2646. Duties of Employers and Employees.—Between employers and their domestic servants or workingmen there are general mutual duties as between superiors and subjects, and special mutual duties as between parties to an explicit and implicit contract. Of these latter duties we shall now speak.
2647. Duties of Employers.—(a) Justice.—The labor assigned must not be excessive (e.g., unduly perilous, exhausting, protracted) or injurious (e.g., harmful to religion or morals, an unreasonable impediment to marriage, to cultural opportunity or amusement); the wage paid must be just (i.e., one that will enable the worker to support himself and his family in reasonable comfort) and equitable (i.e., one that rewards special merit and service by pensions or additional compensation); the terms of the contract must be observed (e.g., arbitrary lowering of wages or dismissal are unjust).
(b) Charity.—Liberality should be shown by preference to employees, since they have a special claim on the employ good will. The employer should consider that he is responsible for the spiritual betterment and material improvement of his workers, and should have them in mind when making contributions to religious, educational or special causes, so that his own employees will benefit in particular by his gifts to these worthy causes. Trade schools and insurance against sickness and unemployment are especially deserving of his assistance.
2648. Duties of Employees.—(a) Justice.—Workers are bound to give a fair return in quantity and quality of labor for the pay they receive, and to be loyal to their employer as regards his person, reputation, and property. Hence, it is unjust to loaf or come late or leave early, to turn out work too slowly or of an inferior grade, to damage machinery or property, to waste food or provisions, to act as a household spy or informer, to try to extort what is not due. (For a consideration of the worker’s obligation to join unions see “Catholics in Labor Unions” by Francis J. Connell, C.SS.R., _American Ecclesiastical Review_, Vol. CXVI, no. 6 June, 1947, pp. 422 ff.)
(b) Charity.—Workers should be willing even at the expense of some right or of some slight loss to help an employer who is in grave necessity; for example, it would be uncharitable for farm hands to stop work promptly on time when this will cause a serious damage to the farmer’s crop, or for a cook to leave on her free day when her mistress is very sick and will be left alone.
2649. Labor Disputes between Employers and Employees.—(a) In themselves these disputes are indifferent, as they are a species of industrial war (see 1380 sqq.) or of industrial self-defense (1826 sqq.). If the end, the means and the circumstances are not against right reason, the disputes are lawful or even laudable.
(b) In the concrete, the strike is labor’s chief means for enforcing demands. Since organized labor seeks to equalize the bargaining power between employer and employee, the way to counteract refusal to pay fairly is by a concerted refusal to work, i.e., a strike. A strike may be defined as an organized cessation from work by a group of workers to obtain advantages from an employer. Since an organized strike is a kind of war, moral theologians apply the principles of a just war to determine concretely the morality of a strike.
1) There must be a just reason for the strike. Too little pay, too long hours, brutal treatment, unsafe or unsanitary conditions constitute genuine grievances for what may be called a defensive strike, which presupposes injustice in the part of the employer. On the other hand an ameliorative strike does not presuppose an employer’s injustice, but consists essentially in the worker’s attempt to better conditions, e.g., a better salary, shorter working hours, etc. Such a strike seems to be unlawful if it violates a just work contract in effect at the time of the strike. If no such contract has been made, the ameliorative strike can be lawful, granting a proportionately grave cause; but it is never given unqualified approval owing to the fact that such a strike involves many and grave losses both material and moral to the workers, employer, and community. (See Merkelbach, _Summa Theologiae Moralis_ II, n.556.)
2) The strike must be the last means. Owing to the fact that a strike is a kind of warfare, all other peaceful means should be tried, e.g., arbitration, governmental inquiry boards, injunctions, fact-finding boards etc. The moral principle involved is; if an evil is avoidable but not avoided, it cannot be considered as merely incidental to a good end.
3) The strike would be called by proper authority. The decision to strike should be made by the men themselves freely and Without intimidation. Organized labor must have the backing of a responsible union in its strike, for this is the channel of bargaining or arbitration that the employer must use, and it should be used by the workers also. Accordingly, “wildcat” strikes are unlawful unless the unions have ceased to represent the men and have been repudiated by them.