Evening star., 1938-09-27
Forum
Continued from Page B-6.)

minimum wage schedule from the Tex
tile Industry Committee?
Mr.. Andrews-There is no way of
estimating the time required for the
preparation of such a recommends
.tion. However, know that Mr.. Mel
son and his associates will make every
ehort to bring in prompt recon-
mendation, both in the interests Of the
employees who will be covered and their
employers.
Interviewer-Mr. Andrews, what
happens after Mr.. Nelson's commit
tee completes its work and makes its
recommendations?
Public Hearing to Be Held.
Mr.. Andrews-We will give due no.
tice to all interested persons inviting
them to appear at public hearing
and give evidence concerning the COM
mittee's findings Under the law, II we
find that the committees recommenda-
tions accord with the provisions Of
the act, and that it is supported by
facts and evidence obtained by the
committee and at the hearing, and
that the committee considered all the
factors referred to by Mr.. Magruder, I
must give my approval and issue q
wage order containing the minimum
wage schedule recommended by the
committee. If find that the recon-
mendation does not accord with the
law or Is not supported by. the evi-
dence and, considering those same fac
tors, will not carry out the objectives
OF the law I am required to disap-
prove the recommendation.
1nterviewer-May you accept, say,
part Of the recommendations?
Mr.. Andrews-No, cannot change
the recommendation in any manner,
and If 1t is disapproved I either ask
for new recommendation or appoint
another committee. I'd like to en-
phasize that no wage order can pro-
vide an hourly rate Of less than IS
cents.
interviewer - Mr.. Magruder, isn't
there a special legal procedure for ap-
peal from wage order?
Mr.. Magruder-Yes. any person.
employer or employe-aggrieved by
wage order may secure a review of
that order in a United States Circuit
Court of Appeals. The court will re-
view the questions of law involved in
the wage order. However, findings OF
fact by the administrator, when sup
ported by substantial evidence, are
conclusive. .......
Now, Mr.. Andrews, you have been
asking me questions. What about an
swering one of mine? Won't the ad-
ministration of the act require the
keeping Of records by employers and
the examination or inspection of those
records by agents of the wage and
hour division?
Simple Records Expected.
Mr.. Andrews-Yes, however. we hope
to keep the records as simple as pos
sible. Regulations for these records will
be issued promptly by this division.
The act provides that the administra-
tors representatives may enter and
inspect records and question employees
whenever necessary.
A'AAs'o AvASSSAAAiSAA, you AldfC UCCll NCly
generous in letting us go on talking
about our own personal sections of the
act. What about the child labor pro-
visions which you will be administer
ing?
Miss MCCONNELL was beginning to
wonder If you were going to let me
talk about what think are the best
features Of the law! The measures for
controlling the labor Of children are
simple. No producer, manufacturer,
or dealer may, after October "a, ship,
or deliver for shipment in interstate
commerce, any goods produced in an
esta ablishment which has employed op-
pressive child labor within 80 days
OF the removal Of the goods.
1nterviewer-Does that mean 30
days before October "a or 80 days
after?
Miss McConnell-The 80 days will
be counted after October "a, so that
no employer of a child before that
date will come under the act.
1nterviewer-Well, Miss Mcconnell.
Just what is Oppressive child labor?
Miss Mcconnell - Oppressive child
labor Is defined as, first, the employ
ment Of children under 16 in any occu-
patton, except that children of IA or
Is may do work which the Children,s
Bureau has determined will not inter-
fere with their schooling, health, or
well-being, but this work under the