from a legal correspondent
An interesting court case took place last weeks Mr, Edwin William Yetton, who worked his way up from being a 15s. a week office clerk to being a £7,500 a year joint maneging director, sued his former employers, Eastwoods Froy, for wrongful dismissal, He won his case because Mr, Justice Blain decided that when Mr. Yetton, 56, was asked to become assistant joint managing director it was a "significant and important step down" from being joint managing director, and it was reasonable for him to refuse, The compmy later revoked the contract by which they had appointed him joint managing director for five years from April 1, 1963. Judgment, with costs, was awarded. Mr, Yetton had originally claimed £30,000 but the judge said he was satisfied that Mr. Yetton would be able to find a suitable position at £3,000 a year by August. I would not quibble at all with the amount awarded - anyone who can get money out of businessmen has my full support = but I would draw attention to a difference in approach, If the shop floor worker is downgraded or transferred to work which is not so remunerative he has no legal redress at all, What is more, if workers call a strike because of this kind of thing happening it is immediately labelled "wild-cat", The workers are accused of interfering with the powers of management. Trade unionists should use this ruling - not to go to the law courts over such questions - to justify any action they take in refusing to accept transfers which would be a "significant and important step down,"