bls_1775-82_1973.pdf

AREAW AG ESUR VEYBeaumont—Port Arthur—Orange, Texas, Metropolitan Area, May 1973Bulletin 1775-82

U S DEPARTMENT OF LABOR ____ Bureau of Labor Statistics

Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Preface

This bulletin p rov ides resu lts of a M ay 197 3 survey of occupational earnings and supp lem entary wage benefits in the Beaumont—P o r t A rth ur—Orange , T e x a s , Standard Metropo litan Statistica l A r e a (Je f fe rson and O range Counties). The su rvey was made as part of the B u reau of L a b o r S ta t is t ic s ' annual a rea wage survey p ro g ra m . The p ro g ra m is designed to y ie ld data for individual m etropolitan a r e a s , as w e l l as national and reg iona l estimates fo r a l l Standard M etropo litan A re a s in the United States, excluding A la sk a and H aw a i i , (as defined by the U .S . Off ice of M anagem ent and Budget through N o v e m b e r 1971).

A m a jo r consideration in the a r e a wage su rvey p ro g ra m is the need to de sc r ib e the le ve l and m ovem ent of w ages in a va r ie ty of la bo r m ark e ts , through the analys is of ( l ) the leve l and distr ibution o f wages by occupation, and (2 ) the m ovement of wages by occupational category and sk i l l leve l . The p ro g ram d e velops in formation that m ay be used fo r many pu rp o se s , including wage and s a la ry adm in istrat ion , collective barga in ing , and ass is tan ce in determ in ing plant location. Survey resu lts a lso are used by the U .S . Departm ent of L a b o r to make wage determinations under the S erv ice Contract Act of 1965.

C u rren t ly , 96 a reas a re included in the p ro g ra m . (See list of a re a s on inside back c o v e r . ) In each a r e a , occupational earn ings data a re co llected annually. Information on estab lishment p rac t ices and supp lem entary wage benefits , co llected eve ry second y e a r in the past , is now obtained eve ry third year .

Each y e a r a fter a l l individual a r e a wage surveys have been completed, two su m m a ry bulletins a re issued . The f i r s t b r ings together data fo r each m etropolitan a r e a surveyed . The second su m m ary bulletin presents national and reg iona l e s t im ates , pro jected f r o m individual m etropolitan a re a data.

The Beaumont—P o r t A rth u r—Orange survey was conducted by the B u re au 's reg iona l office in D a l l a s , T e x . , under the gene ra l d irection of Boyd B . O 'N e a l , A ss istan t R eg iona l D i r e c to r fo r Operat ions . The su rvey could not have been accom plished without the cooperation of the many f i rm s whose wage and s a la ry data prov ided the ba s is fo r the statist ica l in formation in this bulletin. The B u re au w ishes to exp re ss s in ce re appreciation fo r the cooperation rece ived .


AREA WAGE SURVEY Bulletin 1775-82S e p t e m b e r 1 9 7 3 U.S. DEPARTMENT OF LABOR, Peter J. Brennan, Secretary

BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Beaumont—Port Arthur—Orange, Texas, Metropolitan Area,|M ay 1973C O N T E N T S

Page

2 Introduction6 W age trends fo r selected occupational groups

T a b l e s :

578

91011121314

151617181920 2 2

1. Estab l ishm ents and w o rk e rs within scope of su rvey and number studied2. Indexes of earnings fo r selected occupational g rou ps , and percents of inc rease fo r selected periods3. P e rcen ts of inc rease in ave rage hourly earnings for selected occupational g ro u ps , adjusted fo r employment shifts

A . Occupational earn ings:A - l . O ffice occupations: W eek ly earningsA -2 . P ro fe s s io n a l and technical occupations: Week ly earningsA - 3. O ff ice , p ro fe s s io n a l , and technical occupations: A v e ra g e weekly ea rn ings , by sex A -4 . Maintenance and powerplant occupations: H our ly earnings A -5 . Custodial and m ate r ia l m ovement occupations: H ourly earningsA -6 . Maintenance, powerp lant , custodia l, and m ate r ia l handling occupations: A v e ra g e hourly ea rn ings , by sex

B. Estab lishm ent prac t ices and supplem entary wage p rov is ions:B - l . M in im um entrance s a la r ie s fo r women o ff icew orke rs B -2 . Shift d ifferentia lsB -3 . Scheduled weekly hours and days B -4 . Annual paid holidays B -4 a . Identification of m a jo r paid holidays B -5 . P a id vacationsB -6 . Health, in su rance , and pension plans

25 Appendix. Occupational descriptions

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1


Introduction

This a re a is 1 of 96 in which the U.S. Department of L a b o r ' s B ureau of L a bo r Statistics conducts surveys of occupational earn ings and re la ted benefits on an a reaw ide b a s i s . 1 In this a re a , data w e re obtained by pe rsona l v is its of B u re au fie ld economists to r ep re se n ta tive establishments within six b roa d industry div isions: Manufacturing; transportation, communication, and other public util it ies; who lesa le trade; reta i l trade; finance, insurance , and re a l estate; and se rv ic e s . M a jo r industry groups excluded f r o m these studies a re government operations and the construction and extractive industries. E s t a b l i s h ments having fe w e r than a p r e s c r ib e d num ber of w o rk e rs a re omitted because of insufficient employment in the occupations studied. Sepa rate tabulations a re prov ided for each of the b road industry d ivisions which m eet publication c r ite r ia .

These surveys a re conducted on a sam ple ba s is . The s a m pling p rocedures involve detailed s tratif ication of a l l establishments within the scope o f an individual a r e a survey by industry and num ber of em p loyees . F r o m this s tratif ied un iverse a p robab i l ity sam ple is selected, with each estab lishment having a predeterm ined chance of selection. To obtain optimum accu racy at m in im um cost, a g rea te r proport ion of la rg e than sm a ll estab lishm ents is selected. When data a re combined, each establishment is weighted accord ing to its p ro b a bility of selection , so that unbiased est im ates a re generated. F o r e x am p le , i f one out of four establishments is selected, it is given a weight of four to rep resent i tse lf plus three others . An alternate of the sam e o r ig in a l p robab i l ity is chosen in the sam e in d u s t ry -s iz e c l a s s i f i cation i f data a re not ava i lab le fo r the o r ig in a l sam ple m e m b e r . If no suitable substitute is ava i lab le , additional weight is ass igned to a sam ple m e m b e r that is s im i la r to the m iss in g unit.

Occupations and Earn ings

The occupations se lected fo r study a re common to a var iety of m anufacturing and nonmanufacturing industries , and a re of the fo llow ing types : (1) O ff ice c le r ica l ; (2) p ro fe s s io n a l and technical;(3) maintenance and powerplant; and (4) custodia l and m ate r ia l m o v e ment. Occupational c lass i f icat ion is based on a un ifo rm set of job descript ions designed to take account of interestab lishm ent variation in duties within the same job. The occupations selected fo r study a re l isted and d e sc r ibed in the appendix. Un less o therw ise indicated, the earnings data fo llow ing the job titles a re fo r al l industries combined. E arn ings data fo r some of the occupations l isted and de sc r ibed , or fo r some industry div isions within occupations, a re not presented in

1 Included in the 96 areas are 10 studies conducted by the Bureau under contract. These areas are Austin, T ex .; Binghamton, N .Y . (New York portion only); Durham, N. C . ; Fort Lauderdale— Hollywood and West Palm Beach, F la .; Huntsville, A la . ; Lexington, K y .; Poughkeepsie—Kingston— Newburgh, N. Y . ; Rochester, N .Y . (office occupations only); Syracuse, N .Y .; and Utica— Rome, N.Y. In addition, the Bureau conducts more lim ited area studies in approximately 70 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

the A - s e r i e s tab les, because either (1) employment in the occupation is too sm a l l to prov ide enough data to m er i t presentation, or (2) there is po ss ib i l i ty of d is c lo su re of individual estab lishment data. Earnings data not shown separate ly fo r industry div isions are included in a ll industries combined data, w here shown. L ik ew ise , data a re included in the o v e ra l l c lass i f ica t ion when a subc lass if icat ion of e lectronics technicians, s e c re ta r ie s , o r t ru c k d r iv e r s is not shown o r information to subc la s s i fy is not ava i lab le .

Occupational employment and earn ings data a re shown for fu l l - t im e w o rk e rs , i .e . , those h ired to w o rk a r e g u la r week ly schedule. Earn ings data exclude p rem iu m pay fo r overt im e and fo r work on weekends, ho lidays, and late shifts. Nonproduction bonuses a re e x cluded, but co s t -o f - l i v in g a l lowances and incentive earnings a re in cluded. W h ere week ly hours a re reported , as fo r office c le r ic a l o ccu pations, re fe ren ce is to the standard workw eek (rounded to the nearest ha lf hour) fo r which em ployees rece iv e their r e g u la r s tra igh t -t im e s a la r ie s (exc lus ive of pay fo r ove r t im e at r e g u la r and/or p rem iu m ra tes ) . A v e ra g e week ly earn ings fo r these occupations a re rounded to the n earest ha lf do l la r .

These surveys m e a su re the leve l of occupational earn ings in an a re a at a p a rt icu la r t ime. Co m par ison s of individual occupational ave rage s over t ime m ay not re f lect expected wage changes. The a v e r ages fo r individual jobs a re affected by changes in w ages and em p loy ment patterns. F o r exam ple , proport ions of w o rk e rs employed by h igh - o r lo w -w a g e f i rm s m ay change or h igh -w age w o rk e rs m ay ad vance to better jobs and be rep laced by new w o rk e rs at low er rates . Such shifts in employment could de c rea se an occupational ave rage even though m ost estab lishm ents in an a r e a in c rease wages during the y e a r . T rends in earn ings of occupational g roups, shown in table 2, are better ind icators of wage trends than individual jobs within the groups.

A v e ra g e earn ings re f lect com posite , a re aw ide est im ates . Industr ies and estab lishm ents d i f fe r in pay leve l and job staffing, and thus contribute d if ferent ly to the est im ates fo r each job. Pay a v e r ages m ay fa i l to re f lec t accurate ly the wage d if ferentia l among jobs in individual estab lishm ents.

A v e ra g e pay leve ls fo r m en and wom en in se lected occupations should not be as sum ed to re f lec t d i f fe rences in pay of the sexes within individual estab lishm ents. Fac to rs which m ay contribute to differences include p ro g re s s io n within estab lished rate ranges , since only the ra tes paid incumbents a re co llected , and pe rfo rm ance of sp e cific duties within the gene ra l su rvey job descr ip t ions . Job d e s c r ip tions used to c la s s i fy em ployees in these surveys usually are m o re gene ra l ized than those used in individual estab lishm ents and a l low for. m inor d i f fe rences among estab lishm ents in specif ic duties pe r fo rm ed .

2


O c c u p a t i o n a l e m p l o y m e n t e s t i m a t e s r e p r e s e n t t h e t o t a l i n a l l e s t a b l i s h m e n t s w i t h i n t h e s c o p e o f t h e s t u d y a n d n o t t h e n u m b e r a c t u a l l y s u r v e y e d . B e c a u s e o c c u p a t i o n a l s t r u c t u r e s a m o n g e s t a b l i s h m e n t s d i f f e r , e s t i m a t e s o f o c c u p a t i o n a l e m p l o y m e n t o b t a i n e d f r o m t h e s a m p l e o f e s t a b l i s h m e n t s s t u d i e d s e r v e o n l y t o i n d i c a t e t h e r e l a t i v e i m p o r t a n c e o f t h e j o b s s t u d i e d . T h e s e d i f f e r e n c e s i n o c c u p a t i o n a l s t r u c t u r e d o n o t a f f e c t m a t e r i a l l y t h e a c c u r a c y o f t h e e a r n i n g s d a t a .

E s t a b l i s h m e n t P r a c t i c e s a n d S u p p l e m e n t a r y W a g e P r o v i s i o n s

I n f o r m a t i o n i s p r e s e n t e d ( i n t h e B - s e r i e s t a b l e s ) o n s e l e c t e d e s t a b l i s h m e n t p r a c t i c e s a n d s u p p l e m e n t a r y w a g e p r o v i s i o n s f o r p l a n t - w o r k e r s a n d o f f i c e w o r k e r s . D a t a f o r i n d u s t r y d i v i s i o n s n o t p r e s e n t e d s e p a r a t e l y a r e i n c l u d e d in t h e e s t i m a t e s f o r " a l l i n d u s t r i e s . " A d m i n i s t r a t i v e , e x e c u t i v e , a n d p r o f e s s i o n a l e m p l o y e e s , a n d c o n s t r u c t i o n w o r k e r s w h o a r e u t i l i z e d a s a s e p a r a t e w o r k f o r c e a r e e x c l u d e d . " P l a n t w o r k e r s " i n c l u d e w o r k i n g f o r e m e n a n d a l l n o n s u p e r v i s o r y w o r k e r s ( i n c l u d i n g l e a d m e n a n d t r a i n e e s ) e n g a g e d i n n o n o f f i c e f u n c t i o n s . " O f f i c e w o r k e r s " i n c l u d e w o r k i n g s u p e r v i s o r s a n d n o n s u p e r v i s o r y w o r k e r s p e r f o r m i n g c l e r i c a l o r r e l a t e d f u n c t i o n s . C a f e t e r i a w o r k e r s a n d r o u t e m e n a r e e x c l u d e d i n m a n u f a c t u r i n g i n d u s t r i e s , b u t

i n c l u d e d i n n o n m a n u f a c t u r i n g i n d u s t r i e s .

M i n i m u m e n t r a n c e s a l a r i e s f o r w o m e n o f f i c e w o r k e r s r e l a t e o n l y t o t h e e s t a b l i s h m e n t s v i s i t e d . ( S e e t a b l e B - l . ) B e c a u s e o f t h e o p t i m u m s a m p l i n g t e c h n i q u e s u s e d a n d t h e p r o b a b i l i t y t h a t l a r g e e s t a b l i s h m e n t s a r e m o r e l i k e l y t h a n s m a l l e s t a b l i s h m e n t s t o h a v e f o r m a l e n t r a n c e r a t e s a b o v e t h e s u b c l e r i c a l l e v e l , t h e t a b l e i s m o r e r e p r e s e n t a t i v e o f p o l i c i e s i n m e d i u m a n d l a r g e e s t a b l i s h m e n t s .

S h i f t d i f f e r e n t i a l d a t a a r e l i m i t e d t o p l a n t w o r k e r s i n m a n u f a c t u r i n g i n d u s t r i e s . ( S e e t a b l e B - 2 . ) T h i s i n f o r m a t i o n i s p r e s e n t e d i n t e r m s o f ( 1 ) e s t a b l i s h m e n t p o l i c y i f o r t o t a l p l a n t w o r k e r e m p l o y m e n t , a n d ( 2 ) e f f e c t i v e p r a c t i c e f o r w o r k e r s a c t u a l l y e m p l o y e d o n t h e s p e c i f i e d s h i f t a t t h e t i m e o f t h e s u r v e y . I n e s t a b l i s h m e n t s h a v i n g v a r i e d d i f f e r e n t i a l s , t h e a m o u n t a p p l y i n g t o a m a j o r i t y i s u s e d ; i f n o a m o u n t a p p l i e s t o a m a j o r i t y , t h e c l a s s i f i c a t i o n " o t h e r " i s u s e d . I n e s t a b l i s h m e n t s h a v i n g s o m e l a t e - s h i f t h o u r s p a i d a t n o r m a l r a t e s , a d i f f e r e n c e i s r e c o r d e d o n l y i f i t a p p l i e s t o a m a j o r i t y o f t h e s h i f t h o u r s .

T h e s c h e d u l e d w e e k l y h o u r s a n d d a y s o f a m a j o r i t y o f t h e f i r s t - s h i f t w o r k e r s i n a n e s t a b l i s h m e n t a r e t a b u l a t e d a s a p p l y i n g t o

a l l o f t h e p l a n t w o r k e r s o r o f f i c e w o r k e r s o f t h a t e s t a b l i s h m e n t . ( S e e t a b l e B - 3 . ) S c h e d u l e d w e e k l y h o u r s a n d d a y s a r e t h o s e w h i c h a m a j o r i t y o f f u l l - t i m e e m p l o y e e s a r e e x p e c t e d t o w o r k , w h e t h e r t h e y a r e p a i d s t r a i g h t - t i m e o r o v e r t i m e r a t e s .

2 An establishment is considered as having a policy if it met either of the following conditions: (1) Operated late shifts at the time of the survey, or (2) had formal provisions covering late shifts. An establishment was considered as having formal provisions if it (1) had operated late shifts during the 12 months before the survey, or (2) had provisions in written form for operating late shifts.

3

P a i d h o l i d a y s ; p a i d v a c a t i o n s ; a n d h e a l t h , i n s u r a n c e , a n d p e n s i o n p l a n s a r e t r e a t e d s t a t i s t i c a l l y o n t h e b a s i s t h a t t h e s e a r e a p p l i c a b l e t o a l l p l a n t w o r k e r s o r o f f i c e w o r k e r s i f a m a j o r i t y o f s u c h w o r k e r s a r e e l i g i b l e o r m a y e v e n t u a l l y q u a l i f y f o r t h e p r a c t i c e s l i s t e d . ( S e e t a b l e s B - 4 t h r o u g h B - 6 . ) S u m s o f i n d i v i d u a l i t e m s i n t a b l e s B - 2 t h r o u g h B - 6 m a y n o t e q u a l t o t a l s b e c a u s e o f r o u n d i n g .

