Document OEaX4LwVx386Mrnw11K9Z58Gw

JUL-28-2003 02:31P FROM: IUt * "Remember today's labor situation will keep changing over l .10 years, sometimes for bettor and sometimes for worse.*' J am very much concerned over one important Yardstick, as the boss gave me some extra vacation time last year. It reads as follows; "Whon any of us think we definitely know how to handle labor, a nnart boss will give us 0 threo months' vacation.'1 Apparently, I didn't quite qualify for the full three months, but did manage to get a little extra time under this Yardstick. Our job in Industrial Relations, that is Bus strong working out of Chicago, Scott Freuln, joe frus and my3olf in Nov/ York -- is thar. o a "Service Unit" of Headquarters to help your Division Labor Head, Works.Managers and Superintendents in their contract negotiations, and day to day handling of any unusual labor situations. You may bo Intcrcnfccd in a few statistics on the current labor situation. --We now have slightly under 8,000 shop employees in the f>8 plants of the United States and canndn. In some cases we have two or more bargaining unions in a single plant. Amsco -- Oakland has l.JU.&F.W. - A.F.L. and United Steel Workers, Machinists - C.I.O. Romapo - Bast St. Louis has 5 separate A.F.L. craft unions in a shop employing loss than 100 people. Individual labor agreements are negotiated with a total of 64 local unions, as we have no master agreements. Each plant handlos its own contract negotiable with such holp as they may requiro from their Division Labor Head, or our office. Sorao IV labor contracts are now in negotiation -- either in the! entirety or wage rates alone are up for consideration. In thinking of the various problems in Industrial Relation.-., I have selected one -- "Foram of Union Scourlty," which, if 1 am able to fully explain to you the Company's position, will go a long way in improv ing employee relations. First, may I defino the terra "onion Socurity." It is tho end result of any form of an agroemont, whether written or oral, in which the Company agrees that their employees must Join or remain in the union to secure or keep their Jobs. Tho essential feature is that the worker la compelled to join a private organization to earn his livelihood. This compulsion la exerted, however, by the Union through the employer. It is tho Company or the employer, not the Union that is compelled to force the emplyvee into Union membership ancT"Kc ia the one who must fire tho cmploj who does not maintain his membership in tho Union. The agency for act!or is the Conpany, yet the primary beneficiary of such action are the offlci who control the Union. The following is an outline of various "forms of Union SocuriV used in the United States and Canada today. (1) Union recognition only. (2) Voluntary revocable chock-ofr. 13) Voluntary Irrevocable check-off. 59 SPNY 000189