Newspapers / Olin News (Brevard, N.C.) / Oct. 1, 1975, edition 1 / Page 28
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28 4th QUARTER RBO LINKS FOREMEN AND STEWARDS WITH EARLIER EXPERIENCES Training is Outgrowth of June RBO Company supervisors and ste wards of Local 1971 United Paper- workers International met during October and November in day long sessions that linked them with experiences that had been shared in early summer by Company and Union officers taking part in the initial Relationships by Objective program. Key theme of the training sessions is the necessity for the Company and Union to work together to safely produce quality products for our customers at prices that are com petitive, with dependable on-time delivery, in order for there to be job security for all. The third quarter meetings were result of the top echelon RBO sessions where it was agreed that among the action steps needed was training for all levels of Company and Union personnel. A joint Company-Union training committee was formed after the ini tial RBO session to bring about the several aspects of training seen needed as targets. The recent ses sions and those that will follow in early 1976 are an outgrowth of the training committee's recommenda tions worked out in conjunction with the Federal Mediation and Con ciliation Service. Each of the third quarter sessions was opened with explanatory re marks by Paul D. Seagle, president of Local 1971 UPI, and John S. Candler, director of employee and community relations. “We are making paper and film, not making relationships,” Candler told each session. “But,” he con tinued, “both the Union and Com pany are convinced that the task can better be accomplished through cooperation and a healthier work ing relationship.” Seagle, emphasizing the neces sity of working together, told the groups: “There are some issues that neither side could bend on, but there is much room for cooperation to ward the common goal. Both the Company and Union have more to gain from being able to cooperate with each other in day to day activ ities.” Candler and Seagle pointed to the relationship between job se curity and Olin’s ability to provide quality products to the market place at competitive prices, that the ability to do that assures our continued success. Through group discussions, films and other communications media, the stage was set for the individual training that will follow. Content of the training sessions was designed to achieve the following objectives: — To link participants to RBO and the commitments made by Union and Company officials. — To acquaint participants with the history of the labor movement in this country in order to establish perspective of what unions are all about. — To improve communication by creating an awareness that effective communication is a two-way pro cess requiring listening as well as talking. — To create an awareness that things are not exactly the way we usually see them, that we need to see both sides of an issue before reacting. — To create an awareness of the other persons’ problems. The supervisor training begin ning in eary 1976 will continue for several months. The steward train ing, in order to complement the supervisory training, is scheduled to begin in February. Company and Union officers who met initially in late June were in ses sion again December 11 for a check point on objectives: whether the program is on track, what has been done, what is left to be done, and what will follow. Printed on Ecusta 40# Waylite lin FINE PAPER AND FILM GROUP ECUSTA PAPER DIVISION Pisgah Forest Watertown FILM DIVISION Pisgah Forest Covington A. Nelson Warner, Public Relations Manager, Editor Box 200 Pisgah Forest, N. C. 28768
Olin News (Brevard, N.C.)
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Oct. 1, 1975, edition 1
28
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