Toledo union journal. [volume] (Toledo, Ohio) 1942-current, 1948-07-02

TWO YEARS AGO the Toledo Labor Management
Citizens Committee opened its office, rolled up its
office rolled up its sleeves and started to engage actively
in the task of medatng disputes between labor and man.
agement This function started only after the LC COM
mttee members had worked for more than year to
develop plan by which representatives of labor man.
ageent and the public might only assist in settlement
of disputes but to try develop better industrial climate
In which employe and employer might operate
When LMC started, the first task of the representa-
tive Toledoans who formed the committee to find
some ground upon which they could all agree
and from which they could all work So that first year
spent ndeveloping the LMC Charter to which the
members subscribed unanimously and which received the
voted approval of the Toledo Industrial Union Council of
the Toledo Central Labor Unon and of the Chamber of
Commerce Manufacturers Committee
To briefly review the charter find they agreed
that industrial harmony is necessary to the welfare of
Toledo they realized the mutually of the interests of all
OF uS-Workers, manager and conSumerin keeping our
industrial machine operating as best we can They agreed
have paramount responsibility to the citizens a
whole and place the interests of the citizens which
everyone of above the presumed rights of any ndvd
ual or group
In the set of principles management acknowledges
the right of organization and collective bargaining and
labor recognizes the inherent right of the
directors of the operations of enterprise Both agreed
there should be discrimination Both agreed that i'm
proveents In productive efficiency and chronological ad
result in lower costs and selling prices wider
kets higher wages better standards of living and ncreaS
Ing employment They recognized that dsagreements be-
tw0en management inevitable ana
best for all to settle them without work soppages if at all
possible and they agreed that better methods and tech
nqses IN relationships, particularly at the shop level
should be encouraged by an LMC educational program.
lS THEY agreed in their first year and they agreed
Il on keeping the committee permanent mediation
agency
The next step came with the setting up of the office
under the direction of executive secretary who
coordinate the duties of the committee and carry the
policies the committee laid down The committee decided
that mediation jobs would be handled by the secretary and
panels of three consisting of representative of labor
OF management and of the public members who would
panel chairman They added associate panel mem
bers to help in the evencreasng work load and up
few simple rules to guide the committees mediation proc
Conduct of is guided by rules that provide that
disputes will first be referred to the secretary If he is
able to effect settlement is the instance in number
OF the that ends it, If the be settled or
Is of such Importance that the secretary feels should be
taken directly to the panel the chairman names three
members and the hearing date is set
There is compulsion. Each side has right at any
time to withdraw from mediation panel hearing The
hearings quite informal Each side presents its arRu-