D a t a o n p a i d h o l i d a y s a r e l i m i t e d t o h o l i d a y s g r a n t e d a n n u a l l y o n a f o r m a l b a s i s ; i . e . , ( 1 ) a r e p r o v i d e d f o r i n w r i t t e n f o r m , o r ( 2 ) a r e e s t a b l i s h e d b y c u s t o m . ( S e e t a b l e B - 4 . ) H o l i d a y s o r d i n a r i l y g r a n t e d a r e i n c l u d e d e v e n t h o u g h t h e y m a y f a l l o n a n o n w o r k d a y a n d t h e w o r k e r i s n o t g r a n t e d a n o t h e r d a y o f f . T h e f i r s t p a r t o f t h e p a i d h o l i d a y s t a b l e p r e s e n t s t h e n u m b e r o f w h o l e a n d h a l f h o l i d a y s a c t u a l l y g r a n t e d . T h e s e c o n d p a r t c o m b i n e s w h o l e a n d h a l f h o l i d a y s t o s h o w t o t a l h o l i d a y t i m e . T a b l e B - 4 a r e p o r t s t h e i n c i d e n c e o f t h e m o s t c o m m o n p a i d h o l i d a y s .

T h e s u m m a r y o f v a c a t i o n p l a n s i s a s t a t i s t i c a l m e a s u r e o f v a c a t i o n p r o v i s i o n s r a t h e r t h a n a m e a s u r e o f t h e p r o p o r t i o n o f w o r k e r s a c t u a l l y r e c e i v i n g s p e c i f i c b e n e f i t s . ( S e e t a b l e B - 5 . ) P r o v i s i o n s a p p l y t o a l l p l a n t w o r k e r s o r o f f i c e w o r k e r s i n a n e s t a b l i s h m e n t r e g a r d l e s s o f l e n g t h o f s e r v i c e . P a y m e n t s o n o t h e r t h a n a t i m e b a s i s a r e c o n v e r t e d t o a t i m e p e r i o d ; f o r e x a m p l e , 2 p e r c e n t o f a n n u a l e a r n i n g s a r e c o n s i d e r e d e q u i v a l e n t t o 1 w e e k s ' p a y . O n l y b a s i c p l a n s a r e i n c l u d e d . E s t i m a t e s e x c l u d e v a c a t i o n b o n u s e s , v a c a t i o n - s a v i n g s p l a n s , a n d " e x t e n d e d " o r " s a b b a t i c a l " b e n e f i t s b e y o n d b a s i c p l a n s . S u c h p r o v i s i o n s a r e t y p i c a l i n t h e s t e e l , a l u m i n u m , a n d c a n i n d u s t r i e s .

H e a l t h , i n s u r a n c e , a n d p e n s i o n p l a n s f o r w h i c h t h e e m p l o y e r p a y s a t l e a s t a p a r t o f t h e c o s t i n c l u d e t h o s e ( 1 ) u n d e r w r i t t e n b y a c o m m e r c i a l i n s u r a n c e c o m p a n y o r n o n p r o f i t o r g a n i z a t i o n , ( 2 ) p r o v i d e d t h r o u g h a u n i o n f u n d , o r ( 3 ) p a i d d i r e c t l y b y t h e e m p l o y e r o u t o f c u r r e n t o p e r a t i n g f u n d s o r f r o m a fu n d s e t a s i d e f o r t h i s p u r p o s e . ( S e e t a b l e B - 6 . ) A n e s t a b l i s h m e n t i s c o n s i d e r e d t o h a v e s u c h a p l a n i f t h e m a j o r i t y o f e m p l o y e e s a r e c o v e r e d u n d e r t h e p l a n e v e n i f l e s s t h a n a m a j o r i t y e l e c t t o p a r t i c i p a t e b e c a u s e e m p l o y e e s a r e r e q u i r e d t o c o n t r i b u t e t o w a r d t h e c o s t o f t h e p l a n . E x c l u d e d a r e l e g a l l y r e q u i r e d p l a n s , s u c h a s w o r k m e n ' s c o m p e n s a t i o n , s o c i a l s e c u r i t y , a n d r a i l r o a d r e t i r e m e n t .

S i c k n e s s a n d a c c i d e n t i n s u r a n c e i s l i m i t e d t o t h a t t y p e o f i n s u r a n c e u n d e r w h i c h p r e d e t e r m i n e d c a s h p a y m e n t s a r e m a d e d i r e c t l y t o t h e i n s u r e d d u r i n g t e m p o r a r y i l l n e s s o r a c c i d e n t d i s a b i l i t y . I n f o r

m a t i o n i s p r e s e n t e d f o r a l l s u c h p l a n s t o w h i c h t h e e m p l o y e r c o n t r i b u t e s . H o w e v e r , i n N e w Y o r k a n d N e w J e r s e y , w h i c h h a v e e n a c t e d t e m p o r a r y d i s a b i l i t y i n s u r a n c e l a w s r e q u i r i n g e m p l o y e r c o n t r i b u t i o n s , 2 3 p l a n s a r e i n c l u d e d o n l y i f t h e e m p l o y e r ( 1 ) c o n t r i b u t e s m o r e t h a n i s l e g a l l y r e q u i r e d , o r ( 2 ) p r o v i d e s t h e e m p l o y e e w i t h b e n e f i t s w h i c h e x c e e d t h e r e q u i r e m e n t s o f t h e l a w . T a b u l a t i o n s o f p a i d s i c k l e a v e p l a n s

2 The temporary disability laws in California and Rhode Island do not require employer contributions.


4

a r e l i m i t e d t o f o r m a l p l a n s 4 w h i c h p r o v i d e f u l l p a y o r a p r o p o r t i o n o f t h e w o r k e r ' s p a y d u r i n g a b s e n c e f r o m w o r k b e c a u s e o f i l l n e s s . S e p a r a t e t a b u l a t i o n s a r e p r e s e n t e d a c c o r d i n g t o ( 1 ) p l a n s w h i c h p r o v i d e f u l l p a y a n d n o w a i t i n g p e r i o d , a n d ( 2 ) p l a n s w h i c h p r o v i d e e i t h e r p a r t i a l p a y o r a w a i t i n g p e r i o d . In a d d i t i o n t o t h e p r e s e n t a t i o n o f p r o p o r t i o n s o f w o r k e r s p r o v i d e d s i c k n e s s a n d a c c i d e n t i n s u r a n c e o r p a i d s i c k l e a v e , a n u n d u p l i c a t e d t o t a l i s s h o w n o f w o r k e r s w h o r e c e i v e e i t h e r o r b o t h t y p e s o f b e n e f i t s .

L o n g - t e r m d i s a b i l i t y i n s u r a n c e p l a n s p r o v i d e p a y m e n t s t o t o t a l l y d i s a b l e d e m p l o y e e s u p o n t h e e x p i r a t i o n o f t h e i r p a i d s i c k l e a v e a n d / o r s i c k n e s s a n d a c c i d e n t i n s u r a n c e , o r a f t e r a p r e d e t e r m i n e d p e r i o d o f d i s a b i l i t y ( t y p i c a l l y 6 m o n t h s ) . P a y m e n t s a r e m a d e u n t i l

4 An establishment is considered as having a formal plan if it established at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances, determined on an individual basis, are excluded.

t h e e n d o f t h e d i s a b i l i t y , a m a x i m u m a g e , o r e l i g i b i l i t y f o r r e t i r e m e n t b e n e f i t s . F u l l o r p a r t i a l p a y m e n t s a r e a l m o s t a l w a y s r e d u c e d b y s o c i a l s e c u r i t y , w o r k m e n ' s c o m p e n s a t i o n , a n d p r i v a t e p e n s i o n b e n e f i t s p a y a b l e t o t h e d i s a b l e d e m p l o y e e .

M a j o r m e d i c a l i n s u r a n c e p l a n s p r o t e c t e m p l o y e e s f r o m s i c k n e s s a n d i n j u r y e x p e n s e s b e y o n d t h e c o v e r a g e o f b a s i c h o s p i t a l i z a t i o n , m e d i c a l , a n d s u r g i c a l p l a n s . T y p i c a l f e a t u r e s o f m a j o r m e d i c a l p l a n s a r e ( 1 ) a " d e d u c t i b l e " ( e . g . , $ 5 0 ) p a i d b y t h e i n s u r e d b e f o r e b e n e f i t s b e g i n ; ( 2 ) a c o i n s u r a n c e f e a t u r e r e q u i r i n g t h e i n s u r e d t o p a y a p o r t i o n ( e . g . , 2 0 p e r c e n t ) o f c e r t a i n e x p e n s e s ; a n d ( 3 ) s t a t e d d o l l a r m a x i m u m b e n e f i t s ( e . g . , $ 10 , 0 0 0 a y e a r ) . M e d i c a l i n s u r a n c e p r o v i d e s c o m p l e t e o r p a r t i a l p a y m e n t o f d o c t o r s ' f e e s . D e n t a l i n s u r a n c e u s u a l l y c o v e r s f i l l i n g s , e x t r a c t i o n s , a n d X - r a y s . E x c l u d e d a r e p l a n s w h i c h c o v e r o n l y o r a l s u r g e r y o r a c c i d e n t d a m a g e . R e t i r e m e n t p e n s i o n p l a n s p r o v i d e p a y m e n t s f o r t h e r e m a i n d e r o f t h e w o r k e r ' s l i f e .


5

Table 1. Establishments and workers within scope of survey and number studied in Beaumont— Port Arthur— Orange, Tex.,1 by major industry division / M a y 1973

Industry division

Minimum employment in estab lish

ments in scope of study

Number of establishments Workers in establishments

Within scope of study3 Studied

Within scope of studyStudied

T otal4Plant Office

Number Percent Total4

All divisions_____________________________ _ 187 75 49,497 100 35, 119 4, 158 36,528

Manufacturing________________________________ 50 65 33 33,016 67 25,798 2,030 27,470Nonmanufacturing_____________ _____________ 122 42 16,481 33 9, 321 2, 128 9,058

Transportation, communication, andother public utilities 5 ____________________ 50 28 12 6,384 13 2,269 821 4, 156

Wholesale tra d e ___________________________ 50 18 6 1,593 3 (‘ ) ( ‘ > 637Retail trade________________________________ 50 49 11 5,832 12 ( > (?) 2,839Finance, insurance, and rea l e sta te _______ 50 5 3 553 1 ( > (> 435Serv ices 8 _________________________________ 50 22 10 2,119 4 (b ) (6) 991

1 The Beaumont—Port Arthur—Orange Standard Metropolitan S tatistical A rea, a s defined by the Office of Management and Budget through November 1971, con sists of Je fferson and Orange Counties. The "w orkers within scope of study" estim ates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. The estim ates are not intended, however, to serve as a b asis of com parison with other employment indexes for the area to m easure employment trends or levels since (1) planning of wage surveys requires the use of establishm ent data compiled considerably in advance of the payroll period studied, and (2) sm all establishm ents a re excluded from the scope of the survey.

2 The 1967 edition of the Standard Industrial C lassification Manual was used in classify ing establishm ents by industry division.3 Includes a ll establishm ents with total employment at or above the minimum limitation. All outlets (within the area) of companies in such industries a s trade, finance, auto repair

serv ice , and motion picture theaters a re considered a s 1 establishm ent.4 Includes executive, profession al, and other w orkers excluded from the separate plant and office categories.5 Abbreviated to "public u tilities" in the A- and B - se r ie s tab les. Taxicabs and serv ices incidental to water transportation were excluded.6 This industry division is represented in estim ates for "a ll in du stries" and "nonmanufacturing" in the S erie s A tab le s, and for "a ll in du stries" in the Series B tab les. Separate presentation

of data for this division is not made for one or m ore of the following reasons: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the samplewas not designed in itially to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is possibility of d isclosure of individual establishm ent data.

7 Workers from this entire industry division a re represented in estim ates for "a ll in du stries" and "nonmanufacturing" in the S eries A tab les, but from the rea l estate portion only in estim ates for "a ll in du stries" in the S eries B tab les. Separate presentation of data for this division is not made for one or m ore of the reasons given in footnote 6 above.

8 Hotels and m otels; laundries and other personal se rv ice s; business se rv ice s; automobile rep a ir , rental, and parking; motion pictures; nonprofit m em bership organizations (excluding religious and charitable organizations); and engineering and architectural serv ices.

Industrial composition in manufacturing

About two-thirds of the workers within scope of the survey in the Beaumont—Port Arthur—Orange area were employed in manufacturing f irm s. The following presents the m ajor industry groups and specific industries a s a percent of a ll manufacturing:

Industry groups Specific industries

Petroleum and coal products__ 44Chem icals and allied products ..24Transportation equipment_____ 14Fabricated m etal produ cts_____ 6

Petroleum refining____________ 44Ship and boatbuilding

and repairing________________ 14Industrial ch em icals__________ 12P lastic s m aterials and

synthetics___________________ 11This information is based on estim ates of total employment derived from universe

m ateria ls compiled prior to actual survey. Proportions in various industry divisions may differ from proportions based on the resu lts of the survey as shown in table 1 above.

Labor-management agreement coverage

The following tabulation shows the percent of plantworkers and officeworkers employed in establishm ents in which a contract or contracts covered-a m ajority of the w orkers in the respective categories, Beaumont—Port Arthur—Orange, T ex., May 1973:

Plantworkers Officeworkers

All in d u str ie s________________ __Manufacturing___________________Public u tilities___________________

71 3386 3381 83

An establishm ent is considered to have a contract covering a ll plantworkers or officew orkers if a m ajority of such workers are covered by a labor-management agreement.. Therefore, a ll other plantworkers or officew orkers are employed in establishm ents that either do not have labor-m anagem ent contracts in effect, or have contracts that apply to fewer than half of their plantworkers or officew orkers. E stim ates a re not n ecessarily representative of the extent to which a ll w orkers in the a rea may be covered by the provisions of labor-management agreem ents, because sm all establishm ents a re excluded and the industrial scope of the survey is lim ited.


W age Trends for Selected Occupational Groups

P r e s e n t e d i n t a b l e 2 a r e i n d e x e s a n d p e r c e n t s o f c h a n g e i n a v e r a g e w e e k l y s a l a r i e s o f o f f i c e c l e r i c a l w o r k e r s a n d i n d u s t r i a l n u r s e s , a n d i n a v e r a g e h o u r l y e a r n i n g s o f s e l e c t e d p l a n t w o r k e r g r o u p s . T h e i n d e x e s a r e a m e a s u r e o f w a g e s a t a g i v e n t i m e , e x p r e s s e d a s a p e r c e n t o f w a g e s d u r i n g t h e b a s e p e r i o d . S u b t r a c t i n g 1 0 0 f r o m t h e i n d e x y i e l d s t h e p e r c e n t c h a n g e i n w a g e s f r o m t h e b a s e p e r i o d t o t h e d a t e o f t h e i n d e x . T h e p e r c e n t s o f c h a n g e o r i n c r e a s e r e l a t e t o w a g e c h a n g e s b e t w e e n t h e i n d i c a t e d d a t e s . A n n u a l r a t e s o f i n c r e a s e , w h e r e s h o w n , r e f l e c t t h e a m o u n t o f i n c r e a s e f o r 12 m o n t h s w h e n t h e t i m e p e r i o d b e t w e e n s u r v e y s w a s o t h e r t h a n 12 m o n t h s . T h e s e c o m p u t a t i o n s a r e b a s e d o n t h e a s s u m p t i o n t h a t w a g e s i n c r e a s e d a t a c o n s t a n t r a t e b e t w e e n s u r v e y s . T h e s e e s t i m a t e s a r e m e a s u r e s o f c h a n g e i n a v e r a g e s f o r t h e a r e a ; t h e y a r e n o t i n t e n d e d t o m e a s u r e a v e r a g e p a y c h a n g e s i n t h e e s t a b l i s h m e n t s i n t h e a r e a .

M e t h o d o f C o m p u t i n g

T h e i n d e x i s a m e a s u r e o f w a g e s a t a g i v e n t i m e a n d i s e x p r e s s e d a s a p e r c e n t o f w a g e s i n t h e b a s e y e a r . T h e b a s e y e a r i s a s s i g n e d t h e v a l u e o f 1 0 0 p e r c e n t . T h e i n d e x i s c o m p u t e d b y m u l t i p l y i n g t h e b a s e y e a r r e l a t i v e ( 1 0 0 p e r c e n t ) b y t h e r e l a t i v e ( t h e p e r c e n t c h a n g e p l u s 1 0 0 p e r c e n t ) f o r t h e n e x t s u c c e e d i n g y e a r a n d t h e n c o n t i n u i n g t o m u l t i p l y ( c o m p o u n d ) e a c h y e a r ' s r e l a t i v e b y t h e p r e v i o u s y e a r ' s i n d e x .

F o r o f f i c e c l e r i c a l w o r k e r s a n d i n d u s t r i a l n u r s e s , t h e w a g e t r e n d s r e l a t e t o r e g u l a r w e e k l y s a l a r i e s f o r t h e n o r m a l w o r k w e e k , e x c l u s i v e o f e a r n i n g s f o r o v e r t i m e . F o r p l a n t w o r k e r g r o u p s , t h e y m e a s u r e c h a n g e s i n a v e r a g e s t r a i g h t - t i m e h o u r l y e a r n i n g s , e x c l u d i n g p r e m i u m p a y f o r o v e r t i m e a n d f o r w o r k o n w e e k e n d s , h o l i d a y s , a n d l a t e s h i f t s . T h e p e r c e n t s a r e b a s e d o n d a t a f o r s e l e c t e d k e y o c c u p a t i o n s a n d i n c l u d e m o s t o f t h e n u m e r i c a l l y i m p o r t a n t j o b s w i t h i n e a c h g r o u p .

