View Online (Part 2)

Jun n, •n•
WloC found that this short period ~'lade
too convenient a vacation). However,
H doesn't always work out that way,
fo'ai\Y employers-especially In s118ll est
ablishments or nonessential Indus tries
-are willing t o take workers wHhout
statel'lents. And l.SBS can hardly pollee
all restaurants, bare, sllllll r etail and
service establishments, etc.
SYSTEMA TIC CHECli i G
But WMC can and does take 1>1easures
to compel compliance. Director s or some
labor areas-Portland, Oreg., Charlone,
N. C., f or example-ITII.ke systematic checll.s
on large employers to see thet t hey possess
statements or availability ror all
recent employees on their payrolls who
needed them. I r an employer has hired
a worker without requlrlngastatement,
USES compels hiM to rel ease the w.orker,
who Is then sent back to hIs prevIous
UIPitUTIAL , , , 5
employer or referred to another job.
The USES stops referri ng workers to
chr onic violators. This has been a part
icularly erfectlve weapon In areas
l i ke Kartrord, Baltimore, Seattle, San
Diego, etc. wher,e strict labor control
preva! Is and employers In essential Industries
have become increaslngly depend·
ent upon USES referrals for replacementa.
For example, In January or la.st
year the USES was plactng 1~ or total
hire or 20,000 rrajor essential employers;
by the end of t he year It was placing
34~. As a last reson, WMC has notified
some negli gent employers that It woul d
grant statements or availability t o all
their employees who wanted t o leave
them. Recently, It took this action
against Lwo New York flr l'll-and got 'J)romlaes
of Inned late c~llance from both.
With employers who hold ..ercontracts,
WMC has an additional weapon: It can
KEY STATISTICS OF THE WEEK
-
-
Ago
L..ottst PreQ Month
~~- Yea
Ago Ago
- pn>Qrom•C:..b poodlonoloons of -•l----- 1, .. 1,'