INDUSTRIAL MAN-POWER

Otago Daily Times, Issue 25069, 10 November 1942, Page 6

INDUSTRIAL MAN-POWER

OBLIGATIONS OF WORKERS AND EMPLOYERS (Special) WELLINGTON, Nov. 9. “ Through registrations, control over the engagement of labour, and control over essential industries, it is now estimated,” said the Minister of Industrial Man-power, Mr A. McLagan, to-day, “ that almost 500,000 people now come into direct contact with the man-power administration in one way or another. For the benefit of this large body of workers and employers, a summary of the chief provisions of the new regulations has been made.” In essential industries and undertakings, the main obligations placed on employers and workers now are;— Any worker wishing to leave his employment, or employer wishing to dismiss a worker, must first obtain the written permission of a district man-power officer. In cases of serious misconduct, an employer may suspend (but not dismiss) a worker, and must report the suspension within 24 hours to the district man-power officer. If the man-power officer considers the suspension was not justified, he may require the worker to be reinstated, and, if necessary, compensated for time lost. Every decision or direction made by a district man-power officer will be communicated in writing to both the worker and the employer affected, and is subject to'appeal to a Man-power Appeal Committee to be lodged with tire district man-power officer within seven days. Where an appeal is decided in favour of the worker, the committee may require him to be paid for part or all of any lost time incurred. At the hearing of an appeal, any employer or worker may be represented by an officer of the association or industrial union to which he belongs, or by a solicitor. Transfer of Workers A worker may be tx-ansferred to other wox-k if his usual work is abolished or is temporarily not available, or if more urgent work has to be done. A worker temporarily transferred must be paid either the time rate appropriate to his usual work or the rate for the work performed, which ever is the greater. If the person transferred is to work at a lower rate or for more than one month, the distinct man-power officer’s consent in writing must be obtained, and the worker may appeal. Except where a strike interferes, workers in essential undertakings are entitled to a minimum weekly wage, provided that the worker continues to be capable of and available for work and willing to perform other work if his usual work is not available. Part-time workers and certain other workers in essential undertakings are exempted from the provisions of the regulations. Every employer in an essential undertaking must, within 14 , days, notify the district man-power officer of every engagement of a worker lasting more than seven days. Tire notice must state the name and address of the worker, the date on which he was engaged, and the occupation or capacity in which he has been engaged. Absence for more than four hours during ordinary working hours or persistent shorter absences such as lateness or early leaving must be repoided at once by the employer to the district manpower officer unless the absence was by permission or with reasonable excuse. The district inan-power officer may order a deduction from wages of up to two days” pay for such absences. Any person or company, etc., may be directed to perform such services as the Minister of Industi'ia! Man-power may require. Workers may be x-equired to register for work of national importance, and when registered may be directed to such work by a district man-power officer. An employer may be directed to give employment and any necessary training to any person directed under any 'Of these regulations. All directions are subject to appeal. The provisions of the Occupational Re-establishment Regulations apply to all workers directed from their existing employment. Obligations on Employers

The new regulations impose three important obligations on all employers:— It is an offence for any employer to engage a worker who has left an essential undertaking without consent in writing of a district man-power officer. (If a worker has left an essential undertaking with the consent of a district manpower officer, y he or she should be able to produce a copy of the notice giving consent. In all cases employers should take reasonable steps to verify where the worker was last employed.) It is an offence for any employer to employ or to continue to employ any worker if he has been directed elsewhere by the Minister or a district man-power officer. Employers must see that all employees eligible to register under the regulations have duly registered. The employer must report any cases of default to the district man-power officer. Failure to do so is an offence. All persons registering receive an acknowledgment signed by the district man-power officer. Any person claiming exemption from his obligations on medical grounds may be required to submit to medical examination by a doctor nominated by the Minister or the Controller of Man-power. Man-power, officers are given power to enter premises, interview persons, and inspect books with a view to ensuring the enforcement of the regulations. Every person who is engaged in an essential industry or who is subject to a direction is deemed to be a member cf anv industrial uiiion normally concerned with his occupation. A manpower officer may. under certain circumstances, require the deduction of union fees from wages. It is an offence for an employer or any fellow-worker to deter a worker from lodging an appeal, or to induce him to terminate his employment. It is likewise an offence for any worker to induce his employer to dismiss him, or to fail to work with due diligence and care. Substantial penalties are provided fop all breaches of the new regulations.