E a c h o f t h e f o l l o w i n g k e y o c c u p a t i o n s w i t h i n a n o c c u p a t i o n a l g r o u p i s a s s i g n e d a c o n s t a n t w e i g h t b a s e d o n i t s p r o p o r t i o n a t e e m p l o y m e n t i n t h e o c c u p a t i o n a l g r o u p :

Office clerical (men and women):

Bookke eping- machine operators, class B

Clerks, accounting, classes A and B

Clerks, file, classes A, B, and C

Clerks, order Clerks, payroll Keypunch operators, classes

A and BMessengers (office boys or

girls)

Office clerical (men and women)— Continued

SecretariesStenographers, general Stenographers, senior Switchboard operators, classes

A and BTabulating-machine operators,

class BTypists, classes A and B

Industrial nurses (men and women):

Nurses, industrial (registered)

Skilled maintenance (men): Carpenters Electricians Machinists MechanicsMechanics (automotive)PaintersPipefittersTool and die makers

Unskilled plant (men):Janitors, porters, and

cleanersLaborers, material handling

NOTE: Comptometer operators, used in the computation of previous trends, are no longersurveyed by the Bureau.

T h e a v e r a g e ( m e a n ) e a r n i n g s f o r e a c h o c c u p a t i o n a r e m u l t i p l i e d b y t h e o c c u p a t i o n a l w e i g h t , a n d t h e p r o d u c t s f o r a l l o c c u p a t i o n s i n t h e g r o u p a r e t o t a l e d . T h e a g g r e g a t e s f o r 2 c o n s e c u t i v e y e a r s a r e r e l a t e d b y s u b t r a c t i n g t h e a g g r e g a t e f o r t h e e a r l i e r y e a r f r o m t h e a g g r e g a t e f o r t h e l a t e r y e a r a n d d i v i d i n g t h e r e m a i n d e r b y t h e a g g r e g a t e f o r t h e e a r l i e r y e a r . T h e r e s u l t t i m e s 100 s h o w s t h e p e r c e n t o f c h a n g e .

L i m i t a t i o n s o f D a t a

T h e i n d e x e s a n d p e r c e n t s o f c h a n g e , a s m e a s u r e s o f c h a n g e i n a r e a a v e r a g e s , a r e i n f l u e n c e d b y : ( l ) G e n e r a l s a l a r y a n d w a g ec h a n g e s , ( 2 ) m e r i t o r o t h e r i n c r e a s e s i n p a y r e c e i v e d b y i n d i v i d u a l w o r k e r s w h i l e i n t h e s a m e j o b , a n d ( 3 ) c h a n g e s i n a v e r a g e w a g e s d u e t o c h a n g e s i n t h e l a b o r f o r c e r e s u l t i n g f r o m l a b o r t u r n o v e r , f o r c e e x p a n s i o n s , f o r c e r e d u c t i o n s , a n d c h a n g e s i n t h e p r o p o r t i o n s o f w o r k e r s e m p l o y e d b y e s t a b l i s h m e n t s w i t h d i f f e r e n t p a y l e v e l s . C h a n g e s i n t h e l a b o r f o r c e c a n c a u s e i n c r e a s e s o r d e c r e a s e s i n t h e o c c u p a t i o n a l a v e r a g e s w i t h o u t a c t u a l w a g e c h a n g e s . I t i s c o n c e i v a b l e t h a t e v e n t h o u g h a l l e s t a b l i s h m e n t s i n a n a r e a g a v e w a g e i n c r e a s e s , a v e r a g e w a g e s m a y h a v e d e c l i n e d b e c a u s e l o w e r - p a y i n g e s t a b l i s h m e n t s e n t e r e d t h e a r e a o r e x p a n d e d t h e i r w o r k f o r c e s . S i m i l a r l y , w a g e s m a y h a v e r e m a i n e d r e l a t i v e l y c o n s t a n t , y e t a v e r a g e s f o r a n a r e a m a y h a v e r i s e n c o n s i d e r a b l y b e c a u s e h i g h e r - p a y i n g e s t a b l i s h m e n t s e n t e r e d t h e a r e a .

T h e u s e o f c o n s t a n t e m p l o y m e n t w e i g h t s e l i m i n a t e s t h e e f f e c t o f c h a n g e s i n t h e p r o p o r t i o n o f w o r k e r s r e p r e s e n t e d i n e a c h j o b i n c l u d e d i n t h e d a t a . T h e p e r c e n t s o f c h a n g e r e f l e c t o n l y c h a n g e s in a v e r a g e p a y f o r s t r a i g h t - t i m e h o u r s . T h e y a r e n o t i n f l u e n c e d b y c h a n g e s i n s t a n d a r d w o r k s c h e d u l e s , a s s u c h , o r b y p r e m i u m p a y f o r o v e r t i m e . W h e r e n e c e s s a r y , d a t a a r e a d j u s t e d t o r e m o v e f r o m t h e i n d e x e s a n d p e r c e n t s o f c h a n g e a n y s i g n i f i c a n t e f f e c t c a u s e d b y c h a n g e s i n t h e s c o p e o f t h e s u r v e y .

6


Table 2. Indexes of earnings for selected occupational groups in Beaumont—Port Arthur—Orange, Tex.,M a y 1972 and M a y 1973, and percents of increase for selected periods

Period

All industries Manufacturing

Weekly earnings Hourly earnings Weekly earnings Hourly earnings

Office clerical (men and women)

Industrial nurses

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

Office clerical (men and women)

Industrial nur s e s

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

Indexes (May 1967 = 100)

May 1972______________________ ____________ 131.3 136.6 136.9 140.2 132.4 136.6 137.3 145.0May 1973___________________________________ 142.2 150.5 144.4 142.3 144.6 150.5 144.9 152.8

Percents of increase

May I960 to May 1961______________________ 5.8 4.5 4.3 4.1 7.6 4.5 4.6 5.7May 1961 to May 1962______________________ 4.5 1.7 .7 5.9 3.1 1.7 a 1.9May 1962 to May 1963______________________ 4.6 1.3 4.8 3.2 5.0 1.3 4.9 3.2May 1963 to May 1964------------------------------ 1.2 .8 .4 1.8 .4 .8 .2 .2May 1964 to May 1965------------------------------ 3.2 3.3 2.3 3.0 2.6 3.3 2.3 1.6May 1965 to May 1966------------------------------ 2.8 5.6 3.9 .7 3.5 5.6 3.8 3.1May 1966 to May 1967______________________ 4.5 3.4 3.7 3.1 3.9 3.4 3.7 7.0May 1967 to May 1968—........— _____________ 4.9 5.9 4.7 9.0 4.2 5.9 4.6 8.5May 1968 to May 1969______________________ 4.1 6.9 6.6 6.7 4.8 6.9 6.6 7.5May 1969 to May 1970______________________ 5.5 7.4 6.1 6.9 6.0 7.4 6.2 8.1May 1970 to May 1971______________________ 7.0 5.7 7.8 5.2 7.0 5.7 7.7 4.9May 1971 to May 1972______________________ 6.4 6.3 7.3 7.3 6.9 6.3 7.6 9.6May 1972 to May 1973______________________ 8.3 10.2 5.5 1.5 9.2 10.2 5.5 5.4


Table 3. Percents of increase in average hourly earnings for selected occupational groups, adjustedfor employment shifts, in Beaumont—Port Arthur—Orange, Tex., May 1972 to May 1973

Occupational group A llindustries

Manufacturing

Nonmanufacturing

Office c le r ic a l (men and women). __ _______ „ __ 7.1 6.3 (‘ )Industrial n urses (men and women)_________________ 8.6 8.6 (*)Skilled maintenance trad es (men)___________________ 6.0 6.0 ( ')Unskilled plantw orkers (men)________ ____________ 6.4 6.0 6.9

1 Data do not meet publication crite r ia .

NOTE: Table 3 provides percents of change in average hourly earnings for selected occupational groups, adjusted to exclude the effect of employment sh ifts. The new method for computing wage trends is based on changes in average hourly earnings for establishm ents reporting the index jobs in both the current and previous year (matched establishm ents), holding establishm ent employment in the jobs constant.

The new wage trends are not linked to the current indexes because the new wage trends m easure changes in matched establishm ent averages w hereas the current indexes m easure changes in area averages. Other ch arac te ris tic s of the new wage trends which differ from the current ones include (1) earnings data of office c le r ica l w orkers and industrial n urses are converted to an hourly b a s is , and (2) trend estim ates a re provided for nonmanufacturing e stab li shment s .

F o r a m ore detailed description of the new method used to compute a re a wage survey indexes, see "Improving A rea Wage Survey In d exes," Monthly Labor Review, January 1973, pp. 52-57.


A. Occupational earningsT a b le A -1. O ffic e occupations: W e e k ly earn ings

(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Beaumont—Port Arthur— Orange, Tex., May 1973)

9

O c c u p a t io n a n d i n d u s t r y d i v i s i o n

MEN AND WOMEN COMBINED

BOOKKEEPING-MACHINE OPERATORS,

CLERKS, ACCOUNTING, CLASS A -----------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

PUBLIC UTILITIES ---------------------

CLERKS, ACCOUNTING, CLASS B -----------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

CLERKS, PAYROLL ------------------------------MANUFACTURING -----------------------------

KEYPUNCH OPERATORS, CLASS A -----------MANUFACTURING -----------------------------

KEYPUNCH OPERATORS, CLASS B -----------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

MESSENGERS (OFFICE BOYS AND GIRLSI- MANUFACTURING -----------------------------

SECRETARIES -------------------------------------MANUFACTURING-------------------------—NONMANUFACTURING ------------------------

PUBLIC UTILITIES ---------------------

SECRETARIES, CLASS B -------------------NONMANUFACTURING ------------------------

SECRETARIES, CLASS C -------------------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

SECRETARIES, CLASS D -------------------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

PUBLIC UTILITIES --------------------

STENOGRAPHERS, GENERAL -------------------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

STENOGRAPHERS, SENIOR ---------------------MANUFACTURING -----------------------------NONMANUFACTURING ------------------------

PUBLIC UTILITIES --------------------

Numberof

workers

Averageweeklyhours1

(standard'

Weekly earnings 1 (standard)

Mean ‘ Median 2 Middle ranged

$ >60 70

andu nder

70 80

$ $ $ $16 39.5 90.50 92.50 77.00- 99.50 6

219 40.0 205.50 226.00 160.00-257.00 . -

158 40.0 225.50 248.00 204.50-258.00 - -

61 40.0 154.00 145.00 123.00-201.50 - -20 40.0 184.50 174.00 171.00-212.50 * -

216 40.0 125.50 106.00 95.00-144.50 - 1987 40.0 155.00 176.50 105.00-197.50 - 11

129 40.0 105.50 101.00 95.00-116.00 8

59 40.0 170.00 165.00 121.50-225.00 _ 247 40.0 186.00 180.00 135.00-255.00 “

31 40.0 152.00 157.50 110.00-185.00 -

17 40.0 177.50 180.00 166.00-194.50 “ “

55 40.0 133.00 132.00 94.50-176.00 - 233 40.0 149.50 172.50 104.00-179.00 - -22 40.0 108.50 112.50 87.00-132.50 * 2

25 40.0 108.00 117.00 85.00-123.00 4 219 40.0 118.50 119.50 115.50-125.00 - 2

188 40.0 175.00 176.00 143.00-208.00 _ -117 40.0 188.00 196.50 159.50-214.00 - -71 40.0 153.00 156.00 122.50-176.00 - -39 40.0 174.00 173.50 160.00-194.00 - -

35 40.0 163.00 155.00 119.50-210.00 - _21 40.0 144.50 137.50 118.50-162.50 *

53 40.0 187.50 198.00 157.50-212.50 - -38 40.0 193.00 205.50 155.00-216.00 - -15 40.0 174.00 180.00 167.50-198.50 - -

63 40.0 174.50 176.00 151.50-206.00 _ _58 40.0 183.00 190.50 159.50-209.00 - -25 40.0 154.50 158.50 139.00-174.00 - -20 40.0 162.CO 166.00 153.00-177.00 -

177 40.0 157.00 164.00 144.00-180.50 - 2150 40.0 162.50 169.00 150.00-182.00 - 227 40.0 126.00 111.50 106.00-135.00 - “

143 40.0 174.00 183.00 143.50-197.50 - -100 40.0 187.00 191.50 179.00-205.00 - -43 40.0 143.00 141.00 124.00-157.00 - -39 40.0 145.50 142.00 131.50-158.00

N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e w e e k ly e a r n i n g s o f—

* S S ( t i » s $ * » $ * $ $ t80 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230

90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240

1 6 - 2 1

8 8 3 4 12 3 9 8 5 11 4 5 15 9 9 156 4 - 3 - - 2 8 1 3 4 5 6 i 9 152 4 3 1 12 3

27 _ 4

288 _ _ 9 8

8 _27 34 38 6 16 7 19 _ 4 5 15 6 9 2 3 58 2 1 2 8 2 3 4 5 15 6 9 2 3 5

19 32 37 4 8 5 16

4 5 1 2 6 4 3 2 i 6 2 - 4 i 2 14 1 * 6 2 2 2 i 6 2 4 i 2 1

- 2 6 - 2 1 3 3 3 3 1 5 2 _ - _“ “ 1 1 1 3 3 1 5 2 *

6 7 4 3 2 11 - 2 1 12 3 1 1 - _- 6 3 - 2 2 - 2 1 12 3 1 1 - - -6 i 1 3 9

- i 3 7 4 2 12 7 4 2 1 1

_ 3 8 19 5 9 8 17 16 17 9 17 22 12 10 1- 2 3 8 2 2 3 10 5 9 8 9 21 10 9 1- 1 5 11 3 7 5 7 11 8 i 8 1 2 i -* “ “ 2 2 * 6 8 6 i 8 1 2 i “

_ _ 10 1 3 3 2 3 2 1 2 4 3 -- “ 8 1 3 2 2 2 “ - 1 1 i

- - - 6 _ 2 - 5 3 5 2 6 10 5 4 1- - - 3 - 2 - 5 i 2 1 2 10 3 4 1

” “ 3 - 2 3 1 4 2 “

3 4 3 3 3 4 9 6 11 5 10 10 2 2 _- 2 3 3 1 - 2 4 3 6 5 7 10 2 2 -- 1 1 - 2 3 2 5 3 5 - 3 - . - - -

* 2 2 " 5 3 5 “ 3 “

4 6 10 11 4 2 20 17 22 35 14 23 7 - - -3 4 2 2 4 1 20 17 22 33 14 19 7 - - -1 2 8 9 “ 1 - - - 2 “ 4 - ~ “

_ 1 3 8 7 13 8 11 2 11 18 28 13 15 5 -- - - 6 1 4 2 1 2 11 18 22 13 15 5 -- 1 3 2 6 9 6 10 - - - 6 - - - -- 1 2 1 5 9 5 10 - - 6 - -

* * $240 250 260

a n d

250 260 o v e r

16 57 1816 57 *18

1 9 31 9 3

* W o r k e r s w e r e d i s t r i b u t e d a s f o l l o w s : 14 a t $ 2 6 0 t o $ 2 7 0 ; 2 a t $ 2 7 0 t o $ 2 8 0 ; a n d 2 a t $ 2 8 0 t o $2 9 0 .

See footnotes at end of tables.


10

T a b le A -1. O ffic e occupations: W e e k ly earn ings— C ontinued

(A v e r a g e s t r a i g h t - t im e w e e k ly h o u r s an d e a r n in g s o f w o r k e r s in s e le c t e d o c c u p a t io n s by in d u s t r y d iv i s i o n , B e a u m o n t—P o r t A rth u r—O r a n g e , T e x . , M a y 1973)

Weekly earnings 1 (standard) Number of workers receiving straight -time weekly earnings of—

Occupation and industry divisionNumber

ofworkeis

Averageweekly

(standard) Mean ^ Median 2 Middle ranged

$ $60

andunder

70$

80$

90t

100s

110$

120t130

s140

t150

t160

*170

$180

* t s190 200 210

t * t t220 230 240 250

$260

and

70 80 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 over

MEN ANO WOMEN COMBINED— CONTINUED

431726

40.040.040.0

124.50162.0099.50

122.50 171.00102.50

$ $98.50- 164.00

160.50-177.5074.50- 120.50

8 1 1 38

6 3*

SWITCHBOARD OPERATOR-RECEPTIONISTS- 6126

40.040.0

105.00120.00

102.00112.0095.00

88.00-112.00101.00-147.5085.00-103.50

2 - 16 6 18 10 1 1 1 2 - - 4*

- - - - -

16 1335 40.0 94.00 *23 / n n 1 'in "n 1JL£ZZ AO O 1 in i / a o n 3

i 1a 130.50 146.00 3

^0 0 104 00 93 0042 40^0 107.50 99.00 83.00-131.00 6 j 8 2

S e e fo o tn o te s a t end o f t a b le s .

