bls_1900-40_1976.pdf

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Area Wage SurveyStamford, Connecticut, Metropolitan Area, May 1976Bulletin 1900-40

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

PrefaceThis bulletin provides resu lts of a May 1976 su rvey of

occu pation al earnings and supplem entary wage benefits in thei Stam ford, C onnecticut, Standard M etropolitan S tatistical A rea (the city o f Stam ford; and the towns o f D arien, Greenwich', and New Canaan in F a ir fie ld County). The su rvey was m ade as part o f the Bureau of L abor S tatistics ' annual area wage survey program ,) w hich is designed to y ie ld data fo r individual m e tro politan areas as w ell as national and region al estim ates fo r a ll Standard M etropolitan Statistica l A rea s in the United States, excluding A laska and Hawaii.

A m a jor con sideration in the area wage survey p ro g ra m is the need to d e scr ib e the le v e l and m ovem ent of wages in a v a r ie ty of labor m arkets, through the analysis of (1) the leve l and d istribution o f w ages by occupation , and (2) the m ovem ent o f w ages by occupational ca tegory and sk ill leve l. The p rogra m develops in form ation that m ay be used fo r many pu rposes, including wage and sa la ry adm inistration , c o lle c t iv e bargaining, and assista n ce in determ ining plant location . Survey resu lts also/ are used by the U.S. D epartm ent of L abor to make wage d e ter m inations under the S erv ice C ontract A ct of 1965.

C urrently, 84 areas are included in the p rogram . (See lis t o f areas on inside back co v e r .) In each area , occupational

earnings data are co lle c te d annually. In form ation on estab lish m ent p ra ctices and supplem entary wage benefits is obtained ev ery third year.

E ach year a fter a ll individual area wage surveys have been com pleted , two sum m ary bulletins a re issu ed . The f ir s t brings together data fo r each m etropolitan area surveyed; the second presen ts national and reg ion al estim ates, p ro je cted fr o m individual m etropolitan area data.

The Stam ford su rvey was conducted by the B ureau 's reg ion a l o ffice in Boston, M ass ., under the genera l d irection of Paul V. M ulkern, A ssistant R egional C om m ission er for O perations. The su rvey could not have been accom p lish ed without the coopera tion of the many firm s w hose w age and sa lary data provided the b a sis fo r the sta tistica l in form ation in this bulletin . The Bureau w ishes to ex p ress s in ce re apprecia tion fo r the co o p eration rece iv ed .

Note:

A vailable fo r the Stam ford area are listings of union wage rates fo r building trades, printing trades, lo ca l-tra n s it operating em p loyees , lo c a l tru ck d riv ers and h elpers, and g ro c e ry store em p loyees . F re e cop ies of these are available fr o m the B ureau 's region al o ffic e s . (See back co v e r fo r a d d resses .)


Bulletin 1900-40 October 1976Area W age Survey: Stamford, Connecticut, Metropolitan Area May 1976

U.S. DEPARTMENT OF LABOR, W. J. Usery, Jr., Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Contents Page Page

In troduction_______________________________________ 2 Tables— Continued

Tables:

A. Earnings:A - l . Weekly earnings of o f f ice w o rk e r s . . . 3 A -2 . Weekly earnings of pro fess iona l

and technical w o r k e r s ______________ 5A -3 . Average weekly earnings o f o f f ic e ,

p ro fess iona l, and technicalw o rk e rs , by s e x ____________________ 6

A -4 . Hourly earnings of maintenance, too lro o m , and powerplantw o rk e r s______________________________ 7

A -5 . Hourly earnings o f m aterial movement and custodialw o rk e r s______________________________ 8

A -6 . A verage hourly earnings ofmaintenance, to o lro o m , p o w e r - plant, m aterial m ovem ent, andcustodial w ork ers , by s e x __________ 9

A -7 . Percent increases in average hourly earnings for selected occupational g ro u p s , adjusted for employment sh ift s_______________ 10

B. Establishment p ract ices andsupplementary wage provisions:

B - l . Minimum entrance sa laries for inexperienced typistsand c le rk s____________________________11

B -2 . Late shift pay provisions forfu ll -t im e manufacturing plantw o rk e rs_______________________________ 12

B -3 . Scheduled weekly hours and days of fu ll -t im e f ir s t -sh iftw o rk e r s______________________________ 13

B -4 . Annual paid holidays for fu ll -t im ew o rk e r s _______________________________ 14

B -5 . Paid vacation provis ions forfu ll -t im e w o rk e rs____________________ 15

B -6 . Health, insurance, and pension plan provisions for fu ll -t im e wo rke r s______________________________ 1 8

Appendix A. Scope and method o f s u r v e y _________ 20Appendix B. Occupational d e s c r ip t io n s___________25

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price 85 cents. Make checks payable to

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

IntroductionThis area is 1 of 84 in which the U.S.

Department o f L a b o r 's Bureau of Labor Statistics conducts surveys o f occupational earnings and r e lated benefits. In this area, data w ere obtained by personal visits of Bureau field econom ists to r e presentative establishments within six broad industry d iv is ions : Manufacturing; transportation, com m u n ication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and s e rv ice s . M ajor industry groups excluded from these studies are government operations and the c o n struction and extractive industries. Establishments having few er than a p rescr ibed number o f w orkers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each o f the broad industry divisions which meet publication c r ite r ia .

A - s e r i e s tables

Tables A - l through A -6 provide estimates of stra ight-tim e weekly or hourly earnings for w o r k ers in occupations com m on to a variety of m anufacturing and nonmanufacturing industries. Occupations w ere se lected f ro m the following categor ies : (a)O ffice c le r i ca l , (b) p ro fess iona l and technical , (c) maintenance, to o lro o m , and powerplant, and (d) material movement and custodial. In the 31 largest survey areas , tables A - l a through A -6 a provide sim ilar data for establishments employing 500 w o r k ers or m ore .

Table A -7 provides percent changes in a v erage hourly earnings o f o f f ice c le r i ca l w ork ers , e lectron ic data p r o c e s s i n g w ork ers , industrial

nurses , skilled maintenance trades w o rk e rs , and unskilled plant w o rk e rs . Where p o ss ib le , data are presented for all industries , manufacturing, and nonmanufacturing. This table provides a m easure of wage trends after elimination o f changes in average earnings caused by employment shifts among estab lishments as well as turnover o f establishments in cluded in survey sam ples. F o r further details , see appendix A.

B -s e r i e s tables

The B -s e r i e s tables present information on minimum entrance sa laries for o f f ice w ork ers ; late shift pay p rovis ion s and p ractices for plant w ork ers in manufacturing; and data separately fo r plant and o f f ice w ork ers on scheduled weekly hours and days o f f ir s t -sh ift w ork ers ; paid holidays; paid vacations; and health, insurance, and pension plans.

Appendixes

Appendix A d e scr ib e s the methods and c o n cepts used in the area wage survey p rogram . It provides information on the scope o f the area survey, on the a re a 's industrial com position in m anufacturing, and on labor-m anagem ent agreement coverage .

Appendix B provides job descr iptions used by Bureau field econom ists to c lass i fy w ork ers by occupation.

2Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A. EarningsTable A-1. Weekly earnings of office workers in Stamford, Conn., May 1976

O ccupation and industry d iv ision

ALL WORKERS

S E C R E T A R I E S -----------------------MANUFACTURING -------------n o n m a n u f a c t u r i n g ---------

SECRETARIES. CLASS A ------MANUFACTURING -------------n o n m a n u f a c t u r i n g ---------

SECRETARIES, CLASS 0 ------MANUFACTURING ----------—n o n m a n u f a c t u r i n g ---------

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

SECRETARIES. CLASS D ---MANUFACTURING ----------n o n m a n u f a c t u r i n g ---- —

STENOGRAPHERS, GENERAL ---

TRANSCRIBING-MACHINE TYPISTSm 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 ---------

TYPISTS, CLASS A -------------NONMANUFACTURING ---------

TYPISTS, CLASS B --------------------MANUFACTURING --------------------NONMANUFACTURING --------------

FILE CLERKS, CLASS B ----------------NONMANUFACTURIMfi -----------------

FILE CLERKS, CLASS C ----------— ---

MESSENGERS------------ ---- ----------MANUFACTURING--------------------NONMANUFACTURING------ ----------

s w i t c h b o a r d o p e r a t o r s ------------MANUFACTURING----- -----------NONMANUFACTURING --------------

SWITCHBOARD o p e r a t o r -r e c e p t i o n i s t 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 -----------------

ORDER CLERKS, CLASS B ---------------

Weekly earnings 1 (standard) N u m b e r of w o r k e r s receiving straight-time we e k l y earning of--

Numberof

workers

Average weekly hours 1

(standard Mean * Median * Middle range* U n d e rS115

S115

andunder

120

S120

125

S125

130

S130

135

s135

140

S140

145

S145

|50

S150

160

S160

170

S170

180

S180

190

S190

20 0

S200

210

S210

220

S220

23 0

s230

240

S240

250

s250

260

~S-----260

270

S270

and

over

1, 4 8 5 36 . 5$2 0 9 . 0 0

$2 0 5 . 0 0

$ $ 1 8 4 . 0 0 - 2 3 0 . 0 0 1 3 6 14 49 9 3 154 145 177 179 161 124 94 76 82 38 89

1, 03 8 37 .0 2 1 5 . 0 0 2 1 0 . 5 0 1 9 0 . 0 0 - 2 3 7 . 0 0 - - - - - 1 - 4 15 41 101 97 129 119 117 100 73 63 71 33 744 4 7 3 6 . 5 19 4 . 5 0 1 9 0. 00 1 7 0 . 5 0 - 2 1 2 . 0 0 - - 1 2 6 10 34 52 53 48 48 60 44 24 21 13 11 5 15

21 2 3 6 . 5 2 4 9 . 5 0 2 5 3 . 0 0 2 3 0 . 0 0 - 2 6 5 . 0 0 . - - - _ • • • - 2 6 7 4 16 14 23 26 50 19 *4 5185 36 . 5 2 5 2 . 0 0 2 5 5 . 0 0 2 3 5 . 0 0 - 2 6 7 . 0 0 - - “ - - - - - - - - 6 7 4 11 14 9 23 50 19 4227 36 .0 2 3 0 . SO 2 3 0 . 0 0 2 2 4 . 0 0 - 2 3 0 . 0 0 * “ * “ * * * 2 - - 5 - 14 3 * 3

4 4 5 36 .5 2 2 1 . 5 0 2 1 9 . 0 0 2 0 0 . 0 0 - 2 3 7 . 0 0 - - - - • . - 3 - 22 24 51 77 60 55 44 34 18 16 41338 3 6 . 5 2 2 4 . 5 0 21 9 . 0 0 2 0 3 . 5 0 - 2 4 0 . 0 0 - - - - - - - - - - 12 16 28 63 52 40 40 30 12 13 32107 36 . 5 2 1 2 . 5 0 2 0 3 . 0 0 1 9 0 . 0 0 - 2 2 7 . 0 0 - - * * - - “ * 3 * 10 b 23 14 8 15 4 4 6 3 9

370 37 .0 2 0 2 . 0 0 19 9 . 5 0 1 8 4 . 0 0 - 2 2 1 . 0 0 • _ - 1 • 4 6 9 26 32 3b 69 41 45 45 20 14 14 3 324 4 37 .5 2 0 5 . 5 0 2 0 3 . 5 0 1 8 8 . 0 0 - 2 2 2 . 5 0 9 23 32 55 20 34 36 17 8 9 1 -126 36 . 5 19 5 . 0 0 19 4. 00 1 6 3 . 5 0 - 2 1 7 . 0 0 " - 1 - 4 6 9 17 9 6 14 21 11 9 3 6 S 2 3

45 8 37 .0 18 3. 50 18 0 . 5 0 1 6 9 . 0 0 - 2 0 0 . 0 0 . - - - • 3 2 8 37 67 98 77 50 57 40 10 7 2 - • .271 37 .0 18 7 . 0 0 18 5. 00 1 7 3 . 5 0 - 2 0 0 . 0 0 - - - - 1 - 4 15 32 66 43 39 32 20 10 7 2 - - -187 37 .0 17 9. 00 17 9. 50 1 6 5 . 0 0 - 1 9 4 . 0 0 - * * 2 2 4 22 35 32 34 11 25 20 - - * * * -

112 37.0 16 8.00 16 7. 00 1 5 6 . 0 0 - 1 7 8 . &0 - - - - 2 1 7 3 24 22 27 20 4 2 - - - - - - -

69 36 . 5 16 1. 50 15 9, 50 1 4 9 . 5 0 - 1 8 2 . 0 0 • - - 4 2 - 6 10 16 8 4 lb - 1 _ _ . - - _ -53 36 . 5 15 8. 00 15 5. 50 1 4 6 . 0 0 - 1 8 2 . 0 0 - - - 4 2 - 6 10 10 7 - 1816 36 . 5 17 1. 50 17 0. 00 1 5 9 . 5 0 - 1 8 2 . 5 0 - - * * - - * * 6 1 4 4 * 1 - * - * * * *

126 37.0 15 9. 50 1 5 7. 00 1 4 4 . 0 0 - 1 6 6 . 0 0 • - - 11 3 25 11 19 28 10 . 14 4 1 . , . -66 37.0 15 4. 00 1 5 1. 50 1 4 0 . 0 0 - 1 6 1 . 0 0 * “ 9 1 20 3 12 12 1 * 7 - 1 * * * *

109 37 .0 13 8. 50 1 3 7. 00 1 2 7 . 5 0 - 1 4 5 . 0 0 . 8 9 11 17 12 22 11 8 6 569 37 .5 13 6. 00 1 3 7. 00 1 2 6 . 0 0 - 1 4 3 . 5 0 - 6 9 7 11 4 16 7 8 140 36 .5 14 3. 00 1 3 7. 50 1 3 3 . 0 0 - 1 5 1 . 5 0 - 2 * 4 6 8 6 4 * 5 5 *

75 36.0 13 3. 50 1 3 0. 00 1 2 5 . 0 0 - 1 4 2 . 0 0 - 6 9 19 11 6 9 6 7 265 35 .5 13 3. 00 13 0. 30 1 2 5 . 0 0 - 1 4 0 . 0 0 3 9 19 10 6 8 5 3 2

56 36.0 11 7. 50 1 1 5. 00 1 1 0 . 0 0 - 1 2 1 . 0 0 22 14 7 3 - - 5 - 5 - - - - - - - - - - - -

84 36 .5 12 8. 50 12 5. 00 1 1 6 . 5 0 - 1 4 0 . 0 0 *** 12 16 13 6 12 1 14 3 3 1 351 37.0 12 9. 00 1 2 2. 00 1 1 6 . 5 0 - 1 4 0 . 0 0 7 11 10 3 2 1 9 3 3 1 133 36.0 12 8. 00 13 0. 00 1 1 9 . 0 0 - 1 3 2 . 0 0 5 5 3 3 10 - 5 * “ * 2

77 38.0 16 0.00 1 5 9. 50 1 4 5 . 0 0 - 1 8 3 . 0 0 1 5 3 - - 2 6 6 17 10 7 16 4 _ . - • - - . -

44 37 .5 16 7. 50 16 8. 00 1 5 5 . 0 0 - 1 8 4 . 0 0 - - - - - 2 3 4 7 10 3 13 2 - - - - - - - -33 39.0 15 0. 00 15 2. 50 1 2 5 . 0 0 - 1 7 0 . 0 0 1 5 3 * “ - 3 2 10 4 3 2 “ - * - * * * *

86 36 .5 16 0. 00 15 5. 50 1 4 6 . 5 0 - 1 7 3 . 0 0 - 5 - 5 - 5 3 7 22 9 12 5 11 - 1 1 - - - - -

59 37.0 15 5. 50 1 5 5 . 5C 1 4 6 . 5 0 - 1 7 0 . 0 0 - 5 - 5 - - 1 7 17 6 12 3 327 35 . 5 16 9 . 5 0 16 9. 50 1 4 6 . 5 0 - 1 9 5 , 0 0 * * * * 5 2 • 5 3 * 2 8 - 1 1 - * * * *

59 36.0 14 5. 50 14 9.00 1 2 1 . 0 0 - 1 6 5 . 0 0 t 9 6 3 6 1 * 3 2 8 13 1 3 3 1 - * - * * * *

*

* * *

t

Workers were distributed as follows: W orkers were distributed as follows: Workers were at $ 110 to $ 11 5. Workers were distributed as follows:

8 at $270 to $280; 16 at $280 to $290; 8 at $290 to $300; 8 at $300 to $310; and 5 at $310 to $ 320. 6 at $ 95 to $100; 6 at $100 to $105; 2 at $105 to $110; and 8 at $110 to $115.

3 at $ 105 to $ 110; and 6 at $ 110 to $ 11 5.

See footnotes at end of tables.


Table A-1. Weekly earnings of office workers in Stamford, Conn., May 1976— ContinuedW e e k ly earn in gs 1

(s ta n d a rd )N u m b e r of w o r k e r s receiving straight-time w e gkly earnings of----

N u m b e r A v e r a g ew e e k ly

S11 5

S120

S125

s130

s1 3 5

s140

s145

S150

s160

s170

S180

S190

s200

S $ 2 1 0 22 0

S2 3 0

s24 0

$2 5 0

s26 0

"5 ---------2 7 0

w o r k e r h ours * (s ta n d a rd ) M e a n * M e d ia n £ M id d le ra n g e £ U n d e r

$ and and1 15 under

120 1 25 130 13 5 140 14 5 150 160 170 180 190 20 0 21 0 2 30 24 0 2 5 0 2 6 0 27 0 over

$ $ $ $2 5 8 3 7 .0 1 8 6 .5 0 1 8 5 .0 0 1 7 5 .0 0 - 1 9 8 .0 0 - - - - 1 2 6 - 7 31 4 6 68 4 4 15 19 9 2 7 - - i13 6 3 7 . 5 1 9 1 .0 0 1 8 8 .5 0 1 7 5 .5 0- 2 0 7 .0 0 - - — — 1 - - - 3 16 21 29 27 9 16 7 2 5 - - •12 2 3 7 . 0 1 8 1 .0 0 1 8 3 .0 0 1 7 0 .0 0- 1 9 0 .0 0 - - * - 2 6 * 4 15 2 5 3 9 17 6 3 2 - 2 • - i

3 0 2 3 8 . 0 1 5 0 .0 0 1 4 8 .0 0 1 3 6 .0 0 - 1 6 1 .& 0 3 a 4 9 29 37 3 7 3 2 5 3 4 3 2 5 11 10 1 • . - - •7 4 3 7 . 0 1 5 7 .5 0 1 5 5 .0 0 1 4 4 .0 0 - 1 6 6 ,5 0 • - • 2 6 11 3 20 17 4 7 3 1 • - - • - - -

2 2 8 3 8 . 5 1 4 7 .5 0 1 4 5 .0 0 1 3 5 .0 0 - 1 6 0 ,5 0 3 a 4 9 2 7 31 2 6 2 9 3 3 2 6 21 4 7

90 3 7 . 0 1 7 5 .0 0 1 7 5 .5 0 1 4 4 .0 0- 1 9 8 .0 0 • 2 2 9 • 5 6 3 8 1 12 5 17 4 7 4 2 2 -* 1 -5 7 3 7 . 5 1 9 1 .0 0 1 9 1 .5 0 1 7 0 .0 0 - 2 1 5 .0 0 - - - — — • 4 1 - 6 1 9 2 14 4 7 4 2 2 - 1 -33 3 6 . 0 1 4 6 .5 0 1 4 0 .0 0 1 2 5 .0 0 - 1 7 4 .5 0 - 2 2 9 - 1 5 3 2 - 3 3 3

16 3 3 7 . 0 1 8 5 .5 0 1 7 2 .0 0 1 6 6 .0 0 - 1 8 8 .0 0 — - - 1 7 6 5 3 5 4 4 28 23 11 3 3 • . - - * 2 47 2 3 6 . 5 2 1 3 .5 0 1 9 4 .5 0 1 7 9 .5 0 -2 7 6 .0 0 - - - - - - - 2 11 5 16 10 3 1 • - • - - 2 491 3 7 . 0 1 6 3 .5 0 1 6 7 .5 0 1 5 9 .0 0 - 1 7 3 .5 0 - * 1 7 6 5 3 3 33 2 3 7 1 - 2 - - * * * *

12 8 3 7 . 5 1 5 3 .0 0 1 5 2 .0 0 1 4 5 .0 0 - 1 6 4 .6 0 1 - 1 6 3 11 5 22 3 4 3 5 7 2 18 7 3 7 .0 1 5 5 .0 0 1 5 5 .5 0 1 4 5 .0 0 - 1 6 4 .5 0 1 - 1 - 1 10 5 8 28 2 4 6 2 1 - • • - • - -41 3 7 . 5 1 4 8 .5 0 1 4 7 .0 0 1 4 5 .0 0- 1 6 0 .0 0 6 2 1 14 6 11 1 *

Occupation and industry division

ALL WORKERS— CONTINUED

ACCOUNTING CLERKS* CLASS A m a n u f a c t u r in g ----------— ------NONMANUFACTURING —

a c c o u n tin g c l e r k s * c l a s s 0 m anu facturingNONMANUFACTURING -----

PAYROLL CLERKS ---------------------------MANUFACTURING ------------NONMANUFACTURING

KEYPUNCH OPERATORS, CLASS A MANUFACTURING — NONMANUFACTURING —

KEYPUNCH OPERATORS* CLASS 8MANUFACTURING ------—NONMANUFACTURING

* W o r k e r s w e r e at $ 2 7 0 to $280.



