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A G uide to

Labor-Management Relations
in the United States
Supplement No. 1

Bulletin No. 1225-1
November 1958

UNITED STATES DEPARTMENT OF LABOR
James P. Mitchell, Secretary
BUREAU O F LABOR STA TISTICS
Ewan Clagee, Com m issioner

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington 25, D.C. • Price 45 cents







IN T R O D U C T IO N TO S U P P L E M E N T NO. 1

The fiv e reports which comprise this f i r s t supplement to
the Guide to Labor-Management Relations in the United States* cover
somewhat varied subjects and are numbered according to where they
would most appropriately f i t into the basic volume•
As in the case of the previous 31 reports in the basic
volume, these fiv e were orig in a lly requested and prepared to furnish
a b r ie f guide to aspects of labor-management relation s in the United
States of particular in terest to v is itin g trade un ionists, manage­
ment representatives, and government o f f i c i a l s o f other cou n tries.
The reports have also served a number o f uses overseas.
The reports are necessarily b r ie f. It is hoped, however,
that each one provides a broad and objective perspective in to which
the reader can f i t his own observations and experiences. The anno­
tated bibliography comprising one o f the fiv e supplementary chapters
may encourage readers to delve deeper in to the h istory, variety, and
com plexities of labor-management relation s and union a c t iv it ie s in
the United States.
Wages and
Reedy.

These reports were prepared in the Bureau’ s Division o f
Industrial Relations by Joseph W. Bloch and Theodore IV.

* This publication (B ull. No. 1225), comprising over
300 p p ., was issued in
July 1958. Copies may be obtained from
the Superintendent o f Documents, Government Printing O ffic e , Wash­
ington 25, D.C., or from any o f the BLS regional o f f ic e s . Price $2.




i




Contents

1.

Trade union a c t iv it ie s :
1:08 Union p a rticipa tion in community a c t iv it ie s

2#

C ollectiv e bargaining:
2:10 Health, insurance, and pension plans under c o lle c tiv e
bargaining
2:11 Government#s role in labor-management relation s
2:12 Labor-management programs in training and retraining
workers

4.

General:
4:02 Selected bibliography




iii




1:08

Union Participation in Community Activities

Although unions have long been in terested in com m unity
a ffa irs , effective union participation is of relatively recen t origin .
The ability to participate as an organization is often dependent upon
strength, in term s of size of m em bership in the area and financial
r e s e r v e s , and com m unity a cceptan ce. The labor m ovem ent on
the whole lacked these requirem ents p rio r to the past two d eca d es.
A s early as 1830, lo c a l labor organizations w ere
pressin g fo r im provem ents in com m unity m atters of particu lar
con cern to w ork ers, including such things as r e str ic tio n of
child la bor, the passage of laws to protect w o r k e r s 1 in terests,
and the abolition of sw eatshops.
F ree and equal public edu ca­
tion was a subject of special interest to ea rly labor o rg a n iza ­
tion s.
This in terest has continued to the present day.
Since
the developm ent of the public sch ool system , how ever, union in ­
te re st has m oved into other channels of education for w o rk e rs.
In the lSSC^s, the Knights of L abor placed sp ecial e m ­
phasis on a program of socia l r e fo rm .
During the ascendancy
o f the A m erica n F ederation of L abor, union attention on the whole
was d irected to the w ork er in his job rather than to the w orker
in the com m unity.
The struggling unions, particu larly those
trying to organize the sweatshop industries (e. g. , apparel) w ere
m ore lik ely to be con cern ed with receivin g help fro m com m unity
s e r v ic e s and funds than with planning ways of participating in
com m unity a ffa irs.
M ost unions did not becom e active participants in the
conduct of com m unity p ro je cts until W orld War I.
This activity
did not last, how ever.
During the 1920f s, w idespread opposition
to union a ctivities and declining m em bership fo r c e d unions to
retrea t.
W orld War II m arked a definite turning point, as c o m ­
munity agen cies sought the cooperation and support of the
rapidly growing labor m ovem ent.
Unions, in turn, gained a
new understanding of, and in terest in, com m unity a ffa irs . This
in terest did not die out at the w a r! s end, but actually in creased
as unions d isco v e re d the benefits to be gained through p a rticip a ­
tion in com m unity a ctiv itie s.
The A F L -C IO and many of the
la rg e r affiliated and unaffiliated unions have set up com m ittees
to prom ote participation, and to make it possib le fo r w o r k e r s 1
represen ta tives to be heard in lo ca l cou n cils.




(i)

2

Although m uch has been a ccom p lish ed , the AFL.-CIO b e ­
lie v e s that labor organizations have not attained their p rop er place
in the conduct of com m unity a ffa irs . It is claim ed that labor r e p ­
resen tatives are not always accepted on an equal ba sis in com m unity
a ctiv itie s, even though they may speak fo r one of the la rg e st o r ­
ganized groups in the com m unity. This situation has not been en­
tire ly due to com m unity opposition, h ow ever. In many p la ce s, union
lea d ers are too con cern ed with organizing and co lle ctiv e bargaining
to find tim e fo r what may be regarded as a m atter o f secon dary
im portance to the union.
Unions which add a com m unity a ffa irs p rog ra m to their
a ctiv ities usually have rather definite o b je ctiv e s in mind. M ost
often these include finding out what com m unity r e s o u r c e s are
available, and how union m em b ers can best use them ; the w ays in
which these s e rv ic e s can be im proved, and what the union can do
about im provem en ts; and ways in which the union can encourage
the developm ent of needed s e r v ic e s not now available. A ctiv itie s
in fund raisin g and investigation of, and participation in, the a d ­
m inistration of com m unity p ro g ra m s, are a lso union a im s.
T ypes of Com m unity A ffa irs P ro g ra m s
Com m unity a ctivities in which labor organizations p a r tic i­
pate m ay be grouped under a few gen eral to p ics. T hese include
health and w elfare a ctiv ities and individual counseling and a s s is t ­
ance; com m unity betterm ent (as distinct fro m individual needs);
governm ent and public a ffa irs; com m unity expansion and the in­
cre a se of em ploym ent opportunities; and d ire ct aid in such a rea s
as d isa ster r e lie f. In addition, it should be rem em b ered that
c o lle c tiv e ly bargained p rog ra m s, including health, in surance, and
pension plans and p r o je c ts undertaken by the union fo r the w elfare
of the union m em bership alone, have an im pact, d ire ct or in d irect,
on com m unity a ffa irs.
Com m unity s e rv ic e s fo r w o rk ers and their fa m ilie s in case
o f illn e ss, need, or other types of ad versity com pellin g the in di­
vidual to look to the com m unity fo r help are the m ost readily
adaptable to participation by union rep resen ta tives. M ost large
com m unities have dozens of voluntary nonprofit organizations p e r ­
form in g s e rv ic e s in resp on se to som e com m unity p roblem or need.
F o r exam ple, the United G ivers Fund of W ashington, D. C ., in
1957 included 140 agen cies engaged in adm inistering r e lie f and
financial a ssista n ce and in providing counseling s e r v ic e s , child
care and ch aracter building, and recrea tion a l fa c ilitie s . In addi­
tion, this Fund provided support fo r health s e r v ic e s in public and
private c lin ic s , health cen ters and h osp itals, and a sso cia tio n s
con cern ed with care fo r a wide variety of d ise a s e s. Such c o m ­
munity agen cies are la rg ely dependent upon voluntary contributions.
P articipation of unions and their m em b ers in fu nd-raising program s
1:08




3

is virtually a n ecessity in industrial a re a s, if these com m unity o r ­
ganizations are to be adequately financed to c a r ry on their w ork.
It is estim ated that in the 1955 and 1956 United G ivers
Fund and Community Chest cam paigns throughout the country,
AFL.-CIO m em bers contributed m ore than $200 m illion, and that
on e-th ird of the $380 m illion raised by these organizations during
the 1957 cam paign cam e fro m w ork ers.
With w o r k e r s 1 contributions playing such a large part in
the support of comm unity s e rv ic e s , it follow s that labor organ iza­
tions naturally seek a role in determ ining how the m oney is spent.
It has been estim ated that m ore than 75, 000 union o ffic e r s or m em ­
b e rs now serve on agency boards in policym aking as w ell as fund­
raising a ctiv ities. In addition, in innum erable individual esta b­
lish m en ts, union m em b ers help to determ ine p olicy on payroll d e ­
duction plans and the allotm ent of co lle cte d funds. Unions a lso aid
in inform ing their m em bership about the a ctivities of the various
com m unity agen cies and their needs.
To make sure that their m em bership knows about availa­
ble comm unity s e r v ic e s , and where to go in case of need, many
unions have established counseling s e rv ic e s to guide w ork ers to
the proper agency. Some 40, 000 men and wom en have com pleted
co u rse s to a ssist in rendering these s e r v ic e s . In other instances,
shop stew ards fa m iliar with lo ca l health and w elfare agencies
ca rry on this w ork.
A second phase of union comm unity activity deals with
broad com m unity p rob lem s, including taxation, transportation,
sanitation, public health, sch ools, n u rseries for day-care of
children, city planning, governm ent organization, p rotection of
m inority rights, and sim ila r is s u e s . Frequently, problem s in
these areas can be solved only through action by the lo c a l govern ­
m ent, som etim es through a substantial change in public p o licy .
In a growing number of com m unities, unions are taking steps to
define sp ecific problem s and to bring them to public attention.
The developm ent in public sch ools of co u rse s designed to
teach b a sic m echanical and trade skills has been a program in
which unions have taken an active part, often to the extent of p r o ­
viding aid in instruction. This type of p rogram is found m ost f r e ­
quently in industrial a rea s, w here students find it p ossib le to
graduate d irectly into industry and m ore intensive shop training.
A third type of com m unity action in which unions p a rtic i­
pate is the prom otion of p rogram s to bring new industries into the
area, thus in creasin g com m unity industrial activity and adding op­
portunities for em ploym ent. This industrial developm ent plan has
been tried with some su cce ss in T oled o, Ohio, as d e scrib e d later
in this rep ort.




1:08

4

Many an ion -em ployer undertakings, or p ro je cts planned
p rim a rily for the benefit of union m em b ers, also have an im pact
on com m unity a ffa irs, p articu larly in the la rg e r population ce n te rs.
F or exam ple, health cen ters and clin ics established for the benefit
of union m em b ers and their fa m ilies lighten the burden on co m ­
munity agencies by taking care of m edical expenses which w ork ers
otherw ise might not be able to afford and fo r which they might ca ll
upon comm unity agen cies for aid. Health and w elfare plans ne­
gotiated with em ployers p e rfo rm a sim ilar com m unity s e rv ic e .
U n ion-sponsored housing p ro je cts frequently provide fo r s h im
clearan ce and comm unity betterm ent. R ecrea tion fa cilitie s and
m eeting room s provided for union m em b ers ease the p r e s s u r e s on
com m unity s e rv ic e s and are often made available to other groups.
In these and many other w ays, com m unities have benefited fro m
negotiated or u n ion-sponsored p rogram s planned fo r the
m em bership.
Union Statements of P o licy on Comm unity A ction
Several steps have recen tly been taken by the AFL.-CIO
to em phasize the mutual resp o n sib ilitie s of the union m em ber and
the com m unity and encourage greater union participation in c o m ­
munity a ffa irs . E arly in 1956, the E xecutive C ouncil issu ed the
follow ing statement:

1:08




1.

The union m em ber is fir s t and fo re m o st a
citizen of his com m unity.

2.

The union m em ber has a resp on sib ility to
his com m unity. He must cooperate with
his fellow citizen s in making his comm unity
a good place in which to liv e , to w ork, to
raise children. He must be con cern ed
about the availability of adequate health,
w elfare, and recrea tion a l s e rv ic e s fo r the
whole com m unity.

3.

Unions have a resp on sib ility fo r the health
and w elfare of their m em b ers and their fa m i­
lie s which extends beyond the place of e m ­
ploym ent. T his resp on sib ility includes not
only the em erg en cies caused by strike, un­
em ploym ent, or d isa ster, but extends to
helping the em ployed m em ber m eet his
person al or fam ily problem .

5

4.

The com m unity has a resp on sib ility to its
citizen s. It must be prepared to m eet those
socia l needs which individuals or fa m ilies
cannot m eet or m eet adequately with their
own r e s o u r c e s .

5.

G enerally speaking, unions have elected to
support and participate in existing c o m ­
munity socia l s e rv ice agen cies rather than
to establish d irect so cia l s e rv ic e s of their
own. To the degree that the personn el and
fa cilitie s of socia l agen cies serve all the
people, they serve the m en and wom en of
organized la b or.

6.

Governm ent has the b a sic resp on sib ility for
m eeting the broad health and w elfare needs
of the people.

7.

Voluntary or privately spon sored so cia l
agen cies and fa cilitie s occupy an im ­
portant position in m eeting the socia l
w elfare needs of the com m unity. M ajor
resp on sib ilities falling within the scope
of voluntary socia l w ork are the field s
of ch aracter form ation, child guidance,
fam ily counseling and youth a ctiv itie s,
as w ell as in the area of experim entation
and pioneering re se a rch .

8.

It is the resp on sib ility of organ ized labor
to cooperate with other com m unity groups
in im proving the quantity and quality of
socia l s e r v ic e s , while at the same tim e
educating union m em b ers about available
health and w elfare s e rv ic e s and how to
use it.

9.

A ssista n ce in whatever fo rm should be
given on the b a sis of need, re g a rd le ss of
the cause of the need and without rega rd
to ra ce , c o lo r , or national origin .

10. P revention of socia l problem s is p r e fe r r e d
to the best treatm ent of socia l ills .




1:08

6

The A F L -C IO has not lim ited its in terest to this p o licy
statement on com m unity s e rv ic e , but has taken a d ire ct role in
participation, p a rticu larly in those a ctiv ities which con cern na­
tional organizations or which take place at the national lev el or
over large a rea s of the country.
The A F L -C IO program is c a rrie d on through its C o m ­
munity S erv ices Departm ent which has its headquarters in New
Y ork C ity. This departm ent w orks clo s e ly with s c o r e s of na­
tional and lo c a l voluntary health a g en cies and public agen cies
in the a rea s of com m unity organization and com m unity health,
w elfa re, and recrea tion program s and p r o je c ts . Prom inent
among these organizations are the United Com m unity Funds, the
A m erica n National Red C r o s s , and the United S ervice
O rgan izations.
In addition to the w ork with these national groups, the
A F L -C IO engages in sp ecial p r o je c ts designed to m eet sp e cific
needs in which it can be of s e r v ic e . Many o f these p r o je c ts are
ca r rie d on by the A F L -C IO alone. Others are placed in operation
with the a ssistan ce of m em ber unions, p a rticu larly in those in­
stances in which particular cra ft skills are requ ired . In other
c a s e s , the A F L -C IO trains union m em b ers to c a r ry on w ork
within their own organ izations.
A F L -C IO comm unity p rogra m s in various a re a s, as
rep orted in the R eport of the F ed eration 1s E xecutive C ouncil to
the second convention on D ecem b er 5, 1957, included a wide
variety of a ctiv ities. One of these was aid to Hungarian refu gees,
in providing goods and s e rv ic e s fo r them , helping them find jo b s ,
and assistin g in their integration into the com m unity. Another
was a nationwide cam paign to prom ote the utilization of the Salk
vaccine against polio. In the field of disa ster s e r v ic e s , the
F ederation, working with the A m e rica n Red C r o s s , actively
participated in assistin g the victim s of d isa ste rs in various States
and helped in adjusting claim s and arranging fo r rehabilitation.
F o r exam ple, volunteer building trades team s e re cte d 22 hom es
fo r hu rricane victim s in Louisiana. The F ederation a lso donated
four m obile canteens in w idely separated a re a s of the country fo r
use in d isa s te r s .
T hese canteens went into action even
p r io r to their o fficia l presentation.
They have seen active
s e rv ice in many parts of the country stricken by h u rrican es,
flood s, and torn adoes.

1:08




7

Union counseling p rogra m s fo r the assistan ce of the
m em bership have receiv ed encouragem ent and p ra ctica l aid
from the A F L -C IO .
In 1956 and 1957, m ore than 3, 000
cou n selors throughout the country com pleted both elem entary
and advanced c o u r s e s .
The counseling program has been e x ­
panded to include sp ecial a ssistan ce in the securing o f m a x i­
mum return from socia l secu rity, w o r k m e n s com pensation, and
unemployment com pensation law s. Individual w orker p roblem s
in mental health and a lcoh olism are a lso given the benefit of
counselors* s e r v ic e s .
M ore recen tly, attention has been
d irected to the problem s of the consum er in a rising m arket, to
help union m em b ers and their fa m ilie s obtain the greatest p o s ­
sible return fo r their expenditures.
The Comm unity S ervices Departm ent ad m inisters the
presentation of the M u rra y-G reen award w hich is a $ 5 ,0 0 0
grant and a plaque or m edal designed to give recogn ition to an indi­
vidual or organization that has made an outstanding contribution
in com m unity organization, health, w e lfa re, and re cre a tio n .
In 1957, the award was presented to D r. Jonas Salk for his
w ork in developing an antipolio v a ccin e .
A s part of the F e d e r a tio n s resp on sib ility to the total
com m unity, lia ison has been maintained with national, State,
and lo ca l c iv il defense a g en cies. In som e com m unities, civ il
defense m eetings have been held and w orkshops sponsored.
Union-m anagem ent cooperation in c iv il defense has been under­
taken at the plant lev el in som e com m unities. At the same
tim e, cooperative working arrangem ents have been made with
various com m unity se rv ice organizations, p a rticu larly with
those serving youth such as the Boy Scouts, com m unity b o y s 1 clubs,
YM CA, YWCA, and oth ers. The Comm unity S erv ices D epart­
ment has a lso been active in working with comm unity health and
w elfare agen cies in organizing a ssistan ce p rogram s fo r strik ers
and their fa m ilies on the b a sis of need, re g a rd le ss of the cau se.
Finally, the A F L -C IO , through its Comm unity S e rv ice s
Departm ent, sells and distribu tes publications dealing with
fam ily and union counseling, a lcoh olism , and all phases of c o m ­
munity s e r v ic e s at variou s le v e ls of organization.
During the
fir s t 2 yea rs follow ing the A F L -C IO m e rg e r, m ore than 1 m illion
of these publications w ere circu la ted .
In addition, con feren ces
and w orkshops w ere held, nationally and in various region s and
com m unities, to provide guidance and aid fo r those engaged in
s e rv ice a ctiv ities.
P r e s s , radio, and te le v isio n activities w ere
a lso used to in form the public of the F ederation program and ob ­
tain acceptance and aid in the w ork being done,




1:08

8

O cca sion a lly, ad versity encourages unions to take
in terest in comm unity activity program sDuring layoffs
autom obile industry in m i d - 1956, the headquarters of the
A utom obile W ork ers issu ed a statement to its m em ber
which said in part:

greater
in the
United
unions

E very lo c a l union should im m ediately a c tivize its Community S e rvices C om m ittee. This
is the m achinery through which we can deal with
the health and w elfare p roblem s of our m em bers
arisin g fro m la y offs. The resp on sib ility o f our
C om m unity*Services C om m ittee should be:
1.

T o find out the exact problem s facing our
m em b ers during this period.

2.

T o establish relation sh ips with the c o m ­
munity agen cies which can help to solve
these p rob lem s.

3.

T o provide counseling se rv ice fo r the p u r­
pose o f re fe rrin g our m em b ers with a p ro b ­
lem to the c o r r e c t agency in the comm unity
established to m eet that p roblem .

4.

T o coordinate its e ffo rts w h erever p ossib le
with other Com m unity S erv ices C om m ittees
through Industrial Union C ouncils w h erever
they are set up.

5.

T o cooperate with other com m ittees in the
lo c a l union, supporting other a ctivities to
m eet the needs of our unemployed m em b ers.

An Illu stration of D irect Union A ctivity in
Com m unity A ffa irs
Although labor participation in com m unity p rogram s is a
type o f union effort which as yet has had only lim ited application, it
can becom e a very im portant part of union activity.
The follow ing
case is cited to illustrate som e of the ways in which organ ized labor
has su cceeded in carryin g forw ard a p rogram in an individual
com m unity.
1:08




9

A joint effort is being made in T oled o, Ohio, by bu sin ess,
la b or, and the com m unity in general, to help in the crea tion o f new
em ploym ent. Founded in F ebruary 1954, the T oled o Industrial
D evelopm ent C ouncil fir s t attacked the problem o f unemploym ent
and lo s s o f job opportunities. Any issue affecting the econ om ic
future of the com m unity now fa lls within the scope o f the C o u n c ils
activitie s.
Financial support fo r the TIDC com es fro m the C ham ber
of C om m erce, the A F L -C IO , and a lo c a l new spaper. During the
fir s t year of operation, su cce ssfu l a ctiv ities w ere c a r rie d forw ard
in expanding existing industry, in im proving the com m u n ity^ a sse ts
to attract new industry, and in persuading expanding com panies
throughout the country to locate new branch plants or w arehousing
and distribution cen ters in. T oled o.
In addition to volunteering financial aid and serving as
tru stees to TIDC, organ ized labor made four pledges to prom ote
industrial developm ent:
1.

There w ill be no ju risd iction a l disagreem en ts
among unions in the a rea.

2.

When a new plant com es to T oled o, unions
w ill agree among th em selves as to which w ill
attempt to organize the plant.

3.

A new plant m oving into the com m unity w ill
not be subjected to wage demands which
might ra ise its pay scale above that of its
com p etitors.

4.

Any sm all plant in T oled o which em barks
upon a significant expansion p rogram w ill
re ce iv e the same con sideration in ju r is ­
dictional or wage m atters as a new plant
com ing into the area.

A s a result o f these pledges, a high degree of
industrial peace has been attained. The executive d ire cto r
of the Labor-M anagem ent C itizens C om m ittee attributes
this to nthe developm ent of a mature and substantial c o l­
lectiv e bargaining relationship between lo c a l em p loyers
ai d unions. M T his C om m ittee has been active over a
p eriod of 10 y ea rs in prom oting industrial peace and
resolvin g labor-m anagem en t disputes.




