[Standards and Organizations for Apprenticeship in the Stained Glass Industry]
[From the U.S. Government Publishing Office, www.gpo.gov]

STANDARDS AND ORGANIZATION
FOR
APPRENTICESHIP
IN THE
STAINED GLASS INDUSTRY
War Manpower Commission
Bureau of Training Apprentice-Training Service Washington, D. C.
FOREWORD
Tn none of the crafts is the artisan more closely associated with the artist than in the fashioning of stained glass. The subject, design, and choice of color are all in the scope of the artist. The craftsman supplies and fabricates the gems that go into the mosaic he will construct.
Production of colored glass dates back to antiquity. Archaeologists have found it among the relics of the Pharaohs of Egypt, but history’s earliest reference to stained glass as we know it—pictorial, in windows—is contained in a manuscript of the tenth century. This document states that Aldebaran, Bishop of Rheims, rebuilt the cathedral and had it redecorated with windows representing various stories.
Much of the grandeur and arresting beauty of the Gothic cathedrals lies in their stained glass windows. Their color harmonies, changing subtly from hour to hour with the passing of the shadows, contribute immeasurably to the inspiring effect of these great edifices.
As art in the Middle Ages was a means of education, thus in the windows of that period one can read the life and parables of the Savior, the occupations of the peasant and the artisan, and the thoughts of the scholar.
These early artist-craftsmen discovered the secret of fusing metallic oxides into glass, burning of pigments into the surface of white glass, and joining white with colored glass. The same methods of fabrication, perfected more than 800 years ago, are in use today.
The glorious colors in the legendary windows at Chartres have perhaps never been surpassed, but the artist in stained glass today is retelling the age-old stories in a fresh and original manner.
Study, research, and training made it possible for the United States to make the finest stained glass windows in the world and to attain supremacy in the industry. After the war there will be a great demand for stained glass. Trained craftsmen will be needed to create and produce these windows. The men in the industry are getting old. If we do not train enough young men, people again will be looking to Europe for their stained glass, and the preeminent position we attained over Europe will be lost.
We must train new talent from two main sources—young boys and war veterans. The nature of the industry permits use of partially disabled veterans, as, except for setting, the trade requires little physical exertion. With financial assistance being offered by the Federal Government to veterans going into apprentice training, there is an added inducement for them to learn a trade.
To keep the training of apprentices in the stained glass industry on a high level, National Apprenticeship Standards, similar to others for the construction industry of which it is a part, have been set up. These standards include provisions that employers and employees have found necessary to insure thorough, all-around preparation for entrance into the trade.
This program has been compiled to assist in setting up local apprenticeship committees and in formulating standards to meet the needs of the community. In this work the Apprentice-Training Service is available for assistance and information.
STANDARDS AND ORGANIZATION
for
APPRENTICESHIP in the
STAINED GLASS INDUSTRY
I.	Development of Plan
On December 12, 1944, representatives of the Stained Glass Association of America, the Brotherhood of Painters, Decorators and Paper-hangers of America, and the Apprentice-Training Service, War Manpower Commission, met in Washington, D. C., to consider methods for improving apprentice training in the stained glass industry.
After extensive discussion, it was agreed that a national plan should be developed and offered to the employer and employee organizations. The representatives of the industry formed themselves into a committee, met again on January 6, 1945, gave further study to the matter, and appointed a subcommittee to complete the tentative program.
The subcommittee, in cooperation with the Apprentice-Training Service, completed these National Standards and presented them to the national employee and employer organizations, where they were approved.
II.	The National Joint Apprenticeship Committee
In order that there may be a continuing activity in apprenticeship, a Joint Apprenticeship Committee has been established on a national basis. This committee is made up of an equal number of representatives appointed by the national employer and employee organizations. A representative of the Apprentice-Training Service, War Manpower Commission, and a representative of the Trade and Industrial Education Service, U. S. Office of Education, are consulting members of the national committee.
The principal function of the National Committee is to establish national apprenticeship standards for the use and guidance of local committees and employers and employees in setting up and operating apprenticeship programs.
The committee has formulated general broad policies and training standards and will arrange for assistance to be given to local groups interested in establishing practical and sound apprentice training programs.
The committee annually will review the operation of apprenticeship programs and development of apprentice training in the industry through periodic surveys. It will make recommendations to the industry on the number of apprentices which should be employed. As the need arises and changes in the industry occur, the committee will advise local groups in order that their training programs may be amended or revised.
