2nd Issue

July, 1965 THE WESTERN CANADIAN LUMBER WORKER a

BARGAINING & AUTOMATION

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in another area. Others offer some kind of protec-
tion through preferential hiring, but ignore the
expense placed upon employees when they are
forced to move. A third type does provide em-
ployment security by combining a form of guar-
anteed employment with a relocation allowance
provision.

I.U.E. and Sperry-Rand Corporation:

“After an employee has been transferred
for sixty days . .. the employer may elect to
inform said employee that the position to which
he has transferred is a permanent position, in
which event the employer shall not be required
to pay any further sums or expenses in addi-
tion to regular pay. In the case of transfer
out of the metropolitan area, if within one year
after making such election, the employer shall
recall such employee to the metropolitan area
or shall discharge or lay off such employee the
employer shall defray all expenses actually in-
curred by such employee in moving his resi-
dence back to the metropolitan area.”

MOVING ALLOWANCE

United Auto Workers and Ford Motor Com-
pany: :

“An employee who is on the active employ-
ment roll on or after September Ist, 1961, shall
be eligible for a moving allowance if he is there-
after offered and accepts a transfer from one
plant of the company (hereinafter called his
original plant) to another plant of the company
(hereinafter called his new plant) as a result
of a transfer of operations . . . and if:

“this new plant is at least fifty miles distant
from his original plant and he moves his resi-
dence as a result of his transfer.”

The table for an employee’s moving allowance

I.B.E.W. and Niagara Mohawk Power Cor-
poration:

“While this agreement is effective, no regu-
lar employee with five or more years of con-
tinuous service shall be laid off because of lack
of work, nor shall his rate of pay be reduced
thereby. In the event of a reduction, elimina-
tion or reassignment of work, the company will
offer to an eligible employee affected thereby
a job that may then be available within the
division in which he is employed and for which
he is qualified. It is understood, however, that
such job offered to an eligible employee shall
not displace another employee with five or
more years of continuous service. If such af-
fected eligible employee declines the job offer-
ed, his services shall be terminated and the
‘company shall have no further obligations of
any kind.”

United Furniture Workers and Kay Manu-
facturing Company:

“Where piece-work rates exist on jobs and
a change or modification .of the job is intro-
duced in the method of operation, style, work
load, material or the like, the rate for such
changed or modified job shall be adjusted so
that the earnings for the employees involved
shall not be reduced.”

Utility Workers Union and Consolidated
Edison Company:

“During the past several years a number
of technological changes have been made in
the company’s business and operation. The
company and the union have generally been
able to work out transfers of employees affect-
ed to other jobs with titles and rates of pay
comparable to their previous jobs. An effort
will be made to continue this practice, however,
the company hereby states that while certain
changes in methods and procedures may be
made during the contract term, the company

classifications and rates unilaterally. The union

is only permitted to question the change through

the normal grievance procedure. A second plan
is provided which states that the company will
consult with the union before new rates go into
effect but the union does not assist in the policy
of the change. The best arrangements are those
where agreements provide for consultation with
the union and negotiation of all new classifica-
tion rates.

United Steelworkers and Bethlehem Steel
Company:

‘Whenever new jobs shall be established or,
after the effective date of the last classification
or reclassification of an existing job, the re-
quirements of such job as to training, skill,
responsibility, effort and surroundings shall
have been altered to the extent of a whole
numerical classification of 1.0 or more, the
management shall classify or reclassify such
job, as the case may be, and the new classi-
fication shall be put into effect in accordance
with the procedure set forth in this section ...

“The classification of any job may be
changed by agreement in writing between man-
agement and the representative of the union.”

Utility Workers Union of America and Con-
sumers Power Company:

“Nothing in this agreement shall prohibit
the company from introducing new equipment,
machinery or materials in an existing job de-
scription, or preclude the company from estab-
lishing an entirely new job description, the
union having only the right in such cases to
negotiate and arbitrate the accuracy of the job
description and the proper wages and rate
ranges. The same rights shall prevail whenever
the specification or requisites of a job are
materially revised without a change in job de-
scription.”

; ranges from $55.00 for single employees to $580.00
| - for married employees over distances ranging
from 50 to 1,000 miles or more.

A similar contract clause appears in the agree-
ment between the United Steelworkers of
\ America and the U.S. Steel Corporation.

Some agreements have been negotiated which

agrees that employees affected will, in cooper-
ation with the union, be transferred without re-
duction in pay. While this declaration of agree-
ment must be at the risk of the business, the
company, nevertheless, believes that they will
be able to carry this declaration through the
contract term.”

SUBJECT TO REVIEW

Oil, Chemical and Atomic Workers and
American Cyanamid Company:

state that no employee shall lose his job as a
result of any changes in methods of production.
The clauses selected below illustrate varied de-
grees of employment and earnings security. .

\

Three patterns appear in the agreements ex-
amined that give recognition to unions when
establishing new job classifications. In some,
management is permitted to institute changes in

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“New classifications and rates to provide for
new jobs or changes in job content within the
unit, may be established by the company at any
time, subject to review by the grievance pro-

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