1:08




2:10

Health, Insurance, and Pension Plans Under Collective Bargaining

Health and insurance (or w elfa re) plans provid e som e or
all of the follow ing benefits: L ife insurance; partial com pensation
for wage lo s s in cu rred through o ff-th e -jo b acciden ts or sick n ess;
and m oney or s e rv ic e s coverin g hospital, su rg ica l, m ed ica l, and
m aternity ca re for w ork ers and their dependents. P en sion plans
provide a monthly in com e for life , in addition to that provided
under the F ederal so cia l secu rity p rogram , to qu alified w o rk ers
who r e tire and, in an in creasin g number o f plans, to those totally
disabled. A previous chapter d iscu sse s how these and other frin ge
benefits form an im portant part of the w orker*s rem uneration in the
United States. 1 This chapter deals b r ie fly with the developm ent o f
em p loyee-ben efit plans and with the types and le v e ls o f benefits and
other features of these com p lex arrangem ents.
Developm ent of E m p loyee-B en efit Plans
Of the 18 m illion w ork ers in the United States under c o l ­
lectiv e bargaining agreem ents in 1956, m ore than tw o-th irds w ere
co v e re d by health and insurance plans and m ore than tw o-fifth s by
pension plans. In 1945, in con trast, only about a half m illion
w ork ers under agreem ents w ere co v e re d by any type of plan.
Thus, the developm ent of an extensive system of em ployee benefits
financed in whole or in part by e m p lo y e rs, and the im portant part
such benefit plans play in co lle ctiv e bargaining p ro g ra m s, are a l­
m ost entirely products o f the past decade.
The developm ent of health, in surance, and pension plans,
h ow ever, was not as rapid and spontaneous as the sta tistics would
suggest. Many program s now under c o lle ctiv e bargaining w ere
origin ally instituted by em p loyers and subsequently brought within
the scope of co lle ctiv e bargaining agreem en ts, often without a
change. M oreov er, som e unions originated as benevolent s o c i­
e ties, p rim a rily con cern ed with providing death, sick n e ss , and
old -a g e benefits to their m em b e rs. Some benefit p rogra m s spon­
sored and financed by unions have been brought within the co lle ctiv e
bargaining area so that the em ployer pays all or part o f the co st.
The a cce le ra tio n of trade union in terest in health, in su ran ce, and
pension plans has been a m ajor fo r c e in the spread o f these plans
during the past decade.
Impetus to this drive was provided by se v e ra l external
fa cto r s, including: ( l ) W artim e wage stabilization and taxation
p o lic ie s , which encouraged the adoption of e m p loy ee-b en efit plans

1 See ch a p te r 2:09,
B a rg a in in g .




F r in g e

(i)

B e n e fits

Under

C o lle c t iv e

2

and made them le s s expensive to the em ployer; (2) the lag in the
adjustment of the F ederal s o cia l secu rity program to risin g living
c o sts ; (3) the U. S. Suprem e Court *s affirm ation , in 1949, o f the
e m p lo y e e s legal obligation to bargain on pension plans; and (4) the
1949 rep ort o f the Steel Industry Factfinding B oard (appointed by
the P residen t but not em pow ered to ex p ress a Governm ent p o licy )
w hich lent substantial support to the union position that industry has
both a socia l and econ om ic obligation to provide so cia l in su ran ce
and pensions to w o rk e rs. One im portant factor cle a rly was the
attitude of the la rg er unions, which placed health, in surance, and
pension plans high in the p rio rity o f dem ands, p ossib ly at the cost
o f equivalent wage in cre a s e s or other frin ge ben efits.
Health and insurance plans, which co m p rise sev era l types
of ben efits, a re n e c e s s a r ily subject to rela tiv ely frequent reeva lu a ­
tion in the light of changing c o s ts , n eeds, and e x p erien ce. The p r o ­
v ision s o f pension plans, on the other hand, tend to be sta bilized
over lon ger p eriod s. When these benefits fir s t appeared as m a jor
co lle ctiv e bargaining is s u e s , unions concentrated on negotiating
b a sic plans or bringing existing plans within the scope o f the a g r e e ­
m ent, and on coping, as best they could, with the many d ifficu lt
tech nical problem s involved in the establishm ent, financing, and
operation o f these plans. During recen t y e a rs , as plans continued
to spread throughout the country, unions have sought to im p rov e the
plans by adding new b en efits, in creasin g the le v e l of ben efits,
broadening the cov era g e o f health and insurance plans to include
dependents and r e tire d w o rk e rs , adding vesting p rovision s and other
featu res to pension plans to safeguard the equity and rights o f in di­
vidual w o r k e r s , and, in those situations w here the w o rk e rs shared
the co st o f the p rog ra m s, tra n sferrin g the entire co st, or a la rg e r
share, to the em p loyer. Increasing in terest has been evid en ced
among unions in com p reh en sive prepaid m edical ca re p rogra m s o f
the type available to m em b ers o f the United Mine W ork ers and of
sev era l other unions participating in com m unitywide m ed ica l ca re
p rog ra m s.
Although som e unions have had long experien ce in these
m atters, it is im portant to rem em b er that bargaining on health, in ­
suran ce, and pension plans, on the w hole, has a short h istory .
Many p rog ra m s, p a rticu larly those providing for pen sions, have
been the subject o f union-m anagem ent negotiations only once o r
tw ice since their inception. Some p rogram s and som e funds, as
recen t con g ression a l investigations have rev ea led , have not alw ays
been adm in istered w isely or honestly. D espite the lik elih ood of
many changes in the future, substantial protection against the
financial hazards o f sick n ess, old age, and death w ill undoubtedly
rem ain a part of w orkers* pay and em ployers* co st o f doing
b u sin ess.
2:10




3

P rov ision s of Health and Insurance Plans z
Health and insurance plans vary w idely in te rm s of the
type of benefits provided and the amount or duration of the ben efits.
The six m ajor benefits cu rren tly available for w o rk e rs a re ( l ) life
insurance, (2) acciden tal death and dism em berm en t, (3) accident
and sickn ess (tem porary disability), (4) hospitalization , (5) su rg ica l,
and (6) m edical c a r e . Other benefits provided by som e plans in ­
clude such supplem entary item s as polio expense in su ran ce, m ajor
m edical expenses in su ran ce, and sp ecia l accidental in ju ry in su r­
ance. The benefits m ost likely to be extended to w o r k e r s 1 depend­
ents are hospitalization, su rgical ben efits, and m e d ica l ca re b en e­
fits. P rov ision s for m aternity ca ses are found within each of the
benefits available to w ork ers and their dependents. A substantial
proportion of plans extend one or m ore ben efits to r e tir e d w o rk e rs;
many of these also cover dependents of r e tire d w o r k e r s .
E m ployees are usually eligible to participate in the plans
within 4 months of hiring. Age b a r r ie r s to participation are r a r e ,
although som e plans m ay reduce particular benefits when w ork ers
rea ch certain advanced ag es. W omen w ork ers are gen era lly a s ­
sured the same lev el o f benefits as m en.
Under many plans, the em ployer pays all o f the co sts for
w orker ben efits; how ever, a substantial number o f w o rk e rs are
co v e re d by plans under which they must contribute part o f the co st.
The em ployer usually pays all or part o f the co sts of dependents1
co v era g e, although in som e ca ses the w ork ers m ay c a r r y this cost
alone.
The nature of the individual benefits provid ed under
health and insurance plans is sum m arized below . Data are based
on a study of plans in effect in late 1955. Changes in plans o c c u r ­
ring between 1955 and 1958 w ere gen erally in the nature of in­
c re a s e s in the lev el of benefits of one or m ore o f the types o f c o v ­
erage o ffe re d by the plans, and in the in clusion o f co v e ra g e for
w o r k e r s 1 dependents and for re tire d w ork ers and their dependents.
In the follow ing d iscu ssion , where re fe re n ce is made to benefits
payable for o n -th e -jo b a ccid en ts, it should be understood that these
are supplem ents to the benefits payable under State w o rk m e n ^ c o m ­
pensation legislation . B ecause plans vary so w idely in the way

a B ased on BLS Bull. 1221, A nalysis of Health and Insurance
Plans Under C ollective Bargaining, Late 1955, and Bull. 12 36,
Digest o f One Hundred S elected Health and Insurance Plans Under
C ollective Bargaining, E arly 1958.




2:10

4

benefits are provided, in the le v e l of ben efits, in duration, and in
other fea tu res, a b r ie f sum m ary can cover only a few general o r
predom inant c h a r a c te ris tic s .
L ife In su ran ce. — Payable to b e n e ficia rie s upon death
fro m any cau se, the type o f insurance available to w ork ers
through com p a n y-sp on sored plans is gen erally group term , without
paid-up or cash surrender value. Some plans provide for the sam e
amount to all w ork ers cov ered ; others provide for different am ounts
depending on such fa cto rs as earnings or length o f s e r v ic e . An
analysis of plans providing for the same amount to all w o rk ers
showed a range of $400 to $ 1 0 ,0 0 0 , but m ore than half these plans
provided le s s than $2,500 co v e ra g e , or le s s than a norm al year fs
in com e. Under graduated plans, m ost w ork ers w ere a ssu red that,
in ca se o f death, their b e n e ficia rie s would r e ce iv e an amount equal
to or exceeding their earnings fo r a yea r.
A ccid en tal Death and D ism em berm ent B en efits. — Usually
a supplem ent to a life insurance program , this feature provides
extra payments in the event of accidental death and special payments
for acciden tal dism em berm en t. M ost plans provide the fa ce value
of the life insurance p olicy for accidental death (or double in d em ­
nity) or for the lo s s o f two or m o re lim b s. Single dism em berm en t
is gen era lly com pensated for at half the m ultidism em berm ent ra te.
A ccid en t and Sickness (T em p orary D isability) Benefits*—
Under this im portant feature o f m ost health and insurance plans,
w ork ers r e c e iv e partial payment for wage lo s s in cu rred through
o ff-th e -jo b acciden ts or illn e s s e s . An in creasin g proportion o f
plans a lso provid es benefits for d isa bilities arisin g fro m o ccu p a ­
tional ca u ses, thereby supplementing w ork m en rs com pensation pay­
m ents. T yp ica lly, an eligible w o rk e r, under the ca re o f a ph ysi­
cian but not n e c e s s a r ily confined to his hom e or to a hospital, r e ­
ce iv e s a payment each w eek up to the m axim um p eriod stipulated
in the plan. In m ost c a s e s , benefits for accident ca se s begin im ­
m ediately, but benefits for sick n ess are gen erally not payable
until after the seventh day.
A s with life in surance, som e plans provide the sam e
benefit to all w o rk e rs , while others graduate the amount a cco rd in g
to the w o r k e r fs earnings or length o f s e r v ic e . In a sam ple o f
graduated plans, w eekly payments for a w orker earning $4,000 a
year ($ 7 6 .9 2 a week) ranged fro m $25 to $55, with an average o f
approxim ately $40 or m ore than half the wage lo s s . Uniform plans
a lso ranged up to a $55 le v e l, but the average amount was a p p ro x i­
m ately $30.

2:10




5

About half the plans studied made payments available for
up to 26 weeks for any one disability. 3 M ost o f the rem aining plans
set the m axim um at 13 weeks for each disability. G en erally, the
lon ger benefit period s accom panied the higher benefit le v e ls .
Hospital B en efits. — The two m ajor com ponents o f h o s ­
pital benefits are ( l ) the allow ance for bed, m ea ls, sp ecia l diets,
and general nursing c a r e , and (2) allow ances for such s e r v ic e s as
use of operating r o o m s , supplies, and certain la b ora tory exam ina­
tions, m ed icin es, X -r a y exam inations, etc. The plans gen erally
stipulate the m axim um number o f days for which full ro o m and
board benefits are provided; under som e plans, an "extended c o v ­
e r a g e " period is allow ed at a low er le v e l of ben efits. S o -ca lle d
"c a s h " plans, of the type gen erally o ffe re d by co m m e rcia l insurance
com p an ies, provide for fixed room and board allow an ces (e. g. ,
$12 a day) to be applied toward the expenses in cu rred by the w orker
or his dependent. "S e r v ic e " plans, typified by the Blue C ross
p r o g r a m ,4 assu re the w orker or his dependent of a sp e cifie d
s e rv ic e (e. g. , a sem iprivate ro o m ). Extra allow an ces are also
provided either on a "c a s h " or " s e r v ic e " b a s is .
Some plans
com bine the two m ethods.
At the beginning of 1956, the m ore com m on full benefit
periods w ere 31, 70, or 120 days, available for each separate
disability. The m a jority of plans o ffe re d up to 70 or m o re days of
hospital c a re , if needed. Dependents w ere entitled to the same
p eriod available to w ork ers under m ost plans. Daily cash room
and board allow ances ranged from le s s than $8 to m o re than $16.
The average allow ance for w ork ers was $11. 12, and fo r dependents,
$ 1 0 .3 1 . The m axim um room and board allow ances (the product o f
the daily cash allow ance tim es the m axim um number o f hospital
days provided under the plan) averaged $781 for w o rk e rs and $673
for dependents. Under se rv ice plans, the m axim um benefit a v a il­
able is determ ined by the length o f hospital stay.

3 The term s " for each d isa bility" and " for any one d isa­
b ility " as used in health and insurance plans m ean, in gen era l, that
the amount of benefits p reviou sly r e ce iv e d by a w orker has no
bearing on the amount o f benefits available to him in the future for
the same a n d /or other d isa b ilities. In other w ord s, the w orker does
not exhaust his protection .
4 Blue C ro ss plans are spon sored by lo c a l nonprofit affiliates
o f the Blue C ro ss C om m ission of the A m erican H ospital A ssocia tion ,
a private organization.




2:10

6

for
the
the
and

A number of plans stipulated a m axim um cash allow ance
hospital "e x tra s . " These ranged fro m $50 to m ore than $600;
average was between $125 and $150. Other plans, p a rticu la rly
" s e r v ic e " type, listed the extra s e rv ic e s available to the w ork er
his dependents without c o st.

S urgical B e n e fits .— Under m ost plans, su rgical ben efits
are available for virtually all types o f operations resulting fro m
nonoccupational d isa b ilities. The com m on p rocedu re is to provide
a sp ecified allow an ce, which m ay or m ay not co v e r the su rgeon !s
ch arge. Some plans cov er the full co st of the operation .
At the beginning of 1956, m axim um allow ances (those fo r
the m ost expensive operation) ranged up to $565 in 300 plans stud­
ied . The average m axim um was $263 for w o rk ers and $256 fo r
dependents. The average allow ances for an appendectom y, to
take one sp e cific type of operation , amounted to $128 and $122
for w ork ers and dependents, r e sp e ctiv e ly .
M edical B en efits. — The ch ief type of m edical benefit p r o ­
vided by health and insurance plans co n sists o f cash allow ances fo r
p h y sicia n s1 v is its . A lm ost all plans with m edical benefits cov er fe e s
for doctors* s e rv ic e s in a h ospital, but le s s than half o f the plans
a lso cov er treatm ent outside a hospital. Plans usually establish a
m axim um dollar lim it for each disability; at the end o f 1955, these
m axim um s averaged $459 for w ork ers and $324 fo r dependents.
Some " s e r v ic e " plans, on the other hand, provided com plete prepaid
m edical ca re p rog ra m s.
M aternity B en efits. — Under m ost plans, w om en w orkers
and dependent w ives a re able to utilize the variou s plan p ro v isio n s
for d isa b ilities arisin g fro m pregnancy. H ow ever, in m ost ca se s
m aternity benefits a re le s s lib e ra l than those available for other
types of disability. F or exam ple, acciden t and sickn ess benefits
for w om en w ork ers in pregnancy ca se s might be lim ited to a m a x i­
mum o f 6 w eek s. In som e plans, a general lu m p -su m allow ance is
provided for m aternity ca re (e. g. , $150) in lieu of other plan
ben efits.
M ajor or C om prehensive M edical B e n e fits .— P ro te ctio n
against the extraordinary financial co sts of extended illn ess is one
o f the newer features o f health and insurance plans, as yet not too
com m on . A "m a jo r m e d ica l" benefit usually supplem ents the h o s ­
pital, su rg ica l, and m edical benefits provided in the b a sic plan, as
in this exam ple: A w orker in cu rs total m ed ica l ca re expenses o f
$ 3 ,00 0 during a long illn e s s . The b a sic plan co v e rs $900 o f this
amount. Under an extended illn e ss featu re, the w orker m ay bear
2:10




7

the next $100 o f charges (ca lled the d e d u c t ib le 11); of the rem aining
$ 2 ,0 0 0 , the plan pays 75 percen t. In short, the w ork er is r e im ­
bu rsed or co v e re d for $2,400 out of a total expense o f $ 3 ,0 0 0 . This
type o f insurance is frequently called "ca ta stro p h e " in su ran ce, to
signify the shattering effect o f a m ajor and co stly illn e s s on the life
o f the average w ork er.
P rov ision s o f P ension Plans
In contrast with the wide scope and purpose o f health and
insurance plans, pension plans have one b a sic o b je c tiv e — to provide
an incom e for life to w ork ers who r e tir e . This in com e is usually a
supplement to what the retirin g w orker w ill obtain through the
F ed eral old -a ge and s u r v iv o r s 1 insurance p rogram .
Types o f R etirem ent B en efits. — Under m ost pension
plans, a monthly retirem en t benefit is available to a w ork er when
he reach es a sp ecified age and has been em ployed by the com pany
for a stipulated number o f y e a rs . The amount o f m oney he is to
r e ce iv e gen erally depends on his length of s e rv ic e and, under many
plans, his lev el o f earnings. The r e tire d w orker gen era lly gets
the m axim um in com e when he qu alifies for s o -c a lle d ‘’n o rm a l11 r e ­
tirem ent ben efits, that is , when he has attained the p!an*s d e s ig ­
nated norm al retirem en t age (usually 65 y e a rs).
Two other im portant types o f retirem en t ben efits may be
available to the em ployed w o r k e r . E arly retirem en t p ro v is io n s ,
found in many plans, enable the w orker to r e tir e , on a reduced in ­
com e, b efore reaching the norm al retirem en t age (e. g . , at 60 in­
stead o f 65 y e a rs ). Under disability retirem en t p ro v isio n s, also
a fa irly com m on feature of pension plans, a qualified w ork er who
b ecom es perm anently and totally disabled m ay re tire on an im ­
m ediate benefit.
During recen t y e a rs , in creasin g attention has been
focu sed on vesting, that is , guaranteeing the w orker*s equity in a
pension plan should his em ploym ent be term inated b e fo re he b e ­
com es eligible for retirem en t. Under vesting p ro v is io n s , the
w orker who fu lfills the requirem ents (usually by attaining a s p e c i­
fied age, e. g. , 40 y e a rs , and a m inim um se rv ice qu alification ,
e. g* > 10 y e a rs) and lo s e s or leaves his job is a ssu red of som e
in com e when he rea ch es retirem en t age, w h erever he is then
em ployed.
L evel of B en efits. — Plans vary w idely in the amount o f
in com e provided to the retirin g w o rk e r. On the a v e ra g e , plans to
w hich the w ork ers contribute provide a higher level o f benefits than
noncontributory plans. In a 1952 study o f 300 pension plans, the




2:10

8

U. S. Departm ent of Labor*s Bureau of L abor S tatistics found that,
for w ork ers earning $ 4 ,0 0 0 annually and com pleting 30 y ea rs o f
s e r v ic e , plans provid ed for norm al retirem en t ben efits ranging
fr o m $100 to over $250 a month, including $85 in F e d e ra l so cia l
secu rity b en efits. The average benefit amounted to $1 36.76 a
month or 40 percent o f p reretirem en t earnings; o f this amount, an
average o f $4 8.7 6 was provid ed by the private plan.
Benefit le v e ls for both private and G overnm ent p rogram s
have in cre a se d since 1952. A Bureau o f Labor S tatistics survey
o f 100 plans made in the w inter of 1957-58 showed that for a w orker
earning $4 ,20 0 annually and com pleting 30 years* s e r v ic e the
m edian plan provided between $170 and $180 a m onth, including
m axim um p rim a ry S ocial Secu rity benefits o f $ 1 08.50 a month.
A 1958 am endment to the S ocial Security A ct provid es for an addi­
tional m axim um benefit o f $ 7 .5 0 per m onth, starting in
F ebruary 1959.
Involuntary R e tire m e n t. — A recen t Bureau of Labor
Statistics study o f the status o f old er w o rk e rs under pension plans
rev ea ls som e o f the sh ortcom in gs o f curren t plans:
Although a boon to the w ork er who re a ch e s
retirem en t age with the n e ce s s a ry qu alification s
and who wants to r e tir e , a pension plan m ay
present or continue som e p roblem s fo r the
older w ork er who is seeking a jo b , for the
w ork er who cannot qualify for retirem en t pay,
and for the w ork er who does not want to r e t ir e .
F or exam ple, an older job applicant m ay be
fa ced by a h irin g -a g e lim itation based on
pension co st con sid era tion s, whether re a l or
fan cied. The newly h ired w ork er m ay find
that he cannot participate in a pension plan
becau se o f his age or he m ay not be able to
w ork long enough to qualify for ben efits. The
em ployed old er w ork er m ay be separated fro m
his job through no fault o f his own and lo s e all
o f his a ccru ed equity in the pension p ro g ra m .
F in ally, upon reaching a certain age, a w o rk e r
m ay be com p elled to r e tir e under plan p r o ­
v ision s although he m ay be e con om ica lly o r
p sy ch olog ica lly not ready for retirem en t.
In the 1952 and 1958 studies p reviou sly m entioned, m ore
than half o f the pension plans had p rovision s fo r co m p u lso ry r e ­
tirem en t, that is , the w ork er at retirem en t age lo st the privilege
of deciding whether to r e tir e or to continue at w ork . The ages
2:10




9

m ost frequently designated w ere 65 and 68. H ow ever, under m ost
o f the plans providing for com p u lsory retirem en t, the em ployee
could continue to w ork and defer retirem en t if he obtained the e m ­
p lo y e r ^ consent.
In gen eral, unions are opposed on ph ysical, e co n o m ic,
and s o cia l grounds to com p u lsory retirem en t. Many em ployers
support com p u lsory retirem en t as an aid to plant e fficie n cy and as
a d evice to avoid fa v oritism on the question o f retirem ent age.
Attitudes toward involuntary retirem ent b a sed on age alone are
cu rren tly being reexam ined in the light o f the in creasin g life e x ­
pectancy and capabilities o f older w o rk e rs .
Survivor B en efits. — Many pension plans allow the
w ork er, b efore retirem en t, to ch oose to have his payments con ­
tinued to his b en eficia ry in event of death. To provide this p r o ­
tection , the w orker gen erally r e ce iv e s a low er monthly payment.
In som e c a s e s , the w orker can select one o f several m ethods of
apportioning his retirem en t in com e. Of the 100 plans studied in
1957-58, about half contained survivor option p ro v isio n s.




