The Connecticut labor press., 1920-03-27
COLLECTIVE BARGAINING
 URGED UPON EMPLOYERS

MOSC f1SIp1ul SOIuL1Ou 4OWaTOS
 Industrial Peace-Would Pre-
 vent Rather Than Stop Strikes. for which Organized Labor has struggled for years, and which really is the base of unionism, is now pointed out as the most helpful solution toward industrial peace and Is proposed for universal adoption in an amended report of the Industrial Conference appointed by President Wilson, which report was made public in Washington this week. Joint organization of employers and employees as means of preventing mis- understanding and consequently strikes is also urged.
 The conferees in their report state that they have modified the tentative plan of machinery to adjust disputes in general industry by conference, con- ciliation, inquiry and arbitration, an- nounced by the conference on December 2o, 1919, and that they have endeavored to develop methods of prevention rath- CT than adjustment of labor difficulties. The modified plan, devised since the conference reconvened last January 12, 1t is said, makes machinery available for collective bargaining with only in- cidental and limited arbitration" The plan has been extended to cover dis putes affecting public utilities other than steam railroads and also to gov ernment and other public employees.
 In addition the report analyses the development of industrial relations, hours of labor, women in industry, child labor, housing wages, proflt-sharing and gain-sharing, thrift agencies, int1a- ton and high cost of living, agriculture, unemployment and public employment clearing house.
 CAUSES OF UNREST.
 The causes of industrial unrest are set forth as including "the rise in the cost of living, unrestrained specula- ton, spectacular instances of excessive profits, excessive accumulation and mis- use of wealth, inequality and readjust- ment of wage schedules, release of ideas and emotions by the war, social revolu- tionary theories imported from Europe, the belief that free speech IS restricted, the intermittencv of employment, fear of unemployment, unnecessarily high in fant mortality in industrial centers, loss of personal contact in large industrial units and the culrnination of growing belief on the part of both employers and employees that a readjustment is necessary to wholesome continuity of their united effort.
 Industrial problems vary not only with each industry, the report says, but in each establishment. Therefore the strategic place to begin battle with mis- understanding is within the industrial plant itself Primarily the settlement must come from the bottom not from rTIo ia ing its approval of "employe represen- tation" says it is not field for legisla- ton, because the form which such rep resentation should take may vary in every plant. For this reason the recom- mendation is directed solely to managers and employees.
 SYSTEM OF SETTLEMENT.
 "If the joint organization of mana cement and employees in the plant or in- dustry fails to reach the collective agreement" says the report "or if without such joint organization, dis putes arise which are not settled by ex- isting agencies, then the conference pro- poses system of settlement through a national industrial board, local regional conference and boards of inquiry.
 This plan which the conference says is based upon American experience and designed to meet American conditions" IS national in scope and operation and yet decentralized. It is said to be diff ferent from anything in operation else where and employs no local authority except the right of inquiry. Its basic idea is stimulation to settlement of peace by the parties in conflict and the enlistment of public. opinion toward enforcing that method of settlement. - The reoiara1 adircfr1e0f conference proposes a board to consist of four representatives selected by the parties to the dispute, and four others in their industry chosen by them and familiar with their problems. It would be pre- sided over by a trained government official, the regional chairman, who would act as a conciliator. If an unanimous agreement were reached, 1t would result in collective bargain hav- ing the same effect as if reached by joint organization i'll the shop.
 Failing to agree unanimously the mat ter, with certain restrictions, would go to the national industrial board, unless the disputants preferred a mutually chosen umpire.
 Meanwhile both parties to the dis pute have agreed that there shall be no interference with production pend ing the processes of adjustment If the parties, or eltner or them however, re- fuse voluntarily to submit the dispute to the processes of the plan of ad- justment, a regional board of inquiry is formed by the regional chairman of two employers and two employees from the industry and not parties to the dis pute This board may subpoena wit nesses and records and publish its ind ings as guide to public opinion.
 RIGHT TO STRIKE.
 The national industrial board in Wash ington would have general oversight of the workings of the plan which in addition to being applicable to public utilities, provides machinery for "prompt and fair adjustment of wages and working conditions of government employees" The plan involves no penal ties, it is said, other than those inn posed by public opinion. It does not impose compulsory representation. It does not deny the right to strike. It does not submit to arbitration the policy of "closed" or "open" shop.
 Regarding "employe representation the report says "the subject has been discussed under such different names
 Continued on Page Fiye.)