Table A-2. Weekly earnings of professional and technical workers in Stamford, Conn., May 1976

Occupation an d industry division

W e e k ly earn in gs 1 (s ta n d a rd )

N u m b e r of w o r k e r s receiving straight-t o n e we ek ly earnings of-

o f

A v e r a g ew e e k lyh o u rs1

(stan d a rd M e ln iM e d ia n 2 M id d le r a n g e 2

U n d e r$150

$150and

under

160

$160

170

S170

180

S180

190

s

190

200

S20 0

21 0

$21 0

220

S220

230

$23 0

240

$240

260

$26u

28 0

S2 80

30 0

S300

320

$

320

3 » Q

s

34 0

360

S36 0

3 8 0

S380

40 0

S4 0 0

4 2 0

s4 2 0

4 4 0

S4 4 0

and

over

67 3 7 .0$

4 2 6 .5 0$

4 1 2 .5 0$ $ 3 8 4 .0 0 -4 6 2 .0 0 4 6 3 12 9 4 * 2 9

58 3 7 . 5 4 1 4 .0 0 4 0 5 .0 0 3 8 4 .0 0 -4 6 1 .0 0 * * * * * * * * * * * - - 4 6 3 12 6 4 23

98 3 7 .0 3 6 0 .5 0 3 5 8 .5 0 3 2 5 .0 0- 3 8 7 .5 0 1 7 14 18 15 9 16 3 6 935 3 8 .0 3 8 3 .5 0 3 8 4 .0 0 3 3 5 .0 0-4 3 7 .0 0 2 4 6 2 6 3 3

76 3 7 . 5 2 7 0 .0 0 2 5 9 .0 0 2 4 4 .0 0 - 2 8 3 .5 0 • 2 4 4 31 14 9 3 1 6 25 4 3 7 .0 2 7 0 .0 0 2 5 9 .0 0 2 4 4 .0 0 - 2 8 0 .P0 “ * * * * * 2 1 2 24 11 7 1 1 3 2 - - - -

5 9 3 7 . 5 3 5 7 .0 0 3 5 1 .5 0 3 1 1 .0 0-4 1 3 .0 0 • 8 5 7 6 7 5 3 7 430 3 7 . 5 3 5 0 .5 0 3 5 2 .0 0 3 0 8 .5 0 -4 1 0 .0 0 7 - 4 3 2 2 3 7 1 1

80 3 7 . 5 3 1 0 .0 0 3 0 3 .0 0 2 6 9 .0 0 - 3 4 5 .5 0 1 2 3 10 15 6 14 6 5 6 6 635 3 8 . 5 2 8 8 .0 0 2 8 7 .0 0 2 6 9 .0 0- 3 0 6 .0 0 3 2 12 3 10 3 2 • • • •4 5 3 6 . 5 3 2 7 .0 0 3 2 4 .5 0 2 6 7 .0 0- 3 8 4 .0 0 “ * * * ~ * * 1 2 * 8 3 3 4 3 3 6 6 * 6 -

48 3 7 .0 2 2 9 .0 0 2 3 7 .0 0 2 1 3 .5 0 - 2 4 9 .5 0 - - - 6 2 1 - 8 2 11 13 2 3

38 3 6 . 5 2 1 6 .0 0 2 1 0 .5 0 1 9 9 .5 0 - 2 2 7 .0 0 • - - 2 11 4 4 8 3 3 3 m22 3 7 .0 2 2 4 .0 0 2 2 2 .0 0 2 0 1 .5 0 - 2 3 9 .0 0 - - * - 6 2 - 7 1 3 3 - - - - - ■» - ■ -

86 3 7 . 5 1 9 3 .5 0 1 9 3 .0 0 1 7 0 .0 0- 2 2 0 .0 0 5 7 8 12 8 11 8 5 9 6 5 24 4 3 8 .0 1 9 5 .0 0 1 9 5 .5 0 1 6 0 .0 0- 2 2 4 .0 0 2 7 6 1 3 6 3 3 6 3 2 2 - - • • • • .4 2 3 7 .0 1 9 1 .5 0 1 8 6 .5 0 1 7 5 .0 0 - 2 1 0 .5 0 3 - 2 11 5 5 5 2 3 3 3

32 3 6 .0 1 6 5 .5 0 1 6 3 .0 0 1 4 1 .0 0 - 1 8 5 .5 0 7 9 5 8 - 4 3 - - 3 - - •» - - - - - - - -

114 3 9 .0 2 8 3 .5 0 2 8 2 .0 0 2 5 0 .0 0- 3 1 8 .0 0 • - • • 6 9 25 16 19 12 10 11 677 3 8 . 5 2 6 4 .0 0 2 6 0 .0 0 2 4 1 .5 0- 2 8 5 .0 0 - * - * - - - - 6 8 24 15 17 6 1 * - -

78 3 8 .0 2 2 8 .5 0 2 2 5 .0 0 2 0 1 .0 0- 2 6 0 .0 0 • • - 5 6 4 7 10 14 7 4 13 84 5 3 7 .0 2 2 3 .5 0 2 2 5 .0 0 2 1 0 .0 0- 2 3 0 .0 0 - - * 2 - 2 7 10 12 5 - 5 2 - - - - * - -

6 4 3 9 .0 2 0 0 .0 0 1 9 0 .0 0 1 7 0 .0 0- 2 5 0 .0 0 4 3 8 10 4 4 9 4 - - 14 4 - - - - - T - -

4 7 4 0 . 0 2 4 9 .5 0 2 6 7 .0 0 2 3 1 .5 0 - 2 8 0 .0 0 - - - 5 - 5 - - - 4 7 11 15 - - - - - - -

2 2 3 8 . 5 2 3 1 .5 0 2 3 7 .5 0 2 0 0 .0 0- 2 5 5 .0 0 • • _ • 3 4 1 1 3 5 517 38.5 2 3 5 .5 0 2 4 0 .0 0 2 1 3 .0 0- 2 6 2 .5 0 3 1 1 1 3 3 5 T

ALL WORKERS

COMPUTER SYSTEMS ANALYSTS(BUSINESS), CLASS A -----------------------------

MANUFACTURING ----------— -----------------------

COMPUTER SYSTEMS ANALYSTS(BUSINESS). CLASS B -----------------------------

NONMANUFACTURING -------------------------------

COMPUTER SYSTEMS ANALYSTS(BUSINESS). CLASS C -----------------------------

MANUFACTURING -------------------------------------

COMPUTER PROGRAMMERS (BUSINESS),CLASS A ------------------------------------------------------

MANUFACTURING --------------------------------------

COMPUTER PROGRAMMERS (BUSINESS),CLASS B ------------------------------------------------------

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

COMPUTER PROGRAMMERS (BUSINESS)«

COMPUTER OPERATORS, CLASS A --------------MANUFACTURING -------------------------------------

COMPUTER OPERATORS, CLASS B --------------MANUFACTURING -------------------------------------NONMANUFACTURING -------------------------------

COMPUTER OPERATORS, CLASS C --------—

DRAFTERS, CLASS A -----------------------------------MANUFACTURING -------------------------------------

DRAFTERS, CLASS B ------------------ ----------------MANUFACTURING -------------------------------------

DRAFTERS, CLASS C -----------------------------------

ELECTRONICS TECHNICIANS, CLASS A -

REGISTERED INDUSTRIAL NURSES ------------MANUFACTURING ------

* W o r k e r s w e r e distributed as follows: 6 at $4 40 to $460; 16 at $460 to $480; 1 at $4 8 0 to $500; 3** W o r k e r s w e r e distributed as follows: 6 at $4 4 0 to $460; and 3 at $4 60 to $480.*** W o r k e r s w e r e distributed as follows: 1 at $440 to $460; and 6 at $4 60 to $480.t W o r k e r s w e r e distributed as follows: 2 at $120 to $130; 4 at $130 to $140; an d 3 at $1 40 to $150.



Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,in Stamford, Conn., May 1976

A verage(m ean2 )

Sex, 3 occupation, and industry divisionNumber

ofw oik en

W eeklyhears*

(standard)

W eekly earnings1 (standard)

OFFICE OCCUPATIONS - MEN

131.50jm e s s e n g e r s ----------------------------- --------------------- 52 3 6 .5MANUFACTURING -------------------------------------- 29 3 6 .5 1 3 0 .0 0n o n m a n u f a c t u r in g ---------------- -------------- 23 3 6 .0 1 3 3 .0 0

ACCOUNTING CLERKS, CLASS A ---------------- 36 3 7 .5 201.001MANUFACTURING------------------ ------------------- 29 3 7 .5 2 0 1 .5 0

ACCOUNTING CLERKS, CLASS B ---------------- 31 3 6 .5 1 6 5 .5 0n onm anufacturing ------------------------------- 20 3 6 .5 160.501

OFFICE OCCUPATIONS - WOMEN

SECRETARIES ------------------------------------------------ 1*485 3 6 .5 209 .Q 0MANUFACTURING------— ------------ — -------- -- 1 ,0 3 8 3 7 .0 2 1 5 .0 0non m an u factu ring ------------------------------- 447 3 6 .5 194.501

SECRETARIES, CLASS A ------------------------- 212 3 6 .5 2 4 9 .5 0MANUFACTURING------------------ ------------------ 185 3 6 .5 2 5 2 .0 0NONMANUFACTURING ------------------------------- 27 3 6 .0 2 3 0 .5 0

SECRETARIES, CLASS B ------------------------- 445 3 6 .5 2 2 1 .5 0m anu facturing -------------------------------------- 338 3 6 . S 2 2 4 .5 0n on m an u factu ring ------------------------------- 107 3 6 .5 2 1 2 .5 0

SECRETARIES, CLASS C ------------------------- 370 3 7 .0 2 02 .0 0 'm a nu facturing -------------------------------------- 244 3 7 .5 2 0 5 .5 0NONMANUFACTURING ------------------------------- 126 3 6 .5 1 9 5 .0 0

SECRETARIES, CLASS D -- ---------------------- 458 3 7 .0 1 8 3 .5 0MANUFACTURING ---------------- --------------------- 271 3 7 .0 1 8 7 .0 0NONMANUFACTURING ---------------- -------------- 187 3 7 .0 1 7 9 .0 0

STENOGRAPHERS, GENERAL ------------------------- 112 3 7 .0 1 6 8 .0 0

TRANSCRIBING-MACHINE TYPISTS ------------ 69 3 6 .5 1 6 1 .5 0MANUFACTURING -------------------------------------- 53 3 6 .5 1 5 8 .0 0NONMANUFACTURING ------------------------------- 16 3 6 .5 1 7 1 .5 0

TYPISTS, CLASS A -------------------------------------- 126 3 7 .0 1 5 9 .5 0n on m an u factu ring ------------------------------- 66 3 7 .0 1 5 4 .0 0

TYPISTS, CLASS B -------------------------------------- 109 3 7 .0 1 3 8 .5 0MANUFACTURING -------------------------------------- 69 3 7 .5 1 3 6 .0 0NONMANUFACTURING ------------------------------- 40 3 6 .5 1 4 3 .0 0

Sex, 3 occupation, and industry division

OFFICE OCCUPATIONS WOMEN— CONTINUED

FILE CLERKS, CLASS B — NONMANUFACTURING -------

FILE CLERKS, CLASS C — —

MESSENOERSMANUFACTURING ---------

SWITCHBOARD OPERATORSMANUFACTURING ------—NONMANUFACTURING —

SWITCHBOARD OPERATOR-RECEPTIONISTS- MANUFACTURINGnonmanufacturing ----------- —

ORDER CLERKS, CLASS B --------------

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

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

PAYROLL CLERKS ------------MANUFACTURING -------NONMANUFACTURING -

KEYPUNCH OPERATORS, CLASS A -MANUFACTURING ---------------- --------nonm anufacturing ------------------

KEYPUNCH OPERATORS, CLASS 8 -MANUFACTURING ------------------NONMANUFACTURING —

PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN

COMPUTER SYSTEMS ANALYSTS(BUSINESS), CLASS A ---------

MANUFACTURING ----------------

Numbero f

worken

Average(m ean2 )

Sex, 3 occupation, and industry division

A verage(m ean2 )

W eekly houn *

[standard)

W eeklyearnings*(standard)

Numbero f

workenWeekly hours 1

standard)

W eekly earnings 1 (standard)

PROFESSIONAL AND TECHNICALOCCUPATIONS - MEN— CONTINUED

72 3 6 .0 134.5Q! COMPUTER SYSTEMS ANALYSTS $65 3 5 .5 1 3 3 .0 0 (BUSINESS), CLASS B ---------------------------------- 90 3 7 . 0 3 6 5 .5 0

NONMANUFACTURING--------------------------------- 35 3 8 .0 3 8 3 .5 056 3 6 .0 1 1 7 .5 0

COMPUTER SYSTEMS ANALYSTS32 3 7 .0 1 2 4 .0 0 (BUSINESS), CLASS C ------— ------------------- 46 3 7 .5 2 7 5 .0 022 3 7 .5 1 2 7 .5 0 MANUFACTURING -------------------------------------- 31 3 7 .0 2 7 2 .SO

75 3 8 .0 16Q .00 COMPUTER PROGRAMMERS (BUSINESS)*44 3 7 .5 1 6 7 .5 0 49 3 7 .5 3 5 2 .5 031 3 9 .0 1 5 0 .0 0 MANUFACTURING ------------------------------ ------------------- 26 3 7 .0 3 4 4 .0 0

86 3 6 .5 1 6 0 .0 0 COMPUTER PROGRAMMERS (BUSINESS)*59 3 7 .0 1 5 5 .5 0 CLASS B ---------------------------------------------------------------------------- 66 3 7 .0 3 1 7 .0 027 3 5 .5 1 6 9 .5 0 MANUFACTURING ----------------- -------- -------------------------- 27 3 8 .0 2 8 4 .0 0

59 3 6 .0 1 4 5 .5 0 COMPUTER OPERATORS* CLASS. A ------------------- 38 3 6 .5 2 1 6 .0 0MANUFACTURING----------- --------------- ------------------------- 22 3 7 .0 2 2 4 .0 0

222 3 7 .0 1 8 4 .0 0107 3 7 .5 1 8 8 .5 0 COMPUTER OPERATORS, CLASS B -------------- 75 3 8 .0 1 9 7 .0 0115 3 7 .0 1 8 0 .0 0 MANUFACTURING ---------------------------------------------------- 39 3 8 .0 2 0 0 .0 0

NONMANUFACTURING --------— ------------------- 36 3 7 .5 1 9 4 .0 0271 3 8 .0 1 4 8 .5 0

63 3 7 .0 1 5 4 .5 0 COMPUTER OPERATORS, CLASS C -------------- 24 3 6 .5 1 6 4 .0 0208 3 8 .5 1 4 6 .5 0

DRAFTERS, CLASS A -------------------------------------------------- 108 3 9 .5 2 8 6 .0 088 3 7 .0 1 7 3 .0 0 MANUFACTURING-------------- — -------------------- — 71 3 9 .0 2 6 6 .5 055 3 7 .0 1 8 9 .5 033 3 6 .0 1 4 6 .5 0 DRAFTERS, CLASS B -----------------------------■-------------------- 76 3 8 .0 2 2 7 .5 0

MANUFACTURING ---------------------------------------------------- 45 3 7 .0 2 2 3 .5 0143 3 7 .0 1 7 3 .0 0

91 3 7 lo 1 6 3 .5 0U K A r 1 C K b f v L A W L " " ™J— L

ELECTRONICS TECHNICIANS, CLASS A - 47 4 0 .0 2 4 9 .5 0128 3 7 .5 1 5 3 .0 0

87 3 7 .0 1 5 5 .0 041 3 7 .5 1 4 8 .5 0

PROFESSIONAL AND TECHNICALOCCUPATIONS - WOMEN

COMPUTER SYSTEMS ANALYSTS(BUSINESS), CLASS C ----------------------------------------- 30 3 7 .0 2 6 2 .5 0

REGISTERED INDUSTRIAL NURSES ----------------- 22 3 8 .5 2 3 1 .5 064 3 7 .0 4 2 8 .0 0 MANUFACTURING ----------------------------------------------------- 17 3 8 .5 2 3 5 .5 055 3 7 .5 4 1 5 .0 0



Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Stamford, Conn., May 1976Hourly earnings 4 N u m b e r of w o r k e r s receiving straight- time hourly earnings of

Occupation and industry divisionN um ber

ofMean 2 Median2 Middle range 2

------- 5-----4.70

Utlder and * under 4.70

4.80

i i 4.80 4.90

4.9Q 5.00

t5.00

5.10

$5.10

5.20

s5.20

5.30

i5.30

5.40

s5.40

5.50

S5.50

5.60

S5.60

5.70

s5.70

5.80

S S5.80 5.90

5.90 6.00

6 .0 0

6 * lo

s6 .

6*

10

1C.

s s 6.20 6.40

s6 .6 0

-$«80

i6.80

7.00

s7.00

■?

7.20

% % 7.20 7.40

• and

7.40 over

ALL WORKERS$ $ $ $

M A I N 1 C N A N v X CMf'rtN 1 *■ "" A22

69

1 1 5

6.69 6.93 6 .44

8 6 10 2 1 10 1010

13 5

2222

1

2626

2

6 3 1

3m a i n t e n a n c e m e c h a n i c s . (Ma c h i n e r y ) - 96 5.91 6.1? 5.36- 6.50 A 8 2 2 A 2 2 1 10 3 i i i i

5 2 16 8 21 -

m ain ten ance m echan icsi ab ((•of

* W o r k e r s w e r e distributed as follows: 3 at $7.60 to $7.80; and 4 at $7.80 to $8.



Table A-5. Hourly earnings of material movement and custodial workers in Stamford, Conn., May 1976Hourly earnings 4 N um ber of w ork ers rece iv in g stra igh t-tim e hourly earnings of--

S S 9 9 $ I s $ s 9 9 9 $ S 9 S 9 $ 9 9 9 J S

o f 2. 30 2. 4 0 2. 5 0 2. 60 2.80 3.00 3. 20 3. 40 3. 60 3.80 4. 00 4 .20 4. 40 4. 6 0 4. 8 0 5 00 5. 2 0 5. 4 0 5. 6 0 5. 80 6 . 0 0 6. 20 6. 40workers M ean 2 M edian2 M iddle range ^ and —

under2. 4 0 2. 5 0 2. 6 0 2. 80 3.00 ?. 20 3. 40 3. 60 3.80 4. 0 0 4. 2 0 4 .40 4. 60 4 . 8 0 5. 0 0 5 5, 4 0 5. 60 .5.80 6* 6 . 2 0 6. 40 over

$ $ $ $188 6 . 0 6 6. 5 1 4 . 5 0 - 7. 51 - - - - - - 4 9 6 1 17 8 6 4 4 5 12 10 4 - - - *9827 4 . 4 8 4 . 2 5 4 . 0 0 - 5 . 0 7 - - - - - - 4 - - 1 5 5 - • 4 4 - - 4 - «P - -

161 6 . 3 3 7. 3 0 5 . 0 0 - 7. 51 - - - * * - 9 6 * 12 3 6 4 - 1 12 10 - - - 98

36 4. 8 0 5 . 1 2 4 . 0 0 - 5. 3 0 - - - - - 4 - - 1 7 5 - - - 2 12 - - - - 5

41 5 . 2 6 5 . 3 6 4 . 8 1 - 5 . 6 6 - - - - - - - - - - 3 - 5 3 - 15 - 15 - - -

25 4. 8 0 4 . 5 7 4 . 4 2 - 5 . 1 7 13 1 9 • 2 • . •19 4 . 7 8 4 . 4 2 4 . 4 2 - 5 . 1 7 * * * * * * - * * * * 1 0 1 - 6 - - 2 * - *

20 9 4 . 6 4 4 . 7 7 3 . 8 5 - 5 . 0 6 - - - - 5 12 4 22 16 25 6 9 7 24 41 8 - 4 - - 6 20

110 3. 4 9 3 . 2 2 2 . 5 0 - 4 . 5 7 27 9 - 12 6 12 - 3 - 3 6 5 1 5 2 10 - - - - - -

69 3 . 6 9 3.81 3 . 2 5 - 4 . 0 4 3 - - - 13 4 13 - 1 0 13 - 1 1 - 2 - " - - - - - -

64 4 . 9 8 4 . 3 2 3 . 9 4 - 5. 20 _ • - 3 _ 3 2 1 22 - 2 3 1 1 11 1 • • - * * 1 44 4 4 . 3 6 3 . 9 4 3 . 9 4 - 5. 2 0 - - “ * - 2 1 22 * 2 3 1 1 - 11 1 - - - -

115 4 . 2 4 4 . 0 7 3 . 7 6 - 4 . 5 7 . - - - _ 3 1 0 23 8 18 13 12 7 21 • •109 4 . 2 8 4 . 1 6 3 . 7 9 - 4 . 6 5 * * * “ * * 1 0 20 8 18 13 12 7 * 21 * * * * * *

106 4 . 3 6 4 . 5 3 3 . 9 6 - 4 . 7 9 - - 12 - - - - 9 6 6 18 11 23 7 5 2 - 3 3 1 -

88 4. 6 1 4 . 6 3 4 . 2 4 - 4 . 7 9 9 6 6 12 11 23 7 5 2 - 3 3 1 -

75 2 3 . 2 5 2. 9 8 2 . 6 0 - 3. 80 37 117 31 168 23 96 29 13 34 39 26 48 3 5 11 72 m •

27 7 4. 1 1 4 . 0 6 3 . 7 0 - 4 . 9 8 5 4 13 12 14 11 27 39 25 48 3 2 6 68 . - • • -4 7 5 2 . 7 5 2. 7 0 2 . 4 5 - 3. 00 32 117 27 155 23 84 15 2 7 1 3 5 4

Occupation and industry division

ALL WORKERS

TRUCKDRIVERS -------------------------MANUFACTURING---------------- ---n o n m a n u f a c t u r i n g -----------------

TRUCKDRIVERS* MEDIUM TRUCK ------

SHIPPING CLERKS ----------------------

RECEIVING CLERKS — -------------------MANUFACTURING --------- ----------

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

ORDER FILLERS ------------------------

SHIPPING PACKERS ---------- ----------

MATERIAL HANDLING LABORERS ---------m a n u f a c t u r i n g ---------------------

FORKLIFT OPERATORS ------------------MANUFACTURING ----- ---------------

GUARDS AND WATCHMEN tMANUFACTURING ---------------------

GUARDS IMANUFACTURING ---------------------

JANITORS. PORTERS* AND CLEANERS — MANUFACTURING —NONMANUFACTURING —

* Workers were distributed as follows: 5 at $6.40 to $6.60; 17 at $7.20 to $7.40; 40 at $7.40 to $7.60; and 36 at $7.60 to $7.80.** W orkers were at $7.60 to $7.80.



Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers,by sex, in Stamford, Conn., May 1976

S e x , 3 o c c u p a t i o n , a n d i n d u s t r y d i v i s i o nNumber

ofworkers

Average (mean2 )

hourly earnings

S e x , 3 o c c u p a t i o n , a n d i n d u s t r y d i v i s i o nNumber

ofworkers

Average (mean2 ) hourly

earnings4

M A I N T E N A N C E ' t o o l r o o m * a n d P O W E R P L A N T O C C U P A T I O N S - M E N

z z$

MATERIAL MOVLMtNT AND CUSTODIAL OCCUPATIONS - M£N— CONTINUED

41$

2519696 . 6 9 4 . 7 8

G. 60

97

98 89

____ __ ______66

M A I N T E N A N C E M E C H A N I C S ( M AC HI NE RY ) -5 . 8 3 4 3 4 . 3 6

m a i n t e n a n c e m e c h a n i c s 115109266 . 9 9 4 . 1 s

G U A R D S AN D W A T C H M E N *104 4 . 3 5

m a t e r i a l M O V E M E N T AN D C U S T O D I A L O C C U P A T I O N S - ME N

G U A R D S *M 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 . AN D C L E A N E R S -------

86

52 521 5

4. 60

3. 334 . 1 2“ ANUi AC ' UN m * —

6* 3 3

T R U C K D R I V E R S * M E D I U M T R U C K --------------- 36 4. 8 0O C C U P A T I O N S - W O M E N

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 — 22 7 3. 07



Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts

N O T E : D a ta f o r t a b l e A - 7 a r e n o t a v a i l a b l e f o r t h e S t a m f o r ds u r v e y s i n c e t h is is th e f i r s t y e a r a s u r v e y o f c o m p a r a b l e s c o p e w a s c o n d u c t e d in t h e a r e a .

R e f e r e n c e t o t a b l e A - 7 in th e | s ta n d a r d t e x t o f th e b u l l e t i n d o e s n o t a p p l y t o t h is a r e a .


B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and clerks in Stamford, Conn., May 1976

I n e x p e r i e n c e d t y p i s t s O t h e r i n e x p e r i e n c e d c l e r i c a l w o r k e r s 6

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 in g M a n u fa c t u r in g N o n m a n u f a c t u r in g

M in im u m w e e k l y s t r a i g h t - t i m e s a l a r y 5A l l

i n d u s t r i e sB a s e d o n s t a n d a r d w e e k l y h o u r s o f ---- A l l

i n d u s t r i e sB a s e d o n s t a n d a r d w e e k l y h o u r s 7 o f ----

A l ls c h e d u l e s

A l ls c h e d u l e s

40 35 A l ls c h e d u l e s 37 V2

A l ls c h e d u l e s 40 37 Vj 35

e s t a b l i s h m e n t s s t u d i e d ------------------------- 99 33 66 XXX XXX 99 33 XXX 66 XXX XXX XXX

ESTABLISHMENTS HAVING A SPECIFIEDMINIMUM -------------------------------------------------------------- 15 6 9 4 3 25 12 6 13 7 3 3

UNDER $ 8 0 .0 0 -------- ------------- ----------------------- 1 - 1 1 - - • • - •$ 8 0 .0 0 AND UNDER $ 8 2 .5 0 ---------------------- 1 - 1 - 1 1 - - 1 . - 1$ 8 2 .5 0 ANO UNDER $ 8 5 .0 0 ---------------------- - - - - - - - - • -$ 8 5 .0 0 AND UNDER $ 8 7 .5 0 ---------------------- - - - - - - - - - - • -$ 8 7 .5 0 AND UNDER $ 9 0 .0 0 -------- ------------- - - - - - - - - - • - -$ 9 0 .0 0 AND UNDER $ 9 2 .5 0 -------------------- •9 - - - - 1 - - 1 - 1 -$ 9 2 .5 0 AND UNDER $ 9 5 .0 0 -------------------- -r - - - - - - - - • • •$ 9 5 .0 0 AND UNDER $ 9 7 .5 0 -------------------- -» - - - - - - - - - - •$ 9 7 .5 0 AND UNDER $ 1 0 0 .0 0 ------------------ - - - - “ - * * * - - -

SiOO.OO AND UNDER $ 1 0 5 .0 0 ---------------- 2 2 . - - 3 2 - 1 1$ 1 0 5 .0 0 AND UNDER $ 1 1 0 .0 0 ---------------- - - - - - 3 1 - 2 - 1 1$ 1 1 0 .0 0 AND UNDER $ 1 1 5 .0 0 ---------------- 1 1 - - 6 2 1 4 3 - 1$ 1 1 5 .0 0 AND UNDER $ 1 2 0 .0 0 ---------------- 3 1 2 2 - 2 2 1 - - -$ 1 2 0 .0 0 AND UNDER $ 1 2 5 .0 0 ---------------- 2 - 2 1 4 2 2 2 1 1 -$ 1 2 5 .0 0 AND UNDER $ 1 3 0 .0 0 — — -------- 3 2 1 - 1 1 - - 1 1 - -$ 1 3 0 .0 0 AND UNDER $ 1 3 5 .0 0 ---------------- 2 - 2 - 1 3 3 2 - - •$ 1 3 5 .0 0 AND OVER ----------------------------------- ” - - * “ 1 * * 1 1 - "

ESTABLISHMENTS HAVING NO SPECIFIEDMINIMUM ---------------------- ---------- -------------- — — 23 10 13 XXX XXX 29 13 XXX 16 XXX XXX XXX

ESTABLISHMENTS WHICH DID NOT EMPLOYWORKERS IN THIS CATEGORY -------------------- 61 17 44 XXX XX X 45 8 XXX 37 XXX XX X XX X



Table B-2. Late shift pay provisions for full-time manufacturingplant workers in Stamford, Conn., May 1976(All full-time manufacturing plant w o r k e r s = 100 percent)

I t e mA l l w o r k e r s 8 W o r k e r s o n la t e s h i f t s

S e c o n d s h i f t T h i r d s h i f t S e c o n d s h i f t T h i r d s h i f t

PERCENT OF WORKERS

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS ---------- 8 7 .9 8 1 .5 1 3 .0 4 .0

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT WORK ---------- 2 .1 2 .1 .2 .7WITH PAY DIFFERENTIAL FOR LATE SHIFT WORK ---------------- 8 5 .8 7 9 .4 1 2 .7 3 .3

UNIFORM CENTS-PER-HOUR DIFFERENTIAL •*----------------------- 2 2 .3 2 2 .3 5 .5 1 .8UNIFORM PERCENTAGE DIFFERENTIAL --------------------------------- 6 0 .4 5 7 .1 7 .2 1 .5OTHER DIFFERENTIAL ------------------------------------------------------------- 3 .1 “ -

AVERAGE PAY DIFFERENTIAL

UNIFORM CENTS-PER-HOUR DIFFERENTIAL — ----------------------- 2 1 .2 2 6 .5 2 3 .4 2 8 .8UNIFORM PERCENTAGE DIFFERENTIAL ------------------------------------- 1 0 .6 1 4 .2 9 .7 1 2 .6

PERCENT OF WORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL

UNIFORM CENTS-PER-HOUR*15 CENTS ---------------------------------------------------------------------------- 8 .5 - 1 .7 -20 CEN TS---------------------------------------------------- ------------------------ 6 .9 • 1 .1 •25 CENTS ---------------------------------------------------------------------------- - 1 5 .4 - .430 CEN TS----------------------------- ---------------------------------------------- 6 .9 6 .9 2 .7 1 .4

UNIFORM PERCENTAGES5 PERCENT -------------------------------------------------------------------------- 3 .2 • .8 -6 PERCFNT ------------------------------------------------------------------------- 5 .4 - 1 .2 •9 PERCENT -------------------------------------------------------------------------- - 5 .4 - .610 PERCENT-------------- ---------- ---------------------------------------------- 3 6 .6 2 .4 3 .9 -15 PERCENT — — --------------------------------------------------------------- 1 5 .1 4 9 .3 1 .4 .9

S e e f o o t n o t e a t e n d o f t a b l e s .


Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Stamford, Conn., May 1976P la n t w o r k e r s O f f i c e w o r k e r s

I t e mA l l i n d u s t r i e s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b l i c u t i l i t i e s A l l i n d u s t r i e s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b l i c u t i l i t i e s

PERCENT OF WORKERS BY SCHEDULED WEEKLY HOURS AND DAYS

ALL FULL-TIME WORKERS ----------------------- 100 100 100 100 100 lo o 100 100

15 HOURS-5 DAYS ----------------------------------------- 2 524 HOURS—4 D A Y S------------------ ---------------- ------ 2 • 7 • • _ - -33 3 /4 HOURS-5 DAYS --------------------------------- (1 0 ) (1 0 ) - • 2 3 - •35 HOURS-5 DAYS ------------------------------------------ (10 ) - (1 0 ) . 32 16 50 4036 1 /4 HOURS-5 DAYS --------------------------------- 2 3 - • 19 26 12 -37 1 /2 HOURS-5 DAYS --------------------------------- 15 10 23 . 28 43 11 1838 3 /4 HOURS-5 DAYS --------- ------------ ---------- - - (10 ) (1 0 )38 8 /1 0 HOURS-5 DAYS ------------------------------- - - - 2 3 - -40 HOURS-5 D A Y S-------------------- ---------- ---------- 74 84 54 100 17 9 27 4242 HOURS-5 D A Y S------------ — .-------------- -------- 1 - 3 • • • •42 1 /2 HOURS-5 DAYS --------------------------------- 1 • 3 - • • -44 HOURS-5 DAYS ------------------------------------------ - - - _ (10 ) • (10 ) -46 HOURS — --------— ---------------------------------------- 2 - 5 . (1 0 ) - (1 0 ) -

5 O^YS 1 - 4 • (1 0 ) - (1 0 ) -(1 0 ) _ 1 _ - - • *

48 HOURS—6 D A Y S----------------------------- ------------ 1 2 (10> - - - - “

AVERAGE SCHEDULEDw e e k l y h o u r s

ALL WEEKLY WORK SCHEDULES -------------------- 3 9 .0 3 9 .8 3 7 .7 oo

3 6 .9 3 6 .9 3 6 .8 3 7 .5

See footnote at end of tables.


Table B-4. Annual paid holidays for full-time workers in Stamford, Conn., May 1976Plant w o r k e r s Office workers

It em

PERCENT OF WORKERS

ALL FULL-TIME WORKERS -------

IN ESTABLISHMENTS NOT PROVIDINGPAID H O L I D A Y S----- ----- — ----

IN ESTABLISHMENTS PROVIDING PAID H O L I D A Y S---------- -------

AVERAGE NUMBER OF PAID HOLIDAYS

FOR WORKERS IN ESTABLISHMENTS PROVIDING HOLIDAYS — ---- — ---

PERCENT OF WORKERS BY NUMBER OF PAID HOLIDAYS PROVIDED

1 H O L I D A Y ----------- —2 HOLIDAYS ---6 HOLIDAYS ---7 HOLIDAYS ----------

PLUS 2 HALF DAYS8 ■HOLIOAYS----------9 HOLIDAYS ---------

PLUS 1 HALF DAY - PLUS 2 HALF DAYS

10 HOLIDAYS -----PLUS 2 HALF DAYS

11 HOLIDAYS --------PLUS 2 HALF DAYS

12 HOLIDAYS --------PLUS I HALF DAY < PLUS 2 HALF DAYS

13 HOLIDAYS --------14 HOLIDAYS --------

PLUS 2 HALF DAYS

PERCENT OF WORKERS BY TOTAL PAID HOLIDAY TIME PROVIDED “

1 DAY OR MORE ------2 DATS OR MORE -----6 DAYS OR MORE -----7 DAYS OR MORE — ~8 DAYS OR MORE -----9 DAYS OR MORE ---—9 1/2 DAYS OR MORE •10 DAYS OR MORE ---11 DAYS OR M O R E ---12 DAYS OR MORE ---12 1/2 DAYS OR MORE13 DAYS OR MORE ---14 DAYS OR MORE — .15 D A Y S ----- -------

All industries Manufacturing N o n m a n u f actur ing Public utilities All industries Manufacturing N o n m a n u f actur ing Public utilities

100 100 100 100 100 100 100 100

2 - 6 - 3 5 (10) .

98 100 94 100 97 95 99 100

9.4 10.3 7.7 1 0 .6 1 0 .6 10.5 1 0 .6 11.9

2 7 (10) (10)1 - 3 - (10) - (10) -

6 2 13 - 1 (10) 1 -

6 - 17 - (10) • 1 •“ - * (10) - (10) •

10 5 19 - 2 3 2 14 1 10 - 14 9 19 -6 9 - — 1 2 • -

(10) (10) - — 2 4 - -7

36 47 14 50 30 36 23 251 (10) 1 - 5 8 2 14

15 19 7 39 21 16 27 281 • 1 8 (10) 1 • •

5 8 1 4 11 6 17 -6 9 - - 4 7 • -- • - - 1 - 1 5

(10) • 1 - 1 • 1 -(10) (10) - - 2 3 - -

2 4 27

98 100 94 100 97 95 99 10096 100 87 100 97 95 99 10094 100 84 100 97 95 99 10089 98 71 100 96 95 98 10083 98 55 100 96 95 97 10073 93 36 100 94 92 95 9969 91 26 100 SO 83 76 9963 83 26 100 79 82 76 9927 35 12 so 47 41 54 7412 16 3 12 20 17 24 32

6 9 1 - 9 10 7 32(10) (10> 1 - 5 3 7 32(10) (10) - 4 3 4 27

2 4 27

See footn otes at end o f tables.


Table B-5. Paid vacation provisions for full-time workers in Stamford, Conn., May 1976Plant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing No nm an uf ac tu ri ng Public utilities All industries Manufacturing No nmanufacturing Public utilities

P E R C E N T O F W O R K E R S

AL L F U L L - T I M E W O R K E R S --------------- 100 100 100 100 100 loo 100 100

IN E S T A B L I S H M E N T S N O T P R O V I D I N GP A 10 V A C A T I O N S -------------------------- 2 - 6 - - - - -

IN E S T A B L I S H M E N T S P R O V I D I N GP A I D V A C A T I O N S -------------------------- 98 100 9A 100 100 loo 100 100L E N G T H - O F - T I M E p a y m e n t ------------- 8A 78 9A 100 99 98 100 100P E R C E N T A G E P A Y M E N T ------------------ 1A 22 - - 1 2 - "

A M O U N T OF P A I D V A C A T I O N A F T E R * 12

6 M O N T H S OE S E R V I C E :U N D E R 1 WE E K ------------------------- 17 16 20 - 3 1 5 -1 WE E K --------------------------------- 39 A9 19 A0 69 7A 6A 39O V E R 1 AND U N D E R 2 W E E K S -------- 2 (10) 6 - 11 12 11 272 W E E K S -------------------------------- 1 - A 20 2 - 3 18

1 Y E A R OF S E R V I C E *1 W E E K --------------------------------- 28 11 61 27 3 1 5 8O V E R 1 AN D U N D E R 2 W E E K S -------- 9 1A - - - - -2 W E E K S -------------------------------- 59 75 28 73 97 99 95 92O V E R 2 AND U N O E R 3 W E E K S -------- 2 - 5 “ (10) (10) - *

2 Y E A R S OF S E R V I C E *1 WE E K --------------------------------- 3 1 6 - (10) - (10) -O V E R 1 ANO U N D E R 2 W E E K S -------- 8 12 - - (10) 1 - •2 W E E K S — — — — — — — — — 73 76 67 100 97 99 9A 73O V E R 2 AND U N D E R 3 W E E K S -------- 12 7 21 - 3 (10) 5 273 W E E K S -------------------------------- 2 3 * - (10) (10) * *

3 Y E A R S O F SE RV I C E *1 W E E K -------------------------------- 2 1 A • (10) - (10) •2 W E E K S -------------------------------- 7A 78 65 100 95 95 9A 73O V E R 2 AN D U N D E R 3 W E E K S — ----- 12 1A 8 - 2 (10) A 273 W E E K S --------- -------- --------- ---- 10 6 16 - 3 5 1 *

A Y E A R S OF S E R V I C E *1 W E E K --------------------------------- 2 1 A - (10) - (10) -2 W E E K S — — — — — — — — 70 73 65 100 9A 9A 9A 73O V E R 2 AN D U N D E R 3 W E E K S -------- 15 19 8 - 3 1 A 273 W E E K S -------------------------------- 10 6 16 • 3 5 1 *

5 Y E A R S O F S E R V I C E *1 W E E K — — — — — — — — — (10) — (10> - * - *“2 W E E K S -------------------------------- 65 71 5A 66 56 61 50 31O V E R 2 AN D U N D E R 3 W E E K S — ----- 9 9 8 - 5 1 9 -3 W E E K S -------------------------------- 20 13 31 3A 39 38 A1 69O V E R 3 AN O U N D E R A W E E K S ----- — A 7 * * * * * *

1C Y E A R S OF S E R V I C E *1 W E E K --------------------------------- (10) - (10) - - - - •2 W E E K S — — — — — — — 16 11 25 - A A A -O V E R 2 AN D U N D E R 3 W E E K S -------- 5 8 - - 2 A - -3 W E E K S — — — — — — — — 68 68 68 100 83 75 92 86O V E R 3 AN O U N D E R A W E E K S -------- 5 7 - - (10) (10) - ■*A W E E K S 5 7 1 10 17 3 14



Table B-5. Paid vacation provisions for full-time workers in Stamford, Conn., May 1976— ContinuedPlant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing Nonman uf ac tu ri ng Public utilities All industries Manufacturing No nm an uf ac tu ri ng Public utilities

a m o u n t o f p a i d v a c a t i o n a f t e r 12 -C O N T I N U E D

12 Y E A R S OF S E R V I C E :1 W E E K - - - - - - - - - - - - - - - - - - - - - - - - (10) - (10) - - - - -2 W E E K S -------------------------------- 14 8 25 - 3 2 4 -O V E R 2 AND U N D E R 3 W E E K S -------- 3 5 - - 3 5 - •3 W E E K S -------------------------------- 64 71 51 100 80 74 87 60O V E R 3 AN O U N D E R 4 W E E K S -------- 12 9 16 - 1 1 14 W E E K S - - - - - - - - - - - - - - - - - - - - - - - (10) (10) 1 - 13 18 7 40O V E R 4 AN O U N D E R 5 W E E K S — ------ 4 7 * “ - - - -

I 5 Y E A R S O F S E R V I C E :1 W E E K — — — — — — — — — — — (10) - (10) - - - - •2 W E E K S -------------------------------- 14 8 25 - 3 2 4 -3 W E E K S — — — — — — — ------ 26 28 23 21 42 26 60 8O V E R 3 AND U N D E R 4 W E E K S -------- 16 13 21 - 1 1 1 -4 W E E K S -------------------------------- 37 4 4 24 79 55 71 35 92O V E R 5 AN D U N D E R 6 W E E K S -------- 4 7 * “ * - - -

20 Y E A R S OF S E R V I C E :1 W E E K — — — — — — - - - - - - - - (10) — (10> - - • • •2 W E E K S - - - - - - - - - - - - - - - - - - - - - - 14 8 25 - 3 2 4 -3 W E E K S — — — — — — — 6 5 9 - 16 1 33 1O V E R 3 AND U N D E R 4 W E E K S -------- 9 • 25 - 1 14 W E E K S -------------------------------- 58 72 31 86 65 68 61 995 W E E K S — — — — — — — — 7 9 3 14 16 29 1 •O V E R 5 AN D U N D E R 6 W E E K S -------- 4 7 * - - * -

2 5 Y E A R S OF S E R V I C E :1 W E E K — — — — — — — — — (10) - (10) - - - - -2 W E E K S — — — — — — — - - - - - - - ■ 14 8 25 - 3 2 4 •3 W E E K S -------------------------------- 4 1 9 - 6 1 12 1O V E R 3 AN O U N D E R 4 W E E K S — — 2 - 5 - - - -4 W E E K S -------------------------------- 36 47 16 4 45 32 60 47O V E R 4 AN D U N D E R 5 W E E K S -------- 11 7 20 - 1 - 1 -5 W E E K S -------------------------------- 20 21 19 96 35 46 23 52O V E R 5 AN O U N D E R 6 W E E K S — ----- 4 7 - - - • •6 W E E K S -------------------------------- 6 9 * * 10 19 - -

30 Y E A R S OF S E R V I C E :1 W E E K ---------------------------------- (10) - (10) - - • • •2 W E E K S — — — — — — — — 14 8 25 - 3 2 4 _3 W E E K S — — — — — — - - - - - - 4 1 9 - 6 1 12 1O V E R 3 AN D U N D E R 4 W E E K S — ----- 2 - 5 - •4 W E E K S — — — — — — — — — — 26 32 16 4 44 30 5 9 41O V E R 4 AN D U N D E R 5 W E E K S -------- 11 7 20 - 1 15 W E E K S 1 30 36 19 96 36 47 23 57O V E R 5 AND U N D E R 6 W E E K S -------- 4 7 - - •6 W E E K S -------------------------------- 6 9 - - 8 16 - .

