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KODAKERY Was Prepared for People Newly Associated with the Company to Acquaint Them with Kodak

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KODAKERY Was Prepared for People Newly Associated with the Company to Acquaint Them with Kodak I SAVE THIS COPY ... it contains information on: Page Page ... Code of Industrial Relations ... .Back of Cover Letter to Servicemen ............ ... ................. 4 War Production ................................. ...... l 'K o d a k flv1fles. I '"• p·JCtures ......... .............. Suggestion System .............. ............ .. ....... l Future Outlook .......................... .. ........... 6 V 1s1flng Nurses .... ................................ ..... 2 Retirement Annuities ............................. 6 Life Insurance ..................... ............ .. ...... 2 Cafeterias .... ...................................... ..... 6 Vacations .. .................. .... .. .............. ....... 2 Disability Payments ............................... 6 Payments to Servicemen ..... .................... 2 Camera Clubs ............................ .. ........... 6 Kodakers in Service ................................. 2 Legal Advice ......... ....... ............. .. ... ......... 6 Income and FOAB Taxes .................. ....... 2 George Eastman ...... .......... ..................... 7 Rochester Hospital Service ................ ..... 2 Medical Departments .............. ............... 8 Kodak Income and Expenses, 1944 ... .... 3 Eastman Savings & Loan ......................... 8 Wage Dividends ..................................... 3 Sickness Allowance .................. ............... 8 Company's Plants ............................ .... ... 3 Safety ...................................... ... ............ 9 Employees' Guidebook ............. .............. 3 War Bonds, Red Cross, Community Kodak Spirit ............................. .............. 4 Chest, Blood Bank ........ ....................... 9 Camera Quiz .................... ....................... 4 Recreation Clubs ................. .................... 9 Servjce Flag ............................... ............... 4 Sports Act1v1fles . l 0 This special issue of KODAKERY was prepared for people newly associated with the Company to acquaint them with Kodak ... its people .. its production .. its policies. It is distributed to all in the Company in the belief that it will prove of interest to them and their families. Kodak Code of Industrial Relations The Code of Industrial Relations, reprinted here from the about the Company which may be of particular interest to Employees' Guidebook, is not new. It is a summary. ar­ them. The Code represents the aims and purposes of Com­ ranged in somewhat formal manner, of long-established pany management, their fulfillment being constantly worked Company policies. It seems appropriate to include the Code for. At the present time. various governmental controla in this special ediJion of KODAKERY published to give the prevent the application of some of these policies to as full men and women. newly associated wiJh Kodak, information an extent as would otherwise be possible. The following policies and principles recognition of the contribution made by effort to provide and maintain sanitary governing the relationship between the the loyal, steady, and effective efforts of working conditions. Protective clothing is Company and its employees comprise the Kodak people to the Company's success. supplied by the Company whe11ever it is Code of Industrial Relations of the East­ Payment of the wage dividend in any deemed necessary for safety or health man Kodak Company. year is dependent upon the dividends de­ reasons. clared on the Company's common stock 1. Wages and upon special action by the d irectors. 12. Hiring Ages Wage rates are established on the basis The Company has not established, and of fairness to the individua l for the work 6. Retirement Annuities, Life Insur­ has no intention of establishing, any arbi­ he is doing. It is the Company's intention ance. and Benefits for Total and trary age limit beyond which applicants (within governmenta l wage and salar y Permanent Disability will not be hired, provided they are phys­ stabilization limits): The Company assists employees in pro­ ically and mentally able to perform the 1. To maintain uniform wage stand­ viding for themselves and for their fami­ work. ards which will insure equitable wage lies against old age, disability, and death. No one below the age of 16 is hired in payments throughout all divisions of For this purpose, a program of payments, any department. the Company and, consistent with this, based upon length o! service and amount 13. Promotion 2. To pay wages equal to or above o! earnings, has been established through The Company aims to provide channels those generally prevailing in the com­ a group contract between the Company