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To: Mr. Eugene Davidson
Assistant Director of Field Operations

From: Clarence M. Mitchell
Associate Director of Field Operations

Subject:  Continental Can Company, Norwood, Ohio

On Wednesday, April 11, Harold James, Examiner-in-Charge of the Cincinnati office called after closing time to report on the status of the strike at the Continental Can Company at Norwood, Ohio.1

Mr. James stated that he was faced with the following choices and wanted to know what position he should take:

  1. The company could dismiss its two Negro employees and then such persons would file complaints with FEPC. Mr. James stated that, in his opinion, the company intended to dismiss the Negroes and thereby get the white individuals back on the job.
  2. Management would agree to keep the colored employees on the job even though the white workers did not immediately return to their employment.
  3. The company would remove the Negro workers, but would enter into a signed agreement with FEPC that it (the company) would embark on an educational program designed to have Negroes employed by summer.

I informed Mr. James that “1” and “3” would be undesirable. I suggested that our experience has shown that once workers are placed on the job new difficulties arise if they are removed.

MS: LH, DI, HqR77, Office Files of Eugene Davidson. Strikes.

[1] On 4/14/45, Harold James informed Maslow by telegram (attached to text) that management subsequently agreed to hire two African American workers. The men were told to report to work inside the plant but they refused, fearing they would be subjected to violence. The company then had them sign statements that they had resigned voluntarily. James said that was “a flagrant case of collusion between management and striking workers. Management paid salary of all striking workers for the full time the plant was shut down and made absolutely no effort to settle the stoppage on the basis of the issues.” On such incidents, see the headnote on Strikes and Work Stoppages.