Engineers

by the U.S. National Labour
Relations Board, and the Ontario
Labour Relations Board. It stands
as a warning that future attempts
should not be made to carve
splinter groups out of the IWA
membership, as such action is
detrimental to the interests of all
concerned.
IWA Holds Majority

Seventy-nine powerhouse em-
ployees were involved in the re-
cent application made by the
IUOE. The IWA_ now holds
certification for approximately
27,000 employees in the coast
lumber industry. Of this number
approximately 20,000 are em-
ployed in manufacturing plants,
and 329 are employed in the
powerhouse crews. More than
sixty-five per cent of powerhouse
employees are members of the

IWA.
Not Neglected

During a fourteen-year period
the IWA has negotiated for engi-
neers and firemen along with the
other employees and secured three
special increases, which applied
only to this group. In 1947, the
IWA gained a 12% cents per
hour increase for . engineers
throughout the industry. In 1953,
the special increase was 10% cents
an hour for 2nd class engineers,
41% cents an hour for 3rd class
engineers, and an average of 5
cents an hour for firemen.

In 1956 a further special increase
was obtained yielding 10 cents an
hour for 2nd class, 7% cents an
hour for 3rd class, 4%4 cents an
hour for 4th class, and 3 cents an
hour for firemen. The IWA
pointed to this record as indi-
cating that the interests of power-
house employees had -not been
neglected.

Alberni Fiasco

During the 1955 negotiations,
after a settlement had been
reached the IUOE attempted to
obtain additional benefits by

Poor Place To Work

calling out the engineers in their
plants in which they hold certi-
fication. At Port Alberni eight
men kept the plant closed for
1500 men for two weeks, attemp-
ting without success to make a
better deal.

Despite the arguments raised by
the IUOE before the B.C. Labour
Relations Board in recent months,
the IWA was able to prove that
all skills in lumber manufacturing
plants are integrated in a con-
tinuous series of production pro-
cesses. A stoppage anywhere in
the line halts all operations. Each
phase of production and manu-
facture from the raw log to the
finished product requires the con-
stant integration and co-ordination
of well-trained and highly Speci-
alized personnel.

The position taken by the IWA
was supported by employers who
gave evidence to the effect that
the principle of industrial union-
jsm, providing a uniform settle-
ment for all employees, tends
toward greater stability in labour-
management relations. The recent
action of the IUOE was the
fourth unsuccessful challenge by
the IUOE to industrial unionism
in the B.C. lumber industry.

It was also proven in evidence
before the Labour Relations Board
that within the present frame-
work of industrial unionism there
are effective and workable facili-
ties for attention to the problems
of special groups.

Important evidence was given
to the effect that when engineers
and firemen were displaced by
reason of technological changes
in the development of power, the
IWA had been successful in pro-
viding for their absorption in
other sections of the industry.
This can only be done when rep-
resentations are made through a
single bargaining agency, it was
stated.

Canadian Forest Products
Scored By Local 1-71

Submitted by Local 1-71

The Officers of Local 1-71, IWA, contend that the
Englewood Logging Division is no longer the good place to
work that it used to be. Over a period of years, the Engle-
wood Logging Division was always looked upon as a good
place to seek employment because it provided nearly year-
round employment with a Management that treated their
employees in a fair manner and also had a well-organized
Union in all camps to deal with their problems.

The problem at the present
time stems from the new policy of
the Company’s Head Office, of
giving nothing, granting nothing
and considering nothing, unless
they are compelled to do so. This
now happens no matter how valid
the grievances are or how clearly
they are defined in the Union

Contract.
Not By Merit

This in the opinion of the Local
Union Officers created embarass-
ment to Supervisory Officials in
the Englewood Division because
problems are now judged not by
merit but rather, “The Head
Office's decision?”

The Local Officers have en-
countered many problems which
should be considered as routine
but now settlement is arrived at
with the Company when settle-
can no longer be avoided.
‘There are also several major
problems being dealt with at this
time. Camp Management and
Committees are making a sincere

| Officials in the Company Head

difficulty in attempting to estab-
lish Compensation Claims. The
Head Office policy, aided and
abetted by their Safety Depart-
ment, is to gum up Compensation
claims in every manner possible.

The Local Officers have ex-
perienced on a number of occas-
ions where Head Office Officials

attempted to put injured work- |.

men on the M.S.A. and Sick
Benefit Plan when they were
entitled to coverage by Work-
men’s Compensation.

The Local Union Officers fin-

ally made strong protest to the;

Company on this matter. Now
they find a new policy of where
an employee has not been covered
by Compensation and makes appli-
cation for coverage under the
Welfare Plan, the Company takes
the position that if an employee
appealed his Compensation case,
he then, by his actions, disqualifies
himself from the Welfare Plan.

Company Administered

On investigation, the Local
Officers found that the Welfare
Plan is administered by Company

ac I

CANADIAN COLLIERIES LIMITED camp-site at the head of Indian River

on the North Arm of Burrard Inlet.

Office. They receive applications
for coverage by the Welfare Plan
in the Company office and make
payment from the Company office,
this the Local Officers contend
places the Company Officials in a
position of hanging over the heads
of their employees the big club.

This places the Company in a
position of where they can say to
their employees, don’t appeal your
Compensation claim or you will
disqualify yourself from welfare
benefits!

Another problem encountered
by the Local Officers is that the

Company has a policy of where an
employee is on Compensation and
his claim is finalled, that em-
ployee, before returning to work
is asked to go to a Doctor in the
employ of the Company, paid by
the Company for a medical check-
up before he is permitted to return
to work. This Doctor of course is
not responsible to the Compensa-
tion Board but only to the Com-
pany.

This matter has been discussed
on a number of occasions between
the Local Officers and Company

Officials and regardless of facts,

fo Ee

le a

DEAR SUARTHA

pa G Ek ARO RT Le

, PLEASE COME TBAEK

From Page 1

|“Committee”

in the various ridings to co-oper-
ate with the CCF organizations
in the ridings and co-ordinate all
activities on behalf of resident
trade unionists. ae
The Federation is appealing for
donations of one dollar per mem-
ber from all affiliates. Funds
raised by the Federation will be
expended by the Federation. In
agreement with the Joint Cam-
paign Committee, responsibility
for a number of campaign projects
is being assumed by the Federa-
tion, and financed independently.
The Federation is continuing its
political education program to
acquaint trade unionists with the
issues in the current election of
special importance to them.

regardless of right of the indi-
vidual, under the Compensation
Act and the Union agreement the
answer is invariably the same. No.

Seek Justice :

The Officers of Local 1-71 want
it clearly understood that they
have no intention of allowing this
situation to continue and will do
everything in their power to see
that the membership of Local 1-71
receive justice at the hands of the
Company.

L Promise wor 7o wear My RANTS, —
70 Eb ACAI.

SHOE MANUFACTURING

CO. (B.C.) LTD.

2248-50 East Hastings St.

Vancouver, B.C.

UNION MADE