Mublished by ‘the Industrial Union Hepartment AFL-CIO)
NEW LOWER FHA down payments are not exhedted to bolster home
construction significantly. Tighter credit is raising the cost of mortgage
money and resulting in shorter term loans. Overwhelming majority. of
mortgages. are now of the conventional, variety and already command
interest rates of 5.5 percent, 6 percent or more. Increase in FHA interest
rates from 5 to 54 percent will mean higher carrying charges to home
purchasers, as will lower down-payments on FHA loans. High cost of
housing already .is a major deterrent to potential home buyers. Average
cost of homes now is reported to be over the $15,000 fina
~ ‘ * x * *
A FULL UNION-SHOP, the right of a worker to ‘transfer to fhe new
location when the company transfers work. from an older plant, im-
proved time off for death in the:family, better time off for union activity,
improved arbitration, improved vacation shut-down scheduling, better
seniority, better grievance procedure and similar’ contract gains will be
sought by the INTERNATIONAL UNION OF ELECTRICAL WORKERS
in this year’s negotiations with WESTINGHOUSE, Demands were for-
mulated at a'two-day conference of the Unicn’s WESTINGHOUSE CON-
FERENCE BOARD representing over 44,000 union members and will be
seryed upon the company: this month under terms of a contract reopener
coyeriny non-economic gains.
® * x *
A 35-HOUR work-week has been won by LOCAL.170, RETAIL CLERKS
INTERNATIONAL ASSOCIATION, for membetsemployed. in 17 spe-
cialty stores in Fresno, Calif, The new. agréement also provided wage
increases of from 4.5 to 5 cents retroactive, to last January 16, cand an
employer paid Rent and welfare plan,
ey * aoe
Na
AUTO PRODUCTION was still topping 1956 and, ‘through the week of
August 11, the industry had prodiiced 4,035,000 units against 3, 813,000
last year, Output for July fell below 500,000 units for the first timé this
year and a further slackening was indicated by new plant shutdowns and
short-week scheduling. Preliminary figures indicated that new: ear sales
were below 500,000 in July. |
®. * * *
BUSINESS FAILURES for the first five months of this year swere 11
percent higher than in the comparable period of last year. Failures for
the period were highest since. 1940, Retail failures for July were reported
by Dun-and Bradstreet to be:up 15 percent over a year ago, standing at
113, Retail business in July was up about 6 per cent over last year but
most of the increases represented higher prices.
* * cc *
A PEDERAL JUDGE has ruled that-a local ordnance of Russelville, Ky.,
requiring union organizers to obtain licenses, is invalid and unconstitu-
tional. In another separate ease, a Guin, Ala., local ordnance requiring
a $1,000 license fee and payment of $25 for each worker slangtt up by a
union ‘has also been thrown out.
; * * oe *
FAST TAX WRITE-OFFS will have cost the U. 8. Treasury between $4.8
fo, ASUSEEIT
Yesoseeessiee: bY CHARLES SCOTT pppeseeeee:
Dock et #7226-57 wus a griev-.
unce from the Sheet Metal Group
which is located in Bldg. 60. The
group was protesting the price on
large fans.
The Employee Relations repre-
sentative of LM&G at a second level
meeting with the Union represen-
tatives of the group freely admit-
ted that the price was lew, but they
refused to correct it, Our Unton
representatives were further told
that the Company would go to out-
side concerns for bids on the lirge
fans and if the Company couldn't
get the quality they wanted at a
cheaper’ price, they would farm. out
the large fans.
Sometime after this meeting, a
“representative of the Employee Re-
dations group called Union Head-
quarters, saying that the Company
could get large fans built aba
slightly higher price from an’ out-
side concern and if the employees
of the Sheet Metal Group wouldn't
build the lafge fans fur the pro-
tested price, the. fans would be
farmed. out. We _protested this,
pointing out that if the higher
price were -offered to the men in
the Sheet Metal Group, perhaps
this would resolve the price dis-
pute. This the Employee Relations
NEPEGSENEAE Se refused’ to do. He
also stated that they were thinking
of farming out small fans also. We
_ pointed out that there was no price
dispute on the small fans and we:
felt that this wus petty revenge
because of a price complaint on the
large fans.