T a b l e A - 2 . P r o f e s s io n a l and te c h n ic a l o c c u p a t io n s : W e e k l y e a rn in g s

(A v e r a g e s t r a i g h t - t im e w e e k ly h o u r s an d e a r n in g s o f w o r k e r s in s e le c t e d o c c u p a t io n s b y in d u s t r y d iv i s io n , B e a u m o n t—P o r t A r th u r —O r a n g e , T e x . , M a y 1973)

W eekly earnings 1 (standard)

Number of workers receiving straight -time weekly earnings of—

Occupation and industry divisionNumber

ofworkers

A veragew eekly

(standard) M ean ^ M edian ^ Middle ranged

$90

andunder

«100

t110

*120

t130

t140

t150

$160

s170

$180

S190 200

$210

%220

$230

$240

$250

$260

%270

%280

$290

and

100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290 over

MEN AN0 WOMEN COMBINED

40.040.0

$174.50208.00

$174.50210.00

$ $ 113.00-224.00

15 **

COMPUTER PROGRAMERS,20 215.50 220.00 176.00-258.00

40.0 88

1212

1212

_ ...244.00 223.00- 251.50

223.00- 251.50I -56

88

10 8877 40.0 224.00 225.00 187.50-262.50

DRAFTSMEN, CLASS MANUFACTURING

- 4836

40.040.0

167.50165.50

180.00180.50

151.00- 188.50126.00- 199.00 3 3

3 3

NURSES, INDUSTRIAL (REGISTERED) ---- 3030

40.040.0

205.50205.50

207.00207.00

187.00- 236.00187.00- 236.00

- - - - - 1 - 3 2 3 4 5 2 2 11

7 - - - - -



T a b le A -3 . O f f ic e , p ro fe s s io n a l, a n d te c h n ic a l o c c u p a t io n s : A v e ra g e w e e k ly e a rn in g s , b y s e x

(A v e ra g e stra igh t-t im e w eek ly hours and earn in gs of w o rk e rs in se lected occupations by in dustry d iv is ion , Beaum ont—P o rt A rth u r—O ra n ge , T e x ., M ay 1973)

A verage A verage A verage

Sex, occupation, and in du stry d iv is ionNum ber

ofworkers

W eekly

(standard)

W eekly earnings 1 (standard)

Sex, occupation, and in dustry d iv is ionNum ber

ofworkers

W eekly

(standard)

W eekly earnings * (standard)

Sex, occupation, and industry d iv isionN um ber

o fworkers

W eekly

(standard)

Weeklyearnings*(standard)

O F F I C E O C C U P A T I O N S - M E N$

O F F I C E O C C U P A T I O N S - W O M E N — C O N T I N U E D

O F F I C E O C C U P A T I O N S - W O M E N — C O N T I N U E D

$L»l_ tKIv «> f A L L L U N 1ln b y L L A o j A

24 4 0 . 6 1 8 3 . 5 0 11 6 1 8 8 . 0 0 26 1 2 0 . 0 0

* 0 . 0 1 8 9 . 5 01 9 4 . 5 0 1T r 1j 1j i L L A j j A

15

O O 2 1 2 . 5 0

2 1 2 . 5 0* 0 . 0

O F F I C E O C C U P A T I O N S - W C M E N4 0 . 0

BOOKKEEPING-MACHINE OPERATORS. P R O F E S S I O N A L A N D T E C H N I C A LCLASS B 3 .5 —t L K t 1A K I t o y v L A j j U

58 * 0 . 0 1 8 3 . 0 0, 0 0

20 * 0 . 0 1 6 2 . 0 0 An n 2 1 8 . 0 0i n ' fl * •

3 7 * 0 . 0 13*.->0 . .____ XA n i i i nn

U K A r 1 j n t N } L L A j j A?/l AA*n

56 * 0 0 13 3 505* * 0 . 0 Z J . 0

12 7 4 6 : 6 1 0 5 . 5 0 82T6

4 0 . 04 0 . 0

2 2 2 . 5 0

a a n i s i nnvL | r A T K U L La a * n

1 8 7 . 0 0 , ~ i T9 nn* 0 . 0 1 7 3 . 5 0i I f * c n

x n n i c*> nn 33 1 1 .-.

7Z An * n i t t -n P R O F E S S I O N A L A N D T E C H N I C A Ln * 0 . 0 IT T .-.

26KEYPUNCH OPERATORSt CLASS 0/ n * n

9 9 . j O2 0 9 . 0 0

22 * 0 0 1 0 8 * *>0 4 0 . 0

See footnote at end of tab les .


12

T a b le A -4 . M a in te n a n c e a n d p o w e rp la n t o c c u p a t io n s : H o u r ly e a rn in g s

(Average straight-time hourly earnings of workers in selected occupations by industry division, Beaumont-Port Arthur—Orange, Tex., May 1973)

Occupation and industry d iv ision

Hourly earnings3

M edian2 Middle range 2

N um ber of w o rk e rs re ce iv in g stra igh t-t im e hourly earn ings of—

t i * * i i i i i t t $ * I3.40 3.50 3.60 3.70 3.80 3.90 4.00 4.10 4.20 4.30 4.40 4.50 4.60 4.70

Under% and __ _3.40 under

______ 3,50 3*60 3,70 3.8Q 3.90 4.00 4.10 4.20 4.30 *.<>0 4.50 4.60 4,70 4.80

$ I * i I i * 54.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20

5.00 5.20 5.40 5.60 5.80 6.00 6.20 over

H E N AN 0 W O M E N C O M B I N E D

CARPENTERS, MAINTENANCE ---------------------MANUFACTURING ------------------------------------

E L ECTR IC IANS , MAINTENANCE ------------------MANUFACTURING ------------------------------------

ENGINEERS, STATIONARY -------------------------MANUFACTURING ------------------------------------

FIREMEN, STATIONARY BOILER ---------------MANUFACTURING ------------------------------------

HELPERS, MAINTENANCE TRADES -------------MANUFACTURING ------------------------------------

M AC HIN IS TS, MAINTENANCE ----------------------MANUFACTURING ------------------------------------

MECHANICS, AUTOMOTIVE(MAINTENANCE) ----------------------------

MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------

PUBLIC U T I L I T I E S --------------------------

MECHANICS, MAINTENANCE -----------------------MANUFACTURING ------------------------------------

P A INTERS , MAINTENANCE --------------------------MANUFACTURING ------------------------------------

P IP E F IT T E R S , MAINTENANCE -------------------MANUFACTURING ------------------------------------

2 1 2$5 .4 5

$5 .5 6

$ $ 5 . 5 2 - 5 .5 9 . _ _ . . _ .

8. _ .

1. 2 8 . . .

1 56 3 7. . .

2 1 0 5 .4 6 5 .5 6 5 . 5 2 - 5 .5 9 “ - ~ “ 8 “ 1 8 1 56 3 7 * -

3 4 4 5 .4 3 5 .6 5 5 . 6 1 - 5 .6 8 - - - - 7 _ - 12 2 3 - 22 - 4 6 _ 4 11 - 2 6 9 - _ 43 1 9 5 .4 4 5 .6 5 5 . 6 1 - 5 .6 8 “ * * 7 “ 12 2 22 “ 6 ~ 4 2 6 6 * *

50 5 .4 7 5 .8 1 5 . 6 4 - 5 .9 4 - - - - 2 4 _ - _ - - 2 3 - _ _ _ - - 14 2 5 - _

4 7 5 .5 3 5 .8 5 5 . 6 9 - 5 .9 5 “ * “ 2 4 * * * 2 “ ” - * “ 14 2 5

63 5 .2 1 5 .5 1 5 . 1 1 - 5 .5 5 3 i 2 6 - 3 3 - . _ _

60 5 .3 2 5 .5 1 5 . 1 2 - 5 .5 6 * * * “ * " “ * * “ * i 2 6 3 3 “ *

1 4 0 4 . 2 5 4 .6 3 3 . 6 8 - 4 .6 8 15 4 2 18 1 - - 2 - - 3 - - 7 3 221 25 4 . 3 8 4 .6 5 4 . 6 0 - 4 .6 9 7 * 2 18 “ * * * 3 * 7 3 22

5 98 5 .5 1 5 .5 8 5 . 5 3 - 5 .6 5 _ _ _ - 12 - _ - - - - 14 3 2 11 - . . 3 2 2 2 3 4 _ _ _

5 9 6 5 .5 1 5 .5 8 5 . 5 3 - 5 .6 5 * 12 “ ” • ” 14 3 ” 11 3 2 2 2 3 4 —

91 4 .4 3 4 .0 7 3 . 7 9 - 5 .5 2 10 7 _ 2 4 _ 19 6 _ 3 _ _ _ 6 6 _ 2 4 2 2 _ _

56 4 . 7 6 4 .7 8 3 . 9 6 - 5 .5 5 - - - 2 4 - 15 3 - - - - - 6 - - 2 4 2 - - -

35 3 .9 2 3 .9 3 3 . 2 8 - 4 .2 9 10 7 - - - - 4 3 - 3 - - - - - - 6 - - - 2 -29 3 . 9 7 3 .9 3 3 . 3 5 - 5 .0 3 *7 7 - 4 3 6 “ 2 “

2 9 2 5 .2 2 5 .5 8 4 . 9 8 - 5 .7 0 _ 6 _ _ 20 - 3 22 4 2 - 6 7 _ _ 4 6 11 7 1 1 2 6 - _ 42 5 2 5 .2 8 5 .6 0 5 . 5 1 - 5 .7 0 “ * “ 18 “ 22 4 “ 6 3 6 “ 7 1 1 2 2

1 2 4 5 . 5 5 5 .5 7 5 . 5 3 - 5 .6 0 - _ - _ _ _ - - _ - - 2 - _ _ _ _ - 91 31 - - -

1 2 4 5 . 5 5 5 .5 7 5 . 5 3 - 5 .6 0 2 “ “ ” 9 1 31 “ “

6 6 9 5 .5 6 5 .5 8 5 . 5 4 - 5 .6 4 - _ . _ - - - 4 - - - 5 _ _ . _ - - 4 3 4 2 2 6 - _ -

6 6 9 5 .5 6 5 .5 8 5 . 5 4 - 5 .6 4 “ * * * 4 * 5 “ ” “ 4 3 4 2 2 6 * “ “

* W o rk e rs w ere d istributed as fo llo w s : 3 at $3 to $3.10 and 4 at $3.20 to $3.30.

See footnotes at end of tables,


13

T a b le A -5 . C u s to d ia l and m a te r ia l m o v e m e n t o c c u p a tio n s : H o u r ly e a rn in g s

(Average straight-time hourly earnings o£ workers in selected occupations by industry division, Beaumont—Port Arthur—Orange, Tex., May 1973)

Occupation and industry division

H E N AN D W O M E N C O M B I N E D

G U A R D S A N D W A T C H M E N ---------------------M A N U F A C T U R I N G -------------------------

G U A R D SM A N U F A C T U R I N G -------------------------

J A N I T O R S . P O R T E R S , A N D C L E A N E R S ----M A N U F A C T U R I N G -------------------------N O N M A N U F A C T U R I N G ---------------------

L A B O R E R S , M A T E R I A L H A N D L I N G ---------M A N U F A C T U R I N G -------------------------N O N M A N U F A C T U R I N G ---------------------

P U B L I C U T I L I T I E S ------------------

R E C E I V I N G C L E R K S -------------------------M A N U F A C T U R I N G -------------------------N O N M A N U F A C T U R I N G ---------------------

S H I P P I N G C L E R K S ---------------------------

T R U C K D R I V E R S -----------------------------M A N U F A C T U R I N G -------------------------N O N M A N U F A C T U R I N G ---------------------

P U B L I C U T I L I T I E S ------------------

T R U C K D R I V E R S , L I G H T ( U ND ER1 - 1 / 2 TO NS ) ----------------------------m a n u f a c t u r i n g -------------------------N O N M A N U F A C T U R I N G ---------------------

T R U C K D R I V E R S , M E D I U M ( 1 - 1 / 2 TOA N D I N C L U D I N G 4 TO NS ) --------------M A N U F A C T U R I N G -------------------------N C N M A N U F A C T U R I N G ---------------------

T R U C K D R I V E R S , H E A V Y ( O V E R 4 TO NS ,T R A I L E R T Y P E ) -------------------------M A N U F A C T U R I N G -------------------------N O N M A N U F A C T U R I N G ---------------------

T R U C K E R S , P O W E R ( F O R K L I F T ) -----------M A N U F A C T U R I N G -------------------------

W A R E H O U S E M E N -------------------------------M A N U F A C T U R I N G -------------------------

Hourly earn ings*

Numberof

workers Mean2 M edian^ M iddle range ^

29 3$3 . 9 4

$4 . 7 0

$ $ 2 . 5 5 - 4 . 8 6

21 4 4 . 6 4 4 . 7 8 4 . 6 3 - 4 . 9 0

20 5 4 . 7 0 4 . 7 9 4 . 6 7 - 4 . 9 1

61 8 2 . 5 7 1. 85 1 . 6 8 - 4o 0 3233 3. 81 4 . 1 8 3 . 6 2 - 4 . 2638 5 1. 82 1.72 1 . 6 6 - 1. 84

39 5 3 . 3 2 3 . 1 3 2 . 5 3 - 4. 2 2190 3 . 81 4 . 1 8 3 . 4 1 - 4. 3 120 5 2 . 8 6 2 . 7 4 2 . 4 6 - 3 . 1226 4 . 1 2 4 , 4 3 3 . 7 0 - 4 . 4 9

56 3 . 4 1 3 . 1 4 2 . 7 3 - 4 . 0 920 4 . 2 3 4. 7 5 2 . 8 6 - 5.2836 2 . 9 5 3 . 0 9 2 . 6 6 - 3. 2 0

15 4 . 3 8 4 . 8 3 3 . 0 0 - 4 . 9 9

60 3 4 . 0 9 4 . 5 1 3 . 0 7 - 4 . 8 8318 4 . 5 2 4 . 7 4 4 . 5 2 - 5.2228 5 3 . 6 2 3 . 2 9 2 . 4 3 - 4 . 3 487 5 . 2 7 5 . 8 3 4 . 3 7 - 5. 87

121 3 . 3 7 2. 93 2 . 0 9 - 4 . 7158 4 . 5 8 4 . 7 2 4 . 5 2 - 4 . 7 863 2 . 2 6 2 . 0 9 1 . 9 9 - 2 . 4 6

37 4 4 . 3 7 4 . 6 1 3 . 9 5 - 5. 53191 4 . 5 7 4 . 7 3 4 . 5 6 - 5.5118 3 4 . 1 6 4 . 0 7 3 . 2 6 - 5. 82

55 3 . 3 2 3 . 0 5 2 . 9 2 - 3 . 3820 3 . 2 5 3 . 15 2 . 9 2 - 4 . 4035 3 . 3 7 3 . 05 2 . 9 3 - 3 . 27

21 0 4 . 2 8 4 . 7 3 3 . 9 2 - 4 . 86199 4 . 3 6 4 . 7 4 3 . 9 4 - 4 . 8 7

161 4 . 7 0 5 . 2 3 4 . 2 4 - 5 . 3413 9

i

4 . 9 9 5 . 2 6 4 . 9 8 - 5 . 36

Number of workers receiving straight-time hourly earnings of—* s 4 4 * 4 4 $ 4 4 4 4 S 4 4 4 4 $ 4 % $ s t ---1 . 6 0 1 . 70 1. 80 1 . 9 0 2 . 0 0 2. 20 2 . 4 0 2. 6 0 2 .80 3 . 0 0 3. 20 3 . 40 3. 60 3 . 8 0 4 ,00 4 . 2 0 4 . 4 0 4 . 6 0 4 . 8 0 5 . 0 0 5 . 20 5 . 4 0 5 . 60

andunder - an d

1 . 7 0 It 00 1. 9 0 2 . 0 0 2 . 2 0 2. 40 2 . 6 0 2. 80 3 .00 3 . 2 0 3. 40 3 . 6 0 3. 80 4 . 0 0 4 20 4 . 4 0 4 . 6 0 4 . 8 0 5 . 00 5 . 2 0 5. 40 5. 6 0 over

5 2 3 18 12 13 4 6 7 7 3 5 9 1 1 10 2 6 9 6 6 2 5 2 23“ * • “ “ “ 4 7 5 3 5 9 1 1 10 2 69 6 6 2 5 2 23

-7 5 2 1 9 1 1 10 2 69 6 6 2 5 2 *2 3

18 5 96 60 4 18 13 - 7 26 5 16 13 3 18 49 84 4 17 - _ - _ _

12 3 - 2 4 2 - 3 18 1 - 13 3 18 4 9 8 4 4 17 - - - - -17 3 93 60 2 14 11 - 4 8 4 16

12 _ - 4 1 28 75 21 39 39 11 8 5 18 27 6 4 13 30 - - - _ -

12 - - - - 4 12 - 11 3 5 7 4 15 27 64 - 26 - - - -

” ” 4 1 24 63 211

28 36 65

1 1 33 _ _ 13

1344 _

_ _ 2 10 _ 3 6 13 3 3 1 _ 3 2 _ 1 4 2 _ 3- - - - - 4 - - 2 - - - 1 - 1 - 2 - 1 4 2 - 3- 2 6 “ 3 4 13 3 3 - 2

4 - - - - - 1 - 1 i 5 - 2 - 1

17 - 2 18 38 9 28 5 20 22 24 21 7 17 48 22 31 112 20 - 23 61 **5816 - 2 2 - - - - 9 2 9 16 2 14 - 1 29 112 2 0 - 23 61 -1 - - 16 38 9 28 5 11 20 15 5 5 3 4 8 21 2 - - - - - 58“ " “ “ “ 4 ~ “ " “ 1 2 1 19 2 * ” “ 58

1 16 15 28 _ 3 2 3 6 1 1 8 28 _ _ _ 9 _- - - - - - - 3 - 2 2 5 - 1 8 28 - - - 9 -1 “ “ 16 15 28 “ ~ “ * “ 1 1 1

12 2 2 21 9 2 11 9 15 4 11 47 21 20 78 4 52 **5412 - 2 2 - - - - - 2 - 10 - 9 - - 20 78 4 - - 52 -

” * “ 21 9 “ “ 2 9 9 5 4 2 4 7 21 “ “ ** “ 54

4 - - - 2 - - i 15 ii 10 1 - - - - 2 5 - - - - 4

- - - - 2 - - i 9 ii 6 - - - - - 2 - - - - - 4

_ _ - 1 - 6 - 5 20 3 - - 10 39 - 2 - 51 3 3 40 - - -

“ 1 - 6 3 11 3 - 10 39 “ 2 - 51 3 3 4 0 “ “ “

_ - 6 _ - - - 3 12 - 6 6 - 4 2 4 _ 1 14 8 70 23 23 3 3 6 2 4 1 14 8 70 23 2

* All workers were at $5.60 to $5.80. * * All workers were at $5.80 to $6.



