Evening star. [volume] (Washington, D.C.) 1854-1972, 1949-06-21
AH Advice 10 Locals
Seen as Example Of
Sound Leadership
lutest Survey Shows
Union Chiefs Are Fearful
Of Effects of Recession

Ohion AhIeTS are FeoTful
Of Effects Of Recession
By David Laurence
What the American Fedora
ton Of Labor In telling its local
unions in these days Of economic
uncertainty Is an excellent exam
pie Of responsible leadership In
the trade-union movement.
One may disagree with the
theories or the contentious made
by the AFL In some of It's buIle-
tins TO locals. but the spirit of
the economic advice given LIS con-
structive. Here is q significant ex-
tract from the latest monthly
survey issued by the national
headquarters OF the AFL and dis
tributed to the locals:
I'm the present precarious bus
iness situation. wise union policies
are Of utmost Importance in ne
gotiating with your employer.
Get the facts on his financial con-
dition and outlook from him If
possible: supplement your tnfor-
nation by writing AFL headquar-
ters.
Perhaps your employers pros
poets are excellent; but If his
profit margin Is being squeezed
by price declines your future will
be more secure If you help him
improve his competitive position.
a wage increase may depend on a
plan for unioh cooperation to
prevent waste. save expense. cut
costs, improve production.
Prewar Idea.
such q FLANAGAN be developed
through q union-management
production committee. Now Is this
time to revive this prewar idea
and make 1t effective for todays
needs"
The foregoing Is in contrast to
the statements made by Go lead
.ers which 20 often make attacks
on management without regard to
the competitive positions Of en-
ployers.
The main pillar Of the frees
enterprise system Is competition
but again and again wage rates
ere forced upward by considering
only what the large units can abb
sorb. These are the very in
creases that put smaller companies
into the red or out Of business.
The AFL does not by any means
abate It's interest in wage in
creases. In fact, 1t urges that
these be sought wherever possible
because Of the need for main
tanning consumer purchasing
power.
The AFL draws q distinction be-
tween the work that can be done
BY q union-managemept commit
tee and q collective bargaining
committee. This differentiation
10 often overlooked and frequently
misunderstanding on this very
point preyents the appointment
Of such committees. Here Is what
the AFL bulletin says: ...st ...
"The Joint union management
discussion of production problems.
and resulting measures for Inn
provenlent, contribute greatly to
plant efficiency. output, morale,
And workers welfare. This is ef-
ifective and satisfactory to both
management and workers; it
avoids destructive speed-up.
:. Helpful Suggestions.
:. "These suggestions for COM
mittees may be helpful:
1.-THE committee should consist
Of equal numbers Of management
and union representatives, often
one Of each from each depart
ment. making sure that ill crafts
are represented. The co-chair-
men, one for the union and one
for management, frequently al
ternate In presiding over meetings.
Meetings are held about every
two weeks. Business Is concerned
with improving production; griev-
ances and negotiations are han
died by other committees and do
not come before. these meetings.
Suggestions from union members
or from management. are dis
cussed. acted on. and put into
effect. Records Of production,
progress charts. cost charts show
what has been accomplished or
illustrate problems to be solved.
Financial gains resulting from
this cooperation are shown In
the company's financial report:
fair distribution Of the gains be-
tween management and workers
Is determined in collective bar
gaining negotiations"
~ There is no doubt that union
leaders Of the responsible type are
fearful Of the effects Of the pres
ent recession. The fact that they
ire sending out words Of reassur-
tnce concerning the underlying
strength Of the economic system
does not alter the fact that they
Know this is no time for boat
rocking on extraneous issues.
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