21
I
1
I
T
A PAY POLICY
(Continued from Page 5)
(which) is more than a lifeless pawn.
It plans, it contrives, it philosophizes,
it educates, it builds for the community
as a whole.**
The prevailing rate approach, may
lead to problems of logical internal re
lationships within a pay structure. It
likewise does not settle questions con
cerning occupations which are wholly
or largely confined to government ser
vice. These problems are entirely aside
from other elements of a compensation
plan, such as flat rates or pay ranges,
the number and amount of intermediate
steps, over-lapping ranges, and other
details. It is just such features as these,
however, which have obscured the basic
and realistic principle of reasonable ad
herence to prevailing pay practices.
The primary purpose of this discussion,
therefore, is to call attention to the
pressing need for more than lip service
to the above principles.
FRA N KLIN ROOSEVELT IN TH E
PUBLIC SERVICE
(Continued from Page 7)
service unions and their role in gov
ernment were expressed on different
occasions, two of which are taken as
representative. In an address to state
civil service employees in 1931, while
governor of New York, he reminded
M. M. (Max) Landon
Real Estate
Insurance
Sweet Home, Oregon
Phone: Res. 254 — Office 253
his audience that he helped to organize
the National Federation of Federal Em
ployees, was one of its original mem
bers, and was still a member “ and
proud of it.” MI say to you frankly
and freely, that I hope you will con
tinue to organize always holding fast
to your ideals and insisting upon intel
ligent leadership.’* In the same speech
he endorsed the concept of government
as a model employer.
In 1937 he stated his views on civil
service unions more formally in a let
ter to Luther C. Stewart, president of
the National Federation of Federal Em
ployees. He wrote:
"Organizations of Government em
ployees have a logical place in Govern
ment affairs.
"The desire of Government em
ployees for fair and adequate pay, rea
sonable hours of work, safe and suit
able working conditions, development
of opportunities for advancement, fa
cilities for fair and impartial considera
tion and review of grievances and
other objectives of a proper employee
relations policy, is basically no differ
ent from that of employees in private
industry. Organization on their part
to present their views on such matters
is both natural and logical, but metic
ulous attention should be paid to the
special relationships and obligations of
(Continued on Page 22)
Nagle Lumber Co.
1845 Franklin Boulevard
Eugene, Oregon
WHITE VULCANIZING WORKS
VULCANIZING and RECAPPING
345 Van Buren Street
Eugene, Oregon