of promotion and to advance employees munity for similar work performed un­ and the Metropoli tah Life Insurance Com­ to more responsible work on the basis of der comparable conditions and requir­ pany. While sharing the cost o! the li!e their record of workmanship, competence, ing like r esponsibility, experience, ef­ insurance with those who are insured, and general ability. Insofar as practicable, fort, and skill. the Company pays the Cull cost of the re­ promotions will be made from within the Constant attention is required, and is tirement annuities. It also pays the full organization. cost of disability benefits after the indi­ being given, to developing and maintain­ 14. Layoffs and Re-employment ing this policy. vidual has had 15 years of service, having shared the cost of these benefits with him In the event of business conditions re­ 2. Hours of Work up to that point. quir ing reduction in the force, considera­ tion will be given to individual ability, The hours of work on which overtime 7. Sickness Allowance pay is based are eight hours per day and workmanship, length of service, general 40 hours per week. Time worked in excess Under an established plan, employees record, and financial and family circum­ of eight hours per d ay or 40 hours per absent on account of illness are paid defi­ stances. T he same factors will determine week is paid for at time and a half, except nite allowances based on their length of the rehiring of any who may have been in the case o! certain classifications o! staff service and their earnings. laid off. and supervisory people. Overtime pay­ 8. Freedom of Discussion with Man­ 15. Medical Service ments for any particular week are based agement Adequate medical personnel and equip­ either on the amount of daily overtime or The Company can not emphasize too ment are available in case of accident or the amount of weekly overtime, whichever strongly its desire that all employees shall illness at work. Special attention is given will give the greater amount. feel free to seek information or advice to the avoidance of health hazards and to Work on a seventh consecutive day of from the management on any matter the placement of employees in work for work is considered over time but is paid which is troubling them, or to call at­ which they are physically adapted. Cor at the rate of double time. tention to any condition which may appear 16. Savings and Home-Financing Hours worked on any day w hich have to them to be operating to their d isad­ been ca lculated at overtime rates will not vantage. No employee need hesitate to A plan for systematic saving and for fi­ again be included when arriving at over­ do this, and his standing with the Com­ nancing the purchase of homes is avail­ time hours over 40 for the week. pany will not thereby be prejudiced in able through the Eastman Savings & Loan Work on the six holidays observed by any way. He will find his foreman or su­ Association, a corporation organized in­ the Company- namely, New Year's Day, per visor or the plant employment depart­ dependently of the Eastman Kodak Com­ Memorial Day, Independence Day, Labor ment ready to talk over any of these mat­ pany and operated under the Banking Day, Thanksgiving, and Christmas- is ters and to give any assistance they can. Law of the State of New York. paid for at the rate of time and a half. The Company believes that most diffi­ 17. Educational Assistance When work is done on a holiday which culties will be satisfactorily adjusted be­ The Company encourages employees to happens also to be the employee's seventh tween the employee and the foreman or pursue suitable courses of study which consecutive day of work, it will be paid supervisor ; but, if for any reason an em­ will help them in their work, and re­ for as a seventh day and not as a holiday. ployee is not satisfied with such adjust­ funds part of the tuition when the re­ 3. Stability of Employment ment, he is and should feel completely quirements of the course have been met at liberty to bring the matter to the at­ satisfactorily. There are wide seasonal variations in tention of anyone in the management. the demand for many of the Company's 18. Apprentice Training products. In order to avoid, so far as pos­ 9. Improveme nts in Methods and A systematic plan ·or apprentice training sible, the effect of these seasonal varia­ Processes is in operation. It gives opportunity for the tions upon stability of employment, the The continual development and intro­ training of young men in various trades. Company for many years has given con­ duction of new and improved methods and 19. Suggestion System stant attention to the planning of its pro­ processes are necessary to the success­ duction schedules. As a result, a marked ful conduct of the business; and only by The Company welcomes constructive stability of employment has been achieved. utilizing such improvements
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