Toledo union journal. [volume] (Toledo, Ohio) 1942-current, 1948-11-05
Inside
America
written BY the Staff OF The
CIO News

Daily newspapers just love
to print stories about labor
when la Dor is accused of
picket line violence.
Newspapers just love to play
up that violence. The tiniest
incident is blown up into
titantic proportions.
But, newspapers have all
around them-often right in
their plants-examples of how
a union and management can
and have gotten along, with
out either side yielding its ;
basic rights.
The National Planning AS
sociation is non-profit, non
political organization set up in
1884 by a group of business,
labor, agricultural and profes-
sional leaders. The NPA has
launched a study, "The Causes
of Industrial Peace under Col
lective Bargaining" which
shows how industrial peace
has been achieved.
Second of NPA's studies is
now released. 1t concerns the
relationship bet w en- the
Libbey- -Owens-Ford Glass Co.
and CLOS Federation of Glass,
Ceramic and Silica Sand
Workers.
The Glass union has collec-
tive bargaining RI g h is for
some $500 workers in eight
LOF plants - there are four
in Toledo, one in Charleston,
w. Va, two in Ottawa Illinois,
and one in Shreveport, La.
The NPA study committee is
headed by Clinton S. Golden,
adviser on labor policies for
the Economic Cooperation AS
sociation and former vice
president of the CIO steel
workers.
The committee says of the
LOF situation:
Realism and practically on
both sides" is the most out
standing and hopeful feature
of the bargaining relationship,
with both management and
the union devoting themselves
largely to solving concrete
problems rather than to de-
fining abstract principles"
The report makes basic
premise that "lack of strikes
is not the only criterion of
good industrial relations, nor
is their occasional occurrence
an absolute proof that rela-
tions are bad"
In other words, strikes,
though you might get that i'm
preston from the daily press,
are not an abnormal monster.
LOF-union features which
NPA thinks create industrial
peace:
/. Management believes in
the principles and practice of
true collective bargaining.
2. The union fully accepts
private ownership and opera
ton of the industry.
3. There is a strong,
secure, responsible and highly
d e m o CT t c union. Union
membership is a condition of
employment,
4. Grievances are settled
promptly.
5. The company stays out
of the unions internal affairs
and does not try to ALLEVIATE
the worker allegiance to
their union.
6. Local plant officials and
union officials are given both
responsibility and authority.
7. Day-by-day bargaining
at the local plants, Sather than
at the company-internationl
union level, is encouraged.
8. The company considers
the union an assest and treats
it as such.
Is this a cure-all for con-
flict ?NPA does not claim it
is, but expresses the opinion
that many of the policies and
proce dures used in LOF
could profitably be applied
to the development of good in
dustrial relations in various
other industries"
Future studies, which are
under the direction of DR..
Frederick H. HARRISON, of the
University of Chicago, assist
ed by Kin Carr, also of Chi
cago u, will consider sizable
firms in steel, chemical, air
craft, mems clothing, food and
textile.
Nation soon will be plaster
ed with bilboards, magazine
and newspaper ads and radio
as part of Advertising Coun-
ellis economic education pro-
gram.
Objective is to show what
makes American economic