652009°—45
I
III.	Training Standards
A.	Recognized Craft Divisions
There are two recognized branches of the craft in which apprentices should be trained:
1.	Stained Glass Artist (dcsigncr-draitsman-glass painter).
2.	Stained Glass Glazier (cutter-glazier-setter).
B.	Term of Apprenticeship and Probationary Period
The term of apprenticeship in each craft should be 8,000 hours of instruction and experience on-the-job, exclusive of the hours of related instruction.
The first 30 days of the apprenticeship term should be considered a probationary period.
C.	Training On-The-Job
The instruction and experience the apprentice receives on-the-job are the most important parts of his training as a craftsman.
They should be carefully planned and scheduled so that he is given an opportunity to work at all branches of his craft under the supervision of competent journeymen.
During the first year of apprenticeship the apprentices should be given instruction and experience in all branches and aspects of the designing and execution of stained glass. The instruction and experience should cover designing, cartooning, pattern making, glass selection, cutting, etching, glass painting, firing, glazing, cementing, setting, and experience in other studios. (Through exchange of apprentices.) The apprentice should be engaged in each of these 12 aspects of the craft not less than 150 hours. The final 3 years (6,000 hours) should be devoted to instruction and experience in the type of work for which the apprentice is indentured, i. e, designer-draftsman-glass painter or cutter-glazier-setter.
D.	Related and Supplemental Instruction
Each program should make provision for the apprentice to receive instruction in subjects related to his craft for a minimum of 144 hours each year of the term. The courses of instruction should be integrated and run parallel with the instruction and experience given in the studio. Arrangements for these courses should be made by the local committee in cooperation with State and local education officials.
Unless otherwise agreed upon by the local committee, the apprentice should be paid at his regular rate for time spent in classes of related instruction, particularly if such instruction is given during the regular hours of employment.
E.	Apprentice Wages
Each program should provide for apprentices to be paid a progressively increasing scale of wages based on a percentage of the prevailing journeyman’s wage.
2
The following schedule of wages is recommended as minimum by the national committee:
First 1,000 hours, 35 percent of prevailing scale.
Second 1,000 hours, 40 percent of prevailing scale.
Third 1,000 hours, 45 percent of prevailing scale.
Fourth 1,000 hours, 50 percent of prevailing scale.
Fifth 1,000 hours, 60 percent of prevailing scale.
Sixth 1,000 hours, 70 percent of prevailing scale.
Seventh 1,000 hours, 80 percent of prevailing scale Eighth 1,000 hours, 90 percent of prevailing scale.
F.	Hours of Work
The apprentice should work the same hours as journeymen in the studio where he is employed. He should not be required to work during the hours when related classes are scheduled.
G.	Individual Apprentice Agreement
The use of an individual apprentice agreement containing the terms and conditions of employment is recommended.
The form and content of the agreement should be determined by the local joint apprenticeship committee and should meet the requirements of the Apprenticeship Agency with which the agreement will be registered. Where there is no recognized State Apprenticeship Agency, the agreement should be registered with the Federal Committee on Apprenticeship. (See sample agreement form issued by Federal Committee on Apprenticeship in appendix.)
IV.	Setting up the Training Program
A.	Types of Programs
The make-up of the industry suggests that apprenticeship programs be set up either on a Studio basis or on an Area basis.
1.	Studio Program
This type of program can be used where the studio is large enough to employ a number of apprentices and where the volume and variety of work will provide reasonably continuous employment for the apprentice during the entire term.
2.	Area Program
The area type of program is desirable where there are a number of studios within a convenient area. This type of program is particularly good where the volume and variety of work in any one studio is not conducive to continuous employment or all around training. Many difficulties in getting related classes established are minimized under this type of program. There is no restriction on the size of the area, but it should not be extended beyond State lines except by special arrangement with apprenticeship and school authorities.
3
B.	Local Joint Apprenticeship Committee
Whether the program is set up on an Area or Studio basis, the details of the training standards and the operation and administration of the program should be established by a local joint apprenticeship committee.
The local joint apprenticeship committee should be made up of an equal number of employers and employees. A representative of the Apprentice-Training Service or State Apprenticeship Agency and a representative of the local education department should be requested to serve as consulting members.
The committee should elect its own officers and meet regularly. The chairman should at all times be an employer member and the secretary should be an employee member.