2:10




2:11

Government's Role in Labor-Management Relations

Through a com plex and ever-ch an gin g body of law, ju d i­
cial d ecision s, and the rulings of adm inistrative a g en cies, the
F ed eral and State Governm ents are involved in m any aspects
of labor-m anagem ent rela tion s, although by no means in ev ery
a sp ect or in ev ery situation.
The influence or participation of
Governm ent m ay be grow ing, although there seem s to be, at
least at the present tim e, com m on agreem ent among G overn ­
m ent, la b or, and m anagem ent spokesm en on the d esira b ility of
keeping Governm ent in t e r f e r e n c e 1’ to a m inim um .
F o r an
understanding of the role of Governm ent in labor-m anagem en t
relations in the United States, attention needs to be directed to
the nature and purpose of, rather than the details of, existing
m easu res of regulation and control and to the lim its within
which Governm ent involvem ent is usually confined.
B efore the enactm ent of the W agner A ct in 1935, m ost
Governm ent involvem ent in labor-m anagem ent relations (except
fo r the railroad and shipping in dustries) was e x e rcis e d by the
States and the cou rts.
Since 1935, h ow ever, the F e d e r a lG o v ernm ent, p rin cip ally through the Wagner A ct and the L abor
Management Relations (T aft-H artley) A ct of 1947, has taken a
m ore active and im portant ro le .
This has not elim inated the
States from the field; rather, it has given ris e to som e p r o b ­
lem s in F ederal-S tate relation sh ips, including overlapping ju r is ­
diction and gaps in which neither the F ed eral Governm ent nor
the States operate.
The laws affecting labor-m anagem ent relation s, supple­
mented by adm inistrative rulings, are com p lex.
H ow ever, c e r ­
tain b a sic p rin cip les, which m ay or m ay not be unique to the
United States, stand out.
The purpose of this b r ie f rep ort is :
F ir s t, to try to isolate those aspects of the G overnm ent’ s role
(whether F ederal or State) which are fundamental; secon d, to
list certain types of Governm ent involvem ent which are not
p ra cticed in the United States (what the Governm ent does not do)
but which m ay be found in other countries; and third, to sum ­
m a rize the m ore im portant laws and activities of F ed eral and
State Governm ents affecting labor-m anagem ent relation s.
1
This chapter does not deal with so cia l secu rity le g is la ­
tion, m atters relating to safety and other labor standards, and
other problem s w hich, although they m ay a ffect labor-m anagem ent
relations in som e way, are not b a sica lly part of that relationship.
Many of the previous chapters in the "G uide” covered
certain asp ects of the G overnm ent’ s role in labor-m anagem ent
relation s, som e in m ore detail than is p o ssib le in this chapter.




a)

2

C ertain cautionary rem arks are in o rd e r.
F ir s t, a c u r ­
rent p ro file of the G overnm ent^ ro le is given h ere; a generation
ago the picture was substantially different and it m ay a lso be quite
different in the future. M o re o v e r, national e m e rg e n cie s, such as
W orld War II and the K orean co n flict, requ ire d rastic m odification s
of peacetim e p r a c tic e s .
Second, one can find exceptions to v i r ­
tually e v ery general statem ent of p o licy or p ra ctice in the United
States.
What appear to be the m o re significant exceptions are
pointed out w here ap propriate, but the list is not com p lete. Third,
many aspects of Governm ent involvem ent have been and a re today
liv ely topics fo r debate and co n tro v e rsy in the United States, as is
fitting in a d em ocra cy . C ertainly no one would claim that the needs
or goals of labor or m anagem ent, o r the general pu blic, o r the
G overnm ent, have been fu lly re a lize d in the legislation in e ffe ct
today.
F ourth, prepared by laym en (nonlaw yers) fo r the guidance
of other laym en, this rep ort should not be construed as reflectin g
the o fficia l view s o r opinions of any agency of the United States
G overnm ent.
B asic P rin cip les
Some of the fundamental p rin cip les which form the foun­
dation fo r G overnm ent participation in labor-m anagem en t affa irs are
im p licit in the Constitution of the United States; others are of m ore
recen t origin or developm ent.
In this re p o rt, the corn erston es of
G overnm ent p o lic y are identified as ( l ) freed om of a sso cia tio n ,
(2) right to bargain co lle c tiv e ly , (3) fr e e co lle ctiv e bargaining,
(4) the right to strik e, and (5) of a somewhat different o r d e r , G ov­
ernm ent ad v oca cy of the use of reason through a ssista n ce in d e v e l­
oping and maintaining in form al and efficien t co lle ctiv e bargaining
p ra ctice s and p ro ce d u re s.
F reed om of A s s o cia tio n . ----The right o f em ployers and
w ork ers to form and join organizations of their own ch oice is im ­
p lic itly guaranteed by the 1st, 5th, and 14th amendments to the
Constitution.
The right to form and join unions is an im portant
a sp ect of freedom of a ssocia tion . F urther p rotection of this right,
in the form of sp ecia l en forcem ent p roced u res in F ed eral legislation
applicable to interstate c o m m e rce , is provided to all but a few types
of w ork ers ( e . g . , s u p e rv iso rs , governm ent w o r k e r s , farm w o rk e rs,
dom estic servants); ail w o rk e rs, h ow ever, retain their general
right under the Constitution.
The m ost im portant F ed eral law
dealing with the right to organ ize is the L abor-M anagem ent R e­
lations A ct. 2
2
See The Unionization of W h ite-C ollar W ork ers (chapter 1:05)
fo r an elaboration of freedom of a ssocia tion fo r w h ite -co lla r w o rk e rs.
2:11




3

F reed om of a ssocia tio n en com passes the right of orga n i­
zations, including unions, to conduct their internal affairs and to
advance their own interests as they see fit, provided that the p u r­
poses and m ethods are lawful, that the public in terest is s a fe ­
guarded, and that the rights of m em bers are protected . The
right of union m em b ers to se le ct their own o ffic e r s and the person s
who rep resen t them in co lle ctiv e bargaining is not r e stricte d in any
significant way.
P rotection of freedom of a sso cia tio n a lso requ ires p r o ­
tection of w ork ers in the legitim ate e x e r cis e of this right.
Thus,
it is an unfair labor p ra ctice under the term s of the T aft-H artley
A ct fo r em ployers to in terfere with or c o e r c e em ployees in the
e x e r cis e of their rights to form unions and to engage in other co n ­
certed a ctiv ities.
Right to B argain C o lle c tiv e ly . — It is the p o licy of the
United States Governm ent, exp ressed in m a jor legislation , to en­
courage and p rotect the p ra ctice and p roced u re of co lle ctiv e b a r ­
gaining.
Thus, em ployers are required to recogn ize a union and
negotiate with it when a m a jority of their em ployees designate or
form a union to represen t them, and to m aintain a co lle ctiv e b a r ­
gaining relationship as long as the em ployees d esire it.
M ore­
o v e r, both em ployers and unions m ust bargain in "good faith11:
that is , m e re ly going through the m otions of bargaining without an
intent to a rriv e at an agreem ent does not sa tisfy the requirem ents
of law.
The p rin cip le of "m a jo rity r u le ” is a fundamental part of
labor-m anagem en t dealings in the United States and is one of the
fa c to r s , perhaps a m a jor one, contributing to the growth of unions
and to the im portance of co lle ctiv e bargaining in the A m erica n
econom y (as contrasted with experien ce in other advanced
cou n tries).
A union designated by the m a jo rity of w ork ers in a
p a rticu lar unit (e .g . , a plant) gains the exclu sive right and, in ­
deed, m ust assum e the resp on sib ility of represen ting all w ork ers
in the unit, including nonm em bers; and the agreem ent ultim ately
negotiated likew ise applies to ail w orkers in the unit.
F re e C ollective B argain in g.— The w ord " f r e e 11 is f r e ­
quently used to ch a ra cterize co lle ctiv e bargaining in the United
States.
It means in general that, with exceptions to be noted,
unions and m anagements are fre e to negotiate on any m atter they
con sider relevant, that they alone decide the term s of the a g r e e ­
m ent, and that Governm ent has no part in determ ining the scop e or
the results of bargaining.




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4

The T aft-H artley A ct stipulates som e exception s, of which
a ban on clo s e d -s h o p p rov ision s is probably the m a jor one.
In
e x e rcisin g a prerogative perm itted by this A ct, 19 States have en­
acted s o -c a lle d "righ t to w o rk 11 laws which ban all types of
union secu rity p rovision s (clo se d shop, union shop, and m ain te­
nance of m em b ersh ip). 3
O bviously, labor and m anagem ent cannot agree to com m it
an unlawful act.
A greem ents to fix p r ic e s to products or to co n ­
trol output, in such a m anner as to r e s tr ic t fre e com petition, are in
violation of F ed era l antitrust law s.
Right to S trik e. — The right to strike is regarded as v i r ­
tually an absolute right, guaranteed by the C onstitution^ ban on
involuntary servitude, but one hedged with certain re strictio n s in
the public in terest (not too n arrow ly defined). F o r exam ple, F e d ­
eral Governm ent em ployees are not perm itted to strike and sev era l
States outlaw strikes in governm ent s e r v ic e and public u tilities.
C ertain delays or "coolin g o ff" p eriod s (but not a ban) are requ ired
in situations in which a strik e m ay resu lt in a national em ergen cy .
Strikes in violation of agreem ents or during the p e rio d of notice of
intent to m od ify agreem ents (requ ired by the T aft-H a rtley A ct) are
not p rotected activities under the act.
These instances do not ap­
p re cia b ly weaken the im portance or e x e r c is e of the right to strik e.
H isto rica lly , the strike or the threat of strike has been a m a jor
part of la b o r fs r e s o u r c e s , and the A m erica n labor m ovem ent, with
substantial support from G overnm ent and the pu blic, con sid ers the
e x e r cis e of this right, la rg e ly u n re stricte d , as the hallm ark of a
fre e so cie ty .
The Use of R ea son . — No one can be com p elled to be
reason a ble, to argue or negotiate on a basis of lo g ic and fa ct, or
to con sider the consequences of his action s.
P erson s engaged in
co llectiv e bargaining or other aspects o f labor-m anagem en t r e la ­
tions are fr e e to be ill in form ed and to make m istakes.
The F e d ­
era l Governm ent and many States, how ever, are con cern ed that
the developm ent and m aintenance of rational p ra ctice s and p r o c e ­
dures should not be stifled by the lack of the type of assistan ce
that Governm ent agencies can render.

3
See G lossa ry of Current Industrial Relations T erm s
(chapter 4:01) fo r definitions of these te rm s.

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5

Thus, the F ed eral Governm ent provid es fact and analyses
of econ om ic, bu sin ess, and industrial relations sign ificance re a d ­
ily available to all p ossib le u s e r s .4 F or exam ple, the Bureau
of Labor Statistics* C onsum er P rice Index is w idely used in
the determ ination of wage changes under co lle ctiv e bargaining
agreem ents.
M ediation s e rv ice s are maintained to a ssist n eg o­
tia tors, when such assista n ce is needed, in overcom in g obstacles
to the peaceful settlem ent of d iffe r e n c e s .5 The National Labor
Relations B oard, which adm inisters the T aft-H artley A ct, and the
courts have ruled that one of the requirem ents of bargaining in
good faith on -the part of the em ployer is supplying the union with
the n e ce ssa ry company data on issues under negotiation.
A pro­
vision in the T aft-H artley A ct authorizes the Bureau of Labor
Statistics to maintain a file of agreem ents fo r public use and to
furnish inform ation and data that m ay aid in the settlem ent of
disputes.
Although advancing the developm ent of sound and r a ­
tional collectiv e bargaining is of prim e im portance to the G overn ­
m ent, the Governm ent stops short of actions which might influence
collectiv e bargaining d ecision s (except perhaps in em ergen cy s it­
uations) or which m ight fa vor one side against the other. F reedom
to a ccept or not to accept such assistan ce as the Governm ent can
offer is a prerogative of m anagement and unions.
What Governm ent Does Not Do
The prin cip les enunciated above are by no means unique
to the United S ta te s .6 What is perhaps unique is the way in which
these prin cip les are interpreted and ca rrie d out. To highlight the
ch a ra cteristics of United States p o licy and the d ifferen ces which
m ay exist among cou n tries, it is useful to list som e of the p r a c ­
tices found elsew h ere which are not follow ed in the United States.
W here appropriate, the alternative p rocedu re in use here is
pointed out.
It m ust be em phasized that the purpose of this listing
is not to suggest that these p ra ctice s are inherently wrong or
unsound.
Many of these p r a c tic e s , in fa ct, are consistent with
concepts of d em ocra cy and a fre e society .

4 See Trade Union Uses of E con om ic Data (chapter 1:0 7).
5 See M ediation and C onciliation (chapter 2:04).
6 Conventions and resolutions adopted by the International
Labor Organization in these areas attest to the w idespread advo­
ca cy of certain fundamental p rin ciples in industrial relation s.




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6

No O fficial G eneral Wage P o lic y . — Governm ent o fficia ls
m ay suggest a certain gen eral wage p o lic y as d esira b le, or d e cry
certain unwise p o lic ie s which m ay seem to exist, but they do not
put into effect by law any given p o lic y , whether one of restrain t or
one to guarantee in cre a se s.
No Wage F ix in g . — Outside of minimum wage law s, which
sim ply provide a flo o r to w ages, and the wages of its own em p loy­
e e s, 7 Governm ent has no con trol ov er s p e c ific wage rates or wage
structures in the United States econom y.
No C om p u lsory A rb itra tion . — With m in or excep tion s,
there is , in the United States, no com p u lsory arbitration (that is , a
legal requirem ent that parties take a dispute to arbitration and
abide by the d ecision of the a rb itra tor under penalty of law). No
a rb itra tors are in the em ploy of the F ed era l Governm ent. A r b i­
tration is w idely used, but this use is en tirely voluntary and the
parties se le ct their own a rb itra to rs.
No C om p u lsory C onciliation or M ediation. — with a p r in c i­
pal exception in the case of ra ilroa d and airlin e disputes and in na­
tional em ergen cy disp u tes, the p r o c e s s of Governm ent m ediation
and con cilia tion is voluntary, that is , (l ) it depends fo r s u cce ss on
the w ill of the p a rties; (2) it does not operate le g a lly to restra in
unions from striking or to requ ire unions to postpone strik es fo r
a stipulated p eriod ; and (3) it is la rg e ly a confidential s e r v ic e , so
that whatever recom m endations the m ediator m akes m ay be fr e e ly
a ccep ted , m odified, or re je cte d by either party without fea r of
public p r e s s u re .
No R estriction s on C overage o r Scope of A g r e e m e n ts .—
L abor-m an agem ent agreem ents m ay co v e r a single com pany or
m any com panies, in som e instances an entire industry* The d e te r­
m ination of the scop e of em ployer covera ge is the resp on sib ility of
unions and m anagem ent, not the G overn m en t's. The National L abor
R elations Board m ay act in cases of disputes on this point arisin g
under the T aft-H artley A ct, but each dispute is handled on its own
m erits without the influence of an overrid in g Governm ent p o licy
in fa vor of or opposed to any particu lar type of em ployer co v e ra g e .
There are certain G overnm ent re strictio n on what can go
into an agreem ent (e .g . , lim itation on union secu rity p ro v is io n s )
but there are no Governm ent requirem ents as to what m atters
7 See other laws and a g e n cie s, p. 11.

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7

m ust be cov ered by agreem ents.
F o r exam ple, a union and a
com pany m ay deal with the m atter of wage rates in any way
they p lea se.
No Extension of A greem ents Beyond the S ign a tories. —
Only the sign atories to a co lle ctiv e bargaining agreem ent and the
p erson s they rep resen t are bound by its te rm s. The Governm ent
does not extend any agreem ents to other com panies o r to an industry
as a w hole.
No R egistration of A g re e m e n ts. — A greem en ts are not
re g is te re d by the Governm ent and, with som e exception s, em p loy ers and unions are under no legal obligation to file agreem ents with
a Governm ent agency. The Bureau of L abor Statistics is requ ired
by the T aft-H artley A ct to c o lle c t and m aintain a file of all available
agreem ents fo r public u se, but the subm ission of agreem ents by the
parties is entirely voluntary.
No C om p u lsory F ringe B e n e fits. — The Governm ent does
not requ ire em ployers to provid e paid vacation s, paid holidays, life
in surance, h ospitalization , private pension plans, p rofitsh a rin g,
supplem entary unem ploym ent b en efits, d ism issa l pay, or any of
the other frin ge benefits that are found in co lle ctiv e bargaining
agreem en ts. H ow ever, certain overtim e com pensation standards
are required under F ed era l legislation ; fou r States have tem p ora ry
disability payment laws; and em ployers do contribute to the G overn ­
m en t's unem ploym ent insurance and s o cia l se cu rity p ro g ra m s, and
the like.
No L abor C o u r ts .— L abor courts o r Governm ent boards
set up to handle w o r k e r s 1 grievan ces or arbitrate disputes a risin g
under agreem ents are not found in the United States (except as p r o ­
vided fo r under the Railway Labor A ct).
Settling grievan ces and
resolvin g the disputes that a ris e in this p r o c e s s are gen erally
voluntary undertakings which do not involve the Governm ent.
No L icensin g of U nions. — Unions are voluntary orga n iza ­
tions and need no licen se from the Governm ent to operate. Certain
reports are requ ired by F ed eral and State legislation , but these are
con cern ed m ainly with financial accountability and other r e s p o n s i­
b ilities to union m e m b e rs.
Unions m ay in corporate if they w ish,
and a few have done so, but there are no com p u lsory in corporation
requirem ents to be m et.
No C om p u lsory Union M em b ersh ip . — The Governm ent does
not com p el any w ork er to join a union.
The negotiation of union
secu rity p rovision s in agreem ents is a resp on sib ility of unions and
com panies. R estriction s on the types of p rovision s that m ay be
negotiated have been pointed out p rev iou sly .




2:11

8

No C om p u lsory C oo p e ra tio n .— The establishm ent and
operation of join t labor-m an agem en t com m ittees in plants, or any
other type of cooperative undertaking, are en tirely voluntary
m atters.
No com pulsion or requirem ents are laid down by law.
Sum m aries of Important L egislation and Governm ent A ctiv ities
The L abor Management R elations (T aft-H artley) A ct,
1947. — The purpose o i this act is (1) to set forth the rights o f e m p ioy ers and em ployees in their rela tion s, (2) to prevent in te r­
fe re n ce in the e x e r cis e of these rights, (3) to p rotect the rights of
individual w ork ers in their relation s with unions, and (4) to p rotect
the rights of the public in connection with labor disputes affecting
interstate co m m e rce . The act does not apply to em ployees in an
establishm ent where a la bor dispute would not a ffect interstate c o m ­
m e r c e , and a lso s p e c ifica lly exclu d es, among other, em ployees
su bject to the Railway L abor A ct, s u p e rv is o r s , governm ent e m ­
p lo y e e s, and agricu ltu ra l w ork e rs. The act is ad m inistered by the
National Labor Relations B oard.
Under this act, the right of w ork ers to organ ize and b a r ­
gain c o lle c tiv e ly with their em ployers is guaranteed. Em ploym ent
d iscrim in ation based upon an e m p lo y e e ^ union m em b ersh ip or
activity, or his non m em bership, is prohibited on the part of both
em ployers and labor organ ization s. The clo se d shop is banned, but
the union shop and ch eck off of union dues are perm itted. Secondary
b oy cotts, under m ost circu m sta n ce s, and ju risd iction a l strik es are
prohibited.
A 60-day n otice of intent to change or term inate a
union agreem ent is requ ired .
E m p loyers and unions alike are forbidden to engage in a
number of f,unfair la bor p r a c t ic e s ” in addition to those m entioned
above.
P roced u res fo r dealing with these p ra ctice s are set forth
in the act, as are the rem ed ies to be applied.
E lections conducted by the National Labor R elations Board
to determ ine the co lle ctiv e bargaining represen tative fo r a ba rgain ­
ing unit are provided fo r , and the rights of the bargaining re p re se n ta ­
tive are stated. What constitutes an appropriate bargaining unit is
determ ined by the B oard.
The act p la ces sp ecia l re strictio n s on w ork stoppages
which m ight resu lt in the crea tion of a national em ergen cy , or would
im p e ril national health and safety. The p roced u re fo r dealing with
these disputes is m ade the r e ip o s s ib ilit y of the P resid en t of the
United States, who m ay appoint a b o a o f inquiry to investigate and
rep ort on the issu es involved (wi.
recom m en dation s).
A fter
receiv in g the re p o rt, the P residen t m ay d ire ct the A ttorney Gen­
era l to ask fo r an injunction banning the stoppage.
F ollow ing a
2:11




9

60-day p eriod , during which the parties are expected to try to
settle their differen ces with the aid of the F ed eral M ediation and
Conciliation S erv ice, plus an additional 15 days allowed fo r an
election to determ ine whether the w ork ers involved in the dispute
wish to a ccept the e m p lo y e r ’ s final o ffe r , and 5 days m o re fo r
the National Labor Relations Board to ce rtify the voting results to
the A ttorney G eneral, the court must be requested to lift the
injunction.
If the dispute is not re so lv e d at this point, the P r e s i­
dent reports to C ongress and m ay make recom m endations fo r
appropriate action.
P residen tial recom m endations dealing with
term s of settlem ent are not binding on the p a rties.
Other p rovision s of the act place re strictio n on payments
by em ployers to em ployee represen ta tives, provide fo r suits fo r
violation of contracts by and against labor organ izations, and ban
p olitica l contributions by corporations and labor organizations (but
not by corp ora tion executives or stockholders or union m em bers
as individuals).
The Labor Management Relations A ct is adm inistered by
the National Labor Relations B oard, com posed of five m em bers
appointed by the P residen t with the consent of the Senate.
The
m ajor functions of the B oard and its staff are to en force the r e ­
striction s against unfair labor p ra ctice s set forth in the act, and
upon petition to determ ine the appropriate bargaining unit and con ­
duct elections among em ployees in the choice of unions. The em ­
ployees m ay also re je ct any union representation.
As a condition fo r using the s e rv ic e s of the National Labor
Relations B oard, unions are required to file a Labor Organization
R egistration F orm with the S ecreta ry of Labor each year. This
fo rm , among other types of inform ation, calls fo r an accounting of
the union’ s incom e and disbursem ents and assets and lia b ilitie s,
sala ries and allow ances paid to p rin cip al o ffic e r s , and a copy of
the uniom’ s constitution or bylaw s.
The p rin cip al purpose of this
registra tion requirem ent is to allow m em bers an opportunity, if
not otherw ise available, to learn som ething about the financial
status of their union.
It is not a* licen sin g requirem ent; that is ,
unions need not file if they have no need of National Labor Relations
B o a rd ’s s e r v ic e s , and large num bers of lo ca l unions and som e na­
tional unions choose not to file .
M o re o v e r, no standards are set
fo r union financial p r a c tic e s , except that honest and c o r r e c t figu res
be reported.
Another requirem ent fo r requesting National Labor R e la ­
tions B o a rd ’ s s e rv ic e s is the filing of non-C om m unist affidavits by
union o ffic e r s .




