The Waterbury Democrat., 1933-07-29
Code Explanation About Employees
fcontinued from Page l.)

for employees above the minimum wage group shall be increased by reputable readjustments.' No hard and fast rule can be laid down for such establishments, because the variations in rates of pay and hours of work would make the applica- ton of any formula unjust In thousands of cases. We present. however, the following examples of the need for and methods of such readjustments:
 Example l. Employees now working forty hours per week in factories When hours are reduced to thirty live, the present rate per hour if increased one-seventh would provide the same compensa- ton for a normal weeks work as before.
 Example 2. Employees now working sixty hours per week in factories. When hours arc reduced to thirty-five, a rate per hour if Increased one-seventh might he tri- sufficient to provide proper com pensation. But to increase the rate by five-sevenths, in order to pro- vide the same compensation for thirty-five hours as previously earn ed in sixty. might impose an in- equitable burden on the employer. The sixty-hour week might have been in effect because of q rush of business, although forty-four week might have been nor mai practice at the same h ourly wage. Seasonal or temporary increases in hours now in effect. or recent increases Tn wages, are proper factors to be taken into consideration in making equitable establishments.
 "The policy governing the re- adjustment of wages of all em- ployes in what may be termed the higher wage groups requires. not Q fixed rule, but equitable read5ust- ment' in view of long standing dif- ferentials in pay schedules; with due regard for the fact that pay rolls are being heavily increased, and that employees will receve
 benefits from shorter hours, from the unemployment of other work
 CTS, and from stabilized employ.
 ment which may increase their lyearly earnings.
 "The foregoing examples indi-
 cate the necessity of dealing with
 this problem of equitable readjust. ment' of the higher rates of pay
 on the basis of consideration of the
 varying circumstances and c0ndi.
 tions of the thousands of entef.
 prises and emplpyments involved
 Any attempt to define nationa
 standard would be productive c1
 widespread injustice. The nationa
 recovery administration will
 through local agencies, observe
 carefully the manner in which crn. ployers comply with their agree. ment to make equitable readJust ments. and will take from time t time and announce from Washing
 ton such action as may be neces
 sary to correct clear cases of un
 fairness and to aid conscientious
 employers in carrying out in goot faith the terms of the agreement
 When an employer signs ai tagreement and certifies his compli , ance and also joins in the sub ' mission of a code of fair competi : ton before September 1, 1883. hi |, deternination of what are "equit 7 able readjustments" should be ac 3 cepted, at least prior to geptembe 7 1, as priTna facie compliance witl : his agreement. pending action b. r MIRA upon the code submitted. O Iany other action by MIRA taken {, ] insure proper interpretation or ap
 pIications of agreements This wil afford MIRA an opportunity Co sur ! vey the general results of the re ? employment program and to irol 7 out dlfIicIities and misunderstapG lings over agreements that are of 1 lsubstanthaI character" 4