3 5



Table B-5. Paid vacation provisions for full-time workers in Stamford, Conn., May 1976— ContinuedP la n t w o r k e r s O f f i c e w o r k e r s

I t e mA l l in d u s t r i e s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b l i c u t i l i t i e s A l l in d u s t r i e s M a n u f a c t u r in g N o n m a n u f a c t u r in g P u b l i c u t i l i t i e s

AMOUNT OF PAID VACATION AFTER 12 - CONTINUED

MAXIMUM VACATION AVAILABLE*

2 WEEKS --------------------------- 14 8 259

- 3 2 4*

162017

OVER A AND UNDER 5 WEEKS ------ 11 7 1 i

2 13 i3 5



Table B-6. Health, insurance, and pension plans for full-time workers in Stamford, Conn., May 1976Plant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing N o n m anuf ac tu r ing Public utilities All industries Manufacturing Nonman uf ac tu ri ng Public utilities

P E R C E N T O F W O R K E R S

ALL F U L L - T I M E W O R K E R S --------------- 100 100 100 100 100 100 100 100

IN e s t a b l i s h m e n t s P R O V I D I N G ATL E A S T O N E O F TH E B E N E F I T SS H O W N B E L O W 13------------------------------- 96 100 87 100 99 100 99 100

L I F E I N S U R A N C E --------- --------------- ---- 88 100 65 100 99 100 97 100N O N C O N T R I B U T O R Y P L A N S ---------------- 76 89 49 80 84 88 78 67

a c c i d e n t a l d e a t h a n dD I S M E M B E R M E N T I N S U R A N C E ----- --------- 73 81 57 100 73 90 53 100n o n c o n t r i b u t o r y P L A N S ---------------- 61 70 43 80 57 66 45 67

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 EO R S I C K L E A V E O R B O T H 14- --------------- 90 97 77 79 96 95 98 100

S I C K N E S S AN D A C C I D E N T18I N S U R A N C E ------------------------— ----- 79 91 55 39 45 66 21

N O N C O N T R I B U T O R Y P L A N S ------------- 60 68 45 39 40 59 17 18s i c k l e a v e (Fu l l p a y a n d n oW A I T I N G P E R I O D ) ------ -------- ---- ---- 57 56 60 73 74 72 77 100

SI C K L E A V E ( P A R T I A L P A Y ORW A I T I N G P E R I O D ) ---------------------- 1 - 3 - 10 - 21 *

L O N G - T E R M D I S A B I L I T Y19I N S U R A N C E ----------------------------------- 24 35 4 - 67 71 62

N O N C O N T R I B U T O P Y P L A N S ----- ----------- 21 31 (10> - 44 45 4 3 5

H O S P I T A L I Z A T I O N I N S U R A N C E -------------- 92 95 87 100 99 99 99 100N O N C O N T R I B U T O R Y P L A N S ---------------- 56 47 75 100 64 59 70 85

S U R G I C A L I N S U R A N C E ------------------------ 92 95 87 100 99 99 99 100N O N C O N T R I B U T O R Y p l a n s -----------— — 56 4 7 75 100 64 59 70 85

M E D I C A L I N S U R A N C E ------------------------- 92 95 87 100 99 99 99 100N O N C O N T R I B U T O R Y P L A N S ---------------- 56 47 75 100 64 59 70 85

M A J O R M E D I C A L I N S U R A N C E ---------------- 94 100 81 100 99 100 99 100N O N C O N T R I B U T O R Y P L A N S ---------------- 55 5 2 62 100 64 60 69 85

D E N T A L I N S U R A N C E -------------------------- 39 45 27 76 34 49 17 83N O N C O N T R I B U T O R Y P L A N S ---------------- 29 29 27 76 30 44 15 69

R E T I R E M E N T P E N S I O N ----------------------- 79 88 61 83 81 97 63 93N O N C O N T R I B U T O R Y P L A N S ---------------- 61 63 57 83 65 79 49 92

S e e f o o t n o t e s at e n d o f t a b l e s .


Footnotes

A ll o f these standard footnotes m ay not apply to this bulletin .

1 Standard hours r e fle c t the w orkw eek fo r which em ployees re ce iv e their regular stra igh t-tim e sa la ries (e x clu sive o f pay fo r overtim e at reg ular an d /or prem ium rates), and the earnings corresp on d to these w eekly hours.

2 The m ean is com puted fo r each job by totaling the earnings o f all w ork ers and dividing by the num ber o f w o rk e rs . The m edian designates position— half o f the w ork ers re ce iv e m o re and half re ce iv e le s s than the rate shown. The m iddle range is defined by two rates o f pay: a fourth o f the w ork ers earn le s s than the low er o f these rates and a fourth earn m o re than the higher rate.

3 Earnings data relate only to w ork ers w hose sex identification was provided by the establishm ent.

4 Excludes prem ium pay fo r ov ertim e and fo r w ork on w eekends, holidays, and late sh ifts.

5 F orm a lly established m inim um regu lar stra igh t-tim e hiring sa la ries that are paid fo r standard w orkw eeks.

6 E xcludes w ork ers in su b c le r ica l job s such as m e ssen g er .7 Data are presented fo r all standard w orkw eeks com bined, and fo r

the m ost com m on standard w orkw eeks reported .8 Includes all plant w ork ers in establishm ents cu rren tly operating

late sh ifts, and establishm ents w hose fo rm a l p rov is ion s co v e r late sh ifts, even though the establishm ents w ere not cu rren tly operating late sh ifts.

9 L ess than 0.05 p ercen t.10 L e ss than 0.5 p ercen t.11 A ll com binations o f fu ll and half days that add to the sam e amount

are com bined; fo r exam ple, the p roportion o f w ork ers rece iv in g a total o f 1 0 days includes those with 10 fu ll days and no half days, 9 fu ll days and 2 half days, 8 fu ll days and 4 half days, and so on. P roportion s then w ere cum ulated.

12 Includes paym ents other than "length o f t im e ," such as percentage o f annual earnings or fla t-su m paym ents, converted to an equivalent tim e ba sis ; fo r exam ple, 2 p ercen t o f annual earnings was con sidered as 1 w eek 's pay. P er iod s o f s e rv ice are chosen a rb itra rily and do not n e ce ssa r ily r e fle c t individual p rov ision s fo r p ro g re ss io n ; fo r exam ple, changes in proportion s at 10 years include changes between 5 and 10 years. Estim ates are cum ula tive . Thus, the p roportion e lig ib le fo r at lea st 3 w eek s' pay after 10 years includes those e lig ib le fo r at lea st 3 w eek s ' pay after few er years o f s e r v ice .

13 E stim ates listed after type o f benefit are fo r all plans for whichat lea st a part o f the cost is borne by the em p loyer . "N oncontributoryplans" include only those financed en tirely by the em p loyer. Excluded are lega lly requ ired plans, such as w ork ers d isab ility com pensation , soc ia l secu rity , and ra ilroad retirem en t.

14 Unduplicated total o f w ork ers rece iv in g sick leave or sickn ess and accident insurance shown separately below . Sick leave plans are lim ited to those w hich defin itely estab lish at lea st the m inim um number o f days ' pay that each em ployee can expect. In form al s ick leave allow ances determ ined on an individual basis are excluded.


Appendix AA rea wage and related benefits data are obtained by person a l v isits

o f Bureau fie ld represen tatives at 3 -y e a r in terva ls . * 1 In each o f the in terven ing y e a rs , in form ation on em ploym ent and occu pation al earnings is co lle c te d by a com bination o f p erson a l v is it , m ail qu estion naire , and telephone in te r view fro m establishm ents participating in the p reviou s survey .

In each o f the 8 4 2 areas curren tly su rveyed , data are obtained fro m representative establishm ents within six b road industry d iv isions: M anufacturing; tran sportation , com m unication , and other public u tilities ; w holesa le trad e ; reta il trade; fin an ce, in su ran ce , and real estate; and s e r v ic e s . M ajor industry groups excluded fro m these studies are governm ent operations and the construction and extractive in du stries . Establishm ents having few er than a p r e sc r ib e d num ber o f w ork ers are om itted becau se of in su ffic ien t em ploym ent in the occupations studied. Separate tabulations are provided fo r each o f the broad industry d iv isions w hich m eet publication cr ite r ia .

T hese su rveys are conducted on a sam ple ba s is . The sam pling p roced u res involve detailed stra tifica tion o f all establishm ents within the scope o f an individual area su rvey by industry and num ber o f em p loyees . F rom this stra tified universe a p robab ility sam ple is se le cted , with each establishm ent having a p redeterm in ed chance o f se le ct ion . To obtain optim um a ccu ra cy at m inim um co s t , a g rea ter p rop ortion o f la rg e than sm all e stab lish m ents is se le cted . When data are com bined , each establishm ent is w eighted accord in g to its p robab ility o f se le ct io n , so that unbiased estim ates are generated. F o r exam ple, i f one out o f four establishm ents is se le cted , it is given a weight o f four to represen t itse lf plus three o th ers. An alternate o f the sam e or ig in a l p robab ility is chosen in the sam e in d u stry -s ize c la s s i f i cation if data are not availab le fro m the orig in a l sam ple m em b er . If no suitable substitute is ava ilab le , additional weight is assigned to a sam ple m em ber that is s im ila r to the m issin g unit.

O ccupations and earningsO ccupations se le cte d fo r study are com m on to a varie ty o f m anu

facturing and nonm anufacturing in d u str ies , and are o f the follow ing types: (1)O ffice c le r ica l; (2) p ro fe ss io n a l and tech n ica l; (3) m aintenance, to o lro o m , and pow erplant; and (4) m a teria l m ovem ent and custod ia l. O ccupational c la ss ifica tio n is ba sed on a uniform set o f job d escrip tion s designed to take account o f in terestablish m en t variation in duties within the sam e job . O ccupations se lected fo r study are lis ted and d e scr ib e d in appendix B. U nless oth erw ise in dicated , the earn ings data follow ing the job titles are fo r

1 Personal visits were on a 2-year cycle before July 1972.2 Included in the 84 areas are 14 studies conducted by the Bureau under contract. These areas are Akron,

Ohio; Austin, Tex.; Binghamton, N.Y. —Pa.; Birmingham, Ala.; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, Fla. ; Lexington—Fayette, Ky.; Melbourne—Titusville—Cocoa, Fla.; Norfolk—Virginia Beach— Portsmouth and Newport News—Hampton, Va. —N. C . ; Poughkeepsie—Kingston—Newburgh, N. Y . ; Raleigh— Durham, N .C .; Stamford, Conn.; Syracuse, N .Y .; Utica—Rome, N .Y .; and Westchester County, N.Y. In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

all industries com bined. Earnings data fo r som e o f the occupations lis ted and d e scr ib e d , o r fo r som e industry d iv isions within the scope o f the su rvey , are not presen ted in the A -s e r ie s ta b les , becau se either (1) em ploym ent in the occupation is too sm all to p rovide enough data to m er it presen ta tion , o r (2) there is p o ss ib ility o f d is c lo su re o f individual establishm ent data. Separate m en 's and w om en 's earnings data are not presen ted when the num ber of w ork ers not iden tified by sex is 20 percen t o r m o re o f the m en o r w om en iden tified in an occu pation . Earnings data not shown separate ly fo r industry d iv isions are included in data fo r all indu stries com bined. L ik ew ise , data are included in the o v e ra ll c la ss ifica tio n when a su b c la ss ifica tion o f e le c tro n ics tech n ic ia n s , s e c r e ta r ie s , o r tru ck d r iv ers is not shown o r in form ation to su b c la ss ify is not availab le.

O ccupational em ploym ent and earnings data are shown fo r fu ll-tim e w o rk e rs , i . e . , those h ired to w ork a regu lar w eekly sch edu le . Earnings data exclude prem iu m pay fo r ov ertim e and fo r w ork on w eek ends, h o lid a ys , and late sh ifts. N onproduction bonuses are exclu ded , but c o s t -o f - l iv in g a llow ances and incentive bonuses are included . W eekly hours fo r o ffic e c le r ic a l and p ro fe ss io n a l and tech n ica l occu pation s re fe r to the standard w orkw eek (rounded to the n earest half hour) fo r w hich em p loyees rece iv e regu lar stra igh t-tim e sa la rie s (exclu sive o f pay fo r ov ertim e at regular a n d /o r prem iu m ra tes ). A verage w eekly earn ings fo r these occupations are rounded to the n earest half do lla r .

T hese su rveys m ea su re the le v e l o f occu pation al earn ings in .an area at a p a rticu la r tim e. C om parisons o f individual occu pation al averages ov er tim e m ay not re fle ct expected wage changes. The averages fo r individual job s are a ffected by changes in w ages and em ploym ent patterns. F or exam ple, p roportion s o f w ork ers em ployed by h igh - o r low -w age firm s m ay change, o r h igh-w age w ork ers m ay advance to better job s and be rep laced by new w ork ers at low er rates . Such shifts in em ploym ent could d e crea se an occupational average even though m ost estab lishm ents in an area in crea se w ages during the y ea r . Changes in earn ings o f occu pation a l grou ps, shown in table A - 7, are better in d ica tors o f wage trends than are earnings changes fo r individual job s within the groups.

A verage earn ings r e fle c t com p os ite , areaw ide estim a tes . Industries and establishm ents d iffe r in pay le v e l and job staffing , and thus contribute d ifferen tly to the estim ates fo r each jo b . P ay averages m ay fa il to re fle ct accu ra te ly the w age d ifferen tia l am ong job s in individual estab lishm ents.

A verage pay lev e ls fo r m en and w om en in se lected occu pation s should not be assum ed to re fle ct d iffe ren ces in pay o f the sex es within individual estab lish m en ts. F a cto rs w hich m ay contribute to d iffe ren ces include p ro g re ss io n within estab lish ed rate ranges (only the rates paid incum bents are co lle c te d ) and p er form a n ce o f sp e c ific duties within the genera l su rvey jo b d e scr ip tio n s . Job d escr ip tion s used to c la ss ify em p loyees in these su rveys usually are m o re g en era lized than those u sed -in individual estab lishm ents and allow fo r m in or d iffe ren ces am ong establishm ents in sp e c ific duties p er fo rm e d .


O ccupational em ploym ent estim ates represent the total in all estab lishm ents within the scop e o f the study and not the num ber actually surveyed. B ecause occupational stru ctu res among establishm ents d iffe r , estim ates o f occupational em ploym ent obtained fro m the sam ple o f establishm ents studied serve only to indicate the relative im portance o f the job s studied. These d ifferen ces in occupational structure do not affect m a teria lly the a ccu ra cy o f the earnings data.

Wage trends fo r se lected occupational groups

The percen t in cre a se s p resen ted in table A -7 are based on changes in average hourly earnings fo r establishm ents reporting the trend job s in both the current and previous year (m atched estab lishm ents). The data are adjusted to rem ove the e ffect on average earnings o f em ploym ent shifts among establishm ents and tu rnover o f establishm ents included in survey sam ples. The percen t in cre a s e s , h ow ever, are still affected by fa ctors other than wage in cre a se s . H irings, la y o ffs , and tu rnover m ay affect an establishm ent average fo r an occupation when w ork ers are paid under plans provid ing a range o f wage rates fo r individual jo b s . In periods o f in crea sed h iring , fo r exam ple, new em ployees enter at the bottom of the range, depressin g the average without a change in wage rates.

The percen t changes relate to wage changes between the indicated dates. When the tim e span between surveys is other than 12 m onths, annual rates are shown. (It is assum ed that w ages in crea se at a constant rate between su rveys.)

O ccupations used to compute wage trends are:

O ffice c le r ica l (men and w om en):

S e cre ta r ie sStenograph ers, general S tenograph ers, sen ior T y p ists , c la sse s A and B F ile c le rk s , c la sse s A,

B , and C M essen g ersO rd er c le rk s , c la sses A

and BA ccounting c le rk s ,

c la sse s A and B B ookkeeping-m ach ine

o p e ra to rs , c lass B P a y ro ll c lerk s K eypunch op e ra to rs ,

c la sse s A and B T abulating-m achine

o p e ra to rs , c lass B

E lectron ic data p rocess in g (m en and w om en ):

Com puter system s analysts, c la sse s A , B , and C

E le ctro n ic data p ro ce ss in g (m en and w om en)— Continued

C om puter p ro g ra m m e rs , c la sse s A , B , and C

C om puter o p e ra to rs , c la sse s A , B , and C

Industrial nurses (men and w om en ):

R eg istered industrial nurses

Skilled m aintenance (men and w om en ):

C arpenters E lect rician s P ainters M achinistsM echan ics (m achinery) M echan ics (m otor v eh ic le ) P ip e fitters T oo l and die m akersU nskilled plant (men and

w om en ):Ja n itors, p o r te r s , and

c leap ersM ateria l handling la b o re rs

P ercen t changes fo r individual areas in the p rogram are com puted as fo llow s :

1. Each occupation is assign ed a weight based on its p r o portionate em ploym ent in the occupational group in the base year .

2. T hese w eights are used to compute group averages.Each occu pation 's average (m ean) earnings is m ultiplied by its w eight. The products are totaled to obtain a group average.

3. The ratio o f group averages fo r 2 consecutive years is com puted by dividing the average fo r the current year by the average fo r the e a r lie r year. The result— ex p ressed as a percen t— less 100 is the percent change.

F o r a m ore detailed descr ip tion o f the m ethod used to com pute these wage tren d s, see "Im proving A rea Wage Survey In d ex es ," Monthly Labor R ev iew , January 1973, pp. 52 -57 .

E stablishm ent p ra c tice s and supplem entary wage prov ision s

The in ciden ce o f se le cted establishm ent p ra ctice s and supplem entary wage prov is ion s is studied fo r plant w ork ers and o ffic e w ork ers . Plant w ork ers include n on su perv isory w ork ers and working su p erv isors engaged in n onoffice functions. (C a feteria w ork ers and route w ork ers are excluded in m anufacturing in du stries , but included in nonm anufacturing in d u str ies .) O ffice w ork ers include n on su perv isory w ork ers and working su p erv isors p erform in g c le r ic a l o r related functions. Lead w ork ers and trainees are included among n on su perv isory w ork ers . A dm in istrative, execu tive , and p ro fess ion a l em p loyees and construction w ork ers u tilized as separate w ork f o r c e s are e x c l u d e d fro m both the plant and o ffic e w ork er ca teg or ies .

M inim um entrance sa la ries (table B - l ) . M inim um entrance sa laries fo r o ffice w ork ers relate only to the establishm ents v isited . B ecause o f the optim um sam pling techniques used and the p roba b ility 'th a t la rge estab lish m ents are m o re lik e ly than sm all establishm ents to have fo rm a l entrance rates above the su b c le r ica l le v e l, the table is m ore representative o f p o lic ie s in m edium and la rge estab lishm ents.

Shift d ifferen tia ls— m anufacturing (table B -2 ) . Data w ere co lle ctedon p o lic ie s o f m anufacturing establishm ents regarding pay d ifferentia ls fo r plant w ork ers on late sh ifts. E stablishm ents con sidered as having p o lic ie s are those w hich (1) have prov is ion s in w riting coverin g the operation o f late sh ifts, o r (2) have operated late shifts at any tim e during tlie 12 months preced ing a su rvey . When establishm ents have sev era l d ifferentia ls which vary by jo b , the d ifferen tia l applying to the m a jority o f the plant w ork ers is re cord ed . When establishm ents have d ifferen tia ls w hich apply only to certain hours o f w ork , the d ifferentia l applying to the m a jority o f the shift hours is record ed .

F o r pu rposes o f this study, a late shift is either a secon d (evening) shift w hich ends at o r near m idnight o r a th ird (night) shift which starts at o r near m idnight.

D ifferen tia ls fo r secon d and th ird shifts are su m m arized separately fo r (1) establishm ent p o lic ie s (an estab lish m en t's d ifferentia ls are weighted by


all plant w ork ers in the establishm ent at the tim e o f the su rvey ) and (2) e ffectiv e p ra c tice s (an estab lish m en t's d ifferen tia ls are weighted by plant w ork ers em ployed on the sp e c ifie d shift at the tim e o f the su rvey).

Scheduled w eekly h ou rs; paid holidays; paid vacations; and health , in su ran ce , and pension p lan s. P ro v is io n s w hich apply to a m a jor ity o f the plant o r o ff ic e w ork ers in an establishm ent are con s id ered to apply to all plant o r o ffic e w ork ers in the establishm ent; a p ra ctice o r p ro v is io n is con s id ered nonexistent when it applies to le s s than a m a jor ity . H olidays; vacations; and health, in su ran ce , and pension plans are con s id ered applicable to em p loyees curren tly e lig ib le fo r the benefits as w ell as to em ployees who w ill eventually b ecom e e lig ib le .

Scheduled w eekly hours and days (table B -3 ) . Scheduled w eekly hours and days r e fe r to the num ber o f hours and days p er w eek w hich fu lltim e fir s t (day) shift w ork ers are expected to w ork , w hether paid fo r at stra ig h t-tim e o r ov ertim e rates .

P aid h olidays (table B -4 ) . H olidays are included only i f they are granted annually on a fo rm a l basis (provided fo r in w ritten fo rm o r estab lished by custom ) and em p loyees are paid fo r the tim e o ff. They are included even though in a p a rticu la r y ea r they fa ll on a nonw orkday and em p loyees are not granted another day o ff.

Data are tabulated to show the percen t o f w ork ers who (1) are granted sp e c ific num bers o f w hole and half holidays and (2) are granted sp ecified amounts o f total holiday tim e (whole and h alf holidays are aggregated ).

P aid vacations (table B -5 ) . Establishm ents report th e ir m ethod o f calculating vacation pay (tim e b a s is , p ercen t o f annual earn ings, fla t-su m paym ent, e tc .) and the amount o f vacation pay granted. Only b a s ic form a l plans are reported . V acation bon u ses , vaca tion -sav in gs p lans, and "exten ded" o r "sa b b a tica l" ben efits beyond b a s ic plans are excluded.

F o r tabulating vacation pay granted, all p rov is ion s are e x p ressed on a tim e b a s is . V acation pay ca lcu lated on oth er than a tim e ba sis is converted to its equivalent tim e p er iod . Two percen t o f annual earn ings, fo r exam ple, is tabulated as 1 w eek 's vacation pay.

A lso , p rov is ion s a fter each sp e cifie d length o f s e rv ice are related to a ll plant o r o ffic e w ork ers in an establishm ent rega rd less o f length o f s e r v ice . V acation plans com m on ly prov ide fo r la rg e r amount o f vacation pay as s e r v ice lengthens. Counts o f plant o r o ffic e w ork ers by length o f s e rv ice w ere not obtained. The tabulations o f vacation pay granted p re se n ts , th e r e fo r e , s ta tistica l m ea su res o f th ese p rov is ion s rather than proportion s o f w ork ers actually rece iv in g sp e c ific ben efits .

