xt7kh12v6014_486 https://exploreuk.uky.edu/dips/xt7kh12v6014/data/mets.xml https://exploreuk.uky.edu/dips/xt7kh12v6014/data/2008ms006.dao.xml Benham Coal Mines. (Benham, Ky.) 151.0 Cubic feet 302 Boxes The Benham Coal Company records (151 cubic feet, 302 Boxes; dated 1911-1973) focus primarily on the early years of Benham Coal through the 1940s, including office files, Employee Benefits Association records, files on accidents and safety, and photographs. archival material English University of Kentucky This digital resource may be freely searched and displayed. Permission must be received for subsequent distribution in print or electronically. Physical rights are retained by the owning repository. Copyright is retained in accordance with U. S. copyright laws. For information about permissions to reproduce or publish, contact the Special Collections Research Center. Benham Coal Company Records African American coal miners--Kentucky--Harlan County Coal miners--Kentucky--Harlan County Coal mines and mining--Appalachian Region Coal mines and mining--Appalachian Region--History. Coal mines and mining--Kentucky--Benham--History Company towns--Kentucky--Benham 1936-1937 text 1936-1937 2015 https://exploreuk.uky.edu/dips/xt7kh12v6014/data/2008ms006/2008ms006_49/2008ms006_49_6/45611/45611.pdf 1936-1937 1937 1936-1937 section false xt7kh12v6014_486 xt7kh12v6014 , ` FOR DEPARTMENT AND INTER-
_ DEPARTMENT USE ONLY
INDUSTRIAL RELATIONS DEPARTMENT
Foe R, E. Galbreath, Supt. ¤mc October 23, l936
DEPARTMENT Coal Ml.1"1€S I
OR WORKS
YOUR LETTER
Sumem- INCREASE FOR DR. DAVID M. JENKINS
(PE1¤;soNAL)
Dr. Jenkins is beginning his third year at Eenham November l5.
The plan we are putting into effect of spreading the receipts from pay
cases will probably mean a little reduction in his income. Dr. Kilbourne
is beginning at a rate of $25 less than his predecessor, with provision
for a regular share in the cash receipts. I do not believe it will be
necessary to increase his rate at least for the first year. Dr. Jenkins,
however, should have his income equalized a little, and for that reason
I wish to recommend that effective November l5, 1936, he be given a $25 a
month increase. I am not recommending anything for Dr. Brown because I
believe that under the new plan he will benefit to some extent.
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" =E
A STATEMENT BY THB IHTERNATIOIAL EAEVESTEh COMPANY MANAGEMENT
TO EMPLOYEE O? TEE COMPANY
Om November l2 the National Labor Relations Board rendered e decision
ordering the International Harvester Company to
“withdraw all recognition from the 'Hervester lnuustriol
Council Plan! us representitive of its employes at the
Fort Wayne Works for the purpose of dealimq with respond~
ent concerning grievances, labor disputes, wages, rgtes ‘
of pay, hours of employment, or conditions of work; ari
completely iisestgblish the ‘E¤rvester Industrial Council
Plun‘ as such represontmtive."
This decision is of no effect until all questions of law end finiings of
foot Rove been reviewel by the Circuit Court of Appeals of the United Ststes and
tnis eogrt may mffirm or reverse or godify the order. TLe Company has appealed
tLe case to the U.S. Circuit Court of Ajpeels in Gkicegou
Pogiing the court hogrixg, g few coxgexts ore here xgie for the irformaticn
of emplogqs in ori r tiit tkey roy know tg; basis on ¤hicL t·.* the E;ti@1Q.L;En"3ol2ticxs
Eoeri reached its decision gui why tho Company believes tle decision is wrong and
will be reversed.
The Board sexy sz
"The whole philosophy CT ile Ply; is basei upon free
discussion between egjloyer gnd emtloyos os Q method of
hgmilirg disputes, instead of u resort to direct employe
eotiom ms a group. It presupposes well~informed employe
represent tives and intelligent discussion between them
ini mgnagement. *¤#*****#*# The employee representatives
at Fort Wayne Works Lgve never had the aid of experts."
The Bogrd concludes that "The Plan goes not provide genuine collective b;r—
g&iming»“
It is noteworthy that throughou; the w;ole opinior the Hgrvester Company is
not criticized for unfairness. There is no charge of discrimination against union
men——no ohnrge of interference in cloctioms——no criticism of working conditions,
O; the contrary, tho very conclusion of "doming1ce" of the employe representatives
seems to be based largely on the findigg that working conditions have been kept on
such a mutually satisfactory basis thgt the representatives have not had euoush to
io.
