4.

in food processing which must be filled by persons capable of performing the duties involved, in order that the activity may maintain efficient production. This list is confined to those occupations which require six months or more of training and preparation.

In classifying registrants employed in these activities, consideration should be given to the following:

(a) The training, qualification, or skill required for the proper discharge of the duties involved in his occupation;

(b) The training, qualification, or skill of the registrant to engage in his occupation; and

(c) The availability of persons with his qualifications or skill, or who can be trained to his qualification, to replace the registrant and the time in which such a replacement can be made.

CRITICAL OCCUPATIONS IN FOOD PROCESSING IN FISHERY INDUSTRY ONLY

Accountant, Cost

Bacteriologist

Blacksmith, All Around

Carpenter, All Around

Centrifuge Operator

Chemist

Cook, Meat Packing and Food Processing
Cooper, All Around

Coppersmith

Diesel Engine Operator, Stationary
Electrician, All Around

Engineer, Professional and Technical

Engineer, Refrigerating

Engineer, Stationary or Powerhouse

Fish Inspector

Fish Pickler and Salter, Supervisor
Fish Smoker, Supervisor

Foreman, Food Processing

(This title covers formen who are actually engaged in supervisory duties in connection with the manufacture, dehydration, or other processing of food products; must exercise independent judgment and assume extensive responsibility for product or equipment. It does not include straw bosses or laboring gang foremen.)

Machinist, Maintenance

Manager, Employment and Personnel
Manager or Superintendent, Production Food
Processing

(This title covers persons who are ac-
tively engaged in supervising directly
or through subordinates, various oper-
ating departments, of a food processing
establishment. It also includes super-
visors who are directly responsible to
such managers for the efficient func-
tioning of such departments. It does
not cover managers or supervisors who
are concerned with the distribution,
clerical, legal, tax, and other non-
production phases.)

Mechanic, Automotive
Mechanic, Maintenance
Mechanic, Refrigerating
Millwright

Pasteurizer

Retort Operator, All Around
Sheet Metal Workers, Maintenance
Welder, All Around

Draft Deferment. --Occupational Bulletins 18 and 20 should bring relief from uncontrolled drafting. If registrants qualify for any of the critical occupations listed, they are eligible for draft deferment. However, it must be remembered that deferment is not obligatory upon the draft board, nor is it permanent.

The following is written with the hope that it will be of assistance, when necessary, in obtaining occupational deferment for men employed in critical occupations. Numbers appearing at the end of certain paragraphs refer to the paragraph in the Selective Service Manual, from which the information was taken. A copy of this manual is on file at each local draft board.

When a registrant engaged in fishery industries has received a notice of classification in Class I-A, he should file Form 42 or 42-A requesting deferment and transfer into Class II-A or II-B. These forms should be submitted within ten days after the date when the local board mails him notice of his classification. These forms were revised and re-issued on September 16, 1942, and are intended for use by employers who seek deferment of registrants holding key occupations or by registrants in critical occupations who seek deferment and who are independent operators and self-employed. When the items on Form 42-A are not applicable, Form 42 may be submitted, together with any other pertinent information available.

When a request for deferment and transfer into Class II-A or II-B is denied, any person who has signed Form 42-A will receive a notice of the right to appeal (Form 59). Local Board Release No. 108 of the Selective Service System, dated March 9, states..."It is directed that when a local board denies a request for Class II-A or II-B deferment in a case where there is on file Affidavit to Support Claim for Occupational Deferment, DSS Form 42-A, the local boards shall no longer send to any person who has signed Form 42-A a Notice of Classification, DSS Form 57, but shall send a Notice to Employer of Right to Appeal, DSS Form 59".

Therefore, if an appeal is to be taken, the local draft board should be notified within ten days that the case is appealed to the Appeal Board, and the action should be followed by a full explanation of the circumstances to the Appeal Board.

Under certain circumstances the registrant, any person who claims to be a dependent of a registrant, any person who has filed written evidence of the occupational necessity of a registrant, or the Government appeal agent may appeal to a board of appeal from any classification of the registrant by the local board. However, no such person may appeal from the determination of the registrant's physical or mental condition by the examining physician, the examining station of the armed forces, or the local board. (627.2(a))

The Government appeal agent may take any appeal authorized under the above paragraph at any time prior to the date when the local board mails to the registrant an Order to Report for Induction (Form 150). (627.2(b))

The registrant, any person who claims to be a dependent of the registrant, or any person who has filed written evidence of the occupational necessity of the registrant may make an appeal (authorized under 627.2(a)) at any time within ten days after the date when the local board mails to the registrant a Notice of Classification (Form 57). At any time prior to the date that the local board mails to the registrant an Order to Report for Induction (Form 150), the local board may permit any such person to appeal, even though such ten-day period has elapsed. The board must be satisfied that the failure of such person to appeal within the ten-day period was due to a lack of understanding of the right to appeal or to some cause beyond the control of such person. Unless the local board thereafter permits an appeal, the right of such persons to appeal expires at the end of the ten-day period. (627.2(c))

Any person entitled to do so may appeal to the board of appeal in either of the following ways:

1.

