Dale Yoder

State Experiments in Labor Relations Legislation

They have imposed rules of fair practice on unions and their members as well as on employers. They have opened the right to petition for elections to employers as well as employees. One of them, the Colorado law, has required incorporation of unions in an attempt to increase the responsibility of labor organizations. Others have sought to ensure democratic control in union policy formation. Several of them require &dquo;cooling-off&dquo; periods. Their experience is therefore distinctly significant in appraising the possible effectiveness of proposed changes in Federal law, regulation, and procedure. The limits of this paper do not permit

INTERNATIONAL LABOUR OFFICE. Wartime Transference of Labour in Great Britain. Pp. vi, 163. Montreal, 1942. Paper bound :

first and foremost requisite is a change of attitude on the part of the European population&dquo; (p. 244). The native must have a greater share in the national income. His taxes must be reduced. Both these measures will increase his buying power. He must have better educational facilities; particularly is this true for the agricultural serfs. Further basic industries must be built up which will have as their purpose

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HILL, SAMUEL E. Teamsters and Transportation: Employee-Employer Relationships in New England. Pp. xix, 248. Washington: American Council on Public Affairs, 1942. Paperbound:

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HILL, SAMUEL E. Teamsters and Trans portation: Employee-Employer Relation ships in New England. Pp. xix, 248. Washington: American Council on Public Affairs, 1942. Paperbound:

3.75. This careful study, accurately described by its complete title, represents an economic analysis of the trucking industry in New England during the years since 1925, with particular emphasis on industrial relations and the development of labor organization in this field. Chapters describe the nature and the economic position of the trucking industry, associations of employers, costs, technological changes, Federal regulation, wages, hours, working conditions, and union activities and policies. There are many reasons why students of industrial relations will find this study of particular interest. For one, there is the fact that the union in the field-the International Brotherhood of Teamsters, Chauffeurs, Warehousemen, and Helpers of America-is now the largest union in the American Federation of Labor. It has shown a striking growth in recent years, from some 82,000 members in 1932 to 500,000 in 1942. It has been associated with some of the most effective and, at the

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of conspiracy, injunctions, &dquo;yellow dog&dquo; contracts, anti-injunction legislation, and legislation as to use of anti-union contracts lead up to a thirty-page treatment of the National Labor Relations Act, wherein fundamental disagreements as to this law and wise public policy are revealed. Other major considerations of concerted action by workers, labor union responsibility, the legal status of collective agreements, and

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ciency. A section on current personnel procedures in the public service follows, and a final major division is devoted to a description of employee representation plans and a discussion of collective bargaining under present legislation. In an additional brief chapter the authors appraise the status of personnel administration at the present time. Basic to the whole presentation is the assumption that modern business is a joint enterprise of capital and labor. The particular function of personnel management from this point of view involves &dquo;giving sufficient attention to human forces to as-