Advice on Driver-deferment Problems
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Many Men Have Been Lost to the Industry Through Neglect by Themselves and Their Employers. After Receiving an Elistment Notice No Further Action is Possible By Tantalus '
SOME employers and drivers still appear to be puzzled as to the correct procedure to be followed in matters relating to changes of employment and deferments, therefore, in this article, an effort is made to solve some of the problems.
. A man engaged in driving a heavy vehicle loading up to 12 tons, and to whom the Man Power Board has granted deferment for a period of six Months, finds that his health is being affected owing to the strenuous nature of his work. Consequently he seeks to transfer to work of a lighter character and has, in fact, been offered a job where he would drive a 3-ton lorry. What is his position? Is he free to leave his present job and accept the new situation and, in such an event, will it be necessary for his future employer to apply for his deferment?
Two Main points are involved. First, if the present employer be scheduled under the Essential Work (General Provisions) Order, 1941, it is necessary for the driver, before leaving his present employment, to obtain permission so to do from the National Service Officer at the Labour Exchange. ' If, on the other hand, the present employer is ,not scheduled, then the driver is under no such obligation; but is free to leave, subject to the usual terms of notice. Secondly, if the future. employer be scheduled under the Order he must obtain the requisite permission from the National Service Officer befow engaging the driver. It should be noted that in general, the National Service Officers are sympathetic and helpful, although in all matters they must, of course, be guided by Government policy, and national needs.
. Change of Job Affects Deferment Now as to deferment. In the eirent of the driver being granted permission to go to the new job, it will be necessary for that employer to apply for the man's deferment, using form N.S.300, as deferments are not transferable. When submitting such an. application, mention should be made of the fact that the driver in question already had been granted deferment when with his former employer and all relevant details should be, submitted.
In the matter of deferments generally, it would seem that many employers are guilty of indifference rather than deliberate neglect. For example, quite frequently employtrs who have submitted deferthent applications to the Man Power Board and who, maybe, have received no intimation regarding these, quite wrongfully have concluded that silence denotes consent. This is far from correct. In instances where a relatively lengthy period brtrigs no decision it behoves applicants to make further inquiries. Such inquiries shouldbe made in writing in order to provide material evidence in the event of matters going astray: Failure so to act .may result in enlistment notices being issued, with resultant sarprise and consternation, because no further action is possible when once the enlistment notice has been received.
It should be noted that deferments—save in the more exceptional circumstance—are for only limited periods. They do not continue ad infinitum. When anextended deferment is sought a fresh application must be submitted at least 15 days before the expiry date of the current period. Time and time again do applicants fail to comply with the regulation, and the result is that the employees concerned are called up or transferred to other work. Let it be remembered that at all times the onus is placed upon the applicant and failure to fulfil this obligation is more than likely to prove prejudicial.
Whenever possible applications for deferment Should be sponsored or supported by the Government Department mainly concerned. So far as' the road-transport industry Is affecled, the M. of W.T. is the appropriate Department. On the other hand, there may be instances where a haulier is working for a manufacturer engaged upon work for, say, the Ministry of Aircraft Production or the Ministry of .Supply. In such cases the support of the manufacturer should be sought in order to provide added strength.
Factors Which Govern Deferments
There are two main factors governing deferments. One is the importance of the work in relatibn to the war production upon which a firm is engaged. The Other is the essential nature of the occupation of the individual. These are of paramount importance. Another point which should be emphasized is that of the significance which is attached to an individual's occupational classification at the time of registration. An aitual example • is that ' of a • driver who registered as a "drivermechanic," although, at the time of registrati2n, he was following the occupation of.a. driver. For 'a considerable period he continued to work in that capacity without interruption. Later he was called for an interview by the National Service Officer, after which he was withdrawn from employment as a driver and directed to work as a mechanic in a factory. He is now reclassified accordingly and, therefore, becomes permanently lost to the road-transport industry.
Another point to be remembered is the obligation, aclearly laid down, that any change in the nature of occupation must be notified immediately to the Ministry of Labour. Here a few words of warning are necessary: In all matters relating to occupations and deferments the most precise facts concerning the nature of the employment should be stated.
All men of military age are liable to be called up fob service, and it is only at the discretion of the Man Power Boards that deferments are granted. Therefore, it becomes increasingly important that all deferment applications shall fulfil the essential conditions. In short, if such applications are to be successful they must be carefully prepared and due attention paid to detail.
The problem of female labour has now become as acute as that affecting male labour. It is hoped to deal with this subject at a later date.