rACTORY People ■ ND Their Employers ? c OOKS ¥(^^ PRACTICAI. WOI?KFiS Digitized by tine Internet Arciiive in 2007 witii funding from IVIicrosoft Corporation littp://www.arcliive.org/details/factorypeopletlieOOsliuericli -ACTORY PEOPLE AND THEIR EMPLOYERS HOW THEIR RELATIONS ARE MADE PLEASANT AND PROFITABLE A HANDBOOK OF PRACTICAL METHODS OF IMPROVING FAC- TORY CONDITIONS AND THE RELATIONS OF EMPLOYER AND EMPLOYE BY EDWIN L. SHUEY, M. A. Author of '■'■Industrial Training Esse, tial,^^ Etc. NEW YORK LENTILHON & COAIPANY 150 Fifth Avenue <,A^*^ • J Copyright, igoo, BY LENTILHON & COMPANY Riggs Printing and Pub. Co. Albany, N. Y. l7anMiook5 for practical IDorkers in dl^nrct] an"!) pl]iIautbropy EDITED BY • ^^SAMUEI. MACAULEY JACKSON '^\ " TROFESSOR OF CHURCH HISTORY IN NEW YORK UNIVERSITY Factory People and Their Employers PREFACE In the preparation of this handbook an effort has been made to make a practical book which thought- ful people may use in developing plans in their own communities, and not to offer a complete history of sociological development as related to factories. The facts given here have been gathered from let- ters of employers and employes, from newspapers and other periodicals and from various books which touch upon these questions, efforts being made as far as possible to verify statements given. Thanks are due to employers in various places for informa- tion regarding their methods and for words of en- couragement and recognition from many others who desire rational methods of improving factory conditions and the relations of employer and em- plove. E. L. S. Dayton, Ohio, December i, 1900. 98804 Outline of Discussion PAGE INTRODUCTION n I. METHODS OF ACTION 15 1. Large gifts 15 2. Direct profit-sharing 16 3. Daily sharing — through personal advantages. 19 11. SOME ESSENTIAL PRINCIPLES 20 ^y Fairness — sympathy 21 Daily thonghtfulness 22 <^ Recognition of personal comfort and dignity. . 22 Duty to city and country 25 \/ Influence in neighborhood 25 III. WHO SHOULD UNDERTAKE SUCH PLANS. 25 Not wait till large factory 27 Or undertake many things 27 Organize thoroughly 27 IV. HOW TO WIN SYMPATHY OF FACTORY PEOPLE 29 Difficulties : 1. Lack of knowledge of each other's per- sonal needs — sympathy 29 2. Lack of knowledge of business 30 3. Lack of clear ideas of organization and methods 31 Attained by information 31 By illustrated lectures 32 By giving opportunity to improve — to think. Be sincere — frank 2)^ vii Vili CONTENTS PAGE V. HOW MANUFACTURERS' INTEREST HAS BEEN MANIFESTED 35 I. In the factory : \^ I. In improving exterior 35 Remove rubbish 36 Lawns 39 Supply shrubbery 40 t^' 2. In improving interior 43 Physical conditions — light — air — clean- liness — paint and color — decorations — curtains and shades to windows.. 43 Flowers 44 ^ 3. In personal comfort 47 Examination by physician and provis- ion for accident 47 Baths, lockers, etc 48 Toilet rooms 52 Chairs — backs and foot-rests 52 Elevators, ice water, etc 55 Shorter work hours 55 /^Recreation 56 Lunch rooms and restaurants 59 Factory auditoriums 76 Club houses 79 4. In mental and moral training 86 Opportunity — the best incentive 86 Apprentices 86 Prizes for suggestions 90 Encouraging education — training schools — night classes, etc. — stercop- ticon, etc 98 Factory meetings — of all people 103 '^ Library and reading rooms 107 Factory publications 108 5. Special attentions for women no Hours and recesses 113 Toilet and ajirons 114 Rest rooms 115 CONTENTS IX V. HOW MANUFACTURERS' INTEREST HAS BEEN MANIFESTED— (C^«//«2^^rt'). L, I. In the factory : page 6. Savings funds, pensions, purchases, and special features ii6 Homes for aged ii6 Thrifts ii6 Pensions i IQ Railroad relief funds 120 Loan funds — provident funds 125 Buying bicycles, sewing machines, etc 127" \y II. In the community 128 House building 128 House beautifying 138 Schools, kindergartens — reason 161 Social centers 163 Libraries 169 Play grounds i73 VI. HOW FACTORY PEOPLE HAVE SHOWN THEIR INTEREST i73 Clubs and literary societies I75 Musical societies 176 Relief associations i79 Lunch clubs 188 Cooperation IQI VII. RESULTS 193 To employer I93 To employe I94 To society I94 VIII. OPINIONS 197 Experience of employers I97 Experience of employes 202 Observation of students 205 Magazine and newspaper opinions 207 Key to Illustrations. In order to save space and avoid repetition, the institutions- whose features are shown in the illustrations are indicated by letters as follows : (a) Gorham IManufacturing Company. (b) National Cash Register Company. (c) L. H. Parke & Company. (d) Acme White Lead and Color Works. (e) Cleveland Hardware Company. (f) Cleveland Window Glass Company. (g) H. J. Heinz Company. (h) Ludlow ^Manufacturing Company. (i) Briarcliff Farms. (k) Westinghouse Air Brake Company. (1) The Draper Company, (m) The Bullock Electric Company. (n) Cleveland Twist Drill Company, (o) Eastman Kodak Company and F. A. BrownelL (p) Lever Brothers Company. (q) Cadbury Brothers, (r) Walker & Pratt Company. (t) Garlock-Frazee Laundry Company, (u) Cleveland Bag Company, (v) Cleveland-Cliffs Iron Company. (w) Cleveland City Railway. INTRODUCTION This is not a book of motives, but of facts ; not a discussion of industrial systems, but of actual efforts ; not an argument for present conditions or for a revo- lution, but a presentation of practical work by thoughtful men and women who recognize the duty and responsibility of their positions as employers, and who seek to meet it in the best way possible to them. On the other hand, it as truly shows the effort of the men and women who, as employes, with the smaller duty and responsibility, as fully recognize their share in '' doing unto others " and who meet their associates (the employers) on the fair basis of enthusiastic response and effort. It is granted that the first essential of successful manufacturing is ability in employer and employe, in office and factory. This is necessary that the busi- ness may prosper and the employe be kept at work and therefore from starvation. But when united with this ability are to be found recognition of one another's rights, sympathy with one's fellows and the human touch which has characterized the makers of the best in the world's history, then is developed II 12 INTRODUCTION the real strength of society and the truest form of s'JGcessful manufacturing-. ■ ,s " If the employer fences his machinery and works his force only the legal hours, but declares that be- yond compliance with the letter of the factory laws, and the punctual payment of their wages, he owes nothing to the hundreds of men, women and children in his employ, then, however moral he may be in his home or as a citizen, he has not attained a true in- ward rightness in his industrial relations. He has not realized the full demands of a^setmrflrioralTt-i-- which has no conflict with economic truth or eco- nomic law, but the force of which cannot be excluded from any relation which is human. 4 *' On the other side, if a workman simply works hard enough and carefully enough to retain his posi- tion in a factory ; if he feels no desire that his em- ployer shall prosper because he himself does his best, with all his fellows ; if he simply refrains from physical violence during a strike while acting most unsocially in all other respects — he, too, is imper- fectly moralized, so far as his relations to the em- plover are concerned. He, too, needs an ethical de- velopment, if he thinks that the whole duty of in- dustrial man is thus discharged by him."* ^ It is important that we know conditions and needs when such a subject is to be considered. Americans believe that their manufacturing conditions are su- perior to th'ose of any other country, yet the ideal has not been everywhere attained and many facts still call for thought and action. * N. P. Gilman: " A Dividend to Labor." INTRODUCTION 13 As an illustration of the importance of considera- tion of these questions, it may be noted that there are over one and one-half million women and girls "empioyed in factories in this country. The conditions of labor of many of these are deplorable and little ^ effort is made to improve. For instance, in many I paper mills, girls have no place to sit, even at noon, j except on the heaps of rags, and are not permitted 1 even to wash their hands before their lunch. In | some communities most unkind persecution of work- ers is allowed by foremen and forewomen. While conditions are undoubtedly much better in our own country than elsewhere, yet scores of examples can be found which emphasize the need of the careful study of conditions and relations. The aim here is to show that such unfavorable surro undinp-s are not onl}' evil, but unbusiness-like ; not only unnecessary, but bad policy; and that fair treatment and gener- ous recognition of manhood and womanhood not onlv are morally right but also are financially wise and prudent. As this little handbook is a statement of facts rather than of theories, it has been thought wise to name, in most cases, the firm or company which car- ries cut each plan, believing that specific information is what is wanted by searchers after knowledge. There is a tendency in our day to adopt what may be called a " laboratory " method in the study of so- ciological and business methods. Men no longer seek theories but want the actual results of experience. Hence, in presenting such a subject in a concise form for assistance in the factory or shop, the author has, 14 INTRODUC ; as far as possible, given tlie 'les and ■. re. ";es the companies or individuals that those interested may go, if they choose, dire , to tlic experienced man. It is characteristic of American busines, len that, while not boasting of their achievements and their good deeds for their fell"vv-men, they are ready to share with others the resulls of their expeiience. The instances named in th( iioo': are not to be re- garded as the only ones, or eVen perhaps the most prominent that might be found. They are. however, those known to the author or suggested in news- paper and periodical art' 1 in various books on these questions. No efic .las been made to make of this a complete discussion of the subject, but to show by the vai .ety of things accomplished vvhat may be done by practical men. Factory People and Their Employers I. METHODS OF ACTION Employers and men o h have usually sought one or more of three meu^xods of expressing their sense of responsibility to those who have assisted in the development of their business or in the accumula- tion of their wealth. These are, first, large gif'^s to pub. educational or charitable institutions ; scv^ond, direct division through profit sharing ; or, third, daily sharing through special personal comforts for em- ployes or their families. Large Gifts. — The first of these has been a popular nethod among Americans who have become dis- tinguished the world over for their great benefac- tions. These gifts have been to public or private in- stitutions in the form of the establishment or endow- ment of schools, colleges, industrial institutions, hos- pitals or other charitable organizations, parks, li- braries, museums, art institutions, etc. In no coun- try of the world has there been more generous rec- ognition of this character than in America. Hardly 15 l6 EMPLOYER AND EMPLOYES a city or town can be found that has not enjoyed some of these results of wealth. Among manufacturers who have thus done much for their own cities or villages, not to speak of men whose great gifts to many places have given them a w^orld wide name, are the Knapp, Stout & Co. of Me- nominee, the Ludlow Manufacturing Company, Ludlow, Mass., the Cranes of Dalton, the Ames fam- ily of North Easton, Mass., the Fairbanks family of St. Johnsbury, Vt., the Drapers of Hopedale, the Whitins of Whitinsdale. These are especially im- portant as showing how such interest often passes from one generation to another where a business re- mains in a single family for many years. Profit Sharing. — Profit sharing and the various forms of co-operative manufacturing have attracted more or less attention. Many efforts of this kind have been undertaken based upon various principles. The expression " profit sharing " is applied to the practice of paying with more or less regularity a divi- dend to the employe, based on the amount of his wages. This plan generally includes the payment of the amount promised upon certain conditions and under certain rules presented in a set of rules and regulations. Notable examples of this system are the Proctor & Gamble Company, Cincinnati, the most prominent instance of the " recognition of the right of the workingman to a^ explicit dividend on his wages " ; the Century Cori-;pany, New York ; the Bourne Mills, Fall River ; Acme Sucker Rod Com- pany, Toledo; The Roycroft Press, East Aurora. N. Y. ; The Peace Dale ^Manufacturing Company. R. L, \. ^ EMPLOYER AND EMPLOYES 1 9 and the X. O. Nelson Company, St. Louis and Ed- wardsville, 111. This last is an important instance of co-operative manufacturing and combines many fea- tures of both profit sharing and personal daily at- tention. Labor Recreative. — The third form of effort and one which has recently attracted much attention has been provision for better daily comforts for em- ployes and their families, with a tendency to shorter hours and greater opportunities. The aim has been to take from labor as far as pos- sible its servile aspect and to make it pleasant and recreative. A double result is certain from this — bet- ter conditions, more contentment and more encour- agement for the employe, and increased output more perfectly done for the employer. This idea has in recent years taken various forms. The Lever Bros., Limited, of Port Sunlight, Eng- land, and others have invested in cottages and beau- tiful grounds which are open to their employes either at small rent or free ; the Cadbury Bros., of Bourne- ville, England, have beautiful grounds and many con- veniences and comforts, especially for their women ; the X. O. Xelson Company and other com- panies of this country have founded villages and assisted employes to own homes ; The War- ner Bros. Institute, at Bridgeport, the Club houses of the Illinois Steel Co., and the Gorham :\Ifg-. Co., the Relief Association of a number of American railroad companies, and the Railroad Young Men's Christian Association buildings, are all evidence of varied efforts for the com- 20 EMPLOYER AND EMPLOYES fort and encouragement of employes. The most sys- tematic effort and one proving most wide-spread in its inliuence is that of the Messrs. Patterson, of the National Cash Register Company, Dayton, Ohio,, which by its beautiful buildings, lawns, baths, lunch- eon for women, clubs, kindergartens, schools, homes^ and other similar features, all conducted in a large city, without any property of its own other than its factory buildings, has given a remarkable example of the value of daily thoughtfulness for the comfort of others. It is with this third form of factory life especially that this handbook has to do and its aim will be to show what has been done in a practical way by manu- facturers and their operatives. The illustrations are largely from the American experiences, though a few foreign ones of prominence are included. Many employers give as their reasons for doing nothing toward the betterment of their factory, their operatives and their families that the panaceas are all impracticable, and many employes insist that the only way to reach changed and improved conditions and opportunities for themselves is by revolution and by a new industrial system. The facts given here are regarded as evidence that success and contentment are attainable by the present system modified only as justice and daily thoughtfulness for others re- quires. TT. SOME ESSENTIAL TRINCIPLES Something more than system is necessary if any- thincr other than the barest work is to be carried on EMFLOYER AND EMPLOYES 21 based upon the so-called " economic laws " and guided b}^ the never-to-be-forgotten thought of com- petition — whether in the product or in the labor mar- ket. There must be a regard for the personal char- acteristics even more than for system. The ideal \; factory under any government or system emphasizes man. Herbert Spencer states it very clearly in his *' Industrial Institutions " ; " It must be admitted that V the practicability of such a system depends on char- acter. Higher types of society are made possible only by higher types of nature ; and the implication is that the best industrial institutions are possible only with the best men." Fairness Essential. — The spirit of absolute fairness is the first essential to success in these designs. The employe must recognize in the employer a man whose ability or opportunity has placed him in a position of greater or less prominence and responsibility. The employer must realize the human desires and ambitions, the love of home and the desire for child- ren's education and opportunities which is inherent in every man or woman. Personal Sympathy. — Personal sympathy and in- v terest was a characteristic of the early manufacturing life when the number of people in each factory was small. It is impossible to have personal knowledge now of the hundreds or thousands in the factory, whether small or large. Hence the relations must - be retained by actual interest and devotion. The employer makes his buildings pleasant, gives health- ful conditions, is interested in the homes, that the employes may realize his recognition and personal 22 EMPLOYER AND EMPLOYES interest. The employe gives his best efifort, thinks about his work, is ready to suggest plans of improve- ment, and thus acknowledges the thoughtfulness of the employer. Daily Evidence. — The greatest gifts in the world lose much of their value if not accompanied by tan- gible evidence of personal sympathy in those to whom they are offered. Daily evidence of this sympathy and thoughtfulness is another important item in this new form of relations. Not occasionally, not in spe- cial instances, but every day must these evidences be sho\\'n. Such little attentions as good air through- out the factory rooms (as in many factories to-day), providing compressed air at a convenient point about the factory for bicycle tires (as at the National Cash Register Company), a free cup of cofifee at noon (as at Sherwin-Williams Co.), providing warm cofTee for men required unexpectedly to work overtime, proper coloring and shading of work rooms to rest the eyes, — all seemingly small in themselves are worth many times their cost. One employer, on his return from his European trips, brings a large number of pictures and stere- opticon slides which are displayed for the benefit not of his social friends, but the factory people. Another transforms the kodak pictures of his hunting trips into lantern slides to entertain the men of his factory with his experiences. These evidences that even on their vacations employers think of the pleasure and instruction of their operatives are far more valuable than large sums of money in gifts. Dignity of the Laborer. — An efifort to add to the c^ EMPLOYER AND EMPLOYES 25 dignity of manhood and womanhood is important. Provision for comforts so that men and women can come and go from their work with clean faces and hands and with neat clothing adds to their sense of manhood and womanhood and therefore to their in- telligent effort. A large number of foundries now supply baths and lockers so that on leaving the build- ing their men may be clean, and have a complete change of clothing. Their testimony is unanimous that this enables them to secure a higher class of men and therefore better work. Civic Duty. — On the part of employers recognition of civic duty and responsibilities is an essential prin- ciple in this day. The employment of others, whether in large or small numbers, adds to each man's responsibility. The recognition of this leads him to think of relations and to help to cultivate his em- ployes. Interest in schools, good government, not necessarily active and direct, but by increased in- tellectual power compels better ideas and therefore better results. Neig^hborhood Improvement. — Another element of value is the recognition that the factory may add to the beauty and character of the neighborhood. By setting an example of good taste and cleanliness in grounds and neatness in buildings the entire neigh- borhood may be made better. One of the most strik- ing instances of this is that of the company at Day- ton. Ohio, already mentioned, where an entire sec- tion of the city has been revolutionized through the direct influence of the company and its officers, until at present the nearer we approach the factory the 26 EMPLOYER AND EMPLOYES greater the attention to beauty in homes and the higher the rents. Some of the EngHsh factories and their surronnchngs have been converted into great grounds with beautifully laid out groves and recrea- tion grounds, well-built homes and well-ventilated shops. American manufacturers are following the example and are realizing that home surroundings have much to do with the contentment which leads men to give their best effort. III. WHO SHOULD UNDERTAKE SUCH PLANS It is often assumed that methods of recognition and assistance are possible only in large establish- ments with abundant capital and more than the usual margin of profits. It may be granted that such em- ployers can do many things not possible for small factories. On the other hand, small enterprises have the advantage in other things and can do some things which are difficult for the larger concerns. It will be found in studying details that personal thought and sense of responsibility really enter most largely into the question. Clean windows and rooms, good air, comfortable toilet rooms for men and wo- men, good water for drinking, are matters not so much of expense as of thought. Alost of them are possible even in the crowded or undesirable sections of the city as is seen at the Sherwin-Williams Co., Cleveland; E. A. Brownell, Rochester; the Enter- prise Mfg. Co., Philadelphia, and others of similar character and location. EMPLOYER AND EMPLOYES 27 One Thing at a Time. — ^Xeither is it necessary to wait until many things can be done. One thing at a time is the experience of the wisest movements and those which have proved most permanent. In one case, it might be simply cleaning up. In another, pro- viding good water and fresh air. In another, a clean and inviting place for luncheon with supplies sold at very low rates. On the other hand employes may express their ap- preciation of these efforts of their employers in many ways. Cleanliness and neatness in appearance going to and from the factory, thoughtfulness while at work, care not to waste, exactness, suggestions for possible improvements, all are methods of recogniz- ing the thoughtfulness of employers and they soon bring the two nearer together. A Special Department. — Such plans should be or- ganized as any other features of a business. The greater the care and system the surer will it be that all will be done well and economically. The fact that ordinarily officials are busy and have not time to give thought and effort to these things often deters from the effect. The National Cash Register Company recognized this early in the development of its plans and, first of all these companies, organized the "Advance De- partment" whose head gives his time to considera- tion of plans for improvement of conditions in factory and neighborhood. Under him are the numerous clubs, societies, classes and special features of the company, and the teachers, librarian and other help- ers. By studying the needs of the neighborhood 28 EMPLOYER AND EMPLOYES and of the employes, he may do much in the develop- ing of plans. The Westinghouse Air Brake Company has re- cently followed its example and chosen for this work a man thoroughly equipped by training and expCi'i- ence for developing the best life of the operatives of its great factories. A '' Social Secretary ". — The Shepard Company, Providence, has on its pay roll a " social secretary, "~ a woman whose work is to assist in improving life both in and out of the factory, for the employes. She seeks to provide needed comforts, rest and lunch rooms, to assist in finding good boarding places, to care for the sick, and to mediate in cases of friction. ' Rowntree & Company of York, England, carry out this same idea, especially among their women. Many of the companies having club houses place this work in the hands of the secretary or manager of the club. In a number of instances, certain foremen or fore- women undertake some of this work, but, of course, cannot do it as thoroughly as one who gives entire time to it. The first plan named is the most compre- hensive of all these and is serving as a model for many. Cleveland Plan. — The Cleveland (O.) Chamber of Commerce has this year (1900) taken the most radical step thus far known. A number of its leading members after visiting Dayton, invited the head of the N. C. R. '' Advance Department " to explain that company's idea at one of the meetings of the Chamber. Several of these men, having tried various movements for themselves, became satisfied E^lPLOYER AND EMPLOYES 29 of their value to the city. An " Industrial Commit- tee " was therefore chosen to encourage the develop- ment of the idea among the factories of the city. A little later a " Social Secretary " was engaged to give his entire time to assisting in the improvement of local factory conditions. Thus, by this com- bination, the entire city has united for general im- provement. This is probably the first instance of this kind in industrial history. IV. HOW TO WIN SY^IPATHY First Difficulty — Sympathy. — Almost every em- ployer finds three great difficulties in the best man- agement of his business, which, if overcome, would increase his output and relieve him of much diffi- culty, giving him more time to think of others. The '^ first of these is the lack of knowledge of each other's needs — that is, of sympathy between his employes / and himself. Beneath all other causes of trouble and conflict in the labor world, making them seem superficial only. is the personal alienation of the employer from his fellow-men whom he engages to work for him in large numbers. This alienation is partly due to the great size of many industrial enterprises and the consequent lack of personal acquaintance between the two parties. " If the modern employer is sincerely interested in the general welfare of the many persons who work for him, simply because they are human beings like himself, and because he realizes that he stands in a \ 30 EMPLOYER AND EMPLOYES relation to them which can be made very effective for good to both parties, he has taken a long stride to- ward industrial peace in his house, and he has the root of the ideal in him."