4t- -
seems high time that employers and
employed should come to some agree
ment whereby strikes and lockouts, 50
suicidal to their mutual interests.
should be made impossible.
In Chicago. the various building
trades unions are banded together in a
building trades council. Each union is
represented by delegates In the coun-
ell the real power seems to lie in a
smaller body, composed Of the walking
delegates and the presidents of the
unions. This oligarchy has an almost
absolute control over the unions, and
one Of its most important functions is
to assist in the enforcement of the
working agreements between the
unions and the employers.
The attitude Of mind which considers
such a body as this necessary is in it
self unhealthy. If there is so little
trust in the good faith Of the parties to
working agreement as to make
system of espionage necessary, or il,
worse still. there is good cause for this
lack Of faith and the parties are not
really honest with each other. il is a
very poor outlook for both sides. 1t is
humilating and degrading to be told
that one is not to be trusted. This is
done TO the criminal who has forfeited
the right 10 be trusted. and the hard
est punishment for the first offender is
the sense that he has lost this right
and must fight hard and painfully TO
regain it. This is. however. the way in
which employers and employed have
regarded each other There has been
trust on neither side Mistrust has be-
gotten more mistrust. The employers
look askance on the unions and allow
themselves TO be influenced in employ
ing men by matters entirely apart
from their ability ana worthiness The
employed are still more serious
Offenders. in that they employ paid
agents 10 watch and attempt 70 detect
breaches Of faith.
To an employer who is honest and
proposes 70 act in good faith it is in
tensely calling TO have his honesty
constantly questioned. and 10 one who
is proposing 10 break faith. il is merely
a veXation which will make future ad-
justments all the more difficult. one
cannot but think that the employment
Of paid agents and the system Of un-
warranted oversight " the shop or the
work are at the root Of a large proper
tion Of the labor troubles. No agree
ments can be Of any value unless made
and kept in good faith, and good faith
is begotten OF mutual trust and not Of
doubt and spying.
If good faith is to exist between the
two parties there must not only be
mutual respect but also. before this is
possible. seltrespect. An employer
with low moral standards and with
selfish aims cannot know respect:
he may be self-satisfed-a far different
thing. If. however. he is banded with
the other employers whose interests
are alike. the chances are that the good
will overbalanCe, that general welfare.
and mutual accommOda-
tion Will outweigh, and that the EN-
ployers as body will establish such
standard as to make them not
ashamed ana To give them self-re-
spect.
The employed who are constantly
thinking OF what they receive. to the
total neglect OF the consideration NJ
what they give, are acting selfshly and
against the interests Of their trade. Ii
they band together. they must have
broader aims than the regulation Of
hours and pay. More important than
either Of these is the question Of
workmanship. once an employer is
assured that the working hours are
in faithful and honest work.
and the matter Of hours and wages
which now seem so difficult Of adjust
ment-will fall into line Of themselves.
To attempt to place a limit on the
work to be accomplished in a day. and
to fix this at a point which the most
incompetent can reach, is absolutely
stultifying to all the best instincts OF a
good workman. Self-respect in bodies
which encourage such principles is i'm
possible. If the unions established a
fair standard Of workmanship. below
which none should fall. and encouraged
rising above the average. the whole
attitude of mind would be changed.
With employers and employed banded
together in self-respecting companies.
they may then we'll meet on an abso-
lutely even footing, establish mutual
respect. discover the identity Of their
interests, make agreements which shall
be fair. and have full confidence in
each other, then such agreements will
be carried out.
Another point suggested by the his
tory OF the Chicago strike is the de-
STABILITY Of settlement of disputes.
when possible, where they originate.
With the Chicago Trades Council. their
power was absolute. No agreement
between an employer and his men was
valid until they had passed upon il. 1t
il not good either for individuals or
for bodies Of men to yield their indie
pendence TO such an extent. Such
power is certain sooner or later to be
abused. as arrogance is sure TO follow
in the train Of ungoverned or unlimited
power. In this case il enabled the
trades to enforce more and more un-
just and unwise limitations on the out
put of labor. until it was almost i'm
possible to do building unless at great
risk to the contractor or at great eX-
pense to the Owner-in some cases
both.
In the present case the troubles We're |
finally adjusted through Mr. Madden, |
and an agreement entered upon which |
If honestly carried out should make |
such a strike as this an impossibility. |
The main features Of the agreement |
are the removal of the limit on days |
work, and granting the employer the |
which iS absolute right |