CHAPTER Ill, SECTION 4 Several of the individuals shown above as voluntary terminations left because of emergencies such as death and serious illnesses in their immediate families, and returned to the Jobsite in approximately 30 days on an “Emer- gency Leave of Absence” basis. After thorough investigation as to the cause of voluntary terminations, it was determined that approximately 15% were due to environmental dissatisfaction, and the other 85% for personal reasons. Enforcement of camp rules and regulations for the conduct of employees after working hours rested with the Industrial Relations Supervisor and/or Personnel Supervisor. Through the medium of official reports from the Guard Captain, the Personnel Supervisor was advised of infractions and, after consultation with the appropriate Division Head, determined any necessary disciplinary action. Such disciplinary action normally was in the form of an official reprimand, restriction of bar privileges, limitation of work week hours, or discharge for cause. WAGES AND SALARIES A Wage and Salary Section was formed in June 1953 to establish and maintain a stable and balanced wage program, and to handle grievances and claims involving wages. Job descriptions were written, and the stateside and off-continent wage structures schedule was re- vised after consultations were held with such organizations as the Associated General Contractors of America, The Merchants and Manufacturers Association, the Engineers and Architects Association, and the Los Angeles County and California State Personnel Boards. There were 39 wage claims filed by over- seas employees; 13 claims were granted and 26 were denied. Determination as to wether or not a wage claim should be granted or denied was madeon the basis of Jobsite investigation of the claim. Home Office settled wage claims on Jobsite’s recommendations in each individual instance. The number of Jobsite changes of status processed due to reclassifications or merit in- 30 and 45-day adjustment periods which had been in effect under Wage Stabilization rules. The latest merit review system was based upon the concept that a meritorious wage increase could be granted after a four-months service period. Processed changes of status, wage claim investigations and recommendations, and related wage and salary matters were forwarded to the Home Office Industrial Department for consideration and action with due regard to the Company’s contractual obligations, established Company procedures, and sound business practices. MEDICAL DENTAL Medical and dental care was predicated on two considerations: (1) adequate care for emergencies, including accidents and disaster; and (2) preventative measures through sani- tation and medical treatment to keep personnel in good health and on a productive basis. The dental service accomplished these ends by handling dental emergencies and by providing care over and above emergencies compatible with maintaining the Jobsite employees in a working condition. The medical service accomplished its mission through maintaining regularly scheduled sick calls, caring for immediate emergencies, maintaining frequent sanitary inspections of all camp messing and housing facilities, consulting with concerned Departments in disaster planning, and furnishing reports and advise as necessary on over-all problems. The medical service also handled reports to the insurance carrier, made disability evaluations, and determined when Zone of the Interior care was necessary for individuals and whether they were physically qualified to carry out Jobsite duties. Close haison was maintained with Army medical facilities, and a free exchange of services was maintained at all times. All medical service was made available to supported groups as well as to Holmes & Narver employees. During the Operation there were four deaths - three Holmes & Narver employees and one Task Group 7.1 employee. In October 1952, a death occurred from coronary heart failure. creases averaged approximately 40 per week. The investigation and processing of these changes constituted a major portion of the routine duties of the Wage and Salary Section. This contract employee had been treated for A major revision of wage schedules became effective on 17 August 1953. The general effect of the revision was an approximate 5% increase for non-manual and supervisory-administrative classifications, and a more workable and equi- ployee was discovered deceased in his barracks; autopsy at St. Francis Hospital in Honolulu disclosed a ruptured aortic aneurysm, abdominal. In February 1954, an employee was admitted to the Army Hospital and died within a few hours from a massive coronary infarction confirmed by autopsy at St. Francis Hospital. In the same month, a Task Group 7.1 employee died from electrical shock when he shorted across a piece of electronic equipment at an offshore site. The three Holmes & Narver deaths table classification system forall field personnel. Further amendments to the wage and salary schedules were made on 28 September 1953 and 1 February 1954, in accordance with A.G.C. revision of rates and Jobsite needs. The merit review procedure was revised to eliminate the Page 3-16 congestive heart failure and was awaiting transportation home when he developed a coronary thrombosis and expired after 36 hours of intensive treatment. In November 1953, an em-