CHAPTER It, SECTION 4 SECTION 4 INDUSTRIAL RELATIONS The analysis of wage trends, employment conditions, job descriptions, and general labor policies was a continuing process to enable the Company to maintain wage rates, sound personnel practices, and employment conditions equivalent to those prevailing on-contine 1. The extraordinary requirements imposed by the personnel security program, combined with thorough pre-employment checks of applicants’ work histories, led to the hiring of above-average employees who could adjust themselves to Proving Ground conditions. Difficulties encountered by some men in adjusting themselves to the isolated work site were, for the most part, the result of Clarification of the administration of criminal! jurisdiction at the Proving Ground was effected through various discussions held by representatives of the Contractor, AEC, U.S. Department of Justice, U.S. Attorney for Hawaii, and officials of the Trust Territory of the Pacific. As a result of these dicussions, it was determined that the provisions of Title 18, which relates to crimes against the Federal Government (espionage, sabotage, theft of Government property, fraud on the Government), apply to citizens of the United States in the Proving Ground. With respect to crimes against persons and private property, the Code of the Trust domestic or family conditions that developed subsequent to the employee’s arrival at the Proving Ground. In most of these cases, the employee’s problems were resolved by teletype be- law. Procedures were established at the Proving Ground to cover arrest, hearing, bail and confinement. The police powers needed in connect- dual’s family. Office of the Trust Territories in the Pacific Ocean, located at Guam, by the appointment of the H&N Resident Manager as a Principal Administration Officer - Special Police, and tween the Jobsite, Honolulu, and the Home Office Personnel Department, or through the media of voice radio contact with the indiv- Labor questions and grievances during REDWING were handled as in former Operations. Close liaison was maintained between the overseas project and the Home Office with the result that all cases were well documented. Where circumstances permitted, employees with grievances, real or imagined, were heard at the Proving Ground; appropriate action was taken which, in most cases, resulted in equitable and acceptable solutions to both Management and employee. Some employees waited until their return to the continental United States, to register their grievances with the Chief of Industrial Relations. A complete investigation was made in each case and the employee was informed of the decision reached. Less than one-half of one per cent of the total number of employees with grievances found it necessary to carry their claims to the State of California Labor Commission. As a result of a claim filed by a terminated employee, the Deputy Labor Commissioner, De- partment of Industrial Relations, State of Cahfornia, ruled that the Contractor’s practice of withholding wages for reimbursement of travel (in case of an incompleted contract) did not conform to Sections 400 through 410 of the Labor Code. To rectify this condition, new employment Agreements were placed in effect on 1 Nevember 1954. Essentially, these new Agree- ments provided for pre-payment by the employee for his outbound transportation, and payment of the inbound transportation by the Contractor. Page 3-12 Territory of the Pacific Islands is the applicable ion with the administration of criminal] jurisdiction were granted by the High Commissioner, three members of the H&N guard force as Deputy Sheriffs. PERSONNEL. Upon completion of Operation CASTLE, a list of former employees considered satisfactory for rehire was compiled in the Home Office. These former employees were contacted and reinstatement processing was generally com- menced early so that they could be made available when the need for them arose. This was the primary source of replacements during the in- terim period. The employmentof “‘rehires”, combinec with limited recruiting activity. sufficed to meet all needs until April 1955. An extensive recruiting program to meet. the requirements of Operation REDWING wa: initiated on-continent on 4 Arril 1955. An ad vertising program was first conducted through the classified help wanted sections of the dailv newspapers of Los Angeles and San Franciscr This was later extended to San Diego an Sacramento papers. Advertising was, in general, by job classification with emphasis on those categories urgently needed at any given tim Throughout the operation there existed a high competitive labor market; particularly, there was a shortage of qualified engineering personnel of all types on the West Coast. It was necessa to extend advertising for certain specific ski ; to newspapers in Seattle, Portland, Salt Lake City, Denver, Phoenix, Tucson and Kansas City.