During the last couple of weeks
the men in the Sheet Metal
tion huve had an opportunity to
see some of the fans. that ‘were
built “by -the outside concern. Upon
examining the fans, the men found
that where the} Sheet Metal Group
in Bldg. GO had to weld the fan
blades completely, the outside con-
cern just tack welded. the blades.
The quality lof the tacks was not
the same, quality "demanded of the
Sheet Metal Group. For example,
there were craters, undersized
tacks, poor spacing of ‘tucks and
even skipped welds. Without com-
pletely checking: the farmed-out job
for flatness, ete., the job- docs not
appear to come up-to the standard
demanded by the Company for work
wfrom the Sheet Metal Group.
“This is just another example of
thé thinking of LM&G towards
their employees when they will ga
to an outside concern and by their
own words pay more money. for an
inferior job rather than pay the
correct» prive. to the Sheet. Metal
ie _ Group for the job.”
New Day Rates and Cost of _
Living Adjustment
Rate Symbol
New Hate
. C.0.L, Adjustment
y or 40- Hr, Week
6 1.59
1,62
1.66
1.695
1.735
1.785
1.84
1.895
1.955
2.015
2,105
2.185
2.69
2.74
2.81
2.87
2.98.
- 3.02.
3.11
3.20 °
3,80
3.41
3.56
3.69
©
AFL-CIO
Vol. 3 — No. 17
The Voice of GE Workers, Local 301, Schenectady, N. Y.
". September 27, 1957
As we go to .press, the seven
permanent Test Men who were out
on strike for a week have agreed to
return to work Wednesday morn-
ing pending an investigation by a
Joint committee of Management
and Union representatives for the
purpose of determining . the -job
value which has been jn dispute
since April 16,1957. .
Following the decentralizing of
the Induction Motor Department
C)}r.. two sections, the testing of
motors, which was formerly done
in Bldg, 18, now known as. the
Medium A.C. Motor Dept. was
moved to Bldg. 81 as part of the
new section presently known as the
Small A.C. Motor Dept. The spe-
cifie work involved in the dispute is
known us the Western Electric Mo-
tors, This work and similar work
was done in Bldg. 18 with Test Op-
erators receiving $2.47 and $2.28
an hour, When the test work was
set up.in Bldg. 81, rates of $2.28
andi, $2.101% were established as
proper values ‘necording to .the
Company. The Test Operators’ pro-
tested the cut in rates and filed. a
“phevante at this -thne’ (4/16/57).
fhe = grievance was processed
through all steps of the grievance
procedure with a refusal on the
part of the Company to make any
changes. Lhe method of testing the
entire job from $2.28 to $2.10% an
hour and agreed that the major
part of the test operation should be
done as previously with two opera-
tors, one having the higher rate,
They claimed this would not apply
to what'is known-as thd commercial
part of the testing operation, This,
they said, was definitely a lower
ralue part of the overall operation,
The Test Operators ‘pointed: out
that they had completed 28. West-
ern Electrie Motor Sets with a high
rated man as one of the team and
the record and requirements on the’
Jobs confirmed that the commercial”
part of the test also justified the
higher rated Tester on the job.
They pointed out that in Bldg. 18
the samé-work was being perform-
ed ata rate of $2.47 an hour which
Was two rates higher than’the rate
that the-SAC management was try-
ing to eliminate, They pointed owt
that the methods: of testing the
motors were the same in both
buildings. “The Testers could not
convince the SAC management that
their demand was justified which
led to another we ulkout_ on Septem-
ber. 18, 1957. The management, in
the meantime, instead of spending
some effort in trying to resolve the
dispute, embarked on a program of
press releases to the public and let-
ters to G.E. employees threatening
Testers Return To Work dispute on
~ Pending Investigation
Minimum —
Pension Rule
The. General Electric Company
has notified long service women
who have been transferred to Of-
fice Cleaning jobs and are now em-
ployed on work schedules of less
than 86 hours a week that they are
no-longer qualified to receive’ the
minimum pension as, provided in
the Pension Agreement.
The General Electric’ Conference
Board which met in Louisville last
Saturday clected a National Com-
‘mittee to meet with the Company
as quickly as possible and present
the position of the GJ. Locals as
being absolutely opposed to such a
“puling.
The decision of the Company was
not the result of negotiations with’
the Union but an arbitrary ruling ¢
made by the Company’, The Pen-
sion Agreement provides that long
service employees with 15° or more
years of credited service are en-
titled up to $3.00 for'éach year of
service as 2 minimum: pension.
