The sub., 1945-12-20

ment of sound and fair settlements and not the winning" of cases;
 B. That the filing of grievances should be considered by foremen or supervisors as aids in discover ing and removing causes of discon- tent in their departments;
 c. That any tendency by either party to support the earlier deci- sions of its representatives when such decisions are wrong should be discouraged;
 D. That the willingness of man. agement and union officials to give adequate time and attention to the handling and disposition of griev- ances and disputes is necessary to the effective functioning of the pro- cedure;
 E. That for the sound handling of grievances and disputes both management and union represen- tatives should be thoroughly famS iliar with the entire collective bar gaining agreement.
 4.-The parties should provide by mutual agreement for the final de- termination of any unsettled grievances or disputes involving the interpretation or application of the agreement by an impartial chairman, umpire, arbitrator, or board. In this connection the agree ro ant ehOI11d Nr0Uido.
 A. A definite and mutually agreed upon method of selecting the impartial chairman, umpire, arbi- trator, or board;
 B. That the impartial chairman, umpire, arbitrator, or board should have no power to add to. substract from, change or modify any provi- sion of the agreement but should be authorized only to interpret the existing provisions of the agree ment and apply them to the specific facts of the grievance or dispute; C. That refence of a grievance or dispute to an impartial chairman, umpire, arbitrator or board should be resolved as the final step in the procedure and should not be re- sorted to unless the settlement procedures of the earlier steps have been exhausted;
 D. That the decision of the im- partial chairman, umpire, arbitra- tor or board should be accepted by both parties as final and binding; E. That the cost of such impartial chairman, umpire, arbitrator or board should be shared equally by both parties.
 5.-Any question not involving the application or interpretation of the agreement as then existing but which may properly be raised pur- suant to agreement provisions should be subject to negotiation, conciliation or such other means of settlement as the parties may pro- vide.
 6.-Where an agreement contains a renewal clause and 8 change or modification or reopening of the agreement is requested by either party or where the existing agree ment is about to be terminated, ample time prior to the termination of the agreement should be provid- ed for the negotiation of new or modified agreement. If such nego- tiations should fail, the parties should make early use of concilia- ton, mediation, and, where mutu- ally agreed to, arbitration. 7.-Nothing in this report is in- tended in any way to recommend compulsory arbitration, that is, ar- bitration not voluntarily agreed to by the parties.
 Initial Collective Agreements 1.-Collective bargaining under taken promptly and in good faith. following recognition of properly established bargaining agent either by acceptance by the employer or by operation of lawfully consti- tuted procedure, Is viewed as the first step to avoid strike action by the union or refusal to bargain by the employer.
 Observance of the following widely applicable rules will con- tribute to orderly and peaceful pro- cedures in making the first con- tract:
 (a) The employer should not '