LABOR LAWS
Much of the law affecting employers or combinations of capital has
its correlative, or rather equivalent, in combinations of labor; but
leaving the matter of combinations for the next chapter, and reserving
for this only statutes affecting the individual, we must again insist
upon that great cardinal liberty of labor under the English common
law, which already gives it a certain privilege and dispenses it from
the laws affecting ordinary contracts, that is to say: the contract
of labor, alone of contracts under the English law, may not be
enforced. When we say "enforced" we of course mean that the laborer
may not be compelled to carry it out; what, in the law, we call
specific performance. This is a matter of such essential importance
that it cannot be too strongly accentuated, as it is surprising how
ignorant still the popular mind is upon this subject, how little it
realizes labor's peculiar advantage in this particular. But it has
always been true of the English and American law, at least since that
early labor legislation sketched above in chapter 4 which came to
a final end at least as early as Elizabeth, that no man could be
compelled to work—except, of course, by way of punishment for
crime—and more than that, he could not even be compelled to work or
carry out a specific contract of labor to which he had bound himself
by all possible formality. "Specific performance" is the peculiar
process of a court of chancery, and at this point the resistance of
the freemen of England we have traced in earlier chapters became
absolutely effectual; that is to say, the court of chancery was never
allowed to extend its strong arm over the labor contract. Even that
famous first precedent of "government by injunction" discussed by us
above (page 74) was resisted in early times, the precedent was not
followed, it fell into complete desuetude, and it remained for the
case of Springhead Spinning Company v. Riley,[1] decided as late as
1868, to extend the injunction process to the prohibition of a strike.
And in more recent labor cases it has been found that the line between
prohibiting a man from leaving his employment, even under peculiar
circumstances, and ordering him to proceed with his contract
of employment and to carry it out, is extremely fine, if not
indistinguishable.[2]
[Footnote 1: L.R. 6 Eq. 551.]
[Footnote 2: For instance, the injunction against the employees of the
Southern California Railroad requiring defendants to perform all
their regular and accustomed duties "so long as they remain in the
employment of the company" (62 Fed. 796), has always been severely
criticised.]
Now, the reason of this great principle (peculiar, I think, to
Anglo-Saxon law) lies at its very root. It is the principle of
personal liberty again. To English notions, and to English courts,
indefinite labor continued for an indefinite time, or applied to an
indefinite number of services, is indistinguishable from slavery; and
compulsory labor even under a definite labor contract, such as to work
for a week or a month or a year, or in limited directions, as, for
instance, to work at making shoes or weaving cloth, when enforced by
the strong arm of the law, smacked too much of slavery to be tolerable
by our ancestors. Thus it is that, alone of all contracts, if a man
sign an agreement to work for us to-day, he may break it to-morrow and
will not be compelled to perform it; our only redress is to sue him
for damages, and this again because we can only act under the common
law. Chancery at this point at least is forbidden to take cognizance
of matters affecting personal liberty and labor; and the common law,
as has been said, "sounds only in damages." It is only chancery that
can compel a man to do or not to do some thing or to carry out a
contract.
The other basic principle affecting all questions of labor law is that
of freedom of trade or labor, correlative to the principle of freedom
of contract as to property right, and, indeed, embodying that notion
also. That is to say (perhaps I should say, to repeat) that an
Englishman, an American, has a right to labor where and for whom and
at what he will, and freely to make contract for such labor, and
freely to exercise all trades, and not to be combined against by
others, or competed with by a monopoly favored by the state. These
last two clauses, of course, belong to our next chapter. This right of
contract is not peculiar to the English law, as is the right not to be
compelled to personal service, and is much better understood; though
it is still earnestly argued by many advocates of union labor that
there is no real freedom of contract, or, at least, equality of
contract, between the employer and the employee; that therefore
"collective bargaining" should be allowed, and that therefore, and
furthermore, the wiser or the better organized should be permitted to
combine to control the contract or the labor of the individual. But if
we hold thoroughly these two principles before our mind we shall have
the key to the understanding of our labor legislation; and if we add
to that the third principle against conspiracy, we shall have the key
to our more complicated legislation against trusts and blacklists and
boycotts, and to an understanding of the more difficult questions,
affecting labor in combination and the regulation of labor unions.
That there has been a vast deal of interference, or attempted
interference, with these principles in modern American legislation
goes without saying. The motive or force behind such legislation has
pretty clearly two sources: First, the behest or desire of the "Labor
interest" or organized labor, the trades-unions themselves; and when
we analyze these and their constituents we shall find that it really
means only mechanical or industrial labor, not farm or agricultural
labor (which is still in numbers the greatest body of labor in the
United States), nor, as yet, domestic service labor, nor what the
census calls "personal service," which is probably next in numerical
importance, nor clerks; it is a comparatively small class in numbers,
this class of skilled mechanical or manufacturing labor, that has
brought about this immense mass of legislation of our modern States
aimed at improving their own labor conditions; and which therefore,
necessarily perhaps, interferes with personal liberty as to the labor
contract, or, at least, seeks to regulate it.
The other great influence is rather a motive than a source; we may
call it, for want of a better word, the sentimental or the altruistic
motive—the moral motive; the forces behind it being mainly of a
religious or moral origin, philanthropists, students of ethics, and
recently, to a great extent, the women and the women's clubs. The
activity of these great forces may be clearly traced through the
nineteenth century. It first belonged to the antislavery movement,
which directly and historically led to the women's suffrage movement,
owing to the fact that at a great antislavery convention in England
a woman delegate was refused a seat upon the platform, while her
husband, a comparatively obscure person, was recognized as the
leading representative from America; and ending of late years in
the prohibition movement, to regulate or prohibit the trade in
intoxicating liquors, and to exclude the canteen from the army. But in
the latest years, in these last very few years indeed, the forces of
this category have devoted a large proportion of their "categorical
imperative" to labor conditions and the labor contract.
These great forces are entirely impatient of constitutional principles
and somewhat indifferent as to the law, while always very desirous
of making new statutes themselves. But their combined influence is
enormous, so much so that almost any cause to which they devote
themselves will in the long run succeed; unless, indeed, their
attention is diverted to some other need, for it may be suggested that
they are somewhat fickle of purpose. For example, their success in
the antislavery movement makes the American history of the nineteenth
century; in the prohibition movement they were, in the middle decades
of that century, almost entirely successful, and while apparently
there was a set-back in the twenty years of individualistic feeling
which marked the growth of the Democratic party to an equality with
its great rival, the movement of late years seems to have taken on
renewed strength, probably on account of the so-called negro question
in the South. And while, as to votes for women, they seem to have made
no progress beyond the adoption twenty years ago of women's suffrage
in four new Western States and Territories, this last year, it must be
admitted, the movement has taken on a new strength in sympathy with
the agitation in England. There are now already symptoms of a fourth
cause—the reform of marriage, divorce and the laws regulating
domestic relations, and the control of children. It is possible that
these matters will be taken up actively in coming decades, and we,
therefore, reserve them for a future chapter; this new effort is
itself partly bound up with the women's suffrage movement, and in its
latest manifestation—that of proposing legislation preventing
men from marrying without permission from the state—it is a most
picturesque example of that absence of constitutional feeling we have
just adverted to.
Now this freedom-of-contract principle is one which, of course,
legislation attempting to regulate the labor contract is peculiarly
liable to "run up against"; and it is, for this reason, not only or
chiefly because "labor" is opposed to the Constitution or because the
courts are opposed to "labor," that so many statutes, passed at
least nominally in the interest of labor, have been by them declared
unconstitutional. For instance, it is a primary principle that an
English free man of full age, under no disability, may control his
person and his personal activities. He can work six, or four, or
eight, or ten, or twelve, or twenty-four, or no hours a day if he
choose, and any attempt to control him is impossible under the
simplest principle of Anglo-Saxon liberty. Yet there is possibly a
majority of the members of the labor unions who would wish to control
him in this particular to-day; and will take for an example that
under the police power the state has been permitted to control him in
matters affecting the public health or safety, as, for instance, in
the running of railway trains, or, in Utah, in labor in the mines. But
freedom of contract in this connection results generally from personal
liberty itself; although it results also from the right to property;
that is to say, a man's wages (or his trade, for matter of that) is
his property, and the right of property is of no practical use if you
cannot have the right to make contracts concerning it.
The only matter more important doubtless in the laborer's eye than the
length of time he shall work is the amount of wages he shall receive.
Now we may say at the start that in the English-speaking world there
has been practically no attempt to regulate the amount of wages. We
found such legislation in mediaeval England, and we also found that
it was abandoned with general consent. But of late years in these
socialistic days (using again socialistic in its proper sense of that
which controls personal liberty for the interest of the community or
state) it is surprisingly showing its head once more. In Australasia
and more recently in England we see the beginning of a minimum wage
system which we must most carefully describe before we leave the
subject. There was in the State of Indiana a law that in ordinary
unskilled labor in public employment there should be a minimum wage of
fifteen cents per hour or twenty-five cents for a man and horse—since
declared unconstitutional by Indiana courts: while to-day such labor
receives a minimum of two dollars per day in California and Nebraska,
one dollar and a quarter in Hawaii, three dollars in Nevada, and
"the usual rate" in Delaware and New York,[1] and we are many of us
familiar with the practice of towns and villages in New England or New
York in passing a vote or town ordinance fixing the price of wages
at two dollars per day, or a like sum; but this practice, it must be
remarked, is in no sense a law regulating wages; it is merely the
resolution or resolve of an employer himself, as a private citizen
might say that he would give his gardener fifty dollars a month
instead of forty. And, on the other hand, the Constitution of
Louisiana provides that the price of wages shall never be fixed by
law. Now it will be remembered that the Statutes of Laborers of the
Middle Ages, when they regulated the price of wages, led directly to
the result that they made all strikes, all concerted efforts to get an
increase of wages, unlawful and even criminal; in fact, it may be said
that this attempt to bind the workmen to a wage fixed by law was the
very cause of the notion that strikes were illegal, which, indeed, was
the English common law down to early in the last century. Moreover,
when an English mediaeval peasant refused to labor for his three pence
a day he might be sent to gaol by the nearest justice of the peace,
as, perhaps, some employers would like to do to-day in our South, and
which resulted—if not in slavery—in precisely that condition which
we call "peonage." Economically speaking, the attempt to regulate
wages was, of course, a mistake; politically speaking, it was
universally unpopular, and no class was more desirous than the working
class themselves of getting rid of all such legislation, which they
did in France at the French Revolution, and in England nearly two
centuries earlier. Only socialists should logically desire to go back
to the system, and in the one modern English-speaking State which is
largely socialistic—New Zealand—it is said that the minimum wage law
has had the effect that a similar resolve has had in Massachusetts
towns: to drive all the old men and all the weaker or less skilled out
of employment entirely, and into the poorhouse;[2] for, at a fixed
price, it is obvious that the employer will employ only the most
efficient labor, and the same argument causes some of their more
thoughtful friends to dissuade the women school-teachers in New York
from their present effort to get their wages or salaries fixed by law
at a price equal to that paid a man.[3]
[Footnote 1: See above, p. 161; below, p. 213.]
[Footnote 2: In the old town of Plymouth the chairman of the selectmen
asked what, he should do under vote of town meeting requiring him to
pay two dollars a day for all unskilled labor employed by the town.
"We have," he said, "about one hundred and twenty old men in Plymouth,
largely veterans of the Civil War. We have been in the habit of giving
them one dollar and a quarter per day. Under this two-dollar vote we
cannot do it without bankrupting the town." He was advised to go ahead
and still pay them the dollar and a quarter per day and take the
chance of a lawsuit, which he did, and so far as the writer knows no
lawsuit has ever been brought; but in all cases that would not be the
result.]
[Footnote 3: This is law in Utah; but nevertheless a letter from a
State government official informs me that women are willing to [and
do?] work for a smaller salary.]
A principle somewhat akin to that of a vote of a town fixing the rate
of wages is the recent constitutional amendment in the State of New
York (see above, p. 161) which validated the statute requiring that in
public work (that is to say, labor for the State, for cities, towns,
counties, villages, school districts, or any municipality of the
State), or for contractors employed directly or indirectly by the
State or such municipality, that rate shall be paid which is usual
at the time in the same trade in the same neighborhood. This was the
earliest statute, which was declared unconstitutional (see above, p.