Table A-6. Maintenance, powerplant, custodial, and material handling occupations: Average hourly earnings, by sex(Average straight-tim e hourly earnings of workers in selected occupations by industry division, Beaumont—Port Arthur—Orange, Tex., May 1973)

Sex, occupation, and industry divisionNumber

ofworkers

Average (mean2 ) hourly

earnings3

Sex, occupation, and industry divisionNumber

ofworkers

Average(mean2 )hourly

earnings3

maintenance and powerplantOCCUPATIONS - MEN

CUSTODIAL AND MATERIAL HANDLING OCCUPATIONS - MEN— CONTINUED

$

NONHANUFACTURING ------------------------------------ 205 2.86t L t v 1K l L l A N o t h A I N 1C N A N v t r U o L 1 w U 1 1L 1 1 1 L J 26

50 5 .47RECEIVING CLERKS ------------------------------------------- 56 3 .41

36 2*95

13 4 .3 8

TRUCKDRIVERS -------------------------------------------------- 603 6 .0 9

£*30PUBLIC UTILITIES ------------------------------- 87 5 .27

MECHANICS, AUTOMOTIVE

TRUCKDRIVERS# LIGHT (UNDER1 -1 /2 TONS) ------------------------------------------------MANUFACTURING -------------------------------------------

12158

3 .3 74 .5 8

1 Hm i It V L ItA ItU L 156 4 .7 6

MANUFACTURING ------------------------------------------- 191 4l57

MANUFACTURING ------------------------------------------- 252 5 .28TRUCKDRIVERS, HEAVY (OVER 4 TONS,

r A 1 It 1 LK w i « iA 1 It 1 tN A I r v L

NONMANUFACTURING ------------------------------------ 35 3 .3 7

CUSTODIAL AND MATERIAL HANDLING OCCUPATIONS - MEN

1K U L K c K j f r U N L K 1 r U K K L l r 1 1MANUFACTURING -------------------------------------------

WAREHOUSEMEN ----------------------------------------------------

199

161

4 .3 6

4 .7 0

GUARDS CUSTODIAL AND MATERIAL HANDLING OCCUPATIONS - WOMEN4.70

JANITORS, PORTERS, AND CLEANERS ------- 496 2 .7 8JANITORS, PORTERS, AND CLEANERS ------- 122 1 .71

276 1.90 NONHANUFACTURING



1 5

B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for women officeworkers

(Distribution of establishm ents studied in all industries and in industry divisions by minimum entrance sa la ry for selected categories of inexperienced women officew orkers, Beaumont—Port Arthur—O range, Tex. , May 1973)

Inexperienced typists Other inexperienced c lerical w orkers5

Manufacturing Nonmanufacturing Manufacturing NonmanufacturingMinimum weekly straight-tim e sa la ry 4 All

industriesBased on standard weekly hours6 of— All

industriesBased on standard weekly hours6 of—

Allschedules 40 All

schedules 40 Allschedules 40 All

schedules 40

Establishm ents studied-------------------------------------- 75 33 XXX 42 XXX 75 33 XXX 42 XXX

11 8 8 3 3 29

1

16 16 13

1

11

1 1$62.50 and under $65.00------------------------—-------- — 2 1 1 i i 4 2 2 2 2

2 2 21 1 1 2 2

1 1 1

1 1 1 2 1 1

1 i 11

$105.00 and under $110.00------------------------------- — 12

12

12 - - 1

21 1 - -

2 2 2 2 22 2 2

1 i 11 12 2 2

6 i 5 16 7

Establishm ents which did not employ workers in this category----------------------------------------------- — 58 24 XXX 34 XXX 30 10 XXX 20 XXX



T a b le B - 2 . S h i f t d i f f e r e n t ia ls

(All plantw orkers in manufacturing - 100 percent)

(Late-shift pay provisions for manufacturing plant-workers by type and amount of pay differential,Beaumont—Port Arthur—Orange, Tex., May 1973)

Percent of m anufacturing plantw orkers—

L ate-sh ift pay provisionIn establishm ents having provisions 7

for late shifts Actually working on late shifts

Second shift Third or other shift Second shift Third or other

shift

T otal------------------------------------------------- 98 .4 91. 0 19.7 10. 3

No pay d ifferential for work on late sh ift------- _ . _ .

Pay d ifferential for work on late sh ift----------- 98.4 91. 0 19. 7 10. 3

Type and amount of d ifferential:

Uniform cents (per hour)-------------------- 98. 4 88. 9 19. 7 10. 3

5 ce n ts---------------------------------------- 1. 0 1. 0 . 2 _7 ce n ts---------------------------------------- 3. 5 - .6 -8 ce n ts---------------------------------------- 2 .4 - .6 _10 cents--------------------------------------- 8. 9 . 5 2. 7 _11 cents--------------------------------------- 1. 4 - - _12 cents--------------------------------------- 8. 7 4. 5 2. 6 . 21 3 V3 c e n ts------------------------------------ 1. 3 - . 4 -15 cents--------------------------------------- 70. 2 3. 0 12. 5 .416 cents--------------------------------------- 1. 0 - . 1 _18 cents--------------------------------------- - 8. 7 _ . 320 cents--------------------------------------- - 10. 2 _ _24 cents--------------------------------------- - 1. 0 - . 130 cents--------------------------------------- - 60. 0 - 9. 3

Full day 's pay for reduced hours---------- ~ 2. 0 " ~

See footnote at end of tables.


17

T a b le B - 3 . S c h e d u le d w e e k ly h o u rs a n d d a y s

(Percent of plantworkers and officew orkers in all industries and in industry divisions by scheduled weekly hours and days of firs t-sh ift w orkers, Beaumont—Port Arthur—Orange, T e x ., May 1973)

Weekly hours and daysPlantworkers Officeworker s

All industries Manufacturing Public utilities All industries Manufacturing Public utilities

All w ork ers--------------------------------------- 10 0 10 0 10 0 100 1 0 0 100

30 hours— 5 d a y s-------------------------------------- (9)35 hours— 5 d a y s-------------------------------------- - - - 1 - -

36 hours— 5 d a y s-------------------------------------- 2 - - - - -

37 V2 hours— 5 days------------------------------------ 3 3 - 2 2 -

40 hours— 5 d a y s-------------------------------------- 89 9 2 9 5 96 98 10044 hours— 5 d a y s-------------------------------------- 1 1 - - - -45 hours-------------------------------------------------- 4 3 3 1 (!) -

5 days------------------------------------------------- 4 3 - 1 (9) -5 ‘/2 d a y s___________________________________ (9) - 3 - - -

48 hours— 6 d a y s-------------------------------------- 1 - - - - -55 hours— 5V2 days------------------------------------ (9) 2

See footnote at end of tab les.


T a b le B - 4 . A n n u a l p a id h o l id a y s

(Percent of plantworkers and officeworkers in all industries and in industry divisions by number of paid holidays, Beaumont—Port Arthur—Orange, Tex. , May 1973)

Plantworkers OfficeworkersItem


All w orkers--------------------------------------- 1 0 0 10 0 10 0 100 10 0 10 0

Workers in establishm ents providing paid holidays----------------------------------------- 9 7 10 0 98 99 1 0 0 10 0

Workers in establishm ents providingno paid holidays------------------------------------- 3 - 2 (9) - -

Number of days

5 half ho lidays----------------------------------------- 2 3 _ _ _ _1 holiday-u----------------------------------------------- 2 - - (9) - -3 holidays----------------------------------------------- - - - 1 - -5 holidays--------------------.--------------------------- n 5 3 12 9 66 holidays----------------------------------------------- 3 1 - 9 (9) /7 h olid ays-------- --------- —--------------------------- 3 - 4 2 - 18 h olid ays----------------------------------------------- 14 14 47 23 18 579 holidays----------------------------------------------- 60 76 44 52 72 3710 holidays---------------------------------------------- 1 1 - (9) 1 -

Total holiday time 10

10 days--------------------------------------------------- 1 1 - (9) 1 _9 days or m o re ----------------------------------------- 61 77 44 53 73 378 days or m o re ---------------------------------------- 75 92 91 76 91 937 days or m o re ---------------------------------------- 79 92 95 78 91 946 days or m o re ---------------------------------------- 82 92 95 86 91 945 days or m o re ---------------------------------------- 93 97 98 98 100 1003 days or m o re ---------------------------------------- 93 97 98 98 100 1002V2 days or m ore--------------------------------------- 95 100 98 98 100 1001 day or m ore------------------------------------------ 97 100 98 99 100 100



1 9

T a b l e B - 4 a . Id e n t i f ic a t io n o f m a j o r p a id h o l id a y s

(Percent of plantworkers and officeworkers in all industries and in industry divisions by paid holidays, Beaumont—Port Arthuir-Orange, Tex. , May 197 3)

HolidayPlantworkers Officeworkers


All w orkers--------------------------------------- 100 100 100 100 100 100

New Y ear 's D ay--------------------------------------- 93 97 98 99 100 100Washington's Birthday------------------------------- 29 33 73 40 28 83Texas Independence D ay---------------------------- 12 16 6 13 -San Jacinto Day---------------------------------------- 5 7 - 8 9 2Good F r id a y -------------------------------------------- 74 91 90 63 89 93M emorial Day------------------------------------------ 70 82 95 77 85 96Fourth of Ju ly------------------------------------------ 93 97 98 99 100 100Labor Day----------------------------------------------- 92 97 98 95 96 98Columbus Day------------------------------------------ - - - 6 - -Veterans Day----------------------------------------- 5 4 44 14 3 34Thanksgiving D ay------------------------------------- 93 97 98 99 100 100Day after Thanksgiving------------------------------ 53 72 7 39 76 7Christm as Eve----------------------------------------- 30 40 4 21 42 1Christm as Day----------------------------------------- 95 97 98 99 100 100New Y ear's E v e --------------------------------------- 4 6 - 1 2 -

Floating holiday, I day 12--------------------------- 5 2 10 6 3 3Floating holiday, 2 days 12-------------------------- 2 - - 4 - -Em ployee's birthday--------------------------------- 4 3 1 4 (9) -Company anniversary-------------------------------- 3 1 4

See footnotes at end of tab les.


20

T a b l e B - 5 . P a id v a c a t io n s

(Percent of plantworkers and officeworkers in all industries and in industry divisions by vacation pay provisions, Beaumont—Port Arthur—Orange, Tex., May 1973)

Plantworkers OfficeworkersVacation policy


All w orkers...___ ________________________ 100 100 100 100 100 100

Method of payment

Workers in establishm ents providingpaid vacations______________________________ 99 100 100 99 100 100

Length-of-time payment___________________ 91 89 100 99 100 100Percentage payment_______________________ 8 11 - “ - -

Workers in establishm ents providing(9)no paid vacations___________________________ 1 " " ■ ■

Amount of vacation pay 13 After 6 months of service

Under 1 week________________________________ 3 3 - 1 (9) -1 week_______________________________________ 7 3 26 22 30 22Over 1 and under 2 w eeks--------------------------- (9) - 7 1 5

After 1 year of service1 week____ — _ — — _ ------------------------- 38 30 22 22 14 23Over 1 and under 2 w eeks____________________ 2 2 2 - - -2 w eeks______________________________________ 59 67 76 78 86 77

After 2 years of serv ice1 week----- ------------ --------------- ---------------- 25 24 4 11 11 2Over 1 and under 2 w eeks____________________ 2 2 2 - - -2 w eeks______________________________________ 72 74 94 86 89 983 w eeks______________________________________ " " 3 “

After 3 years of service1 week------------------- --------------------------------- 11 9 - 8 9 1Over 1 and under 2 weeks __________________ (9) - 2 - - -2 w eeks______________________________________ 85 88 98 88 90 99Over 2 and under 3 w eeks____________________ 2 2 - - - -3 w eeks______________________________________ 1 1 “ 4 1 -

After 4 years of service1 week_______________________________________ 4 1 - 3 1 1Over 1 and under 2 w eeks____________________ (’ ) - 2 - -2 w eeks______________________________________ 93 96 98 93 99 99Over 2 and under 3 w eeks____________________ 2 2 - - - -3 w eeks_____________________________________ 1 1 " 4 1 -

After 5 years of service1 week_______________________________________ 3 1 - 1 1 1Over 1 and under 2 w eeks____________________ (9) - 2 - - -2 w eeks______________________________________ 42 26 88 64 38 94Over 2 and under 3 w eeks____________________ 8 11 - - - -3 w eeks_____________________ ___ ____________ 46 62 10 34 62 6

After 10 years of serv ice1 week_______________________________________ 3 1 - 1 1 1Over 1 and under 2 w eeks____ _______________ (9) - 2 - -2 w eeks______________________________________ 21 16 16 14 2Over 2 and under 3 weeks _ __________________ 2 3 - 1 2 -3 w eeks_____________________________________ 27 18 88 50 21 924 weeks _ __________________ ________________ 45 61 10 31 62 6

See footnotes at end of tables.Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

21

T a b l e B - 5 . P a id v a c a t io n s ----- C o n t in u e d

(Percent of plantworkers and officeworkers in all industries and in industry divisions by vacation pay provisions* Beaumont—Port Arthur—Orange, Tex., May 1973)

Plantworkers Officeworker sVacation policy


Amount of vacation pay 13— Continued

After 12 years of service1 week_______________________________________ 3 i - i i iOver 1 and under 2 w eeks____________________ (9) - 2 - - -2 w eeks_______________ ____________________ 18 12 - 14 12 2Over 2 and under 3 w eeks____________________ 5 7 - 2 3 -3 w eeks_____________________________________ 28 20 88 49 18 92Over 3 and under 4 w eeks____________________ - - - 2 4 -4 w eeks_____________________________________ 45 61 10 31 62 6

After 15 years of service1 week_______________________________________ 3 1 - 1 1 1Over 1 and under 2 w eeks____________________ (9) - 2 - - -2 w eeks_____________________________________ 10 3 - 7 4 -3 w eeks_____________________________________ 31 22 81 54 30 90Over 3 and under 4 w eeks____________________ 8 11 - 2 4 -4 w eeks_____________________________________ 37 49 16 28 48 105 w eeks_____________________________________ 11 14 - 7 14 -

After 20 years of service1 week____________________________________ __ 3 1 - 1 1 1Over 1 and under 2 w eeks____________________ (9) - 2 - -2 w eeks_____________________________________ 10 3 - 7 4 -3 w eeks__________________________ _________ 17 17 - 21 19 2Over 3 and under 4 w eeks____________________ 2 2 - " - -4 w eeks________________________________ __ 23 17 88 39 15 925 w eeks_____________________________________ 44 60 10 31 62 6

After 25 years of service1 week_______________________________________ 3 1 - 1 1 1Over 1 and under 2 w eeks________________ _ _ (9) - 2 - - -2 w eeks_____________________________________ 10 3 7 4 -3 w eeks_________________ __________________ 9 6 15 11 -Over 3 and under 4 w eeks____________________ 2 2 - - - -

4 w eeks__________________________________ — 21 18 46 36 18 53Over 4 and under 5 weeks ___________________ 6 9 - 2 4 -5 w eeks_____________ ________________ _____ 47 60 51 39 62 46

After 30 years of service1 week______________________ ___ ________ 3 1 - 1 1 1Over 1 and under 2 w eeks____________________ (9) - 2 - -

2 w eeks_____________________________________ 10 3 - 7 4 -

3 w eeks______________________________________ 9 6 15 11 -Over 3 and under 4 w eeks____________________ 2 2 - " - -

4 w eeks______________________________ ______ 21 18 46 36 18 53Over 4 and under 5 w eeks____________________ 6 9 - - - -5 w eeks______________________________________ 47 60 51 41 66 46

Maximum vacation available1 week______ _______________________________ 3 1 - 1 1 iOver 1 and under 2 w eeks____________________ n - 2 - “ -2 w eeks_____________________________________ 10 3 7 4 -3 w eeks_____________________________________ 9 6 15 11 -Over 3 and under 4 w eeks____________________ 2 2 - - - -4 w eeks_____________________________________ 21 18 46 36 18 53Over 4 and under 5 w eeks____________________ 6 9 - - - -5 w eeks_____________________________________ 43 54 51 38 60 466 w eeks_____________________________________ 4 6 * 3 6 "



22

T a b l e B - 6 . H e a l t h , in s u r a n c e , a n d p e n s io n p la n s

(Percent of plantworkers and officew orkers in a ll industries and in industry divisions employed in establishm ents providing health, insurance, or pension benefits, Beaumont—P ort Arthur—Orange, T e x ., May 1973)

Type of benefit and financing 14

Plantworkers Officeworker s


All w orkers--------------------------------------- 100 100 100 100 100 100

Workers in establishm ents providing atleast 1 of the benefits shown below ------------- 95 100 100 99 100 100

Life in su ran ce------------------------------------- 92 99 100 91 98 100Noncontributory p la n s------------------------ 61 68 55 54 60 40

Accidental death and dism emberm entinsurance------------------------------------------ 42 39 52 53 45 49

Noncontributory p la n s------------------------ 17 15 12 22 14 10Sickness and accident insurance or

sick leave or both 15----------------------------- 82 91 52 80 92 49

Sickness and accident insurance----------- 46 54 6 25 42 4Noncontributory p la n s-------------------- 25 28 4 10 16 3

Sick leave (full pay and nowaiting period)-------------------------------- 20 20 15 60 84 24

Sick leave (partial pay orwaiting period)-------------------------------- 37 41 30 18 5 24

Long-term disability insurance---------------- 22 26 19 28 37 11Noncontributory p la n s------------------------ 14 17 17 14 18 8

Hospitalization insurance------------------------ 95 100 100 99 100 100Noncontributory p la n s------------------------ 35 35 78 43 29 81

Surgical insurance--------------------------------- 95 100 100 99 100 100Noncontributory p la n s------------------------ 35 35 78 43 29 81

M edical in su ran ce--------------------------------- 95 100 100 99 100 100Noncontributory p la n s------------------------ 35 35 78 43 29 81

M ajor m edical in su ran ce------------------------ 82 84 100 92 86 100Noncontributory p la n s------------------------ 25 21 78 37 17 81

Dental in su ran ce----------------------------------- 4 1 4 3 -Noncontributory p lan s------------------------ 2 1 - 1 3 -

Retirement pension-------------------------------- 81 91 87 85 91 87Noncontributory p la n s------------------------ 69 85 43 58 71 32



23

F o o t n o t e s

A l l of these standard footnotes m ay not apply to this bu lletin .