Health, in su ran ce , and pension plans (table B -6 ) . Health, in su ran ce , and pension plans include plans fo r w hich the em p loyer pays either all o r part o f the cost. The cost m ay be (1) underw ritten by a co m m e rc ia l in su ran ce com pany o r nonprofit organ ization , (2) c o v e re d by a union fund to

w hich the em p loyer has contributed, o r (3) borne d irectly by the em p loyer out o f operating funds o r a fund set aside to co v e r the cost. A plan is included even though a m a jor ity o f the em p loyees in an establishm ent do not choose to participate in it becau se they are requ ired to bea r part o f its cost (provided the ch o ice to participate is available o r w ill eventually becom e available to a m a jo r ity ). L egally requ ired plans such as so c ia l se cu rity , r a il road retirem en t, w o rk e r s ' d isab ility com pensation , and tem p ora ry d isab ility in su ra n ce 3 are excluded .

L ife in surance includes fo rm a l plans provid ing indem nity (usually through an insurance p o licy ) in case o f death o f the covered w ork er .

A cciden ta l death and d ism em berm en t is lim ited to plans which provide benefit paym ents in case o f death o r lo s s o f lim b o r sight as a d irect resu lt o f an accident.

S ickness and accident in surance includes only those plans w hich provide that predeterm in ed cash paym ents be m ade d ire c tly to em p loyees who lo se tim e fro m w ork becau se o f illn ess o r in ju ry , e .g ., $ 50 a w eek fo r up to 26 w eeks o f d isab ility .

Sick leave plans are lim ited to fo rm a l p la n s4 w hich p rov ide fo r continuing an e m p lo y e e 's pay during absen ce fr o m w ork becau se o f illn e s s . Data co lle c te d distinguish between (1) plans w hich p rov ide fu ll pay with no waiting p eriod , and (2) plans w hich either provide partia l pay o r requ ire a waiting p er iod .

L o n g -te rm d isab ility in surance plans p rov id e paym ents to totally d isab led em p loyees upon the expiration o f th eir paid s ick leave a n d /or s ick ness and accident in su ran ce , o r a fter a p red eterm in ed p eriod o f d isab ility (typ ica lly 6 m onths). P aym ents are m ade until the end o f the d isab ility , a m axim um age, o r e lig ib ility fo r re tirem en t ben efits . F ull o r partia l paym ents are a lm ost always reduced by s o c ia l se cu rity , w o rk e rs ' d isab ility com pen sation , and private pension benefits payable to the d isabled em ployee .

H osp ita lization , su rg ica l, and m ed ica l in su ran ce plans reported in th ese su rveys prov ide fu ll o r partia l paym ent fo r b a s ic s e rv ice s rendered .

Temporary disability insurance which provides benefits to covered workers disabled by injury or illness which is not woik-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan:

State fund financing: In California, only employees contribute to the State fund; in New Jersey, employeesand employers contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the employees' share and the total contribution required.

Private plan financing: In California and New Jersey, employees cannot be required to contribute morethan they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided.

Federal legislation (Railroad Unemployment Insurance Act) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance.

4 An establishment is considered as having a formal plan if it specifies 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.


H ospitalization insurance covers hospital room and board and m ay cover other hospital expenses. S u rgica l insurance covers su rgeon s ' fe e s . M edical insurance covers d o c to rs ' fees fo r hom e, o ff ic e , o r hospital ca lls . Plans restr ic ted to p os t-op era tiv e m ed ica l care o r a d o c to r 's care fo r m inor ailm ents at a w o rk e r 's p lace o f em ploym ent are not con sidered to be m ed ica l insurance.

M ajor m ed ica l insurance coverage applies to se rv ice s w hich go beyond the b a s ic s e rv ice s covered under hospita lization , su rg ica l, and m ed ica l insurance. M ajor m ed ica l insurance typ ica lly (1) requ ires that a

"d ed u ctib le " (e .g ., $ 5 0 ) be m et b e fore benefits begin , (2) has a coinsurance feature that requ ires the insured to pay a portion (e .g ., 20 percen t) of certa in expen ses, and (3) has a sp ecified dollar m axim um o f benefits (e .g ., $ 10, 000 a year).

Dental insurance plans provide n orm al dental se rv ice ben efits , usually fo r fillin g s , ex traction s , and X -ra y s . Plans w hich provide benefits only fo r o ra l su rgery o r repairing accident damage are not reported.

R etirem ent pension plans provide fo r regu lar payments to the retiree fo r life . Included are d e ferred p ro fit-sh a rin g plans which provide the option o f purchasing a life tim e annuity.


Appendix table 1. Establishments and workers within scope of survey and number studied in Stamford, Conn., May 1976

Industry division2

Minimum employment in establish

ments in scope of study

Number of establishments Workers in establishments

Within scope of study3 Studied

Within scope of studyStudied

Total4 Full-tim e plant workers

Full-tim e office workersNumber Percent Total4

24 3 99 4 0 , 7 0 3 100 14 , 4 1 3 9 , 7 0 7 2 2 , 6 4 1

M A N U f A C T I J P I N G ------ -----------------------------------— 50 94 33 2 3 , 6 0 9 58 9 , 4 0 4 5 , 2 2 2 1 4 , 3 8 3N O N M A N U F A C T U P I N G ----------------------------------------- 149 66 1 7 , 0 9 4 42 5 , 0 0 9 4 , 4 8 5 8 , 2 5 8

T R A N S P O R T A T I O N * C O M M U N I C A T I O N , AN Do t h e r P U B L I C u t i l i t i e s 5 -------------------------- 50 19 11 2 , 2 3 2 5 92 6 71 9 1, 3 8 7

W H O L E S A L E T R A D E ------------------ ------------------ 50 22 10 1,561 4 (6 ) <6 ) 708R E T A I L T R A D E 50 52 17 6 , 0 6 9 15 <6 ) <6 > 2 , 1 2 8F I N A N C E , I N S U R A N C E , A N D R E A L E S T A T E — -------- 50 21 9 3, 9 4 0 10 < 7 > <8 ) 2 , 0 8 9S E R V I C E S 8 --------------------- — ---------------------- 50 35 19 3 , 2 9 2 8 (6 ) <6 ) 1 , 9 4 6

1 The Stamford Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of the city of Stamford; and Darien, Greenwich, andNew Canaan towns in Fairfield County. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor forceincluded in the survey. Estimates are not intended, however, for com parison with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requiresestablishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey.

2 The 1967 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division.3 Includes all establishments with total employment at or above the minimum limitation. A ll outlets (within the area) of companies in industries such as trade, finance, auto repair service, and

motion picture theaters are considered as 1 establishment.4 Includes executive, professional, part-tim e, and other workers excluded from the separate plant and office categories.5 Abbreviated to "public utilities" in the A - and B -series tables. Taxicabs and services incidental to water transportation are excluded.6 This division is represented in estimates for "all industries" and "nonmanufacturing" in the A -series tables, and for "all industries" in the B -series tables. Separate presentation of data is

not made for one or m ore of the following reasons: (1) Employment is too small to provide enough data to m erit separate study, (2) the sample was not designed initially to permit separatepresentation, (3) response w a s insufficient or inadequate to p e r m i t separate presentation, and (4) there is possibility of disclosure of individual establishment data.

7 W orkers from this entire division are represented in estimates for "all industries" and "nonmanufacturing" in the A -series tables, but from the real estate portion only in estimates for "allindustries" and "nonmanufacturing" in the B -series tables. Separate presentation of data is not made for one or m ore of the reasons given in footnote 6,

8 Hotels and m otels; laundries and other personal services ; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services .

Industrial com position in manufacturing

Alm ost two-fifths of the workers within the scope of the survey in the Stamford area were employed in manufacturing firm s. The following presents the m ajor industry groups and specific industries as a percent of all manufacturing:

Industry groups Specific industries

Fabricated metal products_____ 22 Fabricated structural metalE lectrical equipment and products_______________________14

supp lies___ __________________2 1 Office and computingMachinery, except e le c tr ica l_20 m achines______________________13Chemicals and allied Soap, cleaners, and toilet

products_______________________10 goods--------------------------------------- 6Printing and publishing________ 6 Metal cans--------------------------------- 6

E lectric lighting andwiring equipment____________ 6

Communication equipment____ 6Electronic components and

accessories __________________ 5

This information is based on estimates of total employment derived from universe m aterials compiled before actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in appendix table 1.

Labor-management agreement coverage

The following tabulation shows the percent of full-tim e plant and office workers employed in establishments in the Stamford area in which a union contract or contracts covered a m ajority of the workers in the respective categories, May 1976:

Plant workers Office workers

All industries__________________Manufacturing______________Nonmanufacturing__________

Public u tilit ie s__________

30 430 -30 891 50

An establishment is considered to have a contract covering all plant or office workers if a m ajority o f such workers is covered by a labor-management agreement. Therefore, all other plant or office workers are employed in establishments that either do not have labor-management contracts in effect, or have contracts that apply to fewer than half of their plant or office w orkers. Estimates are not necessarily representative of the extent to which all workers in the area may be covered by the provisions of labor-management agreements, because small establishments are excluded and the industrial scope of the survey is limited.


Appendix B. Occupational Descriptions

The p r im a ry purpose o f preparing job descr ip tion s fo r the B u reau 's wage su rveys is to a ss ist its fie ld staff in c lassify in g into appropriate occupations w ork ers who are em ployed under a v ariety o f pa yro ll titles and d ifferent w ork arrangem ents fro m establishm ent to establishm ent and fro m area to area . This p erm its the grouping o f occupational wage rates representing com parable job content. B ecau se o f this em phasis on in terestablishm ent and in terarea com parability o f occupational content, the B u reau 's job d escrip tion s m ay d iffer sign ificantly fro m those in use in individual establishm ents o r those p repared fo r other pu rp oses. In applying these job d escr ip tion s , the B ureau 's fie ld econ om ists are in stru cted to exclude w orking su p e rv iso rs ; ap pren tices; le a rn e rs ; beg in ners; tra in ees ; and handicapped, p a rt -t im e , tem p ora ry , and probation ary w ork ers .

OFFICESECRETARY

A ssigned as person a l se c re ta ry , n orm ally to one individual. M aintains a c lo se and highly respon sive relationsh ip to the d a y -to -d ay w ork o f the su p erv isor . W orks fa irly independently rece iv in g a m inim um o f detailed su pervision and guidance. P e r fo rm s v aried c le r ica l and se c re ta r ia l duties, u s u a lly in c lu d in g m o s t o f the f o l lo w in g :

a. R ece iv es telephone c a lls , p erson a l c a lle r s , and incom ing m a il, answ ers routine in qu ir ies , and routes tech n ica l inquiries to the p rop er p erson s;

b. E sta b lish es , m aintains, and re v ise s the su p e rv iso r 's f ile s ;

c . M aintains the su p e rv iso r 's calendar and m akes appointm ents as in stru cted ;

SECRET ARY— Continued

d. R elays m essa ges fro m su p erv isor to subordinates;

e. R eview s corresp on d en ce , m em orandum s, and reports prepared by others fo r the su p e rv iso r 's signature to assu re p roced u ra l and typographic a ccu racy ;

f. P e r fo rm s stenograph ic and typing w ork.

May a lso p e r fo rm other c le r ic a l and se cre ta r ia l tasks o f com parable nature and d ifficu lty . The w ork typ ica lly requ ires knowledge of o ffice routine and understanding o f the organ ization , p ro g ra m s, and procedu res related to the w ork o f the su p erv isor .

Beginning with calendar y ear 1976 su rvey s , the Bureau has grouped occupations studied in its area wage su rveys into job fam ilies in o rd e r to presen t in form ation on related occu pation s in sequence. Job fam ilies have not been titled , h ow ever, since doing so m ight have added extraneous elem ents to the job m atching p r o ce s s .

The Bureau has a lso rev ised se v e ra l occupational tit le s . The rev ised titles m o re n early re fle ct usual w ord o rd e r and are m ore d escr ip tive o f the survey jo b s .

R ev ised occu pation al descr ip tion s are being in troduced this yea r fo r : O rd er c le rk ; p a yro ll c lerk ;sw itchboard o p era tor ; sw itchboard o p e ra to r -re ce p t io n is t ; tran scrib in g -m ach in e typ ist (p reviou sly titled tra n scr ib in g -m a ch in e op era tor); m a ch in e -too l op era tor (too lroom ); and to o l and die m ak er. They are the resu lt o f the B u reau 's p o licy o f p e r io d ica lly review ing area w age su rvey occu pation al d escr ip tion s in o rd e r to take into account te ch n olog ica l developm ents and to c la r ify d escr ip tion s so that they are m ore read ily understood and uniform ly in terpreted . Even though the rev ised descr ip tion s re fle ct b a s ica lly the sam e occu pation s as p rev iou s ly defined, som e reporting changes m ay o c cu r becau se o f the re v is io n s .


SE CR ETAR Y— Continued

E xclusion s

Not all position s that are titled " s e c r e ta r y " p o s se ss the above ch a ra cte r is t ic s . Exam ples o f position s w hich are excluded fro m the definition are as fo llow s :

a. P osition s w hich do not m eet the "p e rso n a l" se cre ta ry concept d escr ib ed above;

b. Stenographers not fu lly trained in se cre ta r ia l-ty p e duties;

c . Stenographers serv ing as o ffic e assistants to a group o f p r o fess io n a l, tech n ica l, o r m anageria l p erson s;

d. S ecre ta ry position s in w hich the duties are either substantially m ore routine o r substantially m ore com plex and respon sib le than those ch a ra cterized in the defin ition;

e. A ssista n t-type position s w hich in volve m ore d ifficu lt o r m ore respon sib le tech n ica l, adm in istra tive , su p e rv iso ry , o r sp ecia lized c le r ica l duties w hich are not typ ica l o f s e c re ta r ia l w ork.

NOTE: The te rm "co rp o ra te o f f i c e r , " used in the le v e l defin itionsfo llow in g , re fe rs to th ose o ffic ia ls who have a sign ificant corporatew ide policym aking ro le with regard to m a jo r com pany activ ities . The title "v ice p r e s id e n t ," though n orm ally in dicative o f this r o le , does not in all cases identify such p os ition s . V ice presidents w hose p r im a ry respon sib ility is to act p erson a lly on individual cases o r tran saction s (e .g ., approve o r deny individual loan o r cred it actions; adm in ister individual trust accounts; d irectly su pervise a c le r ic a l staff) are not con s id ered to be "co rp o ra te o f f ic e r s " fo r pu rposes o f applying the fo llow ing le v e l defin ition s.

C lass A

1 . S ecre ta ry to the chairm an o f the board o r president o f a com pany that em p loys , in a ll, ov e r 100 but few er than 5, 000 p e rso n s ; o r

2. S ecre ta ry to a corp ora te o f f ic e r (other than the chairm an o f the board o r presid en t) o f a com pany that em p loys , in all, o v e r 5 ,000 but few er than 25, 000 p e r so n s ; o r

3. S ecre ta ry to the head, im m ediately below the corporate o ff ic e r le v e l, o f a m a jo r segm ent o r subsid iary o f a com pany that em p loys , in all, o v e r 25 ,000 p e r so n s .

C lass B

1. S ecre ta ry to the chairm an o f the board o r president o f a com pany that em p loys , in a ll, few er than 100 p e rso n s ; o r

2. S ecre ta ry to a corp ora te o f f ic e r (other than the chairm an of the board o r president) o f a com pany that em p loys , in a ll, ov er 100 but few er than 5 ,0 00 p e r so n s ; o r

SE CR ETAR Y— Continued

3. S ecre ta ry to the head, im m edia te ly below the o ff ic e r le v e l, ov er e ither a m a jo r corporatew ide functional activity (e .g ., m arketing, r e se a rch , op era tion s , industria l re la tion s , e tc .) o£ a m a jo r geograph ic o r organ izationa l segm ent (e .g ., a region al headquarters; a m a jor d iv ision ) jof a com pany that em p loys , in a ll, ov er 5 ,0 00 but few er than 25 ,000 e m p loy ees ; o r

4. S ecretary to the head o f an individual plant, fa c to ry , e tc . (or oth er equivalent le v e l o f o ffic ia l) that em p loys , in a ll, o v e r 5 ,000 p e rso n s ; o r

5. S ecre ta ry to the head o f a la rg e and im portant organizationa l segm ent (e .g ., a m iddle m anagem ent su p e rv iso r o f an organizationa l segm ent often involving as many as sev era l hundred p erson s) o r a com pany that em p loys , in a ll, ov er 25 ,000 p e r so n s .

C lass C

1 . S ecre ta ry to an executive o r m anageria l p erson w hose resp on sib ility is not equivalent to one o f the sp e c ific le v e l situations in the defin ition fo r c lass B , but w hose organizationa l unit n orm ally num bers at least se v e ra l dozen em ployees and is usually divided into organ izationa l segm ents w hich are often , in turn, further subdivided. In som e com pa n ies , this le v e l in cludes a w ide range o f organizationa l ech e lon s ; in o th ers , only one o r tw o; o£

2 . S ecretary to the head o f an individual plant, fa c to ry , etc . (oro th e r e a u iv a le n t l e v e l o f o f f ic ia l ) th a t e m p l o y s , in a l l , fe w e r th a n 5 ,0 0 0 p e r so n s .

C lass D

1. S ecretary to the su p erv isor o r head o f a sm all organizationa l unit (e .g ., few er than about 25 o r 30 p e rso n s ); c>r

2. S ecre ta ry to a n on su perv isory sta ff sp e c ia lis t , p ro fess ion a l em p loy ee , adm inistrative o f f ic e r , o r assistant, sk illed tech nician , o r expert. (NOTE: Many com panies assign sten ograph ers , rather than se c re ta r ie s asd escr ib ed above, to this le v e l o f su p erv isory o r n on su perv isory w ork er .)

STENOGRAPHER

P rim a ry duty is to take dictation using shorthand, and to tra n scr ib e the dictation . May a lso type fro m w ritten copy. May operate fr o m a stenographic poo l. May occa s io n a lly tra n scr ib e fr o m v o ice record in gs (if p r im a ry duty is tran scrib in g fro m re co rd in g s , see T ran scrib in g -M ach in e T yp ist).

NOTE: This job is distinguished fro m that o f a se cre ta ry in that ase cre ta ry n orm ally w orks in a confidential relationsh ip with only one m anager o r executive and p e r fo rm s m ore resp on sib le and d iscretion a ry tasks as d e scr ib e d in the se cre ta ry job defin ition.

Stenographer, G eneral

D ictation in volves a n orm al routine vocabu lary . May m aintain f ile s , keep sim ple r e c o r d s , o r p e r fo rm oth er re la tive ly routine c le r ic a l task s .


STENOGRAPHER— Continued

Stenographer, SeniorDictation in volves a varied tech n ica l o r sp ecia lized vocabulary-

such as in lega l b r ie fs o r reports on sc ien tific re se a rch . May also set up and maintain f ile s , keep r e co r d s , etc.

ORP e r fo rm s stenograph ic duties requiring sign ificantly g rea ter in

dependence and respon sib ility than stenographer, general, as evidenced by the follow ing: W ork requ ires a high degree o f stenographic speed andaccu ra cy ; a thorough w orking knowledge o f general business and o ffice p r o cedure; and o f the sp e c ific bu siness op era tion s , organization , p o lic ie s , p ro ced u res , f i l e s , w ork flow , etc. U ses this knowledge in perform ing stenographic duties and resp on sib le c le r ic a l tasks such as maintaining follow up file s ; assem bling m a teria l fo r re p o rts , m em orandum s, and le tters ; com posing sim ple le tters fro m general in stru ction s; reading and routing incom ing m ail; and answ ering routine qu estion s, etc.

TRANSCRIBING-M ACHINE TYPISTP r im a ry duty is to type copy o f v o ice re co rd e d dictation which does

not involve v aried tech n ica l o r sp ecia lized vocabu lary such as that used in legal b r ie fs o r reports on sc ien tific resea rch . May also type from w ritten copy. May m aintain f ile s , keep sim ple r e co r d s , o r p e r fo rm other re lative ly routine c le r ica l task s. (See Stenographer defin ition fo r w ork ers involved with shorthand dictation .)

TYPISTU ses a typew riter to m ake cop ies o f various m ateria ls o r to make

out b ills after calcu lations have been m ade by another person . May in clude typing o f s te n c ils , m ats, o r s im ilar m ateria ls fo r use in duplicating p r o c e s s e s . May do c le r ica l w ork involving little sp ecia l training, such as keeping sim ple r e co r d s , filing re co rd s and re p o rts , o r sorting and distributing incom ing m ail.

C lass A. P e r fo rm s one o r m ore o f the fo llow in g : Typing m ateria lin final fo rm when it involves com bining m a teria l fro m sev era l so u rce s ; o r resp on sib ility fo r c o r r e c t spelling, sy llab ica tion , punctuation, e tc ., o f te ch n ica l o r unusual w ords o r fore ign language m a teria l; o r planning layout and typing o f com plica ted sta tistica l tables to maintain uniform ity and balance in spacing. May type routine fo rm le tters , varying details to suit c ircu m sta n ces .

C lass B . P e r fo rm s one or m ore o f the fo llow in g : Copy typing fro mrough or c le a r drafts ; o r routine typing o f fo rm s , insurance p o lic ie s , e tc ,; o r setting up sim ple standard tabulations; o r copying m ore com plex tables already set up and spaced p rop erly .

FILE CLERKF ile s , c la s s if ie s , and retr ieves m a teria l in an estab lished filing

system . May p e r fo rm c le r ica l and manual tasks requ ired to maintain f ile s . P osition s are c la ss ifie d into lev e ls on the basis o f the follow ing defin itions.

C lass A . C la ss ifies and indexes file m a teria l such as c o rr e sp o n d en ce , re p o rts , tech n ica l docum ents, e tc ., in an estab lished filing system containing a num ber o f v aried subject m atter f i le s . May also file this m a teria l. May keep re co rd s o f various types in conjunction with the f ile s . May lead a sm all group o f low er le v e l file c le rk s .

FILE CLERK— Continued

C lass B . S orts , cod es , and file s u n classified m ateria l by sim ple (su bject m atter) headings o r partly c la ss ifie d m a teria l by finer subheadings. P rep a res sim ple related index and c r o s s -r e fe r e n c e aids. As requested , locates c lea r ly identified m a teria l in file s and forw ards m ateria l. May p e r fo rm related c le r ic a l tasks requ ired to maintain and se rv ice file s .