161). The lack of interest in this tremendously important matter is
shown in the fact that not one-third of the voters took the trouble
to vote on the amendment at all, and that for three days after the
election no New York newspaper took notice of the fact that the
amendment had passed. Up to this constitutional amendment the courts
of New York, as well as those of California and even of the United
States, had resented with great vigor the attempt of statutes to make
a crime the permitting of a free American citizen to work over eight
hours if he liked so to do. But in New York at least (now followed
in Delaware, Maryland, and Oklahoma) it is now settled that so much
interference even with the rate of wages may be allowed, and as the
percentage of public employment is, of course, very large—covering as
it does not only all public contractors, but all labor in or for gaols
or public institutions—it will necessarily, it would seem, drag with
it a certain practical regulation of private industry corresponding to
the public rules.
In England, the New Zealand experiment has been tentatively begun;
that is to say, in the last radical Parliament, in the autumn of 1909,
the law was enacted, already referred to, for fixing wages by mixed
commission (see above, p. 159); but otherwise than as above there is
in the States and Territories of the United States, and in the United
States itself, no regulation of wages, even of women or children, and
no attempt, as yet, at a minimum wage law.
When we come to hours, the matter is very different. In the first
place, we must be reminded that without a constitutional amendment
you cannot have any direct or indirect legislation, as to general
occupations, on the hours of labor of a man of full age.[1] You can
have regulation of the hours of labor of a woman of full age
in general employments, by court decision, in three States
(Massachusetts, Oregon, and Illinois), the Massachusetts decision,
carelessly rendered in 1876, without citing any authority whatever,[2]
being based apparently on a vague notion of general sanitary reasons,
without argument or apparently due consideration of the historical and
constitutional law; but the Oregon case,[3] decided both by the State
Supreme Court and by the Federal Court in so far as the Fourteenth
Amendment was concerned, after most careful and thorough discussion
and reasoning, reasserted the principle that a woman is the ward of
the state, and therefore does not have the full liberty of contract
allowed to a man. Whether this decision will or will not be pleasing
to the leaders of feminist thought is a matter of considerable
interest. A similar statute in Illinois had been declared
unconstitutional twenty years before, largely on the ground that
to limit or prohibit the labor of woman would handicap her in her
industrial competition with man, pointing out also that the Illinois
Constitution itself prescribes and requires that the rights of the
sexes should in all respects be identical, save only in so far as jury
and militia service and political rights were concerned. A new statute
since the Oregon decision has been passed in Illinois and the law was
sustained, reversing the older case. On the other hand New York courts
take a position squarely contrary,[4] and so in Colorado.[5] The
constitutional justification of these decisions must probably be
that the health not only of the women themselves, but of the general
public, or at least of posterity, is concerned, for, as we shall find
more particularly when we discuss general legislation on the police
power, to justify an interference with personal liberty of freemen
there must, under English ideas, be a motive based upon the health,
safety, and well-being of all of the whole community, not merely
of the particular citizen concerned. He has the right to work in
unhealthy trades at unhealthy times, or under unhealthy conditions,
just as he has the right to consume unhealthy food and drink. If it be
prohibited, it must be prohibited when it has a direct relation to the
general welfare. For example, a railway engineer may be prohibited
from working continuously for more than sixteen hours, for that is
a direct danger to the safety of the public; but a man may not
be prohibited from taking service for long hours as stoker on a
steamship, although the life of a stoker be a short one and not over
merry. Apparently, however, a woman can be; and indeed there have for
a long time been laws prohibiting the labor of women in England and
regulating their hours. But then there are laws prohibiting women from
serving in immoral occupations, or occupations which are supposed to
be dangerous to their morals, as, for instance, many States have laws
against the serving of liquor, or even of food, by women or girls in
places or restaurants where liquor is served, or for certain hours, or
in certain places. Very conceivably a law might be passed prohibiting
women and girls from the selling of programmes, or attending upon dime
museums, or even selling newspapers, or being district messengers;
but, as we all know, there are women cabmen in Paris. Would
legislation prohibiting such employment to women be unconstitutional?
There is already a considerable amount of it. The cases are
conflicting, the earlier view, and the view taken in the South and in
at least one Federal court, being that such laws are unconstitutional.
The modern doctrine, backed up by that public opinion which we have
above described as the ethical force, would seem to sustain them. The
truth is probably that the legislature must be the sole judge of the
expediency of such legislation; where the court can see that it does
bear a direct relation to the morals of the young women concerned,
or the morals of the general community, it will be sustained as
constitutional under the police power, although to that extent
interfering with the personal liberty of women and with their means of
getting a livelihood.
[Footnote 1: Georgia and South Carolina have such law requiring
sixty-six and sixty hours a week respectively in cotton and woollen
manufacturing; but their constitutionality has never been tested. For
public work, see below.]
[Footnote 2: Commonwealth v. Hamilton Manufacturing Co. 120 Mass.
383.]
[Footnote 3: Muller v. Oregon, 208 U.S. 412. So in Pennsylvania:
Commonwealth v. Beatty, 23 Penn. C.C. 300.]
[Footnote 4: People v. Williams, 81 N.E. 778.]
[Footnote 5: Bucher v. People, 93 Pac. 14.]
As to children there is, of course, no question. Laws limiting their
labor are perfectly constitutional, and some child-labor laws exist
already in all States and Territories except Nevada. The only dispute
on the child-labor question is whether such legislation should be
Federal, or rather whether the Constitution should be so amended as to
make Federal legislation possible. Practically this would meet with
a very much wider opposition than is commonly supposed. The writer,
acting as chairman of the National Conference of Commissioners on
Uniformity of Legislation appointed under laws of more than thirty
States of the Union and meeting in Detroit, Michigan, in 1895, brought
this matter up under a resolution of the Legislature of the State of
Massachusetts requesting him to do so. Nearly every Southern delegate
and most of those from the West and from the Middle States were on
their feet at once objecting, and the best he could do was to get
it referred to a committee rather than have the Commonwealth of
Massachusetts summarily snubbed. This committee, of course, never
reported.
Undoubtedly climatic effects, social conditions, and dozens of other
reasons make it difficult, if not unwise, to attempt to have the same
rules as to hours of labor in all the States of our wide country. Boys
and notably girls mature much earlier in the South than they do in
the North; schooling conditions are not the same, homes are not so
comfortable, the money may be more needed, the general level of
education is less. Doubtless there are still areas in the South where
on the whole it is better for a child of fourteen to be in a cotton
mill than anywhere else he is likely to go, schools not existing. The
Southern delegates resented interference with their State police power
for these reasons. The Massachusetts Legislature, on the other hand,
had in mind the competition of Southern mills, with cheap child labor,
quite as much as any desire to benefit the white or negro children
of the South; but the writer's experience convinced him that a
constitutional amendment on this point is impossible, although one has
been repeatedly proposed, notably by the late Congressman Lovering of
Massachusetts, and such an amendment is still pending somewhere in
that limbo of unadopted constitutional amendments for which no formal
cemetery seems to have been prepared.
Even as to men, the labor of the Southern States is notably different
from the labor of Lowell or Lawrence, Massachusetts, or even
Cambridge; while on the Panama Canal or in most tropical countries the
ordinary laborer likes to pretend that he is working eighteen hours
a day, although most of the time is spent in eating or sleeping.
Nevertheless, under the Federal law, all employees at Panama have
to be given the eight-hour day required by the Federal statute, the
Supreme Court having upheld that act as constitutional.
It is curious to note, in passing, the alignment of our courts upon
this subject of hours of labor and general interference with the
freedom of contract of employment. The Western and Southern States
are most conservative; that is to say, most severe in enforcing the
constitutional principles of liberty of contract as against any
statute. The courts of the North and East are more radical, and the
courts of Massachusetts and the United States most radical of all. I
account for this fact on the ground that where the legislatures are
over-radical, the courts tend to react into conservatism, and as the
Western legislatures try many more startling experiments than are
usually attempted in Massachusetts or New Jersey, the more intelligent
public opinion has to depend on the courts to apply the curb.
All this, of course, is a great mistake; for it forces undue
responsibility on the courts, at least tends to control in an improper
way the appointment of judges, and at best forces the most upright
judge into a position where he should not be put—that of being a kind
of king or lord chamberlain, with power to set aside improper or wrong
legislation.
With these preliminary remarks we are now prepared to examine the
legislation as it exists to-day (1910); cautioning our readers that
this subject, as indeed all others concerning labor legislation, is so
often tinkered in all our States as to make our statements of little
permanent value, except that restrictions once imposed are rarely
repealed. We may assume, therefore, that the law is at least as
radical as it is herein presented.
The hours of labor of adults, males, in ordinary industries remain
as yet unrestricted by law in any State of the Union; but several
States have laws making a certain number of hours a day's work in the
absence of contract;[1] and New York and a few other States have an
eight-hour day in "public" work—that is to say, work directly for
the State or any municipality or for a contractor undertaking such
work.[2]
[Footnote 1: Thus eight hours (California, Connecticut, Illinois,
Indiana, Missouri, New York, Ohio, Pennsylvania, Wisconsin); ten hours
(Florida, Maine, Michigan—with pay for overtime—Minnesota, Montana,
Maryland—for manufacturing corporations—Nebraska, New Hampshire,
Rhode Island, South Carolina—in cotton and woollen mills—in New
Jersey), fifty-five hours a week in factories; in Georgia eleven hours
in manufacturing establishments, or from sunrise to sunset by all
persons under twenty-one, mealtimes excluded (see below). But these
laws do not usually apply to agricultural or domestic employment or to
persons hired by the month.]
[Footnote 2: In public work, that is, work done for the State, or any
county or municipality or for contractors therefor, the eight-hour day
is prescribed (California, Colorado, Delaware, District of Columbia,
Hawaii, Idaho, Indiana, Kansas, Maryland, Massachusetts, Minnesota,
Montana, Nebraska, Nevada, New York, Oklahoma, Oregon, Pennsylvania,
Porto Rico, Utah, Washington, West Virginia, Wisconsin, Wyoming, and
the United States). But the provisions for overtime and compensation
for overtime differ considerably.]
The labor of women (in mechanical trades, factories and laundries in
Illinois, or in mercantile, hotel, telegraph, telephone, etc., as
well, in Oregon) for more than a limit of ten hours per day in
Illinois, or nine in Oregon, is prohibited and made a misdemeanor; and
both these statutes have been held constitutional. But in many
other States the hours of labor in factories or manufacturing
establishments, even of adult women, are now regulated; while the
labor of children, as we shall find, is regulated in nearly all. Thus,
Connecticut, Illinois, Maine, Maryland, Massachusetts, Michigan,
Minnesota, Nebraska, New Hampshire, New York, North Dakota, Oklahoma,
Oregon, Pennsylvania, Rhode Island, South Dakota, Tennessee, Virginia,
and Washington have a ten-hour day in all manufacturing or mechanical
employments for women of any age, which in Connecticut, Massachusetts,
Michigan, Minnesota, Missouri, Nebraska, Oregon, Pennsylvania, and
Washington extends to mercantile avocations also, in Louisiana only
to specified dangerous trades; in Wisconsin, eight hours; and in
Connecticut, Maine, Minnesota, New Hampshire there may not be more
than fifty-eight hours a week, or in Massachusetts and Rhode Island,
fifty-six, and in Michigan and Missouri, fifty-four. Arizona has an
eight-hour day in laundries.
And these laws are extended to specified occupations, viz., in
Connecticut to manufacturing, mechanical, and mercantile; in Illinois,
mechanical, factory, or laundry; in Louisiana, unhealthful or
dangerous occupations except agricultural or domestic; in Maine,
mechanical and manufacturing except of perishable products; in
Maryland, special kinds of manufactories; in Massachusetts,
manufacturing, mechanical, mercantile, and restaurants; in Michigan,
Minnesota, and Missouri, manufacturing, mechanical, and mercantile
or laundries; in Nebraska, manufacturing, mercantile, hotel, or
restaurant; in New Hampshire, New York,[1] North Dakota, Oklahoma,
Rhode Island, manufacturing and mechanical; in Tennessee and
Virginia, manufacturing only; in Washington and Oregon manufacturing,
mechanical, mercantile, laundry, hotel, or restaurant, and in
Wisconsin, mechanical or manufacturing. Georgia and South Carolina
regulate the labor of women as they do of adult men[2] in factories.
Such laws of course would not be unconstitutional or, if so, not for
the reason of sex discrimination.
[Footnote 1: Possibly unconstitutional. See above.]