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10

Railway Labor A ct (1926). 8— This act governs la b o r m anagem ent relations in the railroa ds and airlin es in dustries,
making it the mutual duty of c a r r ie r s and unions to m ake and m ain­
tain agreem en ts. This act guarantees and provides fo r the e x e r cis e
of la b o r ’s co llectiv e bargaining rights.
S p ecific p roced u res fo r
making and revisin g agreem en ts, and fo r settling disputes a risin g
out of existing agreem en ts, are p r e s cr ib e d in the act.
Two agencies adm inister the act. The National M ediation
B oard, com posed of three m em b ers appointed by the P residen t
with the consent of the Senate provid es aid in resolvin g disputes
concern ing (l)* the designation of represen tatives fo r co lle ctiv e
bargaining p u rp oses, (2) negotiation of changes in rates of pay, and
of new and rev ised co lle ctiv e bargaining agreem en ts, and (3) in ter­
pretation of agreem ents reached through negotiation. The National
R ailroad Adjustm ent B oard, com posed of 36 m e m b e rs, half of whom
are selected by the c a r r ie r s and half by the national railw ay labor
organ ization s, m akes final and binding d ecision s in disputes arisin g
from grieva n ces or the application and interpretation of existing
agreem en ts.
The A nti-Injunction (N orris-L aG u ard ia ) A ct (1932). —
This act defines and lim its the pow ers of fe d e r a l Courts to issue in­
junctions in strikes and outlaws contracts w hereby a w ork er a g re e s ,
as a condition of em ploym ent, not to join a union (the s o -c a lle d
’’yellow d og ” con tract).
Other G eneral R egulatory L aw s, — The A nti-S trikebreak er
Law (B yrnes A ct, 1936) forb id s the transportation in interstate
co m m e rce of p erson s em ployed to in terfere with peacefu l picketing
or with the rights of em ployees to organ ize. The Lea A ct (1946)
prohibits certain types of c o e r c iv e labor p ra ctice s in the radio in­
dustry, such as com pellin g a radio station to em ploy m o re persons
than a re needed, or using c o e r c io n to r e s tr ic t the use of record ed
o r other types of p rogram s or to require extra payment in place of
hiring additional em p loyees.
A ssista n ce in C ollectiv e B argaining. — The F ed era l M edi­
ation and C onciliation S erv ice is an agency of the 'United States
Governm ent established to a s s is t labor and management in arrivin g
at peacefu l settlem ents of labor disputes. F o rm e r ly a division of
the Departm ent of L abor, it was set up as a separate agency by the
L abor Management Relations A ct in 1947.

8 See The R ailroad Industry (chapter 3:04).

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11

The S ervice has no law enforcem ent authority or com p u l­
so ry pow ers. Its m ediators re ly en tirely on the p ersu a sive te ch ­
niques of m ediation and conciliation to bring about settlem ent of
industrial d isp u tes.9 G enerally, the S ervice attempts to m ediate
only if the dispute threatens a substantial interruption of interstate
co m m e rce . It m ay intervene in a dispute at the request of one or
m ore of the parties involved, or on its own m otion.
Other Laws and A g e n c ie s .10— Minimum w ages, overtim e
pay, and child labor are regulated by the F air Labor Standards
A ct (1938). The p rovision s of this act apply to em ployees engaged
in interstate co m m e rce or in the production of goods fo r interstate
co m m e rce .
The presen t minimum wage under the act is $1 an
hour.
Overtim e at the rate of time and on e-h alf is requ ired fo r
hours in ex cess of 40 hours a week. A general 16-year m inimum
age lim it is established fo r nonhazardous w ork, and an 18-year
m inimum fo r hazardous w ork.
Other laws regulating wages and hours include the P ublic
C ontracts (W alsh -H ea ley)A ct (1936), which sets minimum w age,
overtim e com pensation, child labor and health and safety standards
fo r w ork on contracts in ex cess of $1 0,0 00 fo r supplies fo r F e d ­
eral Governm ent use; the P revailin g Wage (D a vis-B a con ) Law,
which provides fo r payment of prevailin g wages to the various
cla sses of la b o re rs and m echanics on F ed eral Governm ent co n ­
struction con tracts; the 8-hour law, a lso applying to these co n ­
tra cts, which lim its the working day to 8 hours without the pay­
m ent of overtim e; and the A n ti-K ick back Law, which im poses a
penalty fo r fo rcin g any w orker on a contract financed from F ed eral
funds to give up any part of his com pensation to the em ployer or
his agent.
C ertain other activities of the Departm ent of Labor m ay
influence industrial relations or p r a c tic e s . These activities in­
clude the em ploym ent s e r v ic e , which prom otes and develops a
nationwide system of public em ploym ent o ffice s to bring w ork ers
9 See M ediation and C onciliation (chapter 2:04).
10 A W elfare and P ension Plans D isclo su re A ct was signed by
the P residen t in August 1958, to becom e e ffective on January 1, 1959.
This act was designed to p rote ct participants in private em ployee
w elfare and pension plans by requiring plan ad m inistrators to d is ­
clo s e significant inform ation regarding financial operations and
other related m atters to plan b e n e ficia rie s. C opies of the d is criptions of the plans and annual r e p o rts , as requ ired by the act,
are to be filed with the U. S. Departm ent of L abor fo r public use.




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12

and em ployers together; the unemploym ent insurance p rog ra m , as
ca rrie d on join tly by F ed era l and States G overnm ents; p rogram s
fo r the training of w ork ers, both as apprentices and through r e ­
training p rogra m s; s e rv ic e s to veterans; and prom otion of safety
program s fo r the protection of w ork ers on the job .
P roviding S tatistical and A nalytical Inform ation. — F u r nishing inform ation useful to parties engaged in co lle ctiv e bargain ­
ing and in other aspects of industrial relations is another im portant
s e rv ic e of the F ed era l Governm ent. Data are regu la rly published
on the operations of the econ om ic system in general and on such
s p e c ific item s as w ages, em ploym ent, p rice le v e ls , hours of w ork,
produ ctivity, provision s in union agreem en ts, industrial accid en ts,
etc.
These data are used by unions, e m p lo y e rs, em ployer organ ­
ization s, m ed ia tors, a rb itra to rs, business p e r io d ic a ls , the p r e s s ,
and Governm ent ag en cies.
The sou rce fo r m uch of these statistics is the Bureau of
Labor Statistics of the U. S. Departm ent of L abor.
This Bureau
has no en forcem ent or adm inistrative functions. Its p rim a ry fu n c­
tion is the co lle ctio n and analysis of data, m ost of which it obtains
from e m p lo y e r s 1 bu siness r e c o r d s .
These data are supplied by
em ployers on a voluntary b a sis, under a pledge of confidentiality
fo r individual com pany inform ation.
State L egislation A ffectin g Union-M anagem ent Relations
In the United States, certain legal rights and pow ers are
within the p rovin ce of the F ed eral Governm ent, and certain others
are re se rv e d to the individual States.
In the area of legislation
affecting la bor, national legislation is usually applicable to those
m atters which transcend State lin es.
The L abor Management R e ­
lations (T aft-H artley) A ct o f 1947, fo r exam ple, is applicable to
w ork ers and em ployers engaged in industries affecting co m m e rce
between the States. Within each State, many w ork ers are excluded
from covera ge of the act.
Many States have passed laws to apply w here F ederal laws
are not applicable, or to deal with s trictly lo ca l situations. Thus,
12 States have laws sim ila r to the Labor Management Relations A ct,
applicable to the w ork ers not co v e re d by that A ct.
These laws
gen erally guarantee to w ork ers the right to organ ize, to se le ct a
union to rep resen t them, and to bargain co lle ctiv e ly . Unfair labor
p ra ctice s are defined fo r both em ployers and em ployees in m ost of
these statutes.
In the m atter of settling disputes, 42 States and 3 te r r ito ­
ries have established p roced u res fo r voluntary m ediation or c o n cilia ­
tion, while 3 additional States have set up program s fo r dealing
with public utility disputes only. Each of 18 States em ploy one or
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13

m ore fu ll-tim e m ed ia tors; 6 have fu ll-tim e m ediation b oa rd s.
A lm ost alt States provide fa cilitie s fo r voluntary arbitration if
m ediation fa ils .
S o -ca lle d "right to w ork " law s, in effect in 18 States in
m id -1 9 5 8 ,11 prohibit union secu rity p rovision s in co lle ctiv e b a r ­
gaining agreem ents by requiring that no one shall be denied the
right to w ork becau se of m em bership or nonm em bership in a labor
union. That is , union m em bership or the lack of it cannot be a
condition of obtaining or continuing em ploym ent. In this m anner,
the closed shop and the union shop, as w ell as maintenance of
m em bership p ro v is io n s , are forbidden.
S everal States regulate or prohibit certain kinds of
strik es, picketing, or b oy cotts. In a few States, strikes are p r o ­
hibited unless the w ork ers them selves vote in fa vor of the w ork
stoppage. O cca sion a lly, a strike notice to the appropriate State
enforcin g agency is requ ired , stating that after so many days the
w ork ers w ill strik e. During this "co o lin g o ff" p eriod , which ranges
from 10 to 30 days in different States, the State agency gen erally
tries to bring about settlem ent by m ediation. About one-third of the
States prohibit sitdown, sympathy, or ju risd iction a l strik es.
including
picketing
picketing
cotts are

O ne-third of the States prohibit certain types of picketing,
m ass picketing, picketing w here no labor dispute e x ists,
of h om es, and "stra n g e r" picketing (when the person s
have no relationship to the em p loyer). Secondary b o y ­
also prohibited in about on e-fourth of the States.

About on e-th ird of the States have requirem ents fo r the
filin g of union financial statements and other reports sim ila r to the
requirem ents under the T aft-H artley A ct. F ive States prohibit
unions from making financial contributions to p o litica l cam paign
funds.
Supplementing the F air Labor Standards A ct, which
cov ers w ork ers engaged in interstate co m m e rce or the production
of goods fo r interstate co m m e r ce , 33 States have enacted minimum
wage law s, p rin cip a lly applicable to w om en and m in ors. In 11 States,
laws apply a lso to m en not cov ered by the F air Labor Standards A ct.
State m inim um wage standards are usually below the F ederal
standard.
E nforcem ent of the various State law s, and assistan ce to
w ork ers and em ployers in maintaining good working relation sh ips,
gen erally rest with the Departm ent of Labor of each State. In ad ­
dition, these departm ents frequently have statistical and re se a rch
functions. State Labor Departm ents are found in alm ost all States.
11
In addition, 1 State bans union se cu rity p rovision s coverin g
agricu ltu ral w o rk e rs .




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2:12

Labor-Management Programs in Training
and Retraining Workers

The problem of training and retraining w ork ers is o f
m a jor im portance in all cou n tries, since the sk ills o f the work
fo r c e contribute pow erfully to the ch a ra cter and le v e l o f indus­
trial output and the rate of industrial growth.
In m ost esta b ­
lishm ents in industrially advanced co u n trie s, there are constant
innovations in produ cts, m a teria ls, and m ethods to m eet the
demands of a dynam ic m arket: M anufacturing m ethods are im ­
proved; new m achines o f in creasin g com p lexity are introduced;^
and new plants are built.
Training is a n ever-en din g problem
in a growing econ om y, sin ce the la bor requirem ents fo r all
types o f productive activity tend to change continuously.
Just as industrial patterns change, so com p osition of
the labor fo r c e also undergoes continual alteration— new w ork ­
e r s enter the la bor m arket; others leave it.
Many w ork ers
m ove fr o m job to jo b , often to occupations with which they are
not thoroughly fa m ilia r, p articu larly if w ork ers with sp e cific
skills are not available in the la bor m arket.
In the United States, variou s p rogram s have been de­
v ised to provide w ork ers with the types o f training ca lled fo r
by different types o f w ork.
Highly skilled cra ft occu pation s,
fo r exam ple, require m ore than routine knowledge o f p r o c ­
e s s e s involved, the e x e r c is e of co n sid era b le independent ju d ge­
m ent, a high degree of dexterity and, in som e c a s e s , re sp o n ­
sibility fo r valuable products or equipm ent. L o n g -te rm training
p rog ra m s, such as apprentice training, are designed to p r o ­
duce skilled cra ftsm en thoroughly grounded in a particular
c ra ft, and qualified to adopt it as their life w ork.
M ost w ork ers re ce iv e their job training through le s s
form a l s h o r t-te r m or in-plant training p ro g ra m s . T hese are
gen erally designed to teach w ork ers only sp e cific occu pation s.
W ork ers may also pick up differen t sk ills in form a lly while at
w ork through observation , o r by prearran ged d iv e rsifica tio n o f
o n -th e -jo b training designed to make them available fo r other
jobs on a production line or in a plant departm ent.
The public s ch o o ls , sp ecia l trade and vocational sch o o ls ,
night sch o o ls , technical institutes, and A rm ed F o r c e s training
cen ters frequently provide occupational training of value to
younger w ork ers d esirou s o f entering a particu lar cra ft o r
trade. These types of training m ay o r m ay not be o ffe re d with
industry o r union support; in any c a s e , they gen erally operate
apart fro m d ire ct la bor or m anagement co n tro l, and hence are
not d iscu ssed in this chapter.




(i)

2

F in ally, there are training or tra d e-in form a tion p r o ­
gram s undertaken by m anagement o r unions solely on their own
in itiative, or by unions and m anagement in d ire ct coop era tion ,
p articu larly to aid in adjusting to tech nological changes.
About 40 percent of the additions to the skilled labor
fo r c e com e from identified s o u r c e s , such as apprenticeship,
im m igration of skilled w o rk e rs, and vocational s ch o o ls . The
rem aining 60 percent are assum ed to have acqu ired their skills
through in form al training and experien ce on the jo b .
The various m ethods used to m eet the training p ro b ­
lem are d iscu ssed in the follow in g pages.

A pprentice Training
A pprentice training o ffe rs the m ost d irect route to
em ploym ent in cra ft occu pation s, with none of the delays o r
uncertainties incident to the casual m ethod o f picking up a trade.
F orm a l apprentice training in the United States is
guided by the Bureau of A pprenticeship and T raining, U. S. D e­
partm ent o f L a b or.
This B ureau1s principal function is to en­
courage the establishm ent o f sound apprenticeship and training
program s in industry and to provide technical assistan ce and
training aids and m aterials fo r setting up these p rogram s; it
does not provide the actual training.
The B ureau1s program
in turn is guided by a F ed e ra l Com m ittee on A ppren ticeship,
co m p rise d of leaders of m anagem ent, la b o r, and vocational
education.
Through its fie ld staff, with o ffice s in about
150 c it ie s , the Bureau a ssists industry in establishing appren­
ticesh ip and other training p ro g ra m s. Twenty-nine State g ov ­
ernm ent agencies operate with sim ila r o b je c tiv e s .
As p ra cticed by m odern industry, apprenticeship is
a b u sin e ss-lik e system o f training in which the young w orker
entering industry r e ce iv e s in struction and exp e rie n ce , both on
and o ff the jo b , in the p ra ctica l and th eoretical aspects of the
w ork in a skilled trade.
The period o f training v a ries with
the particular trade but typically is fo r at lea st 3 o r 4 y e a rs .
Training tasks are planned in in creasin g o rd e r of difficulty, so
that by the end of his apprenticeship the w orker is fa m iliar
with all the w ork of his trade.
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3

The fundamentals o f a good apprentice training p r o ­
gram , as laid out by the F ed eral Com m ittee on A ppren ticeship,
include p rovision s fo r the follow ing:
The starting age of an apprentice to be
not less than 16.
A schedule of work p r o c e s s e s in which
an apprentice is to be given training and e x ­
perien ce on the jo b .
O rganized instruction designed to provide
the apprentice with knowledge in technical
subjects related to his trade# (A minimum
of 144 hours a year of such instruction is
norm ally con sid ered n e c e s s a r y .)
A p r o g r e s siv e ly in creasin g schedule of
w a g es.
P ro p e r supervision o f o n -th e -jo b training
with adequate fa cilitie s to train ap pren tices.
P e rio d ic evaluation of the a p p r e n tic e d
p r o g r e s s , both in job perform an ce and r e ­
lated instruction, and the m aintenance of
appropriate r e c o r d s .
E m p loy ee-em p lo y e r coop era tion .
R ecognition of su cce ssfu l com p letion .
A pproved program s are gen erally given public r e c o g ­
nition through the p r o c e ss of voluntary registra tion with the
Bureau of A pprenticeship and Training.
Individual apprentices
also re ce iv e recogn ition through this registra tion p rogra m . Not
all program s are r e g is te re d , h ow ever.
Many excellen t p r o ­
gram s operate without this recogn ition .
In spite of the advantages of apprenticeship as a method
of learning a trade and entering industry, w orkers com ing into the
labor m arket are often financially unable to undertake the 3 or m ore
years o f training, at wage sca le s below what they m ay com m and in
other jo b s , in ord er to becom e proficien t in a s p e cific cra ft o r o c ­
cupation. Of those who do undertake an apprenticeship p rogram ,
large num bers drop out b efore com p letion , the need fo r m ore ea rn ­
ings being the m ost com m on reason. Not infrequently, apprentices
are able to m ove to another plant and obtain journeym en wages at




2:12

4

o n ce, pa rticu larly if they have p ro g re s se d fa r enough in tra in ­
ing to have a fa ir knowledge of their jo b . Others are laid o ff o r
d isch a rged, and never resum e their a p p recticesh ip . Others s im ­
ply do not like the trade and m ove on to different occu pation s.
At the end o f 1957, there w ere 185,690 active appren­
tices in apprentice program s re g is te re d with the Bureau of
A ppren ticeship and T raining.
Of th ese, 112,260 were in the
con stru ction trades; 14,350 in printing; 19, 960 in the m etal trades;
and 39, 120 in sev era l hundred other trades and occupations* Many
of these apprentices w ere m a rrie d and had fa m ilies to support.
Tw elve of the 48 States accounted fo r alm ost tw o-thirds o f the
total number of apprentices; 5 of these States accounted fo r
n early 40 percen t.
R eg istered apprentice program s do not account fo r
the total number of apprentices in training.
An unknown num ­
b e r of u n reg istered training p rogram s of varying quality also
provide m ore o r le s s fo rm a l apprenticeship in struction.
The
num ber of apprentices trained by this m ethod is unknown.
The entire apprenticeship system — at national, State,
and lo c a l le v e ls — is based on voluntary coop eration between
m anagem ent and la b o r , industry and governm ent, and the shop
and the sch o o l.
This coop eration is re fle cte d by national c o m ­
m ittees, set up by national em ployer association s and labor
unions to w ork out m ethods fo r the developm ent and im p ro v e ­
m ent o f training in their resp ectiv e trades and in du stries.
Since the actual em ploym ent and training of appren­
tice s o c c u r s at the lo c a l le v e l, the w ork of national and State
apprenticeship groups is d irected toward stimulating in terest
in the developm ent o f apprenticeship p rogram s on the part o f
lo c a l em p loyers and em p loy e e s. The m a jority o f the apprentice
p rogram s operate in individual establishm ents; h ow ever, som e
6, 000 join t apprenticeship com m ittees w ere functioning in 1958
on a com m unitywide o r areawide b a s is .
These group program s
average between 20 and 25 participating establishm ents each
and constitute an im portant part o f the whole apprenticeship
p rogra m .
An in creasin g number o f com m unitywide joint appren­
ticesh ip com m ittees are em ploying fu ll-tim e training d ire c to rs
to c a r r y on area apprenticeship p ro g ra m s.
E fforts of State and com m unity a g en cies, as w ell as
industry and union organ ization s, have turned in crea sin g ly to ­
w ard the p rop er selection and placem ent of individuals desirin g
to em bark upon an apprenticeship p rogram . C ostly m istakes can
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5

be avoided when the p rospective a p p r e n tic e d skills and aptitudes
are p roperly understood and the sele cte d occupation suits his
ca p a b ilities.
Aptitude tests are now in general use throughout
the country. The State of New Y ork , fo r exam ple, conducts a
testing program to make sure that the trade and the apprentice
are p roperly m atched. The Joint C arpentry A pprenticeship C o m ­
m ittee, com p osed of union and em ployer rep resen ta tives, has
adopted aptitude testing to reduce the high co s t of apprentices
who quit b efore com pleting their training.
The U. S. Bureau of
E m ploym ent Security also has developed a s e rie s of tests fo r
general use.
Under m ost of the testing p rog ra m s, applicants are
screen ed fir s t on the basis of their ph ysical qu alification s, b a ck ­
ground, ch a ra cte r, in terests, and present and potential financial
situation.
This latter point helps to determ ine whether o r not
an apprentice w ill be finan cially able to com plete the p rogram .
If an applicant s u cce ssfu lly passes this fir s t screen in g , he is
further tested as to his intelligence and his n u m erical, spatial,
and manual a b ilities. A ll o f these tests are devised and ad­
m in istered with their applicability to s p e cific trades in mind.
Standards governing the em ploym ent o f apprentices are
frequently written into c o lle c tiv e bargaining agreem ents between
em ployers and unions.
C lauses included in agreem ents relate
to the establishm ent and adm inistration of the p rogra m , the in ­
denture of ap pren tices, the number perm itted, qualifications fo r
entering apprenticeship, and the length of the apprenticeship
p eriod .
Other apprenticeship clau ses establish standards fo r on th e-job training, c la s s r o o m in struction, regulations governing
the work done, the amount of pay, hours to be w orked, ov e rtim e ,
em ploym ent, la yoff, adm ission to journeym an status, and other
item s governing the em ploym ent of appren tices.
Separate agreem ents fo r the guidance of apprenticeship
p rog ra m s, as distin ct fro m the regular co lle ctiv e bargaining
agreem en ts, are frequently negotiated. These usually supplem ent
the general agreem ents, and give detailed in structions fo r the
Joint C om m ittees1 operation o f the p ro g ra m s.
An agreem ent between the G eneral Building C on tra c­
tors A ssocia tion and the B rotherhood of C arpenters and Joiners
in Philadelphia is indicative o f the way in which standards fo r
an apprentice training p rogram are establish ed.
This agreem ent
provides that apprentices shall be between the ages o f 16 and 24;
o f good m ora l ch a ra cter; able to speak, read, and w rite the
English language; and ph ysically able to p e rfo rm the manual
w ork o f the trade.
Four yea rs of R ea so n a b ly continuous11




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6

em ploym ent is sp ecified as the term of apprenticeship, supple­
m ented by 144 hours a year of c la s s r o o m instruction related to
the trade.
R equirem ents as to a variety o f w ork e x p e rie n ce ,
com p eten ce, in terest, term s of em ploym ent, e t c ., are established
by the apprenticeship agreem ent. Wages fo r apprentices start at
on e-th ird the jou rn eym a n ^ wage; at the secon d 6 months o f appren­
ticesh ip , they advance to 40 percent. T h erea fter, wages in cre a se
8 percent each 6 m onths, with the eighth 6-month p eriod at 88 p e r ­
cent of jou rn eym a n ^ w ages. The num ber o f apprentices to be e m ­
ployed during a stated period is determ ined by a Joint A p p re n tice ­
ship C om m ittee, com p osed of 3 m em bers each fro m the a ssocia tion
and the union. This com m ittee also adm inisters all details of the
apprentice program .
T erm s and conditions of apprenticeship as found in other
agreem ents vary in accord an ce with conditions found in the s p e cific
plant o r area, but generally fall within the lim its established by the
national apprentice p rogram . F or exam ple, a 1957 apprenticeship
agreem ent between the Boeing A irplane C o, and the International
A ssocia tion o f M achinists provides fo r 6-m onth (1,000-hou r) wage
in cre a s e s with a starting wage o f $1,355 per hour. At the end of
4 y e a rs , the wage rate is $ 2 ,3 5 5 an hou r. F o r 5 -y e a r ap pren tices,
the wage at the end of the tenth 6-m onth p eriod is $ 2 ,6 0 5 an hour.
The length of the apprenticeship in m ost industries is determ ined by
the tim e n e ce s s a ry to m aster the trade (usually 3 o r 4 y e a rs ). The
amount of tim e to be spent on each phase of the program m ay be
stated— fo r exam ple, how many hours should be spent on each m a ­
chine and in c la s s . The rate of p ro g re ssio n and the amount of pay
at each step are nearly always fixed.
In-P lant Training
By fa r the la rg e s t number o f w ork ers gain their training
not through apprentice sy stem s, but through other in -plant, o n -th e job training m ethods in gen eral use in A m erica n industry. These
e m p lo y e r-s p o n s o re d program s m ay be conducted as fo rm a l training
co u rs e s or by instructing w orkers in the way to p e rfo rm one or
m ore op era tion s.
E m p loyers undertake training program s fo r many rea son s,
p ra ctica lly always in con sid eration o f their own sp e cific la bor n eed s.
The prin cipal reasons fo r the use o f in-plant training are (l) to
train new w ork ers in sp e cific s k ills , either to fill jo b s in an e sta b ­
lish ed operation o r to man a new departm ent or plant; (2) to retrain
w ork ers whose jobs have been abolished or changed through te ch ­
n olog ica l or product changes; and (3) to train w ork ers within the e s ­
tablishm ent fo r p ro g re s siv e advancem ent in the regular job pattern.

