THE CADRE, TUES., FEB. l9, 1974 Page 2.

ditorial

WHERE CREDIT IS DUE...

Usually those who con- tribute the most are the least rewarded. Not— hing could be trurer about the president - Ronald

J. Baker.

Highly educated and com— petent both as professor and administrator, Ron has made signficant contrebutions to other universities than U.P.E.I. He has studied in England, Simon Fraser in B.C., at which places

he was highly regarded

as an example of ac— ademic success not to mention his personal qualties.

Without doubt U.P.E.I. would have suffered gre- ater birth-pangs than

she did if it had not

letters to the E

Dear Stan,

Here is my answer to your question posed in the Cadre: You may have my job if you

want — to teach "Island cul— ture". Yours, G. Llewellyn Watson Sociology teacher of non—

island culture.

Dear Editor:

In reference to your recent comic sketches of management and staff at UPEI, I would like to say that poor taste has been shown in allow1ng

been for the outstand- ing qualities our pre— sident possesses. we owe him a great debt. His competence is ob— Vious when one per— ceives the skill with which he guides Senate or any committee of which he is a member. The students would be well advised to attend any committee meeting where he is in attend- ance that they might benefit(as I'm sure they will)from the manner in which he contributes. U.P.E.I. is young and, fortunately, so is our president. With Ron at the helm there is no storm we cannot weather. The faculty—having been

0 -such a front page liner to dJIMgo on without a substantive

editorial.

Since you challenge is aim— ed at the worker, I would like to respond as one. The following statements are my own observations and conclu— sions.

First of all I have been

'employed as a stationary en-

gineer whose probationary period is still in progress

During the short time I have been here I have had the opportunity to speak with a number of fellow employees. From these conversations I have noticed a growing disc- ontent between management, union and employee.

The first point and it is an important one is the con- tract. The question has oft- en been raised as to whether the contract has been proper- ly ratified and therefore is it binding. A recount of ba— llots seems to be in order: however, this step is too late. Management or union having reference files in or- der could and should produce these files to appease the doubtful.

A second and more vital st— ing is the present wage scale. It seems ludicrous to see any man or woman working for a meagre five thousand a year salary. One may look at our present unemployment in— surance scheme which ensures a small family of one or more children four thousand and eight hundred dollars a year. Surely two hundred a year extra is a poor incen— tive for anyone to seek em- ployment at all.

Another point is the grow— ing dissension between the workers and the union. Has

,[1

influenced by Ron —

know this7this accounts for their confidence.

I’ve noticed,with con- siderable delight, that much of Ron has "rubbed off" on themyit is obvious in their policy ten— dencies. v Furthermore, one cannot help but notice the har— mony with which UPEI

and our government co— Operate—again Ron has much to do with this.

It is known that Ron and Alex(as his friends call him)are friends. This cannot but help our future. It seems everything is secure. we indeed owe a debt of gratitude to

a fine president:Ronnie.

there been any collaboration between union and management without the workers' know— ledge?

As a former union president (P.S.A.C. Ship's crews) I would like to leave these points with you regarding union management relations.

First of all no union can

or will work unless it is organized. This seems to be the primary problem at UPEI. In my opinion, management_ has taken advantage‘of this situation to seal a poorly written and highly ambiguous contract which has little or no effect to the worker.

Management, in all fairness, should reopen negotiations for a new contract in which the workers will be better informed as to their rights and priveleges not to men— tion substantial increases in pay. _

The workers should unite to form a strong working body, not to throw management out as suggested but to solve- our problems and frustrations. Such a body could encompass all the workers and all the— ir problems. Management kno— ws that the only result can

be better understandings and relations with their staff. As to the proposed threats of harassment I don't think the worker should subject himself to such rumors and falsehoods. we hung this yo— ke on ourselves. Why not ta- ke it off. I

In conclusion I would like to say to the worker, you "have the means for a better living. All we have to do

is organize. As to manage— ment, I believe that in the area of management - employee relationships much is to be desired. '

M.P. Lund