1 Standard hours re f le c t the workweek for which em ployees r e c e iv e their regu lar s tra igh t- t im e sa la r ies (exc lu s ive of pay fo r over t im e at regu lar and/or p rem ium ra tes ) , and the earnings correspond to these w eek ly hours.

2 The mean is computed fo r each job by totaling the earnings of a l l w o rke rs and dividing by the number of w o rk e rs . The median designates position— half of the em p loyees surveyed r e c e iv e m o re than the rate shown; half r e c e iv e less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the low er of these rates and a fourth earn m o re than the higher rate.

3 Excludes p rem ium pay for ove r t im e and for w o rk on weekends, ho lidays, and late shifts.4 These sa la r ies re la te to fo rm a l ly established m in im um starting (h ir ing ) regu lar s tra igh t- t im e sa la r ies that are paid for standard

w o rk w eek s .5 Excludes w o rk e rs in subc ler ica l jobs such as m essen ge r .6 Data are presented fo r a l l standard workweeks combined, and fo r the m ost com mon standard workweeks reported .7 Includes a l l p lantworkers in establishments curren t ly operating late shifts, and establishments whose fo rm a l p rov is ions cove r late

shifts, even though the establishments w e re not current ly operating late shifts.8 L ess than 0.05 percent.9 L ess than 0.5 percent.10 A l l combinations of fu ll and half days that add to the same amount are combined; for exam ple, the proport ion of w o rke rs rece iv ing a

total of 9 days includes those with 9 fu ll days and no half days, 8 fu ll days and 2 half days, 7 fu ll days and 4 half days, and so on. P roport ions then w e re cumulated.

11 These days a re provided as part of a Chr istm as—N ew Y ea r holiday per iod which typ ica l ly begins with Christmas Eve and ends with New Y e a r 's Day. Such a holiday per iod is com mon in the automobile, a e rospace , and fa r m im plem ent industries. Because of y e a r - to - y e a r var ia t ion in the number of workdays during the per iod , pay fo r a Sunday in D ecem ber, frequently r e f e r r e d to as a "bonus h o l id a y , " may be prov ided to equalize each y e a r 's tota l holiday pay.

12 "F lo a t in g " holidays v a ry f r o m year to y ea r accord ing to em p loyer or em p loyee choice.13 Includes payments other than "length of t i m e , " such as percentage of annual earnings or f la t-sum payments, converted to an equivalent

t im e basis; fo r exam ple, 2 percent of annual earnings was considered as 1 w eek 's pay. P e r io ds of s e rv ic e are chosen a rb i t ra r i ly and do not n e c e s sa r i ly r e f le c t individual prov is ions fo r p rogress ion ; fo r exam ple , changes in proport ions at 10 y ea rs include changes between 5 and 10 y ea rs . Estim ates are cumulative. Thus, the proport ion e l ig ib le for at least 3 w eek s ' pay a fte r 10 y ea rs includes those e l ig ib le for at least 3 w e e k s ' pay a fte r few er y ea rs of s e rv ic e .

14 Estim ates l is ted a fter type of benefit a re fo r a l l plans fo r which at leas t a part of the cost is borne by the em p loyer . "Noncontr ibutory p lans" include only those f inanced en t ire ly by the em p loyer . Excluded a re le ga l ly requ ired plans, such as w orkm en 's compensation, soc ia l secu rity , and ra i l road re t irem en t .

13 Unduplicated to ta l of w o rk e rs r ec e iv in g s ick leave or s ickness and accident insurance shown separa te ly be low . Sick leave plans are l im ited to those which de fin ite ly estab lish at leas t the m in im um number of d a y s ' pay that each em ployee can expect. In fo rm a l s ick leave a l lowances de term ined on an individual basis a re excluded.


.

, ■ ■ ; ■ ' ■■ ■ : -


A p p e n d i x . O c c u p a t i o n a l D e s c r i p t i o n s

The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to a s s is t its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangem ents from establishment to establishment and from area to area . This perm its the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and in terarea com parability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishm ents or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working superv isors; apprentices; learn ers; beginners; train ees; and handicapped, part-tim e, tem porary, and probationary w orkers.

O F F IC E

BILLER, MACHINE

P repares statements, b ills, and invoices on a machine other than an ordinary or electro- m atic typewriter. May also keep records as to billings or shipping charges or perform other c lerical work incidental to billing operations. For wage study purposes, b ille rs , machine, are c lassified by type of machine, a s follows:

B iller, machine (billing m achine). U ses a special billing machine (combination typing and adding machine) to prepare bills and invoices from custom ers' purchase orders, internally prepared orders, shipping memorandums, etc. Usually involves application of p redetermined discounts and shipping charges and entry of n ecessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine.

B iller, machine (bookkeeping machine). U ses a bookkeeping machine (with or without a typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on custom ers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sa le s and credit s lip s.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record o f business transactions.

C lass A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and fam iliarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit item s to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand.

C la ss B. Keeps a record of one or m ore phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, custom ers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. May check or a s s is t in preparation of trial balances and prepare control sheets for the accounting department.

CLERK, ACCOUNTING

Perform s one or m ore accounting c lerical task s such as posting to reg iste rs and ledgers; reconciling bank accounts; verifying the internal consistency, com pleteness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for c lerical accuracy various types of reports, l is t s , calculations, posting, etc.; or preparing sim ple or assistin g in preparing more complicated journal vouchers. May work in either a manual or automated accounting system .

The work requ ires a knowledge of c lerical methods and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes fam iliar with the bookkeeping and accounting term s and procedures used in the assigned work, but is not required to have a knowledge of the form al principles of bookkeeping and accounting.

CLERK, ACCOUNTING— Continued

Positions are c lassified into levels on the basis of the following definitions.C la ss A . Under general supervision, perform s accounting c le rical operations which

require the application of experience and judgment, for example, c lerically processing complicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and c lassification s, or tracing transactions through previous accounting actions to determine source of d iscrepan cies. May be a ssisted by one or more c la ss B accounting clerks.

C lass B . Under close supervision, following detailed instructions and standardized procedures, perform s one or more routine accounting clerical operations, such as posting to ledgers, card s, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes.

CLERK, FILE

F ile s , c la ss ifie s , and retrieves m aterial in an established filing system . May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions.

C lass A . C la ssifie s and indexes file m aterial such as correspondence, reports, technical documents, etc., in an established filing system containing a number of varied subject m atter files . May also file this m aterial. May keep records of various types in conjunction with the files . May lead a sm all group of lower level file c lerks.

C la ss B . Sorts, codes, and files unclassified m aterial by simple (subject matter) headings or partly c lassified m aterial by finer subheadings. P repares simple related index and cro ss-re feren ce aids. As requested, locates clearly identified m aterial in files and fo rwards m aterial. May perform related clerical tasks required to maintain and service files.

C la ss C . P erform s routine filing of m aterial that has already been classified or which is easily c lassified in a simple ser ia l c lassification system (e.g., alphabetical, chronological, or num erical). As requested, locates readily available m aterial in files and forwards m ateria l; and may fill out withdrawal charge. May perform simple c lerical and manual tasks required to maintain and service files.

CLERK, ORDERReceives custom ers' orders for m aterial or m erchandise by m ail, phone, or personally.

Duties involve any combination of the following: Quoting prices to custom ers; making out an order sheet listing the item s to make up the order; checking prices and quantities of item s on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating o( custom er, acknowledge receipt of orders from custom ers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders.

CLERK, PAYROLL

Computes wages of company employees and enters the n ecessary data on the payroll sheets. Duties involve: Calculating w orkers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as w orker's name, working days, tim e, rate, deductions for insurance, and total wages due. May make out paychecks and a s s is t paym aster in making up and distributing pay envelopes. May use a calculating machine.

NOTE: Since the la st survey in this area , the Bureau has (1) discontinued collecting data for Comptometer operators, (2) changedthe electronics technicians classification from a single level to a three level job, and (3) begun collecting data for warehousemen.

25Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

26

KEYPUNCH OPERATOR

Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape.

Positions are c lassified into levels on the b asis of the following definitions.

C lass A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding item s to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators.

C lass B . Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. R efers to supervisor problems arisin g from erroneous item s or codes or m issin g information.

MESSENGER (Office Boy or Girl)

Perform s various routine duties such as running errands, operating minor office m achines such as sea le rs or m ailers , opening and distributing m ail, and other minor c lerical work. Exclude positions that require operation of a motor vehicle as a significant duty.

SECRETARY

Assigned as personal secre tary , norm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fa irly independently re ceiving a minimum of detailed supervision and guidance. P erform s varied c le rical and secre taria l duties, usually including m ost of the following:

a. Receives telephone ca lls , personal c a lle rs , and incoming m ail, answ ers routine inquires, and routes technical inquiries to the proper persons;

b. E stab lish es, m aintains, and rev ise s the su p erv isor's files;

c. Maintains the su p erv iso r 's calendar and m akes appointments as instructed;

d. Relays m essage s from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the su p erv iso r 's signature to a ssu re procedural and typographic accuracy;

f. P erform s stenographic and typing work.

May also perform other c le r ical and secre taria l task s of comparable nature and difficulty. The work typically requ ires knowledge of office routine and understanding of the organization, p rogram s, and procedures related to the work of the supervisor.

Exclusions

Not all positions that are titled "se c re tary " p o sse ss the above ch aracteristics . Exam ples of positions which are excluded from the definition are as follows:

a. Positions which do not meet the "person al" secretary concept described above;

b. Stenographers not fully trained in sec re taria l type duties;

c. Stenographers serving as office a ssistan ts to a group of profession al, technical, or m anagerial persons;

d. Secretary positions in which the duties are either substantially m ore routine or substantially m ore complex and responsible than those characterized in the definition;

e. A ssistan t type positions which involve m ore difficult or m ore responsible technical, adm inistrative, supervisory, or specialized c le rical duties which are not typical of sec re tar ia l work.

SECRETARY— Continued

NOTE: The term "corporate officer, " used in the level definitions following, re fers to those officials who have a significant corporate-wide policymaking role with regard to m ajor company activ ities. The title "vice p resid en t," though norm ally indicative of this role, does not in all ca se s identify such positions. Vice presidents whose prim ary responsibility is to act p ersonally on individual ca se s or transactions (e.g ., approve or deny individual loan or credit actions; adm inister individual trust accounts; directly supervise a c lerical staff) are not considered to be "corporate o fficers" for purposes of applying the following level definitions.

C la ss A

1. Secretary to the chairman of the board or president of a company that employs, in a ll, over 100 but fewer than 5,000 person s; or

2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in a ll, over 5,000 but fewer than 25,000 p erson s; or

3. Secretary to the head, im mediately below the corporate officer level, of a m ajor segment or subsidiary of a company that employs, in all, over 25,000 p erson s.

C la ss B

1. Secretary to the chairman of the board or president of a company that employs, in a ll, fewer than 100 person s; or

2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5,000 p erson s; or

3. Secretary to the head, im mediately below the officer level, over either a m ajor corporate-wide functional activity (e.g ., m arketing, research , operations, industrial r e la tions, etc.) or a m ajor geographic or organizational segment (e.g ., a regional headquarters; a m ajor division) of a company that employs, in a ll, over 5,000 but fewer than 25,000 em ployees; or

4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in a ll, over 5,000 p erson s: or

5. Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor of an organizational segment often involving as many as several hundred persons) or a company that employs, in a ll, over 25,000 p erso n s.

C la ss C

1. Secretary to an executive or m anagerial person whose responsibility is not equivalent to one of the specific level situations in the definition for c la ss B, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organ izational segm ents which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or

2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in a ll, fewer than 5,000 p e rso n s.

C la ss D

1. Secretary to the supervisor or head of a sm all organizational unit (e.g., fewer than about 25 or 30 persons); or

2. Secretary to a nonsupervisory staff sp ecia list, professional employee, adm inistrative o fficer, or assistan t, skilled technician or expert. (NOTE: Many companies assignstenographers, rather than secre tarie s as described above, to this level of supervisory or nonsupervisory worker.)

STENOGRAPHER

P rim ary duty is to take dictation using shorthand, and to tran scribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcrib ing from recordings, see Transcribing-M achine Operator, General).

NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one m anager or executive and perform s more responsible and discretionary task s as described in the secretary job definition.

Stenographer, General

Dictation involves a normal routine vocabulary. May maintain files , keep simple record s, or perform other relatively routine c lerical task s.


2 7

STENOGRAPHER— Continued

Stenographer, SeniorDictation involves a varied technical or specialized vocabulary such as in legal briefs

or reports on scientific research . May also set up and maintain files, keep record s, etc.OR

P erform s stenographic duties requiring significantly greater independence and responsibility than stenographer, general, as evidenced by the following: Work requires a highdegree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organisation, policies, p rocedures, files, workflow, etc. Uses this knowledge in perform ing stenographic duties and responsible clerical tasks such as maintaining followup files; assem bling m aterial for reports, memorandums, and le tters; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc.

SWITCHBOARD OPERATORC lass A . Operates a single- or multiple-position telephone switchboard handling incoming,

outgoing, intraplant or office ca lls . P erform s full telephone information service or handles complex ca lls , such as conference, collect, overseas, or sim ilar ca lls , either in addition to doing routine work as described for switchboard operator, c la ss B, or as a full-tim e assignm ent. ("F u ll" telephone information serv ice occurs when the establishment has varied functions that are not readily understandable for telephone information purposes, e .g ., because of overlapping or interrelated functions, and consequently present frequent problems as to which extensions are appropriate for ca lls.)

C la ss B . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office ca lls . May handle routine long distance calls and record to lls. May perform limited telephone information service . ("L im ited" telephone information service occurs if the functions of the establishment serviced are readily understandable for telephone information purposes, or if the requests are routine, e .g ., giving extension numbers when specific names are furnished, or if complex calls are referred to another operator.)

These classification s do not include switchboard operators in telephone companies who a ss is t custom ers in placing calls.

SWITCHBOARD OPERATOR-RECEPTIONISTIn addition to performing duties of operator on a single-position or monitor-type switch

board, acts as receptionist and may also type or perform routine clerical work as part of regular duties. This typing or clerical work may take the m ajor part of this w orker's time while at switchboard.

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)Operates one or a variety of machines such as the tabulator, calculator, collator, inter

preter, sorter, reproducing punch, etc. Excluded from this definition are working superv isors. Also excluded are operators of electronic digital com puters, even though they may also operate EAM equipment.

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator}— Continued

Positions are c lassified into levels on the basis of the following definitions.

C lass A. P erform s complete reporting and tabulating assignm ents including devising difficult control panel wiring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregu lar or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of m achines. Is typically involved in training new operators in machine operations or training lower level operators in wiring from d iagram s and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards.

C lass B. Perform s work according to established procedures and under specific instructions. Assignm ents typically involve complete but routine and recurring reports or parts of la rger and more complex reports. Operates more difficult tabulating or e lectrical ac counting machines such as the tabulator and calculator, in addition to the simpler machines used by c la ss C operators. May be required to do some wiring from diagram s. May train new employees in basic machine operations.

C lass C. Under specific instructions, operates simple tabulating or electrical accounting machines such as the so rter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from d iagram s, and do some filing work.

TRANSCRIBING-MACHINE OPERATOR, GENERAL

P rim ary duty is to tran scribe dictation involving a normal routine vocabulary from transcribing-m achine records. May also type from written copy and do simple clerical work. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or sim ilar machine is c lassified as a stenographer.

TYPIST

U ses a typewriter to make copies of various m aterials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m ater ia ls for use in duplicating p ro cesses. May do clerical work involving little special training, such as keeping simple record s, filing records and reports, or sorting and distributing incoming m ail.

C lass A. Perform s one or m ore of the following; Typing m aterial in final form when it involves combining m aterial from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language m aterial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circum stances.

C la ss B . Perform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard tabulations: or copying m ore complex tables already set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L

COMPUTER OPERATOR

Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a program er. Work includes m ost of the following: Studies instructions to determine equipment setup and operations; loads equipment with required item s (tape ree ls , card s, etc.); switches n ecessary auxiliary equipment into circuit, and starts and operates computer; m akes adjustments to computer to correct operating problems and meet special conditions; reviews e rro rs made during operation and determines cause or re fers problem to supervisor or program er; and maintains operating record s. May test and a s s is t in correcting program .

For wage study purposes, computer operators are c lassified as follows:

C la ss A. Operates independently, or under only general direction, a computer running program s with m ost of the following ch aracteristics: . New program s are frequently tested and introduced; scheduling requirem ents are of critical importance to minimize downtime; the program s are of complex design so that identification of e rro r source often requires a working knowledge of the total program , and alternate program s may not be available. May give direction and guidance to lower level operators.

C lass B. Operates independently, or under only general direction, a computer running program s with most of the following ch aracteristics: Most of the program s are established production runs, typically run on a regularly recurring b asis: there is little or no testing

COMPUTER OPERATOR— Continued

of new program s required; alternate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonable tim e. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously program ed corrective steps, or using standard correction techniques.