[Footnote 2: See above.]
Now all these laws arbitrarily regulate the hours of labor of women
at any season without regard to their condition of health, and are
therefore far behind the more intelligent legislation of Belgium,
France, and Germany, which considers at all times their sanitary
condition, and requires a period of rest for some weeks before and
after childbirth. The best that can be said of them, therefore, is
that they are a beginning. No law has attempted to prescribe the
social condition of female industrial laborers, the bill introduced in
Connecticut that no married woman should ever be allowed to work in
factories having failed in its passage.
The hours of labor of minors, male and female, are limited in all
States, except Florida, Missouri, Montana, Nebraska, Nevada, New
Mexico, South Carolina, Texas, Vermont, Utah, Washington, West
Virginia, and Wyoming, particularly in factories and stores, usually
under an age limit of sixteen, to ten hours per day or fifty-eight
hours a week.[1] But in Alabama, Arkansas, and Virginia, the age is as
low as fourteen, and in California, Indiana,[2] Louisiana, Maine,[2]
Massachusetts, Michigan, North Carolina, Ohio,[2] Pennsylvania,[2] and
South Dakota,[2] it is eighteen. In California, Delaware, Idaho, and
New York, it is nine hours, and in Colorado, District of Columbia,
Illinois, Indiana, Kansas, New York,[3] North Dakota, Ohio, and
Oklahoma, it is as low as eight hours a day, though the laws in
several States, as in New York, are contrary and overlie each other. A
corresponding limit, but sometimes less, is fixed for the week; that
is, in the nine-hour States and some others, weekly labor may not
exceed fifty-four hours or less.[4]
[Footnote 1: Connecticut, Maine, Massachusetts (in manufacturing,
fifty-six), Mississippi, New Hampshire (nine hours, forty minutes),
Pennsylvania. In others, sixty hours a week (Alabama, Arkansas,
Indiana, Iowa, Kentucky, Maryland (in Baltimore only), Minnesota, New
York, Oregon, South Dakota, Tennessee, Wisconsin).]
[Footnote 2: As to females only (Indiana, Maine, Ohio, Pennsylvania,
South Dakota).]
[Footnote 3: In factories (New York).]
[Footnote 4: Fifty-four hours (Delaware, Idaho, Michigan, New York),
fifty-five hours (New Jersey), fifty-six hours (Massachusetts, Rhode
Island), forty-eight hours (District of Columbia, Illinois, Kansas,
Ohio, Oklahoma), sixty-six hours (North Carolina).]
Night work in factories, etc., is prohibited in nearly all the States
mentioned and in others.[1] Many States require working papers or
certificates of age of the person employed, and there are often also
certificates as to the required amount of schooling when necessary.
Indeed it may be said that we are on the way to the German system of
having time cards or certificates furnished by State machinery for all
industrial workers, and such a system will, of course, be absolutely
necessary should the State ever engage in old-age insurance, as has
been done in Germany and England; though the practical difficulty of
such a scheme would have been thought by our fathers insuperable
on account of our Federal and State system of government, and the
necessary free immigration of American workmen from one State into
another.
[Footnote 1: Thus, night labor in factories to minors under fourteen
(Arkansas, Georgia, Massachusetts, North Carolina, Texas, Virginia),
twelve (South Carolina), eighteen (New Jersey), or sixteen (Alabama,
California, Connecticut, Delaware, District of Columbia, Idaho,
Illinois, Iowa, Kansas, Kentucky, Louisiana, Michigan, Minnesota,
Mississippi, New York, North Dakota, Ohio, Oklahoma, Oregon,
Pennsylvania, Rhode Island, Vermont, Wisconsin) is prohibited in
factories or mercantile establishments (Connecticut, Iowa, Kansas,
Michigan, New York), or any gainful occupation (Delaware, District
of Columbia, Idaho, Illinois, Kentucky, Louisiana, Minnesota, North
Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode
Island, Texas, Vermont, Wisconsin). In South Carolina the law
only protects children under twelve from night labor in mines and
factories. So in some as to all females only (Indiana), females
under eighteen (Louisiana, Michigan, Ohio, Oklahoma, Pennsylvania),
twenty-one (New York), and to any minor between 10 P.M. and 6 A.M.
(Massachusetts).]
These laws will be found summarized in full in Legislative Review,
No. 5, of the American Association for Labor Legislation, by Laura
Scott ("Child Labor"), and in No. 4, by Maud Swett ("Woman's Work").
It will be seen that in all respects practicable with our necessary
system of individual liberty, doubly guaranteed by the constitutions,
State and Federal, we are quite abreast of the more intelligent
legislation of European countries as to hours of labor, women's and
children's, except in a few States. But it should be remembered that
these are largely agricultural or mining States, and doubtless when
the abuse of child and woman labor presents itself it will be met as
frankly and fairly there as in others.
On the constitutionality, if not the economic wisdom of laws
regulating the hours of labor of women, at least of adult years, there
still is decided difference of opinion. Logically it would perhaps
seem as if those who believe in the "Woman's Rights" movement of
uniform function for women and men, should be opposed to all such
legislation; both on theoretical grounds as being a restraint of
personal liberty, and as unequal legislation handicapping woman in her
industrial competition with man. This was certainly the earlier
view; but under the influence of certain voluntary philanthropic
associations the tendency at present seems to be the other way.
The States which have laws prohibiting any labor of children whatever,
even, apparently, agricultural or domestic,[1] are: Arizona, Arkansas,
Connecticut, Colorado, Delaware, Florida, Idaho, Illinois, Kansas,
Kentucky, Maryland, Missouri, Massachusetts, Minnesota, Montana,
Nebraska, New York, North Dakota, Oregon, Washington, and Wisconsin.
[Footnote 1: The New York law applies to "any business or service,"
but I assume this cannot mean service rendered to the parents in the
house or on the farm; in fact it may be generally assumed that all
these laws, even when they do not say so, mean only employment for
hire; the Oregon and Wisconsin laws, to "any work for compensation";
the Washington law to "any inside employment, factory, mine, shop,
store, except farm or household work." Arkansas, Delaware, Idaho, and
Wisconsin, to "any gainful occupation"; Maryland, to "any business,"
etc., except farm labor in summer; Colorado, to labor for
corporations, firms, or persons; the other State laws to any work.]
And the age limit fixed for such general employment is (without regard
to schooling) under twelve, in Idaho and Maryland; under fourteen in
Delaware, Illinois, and Wisconsin; and under fourteen for boys and
sixteen for girls in Washington, if without permit, and under fifteen,
for more than sixty days without the consent of the parent or guardian
in Florida; in other States the prohibition rests on educational
reasons, and covers only the time of year during which schools are in
session; thus, under eight during school hours, or fourteen without
certificate (Missouri); under fourteen during the time or term of
school sessions (Connecticut, Colorado,[1] Massachusetts, Idaho,
Kansas, Kentucky, Minnesota, New York, North Dakota); or under
fourteen during actual school hours (Arizona,[2] Kentucky, Nebraska,
Oregon); or under fifteen in Washington,[1] and under sixteen as
to those who cannot read and write (Colorado, Connecticut,[3]
Illinois,[3],[4]) or have not the required school instruction (Idaho,
New York[1],[4]), or during school hours (Arkansas, Montana[1]), or
who have not a labor permit (Maryland, Minnesota, Wisconsin). This
résumé shows a pretty general agreement on the absolute prohibition of
child labor under fourteen, or under sixteen as to the uneducated; and
the penalty is in most States only a fine inflicted on the employer,
or, in some cases, the parent; but in Florida and Wisconsin it may be
imprisonment; as it is in Alabama for a second offence.
[Footnote 1: Without schooling certificate.]
[Footnote 2: Without certificate of excuse.]
[Footnote 3: Unless the child attends a night school.]
[Footnote 4: Without age certificate.]
But more States fix a limit of age in the employment of children in
factories or workshops, and particularly in mines; not so usually,
however, in stores.[1] The age of absolute prohibition is usually
fixed at fourteen or at sixteen in the absence of a certain amount of
common-school education. These States are: Alabama,[2] Arkansas,[3,9]
California,[4,9] Colorado,[5] Connecticut,[5] Delaware,[5,6]
District of Columbia,[7,9] Florida,[3,9] Georgia,[8] Illinois,[5,9]
Indiana,[9,10] Iowa.[11,9] Kansas and Kentucky[8] forbid factory labor
for children under fourteen or between fourteen and sixteen without
an age certificate or an employment certificate; Louisiana[9] has the
usual statute, that is, absolute prohibition under fourteen and age
certificate required for those between fourteen and sixteen, or, in
the case of girls, between fourteen and eighteen, and the law applies
to mercantile occupations where more than five persons are employed;
the Maine statute is similar, but children above fifteen may work in
mercantile establishments without age or schooling certificate, which
is required of all those under sixteen in manufacturing or mechanical
employment; in Maryland,[12] the prohibition age is still twelve, and
the law applies to any business except farm labor in the summer; in
Massachusetts,[12] absolute prohibition below fourteen, fourteen
to sixteen without age or schooling certificate, and fourteen to
eighteen, who cannot read and write; in Michigan,[12] absolute
prohibition under fourteen, or sixteen without written permit; in
Minnesota, the same ages, but the law applies to any employment; in
Mississippi the ages are twelve and sixteen; in Missouri, absolute
prohibition under eight, or fourteen without school certificate. New
Hampshire[12] lags behind and has only an absolute prohibition to
children under twelve, or during school under fourteen, or under
sixteen without schooling certificate. In New Jersey, under fourteen,
or sixteen with medical certificate; Nebraska[l2] and New York,[12]
the usual absolute prohibition under fourteen, or under sixteen
without employment certificate; North Carolina, under twelve, with an
exception of oyster industries; North Dakota,[12] fourteen, or from
fourteen to sixteen without employment certificate. In Ohio,[12]
Oklahoma, Oregon,[12] Pennsylvania,[12] and Rhode Island,[12] the laws
are practically identical, fourteen, or sixteen with certificate of
schooling. South Carolina, absolute prohibition only under twelve, and
not even then in textile establishments if the child has a dependency
certificate. South Dakota,[12] under fifteen when school is in
session; Tennessee, absolute under fourteen; Texas, under twelve, or
under fourteen to those who cannot read and write unless the child has
a parent to support. Vermont's limitation is purely educational; no
child under sixteen can be employed in factories or mines who has not
completed nine years of study. In Virginia[12] from March 1, 1910,
there is absolute prohibition under fourteen except as to children
between twelve and fourteen with a dependency certificate; Washington,
under fifteen without schooling certificate, or in stores, etc.,
twelve. West Virginia, twelve, or fourteen when school is in session.
Utah and Wyoming have no legislation except as to mines, nor do
Colorado and Idaho protect women in them. Yet these are the four
woman-suffrage States.
[Footnote 1: The law does apply to "mercantile establishments"
(Alabama, Arkansas, California, District of Columbia, Florida,
Illinois, Indiana, Iowa, Kentucky, Louisiana, Maryland, Massachusetts,
Michigan, Missouri, Nebraska, New York, North Dakota, Ohio, Oregon,
Pennsylvania, Rhode Island, Virginia, West Virginia).]
[Footnote 2: Absolute prohibition only under twelve. School and age
certificate from twelve to sixteen; age certificate from sixteen to
eighteen.]
[Footnote 3: The ages are fourteen and eighteen respectively, or
sixteen in stores during school hours; in Florida, twelve, or when
school is not in session, without an age, schooling, and medical
certificate.]
[Footnote 4: Absolute prohibition under twelve or from twelve to
fourteen during the school term or under sixteen to those who cannot
read and write, and the law applies to mercantile establishments,
hotel and messenger work, etc., making expressly the usual exemption
of agricultural or domestic labor.]
[Footnote 5: Absolute prohibition under fourteen; from fourteen to
sixteen without certificate (Connecticut, Illinois, Kansas, Kentucky),
and medical certificate if demanded (Delaware).]
[Footnote 6: Any gainful occupation under fourteen. Except canning
fruit, etc. (Delaware).]
[Footnote 7: Any business or occupation during school hours, except in
the United States Senate, and the age is absolute prohibition under
twelve; twelve to fourteen without a dependency permit, and fourteen
to sixteen without schooling certificate.]
[Footnote 8: Absolute under twelve; twelve to fourteen without
schooling certificate; fourteen to eighteen without age and schooling
certificate except as to those who have already entered into
employment. Does not apply to mines.]
