The Birmingham age-herald., 1924-05-14

II N ceive, from date Of
 entry into the serv-
 ice until they, have l V. I1NSSIS been in continuous Iservice six months, two cents per hour Hess than the established hourly rate; Ienployes in continuous service six months until. one year, inclusive, shall receive the established hourly rate; lempioyes in continuous service oyer one Iyear shall receive two cents per hour Iabove the established hourly rate.v
 The great aim of well managed con Icerns now is to keep the same workers year after year. It costs Hmore than money to be constantly having to train new men. Abnormal labor turn loyer not only tends to disiocate an organization. Hence the earnest ef- tort to keep workers from leaving.
 This Southern railway splan is not entirely new to industry or transporta- tion. Some Of our local traction com lpanles, for example, have long had a fimilar arrangement.
 The same purpose is sometimes at- kained bySa different method. A sery< Ice bonus is now coming into vogue. This plan varies in different estab- ashmentss but the principal of them all fan De illustrated by the Studebaker |Eorporation's system. President Err Fkine recently described it to me thus
 To encourage continuous service, Ee have adopted a system of rewards. IFhese rewards are pal deach worker Pn the anniversary of the day he or she
 
 per cent of the workers wages at the bnd of the first year, the second year, Inc third year and the fourth year, and RI the fifth year raise the bonus to 10 per cent and continue after that" II Length of service alone is a poor 5nethod of regulating a workers pay. But q not faithful service over a term Af years worth some recognition? '? Is not k worker thoroughly familiar with all he ways of q plant more valuable than newcomer; even though the new 0mer may be just as good asworker? here are few jobs, there are few Rlaces, where there isn't something to e learned, something which cannot be iclEed up and mastered in one day or the week.
 Not only so but the employe who Hays steadily on the job year after ear does away with the cost of labor turnover 70, far as he is concerned. lhis is quite an item.
 By adopting successful plans for re- ainlng workers, a company does more san reduce or eliminate the high cost
 labor turnover. You always find a ae greatest loyalty, the best spirit, the tsest amount of good will towards a Company where the majority of the 0rk people stay on year after year. here there are incessant charning of ofkersy dissatisfaction, not loyalty, is De rule. Another rather recent innovation icuiated to encourage steady service the granting of vacations, with pay, the rank and file of workers. Form ply, only collar and cuff employees ere granted vacations, Butscorpora- on after corporation is starting to ant vacations today for weekly wage Iners who have been in service for britain period usually one or two safs.
 This plan, is also likely to become ore general, for it has much to com end it from both the workers and e employers point of view. It is Htural for wage earners who appre- ate vacations to show their a pprecia- on by the better service which rest Id eation fit them to render.
 Profit sharing, stock buying on the stallment plan, insurance policies, 1 snsions, all these are designed to en- urage workers to stay on the job.
 The amount of attention and money pyoted to deyising and maintaining all | csc null tifaEious plans reflects the l hpoftance nowadays attached to en- ufage continuous service. And | bubbles zthe future will see still l oader efforts along the same line.
 In the dim distant future there will obably come into existence some plan 1 E allotting. aScertain number of work 1 $ to each concern and then holding | lat concern responsible for giving the | orkers a specified minimum amount
 work and wages through the whole l ar. Employers are not likely to | ntinue forever to enjoy freedom to l row tiieir workers on the street henever they choose to do so,
 How far the pendulum will swing in l at sdiree tion will depend great deal ori how employers use or abuse this | uedoEn during the next ten years. Oh, yes, I know that. ail sorts of | on0nic arguments can be strotted out | ainst any such plan, but economic | etinientS won prevail against moral 1 gurnents sif majority of the people | ayinced that the time has come to 1 rb the right of employers to dis 1 arge workers without being called l on to prove the absolute necessity |
 such action.
 Employers do well to 70 the ut- lst limit to reward results and also lg safYice. If the industrial game l not played humanely tho rules for l syinx 1t will inevitably be changed. | they ought to be.
 DRY GOoDs
 NEW YORK, May 13F--Cotton goods | d fairlys steady today with the demand | tinuIng light. Improvement was re- | ted. n the call for wash goods and 1 "a. Cotton yarns ruled easy and quiet. | yinR cohtinued steady at the carpet | etion Bale, where nearly $600.000 worth | rties we're disposed of yesterday Wool ds showed lttle change. Fine dress | bdB were dull Burlaps were firmer.
 LONDON MONEY
 soNDoHi May. 13.-Bar silver 3s s-1ed |
 cunes Money, 2 per cent. Discount | es; short bills. 2M 0 per cent; three nths- biils. s@3-I6 per cent.
 HORSES AND MULES
 ,ASr ST; LOUIS. May l3.-rHorses and | Ies sfe11y, quotations unchanged.
 
 NOTED BUILDER DIES I F. Terry Designed Five Bridges To