Editorial Contract Values THE coast master agreement has been signed. The terms of settlement were approved by member- ship vote. This should now make it possible to state the facts of the situation without disparaging mem- bers’ criticism of the settlement when under con- sideration. As the economic climate changes for the worse, the members may take credit for a wise decision. Many had been taking a careful look at the situation in the United States and its probable influence on Canadian trends. In a few short weeks, the economic indicators have swung in the wrong direction. The wisdom of the settlement will become more apparent in the next few months. It would be difficult indeed to contend that, under the deteriorating economic circumstances, a strike or threat of strike could have bettered the settlement. The timing couldn’t have been better. The Union was under cover before the storm came. Negotiations over the contract language quickly removed the fear expressed by some that certain categories would lose a rest period. It was mutually agreed that the recommendation on this score was simply not applicable. The attack made on the settle- ment in this regard had no foundation. No officer or member of the Union should apolo- gize for the steady progress made by the Union in twenty-five years of bargaining for the largest group of industrial workers in the province. This last settle- ment fits into this rate of progress. It compares favorably with the average settlements negotiated in other industries this year. It leaves the Union’s strength unimpaired for further progress. It vindicates a bargaining policy which, through- out the years, has steadily pursued well-defined objec- tives. It has never been an “all or nothing” policy in any one year, but rather a consistent building on the foundation stones of improving wages, better conditions, and greater union security. The results have been well worth while. Wage rates are important, but are not the all- important consideration in a contract. This has been recognized by the IWA in its insistence upon “fringe” benefits. The word “fringe” is actually a misnomer in its application to such matters as union security, statutory holidays, vacations, seniority, hours of work and grievance procedure. Such contract benefits in the IWA contract are no longer “fringe” in extent for, when totalled, they serve to increase the annual income of the average lumber worker. The IWA has seen job security as being quite as important as job rates. When con- sidered point by point on the basis of value to the average worker, the IWA coast master agreement is second to none in Canadian industry. It would be difficult to find any other Canadian union with as comprehensive a Health and Welfare Plan, now supplemented by contractual medical coverage, requiring Union participation in adminis- tration, as well as portability and lay-off coverage. Let us ask ourselves how many unions have secured four weeks’ vacation after twenty years’ ser- vice. This is a great boon to many more workers and their families than is generally realized. In addition, the Union has secured payment for all provincial statutory holidays. As the average age of workers in the industry increases the protection of seniority rights becomes more and more important. The Union has won the fight for acceptance of the principle that seniority must be determined on the basis of length of service. The Union has “shown its muscles” on occasion. There has been more crying about the results in these instances than when more conciliatory methods were followed. There’s a proper time for everything. The Union will quite likely “show its muscles” again, but the end in view must be progress toward a defined goal, whether progress is measured in weeks or years. This year, the master agreement, just signed, is a much larger “umbrella” to shelter the lives of 28,000 workers and their families than before. For this, the Union deserves credit. WESTERN CANADIAN LUMBER WORKER Nova Scotia Fact-Finding Commission — Scores Restrictive Labour Laws _A little-publicized report of a Nova Scotia fact-finding commis- sion into labour practices in Canada and abroad puts the case forcefully against restrictive labour laws. Judge A. H. McKinnon, of Anti- gonish, N.S., warned that the rash of curbs imposed through recent re- visions of labour legislation else- where in Canada has “driven an ever-deepening wedge between man- agement and labour .. .” 154-Page Report In his 154-page report, Judge Mc- Kinnon said a continuation of this trend “could very well mean an ever-widening rift between the par- ties and not a remote possibility of a renewal of the class struggle which besmirched the record of the last century .. .” Although the judge—a former Nova Scotia minister of labour—did not give specific examples, there have been a growing number in the past three years. Governments in Ontario, Alberta, British Columbia, Manitoba and Newfoundland have adopted legislation which restricts the ground for trade union operation and adds new penalties and burdens for them. Terms Broad Judge McKinnon’s terms of refer- ence were broad: to inquire into ex- isting legislation in Canada and else- where and to assess the extent to which that legislation promotes in- dustrial peace. His report has been referred to a select committee of the Nova Scotia Lesiglative Assembly which studied the document and will make its own report at the assembly’s next session. Judge McKinnon held out the system practised in Sweden as one of the most striking examples of a mature attitude in labour-manage- ment relations. He recalled the fact _ that there has not been a major These Firms Free From Law Every company is required by law to obey certain rules and make cer- tain disclosures. But when is a com- pany not a company? Answer—when it’s owned by a “holding” company, a company which doesn’t primarily make or sell any goods or services, but which exists mainly in order to own other companies. For example, E. P. Taylor’s Argus Corporation, a holding company, itself has only about a hundred mil- lion dollars in assets. But it owns controlling blocks. of shares in six large industrial corporations — B.C. Forest Products, Canadian Brewer- ies, Dominion Stores, Dominion Tar and Chemical, Massey-Ferguson, and St. Lawrence Corporation — with assets of about one thousand million dollars! To make matters worse, some holding companies are themselves controlled by other holding com- panies, and these in turn by still others. And away up at the top of the heap sit a few men with only a few million dollars of capital, who con- trol a vast industrial and financial empire. Court Upholds Kohler Auto Workers The U.S. Supreme Court has up- held the decision of a lower court in the prolonged legal battle over a strike of the United Auto Workers against the Kohler Company. The order provides for the re- hiring of 1,700 strikers. The union estimates that the back pay involved may easily top one million dollars, C. J. MURDOCH Please Contact Jackson at Suite 6 855 Thurlow St. Vancouver 5, MU 4-6045 labour conflict in Sweden since 1945. Basic Agreement Under the Swedish plan, a basic agreement between the principal labour and management organiza- tions provides for a permanent national organ for negotiations, a uniform system of fegulation to settle labour disputes, establishment of general practice to be followed in case of dismissals and layoffs and adoption of a system for dealing with labour conflicts which threaten essen- tial public service. Free collective bargaining has been maintained with a minimum of state interference. In the interests of pre- serving this relationship, a Labour Market Committee with seven rep- resentatives from each national body functions to discuss common labour market problems. Suitable Features Judge McKinnon in his fact-find- ing report urged representatives of both labour and management in Nova Scotia to make an intensive study of the Swedish plan with a view to adopting features suitable to the province. : The alternative, he said, would be more and more restrictive legislation to meet every demand and crisis until “the conduct of management- labour relations is straitjacketed in a code of laws” with the result being the existence of two warring factions held at bay by state policing. Trade Union Act Turning to Nova Scotia’s Trade Union Act, Judge McKinnon made several interim proposals designed to foster improved relations. He called for a speedup in certifi- cation procedures and the enforce- ment of arbitration board rulings in the courts. He proposed that unions be granted successor rights when a firm changes ownership—something Ontario unions have been unable to win. Dr. Eugene Forsey Quits CBC Broadcast Board Two prominent members of the Board of Broadcast Governors have resigned from their posts in protest against the failure of the Board to come to a decision about a second television licence for Quebec City. The ex-members are Dr. Eugene Forsey, Research Director of the Canadian Labour Congress and Dean Guy Hudon of Laval Univer- sity. Following the resignations, the BBG announced that the application of a private party had been denied, but that the application of the Cana- dian Broadcasting Corporation was being reserved indefinitely. Dr. Forsey’s rejoinder to the Board’s statement was that it was a “wholly incomprehensible” ruling, and indicated clearly that in his opinion the CBC application should have been accepted as it was “im- measurably superior” to the applica- tion from the private organization. for news copy July 6. Publication date of the next issue of the WESTERN CANADIAN LUMBER WORKER is July 19. 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