ANALYSIS OP SCHEMES NOW IN PORCE. 
25 
management. In a few instances certain classes of employees, 
such as persons receiving commission,( a ) persons earning more or 
less than fixed amounts,( b ) pieceworkers,! 0 ) or casual labourers!' 1 ) 
are excluded from participation; other special cases are noted 
under ( e ). 
In certain instances conditions are attached to participation, 
by far the most frequent of which is the signing of a contract of 
service for a stated period, generally twelve months, as is the 
case with nearly all profit-sharing gas companies,( f ) this con 
tract providing that wages shall not be reduced during the term 
specified. In a few cases(^) profit-sharing employees are required 
to be members of a fund for provident purposes. A provision 
is made in the rules of No. 29 that employees under 21 must have 
been total abstainers and non-smokers for the whole of the pre 
ceding year. 
Taking together the total number of profit-sharing schemes now 
in operation (but excluding three cases for which the particulars 
cannot be given) the figures given in the Table in Appendix A 
show that the following were the percentages which the number 
of employees in each case who were entitled to share in profits 
at the end of 1911 (or in 1912, in the case of schemes started 
since 1911) formed of the total number of employees in 1911: 
less than 20 per cent, in 16 cases, with an aggregate of 
35,809 employees; in 3 cases, with 2,353 employees, 20 but under 
30 per cent.; in 7 cases, with 892 employees, 30 but less than 
40 per cent.; in 5 cases, with 1,117 employees, 40 but under 
50 per cent.; in 8 cases, with 2,369 employees, 50 but less than 
60 per cent.; in 4 cases, with 714 employees, 60 but less than 
70 per cent.; in 23 cases, with 22,866 employees, 70 but under 
80 per cent.; in 19 cases, with 26,017 employees, 80 but less 
than 90 per cent.; in 19 cases, with 10,822 employees, 90 but 
less than 100 per cent.; while in 26 cases, with 3,082 employees, 
(“) Nos. 25, 35, 124 ; No. 18 gives less to employees on commission than to 
others. 
( b ) Only employees with an income of less than £250 aro allowed to participate 
by No. 106, while No. 93 admits no employees to participation whose salaries 
exceed £200 ; participants must be earning at least 30s. a week, if men, and 14s. 
a week, if women, in the case of No. 124. 
(°) Nos 16, 35, 40. 
( d ) No. 5 (in this case the bonus accruing to casual hands is credited to a 
general provident fund), 50, 54, 64, 84, 123, 128, 129. 
( e ) Only warehouse stalls and cutters participate in the case of No. 66, factory 
workers and porters being excluded, but allowed a week’s holiday ; under 
scheme No. 71, only males and foremen participate, while scheme No. 60 only 
provides for leading hands ; travellers are excluded in scheme No. 116, and in 
the case of No. 81 the scheme is confined to agents and superintendents. 
( f ) With all, except Nos. 84, 109, 123, 132 ; in the case of No. 86 such an 
agreement is provided for in the rules of the profit-sharing scheme but is not 
enforced in practice ; the schemes of Nos. 84 and 109 are based upon con 
tributions. The maximum period named in agreement is only 4 months in the 
case of No. 127 and 6 mouths in the case of No. 107. In one case (in which the 
period is 12 months) it is stated by the company that there are “ various dates 
of commencing, viz., 1st January, 1st April, 1st July, 1st October, the object 
being not to have the whole determining at the same time.” An agreement is 
required to be signed under scheme No. 51 providing for 28 days’ notice to be 
given before the termination of the service of the employee; scheme No. 29 has 
a similar agreement for an unspecified period, which in practice is usually one 
week. (") Nos. 23, 53, 83, 110.