* On the other hand, if the modern employe realizes that his employer is as human as himself, that he often puts in many hours per day in studying how he may develop his business in order to keep those who labor for him at work and therefore from want ; that often his mill is kept running for weeks be- cause he realizes his relation to others and the re- sponsibility of his position ; and that, while not labor- ing in the same manner, he is still a " laboring man " in the true sense of the word, — then he will be ready to contribute his share to that better industrial con- dition which all desire. The ideas and plans used by many employers, as illustrated in this handbook, are largely undertaken with this one object in view — greater mutual sympa- thy. Second Difficulty — Knowledge. — The second diffi- culty is lack of knowledge of the business itself and of skill and training on the part of the workers. This is especially true where labor or special forms of ef- fort are necessary. The custom of confining men and women to a single operation has nuich to do with this, but this narrowing influence may be overcome by methods suggested in the pages following, which give the workmen something of value bcvond the matter of daily toil. The provision of a comfortable hall connected with tb.c factory and the use of the Gilman: " A Dividend to Labor. EMPLOYER AND EMPLOYES 3 1 stereopticon has made possible many things in giv- ing instruction and training. Bulletins and infor- mation about visitors and important matters, expla- nation of plans of special work to be done, have been found valuable in many factories. In one instance where a large factory building had been erected, the company posted in all rooms the proposed arrange- ment of departments in the new building, asking for suggestions and changes. The plan attracted atten- tion and led to a number of excellent ideas. Third Difficulty — Organization. — A third difficulty and the one hardest to explain is the importance of thorough organization and careful methods. The larger the business or the more complicated the prod- uct ■ the greater the necessity for organization. At the same time, intelligent appreciation of this on the part of the employe may be obtained by full explana- tions and free discussion. Frank presentation of these difficulties before the people of the factory and their families is the surest and quickest way of over- coming them. The National Cash Register Company, has prob- ably carried out this idea more fully than any other company in this country, though the gathering of all operatives from the manager down is a frequent inci- dent among employers of Great Britain. When it was determined by this company to make a system- atic effort to meet these difficulties, meetings of em- ployes were plan ned. A large hall was fitted up in one part of the factory, a stereopticon was secured and slides either made or bought to illustrate the subjects to be presented. Invitations w^ere then ex- 32 EMPLOYER AND EMPLOYES tended to officers of the company, foremen, their as- sistants and clerks, as well as to the rank and file of the operatives, for the entertainments which were provided. At regular intervals for several years, some of these gatherings occurred during the day upon the company's time, the discussions being upon topics directly connected with the factory. At the evening meetings, practical illustrated talks on or- ganization under the title of " Napoleon and his Army, " '' How a Circus is Managed, " etc., were given, presenting clear ideas of its importance. Pic- tures were made of a man wasting oil, of one asleep over his work, of others careless of their time, all of which made men think. Illustrated addresses on special forms of mechanics, simplified and popular- ized, and interspersed with attractive pictures of beautiful places, great works of art, etc., made many a profitable evening. By thus frankly stating facts, by permitting free discussions at such meetings and at clubs and socie- ties organized among employes but carefully directed, and by the practical assistance in the education of themselves and their families, open indifiference or opposition was changed to active interest, sympathy and co-operation. In connection with these gatherings, this com- pany formed its " factory committee," taking the place of the superintendent, and giving to five men the supervision usually assigned to one. P.y select- ing men with peculiar qualifications for the various classes of work, a company of specialists is organized whose combined ability will proliably give correct OFFICE FORCE AT LUNCH (d) .-^^ A FACTORY COMMITTEE EXAMINING SUGGESTIONS FOR PRIZES (b) EMPLOYER AND EMPLOYES $$ decisions. All orders for the factory are issued to this committee through its chairman. This idea somewhat modified has been adopted by many com- panies during the past few years. In some cases, as the Acme White Lead Works, the factory commit- tee is composed of the foremen, while a committee of review chosen from the officers forms the court of final resort. The remarkable success of the " suggestion prize " plan (an outgrowth of this community idea) wher- ever tried is evidence of the active return which fac- tory people will make when fairly and frankly treated. It is the evidence of personal interest, and the recognition of honest effort which wins. The failure to praise work well done, while criticizing mistakes, is responsible for much of the ill-will that often exists. There are many things in manufactur- ing that money will not buy — one of them being loyal, sympathetic service. This can be best gained by the recognition and instruction here suggested. V. HOW MANUFACTURERS' INTEREST HAS BEEN MANIFESTED /. Improving Exteriors of Factories Heaps of rubbish, unkept yards and soot-covered buildings unfortunately are the distinguishing mark of many great factories where thousands of men and women are employed. Not only in rolling mills, foundries, and similar iron industries where men only are employed, but also in cotton, woolen, paper and 36 EMPLOYER AND EMPLOYES Other factories where large numbers of women are busy, do these conditions too often prevail. Naturally *' work " is associated in the minds of these toilers with all that is forbidding and unpleas- ant, and thought fulness for self or for the employer is discouraged. Often skilled workmen lose much of their force and skill under these conditions. The influence is felt in the home, and familiarity with dirt and darkness during the day, especially where both men and women of a family work, tends to make the home life forbidding and careless. The moral effect upon the home, the family, the church and the community is far reaching and much more offensive than the average employer would think. Result of Change. — The surest evidence of the rec- ognition of these conditions is the change that comes into the lives even of the unskilled and uneducated, when better conditions prevail. It is too often as- sumed that workmen and women are accustomed to these things and care nothing for bright sur- roundings, beautiful flowers and clean homes. The increasing number of large factories where atten- tion is given to the care of lawns, cultivation of plants and shrubs, and general cleanliness, is the answer to this objection, for men arc finding that the con- trary is true, and that but little encourageme nt is re- quired to lead to sinTpTc Jjcailli Jying of lionies and the neighborhood ^ A proiuinent magazine referring te^his subject, recently, said — " If an effort of this kind will succeed in creating a greater love for at- tractive home surroundings among the class of w(^rk- ing people, the Association (American Park and Out EMPLOYER AND EMPLOYES 39 Door Art) will have accomplished something to be proud of. The National Cash Register Co., have set a practical example of what can be done in this respect, so the movement has foundation for hopes of success.'' How to Begin. — A leading manufacturer one day f visiting a large factory where cleanliness, neatness and beautiful surroundings were the rule, was so thoroughly convinced of the economy and wisdom of the idea that on his return the next day he ordered his entire plant renovated and painted inside and out. A little later the beneficent results were so well seen that it was determined to move the plant to the sub- urbs where plenty of light and air could be obtained. Another, after a similar visit, ordered the yards about his factory cleaned, the boxes carefully piled and the grounds kept in order. These began right. The first necessity is cleanliness, and this can be ob- tained both inside and out, in many places where it usually is regarded as impossible. — ^ Naturally, large establishments, where land is com- paratively cheap, find the care of lawns and grounds inexpensive. Possibly the desire for this clear atmos- phere, for better surroundings and more healthful conditions has led recently to the removal of a number of large establishments from the crowded districts to suburbs, even in smaller cities. Rapid transit makes this possible, and better home conditions en- courage its enlargement. Illustrations are found in \ the Kodak Park at Rochester (Eastman Kodak Com- pany), Riverside Press at Cambridge, Pope Manu- facturing Company at Hartford, National Cash 40 EMPLOYER AND EMPLOYES Register Company at Dayton, J. H. McFarland's Printing House at Harrisburg, Crane's Paper Works at Dalton. the Bullock Electric Company and United States Printing Company of Cincinnati, and many other plants of greater or less extent and beauty. In England there are many illustrations of this kind, notable among which are the Cadbury Brothers at Bourneville, and the Sunlight Soap Works of the Lever Brothers at Port Sunlight. Alany New Eng- land villages are beautified, although not always do the factory surroundings keep pace with the villages. Simplicity of Idea. — Good taste and understand- ing of the simple rules of landscape gardening, and attention to details are essential to the best results. Simplicity should mark the efforts. The experience of the proprietors of the National Cash Register Company illustrates the difficulties of many manufac- turers. Having determined to improve the exterior of their grounds, they began by clearing away the rubbish, removing fences and sowing grass seed. Recognizing that specialists are economical as well as valuable, they engaged a prominent landscape artist to spend a few days at their factory and in the neighborhood. He came, he examined, he made sug- gestions. His suggestions were followed, resulting in a remarkable change in the appearance, both of the factory and of the ncigh1)orh(^od. Simplicity and the use of such shru1i1xM-y only as is easily grown in this climate were the foundation of the work. As the factory occupies two city squares, all that could be done was to make a good lawn and mass the shrubbery next to the lniil(linc:s. This individual U TY EMPLOYER AND EMPLOYES 43 experience has been multiplied many times by others and its example is being followed by many small factories as well as large ones, especially in the West. The details of methods will be found in later chap- ters in connection with accounts of neighborhood im- provements. //. In Improving the Interior Why dirt, dust and rubbish seem to be regarded as necessary adjuncts to manufacturing is difficult to understand; why dark, unpainted rooms seem to be all that are needed for the thousands who spend from one-third to one-half their lives in them and are affected in all the other hours by these hours of work, is one of the unexplained questions. Proper Colors. — The physical condition of the workers has much to do with the accuracy, beauty and perfection of the product. Abundance of light, pure air, clean rooms, windows with good curtains and shades, walls painted of such color as to be rest- ful, and cheerful decorations, even of the simplest character, all conduce to the best physical life of the employe, and therefore to the best product for the employer. It costs no more to tint walls in a restful color than in glaring white ; no more to select window shades with good taste than with bad ; and pure air is as cheaply obtained as impure, while it costs less when measured by its efifect on the people. Cleanliness. — Cleanliness may be obtained by care and attention. A few janitors even in a large fac- 44 EMPLOYER AND EMPLOYES tory, will keep the rooms clean, while the habit ot care grows upon working people. Waste cans, con- veniently placed, may not l)e used at first, but after a while their silent invitation is readily accepted. The daily emptying of cans and the removal of rub- bish and waste entirely away from the building or to a special room where it can be disposed of, give as- surance of cleanliness and add to available work room. The manager of a large iron plant says he saved $3,000 and a new building by clearing away rubbish and the consequent re-arranging of his iron piles. Another found among a 40,000 pound pile of waste, 7,000 pounds of a valuable product. Provide a place for all discarded articles, whether machinery, furniture, supplies or waste, with proper conditions for disposing of material not needed, and storage of all articles that may have future use. All this is economical, for working people hesitate to throw away that which may be valuable when they know it will be seen again the same day. Women's Rooms. — Where women work, attention to the little details and to comfort and convenience will quickly win their a])preciation and assistance. Not every factory can have pretty curtains at the windows, pictures and quotations on the walls, and palms and ferns on the work tables and i)enches, as in the Women's Departments of the National Cash Register Company and of Ferris Brothers ; but all can, if they wish, give an air of comfort and cleanli- ness, even in comparatively dirty work, and all can make the toilet rooms neat, clean, tidv and comfort- A woman's work room (b) AN ATTRACTIVE OFFICE (c) EMPLOYER AND EMPLOYES 47 able instead of putting them away into the darkest corner with no attention and no effort at care. It is often insisted that certain classes of operatives will not in any way respond to such efforts. As far as the author can learn, wherever these methods have had a sufficient trial, the result has been satis- factory, and the testimony of many employers, both in private letters and in public print, are the demon- stration of the value of such attention. ///. In Personal Comfort Attention to personal comfort and health requires many things besides the simple matter of surround- ings. Having given good rooms and the best pos- sible conditions under the necessary circumstances, the daily needs of the working people should be re- garded. Physical Examination. — Quite a number of fac- tories require as a preliminary to employment, an ex- amination by a physician, both for factory and office work. The purpose in this is to ascertain whether or not the employe has any weakness which would in any way be affected by the work proposed for him, or which would interfere with his best effort in that which he is to undertake. The special points re- quired in most of the cases where examination is made, are weight, height, married or single, vaccina- tion, full possession of special senses, any mental trouble past or present, family history, any diseases of eye. ear, nose, throat, lungs, heart, use of malt or spirituous liquors, permanent disability,- etc., etc= 48 EMPLOYER AND EMPLOYES These examinations are usually given by the com- pany's physician, or by some one with whom the mat- ter is speciallly arranged ; the cost in such case being borne by the employe if he receives the appointment, otherwise, by the company. Another preliminary arrangement for health is the provision of a small dispensary with medicine, band- ages, etc., in charge of some one qualified to act promptly in case of necessity. Cots to be used in case of accident or sickness are valuable, but should not be placed where they can be seen at all times, for they would have a depressing influence on many, rather than an encouraging one. The provision of a rest room, wdiich has come to be regarded as import- ant in many factories, especially where women are employed, is valuable just as truly for men in fac- tories wdicre work is very heavy or hazardous. Baths and Lockers. — In order to encourage clean- liness and the self-respect w^hich accompanies the ability to appear well on the street and in the home, the provision of baths and abundant opportunities for washing is important in all factories. Where the work to be done is dirty, as in foundries, mills and machine shops, lockers in which men may hang their street clothes during working hours, add materially to their comfort and ability. By arranging separate hours, comparatively few^ shower baths will serve a large factory. Perhaps one of the best examples of what may be done in this respect is that of the Walker & Pratt Company of Watertown, Massachusetts. Among the early movers in this direction was the National Cash Reg- '^Sm XTTt. woaian's bath room (b) A WELL-AKRAXGED WASH ROOM (r) EMPLOYER AND EMPLOYES 5 1 ister Company, which has provided shower baths for its men and tub baths for the women. These shower baths are usuahy in sets of three or four in each of its buildings ; one set serving for several hun- dred men. By a system of tickets and assignments, and the permission given to each employe to take twenty minutes a week on the company's time for his bath, this supply is abundant. The company adds the soap, towels, etc., and the care of the bath rooms. The expense of maintenance in all these cases is very slight, while the return in increased comfort and work overbalances the cost. A number of employers in large iron factories have given as their testimony that the introduction of baths had enabled them to obtain a much higher class of workmen and to get much better work than had been possible before these were introduced. The Enterprise ^Manufacturing Company of Phila- delphia has introduced baths especially for its moulders. The President testifies as to its result : " I wish to impress upon you the importance of a bath room for moulders in every foundry in the country. If you can contribute in any way to this end you certainly will be doing much good. A warm shower bath, together with putting on dry, clean clothes, is w^orth a very great deal to a moulder, and we find that we have the pick of men. They are very anxious to work for us in preference to other found- ries." The J- H. Williams Company, Drop Forgers, in Brooklyn, in addition to spray baths for their em- ployes, have a wash trough fitted up with small 52 EMPLOYER AND EMPLOYES douche baths so that the men can tlioroughly wash their hands after the day's work. Another large trough is provided with a wringer so that the men can quickly wash their underclothes which are us- ually soaked with perspiration and dirt. A drying closet is provided with hot water pipes so that the clothes can be dried and when the men come the next morning they have a clean, sweet suit in which to begin the day's work. So thoroughly is this fact impressing itself upon manufacturers that many are now putting up build- ings especially for this purpose, and providing all the facilities necessary. Toilet Rooms. — Another feature which is of im- portance in cultivating manliness and womanliness is the provision of neat, well kept toilet rooms. Simple lockers in which men and women may keep their clothing are easily constructed, and the sanitary value is very great. F. A. Brownell of Rochester, provided such lockers for all his people ; the men passing through the basement room where they are constructed on their way to and from their work. Chairs and Rests. — In foundries and machine rooms where small work is done, employes sit during the entire day. It seems not to have occurred to many employers that backs to these chairs and foot stools would not only give comf(^rt to the employe, but would add to his productive abilitv. An experi- ment in this direction has proved that 25 per cent to 50 per cent of increase may 1)e noted in the out- put resulting from the bracing of the back and the A WELL-ARRANGED WASH ROOM (m) WASH ROOM AND LOCKERS (r) EMPLOYER AND EMPLOYES 55 comfortable position in which the operatives work ; at the same time the employe is able to work throughout the day with very little fatigue. Ice Water. — Another seemingly very small mat- ter has proved, wherever tried, to be one of great value. It seems a very small thing to furnish ice water during the summer or the entire year for men who must work in warm rooms. In hundreds of es- tablishments in this country, the men contribute among themselves for this purpose. The Enterprise Manufacturing Company and others furnish the ice water in good, clean receptacles and have a man whose duty it is to see that these are properly at- tended to. Running elevators for a few minutes before and after W'Orking hours so that men and women may ride up and dow^i instead of climbing several flights of stairs, is another feature found to be healthful in many places. The fear of accident, which has de- terred many employers, has been found to be un- necessary, by those who have given this idea a trial. Short Hours. — The short hour question does not come within the province of this discussion. It is w^orth noting, however, that a number of employers like the Pels Brothers, of Philadelphia, the Proctor & Gamble Company, the N. C. R. Co., the Enterprise Alanufacturing Company, and others have volun- tarily reduced the hours of work from one-half hour to two hours per day, many of them, especially the last named having fully tested during many years the Saturday half holiday and found it satisfactory. 56 EMPLOYER AND EMPLOYES Recreation. — Provision for recreation is not so common in this country as in England. One of the most notable examples of eiTort of this kind is that of the Cadbury Bros, at Bourneville, England. This company has established its plant in a large country place, and has surrounded its works with fields and shrubbery. Lawn tennis, ball grounds, swimming pool, a beautiful park and other provisions for out- door life for the employes and their families, are made. The Lever Bros. Company of Port Sunlight, Eng., has very abundant provision for the outdoor life of its people. Rowntree & Company of York, Eng., have large recreation grounds for men and w^omen, the grounds occupying about fifteen acres. In some of the New England villages controlled by families or companies, provision is made in the form of parks or greens for the employes. The Na- tional Cash Register Company has tennis courts, etc., open at noon and on Saturday half-holidays. In a number of cities, companies have made arrangements with Young Men's Christian Associations or with athletic clubs for the use of their outdoor parks. In quite a number of factories, either in the din- ing room or immediately adjoining it, will be found a piano so that the noon hour may be given to music, dancing and other pleasant recreation. The Cleve- land Window Glass Company has club rooms for men and women for amusement and reading. In some places, the noon hour is frequently occupied by practical talks or entertainment, either informal or regularly prepared. In others social life is cultivated A QUIET CORNER FOR READING (c) EMPLOYER AND EMPLOYES 59 through social eveJiiiigs or dances, which foster a brighter Hfe. A Women's Lunch Room. — A few years ago, pass- ing through his factory about the noon hour a manu- facturer noticed a young woman warming something in a can over the radiator. Inquiry showed that she was warming coffee for lunch. This incident served to lead him to the study of the noon lunch question, resulting in the clearing away of a large attic and its transformation into a beautiful and attractive dining room, in which 250 young women take their lunch daily. A coat of paint, clusters of small flags of all nations, and cozy corners at the windows made the room attractive ; while a thoroughly equipped kitchen adjoining, a rest room in one corner and a bath room off from another, made it convenient and healthful. In fitting the room, neatness and attractiveness were first considerations along with economy. Plain kitchen chairs and tables were obtained and painted white. Good table 4inen and tableware were provided in sufficient quantity to serve neatly and quickly. The outgrowth of these plans has attracted thou- sands of visitors to the National Cash Register Com- pany, for working people the world over have been interested in the results. In this instance the com- pany supplies two items of warm food, together with tea. coffee, cocoa or milk, the menu be in p- clianp-ed daily. The young women add the bread and butter ancT whatever other articles they may desire. They pay I cent each day, while the increased output re- "sulting from good wholesome food fully balances the cost of the lunch. A graduate in domestic econ- 6o EMPLOYER AND EMPLOYES omy supervises this room and all similar work in the factory. Qualified cooks and helpers perform the regular work and care for the rooms ; the young women serve as waitresses, a detail being made each week from the various departments. Those who serve go to the dining room five minutes before the others in order to prepare the tables. Thus care and system accomplish the purpose with the smallest amount of time and efifort. The dining-room is fre- quently used on special occasions for serving lunch to large parties of employes and visitors. Here, too, a complete lunch is served free to all office employes who are compelled, for any reason, to work at night. In addition to this feature, this company provides hot soup and coffee to all em- ployes who are required to work overtime at night. The lunch is prepared on requisitions from the fore- men, made in the morning, and is carried to the de- partments, with cups and spoons, ready for service immediately after the close of working hours. Fif- teen minutes are sufficient and men are back at work refreshed and stronger for the evening's work. In this instance, the time occupied in eating is allowed and paid for by the company. This dining room and its methods have served as a model in equipment and plan for scores of other companies. A Chicago Effort. — The City of Chicago has of- fered an excellent example of another plan for the development of lunches for employes. The follow- ing account is taken fmrn the report made b\- the City Department of the Y(nmg \\'(imcn's Christian Association : EMPLOYER AND EMPLOYES 63 The Western Electric Company has one of the largest plants in the country and branches all over the world. It employs more than 3,000 persons in the factory in Chicago, 900 of them being girls. How the Work Started. — An association for the help of self-supporting young women had carried on a very successful lunch club for girls in the heart of the city. That club had become entirely self-sup- porting and it was decided that some new work should be undertaken during the winter of i893-'94. Miss Jane Addams, of Hull House, suggested that a lunch room be started in the Western Electric Com- pany's works, where soup and coffee should be served to the girls and sold to the men employed in the building. Miss Addams' suggestion was adopted and what is known as the Occident Club was started, this club made up of girls from the factory. First Year. — This was the first club ever started in any factory in the United States. At first the idea was not received with great cordiality by the firm for fear it would not be a success. In fact they looked upon it as only a fad and did not wish anything under their roof which would not be permanently success- ful. They finally gave their consent and put one small room at the disposal of the club. After all the necessary arrangements were made for fitting up the lunch room, the actual securing of patronage was not in the least difficult. The following notice was dis- tributed through the factory a day or two before the room was opened and had the effect of securing a crowded room on the first