C lass C . P e r fo rm s routine filing o f m ateria l that has already been c la ss ifie d o r w hich is eas ily c la ss ifie d in a sim ple se r ia l c la ss ifica tion system (e .g ., a lphabetica l, ch ron o log ica l, or n um erica l). As requested , loca tes readily available m a teria l in file s and forw ards m ateria l; and m ay fill out w ithdraw al charge. May p e r fo rm sim ple c le r ica l and manual tasks requ ired to m aintain and se r v ice f ile s .

MESSENGER

P e r fo rm s various routine duties such as running erra n ds, operating m in or o ffic e m achines such as se a le rs o r m a ile r s , opening and distributing m a il, and other m in or c le r ica l w ork . Exclude positions that require operation o f a m otor v eh icle as a sign ificant duty.

SW ITCHBOARD O PE R A TO R

O perates a telephone sw itchboard or con sole used with a private branch exchange (P B X ) sy stem to relay in com in g, outgoing, and 'in trasystem ca lls . May provide in form ation to c a lle r s , re co rd and transm it m e ssa g e s , keep re co rd o f ca lls p laced and to ll ch a rges. B esides operating a telephone sw itchboard o r co n so le , m ay a lso type o r p e r fo rm routine c le r ic a l w ork (typing or routine c le r ica l w ork m ay occupy the m a jor portion o f the w o rk e r 's tim e , and is usually p e r fo rm e d while at the sw itchboard o r con so le ). Chief o r lead op era tors in establishm ents em ploying m ore than one opera tor are excluded. F o r an op era tor who also acts as a recep tion ist, see Sw itchboard O p era tor -R ecep tion is t.

SW ITCHBOARD O PERA TO R -REC EPTIO N IST

At a s in g le -p os ition telephone sw itchboard o r con so le , acts both as an op erator— see Sw itchboard O perator— and as a recep tion ist. R ecep tion ist 's w ork involves such duties as greeting v is ito rs ; determ ining nature o f v is it o r 's bu siness and providing appropriate in form ation ; re ferr in g v is ito r to appropriate person in the organization or contacting that person by telephone and arranging an appointm ent; keeping a log o f v is ito rs .

ORDER CLERK

R ece iv es w ritten o r v erb a l c u s to m e rs ' pu rch ase o rd e rs fo r m a teria l o r m erchandise fr o m cu stom ers o r sa les peop le . W ork typ ica lly involves som e com bination of the follow ing duties: Quoting p r ic e s ; determ ining av a ila b ility o f o rd ered item s and suggesting substitutes when n e ce ssa ry ; advising expected de livery date and m ethod o f d e livery ; record in g o rd er and cu stom er in form ation on o rd e r sheets; checking o rd e r sheets fo r a ccu ra cy and adequacy o f in form ation reco rd e d ; ascerta in in g cred it rating o f cu stom er; furnishing cu stom er with acknow ledgem ent o f rece ip t o f o rd e r ; fo llow in g-u p to see that o rd e r is d e livered by the sp e cifie d date o r to let cu stom er know o f a delay in d e livery ; m aintaining o rd e r file ; checking shipping in voice against o r ig in a l o rd e r .


ORDER CLERK— Continued

Exclude w ork ers paid on a com m ission basis o r w hose duties include any o f the fo llow in g : R eceiv in g o rd e rs fo r s e rv ice s rather than fo r m a teria lo r m erch a n d ise ; provid ing cu stom ers with consultative advice using knowledge gained fro m engineering o r extensive tech n ica l train ing ; em phasizing sellin g sk ills ; handling m a teria l o r m erchandise as an in tegra l part o f the job .

P osition s are c la ss ifie d into le v e ls a ccord in g to the follow ing d e fin ition s:

C lass A . Handles o rd e rs that involve making judgm ents such as choosing w hich sp e c ific product o r m a teria l fro m the estab lish m en t's product lines w ill sa tis fy the cu sto m e r 's n eeds, o r determ ining the p r ice to be quoted when pric in g in volves m ore than m e re ly re ferr in g to a p r ice lis t o r making som e sim ple m athem atical ca lcu lation s .

C lass B . Handles o rd e rs involving item s w hich have readily iden tified uses and applications. May re fe r to a cata log , m anu factu rer 's m anual, o r s im ila r docum ent to insure that p ro p e r item is supplied o r to v e rify p r ice o f o rd e re d item .

ACCOUNTING CLERK

P e r fo rm s one o r m ore accounting c le r ic a l tasks such as posting to re g is te rs and le d g e rs ; recon cilin g bank accounts; verify in g the internal con s isten cy , com p le ten ess , and m athem atical a ccu ra cy o f accounting docum ents; assigning p r e sc r ib e d accounting d istribution cod es ; exam ining and verify in g fo r c le r ic a l a ccu ra cy various types o f r e p o rts , l is t s , ca lcu lation s , posting, e tc .; o r preparin g sim ple o r assistin g in preparin g m ore com plica ted jou rna l v ou ch ers . May w ork in either a manual o r autom ated accounting system .

The w ork requ ires a knowledge o f c le r ic a l m ethods and o ffice p ra ctice s and p roced u res w hich re la tes to the c le r ic a l p ro ce ss in g and r e cording o f tran saction s and accounting in form ation . With ex p erien ce , the w ork er typ ica lly b ecom es fam ilia r with the bookkeeping and accounting term s and p roced u res used in the assigned w ork , but is not requ ired to have a knowledge o f the fo rm a l p r in cip les o f bookkeeping and accounting.

P osition s are c la ss ifie d into lev e ls on the basis o f the follow ing d e fin ition s.

C lass A . Under general su perv ision , p e r fo rm s accounting c le r ic a l operations w hich requ ire the application o f exp erien ce and judgm ent, for exam ple, c le r ica lly p ro ce ss in g com plica ted o r nonrepetitive accounting tra n s action s , se lectin g among a substantial varie ty o f p re s c r ib e d accounting codes and c la s s ifica tio n s , o r tracin g tran saction s though previou s accounting actions to determ ine sou rce o f d is cre p a n c ie s . May be a ssisted by one o r m ore c la ss B accounting c le rk s .

C lass B . Under c lo se su p erv ision , follow ing detailed in stru ction s and standardized p r o ce d u re s , p e r fo rm s one o r m ore routine accounting c le r ic a l opera tion s , such as posting to le d g e r s , ca rd s , o r w orksheets w here iden tifica tion of item s and loca tion s of postings are c le a r ly indicated; ch e ck ing a ccu ra cy and com pleten ess o f standardized and repetitive re co rd s or accounting docum ents; and coding docum ents using a few p re scr ib e d a ccou n ting cod es .

BO OKKEEPIN G-M ACH IN E O PER ATO R

O perates a bookkeeping m achine (with o r without a typ ew riter k ey board ) to keep a r e co r d o f bu siness tran saction s.

C lass A . K eeps a set o f re co rd s requ iring a knowledge o f and exp erien ce in b a s ic bookkeeping p r in c ip le s , and fam ilia rity with the stru ctu re o f the pa rticu la r accounting system used. D eterm ines p ro p e r re co rd s and d istribution o f debit and cred it item s to be used in each phase o f the w ork . May prepare con solida ted re p o rts , balance sh eets , and oth er re co rd s by hand.

C lass B . K eeps a r e co r d o f one o r m ore phases o r section s o f a set o f re co rd s usually requ iring little knowledge o f b a s ic bookkeeping. P hases o r section s include accounts payable, p a y ro ll, cu s to m e rs ' accounts (not in cluding a sim ple type o f b illin g d e scr ib e d under m achine b i lle r ) , cost d is tribution , expense d istribution , inventory con tro l, e tc . May check o r a ssist in preparation o f tr ia l ba lances and prepare con tro l sheets fo r the accounting departm ent.

MACHINE B ILL E R

P rep a res statem ents, b i l ls , and in vo ices on a m achine other than an ord in ary o r e le c tro m a tic typ ew riter . M ay a lso keep re co rd s as to b illings o r shipping charges o r p e r fo rm other c le r ic a l w ork incidental to b illing operation s . F o r wage study p u rp o s e s , m achine b ille r s are c la ss ifie d by type o f m ach ine, as fo llow s :

B illin g -m ach in e b i l le r . U ses a sp e cia l b illing m achine (com bination typing and adding m ach ine) to prepare b ills and in vo ices fro m cu s to m e rs ' purchase o r d e rs , in ternally p repared o r d e r s , shipping m em orandum s, etc . Usually in volves application o f p red eterm in ed discounts and shipping charges and entry o f n e ce ssa ry exten sion s, w hich m ay o r m ay not be com puted on the billin g m ach ine, and totals w hich are autom atica lly accum ulated by m achine. The operation usually in volves a la rge num ber o f carbon cop ies o f the b ill being prepared and is often done on a fanfold m achine.

B ookkeeping-m ach in e b i l le r . U ses a bookkeeping m achine (with or without a typ ew riter keyboard) to p rep are c u s to m e rs ' b ills as part o f the accounts rece iv a b le operation . G enerally in volves the sim ultaneous entry of figu res on c u s to m e rs ' led ger r e co rd . The m achine autom atically accum ulates figu res on a num ber o f v e r t ica l colum ns and com putes and usually prints autom atica lly the debit o r cred it ba la n ces. Does not involve a knowledge o f bookkeeping. W orks fro m uniform and standard types o f sa les and cred it s lip s .

P A Y R O L L CLERK

P e r fo rm s the c le r ic a l tasks n e ce s sa ry to p r o ce s s pa yrolls and to m aintain p a y ro ll r e co r d s . W ork in volves m ost o f the fo llow in g : P ro ce ss in gw o rk e r s ' tim e o r production r e co r d s ; adjusting w o rk e r s ' re cord s fo r changes in wage ra tes , supplem entary b en efits , o r tax deductions; editing pa yroll listings against sou rce r e co r d s ; tracin g and co rre ct in g e r ro r s in lis tin gs; and assisting in preparation o f p e r io d ic sum m ary p a yro ll rep orts . In a non- autom ated p a yro ll system , com putes w ages. W ork m ay requ ire a p ra ctica l knowledge o f governm ental regu lation s, com pany p a yro ll p o licy , o r the com puter system fo r p ro ce ss in g p a y ro lls .


KEYPUNCH O PERA TO R

O perates a keypunch m achine to re co rd or v e r ify alphabetic an d /or num eric data on tabulating card s or on tape.

P osition s are c la ss ifie d into leve ls on the basis o f the follow ing defin itions.

Class A . W ork reqh ires the application o f experien ce and judgm ent in selecting p roced u res to be fo llow ed and in search ing fo r , in terpreting, se lectin g , o r coding item s to be keypunched fro m a variety o f sou rce docum ents. On o cca s io n m ay a lso p e r fo rm som e routine keypunch w ork. May train in experien ced keypunch op era tors .

C lass B . W ork is routine and repetitive. Under c lo se supervision o r follow ing sp e c ific p roced u res o r in stru ction s, w orks from various standard ized sou rce docum ents w hich have been coded , and fo llow s sp ecified p roced u res w hich have been p re sc r ib e d in detail and requ ire little o r no se lectin g , coding, o r interpreting o f data to be record ed . R efers to su p e rv iso r p rob lem s arising fro m erron eous item s o r codes o r m issing info rm ation.

TABULATIN G-M ACHINE O PERATOR

O perates one o r a variety o f m achines such as the tabu lator, c a lcu la tor, c o lla to r , in terp reter, s o r te r , reproducing punch, etc . E xcluded

TABULATIN G-M ACHINE O PERA TO R— Continued

fro m this definition are w orking su p erv isors . A lso excluded are operators o f e le c tro n ic digital com pu ters, even though they m ay also operate e le c tr ic accounting m achine equipm ent.

P osition s are c la ss ifie d into levels on the basis o f the follow ing defin itions.

C lass A . P e r fo rm s com plete reporting and tabulating assignm ents including devising difficu lt con tro l panel w iring under general supervision . A ssignm ents typ ica lly involve a v ariety o f long and com plex reports w hich often are irreg u la r o r n on recu rrin g , requiring som e pieinning o f the nature and sequencing o f opera tion s , and the use o f a variety o f m ach in es. Is cypica lly involved in training new op era tors in m achine operations o r training low er leve l op era tors in w iring fro m diagram s and in the operating sequences o f long and com plex rep orts . Does not include positions in w hich w iring respon sib ility is lim ited to se lection and in sertion o f prew ired board s.

C lass B . P e r fo rm s w ork accord in g to established p roced u res and under sp e c ific in stru ction s. A ssignm ents typ ica lly involve com plete but routine and recu rrin g reports o r parts o f la rg e r and m ore com plex rep orts . O perates m ore d ifficu lt tabulating o r e le c tr ic a l accounting m achines such as the tabulator and ca lcu la tor , in addition to the s im p ler m achines used by c lass C o p e ra to rs . May. be requ ired to do som e w iring from d iagram s. May train new em ployees in b a s ic m achine operations.

C lass C . Under sp e c ific in stru ction s , operates sim ple tabulating or e le c tr ica l accounting m achines such as the s o r te r , in terp re ter, reproducing punch, co lla to r , e tc . A ssignm ents typ ica lly involve portions of a w ork unit, fo r exam ple, individual sorting o r collating runs, o r repetitive operations. May p e r fo rm sim ple w iring fro m d iagram s, and do som e filing w ork.

PROFESSIONAL AND TECHNICALCOM PUTER SYSTEMS AN ALYST, BUSINESS

A nalyzes business p rob lem s to form ulate p roced u res fo r solving them by use o f e le c tro n ic data p ro ce ss in g equipm ent. D evelops a com plete descr ip tion o f a ll sp ecifica tion s needed to enable p rogra m m ers to p rep are requ ired digital com puter p rogram s. W ork in volves m ost o f the fo llow in g : Analyzes su b ject-m a tter operations to be autom ated and identifies conditions and c r ite r ia requ ired to achieve sa tis fa ctory resu lts ; sp ecifie s num ber and types o f r e co r d s , f i le s , and docum ents to be used; outlines actions to be p er form ed by person nel and com puters in su fficient detail fo r presentation to m anagem ent and fo r program m ing (typ ically this involves preparation of w ork and data flow charts); coord inates the developm ent o f test p rob lem s and participates in tr ia l runs o f new and rev ised sy stem s; and recom m ends equipm ent changes to obtain m ore e ffectiv e o v e ra ll operations. (NOTE: W ork ers perform in g both 'system s analysis and program m ing should be c la s sified as system s analysts if this is the sk ill used to determ ine th eir pay.)

D oes not include em ployees p r im a rily respon sib le for the m anagement o r su pervision o f other e le c tro n ic data p ro ce ss in g em p loyees , o r system s analysts p r im a rily concern ed with sc ien tific o r engineering p ro b le m s .

COM PUTER SYSTEMS AN ALYST, BUSINESS— ContinuedF o r wage study p u rp oses , system s analysts are c la ss ifie d as fo llow s:C lass A . W orks independently o r under only general d irection on

com plex prob lem s involving all phases o f system analysis. P rob lem s are com plex becau se o f d iv erse sou rces o f input data and m u ltip le -u se re q u ire m ents o f output data. (F or exam ple, develops an integrated production scheduling, inventory con tro l, cost an a lysis, and sa les analysis r e co rd in w hich every item o f each type is autom atically p ro ce s se d through the fu ll system o f re co rd s and appropriate follow up actions are initiated by the com pu ter.) C on fers with p erson s con cern ed to determ ine the data p ro ce ss in g p rob lem s and advises su b ject-m a tter p erson n el on the im plications o f new o r rev ised system s o f data p ro ce ss in g op eration s . Makes recom m en dations, if needed, fo r approval o f m a jo r system s installations or changes and fo r obtaining equipm ent.

May provide functional d irection to low er le v e l system s analysts who are assigned to a ss ist.

C lass B . W orks independently o r under only general d irection on prob lem s that are re lative ly u ncom plicated to analyze, plan, p rog ra m , and operate . P rob lem s are o f lim ited com plex ity becau se sou rces o f input data are hom ogeneous and the output data are c lo se ly related. (F or exam ple,


CO M PU TER SYSTEM S A N A L Y S T , BUSINESS— Continued

develops system s fo r m aintaining dep os itor accounts in a bank, maintaining accounts rece iv a b le in a re ta il establishm ent, o r m aintaining inventory accounts in a m anufacturing o r w holesale estab lishm ent.) C onfers with p erson s con cern ed to determ ine the data p ro ce ss in g p rob lem s and advises su b ject-m a tter p erson n el on the im plications o f the data p ro ce ss in g system s to be applied.

OR

W orks on a segm ent o f a com plex data p ro ce ss in g sch em e o r system , as d e scr ib e d fo r c la ss A . W orks independently on routine assignm ents and re ce iv e s instru ction and guidance on com plex assign m en ts. W ork is review ed fo r a ccu ra cy o f judgm ent, com plian ce with in stru ction s, and to insure p ro p e r alignm ent with the o v e ra ll system .

C lass C . W orks under im m ediate su p erv ision , carry in g out analyses as assign ed , usually o f a single activ ity . A ssignm ents are designed to develop and expand p ra ctica l ex p erien ce in the application o f p roced u res and sk ills requ ired fo r system s analysis w ork . F o r exam ple, m ay assist a h igher le v e l system s analyst by preparing the detailed sp ecifica tion s requ ired by p r o g ra m m ers fro m in form ation developed by the h igher le v e l analyst.

COM PUTER PRO G RAM M ER, BUSINESSConverts statem ents o f bu siness p ro b le m s , typ ica lly p rep ared by a

system s analyst, into a sequence o f detailed in stru ction s w hich are r e qu ired to so lve the p rob lem s by autom atic data p ro ce ss in g equipm ent. W orking fro m charts o r d ia gram s, the p ro g ra m m e r develops the p r e c ise in structions w hich , when entered into the com puter system in coded language, cause the m anipulation o f data to ach ieve d es ired resu lts . W ork in volves m ost o f the fo llow in g : A pplies knowledge o f com puter capab ilit ie s , m ath em atics, lo g ic em ployed by com pu ters, and pa rticu la r su bje c t m atter involved to analyze charts and diagram s o f the p rob lem to be p rogram m ed ; develops sequence o f p rogra m steps; w rites detailed flow charts to show o rd e r in w hich data w ill be p ro ce s se d ; converts these charts to coded in stru ction s fo r m achine to fo llow ; tests and co rre c ts p rog ra m s; p rep ares in stru ction s fo r operating p erson n el during production run; an alyzes, rev iew s, and a lters p rogram s to in cre a se operating e ff ic ien cy o r adapt to new requ irem en ts; m aintains re co rd s o f p rogra m d e velopm ent and re v is io n s . (NOTE: W ork ers p erform in g both system s analy s is and program m in g should be c la ss ifie d as system s analysts i f this is the sk ill used to determ ine th e ir pay.)

D oes not include em p loyees p r im a rily resp on sib le fo r the m anagem ent o r su pervision o f other e le c tro n ic data p ro ce ss in g em p loyees , o r p rog ra m m ers p r im a rily con cern ed with sc ie n tific a n d /o r engineering p rob lem s.

F o r wage study p u rp o se s , p rogra m m ers are c la ss ified as fo llow s:C lass A . W orks independently o r under only general d irection

on com plex p rob lem s w hich requ ire com peten ce in all phases o f p r o gram m ing concepts and p r a c t ic e s . W orking fr o m diagram s and charts w hich identify the nature o f d es ired resu lts , m a jo r p ro ce ss in g steps to be a ccom p lish ed , and the relationsh ips betw een various steps o f the p ro b lem solving routine; plans the fu ll range o f program m in g actions needed to e ffic ien tly u tilize the com puter system in achieving d es ired end produ cts .

CO M PU TER PRO G RAM M ER, BUSINESS— Continued

At this le v e l, p rogram m in g is d ifficu lt becau se com puter equ ipm ent m ust be organ ized to p roduce se v e ra l in terre la ted but d iv erse p r o ducts fro m num erous and d iverse data elem en ts. A wide variety and e x ten sive num ber o f in ternal p ro ce ss in g actions m ust o c cu r . This requ ires such actions as developm ent o f com m on operations w hich can be r e used, establishm ent o f linkage points betw een opera tion s , adjustm ents to data when p rogra m requ irem ents exceed com puter storage capacity , and substantial m anipulation and resequ en cing o f data elem ents to fo r m a highly integrated program .

May provide functional d irection to low er leve l p rogra m m ers who are assigned to a ss is t .

C lass B . W orks independently o r under only general d irection on re la tive ly sim ple p ro g ra m s, o r on sim ple segm ents o f com plex p ro g ra m s. P rogra m s (or segm en ts) usually p r o ce s s in form ation to produce data in two o r three varied sequences o r fo rm a ts . R eports and listings are produced by refin ing , adapting, a rray in g , o r making m in or additions to o r deletions fro m input data w hich are read ily availab le . W hile num erous re co rd s m ay be p r o ce s s e d , the data have been refined in p r io r actions so that the accu racy and sequencing of data can be tested by using a few routine checks. T y p ica lly , the p rogra m deals with routine recordk eep in g opera tion s .

ORW orks on com plex p rogra m s (as d e scr ib e d fo r c lass A) under

c lo se d irection o f a h igher le v e l p ro g ra m m e r o r su p erv isor . May assist h igher le v e l p ro g ra m m e r by independently p erform in g le s s d ifficu lt tasks assign ed , and p erform in g m ore d ifficu lt tasks under fa ir ly c lo se d irection .

May guide o r instruct low er le v e l p ro g ra m m e rs .

C lass C . M akes p ra ctica l applications o f program m in g p ra ctice s and concepts usually learned in fo rm a l training co u rse s . A ssignm ents are designed to develop com peten ce in the application o f standard p r o cedures to routine p ro b le m s. R ece iv es c lo se su perv ision on new aspects o f assign m en ts; and w ork is rev iew ed to v e r ify its a ccu ra cy and con form ance with requ ired p ro ce d u re s .

