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Show I 1 ; 4 i i - ..in . . ... . ..... . ..... .. . ... . J - ;. i ' . .' , ' ; " v . - .... .. . . . . 4 . ; steeD (tAe cmittflinKLfle? - . ; : ' The costly and unnecessary steel strik Is now In its fourth week. Tlw country at of Insurance and pension, United States, Steel offered to pay up to 10c an hour large i$ beginning to feel its disastrous effects. Employees and employers have per employee (more than $50,000,000 a yeqr) toward the cost of insurancf and t ', alreddyfferedrtburfinahcTanosses": niesIhiafioBwiirgrow''orse1f The pensIoirbeneRts7lhe"employeeito-makrome additional lontrlbutlonrTWrlOc ; strike continues. ' f wat amount which the Presidential Fact-Finding Beard recommended we should i PaY- Our 9er w" fatly refused by the Union, h insists that we must pay the This strike was ordered by Philip Murray, President of the Wnitfd $ttl- ntir- of wch in,uronc. aaj pftnOM. workers of America (CIO.) He and his Union must accept full f espons ility for thi strike and its damaging consequences. United States Steel did not want a strike and tried hard to prevent it. I Th nuranc pr9ram propped by United States Steel woo Id provide , I greater welfare benefits for our employees at less cost than our average em More than three weeks have elapsed, and no proposal of jiy kind has 'ployee is today paying under existing insurance and welfare plans. Therefore,' been made to us by the Union for a settlement of the strike. On Ve contrary, our proposed Insurance program will not reduce his tqke-home, pay. . the Union stubbornly adheres to its original ultimatum that we mst agree in advance to pay the entire cost of insurance and pension, for our employes. That w hay- had ,ong xperienc wifh Q(, 9mplaypayxaih-in9 (nOMMa is the only issue. Unconditional surrender by us to this ultimatum is the ipnce which . i, . . .1 J tnbutory) pension plan. We found it necessary to adopt a contributory pension the Union demands to call off its strike. I i plan ten years ago. More than 60,000 of our employees today participate in In an endeavor to negotiate with the Union a sound and Ui'tr program this contributory plan. . .' f V. . Contributory Social Security 4- Ioi"ti"ork pr"ide loln,rro" ",lf" l&2LX&Ztt&S:: TT pp,, DjniI tee of the House of Representatives in Washington on Has 1 nese Ad vantages: vter c-pi" both company ond April 12, 1949. O me mffo.yM lay and something for the employees , . . . ... , . future vWe and purity. It it not the American way As to financing, oue member bane been will- 1. Larger insurance benefits ana pensions art t9 k for thand-out or something tor nothing. g to, pay their duthare of tbe tost of sodai P'0'8' 5. A coriibRlftry plan is a folunlary plan insurance, y When the employee and th. company both con- A lontributory plan ordinarily gives th omploye a That the Hous. Woys and Means ComminX In August, tribute, the larger contribution, permit better social secur. choice. H can take it, or leave it. The inducement to 1 949. reported to Congr . hy benefitt. join Ihqjcontributory plqn it two-fold. The employee Is , , . , I 2 A nnlri'knl.rif Ln ! eefar paying-ome of hit owrt money for his protection and Tb ttm bdt torn to reaffirm tht btstc pru . A COmriDUIOrj plan IS IlIBr fof hk -jd afl anJ if h h mng te eom. c s contributory systtm of social ytsur- Company pay-all plans are uncertain. There may pony Wtl more thon match all he. puts up in order to give -anc in which U'OfkarS short directly m meeting tome day be no money or no compony. Employees uf- him grfatter benefit. the cost of the protection afforded is tba most i fer, if the plan fails. ... HT T 1 ' " v satisfactory way of preventing dependency'. I . Ffr,or'rj:ibo!in9:p,oTa, MaDv reople linow . . . . I interest in the success of the plan. He will then strive to , f That our employees, bpve olreo'dy lost mor, pay in i keep the plan financially sound and within proper bounds. That feaVol Social Security fi contributory. Aon mjr contril)ution, contributory 3. ConfribntOrV PlanS nrOYide SaVl'nSS for Thot 'ti'' Gov,rnment ondynost States hove con-. insuronce and pension fund would total in m whole yeef. ! . ' . " iributor pennon plant. - employees' Thoffiany oties (including New Yok City) have eon- That this is not a popular strike with many of euf The employees' contributions go into a fund, along tributary, pensiorf plans. employees. f I with the company's contribution. In eHect it is a savings Thafrailrood pensions are, contributory; m . , . . , . . . . . . ' .' ' account for the employee't own welfare. Under the usual , . . Tno r,a' Panaon e steel strike U rivalry , contributory pension plan, if the employee dies before That me majority of plant in American1 business are between labor union leaders - desire by one labor . ; retirement, his family gets his pension contribution with ' contributory. union monopolist to outdo another. .,.', interest. If he quits, he gets them back, with interest. -w- P i V- " ' ' il Under a contributory plan, an employee always Ollt TCW I COplC tlCallZC e e Union politics we not o jurf or sufficient couse for the has something saved up for his protection. Putting Thpflhany of our employees tell u in letters that they present steel strike-costly to the public, the employees, ( j aside savings is not a wage reduction. wont toiontribute to a sound insurance ond pension plan, and the, steel companies alike. , ' ' ' l' ) ' , I . .li'j ' ; I : OUR POSITION: United States Skel favors a proper and financially ' sound program of . ; insurance and pensions for its employees. We welcome an opportunity to negotiate a program of this character icith tte Union. As evidence of our sincerity,, ice have made - " an offer to the Union to pay merer than $30,000,000 a year as our share of the cost, . f. j ... . ' V 7 ,1 " (UM1TE1) STATES. MEW ' etSSSVitMSSSSSSSSSSMtSSMSSsVlSSSSSSSISSSSSSSt ' J . . |