Film and TV Technician (1957)

February 1957 FILM & TV TECHNICIAN 21 KODAK AMONG the many resolutions on the agenda of our Annual General Meeting will be one from Humphries Laboratories on the question of Trade Union recognition at Kodak Ltd. This again will focus the attention of our membership on the attitude of this American firm whose persistence in refusing to negotiate with the Trade Unions continues. How much do other sections of our membership really know about this giant company, who employ over 7,000 workers on film, sensitised plates, paper and camera production ? Kodak Ltd. can be classified under the heading of reasonable employers who concede pension rights, profit sharing, bonuses, social facilities, etc. to their employees. However, experience in the Trade Union movement has taught us that concessions given in the absence of negotiated agreements can also be taken away. These concessions can never be a substitute for Trade Union representation and recognition. Wage Rates Wage rates at Kodak are not determined by the practice generally accepted throughout British industry, i.e., through negotiation with the Trade Unions. They are established by a system of job evaluation. Periodical assessments are carried out by the company's " Independent Evaluation Officers ", and at times it happens that as a result of these assessments dissatisfaction arises even if increased rates are awarded ! One case was that of a Film Dryer who had succeeded in passing a departmental examination and had accepted promotion as a Film Tester (a grade carrying a higher basic rate). On the next company evaluation, the Film Dryer rate was increased to surpass that of a Film Tester. This meant that the individual concerned was receiving a smaller rate than he would have received on his original job. Is this promotion ? On a number of occasions I have met the management to pursue grievances arising from job evaluation. It is not uncommon to find rates decreased after an assessment. By Bessie Bond The company find it extremely profitable to employ people on night work. Under the A.C.T.T. agreement with the Film Laboratory Association night work is paid at time-and-a-half, but our members at Kodak receive only a last five years, have failed to implement the holiday allowance operating in the Film Laboratories, i.e., three weeks' holiday after ten years' service. With the exception of certain grades, Kodak employees have to complete twenty-five years' service with the company before becoming entitled to three weeks' holiday. Under our Laboratory agreement all holiday and sickness benefits for permanent shift workers are calculated on premium rates. But at Kodak both holiday and sickness benefits are based on flat rates : although the company could well afford to implement these benefits already enjoyed under A.C.T.T. agreements. NO' NO' A THOUSAND HMEf NO meagre allowance of 7/ per night above their normal day rate. On this issue alone our members have distributed over 2,000 leaflets which met with favourable response at the factory and assisted in consolidating and recruiting members. It is significant to note that the company which made, before taxation, over £12,000,000 profit in the Under the Government Contract Law any employer working on Government Contracts, as Kodak do, must recognise the right of their employees to join their appropriate union. Kodak Ltd. are obliged to adhere to this ruling, but this is where their obligation ends. It is true that the management on certain occasions agree to meet us (Continued on page 22)