day. About twenty gal- lons of soup and coffee were used that day. 64 employer and employes Announcement " The Kirkland x\ssociation having received per- mission from the officers of the Western Electric Co. will serve coffee and soup in this factory every day from 1 1 130 a. m. until i p. m., commencing Wed- nesday, January nth. There is a lunch room where the girls employed in the building can come and spend their noon hour, bringing their own lunch to eat there if they prefer. Soup and coffee will be sold at this lunch room to the men, the prices for all being as follows : Per pint, with 2 rolls, 5 cents. Per bowl, with i roll, 3 cents. coffee. Per pint, with 2 rolls, 5 cents. Per cup, with i roll, 3 cents. Tickets good for 12 cups of coffee, no rolls, will be sold to the girls for twenty-five cents. A capable matron and cashier have been secured and four of the Kirkland girls are to be in attendance each day." The soups and coffee were made at tl:e Hull House Coffee House, and sent in cans covered with indurated fibre, which kept them hot for some hours, so that no cooking was done in the lunch room. Development. — They soon entirely outgrew their small quarters and found a flat in the next building which they could rent. By this time the proprietors of the factory approved of the work enough to throw EMPLOYER AND EAll'LOVES 65 an iron bridge between the buildings, thus making an easy entrance to the rooms. Here they had two large rooms, one for a lunch room, the other called the library. There was also a small class room. Now they began having classes and talks at the noon hour, after work at night and in the evening. Even while renting these rooms and pa}ing for the light and heat they became self-supporting, charging ten cents a month for membership. In 1897 the company built an addition to their factory and presented the club with an entire floor of the new part, making two immense rooms. They also furnished the light and heat, fitted up the kitchen almost entirely and gave new tables and chairs for the dining room. Here they furnished lunches to the men at a side counter, only the girls having the use of the rooms. The receipts were thus greatly in- creased. At first only one meal was served a day, and the management was largely in the hands of those who started the club, but now not only a dinner is served at noon, but a supper for the employes who work overtime and a midnight dinner for the night workers. The business management of this is largely carried on by the girls themselves, some of whom give up their noon hour to helping in different ways in the work of the club. Classes of all kinds have been held in calisthenics, sewing and dressmaking, embroiderv. music, mathe- matics, travel, etc., and a number of talks, musicales and entertainments given the girls both at the noon hour and on special occasions, such as Christmas and 66 EMPI.OYER AND EMPLOYES Easter. The girls have also been invited to the homes of the young women who started the club. Summer outings arc planned for them for two weeks at a time. At Present. — The clul) started with 60 members ; it now^ has about 350. It is not only self-supporting, employing a competent matron, paying the teachers of the classes, etc., but sets aside $10 a month for a Relief Fund. The forewomen of the different de- partments constitute the Relief Committee, who take pains to know the needs of all under their charge. The matron not only attends to the buying but acts as a mother to the girls. If anyone is sick, she can go to the rest room where there are couches and easy chairs and the matron looks after her. It is hoped soon to add a medicine case to be under the keeping of the matron. Before the club was started there w^as more or less jealousy and rivalry betw^een the girls in the different departments of the w^ork. Now^ this is all done away, and all meet in a sw^eet spirit, enthusiastic over their club and their factory. It has been the means of developing girls also and proving their capabilities. The chairman of the finance committee, the vice- president and secretary are factory girls, and they arc represented on all committees. Opinion of the Firm. — Only a short time since wdien plans for enlarging the factory still further were under way, Mr. Barton, the President of the Companv, said that the club had earned its own posi- tion in the factory and should have a place in the new buildincf with better accommodations. EMPLOYER AND EMPLOYES 69 He said also that it is good for the biisiiicss to have it. And this is supported by the fact that when the Superintendent of the New York branch was making plans for enlarging, he telegraphed for all particulars concerning the club in order that he might consider them in his arrangements. A Cleveland Plan. — A good illustration of still another method of furnishing lunch is found in the -experience of the Cleveland Hardware Company, whose General ^Manager, Air. Charles E. Adams, re- cently made the following statement regarding its plan : We had considered putting in this restaurant for a long while ; but the greatest obstacle that always confronted us was in that we had practically no room of any kind to spare. In our factory we are crowded and use every available corner for the manufacture of our goods, running twenty-four hours a day. We started our kitchen in a small room, 9x9 feet, with gas stove, and began selling coffee and sandwiches. We soon found, however, that we were obliged to go into it more extensively ; and w^e abandoned the original kitchen, which we now use as a serving room, and extended our kitchen down the light well, between two factory buildings, about 40 or 50 feet. As our kitchen stands now it measures about 7 x 50, being right in between our rolling mill building and factory. Of course it was impossible for us to have any room for the men to eat in, but we overcame this by giving each set of six men or more a folding table, which thev keep around in different corners of the factory, some hanging them on the wall and some standing them up behind machines and benches. 70 EMPLOYER AND EMPLOYES Any set of six men may have these tables, and they appoint one monitor, Init he must not be a man that runs a maehine. This monitor can take the order from the other men, and is allowed to take their bas- ket up to the kitchen with their order at ii o'clock, and these baskets are packed according to their or- der. The monitor is then allowed to stop work five minutes before the whistle blows, come to the kitchen, and take the baskets to wherever the tables are lo- cated. In this way we get rid of the great rush at the window as soon as the whistle l)lows. All those that do not form sets, then come up to the window and receive whatever they order. We serve about 400 men on our day turn, and as a rule, we are through serving in a1)out ten uLuutcs after the whistle blows. Each man is supplied with a small porcelain-cov- ered pail, which he takes care of. We put little cup- boards up all around the factory, that are divided off very much as a cup case in a barber shop, and each man has his pigeon-hole to keep his pail in. Wc started out with a gas stove, but now we have put in a hotel range, the most expensive part of the outfit. Of course, we bought it after we had had some experience, and we felt that we could afford to pay about $95 for this range. Aside from this the furnishing are simply pots and pans of different de- scriptions, which would pr()bal)ly run the expense up to another $100, all told. \\'e serve a pint of coffee for one penny, and on this we lose monev, \W" lose more tlian we ordinarily w(^ul(l if it was not perhaps a hobby of Mr. C. K. Adams to have the finest coffee that can be made, and we are usincr the EMPLOYER AND EMPLOYES 7r best of cream. However, of course, very good coffee can be bought in large quantities, for 8c. and lo. per lb. ; and if boiled milk was used, this coffee could easily be sold at ic. a pint, which would make about three ordinary coffee cups of coffee. The balance of our bill is as follows : Sandwiches, all kinds, 2c. each ; Hamburg steak, i slice of bread, 2c. ; pork sau- sage, I slice of bread, 2c. ; pork and beans, i slice of bread, 3c. ; half doz. crackers and cheese, 2c. ; pie, all kinds, 3c. per cut ; tablespoonful of mashed potatoes, IC. ; cooked meats, i slice of bread, 6c.; puddings, 3c.; oyster soup (on Friday), 5c. per plate; other soups, 2c. and 3c. On some of these items we make a small profit, to cover waste. We serve the different articles on a paper plate, and always serve them on a slice of bread. We consider that the restaurant pays, and, at the present writing, would not think of giving it up. We believe that a restaurant can be run so as to pay all expenses at the prices that we have given ; but we consider that w^e can well afford to pay a little bonus to run this, as we are certain that it is a paying in- vestment for us. Our office people also eat at the works. We found very early that it was something of a nuisance to have them eating in their offices, so we built a small dining room for them. On account of the scarcity of room, we were obliged to build this on top of our warehouse bins, so that it is not an ele- gant affair, but answers the purpose. Other Examples. — The Pope Manufacturing Com- pany, of Hartford, Conn., has a lunch counter at 72 EMPLOYER AND EMPLOYES which the men may buy their food at cost price. A variety is always siipphed of good quahty. The lunch room seats t,ooo. After dinner it may be used as a smoking room, or the men may enjoy games or reading in adjoining rooms. The Sherwin-Williams Company, of Cleveland, has two dining rooms for its two hundred employes, one for the women and office force and one for the factory men. The Company furnishes a cup of coffee and one other item, the men adding what they desire or buying from the Company at low rates. The meals are served in a neat room with good tables, with well- equipped kitchen adjoining. The menu is changed from day to day. It is possible to get a good lunch for from eight to twelve cents. The room is pat- ronized by office and factory men alike, and officers of the Company frequently may be seen taking lunch at the tables with the men. The Cleveland Twist Drill Company has a large, cheery room in which are three long tables seating about 270. The men are divided into groups of eight, each group having one of its number as mon- itor or waiter for a period of two weeks. The order is given each day for the next and is made out from a card regularly posted. The character of the menu may be seen from the following : Pea Soup 2 cents Roast Lamb 3 cents Stewed Tomatoes t cent Mashed Potatoes t cent Ham Sandwich 2 cents EMPLOYER AND EMPLOYES 75 Cheese Sandwich 2 cents Bread Pudding 2 cents Mince Pie 3 cents Coffee I cent Tea I cent Ginger Snaps (five) i cent Crackers i cent Careful organization and senchng a few men in ad- vance to begin the service enables all to have their lunch in the half-hour allowed at noon. A large Chicago office has recently introduced the custom of serving tea and wafers to its force of young women stenographers at three o'clock each afternoon. This is done simply to give proper stimu- lant during the weary last hours of the day. A large number of companies now^ provide com- fortable lunch rooms for men and w^omen. The pur- pose in almost all cases is to give healthful food, pleasant surroundings, and to counteract the evil of cold lunches and bad environment during the noon hour. Among companies whose experience may be valuable are Swift & Co. who furnish at their Stock Yards in Chicago, lunches for their two thousand of- fice people; the Acme White Lead and Color Works, of Detroit; the T. B. Laycock Co., of Indianapolis; Pels & Company, Philadelphia ; the Bullock Electric Manufacturing Company, of Cincinnati ; H. J. Heinz Co., of Pittsburg, and the Carnegie Co., of Pittsburg. In nearly all cases the employers equip the plant for this purpose as their contribution to the enter- 76 EMPLOYER AND EMPLOYES prise. The usual custom is to make the charges only such as will cover the cost of supplying the lunch itself. In most of these instances, instead of paying for the meals in cash, the men pay for them in meal tickets which are provided by the company and which may be bought in sums of 25c., 50c., and $i. This is found to be much more satisfactory than to attempt to make change on each occasion. A feature which has attracted much attention is the lunch for officers and heads of departments, either provided at the expense of the company, as done by the N. C. R. Co., Bullock Electric Co., and others, or at low cost wdiich is paid by those who participate. Here about a table handsomely decorated with plants, the men who do the planning for the company, lunch together, and talk over many features of the business. The aim in every case is simply to furnish a plain but attractive luncheon. The companies named above have been used sim- ply as examples of various methods adopted by dif- ferent emplo\'ers. each adapting his plans to his own special needs. The testimony of all is that the com- paratively small amount involved finds abundant re- turn in improved physical condition of workmen and in greater satisfaction. This feature of this topic has been given especial prominence because of the practical character of the methods, the evident return to the employer for his thoughtfulness and the cer- tain ini]:)rovement of the condition and comfort of the employes. Factory Auditorium. — The TT. J. TTeinz Co. has, amouij- its many s'rikiiig features, an an- tf-^'^'i'-"- '^■^M 1 wn PREPARING COFFEE I OR EMPLOYES (d) CASE FOR HOT LUNCHES (c) EMPLOYER AND EMPLOYES 79 ditorium occupying the third and fourth floors of its new building and having seating accom- modations for 2,500. The hall is placed at the disposal of its employes for entertainments, lectures, social occasions and concerts. Corridors connecting with the other buildings and elevators enable the em- pioves to gather quickly in the auditorium at the noon hour for a brief talk from some visitor or from some head of department. The " Advance Club Hall " of the National Cash Register Co. is a handsomely fitted room seating about four hundred. It is situated in the Administra- tion Building and is open at all proper hours to the employes and people of the neighborhood. In it meet the factory clubs, the " Pleasant Sunday After- noons." and the Agents Training School. Here are held the various gatherings of employes. It is seated with opera chairs and fitted with a stage and scenery, a stereopticon and other essentials of a convenient hall. The T. B. Laycock Co. has a Factory Assembly I\Oom, as have a number of other factories, situated in the factory building and convenient for frequent use, the room being simply one that could be taken and not one erected for the purpose. Factory Club Houses. — A more permanent method of furnishing pleasure, conveniences and instruction is found in the so-called " club houses " of a number of prominent manufac- turers. These are usually social and educa- tional centers for the employes and their families. Some are practically free to the working people; So EMPLOYER AND EMPLOYES Others have a fixed fee which pays part of the ex- penses. One of the earhest of these efforts was that of the Warner Brothers at Bridgeport, Conn. On a corner opposite their factory, this company erected, in 1887, a club house of the first rank for beauty and convenience. This is a brick and stone building, presenting a striking architectural effect and is open all through the day and evening. The original purpose of this plan was to provide a good opportunity for a warm lunch for the employes, as the company has a very large number of women workers. The building, therefore, contains a lunch room, with every convenience, on the lower floor. Above, are parlors, music and reception rooms, toilet and bath rooms, reading room and library, a concert hall seating 500 people, amusement rooms and lodg- ing rooms. In connection with other plans, there are a number of classes in literature, music, shorthand and other subjects of interest and value to women. In addition, there are sewing machines for the use of employes doing their own mending and sewing. These plans have shown the Warner Brothers to be employers full of thoughtfulness and help- fulness. The Steel Works Club of Joliet, 111., has a thor- ough organization, its object being the promotion of healthful recreation and social intercourse among its members, and offering opportunities for physical, intellectual, scientific and moral culture. It is open to employes of the Illinois Steel Company upon a mcnil)ership fee of $2.00 per year. Its building was erected by the company in 1889 at an expense of EMPLOYER AND EMPLOYES 83 $53,000.00. It has a o^ymnasium, baths, swimming pool, hand ball court, bowling alleys, reception and reading rooms, library, amusement rooms and a hall seating i,ioo people. It has also class rooms with free instruction for men, young women and boys. The sons of members from nine to sixteen years old may enjoy some of the privileges of the building upon the payment of a nominal sum. It has a number of musical societies^ a kindergarten, song services and other special opportunities for vari- ous classes of employes. One of the handsomest and most practical build- ings for employes is the Casino, erected in 1899 by President Edward Holbrook of the Gorham Mfg. Co., for the use of the employes of that company. It is situated on ground adjoining the company's fac- tories at Elmwood, R. I. The immediate purpose is to furnish a delightful lunch room for the employes, but with this the Casino furnishes a handsome gather- ing place, reading room, rest room, baths and other conveniences. This is a T-shaped building Avith a frontage of 78 feet and a deptli of 35 feet, with a rear extension of 48 x 35 feet. A broad veranda extends the entire length making a delightful rendezvous in summer. Then there is a large dining room for the men, and a smaller one for the women, in which lunches are served at cost, and a private dining room for the president and officers where guests may be entertained at any time. The entire arrangement for lunch is in charge of a competent cJicf. On the same floor is a library and reading room well equipped with comfortable chairs and supplied with 84 EMTLOYER AND EMPLOYES books, daily papers, and periodicals. On the second floor are sleeping rooms and lavatories for the use of officers and visitors. In addition, there are splen- didly equipped bath rooms. In the basement there is a cycle room with a capacity for 400 wheels with a man in charge to take care of them. There are also large well-fitted bath rooms in this basement. The building is well finished and lighted and will serve as a lesson to the employes in good taste and good building as well as a pleasant and restful place. The running expenses are met by the company which furnishes the corps of attendants. The privileges of this Casino are free to the employes. The build- ing is surrounded by beautifully laid out grounds with driveways and beautiful entrance. The employes of the Eagle & Phoenix Mills at Columbus, Ga., have the advantages of an admirable club house under the organization of the '' Eagle & Phoenix Club. " The plan has been consummated through the efifort of President Gunby Gordon of this company. The club house is a large handsome building 40 x 100 feet. It contains an auditorium seating 600; a gymnasium; a library with 1,000 books ; a spacious reception room and j)arl(ir ; reading rooms ; evening class rooms ; bath and locker rooms ; and game and billiard tables. The company employs a superintendent, gymnasium director, and porter, and pays the general expenses of the Lyceum course which is open to employes and their families. Even- ing classes in mathematics, drawing and other sub- jects, important in the management of the business, are provided. As soon as it is possible, it is the in- EMPLOYER AND EMPLOYES 85 tention of the company to add apartments especially for the women employes, together with classes in physical culture, domestic economy, and such educa- tion as will be most beneficial. The initiation fee is $1.00, with monthly dues of 25c. This money is used for special features under direction of the members. Within a very short time after its organization the club had a membership of 300 with a daily circula- tion of from fifty to seventy-five books from the hbrary. The Briar Clift farms, of nearly 8,000 acres, near Scarborough on the Hudson, are unique in their management and worthy of note, both in what is done for the people and for the care of the animals about the farm. The " communal home, " often called the hotel, is a building with comfortable and ample accommodations for the large number of men employed on the farms. This communal home con- tains 70 individual bed rooms, each built about a large central hall which is used for meetings, enter- tainments and smoking rooms. To the right of the hall is a large parlor and reading room provided with books, magazines and papers. To the left, a commodious private dining room and kitchen. The building is well supplied with all conveniences for the men. The social center is the church, around which are a number of social and literary organiza- tions. The Celluloid Company, of Newark, N. J., has a club building with the usual reception, reading and committee rooms, parlors, billiard and card rooms, bowling alleys, a double rifle range and a place for 86 EMPLOYER AND EMPLOYES cycle storage. This is entirely for the employes of the company. ^hs. Sidney Laughlin and her son have recently given to the employes of the Cleveland Axle Com- pany at Canton Ohio, a club house for the sole bene- fit of the employes of that company. The building cost about $10,000 and is well equipped as a social center. The running expenses are assumed entirely by the company. The management is exclusively in the hands of a House Committee of five employes selected each year. Every employe has the privilege of the club house without expense. He simply signi- fies his willingness to go upon the membership roll. The building is used for entertainment and for edu- cational purposes. IV. Ill Mental and Moral Training Provision for physical comfort and improved health and recreation are not the only methods by which this personal thought is shown to employes. Interest in their mental growth is just as essential to the employer and as valuable to the employe. Oppor- tunity carefully protected is the best incentive to the best education and highest training. Beginning with apprentices, some employers carry this through their entire system. Apprentices. — The Enterprise ^Manufacturing Company of Philadelphia, has a very thorough sys- tem of a])prenticeship agreement. Tt requires the applicant to be over sixteen years of age, to have completed the grammar grade of the public schools. EMPLOYER AND EMPLOYES 89 or its equivalent, with an average of not less than 80 per cent, and to be in sound health and of good char- acter. On its part, the company agrees to afford from " competent instructors, all the instruction, op- portunities and assistance needful " to acquire the trade which he undertakes. The agreement specifies the hours of labor, amount of wages, varying from $3.50 to $7.50 per week, the conditions of relations with employers, and the promise of the company to pay $100 on satisfactory completion of the appren- ticeship. It is signed by the company, the apprentice and his parent or guardian. The Gorham Manufacturing Company of Provi- dence, R. I., has a printed '' Terms of Apprentice- ship " in which matters of age, trial service, period of apprenticeship, lost time, overtime, payment, pre- miums, conduct and certificate are all carefully ar- ranged. By these terms each candidate serves three months on trial. He then serves a period of five or more years. He is paid at from $3 to $7 per week. In addition to this, an apprentice may earn premiums by diligence and efficiency in work. These premiums amount to from $25 to $100 per year. The appren- tice is marked upon a system of merits and demerits, based upon adaptability, application, skill or perfec- tion of work, rapidity and general conduct. This agreement is signed by the company, the apprentice and his parent, or guardian. The reason for this effort of encouragement of thorough apprenticeship is stated as follows : " There is not now the attraction to young boys to learn trades that there was twenty or thirty 90 EMPLOYER AND EMPLOYES years ago. Especially during the past year have we felt the need of skilled workmen thoroughly instructed in their particular line of work. Plenty of half educated pretenders were ready to be em- ployed, but the superexcellent tradesmen were very scarce. We have therefore adopted a new form of apprenticeship papers (with the idea of making the trades attractive to our bright boys), which has been taken up by the boys with great zest. They are marked by percentages, as they would be in school, and the premiums are distributed on that basis. We are preparing a beautiful engraved diploma, which will be highly prized by our graduate apprentices. " The same idea is carried into efifect by the National Cash Register Company, a certificate of a completed apprenticeship being given upon the occasion of the distribution of prizes. Suggestions of Employes. — To encourage men to think of better methods and to improve their own work as well as their employers', prizes for sugges- tions are now ofifered in many factories of the coun- try. The purpose of this idea is to lead employes to look beyond the mere details of the work upon which they may be engaged and try to have a broad idea of their own work and of the interests of their em- plovcrs. Very frequently in factories, the superin- tendent and foremen decline to accept suggestions of employes, or, as is often charged, appropriate any suggestions to their own advantage. The purpose of the phn in all the cases here mentioned is to give the men themselves an opportimity to express their ideas and to have them considered bv those who will EMPLOYER AND EMPLOYES 9 1 give them proper credit. This plan of prizes for complaints and suggestions was ^originai prl by The Na tional Cash R g^teiL-Company and has been by it carried out to the fullest extent. Its remark- able success has commended it to scores of employers both in this country and in Europe, so that now in a large number of places cash prizes are offered, in smaller or larger amounts, for the best ideas sug- gested by employes. Plan for Adoption. — When it was determined by its originators to adopt this idea of suggestions, a meet- ing was called of the employes and the whole plan explained fully to them. This avoided, at the very beginning, objections and difficulties that might be aroused in the minds of the employes themselves, by showing that the purpose of the company was to en- courage the employe and to give him a fair oppor- tunity rather than to bring any special advantage to itself. Following this, printed bulletins were posted in every department of the factory announcing the prizes, the amounts, the time for competition and the methods of examination, these bulletins being promi- nently placed before the employes as a daily reminder of their opportunities. The scope of suggestions in almost all cases includes methods oL mnnngf ^ent, im- provement i n tools, cheapening the form of hanr|1ing_ "of^^w ofl:. c hanges i n appearance