By filing with the local board a written notice of appeal. Such notice need not be in any particular form but must state the name of the registrant and the name and identity of the person appealing, so as to show the right of appeal.

2. By signing the "Appeal to Board of Appeal" on the Selective Service Questionnaire (Form 40).

(627.11)

The person appealing may attach to his notice of appeal or to the Selective Service questionnaire (Form 40) a statement specifying the respects in which he believes the local board erred, may direct attention to any information in the registrant's file which he believes the local board has failed to consider or give sufficient weight, and may set out in full any information which was offered to the local board and which the local board failed or refused to include in the registrant's file. (627.12)

The local board shall not issue an order for a registrant to report for induction, either during the period afforded him to take an appeal to the board of appeals or during the time such an appeal is pending. (627.41)

When either the Director of Selective Service or the State Director of Selective Service deems it to be in the National interest or necessary to avoid an injustice, he may at any time request a board of appeal to reconsider any determination made by it, stating his reasons for requesting such reconsideration. Upon receiving such a request, a board of appeal will reconsider its determination in any case. (627.61)

When an appeal is taken from the classification or reclassification of a registrant and when such appeal is upon the ground that the registrant should have been deferred by reason of his occupation, the appeal shall be transferred to the board of appeal having jurisdiction over the area in which the registrant is employed, provided all of the following conditions are met, but not otherwise:

1. The first person to appeal in a given case from such classification or reclassification files with his appeal a written request for such transfer;

2. The written request states in what respect an occupational question is involved; and 3. The written request states the name of the registrant's employer and the street address, county, and State where the registrant is employed. (627.71)

When a registrant's case has been transferred to a board of appeal having jurisdiction over the area in which the registrant is employed, and such board of appeal is in a different State from the local board of origin, either the State Director of /Selective Service of the State in which the local board of origin is located or the State Director of Selective Service of the State in which the transfer board of appeal is located may appeal to the President from the determination of the transfer board of appeal, if he deems it to be in the National interest or necessary to avoid an injustice. (628.1-1)

The registrant or any person who claims to be a dependent of the registrant or any person who has filed written information as to the occupational status of the registrant, at any time within ten days after the mailing by the local board of the Notice of Continuance of Classification (Form 57) notifying the registrant that the local board classification has been affirmed or changed, may appeal to the President provided the registrant was classified by the board of appeal in either Class I-A, Class I-A-0, or Class IV-E, and one or more members of the board of appeal dissented from such classification. The local board may permit any person who is entitled to appeal to the President under this paragraph to do so, even though the ten-day period herein provided for such an appeal has elapsed, if it is satisfied that the failure of such person to appeal within such ten-day period was due to a lack of understanding of the right to appeal, or to some cause beyond the control of such person. Unless the local board permits such an appeal, the right of such persons to appeal to the President terminates at the end of the ten-day period herein provided. (628.2)

An appeal to the President under the provisions of section 628.2 shall be taken (1) by mailing or delivering to the local board written notice of appeal or (2) by going to the local board and signing the appeal to the President on the Selective Service Questionnaire (Form 40). If the appeal is taken by filing a written notice of appeal, such notice need not be in any particular form but should include the name of the registrant, his serial and order numbers, the identity of the person appealing (definitely enough to show the right of appeal), and the fact that such person wishes the President to review the determination of the board of appeal. (628.3)

A registrant shall not be inducted during the time an appeal to the President is pending.

Manning Tables and Replacement Schedules. --To prevent key men in fishery establishments from being drafted before non-essential men, the Selective Service System recommends that employers submit Manning Tables or Replacement Schedules, or both, to their State Headquarters of the Selective Service System.

The major purpose of the Manning Table plan is to indicate the form in which the employer should keep the records of his labor force so as to provide the basis for planning the necessary withdrawal of workers from industry into the armed forces of the country with the least possible disturbance to production. The Manning Table is a complete manpower inventory of the company or plant using it and provides the following important data:

1. The different kinds of jobs in the plant.

2. The number of workers necessary to do each kind of job.

3. The type of worker suited to do each job and the possibility of substituting other workers of less skill.

4. Amount and kind of training needed to train an unskilled worker to do each job. The Manning Table also

1. Calls attention to training methods which often result in improved training techniques.

2. Reveals the jobs in which women are employed and also those in which women could replace men.

3. Supplies information needed for forecasting labor requirements in connection with anticipated production program. For example, if the output of the plant is to be raised 30 percent, an accurate estimate can be made of the number and kind of workers that will be needed to accomplish this increased production.

4. Often reveals job relationships and suggests a logical chain of promotion or upgrading.

5. Reveals unbalance between number of skilled and unskilled workers and supervisors. 6. Calls attention to those jobs where physically handicapped or disabled persons could be used.

The Replacement Schedule is designed to provide for the systematic replacement of those men who must be made available for military service. It consists of a plant summary and replacement list normally made from data developed in the preparation of the Manning Table. The Replacement Schedule is divided into two parts, as follows:

1. A replacement summary, which is made up from a survey of the personnel of an employer, arranged generally by job titles and by Selective Service status.

