These small committees can be dealt with more easily. As one unionist put it in writing of the plan of the Bethlehem Steel Corporation: "the sub-committees are called into the office and requested to recommend to the other committeemen various matters which the company officials want to put over on the men." This assumes that the sub-committee can be "reached" in one way or another. This is not difficult where the company has absolute control over the right to hire and fire, besides possessing a large assortment of minor "inducements" which, as we shall note later, it can bring to bear on the weaker members of the committee.
"Equal" Representation.
There is also the obvious disadvantage to the workers which comes with the so-called equal representation with management on joint committees. The management delegates always stand firm for the company and never veer from this position. Thus, should one worker committeeman "side" with the company in a vote the company is bound to win. This is what happens in hundreds of cases. The advantages of such an "equal" arrangement are all on the side of the company. The large number of minor grievances which may be settled in favor of the workers has nothing to do with the case. The company will frequently encourage its representatives on the "equal" joint committees to yield on these insignificant questions but to remain adamant on the questions involving the workers' most important economic demands—wages and hours.
Discharging Trade Unionists.
It is obvious that the employers can get a good deal accomplished thru company unions that would otherwise be difficult to put over on the workers.
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