of buildings or __ gr ounds , o r any o ther i tems of interest or practical va lue for the business or fo r the comfort or the h eln of t he employes. In every case, the ofifer of prizes for suggestions is open to all employes except heads of departments and their first assistants, or those em- 92 EMPLOYER AND EMPLOYES ployed on regular salaries. The purpose of this re- striction is to encourage the rank and file of employes to suggest for themselves without fear of competition from those wdiose positions give to them better oppor- tunities. Different Plans. — The method of making sugges- tions is i^ractically the same in all concerns. In the originator's plan and in most of the followers, its autographic registers are placed in every depart- ment, on which the suggestor writes what he has to say, the register itself making a duplicate copy. The original is torn off and kept by the writer, while the duplicate is locked within the register. In some fac- ftories, a small box is used into which the employe may drop his written suggestion at any time. In still other cases, a box is supplied with a tablet of paper hanging by its side ready for use. In some cases only one box is used, stationed near the office. In others, a box is placed in each of the buildings of the factory. Opportunity is always given to the person making the suggestion to explain the details of his idea in person, if desired. How to Decide. — The suggestions having been made, the secretary of the Factory Committee, or some person appointed for the purpose, gathers these written statements and examines them. In every case, the receipt of the suggestion is immediately ac- knowjedged and the thanks of the company expressed for the interest of the employe. This acknowledg- ment has been found to be an important matter in the plan as it at once leads the employe to see that his thouG:htfulness is recoq"nized. In manv cases, these EMPLOYER AND EMPLOYES 95 acknowledgments have been kept by the employe and furnish to him capital, as they prove his thought- fulness for his employer's interests. These sugges- tions after proper record and examination by the committee or person to whom they are first pre- sented are considered by persons who are especially qualified to determine, who examine them carefully and decide upon their practicability and their value. Amount of Prizes. — The length of time for which the competition extends and the amount of resulting prizes vary in different places. The National Cash Register's plan is to oft'er fifty diplomas and prizes amounting in the aggregate to $690, ( $50, $40, $30, $25, $20; fifteen of $15; thirty of $10,) each six months, dividing the calendar year into two equal parts. This is also the plan of the Cleveland Hard- ware Company, which offers $100, divided into six parts of from $5 to $50, and the Enterprise Manufacturing Com.pany which offers fifteen prizes amounting to $250, from $5 to $50. The Eastman Kodak Company off'ers sixteen prizes amounting to $150, ($40, $25, $15, $10, and twelve of $5 each) quarterly, reserving the right to withhold the first prize if, in any quarter, the first suggestion does not seem of sufficient value to merit the prize. This prize is afterward given for any suggestion of special merit in addition to the regular prize. At the end of the year, a special prize of $100 is given for the best suggestion made by an employe during the }'ear. The Chandler-Taylor Co., Indianapolis, offers prizes for four classes of suggestions. First: For 96 EMPLOYER AND EMPLOYES changes to improve the product. Second : For changes in machinery to secure better results; Third : For general suggestions ; Fourth : For improving the office work. It offers three prizes of $15, $10 and $5 for the first three classes, and a $10 prize for the fourth class. The Russell & Erwin Manufacturing Company, New Britain, Conn., announcing its plan, said : " We intend that every man in the company's employ shall have a full opportunity to prove his value. " The company offers prizes for general suggestions as well as special. Among other companies which have adopted this idea and have carried out plans very similar to those already suggested, are the Acme White Lead Works, Detroit ; the A. B. Chase Company. Norwalk, Ohio ; the T. B. Laycock Company, Indianapolis ; the Pur- ina Mills, St. Louis ; G. & J. Weir of London and Glasgow ; C. F. Bally & Sons, Schoenwerd, Switzer- land ; Lever Brothers, of Port Sunlight, England ; the Farrand & A^otey Organ Company, Detroit ; the Parry Manufacturing Company, Indianapolis ; the Remington-Sholes Company. Chicago and the L^nited States Printing Company, Cincinnati. Prize Distribution. — The occasion of the distribu- tion of these prizes is made one of pleasure and in- terest to the entire company. The idea is not so much the simple giving of a small amount in prizes, as of using the opportunity for encouraging good will and pleasure among the people. The program for such occasions may include music, addresses, entertain- ment by any clubs or organizations connected with EMPLOYER AND EMPLOYES 97 the factory, stereopticon exhibition, or other fea- tures that will be of pleasure and profit. An after- noon in summer or an evening in winter may be used easily. In some cases a company picnic is planned, and an entire day filled with entertain- ment. In other cases very delightful social even- ings have been arranged for such events. Special badges issued for the prize winners add to the dignity and honor of the diploma and prize. Some companies find it profitable to expend as much in the entertainment of such occasions as is done for the prizes. A typical afternoon and evening's enter- tainment was the following : SYNOPSIS OF THE DAY'S ENTERTAINMENT 2 :oo — 2 :30. oMusic — N. C. R. Band Ainpliithcatre Games, Daylight Fireworks The Grove 2:30 — 4:30. Presentation of Prizes and Exhibition of Advance Department AuiphitJieafre 4:30 — 5:30. Music — Weber's Alilitary and N. C. R. Bands. Dancing The Grove Tug of War, Polishers and Foundrymen The Grove Domestic Economy Exhibit Do}iiestic Econouiy Tent 5 ^30 — 7 :oo. Supper Booths in the Grove 6:00 — 7:30. Grand Concert — Weber's ^Military Band Amphitheatre 7:30 — 9:00. Addresses by Officers of the Company, Agents and Guests, and Stereopticon Entertainment Amphitheatre 9 :oo — 10 :oo. Grand Fireworks Display. 10 : 00 — II :oo. Dancing Ampliitheatre 98 EMPLOYER AND EMPLOYES The result of this plan has been remarkably suc- cessful in every case. Employers are expressing their opinions as being thoroughly satisfied with the undertaking. Education. — Realizing the value of special educa- tion, many of the leading employers have been active in encouraging practical training both in their own w^orks and in the educational institutions of the com- munitv. Some of them in connection with their club houses, as already indicated, have regular night classes, usually adapting these classes to their par- ticular business or to the needs of their own employes. Factory Classes. — One of the most thoroughly de- veloped instances of special education is mi Philadel- phia. ]\Ir. John B. Stetson, the manufacturer, real- ized that there were two different difficulties to be overcome before the best hats could be made. These were, first, to secure the finest class of material pro- duced, and the other to obtain a much higher order of workmanship than it was at that time possible to se- cure. He therefore, and for the same reason, set out upon a plan of education similar to that of the Na- tional Cash Register Company. For this purpose evening classes, lecture courses and a lil)rar}- were established giving to every mechanic an opportunity for improving his ability. A well-equipped gymna- sium was erected for physical education. Domestic Economy. — The young women of the company last mentioned have instruction in sewing, dressmaking, millinery, cooking and housekeeping under a competent teacher who is a graduate of a large technical institute. These classes are open to FACTORY EDUCATION '-'U' *« CLASS IN THE CHEMISTRY OF PAINTS (d) DEPARTMENT RECORD (d) EMTLOYER AND EMPLOYES lOI all upon the payment of the small fee of 50c. a year to cover the cost of materials. The work is graded and gives to the members of the classes a course very similar to that pursued in the best industrial schools. The hours of instruction arc once a week following immediately after the close of working hours. Usu- ally a light lunch is taken, the lesson beginning at 5 130 and lasting until 7 130. This method has been found to be very practical and very successful. The same privileges are open to the girls of the neighborhood on other nights, the advantages of training in domestic economy thus reaching the homes of the neighborhood. Rowntree & Co., of York, England, offer lessons in dressmaking to all the young women in their factory, charging 4c. for each lesson. In a number of the great retail and wholesale houses of the country, there are schools for clerks similar to that of Daniels & Fisher, Denver. All employes of this house under eighteen are included, being divided into six divisions, with four classes reciting forty minutes each session. The hours are 8:30 to Ti 130 each day except Monday. The course of studv includes the usual common school branches and a study of current events from the daily papers, regular text-books being provided. A well-equip- ped school room is set apart for the school, and the result of the effort fully justifies the expense. John Wanamaker, Philadelphia, in connection with nu- merous other special features, lunches, etc., for his employes, has schools for training and culture, meetine at rec^ular hours. I02 EMPLOYER AND EMPLOYES Aiding Other Organizations. — It is well known that the leading manufacturers in the country are constant supporters of the public schools, technical schools, colleges and educational departments of the Young Men's Christian Associations and the Young Women's Christian Associations. The existence in a large number of the leading cities of the country and in many railroad centers, of the building and rooms of the Young Men's Christian Associa- tion and the Young Women's Christian Association, has enabled many emplo}'ers to influence large num- bers of their employes to take up regular work at night. The high class of work accomplished by these special schools is commending them to employers and manufacturers generally. The correspondence schools also have been found to be valuable assistants in many cases. The testimony of many employers is that it is wiser for them to encourage attendance upon these regularly organized schools than to form classes in their own factories. There are few com- panies in which the employes are so closely grouped as to enable the factory people to control entirely the plans of any system of education. The Stereopticon. — One of the unique things in the National Cash Register Company, and one of the most valuable means of instruction, is its collec- tion of 7,000 lantern slides and its stereopticon for the entertainment and instruction of employes and the comnnniity, thus affording opportunity for prac- tical talks on travel, health, science and mechanics, often surpassing those f(^r which good fees must be paid in public entertainments. In its training of men EMPLOYER AND EMPLOYES 103 by the company, these sHdes. especially those per- taining to mechanics, were found to be exceedingly valuable. Many of them were crude in form and made hurriedly to illustrate talks on the lathe, on right methods of measurement, on special machinery, etc., but they served their purpose and showed how valuable even in a factory is this method of instruc- tion. This appeal to the eye as well as to the ear en- forces every form of instruction. Special Classes. — Special classes for instruction in specific subjects related immediately to the busi- ness have been formed in many places and conducted long enough to give training to all who need it. The Acme White Lead Works has a class in the chemistry of paints ; the Cleveland Window Glass Company a laboratory for experimenting and testing, as well as instruction with regular weekly lessons attended by most of the employes ; the Bell Watch Case Com- pany, Alansfield, O., through ;hc Y. \1. C. A., a class in watch case engraving. Meetings of Employes. — Continuing this purpose of encouragement of mental training, in a number of organizations there are regular meetings of employes, often on the company's time, for the discussion of factory or factory problems. The " Advance Club " of the National Cash Register Company is composed of heads of departments, their assistants and their clerks, with men and women selected from the rank and file for each occasion. It meets on the company's time, in the company's hall, upon call of the presi- dent or other officer, for the discussion of special problems of manufacture or business. In it every I04 EMPLOYER AND EMPLOYES man may express his opinion witiiout fear, thus of- ten giving vakiable suggestions about important mat- ters. The appointment of committees for specific ob- jects enhsts many men. and 1)y thus affording know- ledge of the Inisiness and its needs and by giving an opportunity for suggestions and criticisms, employes are trained to think and plan for themselves. The " Committee Idea ". — The '* committee idea " of organization has in it many excellent features. In its application, it is as varied as the concerns adopting it, each changing it to meet its own conditions. In the main the plan includes the assignment of specific duties to small groups of men who consult and carry out details, reporting to the president, manager or other specified ofificer. Some of these committees are permanent, others special for temporary purposes. The idea has been fully developed by the National Cash Register Company which has carried it into ef- fect in all departments of its business to the extent of substituting a " Factory Committee " for super- intendent in the supervision of the factory. One of the best adaptations is that of the Acme White Lead Works, where a ser^'es of committees has been formed, composed of those familiar with various de- partments, for direction of details in office and fac- torv. Here an " Executive Committee " composed nf five officers of the company, has power to pass u])on any decisions of the subordinate committees. Conventions — An idea originating years ago with the Messrs. Patterson, but now adopted by many others, though Iw none used so extensively as by its originators, is the convention of agents (v- salesmen, A " TRAVELING LIBRARY " IX THE FACTORY AT NOON (b) men's READIXo and KLiT ROOM (f) \ EMPLOYER AND EMPLOYES 107 officers and factory operatives for the discussion of business problems. All the agents, frequently from the entire world, are called in for from three days to a week and the time is given to a thorough discussion of the many problems which arise in any large busi- ness. This idea has been found to be practical also even in small concerns, and has brought many good results. Library and Reading Room. — The library and reading rooms are among the forms of assistance which are found to be most helpful. Many com- panies confine their books and periodicals to technical publications, while others supply general and miscel- laneous reading. In some cities the public libraries arrange to establish at the factories branches for the circulation of a selection of books which may be changed at regular intervals of a month or more. It has been found by experience that it is best to adopt this latter form as many employes will gradually take up the higher class of books as a result of the read- ing habits formed from their miscellaneous reading. The experience of the Cleveland Hardware Company has been especially gratifying in this respect. The problem which usually comes to employers in this connection is tc know what magazines would be the most popular and most practical. Experience in a number of factories suggests the following as good and the most popular : Review of Reviews, Amer- ican Machinist, Gunton's Magazine, Cosmopolitan, McClure's, Century, Harper's Magazine, Great Round World, Harper's Weekly, Ladies' Home Journal, Cassiers, Scribner's, Success, Life, Outlook, Io8 EMPLOYER AND EMPLOYES Engineering Magazine, Public Opinion, St. Nicholas, Scientific American and Youth's Companion. In ad- dition to these are the usual technical or trade jour- nals most directly connected with the business itself. A '* Traveling Library ".—The National Cash Reg- ister Company, in connection with its library and reading room, has a plan by which each day at noon a collection of books is taken into some of the de- partments of the factory where they may be exam- ined by those who belong to that department or to de- partments in that section of the building. This has been particularly useful in encouraging an increased use of the library and has resulted in an enlargement of the number of regular readers. Personal Effort. — Not the least of the unique fea- tures of the " Roycroft Shop," East Aurora, is its effort to cultivate the special ability of dift'erent em- ployes. The buildings arc beautiful — with attract- ive surroundings, the work rooms are clean and cheerful, and all is done to encourage the best thought. But beyond this each employe is encour- aged to draw, illumine texts, carve, design or decorate as he or she may show ability. Instruc- tion is given and fullest personal freedom is allowed in the work. The result is a community of enthu- siasts. No effort is made at speedy enlargement or undertaking many things, but one thing at a time is done. Factory Periodicals. — One of the most popular features of manv concerns is the factory periodical. The purpose of this is usually the cultivation of a warmer feeling among the emj^loyes or the giving of EMPLOYER AND EMPLOYES I09 definite instruction to employes and agents regarding details of manufacture and sale. This periodical varies in character with the concern which publishes it. In some cases, it is simply a four-page leaflet ; in others, a handsome magazine, beautifully illustrated. Among these periodicals are the " N. C. R." of the National Cash Register Company, a semi-monthly magazine very beau':ifully made ; the *' Guidon " of The Lowe Brothers Company ; the " Chameleon " of the Sherwin-Williams Co., " Thoughts," of the Acme White Lead Co. of Detroit ; " Progress," of the Lever Brothers ; " Factory News," of the T. B. Laycock Company ; " The Suggestions Bulletin," of the Eastman Kodak Company ; " Pickles," of the H. J. Heinz Company ; " The Tiger." of the Stoddard Manufacturing Company ; all of which are hand- some specimens of modern printers' art. If we may judge by the care shown in the editing of these peri- odicals, we must conclude that the companies repre- sented believe them to be valuable adjuncts to their business. Some are devoted to local and factory matters, others to methods of selling or making ; some are monthly and some semi-monthly ; most of them are illustrated with views of special features of factory life ; all are especially for distribution among employes, agents and friends of the company. Recreation. — Rational recreation has come to be recognized as one of the means of encouraging the best efifort among employes, and opportunity is sup- plied by many in the " club houses " already referred to, in the parks or grounds which surround some factories, and in gymnasiums, play grounds, etc. no EMPLOYER AND EMPLOYES The employe's association of Siegel-Cooper Compa- ny, New York, in addition to the usual benefits pro- vides a week's outinp;- for its mem1)ers. At Ferris Brothers' factory is a large room with a piano for dancing and singing at the noon hour, and with appa- ratus for regular exercise. The National Elgin "Watch Company provides a gymnasium with oppor- tunity for exercise open to every employe. The Na- tional Cash Register Company's employes have fre- quent social receptions, with music and dancing A large lot furnishes space for tennis, quoits, etc. — which are very popular. The Pope Manufacturing Company allows the use of one of its large rooms for social occasions. The village largely controlled by the factory in their midst, nearly always have groves or parks for recreation. V. Special Attentions for Women The question of the employment of women is a very important one in this country. The rapid in- crease in the number of women at work in the facto- ries of our land makes it one of the most significant subjects. That this class of labor is necessary no one denies. How to do for the women so that their wo- manhood may be cultivated while securing the best results from their work, is the practical problem. A prominent and thoughtful employer of women in. a large mill recently said that he was certain that work- ing in one of these mills for five or six years practi- cally destroyed the womanhood of every empk^ye. This ought not to be, and such a condition certainly requires very thoughtful and careful consideration. SERVING TEA DURING WORK HOURS (t) EMPLOYER AND EMPLOYES II3 Women are especially sensitive to their surround- ings and to their opportunities and they will soon respond to everything done for them with a loyalty and enthusiasm that is not known where men alone are employed. Shorter Hours. — Among the most desirable things is the matter of shorter hours for women. The ex- perience of a number of leading manufacturers has indicated that equal results may be obtained in many forms of manufacture in the shorter hours. Fels & Company of Philadelphia, gradually reduced the time of their women from ten to eight hours, girls working five days in the week. At the same time, the wages have been practically increased. The Lever Brothers' Company has had a similar experience. The National Cash Register Company in the same manner reduced its hours for women from ten to eight, bringing them to their work at 8 :oo a. m. and leaving at 5 :20, ten minutes before the men, with an hour at noon. This arrangement of having the women leave work before the men has had a re- markable influence, wherever adopted, in the gen- eral attitude of the men and women throughout the factory. In this and in other cases, the women also have Saturday half holidays. Many companies pro- vide a week's vacation, with pay, each year for the young women. Recesses. — Another feature which has also been found possible in many factories where women are employed and very successful where tried, is the ten minutes recess at the middle of the mornings and af- ternoons. Often, five minutes of this are eiven to 114 EMPLOYER AND EMPLOYES calisthenics and the remainder to exercise and con- versation. This is especially important and valua- ble where the women are engaged upon work requir- ing close attention to detail. The rest allowed gives relief from the strain made necessary by the work. The New York Telephone Company grants twenty minutes recess twice a day, and the night operators are allowed three hours rest each night. Its opera- tors are also allowed time occasionally for shopping with no deduction from wages. Toilet Rooms. — Neat, clean, home-like toilet rooms supplied with the articles that a woman desires, will have much to do with her development and her character. The mirror, the dressing table, the wash bowl and clean towels, with good light and plenty of air, have more to do with good work than is often supposed by employers. Convenience of location is just as important and special thought given to this is not lost. Such is the experience of every employer who has done this. Authority ought to be given to municipal governments to compel proper attention to these matters in every factory district. Aprons. — The appearance of women at their work has much to do with the character of the employes. With this in view, a number of companies have given especial attention to the matter of supplying either uniforms or aprons for the women during work. The National Cash Register Company furnishes and launders the white aprons and sleeves which are worn bv all women during the working hours. Ileinz & Company furnishes aprons and caps for all the wo- men of its factory, and F. A. Brownell, of Rochester, EMPLOYER AND EMPLOYES II5 also furnishes neat aprons and sleeves for the wo- men in his kodak works. In Europe, many of the large concerns like Lever Brothers, Cadbury, Rown- tree and others, furnish a complete suit for the use of the women during working hours. In some of these cases, lockers are also provided where it is necessary for the women to change their clothing. Rest Rooms. — Reading rooms, rest rooms, pianos, baths, social rooms, lunch rooms, clubs, enter- tainments and play grounds and other features mentioned elsewhere all have been tried and found valuable by those who have made the experi- ment. The Cleveland Window Glass Company, the Cleveland Hardware Company, the National Cash Register Company, Heinz & Company and others have found that everything of this kind done for the women brings abundant return. The Chicago Tele- phone Company employing about 500 young women, has made special provision. It provides a parlor, a reading room, lunch room, toilet rooms, a matron to keep oversight of the physical condition of the operators, and a relief system providing against un- due strain. The New York Telephone Company pro- vides wire lockers for hats and wraps, the keys being in charge of a matron. The results of efiforts of this. kind are not onlv to improve the character of those employed, but, at the same time, to enable the company to obtain a much higher class of women than would otherwise be pos- sible. Il6 EMPLOYER AND EMPLOYES VI. PoisioJis, Savings, Purchases and Special Features The subject of pensions for old employes or men who have filled positions for a long period of years, is one which has not received very much attention in this country. European manufacturers have for a long time had plans of this kind in actual practice. The increasing interest in the question in our own land indicates a tendency to a much more careful at- tention to the subject in the future. Hazell, Watson & Viney, Limited, the well known English publishers, have plans for savings and pro- vision for old age. There are three savings banks with an employe of the company as the secretary of each bank, receiving and paying out once each week while wages are paid. In January, 1899, this com- pany had 455 depositors with credits amounting to i8,5i2. Referring to old age pensions, the com- pany has encouraged the saving of two shillings a week, calling attention to the fact that this amount deposited regularly from 18 to 60 at 4 per cent com- pound interest would amount to about ^550 and would purchase a life annuity aftqj that age. Thrift Fund.