Women have been obliged to ac-
cept Office Service jobs that have
work schedules of 20, 25, 30 and
36 hours because their former jobs
were transferred to new plants in
other communities. We have wom-
en who have had 14 years on fac-
tory jobs and who now find it ne-
cessiury to uccept short scheduled
NOTICE
Pensioners
Meeting |
& Monday, Sent 30, 1957
2:00 P.M.
UNION AUDITORIUUM
“121 Erie Blyd.
ALi FORMER MEMBERS OF .
LOCAL 301.
Election. of Temporary Officers.
Election of Delegates ‘to
National Committee
REFRESHMENTS
N OTICE
Special
Executive Board
Meeting
Monday, Sept. 30,-1957
7:30 P.M.
pe
and $5.6 billion in “temporary” tax losses by next June. It is estimated 2,28 3.85
that the government granted $37.8 billion of such write-offs through last : a ao
April 17. Even if every dollar of tax loss is made-up later on, these Write- 2 3 565 a Ta4
offs are equivalent to huge interest free. loans for big companies, in- 2 2.635 4,45
cluding many: only very distant! related to defense, ‘ : rs 2 2.71 4.58
ing many, only very y at ee 4.58
Office Service work and because of UNION HEADQUARTERS
this lose their-minimum pension |. ‘ 121 Erie Blvd
rights. A woman needs more serv-
ice than 10/1/43 in order-to quali-
fy for a 30-hour cleaning job at
the present time. Women with less
loss of orders through an unneces-
sary strike and inferring that the
Union’s lack of responsibility was
the cause of the strike.
Western Ilectrie Motors in Bidg.
81 up until Sept. 10, 1957 was to
- have a-team of two operators: one
having the higher rate and. one the
lower rate, the higher rated man
assuming the responsibilities for
Persie
Sowers See
This case is a good example of
selfish greed by a new management
* * Roe wo . ee 286 4,83
A WARNING that medical costs are being priced beyond the “r range of
the average family budget” was issued this month by 8. Bruce Black,
president, Liberty Mutual Insurance Conipany. The insurance executive
deélared that over-all hospital costs. have increased’ 132 percent since
- 1946, compared wilh a rise of 37,6 percent in the consumer price index.
Average hospital bills, he said, have increased from $88.85 to $181.13 in
this same period and daily hospital rates now nyerage $24.15 against
$10.04 in 1946,
2,935
3,005
4. 96
5.08
Piece workers may multiply their gross earnings by 1.042257
to uileulnte their Cost of Living
Adjustment,
Attend Your
| Union Meetings |
Regularly
. N oT IGE
Executive Board.
Meeting
Monday, Sept. 23, 1957
7:30: P.M,
UNION HALL
121 Erie Blvd.
aroma mA ASH RIES TRAS TERRE
athe job. On September 10th, the
4 hew SAC management notified the
Testers that the Western Electric
Motor Test would be done by the
lower rated Testers who were paid
$2.10% an hour, The Testers walk-
ed out on Friday, September 13,
1957, at 2:00 pm. On Tuesday,
Septenibey' 17, 1957, the ,Test Men
> returned to work with the under-
standing that the SAG manage-—
ment would hold a meeting immed-
iately for the purpose of resolving
the dispute.
The management reconsidered
their former position of cutting the
that was not satisfied in reducing
the top rate formerly paid for this
type of work from $2.47 to $2.28
tin hour but also productivity had
increased per man hour due to the
transfer of work from Bldg. 18 to
Bldg. 81, whereby it formerly took |
3 men 100 hours to make the West-
ern Electric Test, it presently takes
2 men 45 hours to do the job. ven
after this so-called progress, the
SAC management proposed to re-
duce the wages paid on Western
Electric jobs from $2.28 to-$2.1014
an hour,
than 10/1/43 service are obliged
to work on shorter work . week
schedules,
BULLETI
On Asiatic Flu Shots
Employees: who have been
asking supervision when
they are going to get their
Flu Shets are told that
foremen and leaders must
get their Flu Shots first—
employees on the floor at
a later date.
NOTICE
‘Shop Stewards
Meeting
Monday, October 7, 1957
2nd Shift—1:00 p.m.
Tst cind 3rd Shifts—7:30 p.m.
