Detroit Free Press from Detroit, Michigan • Page 18

4-R Mondav. April 11. '77 DETROIT FREE PRESS CRANBROOK TEACHER HONORED Grotell Pottery on Exhibit J. -f V--TJ(7- BY LILIAN JACKSON BRAUN Free Press Good Design Writer There is an aura of reverence in the museum hall where the pottery of the late Maija Grotell is on exhibit. There are only 27 vases, bowls and plates, but each one is the work of a woman who has been called a genius both as artist and teacher.

Miss Grotell was the first head of the ceramics department at Cranbrook Academy of Art (1938-66). The exhibition in the Academy Museum coincides with the dedication of the Maija Grotell Court on the campus. She was instrumental in a important philosophical shift in American ceramics, changing the emphasis from pottery production to pottery as art. Her own work is monumental. Simple shapes, chiefly in high-fired stoneware, are dynamic in their glazes, textures and design motifs: a blue-gray globular bowl with a flight of Vs in platinum; a cone-shaped vase in black, white and orange glazes; a tan and brown plate, richly textured, with a burst of orange calligraphy; a tall cylinder with tiers of geometric configuration.

Miss Grotell's strength as a teacher lay in her standards of excellence and her ability to spark the creativity and individuality of each student artist, many of whom have gone on to become noted potters. Finnish-born, the dedicated teacher came to the United States in 1927 and won repeated honors during a 40-year career. Her work appears in the permanent collections of 21 museums and many private collections. Commenorative plaques in the form of bowls and plates, created in limited edition by former students, will be available until the exhibition closes April 18. Funds raised by the $100 to $300 plaques will benefit the Maija Grotell Research Fund for the publication of her philosophy and technique in ceramics.

Free Press Photos by PATRICIA BECK Conical vase wears a collar of motifs Orange calligraphy on a rust brown plate Coming or going? FOR LACK OF A SITTER Mother Files Complaint Ifflffffj April 12th-16th Custom 8x10 Color Portrait Remember, wherever you're moving-long distance or across town-a WELCOME WAGON call simplifies the business of getting settled. Your Hostess will greet you at the new address with a basket of useful gifts and community information to save your family time and money. Check the Yellow Pages when you arrive. She'll be waiting for your call. 356-7720 254-1640 Windsor, Ontario 735-4363 BABIES Jf Finally a 120 that tastes as good as it looks New Eve120's Lowest in such as a person whose religion forbids him to work on a certain day of the week.

The courts also have held, she said, that job requirements that tend to exclude one group such as a height requirement that few Orientals could meet are discriminatory. Under the contract with the Retail Clerks at Chatham's, the way to reach full-time status is to work 30 hours a week for 12 weeks in a row. As a worker on-call, Mrs. Spinks said, sometim-s she would be notified to come to work the night before, sometimes early in the morning, sometimes an hour before and sometimes on a "get-here-as-soon-as-you-can" basis. The Chatham's spokesman explained that workers are notified as soon as store managers know they will be needed.

"Women with children are unable to complete," Mrs. Spinks said, "because we need to line up a sitter for our children. Without a schedule, we are unable to exist very long imposing on our friends, neighbors and family to watch our children on a moment's notice." In her case, Mrs. Spinks said, because her husband was also at work, she usually would take her son, Bobby, now 4, to a relative. Often the older child, Kimberley, now 8, would miss school for a day and go with Bobby because Mrs.

Spinks could not find a second babysitter to feed Kimberly lunch and pick her up after school. Other times, Mrs. Spinks said, because she could not find a sitter, she would have to turn down the job, then start over again trying to meet the 12-week requirement for full-time status. She said she asked the store management for a regular schedule, but was told the store could not know ahead of time when or where she would be needed. Mrs.

Spinks said she could not guarantee a salary to a sitter to stay available, because she never knew when she would work enough hours to be able to meet the salary. "I LIVED THE LIFE OF a fireman with no pay," Mrs. Spinks said. After filing the complaint, Mrs. Spinks charges bu the store denies she was harassed to the point of quitting.

She is now enrolled in a training program to be a health worker. Mrs. Spinks' EEOC complaint is complicated by the fact that she cannot receive unemployment insurance without proving that her leaving was the result of action by the employer. A hearing examiner already has ruled against her, but she has filed an appeal. Continued from IB called in or not, or even scheduled," he said, and not a matter of discrimination.

Whatever the outcome of Mrs. Spinks' case, it is an example of how certain job practices have the effect of blocking out mothers who need child care before they can work. According to Nancy Hammond, assistant director of the Michigan Women's Commission, who has advised Mrs. Spinks, the case raises the question of whether employers are going to make "reasonable accommodation" to the needs of their workers who are women with young children. "The test of discriminatory practices that appear neutral on their face," Ms.

Hammond said, "is whether or not they have a disparate impact." An on-call policy, in her opinion, works hardships on mothers of small children. Under Title VII of the Civil Rights Act of 1964, employers are forbidden to discrminate on the basis of sex in all terms or conditions of employment. In a landmark case, Phillips v. Martin-Marietta, the U.S. Supreme Court has ruled further that no company may refuse to hire a woman with preschool children on the assumption that family obligations would interfere with her performance.

According to Velma Gilyard, a statistical analyst in the U.S. Department of Labor's Women's Bureau, no research shows that mothers of young children have greater absenteeism than other women, or than men, fathers or not, at the same job level. In 1974, 34.4 percent of all mothers of children under 6 were in the labor force, a total of 5.4 million women. "They are out there," said Ms. Gilyard, "and this fact, that they have kids, doesn't seem to affect them." Nonetheless, many women's employment specialists maintain that the traditional business practices, which may put women with family obligations at a disadvantage, have changed little.

A CALL-IN SYSTEM is one example of such discriminatory practices, said one job counselor. She cited others; the lack of part-time jobs, hours that do not correspond to school hours, the assumption that women will not want to relocate or travel, the lack of interest in providing day care for employes' children. Ms. Hammond, of the Women's Commission, sees Mrs. Spinks' case as a step toward changing some of these practices.

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