-^The'T)aily Graphic of London has a thrift fund, contribution to which has been obliga- tory to all employes since 1892. The amounts to be contributed are from 2J to 5 per cent of the wages. The principal remains in the hands of the company until the death of the employe wliile in their employ, or until he is incapacitated for work, or until he is 55 years of age or more, after contributing at least ten EMPLOYER AND EMPLOYES II9 years. The company then adds 50 per cent of the amount subscribed and the contributor or his repre- sentative receives 3 per cent compound interest on the entire amount. The directors of the company reserve the right to modify or aboHsh this system at any time. Sick Funds. — Mr. J. C. Markan has combined at Agneta Park in Holland, many of the features of profit sharing and assistance to employes noted in this book. In case of illness, full wages are paid up to eight weeks. In severe cases, a " United Commit- tee " takes charge which gives assistance from funds supplied by the factory. Full wages are paid until re- covery to any injured by accident. In case of com- plete disability or death, two years' wages are paid. An old age pension system provides for care after sixty years of age. The company annually deposits with an insurance company a sum equal to 9 per cent of the workmen's wages. If the workman dies be- fore reaching sixty, his widow and children are en- titled to 9 per cent of the entire amount of wages earned during his term of service. The European Plan. — In general, the European plan is to retain from the employes' wages at each pav day, from 2 per cent to 3 per cent, as the basis of funds for pensions, aid in sickness or accident insurance. The company usually adds from i per cent to 3 per cent for its share in the amount. The book keeping and virtual management are in the hands of the company and its officers. Independent control such as is familiar in many American con- cerns is little known in Europe. In some cases inter- I20 EMPLOYER AND EMPLOYES est is allowed on the payments made, but generally this is not done except where the savings bank is a feature. In this country, savings banks are so com- mon in our own cities that private corporations have not very generally adopted the idea except in villages or towns largely controlled by the factory. An age limit for pensions is fixed, though this may be changed according to the health of the employe or other special conditions. As the habit of working in one place for many years is much more frequent in Europe than here, pension plans are comparatively successful. An American Plan. — The most extended efforts at provision in this country for injury or old age are those of the great railroad companies. The Pennsyl- vania Railroad Voluntary Relief Department was organized in 1886. It has a superintendent and ad- visory committee of thirteen. The general manager of the road is chairman and the board of directors chooses six members annually and the contributing members six. " The operations are divided into peri- ods of three years. If the contributions of members are not sufficient to pay the benefits, the company pays them as they become due, and if at the end of any period of three years a deficiency exists, the com- pany having paid it as it accrued, charges the amount to itself, thereby giving the amount of the deficiency to the Relief Fund, which starts off afresh." ^Icm- bership in this department is voluntary and continues only during connection with the company. Members are divided into five classes according to pay. The EMPLOYER AND EMPLOYES 121 company also has extended its benefits to employes who have served long terms in any of the depart- ments of the business. The company pays the oper- ating expenses of the entire department and contri- butes to the support of those members of the Relief Fund who have drawn their fifty-two weeks benefit and are still in need. On the first of January, 1900, this company put into effect a plan for pensions among its employes. The system is the outgrowth of the Voluntary Relief Association. This system provides that a man who has had thirty years of service with the company shall be retired on a pension of about 50 per cent of the wages which he earned at the time of his retirement. Employes who reach the age of 70, even though they liave not served that length of time, will be entitled to the benefits of the fund. It is estimated that it will require a payment of about $300,000 a year to make this fund effective. The ''Railway Age" referring to this plan says: *' Before establishing the pension system on the present basis the Pennsylvania officials made a care- ful study of similar arrangements in Europe, but found nothing exactly adapted to American require- ments. Practically, therefore, the company's pension department is its own creation, both in principle and in detail. At least one other American corporation lias in effect what perhaps may be called a pension scheme, but the benefits in every instance except the Pennsylvania's are derived from payments that have been made by the employes themselves into the funds 122 EMPLOYER AND EMTLOYES of relief associations. The Pennsylvania's pension payments, on the other hand, are outright g-ratuities from the company's treasury. " To this however, it should he added that, in ad- dition to the pension allowance, the employes re- lieved fromx the service on account of age limit who are memhers of the relief fund association will also receive from the income of the surplus fund accumu- lated during the past fourteen years an additional al- lowance each month, according to the class to which they have contributed during the period in which they have been members. This would amount, in the case of a highest class member, to $8.35 per month, and proportionately less for members of lower classes. It is estimated that, combining the pension allowance with the allowance from the relief fund just men- tioned, commonly known as the " superannfiation fund " the amount of money to be received after re- tirement by employes in certain cases, after the relief fund shall have been in operation for thirty or forty years, will aggregate not less than three-fourths pay. The project, accordingly, looks well to the future rather than solely to immediate results. ^^lembers of the relief fund relieved from service on account of the age limit will be permitted to retain their titles to death benefits ranging from $250 to $2,500, ac- cording to their class membership, by the payment of a small contribution each month. " The R. & O. Relief Department has three features — Relief, Savings and Pensions. Tn the relief feature, the members are divided into two classes, hazardous and non-hazardous. Each class has five divisions ac- REST ROOM FOR WOMEN (b) A GRoll' OF WOMEN READY FOR WORK (c) EMPLOYER AND EMPLOYES 1 25 cording to pay. The fees in the hazardous division run from $i to $5 per month, and in the non-hazard- ous from $.75 to $3.75 per month. The benefits vary from 50 cents to $2.50 per day for twenty-six weeks, (Sundays excluded), and half the amount for longer sickness. In case of death, $250 is paid. The savings feature includes a savings bank and a building and loan association under the usual regula- tions. The pension fund is made up of the amount contributed by members and the company's payment. The age of retirement is 65. The amount of the pension is one-half of the sick benefits. The First National Bank of Chicago has a com- pulsory plan of pensioning officers and employes. Three per cent of the wages and salaries is deducted monthly and pensions are to be granted after fifteen vears of service and sixty years of age. In case of resignation or dismissal, payments are to be returned without interest. In the case of the death of a con- tributor of less than fifteen years of service who leaves a wife or children, the company may grant a pension or return of money paid in. As this system has many details and as it is a very recent one, it will require time to determine what points in it are satisfactory. The Procter & Gamble Company maintains a pen- sion fund administered by the company and the men conjointly. These pensions are for aged employes and for those compelled by disability or accident to stop work. The company pays half the amount and the employes raise the other half by assessments. This idea has not had an extended trial. 126 EMPLOYER AND EMPLOYES The Carnegie Steel Company has a savings fund open to the employes of its numerous works. The company furnishes the clerical service. Deposits are received (the first one $3) in sums of from $1 to $2,000 each. The company allows 6 per cent interest. The number of depositors is said to be very large. All the pension plans in this country, except per- haps some of the railroads, are of too recent origin to have had thorough trial, but all are evidence of an effort to solve the old age problem in manufactur- ing. Undoubtedly as years pass, a thorough, prac- tical plan will result which will find many friends among manufacturers. A large number of mutual relief and savings as- sociations have been organized among employes in this country. These are fully discussed in a later chapter. The N. O. Nelson Company out of its capital reserve, pays physicians Avho attend in cases of ill- ness of its men and makes an allowance of $40 for funeral expenses upon the death of an employe. Here the family also receives two-thirds of the wages earned by the employe until it can support itself. The Siegel-Cooper Company employs a physician who is at the call of employes at all hours of the day and night, and who has regular office hours at the store for two hours each day. The Bibb Manu- facturing Company, of Alacon, Ga., which employs a phvsician to attend its operatives without cost, has found a decided improvement in their health and ability since the adoption of this system and is sat- isfied that the difference more than repays the cost. EMPLOYER AND EMPLOYES 1 27 Ferris Brothers of Newark, have endowed two free beds in the Newark hospital for the use of their own employes. They also provide a vacation home at the seaside cottage owned by the company, ten of the young women going at a time. Purchases at Special Prices. — Another practical method of helpfulness is assistance in making pur- chases. Some companies have arrangements for purchasing the commodities used by their opera- tives at less than the regular retail price. For in- stance, machinist's tools that may be required, are bought at from ten to twenty-five per cent less than they can be purchased at a retail store. Bicycles, coal and other necessities are purchased at wholesale, thus saving their employes a very considerable amount each year. This is the application of the prin- ciple of personal interest in everyday life carried to its fullest extent and has proved to be in almost every case very successful. The N. O. Nelson Company buys coal at wholesale rates and supplies to its em- ployes at a material reduction. The Bullock Elec- trical Company assists its employes in the purchase of tools and bicycles. Other companies have ar- ranged to assist their people to buy sewing machines at reduced rates. The Illinois Steel Company of Joliet, has a plan of co-operative purchase of flour, coal, potatoes, books, magazines, etc. It also fur- nishes working plans and specifications for houses to be built by its employes. The National Cash Reg- ister Company, the Lowe Brothers Company, and others co-operate in obtaining at reduced rates, mag- azines, periodicals, books, etc., and the former's li- 128 EMPLOYER AND EMTLOYES brarian furnishes information al^out summer trips. J. H. Williams & Company of JJrooklyn, showed their interest in their employes by providing a stand for the entire body of men to view the Dewey parade in 1899. The instances at hand indicate that there is no special system in this matter but that each com- pany takes up that which seems to be the most im- portant for its own people at the time. Visitors. — Many of the large concerns of the coun- try are finding that it is advantageous to open their factories to visitors. The National Cash Register Company was the first to undertake this systematic- allv and this idea has undoubtedly done much to lead others to do many of the things described in this book. In addition to showing visitors through the plant, frequently lantern photographs are shown in a large hall, illustrating many of the things which cannot be seen in an ordinary trip through the fac- tory. This same custom is followed by the Sherwin- Williams Company. II. For The Community /. House Biiildijig How to secure an attractive neighborhood for the factory and its employes is a natural problem of our topic. American independence is inclined to resent some of the " paternal " things done in English fac- tory towns. Our most intelligent American workmen, outside of the great cities especially, hope to own their own homes and to have their own bit of garden INER IN PORT SUNLIGHT (p) NOON HOUR AT CADBURY's, ENGLAND (q) EMPLOYER AND EMPLOYES 13I with it. The experience of Puhman and similar ef- forts has not encouraged others to do much toward building towns owned and controlled by the com- pany, though in the new Southern cotton manufac- turing communities, this plan is at present receiving much attention. However, there are some remark- able English experiences as well as a few good Amer- ican ones. The Cadbury Brothers at Bourneville own a large tract of ground, in one part of which are the company's works. Adjoining these, they have laid out a town site, with comfortable and pleasant homes. In the midst of all this are extensive recrea- tion grounds for men and women, play grounds for children, a park for the entire neighborhood, pool, reservoir, plunge bath and other features for an ideal village life. English Villages. — The Lever Brothers at Port Sunlight have a large estate purchased a few years ago, in one part of which is the factory. Adjoining this has been laid out a beautiful town with lawns, vine-clad cottages, a school, public buildings and everything needful for comfortable living. The com- pany rents the cottages to its employes at simply the cost of taxes and maintenance. This enables a man to rent a cottage of from four to six rooms at from 75c. to $1.25 per week, while for foremen and offi- cers, larger buildings may be rented at but a little higher figure. These cottages are built with a view to a beautiful effect and are well cared for. The com- pany furnishes the schools and town hall. American Manufacturing Towns. — In our own country, some of the New England manufacturing 132 EMPLOYER AND EMPLOYES centers have long furnished good ilhistrations of what may be done in this method. The Draper Company, of Hopedale, Mass., has biiih a large number of houses on a tract of 30 acres, which was laid out by a distinguished landscape artist, who made the plan for the entire work before anything was done. The company made the streets, sidewalks, sewer system and other improvements. It also provides for the care of garbage and all the necessaries of housekeeping. Especial care is taken that the yards, both front and back, shall be kept perfectly clean. These houses are double, each side with six or seven rooms, bath, attic, storeroom, ce- mented cellar and water, and are rented for three dollars per week for each side. One of the mem- bers of the firm erected and presented to the village the town hall, and the corporation built the high school. The Peace Dale Manufacturing Company, Rhode Island, has built a number of single houses for its men which were sold on easy terms. In addition it has built a town hall, a library and village church. This is an instance of personal and family interest in the business and village alike, for its history goes back to the early part of the century. Besides the general assistance mentioned, the Hazard Memo- rial furnishes a center for many organizations for the moral, social, and educational advantage of the town. The Merrimac Manufacturing CVMuj^anv at Low- ell, INIass., has built a large num1)er of plainly finished tenements of from four to ten rooms each, % / i EMPLOYER AXD EMPLOYES 135 which are rented to the employes at considerably less than the usual price of such houses. The Apollo Iron & Steel Co., has laid out the new town of \"andergrift, Pa., about 40 miles from Pitts- burg. It was originally 500 acres of fields and mead- ows situated along the river with a background of wooded hills. This company by its care and fore- thought has provided the very best type of an indus- trial town. It has been able to lay out the entire place from the beginning and to provide everything needed for health, beauty, and intellectual advance- ment. Here nearly every one owns his own home and seeks the interest of his neighbor as well as him- self. A Well-Planned Town. — The Westinghouse Air Brake Company, of Vv'ilmerding, Pa., purchased a large tract of land which was divided into lots and sold to em.ployes. The company undertook to build the houses by making contracts at cash prices sav- ing the employes from $300 to $500 on each house. In addition, the payment for the house and lot was spread over a term of ten years, payments being made monthly in the form of rent and based on the pur- chase price. The monthly payment included interest and premium on life insurance the policy being car- ried to clear the property in case of the purchaser's death. The cost of these houses with all modern appliances varies from $2,100 to ^S'77S- The de- tails of this plan seem to be very admirable and practical. Out of 75 houses built in 1890, in ac- cordance with this plan, 39 are now owned by the original purchasers. In addition to this, the com- 136 EMPLOYER AND EMPLOYES pany owns 136 frame houses renting at from $14 to $22 a month. Other Efforts. — The Ludlow Manufacturing Co., of Ludlow, Mass., has constructed for the village, water works, gas works, electric light plant, churches, school houses, and many of the houses of the village. i\fter varied experience and many experiments in design and style the company has adopted a general plan of building which has proved to be very satisfactory. These houses are rented at comparatively low prices, the company having found it best to retain the ownership in order to avoid carelessness in the attention to the property. Mr. N. O. Nelson, of St. Louis, Mo., a few years ago secured 125 acres of land near Edwards- ville. 111. Here he erected his factories and laid out a beautiful town, building homes and public con- veniences. These homes are sold to employes, being paid for in installments about equal to city rents. In order to encourage improvement of these homes, Mr. Nelson built a greenhouse to supply the flowers and has a gardener to give instruction to the residents. In addition, schools, libraries, amusement buildings, base ball campus, etc.. have been provided. Every house has water and electric light supplied by the town's own works. No charge is made for an\' of these public utilities. The cost of these comes out of the common earnings. The aim of all this, yir. Nelson says, is industrial education. Recent efiforts in the South in c(^nnecti(^n with the development of cotton manufactories have given many interesting incidents. The building of large EMPLOYER AND EMPLOYES 137 cotton factories in what were formerly purely agri- cultural districts and the necessity of supplying these niills with operatives, led to the development of a plan which is being tried in a number of communi- ties. Good illustrations are those of Pelzer and Pied- mont. The mills, the mill town and the entire com- munity are completely under the domination of one man. In these cases he is not only president of the mill corporation but is the town govern- ment, the superintendent of schools, board of works, and arbiter of affairs generally. The mill corpora- tions own the land on which the town is built. They build the cottages and rent them for just enough to pay taxes and repairs. This makes an eight room cottage rent for about $24 per year. Each cottage has its lawn or plat of ground for gardening. The companies supply the school houses and attendance of children between live and twelve is compulsory. Public auditoriums are also provided for lectures, en- tertainments and concerts. The stores in these towns, however, are independent of the company. In the towns mentioned above, no liquors may be sold. At Pelzer there is a regular savings bank, but at Pied- mont there is a system by which the operatives may leave such portion of their pay as they may desire in the possession of the corporation, receiving interest upon it. How successful this idea will be can be told better after a few years more of experience. In order to encourage permanence among his em- ployes and to overcome the roving disposition of hat-makers, ]\Ir. John B. Stetson a number of years ago assisted in the establishment of a Building and 138 EMPLOYER AND EMPLOYES Loan Association where funds could be borrowed at a low rate of interest for the building of homes. As an adjunct to this a savings fund was also founded to encourage economy on the part of all employes. This fund paid five per cent on deposits. These varied illustrations prove that there is a practicable plan for assisting in large communities. //. House Beautifying aud NeigJiborhood Im- provement. Another method which is perhaps more in accord with our American ideas is that of encouraging the beautifying of the neighborhood by the personal in- fluence of the employers themselves or the union of \ some of the residents. . Most manufacturers find themselves placed where it is impossible to own or control the neighborhood in which the factory is located. Alany are in crowded cities, others in towns where the homes are tenements or privately owned. In such cases it is usually as- sumed that ^t is a hopeless task to change the con- ditions, and so each year the community grows worse and worse. Where the buildings are owned by the company, the responsibility rests largely with the officers and conditions can be remedied with comparative ease. Where the residents are inde- pendent, something more than orders are needed. It then becomes a question oj ^ personal influen ce. How to interest an entire neighliorliood in Tlfar- ing away rubbish and beautifying the yards and streets is the practical problem in any factorv com- EMPLOYER AND EMPLOYES '141 munity. That it can be solved and almost universal enthusiasm aroused has been proved in a number of cases. AMiat is needed is a simple, practical plan and an intelligent power behind it. Revolutionizing a Community. — It is generally ac- knowledged that the first and most complete example of what can be done in this way is to be found in Dayton, Ohio, where an entire suburb has been com- pletely revolutionized through the efforts of the of- ficers of the National Cash Register Company. For- merly, this suburb was only such as is frequently seen in a manufacturing city, with unpaved streets and only fairly kept yards and side-walks. There were no blocks of tenements, but in almost every case the house had its ow^n yard. The purpose to be attained was to clean up this entire portion of the city and to beautify the houses and yards. Jn ac^o n> plishing this the Comp a ny set a goo d example by first impro ving its own grounds. . A distinguished landscape architect was invited to spend a few days at the factory and to give suggestions regarding the best planting of the factory grounds and lawns, and of the streets and' yards of the neighborhood. The suggestions were at once put into practice about the factory and were recommended to the residents of the community. Teaching Methods. — The simple A-B-C principles of gardening were taught in the various schools and clubs connected with the neighborhood, until every child knew that preserving lawn centers, planting in masses and avoiding straight lines were the essen- tials of beauty in all grounds whether large or small. 142 EMPLOYER AND EMPLOYES This instruction was given largely by the use of the stereopticon, lantern slides being made of beauti- ful grounds at various places and of beautiful land- scapes from Nature. In the kindergarten, public schools, Sunday schools, boys' and girls' clubs, women's guilds, and similar organizations which ob- tain encouragement in and about the factory, these things were taught and the interest of the members aroused. In addition to instruction by practical talks, lists of books were prepared wdiich were dis- tributed through the library and through the various clubs, giving practical instruction. Among those found most useful were Prof. L. H. Bailey's '' Gar- den Making ", '' Pruning Book " and " Practical Garden Book" (Published by the ]\Iacmillan Company, New York) ; " Handbook for Planning & Planting Small Home Grounds ", \\''arren H. Manning, (Pub. by Stout Manual Training School, Menomonie, Wis.) ; " The Amateur's Practical Gar- den Book", C. E. Hann & L. H. Bailey (Pub. by the Macmillan Company, New York) ; " Directions for Surveying and Arranging Home and School Grounds ", Warren H. Manning (Pub. by the au- thor, Boston). In this connection the camera is a valuable as- sistant. Photographs of yards before and after planting, of pretty flower effects, of good and bad work, — all are useful. Frequent exhibitions of these pictures, with ex]-)lanations of their strong or weak points, are valuable in teaching good taste. The amateur photographer is the friend of home im- provement and every assistance should be rendered EMPLOYER AND EMPLOYES 143 him in enlarging his work. A little additional in- struction will often enable the photographer to make lantern slides which may be used in showing large companies how the improvements are made. Neighborhood Organizations. — The South Park Improvement Association was then organized, con- sisting of the residents of the suburb. The officers were chosen from among their own number, and the purpose of the Association definitely stated to be to encourage the beautifying of homes, the cleaning of streets and alleys, and the general improvement of the community. This organization holds monthly meetings and is frequently addressed by experts on questions of planting and gardening. Instruction is given, not only in floriculture, but also in vegetable gardening and similar subjects. In order to show what ought to be planted, a carefully selected list of trees, shrubs, vines, etc., w^as prepared and ar- rangements made to buy at wholesale, distribution being made by the company's gardener. This brought down the cost to such a small item that al- most every one could afford to make the desired im- provements. A feature of this list is that no rare or tropical plants are used, but only such as may be raised with comparative ease in this climate. One of the difficulties at first was to know how to get rid of nuisances here and there throughout the city. Finally some one suggested that pictures be taken of these places and that they be shown on the screen. This at once had the desired effect of lead- ing many to clean up. Step by step, the residents, becoming more and more interested in improvements, 144 EMPLOYER AND EMPLOYES have carried out their plans until to-day no neater or more attractive suburb can be found anywhere in the country. Prize Yards. — One of the features of this develop- ment has been the offering by the company, of a series of prizes amounting to $285 annually for the best front yards, back yards, vines, window boxes, vacant lots, boys' vegetable gardens and yards along steam railroads. These prizes are open to em- ployes wherever they may reside, and to residents of South Park. To illustrate the detail with which this is worked out, a list of the prizes for 1900 is given: /. Front and Side Yards FIRST CLASS EIGHT PRIZES The first class includes all improved property where planting has been done previously. The board of judges will decide as to the class for each entry. First prize — Diploma and $10 in gold. Second prize — Diploma and $7 in gold. Third prize — Diploma and $6 in gold. Fourth prize — Diploma and $5 in gold. Fifth, sixth seventh, and eighth prizes — Diplomas. SECOND CLASS — EIGHT PRIZES The second class includes property where little or no planting has been done previously, the great- est improvement in appearance to be considered with other features. FRONT YARDS OF EMPLOYES' HOUSES, DAYTON, OPPOSITE FACTORY (b) ^^S^^S^. * - ' /*aS<^ '"^^ BACK YARDS OF SAME HOUSES EMPLOYER AXD EMPLOYES I47 First prize — Diploma and $io in gold. Second prize — Diploma and $7 in gold. Third prize — Diploma and $6 in gold. Fourth prize — Diploma and $5 in gold. Fifth, sixth, seventh and eighth prizes — Diplomas. //. Back Yards For the best kept back yards, whether lawns, shrubs, flowers or vegetables. General neatness of yard and surroundings and condition of lawn, trees and vines to be considered. FIRST CLASS EIGHT PRIZES The first class includes all improved property where planting has been done previously. The board of judges will decide as to the class for each entry. First prize — Diploma and $10 in gold. Second prize— Diploma and $7 in gold. Third prize — Diploma and $6 in gold. Fourth prize — Diploma and $5 in gold. Fifth, sixth, seventh and eighth prizes — Diplomas. SECOND CLASS EIGHT PRIZES The second class includes property where im- provement has not been attempted in the past, the prizes going to those showing the greatest improve- ment. First prize — Diploma and $10 in gold. Second prize — Diploma and $8 in gold. Third prize — Diploma and $6 in gold. Fourth prize — Diploma and $4 in gold. Fifth, sixth, seventh and eighth prizes — Diplomas. 