Every evening, Wilmington daily commercial., 1922-02-18
METHODS Or SETTLING
PENNA. R. R. DISPUTES
Company Shows How contro-
vsrsIaI' Questions May bs
Taken Up by Employees.

How controversial questions and mat
ters of mutual interest affecting en-
ployes and the management Of The
Pennsylvania System may be taken up
and settled was made public today in q
summary based on the memoranda *
understanding and the bylaws of tho,
various classes Of employees concerned.
This summary deals with the method
agreed upon between the management
and the representatives Of three clsseesl
Of employees who have sys'ern reviewing
/ committees. A similar method Is fol-l
lowed whore sach matters arc handled
regioDally.
Six steps are provided in definite
order, starting with the individual EN-
ploye and bis immediate superior.
| Through definite channels and in accord
ance with a schedule Of fixed rneetings
which facilitate consideration and insure
prompt decision Of disputed questions,
these matters may be taken on upward
TO n system reviewing committee com
posed Of equal representation of both
employees and the management where all
representatives have equal voting power.
In the interest Of absolute iroportiali'v
in the settlement OF any question, how
ever, il is provided that asa last court
Of appeal, the matter in dispute may bo
taken 10 the United States Railroad
Labor Board or other public arbitrator
10 be decided upon by the reviewing
committee"
This provision makes the drterrnina-
ton OF the final Arbitrator independent
Of the executives Of tho company, snd
places ii entirely in the hands of a com
rnittee in which the employees and the
management have equal say and IN
which two-'hirds vote is necessary for
decision
In the case of each class Of employees
concerned the SIX steps are e follows:
1. Engine and train service, individual
ernpIoye with immediate superior. Main
tensnce Of way, individual ernploye WITH
immediate superior. Telegraph and
signal, individual employee with imne-'
date superior.
2. Engine and Train Service, local
chairman with division superintendent.
Maintenance Of way, local committees
with division superintendent. Telegraph
and signal local COMMITTEES with division,
superintendent.
3. Engine and train service, 0enerst
chairmen with general superintendent.
Maintenance of way, regional chairman
with general superintendent. Telegraph
; and signal, regional chairman with gen.
eral superintendent
4. Engine and train service, general
chairman with general manager MsIn-
' ,enance Of wev, general chairman (for
systen) with general manager. Telegraph
\ and signal, general chairman (for sys-
NJ tenn with general raanager.
~ 5. Engine and train service, joint
4 fxe NJ q
representation of employees and manage
!, ment, equal voting power; decisions by
- two-thirds votes. chairmansbip alter
mates semi-annua!ly between manage
nent and employe representatives Main
tenanca Of way, maintenance Of WAY
reviewing committee, composed OF equsl
n representation of employees and manage
y ment; equal voting power; decision by
nc two-thirds vote; Craftsmanship aiternates
20 semi-annually between management and
a. enrploye representatives. Telegraph anc
OF signal, telegraph and signal department
u reviewing committee, equal representa-
CT ton OF employees and management; equa
r. voting power; decisions by tvo-third'
vote; Craftsmanship alternates semi
US annually between management and en-
Us ploye representatives.
To- g. Engine and train service, United
us States Railroad Labor Board or othe
IL public arbitrator to be decided upon By
ne the joint reviewing committee Main
aa tenance Of way, United States Rallros,
De Labor Board or other public arbitrator
eS- to be decided upon by the Joint reviewing
u committee. Telegraph and signal
AZ United States Railroad Labor Board o
ht other public arbitrator 10 be decide'
70, upon by the joint reviewing committee
40 In the case of all three classes Of em
'a- ployes, matters pertaining to the inter
=. probation OF schedules are not handles
~ through the regular steps, but are re
uc ferred by the parties concerned, for IN
les stance the superintendent and local rep
TO- resentatives, direct TO the JOINT Review
'he ing Committee for approval of agree
ms ments reached locally or TO render
eA- decision in case Of dispute.
., Employees may make use Of this com
- mittee system OF handling matters al
n- fecting them or may handle them direc
~ with the management up to and incluo
,ee ing the general manager.