Standard Form No. 8 EXHIBIT NO. 1609-B-6 (Approved by the President, May 22, 1925) OATH OF OFFICE Prescribed by Section 1757, Revised Statutes of the United States National Labor Relations Board Washington, D. C. I (Department or Establishment) (Bureau or Office) I. Alexander B. Hawes, do solemnly swear (or affirm) that I will support and (Name in full, printed or typed) defend the Constitution of the United States against all enemies, foreign and domestic; that I will bear true faith and allegiance to the same; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will well and faithfully discharge the duties of the office on which I am about to enter. So help me God. ALEXANDER B. HAWES. (Signature of Appointee) Subscribed and sworn to before me this 4th day of March, A. D. 1940, at Washington, District of Columbia. (City or place) (State) My commission expires May 15, 1941. HAROLD G. WILSON, Notary Public, District of Columbia. NOTE-If the oath is taken before a Notary Public the date of expiration of his commission should be shown. Position to which appointed: Chief Administrative Examiner, Grade CAF-13, $6200 per annum. Date of entrance on duty: March 1, 1940. EXHIBIT NO. 1609-B-7 NATIONAL LABOR RELATIONS BOARD MARCH 7, 1940. To: Alexander B. Hawes-D. C. From: J. C. Shover, Director of Personnel. According to the records of this office you have remaining to your credit the following Annual and Sick Leave, at the close of business on December 31, 1939: From: Nathan Witt, Secretary. Subject: Chief Administrative Examiner Hawes. Please place on the agenda for Friday, March 15, the question of Mr. Hawes salary. N. W. EXHIBIT NO. 1609-C-2 MINUTES OF EXECUTIVE MEETING OF THE BOARD Present: The Board, Mr. Witt, Mr. Shover. Alexander B. Hawes, Chief Administrative Examiner: The Board approved salary adjustment for Mr. Hawes to $6400 per annum, effective March 16, 13 Dated: Washington, D. C., March 15, 1940. Approved: he EXHIBIT NO. 1609-C-3 NATHAN WITT, Secretary NATIONAL LABOR RELATIONS BOARD, The Board today increased the salary of Alexander B. Hawes, from Chi Administrative Examiner, Grade CAF-13, $6200 per annum, to Chief Admin trative Examiner, Grade CAF-$6400 per annum, effective March 16, 1940, accordance with all applicable laws and regulations. By direction of the Board: J. C. SHOVER, J. C. Shover, Director of Personnel. Ce: Chief of Accounts Personnel NLRB-75 Rev. he EXHIBIT 1609-D [Copy] APRIL 8, 1937. Mr. HENRY FORD, Ways, Georgia. DEAR MR. FORD: It is good to have your position with respect to labor orgam zation and collective bargaining stated. I have not realized that you were s thoroughly wedded to the Victorian idea of employer absolutism. Now that i is clear that you intend to defy the labor policy of the American people and the provision of federal law, I trust that the products of your company will b accorded the boycott they deserve. For myself, I may add that until today I was expecting this autumn to turn my present Ford in toward the purchase of a new one. But my trade hereafter will go to a manufacturer more con scious of the American concept of labor relations and of the respect due to the laws of his country. I am sending a copy of this letter to the Ford dealer from whom I intended to make my purchase. Very truly yours, ABH: EES CC to Logan Motor Co., Washington, D. C. ALEXANDER B. HAWES. Mr. ALEXANDER B. HAWES, HENRY FORD Dearborn, Mich. Securities & Exchange Commission, Washington, D. C. APRIL 19, 1937. DEAR SIR: On behalf of Mr. Ford we acknowledge and thank you for your letter of April 8. We assure you that your friendly interest in writing is appreciated. Urge strongly against adoption of mandatory embargo on exports to Spain Stop Such action would throw away opportunity to require true nonintervention policy by other powers Stop Believe President should be given discretionary authority broad enough to make application of embargo depend upon agreement to and observance of neutrality of others. ALEXANDER B. HAWES, 1640 Twenty-first Street NW., Washington, D. C. JANUARY 6, 1937. Senator KEY PITTMAN, Senate Office Building, Washington, D. C.: Urge strongly against adoption of mandatory embargo on exports to Spain Stop Such action would throw away opportunity to require true nonintervention policy by other powers Stop Believe President should be given discretionary authority broad enough to make application of embargo depend upon agreement to and observance of neutrality of others. ALEXANDER B. HAWES, 1640 Twenty-first Street NW., Washington, D. C. JANUARY 6, 1937. Representative MAURY MAVERICK, House Offie Building, Washington, D. C.: Urge strongly against adoption of mandatory embargo on exports to Spain Stop Such action would throw away opportunity to require true nonintervention policy by other powers Stop Believe President should be given discretionary authority broad enough to make application of embargo depend upon agreement to and observance of neutrality of others. ALEXANDER B. HAWES, 1640 Twenty-first Street NW., Washington, D. C. [Straight prepaid] FEBRUARY 3, 1937. ALFRED J. SLOAN, Jr., General Motors Corporation, New York, New York: 218054-41-vol. 24, pt. 2- 7 ALEXANDER B. HAWES, 1640 21st Street NW., Washington, D. C. EXHIBIT NO. 1609-E GENERAL MOTORS CORPORATION, Broadway at 57th Street, New York, N. Y., March 25, 1937. Mr. ALEXANDER B. HAWES, 1640 Twenty-First St., Washington, D. C. DEAR MR. HAWES: Mr. Sloan regrets that the pressure of work brought on by the recent strike has prevented him from answering personally your telegram of February 3. He has asked me to send you the enclosed material bearing on the strike settlement which should be interesting to you. We are always glad to have the opinion of the stockholders and appreciate hearing from you. - AGREEMENT ENTERED INTO THIS DAY OF MARCH, 1937 BETWEEN GENERAL MOTORS CORPORATION (HEREINAFTER REFERRED TO AS THE "CORPORATION") AND THE INTERNATIONAL UNION, UNITED AUTOMOBILE WORKERS OF AMERICA (HEREINAFTER REFERRED TO AS THE "UNION") IS SUPPLEMENTAL TO AND A PART OF THE AGREEMENT DATED FEBRUARY 11, 1937, BETWEEN THE PARTIES The parties have been negotiating in regard to the issues specified in the letter of the Union to the Corporation dated January 4th, 1937, and referred to in the Agreement of February 11th, 1937, between the parties, and have reached the following settlement: 1-A. Grievance Procedure. In line with the general policy of the Corporation and as applied in those plants where the plant management, by mutual understanding with the Union, recognizes the Union shop committee as hereinafter referred to, the procedure in dealing with grievances of its members will be as follows: 1. Any employe having a grievance in connection with his work, or any group of employes having a joint grievance in connection with their work, should first take up the matter with the foreman of the department. The foreman will attempt to make a satisfactory settlement of the matter. 