C.	Registration of the Program
The program of training should be in written form and signed by the organizations and employers responsible for its development and operation. All programs should be registered with the recognized State Apprenticeship Agency, or if none exists, with the Federal Committee on Apprenticeship. Amendments or changes should be likewise registered.
D.	Assistance
Assistance in setting up local committees and formulating training programs is available through the Apprentice-Training Service and State Apprenticeship Agencies. Requests for assistance may be addressed to the secretary of the national committee or the nearest office of the Apprentice-Training Service.
V.	Operation and Administration of the Program
A.	Selection and Placement of Apprentices
The development, operation, and administration of the program is the responsibility of the local apprenticeship committee. The committee should be responsible for the proper selection and placement of apprentices to insure all-around training and continuous employment. Selection should be based on minimum qualifications as established by the local committee. The national committee recommends that apprentice applicants be between the ages of 18 and 21 inclusive. Every consideration should be given to the war veteran applicant regardless of established age limits.
B.	Supervision of Apprentices
Programs will operate successfully only when properly supervised. Each studio should designate one person who should be responsible for supervising the training. This would include the rotation of apprentices from job to job in accordance with the schedule of instruction and experience, checking on the progress of each apprentice in the shop and in related subjects, making periodic reports to the committee, handling apprentice problems and recommending to the committee when transfers to other
4
studios should be made. The supervisor should also see that apprentice agreements are properly made out and registered, wage increases are granted when duè and certificates of completion of apprenticeship issued. C. Apprentice Records
Many of the supervisors’ responsibilities can be carried out through a system of records. These records should show the hours completed, progress in each division of his craft and in related instruction courses. The apprentice should be required to keep a record of his work experience which should be checked by the supervisor or his employer monthly and reviewed by the local joint apprenticeship committee not less than every 3 months.
D.	Continuous Employment and All-Around Training
It is possible that every studio will not be able to provide continuous employment or all-around training. In such cases arrangements should be made by the local joint committee to transfer apprentices to other studios in the area. Transfers should be made through the committee and care should be taken that his record of previous experience goes with the apprentice to prevent unnecessary duplication of work experience.
E.	Number of Apprentices
The decision as to the number of apprentices to be employed under any program is the responsibility of the local joint apprenticeship committee.
The national committee recommends that the number be seven percent (7%) of the total membership of the stained glass local unions. This percentage is subject to annual reconsideration.
F.	Certificate of Completion of Apprenticeship
Every apprentice upon satisfactory completion of his apprenticeship and upon recommendation of the local joint apprenticeship committee should be awarded a Certificate of Completion.
State Apprenticeship Agencies and the Federal Committee on Apprenticeship, the official registration agencies, will issue certificates upon request to apprentices completing apprenticeship under programs and agreements registered with them.
5
APPRENTICESHIP AGREEMENT
THIS AGREEMENT, entered into this...................day of.............., 19....,
between the parties to ..................................... represented by the
Name of local trade apprenticeship standards
Joint Apprenticeship Committee, hereinafter referred to as the COMMITTEE and................................  hereinafter	referred to as the APPREN-
Name of apprentice
TICE (and if a minor)......................................hereinafter	referred to
as his Guardian.	Nameof parent (or
WITNESSETH THAT:
WHEREAS, in order to preserve and perpetuate the skills essential to true craftsmanship and to maintain the ranks of skilled craftsmen, and
WHEREAS, the above named trade Apprenticeship Standards have been developed in conformity with the Standards recommended by the Federal Committee on Apprenticeship, Apprentice-Training Service; and
WHEREAS, the APPRENTICE through his parent (or Guardian) has expressed a desire to enter the required period of apprenticeship subject to the aforementioned local trade Standards,
NOW, THEREFORE, in consideration of the premises and mutual covenants herein contained the parties hereto do hereby agree as follows:
THAT, the Committee shall provide employment and training to the APPRENTICE in accordance with the local trade Standards herein referred to,
THAT, the APPRENTICE shall perform diligently and faithfully the work of said trade during the period of apprenticeship, in conformity with the aforementioned local trade Standards and in accordance with the rules and regulations of the said Joint Apprenticeship Committee.
THAT, the GUARDIAN will make all reasonable efforts to assure proper and diligent performance by the APPRENTICE of all obligations assumed under this agreement.