148 EMPLOYER AND EMPLOYES ///. Vi)ic Planting For the most artistic effect of vines on houses, verandas, outbuildings, fences, posits or summer arbors. Arrangement, design and condition to be considered. FIRST CLASS SIX PRIZES The first class includes Boston Ivy, Akebia, Clem- atis, Honeysuckle, Grape and other permanent vines. First prize — Diploma and $10 in gold. Second prize — Diploma and $8 in gold. Third prize — Diploma and $6 in gold. Fourth, fifth and sixth prizes — Diplomas. SECOND CLASS^SIX PRIZES The second class includes Morning-glories, Moon- flowers and other annuals. First prize — Diploma and $7 in gold. Second prize — Diploma and $6 in gold. Third prize — Diploma and $5 in gold. Fourth prize — Diploma and $4 in gold. Fifth and sixth prizes — Diplomas. IF. iriudozc and PorcJi Boxes For the most artistic effect. Arrangement, box design and condition of plants to be considered. WINDOW r.OXES SIX I'RIZES First prize — Diploma and $10 in gold. Second prize — Diploma and $7 in gold. A boy's work at HOM] A BACK YARD IN SPRING (b) THE SAME YARD AND ITS DECORATOR, THIRTEEN YEARS OLD, WINNER OF A PRIZE FOR BEST-KEPT BACK YARDS EMPLOYER AND EMPLOYES 15I Third prize — Diploma and $5 in gold. Fourth, fifth and sixth prizes — Diplomas. PORCH BOXES SIX PRIZES First prize — Diploma and $10 in gold. Second prize — Diploma and $7 in gold. Third prize — Diploma and $5 in gold. Fourth, fifth and sixth prizes — Diplomas. V. Boys' Veg^able Gardens TEN PRIZES For forty-four boys of South Park and Rubicon. Care of grounds, quality and quantity of product and attention to duty to be considered. First prize — Diploma and $10 in gold. Second prize — Diploma and $8 in gold. Third prize — Diploma and $7 in gold. Fourth prize — Diploma and $6 in gold. Fifth prize — Diploma and $5 in gold. Sixth, seventh, eighth, ninth and tenth prizes — Diploma and one year's subscription to '' Youth's Companion. " VL Vacant Lots SIX PRIZES (south park ONLY) General neat and attractive condition of lot, trees, fences and surroundings to be considered. First prize — Diploma and $7 in gold. Second prize — Diploma and $5 in gold. 152 EMPLOYER AND EMPLOYES Third prize— Diploma and $3 in gold. Fourth, fifth and sixth prizes— Diplomas. VIL Best Planted Premises Along Railroads FIVE PRIZES For the best planted yards, whether front or back, adjoining any of the steam railroads leading into Dayton. The yards must be within view of pas- senger trains as they pass through the city. Artistic arrangement, -condition of lawn and borders, cleanli- ness and general appearance of houses, fences, walks, trees, vines and lawns to be considered. First prize — Diploma and $8 in gold. Second prize — Diploma and $6 in gold. Third prize — Diploma and $5 in gold. Fourth prize — Diploma and $3 in gold. Fifth prize — Diploma and $3 in gold. Results. — The efifect of these prizes and this enthu- siasm is felt throughout the entire city. Often only one person on a square begins the W'Ork, but the im- provement is so marked that the neighbors naturally follow the example. The number of contestants for the prizes increases rapidly each year. By discourag- ing the use of tropical or rare plants and urging the planting of hardy shrubs and familiar flowers the ex- pense of this beautifying is greatly lessened. The average cost in one year was foimd to be $1.20 for each yard, the residents doing their own work. EMPLOYER AND EMPLOYES 155 Seeds and vine roots are frequently given to all members of the Sunday schools and clubs. Many of those who have contested for the prizes have had no plants additional to those obtained in this way. Boys' Gardens. — Not the least encouraging of the results is the effect upon the boys and girls of the neighborhood. The back yards are especially under their care in the system of prizes. The result has been remarkable cleanliness and beauty in many of the yards. Some of the children have shown unusual ability and have undoubtedly discovered their bent. To emphasize its encouragement to work for chil- dren the company has provided forty-four vegetable gardens of lo x 140 feet each, open to the boys of the neighborhood, between ten and fourteen years of age. The company supplies the ground, tools, seeds, and an instructor, allowing the boys to have what- ever they may raise, and offers prizes for the best gardens. So popular have these gardens become that last season nearly twice as many gardens could have been used. In addition to raising a large quan- tity of vegetables for home use, the boys disposed of about $80 worth in cash. The annual presentation of the prizes in these cases is a gala occasion for the entire neighborhood. The largest hall in the city is inadequate to contain those who desire to be present and participate in the exercises of the year. In addition to the in- struction and enthusiasm resulting from such gath- erings, the neighborhood interest aroused has much to do with the improvement in the appearance and character of the entire community. The program 156 EMPLOYER AND EMPLOYES for such occasions should be varied, interesting, entertaining and instructive. The stereopticon is a very useful adjunct and good pictures are always attainable for such purposes. The collections of the League for Social Service (New York City) as well as those of general dealers in stereopti- con supplies ofifer excellent examples. ]\Iusic, ad- dresses, exhibitions of fine plants, photographs of the work of the contestants, social features, etc., — all furnish attractions for old and young. A Mining Community. — Another interesting ex- ample of a practical method of carrying out this idea is found in the work of The Cleveland-Clififs Iron Co., at Ishpeming, Mich. This is in a mining com- munity and the effect of the plan has been very marked. The details are easily understood from the company's announcements for 1899. THE CLEVELAXD-CLIFFS IRON CO. PRIZES FOR 1899 Total to be Az.'arded $198.00. The results of the plan of awarding prizes for the past three years have been so satisfactory and the in- fluence in improving the city so remarka1)le that the plan will be continued during the year 1899. In order to have the matter of awarding prizes satisfactory to all it has been decided that parties de- siring to compete for prizes must file an application at the Genera! Ofiicc of the Company not later than EMPLOYER AXD EMPLOYES 1 57 May 10th, stating the class for which they wish to compete. Winners of prizes in previous years wiU not be entitled to the same prize this year, but can compete for a higher prize in the same class, or enter the general competition in other classes. . Prizes to be competed for by all dwellers on the property of THE CLEVELAND-CLIFFS IRON CO. in the following locations : Hard Ore, Barnum, Salisbury, Marquette, Junction, Bancroft, Nebraska, North, 1st and 26. additions to the City of Ishpe- ming. A committee of well-known residents will make examinations from time to time and the awards will be published on or before October ist, 1899. PRIZES FOR BEST KEPT PREMISES 12 PRIZES, VALUE $148.00 To be distributed according to the condition of the lawns, cleanliness, and general appearance; houses, fences, back yards, flower and vegetable gardens to be considered. 4 First prizes, value of each $15.00 4 Second prizes, value of each. 12.00 4 Third prizes, value of each 10.00 PRIZES FOR VINE PLANTING 4 PRIZES, VALUE $30.00 For the most artistic planting, arrangement and 158 EMPLOYER AND EMPLOYES training of vines on houses, porches, outbuildings, fences and arbors. 1st prize, vakie, $10.00 2(1 prize, vaUie 8.00 3d prize, vakie 7.00 4th prize, value 5.00 PRIZES FOR WINDOW BOX GARDENING 4 PRIZES, VALUE $20.00 Open to all women for the most attractive window box effects; arrangement and design and condition of plants to be considered. 1st prize, value $7.00 2d prize, value 6.00 3d prize, value, . . . 4.00 4th prize, value 3.00 All persons competing for prizes can obtain plants and shrubs from the Negaunee Nursery and Green- houses at reduced prices. THE CLEVELAND-CLIFFS IRON CO., April 15th. 1899. (100.) M. M. Duncan, Agent. Another Example. — The little city of ^fcnominee. Wis., has many advantages resulting from the interest of Mr. J. II. Stout and his associates of The Knapp, Stout & Co. About the Stout ^Man- EMPLOYER AND EMPLOYES l6r tial Training School is grouped a system of trav- eling libraries, art galleries and education in methods of planting and beautifying of homes, which is making the community a marked one in the entire country. Through this school, a hand- book of planting has been issued as one of the edu- cational features for the benefit of children and their parents. It is gratifying to know that these ideas of neigh- boihood improvement and a popularizmg of instruc- tion in planting are attracting attention everywhere and thus promise to change the character of many communities. In Dayton alone, four or five Im- provement Associations have been organized on lines similar to that of South Park, most of them having manufacturers ,as their inspiration. The American Park and Outdoor Art association has recommended that prizes be oflered in cities generally for similar work and in numerous communities the story of this plan has led to great changes. The organization of the National League of Improvement Associations will add to the influence for better homes. The League for Social Service whose headquarters are in New York City, has, by its encouragement, done much to spread this information. ///. ScJwols, Kindergartens It would seem to be entirely beyond the province of the manufacturer to invest in kindergartens and schools for the neighborhood and similar work which ordinarilv should be done bv communities,. 1 62 EMPLOYER AXD EMPLOYES churches or the state. ^Ir. John II. Patterson of Dayton, whose company has developed these things perhaps more than any other employer, states as his reasons for the organization of kindergartens and similar schools in connection with the factory. Factory and Kindergarten. — First : That as an employer of a large number of men, he owes it to himself to obtain the very best men possible and to his employes to give them and their families every opportunitv he can for their best development. If the city in which the factory is placed does not itself offer complete forms of education, then it is within his province to set an example showing what can be done by the best schools. His purpose in carrying out these ideas is not to do these things permanently, but to show to his own city their value. This he has done so fully that the city of Dayton now has a complete system of kindergartens, all the result of the example of the kindergarten connected with his factory. Second : Mr. Patterson believes that he is in busi- ness not for a few years but for many, and that the difficulties of the past in obtaining workmen with bright ideas may be overcome by training the chil- dren of the present. Since 92 per cent of them will earn their living in manual labor, it is certainly proper to give to them that early training which will make the best workmen when they are grown. In short, he expects his factory to need skilled labor and more of it for many years to come and that it is wisdom to assist in preparing for the future. Pie finds too that even so-called unskilled labor gives EMPLOYER AND EMPLOYES 1 63 better service when the early training has been along right lines. Third: He also recognizes that in his effort to win the good will of his operatives, nothing will be more successful than opportunities given to the chil- dren of those men. Men of all classes appreciate what is done for their sons and daughters more than any other favor shown. Thoughtfulness, therefore, on the part of the employer for the fam- ilies of the operatives must receive large returns in more kindly feelings on the part of the men them- ( selves. Experience not only in this factory but in j others, has proved this to be a true statement of the-/ purpose of this work. Social and Neighborhood Centers. — Mr. Patterson has also found that there are many operations in m.odern manufacturing which find their ele- ment and counterpart in the simple instruction of the kindergarten and manual training school. The child, therefore, that has become familiar with these methods will more easily adapt him- self to the work of the factory in the future. On this account, in this community particularlv, the idea of education and social life has been fully developed. In two small houses known as the " N. C. R. House " and the '' N. C. R. House Ex- tension." one situated opposite the main entrance of the factory and the other a few squares away, much of the work usually accomplished in social settle- ments is done. When the first of these was estab- lished and a-deaconess placed in charge, it was deter- mined to make it a model of what could be done with 164 EMPLOYER AND EMPLOYES a small amount of money, to prove that good taste not dollars was the essential to a neat home. A sitting room and dining" room, bed room, and kitchen were completely fitted with cheap but good furnish- ings, all harmonizing and beautiful — at a cost far below one hundred dollars. A bath room was added to educate in the need of such comforts. These rooms have been in every way a center of the social, moral, and mental life of the entire neighborhood. In these cottages are kindergartens, boys' clubs, girls' clubs, young people's societies, kindergarten associations, women's guilds, liljraries, reading rooms, and cooking and sewing schools. In these last classes the little children and girls have equal opportunity with the employes. In all these cases, the company furnishes the room and equip- ment, pays the expenses of the deaconess and teachers in charge and, in many cases, offers free the advantages of the building. Some of the clubs have weekly dues of from two to five cents each, the money thus obtained being used for special work un- der the direction of the clubs themselves. .V boys' brigade affords thorough military drill and the ad- vantages of military training. The Kindergarten Association has a fee of 50 cents a }-ear which en- titles the members to all the privileges of the kin- dergartens for their children. The Women's Guild pays small monthly dues, the money being used es- pecially for charitable wc^rk or for inijM-ovements in the neighborhood. ^Fhe (aiild has five committees — program, relief, outdc^or art, \'isiting and llower. These houses are used almost constandv in the A SLTMMER PLAYGROUND FOR THE FACTORY NEIGHBORHOOD (b) EMPLOYER AND EMPLOYES 1 67 evenings for social and educational gatherings of the parents and children of the neighborhood. On Sunday afternoon in one of the settlement houses and in a large hall in the factory, a Sunday School, or more properly a " Pleasant Sunday Af- ternoon " is conducted for the benefit of the entire neighborhood. The session lasts one and one-half hours and is divided into three sections. The ex- ercises open with the usual opening music and read- ing of selections from scripture and choice litera- ture ; the day's lesson follows and is made up princi- pally from quotations brought by the pupils selected from their reading of the week and intended largely to illustrate some special thought of the day ; the session closes with the address, the last half hour being occupied usually with a stereopticon talk on some practical subject connected with the home life and education of the children and their par- ents. Twenty-five books are offered each year to the children who bring the most good quotations. These quotations are kept in scrap books, one of which is supplied to each class, and one kept by the secretary for the best of each session. The interest and enthusiasm are shown by the large number of quotations read each Sunday. The best quotations each week are published in a beautifully printed little paper called ''Sunshine: Pleasant Sunday Afternoons." This contains the reading lesson for the opening, brief items of in- terest upon the topic of the day, neighborhood news and practical suggestions. The stereop- ticon addresses are given by persons particu- 1 68 EMPLOYER AND EMPLOYES larly interested in any special subject and include talks on health, travel, art, history, landscape gardening and home beautifying, and any others of the thousand and one subjects which may be of prac- tical advantage in the home life. The topics of this half hour are perhaps the most practical to be found anywhere for a company of children and their parents, and have a wide influence in the cultivation of a strong neighborhood spirit which often manifests itself in influence for the good of the community. For example, here were started movements which saved to the city one of its most beautiful groves of trees, and which out- lined plans of manual training and practical educa- tion. Here in the spring a practical gardener brings his collection of plants and shows how to cultivate flowers and vines ; here are annually dis- tributed thousands of packages of flower seeds and of vine roots ; and here practical lessons in manli- ness, education, and civic and religious duty are given. The J. B. Stetson Company has provided a Sun- day school and church accommodating t ,200, for the development of the moral life and character of the employes and their families, on the principle that the workman having the highest sense of moral re- sponsil)ility will perform the best work. At Peace Dale, with the Hazard ^Memorial Build- ing as a center, there are numerous organizations. The Choral Society is one of the leading features, with a permanent membership, each paying three dollars per year, giving concerts of high class music. EMPLOYER AXD EMPLOYES 1 69 The '"' Sunday Musics " are voluntary entertain- ments each Sunday afternoon open to all free. These were started informally by ]^Iiss Hazard and her sister who simply went into the hall and played and sang for those who came. Xow musical people take turns in providing the entertainment. The Sewing Society and Boy's Club are simply well or- ganized classes in manual training for boys and girls. This description of the work in these instances illustrates what has been begun recently in a number of manufacturing districts and proves what may be done at comparatively little expense with intelligent effort on the part of the employers with the coopera- tion of employes and residents of the neighborhood. Heading Rooms. — The provision of a library and reading room has been for a long time regarded as one of the best possible methods in which em- ployers may assist their neighborhoods. The Carnegie Library at Homestead, Pa., with its beau- tiful building and fine park, is an example of what has been done by a single manufacturer. The library contains 7,000 volumes and is free to residents of Homestead and vicinity. There is also a delivery station in the town so that books mav be ordered by telephoning to this station. There is a special reading room here for children. ^Ir. Carnegie has added, as is well known, libraries in a number of places among his own people, as well as in other cities of the country. The Braddock Li- brarv cost $300,000 and receives $10,000 a year. The Cambria Steel Co.. at Johnstown, Pa., has a 170 EMPLOYER AND EMPLOYES public library with over 10,000 volumes. In nearly all the cases already mentioned of factory club houses, the library is one of the special features of the building. Neighborhood Libraries. — The Cleveland Hard- ware Company has a permanent library of its own and also an arrangement with the Cleveland Public Library by which the factory is an authorized sta- tion. The company furnished the library cases and the manager himself, being very much interested in the question of the reading of his employes and their families, gives personal attention to the selection of books, both in a general way and for the individual readers. One of the young ladies of the office acts as librarian and keeps the records which are in the usual complete form of our public libraries. Dur- ing a single month it has circulated 327 books with a hundred names, nearly all of which are men in the factory. It is interesting to note that in a single month, out of 327 books read, 126 included the usual classified books of biography, philosophy, sociology, etc., and 201 were fiction. It is noticeable that in most of these factory libraries, after fiction, his- tory and travel are the most pojnilar subjects. It is also significant that in these libraries, the propor- tion of solid reading is much larger than is usual in city lil)rarics. The National Cash Register Com- pany's library is also a branch of the city library, serving the entire neighborhood and keeping regu- lar records. In this case, the city furnishes from two to three hundred books changing them every month or six weeks. Anv books not on the shelves THE HOUSE OF USEFULNESS, SOUTH PARK (b) INTERIOR OF EXTENSION, RUBICON (b) X \ EMPLOYER AND EMPLOYES I 73 may be obtained by special request. In both these cases, the necessary expense of carrying out the plan is borne by the company. This item, however, is so small as to make it possible for many others to do likewise. This plan of co-operation with the city libraries is believed to be a very practical one that could be easily adopted by many other places. Playgrounds. — Reference has already been made to the playgrounds in connection with some of the large manufacturing establishments, especially of Great Britain. It is practicable also in many cases for factories in smaller cities or in suburbs to open either a park on the immediate grounds or to supply at some convenient place for the children of the neighborhood, good amusement grounds. These need not be large, a single city lot, or less even, supplying all that is necessary. The furnish- ing of a breathing space for children is one of the most important things that can be done in modern city life. Offering this opportunity for their chil- dren, will have great influence with the employes themselves. Simple games like volley ball, croquet, quoits, tennis, etc., with a few lawn swings are easily provided, but furnish an immense amount of pleas- ure, health and recreation. VI. HOW FACTORY PEOPLE HAVE SHOWN THEIR INTEREST The greater part of this book has been occupied with showing how employers are interested and what they have done, because these are largely move- 174 EMPLOYER AND EMPLOYES meiits in which the employer must of necessity take the initiative. Having a greater responsibihty and a wider opportunity, the employer necessarily thinks of these things and suggests plans. It must not be supposed, however, that the part taken by the employe is less important or that he is less respon- sive to the thoughtful action of others. Experience shows that the employes of every factory where any of these things is undertaken, respond readily and heartily to the efforts of their employers and in re- turn, seek in many ways to enlarge upon their own opportunities. There is no doubt that upon many of these questions of labor the employes of the country have done some very careful thinking ; that they have sometimes been one-sided cannot be doubted nor is it to be wondered at. Their suggestions to their em- ployers as to how to reach the results desired, have been in many cases, wise and practical. They have organized among themselves clubs, societies of vari- ous kinds, relief associations, provident societies and have joined heartily in all efforts at beautifying their homes, thus showing that to the extent of their ability they are willing to assist in improving labor conditions. That not more has been accomplished and that there is sometimes failure to see the em- ployer's interests are due often to outside influence and the difficulty of changing a lifetime's habits of thought within a few months or years. The True Principle. — It is true very often that when such efforts are suggested, at first there is op- position from the employes, largely because they do not understand the motive or method of the em- EMPLOYER AND EMPLOYES 175 ployer. Undoubtedly this largely results from the fact that for so many years the employe has been led to believe that whatever was done for his ad- vantage would be an injury to the employer, and that whatever injured the employer would help him. The new principle of mutual helpfulness will require time to be thoroughly understood, but wdien once accepted and adopted will undoubtedly bring good ^ results. Women's Clubs. — With this interest shown on the part of the employer, the employe naturally begins to consider his own opportunities. The formation of various clubs and societies upon his own suggestion follows ; so that to-day there are found in many of the factories of the country, literary, social and mu- sical societies. The Woman's Century Club of the National Cash Register Company was probably the first federated women's club composed entirely of working w^omen in a factory. This club, with a mem- bership of nearly 300, includes practically all the young women employed. For the past year its sec- tions considered — in the History Section, " Women in American Life " ; in the Home Section, " The Working Woman at Home " ; in the Current Events Section, '' Important Incidents as Gleaned from Cur- rent Periodicals " ; in the Literature Section, " Au- thors of Our Own Time. " The programs are out- lined by the young women themselves and the work is accomplished entirely upon their own effort, with the assistance of the company's librarian. The club meets at 12:30 noon, twice a month, one-half hour being on their own time and one-half hour on the 176 EMPLOYER AND EMPLOYES company's time. The officers are entirely chosen from employes and the management is wholly in their own hands. The Progress Club of Legler & Company, Dayton, Ohio, and the Alert Club of the Gem Shirt Com- pany, of the same city, are illustrations of the good influence of example ; both of these clubs having been organized through the influence of the Wo- man's Century Club. The young women of the T. B. Laycock Com- pany have a Literary and Social Club meeting twice a month in the Officers' Club Room, and a Ladies' ^Musical Club, meeting weekly. The young men of this company also have a Mandolin Club, meet- ing weekly in the evening, the company supplying the leader. Men's Clubs.