ARBITRATION METHODS.

New Zealand Herald, Volume LXVII, Issue 20491, 17 February 1930, Page 8

ARBITRATION METHODS.

In making an explanation of the principles on which his tribunal works, the President of the Arbitration Court has emphasised that the wage rates it fixes are to be regarded as minimum rates, allowing merit to,be recognised by payment on a higher scale. Mx\ Justice Frazer insists that there is room for elasticity, the ruling of the Court simply ensuring theft wages shall not be reduced below the level it prescribes. He could have claimed, further, that the presence in most awavds of an under-rate ' worker's clause prevents absolutely rigid application of the minimum itself. But whatever case can be made for elasticity in wage awards, can the same thing be said of other provisions governing working conditions 1 It is a complaint of employers that awards tend to impose on them restrictions of many kinds, some of which create a degree of inconvenience in the conduct of industry appearing well out of proportion to the benefits conferred on anybody. A few days ago there was a prosecution at Hamilton illustrating this point. Employees of a baker, on a special occasion, arranged to start work earlier than the award prescribed in order that, at their own desire, they should finish earlier. The employer and two employees were fined for this, the magistrate ruling that they had no power to make such an arrangement, but must obey the terms of the award. Here was {in instance in which the restrictions discommoded both parties. The men wished to be free earlier than they normally could be to attend sports. The employer was prepared to meet them, but, owing to the rigidity of what the Court had ordered, both parties were charged with, and penalised for, breaking the law. The Court does not impose these restrictions without believing they arc necessary, but surely there is some room for variation, when good reasons can be advanced. The desire of employees to be free for recreation is not the only circumstance that might make some adaptation of award conditions permissible without any evil consequerices being feared. If satisfactory safeguards can be found against abuse of the under-rate worker clause, surely it would be possible to provide machinery for varying the many restrictions the Court imposes on working conditions with a similar degree of safety. Otherwise the ■ elasticity which Mr. Justice Frazer claims for the regulation of wages must stand in strong contrast to the rigidity and restricI tive character of other conditions I laid upon employers and employees.