The local trade Standards referred to herein are hereby incorporated in and made a part of this agreement.
In witness whereof the parties hereunto set their hands and seals: .............................[seal]	.............................[seal]
Apprentice	Representative of Joint Apprenticeship Committee
Address	Title _
...................................[seal]	.............................[seal]
Parent (or guardian)	Representative of Joint Apprenticeship Committee
Title
Registered by the................................................................
by........................... Title................... Date........... .. ., 19....
The undersigned agrees to provide employment and training in accordance with the Standards named herein.
First Employer
Second Employer
Third Employer
6
THE STAINED GLASS ASSOCIATION OF AMERICA'
Harold W. Cummings, pmmidimt
4?s francisco st., san francisco n, caup.	February 14, 1945
TO WHOM IT MAY CONCERNÍ
The Stained Glass Association of America takes great satisfaction in having part in the formulation of plans for the sound and systematic training of apprentices for the craft, hoping by the effects of this plan to alleviate the threat to the craft- of too few, badly distributed, or inadequately trained mechanics.
All apprenticeship is based on the principal of learning-by-doing. Particularly must this be true in the field of Stained Glass, since nowhere to our knowledge does an academic or trade training institution offer the education in technique and inspiration necessary to make a Stained Glass window. Since the Medieval Ages of the Guilds when this fascinating and favored craft was jealously guarded by generation after generation in families, the learning-by-dping method,— the craft apprenticeship method— has been the way the craft has perpetuated, itself.
Apprenticeship implies both protection and responsibility for the-apprentice, the employer, and the union. While local conditions between our members and local unions may vary somewhat, it is hoped that this national plan can be followed in the main. It will inevitably result in more thorough training of apprentices and in better practices in the craft as a whole.
Yours very truly,
HAROLD W. CUMMINGS / President STAINED GLASS ASSOCIATION OF AMERICA
7
L. P. LINDELOF General President 217-219 North Sixth St«
Lafayette, Indiana
L. M. RAFTERY General Secretary-Treasurcr Painters and Decorators Building
Lafayette, Indiana
Affiliated with the American Federation of Labor Affiliated with Building Trades Department
Affiliated with Union Label Trades Department
painters and decorators bldg.
Office of L. M* Raftery» G. S.-T.
GEO. J. TUCKBREITER, First G. V.-P.
28 N. Waller Ave., Chicago, Ill.
JAMES J. KNOUD, Second G. V.-P.
2512 S. 22nd St., Philadelphia 451 Pa.
EDWARD ACKERbEY, Third G. V.-P.
23 John St., Tarrytown, N. Y.
JOS. F. CLARKE, Fourth G. V.-P.
3919 N. 7th St., Tacoma 6, Wash.
M. H. CROW, Fifth G. V.-P.
11* Washington Place, Marshall, Texas
T. V. CARTER, Sixth G. V.-P.
Route No. 4, North Kansas City ¡6, Mo.
Lafayette, Indiana March 28, 1945
TO WHOM IT MAY CONCERN:
Greeting:
The Brotherhood of Painters, Decorators and Paperhangers of America, which comprises among its membership the craftsmen engaged in the Stained Glass Industry, has been pleased to co-operate fully with the Stained Glass Association of America and with the Apprentice Training Service of the War Manpower Commission in laying the foundation for a national program for training apprentices in the craft.
The Brotherhood believes that the perpetuation of the skills and techniques employed by the artisans of the Stained Glass Industry has too long been left to chance. Convinced that a sound apprentice training system offers an opportunity to eliminate the threat to the future of the industry which exists because of serious manpower shortages in the shops, extremely high general age average of the workers and the almost negligible flow of new talent into the trade, we heartily indorse this apprenticeship program.
This manual of procedure will be circularized among all national and local officers of the Brotherhood who will be urged to give it careful consideration and act promptly to establish local apprenticeship standards conforming - - Insofar as local conditions permit - - to these national standards.
The trade extends its appreciation to Director William F. Patterson and Assistants Maurice M. Hanson and Ansel R. Cleary of the Apprentice Training Service, War Manpower Commission, for their favorable aid in assembling material and preparing this manual for publication.
MHE/ML
Very truly yours,
8
OFFICE FOR EMERGENCY MANAGEMENT
WAR MANPOWER COMMISSION
WASHINGTON. D. C.