[Footnote 9: This law applies to mercantile establishments, etc., as
well.]
[Footnote 10: Absolute under fourteen, or under sixteen to those who
cannot read and write.]
[Footnote 11: Prohibition is absolute under the age of fourteen, and
applies to employment in mercantile establishments as well, or stores
where more than eight people are employed.]
[Footnote 12: This law applies to mercantile establishments, etc., as
well.]
The laws as to labor in mines are naturally more severe; although in
some they are covered by the ordinary factory laws (Colorado, Florida,
Iowa, Kansas, Kentucky, Louisiana, Michigan, Minnesota, North Dakota,
Oregon, South Carolina, South Dakota, Tennessee, Vermont, Virginia,
Wisconsin). Female labor is absolutely forbidden in mines or works
underground in Alabama, Arkansas, Illinois, Indiana, Missouri, New
York, North Carolina, Oklahoma, Pennsylvania, Utah, Washington,
Wyoming, and West Virginia,—in short, in most of the States except
Idaho, Kansas, Iowa, Kentucky, Virginia, Wyoming, where mines exist;
and the limit of male labor is usually put at from fourteen. (Alabama,
Arkansas, Idaho, Indiana, Missouri, Ohio,[1] South Dakota, Tennessee,
Utah, Wyoming) to sixteen (Illinois, Missouri,[2] Montana, New York,
Oklahoma, Pennsylvania, Washington); or twelve (North Carolina,
South Carolina, West Virginia), even in States which have no such
legislation as to factories.
[Footnote 1: Fifteen during school year.]
[Footnote 2: Of those who can read and write.]
The laws as to elevators,[1] dangerous machinery,[2] or dangerous
employment generally,[3] are even stricter, and as a rule apply to
children of both sexes; the Massachusetts standard being, in the
management of rapid elevators, the age of eighteen, in cleaning
machinery in motion, fourteen, etc.; in other States, sixteen to
eighteen.[4] The labor of all women in some States, and of girls or
women under sixteen or eighteen in other States, is forbidden in
occupations which require continual standing.[5] Females,[6] or
minors,[7] or young children[8] are very generally forbidden from
working or waiting in bar-rooms or restaurants where liquor is sold,
and in a few States girls are prohibited from selling newspapers or
acting as messengers.[9] The Northern States have a usual age limit
for the employment of children in ordinary theatrical performances,
and an absolute prohibition of such employment or of acrobatic,
immoral, or mendicant employment. But in some States it appears there
is only an age limit as to these.[10]
[Footnote 1: Indiana, Massachusetts, New York, Rhode Island, Kansas,
Oregon.]
[Footnote 2: Connecticut, Iowa, Missouri, Oregon, Louisiana, New
York.]
[Footnote 3: Illinois, Kansas, Kentucky, Massachusetts, Michigan,
Minnesota, Missouri, Montana, New Jersey, New York, Ohio, Oklahoma,
Pennsylvania, Wisconsin.]
[Footnote 4: Indiana, Iowa, Louisiana, New Jersey, New York, South
Carolina.]
[Footnote 5: Illinois (under sixteen), Michigan (all), Minnesota
(sixteen), Missouri (all), New York (sixteen), Ohio (all), Oklahoma
(sixteen), Wisconsin (sixteen), Colorado (all over sixteen).]
[Footnote 6: Iowa, Louisiana, Michigan, Missouri, New Hampshire, New
York, Vermont, Washington (except the wife of the proprietor or a
member of the family).]
[Footnote 7: Arizona, Connecticut, Georgia, Pennsylvania, Idaho,
Maryland, Michigan, Missouri, New Hampshire, South Dakota, Vermont.]
[Footnote 8: Florida, Illinois, Massachusetts, Missouri, Nebraska.]
[Footnote 9: New York, Oklahoma, Wisconsin.]
[Footnote 10: California, Kentucky, Maine, Maryland, Michigan,
Missouri, Montana, New York, Oregon, Rhode Island, (sixteen years);
Colorado, District of Columbia, Florida, Illinois, Kansas, New
Hampshire, Virginia, Wisconsin, Wyoming (fourteen); Connecticut,
Georgia, (twelve); Delaware, Indiana, Louisiana, Massachusetts, West
Virginia (fifteen); Minnesota, New Jersey, Pennsylvania, Washington
(eighteen).]
The hours for railroad and telegraph operators are limited in several
States, but rather for the purpose of protecting the public safety
than the employees themselves.[1] The following other trades are
prohibited to women or girls: Boot-blacking,[2] or street trades
generally;[3] work upon emery wheels, or wheels of any description in
factories (Michigan), and in New York no female is allowed to operate
or use abrasives, buffing wheels, or many other processes of polishing
the baser metals, or iridium; selling magazines or newspapers in any
public place, as to girls under sixteen,[4] public messenger service
for telegraph and telephone companies as to girls under nineteen.[5]
[Footnote 1: Colorado, New York.]
[Footnote 2: District of Columbia, Wisconsin.]
[Footnote 3: District of Columbia, Wisconsin.]
[Footnote 4: New York, Oklahoma, Wisconsin.]
[Footnote 5: Washington.]
Leaving now the question of general employment, where no general laws
limiting time or price would seem to be constitutional, except in
certain cases as to the employment of women and in all cases that of
children, and going to special occupations, we shall find quite a
different principle; for in a special occupation known to be dangerous
or unhealthy, certainly if dangerous or unhealthy to the general
public, it has always been the custom and has always been
constitutional with us to control conditions by statute. The question
of what is a dangerous or unhealthy occupation to the public rather
than merely to the persons employed is, of course, a difficult one;
and the Supreme Court of the United States have split so closely
on this point that they have in Utah decided that mining was an
occupation dangerous to the public health, and in New York that
the baking of bread was not. That is to say, that the condition of
bakeshops bore no relation to the general health of the community. One
might, perhaps, have expected that they would have decided each case
the other way; but we must take our decisions as we get them from the
Supreme Court, reserving our dissent for the text-books. In any event,
it can be seen that the line is very close, certainly in the case of
adult male labor. The same statute as to mines existed in Colorado
that the United States Supreme Court sustained in Utah. The Colorado
Supreme Court had declared it unconstitutional, and after the decision
of the United States Supreme Court they continued to declare it
unconstitutional, simply saying that the United States Supreme Court
was wrong. Anyhow, it is obvious that in trades which involve a great
mass of the people, or affect the whole community, or particularly
where there are definite dangers, such as noxious vapors or
tuberculosis-breeding dust, it will be constitutional, as it is common
sense, to limit the conditions and even the hours of labor of women
or men, as well as children. Students interested in such matters will
find the universal legislation of the civilized world set forth in the
invaluable labor-laws collection of the government of Belgium; and he
will find that all countries of the world do regulate the hours of
labor as well as the conditions, in all such trades, and we should not
remain alone in refusing to do so.
The difficulty of regulating the hours of farm labor is, of course,
obvious, and so far as I know, no attempt has yet been made. The same
thing remains still true of domestic labor, though it has been more
questioned. It should be noted that both domestic labor and farm
labor belong to the class of what we call indefinite service. Now,
indefinite service must always be regulated very carefully as to the
length of the contract, which is never to be indefinite; that is to
say, if it be both indefinite in the services rendered and in the time
during which they are to last, it is in no way distinguishable from
slavery. For instance, in Indiana, many years before the Civil War,
there was an old negro woman who was induced to sign a contract to
serve in a general way for life; that, of course, was held to be
slavery. More recently the United States Supreme Court has held that a
contract imposed upon a sailor whereby he agreed to ship as a mariner
on the Pacific coast for a voyage to various other parts of the world
and thence back was a contract so indefinite in length of time as to
be unenforceable under free principles, although a sailor's contract
is one which in a peculiar way carries with it indefinite service. And
a contract "à tout faire" even for a week might be held void.
In all these matters the labor of women, and even that of children,
will very often control the hours of labor of men; for instance, in
the mills of New England, more than half the labor is not adult male;
yet when any large class of the mill's operatives stop, the whole
mill must stop; consequently, a law limiting the labor of women and
children to fifty-six hours a week will be in practice enforced upon
the adult males employed in the same mill.
Continental legislation has gone far beyond us in all these important
particulars. In most countries the conditions surrounding the labor of
women, particularly married women, are carefully regulated by law.
She is not allowed to go back to the mill for a certain period after
childbirth, and in many more particular respects her health is
carefully looked after. Such legislation would possibly be impossible
to enforce with our notions in America. The most interesting of all
is perhaps the attempt made in the State of Connecticut within a few
years to improve social conditions by providing that no married woman
should be employed in factories at all. The bill was not, of course,
carried, but it raises a most interesting sociological question.
Ruskin probably would have been in favor of it. He described as the
very last act of modern barbarism for the woman to be made "to shriek
for a hold of the mattock herself." It was argued in Connecticut that
the employment of married women injured the health of the children,
which is perfectly true. Indeed, the death-rate in England is very
largely determined by the fact whether their mothers are employed in
mills or not. It was also argued that her competition with man merely
halved his wages; that if no women were employed, the men would get
much higher wages. On the other side it was argued that the effect of
the law would be largely immoral because it would simply prevent women
from getting married. Knowing that after marriage they would get no
employment, they would simply dispense with the marriage ceremony; for
it is obvious that under such legislation a man living with a woman
unmarried could get double wages, which would be halved the moment he
made her his wife. This last was evidently the view which prevailed;
and so far as I know, no such law has in the civilized world yet been
enacted, though there is doubtless a much stronger social prejudice
against women entering ordinary employments in some countries than in
others.
The constitutional question underlying all this discussion was perhaps
best set forth by an experiment of the late Mr. Edward Atkinson, which
he always threatened to bring into the courts, but I believe did not
do so. "An Englishman's house is his castle"; an English woman's house
is her castle. Atkinson proposed that a woman of full age, living in
her own house, should connect her loom or spindles by electric wire to
the nearest mill or factory, and then proceed to weave or spin more
than the legal limit of nine hours per day. Would the state, under the
broadest principles of English constitutional liberty, have the right
to come in and tell her not to do so; particularly when the man in the
next house remained free? Up to this time there is no doubt that a
factory, a large congregation of labor, under peculiar conditions,
presents a different question and a different constitutional aspect
from that of the individual. This, indeed, is the principle which must
justify the constitutional regulation of sweat-shops, as to which we
will speak next.
The sweat-shop is the modern phrase for a house, frequently a
dwelling, tenement, or home, not a factory, and not under the
ownership or control of the person giving out the employment.
Now a factory may obviously be regulated under ordinary police
principles; but when the first great case came up as to regulating
labor in a man's own home, even though it was but one floor of a
tenement, it was decided by the highest court of New York to be
unconstitutional. The case was one concerning the manufacture of
cigars, which by the statute was prohibited in tenement houses on any
floor partly occupied for residence purposes.[1] Nevertheless it may
be questioned whether, with the advancing social feeling in such
matters, legislation would not be now sustained when clearly aimed at
sanitary purposes, even though it interfered with trades conducted in
a man's dwelling house. I hold that it is quite as possible for the
arm of the state to interfere to prevent the baking of bread in
bedrooms, for instance, as it is to seize upon clothing which has been
exposed to scarlet fever. A man's home, under modern theories, is
no more sacred against this police power than is his body against
vaccination; and the last has been decided by the Supreme Court of the
United States.[2]
[Footnote 1: In re Jacobs, 98 N.Y. 98. See the author's "Handbook to
the Labor Law of the U.S.," p. 151.]
[Footnote 2: Massachusetts v. Jacobson, 197 U.S. 11.]
At all events, legislation may be aimed against sweat-shops which in
any sense resemble factories—that is, where numbers of persons not
the family of the occupier are engaged in industrial labor; so
in Pennsylvania it has been extended to jurisdiction over shops
maintained in the back yards of tenements; while in most States the
statute applies to any dwelling where any person not a member of
the family is employed, and general legislation against sweat-shops
already exists in the twelve north-eastern industrial States from
Massachusetts to Missouri and Wisconsin, leaving out only Rhode
Island.