_ Union Auditorium
121 Erie Blvd.
PRRLANNSTU NN
STA Ne bs
What the Workers of Our
Industry Deserve -
WHAT. THE 1,225,006 WORKERS of our industry deserve—
and need—ire the economic benefits encompassed in the theme: of.
this Second Biennial-Economic Policy Conference: Income Security,
Union Security, and Employment Security.
Within this broad framework of economic goals the TUE con-
tinues to-base its specific contract demands on these, considerations:
1—What the workers of our industry deserve and need for
their happiness, well-being and efficiency;
. 2—What this enormously profitable industry can afford; ,
3—What is necessary for the economic and social health
both of the community and the nation,
As background to the TUE’s 1957 and 1958-conuract demands,
other sections of this’ Officers’ Report demonstrate conclusivery the
existence in our industry of economic injustices and inequities that
cry aloud for correction, such as the following:
© Industrial instability that causes recurrent waves of layoffs
and mass unemployment even in periods of, extraordinary
profiteering such as the present.
@ Excess profits in the Industry equal to at least (1 yg-an-howr,
© Substandard wages in’ our industry for hundreds of thou
sands of workers reuain as much as 18¢-an-hour below the
level required for a “modest but adequate” standard of liv-
ing and as much as 78¢-an-hour below a truly American lv-
tng standard,
The defects and injustices that continue to victimize millions
of wage carners in the American economy and hundreds of thou-
sands or workers in our industry all stem basically from the failure
to insure that the great mass of the American people enjoy ade-
quate purchasing power—not only adequate but consistent and
gradually expanding purchasing power, ,
To that double® goal of sttbility, and expansion=both for the
individual worker and the general economy—the IUE’s collective
bargaining goals are directed, not only for this. year but for the
years to come, and for the security of our nation as‘much as for.the
security of the individual wage earner. 7
These then are the benefits which the men and women of our
industry deserve and need:
i—Imcome Security —_ -
Alvlike the managers of industry, the directors, the execu-.
_ tives, supervisors and foremen, production workers.do not en-
joy a continuity of income. But a continuity of income is pre- .
cisely what production workers need far more than managers,
directors, executives and supervisors Decause production work-
ers are able to save little or nothing of their earnings. The liv-
ing expenses of wage. earners do not stop or -vanish for any
periods of the year any more than they stop or vanish for man-
agement executives. The wage earner, therefore, must receive:
52 weekly pay checks a year with adequate pay and compensa-
tion for his production not only for his own well-being but also
for the economic well-being of the community in which he lives.
Income continuity, must, consequently, cover ‘such eventuali-
ties as these: ; .
(A)—Incentive system improvements: Contract provisions
must olfer the strongest possible protections against raids on time
values undertaken either directly or through such management
gimmicks as Motion Time Study, Methods Time Measurement,
Work Factor or other methods ol stealing the gains of increased
worker productivity. The incentive worker should receive at least a
1% increase in take-home pay for each 1% increase in productivity.
(B)—Cost-of-living Adjustments: Workers would be assured
compensation for all increases in living costs on at least a quarterly
OQ)
basis. The increases should provide a 1% wage increase for each
1%, increase in living costs.
(C)—Rise in real wages: A. static income in our modern
world réally means a constantly, diminished real income. Increases
aire necessary to compensate for increased living costs and to match
increased -productivity. Otherwise ‘a flood of unsold goods would
create mass joblessness and a daniaging drop in national income. ,
« (D)—Continuity of income during illness or recovery from 6)
accident: The assurance of unbroken income while the wage earn-
er is ill or convalescing requires substantial improvements and
tightening of ‘union-management health and insurance programs.
‘Such improvements should also aim at complete fainily coverage
and paid leave for death in the immediate family.
(E)—Continuity of income during retirement: There is no’
longer any excuse lor workers reaching retirement age to be cut
loose by industry with no income or near-starvation incomes for the
remainder of their years. Pension benefits must be raised so that
there no longer occurs a huge drop-off from the wage earner’s work-
ing income to his retirement income, Pension benefits, especially
for workers with 30. or-l0 years of service, must, be lifted as nearly
as possible to actual wage levels. At the same time health, insur.
“ance and welfare benefits should be extended to cover the men and
women who have retired after devoting most of their lives to the
production of wealth and profits for their employers.
(F)—Continuity of income to families of deceased workers:(_)
“This, too , will mein enlarged insurance benefits to make certtin .
that when death takes a wage earner his Tamily will neither-suffer ~~
privation nor become dependent upon charity.