Federal Committee on Apprenticeship
May 18, 1945
National Joint Apprenticeship Committee for the Stained Glass Industry
Gentlemen:
The National Apprenticeship Program is enrichea by the National Standards your committee has developed for training apprentices in the stained glass craft.
You are to be heartily congratulated on your modern adaptation of apprenticeship to the needs of an ancient and highly respected craft. Here indeed is proof that apprenticesnip is the one completely satisfactory avenue to craftsmanship.
I urge every studio and local union in the industry to give attention to apprenticeship. Fine opportunities for a most satisfying career as skilled workmen, and vast benefits to the " .idustry itself will result from the local programs of apprenticeship these national standards snould stimulate.
Our staff will be pleased to assist local groups in working out plans along the lines recommended in the national standards.
Very truly yours,

Vta. F. Patterson
Director
Apprentice-Training Service
9
Other ATS Publications Available
Copies of any of the following publications may be obtained by writing to the ATS representative at the nearest regional office listed on the back cover of this pamphlet, or to Apprentice-Training Service, Bureau of Training, War Manpower Commission, Washington 25, D. C.
THE NATIONAL APPRENTICESHIP PROGRAM: Review of development of apprenticeship in this country and how apprenticeship systems are established. Explanation of functions of Apprentice-Training Service, Federal Committee on Apprenticeship, State apprenticeship agencies, National, State and local apprenticeship committees, and of procedure with respect to apprenticeship agreements and selection of applicants for apprentice training. Also included is a list of apprenticeable trades.
APPRENTICE TRAINING FOR VETERANS: A brief, simple explanation of what apprentice training is, career opportunities it offers, qualifications required, benefits of the G. I. Bill and Public 16, and where to apply for apprentice training. Included in the contents is a list of approximately 100 skilled trades in which workers are given apprentice training. Also listed are the ATS publications available, the regional offices of Apprentice-Training Service, and the State apprenticeship agencies.
LOOKING AHEAD BY WAY OF APPRENTICESHIP: A simply expressed explanation of apprentice training and its advantages to young men in equipping them for careers as craftsmen in the skilled trades. Also explains the functions of joint management-labor apprenticeship committees, in setting up and administering apprenticeship programs, as well as the service rendered by Apprentice-Training Service and State apprenticeship agencies in assisting industry in establishing these programs.
National Standards
NATIONAL APPRENTICESHIP AND TRAINING STANDARDS FOR THE ELECTRICAL INDUSTRY. Booklet containing revised apprenticeship standards for training in the electrical industry.
NATIONAL STANDARDS FOR CARPENTRY APPRENTICESHIP, Bulletin No. 54.
BUTT DING A NATIONAL PAINTING AND DECORATING APPRENTICESHIP SYSTEM, Bulletin No. 23: A manual of procedure for establishing local painting and decorating apprenticeship standards.
PUTTING NATIONAL PLUMBING APPRENTICESHIP STANDARDS TO WORK, Bulletin No. 16: A manual of procedure for establishing local plumbing apprenticeship standards.
NATIONAL STANDARDS FOR STEAM FITTING APPRENTICESHIP, Part I, Bulletin No. 28: Includes suggestions for putting national standards into operation in local communities.
SUGGESTED LOCAL STANDARDS FOR TRAINING STEAM FITTING APPRENTICES, Part II, Bulletin No. 28: Based on The National Standards for Steam Fitting Apprentices.
IO
STATE APPRENTICESHIP AGENCIES
* Arizona Apprenticeship Council, Phoenix, Ariz.
*Arkansas Apprenticeship Council, Little Rock, Ark.
*Califomia Apprenticeship Council, San Francisco, Calif.
Connecticut Apprenticeship Council, Hartford, Conn.
Florida Apprenticeship Council, Tallahassee, Fla.
Iowa Apprenticeship Council, Des Moines, Iowa.
Kansas Apprenticeship Council, Topeka, Kans.
*Kentucky Apprenticeship Council, Covington, Ky.
*Louisiana Apprenticeship Council, Baton Rouge, La.
*Maine Apprenticeship Council, Augusta, Maine.
*Massachusetts State Commission on Apprentice Training, Boston, Mass.
*Minnesota Apprenticeship Council, St. Paul, Minn.
*Montana Apprenticeship Council, Helena, Mont.
*Nevada Apprenticeship Council, Carson City, Nev.
*State apprenticeship law enacted.
