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Danger of Return to the Jungle in Industry
Page 83
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Good Relations Between Employers and Employees Being Strained, says Mr. D. M. Sinclair
E cordial atmosphere which has been gradually built up between employers and trade unions seems to have, changed recently, and there is a danger of returning to "jungle conditions." This warning was given to members of the Institute of Transport in London on Monday, when Mr. D. M. Sinclair, general manager of the Birmingham and Midland Motor Omnibus Co., Ltd., delivered a paper on "Relations in Industry."
He said there had been a steady improvement in relationships since the beginning of the century, and much had been done to create machinery acceptable to both parties. This process would have to continue, but mistakes had been made by employers, unions and politicians.
Everyone Angry
"Certain employers have angered the unions by stating in advance that any further claims would be rejected," he declared. "It would seem more sensible at least to await the claim before pronouncing judgment. The unions have angered . the employers by submitting frequent claims almost before the ink has dried on the previous agreement.
"Certain politicians of different creeds have angered everybody, and created a warlike atmosphere; by speaking publicly about 'showdowns' between this faction and that faction."
Subject to the creation of a proper balance in earnings between one industry and another, it was in the general interest that everyone should earn as high a wage as industry generally could afford. However, there was a limit to what could be afforded, and increased wages could he borne only if there were an increase in . production and efficiency. The unions should not ignore this although it appeared that they often did.
Special Problem
In the bus industry, the problem of achieving the ability to pay was a special one. Road congestion had made higher average speeds almost impossible, but even where more economic scheduling was practicable there was too often strong union resistance.
There was union opposition, too, when proposals were made for increasing the carrying capacity of vehicles and for the introduction of one-man-operated units, both of which would result in economies and help to meet the cast of higher wages.
"If the unions . . are lukewarm in co-operating to achieve economies where these are obviously possible, what is their solution to the problem of ensuring that public transport will at least pay its way, while providing a good living for those engaged in its operation?" he asked.
The recent number of unofficial strikes was particularly disturbing, and Mr. Sinclair wondered what action the unions had taken against their members who had been involved. Sanctions were readily applied against those who did not answer the strike call, but there was little, if any, evidence of sanctions against those who refused to obey union instructions not to strike.
" Furthermore, at the end of a strike, almost invariably the employer, is asked
to guarantee no victimization, even though the conduct of some strikers fully merits disciplinary action. How ever, there is no lack of victimization of those who have not seen fit to take part in the strike—witness the number of occasions when the childish action of sending workmates to Coventry has occurred.
"There is no evidence of which I am aware of any trade-union leader con demning this objectionable practice, or doing anything at all to stop it. When employers are asked to guarantee no victimization against strikers, they should insist that this applies also to the union side. Victimization is not, nor should it be allowed to be, a one-way street,"
Understanding Needed
Leaders of industry and the trade unions had to get together and work out some means for resolving differences without the need for harsh -words or the interruption of work. The people in this country wanted to see an understanding in industry generally, and "they would have little patience or sympathy with either the employer or trade union not prepared to work sincerely towards this end.
Strikes and lock-outs were outmoded and childish ways of settling differences, and they never brought a solution. In the end, both parties had to sit round a table and reach agreement, or accept the decision of those appointed to settle the difference for them. The first method was surely the best.
"The position would be helped if both emplOyers and trade unions were a bit more realistic in their attitude to the problems which arise," Mr. Sinclair continued. " In this year of 1958, surely it is time that trade unions stopped demanding at least twice what they are prepared to accept and employers stopped offering at least half what they are prepared to concede.
"This may have worked in horsetrading days, but it does not make very good sense now. Is there any wonder that arbitration tribunals are able to get so many disputes settled without exerting themselves unduly, and giving no explanation for their decisions, merely by splitting the difference? In most cases, the same result could be achieved in about half the time without any resort to arbitration at all."
He could not recollect any instance in recent years where an agreement between employers and unions had not been strictly observed by the employers. This was not so in the case of the unions, as the records showed. He suggested that the unions would find it in their best interests to devote much of their time to creating a real sense of discipline among their members.
The employers might generally be far more willing to co-operate in the "closed shop" idea if they could feel assured that the unions could guarantee a proper sense of discipline among their members, not only in the recognition of agreements, but for the general good of the industry.
Future Relationship
Mr. Sinclair hoped that in the future a relationship between employers and unions would arise whereby no arbitration tribunal should sit to consider a difficulty if there were any threat of a strike or a lock-out. Moreover, the arbitrators should not feel themselves under the influence of the Government.
Tribunals should be required to give detailed reasons for the decisions they reached. The present practice, permitting a tribunal to announce a bald ruling without explanation, was most unsatisfactory. It might well be one of the reasons why there appeared to be an increasing , reluctance to refer disputes to arbitration.
Discussing relations inside industry, Mr. Sinclair pointed out that staff should be adequately paid in relation In the earnings of the people they controlled. Since the war there had been a tendency to narrow the differential between the skilled and the unskilled worker,, but he would like to see the process reversed.
"How can we expect people to take the trouble to acquire skill in their particular job, to educate themselves to be capable of taking on the added responsibilities and worries of supervision, if their earnings are riot to differ very much from those of the people who are content to remain unskilled?"
"Explain the Figures"
Employees should also be given the fullest information about their organization's financial position—it was surprising how many of the higher ranks often found difficulty in fully understanding the published figures. Misunderstandings frequently created suspicions, and there were plenty of mischief-makers ready to encourage those suspicions.
"In my experience it is good sense, and makes for improved relations; to take employees into one's confidence as much as possible."
Employers, unions and workers had to face the great responsibilities which rested on their shoulders. The future could be bright for all—if it were worked for.