Imperial Valley press., 1938-07-21
By II EBB MILLER

lnSS are represented III THIS article.
BY II EBB MILLER
\ snap strike, sudden abandon
ment Of work by union members, is i'm
possible III Sweden, for the law compels
workers to give 4 weeks notice before
walking out.
Failure 10 do 50 may bring quick pun
ishment from the labor court, the court
Of last resort on labor matters. Punish
ment is equally swift in case there is
violation OF collective bargaining con-
tract and both employer and empolyes
are liable To stiff tines.
Ten bricklayers employed by Thure
harlsSon OF 'Halsingborg struck Tor high
er wages after their union had signed a
collective agreement on wages and hours.
The case Was taken TO the labor court
which made thorough investigation. The
decision Was that the bricklayers had
violated their agreement. Each worker
who struck Was fined S125 and their un-
ion was fined $500 for allowing them
to walk out in violation of the contract.
The court Is equally stern with an
employer who violates contract, even
# only one worker IS involved. The Ore
bro Shoe company was accused by the
union Of breaking collective bargain
ing contract With workman. The labor
court sustained the union S charge and
ordered the management to pay $3.50
line, to pay $500 to the union for the cost
Of the litigation and to credit the empl0ye
in question with 96 hours working time.
From 1929 TO 1885 the labor court
handled 1.272 actions of which the work.
ers brought 1,026. Employers referred
238 cases TO the court and the remainder
were brought by consent of both parties
to the dispute.
Although Sweden is a democracy, the
personality of King Gustav had much to
do with the development of legislation
on labor and industrial problems. He
probably is the best loved king in Europe
and there is an immense respect for the
crown on the part of both labor and cap
ital. The king takes an active interest
in the working out of SWeden's problems.
Both labor leaders and representa-
tiyes of employees seemer surprised when
| told them Of the world wide interest in
the Swedish system. They have come to
take it for granted, although they still
do not consider it perfect. Erik Broden,
director Of the Swedish Employers fed
eration-a sort Of ''capitalists' union
pointed out what he considered some of
the flaws
employers generally have found it
preferable for the workers to be strongly
organized, he told me. I'VE find it better
to deal with them when they have respon-
sible leaders and strong organizations.
But one difficulty with the collective
agreement system for fixed periods is
that quick alteration of wages when in
dustry is afflicted by depressions is ruled
out. And once a certain wage level is
reached it is hard to scale It downward.
Through education and experience the
workers have learned that if the employ
ers do not make profits, wages will be
lost As a result, they usually do not
begrudge employers fair and reasonable
profits.
We are somewhat surprised by the
international interest in our system. We
do not think We have discovered anything
sensational. 1t is largely matter of eX-
perience and education and the spirit
under which the system operates. If ap-
piled in some other country where con-
ditions are different, our system might
not work as smoothly as it does here"
- by Williams