The labor world. [volume] (Duluth, Minn.) 1896-current, 1920-09-04

amount in value. The straw bosses
pin ched and schenaed to do it. The
only way they ever tried was to take
SOM thinS away from the employees.
They mover considered that most ef-
ficient production could be secured
only when agencies for assuring JUS
tice to employees and the best man
agement and working conditions
were established. It was this sort of
industrial servitude that eliminated
many times in great strikes in the
steel, industry. It brought the strike
of 1919. The head Of the great cor
l,oration in that indus try refused to
meet: representatives. Of the employees
even to- hear their grievances. If
collective bargaining had been in
force in that industry the IL and a.
hour day would have disappeared
years ago. and it would have boon
accomplished without a strike. Now
the responsible head Of the corpora
ton knows so little of what the steel
workers. are thinking that he even
asserts that they want the 12hour
day.
What 1t Means
<Ao wv 0AAp1OyeS "c&S Gu dS
individuals and kept apart by racial
creed, national prejudices and other
means. they could not unite to sub
NIT their grievances until they be-
came. members of trades unions
They could not understand each 9TH
err, nor could they succeed in elimin-
atinE the causes that had formerly
kept. them in isolated and hostile
groups.
Collective bargaining in industry
does not imply that wage earners
shall assume control Of industry, or
responsibility for financial manage
ment. It proposes that the employees
shall have tho right to organize and
to deal with the employer through
selected Representatives as. to wages
and working conditions.
Among the matters that properly
come within the scope of collective
bargaining are wages, hours Of la
Dor. conditions and relations Of en-
ployment, the sanitary conditions of
the plant, safety and comfort regula-
tiens. and such other factors as
wout' add to the health, safety and
comfort Of the employees, resulting
in. the mutual advantage Of both en-
ployers and employees. But there is
no belief: held In the trades unions
that It's members shall cant-ol the
plant or usurp the rights OF the own
ers. 49,: = ".&":
Collective bargaining takes into
consideration not only mutually ad-
vantageous conditions and standards
OF life and work. but also the human
question, a desideratum too long no.
elected. "
Application OF Principles.
Q. What is collective bargaining?
A. Simply a. business proposition
by which the organized employees In a
trade or industry deal collectively
with their employer or employers.
O. How is this accomplished?
A. The employees in their union
appoint a. committee to draw up new
wage scales and working conditions.
These are reported to the union for
consideration. Then in regular meet
ing each question is taken up and
discussed. from every angle. Finally
the union agrees upon 4 wage scale
ana working conditions to submit to
the employer. A committee tor this
purpose is selected, as the entire
number Of employees cannot meet in
conference. with the employer or his
representative and discusses the de-
sires Of tho employees collectively
through their union.
Union Finally Decides.
@. Does this committee have fun
power to act
A. No. 1t must report back to
the union the result Of it's conference
with the employer. II the report is
II satisfactory the union approves tho
settlement and an agreement for
stated period is signed by both par
ties. II unsatisfactory. further con-
ferences with the employer Or his