OROperates under d irect supervision a computer running program s or segments of program s

with the ch aracteristics described for c la ss A. May a ss is t a higher level operator by independently perform ing le ss difficult task s assigned, and performing difficult task s following detailed instructions and with frequent review of operations performed.

C lass C . Works on routine program s under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine program s. Usually has received some formal training in computer operation. May a ss is t higher level operator on complex program s.

COMPUTER PROGRAMER, BUSINESSConverts statements of business problem s, typically prepared by a system s analyst, into

a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or d iagram s, the program er develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation


28

COMPUTER PROGRAMER, BUSINESS---Continued

of data to achieve desired re su lts. Work involves m ost of the following: Applies knowledge ofcomputer capabilities, m athem atics, logic employed by com puters, and particular subject matter involved to analyze charts and diagram s of the problem to be program ed; develops sequence of program steps; w rites detailed flow charts to show order in which data will be processed ; converts these charts to coded instructions for machine to follow; te sts and corrects program s; prepares instructions for operating personnel during production run; analyzes, reviews, and a lters program s to in crease operating efficiency or adapt to new requirem ents; m aintains records of program development and revision s. (NOTE: Workers perform ing both system s analysis and programing should be c la ssified as system s analysts if this is the skill used to determine their pay.)

Does not include employees p rim arily responsible for the management or supervision of other electronic data processing employees, or p rogram ers prim arily concerned with scientific and/or engineering problem s.

For wage study purposes, p rogram ers are c la ssified as follows:C la ss A. Works independently or under only general direction on qomplex problems which

require competence in all phases of program ing concepts and p ractice s. Working from diagram s and charts which identify the nature of desired resu lts, m ajor processing steps to be accom plished, and the relationships between various steps of the problem solving routine; plans the full range of program ing actions needed to efficiently utilize the computer system in achieving desired end products.

At this level, program ing is difficult because computer equipment m ust be organized to produce several interrelated but d iverse products from numerous and d iverse data elements. A wide variety and extensive number of internal processing actions m ust occur. This requires such actions as development of common operations which can be reused, establishm ent of linkage points between operations, adjustments to data when program requirem ents exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program .

May provide functional direction to lower level program ers who are assigned to a ss is t .C la ss B . Works independently or under only general direction on relatively simple

p rogram s, or on sim ple segm ents of complex program s. Program s (or segments) usually p rocess information to' produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed , the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine record-keeping type operations.

ORWorks on complex program s (as described for c la ss A) under close direction of a higher

level program er or supervisor. May a s s is t higher level program er by independently p e rforming le ss difficult ta sk s assigned, and perform ing m ore difficult task s under fa irly close direction.

May guide or instruct lower level p rogram ers.C lass C . Makes practical applications of program ing practices and concepts usually

learned in form al training cou rses. Assignm ents are designed to develop competence in the application of standard procedures to routine problem s. Receives close supervision on new aspects of assignm ents; and work is reviewed to verify its accuracy and conformance with required procedures.

COMPUTER SYSTEMS ANALYST, BUSINESSAnalyzes business problem s to formulate procedures for solving them by^ise of electronic

data processing equipment. Develops a complete description of all specifications needed to enable program ers to prepare required digital computer program s. Work involves m ost of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criter ia required to achieve satisfactory resu lts; specifies number and types of records, f ile s , and documents to be used; outlines actions to be perform ed by personnel and computers in sufficient detail for presentation to management and for program ing (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in tr ia l runs of new and revised system s; and recommends equipment changes to obtain m ore effective overall operations. (NOTE: Workers perform ing both system s analysis and program ing should be c la s sified as system s analysts if this is the skill used to determine their pay.)

Does not include employees prim arily responsible for the management or supervision of other electronic data processing em ployees, or system s analysts p rim arily concerned with scientific or engineering problem s.

For wage study purposes, system s analysts are c lassified as follows:C lass A. Works independently or under only general direction on complex problems in

volving all phases of system s an alysis. Problem s a re complex because of d iverse sources of input data and m ultiple-use requirem ents of output data. (For example, develops an integrated production scheduling, inventory control, cost an alysis, and sa le s analysis record in which

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the im plications of new or revised system s of data processing operations. Makes recommendations, if needed, for approval of m ajor system s installations or changes and for obtaining equipment.

May provide functional direction to lower level system s analysts who are assigned to a ss is t .

C la ss B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program , and operate. Problem s are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops system s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishm ent, or maintaining inventory accounts in a manufacturing or wholesale establishm ent.) Confers with persons concerned to determine the data processing problem s and advises subject-m atter personnel on the im plications of the data processing system s to be applied.

ORWorks on a segment of a complex data processing scheme or system , as described for

c la ss A. Works independently on routine assignm ents and receives instruction and guidance on complex assignm ents. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alinement with the overall system .

C lass C . Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignm ents are designed to develop and expand practical experience in the application of procedures and sk ills required for system s analysis work. For example, may a s s is t a higher level system s analyst by preparing the detailed specifications required by program ers from information developed by the higher level analyst.

DRAFTSMANC la ss A . Plans the graphic presentation of complex item s having distinctive design

features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships of com ponents and p arts . Works with a minimum of supervisory a ssistan ce . Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings, or d irect their preparation by lower level draftsm en.

C la ss B . P erform s nonroutine and complex drafting assignm ents that require the application of m ost of the standardized drawing techniques regularly used. Duties typically involve such work as: P repares working drawings of subassem blies with irregu lar shapes,multiple functions, and precise positional relationships between components; prepares arch itectural drawings for construction of a building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted form ulas and manuals in making n ecessary computations to determine quantities of m ateria ls to be used, load capacities, strengths, s t re s se s , etc. R eceives in itial instructions, requirem ents, and advice from supervisor. Completed work is checked for technical adequacy.

C la ss C . P repares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or tran sposes scale as required. Suggested methods of approach, applicable precedents, and advice on source m ateria ls are given with in itial assignm ents. Instructions are le ss complete when assignm ents recur. Work may be spot-checked during p rogress.

DRAFTSMAN- TRACER

Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans prim arily consisting of straight lines and a large scale not requiring close delineation.)

AND/ORP repares sim ple or repetitive drawings of easily v isualized item s. Work is closely supervised during p ro gre ss.

ELECTRONICS TECHNICIAN

Works on various types of electronic equipment and related devices by perform ing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and sk ill to put equipment in required operating condition.


29ELECTRONICS TECHNICIAN— Continued

The equipment— consisting of either many different kinds of circuits or multiple repetition of the sam e kind of circuit— includes, but is not limited to, the following: (a) Electronic tran smitting and receiving equipment (e.g ., radar, radio, television, telephone, sonar, navigational a ids), (b) digital and analog com puters, and (c) industrial and m edical m easuring and controlling equipment.

This c lassification excludes repairm en of such standard electronic equipment as common office machines and household radio and television sets; production assem b lers and te ste rs ; worke rs whose prim ary duty is servicing electronic test instrum ents; technicians who have adm inistrative or supervisory responsibility; and draftsm en, d esign ers, and professional engineers.

Positions are c lassified into levels on the basis of the following definitions.

C la ss A. Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to m anufacturers' manuals or s im ilar documents) in working on electronic equipment. Exam ples of such problems include location and density of circuitry , electro-m agnetic radiation, isolating m alfunctions, and frequent engineering changes. Work involves: A detailed understanding of the in terrelationships of circuits; exercising independent judgment in perform ing such task s as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test instruments (e.g ., dual trace osc illo scopes, Q -m eters, deviation m eters, pulse generators).

Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians.

C lass B . Applies comprehensive technical knowledge to solve complex problems (i.e ., those that typically can be solved solely by properly interpreting m anufacturers' manuals or sim ilar documents) in working on electronic equipment. Work involves: A fam iliarity withthe interrelationships of circuits; and judgment in determining work sequence and in selecting tools and testing instrum ents, usually le s s complex than those used by the c la ss A technician.

ELECTRONICS TECHNICIAN— Continued

Receives technical guidance, a s required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignm ents. May provide technical guidance to lower level technicians.

C la ss C. Applies working technical knowledge to perform sim ple or routine tasks in working on electronic equipment, following detailed instructions which cover virtually all procedures. Work typically involves such tasks as: A ssistin g higher level technicians byperforming such activities as replacing components, wiring circu its, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g ., m ultim eters, audio signal generators, tube te ste r s , osc illo scopes). Is not required to be fam iliar with the interrelationships of c ircu its. This knowledge, however, may be acquired through assignm ents designed to increase competence (including classroom training) so that worker can advance to higher level technician.

R eceives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignm ents are involved.

NURSE, INDUSTRIAL (Registered)

A registered nurse who gives nursing service under general m edical direction to ill or injured employees or other persons who become ill or suffer an accident on the p rem ises of a factory or other establishm ent. Duties involve a combination of the following: Giving first aidto the ill or injured; attending to subsequent dressin g of employees' in juries; keeping records of patients treated; preparing accident reports for compensation or other purposes; a s s xsting in physical examinations and health evaluations of applicants and employees; and planning and ca rry ing-out program s involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head n urses in establishm ents employing more than one nurse are excluded.

M A IN T E N A N C E A N D P O W E R P L A N T

CARPENTER, MAINTENANCE

P erform s the carpentry duties n ecessary to construct and maintain in good repair building woodwork and equipment such as bins, crib s, counters, benches, partitions, doors, floors, s ta ir s , casin gs, and trim made of wood in an establishm ent. Work involves m ost of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard m easuring instrum ents; m aking standard shop computations relating to dimensions of work; and selecting m ateria ls n ecessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

ELECTRICIAN, MAINTENANCE

P erform s a variety of e lectrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an e stab lishment. Work involves m ost of the following: Installing or repairing any of a variety of e lectr ical equipment such as generators, tran sform ers, switchboards, controllers, circuit b re ak e rs , m otors, heating units, conduit sy stem s, or other tran sm ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the e lectrical system or equipment; working standard computations relating to load requirem ents of wiring or e lectrical equipment; and using a variety of e lectrician 's handtools and m easuring and testing instrum ents. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

ENGINEER, STATIONARY

Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishm ent in which employed with power, heat, refrigeration , or air-conditioning. Work involves: Operating and maintaining equipmentsuch a s steam engines, a ir com pressors, generators, m otors, turbines, ventilating and re fr ig erating equipment, steam boilers and boiler-fed water pumps; making equipment rep airs: and keeping a record of operation of machinery, tem perature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishm ents employing more than one engineer are excluded.

FIREMAN, STATIONARY BOILER

F ire s stationary boilers to furnish the establishm ent in which employed with heat, power, or steam . Feeds fuels to fire by hand or operates a m echanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or a s s is t in repairing boilerroom equipment.

H ELPER, MAINTENANCE TRADES

A ss ists one or m ore workers in the skilled maintenance trad es, by performing specific or general duties of le s se r skill, such as keeping a worker supplied with m aterials and tools; cleaning working area , machine, and equipment; a ssistin g journeyman by holding m aterials or tools; and perform ing other unskilled task s as directed by journeyman. The kind of work the helper is perm itted to perform varies from trade to trade: In some trades the helper is confinedto supplying, lifting, and holding m aterials and tools, and cleaning working a re as; and in others he is perm itted to perform specialized machine operations, or parts of a trade that are also perform ed by w orkers on a full-tim e b asis.

MACHINE-TOOL OPERATOR, TOOLROOM

Specializes in the operation of one or m ore types of machine tools, such as jig borers, cylindrical or surface grinders, engine lathes, or milling m achines, in the construction of machine-shop tools, gages, j ig s , fix tures, or d ies. Work involves m ost of the following: Planning and perform ing difficult machining operations; processing item s requiring complicated setups or a high degree of accuracy; using a variety of precision m easuring instrum ents; selecting feeds, speeds, tooling, and operation sequence; and making n ecessary adjustments during operation to achieve requisite to lerances or dimensions. May be required to recognize when tools need d ressin g , to d ress tools, and to select proper coolants and cutting and lubricating o ils . For cross-in d ustry wage study purposes, machine-tool operators, toolroom, in tool and die jobbing shops are excluded from this classification .

MACHINIST, MAINTENANCE

Produces replacement parts and new parts in making repairs of m etal parts of mechanical equipment operated in an establishm ent. Work involves m ost of the following: Interpreting written instructions and specifications; planning and laying out of work; using a variety of m achinist's


3 0

MACHINIST, MAINTENANCE— Continued

handtools and precision m easuring instrum ents; setting up and operating standard machine tools; shaping of m etal parts to close to leran ces; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m ate ria ls , p arts , and equipment required for his work; and fitting and assem bling parts into m echanical equipment. In general, the m achinist's work normally requires a rounded training in m achine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience.

MECHANIC, AUTOMOTIVE (Maintenance)

Repairs automobiles, buses, m otortrucks, and tractors of an establishm ent. Work involves m ost of the following: Examining automotive equipment to diagnose source of trouble; d isassem bling equipment and perform ing rep airs that involve the use of such handtools a s wrenches, gages, d rills , or specialized equipment in d isassem blin g or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassem bling and installing the various assem blies in the vehicle and making n ecessary adjustm ents; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

This classification does not include m echanics who repair custom ers' vehicles in automobile repair shops.

MECHANIC, MAINTENANCE

R epairs machinery or m echanical equipment of an establishm ent. Work involves m ost of the following: Examining m achines and mechanical equipment to diagnose source of trouble;dismantling or partly dismantling m achines and perform ing repairs that m ainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with item s obtained from stock; ordering the production of a replacement part by a machine shop or sending of the machine to a machine shop for m ajor rep a irs; preparing written specifications for m ajor repairs or for the production of parts ordered from machine shop; reassem bling m achines; and making all n ecessary adjustments for operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Excluded from this c lassification are workers whose prim ary duties involve setting up or adjusting m achines.

MILLWRIGHT

Installs new machines or heavy equipment, and dism antles and in stalls machines or heavy equipment when changes in the plant layout are required. Work involves m ost of the following: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to s t r e s se s , strength of m ate ria ls , and centers of gravity; alining and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power tran sm ission equipment such as drives and speed reducers. In general, the m illw right's work normally requires a rounded training and experience in the trade acquired through a form al apprenticeship or equivalent training and experience.

PAINTER, MAINTENANCE

Paints and redecorates w alls, woodwork, and fixtures of an establishm ent. Work involves the following: Knowledge of surface pecu liarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and in terstices; and applying paint with spray gun or brush. May m ix colors, o ils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

PIPEFITTER , MAINTENANCE

Installs or rep a irs w ater, steam , gas, or other types of pipe and pipefittings in an establishm ent. Work involves m ost of the following: Laying out of work and m easuring to locate position of pipe from drawings or other written specifications; cutting various s ize s of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting m achines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assem bling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to p re ssu re s , flow, and size of pipe required; and making standard te sts to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Workers prim arily engaged in installing and repairing building sanitation or heating sy stem s are excluded.

SH EET-M ETAL WORKER, MAINTENANCE

F ab rica tes, in sta lls , and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, g rease pans, shelves, lockers, tanks, ventilators, chutes, ducts, m etal roofing) of an establishm ent. Work involves m ost of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting up and operating a ll available types of sheet-m etal working m achines; using a variety of handtools in cutting, bending, form ing, shaping, fitting, and assem bling; and installing sheet-m etal artic le s as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

TOOL AND DIE MAKER

Constructs and rep airs m achine-shop too ls, gages, j ig s , fixtures or dies for forgings, punching, and other m etal-form ing work. Work involves m ost of the following: Planning andlaying out of work from m odels, blueprints, drawings, or other oral and written specifications; using a variety of tool and die m aker's handtools and precision m easuring instruments; understanding of the working properties of common m etals and alloys; setting up and operating of machine tools and related equipment; making n ecessary shop computations relating to dimensions of work, speeds, feeds, and tooling of m achines; heat-treating of m etal parts during fabrication as well as of finished tools and dies to achieve required qualities; working to close tolerances; fitting and assem bling of parts to p rescribed tolerances and allowances; and selecting appropriate m ate ria ls , tools, and p ro ce sse s . In general, the tool and die m ak er's work requires a rounded training in machine-shop and toolroom practice usually acquired through a form al apprenticeship or equivalent training and experience.

F or cross-in d ustry wage study purposes, tool and die m akers in tool and die jobbing shops are excluded from this c lassification .

C U S T O D IA L A N D M A T E R IA L M O V E M E N T

GUARD AND WATCHMEN

Guard. P erform s routine police duties, either at fixed post or on tour, maintaining order, using arm s or force where n ecessary . Includes gatemen who are stationed at gate and check on identity of employees and other persons entering.

Watchman. Makes rounds of p rem ises periodically in protecting property against fire , theft, and illegal entry.

JANITOR, PORTER, OR CLEANER

Cleans and keeps in an orderly condition factory working a reas and washroom s, or p rem ises of an office, apartment house, or com m ercial or other establishm ent. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash , and other refuse; dusting equipment, furniture, or fixtures; polishing m etal fix tures or trim m ings; providing supplies and minor maintenance serv ices; and cleaning lavatories, showers, and restroom s. Workers who specialize in window washing are excluded.

LABORER, MATERIAL HANDLING

A worker employed in a warehouse, manufacturing plant, store , or other establishment whose duties involve one or m ore of the following: Loading and unloading various m aterials and m erchandise on or from freight c a rs , trucks, or other transporting devices; unpacking, shelving, or placing m ateria ls or m erchandise in proper storage location; and transporting m aterials or m erchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are excluded.

ORDER FILLER

F ills shipping or tran sfer orders for finished goods from stored m erchandise in accordance with specifications on sa le s s lip s, custom ers' o rd e rs, or other instructions. May, in addition to filling orders and indicating item s filled or omitted, keep records of outgoing o rd ers, requisition additional stock or report short supplies to supervisor, and perform other related duties.