COM PUTER O PE R A TO R

M onitors and operates the con tro l con so le o f a digital com puter to p r o ce s s data accord in g to operating in stru ction s , usually prepared by a p rog ra m m er. W ork includes m ost o f the fo llow in g : Studies in stru ction s todeterm ine equipm ent setup and opera tion s ; loads equipm ent with requ ired item s (tape re e ls , ca rd s , e tc .) ; sw itches n e ce s sa ry auxiliary equipm ent into c ircu it , and starts and operates com pu ter; m akes adjustm ents to com puter to c o r r e c t operating p rob lem s and m eet sp e cia l condition s; review s e r ro r s m ade during operation and determ ines cause o r r e fe rs p rob lem to su p erv is o r o r p ro g ra m m e r; and m aintains operating re co rd s . May test and a ssist in co rre ct in g p rogra m .

F o r w age study p u rp oses , com puter op era tors are c la s s ifie d asfo llow s :

C lass A . O perates independently, o r under only general d irection , a com pu ter running p rogra m s with m ost o f the follow ing ch a ra cte r is t ic s : Newp rogram s are frequently tested and in troduced ; scheduling requ irem ents are


COM PUTER O PERATOR— Continued

o f c r it ica l im portan ce to m in im ize dow ntim e; the program s are o f com plex design so that iden tifica tion o f e r r o r sou rce often requ ires a w orking know ledge o f the total p rogra m , and alternate p rogram s may not be availab le. May give d irection and guidance to low er le v e l op e ra to rs .

C lass B . O perates independently, o r under only general d irection , a com puter running program s with m ost o f the follow ing ch a ra cte r is t ics ; M ost o f the p rogram s are estab lished production runs, typ ica lly run on a regu larly recu rrin g b a s is ; there is little o r no testing o f new program s requ ired ; alternate program s are p rovided in case or ig in a l p rogra m needs m a jor change o r cannot be co rre cte d within a reason ab ly short tim e . In com m on e r r o r situations, diagnoses cause and takes c o rr e c t iv e action . This usually in volves applying p rev iou s ly p rogram m ed co rre c t iv e steps, o r using standard co rre ct io n techniques.

OR

O perates under d irect su pervision a com puter running p rogram s or segm ents o f p rogram s with the ch a ra cte r is tics d e scr ib e d fo r c lass A. May ass is t a h igher le v e l op era tor by independently perform in g le s s d ifficu lt tasks assign ed , and p erform in g d ifficu lt tasks fo llow ing detailed in stru ction s and with frequent review o f operations p er form ed .

C lass C . W orks on routine program s under c lo se su pervision . Is expected to develop working knowledge o f the com puter equipm ent used and ability to detect p rob lem s involved in running routine p rog ra m s. U sually has re ce iv e d som e form a l training in com puter operation . M ay ass is t h igher lev e l op era tor on com plex p rogram s.

D RAFTE R

C lass A . P lans the graphic presentation o f com plex item s having d istin ctive design features that d iffer sign ifican tly fro m estab lished drafting preced en ts . W orks in c lo se support with the design o r ig in a tor , and m ay recom m en d m in or design changes. A nalyzes the e ffect o f each change on the details o f fo rm , function , and position al relationsh ips o f com ponents and pa rts . W orks with a m inim um o f su p erv isory assista n ce . C om pleted w ork is review ed by design orig in a tor fo r con s isten cy with p r io r engineering determ inations. M ay either p repare drawings o r d irect their preparation by low er le v e l d ra fters .

C lass B . P e r fo rm s nonroutine and com plex drafting assignm ents that requ ire the application o f m ost o f the standardized drawing techniques regu larly used. Duties typ ica lly involve such w ork as: P rep a res w orkingdraw ings o f su bassem blies with ir re g u la r shapes, m ultiple fu nctions, and p re c ise position al relationsh ips between com ponents; p rep ares a rch itectu ra l drawings fo r construction o f a building including detail drawings o f foundation s , w all se c tio n s , f lo o r plans, and roo f. U ses accepted form u las and manuals in making n e ce ssa ry com putations t o determ ine quantities o f

D RAFTER— Continued

m ateria ls to be used, load ca p a cities , strengths, s t re s s e s , etc. R ece ives in itia l in stru ction s, requ irem en ts, and advice fro m su p erv isor . Com pleted w ork is checked fo r tech n ica l adequacy.

C lass C. P rep a res detail drawings o f single units o r parts fo r engineering, con stru ction , m anufacturing, o r repa ir pu rposes. Types o f drawings p rep ared include is o m e tr ic p ro jection s (depicting three dim ensions in accurate sca le ) and section a l v iew s to c la r ify positioning o f com ponents and convey needed in form ation . C onsolidates details fro m a num ber of sou rces and adjusts o r tran sp oses sca le as requ ired . Suggested m ethods o f approach , applicable p reced en ts , and advice on sou rce m ateria ls are given with in itia l assignm ents. Instructions are le s s com plete when assignm ents recu r. W ork m ay be sp ot-ch eck ed during p ro g re ss .D R A F T E R -T R A C E R

C opies plans and drawings p repared by others by placing tracing cloth o r paper o v e r drawings and tracin g with pen o r pen cil. (Does not include tracin g lim ited to plans p r im a rily consisting o f straight lines and a la rge sca le not requ iring c lose delineation .)

A N D /O R

P rep a res sim ple o r repetitive drawings o f eas ily v isu alized item s. W ork is c lo se ly su perv ised during p r o g r e s s .

ELECTRONICS TECHNICIAN

W orks on various types o f e le c tro n ic equipm ent and related devices by perform in g one o r a com bination o f the follow ing: Installing, m aintaining,repa irin g , overhauling, trou b lesh ootin g , m od ifying , constructing , and testing. W ork requ ires p ra ctica l application o f tech n ica l knowledge o f e le c tro n ics p r in c ip le s , ability to determ ine m alfunctions, and sk ill to put equipm ent in requ ired operating condition ..

The equipm ent— consistin g o f either many different kinds o f c ircu its o r m ultip le repetition o f the sam e kind o f c ircu it— in clu des , but is not lim ited to , the follow ing : (a) E le ctro n ic transm itting and rece iv in g equipm ent (e .g .,radar, rad io , te le v is io n , telephone, son ar , navigational a ids), (b) digital and analog com pu ters, and (c) industria l and m ed ica l m easuring and con tro llin g equipm ent.

This c la ss ifica tio n exclu des re p a ire rs o f such standard e le c tro n ic equipm ent as com m on o ffic e m achines and household radio and te lev is ion sets ; production a ssem b lers and te s te r s ; w ork ers w hose prim a ry duty is serv ic in g e le c tro n ic test instrum ents; tech n icians who have adm inistrative o r su p erv isory resp on sib ility ; and d ra fte rs , d e s ig n e rs , and p ro fess ion a l en gin eers.

P osition s are c la s s ifie d into lev e ls on the basis o f the follow ing defin itions.

C lass A . A pp lies advanced tech n ica l knowledge to solve unusually com p lex p rob lem s ( i .e . , those that ty p ica lly cannot be solved so le ly by re fe re n ce to m an u factu rers ' m anuals o r s im ila r docum ents) in working on


e le c tro n ic equipm ent. E xam ples o f such p rob lem s include location and density o f c ircu itry , e lectrom a gn etic radiation , isolatin g m alfunctions, and frequent engineering changes. W ork in volves: A detailed understanding o fthe in terre la tionsh ips o f c ircu its ; ex erc is in g independent judgm ent in p e r form ing such tasks as making c ircu it an alyses, calculating wave fo rm s , tracin g relationsh ips in signal flow ; and regu larly using com plex test in strum ents (e .g ., dual trace o s c i l lo s c o p e s , Q -m e te r s , deviation m e te rs , pulse gen era tors).

W ork m ay be review ed by su p erv isor (frequently an engineer or design er) fo r general com pliance with accepted p ra ctice s . May provide tech n ica l guidance to low er le v e l tech nicians.

C lass B . A pplies com prehen sive tech n ica l knowledge to so lve co m plex p rob lem s ( i .e . , those that typ ica lly can be so lved so le ly by p rop erly in terpreting m an u factu rers ' manuals o r s im ila r docum ents) in w orking on e le c tro n ic equipm ent. W ork in volves : A fam ilia rity with the in terre la tion ships o f c ircu its ; and judgm ent in determ ining w ork sequence and in se lectin g too ls and testing instrum ents, usually le ss com plex than those used by the c la ss A technician.

ELECTRONICS TECHNICIAN— Continued

R ece iv es tech n ica l guidance, as requ ired , fro m su p erv isor o r higher level tech n ician , and w ork is review ed fo r sp e c ific com pliance with accepted p ra ctice s and w ork assign m en ts. May provide tech n ica l guidance to low er leve l technicians.

C lass C. A pplies w orking tech n ica l knowledge to p e r fo rm sim ple o r routine tasks in w orking on e le c tro n ic equipm ent, follow ing detailed in structions w hich co v e r v irtua lly all p ro ce d u re s . W ork typ ica lly in volves such tasks as: A ssistin g h igher lev e l technicians by p erform in g such activ ities asreplacing com ponents, w iring c ircu its , and taking test readings; repairing sim ple e le c tro n ic equipm ent; and using too ls and com m on test instrum ents (e .g ., m u ltim eters , audio signal gen era tors , tube te s te r s , o s c i l lo s c o p e s ) . Is not requ ired to be fa m ilia r with the in terrelationsh ips o f c ircu its . This know ledge, h ow ever, m ay be acqu ired through assignm ents designed to in cre a se com petence (including c la s s r o o m training) so that w ork er can advance to h igher lev e l technician .

R ece iv es tech n ica l guidance, as requ ired , fro m su p erv isor o r h igher lev e l technician . W ork is typ ica lly spot checked , but is given detailed review when new o r advanced assignm ents are involved.REGISTERED INDUSTRIAL NURSE

A re g is te re d nurse who gives nursing se rv ice under genera l m ed ica l d irection to ill o r in jured em p loyees o r other person s who becom e i ll o r su ffer an accident on the p rem ises o f a fa ctory o r other establishm ent. Duties in volve a com bination o f the fo llow in g : Giving fir s t aid to the i l l o rin jured ; attending to subsequent dressin g o f em ployees* in ju ries ; keeping re co rd s o f patients treated ; preparing accident reports fo r com pensation or other p u rp oses ; assisting in ph ysica l exam inations and health evaluations o f applicants and em p loyees ; and planning and carry in g out p rogram s involving health education , accident preven tion , evaluation o f plant environm ent, or other activ ities affecting the health, w e lfa re , and safety o f all person nel. Nursing su p erv isors o r head n urses in establishm ents em ploying m ore than one nurse are excluded.

ELECTRONICS TECHNICIAN— Continued

MAINTENANCE, TOOLROOM, AND POWERPLANTM AINTENANCE ELECTRICIAN — ContinuedMAINTENANCE CARPEN TER

P e r fo rm s the carpentry duties n e ce ssa ry to construct and maintain in good repa ir building w oodw ork and equipm ent such as b ins, c r ib s , coun ters, ben ches, partition s, d o o rs , f lo o r s , s ta irs , casin gs, and tr im made o f w ood in an establishm ent. W ork involves m ost o f the fo llow in g : Planning andlaying out o f w ork fro m blueprin ts, draw ings, m od e ls , o r verba l in stru ction s; using a variety o f carp en ter 's handtools, portable pow er to o ls , and standard m easuring instrum ents; making standard shop com putations relating to d im ensions o f w ork ; and se lectin g m ateria ls n e ce ssa ry fo r the w ork. In gen era l, the w ork o f the m aintenance carpenter requ ires rounded training and experien ce usually acqu ired through a fo rm a l apprenticesh ip o r equivalent training and ex p erien ce .

M AINTENANCE ELECTRICIAN

P e r fo rm s a variety o f e le c tr ic a l trade functions such as the in stallation , m aintenance, o r repa ir o f equipm ent fo r the generation , d is tr ibution, o r utilization o f e le c tr ic energy in an establishm ent. W ork involves m ost o f the fo llow in g : Installing o r repairing any o f a variety o f e le c tr ic a lequipm ent such as gen era tors , tr a n s fo rm e rs , sw itch boards, c o n tro lle rs , c ir cu it b re a k e rs , m o to rs , heating units, conduit sy stem s, o r other tra n s m ission equipm ent; w orking fr o m blueprin ts, draw ings, layouts, o r other sp e cifica tio n s ; locating and diagnosing trou ble in the e le c tr ic a l system or equipm ent; w orking standard com putations relating to load requ irem ents o f

w iring o r e le c tr ic a l equipm ent; and using a v ariety o f e le c tr ic ia n 's handtools and m easuring and testing instrum ents. In gen era l, the w ork o f the m ain tenance e le c tr ic ia n requ ires rounded training and experien ce usually acqu ii^d through a fo rm a l apprenticesh ip o r equivalent training and experien ce .

MAINTENANCE PAIN TER

Paints and red ecora tes w a lls , w oodw ork , and fixtures of an estab lishm ent, W ork in volves the fo llow in g : Know ledge o f su rface pecu lia r itiesand types o f paint requ ired fo r d ifferent applications; preparing su rface fo r painting by rem oving old fin ish o r by placing putty o r f i l le r in nail holes and in te rs t ice s ; and applying paint with spray gun o r brush . May m ix c o lo r s , o ils , white lead , and other paint ingredients to obtain p rop er co lo r o r con sisten cy . In gen era l, the w ork o f the m aintenance painter requ ires rounded training and experien ce usually acqu ired through a fo rm a l apprenticeship or equivalent training and ex p erien ce .

MAINTENANCE MACHINIST

P rod u ces rep lacem ent parts and new parts in making repairs o f m etal parts o f m ech an ica l equipm ent operated in an establishm ent. W ork in volves m ost o f the fo llow in g : Interpreting w ritten in structions and s p e c if ic a tion s ; planning and laying out o f w ork ; using a variety o f m ach in ist's handtools


MAINTENANCE MACHINIST— Continued

and p recis ion m easu ring instrum ents; setting up and operating standard m achine to o ls ; shaping o f m etal parts to c lose to le ra n ce s ; making standard shop com putations relating to d im ensions of w ork , too lin g , feed s , ana speeds o f . m achining; knowledge o f the w orking p rop erties o f the com m on m eta ls ; "selecting standard m a te r ia ls , p a rts , and equipm ent requ ired fo r this w ork ; and fitting and assem bling parts into m ech an ica l equipm ent. In g en era l, the m ach in ist's w ork n orm ally requ ires a rounded training in m ach in e-sh op p ra ctice usually acqu ired through a form al apprenticesh ip o r equivalent training and ex p erien ce .

MAINTENANCE MECHANIC (MACHINERY)

R epairs m ach in ery o r m ech an ica l equipm ent o f an establishm ent. W ork involves m ost o f the fo llow in g : Exam ining m achines and m ech an ica lequipment to diagnose sou rce o f trou b le ; dism antling o r partly dism antling m achines and perform in g repa irs that m ainly involve the use o f handtools in scraping and fitting parts ; replacing broken o r defective parts with item s obtained fro m stock ; orderin g the production o f a replacem ent part by a m achine shop or sending the m achine to a m achine shop fo r m a jo r rep a irs ; preparing w ritten sp ecifica tion s fo r m a jor repa irs o r fo r the production o f parts o rd ered fro m m achine shops; reassem blin g m ach in es; and making all n e ce ssa ry adjustm ents fo r operation . In g en era l, the w ork o f a m ach inery m aintenance m echan ic requ ires rounded training and experien ce usually acqu ired through a form al apprenticeship o r equivalent training and e x p er ien ce . E xcluded from this c la ss ifica tion are w ork ers w hose prim a ry duties involve setting up o r adjusting m ach ines.

MAINTENANCE MECHANIC (MOTOR VEHICLE)

R epairs au tom obiles, bu ses , m otortru ck s , and tra c to rs o f an estab lishm ent. W ork involves m ost o f the fo llow in g : Exam ining autom otiveequipm ent to diagnose sou rce o f trou b le ; d isassem blin g equipm ent and p e r form in g repa irs that involve the use o f such handtools as w ren ch es , gauges, d r ills , o r sp ecia lized equipment in d isassem blin g o r fitting parts; replacing broken o r defective parts fro m stock ; grinding and adjusting v a lv es ; r e assem bling and installing the various a ssem blies in the veh ic le and making n e ce ssa ry adjustm ents; and aligning w heels, adjusting brakes and lights, o r tightening body b o lts . In general, the w ork o f the m otor veh ic le m aintenance m ech an ic requ ires rounded training and exp erien ce usually acqu ired through a form al apprenticesh ip o r equivalent training and experien ce .

This c la ss ifica tion does not include m ech an ics who repa ir cu sto m e rs ' v eh ic les in autom obile repa ir shops.

MAINTENANCE P IP E F IT T E R

Installs o r repairs w ater, steam , gas, o r other types o f pipe and pipefittings in an establishm ent. W ork in volves m ost o f the fo llow ing : Layingout w ork and m easuring to locate position o f pipe fro m drawings or other w ritten sp ecifica tion s ; cutting various s ize s o f pipe to c o r r e c t lengths with ch ise l and ham m er o r oxyacetylene torch o r p ipe-cu tting m ach in es; threading pipe with stocks and d ies; bending pipe by hand-driven o r p ow er-d r iv en m ach in es; assem bling pipe with couplings and fastening pipe to hangers; making standard shop com putations relating to p re ss u re s , flow , and size o f pipe requ ired ; and making standard tests to determ ine whether fin ished pipes

M AINTENANCE PIP E FITTE R — Continued

m eet sp ecifica tion s . In g en era l, the w ork o f the m aintenance p ipefitter requ ires rounded training and experien ce usually acqu ired through a form al apprenticeship o r equivalent training and ex perien ce . W orkers p r im a rily engaged in installing and repairing building sanitation or heating system s are exclu ded .

MAINTENANCE SH E E T -M E T A L W ORKER

F a b rica te s , in sta lls , and m aintains in good repair the sh eet-m eta l equipm ent and fixtu res (such as m achine guards, grease pans, sh elves, lo c k e rs , tanks, v en tila tors , chutes, ducts, m etal roofing) o f an establishm ent. W ork involves m ost o f the fo llow in g : Planning and laying out all types ofsh eet-m eta l m aintenance w ork fro m blueprin ts, m od els , o r other sp e c if ica tion s ; setting up and operating all available types o f sh eet-m eta l w orking m ach in es; using a v ariety o f handtools in cutting, bending, form in g, shaping, fitting, and assem bling ; and installing sh eet-m eta l a rtic les as requ ired . Tr> gen era l, the w ork o f the m aintenance sh eet-m eta l w ork er requ ires rounded training and exp erien ce usually acqu ired through a form al apprenticeship or equivalent training and experien ce .

MILLWRIGHT

Installs new m achines o r heavy equipm ent, and dism antles and insta lls m achines o r heavy equipm ent when changes in the plant layout are requ ired . W ork involves m ost o f the fo llow in g : Planning and laying out w ork ;in terpreting blueprints o r other sp ecifica tion s ; using a variety o f handtools and rigg ing; making standard shop com putations relating to s tre s se s , strength o f m a te r ia ls , and centers o f gravity ; aligning and balancing equipm ent; se lectin g standard to o ls , equipm ent, and parts to be used; and installing and maintaining in good o rd e r pow er tran sm iss ion equipment such as drives and speed red u cers . In g en era l, the m illw righ t's w ork norm ally requ ires a rounded training and exp erien ce in the trade acqu ired through a form al apprenticesh ip o r equivalent training and experien ce .

M AINTENANCE TRADES H ELPER

A ssis ts one o r m ore w ork ers in .th e sk illed maintenance tra d es , by p erform in g sp e c ific o r general duties o f le s s e r sk ill, such as keeping a w ork er supplied with m ateria ls and to o ls ; cleaning working area , m achine, and equipm ent; assisting journeym an by holding m ateria ls o r to o ls ; and p erform in g other unskilled tasks as d irected by journeym an. The kind o f w ork the h elper is perm itted to p e r fo rm v aries fro m trade to trade: Insom e trades the h elper is confined to supplying, lifting, and holding m ateria ls and to o ls , and cleaning w orking a rea s ; and in others he is perm itted to p e r fo rm sp ecia lized m achine opera tion s , o r parts o f a trade that are also p er form ed by w ork ers on a fu ll-t im e b a sis .

M ACH IN E-TO OL O PERA TO R (TOOLROOM )

S p ecia lizes in operating one o r m ore than one type o f m achine too l (e .g ., jig b o r e r , grinding m ach ine, engine lathe, m illing m achine) to m achine m etal fo r use in making o r maintaining jig s , fix tu res , cutting to o ls , gauges, o r m etal dies o r m olds used in shaping o r form ing m etal or nonm etallic m a teria l (e .g ., p la stic , p la ster , rubber, g la ss). W ork typ ica lly in v o lv e s : Planning and p erform in g d ifficu lt m achining operations whichrequ ire com plica ted setups o r a high degree o f a ccu ra cy ; setting up m achine


too l o r too ls (e .g ., insta ll cutting too ls and adjust guides, stops, w orking ta b les , and oth er con tro ls to handle the size o f stock to be m achined; determ ine p ro p e r fee d s , sp eeds, too lin g , and operation sequence o r se lect those p r e sc r ib e d in draw ings, b lueprin ts, o r layou ts); using a variety o f p re c is io n m easu ring instrum ents; making n e ce ssa ry adjustm ents during m achining operation to achieve requ isite d im ensions to very c lo se to le ra n ce s . May be requ ired to se lect p rop er coolants and cutting and lubricating o i ls , to recogn ize when too ls need dress in g , and to d ress to o ls . In gen era l, the w ork o f a m a ch in e -too l op era tor (too lroom ) at the sk ill le v e l ca lled fo r in this c la ss ifica tio n requ ires extensive knowledge o f m ach in e-sh op and to o lroom p ra ctice usually acqu ired through con siderab le o n -th e -jo b training and ex p erien ce .

F o r c ro s s -in d u s try wage study p u rp oses , this c la ss ifica tion does not include m a ch in e -too l op era tors (too lroom ) em ployed in too l and die jobbing sh op s.