2—Union Security
The ferocious—and too frequently successful—drive of union-
hating managements and ‘employer associations for enactment of
stale “rightto-scab"” laws has proved, more ‘ulan ever before in
-the past two yeurs, the increasing need for union security pro-
visions. The shocking victory in 1957 of the “right-to-scab” forces
in Indiana—making that state the first major industrial state to
enact the union-busting statue—was clinching evidence that an
aroused labor movement must now fight ‘as never before to protect
both its organization and its giins, ;
The IUE, fortunately, has had the wisdom and the
strength to win a degree of union security clauses in the ma-
jority of its contracts, but this success only emphasizes the(_—,
need to extend our union security arrangements to the entire ~~
industry and to tighten those clauses.to the point where they
stipulate the full union shop. ,
Accumulating evidence supports, and an increasing body of
expert opinion ugrees, that the union shop more often than not
contributes to more ellective and amicable union-management rela-
tions. It does this by helping to eradicate, on the worker's side,
job fears and the sense of insecurity, and, on management's side,
enticements to disruption, anti-union maneuvers and employment,
of non-union workers. ; 7
Glergymen, church organizations, sociologists and ‘others -con- ) :
cérned about the moral and ethical aspects of union-management(
relations have declared, moreover,.that the union shop is a just
and democratic method by which to insure maximun: participation
and sharing of obligations by-the union membership,
Union security is not only an important aspect -of job
security, It is also one of the most powerful instruments with
which to secure maximum upportunity for promotion, upgrad-
ings, and militant prosecution of grievances.
3-—Employment Security ;
Pay. cuts and starvation wages are no longer, as they were a
generation ago, a constant, terrifying fear daily stalking the lives of
wage earners. Today the lear is chiefly of joblessness itself, of lay-
offs that deprive the worker of all wages and leave him waiting
anxiously for the week in which he becomes eligible for unemploy-
Qhent compensation. Subsequently then the fear becomes. Will he
be re-employed before his unemployment benefits are exhausted?
Neither the American economy nor our own industry have
made any major advances toward job security and stabilized em-
ployment in recent years; the dark shadow. of joblessness still
hangs ominously over most of the nation's production workers.
How ominous the shadow still remains can be judged by
the fact that in this immensely prosperous year of 1957, nearly
80,000 workers in our industry found themselves unemployed
in July. Permanent production jobs in our industry have de-
clined approximately 100,000 in:less than four years. Or to put
it another way: About 100,000 manufacturing jobs have dis-
(ppeared—have been, wiped out—in this industry since 1953.
"Today siutomation—or rather the threat of unplanned exploita-
tion of sutomation—casts anew and even more ominous shadow over
American industry and hundreds of thousar £ production jobs.
The need, therefore, as never before is of job security and em-
ployment stability, The IUE proposed to seek those goals by means
of such contractaal measures as the following: :
(A)—Reduction of the hours of work without reduction in
pay: “The 100,000 production jobs lost in our industry could have
been ‘saved if thé remaining production workers in the industry
had been entitled to work 193 hours less a year, or about four fewer
hours a week with no reduction in pay,
(B)- The institution of company-wide seniority with workers
having the vight ta carry thety seniority with them to new plants
to which their work is transferred, Management mustalso bear the
cost of the family’s anoving expenses as Uo now does for executives
sand supercvisory-personnel, 7
t nl
(C)-Curtaihnent of all contracting-oul of work while there are
plant employees on layoff or furlough statis.
(D)-fmproved scheduling of work to avoid heavy periods of
overtime which are frequently followed by mass layoffs.
(j)-Continuity of income during layoffs: The guaranteed an-
nual wage is more essential ‘to electrical, electronic and machine
workers than to workers in most other industry Any analysis of
employment fluctuations in our industry proves this true. Yet the
workers of aur industry da not yel have even the modest protec-
lions provided by the Supplementary Unemployment Benefit Plans
lo which employers in the auto, steel, alaninum, canning, rubber,
transport aud olher industries have already agreed.
(Py-Termination or severance pay: This program, which the
LUE has negotiated for a section of the industry, must.and will
became industry-wide. We must obtain severance pay.of not less
than one week's wages for each year of service for workers who are
_adeuered from their jobs without pension benefits.
