normally performed by bargaining unit em-
ployees, the assigament of work outside the
bargaining unit, the scheduling of work, the
scheduling of vacations, and the creating of
employment opportunities through vacations
of longer duration.”

The work of the Human Relations Committee
is described as a “plan before it happens” ap-
proach and is said to be logical in idea and prac-
tical in operation.

It is known that when employees learn that
there will be changes in equipment or production
methods which in turn will bring about new job
classifications and wage rates their immediate
question is, “When will it happen?” It is claimed
that unions cannot even hope to negotiate better
working conditions under technological change
unless they are bargaining with a company that
will at least grant some advance notice of changes
that will occur.

NEGOTIATORS CONTEND

There are no changes in technology made so
rapidly that they render previous consultation
impossible. Negotiators now contend that every
collective agreement today should contain a
clause of this nature, regardless of the industry.

The Utility Workers Union of America and
the Consolidated Edison Company of New
York have the following clause:

“The management agrees that as to major
change in business methods or practice or in
the manner of operating units of the business,
it will give advance information to the union
as to such contemplated changes as would re-
duce the number of employees of the Consoli-
dated System or the pay of the employees in
a job classification or work group, or would
cause the transfer of a substantial proportion
of the employees in a job classification or work
group into one or more other classifications or

work groups.”

The United Rubber Workers ‘and the Good-
year Tire & Rubber Company state:

“The employer will notify the union of
major technological changes that will result
in the displacement of employees in order to
enable such employees to make arrangements
to transfer to other jobs.”

In the above two clauses, there is no mini-
mum period of time before changes are made
during which the company must notify the union.

IWA and Minnesota & Ontario Paper Com-
pany, contract:

“The company shall have the sole right to
make such technical and other changes in
their manufacturing operations as they deem
necessary for efficient operation. However,

AUTO ENGINES BEING DRILLED
AUTOMATICALLY

BARGAINING & AUTOMATION

THE WESTERN CANADIAN LUMBER WORKER

prior to the installation of any such changes,
the company shall explain the contemplated
changes to the designated representatives of
the union. In the event the introduction of
any new process or machinery results in lay-
offs or changes in working conditions, these
matters shall also be discussed with the desig-
nated union representatives prior to the in-
troduction.”

Although the company here consents to dis-
cuss any adverse effects that might result from
technological change, there is no guarantee
against adverse effects occurring.

Oil, Chemical and Atomic Workers in a
contract with Lever Brothers Company:

“To eliminate, change or consolidate jobs,
sections, departments, or divisions, subject to
one week’s advance notice in writing to the
union by the company. It is understood that
no employee will be required to perform an
unreasonable work load as the result of such
changes. Any question as to the reasonable-
ness of the work load in such cases, shall be
subject to the grievance and arbitration pro-
cedure. Any claim by the union that such
changes will result in an unreasonable work
load shall be investigated by a joint committee
appointed by the union and management for
that purpose, before the change is made. In
cases where the new physical work load is sub-
stantially in excess of that which has been pre-
viously performed over an extended period of
time and the union claims that the work load is
unreasonable or that the employees’ health or
safety is involved, then the reasonableness of
the proposed job requirements shall be subject
to grievance and arbitration machinery before
the change is made. Otherwise the company
shall have the right to effectuate such changes
and employees will comply with the company’s
requirements.”

ADDITIONAL SAFEGUARDS

Additional safeguards appear in the above
clause. It is suggested however, that if manage-
ment consents to notify the union in advance of
proposed changes, there is no reason why this
notice should be limited to one week prior to
the date of change, as this seems to be an unrea-
sonably short period of time.

The statement, “No employee will be required
to perform an unreasonable work load,” is the
sole reference to employment security. No clear
protection exists against the downgrading of jobs
or wage rates and employment opportunities. The
main feature of the clause is the provision for
a joint committee to be established “before the
change is made,” in the event that the union
claims the change will result in a heavy work

load.

AT THE CONTROLS OF AN AUTOMATED
COAL MINE

Textile Workers Union of America
Berkshire Hathaway Inc.:

“Management shall first inform the union
of the fact that a change is to be made, of the
approximate date of its installation, the a
thereof, proposed duties of job assignment,
the expected earnings on a mutually agreed.
upon form. The parties shall meet and dis-
cuss ‘the proposal at least two weeks before
the day fixed for the institution of such change,
The mill will furnish all information which is

necessary to a complete understanding of the +
proposed change. F i

“The mill may install the proposed chan
for a trial period of four weeks, which may ;

trial period, the employees shall be paid no
less than their average hourly earnings for the —
previous quarter, as established by the social
security records. In the event final agreement
during or subsequent to the trial period re-
sults in higher rates of pay, the employee shall
be paid retroactively to the date of assisnment
to the job. Within fifteen days of the expiration
of the trial period, the union, if dissatisfied,
may present a written statement of its griev-
ances, and if the same shall not be satisfactorily
adjusted by negotiation between the parties
within five days thereafter, the matter may be
submitted by the union to arbitration for final
and binding decision.

“Both parties will move as expeditiously as
possible toward ‘starting and concluding arbi-
trations arising out of the above provision.”

Two weeks may not be sufficient to negotiate
effectively on the effects of the change, but
nothing in this clause prevents advance notice
over a longer period than two weeks.

The four-week trial period with an extension
possible through mutual agreement is a new
feature. There is also protection against lower
wages and provision for reference to the griev-
ance procedure.

extended by mutual agreement. During such | 7

Masonite Corporation and IWA:

“In the event it is considered necessary by
the employer, any employee in a supervisory
force may perform any work in any job classi-

fication covered by this agreement under the

following conditions: when an employee is not
displaced and loses no normal or overtime

payee

Textile Workers and Goodyear Clearwater
Mills:

“ .. The parties further agree that the work
loads as outlined in the job descriptions agreed
upon and posted in the mill at the time of sign-
ing this agreement shall remain in effect un-
less otherwise mutually agreed after negotia-
tions between the company and the union.”