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7

As a p ractical m atter, program s o f in-plant training are
com m only of two types. The fir s t of these, and by far the m ost
com m on, is the training o f an individual w orker to operate a s p e c i­
fic machine o r p erform a definite operation in the productive p r o c ­
e s s . This training is m ost often accom p lish ed in form a lly, through
instruction by a fellow w orker o r , p refera b ly, by a com petent tra in ­
ing su p erv isor. Shop training of this type does not pretend to ap­
proach the thorough grounding in skills o ffe re d by apprenticeship
instruction; how ever, it is adequate to teach the w orker to perform
the type of work he is em ployed to do. B road shop experien ce
coupled with aptitude and opportunity m ay in fa ct lead to a high de­
gree of sk ill, particularly if experien ce is gained in p ro g re ssiv e ly
m ore difficult tasks.
O cca sion a lly, an em p loyer, or an em ployer and union to ­
gether, w ill operate a separate training departm ent fo r the develop­
m ent of basic sk ills, so that the w orker enters the actual productive
p r o c e s s e s with at least som e m easure of training. This type of
training is given m ost often when la rge num bers o f w orkers are
needed fo r sp ecific occu pation s, o r if the requ ired skill can be a c ­
quired m ore effectiv ely away fro m the jo b .
The secon d general type o f in-plant training is ca r rie d
forw a rd with a different objective in view— that of training w orkers
to do p ro g re ssiv e ly m ore difficult jobs in the plant or industry and
thus be able to advance into higher paid occupations as openings
o c c u r , but no set tim e of training in any one o r all parts is agreed
upon beforehand, and the trainee has no assurance that he w ill get
com plete training in all aspects o f the trade. This type of training
o ffe rs the em ployer the advantage of having a r e se rv e o f skilled
w ork ers available, without having to seach fo r them in the labor
m arket.
In many types of em ploym ent, it is possib le for w orkers
to m ove fr o m job to job as vacan cies in better jobs o c c u r , p ro ­
g ressin g fro m the least resp on sib le to the m ore and m ore difficult,
until they acquire the n e ce s s a ry knowledge and skill to do the high­
est grade of w ork, o r even to enter the su p ervisory ranks. The
line of p rog ression m ay apply to a single group of related occu p a ­
tion s, or to all of the jobs in a departm ent o r an establishm ent.
In p ra ctice , the line o r com bination of lines is m odified to suit the
individual situation. Pure sin g le-lin e p ro g re s sio n is usually too
cu m bersom e fo r the em p loyer, and requ ires the em ployee to learn
too many jo b s . Separate lines o ffe r a selection of occupations and,
in som e instan ces, fa ster advancem ent, although the to p -le v e l o c ­
cupations m ay not be available becau se of the w orker rs unfam ili­
arity with som e jo b s .




?:12

8

Within many unionized establishm ents, sen iority rules
apply in the prom otion of w orkers through jo b -p r o g r e s s io n chan­
n e ls , the w orker having the m ost s e rv ic e often getting fir s t
opportunity to take the job if he m eets established ability r e ­
quirem ents.
R osters establishing the place of each em ployee
in the job system are usually kept and are used in prom otions
and in layoffs or dem otions in the event of a reduction in fo r c e .
The problem of tran sferability o f skills is ever p r e ­
sent in program s of training, retraining, or p ro g re s sio n and is
of particular sign ificance in the latter two.
Not all occupations
requ ire sim ila r a b ilities.
E m ployees in low er le v e l job s m ay
lack the ba sic training fo r higher paid w ork, with the resu lt
that a great deal of additional training is n e ce ssa ry b e fo re
tran sfer is p o s s ib le .
H ow ever, when job sim ila ritie s exist
within the same operating unit, o r where a number o f em ployees
w ork together on a single productive p r o c e s s , m ost problem s
of tran sferability of skills are autom atically elim inated through
experien ce accum ulated on the jo b .
F in ally, unskilled o r partially trained w ork ers (p ar­
ticu la rly younger w ork ers) m ay be brought into industry as
le a rn e rs . Usually their training is lim ited to a single o ccu p a ­
tion. When com p ared with apprenticeship, this training is
rudim entary.
The F ed era l m inim um wage law perm its payment
of le s s than the lega l m inim um wage, under s p e cific G overn ­
ment authorization, fo r ‘le a r n e r s , m e ss e n g e rs , ap pren tices, and
handicapped w o r k e r s '1 during their learning period , "to the e x ­
tent n e ce s s a ry in ord er to prevent curtailm ent of opportunities
fo r em ploym ent" fo r the le s s than fully qualified, w o r k e r .
Union A greem en t P r o v is io n s . — Som e union contracts
include clau ses regulating the conditions under which training
m ay be conducted o r lea rn e rs em ployed.
The follow ing lea rn er clau ses are illustrative o f those
found in union agreem ents:

x

The com pany m ay em ploy lea rn ers or
s h o rt-te rm apprentices on a basis mutually
satisfa ctory to the com pany and the union.
L ea rn ers m ay be em ployed only when no
trained operators are available on the de­
partm ental sen iority lis ts .
*

2:12




*

❖

9

B efore lea rn e rs are em ployed, the m atter
shall be taken up by the em ployer with the
union, and if the parties do not agree as to
whether they are n e ce ssa ry and the con d i­
tions of their em ploym ent, the m atter shall
be arbitrated as provided in this agreem ent*
A secon d type of in-plant training deals with that p r e ­
s crib e d fo r regular em ployees who are selected to operate new
equipm ent, e sp ecia lly when tech n ological changes are involved.
R epresentative clau ses are as follow s:
The com pany agrees that when fo r any
reason changes in its operating methods or
p ra ctice s requ ire additional knowledge or
sk ill on the part of its em p loyees, such e m ­
ployees w ill be given the opportunity to study
and p ra ctice to acquire the knowledge and
skill n e ce s s a ry to retain their em ploym ent,
provided the individuals can qualify fo r the
new w ork within a reasonable training period .
The com pany agrees to furnish the n e ce ssa ry
in struction at the e m p lo y e e 1s prevailing rate
of pay*
*

* *

If new equipment is put into s e rv ice by the
com pany, in sp e cto rs, lead m e ch a n ics , and m e ­
chanics shall be given every opportunity to b e ­
com e fa m ilia r with the new equipment without
change o f cla ssifica tio n o r rate.
❖

* *

In the event . . • m echanical o r ele ctro n ic
equipment is in stalled, m anagement shall p r o ­
vide reasonable training arrangem ents fo r e m ­
ployees affected by such installation in o rd e r
that such em ployees may have an opportunity
to becom e qualified fo r available jo b s .
Another type of clause stressin g union-m anagem ent
coop eration in w orker training is:




The com pany shall continue to cooperate
with the union1s educational com m ittee to make
certain education fa cilitie s available to its e m ­
p loy ees, in o rd e r that they m ay re ce iv e tra in ­
ing to qualify them fo r work in m ore than one
departm ent in the plant, if they so d e s ir e .

2:12

10

Q ualifications fo r w ork ers fo r training o r tra n sfer to
another job are som etim es sp ecified :
The meaning o f qualified . . . shall be that
the em ployee is ph ysically able to p e rfo rm the
w ork and has the im m ediate or potential skill
requ ired as determ ined by the em p loyer.
Other Training P rog ra m s
Other types of training p ro g ra m s, in addition to appren­
ticesh ip and in-plant training, are frequently established to m eet
a sp e cific need. F or exam ple, when a m anufacturing plant begins
operations in a new loca tion , it m ay d isc o v e r that w ork ers trained
in needed sk ills are not available. This is m ost lik ely to o ccu r
when the new location is a sm all com m unity lacking a r e s e r v o ir of
trained la b o r.
Although the m ost com m on solution to this problem is
fo r the com pany to establish its own training c e n te rs , agencies o f
the State and com m unity in which the plant is located m ay, on o c ­
ca sion , take part in the training p rogra m . F o r exam ple, when an
e le c tr ic a l m anufacturer decided to locate a new plant in Batavia,
N. Y. , it enlisted the aid of these agencies to train som e 800 a s ­
s e m b le r s , in s p e cto rs , repairm en , te s te r s , and trouble analyzers
needed fo r the plant operation .
C ou rses w ere designed accord in g to com pany s p e c ific a ­
tion s. Aptitude tests and job counseling w ere provided by the
New Y ork State em ploym ent s e r v ic e s . T rainees attended c la s s e s
voluntarily on their own tim e. These c la s s e s w ere held in the
evening, with in stru ctors em ployed by the education departm ent of
the lo c a l s ch o o ls , paid in part fro m F ed eral and State funds. C la s s ­
room and bench w ork was taught in an available sch ool building,
which made it un n ecessary fo r the com pany to rent sp a ce. A ll in­
struction instrum ents and equipment w ere furnished by the c o m ­
pany. An estim ated 4 -w eek reduction was made in the tim e
n e ce s s a ry to bring op era tors up to production standards as a r e ­
sult o f the training.
Training of old er w orkers fo r continued em ploym ent is
assum ing in creasin g im porta n ce, as health is im proved and longevity
is in cre a s e d . This training is based upon the working exp erien ce
and the ph ysical qualifications the w ork er brings to the jo b . The
problem m ay be one of training the old er w orker to co n se rv e his
e n e rg ie s , rather than to teach him m ore about the jo b . It is s o m e ­
tim es possib le to set up a separate p r o je c t o r departm ent fo r such
w o rk e rs , so that it is not n e ce s s a ry fo r them to com pete with
younger persons in the establishm ent.

2:12




Ill

The selection and training o f su p e rv iso rs is a m anage­
m ent p roblem som ewhat rem oved fr o m the field of w orker
training fo r productive operation s.
H ow ever, candidates fo r
su p erv isory positions gen erally com e fro m the ranks o f the
w o rk e rs , and their abilities to fill su p erv isory position s are
judged to a con sid erab le extent by their job p erform a n ce and
working relation sh ip s.
Actual training p rogram s fo r su p e rv iso rs
range fro m sim ple o n -th e -jo b experien ce and ru le-of-th u m b
decisionm aking to elaborate co u rs e s involving c la s s r o o m w ork,
in struction through role playing, and understudying operating
s u p e r v is o r s .
Instruction manuals are im portant adjuncts to w orker
training p rog ra m s, p articu larly in the m ore d ifficu lt occupations*
These manuals help trainees to advance in the m ost e fficie n t
m anner, thus reducing the time and c o s t n e c e s s a r y fo r training
p ro g ra m s,
B asic educational prin cip les are applied in the
newer m anuals, so that definite p r o g r e s s iv e program s are f o l ­
low ed and gaps in in struction are avoided.
A ssista n ce in e s ­
tablishing training program s is available fro m the U. S. D epart­
m ent of L a b o r 1s Bureau of A pprenticeship and T raining.
Union educational and training program s are p rim a rily
devised to be of assistan ce to m em b ers in union o r o ff-th e -jo b
a ctiv itie s .
In m ost unions, this means that educational a ctivities
w ill be lim ited to those subjects which w ill help the w orker to
be a better union m em b er, to a ssist him in p erform in g his s o ­
cia l o r com m unity obligation s, and to guide him in his p o litica l
a ctiv itie s. Other sp ecia l co u rs e s m ay train sele cte d w ork ers
fo r union lea d ersh ip . These aspects of w orkers* education have
already been d iscu ssed (Chapter 1:06, W orkers* E ducation).
Many unions con sid e r job training, p a rticu larly o f the
lim ited in-plant type, as a function which em p loyers m ust p e r ­
fo r m . Unions m ay coop era te in these program s but do not
often undertake such training on their own part.
T here a re ,
h ow ever, a few notable exceptions to this ru le . S om etim es a
union w ill have m em b ers who are faced with problem s of
changing m anufacturing m ethods o r o f a new produ ct, when
m anagem ent o ffe rs no training o r retraining p ro g ra m s.
These
changes m ay or m ay not affect the u n io n 's ju risd iction a l c o n ­
tro l over an occupation; n ev erth eless, the union w ill often help
its m em b ers to m aster the new sk ills which are needed.
In
other in stan ces, unions find that they can be o f sp ecia l s e rv ic e
in helping w ork ers im prove their knowledge of a trade o r cra ft,
even when no problem of occupational change has a risen .




2:12

12

An outstanding exam ple of a union program designed
to keep its m em bersh ip abreast o f tech n ological changes is
found in the w ork being done by the International T ypographical
Union.
Photographic m ethods of com posing are replacing the
h ot-m eta l p r o c e s s in many establishm ents, with consequent
threat to the job s o f the union1s m e m b e rs.
The ITU has
adopted a plan w hereby m em b ers are advised of new d evelop ­
m ents, and are o ffe re d assistan ce in training so that they can
change to the new p r o c e s s as it is introduced.
Union p rogram s of the " r e fr e s h e r 11 type, designed to
help cra ftsm en retain certain skills not in constant use and-to
keep them advised about new m ethods and produ cts, are being
conducted by som e unions.
F o r exam ple, a C hicago lo c a l o f
the P lu m b e r s 1 union, working with the Plum bing C o n tr a c to r s 1
A sso cia tio n , has devised a cou rse fo r its m em b ers which in ­
cludes such subjects as m ech anical drawing, blueprint reading,
in terpretation of the city plumbing co d e , and all types o f s o l­
der w ork, join t wiping, lead burning, pipe welding, cutting,
and brazin g.
The Chicago B oard of Education a ssists the p r o ­
gram by supplying the c la s s r o o m s and the tea ch ers.
The
P lu m b e r s 1 union also operates a national training p rogra m ,
offerin g advanced apprentice training as w ell as r e fr e sh e r and
retraining co u rs e s fo r journ eym en .
Som e unions also issu e handbooks fo r use o f appren­
t ic e s , le a rn e rs , and in -plant tra in e e s.
The T ech n ical E du ca­
tion C om m ittee o f the S te re o ty p e rs 1 and E lectroty p ers * Union,
fo r instance, has issu ed a handbook fo r apprentices which c o n ­
tains 12 chapters on fundamentals of the trade, with exam ina­
tion sheets fo r each chapter, a sam ple A pprentice A sso cia tio n
Constitution and B y-L aw s section , and inform ation concern ing
the standards established fo r apprentices by the U. S. D epart­
m ent of Labor* s Bureau o f A pprenticeship and T raining. The
union fe e ls that the program is advantageous in maintaining an
adequate and skilled m em bersh ip orien ted toward union
o b je c t iv e s .
F in ally, s e v e ra l unions
of new developm ents and sp ecia l
union papers and jou rn a ls.
The
Painters are exam ples of unions
u sefu l.

2:12




keep their m em b ers in form ed
techniques of their trade in
M achin ists, C arp en ters, and
which have found this m ethod

4:02

Selected Bibliography

CO NTENTS
Page
Introduction

________________ _____ _______________ __________________________ ________ ____

i

The labor movement ______ ___ _______________ ______ . . . ______________ ________ ___________
A. History ----------------------------------------------------------------------------------------------------------------B. General studies _________________ ________________ _______ ________ _______________
C. Union a c tiv itie s _____ ______ _________ ________ «.____________ ___ __________________
D. Studies of particular unions and union leaders _____________________________________
E* Problems of special g r o u p s _________________

2
2
3
6

7
9

Collective bargaining and other labor-movement activities _________________________________
A* Collective bargaining in gen eral____________________________________________________
B. Wages, hours, job evaluation, time s t u d y _____ _____
C* Employee benefit plans ______________ ________________ ________ _____ ______ ___ ___
D. Grievance procedures, arbitration, s t r ik e s _____ __
E. Productivity and technological change ____________________________________________
F. Cooperation and human relations ___
G. Manpower, mobility, and labor markets ____________________________________________

18
20
22
23

Government and labor _______________________ ___ ______________ _______ ______________ _____
A. Legislative controls ____________________________
B. Social s e c u r i t y ______ _________ __________________ _______________ ____ _______ ___
C. Wartime and special types of regu lation _______ ___ _________________________ ____ __
D. Government as an employer ___________________ _________ __________ _____ ________

25
25
26
27
28

Current information sources

28

_________________ _________________ _______ ________ _______ ___

10
10
13
15

IN T R O D U C T IO N

A vast quantity of books, pamphlets, articles, and documentary materials dealing with the
American labor movement, collective bargaining, and other aspects of the broad field of industrial
relations are now available for study and research purposes,and each month brings more. The scholars
and professionals working in the field generally know where to go for the information they want, but
the nonprofessional person seeking more knowledge is often at a loss as to where to begin. People of
other countries, eager to know more about United States labor history and practices, are in much the
same position. This bibliography was prepared to serve these needs.
For this type of use, considerable weight had to be given to the question of availability in
the selection of items to be listed. Thus, the choice of items was narrowed to those still in print or
most likely to be available in general libraries. Many significant contributions to the literature on
industrial relations, primarily articles in professional, Government, and business journals, and docu­
mentary materials such as convention proceedings, unfortunately do not meet these qualifications and
are therefore not listed. Also omitted are specialized technical or statistical studies which would be
of interest mainly to technicians in the field. Included in this latter category are many publications
of the U. S. Department of Labor.
The fact must be emphasized that a listing herein does not constitute an endorsement of the
point of view, opinions, or statistics set forth in the publication. Moreover, the omission of any spe­
cific publication should not be construed as a reflection on its contents or author; such an omission
may have come about through oversight or because the publication was considered outside the scope
of this bibliography.




(1)

2

TH E LABO R MOVEMENT
A.

History

Brief History of the American Labor Movement. Bull. 1000 (Revised). U. S. Depart­
ment of Labor, Bureau of Labor Statistics, 1957. 85 pp. Government Printing
Office, Washington.
A concise description of the mainstreams of the labor movement in the United States. A chronology
of principal labor events from 1778 to 1957 is included.

The Labor Story. By Aleine Austin. New York, Coward-McCann, 1949- 244 pp.
A fast moving history of the labor movement in America from the union viewpoint, with special atten­
tion to the CIO.

A Short History of the American Labor Movement. By Mary R. Beard. New York, The
Macmillan Co., 1924. 202 pp.
A simply written story of the labor movement in the United States from 1776 to 1924, showing what the
early movement had in common with labor goals in other countries, and wherein it was unique.

History of Labor in the United States. By John R. Commons and A ssociates. 4 vols.
New York, The Macmillan Co., 1918, 1935- Vol. 1, 623 pp.; Vol. 2, 620 pp.; Vol. 3,
778 pp.; Vol. 4, 683 pp.
A detailed discussion of the labor movement up to 1896 is given in vols. 1 and 2. V ols. 3 and 4,
published in 1935, present a comprehensive survey of the development of labor organizations and labor
legislation. This entire work is generally regarded as a basic text in the field.

Labor in America. By Foster Rhea Dulles. New York, Thomas Y. Crowell Co., 1955.
402 pp.
A reasonably comprehensive history of the development of the trade union movement in the United
States.

The American Federation of Labor: History, P olicies and Prospects. By Lewis L.
Lorwin and Jean A. Flexner. Washington, Brookings Institution, 1933- 573 pp.
An interpretive history of the AFL with discussions of its status and outlook prior to the period of
growth during the latter 1930,s.

The International Labor Movement. By Lewis L. Lorwin. New York, Harper & Brothers,
1953. 366 pp.
A survey of the history, p olicies, and outlook of the international labor movement, from the First
International to the International Confederation of Free Trade Unions and all of the various organiza­
tions between. While the work is largely historical, some interpretive material is included, particularly
in the concluding chapter.

A History of Trade Unionism in the United States. By Selig Perlman. New York, The
Macmillan Co., 1922. 312 pp.
A comprehensive and authoritative survey of early labor organization and labor legislation in the
United States, from the beginning to about 1919* Based on the work of Commons and Associates
previously noted.

