Canberra Conference Reveals Great Change in Attitude of Labour Unions

Otago Daily Times, Issue 26531, 5 August 1947, Page 5

Canberra Conference Reveals Great Change in Attitude of Labour Unions

From C. R. Mentiplay, Special Correspondent Rec. 9.45 p.m. , SYDNEY, Aug. 4. The great change which has come over the industrial scene during the past few months is exemplified by the success achieved by the conference on better industrial relations which has just concluded in Canberra. Representatives of unions and employers were able to sit down with Federal Ministers and reach unanimous conclusions about matters which have caused constant industrial strife ever since the war ended. • That the meeting embraced only one organisation of employers ana one of unionists cannot detract from the success which has attended Mr Chifley’s effort. The most significant development as a result of the conference is the recognition that such meetings should be held at six-monthly intervals, and that they should be preceded by consultations paving the way towards final agreements. Employers and workers alike agree that Australia’s two greatest bottle-necks are coal production and man-power. This simple fact may do more towards a reduction of these bottlenecks than years of arbitration.

In two days, the representatives of both industrial parties have evolved a plan of action aimed at increasing the strength of the Australian position, and improving the power of the Commonwealth to help Britain in -her present economic struggle. At present the Australian industrial scene is more tranquil than it has been for months, with only the issue of the 40-hour week looming to threaten disruption. An example of the changed attitude of the unions is their offer to consider a system of incentive payments offered by employers to workers. Up till now unions have regarded incentive payments as part of the bonus system to which they have been, bitterly opposed. Their attitude still is that the expection of a bonus might weaken the loyalty of a worker to his union. The incentive system, however, is becoming widely recognised in Britain, and has the full approval of the Minister of Health, Mr Aneurin Bevan. “ It appears to be fundamental to all of us that we do not do our best -work under - sustained ideological inspiration,” he said recently, speaking on the introduction of incentive payments in the British building trade. “We have got to have some more material reward.” , The greatest obstacle in the way of a complete understanding between the parties in industry is the fact that after over 12 months the Commonwealth Arbitration Court inquiry into the feasibility of a general 40-hour week is still plodding on. To-day was the 151st actual sitting day of the inquiry, during which 225 witnesses have been heard and 8555 pages of transcript have been filed. Considering the militance of some powerful unions, it is surprising that Australian industry has waited so long for a decision which is not expected before September. . ... The Commonwealth s greatest hope lies in the fact that to-day representatives of employers and employees part in amity, whereas m 1941, the industrial relations conference collapsed when employers refused the workers’ request for compulsory general union membership. Conclusions Set Out

In a joint statement issued by the Prime Minister, the employers, and the unions, the following conclusions were set out: — 1. That increased production is essential, and that therefore every effort should be made to stimulate and promote production to the' highest possible point consistent with existing man-power and productive sources. This should be done, by increasing efficiency of management, introduction of new plant, and elimination of waste in employment. 2. That the bottlenecks of coal and man-power can be broken most effectively by the functioning of the newlyconstituted Coal Board and by the assistance of war workers. X 3. That free or private enterprise is the major avenue for providing work, and that complete understanding between employer and worker is essential. 4. That prevention and settlement of industrial disputes are best accomplished by conciliation and arbitration machinery, and that conciliation should be tried before arbitration is resorted to. 5. That the right of the worker to receive a proportionate share of increased production is recognised, but the manner in which this should be granted to the workers is subject to a difference of opinion. 6. That frequent consultations of the character of the present conference are essential for securing better industrial relations and undisturbed continuity of production. 7. That the parties agree to advise each other on matters which they feel should be considered by a conference, so that they may be able to investigate, them with a view to decisions being reached when the conference meets.