OCR Text |
Show New Manpower Program in Effect "The following letter, will be mailed all employers in Utah on July 1," Joseph S. Mayer, Utah Director of the War Manpower Commission said Tuesday. ''We are in the most vital period per-iod of the war. There is a critical crit-ical shortage of male workers in those industries essential to the war effort. This manpower must be provided in order to keep the production of war materials and essential civilian goods on schedule. At this crucial moment, we cannot afford to suffer the loss of a single sin-gle unit of war production for want of the proper manpower. "The new Utah Manpower Program Pro-gram becomes effective July 1, 1944. Policies of this program were recommended by the National and State Management Lobor committees com-mittees of the War Manpower Co-mission. Co-mission. "We are attaching for your in- j formation: (1) Amendments to the Employment Stabilization Program which establishes the authority for the new procedure. (2) Amendment Amend-ment to the Employment Stabilization Stabil-ization Program showing the activities ac-tivities presently designated as locally lo-cally needed by the War Manpower Manpow-er Commission. (3) Supplement to the Utah Employment Stabilization Program, which contains the essentials es-sentials of this new plan. (4) A notice for the informatoin of your employees. (5) Declaration of Employment, Em-ployment, Form UT-MP1, which you should carefully complete and submit to the Manpower Priorities Committee by July 15, 1944. Instructions In-structions as to how you complete this form will be found in Section III, Supplement to the Utah Employment Em-ployment Stabilization Program. "Until further notice you will operate under one of the following schedules: If you are engaged in essential activity designated as lo cally needed by the War Manpower Manpow-er Commission, and (1) Your present pres-ent employment is less than your ceiling, you may replace male workers wor-kers who terminate with women workers or male workers who present pre-sent an introduction card from the United States Employment service. ser-vice. (2) Your employment exceeds your employment ceiling, you may not hire additional workers. All other firms are excluded from hiring male workers unless they present an introduction card from the United States Employment Employ-ment service. They may, however, hire women workers up to their employment ceiling. This program can only operate effectivly with your full cooperation. Your United States Employment Service office will answer questions ques-tions you may have concerning this plan." Very truly yours, Joseph S. Mayer State Manpower Director No formal action on allocation of manpower priorities or allow -1 ances was taken by the committee. Preliminary discussion explored the best methods to be adopted to acheive the purpose of the program. pro-gram. The members of the committee com-mittee will investigate the problems prob-lems which confronts the individual indi-vidual firms and industries which each represent in order to be as fully informed as possible at the next meeting of the committee. Each representative was given a copy of WMC form 63 for Utah ''Request for initial or Adjusted Manpower priority Rating". The heading of the form reads as follows: fol-lows: "The information furnished on this form will be used to determine de-termine the necessity for granting special consideration to your manpower man-power needs." Among other information which must be furnished with each application ap-plication are the names of the agency responsible for its representation repre-sentation on the manpower priorities pri-orities committee and the local U. S. Employment Service office. Other, Oth-er, information required to secure an adjustment of manpower priority pri-ority ratings (all essential and locally lo-cally needed industries are initially init-ially rated B) or adjusted manpower man-power ceilings include a listing of the major products or services behind be-hind schedule due to lack of manpower; man-power; the extent to which the employer has engaged in good utilization and tnaining processes; has eliminated in-plant causes for turnover, absenteeism and labor hoarding; and has maintained working wor-king conditions not below the standard set by state and (or) fed-ral fed-ral law. |