Evening star., 1919-10-10

try should be so conducted that the
cient to maintain him and his family
at standard of living that should
be satisfactory to right minded man
In view Of the prevailing cost Of liv-
ing. which should fairly recognize the
quantity and quality Of his productive
effort and the value and length Of his
service, and reflect a participation
on his part in the prosperity Of the
enterprise to which he is devoting
his energy.
Many plans are now under consider
alton for adding to the fixed wage Of
the worker. such, for example. as
stock ownership. All such plans should
be carefully studied in each estab-.
lishment. 1t may well be that in many
instances the employer and the em-
of such a character to their mutual
advantage.
In order that the worker may in
his own and the general interest de-
velop his full earning capacity and
should be primary concern Of man
agement to assist him to secure en-
ployment suited to his abilities, to
furnish him incentive and opportunity
safeguards for his health and safety.
and to aid him to increase the value
of his productive effort.
Where women are doing work equal
ditions, they should receive the same
rates Of pay as men and should be
accorded the same opportunities Tor
training and advancement.
work schedules should be fixed at the
point consistent with the health OF
the worker and his right to an ade-
uuate period Of leisure for rest, recre-
alton, home life and self-development.
To the extent that the work schedule
a.. hoynnd this nninf the
worker as well as the community
must Inevitably pay in the form of
reduced standard OF living.
The standard of the work scheduled
should be the week. varying as the
peculiar requirements of individual
industries may demand. Overtime
work should, as far as possible. be
avoided, and one day Of rest In seven
should be provided.
6. SETTLEMENT OF DISPUTES'
Each establishment should provide
adequate means for the discussion OF
all questions and the just and prompt
settlement of all disputes that arise
between the management and men in
the course of industrial operation, but
there should be no improper lim1ta-
ton or impairment Of the exercise by
management of Its essential function
Of Judgment and direction.
., RIGHT TO ASSOCIATES All men
have the right to associate voluntarily
for the accomplishment of lawful pur-
poses by lawful means. The associa-
tion of men. whether of employers,
employees or others. for collective ac-
tion or dealing confers no authority
and involves no right OF compulsion
over those who do not desire to act
or deal with them as an association.
The arbitrary use OF such collective
power to coerce or control others
without their consent Is an infringe
ment Of personal liberty and men
ace to the institutions OF free neople.
8. RESPONSIBILITY OF AssOCIA-
TIONs, The public safety requires
that there shall be no exercise OF pow
er without corresponding Responsible.
ity. Every association. whether OF
employers or employees, must bs equal.
ly subject to public authority and le-
gally answerable Tor It's own conouct
or that Of It's agents.
0, FREEDOM OF CONTRACT With
the right to associate recognized, the
fundamental principle of Individual
freedom demands that every person
must be free to engage In any iawtui
contract as an employer or an em-
ploye. and be secure In the continuity
and rewards Of his effort.
The only qualification to which such
liberty Of contract Is subject lies in
the power Of the state. within limits
late in the publict interest, for ex-
ample. for the promotion of health,
safety and morals.
10 THE OPEN SHOP, The prin-
ciples of individual liberty and free
dom of contract upon which our in
stitutions are fundamentally based
require that there should be no inter-
ference with the open shop" that 10.
the shop in which membership o.
on-membership in any association is
not made condition OF employment.
are permissible. coercive methods
aimed at turning the open shop"
into a CLOSED union" or CLOSED non
union shop" should not be tolerated.
There should be no denial Of the
right of an employer and his workers
Voluntarily to agree that their rela-
| ton shall be that Of the 'closed union
| shop" or Of the CLOSED non-uniont
shop" But the right Of the employer
tons on the principle Of the open
shop" should not be denied or ques-
| toned. No employer should be reA
Quired TO deal with men or groups OF
| men who are not his employees or
x he soa of thu as eDe
shop there IL not the same oppor-
tunity for outside interference on the
part Of other interests to prevent
| close and harmonious relations bed
| IW6cH 6InplOyeT Anu cIiployc 1HElI
| efforts to continue or secure such har-
| n.onious relationship are not compli-
| Gated to tho same extent by inter-
! vention Of an outside interest which
| may have aspirations and plans Of ITS
! own to promote, which are not neces-
sarily consistent with good relations
III. THE RIGHT TO STRIKE OR
LOCKOUTs In the statement of the
principle that should govern as to the
right to strike or lockout, a sharp
distinction should be drawn between
| the employment relations in the feld
(a) Of the private industry. (b) Of the
| public utility service and (c) of gov
| ernment employment. federal, state
or municipal. In all three there are
common rights and obligations but.
| in 80 far as the right to strike or lock.
out 10 concerned, the nature Of the
government service and public utility
operations requires that they should
be considered from q somewhat dif.
ferent point OF view than private in
dustry.
| In private industry the strike or the
lockout Is to be deplored; but the
right to strike or lockout should not
be denied as an ultimate resort after
all possible means of adjustment have
been exhausted. Both employers and
employees should recognize the seri-
ousnesS Of such action and should be
held to a high responsibility for the
| same.
The statement that the right to
strike or lockout should not be denied