Evening star., 1919-10-08
No Efficiency Standard Exists.

The effect Of the present order as
promulgated by the board, in SO far as
it concerns minors. will unquestion-
ably be directly the opposite to that
which it was hoped the law would
effect. Its effect upon the employe will
be to throw out of employment the
wage limit, as it cannot be presup-
posed under any circumstances that
the minor has the maturity of judg-
ment that the adult has. as no stand
ards of efficiency or value exist.
"A short apprenticeship time pre-
sents to the minor very great in
centive to leave school. 1t will by
surplus of the inefficient class among
minors who could earn $40 to $12 per
week. but who could not possibly give
$3.50 worth of value. 1t would, there
fore, almost prohibit the minor capa-
BILE Of earning less than the wage es-
tablished by law from securing en-
ployment except for temporary ap-
periods in different voca-
tions. which naturally unstabilizes the
youth for future usefulness and adds
to social disturbances and curtailment
of production. Lessening of produc-
tion necessarily adds fuel to the cost
OF living. which, in turn, destroys the
usefulness of the higher wage as it's
purchasing power or real wage as
from actual wage dimin-
iskeS.
Reduce Dismissals.
THE problem then seems to be to
missals Of the employees as they ap-
preach the minimum wage, and to re-
move the incentive for leaving school,
except when, necessary, to provide a
long enough apprenticeship for those
compelled to leave school so that val
ue can be determined. ~
For the employer the, problem
seems to- be to diminish the labor
turnover and to increase the value
of the employe, thus causing in
creased production. -:
The problem for the public at
large is to minimize cas far as pos
sibie the social and economical dis
OF the inefhcient class unable to se-
cure work at the wage prescribed,
and the result Of lessening production
and increased demand upon the cost
of livings
Upon the theory that minors Of
equal age are Of equal value, which
seems to be the only workable basis,
the attached graded estimate Of salary
Increases is planned, to give the most
to an uneconomical prin-
ciple along the lines Of fair play to
the employer, employe and the public.
It attempts to combine the best known
methods OF removing the incentive for
the minor to leave school and decreas-
ing the turnover for employees, but in
case Of the necessity of the minor for
labor. y grants longer period Of ap-
to demonstrate his value
to the employer, and therefore. retain
his position and the advanced wage
willingly met. It is designed with the
hope that it win protect the young
In SO far as humanity pos
sible from discharge as they approach
the minimum, at the same time giving
the youngest worker a longer appren-
to prove value. It very vitality
affects the public in SO far as it is
hoped to minimize minor unemploy-
ment Of inefficient help or those whose
time has been too short
to prove value.
Advantages Of Graded Wage.
"The advantages accruine from the
graded scale Of wages are as follows:
"As second grade Of wage or first
increase is one year. three months for
juniors sixteen years from the time Of
there Is little or no incen-
tive to leave school.
LAS the youth approaches seven
teen second grade of wage auto
matically draws nearer to the time
OF NEUTRALITY-SUSPICIOUS. that with
years comes better knowledge and
more maturity-audt the incentive can
be in direct proportion to the age.
"The second grade Of wage. or first
increase, begins at one year three
months for those sixteen years of age
and gradually decreases until at the
a o. af nj A>
effective three months after employ
ment. There is. no incentive on the
part Of the employer to fire. the
employees during this first zone of
ten-dollar employment, and sufiicient
time for the employe to show value,
thus protecting to large degree the
employe from discharge in a short
time unless absolutely Unsatisfactory.
1t presumes that with the increase
in age comes a direct increase in ma
ture judgment, and that the boy of
sixteen and one-half years, and then
again at seventeen years, is able to
prove his value in a shorter period
Of time than the youth Of sixteen
years, and is. therefore, entitled to
the second grade Of wage at an
earlier period.
Advantages to Employer.
The long period of over a year
before the second grade Of salary is
reached has the decided tendency OF
keeping the young, immature youth
from work. and the shorter period for
older youth attracts this class, which
to the business man is preferable
The graded scale gives ample oppor-
tunity to test the worth OF an EN-
ploye without paying for it until IL
Is actually proven. 1t is presumed
that youths Of sixteen will require a
longer period to prove value than
grade of wage line is less for youths
of seventeen than those at sixteen.
AT the time the second grade is
reached. 1t is far enough away fol-
the employer to have judged the abil.
firing the employe because an in.
crease in wage is necessary. thus
causing unnecessary turnover. he
will gladly pay the increase If the
employe has proven satisfactory. The
reach the third and fourth grades OF
wage increase is stronger, and, there.
fore. prevents unnecessary labo,
"The graded scale makes 1t attractiv,
for older. more mature workers ant
unattractive for younger workers, thus
to lage extent preventing q large
surplus OF inefficient tobless help. a.
II must De presumed that older work
efs are more capable of holding theil
jobs.
''Lessenins Of social unrest and dis.
turbances by greater stability of la.
Dor and increased efficiency. min
linking the unemployed surplus O.
the inefficient class. and a conse
quent effect upon the cost of living
Operation Of Salary Chart.
'The youth Of sixteen years whit
to serve an apprenticeship of fffteer
months before entering the secont
grade Of wage {$1l.0O per week). HI
will, therefore, be seventeen years ant
three months of age. The youth OF