4:02




3

Left Wing Unionism, A Study of Radical P olicies and T actics. By David J. Saposs.
Brookwood Labor College, New York, International Publishers, 1926. 192 pp.
Although dated, this is a book of lasting significance. The author presents the historical and
theoretical setting of a long period of internal strife in the labor movement.

The A. F. of L. in the Time of Gompers. By Philip Taft. New York, Harper & Brothers,
1957. 508 pp.
A study of the development and growth of the American Federation of Labor to 1924. A welldocumented and analytical study, using Federation sources.

The Labor Movement in the United States, 1860-1895* By Norman J. Ware. New York,
D. Appleton and Co., 1929. 409 pp*
This work is primarily concerned with the history of the Knights of Labor, and deals more sympa­
thetically with that organization than many other histories. Another volume by this author, The
Industrial Worker, 1840-1860, tells of the agitation for better hours and living standards in the earlier
period.

American Labor and the International Labor Movement, 1940 to 1953* By John P. Windmuller. New York State School of Industrial and Labor Relations, Ithaca, N. Y., 1954.
243 pp*
An account of the relationships of the AFL and CIO with the World Federation of Trade Unions and the
International Confederation of Free Trade Unions. Differing views of foreign policy and the proper
objectives of the trade union movement are emphasized.

B.

General Studies

American Labor and the American Spirit. Bull. 1145* U. S. Department of Labor, Bureau
of Labor Statistics, 1954. 66 pp. Government Printing O ffice, Washington.
A report designed primarily to provide members of foreign teams visiting the United States under
Government auspices with background and insight into various aspects of the trade union movement.
A good short report for general reading.

Directory of National and International Labor Unions in the United States, 1957.
Bull. 1222. U. S. Department of Labor, Bureau of Labor Statistics, 1957. 64 pp.
Government Printing O ffice, Washington.
Basic data on membership, structure, and functions of unions. Also lists all national and inter­
national unions and State labor organizations, their addresses, officers, convention dates, the
official journal, and number of members and local unions.

The American Workers’ Fact Book. U. S. Department of Labor, 1956. 433 pp- Govern­
ment Printing O ffice, Washington.
A report on workers in the United States, and the laws and conditions affecting them. Valuable for
short and easily read items about a wide variety of subjects. Main topics include the labor force;
employment and unemployment; labor’ s share; worker groups; on the job, economic security; labor and
management; foreign labor activities; and Government and the worker.




4:02

4

The Practice of Unionism. By Jack Barbash. New York, Harper & Brothers, 1956.
465 pp.
A study of unions in day-to-day operation, informally presented. Built upon his previous book Labor
Unions in Action (1948), the author, employed by the AFL-CIO at the time this later book was written,
uses the words of the unionist whenever possible to explain why men join unions and how unions are
operated and governed.

The Economics of Collective Action. By John R. Commons. New York, The Macmillan
Co., 1950. 414 pp.
In this, his last work, Professor Commons attempts to summarize his well-known system of "institutional
econom ics" as opposed to traditional economic concepts, which he describes as treating the individual
"lik e atoms, molecules, steam engines, horsepower and the like, controlled by external forces and not
self-controlled."

The Labor Problems of American Society. By Carroll R. Daugherty and John B. Parrish.
Boston, Houghton, Mifflin Co., 1952. 846 pp.
An introductory text giving a comprehensive view of the labor movement. The human relations aspects
of labor problems are emphasized.

AFL-CIO: Labor United. By Arthur J. Goldberg. New York, McGraw-Hill Book Co.,
Inc., 1956. 319 pp.
A good reference work dealing with the events which led to the merger of the AFL and CIO. The dis­
cussion of the constitution of the combined organizations is particularly valuable. Although the author
was on the inside of negotiations, there is no disclosure of materials or actions not already part of the
public record. Texts of the constitution, the no-raiding agreement, and other basic documents are
included.

Voluntarism in Organized Labor in the United States, 1930-1940. By George G. Higgins.
Washington, Catholic University Press, 1944. 182 pp.
A study of the causes and effects of the American Federation of Labor’ s change in legislative policy
during a crucial decade.

Trade Unionism in the United States. By Robert F. Hoxie. New York, D. Appleton and

Co., 1923. 409 pp.
An analysis of the development of union programs and the control of labor organizations in the United
States. Particular emphasis is given to trade union theory. A " c l a s s i c " among labor movement studies.

Industrial Relations Research Association, Annual Proceedings, Madison, Wis., 1948 and
following years.
Proceedings of the annual meetings of this association present, year after year, papers and discus­
sions of current and lasting interest about various phases of the labor movement. Most of the better
known authors and scholars in the field are represented.

Interpreting the Labor Movement. Industrial Relations Research Association, Madison,
Wis., 1952. •207 pp.
A series of reports by specialists in various aspects of the labor movement, relating to the theory and
structure of organized labor and unions’ roles and policies in various fields of activity.

4:02




5

Labor: Institutions and Economics. By Alfred Kuhn. New York, Rinehart and Co.,
Inc., 1956. 616 pp.
A textbook which gives a comprehensive view of recent thought on labor problems. The book is
divided into two parts, the first of which discusses unions, their policies, and the processes they
carry on; the second part deals with wages, hours, and job security.

Labor Problems and Trade Unionism.
Noble, 1952. 320 pp.

By Robert D. Leiter. New York, Barnes and

A volume of the College Outline Series, which presents in concise form “ all the significant facts” a
student may be expected to know during the first year of specialized study of labor relations.

Labor's Progress and Some Basic Labor Problems. By Harry A. Millis and Royal E.
Montgomery. New York, McGraw-Hill Book Co., Inc.. 1938. 584 pp. (Vol. 1,
Economics of Labor.)
A detailed and exhaustive analyses of labor problems and economic theory. Dated, but a good source
book.

Organized Labor. By Harry A. Millis and Royal E. Montgomery. New York, McGraw-Hill
Book Co., Inc., 1945- 930 pp. (Vol. Ill, Economics of Labor.)
A comprehensive study of the historical development and present structure, policies and practices of
labor unions and their relation to labor legislation and the courts. Collective bargaining, strikes, con­
ciliation, and arbitration are also discussed. Valuable for reference use.

A Theory of the Labor Movement. By Selig Perlman. New York, Augustus M. Kelley,
1949. ' 321 pp. (Reprint of the 1928 edition.)
Presents a theory developed on the basis of a survey of labor movements in Russia, Germany, Great
Britain, and the United States. One of the great books in this field.

American Labor Unions; What They Are and How They Work. (Revised edition.) By
Florence Peterson. New York, Harper & Brothers, 1952. •270 pp.
A survey of labor unions in the United States, including their history, organization and activities.
Includes a considerable amount of reference material.
E c o n o m i c s and P r o b le m s o f L a b o r .
S t a c k p o le C o . ,

1955. 821

(T h ir d e d i t i o n .)

B y P h ilip T a f t .

H a r r is b u r g , P a . ,

pp.

An institutional approach to labor organizations covering their place in the economy, their evolution
and structure, and the nature of collective bargaining as illustrated by experience in specific
industries.

A Philosophy of Labor. By Frank Tannenbaum. New York, Alfred A. Kaopf, 1951199 ppAn interpretation of the labor movement as an institutional response to the insecurities of a freemarket economy.

Ebb and Flow in Trade Unionism. By Leo Wolman. New York, National Bureau of
Economic Research, 1936. •251 pp.
A study of trade union membership, by union, between 1897 and 1936, with some discussion of the
causes of fluctuations.




6

C.

Union Activities

U n i v e r s i t i e s and U n io n s in W o r k e r s’ E d u c a t io n .

1955. *206

B ro th e rs,

B y Jack B a rb a sh .

N e w Y o r k , H arp er &

pp.

An account of the work being done to build cooperation between unions and universities in developing
education programs for workers, particularly as carried on by the Inter-University Labor Education
Committee.

The House of Labor. Edited by J. B. S. Hardman and Maurice F. Neufeld. New York,
Prentice-Hall, Inc., 1951. 555 pp.
A collection of articles by various authors about special fields of union operation and activity. Some
of the subjects treated are political activity, research, communications, welfare and community
services, educational activity, and functions and aims of the union staff.

Financial Reports of Labor Unions. By George Kozmetsky. Boston, Harvard Graduate
School of Business Administration, 1950. 1280 pp.
An analysis of trade union accounting methods, with particular reference to the United Steelworkers
and the International Ladies’ Garment Workers' Union. Both of these unions make their accounting
reports generally available. Recommendations for improvement of union accounting are included.

Labor Education: A Study of Needs, Programs, and Approaches. By Joseph Mire.
Madison, Wis., Inter-University Labor Education Committee, 1956. 200 pp.
Presents an inventory of needs, an evaluation of past and present approaches to them, and recom­
mendations to bring about expansion of the scope and volume of workers’ education. A handbook and
guide for the strengthening of this special branch of adult education.

Union Security. By Orme W. Phelps. Institute of Industrial Relations, University of
California, Los Angeles, 1953. •57 pp.
A brief discussion of various aspects of union security, including the issues involved and the effects
of legislation.
T h e U n io n M em b er S p e a k s .
H a l l , I n c .,

1955. *247

B y H ja lm a r R o s e n and R . A . R o s e n .

N ew Y o rk , P r e n tic e -

pp.

Report on a questionnaire study of members of the International Association of Machinists in St. Louis,
Mo., to find out what they thought the union should do and was doing, and how they felt about it. A
majority of the members were satisfied in some areas, dissatisfied in others.
T h e L o c a l U n io n :
S tra u ss.

I ts P l a c e in th e I n d u s tr ia l P la n t .

N e w Y o r k , H arper & B r o t h e r s ,

B y L eo n ard R . S a y le s and G eo rg e

1953. 1269

PP-

A careful study of local unions and their leaders based on observation of 20 locals with from 100 to
2,000 members. The main points covered include grievance procedure, officers and stewards, and
problems of union democracy.
U n io n R i g h t s and U n io n D u t i e s .

B y J o e l S e id m a n .

N e w Y o r k , H a r c o u r t, B r a c e and C o . ,

1943. 238 pp.
The responsibilities of trade unions to their members, to management, and to the public are discussed.
Various remedies for the correction of abuses are proposed.

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7

The Structure and Government of Labor Unions. By Philip Taft. Cambridge, Mass.,
Harvard University Press, 1954. 312 pp.
Studies of radicalism, elections, dues and salaries, discipline, and appeals in the American labor
movement. Union activities in seafaring, automobile, steel, and teamsters* unions are discussed in
separate chapters.

Proceedings, Second Constitutional Convention of the AFL-CIO. Washington, American
Federation of Labor and Congress of Industrial Organizations, 1957.
Convention reports and proceedings of the combined and separate federations are of great value in the
study of union activities. This report on the most recent convention of the AFL-CIO is of particular
interest because of its coverage of efforts of the Federation to eliminate racketeering and other evil
influences from its ranks.

D.

Studies o f Particular Unions and Union Leaders

Labor Unionism in American Agriculture. Bull. 836. U. S. Department of Labor, Bureau of
Labor Statistics, 1945. 457 pp. Government Printing Office, Washington.
A detailed study of the history of unionization and unrest among agricultural workers.

John L. Lewis: An Unauthorized Biography. By Saul D. Alinsky. New York, G. P. Putnam’ s
Sons, 1949. 387 pp.
A sympathetic biography, in contrast to James A. Wechsler*s critical biography—Labor Baron (see p. 11).
U n io n s and T e l e p h o n e s :
Jack B a rb a sh .

T h e S to ry o f th e C o m m u n ic a t io n s W o rk ers o f A m e r i c a .

N e w Y o r k , H arp er and B r o t h e r s ,

1952. 246

By

pp.

This volume presents an interesting and easy-to-read account of the origins, development, and problems
of unionism in the telephone industry.
E m p ire in W ood :

A H is t o r y o f th e C a r p e n t e r s ’

U n io n .

B y R obert A . C h r is tie .

S ta te S c h o o l o f I n d u s tr ia l and L a b o r R e l a t i o n s , I t h a c a , N . Y . ,

1956. 356

N ew Y ork

pp.

A study of the United Brotherhood of Carpenters and Joiners of America and the men who led it, up to
1941. A perceptive study which, because of the union’ s long history and its importance in the AFL,
includes much of general interest about the labor movement.
The Labor L ead er:

A n E x p lo r a to r y S tu d y .

B y E l i G in z b e r g .

N e w Y o r k , T h e M a c m illa n

Co., 1948. 191 PPA study of labor leaders based on 10 national unions. Contains a detailed description of the organiza­
tion of a local union and its first strike.
T h e M aritim e S to ry .
P ress,

1958. 388

B y J o s e p h P . G o ld b e r g .

C a m b r id g e , M a s s ., H arvard U n iv e r s it y

pp.

An analysis of the factors which have influenced the development of maritime unions and the course
of labor-management relations in the maritime industry from 1900 to the present time.
T h e U A W and W a lter R e u th e r .
H ou se,

1949. 309

B y Irvin g H o w e an d B . J . W id ic k .

N ew Y o rk , R andom

PP-

A discussion of internal problems of the United Automobile Workers and the personalities involved.




4:02

8

Heritage of Conflict: Labor Relations in the Nonferrous Metals Industry up to 1930. By
Vernon H. Jensen. Ithaca, N. Y., Cornell University Press, 1950. 495 pp.
A history of the struggles of unionism in metal mining, with particular reference to the Mine, Mill and
Smelter Workers Union,

Collective bargaining in the Nonferrous Metals Industry. By Vernon H. Jensen. Berkeley,
Institute of Industrial Relations, University of California, 1955. 69 pp.
A condensed description of the conflicts which have marked collective bargaining in the nonferrous
metals industry, including some more recent data than the work listed above.

Sidney Hillman, Statesman of American Labor. By Matthew Josephson. Garden City,
N. Y., Doubleday and Co., Inc., 1952. 701 pp.
Biography of the man who founded the Amalgamated Clothing Workers, helped to organize the CIO, and
served as a labor representative in Government agencies during World War II.

Union House, Union Bar. By Matthew Josephson. New York, Random House, 1956.
pp-

369

A history of the Hotel and Restaurant Employees and Bartenders International Union. Biographical
studies of the union’ s leaders form a large part of the book.

Stores and Unions: A Study of the Growth of Unionism in Dry Goods and Department
Stores. By George R. Kirstein. New York, Fairchild Publications, Inc., 1950.
246 pp.
A study of the history of union organization in the field, with an analysis of special problems of
unionization in retail trade. The period from 1890 to 1950 is covered.

The Musicians and Petrillo. By Robert D. Leiter. New York, Bookman A ssociates,
1953. 300 pp.
A story of James C. Petrillo, told in the context of a history of the union which he led.

Union Democracy: The Internal P olitics of the International Typographical Union. By
Seymour M. Lipset, Martin A. Trow, and James S. Coleman. Glencoe, 111., The Free
Press, 1956. 455 pp.
A story of the ITU’ s internal political activity, of special interest because of the union’ s two-party
system of elections.

American Labor Leaders: Personalities and Forces in the Labor Movement. By Charles
A. Madison. New York, Harper & Brothers, 1950. 474 pp.
Biographical studies of Labor leaders against the background of their industries and unions.

The New Men of Power: America’ s Labor Leaders. By C. Wright Mills. New York,
Harcourt, Brace and Co., 1948. 323 PPA collective portrait of 500 labor leaders, including their social and educational backgrounds, political
and economic views, and potentialities for leadership in case of an economic crisis.

4:02




9

Seventy Years of Life and Labor, An Autobiography. By Samuel Gompers. Edited by
Philip Taft and John A. Sessions. New York, E. P. Dutton and Co., Inc., 1957.
334 pp.
An abridged, 1-volume version of Gompers* autobiography, first published a generation ago. Since
Gompers* life and the founding and development of the AFL are inseparable, this work is of special
value as a part of Federation history.

Labor Baron: A Portrait of John L. Lewis. By James A Wechsler. New York, William
Morrow and Co., 1944. 278 pp.
A critical biography of the head of the United Mine Workers by a veteran newsman.

E.

Problems o f Special Groups

Older Workers Under C ollective Bargaining. Bull. 1199*1> Hiring, Retention, Job Termi­
nation. 30 pp. Bull 1199-2, Health and Insurance Plans, Pension Plans. 27 pp.
U. S. Department of Labor, Bureau of Labor Statistics, 1956. Government Printing
O ffice, Washington.
A 2-part study which analyzes the status of older workers under collective bargaining agreements.

Negroes in the United States: Their Employment and Economic Status. Bull. 1119U. S. Department of Labor, Bureau of Labor Statistics, 1952. 58 pp. Government
Printing O ffice, Washington.
A statistical study of trends in Negro employment from 1940 to 1952.

Migratory Labor in American Agriculture* Report of the President's Committee on
Migratory Labor. 1951. 188 pp. Government Printing Office, Washington.
A thorough analysis of the problems of migratory labor in the United States. Working conditions, em­
ployment procedures, and illegal importation of alien labor are among the problems considered.

Hearings . . . on S. 692, A Bill to Prohibit Discrimination in Employment. . . U. S. Congress83d, 2d Session, Senate, Committee on Labor and Public Welfare, 1954. 410 pp.
Government Printing Office, Washington.
Contains information on the extent of discrimination and the influence of legislation and voluntary efforts
by employers in reducing it. A report on the experience in 36 States and municipalities is included.
E m p lo y in g th e S e r i o u s ly Im p a ir e d .

B y R o b e r t D . M e lc h e r .

U n iv e r s it y o f C a l i f o r n i a , L o s A n g e l e s ,

1951- 33

I n s t it u t e o f I n d u s tr ia l R e l a t i o n s ,

pp.

A statement of the problem of employment of impaired persons. Methods of rehabilitation, employer
experience, and the attitude of organized labor are described.

White Collar; The American Middle C lasses. By C. Wright Mills. New York, Oxford
University Press, 1951. 378 pp.
A sociological study of various groups of white-collar employees, with one chapter devoted to their
unionization.




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10

Selected Studies of Negro Employment in the South. National Planning Association,
Committee of the South. Washington, 1955* 483 pp.
Studies which include discussions of the role of unions in the development of biracial employment
practices in the southern States.

Organized Labor and the Negro. By Herbert R. Northrup. New York, Harper & Brothers,
1944. 312 pp.
Negro experiences in particular industries and unions over a long period of time up to 1944 are dis­
cussed in this volume.

Race* Jobs, and P olitics; The Story of the FEPC. By Louis Ruchames. New York,
Columbia University Press, 1953* 255 pp.
A study of the operation of the Fair Employment Practices Committee during World War II. Some
attention is also directed to antidiscrimination legislation since the war at the State and local level,
with emphasis upon the record of New York State.

Negro Labor: A National Problem. By Robert C. Weaver. New York, Harcourt, Brace
and Co., 1946. 329 pp.
A study of Negro advances in employment during World War II,

C O L L E C T IV E B A R G A IN IN G A N D O T H E R L A B O R -M O V E M E N T A C T IV IT IE S
A.

Collective Bargaining in General

Collective Bargaining Provisions. Bull. 908 and subsequent studies. U. S. Department
of Labor, Bureau of Labor Statistics. Government Printing Office* Washington.
The BLS Bull. 908 series contains 19 bulletins, dated 1948-50. A highly practical series, it is un­
fortunately now outdated and out of print. More recent bulletins have been issued by BLS on specific
topics as a continuing program of agreement provision studies.

Unions, Management and the Public. By E. Wight Bakke and Clark Kerr. New York,
Harcourt, Brace and Co., 1948. 946 pp.
A compilation of nearly 300 selected writings, including discussions of labor problems, from a wide
variety of sources. Many points of view are presented. The whole work is tied together by editorial
introductions to each general section.

Mutual Survival, The Goal of Unions and Management. By E. Wight Bakke. New York,
Harper & Brothers, 1946. 82 pp.
A report of interviews with management and union leaders, revealing how each party is concerned with
its own survival and how the interests of the other have often been ignored. The author believes that
it is more important to know why the other party behaves as it does than to have convictions on how
it ought to behave.

4:02




11

Labor-Management Relations in Illini City. Vol. I, The Case Studies; Vol. II, Explorations
in Comparative Analysis. By W. E. Chalmers and others. Champaign, Institute of
Labor and Industrial Relations, University of Illinois, 1953-54. 809 and 662 pp.,
respectively.
A monumental research project by an interdisciplinary team of economists, sociologists, and psycholo­
gists. Eight establishments in 5 industries in a midwestern city of 50,000 were studied in detail.
Primarily an experimental and exploratory study.

Collective Bargaining. By Neil W. Chamberlain. New York, McGraw-Hill Book Co.,
Inc., 1951. 534 pp.
A detailed study of collective bargaining presenting some of the more challenging ideas on labormanagement problems. Approach is from marketing, governmental and managerial points of view.
This work is intended for advanced study.

A Decade of Industrial Relations Research, 1946-1956. Neil W. Charvberlain, Frank
C. Pierson, Theresa Wolfson, Editors. New York, Harper & Brothers, 1958. 205 pp.
A valuable evaluation of current literature in the field of industrial relations research, resulting from
a survey initiated by the Industrial Relations Research Association.

Review and Reflection: A Half-Century of Labor Relations. By Cyrus S. Ching.
New York, B. C. Forbes and Sons Publishing Co., Inc., 1953- 204 pp.
A general discussion of collective bargaining and its relation to the Government. Drawing from his
wide experience in private industry and Government service, the author suggests methods for arriving
at harmonious collective bargaining relations.

Contemporary Collective Bargaining. By Harold W. Davey. New York, Prentice-Hall,
Inc., 1951. 532 pp.
A detailed account, with special attention to the legal and administrative framework of collective
bargaining. Bargaining in manufacturing industries is emphasized.

Causes of Industrial Peace Under Collective Bargaining. Various authors. Washington,
National Planning Association. (Case Study No. 1, 1948; others at intervals to the end
of 1953-) Various, pagings.
Studies of selected companies with good records of union-management accommodation, undertaken to
determine what makes for healthy collective bargaining relationships. Study No. 14 draws together what
was discovered about the factors and conditions favorable for these results.

Causes of Industrial Peace Under Collective Bargaining. By Clinton S. Golden and
Virginia D. Parker. New York, Harper & Brothers, 1955- 369 pp.
A condensed analysis of the National Planning A ssociation's studies under the same title. Studies of
companies in which collective bargaining has resulted in harmonious union-management relations.

The Dynamics of Industrial Democracy. By Clinton S. Golden and Harold J. Ruttenberg.
New York, Harper & Brothers, 1942. 358 pp.
Basic principles of collective bargaining and trade unionism are discussed by two practical and ex­
perienced men in the labor movement.




