) GOLD RIVER

SAFETY MEETING

which was won by Camp
Committee Member S. Shil-
lito.

A special safety meeting
was held by the Tahsis Com-
pany at its Gold River logging
operation to congratulate the
crew for working 100 days ac-
cident-free.,

In attendance were Gil In-
gram, Local 1-85 IWA, Safety
Director, who addressed the
crew and praised its fine safe-
ty effort; Eric Wood, Camp
Chairman; G. Burns, B.C.
Loggers Association; J. D.
Moreas, Personnel Superin-
tendent; B. Ford, Camp
Superintendent.

The Company donated the
sum of $100 (one dollar for
each of the 100 accident-free
days worked) for a draw

prize.

CAMP CHAIRMAN Eric Wood extends his personal con-
gratulations to the crew.

Do you haveto —

wear a tattoo
foenjoy —
_ Old Style Beer ?

Let’s put it this way. You should be the type who has thought of it. At least once.
Because Old Style is not for the faint of heart. There’s a tang of manly adventure -a
hint of old deviltries -in every golden drop of this boldly brewed beer. Is that your
style? Then you don’t need a tattoo. You’re already marked as an Old Style man.

Id Style aces

BREWED AND BOTTLED BY MOLSON’S CAPILANO BREWERY LIMITED

THIS ADVERTISEMENT IS NOT PUBLISHED OR DISPLAYED BY THE LIQUOR CONTROL BOARD OR BY THE GOVERNMENT OF BRITISH COLUMBIA.

THE WESTERN CANADIAN LUMBER WORKER

G. Gill won the man’s wrist
watch given away as a door

GOLD RIVER CREW

By BILL WILSON
Secretary-Treasurer,
Local 1-71

ECAUSE 1965 is a year of

relatively full employ-
ment with a construction
boom in several geographic
areas of British Columbia, it
is natural that some of our
people, particularly in skilled
categories, are moving around
more than usual and in some
cases are seeking employment
outside the industry. This, of
course, results in a relatively
heavy turnover of crews in
most of the logging camps and
is especially noticeable in the
more remote. -or' isolated
camps, such as those at the
heads of Mainland Inlets or
in the Queen Charlotte Is-
lands.

The outstanding exception
to this general rule is Cana-
dian Forest Products, Engle-
wood Logging Division,
where the crew turnover is
so fantastic that it warrants
some comment.

In our opinion the Indus-
trial Relations policies of the
company are directly respon-
sible for this exceptional rec-
ord and have over the past
few years caused such a de-
terioration of labour-manage-
ment relations that C.F.P. is

now experiencing serious dif-’

ficulty in retaining their work
force, and many old-time log-
gers are reported to be refus-
ing to work for this company
if other jobs are available.

The company’s policy on
safety is evident in the recent
arbitration case on the dismis-
sal of Brothers Ollenberger
and Scott and in their record
of opposing the establishment
of lost-time compensation
cases by every possible
means.

POLICY POOR

Their labor - management
policy in economic areas is
also abundantly evident -and
appears to be based on a dis-
regard for any moral or com-
monly accepted employee
rights that are not clearly de-
fined in a Union agreement or
by legislation.

A glaring example of the
company’s overall policy in
this’ area and its results can
readily be seen by the long,
bitter strike at Grande Prai-
rie which, in our opinion,
could easily have been avoid-

| C.F.P. SCORED

ed. Other examples much
closer to home are far too
numerous to mention.

As an indication of how far
down the road the company’s
policies have taken them in
Englewood, a look at this Di-
vision’s Seniority List for the
month of May, 1965, shows
that out of a total work force
in the bargaining unit of 500
employees, 50% are employ-
ees with two years’ seniority
or less, while 34% of the to-
tal work force entered their
employment with C.F.P. dur-

ing the last six months. The:

same Seniority List shows
that 90 loggers, or 18% of
Englewood’s crew, terminat-
ed their employment with the
company in the month of May
alone. Obviously, the old gag
about a company having three
crews, one in camp, one com-
ing and one going, applies to
this situation.

UNFORTUNATE

It is unfortunate that these.

conditions exist because the
company’s logging location
and timber holdings allow a
long work year. They also
have large married quarters
with school facilities available
in most of their camps and, in
addition, new road systems
make access to and from
camps to southern Vancouver
Island communities and to the
Lower Mainland relatively
quick and easy. With these
obvious advantages, C.F. P.
should be enjoying the decid-
ed benefits that a stable work
force provides to any employ-
er instead of earning them-
selves the reputation they
have with the logging frater-
nity.

It is interesting under these
circumstances to note that
Jack Holst, who recently re-
signed his office as a Regional
Vice-President, is now work-
ing for C.F.P. in Industrial
Relations. Certainly, either
the company’s past policies or
Mr. Holst’s past policies will
have to change. We wonder
which it will be?

In any event, we feel that
only through a re-appraisal of
their policy will the company
be able to stop the present
deterioration of relations in
Englewood and gradually re-
gain the type of reputation
they enjoyed in the past when
Englewood was regarded by
the majority of us as a good
place to work.

bee Sins