overtime is to be worked is obviously a question for the management. The Whitley machinery is admirable, but however excellent it may be, it can do nothing unless there is the right spirit on both sides—a spirit of compromise and mutual endeavour to arrive at some fair and equitable basis of self-government, leaving it to the employer to manage his works in accordance with the principles that have been agreed. Labour cannot seek to settle the principles by negotiation, and in addition manage the works. No employer claims to dictate what the principles shall be. CHAPTER XXVI THE RIGHT RELATIONSHIP BETWEEN EMPLOYERS AND EMPLOYED 1. CONTENTMENT IN INDUSTRY (_c_) Remuneration of the Worker—Uniform National Wages—Wage-Relationships among the Workers—Wages and the Community—Are Higher Wages Practicable?—The Settlement of Wages—Systems of Remuneration—What is a Fair Wage?—Other Essentials to Industrial Contentment. (_c_) Remuneration of the Worker Contentment in industry depends next on a sound and equitable policy for remuneration of the workers. That implies the summary rejection of all attempts to fix wages on abstract formulae which pay no regard to the circumstances of an industry, or conditions affecting the marketing of the product. If we adopt socialistic nomenclature and call the remuneration of the workers “pay,” and assume elimination of the private employer, and each industry conducted under “democratic control,” even then the gradation of pay between different classes of workers, the rate of pay of each class, the relation between the general standard of pay in one as compared with other industries would depend entirely on the same circumstances as now, and, if the concrete results of past industrial experience are to be disregarded, would be in each case a matter for experimentation, and for practical adjustment and not for pseudo-mathematical solutions. Uniform National Wages