191] FINANCES 59 



value of high dues and large treasury funds as a means of 

 promoting the strength and stability of the organization had 

 been generally recognized by the Association leaders, but 

 the members were reluctant to grant more revenue until 

 their immediate interests were involved. The big steel 

 strike of 1901 was the most effective factor in breaking the 

 persistent opposition to increased local dues. 



The substitution of a tax on earnings for the capitation 

 tax has been discussed in the convention at various times. 

 In 1905 the session considered the introduction of the " per- 

 centage system " for the collection of national dues. Two 

 advantages of the new system were presented : the auto- 

 matic exemption of unemployed members, and a more 

 equal distribution of the burden of taxation. The chief 

 argument in opposition was the difificulty in determining the 

 amount of dues under this system. Two years later, the 

 percentage system of dues was reconsidered, and the con- 

 ference committee endeavored to arrange for collection by 

 employers. The employers expressed a willingness to enter 

 into an agreement to collect the dues of union members, 

 but the proposal was defeated at the referendum. 



Although the Association was unwilling to adopt the per- 

 centage system, it was clearly felt that uniform national 

 dues were undesirable, since the membership differed widely 

 in earnings. In lieu of the rejected percentage system, a 

 plan for graded dues was adopted in 1905. The monthly 

 dues were graded as follows : members earning $2.50 per 

 day or less, 65 cents; over $2.50 and less than $5.00. 80 

 cents; and $5.00 or more, $1.00.^ This system of dues, 

 although the grades have been changed twice, has since 

 continued in force." 



5 Proceedings, 1905, p. 7217. 



"The scales of dues in 1912 and in 1916 were as follows; 



Muiitbly Dues" 



Daily Earnings 1913 11^16 



Less than $2.50" .60 .85 



$ 2.50 to 5.00 .80 1.05 



5.00 to 7.50 1.25 1.25 



7.50 to 10.00 1.25 i-.'^o 



lo.(K) to 15.00 1.50 1.75 



iS.ooandmore 1.75 2.00 