O (G)—Elimination of area wage differentials which are not-only
infair to the workers but stimulate the runaway shop movement
which is responsible for so much unemployment.and job insecurity,
4—An improved Standard of Living
Wage rates in our industry have not and do not provide either
a satisfactory standard of diving-or just compensation for increased
productivity, : ;
On the averuge, as already noted, wages in our industry are
18¢-an-hour below a “modest but adequate” budget level and’ 78¢-
an-hour below what is rated as an American standard of living.
a A shameful gap of 1014¢-an-hour has been maintained by em-
loyers between productivity increases and increases in workers’
real wages. ’s
Workers receiving below-average wages, especially those in the
$1.-$1.50-an-hour bracket, are in a strict sense among the nation’s
economically underprivileged. .
» There is need, therefore, in our industry for a substantial
general wage increase plus the removal of inequities for white
colar, skilled and day-worker groups.
Bau A Just and Fair Share of Preduction
«The worker in our industry is entitled to a just and fair share
of his-production, to a just and fair share of the wealth he pro-
duces. The 1UE proposes that this sharing be achieved by the in-
stitution of profit-sharing plans which thousands of American
corporations now operate solely for the enrichment of executives
and for bonus payments to other members of management. Profit
sharing has proved practical in the past—and in numerous cases
continues to prove practical today—for hundreds of thousands of
production. employees of far-seeing and fair manufacturing com-
panies. . me
6—A Fair Share in the Benefits of Automation
Because automation is only in its infancy, the labor movement
realizes that the problems of: automation are also in their earliest
stages. Therefore, it is important that an effective approach be
made to the solution of the early uutomation problems in order
that the later and larger problems do not prove entirely out of
reach and incapable of union solution.
The 1UE, therefore, proposes that the following be incorpor-
ated into all future collective bargaining agreements:
(A)—Advance consultation with the Local Union-on all pro-
posed changes, whether management calls them automation or
not, which appear to threaten jobs or displace workers.
(B)—Reduction in hours of work wifhout wage reductions
whenever increased productivity or? automation
cause huyolfs. “i
(C)—Guaranteed annual wage plans and severance pay
benefits where jobs cannot be fully protected against the labor-
slashing inroads of automation, oo
(D)—The serupulous application of seniority rights in man-
agement selection of workers to be ‘trained for. the operation of
automated equipment, Seniority units must be broadened.
(E)--Revised job evaluation plans that fully define the re-
sponsibilities, duties and productivity benefits of the new jobs. A>
wage reductions must be uncompromisingly opposed; either gen-
eral wage increases or plant-ewide bonuses should be secured in
compensation for the inereased productivity that derives from
AULOMACION. :
7—Protection Against Discrimination
In all collective bargaining the TUE will intensify its efforts to
eradicate discriminatory management practices of all kinds,
whether based on sex, race or geography: |
(\)—The goal of Equal-Pay-For-Equal-Work must be revit-
alized to end the immoral system whereby some managements--
upplying the double-standard to wage sciles--pay women workers,
even those with relatively high skills, lower wages than the com-
mon laborer grade. ; :
(B)—The 1UE's model non-discrimination clause shoul! be
“incorporated into all IUE agreements. to insure against any kind
of discrimination based. on race, creed, color, sex or national origin
in hiring, promotion or layoff policies.
(C)—Geographical differentials are swiltly disappearing
from some industries but in others ‘the progress is not half swift,
-enough. The IUE'’s goal must be “Pay for what a worker does und
not. where he does‘ it.” Regional wage dillerentials are a crucl
fraud and a vicious’ hoax perpetrated by management on rural
and Southern workers who often do not know that their products
are sold on a national market and at the same national prices and
profit margins that are associated with the same product made in
the North and in highly unionized industrialized cities, Geographi-
cal differentials today Nave less validity, than ever before since the
cost of living in many Southern cities has outstripped living costs
in Northern communities. ; §
t
* * *
These are the benefits and the protections that the men
and women of our industry deserve and necd.
These are the benefits and protections that our industry
can well afford to give.
These are the benefits and protections that the 1UE is de-
termined to win, and will win, for its tiumareds-of thousands of
members, : moog -
These, finally, are the benefits and protections that indus-
try as well as the KUE knows will be won—won next year or
the year after—but certainly and inevitably won.
For the 1UE, heart and soul, is dedicated not to the dead
past but to a richer, more expansive, loftier future.
improvements. © ,
reeeerenie