2. If the employe or group of employes is not satisfied with the foreman's decision, they may then take it up with higher authority, or they may refer the case in writing to a member of a shop committee which represents said employes provided there be such a committee. The members of shop committees shall be permitted to leave their work to investigate or adjust grievances in any department after duly notifying their foreman and punching their time cards out. Upon entering a department other than their own in the fulfillment of their duties, they shall notify the foreman of that department of their presence and purpose and give the foreman a copy of the complaint, if the foreman has not already received one, before taking the case up with the employe or employes involved at their work. If the committeeman is unable to adjust the grievance in the department with the foreman, he may then take it up with the superintendent or employment manager. 1. The membership of shop committees shall be not less than five, nor more than nine members in each plant who are employes of the company. The shop committee's jurisdiction shall be limited to the plant or plants located in one group, which are under the supervision of the local plant management with which they deal. The plant management shall be advised of the personnel of the shop committee and any changes thereof. 4. If a committeeman does not succeed in adjusting the grievance satisfactorily with the foreman, superintendent or employment manager, the case should then be referred to his shop committee as a whole, which will decide whether or not the matter should be taken up with the local management. If the Committee decides to take the matter up with the management, the management will meet with the committee and attempt to settle the matter. 5. Any cases not satisfactorily settled with the local management by a committee representing employes, may be referred by the committee to the proper higher officers of their organization, who, if they see fit, will take the cases up with the General Manager of the Division or Executives designated by the Corporation to deal with such cases, if the General Manager has already dealt with the shop committee on the matter. 6. Any cases not satisfactorily settled at this point will be reviewed jointly by the Vice President of the Corporation in charge and the highest officer of their organization, with such additional representatives as either party may desire. If the matter is not satisfactorily settled by them the case may be referred to an impartial umpire by mutual agreement of both parties. B. Lay-off. Transfer and Rehiring Procedure. Employes shall be regarded as temporary employes for the first six months of their employment. There shall be no responsibility for the re-employment of temporary employes if they are discharged or laid off during this period. After six months' continuous employment, the names of such employes shall Then be placed on the seniority list for their respective departments or occupational groups, in order of date of hiring. In any department in which both men and women are employed, they should be divided into separate non-interChangeable occupational groups. Seniority shall start from the time of hiring and shall be by departments, or non-interchangeable occupational groups within departments by plant agreement, except where changes in methods, products, or policies would otherwise require the permanent laying-off of employes, in which case seniority shall become plant-wide for employes involved and they shall be transferred to other departments on work they are capable of doing and at the standard rate for such work. Up-to-date seniority lists for each department or occupational group shall be maintained by the supervisor of such department or group and shall be available to any affected employe. When an employe is transferred from one department or occupational group to another for any reason, there shall be no loss of seniority. However, in case of temporary transfers not exceeding sixty days, an employe will retain his seniority in the department or occupational group from which he was transferred and not in the new department. Twelve (12) consecutive months of unemployment or a voluntary quit or a discharge breaks seniority. If an employe is notified to report for work and does not report within three days, or give a satisfactory explanation for not reporting, he shall be considered as having voluntarily quit. Upon application, leaves of absence may be granted employes, without loss of seniority, at the discretion of the local plant management. Any employe being elected to a permanent office in, or as a delegate to any labor activity necessitating a temporary leave of absence, shall be granted such eave of absence and shall at the end of the term in the first instance or at the end of the mission in the second instance, be guaranteed re-employment with the seniority standing which he had when the leave of absence was granted, if there is sufficient work for which he is in line at the then current rate of pay. The management in each plant will prepare a separate list of employes, who in the judgment of the management should be retained or recalled to work, regardless of any other provisions, in order to facilitate tooling or rearrangement of the plant, the taking of inventory and the starting of production and similar situations. In the selection of this list, length of service shall be secondary to other qualifications, but should be given reasonable consideration. The list of such employes will be maintained in the Employment Department and be available to the accredited representatives of employes. Any Changes therein will be listed promptly. The members of shop committees who have been designated to represent ther employes shall be included in this list. For temporary reductions in production, the work week may be reduced before any employes are laid off. For extended periods of reduced production, temporary employes will be laid off, and thereafter the work week will be reduced before employes with seniority are laid off. In a reduction of the working force in any department or occupational group affecting employes with seniority, employes with less service shall be |