4:02

12

Goals and Strategy in C ollective Bargaining. By Fredrick H. Harbison and John R.
Coleman. New York, Harper & Brothers, 1951- 172 pp.
A study of the underlying aims and methods of collective bargaining in industry, which attempts to
determine what types are good or bad. Three models are set up: armed truce, working harmony, and
union-management cooperation.

Labor and Industrial Relations: A General Analysis. By Richard A. Lester. New York^
The Macmillan Co., 1951. 413 pp.
A text focused generally on union-management relations, intended primarily for newcomers in the labor
relations field. Both labor market and nonmarket forces are considered, with particular emphasis on
goals and motivations of union-management leaders.

Insights into Labor Issues. Richard A. Lester and Joseph Shister, Editors. New York,
The Macmillan Co., 1948. 368 pp.
A variety of essays by leading labor economists, arranged under the general headings of labor rela­
tions, wages and the labor market, labor, and fuil employment. A study of collective bargaining by
professional societies is included.

Collective Bargaining: Principles and Practices. By C. Wilson Randle. Boston,
Houghton, Mifflin Co., 1951. 740 pp.
A textbook on the various aspects of negotiation, including the legal and historical backgrounds, the
scope, the participants, preparation, issues, and finally, the agreement.
L a b o r E c o n o m i c s and L a b o r R e l a t i o n s .

(S e c o n d e d it io n )

B y L lo y d G . R e y n o ld s .

New York, Prentice-Hall, Inc., 1954. 722 pp.
A textbook of considerable value for teaching of labor problems and organization, as well as for
general study. The author is widely acknowledged as one of the leading figures in university
industrial relations research.

Problems in Labor Relations. By Benjamin M. Selekman, Sylvia K. Selekman, and
Stephen H. Fuller. New York, McGraw-Hill Book Co., Inc., 1950. 672 pp.
A study of labor-management relations cases involving the negotiating of new agreements and the
handling of problems that arise during the life of a contract. In some instances, the material is
presented in detail, with verbatim reports of proceedings; in other cases, the material is summarized
by the authors.

The Challenge of Industrial Relations: Trade Unions, Management, and the Public
Interest. By Sumner H. Slichter. Ithaca, N. Y ., Cornell University Press, 1947. 196 pp.
An eminent economist examines the impact of trade unionism upon the national economy, with a- view
to the development of a labor policy in accord with the public interest.

Local Employers' Associations. By William H. Smith, Institute of Industrial Relations,
University of California, Berkeley, 1955- 72 pp.
A discussion of the employers' association, particularly as a bargaining organization, written for the
nonprofessional.

How Collective Bargaining Works. Twentieth Century Fund, Labor Committee. New
York, 1942. 986 pp.
A survey of union-management relations in 16 leading industries and brief summaries of experience in
13 other industries. Separate chapters were prepared by experts in each field under the general
direction of H. A. Millis.

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13

P a r tn e r s in P r o d u c tio n :

A B a s i s fo r L a b o r -M a n a g e m e n t U n d e r s t a n d in g .

C e n tu r y F u n d , L a b o r C o m m it te e .

N ew Y ork ,

T w e n t ie t h

1949* 149 pp-

An examination of the goals of management and labor in an attempt to find a basis for formulation of
a mutual agreement on a philosophy of labor-management relations.
P a tte r n fo r In d u s tr ia l P e a c e .

1951. 245

B y W illia m F o o t e W h y te .

N e w Y o r k , H arper & B r o t h e r s ,

pp.

A complete case history of a single labor-management relationship, showing how relations in a 700employee steel container manufacturing firm changed from conflict to cooperation. The book de­
scribes in detail how the relationship developed.

The Impact of the Union. David McCord Wright, Editor. New York, Harcourt, Brace and
Co., 1951. 405 pp.
A collection of papers and discussions on the economic implications of the trade union movement in a
free, competitive society.

6.

Wages, Hours, Job Evaluation, Time Study

Work, Workers, and Work Measurement. By Adam Abruzzi. New York, Columbia
University Press, 1956. 318 pp.
The reasons why current methods of work measurement fail to meet modern industrial methods, a pro­
cedure for developing valid standards, and how a general theory about work can be developed consti­
tute the subject matter of this book. Intended for, but not restricted to, engineers and students of
industrial engineering.

Real Wages in the United States, 1890-1926. By Paul H. Douglas. New York, Houghton,
Mifflin Co., 1930. 682 pp.
This volume remains the single, most important source on levels and trends in wage rates, hours, and
earnings for the period to which it relates.
W ages:

A n I n tr o d u c tio n .

B y H . M. D o u ty .

C a lifo r n ia , L o s A n g e le s ,

1951. 61

I n s t it u t e o f I n d u s t r ia l R e l a t i o n s , U n iv e r s it y o f

pp.

A brief examination of the concepts and methods of wage payment, wage levels and differentials, union­
ism and wages, the standards of wage determination, and legislation relating to wages.

Wage Structures and Administration. By H. M. Douty. Institute of Industrial Relations,
University of California, Los Angeles, 1954. 72 pp.
A simplified, nontechnical description of the nature and function of wage structures, the union’ s effect
on them, and how job relationships and rate structures are developed. Incentive rates are discussed.
W a ge D e te r m in a tio n U n d er T r a d e U n io n s .
C o .,

1944. 231

B y J o h n T . D u n lo p .

N e w Y o r k , T h e M a c m illa n

pp.

Analysis of the impact of collective bargaining on the pricing mechanism of the labor market. The
author believes that declines in prices and employment constitute an effective downward pressure on
wage rates.




4:02

14

Hours of Work. By William Goldner. Institute of Industrial Relations, University of
California, Berkeley, 1952. 63 pp.
This pamphlet describes briefly the trends in hours of work, Government regulation of the workweek
and collective bargaining over hours, pay for overtime, and shift operation.

A Trade Union Analysis of Time Study. By William Gomberg. (Second edition) New
York, Prentice-Hall, Inc., 1955. 318 pp.
A thorough, well-documented technical analysis of time study, as carried on in the garment industry.
The subject matter relates almost entirely to operator-pacing and wage determination from the view­
point of the union.

Union Policy and Incentive Wage Methods. By Van Dusen Kennedy. New York,
Columbia University Press, 1945* 260 pp.
A study of experience with incentive wage methods in a number of manufacturing industries. Based on
interviews with union locals and plant management.

Hiring Practices and Labor Competition. By Richard A. Lester. Research Report Series
No. 88. Princeton, N. J., Industrial Relations Section, Princeton University, 1954.
108 pp.
A study of hiring and wage policies based on interviews with management representatives in 82 firms
in the Trenton, N. J., labor market area. Interfirm competition for labor and the relationship between
labor mobility and wage determination are given special attention.

Job Modifications Under Collective Bargaining: A Survey of Company Experience and
Four Case Studies. By Richard A. Lester and Robert L. Aronson. Research Report
No. 80. Princeton, N. J., Industrial Relations Section, Princeton University, 1950.
77 pp.
A brief report of a survey of collective bargaining practices in 20 companies on the setting of produc­
tion standards following job modifications. Detailed case studies of the policies of 4 additional
companies are also included.

Wages Under National and Regional Collective Bargaining. By Richard A. Lester and
Edward A. Robie. Research Report Series No. 73« Princeton, N. J ., Industrial
Relations Section, Princeton University, 1946. 103 pp.
This report discusses the effect of regional and national bargaining on uniformity of wage scales in
7 manufacturing industries, including glass, pottery, hosiery, silk and rayon dyeing and finishing,
and pulp and paper.

What’ s Wrong With Job Evaluation: A Trade Union Manual. International Association
of Machinists, Research Department, Washington, 1954. 97 pp.
A trade union manual prepared by a union opposed to job evaluation, which states its objections and
gives advice to its locals about bargaining on job evaluation plans.

Job Evaluation, A Basis for Sound Wage Administration. (Second edition) By Jay L.
Otis and Richard H. Leukart. New York, Prentice-Hall, Inc., 1954. 532 pp.
A comprehensive discussion of methods for the selection, installation, and administration of a job
evaluation program. Consideration is given to the relation between job evaluation and collective
bargaining.

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15

The Structure of Labor Markets: Wages and Labor Mobility in Theory and Practice*
By Lloyd G. Reynolds. New York, Harper & Brothers, 1951. 328 pp.
A case study of labor mobility and wage determination from which is developed a theory of local
labor markets.

The Evolution of Wage Structure* By L. G. Reynolds and C. H. Taft. New Haven, Conn.,
Yale University Press, 1956. 398 pp.
An exploration of the basic factors influencing wage structures and differentials in the United States
and four other countries. The principal issues requiring investigation to establish a meaningful con­
cept of wage structures are discussed.

Trade Union Wage P olicy. By,Arthur M. Ross. Berkeley, University of California Press,
1948. 133 pp.
Investigates the role of the labor union as a wage-fixing institution, particularly as a political agency in
an economic environment.

New Concepts in Wage Determination. George W. Taylor and Frank C. Pierson, Editors.
New York, McGraw-Hill Book Co., Inc., 1957. 336 pp.
A collection of essays designed to identify the institutional and market influences which a ffe ct wage
determination, and to relate them to wage theory. Much of the discussion is technical, and of interest
primarily to professional economists.
M on ey and M o tiv a tio n .
1955.

B y W illia m F o o t e W hyte and o th e r s .

N e w Y o r k , H arp er & B r o t h e r s ,

2 6 8 pp.

Subtitled An Analysis of Incentives in Industry, the book deals in lively style with the effect of wage
incentives on workers and problems of morale and motivation in the factory. Economic incentives alone,
the author demonstrates, often fall short of employer expectations.

Employment and Wages in the United States. By W. S. Woytinsky and Associates. New
York, The Twentieth Century Fund, 1953* 777 pp.
An exhaustive analysis of wage structures and employment conditions contained in one large volume.
The major purpose for which it is designed is, according to the sppnsors, *to help/union and manage­
men t / to understand each other and soberly appraise the facts ultimately determining employment
conditions.’

C.

Employee Benefit Plans

Analysis of Health and Insurance Plans Under Collective Bargaining, Late 1955*
Bull. 1221. U. S. Department of Labor, Bureau of Labor Statistics, 1957. 87 pp.
Government Printing Office* Washington.
A statistical analysis of the provisions of 300 selected health and insurance programs under collective
bargaining^ each covering 1,000 or more workers. The study reveals precisely what health and insurance
plans provide to the worker and his dependents.

Pension Plans Under Collective Bargaining: Vested Rights, Compulsory Retirement,
Types and Amounts of Benefits. Bull. 1147. U. S. Department of Labor, Bureau of
Labor Statistics, 1953* 23 pp. Government Printing Office* Washington.
Statistical analysis of pension plans included in 300 collective bargaining agreements covering nearly
6 million workers.




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16

Digest of One-Hundred Selected Pension Plans Under Collective Bargaining, Winter
1957-58. Bull. 1232. U. S. Department of Labor, Bureau of Labor Statistics, 1958
71 pp. Government Printing Office* Washington.
Details of 100 pension plans in force in 1957-58, covering more than 3 million workers, are presented
in tabular form in this bulletin.

Digest of One-Hundred Selected Health and Insurance Plans under CollectiveBargaining,
1958. Bull. 1236. U. S. Department of Labor, Bureau of Labor Statistics, 1958.
253 pp. Government Printing Office* Washington.
An easy-to-follow presentation of the details of 100 plans.

Health, Insurance, and Pension Plans in Union Contracts. Bull. 1187. U. S. Department of
Labor, Bureau of Labor Statistics, 1955. 8 pp. Government Printing Office* Washington.
A report on a survey of the prevalence and types of plans in effect in the United States in 1954 under
the terms of collective bargaining agreements.

Collective Bargaining Clauses: Dismissal Pay. Bull. 1216. U. S. Department of
Labor, Bureau of Labor Statistics, 1957. 28 pp. Government Printing Office,
Washington.
A study of dismissal pay provisions in collective bargaining agreements, illustrative of the way in
which various unions and employers deal with the problem of job termination through no fault of the
worker.

Pension C osts—In Relation to the Hiring of Older Workers. BES Bull. E150. U. S.
Department of Labor, Bureau of Employment Security, 1956. 26 pp. Government
Printing Office* Washington.
One of a series of studies by the Department of Labor dealing with the status of the older worker.

Welfare and Pension Plans Investigation. Final Report, Committee on Labor and Public
Welfare* U. S. Congress, 84th, 2d Session, Senate* 1956. 365 pp. Government
Printing O ffice, Washington.
This report summarizes the hearings and studies of the subcommittee and staff in the named field,with
conclusions and recommendations for legislation. The hearings themselves are also published and
may be consulted for further analysis.

Pension Plans Under Collective Bargaining: A Reference Guide for Trade Unions. American
Federation of Labor (now AFL-CIO), Washington, 1952. 105 pp.
An analysis of the basic problems in pension planning from the trade union viewpoint.

Health Insurance: Group Coverage in Industry. By Richard N. Baisden and John Hutchinson.
Institute of Industrial Relations, University of California, Berkeley, 1956. 76 pp.
A brief survey of health and welfare plans in industry, with an evaluation of progress to date and ex­
amination of some unresolved issues.

Toward a Democratic Work P rocess: The Hormel Packinghouse Workers’ Experiment.
By Fred H. Blum. New York, Harper & Brothers, 1954. 229 PPA study of the economics of the guaranteed annual wage at the Hormel meatpacking plant, including a
discussion of its effects on the workers and plant efficiency.
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17

S h a rin g P r o f it s w ith E m p l o y e e s .
B o a r d , I n c ., N e w Y o r k ,

B y F . B e a tr ic e B row er.

1957. 92

N a t i o n a l I n d u s t r ia l C o n fe r e n c e

pp.

One of several NICB Studies in Personnel Policy (No. 162), this one dealing with methods and problems
in profit sharing.

Pension Planning: Experience and Trends. By Walter J. Couper and Roger Vaughan.
Industrial Relations Monograph No. 16. New York, Industrial Relations Counselors,
Inc., 1954. 245 pp.
A presentation of factual detail derived from analyses of nearly 500 pension plans. Designed to be of
use by companies planning a pension program.

Industrial Pensions. By Charles L. Dearing. Washington, Brookings Institution, 1954.
310 pp.
An analysis of the structure, operation, and financing of industrial pension plans. Especially interest­
ing is its discussion of the financial problems implicit in the growth of the pension movement.

Profit Sharing in American Business. By Edwin B. Flippo. College of Commerce and
Administration, Ohio State University, Columbus, 1954. 183 pp.
An analysis of the methods used in administering employee profit-sharing plans, with particular
attention to techniques and methods of operation during nonprofit periods.

Guaranteed Wages. By J. W. Gabarino. Institute of Industrial Relations, University of
California, Berkeley, 1954. 61 pp.
This pamphlet describes briefly the history of guaranteed annual wages, the present versions of
guaranteed wage plans, and the arguments for and against such plans.

The Guaranteed Annual Wage: Existing Plans, Employer and Union Approaches,
Bargaining Strategy. Bureau of National Affairs, Washington, 1955- 259 PP*
A review of annual wage plans under collective bargaining, including a checklist of points to be con­
sidered in negotiating for them.

Management and Union Health and Medical Programs. By Margaret C. Klein and Margaret
F. McKiever. U. S. Public Health Service, Publication 329* 1953- 276 pp. Govern­
ment Printing Office, Washington.
An informative study on the operation of health and welfare plans under collective bargaining. It also
describes union health centers which offer the membership direct medical care.

Profit Sharing Patterns. By P. A. Knowlton. Profit Sharing Research Foundation,
Evanston, 111., 1954. 144 pp.
A comparative analysis of the profit-sharing formulas and results of plans of 300 companies with a total
of 730,000 employees.

Profit Sharing Manual. Joseph B. Meier, Editor. Council of Profit Sharing Industries,
Chicago, 1957. 463 pp.
The most recent of a number of publications on profit sharing issued by this Council. Proceedings of
annual conferences are also available from this organization.




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D.

Grievance Procedures , Arbitration, Strikes

Arbitration of Labor-Management Grievances, Bethlehem Steel Company and United Steel­
workers of America, 1942-52. Bull. 1159- U. S. Department of Labor, Bureau of Labor
Statistics, 1954. 42 pp. Government Printing Office* Washington.
This survey of 10 years of grievance arbitration in a large steel company covers the types of grievances
going to arbitration, the problems and solutions in discharge and discipline, seniority, and wage adjust­
ment cases are examined in detail.

Analysis of Work Stoppages, 1957. Bull. 1234. U. S. Department of Labor, Bureau of
Labor Statistics, 1958. 35 pp. Government Printing Office* Washington.
The Bureau of Labor Statistics issues annual bulletins giving detailed information on strikes in the
United States.

Arbitration of Grievances. Bull. 82. U. S. Department of Labor, Bureau of Labor Standards,
1946. 39 pp* Government Printing Office, Washington.
A practical manual on grievance arbitration.
S e t t lin g P la n t G r i e v a n c e s .

1944. 46

pp.

B u ll.

60. U. S.

D e p a r tm e n t o f L a b o r , B u r e a u o f L a b o r S t a n d a r d s ,

G o v e r n m e n t P r in tin g O f f i c e , W a s h in g to n .

A description of grievance procedure, primarily at the plant level.
A r b itr a tio n o f W a g e s .

B y Irv in g B e r n s t e i n .

L o s A n g e l e s , U n iv e r s it y o f C a li f o r n i a P r e s s ,

1954. 125 pp.
An analysis of wage awards under arbitration, from 1945 to 1950, taken from the Bureau of National
Affairs* Labor Arbitration Reports. The situations, the procedural questions involved, and the cri­
teria used by arbitrators in determining the awards are discussed.
S o c ia l R e s p o n s ib ilit y and S tr ik e s .
B ro th ers,

1953- 293

B y N e i l W. C h a m b e r la in .

N e w Y o r k , H a rp er &

pp-

This book, a companion volume to The Impact of Strikes (see below), delves into the social respon­
sibility that union and company officials, in their relations with each other, are so often called upon
to exercise. The author concludes that sanctions now available to the public to compel respect for
social responsibilities are not effective, and suggests a solution— a 'statutory or nonstoppage strike.*
A provocative book, carefully developed.
T h e Im p a ct o f S t r ik e s :

T h e i r S o c i a l and E c o n o m ic C o s t s .

J a n e M e tz g e r S c h i l li n g .

N e w Y o r k , H arp er & B r o t h e r s ,

B y N e i l W. C h a m b e r la in and

1954. 257

pp.

The authors set up a measure for judging the relative costs of strikes to the producers and consumers,
and use it to analyze strikes in the coal, railroad, and steel industries.

Management-Union Arbitration: A Record of Cases. By Maxwell Copelof. New York,
Harper & Brothers, 1948. 345 ppDiscusses arbitration as a substitute for economic warfare. Illustrated by cases which involve dif­
ferent types of labor disputes.

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19

Strikes. By William Goldner. Institute of Industrial Relations, University of California,
Berkeley, 1951. 50 pp.
A good brief analysis of the cause, purpose, and underlying ideas of strikes and their place in indus­
trial relations.

Emergency Disputes and National Policy. Industrial Relations Research Association.
New York, Harper & Brothers, 1955. 271 pp.
Papers by various authors relating to policies toward labor disputes bringing about emergency conditions.
The nature of national emergency disputes, experience in dealing with them under the Taft-Hartley Act,
and the elements of a national policy are discussed.

Industrial Conflict. Arthur Kornhauser, Robert Dubin, and Arthur M. R oss, Editors. New
York, McGraw-Hill Book Co., Inc., 1954- 551 pp.
A collection of essays by contributors from all of the relevant social sciences which is intended to pro­
vide various approaches to the problem of strikes. The nature of industrial conflict, and methods used
in the United States and other countries to reduce it, form the basis for the discussion.

Management Rights and the Arbitration P rocess. National Academy of Arbitrators, Pro­
ceedings, 6th Annual Meeting. Jean T. McKelvey, Editor. Washington, Bureau of
National Affairs, 1956. 237 pp.
A record of proceedings of the organization which includes and represents practically all of the lead­
ing arbitrators in the country. The relationship of management with arbitration, the principal problems
which arise and an intimate discussion of what may be expected from the arbitration process are included.

Conciliation in Action: Principles and Techniques. By Edward Peters. New London,
Conn., National Foremen’ s Institute, Inc., 1952. 266 pp.
Conciliation as it relates to the collective bargaining process is discussed in this work, written in an
informal style. Written by a member of the California State Conciliation Service.

Cases on Labor Relations. By Harry Shulman and Neil W. Chamberlain. Brooklyn,
Foundation Press, Inc., 1949* 1,255 pp.
A collection of arbitrators* opinions concerned with the adjustment of disputes over the meaning and
application of agreements.

The Psychology of Industrial Conflict. By Ross Stagner. New York, John Wiley & Sons,
Inc., 1956. 550 pp.
Deals with union-management relations as a psychological problem, portraying the competition between
organized labor and employers as a complex set of interactions which should be understood to reach
satisfactory settlement of disputes.

Historical Survey of Labor Arbitration. By Edwin E. Witte. Philadelphia, University of
Pennsylvania, 1952. 64 pp.
A study from the University of Pennsylvania Labor Arbitration Series. Other reports in this series cover
additional aspects of labor arbitration (9 pamphlets).
A m e r ic a n L a b o r S t r u g g le s .

B y Sam uel Y e lle n .

N e w Y o r k , H a r c o u r t, B r a c e an d C o . ,

1936. 398 pp.
Analysis of 10 major strikes in coal, steel, textiles, and transportation, describing their causes, tactics
used, and their effect on the labor movement as a whole.




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20

E. Productivity and Technological Change

Productivity: A Bibliography. Bull. 1226. U. S. Department of Labor, Bureau of Labor
Statistics, 1957. 182 pp. Government Printing Office, Washington.
A comprehensive bibliography of book and periodical literature on productivity, including a list of un­
published doctoral dissertations and theses.

The Challenge of Automation. Papers delivered at the CIO National Conference on Auto­
mation. Washington, Public Affairs Press, 1955- 77 pp.
A series of reports by scientists and labor leaders presented at a union conference, designed to present
the problems of automation as they apply to workers.

Automation and Technological Change. Hearings, Joint Committee on the Economic
Report. . . U. S. Congress, 84th, 1st Session. . . October 14-28, 1955. 644 pp.
Government Printing Office* Washington.
Statements by 26 industrialists, labor leaders, and scientific experts on current examples of auto­
mation and their implication for living standards, employment, displacement of workers, changing
occupations, training, etc.