2. A replacement list, upon which are listed by name the male employees who must be replaced, so that they may be made available for military service. In the preparation of the replacement summary the employer will list all of the jobs by plant, department, or other operating unit, the order of listing to depend upon the manner in which the company's records are kept. If a Manning Table has been or is being prepared, the job titles and order of their listings must conform to the Manning Table., Opposite each job the employer will list under the following headings the total number of workers engaged:

A. Number of women

B. Number of men not to be considered for replacement

(1) Men with minor children

(2) Physically unfit

(3) Over 38 years of age

(4) Under 18 years of age

C. Number of men to be considered for replacement

(1) Single men

(2) Married men

In the preparation of a replacement list employers will list by plant, department, or other operating unit, as used on the replacement summary, the names of the men whom he will be prepared to replace. Only those men who were carried on the replacement summary under the heading "Number of Men to be Considered for Replacement" will be listed. Those within each plant, department, or operating unit, who are to be replaced in the first month, will be listed first followed by those who are to be replaced in the second month. The month or period of replacement will be indicated by placing a check mark in the appropriate column opposite each man's name, as follows:

1. For those men who are to be replaced within the first six months a check mark will be placed in the column indicating the month in which each will be placed.

2. Those men for whom deferment is to be requested for a period of more than six months but for one year or less will be listed next and will be checked in the column headed "Six to Twelve Months".

3. Those men for whom deferment of more than one year is to be requested will be listed last and will be checked in the column headed "More than One Year"

Copies of instructions for the preparation of Manning Tables and Replacement Schedules may be obtained by writing to the State Director for Selective Service or to the War Manpower Commission. When the forms are completed, they should be submitted to the State Director for Selective Service for approval. When the State Director notifies the employer that his schedules have been accepted, he will authorize the employer to use a certification on the affidavit, Occupational Classification Form 42-A, which the employer will file in

e.g., "Ac

accordance with schedules. The certification will be in the following form: ceptance No. 37, Maryland State Headquarters, Selective Service". An employer will reproduce on Form 42-A the certification and with the State acceptance number prescribed.

Women in Fishery Industries.--As the fuller utilization of manpower progresses, and shortages of labor appear, the fishery industries cast about more desperately for additional workers. These industries would probably do well to concentrate on the recruitment of older men, handicapped persons, women, and men of draft age who have been deferred and whose deferment is likely to be continued.

Of the above, women appear to be the largest and best source from which to choose workers in shore operations. However, it is reported that many women have refused employment because they felt that those upon whom they are dependent would be more likely to be inducted into military service. This rumor has already had its effect upon some portions of the fishery industries.

The National Headquarters of the Selective Service System has indicated that women who are wives or children of draft registrants should not hesitate to accept employment in the fishery industry, as it will rarely affect the draft status of those upon whom they are dependent. The enactment of the Servicemen's Dependents Allowance Act of 1942 has changed the basis for the determination of dependency from financial status to the existence of a bona fide family relationship. Section 5 (E) of the Selective Training and Service Act of 1940, as amended, permits the deferment of registrants for dependency when they maintain a genuine family relationship in their homes, provided the status with respect to such dependency was acquired prior to December 8, 1941, and at a time when selection was not imminent, and even though no financial dependency exists. The circumstances of a wife working or not working, therefore, would affect the classification in only an occasional case. The rumor that the employment of wives and/or children of registrants would affect the induction of those upon whom they are dependent may have originated in the fact that prior to the passage of the Servicemen's Dependents Allowance Act of 1942, financial status was a major basis for determining dependency.

The bona fide family relationship, as noted above, pertains to registrants with wives or wives and children or children alone. For registrants with secondary dependents, such as parents, sisters, or brothers, the basis of bona fide family relationships would not apply, and the Servicemen's Dependents Allowance Act of 1942, in providing Governmental financial aid for these dependents, reduces the claim of dependency to the point that only cases involving extreme hardship could possibly bring deferment.

Registrants with these secondary dependents are now in the process of being reclassified, and except in instances of extreme hardship, the dependency is considered as being relieved through the allowance and allotment. It becomes a question of whether or not the man is a "necessary man" in an essential industry eligible for II-A or II-B classification. If not, he will be placed in Class I-A, providing, of course, he is physically fit and otherwise acceptable to the armed forces.

Selective Service says there should no longer be any hesitancy on the part of mothers and other secondary dependent relatives to take employment, as financial dependency of such relatives would only be considered as cause for deferment of registrants in the most extreme cases. The amount of remuneration that many of these collateral or secondary dependents receive through their employment will not alter their right to receive an allotment and allowance as defined under the Servicemen's Dependents Allowance Act of 1942.

Other women have refused employment because their husbands are working steadily and earning large salaries. Many women cannot work in fishery establishments because they are caring for young children.

At least one plant has established a nursery on the premises. A qualified person has been employed to care for the children, thereby releasing the mothers for work in the plant. It is felt that other plants will carry out similar plans in the near future.

It is the duty of all our citizens to assist in every way in increasing the production of foods and materials that the country needs in time of war. Women who work in fishery plants or elsewhere will be assisting the nation to support the fighting forces and so perform a patriotic duty.