THE ARIZONA

By FRANK DAVIS executive vice president

llfANY times in my association

.J-Vl work, talking to dealers, the question arises, how can I maintain my non-union status?

My answer is always maintain good communication with your employees. In most cases where a dealer suddenly finds himself in the position of being organized by a union, the dealer has lacked this communication factor,

In union contracts the employee is guaranteed wage increases, fringe benefits and grievance procedures. In most cases, where the non-union dealer is aware of union contracts in his area, he can still have employee problems even if his wage scales and employee benefits equal those of union contracts.

Good communication is the answer. He can accomplish this through employee group meetings or individual talks with his employees. In most cases this breaks down the communication gap between the employer and employee and if the employee is unhappy or dissatisfied the problem can be solved within this relationship.

I recently read a formula entitled Ti,p to Em,ployers by an outstanding non-union, Georgia manufacturing firm.

It reads as follows;

(1) Respect to the utmost, the indi vidual dignity of each and every employee.

(2) Provide the kind of leadership in which all employees may have faith and confidence.

(3) Make demonstrated ability the primary basis for promotion. Where possible, adhere to the practice of promotion from within.

(4) Provide adequate training opportunities for all employees and encourage them to develop their capacities to the maximum.

(5) Provide fair and equitable compensation for all employees by maintaining wage rates equal to or better than the prevailing rates for comparable work in the community. Those administering the company's compensation policy will be guided by the results of periodic community-wide surveys in their determination of local wage scales.

(6) Promote the economic security of employees by intelligent administration of our balanced program of company-sponsored employee benefits.

(?) Provide facilities and working conditions which are considerate of employees' health, safety and convenience,

(8) Provide free and open channels of communication and continuously seek ways of maintaining h i g h morale through fair and equitable treatment of all employees.

(9) Guarantee that the personnel polieies of the company, both in spirit and according to the letter, will be followed at all times.

(10) Provide equal employment oPportunity without regad to race' color, religion, sex, national origin or age.

68th Annuql Set for Portlqnd

The annual Western Exposition and Convention will be in Portland, Ore, February 4-6.

The 68th annual of this poPular event is expected to again draw hundreds o{ exhibitors and thousands of registrants to viewthe displays' Sponsored by the Western Building Mate' rial Assn., of Olympia, Wash., the expo is held in conjunction with the associationos popular annual conven' tion.

Headquarters hotel for this year's meeting will be the Portland Hilton. A full schedule of business and social events is planned for the convention. A number of top rate industry figures are expected to take part in the program.

R. S. Osgood, Inc. Exponding

Douglas Osgood Howe is the newest .member of the team at Robert S. Osgood, Inc., Los Angeles.

A recent University of Washington graduate, he is described by the firm's namesake as "a hardy, healthy, agree' able 23, the grandson of the late George Osgood, and so has a long baclr:glound in lumber, plywood, veneers, millwork and wood products."