Organized Labor and Production: Next Steps in Industrial Democracy. By Morris L.
Cooke and Philip Murray. (Revised edition) New York, Harper & Brothers, 1946.
277 pp.
Discusses the problems of management and labor in industrial production in order to arrive at mutual
understanding of the problems involved and to suggest techniques for joint solution. An important
expression of union viewpoints.

Labor Relations and Productivity in the Building Trades. By W. Haber and H. M.
Levinson. Ann Arbor,Mich., University of Michigan Press, 1956. 266 pp.
Deals with collective bargaining policies as they relate to problems in the building industry. The wide
variation in union practices between localities and unions is stressed.
M a in te n a n c e o f W ay E m p lo y m e n t on U . S . R a i l r o a d s :
I n s t a b i li t y and R e m e d ia l M e a s u r e s .

A n A n a l y s i s o f th e S o u r c e s o f

B y W illia m H a b e r an d A s s o c i a t e s .

B r o th e r h o o d o f M a in te n a n c e o f W ay E m p l o y e e s ,

1957. 237

D e t r o it ,

pp.

An analysis of the problems of labor displacement among maintenance of way employees. A number of
alternative methods to produce stable employment are proposed.

AFL Attitudes Toward Production, 1900-1932. By Jean T. McKelvey. Ithaca, N. Y.,
Cornell University, 1952. 150 pp.
A survey of the development of union attitudes toward production problems, technological development
and scientific management.

Management, Labor and Technological Change. . . By John W. Riegel. Ann Arbor, Mich..
University of Michigan Press, 1942. 187 pp.
A study of employee attitudes toward technological change and of management techniques for safe­
guarding employee interests when introducing new methods.

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21

Automatic Control. Various authors, Scientific American. New York, Simon and Schuster,
1955. 148 pp.
A compilation of articles by 13 scientists, which appeared in Scientific American magazine, discussing
the principles, applications, and implications of automatic controls. The impact on the working force,
both in the plant and the office, is discussed.

Union P olicies and Industrial Management. By Sumner H. Slichter. Washington, Brookings
Institution, 1941. 597 pp.
A detailed study of the policies and attitudes of unions with reference to production. An important work
in this field, it is now being revised.

Productivity. By Peter O. Steiner and William Goldner. Institute of Industrial Relations,
University of California, Berkeley, 1952. 60 pp.
A pamphlet discussing the concept of productivity, its influence on the growth of the economy, and its
relationship to industrial relations. Written for the nonprofessional audience.

Industrial Productivity. L. Reed Tripp and Editorial Board, Editors. Industrial Rela­
tions Research Association, Madison, Wis., 1951. 224 pp.
Papers by representatives of various disciplines, summarizing what is known about productivity, from
the point of view of their special interests. Trade union attitudes, worker motivation, and other sub­
jects of concern to labor and management are discussed.

Employee Understanding and Teamwork for Greater Productivity. By John P. Troxell.
New York, National Association of Manufacturers, 1954. 97 pp.
A study oriented around the question, *What combination of factors will best supply motivation for
good work and satisfaction in work under varying circumstances?’ Discusses union attitudes and
practices relating to productivity from management’ s viewpoint.

The Man on the Assembly Line. By Charles R. Walker and Robert H. Guest. Cambridge,
Mass., Harvard University Press, 1952. 180 pp.
A study of the effects of mechanized production methods on the attitudes and comfort of the workers.
Suggestions are offered for the elimination of the more distressing consequences.

Toward the Automatic Factory: A Case Study of Men and Machines. By Charles R.
Walker. New Haven, Conn., Yale University Press, 1957. 232 pp.
The impact of automatic technology on job content, labor relations, and working conditions of a modern
factory is treated in detail in this report.

Cybernetics: Or Control and Communication in the Animal and Machine. By Norbert
Wiener. New York, John Wiley & Sons, 1948. 194 pp.
This volume and another by the same author—The Human Use of Human Beings—discusses the under­
lying industrial and socia l factors of automation and the philosophical implications of mechanization
of industry.

The Human Use of Human Beings. By Norbert Wiener. New York, Doubleday-Anchor
Books, 1954. 199 pp.
Discusses the significance of new technological developments and their impact on skill and types of
employment.




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22

Let Erma Do It—The Full Story of Automation. By David 0 . Woodbury. New York,
Harcourt, Brace and Co., 1956. 305 pp.
A discussion of automation for nonexperts, giving an excellent picture of the new technology and its
workings.

F.

Cooperation and Human Relations

Collective Bargaining Clauses: Labor-Management Safety, Production and Industry
Stabilization Committees. Bull. 1201. U. S. Department of Labor, Bureau of Labor
Statistics, 1956. 35 pp. Government Printing O ffice, Washington.
This bulletin presents a variety of union agreement provisions, as contained in contracts covering at
least 1,000 workers each, and a discussion of prevalence and types of clauses.

Union-Management Cooperation. By Kurt Braun. Washington, Brookings Institution,
1947. 259 pp.
A comprehensive analysis of the development of union-management cooperation in the clothing industry
The clothing unions were among the first to promote joint participation on production problems. Signifi
cance of the experience in this industry for other industries is indicated.

The Sociology of Work. By Theodore Caplow. Minneapolis, University of Minnesota
Press, 1954. 330 pp.
Discusses the sociological aspects of the division of labor. Occupational mobility status, attitudes,
and other related subjects are also covered.
T h e P r o p e r S tu d y o f M a n k in d :
Stu art C h a s e *

A n In q u iry in to th e S c i e n c e o f H um an R e l a t i o n s .

N e w Y o r k , H a rp er & B r o t h e r s ,

1948. 311

By

pp.

A study of social science methods and their use. Most of the subjects covered are important elements
in the background of industrial relations. Some chapters deal with research in human relations in
industry.
R o a d s to A g r e e m e n t :
S tu art C h a s e .

S u c c e s s f u l M e th o d s in th e S c i e n c e o f H um an R e l a t i o n s .

N e w Y o r k , H arp er & B r o t h e r s ,

1951. 250

By

pp.

A readable summary report on the work of human relations research centers and institutes. Has many
specific contributions toward an understanding of human factors in labor-management relations.
M a k in g Work H u m an .

B y G le n U . C l e e t o n .

Y e l l o w S p r in g s , O h io , A n t i o c h P r e s s ,

1949. 326 pp.
A study of what workers think about their jobs, what they expect from them, and all of the various
aspects of job requirements, conditions, and rewards.
G r e a te r P r o d u c tiv it y T h r o u g h L a b o r -M a n a g e m e n t C o o p e r a t i o n .
Y o r k , A m e r ic a n M a n a g e m e n t A s s o c i a t i o n ,

1949* 197

B y E rn e st D a le .

N ew

pp.

Company and union experience in integrating labor and management in a common effort to increase pro­
ductivity is analyzed on the basis of reports from 263 companies.

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23

Personnel P olicies and Unionism: The Human Factors in Industry. By Henry S. Gilbertson.
Boston, Ginn and Co., 1950. 463 pp.
Examines personnel management as it relates to management and worker attitudes toward production.
The role of the union in the production effort is discussed.

Research in Industrial Human Relations. Industrial Relations Research Association.
New York, Harper & Brothers, 1957. 213 pp.
Review and appraisal of the experience and accomplishments of practitioners in the field of human re­
lations in industry during the recent years, as distinct from the scientific management approach.
Management and union impact and attitudes are discussed. An important contribution to tne literature
on human relations.
*

Psychology of Labor-Management Relations. Arthur Kornhauser, Editor. Industrial
Relations Research Association, Madison, Wis., 1949- 122 pp.
Analysis of the relation of psychology to industrial relations, in a new frame of reference. Psychologists
have, in the past, accepted management's point of view. This volume presents points of view of union
leaders and scholars not associated with either labor or management.

Labor-Management Cooperation and How to Achieve It. By E. J. Lever and Francis Goodell.
New York, Harper & Brothers, 1948. 143 pp.
A guide to the organization and conduct of joint production committees, written by a director of work­
ers’ education and a management consultant.

The Worker Speaks His Mind on Company and Union. By Theodore W. Purcell. Cam­
bridge* Mass., Harvard University Press, 1953- 344 pp.
Results of a survey of a random sample of production workers in a Chicago meatpacking house. An analysis
of worker attitudes in a plant community, more indicative of loyalties rather than worker reaction in any
particular situation.

Management and the Worker. By F. J. Roethlisberger and W. J. Dickson. Cambridge,
Mass., Harvard University Press, 1939- 615 pp.
Interprets the results of the Western Electric C o.’ s research program in terms of working conditions
and employee efficiency, improvement of employee relations, and a better understanding of employee
satisfaction.

Labor Relations and Human Relations. By Benjamin M. Selekman. New York, McGrawHill Book Co., Inc., 1947. 255 pp.
An analysis of the factors making for maturity in union affairs and in labor-management relations.
A substantial portion of the book is devoted to problems in agreement administration, including
grievance handling and resistance to change.

G. Manpower, Mobility, and Labor Markets

Analysis of Layoff, R ecall, and Work-Sharing Procedures in Union Contracts. Bull. 1209U. S. Department of Labor, Bureau of Labor Statistics, 1957. 35 pp- Government
Printing Office, Washington.
A statistical analysis of the prevalence and interrelation of various aspects of collective bargaining
practices in the subject topics. Illustrative clauses are contained in BLS Bull. 1189-




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24

C o l l e c t i v e B a r g a in in g C l a u s e s :

L a y o f f , R e c a l l , and W o rk -S h a rin g P r o c e d u r e s .

Bull. 1189* U. S. Department of Labor, Bureau of Labor Statistics, 1956. 53 pp.
Government Printing O ffice, Washington.
Selected clauses illustrating the variety of provisions included in collective bargaining contracts are
presented in this bulletin, A statistical analysis of clauses of this type is presented in BLS Bull, 1209.

Spotlight on Women in the United States, 1956-57. U. S. Department of Labor, Women's
Bureau, 1957. 46 pp. Processed. Government Printing Office, Washington.
A summary of the progress of women in the United States in various fields of activity, and in their
changing economic and political role.
H a n d b o o k on W om en W o rk e rs.

1956. 96

pp.

Bull. 261. U. S.

D e p a rtm e n t o f L a b o r , W o m e n 's B u r e a u ,

G o v e r n m e n t P r in tin g O ff ic e * W a s h in g to n .

The most recent of a biennial handbook of facts on women workers, including basic information on
trends in women’ s employment and occupations, the age and marital status and earnings and income of
women workers, women’ s educational status, and State laws affecting the employment and civil and
political status of women.

Changes in Women's Occupations, 1940-50. Bull. 253- U. S. Department of Labor,
Women's Bureau, 1954. 104 pp. Government Printing Office, Washington.
An analysis of the trends in the occupations of employed women between 1940 and 1950, as revealed
by the decennial census of the United States. Increased entrance of women into various occupations
and the shift in relative proportion in each occupation are tabulated.

Labor Mobility and Economic Opportunity. By E. Wight Bakke and others. New York,
John Wiley & Sons, Inc., 1954. 118 pp.
Seven essays, which constitute a report on research on labor mobility in the United States. A downward
trend in mobility is indicated, as workers search for security and for property rights in jobs and
occupations.
M an pow er in th e U n ite d S t a t e s :
A s s o c ia tio n .

P r o b le m s and P o l i c i e s .

N e w Y o r k , H arp er & B r o t h e r s ,

In d u s tr ia l R e l a t i o n s R e s e a r c h

1954. 225

pp.

Papers by specialists in various fields of manpower utilization and motivation, the labor force, and
mobilization for special purposes. In common with other IRRA reports, an interesting and provocative
book.
M an pow er R e s o u r c e s and U t i l i z a t i o n :
J a ffe and C h a r le s D . S t e w a r t.

P r i n c i p l e s o f W orkin g F o r c e A n a l y s i s .

N e w Y o r k , Joh n W ile y & S o n s , I n c .,

B y A . J.

1951- 532

pp.

A general study of the work force, including concepts of measurement, size, economic and social
characteristics, and causal factors determining its character.

Labor Mobility in Six Cities. By Gladys Palmer. New York, Social Science Research
Council, 1954. 177 pp.
A report on the pattern of job movement of workers in 6 cities between 1940 and 1950. The statistical
data are quite complete.
E c o n o m ic o f th e L a b o r

1949. 590

M a rk et.

B y J o s e p h S h is t e r .

P h i l a d e l p h i a , J . B . L i p p in c o t t C o . ,

pp.

An analysis of the operation of the labor market in terms of the interaction of its various institutions-

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25

GOVERNM ENT AND LA B O R

A.

L egisla tive Controls

Federal Labor Laws and Agencies. Bull. 123 (revised). U. S. Department of Labor,
Bureau of Labor Standards,
. 119 pp. Government Printing Office* Washington.

1957

A layman’ s guide’ giving the principal provisions of labor and social insurance laws, Services availabie from agencies which administer the laws are summarized.

Digest of State and Federal Labor Legislation, October 1, 1954, to December 31, 1955,
and January 1, 1956, to October 15, 1956. Bull. 188. U. S. Department of Labor,
Bureau of Labor Standards, 1956. 287 pp. Government Printing O ffice, Washington.
The latest in a long series (since 1937) of studies of legislation on the national and State level.
Covers laws passed during 2 legislative years.

Annual Reports, United States Government Agencies:
Department of Labor, Report of the Secretary of Labor, 1913“
and Wage and Hour Division, 1939*
Federal Mediation and Conciliation Service, 1948National Labor Relations Board, 1936National Mediation Board, 1935Social Security Administration, 1936Government Printing O ffice, Washington.
Reports of operations of Federal agencies which administer labor legislation. These are valuable
sources of information on policy developments, also for operating statistics.

State Labor Legislation, 1937-1947: A Study of State Laws Affecting the Conduct and
Organization of Labor Unions. By Sanford Cohen. Columbus, Bureau of Business
Research, College of Commerce and Administration, Ohio State University, 1948.
150 pp.
Presents a brief analysis of specific laws and discusses trends in relation to the general economic
welfare.

The Labor Injunction. By Felix Frankfurter and Nathan Greene* New York, The
Macmillan Co., 1930. 343 pp*
A classic study of the law of labor injunction and the abuses in its application before the passage
of the Norris-LaGuardia Act.

Collective Bargaining in the Railroad Industry. By Jacob J. Kaufman. New York,
Columbia University Press, 1954. 235 pp*
An explanation of the development and present status of collective bargaining on the railroads. The
problem of collective bargaining under the present complex regulatory legislation is discussed.




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26

Unions Before the Bar. By Elias Lieberman. New York, Harper & Brothers, 1949.
351 pp.
A study of the outcome of 25 hisotric trials, through which the author traces the development of labor
rights in the United States,

From the Wagner Act to Taft-Hartley: A Study of National Labor Policy and Labor
Relations. By Harry A. Millis and Emily Clark Brown. Chicago, University of
Chicago Press, 1950. 723 pp.
Evaluation of two laws of major importance to labor-management relations in terms of whether they
weakened or strengthened collective bargaining. H. A. Millis was chairman of the National Labor
Relations Board from 1940 to 1945 and was able to speak from practical experience with the Wagner
Act, at least. A distinguished example of scholarship, combined with clarity and readability.

Industrial Relations and the Government. By Wayne L. McNaughton and Joseph Lazar.
New York, McGraw-Hill Book Co., Inc., 1954. 531 pp.
A discussion of the development and recent application of labor law, with emphasis upon its legal
aspects.

Labor and the Supreme Court. By Albion Guilford Taylor. Williamsburg, Va., College
of William and Mary, 1957. 178 pp.
A concise statement of the legal status of activities pertaining to labor-management relations, as
determined by the U. S. Supreme Court.
G o v e r n m e n t R e g u la t i o n o f I n d u s tr ia l R e l a t i o n s .
P r e n t i c e -H a ll , I n c .,

B y G e o r g e W. T a y lo r .

N ew Y ork,

1948. 383 pp.

An examination of National labor policy as expressed in the Wagner Act, the World War II program
of emergency controls, and the Taft-Hartley Act, by an experienced administrator, teacher, and
arbitrator.

Social Security

fi.

Adequacy of Benefits Under Unemployment Insurance* Washington, U. S. Department of
Labor, Bureau of Employment Security, 1952. 40 pp., tables. Processed.
Presents views on purposes and principles of benefits and criteria for judging their adequacy.

A Compilation of the Social Security Laws, Including the Social Security Act, as
amended. . . U. S. Social Security Administration, 1955. 272 pp. Government
Printing Office, Washington.
A periodic report on the various social security laws.

Availability for Work: A Study in Unemployment Compensation. By Ralph Altman.
Cambridge, Mass., Harvard University Press, 1950. 350 pp.
An analysis of the availability aspect in qualification for unemployment benefits. Includes a discussion
of the impact of administrative policies on the labor market.

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The American Social Security System. By Eveline M. Burns. Boston, Houghton, Mifflin
Co., 1951. 494 pp.
An analysis of the issues and problems involved in the various parts of the social security system.

American Social Insurance. Revised. By Domenico Gagliardo. New York, Harper &
Brothers, 1955- 672 pp.
A description of social security in the United States, with special reference to the historical develop­
ment of the program.

Know Your Social Security. By Arthur Larson. New York, Harper & Brothers, 1955220 pp.
A description of the Federal social security system, written in simple style to inform the covered
worker of his duties and rights under the law.
L a b o r ’ s R i s k s an d S o c i a l In su r a n c e *

B y H arry A . M i ll i s and R o y a l E . M o n tg o m e ry .

New York, McGraw-Hill Book Co., Inc., 1938. 453 pp- (Vol. II, Economics of Labor.)
A detailed and factual discussion of problems of unemployment, industrial injury, sickness and acci­
dents, and old age. The development of legislation is included.

Pensions in the United States. A study prepared for the Joint Committee on the Economic
Report, 82d Congress, 2d Session, by the National Planning Association. 1952.
106 pp. Government Printing Office* Washington.
A study of the effects of public and private pension programs on the economy and their contributions
to the security and contentment of older workers.

Workmen’ s Compensation: Prevention, Insurance* and Rehabilitation of Occupational
Disability. By Herman Miles Somers and Anne Ramsay Sommers. New York,
John Wiley & Sons, Inc., 1954. 341 pp.
A basic text on the subject, covering its history and development, as well as important administra­
tive and organizational issues.

C. Wartime and Special Types o f Regulation
Problems and P olicies of Dispute Settlement and Wage Stabilization During World War II.
Bull. 1009- U. S. Department of Labor, Bureau of Labor Statistics, 1950. 380 pp.
Government Printing Office* Washington.
A collection of interpretative essays on Government labor policy and controls in wartime.
L a b o r and M a n a g em en t in a C om m o n E n te r p r is e *
M a s s ., H arvard U n iv e r s it y P r e s s ,

1949- 186

B y D o rth e a d e S c h w e i n i t z .

C a m b r id g e ,

pp.

An account of the operation of labor-management production committees under the impetus of the War
Production Board during World War II.




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Wage Determination Under National Boards. By Abraham L. Gitlow. New York,
Prentice-Hall, Inc., 1953. 248 pp.
An analysis of the factors which determine the wage policies followed by Government boards, particularly those established during periods of national emergency,

American Labor From Defense to Reconversion. By Joel Seidman. Chicago, University
of Chicago Press, 1953. 307 pp.
A description of the major developments and various issues affecting labor as they arose during the
defense, war, and reconversion periods.

D.

Government as an Employer

The Labor Problem in Public Service; A Study in Political Pluralism. By Morton Robert
Godine* Cambridge* Mass., Harvard University Press, 1951. 305 pp.
A study of the problems of unionism and collective bargaining among workers in public service, with
particular reference to Federal employees.

Government as Employer. By Sterling Spero. New York, Remsen Press, 1948. 497 pp.
Examines the development of trade unionism among government employees from theoretical, legal, and
historical viewpoints. Particular attention is devoted to the relation of public workers to the general
labor movement and the collective bargaining relationship.

The Federal Government Service. The American Assembly, Graduate School of Business,
Columbia University, New York. 1954.
This report includes a discussion of union organization in the Federal government. Collective bar­
gaining, the right of employees to strike, and employee participation plans are briefly described.

C U R R E N T IN F O R M A T IO N SOURCES

Monthly Labor Review. U. S. Department of Labor, Bureau of Labor Statistics. Govern­
ment Printing Office* Washington.
An authoritative source for current information and statistics on industrial relations, employment,
wages, prices, etc. Also includes articles, summaries of special reports, and book reviews and
notes.

Employment and Earnings. U. S. Department of Labor, Bureau of Labor Statistics.
Monthly. Processed. Government Printing Office* Washington.
A special monthly report on employment, hours and earnings, labor turnover rates, and payroll and man­
hour indexes. State and area statistics are also included.

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AFL-CIO News. American Federation of Labor and Congress of Industrial Organizations,
815 16th St. NW., Washington 6, D. C. (Weekly)
The weekly newspaper of the AFL-CIO. Contains news of national importance to labor, with particular
attention to legislative and political activity.

American Federationist. American Federation of Labor and Congress of Industrial Organi­
zations, 815 16th St. NW., Washington 6, D. C. (Monthly)
The official monthly magazine of the AFL-CIO. Includes articles of interest to labor and reports on
labor conditions and union activities.

Collective Bargaining Report. Department of Research, American Federation of Labor
and Congress of Industrial Organizations, 815 16th St. NW., Washington 6, D. C.
(Monthly)
This bulletin is issued by the AFL-CIO each month. It deals with topics of particular interest to
union officials engaged in collective bargaining.

International Labour Review. International Labor Office* 917 15th St. NW., Washington 5,
D. C. (Monthly)
Publishes reports on many of the studies made by the ILO, also other articles on international labor
problems. Sections on statistics, labor legislation, and lists of publications are also included.

Industrial and Labor Relations Review. New York State School of Industrial and Labor
Relations, Cornell University, Ithaca, N. Y. (Quarterly)
Publishes articles, discussions and comments, news items, lists of current publications, book reviews,
and reports on research—all generally relating to the field of labor relations and labor problems.

Management Record. National Industrial Conference Board, Inc. New York. (Monthly)
A publication intended primarily for the use of business executives. Articles on economic conditions,
wages, prices, personnel practices, and other topics of interest to management are included.

Social Security Bulletin. Social Security Administration, U. S. Department of Health,
Education, and Welfare. Government Printing Office, Washington.
Reports statistical information on operations carried on under the Social Security Act. A lso includes
special articles on various phases of social insurance.




* U. S. GOVERNM ENT PRINTING OFFICE : 1959 0 — 491601

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