Union-Management Co-Operation at the Toronto Factory of Lever Brothers Limited

Abstract

This case study of union-management co-operation at the Toronto factory of Lever Brothers Limited was undertaken for several reasons. It is an example of the union-management co-operation in which increases in productive efficiency were brought about solely by savings in man-power requirements. Further it is a case of the fulfilment of a collective bargaining demand by co-operation. These two facts, in themselves, are highly unusual. Although this case of co-operation took place during the war and was influenced by war-time conditions, it is in no way a part of the general war-time pattern of labour-management co-operation, stimulated in Canada by the Industrial Production Co-operation Board and in the United States by the War Production Drive.Historically, industrial relations can be divided into an area of conflict of interest or collective bargaining and an area of mutuality of interest or co-operation. Employee representation tried to integrate these areas, but without the presence of an independent union, management tended to determine unilaterally the conditions of employment. Union-management co-operation later developed the area of mutuality in parts of the railroad, clothing, steel, and printing industries, but with the exception of the clothing industry, little integration was affected with the area of bargaining. During the recent war labour-management co-operation had a mushroom growth, but little attempt was made to integrate the two areas of industrial relations. In Canada, particularly, the role of the union on the co-operation committees was largely undefined. Co-operation at Lever Brothers is significant because it provides a clearcut case of integration between co-operation on productive efficiency and bargaining on wages and hours. Co-operation arose as a result of a demand by the bargaining agency for increased wages and shorter hours, while their achievement was brought about by the joint action of union and management. This, then, provides an example of union-management relations which may have profound implications for the achievement of industrial peace.