PACKER, SHIPPING

P repares finished products for shipment or storage by placing them in shipping contain ers, the specific operations perform ed being dependent upon the type, size , and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of item s in shipping containers and m ay involve one or more of the following: Knowledge of various item s of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsio r or other m aterial to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded.

SHIPPING AND RECEIVING CLERK

P repares m erchandise for shipment, or receives and is responsible for incoming shipments of m erchandise or other m aterials. Shipping work involves: A knowledge of shipping procedures, p ractices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping record s. May direct or a s s is t in preparing the m erchandise for shipment. Receiving work involves: Verifying or directing others in verifying the correctn ess of shipmentsagainst bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing m erchandise or m aterials to proper departments; and maintaining n ecessary records and files.

For wage study purposes, w orkers are c lassified as follows:

Receiving clerkShipping clerkShipping and receiving clerk

TRUCKDRIVER

Drives a truck within a city or industrial area to transport m ateria ls , m erchandise, equipment, or men between various types of establishm ents such a s: Manufacturing plants, freight depots, warehouses, wholesale and retail establishm ents, or between retail establishm ents and custom ers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical rep a irs, and keep truck in good working order. D river-salesm en and over-the-road d rivers are excluded.

31

TRUCKDRIVER— Continued

For wage study purposes, truckdrivers are classified by size and type of equipment, as follows: (T rac to r-trailer should be rated on the basis of tra iler capacity.)

Truckdriver (combination of s ize s listed separately)Truckdriver, light (under IV2 tons)Truckdriver, medium (IV2 to and including 4 tons)Truckdriver, heavy (over 4 tons, tra ile r type)Truckdriver, heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER

Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment.

For wage study purposes, workers are c lassified by type of truck, as follows:

Trucker, power (forklift)Trucker, power (other than forklift)

WAREHOUSEMAN

As directed, perform s a variety of warehousing duties which require an understanding of the establishm ent's storage plan. Work involves m ost of the following: Verifying m aterials(or m erchandise) against receiving documents, noting and reporting d iscrepancies and obvious dam ages; routing m ateria ls to prescribed storage locations; storing, stacking, or palletizing m aterials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored m aterials and reporting deterioration and damage: removing m aterial from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties.

Exclude workers whose prim ary duties involve shipping and receiving work (see shipping and receiving clerk and packer, shipping), order filling (see order filler), or operating power trucks (see trucker, power).


Available On R equest

The following areas are surveyed periodica lly for use in administering the Service Contract Act of 1965. Copies of public re leases are or will be available at no cost while supplies last from any of the BLS regional offices shown on the back cover.

A lam ogordo—Las C ruces , N. Mex.A laska Albany, Ga.A m ar i l lo , Tex.Atlantic City, N.J.Augusta, Ga.—S. C.Bakersfie ld , Calif.Baton Rouge, La .Biloxi, Gulfport, and Pascagoula, M iss. Bridgeport, Norwalk , and Stamford, Conn. Cedar Rapids, Iowa Champaign—U rban a , 111.Charleston, S.C.C larksv i l le , Tenn., and Hopkinsville, Ky. Colorado Springs, Colo.Columbia, S.C.Columbus, G a —A la .Corpus Christi, Tex.C r a n e , Ind .Dothan, A la .Duluth—Superior , M inn—Wis.E l Paso, Tex.Eugene—Springfield, Oreg.Fargo—Moorhead, N. Dak—Minn. Fayetteville, N. C.Fitchburg—Leom inster , M ass .F rederick—Hagerstown, Md.—Pa.—W. Va. Fresno, Calif.Grand Forks, N. Dak.Grand Island—H astings , Nebr.Greenboro—Winston Salem—High Point, N .C . H arr isbu rg , Pa.Knoxville , T enn.

Laredo , Tex.Las Vegas , Nev.Lower Eastern Shore, M d —Va.Macon, Ga.Marquette, Escanaba, Sault Ste.

M a r ie , Mich.Melbourne—Titusville—Cocoa, F la.

(B reva rd Co.)Merid ian, M iss .Middlesex, Monmouth, Ocean, and Somerset

Cos., N.J.Mobile , A la . , and Pensaco la , Fla. Montgomery, A la .Nashvil le , Tenn.Northeastern MaineNorwich—Groton—New London, Conn.Ogden, Utah Orlando, F la.Oxnard—Simi Valley—Ventura, Calif.Panama City, F la .Portsmouth, N .H —Maine—M ass .Pueblo, Colo.Reno, Nev.Sacramento, Calif.Santa B a rba ra—Santa M a r ia—Lom poc , Calif. Sherman—Denison, Tex.Shreveport, La.Springfield—Chicopee—Holyoke, M ass —Conn. Topeka, Kans.Tucson, A r iz .Valle jo—Fairf ie ld—N a p a , Calif.Wilmington, D e l—N.J^-Md.Yuma, A r iz .

Reports for the following surveys conducted in the p r io r year but since discontinued are also available :

Alpena, Standish, and Tawas City, Mich. Asheville , N.C.Austin, T ex . *Fort Smith, A rk .—Okla.Great F a l ls , Mont.

Lexington, K y .* Pine Bluff, A rk . Stockton, Calif. Tacoma, Wash. Wichita F a l ls , Tex.

* Expanded to an area wage survey in fisca l year 1973. See inside back cover.

The twelfth annual report on sa laries for accountants, auditors, chief accountants, attorneys, job analysts, directors of personnel, buyers, chemists, engineers, engineering technicians, draftsmen, and c ler ica l employees. O rder as B LS Bulletin 1742, National Survey of P ro fess iona l , Administrative, Technical, and C le r ica l Pay , June 1971, 75 cents a copy, from any of the B LS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D .C ., 20402.

♦•U. 1 OOVCRNMINT MlVTINO OPFICI: l! 129/ U


A rea W age SurveysA l is t o f the la tes t a va i lab le bu lle t ins is p resen ted be low . A d i r e c t o r y o f a r ea w age studies including m o r e l i m i t e d studies c o n d u c te d at the

requ es t o f the E m p loym en t Standards Ad m in is t ra t io n o f the Departm ent o f L a b o r is ava i lab le on request. Bu lle t ins m a y be purchased f r o m any o f the B L S r e g io n a l sa les o f f i c e s shown on the back c o v e r , o r f r o m the Superintendent o f Documents, U.S. G ove rn m en t P r in t in g O f f i c e , W a s h i n g t o n , D . C . , 20402.

A r e a

A k r o n , O h io , D e c . 1972____________________________________A lb a n y —S c h e n e c t a d y —T r o y , N . Y . , M a r . 1973 1 -------------A l b u q u e r q u e , N. M e x . , M a r . 1 973________________________A l le n to w n —B e t h l e h e m —E a s t o n , P a . —N . J . , M a y 1972 1 —A t l a n t a , G a . , M a y 1 973____________________________________A u s t i n , T e x . , D e c . 1972 1---------------------------------------------B a l t i m o r e , M d . , A u g . 1972 1______________________________B e a u m o n t —P o r t A r t h u i ^ O r a n g e , T e x . , M a y 1973 1 ------B i n g h a m t o n , N .Y . , J u l y 1 9 7 2 _____________________________B i r m i n g h a m , A l a . , M a r . 1973 1___________________________B o i s e C i t y , Id a h o , N o v . 1972 1____________________________B o s t o n , M a s s . , A u g . 1972 1_______________________________B u f f a l o , N .Y . , O ct . 1972 1_________________________________B u r l i n g t o n , V t . , D e c . 1972 1______________________________C a n t o n , O h io , M a y 1973____________________________________C h a r l e s t o n , W. V a . , M a r . 1973___________________________C h a r lo t t e , N . C . , J a n . 197 3 ------------------------------------------C h a t t a n o o g a , T e n n . - G a . , S e p t . 1972 1--------------------------C h ic a g o , 111., J u n e 1972-----------------------------------------------C i n c in n a t i , O hio—K y .—I n d . , F e b . 1973--------------------------C l e v e l a n d , O h io , S e p t . 1972 1---------------------------------------C o l u m b u s , O h io , O ct . 1972 1______________________________D a l l a s , T e x . , O c t . 1972 1---------------------------------------------D a v e n p o r t —R o c k I s l a n d —M o l in e , Iow a—111., F e b . 197 3----D a y to n , O h io , D e c . 1972___________________________________D e n v e r , C o l o . , D e c . 1972---------------------------------------------D e s M o in e s , Iow a, M a y 1 973_____________________________D e t r o i t , M i c h . , F e b . 1 9 7 2 _________________________________D u r h a m , N . C . , A p r . 1973__________________________________F o r t L a u d e r d a l e —H o lly w o o d and W e s t P a l m

B e a c h , F l a . , A p r . 1973___________________________________F o r t W o rth , T e x . , O ct . 1972 1--------------------------------------G r e e n B a y , W i s . , J u l y 1972 1---------------------------------------G r e e n v i l l e , S . C . , M a y 1 9 7 2 _______________________________H o u s t o n , T e x . , A p r . 197 3 ---------------------------- ----------------H u n t s v i l l e , A l a . , F e b . 1 9 7 3 -----------------------------------------I n d i a n a p o l i s , In d . , O ct . 1972 1--------------------------------------J a c k s o n , M i s s . , J a n . 1 973--------------------------------------------J a c k s o n v i l l e , F l a . , D e c . 1 9 7 2 --------------------------------------K a n s a s C i ty , M o . - K a n s . , S e p t . 1 9 7 2 ----------------------------L a w r e n c e —H a v e r h i l l , M a s s . —N .H . , J u n e 1972 1------------L e x in g t o n , K y . , N ov . 1972 1-----------------------------------------L i t t l e R o c k —N o r th L i t t l e R o c k , A r k . , J u l y 1972 1---------L o s A n g e l e s —L o n g B e a c h an d A n a h e im —S a n t a A n a -

G a r d e n G r o v e , C a l i f . , O ct . 1972 1------------------------------L o u i s v i l l e , K y .—In d . , N o v . 1972-----------------------------------L u b b o c k , T e x . , M a r . 1973-------------------------------------------M a n c h e s t e r , N .H . , J u l y 1972 1-------------------------------------M e m p h i s , T e n n .—A r k . , N ov. 1972________________________M i a m i , F l a . , N ov . 1972 1__________________________________M id la n d and O d e s s a , T e x . , J a n . 1 973--------------------------

Bu lle t in number and p r ic e A r e a

B u l l e t i n n u m b e r and p r i c e

1775-36, 40 cents Milwaukee, W is., May 1972 * __________ __ ______ ____ 1725-83, 45 cents1775-62, 55 cents Minneapolis—St. Pau l, Minn., Jan. 197 3---------------------- — 1775-49, 55 cents1775-52, 40 cents Muskegon—Muskegon Heights, Mich., June 1972 1 _______ 1725-85, 35 cents1725-87, 35 cents Newark and Jersey City, N.J., Jan. 1973_______________ _ 1775-50, 55 cents1775-79, 40 cents New Haven, Conn., Jan. 1973________________________________ 1775-46, 40 cents1775-42, 40 cents New Orleans, La ., Jan. 1973_________________________________ 1775-47, 40 cents1775-20, 75 cents New York, N .Y . , Apr. 19721_________________________________ 1725-90, 50 cents1775-82, 40 cents Norfo lk—Virg in ia Beach—Portsmouth and1775-5, 45 cents Newport News—Hampton, V a . , Jan. 1973 1_______________ 1775-51, 50 cents1775-65, 55 cents Oklahoma City, O k la . , July 1972____________________________ 1775-6, 45 cents1775-32, 50 cents Omaha, Nebr.—Iowa, Sept. 1972 ____ ___ ____________ 1775-16, 40 cents1775-13, 75 cents P a te r son—Clifton—P a s s a i c , N.J., June 1972 1 ------------------ 1725-88, 40 cents1775-18, 65 cents Philadelphia, Pa .—N.J., Nov. 1972.. „ ----------- --------- 1775-45, 55 cents1775-28, 50 cents Phoenix, A r i z . , June 1972 1__________________________________ 1725-94, 55 cents1775-73, 40 cents Pittsburgh, P a . , Jan. 1973 * .. __ __ _____ ____________ 1775-67, 75 cents1775-74, 40 cents Portland, Maine, Nov. 1972 ___ ___________________ . 1775-21, 40 cents1775-39, 40 cents Portland, Oreg.—Wash., May 1972 1 _______________ ______ 1725-89, 35 cents1775-14, 55 cents Poughkeepsie—Kingstorr-Newburgh, N .Y . ,1725-92, 70 cents June 1972 1 ___ ______________ _ ___ _____ __ 1725-80, 35 cents1775-53, 50 cents Providence—W arw ick—Pawtucket, R.I.—M a s s . ,1775-15, 75 cents May 197 2_________________ ______ _______________________ ______ 1725-70, 30 cents1775-23, 55 cents Raleigh, N .C . , Aug. 1972_____________________________________ 1775-7, 45 cents1775-25, 75 cents Richmond, V a . , M ar. 1973___________________________________ 1775-68, 40 cents1775-57, 40 cents Rivers ide—San Bernardincr-Ontario, Calif.,1775-34, 40 cents Dec. 11972 * __________ ______________________ _______ _______ __ _ 1775-60, 65 cents1775-35, 40 cents Rochester, N .Y . (office occupations only), July 1972___ 1775-4, 45 cents1775-72, 40 cents Rockford, 111., June 1973_____________________________________ 1775-80, 35 cents1725-68, 40 cents St. Louis, Mo.—111., M ar. 1973 1_____________________________ 1775-69, 75 cents1775-61, 35 cents Salt Lake City, Utah, Nov. 1972 1___________________________ 1775-33, 50 cents

San Antonio, Tex., May 1973_______ ________________ ___ 1775-78, 35 cents1775-64, 40 cents San Diego, Calif., Nov. 1972__________________________________ 1775-40, 40 cents1775-24, 50 cents San Francisco—Oakland, Calif., Mar. 1973_______________ 1775-81, 40 cents1775-1, 55 cents San Jose, Calif., M ar. 1973____ _ __ ________________ 1775-66, 40 cents1725-66, 30 cents Savannah, Ga., May 1973______ _ __ __ ________ 1775-77, 40 cents1775-71, 50 cents Scranton, P a . , July 1972----- — ___ _________ ___ _____ 1775-10, 45 cents1775-48, 40 cents Seattle—Everett, Wash., Jan. 1973____ _____ _ __ 1775-56, 40 cents1775-27, 55 cents Sioux Fa l ls , S. Dak., Dec. 1972 1 ____________________________ 1775-43, 40 cents1775-44, 40 cents South Bend, Ind., M a r . 1973______ __ ___ _ _ ____ 1775-54, 40 cents1775-31, 40 cents Spokane, Wash., June 1972 1------------------------------------------------ 1725-91, 35 cents1775-17, 50 cents Syracuse, N .Y . , July 1972 _______________ _____________ 1775-11, 45 cents1725-81, 35 cents Tampa—St. Petersbu rg , F la ., Aug. 1972___________________ 1775-9, 45 cents1775-22, 50 cents Toledo, Ohio -M ich., Apr. 1973______________________________ 1775-63, 40 cents1775-2, 55 cents Trenton, N.J ., Sept. 1972 1____________________________________ 1775-12, 55 cents

Utica—Rome, N .Y . , July 1972_________________________________ 1775-3, 45 cents1775-38, 75 cents Washington, D.C.—Md.—Va., M ar. 1973____________________ 1775-75, 50 cents1775-37, 40 cents Waterbury , Conn., Mar. 1973_________________________________ 1775-58, 40 cents1775-55, 40 cents Waterloo, Iowa, Nov. 1972. _____ ___________ __ ____ 1775-26, 40 cents1775-8, 55 cents Wichita, K an s . , Apr. 1973____ _____ ___________________ 1775-70, 40 cents1775-30, 40 cents W orcester , M ass . , May 1973_________________________________ 1775-76, 40 cents1775-29, 55 cents York. P a . . Feb. 1973_______________ - ____________________ 1775-59, 40 cents1775-41, 35 cents Youngstown—W arren , Ohio, Nov. 1972_____________________ 1775-19, 40 cents

Data on establishment practices and supplementary wage provisions are also presented.Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS WASHINGTON, D.C. 20212

OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300

POSTAGE AND FEES PAIDU. S. DEPARTMENT OF LABOR

L A B - 4 4 1

THIRD CLASS MAIL

BUREAU OF LABOR STATISTICS REGIONALRegion I

1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617)ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region II1515 BroadwayNew York, N Y. 10036Phone: 971-5405 (Area Code 212)New JerseyNew YorkPuerto RicoVirgin Islands

Region IIIP.O. Box 13309Philadelphia, Pa. 19101phnne- 597-1154 (Area Code 215)DelawareDistrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

OFFICESRegion IV

Suite 5401371 Peachtree St. N.E.Atlanta, Ga. 30309Phone: 526-5418 (Area Code 404)Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Region V8th Floor, 300 South Wacker DriveChicago, III. 60606Phone: 353-1880 (Area Code 312)IllinoisIndianaMichiganMinnesotaOhioWisconsin

Region VI1100 Commerce St. Rm. 6B7Dallas, Tex. 75202Phone: 749-3516 (Area Code 214)Arkansas Louisiana New Mexico Oklahoma Texas

Regions VII and VIII Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816) VII V IIIIowa ColoradoKansas MontanaMissouri North DakotaNebraska South Dakota

UtahWyoming

Regions IX and X450 Golden Gate Ave.Box 36017San Francisco, Calif. 94102 Phone: 556-4678 (Area Code 415) IX XArizona AlaskaCalifornia IdahoHawaii OregonNevada Washington


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