— The Port Sunlight Men's Club of Lever Brothers, is a permanent social and socio- logical club composed of a number of the employes of the company. There is also in this company a scientific and literary society whose work includes the study of practical and scientific questions, with stereopticon entertainments, scientific lectures, ex- periments and other methods of study. The Men's Progress Club of the National Cash Register Company has a membership of nearly 400, meeting twice each month in the evening. Its or- ganization is as simple as possible, the purpose of the club being the discussion of any topics of interest to men and the presentation of pleasant entertainments. Frequently the evenings are occupied by smokers %^ •/•/% EMPLOYER AND EMPLOYES 1 79 with miscellaneous entertainment, which affords rest and recreation. At Agneta Park, Holland, there are very many organizations including scientific, musical, horti- cultural and amusement clubs. The various com- mittees in charge of these clubs, societies and in- stitutions arc joined in what is known as a " United Committee " which gives unity to the management of these special features. The employes of the Cleveland Hardware Com- pany have an orchestra wdiich plays each Monday evening in the offices of the company, and a choral society which adds pleasure to the occasion. The employes are invited to bring their families and friends and spend the evening enjoying the music. The Cleveland-Cliffs Club is a social and amuse- ment club organized wholly by members on a busi- ness basis among themselves but encouraged by the company. Mutual Benefit Associations. — One of the most popular features among employes and one which has brought very great return has been the organi- zation of mutual benefit associations. The aim, in general, of these associations is financial assistance during cases of sickness or accident somewhat upon the mutual insurance plan, except that the amounts contributed are very small and the membership lim- ited. While there are certain points of similarity in all these plans, yet there are numerous differences which commend themselves under various circum- stances. l8o EMPLOYER AND EMPLOYES The Chicago City Railway employes have a mu- tual aid association which has been in operation since 1894. Its aim is to maintain a benefit fund out of which shall be paid on the death of a member in good standing, to his family or those dependent upon him, the amount of one assessment on the whole body of members, providing that such amount shall not exceed $500. The Railway Company contrib- utes a small amount in addition. The company, however, is in no way responsible for the collection of the money, though one of its officers serves as treasurer. This association has two provisions which are perhaps unique. It provides that any member leaving the employ of the company and en- gaging thereafter in the *' manufacture or sale of in- toxicating liquors shall cease to be a member of this association immediately upon entering into such occupation." It also provides that " any member habitually using alcoholic beverages to excess will not be considered in good standing '' and may, after hearing, be expelled from membership. Some companies have a system by which employes are asked to contribute a day's wages, the company paying an equal sum, thus furnishing the basis of a fund until it is exhausted, when another assess- ment is made. The employes of the Sherwin-W'illiams Company have a nnitual benefit society which was tliC first of the manv features of this company's work. It was formed in 1887. Only employes of the company are eligible t(^ membership. The contribution is i cent on the dollar of wages up to $10 a week. The sick EMPLOYER AXD EMPLOYES l8l benefits are 50 per cent of the wages of the mem- ber. The death benefit is $25 to which the company adds $75. The employes of J. H. Williams & Company of Brooklyn, have a mutual aid society of 200 mem- bers with nearly $1,000 on hand. A weekly pay- ment is made, taken from the wages of each mem- ber, according to the amount of wages. ^lem- bers receive free medicine and cash allowance in case of illness or accident. Their death benefit is $100. This association has stood a severe test of extended sickness and a number of deaths close together, but has grown steadily. The Relief Association of the Lowe Brothers Com- pany of Dayton, Ohio, provided in its organization that until the treasury contained $200, only accident benefits should be paid ; after that regular sick bene- fits on the basis of $3 and $6 each week. The com- pany contributed $100 as the basis of the organiza- tion and supplies the needed stationery for the rec- ords. Payments are made weekly, the Secretary of the Association having a desk near the paymaster and receiving dues immediately after wages are paid. The entire control is in the hands of the employes. The Relief Association of the National Cash Reg- ister Company is an organization wholly supported and managed by its members. The association was organized in 1896, is incorporated under the laws of the state and controls entirely its own afifairs. Its officers are elected annually, while its regular meet- ings for reports are held semi-annually. The im- mediate control is in the hands of an executive com- l82 EMPLOYER AND EMPLOYES mittee which consists of a president, vice-president and six members. Tlie memliers are divided into two classes, $6.50 per week beino^ the dividino^ line. The members of the first class, under this amount, pav 5 cents a week and in case of sickness receive 50 cents a day (Sunday excluded) for thiiteen weeks. The members of the second class, above the amount, pav 10 cents a week and receive $1 a day ( Sun- da vs excluded) for thirteen weeks. In case of death, benefits, amounting to $37.50 and $75 are paid to the family. The association employs a physician who examines each case of sickness and certifies that the member is entitled to bene- fits. The physician also will attend, if desired, the member without further fee. The member- ship ceases upon severing of relations with the company. The association has a membership of about 1.200 and pays out annually over $4,800 in benefits. The records are kept by a secretary and treasurer, the company allowing certain hours of each week to the secretary to make the proper collec- tion of dues in the factory. The company also sup- plies whatever printed matter is needed. Further than this, the association is entirely self-supporting. In this and other associations where the payments are purely voluntary, small pass books are used, pre- pared somewhat in the following form, in which the amount and date mav be entered : EMPLOYER AND EMPLOVEi 183 IQOl |i^'"t "^'.^^id < > < 1 ^>"» "-^V-ai,! >• OS < z < ! 1 14 j S : 21 15 00 > < oa 1 i S < 28 4 11 29 " 18 13 20 25 4 .1 - 11 z 3 10 IS 25 k' I 24 1 184 EMPLOYER AND EMPLOYES Fels & Compaii}' of Philadelphia have a mutual aid association which is materially assisted by the company itself. Rowntree & Company add, in case of sickness, an amount equal to the benefit paid by the association. The Illinois Steel Company Relief Association pays 75 cents per day with $100 funeral benefits, on a monthly fee of 25 cents. The Estey Organ Company Benefit Association is organized on a plan of contributions of $i from each member per year. The company adds 25 per cent to this amount. During recent years the sur- plus was so large that it was agreed to make the contribution only 50 cents, with the proviso that the other 50 cents would be called for if needed. The Building Association connected with the Proctor & Gamble Company was incorporated in 1887, and has an authorized capital of $500,000. It has a board of nine directors, chosen by the share- holders, all employes of the company. There are about 450 shareholders, 60 of whom are borrowers and are paying for homes. Although the Associa- tion has a reserve fund of $1500 for losses, it has never had occasion to use it. for there have been none. Many of the depositors use their money for the pur- chase of shares of the stock of the company. Among other instances of a character similar to these are the Cleveland Hardware Company, the Stillwell-Bierce & Smith-Wiile Company, Day- ton, Ohio; the Cambria Steel Company, Johns- town, Pa., and the Crawford. ?sIcGrcgor & Canbv EMPLOYER AND EMPLOYES 187 Company of Dayton. This las^ society unites with its rehef work the social element, its gatherings of members at frequent intervals being very popu- lar, and adding much to the success of the society. These meetings are social, literary and musical, and are held in a hall near the works, or in summer in a grove. General Organization. — Summing up these in- stances of benefit features which are becoming more and more numerous among factories generally, it would seem evident that the popular form is to have these organizations controlled by the employes, a board of directors being selected by themselves, membership in the association being lirriited to those connected with the company and ceasing upon sev- ering relations. In some cases, collections are made by the pay- master and taken from the wages each week or month, while in other cases the collections are made by the officers of the association, either during work- ing hours or at certain places near the entrance im- mediately after working hours. The weekly amounts vary from four to fifteen cents. The benefits vary from $2 to $6 per week, where definite amounts are paid, and from one-third to one-half the regular wages where graded amounts are allowed. The funeral benefits are from $25 to $100. In a few in- stances the association provides a physician. In others, the company engages a physican for special cases, while in still others, the company has a phy- sician who is paid a regular salary. 1 88 EMPLOYER AND EMPLOYES Some companies pay regularly into the treasury of the association a certain proportion of the receipts. In others, it has provided the foundation for the fund. In most of them, however, the amounts are entirely contributed by the employes themselves. It is evident that care and thoughtfulness will make these organizations of very great practical benefit. It is still as evident that in most cases some careful supervision is necessary on the part of the company itself to avoid the friction that frequently comes in factories employing large bodies of men and women. This is especially true where the num- ber of changes is considerable. The more permanent the employment, the simpler the control has been found to be. Lunch Clubs. — Among the features which prop- erly enter into this chapter, may be mentioned the organization of lunch clubs in various cities of the country, usually by the co-operation of women's clubs and the employes of stores or factories. The lunch club at the Western Electric Works, already described, is an example of organization in a single factory. Another illustration of the method adopted for general service may be found in the Lunch Club of Denver, the account of whose work was given recently by Mary S. Paden, a member of one of the committees : The enterprise was the outgrowth of a meeting of the Women's Clubs of that city for discussion of what could be done beyond the usual literary and social features of women's clubs. The Stenographers' EMPLOYER AND EMPLOYES 1 89 Association suggested a down-town Rest and Lunch Club for women. The new proposition was to take rooms as cen- trally located as possible, fit up a room suggestive of rest and quiet, with lounges and easy chairs, and have a matron in charge ; and to have, in connection with this, a lunch room where women could bring home lunches and be welcome to eat them in comfort, to add a hot drink or a dish, to order a good, " home- cooked " lunch at prices as near cost as possible. The only profits desired were such as would support the undertaking and enlarge its scope and advan- tages from time to time. In September, 1899, a Lunch Club was organized at a meeting called for that purpose; November ist, a board of twenty-five managers was elected, with a proportion of fourteen club women and eleven busi- ness women. Committees were appointed, including others than directors. The House Committee set to work to find a location ; the Dining room Com- mittee, as they expressed it, " learned a lot about the restaurant business. " A notable feature was the interest taken in the pro- ject by employers of women, particularly the large establishments. It is an understood fact that women of standing and influence in a community can ad- vance any cause of this kind which they back more readily and easily than any band of workers or men reformers could do it. One view of the question, as expressed by intelligent men, is : If some things are wrong in the conditions of women employes, why 190 EMPLOYER AND EMPLOYES should we be expected to study or right them, if women take no interest or make no effort them- selves ? Influential women, as valuable customers of establishments or moulders of social opinion in a community, could secure almost any improvement in the condition of women employes in establishments or communities, by intelligent grasp of those con- ditions and co-operation with the employes and also the employers. In carrying out this project, the heads of estab- lishments were interested and enthusiastically co- operated in supplying the rooms with the proper fur- nishings and printed matter. They furnished lists of names and addre^es of their employes and gave special prices on many of the things purchased by the committees for the rooms themselves. The vounsf women determined to act strictly from a business standpoint, and in return for all cash donations, equivalents were given in membership tickets to be used by the recipients or to be given by them to others who might need them. The sale of these membership tickets increased their funds materially. The annual membership is $2, ($1 for six months), and entitles the holder to vote at the annual meet- ings and to the privileges of the rest room, while non-holders, wishing to avail themselves of the rest or dining room privileges, must pay a daily fee of 5 cents in addition to the dining room charges. On vSaturday. January 27. 1900, the Women's Lunch Club of Denver was formally opened, its quarters consisting of three stores in a new block, EMPLOYER AND EMPLOYES 19I one being set aside for a rest room, cosily and pret- tily furnished, with deep cushioned window seat, lounges, easy chairs, writing desk, and furnished en- tirely with donated articles, while tw^o stores were thrown into one for dining room, with kitchen at rear. On the following Monday, the first lunch was served, and appetizing " home-cooked " viands served in tempting style at prices within the reach of all. The rooms have been wxU patronized and much enjoyed since their opening, and membership tickets have been selling steadily. A consignor's table of edibles is established, thus making an extra source of revenue for the club and furnishing wo- men a market for their home-cooked specialties. Evening club and social meetings are held at the rooms and educational classes are planned for. The membership includes club and home women, independent, business and professional women, those employed in large or small dry-goods and other establishments, clerical workers from office build- ings and stores, etc., and is particularly an effort by women for women in a new field, its end being not only material advancement, but a widening of out- look and mutual understanding and effort, such as women must become accustomed to before their ac- complishment can be much for their own betterment or that of the world. Cooperation. — An illustration of the reciprocity shown by employes and their willingness to assume their share in an enterprise may be found in a s'tate- 192 EMPLOYER AND EMPLOYES ment recently issued by the members of the Steel Works Clubs, of JoHet, 111. Numerous other simi- lar examples could be stated showing the zeal of employes in developing their side of the work sug- gested. The statement referred to says : " It is but right and proper that we should show our appreciation of the efforts of the Illinois Steel Company and the efforts of those members who are giving their time, and cooperation in the interests of this club, by the members generally doing some- thing themselves for the club. It is therefore sug- gested that those enjoying the privileges of the bil- liard room should devise ^ome arrangement in order to pay for the re-covering of the tables and the re- pairs needed. *' We have opened a poll so that our members may vote for the books they desire bought for our library, and it is suggested that some arrangement should be devised so as to meet this expenditure. The dues of the club are not sufficient to enable us to pay anything towards the salary of the employes or the repair of billiard tables, bowling alley, or the purchase of new books for our li1)rary. *' There is no class in this club that is self-sus- taining. In other institutions of this character, where the dues are two to five times the amount paid by the members of this club, there is an income from some parts of the institution, but not so with this, and we should try and overcome the loss. Let us go to work for our club, improve it and do some- EMPLOYER AND EMPLOYES 1 93 thing for fellow members. The obligation rests upon every man to do something for his neighbor. You should do it for your fellow members of this club." VII. RESULTS To Employer. — Not the least of the results of the efiforts herein set forth has been the arousing of an interest on the part of employers and employes alike in the questions of their relationship. For genera- tions it has been assumed that there must be antago- nism between the two. Step by step, however, men are finding that the relations of employer and em- ploye are not those of enemies but of co-workers. V While the entire movement is too recent to be able to give many definite figures, yet the testimony of em- ployers is that from their standpoint, these methods have resulted in a better class of workmen w ith a ten dencv to remain more permanentlv at t heir work ; that they Ij ave given bett er skill and m ore content - (g, ment, hence better output, more of it and at a lower cost. Without doubt, some of the great advance- ment made by American manufacturers within the past few years must be referred to the changes in many of our largest manufactories resulting from the adoption of some of these plans. A recognition that the principles here illustrated of daily thoughtfulness for the comfort and life of workmen, are the wisest policy, and the adoption of manv of these methods by an increasing num- ber of merchants and manufacturers, are the best 194 EMPLOYER AND EMPLOYES evidences of the excellence of this modern idea of the relations of factory people and their employers. A single instance may be given of figures which will illustrate the results of these methods in one depart- ment of a factory. In this department, girls only are employed and hand work is done. Comparing the year before any of these things were done with the last year with all the advantages possible to be given to young women, it has been found that the output of the department increased during that time 50 per cent, and that the cost to the company for the work done in that room on each machine de- creased 31.4 per cent. Meanwhile the average wages of the girls increased during the first two years 22.4 per cent, and during the next year 22.5 per cent above this. This is clear evidence of the value of these methods to employer and employe alike jind this one room is an example of many that may he given. To Employe. — On the part of the employes hap- piness and more contented homes, better education for their children, opportunities for self-culture and encouragement to more beautiful surroundings have all contributed to make better citizens with higher ambitions and a fair recognition of the posi- \ tion and abilities of their employers. ] It is not assumed that these methods have already solved the labor questions, but they are certainly a valuable contribution to the development of those better conditions for which every one hopes in the near future. To the Public. — Interest in this question is not EMPLOYER AND EMPLOYES 1 97 confined to the employer and employe alone, for if these things continue and increase, the customers themselves will soon recognize the result in the im- proved character of the product which they buy. This means better living and better and more thoughtful life in every part of the country. VIII. OPIXIOXS The ideas and methods suggested in this little handbook have received attention from all classes of people, including employers and employes, stu- dents of social problems and well known writers in newspapers and periodicals. The opinions ex- pressed by them in various forms are valuable as showing the drift of thought and the encouragement given by those best qualified to form opinions upon these questions. Opinions of Manufacturers. — An officer of the Acme \Miite Lead and Color Works, which has sys- tematically introduced a large number of new fea- tures says : " Our plan of organization, which was based very largely upon observations of what the National Cash Register Co. were doing, with, of course, such modifications as were necessary, owing to dififerences in conditions, is working very nicely. We think the first feeling of ' uncertaintv ' amonp- our emploves . due to the radical feature of the new policy, has been largely overcome, and we are feeling the benefit of co-operative work all along the line. \\'e aim to treat our employes in a fair and impartial manner, to 198 EMPLOYER AND EMPLOYES make the conditions in connection with their work as agreeable and interesting as possible, by taking' every precaution in the way of cleanliness and sani- tation to guard health, and by making their sur- roundings as pleasing as can be done, and by impart- mg a more thorough knowledge of the materials which they are constantly using, to interest them in their work and induce development along this line. We endeavor to place a premium upon merit by recognizing and rewarding it promptly. Our records of departmental and individual work all tend to produce this result. \Yc are well pleased with what has been accomplished and believe that we can join in saying that ' k pays ' ^not only the companv, b uLth e employe.' ' Mr. Thomas Neal, secretary of the same com- pany says : " We believe that if plans, based upon the above system, regulated, of course, to fit conditions in each case, were instituted by all large manufacturing con- cerns or those who employed labor largely, it would forever do away with the differences which, under existing conditions, are constantly arising between employer and employe, and that the labor question would l)e settled once for all. It is a plan under wdiich all concerned must bear and forbear, and one that is bound to bring out, not only the best as re- gards service and treatment, but the l)est possible understanding and a feeling of cordial co-opera- tion that nuist result to the benefit of all. Under such a system laggards cannot progress. l)ut the na- tural course of events must drop out. X^ie c m^ EMTLOYER AND EMPLOYES 1 99 plover must realize that he is dealing with his em-^ ^ployes as man to man, and they should not and cannot be treated as workin g machines. " " We are not doing this as philanthropic w^ork. but as a business venture. We think the money we intend to put into the idea will come back in the shape of increased output and better work. " — Chas. E. Adams, \'ice-President and General Manager, Cleveland Hardware Co. Mr. John H. Patterson, President of the Na- tional Cash Register Company, of Dayton, Ohio, is quoted as saying: *' We buy physical and mental labor. If it pays to take care of a good animal that only returns phy- sical work, how much more important is it for the employer to take care of the employe returning both physical and mental labor. " We believe that people are a part of all they have met; that is, ^all they have seen and heard is abso rbed by them, a nd it therefore pays to have good mHuences and surro undings for them. We have tried DOth plans and believe that the three per cent of our annual pay roll which we spend on movements for in dustrial betterm ent yiel ds us approximately be- tween five and ten per cent profit in actual dollars and cj^nts. " Fels & Co., Philadelphia, say: "We cannot see an increase in material work equal to increase in wa- ges and decrease in hours, but the result in that di- rection is not at all discouraging. There is recog- nizable a cheerfulness and interest throughout the place, to be attributed largely to the sense of fair 2 00 EMPLOYER AND EMTLOYES treatment. The need of close overseeing^ [s less tji an f ormerly. We think we see a more self-respecting bearing and cordiality towards the firm, which fully justify all concessions made." " \Ye might add, in summing up in a general vvay, that one marked result of incorporating into our business some of these methods, has been the fact that we are enabled to-day to secure a better class of help, more intelligent, and doing better work than it was possible to secure before." — L. H. Parke & Co., Philadelphia. " Words are said to have golden pencils, but more eloquent than any words, more golden than any pa- role testimony, was the sensation of seeing and re- alizing what an uplifting influence a single estab- lishment can have, not alone upon its employes, but upon an entire community, developing the prime fac- tor of happiness and prosperity, the brotherhood of man." — W. D. Henderson, the Henderson Litho. Co., Cincinnati, O. ** This plant [Heinz & Co.] is one of the object lessons in industrial betterments, for other manu- facturing concerns have sent representatives to study the arrangements for the education of em- ployes. It is known that in two cases there were decisions to provide similar accommodations. Some foreigners visiting this country cannot under- stand why such elaborate efforts are extended for the comfort of factory employes. * There is nothing like this in all ?)ritain.' said one of them recently, as he went through the new build- ing. ' We would not know what to make of this over EMPLOYER AND EMPLOYES 20I there. I do not see how you expect to get your money's worth out of it. ' When Air. Heinz was asked whether he thought the firm would be repaid for the money spent in tliis way, his answer was, ' I have never given that side of the matter any thought. We are fuHy repaid when we see our employes en- joying themselves, and spending their noons and evenings in a profitable manner to themselves. And then, you know, this makes a little Heaven here below, and that is something worth having.' " In an article regarding a textile mill com.pany in Massachusetts, " Social Service " says : " The company is very strict in the matter of the morals of the people. W^hile they do not pretend to say what they shall do outside of the mills, they do claim the right to say whether they shall work for them if their manner of living is not what it should be outside. They will not knowingly keep in their