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in effect at the time of signing this contract are recognized as part of this scale.

QUITTING WORK AND LAY-OFFS AND DISCHARGES

46. Any employee who quits his position or fails to keep an engagement to work without reasonable notice or excuse to the one in charge, or without putting on a competent substitute, shall be subject to discipline by his Union by fine or otherwise.

47. An employee who quits or who refuses to comply with the instructions of the foreman or the one in charge, which shall be deemed equivalent to quitting, after beginning a day's work, shall be entitled to no compensation for any part of that day. Sickness shall be the only accepted excuse for an employee quitting short of his time.

48. Employees who have been employed in an office, and who have not been previously notified of their being laid off, and employees who have been ordered to report for work and report at the usual time, shall receive a full day's or night's pay if not put to work, except in case of fire or unavoidable cause.

49. The employer shall be reimbursed at the regular rate of wages for all time lost the first day or night through an employee quitting or failing to keep an engagement to work if the employer makes a reasonable effort to secure a substitute.

50. In cases where members are laid off before the regular pay day they shall be entitled to and shall immediately receive whatever sum may be due them, on demand, provided men so laid off on any other than the day shift shall receive their pay on demand the next working day.

51. Members ordered by foreman to report for work shall, upon so reporting, become entitled to a day's pay. (This section subject to Sections 30, 31 and 32.)

52. No employee, regular or sub, shall be paid for less than a full day unless he be discharged for incompetency or for disobedience of rules. If employed for more than two full days, he shall be paid only for the time actually worked the first day, provided this rule shall not apply in case of tardiness of regular employees or time taken off at employee's own volition. (This Section is subject to Sections 30, 31 and 32.)

53. An employee cannot be laid off or discharged without reasonable notice and the chairman must be notified.

54. In the event of the discharge or lay-off of a member of the Union, if he considers that he has been discriminated against, upon demand, the foreman shall give the reason for discharge in writing, and the member shall have the right to trial before a joint committee consisting of three members of the

League and three members of the Union, which joint committee shall select a chairman from their number. After considering all of the evidence in connection with the reason assigned for discharge, effort at agreement shall be made and, if a decision is reached, it shall be final and shall be so accepted by both parties to the controversy. If agreement cannot be reached, the Committee shall select a seventh man, and the decision of the committee thus constituted shall be final. Should the committee fail to agree upon the seventh man he shall be selected by the presiding Judge of the Appellate Division of the Supreme Court of the First or Second District.

55. When foremen find it necessary to "slide" the force, it must be accomplished by laying off the men in rotation where practicable, as the exigencies of the matter may require.

RULES FOR APPRENTICES

56. Each office shall be allowed one apprentice to every ten journeymen or fraction thereof, regularly employed, but no office shall be allowed more than four apprentices.

57. All apprentices shall be registered by the League and

the Union.

58. The term of an apprentice shall be five years, dating from the time he is registered.

59. An apprentice may be assigned to do any work which his foreman may deem proper and shall be given opportunity to learn all branches of the trade, but shall not operate a machine until the last year of his apprenticeship.

60. In case of temporary absence of a regular employee an apprentice may not fill his position if a substitute can be obtained.

61. If an apprentice is not retained after the expiration of his apprenticeship, he shall be entitled to the first vacancy occurring within six months thereafter in the office in which he served his time.

62. The foreman of the mail room is required to test the ability of each apprentice under his charge after six months and within the first year of his service, to determine the fitness of of such apprentice for the trade. The apprentice shall thereupon receive from his foreman a written statement of his qualifications, a copy of which he shall file with the Union and the League. Should the apprentice be deemed incapable he shall be refused further work at that branch for at least one year. Any dispute arising over this question shall be determined by the Joint Apprentice Committee of the League and the Union, and all interested parties shall have an opportunity to be heard.

63. No apprentice shall leave one office and enter the service of another employer without the written consent of the President or Secretary of the League and the President of his Union. Any apprentice who is found guilty of obtaining membership as a journeyman through misrepresentation as to the time. of his apprenticeship shall forfeit his membership. In case of violation of this rule he shall not receive a journeyman's card until he has fulfilled his apprenticeship at the option of the employer in the office in which he was registered. In case the employer does not wish to take him back, he must fulfill the term of his apprenticeship in some recognized union office before receiving his journeyman's card.

64. Whenever an apprentice has served the required length of time in any department the employer shall have the right to advance him to be a journeyman in that grade, provided he pays him the full scale for that position, and should the apprentice hold this position to the satisfaction of the employer for a period of ninety days, it shall be deemed sufficient evidence of his competency, and his application shall thereupon be accepted by the Union which has jurisdiction. During this ninety days' probationary period no new apprentice shall be taken on to fill the place of the one so advanced.

65. When an apprentice is out of employment, through failure or retirement from business of his employer, or other causes beyond the control of the employer or the apprentice, such apprentice shall have an opportunity for completing his term in any office, regardless of the number of apprentices employed therein; provided that no more than one such extra apprentice shall be allowed in any shop, nor shall any journeyman be displaced.

66. A Joint Apprentice Committee composed of five (5) representatives from the League and five (5) representatives from the Union, shall be formed to study, investigate and report, and during the life of this agreement, act to secure enforcement of the conditions outlined in this agreement covering apprentices. The Committee shall have full power and authority any time during the term of apprenticeship, to cancel the apprenticeship of an apprentice who does not show aptitude and proper qualifications for the work. The Committee shall meet jointly at the call of the Chairman of each Committee, at such time and place as may be determined by them.

67. The minimum scale of wages to be paid apprentices shall bear the following proportions to the full scale of the shift on which they are employed:

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COMMERCIAL FIXTURES

NATIONAL COMMERCIAL FIXTURE MANU-
FACTURERS' ASSOCIATION

Adopted Feb. 1, 1916:

CODE OF ETHICS

The members of the National Commercial Fixture Manufacturers' Association, consisting of manufacturers of store furniture, bank fixtures, and similar lines, believing-that it is for the best interest of any individual or firm engaged in the manufacture and sale of the above mentioned products, as well as for the industry as a whole, that clean, honorable and legitimate business customs should prevail in this business, and that they should be followed in buying, in selling and in competition with others engaged in the business-present in the following articles a statement of business policy which they believe should be followed by all parties engaged in this industry and which they consider representative of a square deal, which is the motto of their organization :

Article No. 1: That as the successful conduct of any business depends on the marketing of the product at a price which will net a reasonable profit to the manufacturer, that none of the products of this industry should be sold, knowingly, below a price which would return to the manufacturer the cost of production plus a fair percentage of profit.

Article No. 2: That as a knowledge of the cost of production is absolutely necessary to the successful conduct of any business, manufacturers in this line should exert every effort to inform themselves on this subject and should aid their fellow manufacturers in securing a knowledge of this subject by any means in their power.

Article No. 3: That every manufacturer should have an accurate system of ascertaining the cost of every job, that the information derived from this system should be recorded so that it could be referred to and that these records should always be used in estimating special work so that every advantage of past experience might be taken and estimate made on actual facts rather than guess work.

Article No. 4:

That in estimating special work the aim of the Estimator should always be to arrive at the cost of pro

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