The Massachusetts law as at present forbids work upon clothing
except by members of the family in any tenement without license, and
thereupon subjects the premises to the inspection of the police, and
registers of all help must be kept. Whoever offers for sale clothing
made in a tenement not licensed must affix a tag or label two inches
long bearing the words "Tenement Made," with the name of the State and
city or town in which the garment was made. Moreover, any inspector
may report to the State board of health that ready-made clothing
manufactured under unhealthy conditions is being shipped into the
State, which "shall thereupon make such orders as the public safety
may require."[1] In New York the law applies to the manufacture
of many articles besides clothing, such as artificial flowers,
cigarettes, cigars, rubber, paper, confectionery, preserves, etc. A
license may be denied to any tenement house if the records show that
it is liable to any infectious or communicable disease or other
unsanitary conditions. Articles not manufactured in tenements so
licensed may not be sold or exposed for sale, and there is the same
law as in Massachusetts as to goods coming in from outside the State,
and there is the same exemption of apartments occupied by members of
the family, and even then it appears that they are subject to the
visitation of the board of health and must have a permit. The
Pennsylvania law is similar to the New York law, and in addition, all
persons are forbidden to bargain for sweat-shop labor, that is, labor
in any kitchen, living-room, or bedroom in any tenement house except
by the family actually resident therein, who must have a certificate
from the board of health. The Wisconsin law apparently applies to
persons doing the work in their own homes, who must have a license
like anybody else, and the owner of the building is liable for its
unlawful use. The Illinois and Maryland laws are similar to the New
York law, while the Michigan statute resembles that of Wisconsin,
apparently applying to members of the family as well. The Missouri law
forbids the manufacture of clothing, etc., in tenements by more than
three persons not immediate members of the family, while the New
Jersey and Connecticut statutes content themselves with making
such manufacture by persons not members of the family subject to
inspection.
[Footnote 1: Massachusetts R.L., 106, secs. 56 to 60 inclusive.]
It is a curious commentary that the very dream of the social reformers
of only twenty years ago is so rudely dispelled by the march of
events; for in the late nineties it was the hope of the enthusiast,
particularly the student in electrical science, that the factory
system might in time be done away with, and by the use of power served
from long or short distance over wires to a man's own habitation,
all the industries of manufacture might be carried on in a man's own
home—just as used to be the case with the spinners and weavers of
olden time. Far from being a hope, it turns out that this breeds the
very worst conditions of all, and the most difficult to regulate by
law. For modern homes for the most part are not sanitary dwellings in
the country, but single floors or parts of floors in huge tenement
houses in great cities. It is probable to-day, therefore, that there
is a perfect reversal of opinion, and that the social reformer now
dreams of a world where no work is permitted in the home, other than
ordinary domestic avocations, but all is compelled to be done in
factories under the supervision of public authorities—a splendid
example of the dangers of hasty legislation; for had we carried into
law the eager desire of the reformers of only twenty years since, we
should, it appears, have been on a hopelessly wrong track.
It should be noted, however, that the reform of conditions is very
largely arrived at by a different path—that of the building laws
in our cities. No more arbitrary rule exists to-day or was ever in
history than the despotic sway of a board or commission created under
modern police-power ideas. In everything else you have a right to a
hearing, if not an appeal to the common-law courts and a jury; but the
power of a building inspector is that of an Oriental despot. He can
order you summarily to do a thing, or do it himself; or destroy or
condemn your property; and you have no redress, nor compensation, nor
even a lawsuit to recover compensation. Therefore, if the sweat-shop
reformers may not constitutionally regulate the conditions and
business of sweating so far as they would like to go, they can turn
about and directly regulate the actual building of residences where
the trade is carried on. They can require not only so many cubic feet
of air per person in the sweat-shop, but so many cubic feet of air per
person in every bedroom; as Ruskin said, not only, of grouse, so many
brace to the acre, but of men and women—so many brace to the garret.
A California law[1] once made it a criminal offence for any person to
sleep with less than one thousand feet of air in his room for his own
exclusive use! It is indeed a crime to be poor.
[Footnote 1: See Ah Kow, Nunan, 5 Sawyer, 552.]
This legislation to reform sweat-shops is a field which has been
almost entirely cultivated by what I have termed the moral reformers,
with little or no help from organized labor. One's observation is that
organized labor has been mainly concerned with the price of wages, the
length of hours, and with the closed shop; it has devoted very little
of its energies to factory or trade conditions, except, indeed, that
it has been very desirous of enforcing the union label, on which it
asserts that union-made goods are always made under sanitary and moral
conditions, and implies that the goods of "scab" manufacturers are not
so.
The usual sweated trades in this country are the manufacture of
clothing, underwear, tobacco, and artificial flowers. There has also
been considerable regulation of laundries and bakeries, but not
because they are what is commonly called sweated trades.
The bulk of factory legislation is too vast for more than mention in a
general way. It fills probably one-fourth in mass of the labor laws
of the whole country, and applies in great and varying detail to the
general condition of factories, workshops, and in most States to large
stores—department stores—using the word in the American sense.
It may be broadly analyzed as legislation for the construction
of factories, for fresh air in factories, for general sanitary
conditions, such as the removal of dust and noxious gases,
white-washing, sanitary appliances, over-crowding, stair-cases,
fire-escapes, and the prohibition of dangerous machinery. As has been
said, it was begun in Massachusetts in the fifth decade of the last
century, based originally almost entirely on the English factory acts,
which were bitterly attacked by the laissez-faire school of the
early nineteenth century, but soon vindicated themselves as legitimate
legislation in England, although not even there—still less in our
States—have we gone so far as the Continental countries.
Closely connected with this may be mentioned that vast domain of
law which is known as employers' liability. Under the old strict
common-law rule, a servant or employee could never recover damages for
any injury caused in whole or in part by his own negligence, by the
negligence of a fellow servant or even by defective machinery, unless
he was able to prove beyond peradventure that this existed known to
the employer and was the sole and direct cause of the accident. As is
matter of common knowledge, the tendency of all modern legislation,
particularly the English and our own, has been to chip one corner
after another off these principles. The fellow-servant rule has been
very generally abolished by statute, or in many States fellow servants
have been defined and divided into classes so that the master is not
relieved of liability when the injury to the servant is caused by
the negligence of a servant not in actual fact his fellow, i.e.,
employed with him in his own particular work. In like manner the
exemption for contributory negligence has been pared down and the
liability for dangerous or defective appliances increased, practically
to the point that the master becomes the insurer of his machinery in
this particular. The recent English statute goes to the length of
putting the liability on the employer or on an employment fund in all
cases.
The writer is strongly of opinion that this radical reform is, so far
as constitutional, the end to be aimed at. The immense expense and
waste caused by present litigation, the complete uncertainty both
as to liability and as to the amount of damages, the general fraud,
oppression, and deceit that the present system leads to, and finally
its hideous waste and extravagance, are all reasons for doing away
with it entirely. He believes that for the employer's own benefit
if there were a statute with a definite scale of damages, providing
definitely, and as part of the employment contract if necessary,
with a certain small deduction from the wages, that there should be
insurance, that the master should be actually liable on a fixed scale
for all injuries suffered while in his employment not in disobedience
to his orders or solely and grossly negligent, it would be far better
both for employer and employee. To-day it is possible that in many
cases the employee gets no damages or is cheated out of them, or they
are wasted in litigation expense (the Indiana Bar Association reported
this year that only about thirty per cent. of the damages actually
recovered of the employer reaches the party injured); while on the
other hand the master can never know for how much he is going to be
liable, and in the rare cases which get to a jury they are apt to find
an excessive verdict. It is the custom with most gentlemen to pay a
reasonable allowance to any servant injured while in their employ,
unless directly disobedient of orders. There is no practical reason
why this moral obligation should not be embodied in a statute and
extended to everybody. The scale of damages should of course be put so
low as not to encourage persons to expose themselves, still less their
own children, to injury in the hope of getting monetary compensation.
But although in India we are told the natives throw themselves under
the wheels of automobiles, it is not probable that in American
civilization there would be serious abuse of the law in this
particular. Five thousand dollars, for instance, for loss of life or
limb or eye, with a scale going down, as does the German law, to a
mere compensation for time lost and medical attendance in ordinary
injuries, would be sufficient in equity and would surely not encourage
persons voluntarily to maim themselves.
The next great line of legislation concerns the mode of payment of
wages. The amount, as has been said, is never regulated; but it has
been customary for nearly a century for the law to require payment
in cash, or at least that it be not compulsorily made in goods or
supplies, or still worse in store orders. This line of legislation is
commonly known as the anti-truck laws and exists in most States, but
has been strenuously opposed in the South and Southwest as interfering
with the liberty of contract, so that in those more conservative
States the courts have very often nullified such legislation. It may
be summarized as follows:
(1) Weekly or time payment laws. These exist in more than half the
States, and are always constitutional as to corporations, but are
possibly unconstitutional in all States except Massachusetts when
applied to private employers.
(2) Cash-payment laws, requiring payments to be made in actual money.
These statutes are commonly combined with those last mentioned and are
subject to the same constitutional objections. As a part of them,
or in connection with them, we will put the ordinary anti-truck
laws—that is, legislation forbidding payment in produce or supplies
or commodities of any kind. Finally, the store-order laws forbidding
payment to be made in orders for indefinite supplies on any particular
store, still less on a store owned or operated by the company or
employer. Such laws have sometimes been held unconstitutional in all
particulars, sometimes when they apply only to certain industries,
as, for instance, mines. In the writer's opinion they are never
constitutional when applied to corporations, nor are they class
legislation when applied to mines, for the reason that it is well
known that mines are situated in remote districts where there are few
stores, and that the maintenance of a company store has not only led
to much cheating but to an actual condition of peonage. That is to
say, the miners would be held in debt and led to believe that they
could not leave the mine or employment until the debt was liquidated.
Belonging usually to the most ignorant class, it is matter of common
knowledge that this has been done, and that Poles, negroes, or others
of the more recent immigrants have been permanently kept in debt to
the company store or by advances or in other ways, as for rent or
board.
(3) Closely allied to such legislation, of course, is the legislation
against factory tenements or dwellings, but there is probably less
real abuse here, and therefore a greater constitutional objection
against laws forbidding houses, especially model houses, to be built
and rented by the employer. Such efforts, unfortunately, have not
usually been popular. Far from helping labor conditions, they seem
to have caused great resentment, as was notably the case in Pullman,
Illinois, and very recently in Ludlow, Massachusetts. It may be that
the American temperament prefers its own house, and resents being
compelled to live in a house, however superior, designed for him and
assigned to him by his employer.
(4) The next matter which has evoked the attention of philanthropists
and the angry resentment of the persons they supposed they were trying
to benefit, is that of the benefit or company insurance or pension
funds. The principle of withholding, or contracting with the employees
to withhold, a small proportion of their wages weekly or monthly to
go into an endowment or benefit fund, even when the company itself
contributes as much or more, was instituted with sanguine hopes some
forty years ago, first in the great Calumet & Hecla Copper Company,
and then in some of the larger railroads; and was on the point of
meeting general acceptance when it evoked the hostility of organized
labor, which secured legislation in Ohio and other States making it
a crime, or at least unlawful, for either side to make a contract
whereby any part of the wages was taken or withheld for such purposes.
The German theory of old-age pensions is based upon this principle;
but it is so unpopular in America that frequently in the South, when
things are done for the workmen, they are hardly permitted to know it;
a pretence, at least, is made that their own contributions are the
entire support of the hospital, library, reading-room, or whatever it
may be, when, in fact, the lion's share is borne by the company. There
is no doubt that the American laborer resents being done good
to, except by himself; and is organized to resent any system of
beneficence to the point of making it actually prohibited by the law.
Much of the legislation described in this chapter is wise, and
probably all of it is wise in intention. Yet, in closing, one cannot
resist calling attention to the unforeseen dangers that always attend
legislation running counter to the broad general basis of Anglo-Saxon
civilization. One need make no fetich of freedom of contract to
believe that laws aimed against it may hit us in unexpected ways. For
one famous example, the cash weekly-payment law in Illinois existed in
1893. In that year there was a great panic. Nobody could obtain any
money; mills and shops were closing down, particularly in Chicago.
Everybody was being thrown out of employment, and distress to the
point of starvation ensued. In the very worst days of that panic
some of the largest and most charitable employers of labor met their
employees in a monster mass meeting, and reported that while they
could not pay in full and nothing apparently was in prospect but an
actual shutdown, they had succeeded in getting enough cash to keep all
their employees, provided they would take weekly half what was owing
to them in money, and the short-time notes or obligations of the
firms, or even of banks, for the remainder. The offer evoked the
greatest enthusiasm, was unanimously accepted by the thousands of
employees, and amid great rejoicing the meeting adjourned;—only to
find by the advice of their counsel next morning that under the laws
of the State of Illinois such a settlement was made a crime, and that
for every workman who received his wages each week only half in cash,
the employer would be liable to a one-hundred-dollar fine, and thirty
days' imprisonment.
