The copper era and Morenci leader., 1916-01-21


 oftener if need be-with the presi.
 dent of the company, or his represen' tative, and such other officers as the
 president may designate.
 The district conferences will each appoint from their number certain
 joint committees on industrial rela
 tions, and it is expected that these
 committees will give prompt and continuous attention to the many questions which affect the daily life and happiness of the men as well as
 the prosperity of the company. Each of these committees will be compos-
 ed of six members, three designated by the employees representatives and three by the president of the company. A joint committee on in. dustrial cooperation and conciliation will consider matters pertaining to the prevention and settlement of in.
 dustrial disputes, terms and condi-
 tions of employment, maintenance of order and discipline in the several
 camps, policy of the company stores,
 safety and accidents, on sanitation, health and housing, on recreation and education, will likewise deal with the great variety of topics included with in these general designations.
 Prevention of friction is an under lying purpose of the plan. The aim is to anticipate and remove in advance all sources of possible irritation. With this in view a special officer, known as the Presidents Industrial Representatives added to the person nel of the staff as a further link be- tween the President of the corpora tion and every workman in his en- ploy. This officers duty is to respond promptly to requests from employees representatives for his presence at any of the. camps, to visit all of them as often as possible, to familiarize himself with condi- tions, and generally to look after the well-being of the workers.
 It is a fundamental feature of the plan, as stated in the document it. self, that every employee shall have the right of ultimate appeal to the president of the company concerning he may be subjected and which he may deem unfair For the adjust lnent of all disputes, therefore, the plan provides carefully balanced ma chlnery. If any miner has a griev- ance. he may himself, or preferably through one of the elected represen- tatives in his camp, seek satisfaction from the foreman or mine superin- tcndent. If those officials do not adjust the matter, appeal may be had to the presidents industrial repre- sentative. Failing there, the em- ployee may appeal to the division su- perintendent, assistant manager, man ager,or general manager,o or the presi- dent of the company, in consecutive order. Yet another alternative is that, after having made the initial to the foreman or mine superintendent, the workman may ap- peal directly to the joint. committee on industrial cooperation and concili- ation in his district, wrich, itself fail ing to agree, may select one or three 1mpires whose decision shall be binding upon both parties to the dis Dute. If all these methods of media ton fail the employee may appeal to he Colorado State Industrial Commis- sion, which is empowered by law to industrial disputes and publish it's findings
 pendence and freedom of the mems representatives, the Constitution pro- vides that in case any one of them should be discharged or disciplined, 'r should allege discrimination, he nay resort to the various methods of appeal open to the other employ ees, or he may appeal directly to the Colorado State Industrial Commis- sion, with whose findings in any such case the company agrees to comply.
 The company is to pay all expenses incident to the administration of the plan, and to reimburse. the miners representatives for loss of time from heir work in thp m iDac
 Such in outline is this Industrial Constitution. Some have spoken of t as establishing a Republic of La DOT. Certain it is that the plan gives 'very employee opportunity to voice lis complaints and separations, and t neglects no occasion to bring the ren and the managers together to ak over their common interests. sI
 Much unrest among employees is lue to the nursing of real or fancied