The Michigan chronicle. [volume] (Detroit, Mich.) 1936-current, 1944-12-30

mobile industry organized union,
their prime demand was for job
security.
In an industry as seasonal as the
auto industry you can't have COM
plete job security without stabiliz-
ing the industry itself. The auto
workers didn't have in 1885 and in
1897 the economic strength and the
political power which that job OF
sterilization required.
They took, instead, the next best
thing they COULD get - a senior
ity system. That meant that when
layoffs started with the beginning
OF the slack season you knew ap-
proximately when you were going
TO be laid off. More important, you
knew that when production was
resumed you WOULD be rehired-
1and approximately when.
Some union members reject the
seniority principle in industry, be-
cause their experience with it or
knowledge of it has been limited
TO the discriminatory practices
found in some seniority agreements
OF railroad unions and ALL craft
unions. In those instances. Negroes
are denied the full benefit Of sem
iority. Certain classifications of
work are closed to them. Double
seniority lists-one for whites, one
for Negroes-are kept.
Neither the CLIO nor the UAW-
CLIO helds any brief for that kind
of seniority. Our policy has been
and is to apply seniority to all
workers covered by our agreements
on an equal basis, regardless OF
race. creed, color or national origin.
When the automobile industry
was organized in 1896 and 1887, the
pattern of employment in the in
dustry was for the most part one OF
racial discrimination and segrega-
ton. This discrimination began at
the plant gate-at the employment
Office in the selection of new en-
ployes. And in the years between
1895 and l94l, the discriminatory
policies OF arrangements with re-
gard to selection of new employees
did not change.
With the organization OF Ford,
however. and the firm establish
ment of the UAW-CIO as the voice
Of ALL the workers in the automo-
bile industry, our efforts to end
discrimination at the plant gates
began to bear fruit.
And with the beginning OF de-
Tense and war production, the
drafting OF men into the armed
forces. the consequent increased
demand for industrial 4manpoWer
and the creation by President
Roosevelt of FEPC, this process OF
breaking down racial barriers was
accelerated.
One Of the unfortunate disadvan-
tages land at the same time one OF
the greatest advantages OF any
seniority system. however, is its
tendency to freeze for the moment
the pattern Of employment already
established in an industry. Those
who are already employed are fav-
ored over those seeking employ
ment.
On the other hand. however, the
very existence of seniority sys-
tenn. fairly administered is the
greatest bulwark against discrimi-
nation subsequent TO employment.
For example, through the opera
tons of seniority, as its affects pro-
motions and upgradlng. some Ne
groes we're advanced 10 classlfica-
tons and 10 departments in the
automobile industry where Negroes
had not worked before The tradi-
tional concepts that particular jobs
were white mems" jobs were be-
ginning but only beginning - to
crumble. The displacement OF Ne
groes by new white workers, when
the former had greater seniority.
was prevented. Diferentials IN
wages based solely on skin color
were almost completely eliminated.
These things were true when sem
iority was administered fairly. The
exceptions occurred where either
management or the union or both
ignored seniority principles.
We would be. not only dishonest.
but extremely foolish. il we claimed
100 per cent success in these efforts.
| So we don't. But we do claim par
J tial success and we believe that
significant gains have been regis
/ tered.
The principle gain has been
greater overall employment OF Ne
| groeS.
To those who doubted-or said
they doubted-the ability OF Negro
workers TO perform certain types OF
work. the fallacy OF their conten-
ton has been demonstrated.
And there has followed in the
wake of these developments, the
INEVITABLE improvement OF re-
lations between white and Negro
workers when they work together
on the same job. eat their lunch
together. 60 TO the same union hall
for the same meetings and social
gatherings-when they get TO know
/ each other as friends. fellow work
ers. and human beings and not just
as members Of two different races
whose skin is colored differently.
So much for the past.
But what OF the postwar posi-
bilities for continued employment
OF so-called minority groups?
believe we can state general
and over-simplifed answer. III we
return 10 NORMAL" employment
then the prospects OF postwar en-
ployment for ALL workers is bad
and the brutal truth is that FOR
NEGRO workers il is worse.
Full employment then is the an
swer.
What are the possibilities OF
achieving full employment?
Right now-from where we sit
they don't look good.
Government continues in its fail
ure 10 take the initiative in planned
neace time production - and by
Government mean. specifically
Congress. For example. Congress!
eliminated from its reconversior
bill all Of the planning aspects anc
the unemployment compensation
features we had embodied in the
Murray-Kilgo-e proposals. Then j
recessed TO campaign for re-elec
tion. Since then il has done moth
ing
Industry. through its most articu
late and most intellectually and so
| cialIv adyauced SpokpSrnan thf