The great reform, not of legislation but of condition, in the labor
question, is unquestionably to arrive at a status of contract.
Hitherto the principle that seems to have been accepted by organized
labor, at least in America, is that of being organized for purposes
of offence, not for defence; like a mob or rabble which can attack
united, but retreats each for himself; which demands, but cannot give;
which, like a naughty child or person non compos, is not responsible
for its own actions. Still there is, as yet, no legislation aimed at
or permitting a definite contract in ordinary industrial employment;
although there are a few laws which provide that when the employee may
not leave without notice, the employer may not discharge him without a
corresponding notice except for cause.
As relating mainly to strikes or concerted action, the question of
arbitration and conciliation laws will be left for the next chapter;
but we may close our discussion of individual legislation by calling
attention to the striking attempt to revive mediaeval principles of
compulsory labor in certain avocations and in certain portions of
this country. The cardinal rule that the contract of labor may not
be compelled to be carried out, that an injunction will not issue to
perform a labor contract, or even in ordinary cases against breaking
it, is, of course, violated by any such legislation; but ingenious
attempts have been made to get around it in the Southern States.
This world-wide problem is really rather a racial problem than an
economic one amongst Anglo-Saxons. The inability of the African and
the Caucasian to live side by side on an equality largely results from
this economic 'question' which, broadly stated, is that the Caucasian
is willing to work beyond his immediate need voluntarily and without
physical compulsion; the African in his natural state is not. The
American Indian had the same prejudice against manual labor; but
rather that, as a gentleman, he thought himself above it; and his
character was such that he always successfully resisted any attempts
at enslavement or even compulsory service. The negro, on the other
hand, is not above such work, but merely is lazy and needs the impulse
of actual hunger or the orders of an overseer. We are, of course,
speaking of the mass of the people, in their natural state, before any
enlightenment gained by contact with more civilized races. The whole
question is discussed on its broadest lines by Mr. Meredith Townsend
in his luminous work, "Asia and Europe." He seems hopelessly to
conclude that there is no possibility of white and black permanently
living together as part of one industrial civilization unless the
latter race is definitely under the orders of the former. Without
assenting to this view it may be admitted that it is one which has
very largely prevailed in the Southern States, and the difficulty
there is, of course, with agricultural labor. So fast as the negro can
be made a peasant proprietor, the question seems to be in a measure
solved; but it is alleged to be almost impossible to get the necessary
labor from negroes when done for others, under contract or otherwise.
There is, therefore, a mass of recent legislation in the Southern
States which we may entitle the peonage laws, which range from the
highly objectionable and unconstitutional statute compelling a person
to carry out his contract of labor under penalty as for a misdemeanor,
to the more ingenious statutes which get at the same result by the
indirect means of declaring a person guilty of breaking a contract
under which he has acquired money or supplies punishable as for fraud.
There are also statutes applying and very greatly extending the old
common-law doctrine of loss of service; making it highly criminal for
a neighbor to incite a servant or employee to break his contract or
even to accept the work of a laborer without ascertaining that he
has not broken such contract, as, for instance, by a certificate of
discharge from his last master. These laws, it will be seen, differ in
no particular from the early labor laws in England, which we carefully
summarized for this purpose; except, indeed, that they do stop short
of the old English legislation which provided that when a laborer
broke his contract or refused to work he could be committed before the
nearest magistrate and summarily punished. Even this result, however,
has been arrived at by the more circuitous and ingenious legislation
of Southern States such as in Georgia, cited in the charge to the
Grand Jury.[1] The principle of this elaborate machinery is always
that money advances, or supplies, or a lease of a farm for a season
or more, or the loan of a mule, having first been made under written
contract to the negro, the breaking of such contract or the omission
to repay such advances, is declared to be in the nature of fraud; the
entering into such contract with intention to break it is declared to
be a misdemeanor, etc., etc. The negro refusing to carry out his labor
contract is then cited before the nearest magistrate, who imposes
under the statute a nominal fine. The negro, being of course unable to
pay this fine, is remanded to the custody of his bondsmen, who pay it
for him, one of them of course being the master. The negro leaves the
court in custody of his employer and carries away the impression with
him that he has escaped jail only by being committed by the court to
his employer to do his employer's work, an impression possibly not too
remote from the fact. It is easy to see how to the African mind the
magistrate may appear like an Oriental cadi, and how he may be led to
carry out his work as submissively as would the Oriental under similar
circumstances.
[Footnote 1: Jaremillo v. Parsons, 1 N.M. 190; in re Lewis, 114
Fed. 963; Peonage cases, 123 Fed. 671; United States v. McClellan,
127 Fed. 971; United States v. Eberhard, 127 Fed. 971; Peonage
cases, 136 Fed. 707; charge to jury, 138 Fed. 686; Robertson v.
Baldwin, 165 U.S. 275; Clyatt v. United States, 197 U.S. 207; Vance
v. State, 57 S.E. 889, Bailey v. Alabama, 211 U.S. 452; Torrey
v. Alabama, 37 So. 332.]
There can be no question, except in the minds of those utterly
unfamiliar with the tropics and Southern conditions generally, of the
difficulty of this labor problem throughout the world. It has appeared
not only in our Southern States but in the West Indies and South
Africa—in any country where colored labor is employed. The writer
knows of at least one large plantation in the South where many hundred
negroes were employed to get in the cotton crops, and the employer
was careful never to deliver their letters until the season had
terminated; for on the merest invitation to attend a ball or a wedding
in some neighboring county, the bulk of the help would leave for
that purpose and might or might not return. Railway labor is not
so difficult, because the workmen commonly work in gangs under an
overseer who usually assumes, if he is not vested with, some physical
authority; but the case of the individual farmer who is trusted upon
his own exertions to till a field or get in the crop seems to be
almost impossible of regulation under a strict English common-law
system. Farming on shares appears to be almost equally unsatisfactory.
The farmer gets his subsistence, but the share of the proprietor in
the crop produced is almost inappreciable.
In closing this chapter reference should be made to a large amount
of American legislation, most of which was absolutely unnecessary as
merely embodying the common law. Still it has its use in extending the
definition of the "unlawful act." It will be remembered that one of
the three branches of conspiracy was the combination to effect a
lawful end by unlawful acts. Now many of the States have statutes
declaring even threats, or intimidation without physical violence, to
be such unlawful act. It may possibly be doubted whether it might not
have been so held at the common law; but such legislation has always
the advantage of getting a uniform line of decisions from all the
judges. The New York statute passed many years ago may serve as a
sample: It provides in substance that any threat or intimidation or
abusive epithets or the hiding of tools or clothes, when done even by
one individual, is an unlawful act; therefore when strikers, although
engaged in a lawful strike, as to raise their own wages, or any one
of them, intend or do any such act, they become guilty of unlawful
conspiracy.
This is probably the only legislation on such matters which adds
anything to the common law. Many of the States, usually Western
States—apt to be more forgetful of the common law than the older
Commonwealths—have been at pains to pass statutes against blacklists.
Such statutes are entirely unnecessary, but as they relate to
combinations they will be considered in the next chapter.
From the official report of the U.S. government, prepared by the
Commission of Labor in 1907, it appears that twenty States and
Territories, including Porto Rico, have provisions against
intimidation, of which the best example is the New York statute quoted
above. Alabama and Colorado have express statutes against picketing,
other than the general statutes against interference with employment.
Nineteen other States, of which, however, only a few—Massachusetts,
Michigan, Oregon, Texas, and Utah—are the same, have provisions
against the coercion of employees in trading or industry, usually to
prevent them from joining unions, but such statutes are also levelled
against the compelling them to buy or trade in any shop, or to rent or
board at any house. Five States have statutes prohibiting the hiring
of armed guards other than the regular police, and especially the
importing such from other States, Massachusetts and Illinois among the
number, though none of the five are so radical as the later statute
of Oklahoma quoted below. Statutes for the enforcement of the labor
contract exist usually only in the South, but we find a beginning of
similar legislation in the North, both Michigan and Minnesota having
statutes making it a misdemeanor to enter into a labor contract
without intent to perform it in cases where advances are made by way
of transportation, supplies, or other benefits. The new anti-tip
statute or law forbidding commissions to any servant or employee is
to be found in Michigan, Wisconsin, and other States (see page 155
above). A few States require any employer to give a discharged
employee a written statement of the reason for his discharge, but such
statutes are probably unconstitutional. Colorado has the extraordinary
statute forbidding employees to be discharged by reason of age.
The common law of loss of service is strengthened generally in the
Southern States by statutes against the enticing of employees. Public
employment offices, as well as State labor bureaus, are now maintained
in nearly all the States.
Examinations and licenses are now required in the several States
of electricians, engineers, horse-shoers, mining foremen, elevator
operators, plumbers, railroad employees, stationary firemen and
engineers, and street railway employees, in addition to the trades
enumerated on page 147.
All the Northeastern States except Maine and Vermont, and Maryland,
Delaware, West Virginia, Alabama, Missouri, Tennessee, Wisconsin,
Michigan, Illinois, Indiana, South Dakota, and Washington have general
factory acts, and all the mining States have elaborate statutes for
the safety of mines.
New York and Wisconsin have statutes forbidding or making illegal
labor unions which exclude their members from serving in the militia.
Connecticut and Massachusetts have laws to facilitate profit-sharing
by corporations. Such statutes would seem hardly necessary, as profits
may be shared or stock distributed or sold without a law to that
effect; if it be regarded as part of the reward of wages, no
injunction would be granted to protesting stockholders. Fifteen States
and Territories, including Porto Rico, have laws for the protection
of employees as members of labor unions, and five as members of the
national guard or militia, similar to the New York statute just
mentioned. Nearly all the States have laws for the protection of
employees as voters, as by requiring half holidays or reasonable time
to vote, or that their pay should not be given them in envelopes upon
which is printed any request to vote or other political material.
Nearly all the States require seats for female employees, and New
Jersey requires seats for horse-car drivers. Five States have general
provisions regulating the employment of women; ten forbid their
employment in bar-rooms (see page 226 above); three regulate their
hours of labor to an inequality with men; and most of the States
forbid females to be employed in mines or underground generally, or,
as we have noted above, in night labor. California, Illinois,
and Washington provide that sex shall be no disqualification for
employment. Four States, among them Illinois, require employers
seeking labor by advertisement to mention (if such be the case) that
there is a strike in their establishment; twelve States (see
above, page 231) have so far tackled the sweat-shop problem, while
practically every State in the Union makes wages a preferred claim in
cases of death or insolvency of the employer.
There is, however, one matter we have reserved for the last, because
it is one of the two or three points about which the immediate contest
before us is to rage. That is the case of individual discharge. It is
elementary that just as an employee may leave with cause or without
cause, so an employer may discharge without cause or with cause, nor
is he bound to state his reasons, and certain statutes requiring him
to do so with the object of avoiding a blacklist have been declared
unconstitutional in Southern States. But organized labor is naturally
very desirous of resenting the discharge of anybody for no other
reason than that of being a union man. In fact it is not too much to
say that this, with the legalization of the boycott, are the two great
demands the unions are now making upon society. Therefore, statutes
have been passed in many States making it unlawful for the employer to
make it a condition of employment that the employee should not be a
member of a union; or to discharge a person for the reason that he
is a member of a union. And closely connected with this is the
combination of union employees to force an employer to discharge a man
because he is not a member of a union. This last will come logically
under the next chapter covering combinations and is not yet the
subject of any statute. Now the difficulty of these statutes, about
the discharge of union labor, is that it is almost impossible to go
into the motive; a man is discharged "for the good of the service."
It is easy, of course, to provide that there should be no written
or definite contract on the matter; but it is not easy to punish or
prohibit the discharge itself without such contract. Such legislation
has, however, been universally held unconstitutional, so that at
present this must be the final word on the subject. The right of the
employer to employ whom he likes and to discharge whom he likes and
make a preference, if he choose, either for union or non-union labor,
is one which cannot be taken away from him by legislation, according
to decisions of the Supreme Courts of Missouri, New York, and the
United States. Therefore, as the matter at present stands, the
constitutions, State and Federal, must be amended if that cardinal
right of trade and labor is to be interfered with.