employ persons who are intemperate; and in many instances, through the means of their strict discipline, have been able to keep from drink, men who, otherwise would have been confirmed drunk- ards. In this way they have been able to improve the condition of their people ; and to-day their workers are among the best in the textile mills in ]\Iassa- chusetts. The people do not object to this discipline, but on the whole like it, as they are quick to discern that it is helpful to them, as well as their employ- ers. " An employer says, " AMiat I have done I planned, not on the basis of charity or philanthropy, but on the principle that what my employes received was 202 EMPLOYER AND EMPLOYES their rightful share, and when they were in my works they made full and ample return. I am, therefore, sharing the prosperity of my business with those who have helped me make it. " Another employer, — " My employes have done a large share in producing my wealth, and I owe them some rec- ognition of that fact." (Social Service.) The Cleveland Hardware Co. (January, 1900)^ testifies : " Although we believe that what we are doing is most practical and philanthropic, our company does not feel that it is a philanthropy but a good busi- ness proposition. We believe that the manufactur- ing plant of the future will not be designed without arrangements being made for club rooms, dining rooms, bath rooms, and similar conveniences for its employes, and we are contemplating putting in all of these ourselves, for we realize that the co-opera- tion and good will of our employes is money in the company's pocket." Opinions of Employes. — One of the best testimo- nies to the justice of these methods is that of the Dayton (O.) Trades and Labor Assembly, from which the following is taken : " Believing that our fellow workers, as a rule, are ambitious to rise above mere shop hands, and that every effort made by the manufacturers of the city to better the condition of their employes should be promptly recognized ; and having learned of the many economic features existing in the Xalional Cash Register Works to make its employes inde- pendent, skillful workmen and intelligent citizens; UN'.VtKolTV ^ALiFOH^ EMPLOYER AND EMPLOYES 205 we believe that such acts will do more to create a mutual respect and render cooperation between employer aiid employe possible than any other method ; and we feel that, as mechanics and artisans, we should take this means of expressing our hearty commendation of the course pursued." Opinions of Students. — " A great factory system organized upon principles of brotherhood, openly professing the Golden Rule as its doctrine, advocat- ing the care and training of men's minds and spirits, while employing their hands, is so unique, so alto- gether captivating, that it would require not above an hour's inspection most effectually to silence for the time being the loudest grumbler at modern in- dustrial conditions. Quite the most unique thing about it all, too, is the naive confession by the com- pany that they find business profit in what they are doing for their people." — Rev. Edgar Wliitaker Work, D.D., in " The Independent.'' " To conduct a great business which stretches out all over the world, and to practice at the same time the practical gospel of good will to men, is about as far as any one can go until we get wings." — Joseph Jefiferson. " The intelligent and faithful efforts of men in great undertakings of this nature are sure to bring about far more acceptable, because far more just, re- lations between employer and employe." — Dr. James H. Canfield, Librarian, Columbia University. '' An earnest effort like this to solve by business principles, and at the same time in a kindly spirit, the great problem of the best relations between em- \ 2o6 EMPLOYER AND EMPLOYES ployer and the employed is an important and patri- otic contribution to the welfare of our beloved country and to its still higher elevation among the nations." — Hon. Andrew D. White, Ambassador of the U. S. to Germany. " I think it ought to be shown that a man's indus- trial pursuits are not divorced from his manhood, from his character, his tastes, ethics and religion, but that the entire personality makes the employer and the laborer. This is a truth supremely needed in the industrial pursuits ; it is calculated to revolu- tionize business. This principle the manufacturer recognizes ; and I hope the principle on which the practice rests will be made more evident. In my remarks, I call it the sociological factor. "JJUic^ estheti c clement m the cstaljlishment is of gr eat importance. The vulgarity so common in most industrial plants and in their surroundings has been regarded by some as almost irremediable. You have solved the question most favorably, and I think it ought to lead to imitation. You justly regard the relation of the establishment to the entire community worthy of much consideration ; and your example ought to be contagious. '' I believe great and permanent influence will be exerted by the proof that your method has its basis in economics, humanity, sociology and esthetics." — • Dr. T- n . St uckcnlier.Q-. CnmlM-Jdix e^rass. " While it is true that such endeavors are not * philanthropy ' in the ordinary sense of the term,, yet on the other hand they are not mere expedients for increasing profits, though the efforts have been EMPLOYER AND EMPLOYES 207 financially remunerative. It must be recognized that the basis of this concord between employer and €mploye is justice; or, as one employer has stated it, modifying an old adage, ' it pays to be just.' " — Professor Paul Monroe, Teachers' College, New York. " The result is felt in better labor, better machines and a better moral atmosphere." — " New Socialism," Bourke Cockran. " It is a plan that practically meets the needs of working people, and from it we can gather much that will be helpful to the thousands of young girls, who yearly come under our care." — C. V. Drink water, Boston Young Woman's Christian Association. " Fair dealing, cooperation and profit-sharing will prove to be wiser than strikes, boycotts and lockouts. Here is a field for capital to display fine •executive ability, sound economic wisdom and a pro- gressive philanthropic spirit as well." — Governor James A. Mount of Indiana. (Labor Day Ad- dress.) " ' What more than wages ? ' is an industrial ques- tion that is being asked by men, some of whom feel that the labor share of their Wealth-production should have a larger reward than the mere payment of wages ; other employers are sufficiently far-sighted to recognize that whatever makes the worker more human, more conten ted, more skilled, is a positive industrial asset it i the biminp'^^ a nri i^ n large factor in mdustrial stability." — Dr. W. H. Tolman. Press Opinions. — " ^Municipalities are feeling more deeply the importance of providing conditions nee- 2o8 EMPLOYER AXU EMPLOYES essary for physical and moral health. Employers of labor are beginning to see that stronger workmen can do more work, that more intelligent workmen can do more intelligent work, that more conscien- tious workmen can do more conscientious work, and that it pays, therefore, to invest something in the manhood of their men." — Brooklyn Citizen. " When employers see that their influence easily leads their employes to insist upon better schools, better streets, better parks and better government, and that such increased interest will mean a higher character in municipal afifairs, decreased taxation and the attendant advantages, they will do more to cul- tivate improved conditions among all those who may be employed by them and to make their factories centres of a better life for themselves and others." — '* A Model Factory Town," in Municipal Affairs. " By giving the men rnore comfort s and accon;i - modations, th ey are enaljlecTtc j^do muc TTljetter work, and at Tlie same time it j s^^^n ijiront i ve toward t h e attainment of a be tt er moral conditio n." — Clcvchvid Plain Dealer. " Whatever makes the' wage-earners contented with their homes has value for the employer, for the greater the home contentment the less likely will the workingmen be to do that which will imperil it or impair its integrity. The very inexpensive and sim- ple application of the fundamental principles of land- scape gardening to the factory grounds and the homes of the wage-earners is the first step in the improvement of their condition by any employer who feels that he owes his staff more than the mere EMPLOYER AND EMPLOYES 209 payment of wages. The same reasoning will apply to the managers of trolley lines and railroads, the president of one Eastern railroad stating that he would offer prizes not only for the best kept prem- ises, but also for the best kept farm along the line of his road." — New York Tribune. " The recital of this description (of the Sherwin- Williams Company's plan) will probably sound on a fair}'-tale order. Business men who read it may wonder how the company can afford to go to such an expense. It is interesting to say in this regard that for every dollar expended along these lines ninety-nine cents or more, is returnable in the re- newed efforts of the employes in their desire to please the men who have made work really a pleas- ure. This statement is borne out by every large employer of labor who has taken the trouble to in- vestigate this co-operative idea. It takes a man with plenty of ne rve to rem ain dirty when clea nli ness is 2v_er vwherg ^__It takes a man with more nerve to kill 'ime when he looks at the clock and sees under it, * Do it now.' Then, too, in an estab lishment such as the Sherwj n- Williams Company a feeling: of loyalty s eems to pervade the atmosphere." — TJie Interstate Architect and Builder. Referring to the recent action in the establish- ment of pension funds, the Philadelphia Ledger says : " The employes of the Pennsylvania railroad company have always been well cared for, and this fund will increase the advantages they enjoy, for it will practically provide them with pensions after 2IO EMPLOYER AND EMPLOYES long and faithful service. It will benefit not only the recipients, but the service of the company. Em- ployes will be stimulated to do their best for a com- pany that provides for them in their old age, and the company will be relieved of the necessity of keeping on its pay-rolls employes who, because of the in- firmities of age, are less active than they should be. In the absence of a pension system, this reten- tion of employes after they have passed their days of usefulness is a real drawback. Even corpora- tions hesitate about discharging a man who has w^orn himself out in their service, but in retaining him they injure themselves. It is far better to put a younger man in his place and to give the old servant that which he deserves — honorable retire- ment on a pension. It will probably be impossible to put down all the items in a profit and loss account to show^ how much has been gained or lost by the liberality of the Pennsylvania railroad company to its employes, but there will probably be a gain not to be measured in dollars and cents, the company getting better because more cheerful service from those who know that they are to be cared for. and by relieving its pay-rolls of those who have become in- efficient through age." " Employes robust in health and cheerful in dis- position are capable of more and better work than those that are morose and dissatisfied. The employe that takes a personal interest in his worl*- is more valuable to his employer than he that regards his job as a dismal task, to be got through with in any kind of shape until the end of the day's work comes. EMPLOYER AND EMPLOYES 211 Nobody has employed others that has not discovered that enthusiasm among employes will accomplish wonders. '' It is good business for the manufacturer to make factory life as attractive as is consistent with steady work. It is not necessary to provide easy chairs and pianos, but a great deal can be done in an in- expensive way to make the surroundings of a fac- tory more endurable. A stretch of green lawn and a few flowers, instead of bare, yellow clay and heaps of ashes, about the factory buildings^ festoons of vines to cover the nakedness of staring brick walls, fresh, clean paint, instead of grimy interiors; none of these things costs much money, but they go far toward making life worth living for the man of work. They give him a pride in the plant, and help to make him enthusiastic for its success." — The Indianapolis Press. " We have no idea that the manufacturers built their factory or carry it on as a work of benevolence, or as a school for the benefit of the wage-earners. They certainly had in mind the manufacture of a product that would sell, and its manufacture under conditions the most remunerative to the capital in- vested; and yet it is difficult to believe that they did not have in mind that happy and benevolent re- sult which so notably impresses those who see it and publish their impressions. Probably they have had that rare wisdom which sees that the most philan- thropic management of an industrial enterprise is in fact the most profitable management." — The Treas- ury, Nezv York City. 212 EMPLOYER AND EMPLOYES *' To one who had just come from tales of petty oppression, of factory girls fined for violating rules that are in conflict with nature, the sight of these young ladies sitting in a fern-emhowered dining- room eating their lunches, with soup and coffee furnished by the Company [The National Cash Register], the effect was overpowering. Here the girls change about waiting upon each other, while one volunteers to furnish music during the luncheon hour. This bit of pure democracy among the girls, the absence of caste and cant, was very refreshing. ''One thing th at impresses everv visitor is the look upon the taces of the workers — an expressj on That dcnoted a feelin.g: that thev were men anH " women, not merel y implements for the making of money. This p ervaded every\y he rc from tlie^ofih- cers' rooms to tl ie_iQiiiidix,udj^r£_jxi£tt-Av^j ^ pouring molten brass. _ '' And what is more than all — the only message that will be listened to to-day — is the testimony of the Company that it pays. The eight-hour day and good ^catment of employes is commercially profit- able. That is something that the nineteenth century can understand." — The Chronicle, Ciuc'uuiati, Labor Organ. Employers Mentioned in This Book. (Any of these will give information regarding their plans.) Acme White Lead and Color Works. Detroit. Acme Sucker Rod Company. Toledo, O. Apollo Iron and Steel Company, Vandergrift, Pa. Bally, C. F,, & Sons, Schoenwerd, Switzerland. Baltimore & Ohio R. R. Company. Bell Watch Case Company. Mansfield, O. Bibb Manufacturing Company, ]Macon, Ga. Bousch & Lomb. Fall River, Mass. Bourne Mills, Fall River, Mass. Briar Cliff Farms, Scarborough-on-Hudson. N. Y, Brownell, F. A., Rochester, N. Y. Bullock Electric Company, Cincinnati. Cadbury Brothers, Bournville, England. Cambria Steel Company, Johnstown, Pa. Carnegie Steel Company, Pittsburg. Century Company, New York. Celluloid Company, Newark, N. J. Chandler-Taylor Company, Indianapolis. Chase. A. B., Company, Norwalk, O. Chicago City Railway Company, Chicago. Chicago Telephone Company, Chicago. Cleveland Axle Company, Canton, O. Cleveland Bag Company. Cleveland. Cleveland City Railway, Cleveland. Cleveland Cliffs Iron Company, Cleveland. Cleveland Hardware Company, Cleveland. 213 214 EMPLOYERS Cleveland Twist Drill Company. Cleveland. Cleveland Window Glass Company. Cleveland. Crane Paper Company, Dalton, Mass. Crawford, McGregor & Canby. Dayton, O. Daily Graphic, London. England. Daniels & Fisher. Denver. Draper Company, Hopedale. Eastman Kodak Company, Rochester. Eagle & Phcenix Mills. Columbus, Ga. Enterprise Manufacturing Company. Philadelphia. Estey Organ Company. Brattlel)oro. Vt. Fairbanks Man'g Company. St. Johnsbury. Vt, Farrand & Votey Organ Company, Detroit. Fels & Company, Philadelphia. Ferris Brothers, Newark, N. J. First National Bank. Chicago. Garlock-Frazce Laundry Company. Cleveland. Gem Shirt Company, Dayton. O. Gorham Manufacturing Company. Hazell, Watson & Viney, London. Heinz, H. J., Company, Pittsburg. Illinois Steel Company, Joliet. Knapp, Stout & Company. The, ]\Icnominic. Wis. Laycock. T. B., Company, Indianapolis. Legler & Co., Dayton, O. Lever Brothers Company, Port Sunlight. England. Lowe Brothers Company. Dayton. O. Ludlow Manufacturing Company. Ludlow, Mass. Markan, J. C. Agneta Park, Ibilland. McFarland. J. H., Harrisburg, Pa. Merrimac M'f'g Company, Lowell. EMPLOYER 215 National Elgin Watch Compan3^ Elgin, Ills. National Cash Register Company. Dayton, O. Nelson, N. O.. Company, St. Louis. New York Telephone Company, New York. Parke, L. H. & Company. Philadelphia. Parry Manufacturing Company. Indianapolis. Peacedale Alanufacturing Company. Peacedale, R. I. Pelzer & Piedmont Mills, Georgia. Pennsylvania Railroad Ccrmpany. Pope Manufacturing Company. Hartford. Proctor & Gamble Company. Cincinnati. Purina ]\Iills. St. Louis. Remington-Sholes Company. Chicago. Riverside Press, Cambridge, ^lass. Rowntree & Company, York. England. " Roycroft Shop," East Aurora, N. Y. Russel & Erwin ]\Ianufacturing Company, New Britain, Conn. Shepard Company, The. Providence. Sherwin-Williams Company, Cleveland. Siegel-Cooper Company. New York. Stetson, The J. B.. Company. Philadelphia. Stilwell-Bierce & Smith-Vaile Company. Dayton, O. Stoddard ^ilanufacturing Company, Dayton, O. Swift & Company, Chicago. L^nited States Printing Company, Cincinnati. Walker & Pratt Company. Watertown, ^Nlass. Wanamaker, John. Philadelphia. Warner Brothers Company, New York and Bridgeport. Weir, G. & J., London and Glasgow. Western Electric Company, Chicago. Westinghouse Air Brake Company, Wilmerding Pa. Williams. J. H., Company. Brooklyn. Young Mens' Christian Associations. Young Women's Christian Associations. List of Illustrations General View, Kodak Park Frontispiece PAGE A Corner of the N. C. R. Factory Lawn 17 The Hopedale Houses of The Draper Co 23 (a) An Office Force at Lunch 23 (a) A Factory Com. Examining Suggestions for Prizes. 33 A Women's Assembly and Lunch Room 27 Serving Lunch to Men Working Overtime 41 (a) A Woman's Work Room 45 (b) An Attractive Office 45 A Woman's Bath Room 49 (a) A Well-arranged Wash Room 53 (b) Wash Room and Lockers 53 A Quiet Corner for Reading 57 Women's Lunch Room 58 Dining and Entertainment Room for Employes 6l Men at Lunch in the Factory 68 A Large Factory Lunch Room 72 (a) Preparing Cofifee for Employes yy (b) Case for Hot Lunches 77 The Casino, Gorham Mfg. Co 81 The Social Centre at Briarcliflf 87 Children's Entertainment at a Prize Distribution 93 (a) A Cooking Class 99 (b) Class in the Chemistry of Paints 99 (c) Department Record 99 (a) A Traveling Library in the Factory at Noon 105 (b) The Men's Reading and Rest Room 105 Serving Tea During Work Hours ill 217 2l8 LIST UF ILLUSTRATIONS PAGE A Woman's Rest Room 117 (a) Rest Room for Women 123 (b) A Group of Women Ready for Work 123 (a) A Corner in Port Sunlight 129 (b) Noon Hour at Cadbury's, England 129 Westinghouse Homes 133 Memorial Hall, Ludlow, Mass 139 (a) Front Yards of Employes' Homes, Dayton, oppo- site Factory 145 (b) Back Yards of same Houses 145 (a) A Back Yard in Spring 149 (b) The Same Yard and its Decorator, Winner of a Prize 149 Boys' Vegetable Gardens 153 A Miner's Home, Ishpeming 159 A Summer Playground for the Factor}- Neighborhood. 165 (a) The House of Usefulness, South Park 171 (b) Interior of Extension, Rubicon 171 The Women's Century Club 177 School and Residences, Ludlow, Mass 185 The Auditorium at Heinz Company's Factory 195 A Street Railway Recreation Room 203 Diploma for Suggestions 216 INDEX Accidents, provision for. 48. Brooklyn Citizen, quoted, Acme Sucker Rod Co.. 16. Acme White Lead and Color Works. 75, 96, 103, 104, 109, 197. *'' Advance Club.'' 103. " Advance " Department, 27. American Park and Outdoor Art Association. 161. Ames Family, gifts of, 16. Apprenticeships, plans for, 86. Apollo Iron and Steel Co., 135- Aprons for women, 114. Argument of the Book, 7. 208. Brownell, F. A., 26, 52, 114. Bullock Electric Co., 40, 75, 76. 127. Cadbury Brothers, 19, 40, 56, 115. 131- Cambria Steel Co., library, 169, 184. Canfield, Dr. Jas. H., opin- ion, 206. Carnegie Co., 75. 126. Carnegie Library. 169. Casino of Gorham Mfg. Co., 83. Celluloid Co.. 85. Bally & Sons, 96. Century Co., 16. Baltimore and' Ohio Relief Chairs, comfortable. 52. Fund, 122. Chandler-Taylor Co., 95. Baths, provision for, 48. Chase, A. B., Co., 96. Beginning plans, 39. Chicago City Railway Relief Bell Watch Case Co., 103. Asso'n, 179. Benefit Societies, Employes', Chicago Telephone Co., 115. 179- Bibb :Mfg. Co., 126. Bourne Mills, 16. Boys' Gardens, prizes for, 151. 155- Briar Cliff Farms, 85. Chronicle, The, opinion. 212. Civic Duty of Employers, 25. Cleanliness of factories, 39, 43- Cleveland Axle Co., 86. Cleveland Bag Co., 117. 219 220 INDEX Cleveland Cliffs Iron Co., 156, 159, 179. Cleveland City Railway Co.. 203. Cleveland Hardware Co.. lunch room, 69, 95. 107. 115. 170, 179. 184. 199. 202. Cleveland Plain-dealer, opin- ion, 209. Cleveland Plan — Chamber of Commerce, 28. Cleveland Twist Drill Co., 72. Cleveland Window Glass Co., 56, 103, 115. Clubs, factory people's, 175. Club Houses. 79. Colors for factory walls, 43. Cochrane, Bourke, opinion, 207. Comforts, provision for, 47. Communities, Factory plans for, 128. Committee system of govern- ment, 31, 104. Conventions of factory peo- ple, 104. Co-operation of employes. 191. Crane Paper Co., 16. 40. Crawford, McGregor & Can- by Co., 184. Daniels & Fisher, loi. Denver Lunch Club, 188. Department for cultivating best relations. 27. Difficulties in carrying out plans, 29. Dignity of Laborer, 25. Dividend to Labor, quoted, 12. 29. Domestic Economy for wom- en, 98. Draper Company. 16, 132. Drinkwater. C. V., opinion, 207. Eagle and Phcenix Mills, 84. Eastman Kodak Co., 39, 95, 109. Education of employes. 98. Elevators for employes, 52. Employes' Benefit Societies, 179. Employes' homes, 128, 138. Employes' response, 173. Enterprise Mfg. Co., 26, 51, 52, 55. 86, 95. Estey Organ Co., 184. Examination, physical, of ap- plicants. 47. Factory auditoriums, 76. celebrations. 96. classes. 98. club houses, 79. gatherings. t,2. 103. improvement, plans for, 26. 35. interior of. 43. libraries and reading rooms. 107. lunch rooms. 59. periodicals. 108. social settlements. 163. surroundings. 35. 40. Fairbanks ]\Ifg. Co., 16. INDEX Fairness essential to good relations, 21. Farrand & Votey Co., 96. Fels & Co., 55. 75, 113. 184. 2C0. Ferris Bros.. 46, no. 127. First National Bank, Chi- cago. 125. Foot-rests, 52. Garlock-Frazee Laundry Co., 141. Gem Shirt Co.. 176. Oilman. N. P.. quoted, 12, 29. Gifts of wealthy men, 15. Gorham 'Mfg. Co.. casino, 83. 89. Hazell. Viney & Watson, 116. Heinz & Co.. 75. 76, 109. 114. 115. 200. Henderson. W. D.. opinion, 200. House beautifying. 138. House building by employers, 128. Ice water, 52. Illinois Steel Co., 19, 80, 127, 184. Indianapolis Press, opinion, 211. Interstate Architect and Builder, opinion, 209. Jefferson. Joseph, opinion, 205. Kindergartens and factory life. 161. Kirkland Association, 63. Knapp, Stout & Co.. 16, 158. Labor recreation, 17. Landscape gardening for employes, 141. Laycock, T. B. Co., 75. 79, 96, 109, 176. League for Social Service, 156, 161. Legler & Co., 176. Lever Brothers Company. 19. 40. 56. 96, 109, 113. 115, 131. 176. Libraries, factory. 107. neighborhood, 169. Lockers, provided, 48. London Graphic, 116. Lowe Brothers Co., 109, 181. Ludlow yiig. Co., 16, 136. Lunch rooms, for women, 59, 60. for men, 69, 71. 72. 75. clubs among employes. 188. McFarland. J. H.. 40. Markan, J. C. 119, 179. Matron for women employes' 28. 115. Meetings of employes. 103. Men's lunch rooms, 69. Mental and moral training, 86. ]\Ierrimac Alfg. Co.. 132. IMining town's experience, A, 156. 222 INDEX Monroe. Prof. Paul, opinion. 207. Mount. Gov. J. A., opinion, 207. Municipal affairs, opinion, 208. IMutual Benefit Associations, 179- National Cash Register Com- pany. '20, 22, 27, 31, 39, 40, 46, 48, 52, 56, 59, 76. 79, 90, 91. 95, 98, 102, 103, 104, 108, 109, no, 113. 114. 115. 127. 128, 141, 162. 163, 167, 170, 175, 176, 181. National Elgin Watch Co.. no. Neighborhood improvement. 25, 138. organizations, 143. social centers, 163. libraries, 170. Nelson, N. O., Company, 17. 126, 127. 136. New York Telephone Co., 114, 115. New York Tribune, 209. Officers' lunch rooms, 76. Opinions of employers, 197. of employes, 202. of students. 205. of the press. 207. Organization, special sys- tems. 31, 104. Parry Mfg. Co., 96. Patterson. J. H.. opinion of kindergartens. 161, 199. Pcaccdale Mfg. Co., 16. 132, 167. Pelzer and Piedmont ^lills, 137- Pension systems. 116. Periodicals for Reading Rooms, 107. factory publications, 108. Personal sympathy essential to good relations. 21. Pennsylvania Railroad Relief Fund. 120. Philadelphia Ledger, opin- ion. 210. Physical examination of ap- plicants. 47. Physicians, provisions for, 126. Play grounds. 173. " Pleasant Sunday After- noons." 167. Pope Manufacturing Co.. 39, 71, no. Principles to govern, 20. Prizes for suggestions, 90. Prizes for yaMs, gardens, etc., 144. Proctor & Gamble Company, 16. 55. 125. 184. Profit sharing, 16. Purchases at special prices, 127. Purina Mills. 96. Parke. L. H. & Co., },y, 45, Reading Rooms, 108. 169. 200. Recesses for women, nj. INDEX 223 Recreation, provision for, 56, 109. Relief associations among employes, I79- Remington-Sholes Co., g6. Renting houses to employes, 131- Rest rooms for women, 115. Results 01 efforts, 193. Riverside Press, 39. Rowntree & Co., 28. 56. loi, 115, 184. Roycroft Press, 16, 108. Russell & Erwin Co., 96. Savings, plans for, 116. Schools, factory, 98, loi, 102. Shepard Company, The, its Social Secretary, 28. Sherwin-Williams Co., 22, 26, 72, 109, 128, 180. Short work hours, 52. for women, 113. Sick funds. 119, 179. Siegel-Cooper Co., no, 126. " Social Secretary,'" 28. Social service, opinion, 201, 202, 203. Social settlement, factory, 163. " South Park " plan of prizes, 144- StereoDticon, use in factory, 102. Stetson. John B., 98, 137. 168. Stilwell-Bierce & Smith Vaile Co., 184. Stoddard Mfg. Co., 109. Stout Manual Trainin.? School, 158. Stuckenberg, Dr. J. H. W., opinion, 206. Suburban locations, 39. Suggestions of employes, 35. plans for prizes, 90. Sunday afternoons in the factory, 167. Swift & Co., 75- Sympathy, how to win, 29. Thrifts, 116. Toilet rooms, provision of, 52, 114- Traveling library, A, 108. Treasury, The, opinion, 212. United States Printing Co., 40, 96. Visitors to factories, 128. Walker & Pratt ^Ifg. Co., 48. Wanamaker, John, loi. Warner Brothers Company, 19, 80. Weir, G. & J., 96. Western Electric Co., 63. Westinghouse Air Brake Co., 28, 135. White, Hon. A. D., opinion, 206. Whitin family, gifts of, 16. Williams, J. H. Company, 51, 128, 181. Women, education for, 98. employment of, 13, no. lunch rooms for, 59, 188. 224 INDEX Women, provision for com- Work, Rev. E. W., opinion, forts of, 46. rest rooms, 115. shorter hours for. 113. toilet rooms, aprons, etc. 114. 205. Young Alen's Christian As- sociations. 19, 56, 102. Young Women's Christian Associations, 60, 102. THE END RETURN CIRCULATION DEPARTMENT T0^^> 202 Main Library LOAN PERIOD 1 HOME USE 2 3 4 5 6 ALL BOOKS MAY BE RECALLED AFTER 7 DAYS Renewals and Recharges may be made 4 days prior to the due date. Books may be Renewed by calling 642-3405. 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