CO-PARTNERSHIP.

Stratford Evening Post, Volume XXXVIII, Issue 3, 3 January 1914, Page 6

CO-PARTNERSHIP.

LEVER BROS’. WORKS. On board his steamer, the Kaulamhangra, Sir William Lever unfolded the story of‘his most interesting lifestudy of co-partuersrip to a Wellington Times representative. Sir William spoke first of Port Sunlight, where the headquarters of the Lever Bros.’ firm was situated. He explained that it contained 4000 inhabitants, and covered 400 acres. Or this area, 90 acres were covered by works, wharves, warehouses, and sidings, and 160 acres are devoted to the dwellings of the staff. Tiie remaining 150 acres have been set] aside for future development. Regarding the co-partnership scheme Sir William said that, after years of study, he had put it into operation some five years ago. It was founded on this basis: ian employee, of either sex, who reached the age of 25 years, and who had been five years in the firm’ service, became eligible to receive co-partnership certificates. He had set aside £1,000,000 for the scheme, and the certificates were divided annually amongst those who became eligible to have them. Tn°J were given to employees of every grade —from the humblest labourer to the directors, and they were apportioned according to salary and wage. They entitled the holder to receive a corresponding share of the dividend paid by the company. In his scheme, lib had reckoned that capital was entitled to 5 per cent, interest. The company was paving a fifteen per cent, dividend, so that the employee who held the certificates was entitled to a share of the profits equal to 10 per cent. “It works out this way,” explained Sir William. “In our works, we have a 48-hour week, and the men and women are paid the lull trade union rates—never loss, sometimes more. Some factories work a 50-hour, and some a 52 and 53-hour week, but all our employees work 48 hours, and all are paid the full union wage. In addition the -holders of these certificates receive a share in the profits of the firm. As long as the employees with the certificates remain with us, those certificates can’t be taken from them. If a man is dismissed for misconduct, he has the right to appeal to first a committee of co-partners. If they, too, dismiss Ins appeal, he has the right to come direct to me. It gives, you see, a sense of security to all employees.' They recognise tliaf they cannot be dismissed, say, on the whim of a foreman or a manager. Their case must deceive full justice. Sir William went on to point out that a man could retire, at sixty-five years, or may, bcfox'c then, on the advice of a medical man, retiic through ill-health. He was then provided for by means of what were called preferential certificates, w hich yielded him 5 per cent, interest on the firm’s profits. Similarly, if an employee died, his widow received the 5 per cent. If «he married again, she lost it, because it was the firm’s conclusion that her new husband could provide for her. If a widow was left with a number of children under sixteen, they each received a certain sum per annum. In every case the employee, if ‘he retired, or his widow if he died, and his young family, were provided under the scheme with sufficient means to live upon.