The Horvoster Company is proud of the fact that over sixteen years before
the passage of the National Labor Relations Act roquirixg collective bargaining it
voluntarily agreed to so bargain with.its employes at all of its Works and that
since that date its relations with its employes, worked out through free disous—
sion with freely elected employe representatives, have been kept on a basis such
that no strikes and no "employmemt of experts" have been necessary.
The original collective bargaining plan which the Harvester Company proposed
to its omployes Mxrck lO, l9lQ, contai od the following provision:
“There slnll be no discrimination under this plan against
any employe, becguse of race, sox, political or religious
affiliation or membership in ony lsoor or other orgamization."
- 3 -
This policy has been rigidly adhered to ever since by the Harvester Company
and it is not now charged with departing from it.
In April, 1935, the Automobile Labor Board, appointed by President Roosevelt,
held elections at the Fort Wayne Works and duly certified the persons chosen to
represent the employes for collective bargaining purposes for the following year,
and in April, lQj6,—these duly certified representatives called and supervised an
election for their successors. It is these freely chosen and duly elected success—
ors who are now denied the right to deal with the Company, for that of course is
the effect of the National Labor Relations Board‘s order denying the Company's-
right to deal with them. It is difficult to see how the Board can legally make
such an order considering that the very purpose of the National Labor Relations Act
was to guarantee to employes the right to bargain collectively through representa~`
tives of their own choosing.· In effect the decision would leave the employes with~
out any representatives for the time being and force them to seek some other form
of collective bargaining in the future even though they may prefer to continue
methods heretofore tried and found satisfactory. It would seem that the Labor Board
is substituting its own choice for the choice of the employes.
=§ -, rdf s
Chicago, Illinois
November l6, 1936
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A STMTHTENT BY THE lNTERHATIOYAL HARVQSTER CUXTANY IQJMGEZEHH
· TO EKPLOYES OF THE CUH}AlY
On Novombcr l2 the National Labor Relations Board rendered a decision
ordering the International Harvester Company to
”withdraw all recognition from tho 'Harvcstcr Industrial
Council Plan' as rcproscntativc of its cmploycs at thc
Fort Wayne Yorks for the purpose of dealing with rcspond»
cnt concerning grievances; labor disputes, wngos, rates
of pay, hours of employment, or conditions of work; and
completely disostarlisn the 'Hnrvcstcr Industrial Council
Plan’ as such rcprcs0ntativo."
This decision is of no offoct until all questions of law and findings of
fact have boon reviewed by thc Circuit Court of Appeals of the United Staccs and
this court may affirm or rcvorsc or modify thc order. Tho Company has appealed
tho case to thc U.S. Circuit Court of Appeals in Chicago.
Pending the court hearing, a fow commonts are here Lmdc for thc information
of employes in order that they may know thc basis on which thc national Labor
Relations Board rcachod its decision and why the Company bclicvcs thc decision is
wrong and will bo reversed.
The Board says;
"Thc whole philosophy of thc Plan is bnsod upon frco
discussion between cmploycr and employes an 3 method of
handling disputes, instead of a rcsori to iiroct cmployo
action as a groupi It presupposes ¤cll·infomncd employe
representatives and intelligent discussion bcc con thom
and managcmcnt. *********** The cmployoc representatives
at Fort Wayne Yorks have never had thc nid of cxpcrts."
Tho Board concludes that "Thc Plan docs not providc genuine collective bar-
gaining,"
It is noteworthy that throughout tho wholc opinion tho Harvester Company is
not criticized for unfairness. Thoro is no charge of discrimination against union
mon··no charge of intcrfcrcncc in olcctions~~no criticimn of working conditions.
On thc contrary, thc very conclusion of "dominanco" of cnc omployo representatives
scoms to bo based largely on thc finding that working conditions have been kept on
such a mutually satisfactory basis that thc rcpresontativos hnvc not had cnough to
do.
Tho Harvester Company is proud of tho fact that ovcr sixteen years before
the passage of thc National Labor Rclntions Act requiring collective kargaining it
voluntarily agreed to so bargain with its employes at all of its Works and that
since that date its rolations with its employes, workcd out through froc discuso
sion with frcoly clcctcd employe rcproscntativcs, have boon kcpt on a basis Buch
that no strikes and no "cmployment of oxpcrts" hovo been noccssnry.
