TRAMWAY TROUBLES.

Sun (Christchurch), Volume II, Issue 473, 16 August 1915, Page 3

TRAMWAY TROUBLES.

THE NEW ROSTER. ' MEN CONFER WITH THE BOARD. NO SETTLEMENT YET. The trouble that has arisen between the Tramways Employees' Union and the Tramways Board regarding the new roster has not yet been settled. On July 30 a deputation representing the union waited on the board, sitting as the Works and Traffic Committee, to state the case for the men. The committee considered the matter and replied to the men as follows:

"The request of the union that 'days off' be cancelled will be acceded to. The award will now read: 'That the hours of work will be not less than 9(5 hours per fortnight, averaging eight hours per day for 12 week days, instead of Sunday work being used to make up the fortnight's work.'

"The effect of this will be that the ordinary staff will be reduced by eight or nine men. It will not be necessary to discharge these men,.as the holiday relief crews for the new roster have not yet been chosen, but these men will be out of work for at least three weeks unless clause 5b of the award, requiring 21 days' notice of annual holidays, be disregarded for these three weeks. The alternative would be to postpone the abolition of the 'day off' for three weeks, and thus give time for the 21 days' notice of the annual holidays to be given. t "In. your reply please state which of these three alternatives the union prefers. "The advantage of the 'day off' proposal is that a larger staff would be at our disposal on public holidays, by bringing back to work men who ordinarily would be off, thus rendering the public a better service than is now possible. It would also mean that while preserving the advantage to the public mentioned it would be possible to slightly reduce the long hours on some holidays and to give more meal relief, requests which on previous occasions have been made by your union.

"It has been found that notwithstanding the increase in the hourly rate of pay the weekly wage has been reduced consequent on the reduction of hours worked. This is ihot desired by the committee, and it is therefore prepared to forgo the advantage on public holidays mentioned above. It, of course, also means that the old working conditions- on holidays so far as the staff is concerned must continue. """X "Not less than ejight hours each day.—The committee cannot agree to this old hard and fast rule, which made the compilation of the roster so difficult, and which consequently created a certain amount of irritation amongst the men. The present arrangement of an average of eight hours per day, but with certain restrictions, permits a flexibility in working, the advantages of which will be participated in by the staff. It has already been recognised that, apart from the reduction in hours, the new roster is a great improvement on its predecessor, which the traffic manager says is almost entirely due to the flexible condition now at his disposal so far as the arrangement of duties is concerned.

"A Trial.—The committee proposes to review the position not later than three months hence, in order that the effect on the weekly earnings may. be correctly ascertained. If it is found that the hours of work are still reduced to an extent which means a smaller weekly wage than was obtained under the old award, the committee will endeavour to rectify this as from date, but if it is found that a reduction in overtime is possible, this, being in accordance with ' the general trades' union policy, will not be strongly objected to.

"The award memorandum.—lt will now be recognised that no guarantee was given to the court that the weekly earnings would not be reduced. It is clear that a misapprehension arose on this point." Obviously, a reduction in hours worked must mean a reduction in weekly earnings unless the rate per hour were increased correspondingly, and no one knew what rate per hour the court was going to award, or what other improvements in working conditions it was going to give. Until the work of roster-making is actually in hand (which cannot be undertaken until .all conditions respecting such items as broken shifts, overtime, etc., are known), it is impossible to forecast, without error, what the exact effect on weekly wages would be. The fact that 96 hours meant occasional week-days off was mentioned at the Conciliation Council 12 months before the Arbitration Court sat, and also several times at the hearing. "Other smaller matters complained of by the deputation will be dealt with as follows:—The hours on Roster 71 on Sundays will be reduced as requested by cutting out the organ recital car. The obligation under Roster 59, to ascertain by telephone on wet Sundays whether the men are wanted will be dispensed with by requiring the crew to attend at the shed. If they are not wanted, two hours will be paid for. The objection to unex-

peeled 'call back' duty being attached to the work of the man with the shortest duty on that day is a little difficult to understand, in view of the general desire for more work. If, however, it is inconvenient' for the man concerned to take this extra work, he will be relieved if another man can be easily found, but not otherwise. The statement that there are eight more broken shifts on Sundays will be found to, be not correct. The increase is two only, consequent on the minimum being seven hours instead of six as formerly." UNION NOT SATISFIED. | The following reply, dated yesterday, will be sent to the board to-day ifrom the union secretary:— r I "In rpply to your letter I have been instructed to inform you that the matter was placed before a special meeting of the men concerned j to-day at 12.30 a.m., when it was resolved: 'That the letter be received, and the board infoi'iiied that the reply is unsatisfactory.' "The union will not be satisfied With anything less than a,minimum of eight hours per day, and 48 hours per week, exclusive of Sunday work and overtime. If the above is granted, and these wages were giyen, a reduction of overtime worked would be welcome:—Motormeri, 9/-, 10/-, and 11/- per day; conductors, 8/8, 9/8, and 10/8 per day for first, seconl, and'third years service respectively. "The union has endeavoured to persuade the board to revert to the 'weekly system;' because it is satisfied that the Arbitration Court would not have granted the board's request for a 96-hours fortnight unless it had received definite promises from members of the board that the board did not intend to penalise the employees in any way. f The men are being exploited under this hew roster and their average earnings are being reduced, which is a violation of the court's memorandum to the award. It is clear, therefore, that this hours of work clause was obtained under a misapprehension. I made this statement to the board when addressing it on the occasion of the deputation's visit, and my statement was not disputed. As it was obtained under such circumstances is it just or honourable to continue its application? The union says it is not, and therefore asks for a return to the previous weekly system. • "The cancellation of the 'day off has been agreed to, for which the members of the union are thankful, as the rate of pay per hour is so they cannot afford, unfortunately, the luxury of a day off, especially when it involves the adoption of a Sunday as one of the 12 days per fortnight, or acknowledging Sunday as a working day. Three alternatives are submitted as the outcome of the granting of the cancellation of the day off. The union suggests that advantage be taken of Paragraph E of Clause 5 and holidays granted to employees desiring same under the paragraph quoted. "You say that 'apart from reduc-' tibn in hours, the new roster is" a great improvement on its predecessor.' It is just as well you qualified it. The reduction in hours, and consequent reduction in pay, is the major portion of the trouble. The working of a seven-hours' straight shift, which is supplemented by a 'call back,' for theatre work at 'ordinary time,' is an infliction of the worst kind, and one only of the many objections.to the new roster. A reduction in hours is certainly pleasant, and would be welcomed if it eould be afforded, but it cannot at present—not at the rate of wages. The tramway employees have been able to live in the past and pay their way only by working very long hours and on Sundays, which has been essential, owing to the hourly rate of pay being so low. Increase the hourly rate of pay to what is considered a fair and reasonable thing for tradesmen, and then the reduction in hours will be welcomed. It is all a matter of £ s. d., and if the board persists in its determination to adhere to the 96 hours' system, as amended, with the present wages, and refuses to grant the union's claims, then it cannot object if the men decide to act on the same commercial plan, and give the boardwhat it is entitled to receive in accordance with the wages fixed —its money's worth."