In closing it may be wise to run over the actual labor laws passed in
the States during the last twenty years, mentioning the more important
lines of legislation so as to show the general tendency.
Beginning in 1890 we find most of the statutes concern the
counterfeiting of union labels, arbitration laws, hours of labor in
State employments, weekly payment laws, the preference of debts for
labor in cases of insolvency, the prohibition of railroad relief
funds, the hours of women and children in factories, seats for women
in shops, the restriction of prison labor, dangerous machinery
in factories, protection in mines, and the incorporation of
trades-unions. Mechanics' lien laws are passed in large quantities
every year and are the subject of endless amendment. We will,
therefore, leave this out for the rest of our discussion as after all
affecting only the owners of real estate.
In 1891 we find more laws regulating or limiting the hours of labor
of women and children, prohibiting it entirely in mines; several
anti-truck laws; two laws against the screening of coal before the
miner is paid, and in Massachusetts, laws against imposing fines
for imperfect weaving and deducting the fine from the wages paid.
Pennsylvania thinks it necessary to enact by statute that a strike
is lawful when the wages are insufficient or it is contrary to union
rules to work, which latter part is clearly unconstitutional. There is
one statute against boycotting and three against blacklisting.
In 1892 there are more laws limiting the hours of labor of women and
children to fifty-eight, or in New Jersey, fifty-five, hours a week;
laws against weavers' fines, and restricting the continuous hours of
railway men. The sweat-shop acts first appear in this year, and the
statutes forbidding the discharge of men for belonging to a union or
making a condition of their employment that they do not belong to one.
In 1893 the laws establishing State bureaus of labor become numerous.
Four more States adopt sweat-shop laws, and there is further
regulation of child labor. Six States adopt statutes against
blacklisting.
In 1894, being the year after the panic, labor legislation is largely
arrested. New York adopts the statute, afterward held constitutional,
requiring that only citizens of the United States should be employed
on public works, and statutes begin to appear to provide for the
unemployed. There is legislation also against intimidation by unions,
against blacklisting, and against convict-made goods.
In 1895 there is still less legislation; only a statute for State
arbitration, against payment of wages in store orders, against
discrimination against unions, and for factory legislation may be
noted.
In 1896 there are a few statutes for State arbitration and weekly
payment, for regulating the doctrine of fellow servants, and some
legislation concerning factories and sweat-shops.
In 1897 California provides a minimum wage of two dollars on public
contracts, and Kansas adopts the first statute against what are termed
indirect contempts; that is, requiring trial by jury for contempts not
committed in the presence of the court. There is a little legislation
against blacklisting, and Southern States forbid the farming out of
convict labor.
In 1898 Virginia copies the Kansas statute against indirect contempts,
and one or two States require convict-made goods manufactured outside
the State to be so labelled, which statutes have since been held
unconstitutional as an interference with interstate commerce.
In 1899 the question of discrimination against union labor becomes
still more prominent and it is in some States made a misdemeanor
to make the belonging or not belonging to a union a condition of
employment. All these statutes have since been held unconstitutional.
In 1900, a year of great prosperity, there is almost no labor
legislation.
In 1901 we only find laws establishing free employment bureaus, except
that California provides a maximum time for women and children of nine
hours a day in both manufacturing and mercantile occupations, and a
minimum wage upon all public work of twenty cents an hour.
In 1902 Colorado overrules her Supreme Court by getting by
constitutional amendment an eight-hour day in mines. Massachusetts
passes a joint resolution of the Legislature asking for a Federal
constitutional amendment which shall permit Congress to fix uniform
hours of labor throughout the United States, and Kentucky and other
Southern States begin to legislate to control the hours of labor of
women and children.
In 1903 this movement continues and in the Northwestern States, Oregon
and Colorado, the length of hours of labor of women of all ages is
generally limited. Weekly payments and anti-truck laws are adopted.
Montana forbids company boarding-houses and Colorado makes the
striking attempt to do away with the so-called dead line; that is to
say, a statute forbidding any person to be discharged by reason of
age, between the years of eighteen and sixty. California follows
Maryland in abolishing the conspiracy law, both as applied to
employers and employees.[1] It does not seem that in either State this
statute has yet been tested as class legislation. Legislation against
the open shop continues in far Western States, while Minnesota makes
it a misdemeanor for an employer to exact as a condition of employment
that the employee shall not take part in a strike.
[Footnote 1: See the next chapter.]
In 1904 there is little legislation. Far Western States go on with the
protection of child labor, particularly in mines, and Alabama adopts a
general statute against picketing, boycotting, and blacklisting.
In 1905 we first find legislation against peonage or compulsory labor
in the Southern States, North Carolina and Alabama. The celebrated
constitutional amendment of New York is enacted, which gives the
Legislature full power to regulate wages, hours, and conditions in
public labor. (See above, p. 161.) Further regulation of factories
and mines goes on, with State employment agencies and reform of the
employers' liability laws. Colorado and Utah prohibit boycotts and
blacklisting, and in one or two States corporations are required
to give every person discharged a letter stating the reason of his
discharge, which statute was since held unconstitutional in Georgia.
In 1906 the usual sanitary legislation goes on. Massachusetts adopts
an eight-hour law for public work. Arkansas and Louisiana attempt
legislation preventing the violation of contract by persons farming on
shares, or the hiring of farm laborers by others, and Massachusetts
establishes free employment bureaus.
In 1907 four more Southern States attempt laws to control agricultural
labor; the factory acts and child-labor laws continue to spread
through the South; New York largely develops its line of sweat-shop
legislation, and more child-labor laws and laws prohibiting the work
of women in mines are introduced in the South.
In 1908 Oklahoma adopts the Kansas contempt statute, and Virginia
provides for appeals to the Supreme Court in contempt cases. South
Carolina makes it a misdemeanor to fail to work after being employed
on a contract for personal services, or for the employer on his side
to fail to carry it out. Oklahoma adopts a curious strike statute
which, besides the usual provision for the closed shop, makes it a
felony to bring workmen, i.e., strike-breakers, from other places in
the State or from other States under false pretences, including, in
the latter, concealment of the existence of the strike; and makes it a
felony to hire armed men to guard such persons.
With this climax of labor legislation our review may properly end, but
the reader will not fail to note the advantage that may be derived
from experience of these extraordinary statutes as they are tried out
in the different States and Territories. It could be wished that some
machinery could be provided for obtaining information as to their
practical working. The legislation of 1909 was principally concerned
with the matter of employers' liability for accidents, a conference
upon this subject having been held by three State commissions, New
York, Minnesota, and Wisconsin. Massachusetts extended the act of 1908
permitting employers and employees to contract for the compensation
of accidents; and Montana established a State accident insurance for
coal-miners. California and Montana exempted labor in a large degree
from the operation of the State anti-trust laws; but Washington
adopted a new statute defining a conspiracy to exist when two or more
persons interfere or threaten to interfere with the trade, tools, or
property of another, and proof of an overt act is not necessary. North
and South Carolina, Texas, and Connecticut passed the usual statute
protecting employees from being discharged because of membership in a
trades-union, which, as we have said, has been held unconstitutional
wherever contested. Arizona, California, Idaho, Washington, Wyoming
and Nevada enacted or amended eight-hour measures for employees in
mines, but little was accomplished for children in the Southern
States.[1]
[Footnote 1: See "Progressive Tendencies in the Labor Legislation of
1909," by Irene Osgood, in the American Political Science Review for
May, 1910.]
The labor-injunction question has been recently covered by an
admirable study prepared by the Massachusetts Bureau of Statistics and
published in December, 1909. The investigation covers eleven years,
from 1898 to 1908, in which there occurred two thousand and two
strikes. In sixty-six of these strikes the employers sought
injunctions and in forty-six cases injunctions were actually issued.
In only nine cases were there proceedings for contempt of these
injunctions, while only in two cases out of the two thousand were
there any convictions for contempt of court. In eighteen cases
injunctions were sought to prevent employees from striking, but
only in four of these were they granted, and one of these was later
dissolved. Seven bills were brought by employees against unions for
interference with their employment, etc., and in three cases unions
sought injunctions against other unions. In one case a union brought
a bill against an employer and in one case an employer sought an
injunction against an employers' association. Under a decision of the
Massachusetts Supreme Court it was declared unlawful for a trade-union
to impose fines upon those of its members who refused to obey its
orders to strike or engage in a boycott. In 1909 a bill was introduced
in the Legislature with the special object of permitting this, but it
failed of passage. The Bulletin contains a brief history of equity
jurisdiction in labor cases and reprints all the decisions of the
Supreme Court of Massachusetts down to the year 1909, and the actual
injunctions issued by Superior Courts in five late cases, with a
chronological summary of proceedings in cases concerning industrial
disputes in all Massachusetts courts for the eleven years covered by
the report.
The matter of labor legislation is of such world-wide importance that
a word or two may not be out of place concerning recent legislation in
other countries. Other than factory and sweat-shop acts and hours
of labor laws, there are three great lines of modern legislation in
Europe, North America, and Australasia: employers' liability, old-age
pensions, minimum wage. On the first point, the tendency of modern
legislation, as has been intimated, is to make the employer liable in
all cases for personal injuries suffered in his employ without regard
to contributory negligence or the cause of the accident. That is, it
is in the nature of an insurance which the employer is made to carry
as part of his business expenses. It has the great advantage of
doing away with litigation and confining his liability to reasonable
amounts, and in the writer's opinion is in the long run for the
benefit of the employer himself. There is one exception. The employer
is not liable when the injury was caused by the wilful misconduct of
the workman injured.
Old-age pensions, or State insurance against old age as well as
disability, now exist in several countries, notably Germany, New
Zealand, and England. The German law[1] is much the most intelligent
and the least communistic in that it provides that half the fund is
raised by deductions made from the wages of the workmen themselves.
It applies to all persons, male and female, employed under salary or
wages as workmen, journeymen, apprentices, or servants; also to all
industrial workmen, skilled laborers, clerks, porters, and assistants;
also to all other persons whose occupation consists principally in
the service of others, such as teachers who do not receive an annual
salary of more than five hundred dollars; also to sailors and railway
employees; also to domestic servants. No one is obliged to insure
himself who is over the age of seventy, and no one is bound to insure
who does not work in a required insurance class for more than twelve
weeks or fifty days in each year. When women get married, they insist
on reimbursement of one half of all the insurance assessments they
have paid up to that time, provided such assessments amount to two
hundred weeks, or four years—a provision which must very much help
out marriages, and from which the amusing deduction may be drawn that
the average value of a husband in Germany is considered to be about
one-half the expense of supporting his wife for a period of two
hundred weeks, or four years. On the other hand, the law has the
effect of postponing marriage for the first four years of a woman's
employment, as it practically imposes a penalty upon a woman marrying
before four years from the time when she begins to pay to the State
insurance money.
[Footnote 1: U.S. Industrial Commission Reports, vol. V, pp. 228-241.]
The English old-age pension law is a mere gratuity in the nature of
outdoor relief, giving to everybody who has reached a certain age,
without reference to any previous service, tramps or drones as well as
workmen. It is a law indefensible in principle and merely the accident
of a radical government. It provides that every person over seventy
whose yearly means do not exceed thirty-one pounds ten shillings
(i.e. income from property or privilege) and is not in "regular
receipt of poor relief" and has not "habitually failed to work
according to his ability, opportunity and need" nor been sentenced to
any imprisonment for a criminal offence—all to be determined by
a local pension committee with appeal to the central pension
authority—shall receive a pension of five shillings a week when his
annual means do not exceed twenty-one pounds, that is, thirteen pounds
a year, down to one shilling a week when they exceed twenty-eight
pounds seventeen shillings six pence.
The New Zealand law is more intelligent. It extends old-age pensions
to every person over the age of sixty-five who has resided thirty-five
years in the colony and not been imprisoned for a criminal offence,
nor has abandoned his wife, nor neglected to provide for his or her
children. It does not, however, appear that any previous employment is
necessary. The pension amounts to eighteen pounds, say ninety dollars,
a year and is not given to any one who has an income of fifty-two
pounds a year. The machinery of the law is largely conducted through
the post-office and the entire expense is met by the state. That is to
say, there is no contribution from the laborers themselves.
Austria, Italy, Norway, and Denmark in 1901 had also state insurance
systems.