Tho original collcctivc bargaining plan which tho Harvcstcr Conpany proposcd
to its employes March lO, l9l9, containod thc following provision;
"Tnorc snnll bc no discrimination undor this plun against
any cmployo, bcciusc of rnco, sox, political or rpligious
affiliation or momborsnip in any labor or other orgunixntionm,"
-g-
This policy has been rigidly adhered to ever since by the Harvester Company
and it is not now charged with departing from it.
In April, 1935, the Automobile Labor Board, appointed by President Roosevelt,
held elections at the Fort Wayne Works and duly certified the persons chosen to
represent the employes for collective bargaining purposes for the following year,
and in April, l936, these duly certified representatives called and supervised an
election for their successors. It is these freely chosen and duly elected success-
ors who are now denied the right to deal with the Company, for that of course is
the effect of the National Labor Relations Board's order denying the Company*s
right to deal with them. It is difficult to see how the Board can legally make
such an order considering that the very purpose of the National Labor Relations Act
was to guarantee to employes the right to bargain collectively through representa-
tives of their own choosing. In effect the decision would leave the employes with-
out any representatives for the tiue being and force them to seek some other form
of collective bargaining in the future even though they may prefer to continue
methods heretofore tried and found satisfactory. lt would seem that the Labor
Board is substituting its own choice for the choice of the employes.
S. G. HGALEISTER, President
Chicago, Illinois
November 16, l956
Nov. l9, 1936
Mr. C. V. Biggert
President
NATIFNAL LABOR RYLATIOVS oOlhD
DECIJICN - EORF`nIJHJGAoE
Dear Mr. Biggert:
hith further reference to our letter of yesterday, we wish to
advise that all of cur meetings for the discussion of this case have nov been
comnleted,
The Works Council meeting wes held resterdav afternoon at l:$O;
the meeting of Uennrtment lends wes held resterdei afternoon at 4:00 C’clock;
the meetinx of all other foremen both in the miie and outside was held last
night et 7:00 O’0lock; end whe meeting of ull tle niiht forever was held this
efternoon at 1:00 @‘clock. Copies of Kr. McAllister's statement have been
mimeograwhed and oleced on all bulletin beards.
Lr. LcAllister’s statement was read at ell the e meetings, and frank
discussion wes held ns to this particular case in ell its stages ss tc how it
would effect renhem norks. Tle reaction new mere or less ns expected. Je do
not feel thet this discussion end the nublicitr given to it in the newspapers
has had any effect on our set up nt Jenhem. A lergs number of employes had
read about it in the newspaners, but we were surprised to learn through these
meetings that there was a greet number of employes who did not know envtling
about it. lt seened to he the consensus of oninion in all the meetings that
none of the employes were in the leest disturbed about it, however I feel sure
that e large majority were heartily in accord with the comnanv's action in
takin: the cose to the Court of nnpeels and I feel that it hss out to rest
in the minds of the employes that the comnanr's nclicv ~ill continue tc be
the same in the future as it has in the nest toward a satisfactory emnlove—
emnloyer relationship.
In some of the Frank discusnions in these meetings the point was
brought out that even though we do have quite e number of employes who
dvmpathize with union nctivities at other operations. ret the feeling was
that the method of collective bargaining through the Jorks Council at the
benhnm plnnt was far more popular and desirable e’en by these union sVmpothi2—
ers than the regular plan for collective bargaining by the local union organi-
zations themselves, and under these circumstances it was felt that Bennem
would go along in the same manner as always in the pest with the Works Council
plan of representation even though labor trouble should come up in the future
where outside pressure would he brought to beer unon certain of our employes
as has been Cone in the past.
We ere preparing a brief set of minutes for the special meeting of
the Works Council outlining in e general wav just what happened et the
meeting end will send this in to ion just as soon as it is comcleted.
rlOL1I‘E; vefj tyllil ,
H¤@;g Su erintendent
FORM P 96
WISCONSIN STEEL COMPANY
606 SouTH NHCPHGAN Avemue
UMCAGO
November 27, 1935
P..e.1;mzreA·
Mr. R. E. Geltrenth, Superintendent
Wisconsin Steel Co. Inc.,
Bonham, Kentucky
Deer Mr. Galbreethi
Confirming our telephone conversation this
afternoon, I nm sending you.herewith, for your own personal
informetion, copy of release which will be given the papers
on Monday afternoon,
I understenu it is your opinion this item will
not raise any questions emong your group as to whether or
not they wi