New Hampshire Apprenticeship Council, Manchester, N. H.
*New Mexico Apprenticeship Council, Albuquerque, N. Mex.
*New York State Apprenticeship Council, New York, N. Y.
*North Carolina Apprenticeship Council, Raleigh, N. C.
Ohio Apprenticeship Council, Columbus, Ohio.
*Oregon Apprenticeship Council, Salem, Oreg.
Pennsylvania Apprenticeship Council, Harrisburg, Pa.
Rhode Island Apprenticeship Council, Providence, R. I.
*Vermont Apprenticeship Council, Montpelier, Vt.
*Virginia Apprenticeship Council, Richmond, Va.
*Washington Apprenticeship Council, Seattle, Wash.
*Wisconsin Industrial Commission, Apprenticeship Division, Madison, Wis.
*Hawaii Apprenticeship Council, Honolulu, Hawaii.
MEMBERSHIP OF THE FEDERAL COMMITTEE ON APPRENTICESHIP
William L. Batt, President, S. K. F. Industries, Inc., Philadelphia, Pa. (On loan to War Production Board, Washington, D. C.)
C. R. Dooley, Manager of Industrial Relations, Socony-Vacuum Oil Co., 26 Broadway, New York, N. Y. (On loan to War Manpower Commission, Washington D. C.)
Clara M. Beyer, Assistant Director, Division of Labor Standards, U. S. Department of Labor, Washington, D. C.
Clinton Golden, Assistant to the President, Steel Workers Organizing Committee, Commonwealth Building, Pittsburgh, Pa. (On loan to War Manpower Commission.)
John P. Frey, President, Metal Trades Department, American Federation of Labor, Ninth Street & Mount Vernon Place, Washington, D. C.
Layton S. Hawkins, Chief, Trade and Industrial Education, U. S. Office of Education, Federal Security Agency, Washington, D. C.
Executive Secretary: William F. Patterson, Director, Apprenice-Training Service, War Manpower Commission, Washington, D. C.
11
REGIONAL OFFICES
WAR MANPOWER COMMISSION
APPRENTICE-TRAINING SERVICE
REGION I
(Maine, New Hampshire, Vermont, Massachusetts, Rhode Island, Connecticut) Joseph E. Johnson, Supervisor, Room 744, 55 Tremont St., Boston 8, Mass.
REGION II
(New York State)
John M. Marion, Supervisor,
Room 617, Old New York State Bldg., New York, N. Y.
REGION III
(Pennsylvania, New Jersey, Delaware)
Glenn H. Feller, Supervisor,
Rooms 811-812, Stephen Girard Bldg., Philadelphia 7, Pa.
REGION IV
(Maryland, Virginia, West Virginia, North Carolina, District of Columbia) Robert F. Handley, Supervisor, Room 102, 433 Third St., Washington 25, D. C.
REGION V
(Ohio, Michigan, Kentucky)
John E. Morley, Supervisor,
Room 674, Union Commerce Bldg., Cleveland, Ohio.
REGION VI
(Illinois, Indiana, Wisconsin)
Edward C. Madsen, Supervisor, 222 W. Adams St., Chicago, Ill.
REGION VII
(South Carolina, Georgia, Tennessee, Mississippi, Florida, Alabama) Charles N. Conner, Supervisor, Room 622, Grand Theatre Bldg., Atlanta, Ga.
REGION VIII
(North Dakota, South Dakota, Nebraska, Iowa, Minnesota)
John F. Barrett, Supervisor,
Room 500, Midland Bank Bldg., Minneapolis, Minn.
REGION IX
(Missouri, Kansas, Arkansas, Oklahoma)
Taylor F. Custer, Supervisor,
Room 1600, Fidelity Bldg., Kansas City 6, Mo.
REGION X
(Louisiana, Texas, New Mexico)
Travis J. Lewis, Supervisor,
6th Floor, Mercantile Bank Bldg., Dallas 2, Tex.
REGION XI
(Montana, Idaho, Utah, Wyoming, Colorado)
Clifford B. Noxon, Supervisor,
Room 614, Security Life Bldg., Denver 2, Colo.
REGION XII
(Oregon, Washington, Arizona, Nevada, California)
Broncel R. Mathis, Supervisor,
Room 701, Western Furniture Exchange and Merchandise Mart, SanFrancisc« Calif.
U. S. GOVERNMENT PRINTING OFFICE: 1945