The minimum-wage idea has so far been attempted only In New Zealand
and in Great Britain.[1] (See above, p. 160.) The New Zealand law of
1899 provided a minimum wage of four shillings per week for boys and
girls, and five shillings for boys under eighteen, but the principle
has been much extended by a more recent statute. The English law
is not yet in active operation, and may or may not receive great
extension. It provides in substance for the fixing of a minimum wage
in the clothing trade or any other trade specified by the Home
Secretary. The obvious probability is that it will, as in New Zealand,
soon be extended to all trades. This wage is to be fixed by a board of
arbitrators with the usual representation given to each side, and it
will doubtless work, as it does in New Zealand, for the elevation of
wages, as such commissions rarely reduce them.
[Footnote 1: This, the Trade Boards Act, the 22d chapter of the ninth
of Edward VII., enacted October 20, 1909, took effect January 1, 1910.
The act applies without specification to ready-made and wholesale
tailoring, the making of boxes, machine-made lace and chain-making,
and may be applied to other trades by provisional order of the Board
of Trade, when confirmed by Parliament. The Board of Trade may make
such provisional order applying the act to any specified trade if
they are satisfied that the rate of wages prevailing in that trade is
exceptionally low as compared with that in other employments, and
that the other circumstances of the trade are such as to render the
application of the act expedient; and in like manner they may make a
provisional order providing that the act shall cease to apply to any
trade to which it already was applied. Section 2 provides that the
Board of Trade shall establish one or more trade boards for any trade
to which the act is to be applied, with separate trade boards
for Ireland. These trade boards (section 11) consist of members
representing employers and members representing workers in equal
proportions, and of certain appointed members. Women are eligible,
and the representative members may be elected or nominated as the
regulations determine. The chairman and secretary are appointed by the
Board of Trade. Such boards are given power to fix minimum rates of
wages both for time and piece work, which thereafter must be observed
under penalty. There is further a machinery for the establishment of
district trade committees. All regulations made by such Boards
of Trade shall be laid as soon as possible before both houses of
Parliament; but there does not appear to be any other appeal.]
Co-operation and profit-sharing, the great hope of the middle years
of the nineteenth century, has made little progress in England or the
United States since. Such successful experiments as now exist consist
principally in offering to the employees the opportunity to buy the
stock of the company at a reasonable rate, as in the case of the
Illinois Central Railroad and the United States Steel Company. Many
mills, however, give a certain increase in wages at the end of regular
periods proportionate to the profits. This technically is what we
call profit-sharing. The word "co-operation" should be reserved
for institutions actually co-operative; that is to say, where the
employees are partners in business with the employers. Of such there
are very few in the United States, although there are quite a
number in England. In 1901 there were only nineteen co-operative
establishments in the United States, most prominent among which are
the Peacedale Woolen Mills in Rhode Island; the Riverside Press in
Cambridge; Rand, McNally & Co., Chicago; the Century Company, of New
York; the Proctor & Gamble Soap Co., of Cincinnati; the Bourne Mills,
of Fall River, and the Pillsbury Flour Mills, of Minneapolis. Yet
these institutions are really profit-sharing rather than co-operative,
for the return is merely an extra cash dividend to employees who have
no voice in the management. Mr. Oilman in his book, "A Dividend to
Labor," tells us that there are thirty-nine other cases at least where
profit-sharing once adopted has been abandoned. On the other hand,
in Great Britain there were in 1899 one hundred and ten important
co-operative productive establishments. There are many more on the
Continent.
Arbitration laws are also far more developed and successful in
European and Australasian countries than in Great Britain or the
United States, although the first English act concerning arbitration
was passed as early as 1603. In the first year of Queen Anne, 1701,
was the first act referring specially to arbitration of labor, and the
next, Lord St. Leonard's act, in 1867, which attempted to establish
councils of conciliation, something after the pattern of the French
conseils de prudhommes; but in 1896 these acts were repealed and the
Conciliation Act of the 59th Victoria, chapter 30, substituted. It
provides that the boards of arbitration may act of their own motion in
so far as to make inquiry and take such steps as they deem expedient
to bring the parties together, and upon application of either side may
appoint a conciliator, and on the application of both sides, appoint
an arbitrator. Their award is filed of record and made public, but
no provision is made for its compulsory enforcement. In France, the
legislation is much more intelligent. There the distinction between
individual and collective labor is clearly made and within recent
years there is elaborate legislation for the settlement of strikes,
disputes of the collective class, which we will later describe. For
the adjustment of individual disputes, France has long had in her
conseils de prudhommes a special system of labor courts that
constitutes one of her most distinctive social institutions.[1] These
are special tribunals composed of employers and workingmen, created
for the purpose of adjusting disputes by conciliation if possible, or
judicially if conciliation fails. Appeal from their decisions is made
to the tribunals of commerce. The first such council was created in
Lyons in 1806, but since they have spread through all France. When the
amount involved does not exceed two hundred francs, the judgment of
the council is final; above that sum an appeal may be made to the
tribunal of commerce. The most important element of all, perhaps, is
that these councils have to some extent criminal powers, or powers of
punishment. They can examine the acts of workingmen in the industries
under their jurisdiction tending to disturb order or discipline, and
impose penalties of imprisonment not exceeding three days, having for
this concurrent jurisdiction with the justices of the peace. Elaborate
arbitration laws also exist in France, and whenever any strike occurs,
if the parties do not invoke arbitration the justices of the peace
must intervene to conciliate. Still there is no compulsory arbitration
except by agreement of both sides.
[Footnote 1: See the author's Report to the U.S. Industrial
Commission, vol. XVI, page 173.]
Similar laws exist in Belgium, Switzerland, Germany, Austria, Holland,
New Zealand, Australia, and Canada.
The apprentice system still exists in perfection in all European
states, including Great Britain, although there most of the unions
restrict the number that may be employed. In the United States it has,
unfortunately, fallen entirely into disuse.
It has already been mentioned that the factory laws, laws regulating
the sanitary conditions, etc., of factories and sweat-shops, are far
more complicated and intelligent upon the Continent, and even in
England, than in the United States of America.
Coming finally to what most persons consider the most important line,
that of strikes, boycotts, and intimidation, the legislation of the
Continent of Europe where common-law principles of individual liberty
do not interfere, is, of course, far more complex and far more
effective than that of either England or the United States. The
principle of combination we leave for the next chapter. In European
legislation, where we are met with no constitutional difficulties,
we shall expect to find a more paternalistic control by the state,
although in France the decree of March 2, 1791, provided that every
person "shall be free to engage in such an enterprise or exercise,
such profession, art or trade, as he may desire." In Germany an
elaborate attempt has been recently made to re-introduce the old guild
system made over from its mediaeval form to suit modern conditions,
and in other countries where the government does not interfere, the
trade guilds, or unions, present insuperable obstacles to any one
engaging in their industry who is not a member of the guild or has not
gone through the required apprenticeship.[1]
[Footnote 1: U.S. Industrial Commission Reports, vol. XVI, p. 9.]
The French decree of 1791 freeing labor took effect also in French
Switzerland. A most interesting account of the experiment of the Swiss
Cantons on freedom of labor and the guild system will be found in
the U.S. Industrial Commission Report above referred to.[1] Germany
differs from England and France in that the old guild system was never
absolutely done away with; in 1807 serfdom was abolished in Prussia,
and a decree of December, 1808, apparently under the influence of
Napoleon, proclaimed the right of citizens freely to engage in such
occupations as they desired. Exclusive privileges and industrial
monopolies were abolished by subsequent decrees, and the general
movement for the freeing of industry was consummated in 1845 by the
labor code of that year, which, by the labor code of 1883, extends
over all Germany: "The practice of any trade is made free to all….
The distinctions between town and country in relation to the practice
of any handicraft trade is abolished…. Trade and merchant guilds
have no right to exclude others from the practice of any trade…. The
right to the independent exercise of a trade shall in no way depend
upon the sex…."[2]
[Footnote 1:Ibid., p. 10.]
[Footnote 2: Ibid., pp. 11 and 12.]
It will be seen that the more enlightened European countries arrived,
under the influence of Napoleon probably, or the French Revolution,
in the early part of the last century, to the point of specifically
adopting the English common law of liberty of labor and trade which
"organized labor" seems already desirous of departing from; but the
German Civil Code goes on to say (Section 611): "By the contract of
hiring of services the person who promises service is obliged to
render the promised service, and the other party is obliged to the
payment of the salary or wage agreed upon. All nature of services may
be the subject of the service contract." It would seem, therefore,
that the contract may be specifically enforced. So, in France, by the
law of 1890, "A person can only bind himself to give his services for
a certain time or a special enterprise. The hiring of services made
without a fixed duration can always cease at the wish of one of the
contracting parties. Nevertheless, the cancellation of the contract
at the wish of one only of the contracting parties may give rise to
damages." It would appear, therefore, that definite contracts may be
specifically enforced, Austria has somewhat similar laws, although
a larger proportion of industrial employment is subject to state
regulation, and here no employer can employ any workingman without
a book or passbook, which serves both as identification and record.
Generally in Europe the use of a written contract in labor engagements
is far more usual than with us. This, perhaps, makes it easier to
enforce such contracts specifically. Nevertheless, I find no specific
statute on the subject. Indeed, the Code Napoleon adopts the English
law and provides[1] that "every obligation to do or not to do resolves
itself into damages in the case of non-performance," while the modern
English law act of 1875 provides a special and summary remedy in the
county courts for labor disputes whereby when the contract is not
rescinded the court may award damages or take security for the
performance of the labor contract itself. This, however, does not
include domestic servants. Both France and Belgium copy the common
law as to slavery, requiring contracts to be for a certain time or a
determined work. In Russia, however, contracts may be made for five
years.
[Footnote 1: Ibid., p. 64.]
It is still true that no European country outside of Turkey has yet
fixed by law the amount of wages in private employments or the minimum
amount, though that result is effected by the machinery of arbitration
in Great Britain and New Zealand. Continental countries, however,
universally legislate as to hours of labor even of adult women, there
being no constitutional principle protecting their personal liberty
in that particular, although in Belgium and Great Britain the laws do
not, as a rule, apply to adult male labor. The hours are generally
eleven or twelve, instead of eight or nine as in England or the United
States. There is elaborate special regulation of times and conditions
in labor in railways, laundries, bakeries, etc. The English law
generally divides persons, according to their age, into three classes,
adults, young persons (from fourteen to eighteen), or children, and
the system is most elaborate. Generally no children under the age of
eleven may be employed at all.
Sanitary and social regulations are far more intelligent than ours.
Generally, the employment of women in factories within four weeks
after childbirth is forbidden; and in Switzerland it is forbidden to
employ pregnant women in certain occupations dangerous to the health
of posterity. The German Civil Code declares that "A married woman has
both the right and the obligation of keeping house. She is obliged to
attend to all domestic labor and the affairs of her husband in so
far as such labor or occupation is usual according to her social
condition. She is supreme within her sphere, or at least has power to
act or bind her husband in domestic matters, and he cannot limit her
powers without a divorce. He may, however, annul any contract made by
her for her personal labor with a third party."[1]
[Footnote 1: Ibid., p. 53.] [Footnote 2: Ibid., p. 77.]
The anti-truck and weekly-payment laws exist in all countries.
Europe generally, particularly Great Britain and the Roman Catholic
countries, are handicapped by an infinity of holidays. In Roman
Catholic countries they are generally single days, saints' days, etc.,
scattered throughout the year, but in Great Britain no skilled laborer
will work at all for some weeks at a time.
The English law against intimidation is the model of the New York
statute and most others. It defines in great detail what intimidation
is—substantially, that it is violence or threats, the persistently
following, the hiding of tools, etc. or the watching or besetting the
house or place of business—and menaces, as well as actual violence,
are recognized as unlawful and punishable by imprisonment, in Germany,
Italy, Sweden, and other countries. Germany and Austria copy the
English common law as to enticing from service.
There is as yet, however, no evidence in Europe outside of Great
Britain of the American tendency to make a special privileged class of
skilled or industrial labor. So far as appears, there is no special
legislation in any European country which is concerned particularly
with the legal or political rights of industrial laborers.[2] There is
much more co-operation and sympathy between employers and employees,
at least in Continental countries, and possibly for this reason
co-operation has proved far more successful.[1] State labor bureaus,
state insurance, saving banks, and employment agencies are almost
universal throughout the Continent.
[Footnote 1: See Oilman's "A Dividend to Labor," Boston, 1899. Jones's
"Cooperative Production," Oxford, 1894.]