TOOL AND DIE M AKER

M A C H IN E -TO O L O PER ATO R (TOOLROOM )— Continued

C onstructs and rep a irs j ig s , fix tu res , cutting to o ls , gauges, o r m etal dies o r m olds used in shaping or form in g m etal o r nonm etallic m a teria l (e .g ., p la s t ic , p la ste r , rubber, g la ss). W ork typ ica lly in v o lv e s : Planning and laying out w ork accord in g to m od e ls , b lueprin ts, draw ings, o r other w ritten o r o ra l sp e c ifica tio n s ; understanding the w orking p rop erties o f com m on m etals and a lloys ; se lectin g appropriate m a ter ia ls , to o ls , and p r o c e s s e s requ ired to com plete task; making n e ce ssa ry shop com putations; setting up and operating various m achine too ls and related equipm ent; using various too l and die m a k er 's handtools and p re c is io n m easuring instrum ents;

w orking to v ery c lo se to le ra n ce s ; h eat-trea tin g m etal parts and fin ished tools and dies to ach ieve requ ired qu a lities; fitting and assem bling parts to p r e scr ib e d to le ra n ces and allow an ces. In gen era l, the too l and die m a k er 's w ork requ ires rounded training in m a ch in e -sh op and to o lro o m p ra ctice usually acqu ired through fo rm a l apprenticesh ip o r equivalent training and ex p erien ce .

F or c ro s s -in d u s try wage study p u rp oses , this c la ss ifica tio n does not include to o l and die m akers who (1) are em ployed in too l and die jobbing shops o r (2) p roduce forgin g dies (die s in k ers).

STATIONARY ENGINEER

O perates and m aintains and m ay a lso su pervise the operation of stationary engines and equipm ent (m ech an ica l o r e le c tr ica l) to supply the establishm ent in w hich em ployed with p ow er, heat, re fr ig era tion , o r a ir - conditioning. W ork in vo lves : Operating and m aintaining equipm ent such assteam engines, a ir c o m p r e s s o rs , g en era tors , m o to rs , tu rb in es, ventilating and re frig era tin g equipm ent, steam b o ile r s and b o i le r -fe d w ater pum ps; making equipm ent rep a irs ; and keeping a r e co rd o f operation o f m ach in ery , tem pera tu re , and fuel consum ption . May a lso su pervise these operations. Head o r ch ie f engineers in establishm ents em ploying m ore than one engineer are exclu ded .

BOILER TENDER

F ire s stationary b o ile rs to furn ish the establishm ent in which e m ployed with heat, p ow er, o r steam . F eeds fuels to fire by hand or operates a m ech an ica l stok er, gas, o r o il bu rner; and checks w ater and safety v a lv es . May clean , o i l , o r ass is t in repairin g b o ile rro o m equipm ent.

TO OL AND DIE M AKER— Continued

MATERIAL MOVEMENT AND CUSTODIALTRUCKDRIVER

D rives a tru ck within a city o r indu stria l area to tran sp ort m a te r ia ls , m erch a n d ise , equipm ent, o r w ork ers between various types o f establishm ents such as: M anufacturing plants, freight depots, w areh ou ses , w holesale andretail estab lishm ents, o r between reta il establishm ents and custom ers* houses o r p la ces o f bu sin ess . May a lso load o r unload truck with or without h e lp e rs , m ake m in or m ech an ica l re p a irs , and keep truck in good w orking o rd e r . S a les -rou te and o v e r -th e -r o a d d r iv e rs are exclu ded .

F or wage study pu rp oses, tru ck d r iv ers are c la ss ified by s ize and type o f equipm ent, as fo llow s : (T r a c to r -t r a ile r should be rated on the basiso f tr a ile r capacity .)

T ru ck d riv e r , light truck (under IV2 tons)T ru ck d riv e r , m edium truck ( 1V2 to and including 4 tons)T ru ck d riv e r , heavy truck (tra ile r ) (over 4 tons)T ru ck d riv e r , heavy truck (other than tra ile r ) (over 4 tons)

SHIPPING AND RECEIVING CLERKP rep a res m erch an d ise fo r shipm ent, o r re ce iv e s and is respon sib le

fo r incom ing shipm ents o f m erchandise o r oth er m a teria ls . Shipping w ork

SHIPPING AND RECEIVING CLERK— Continued

in v o lv e s : A knowledge o f shipping p r o c ’ed u res , p r a c t ic e s , routes, availablem eans o f tran sportation , and rates; and preparin g record s o f the goods shipped, making up b ills o f lading, posting w eight and shipping ch a rges, and keeping a file o f shipping re co rd s . M ay d irect o r a ssist in preparing the m erchandise fo r shipm ent. R eceiv in g w ork in v o lv e s : V erify in g or d irectingothers in verify in g the co rre ctn e ss o f shipm ents against b ills o f lading, in v o ic e s , o r other r e co r d s ; checking fo r sh ortages and re jectin g dam aged goods; routing m erch an d ise o r m ateria ls to p ro p e r departm ents; and maintaining n e ce ssa ry re co rd s and files .

F o r wage study p u rp oses , w ork ers are c la s s ifie d as fo llow s:

Shipping c lerkR eceiv in g clerkShipping and rece iv in g clerk

WAREHOUSEMANAs d irected , p e r fo rm s a v ariety o f w arehousing duties w hich requ ire

an understanding o f the estab lish m en t's storage plan . W ork in volves m ost


WAREHOUSEMAN— Continued

of the fo llow in g : V erify in g m ateria ls (or m erch an d ise) against rece iv in gdocum ents, noting and reporting d iscrep a n cies and obvious dam ages; routing m ateria ls to p re sc r ib e d storage location s ; storing , stacking, o r palletizing m ateria ls in a ccord a n ce with p re sc r ib e d storage m ethods; rearranging and taking inventory o f stored m a ter ia ls ; exam ining stored m ateria ls and r e porting deterioration and dam age; rem oving m a teria l from storage and preparing it fo r shipm ent. May operate hand or pow er trucks in p erform in g w arehousing duties.

Exclude w ork ers w hose p rim a ry duties in volve shipping and rece iv in g w ork (see Shipping and R eceiv in g C lerk and Shipping P a ck er ), o rd e r filling (see O rder F il le r ) , o r operating pow er trucks (see P o w e r-T ru ck O perator).

ORDER F ILLE R

F ills shipping or tra n sfer o rd e rs fo r fin ished goods from stored m erchandise in a ccord a n ce with sp ecifica tion s on sa les s lip s , cu s to m e rs ' o r d e rs , o r other in stru ction s. M ay, in addition to fillin g ord e rs and indicating item s filled or om itted , keep record s o f outgoing o r d e rs , requ isition additional stock o r report short supplies to su p e rv iso r , and p e r fo rm other related duties.

SHIPPING PACKER

P rep a res fin ished products fo r shipm ent or storage by placing them in shipping con ta in ers , the sp e c ific operations p e r fo rm e d being dependent upon the type,' s iz e , and num ber o f units to be packed , the type o f container em ployed , and m ethod o f shipm ent. W ork requ ires the placing o f item s in shipping containers and m ay involve one o r m ore o f the fo llow in g : Knowledgeof various item s o f stock in o rd e r to v e rify content; se lection o f appropriate type and s ize o f container; inserting en closu res in container; using e x ce ls io r o r oth er m a teria l to prevent breakage o r dam age; c losing and sealing container; and applying labels o r entering identifying data on container. P ack ers who a lso make w ooden boxes o r crates are excluded.M ATER IAL HANDLING LABORER

A w ork er em ployed in a w arehouse, m anufacturing plant, s to re , or other establishm ent w hose duties involve one or m ore o f the fo llow in g : Loading and unloading various m ateria ls and m erchandise on o r fro m freight

M A TER IAL HANDLING LABORER— Continued

c a rs , tru ck s , o r other transporting d ev ices ; unpacking, shelving, o r p lacing m ateria ls o r m erchandise in p rop er storage location ; and transporting m ateria ls o r m erchandise by handtruck, ca r , o r w heelbarrow . L ongshore w o rk e rs , who load and unload sh ips, are exclu ded .

PO W ER -TRU CK O PERA TO R

O perates a manually con tro lled g a so lin e - o r e le c tr ic -p o w e re d truck o r tra c to r to transport goods and m ateria ls o f a ll kinds about a w arehouse, m anufacturing plant, o r other establishm ent.

F o r wage study p u rp oses , w ork ers are c la ss ifie d by type o f p ow er- tru ck , as fo llow s:

F ork lift op eratorP ow e r-tru ck op erator (other than fork lift)

GUARD AND W ATCHM AN

G uard. P e r fo rm s routine p o lice duties, either at fixed post o r on tou r, m aintaining o r d e r , using arm s o r fo r ce w here n e ce ssa ry . Includes guards who are stationed at gate and check on identity o f em ployees and other p erson s en tering .

W atchm an. M akes rounds o f p re m ise s p e r iod ica lly in protecting p roperty against f ir e , theft, and ille g a l entry.

JANITOR, PO R T E R , OR CLEANER

Cleans and keeps in an o rd e r ly condition fa ctory working areas and w ash room s, o r p re m ise s o f an o ff ic e , apartm ent house, o r co m m e rc ia l o r other establishm ent. Duties involve a com bination o f the fo llow in g : Sweeping,m opping o r scru bb in g , and polish ing f lo o r s ; rem oving ch ips, trash , and other re fu se ; dusting equipm ent, fu rn itu re, o r fix tu res ; polish ing m etal fixtu res o r tr im m in gs; provid ing supplies and m in or m aintenance s e r v ice s ; and cleaning la v a to r ie s , sh ow ers , and re s tro o m s . W ork ers who sp e cia lize in window washing are exclu ded .


Available On Request—•i i-i ThC fo llow in S areas are su rveyed p e r io d ica lly fo r use in adm inistering the S erv ice Contract A ct of 1965. Survey resu lts are published in r e le a se s w hich, w hile supplies last, a

available at no cos t fro m any o f the BLS reg ion a l o ffic e s shown on the back cov e r .

A laska A lbany, Ga.A lbuquerque, N. Mex.A lexan dria , La.A lpena , Standish, and Tawas C ity, M ich.Ann A rb o r , M ich.A sh e v ille , N.C.A tlantic C ity, N.J.Augusta, Ga.—S.C.B a k ers fie ld , C a lif.Baton Rouge, La.Battle C reek , M ich.Beaum ont—P ort A rth u i^ O ran ge, Tex.B ilox i—G ulfport and P a scagou la , M iss.B o ise C ity, Idaho B rem erton , Wash.B rid g ep ort, N orw alk , and Stam ford , Conn.B runsw ick , Ga.B u rlington , Vt.—N.Y.Cape Cod , M ass.C edar R apids, Iowa Champaign— Urbana—Rantoul, 111.C h a r l e s t o n , S . C .C harlotte—G astonia, N .C .Cheyenne, Wyo.C la rk sv ille—H opkinsville , Tenn.—K y.C olorad o Springs, C olo .C olum bia, S.C.C olum bus, Ga.—Ala.C olum bus, M iss.C ran e, Ind.D ecatu r, 111.D es M oin es, Iowa Dothan, A la.Duluth—S u p erio r , Minn.—W is.E l P a so , T ex ., and A lam ogordo—Las C ru ce s , N. Mex. Eugene—Springfield , O reg.F a yettev ille , N.C.F itchburg—L eom in ster , M ass.F ort Smith, A rk .—Okla.F ort Wayne, Ind.F re d e r ick —H a gerstow n , M d.—C h am bersbu rg , P a .—

M artin sb u rg , W. Va.G adsden and A n niston , A la .G o ld sb oro , N .C .Grand Island—H astings, N ebr.G reat F a lls , Mont.Guam, T e r r ito r y of H arrisbu rg—Lebanon, Pa.Huntington—A shland, W. Va.—Ky.—Ohio K n oxville , Tenn.La C r o s s e , W is.L a red o , T ex .Las V egas, Nev.Lawton, Okla.L im a, OhioLittle Rock—North Little R ock , A rk.

Logansport—Peru , Ind.L orain—E ly ria , OhioLow er E astern Shore, Md.—Va.—D el.Lynchburg, Va.M acon, Ga.M adison , W is.M ansfield , OhioM arquette, Escanaba, Sault Ste. M arie , M ich. M cA llen— Pharx^-Edinburg and B row nsville—

H arlingen—San B en ito, T ex.M edford—K lam ath F a lls—G rants P a ss , O reg. M erid ian , M iss .M id d lesex , M onmouth, and Ocean C o s ., N.J. M obile and P en sa co la , A la .—Fla.M on tgom ery , Ala.N ashville—D avidson, Tenn.New Bern—Jack son v ille , N.C.New London—N orw ich , Conn.—R.I.N orth Dakota, State o f O rlando, Fla.Oxnard—Simi Valley—V enture, C alif.Panam a C ity , F la .P a r k e r s b u r g —M a r i e t t a , W . V a . —O h i o P e o r i a , III .P hoenix, A r iz .Pine B luff, A rk .P o ca te llo —Idaho F a lls , Idaho P ortsm outh , N.H.—M aine—M ass.P u eblo , C o lo .Puerto R ico R eno, Nev.R ichland—Kennew ick—W alla Walla—

Pendleton , W ash.—O reg.R iver side—San B ernard ino—O ntario, C alif. Salina, K ans.Salinas—Seaside—M onterey, C a lif.Sandusky, OhioSanta B arbara—Santa M aria—L om p oc, C a lif. Savannah, Ga.Selm a, A la.Sherm an—D enison , T ex.S h revep ort, La.Sioux F a lls , S. Dak.Spokane, Wash.S pringfie ld , 111.Springfield—C h icopee—H olyoke, M ass.—Conn. Stockton, C a lif.T a com a , Wash.Tampa—St. P e tersb u rg , F la .Topeka, Kans.T u cson , A r iz .T u lsa , Okla.V a lle jo—Fairfieldr-N apa, C a lif.W aco and K illeen—T em p le , T ex.W aterloo—C edar F a lls , Iowa W est T exas P lains W ilm ington, D el.—N.J.—Md.

An annual rep ort on sa la r ie s fo r accountants, a u d itors , ch ie f accountants, a ttorn eys , job a n a lysts , d ir e c to r s o f p erson n e l, b u y ers , ch em ists , en g in eers , engineering tech n ician s, c le r ic a l em p loyees is ava ilab le . O rd er as BLS B ulletin 1891, N ational Survey of P ro fe s s io n a l, A d m in istra tive , T ech n ica l, and C le r ica l Pay, M arch 1975. $ 1.30 a cop y , fro m any o f the BLS o f fic e s shown on the back c o v e r , o r from the Superintendent of D ocu m en ts, U.S. G overnm ent Printing O ffice , W ashington, D .C . 20402.

re or w ill be

d ra fte rs , and reg ion a l sa les


Area Wage SurveysA l i s t o f th e l a t e s t a v a i l a b l e b u l l e t i n s o r b u l l e t i n s u p p l e m e n t s is p r e s e n t e d b e l o w . A d i r e c t o r y o f a r e a w a g e s t u d ie s in c lu d in g m o r e l i m i t e d s t u d ie s c o n d u c t e d a t th e r e q u e s t o f th e E m p lo y m e n t

S t a n d a r d s A d m i n i s t r a t i o n o f t h e D e p a r t m e n t o f L a b o r i s a v a i l a b l e o n r e q u e s t . B u l l e t i n s m a y b e p u r c h a s e d f r o m a n y o f th e B L S r e g i o n a l o f f i c e s s h o w n o n th e b a c k c o v e r . B u l le t i n s u p p l e m e n t s m a y b e o b t a i n e d w it h o u t c o s t , w h e r e i n d i c a t e d , f r o m B L S r e g i o n a l o f f i c e s .

B u l le t i n n u m b e rA r e a . a n d p r i c e *

A kron , Ohio, D ec. 1975____i----------------------------------------------------------------------------------------------- 1850-80, 45 centsAlbany—Schenectady—T roy , N .Y ., Sept. 1975 *_________________________________________ 1850-63, $1.20Anaheim -Santa Ana—Garden G rove, C a lif., Oct. 19751_____ _________________________ 1850-75, 85 centsAtlanta, Ga., May 1976__________________________________________________________________ 1900-30, 85 centsAustin, T ex ., D ec. 197 51__ _____________________________________________________________ 1850-83, 75 centsB altim ore, M d., Aug. 1 9 7 5 * ____________________________________________________________ 1850-62, $1 .30Billings, M ont., July 1976______________________________________________________________ 1900-39, 55 centsBinghamton, N .Y .—P a., July 1975 ______________________________________________________ 1850-50, 65 centsBirm ingham , A la ., M ar. 197 6*_________________________________________________________ 1900-11, 95 centsBoston, M ass ., Aug. 1975 1______________________________________________________________ 1850-58, $1 .50Buffalo, N .Y ., Oct. 1975*________________________________________________________________ 1850-69, 95 centsCanton, Ohio, M ay 1976__________________________________________________________________ 1900-28, 55 centsChattanooga, Tenn.—Ga., Sept. 1975 *_____________ :.____________________________________ 1850-67, 85 centsC h icago, 111., May 1976__________________________________________________________________ 1900-32, $ 1.05Cincinnati, O h io-K y.—Ind., M ar. 1976_____ j____________________________________________ 1900-7 , 75 centsC leveland, Ohio, Sept. 1975_____________________________________________________________ 1850-64, $1 .30C olum bus, Ohio, Oct. 19751____________________________________________________________ 1850-78, 95 centsCorpus C h risti, T ex ., July 197 6*______________________________________________________ 1900-41, 55 centsD allas—F ort W orth, T e x ., Oct. 1975 ' _________________________________________________ 1850-59, $1.50D avenport—R ock Island—M oline, Iowa—111., F eb . 1976________________________________ 1900-25, 55 centsDayton, Ohio, D ec. 1975_________________________________________________________________ 1850-73, 45 centsDaytona Beach , F la ., Aug. 1975-------------------------------------------------------------------------------------- 1850-47, 65 centsD enver—B oulder, C o lo ., D ec. 1975_____________________________________________________ 1850-82, 75 centsD etroit, M ich ., M ar. 19761_____________________________________________________________ 1900-15, $1 .2 5F ort Lauderdale—H ollyw ood and W est P alm Beach—

Boca Raton, F la ., A pr. 1976__________________________________________________________ 1900-20, 55 centsF resn o , C a lif., June 1976____-__________________________________________________________ 1900-29, 55 centsG ain esv ille , F la ., Sept. 1975 ___________________________________________________________ 1850-57, $1 .10G reen Bay, W is., July 1976_____________________________________________________________ 1900-37, 55 centsG reen sb oro—W inston -S alem —High Point, N. C ., Aug. 1975_____________________________ 1850-49, 65 centsG reen ville—Spartanburg, S .C ., June 1976 1____________________________________________ 1900-36, 85 centsH artford, Conn., M ar. 1976_____________________________________________________________ 1900-14, 55 centsHouston, T ex ., A pr. 1976________________________________________________________________ 1900-26, 85 centsH untsville, A la ., Feb. 1976______________________________________________________________ 1900-17, 55 centsIndianapolis, Ind., Oct. 1975 1 __________________________________________________________ 1850-66, 95 centsJackson, M iss ., Feb. 1976______________________________________________________________ 1900-8 , 55 centsJacksonv ille , F la ., Dec. 1975___________________________________________________________ 1850-81, 45 centsKansas City, M o .-K a n s., Sept. 1975___________________________________________________ 1850-55, 80 centsLexington—F ayette, K y., Nov. 1975 1___________________________________________________ 1850-84, 75 centsL os A n geles—Long Beach, C a lif., Oct. 1975 *_________________________________________ 1850-86, $ 1.15L ou isv ille , Ky.—Ind., Nov. 1975_________________________________________________________ 1850-79, 45 centsM elbourne—T itu sv ille—C ocoa, F la ., Aug. 1975__________________________________________ 1850-54, 65 centsM em phis, Tenn.—A rk .—M is s . , Nov. 1975_______________________________________________ 1850-85, 45 cents

B u l le t i n n u m b e rA r e a a n d p r i c e *

Miami, Fla., Oct. 1975_____________________________________________________________ 1850-76, 95 centsMilwaukee, Wis., Apr. 1976______________ __________________________________________ 1900-22, 85 centsMinneapolis—St. Paul, Minn.—W is., Jan. 1976______________________________________ 1900-3, 95 centsNassau—Suffolk, N.Y., June 1976____________________________________________________ 1900-35, 85 centsNewark, N.J., Jan. 1976_____________________________________________________________ 1900-10, 85 centsNew Orleans, La., Jan. 1976__________________________ _____________________________ 1900-2, 75 centsNew York, N .Y .-N .J., May 1975 1 __________________________________________________ 1850-45, $1.10Norfolk—Virginia Beach-Portsmouth, Va.—N. C., May 1976*_______________________ 1900-27, 85 centsNorfolk—Virginia Beach—Portsmouth and Newport News—

Hampton, Va.—N.C., May 1976*__________________________________________________ _ 1900-33, 85 centsNortheast Pennsylvania, Aug. 1975 ________________________ ________________________ 1850-52, 65 centsOklahoma City, Okla., Aug. 1975_________________________________________________ _ 1850-51, 65 centsOmaha, Nebr.—Iowa, Oct. 1975_____________________________________________________ 1850-56, $1.10Paterson—Clifton—Passaic, N.J., June 1976_________________________________________ 1900-38, 55 centsPhiladelphia, Pa.—N.J., Nov. 1975 __________________ ,______________________________ 1850-65, 85 centsPittsburgh, Pa., Jan. 1976*________________________________________________________ 1900-1, $1.15Portland, Maine, Nov. 1975_________________________________________________________ 1850-72, 45 centsPortland,. Oreg.—Wash., May 1975 _________________________________________________ 1850-40, 75 centsPoughkeepsie, N.Y., June 1975*____________________________________________________ 1850-70, 65 centsPoughkeepsie—Kingston-Newburgh, N.Y., June 19751_____________________________ 1850-68, 75 centsProvidence—Warwick—Pawtucket, R.I.—M ass., June 1976__________________________ 1900-31, 75 centsRaleigh-Durham, N.C., Feb. 1976_________________________________ _________________ 1900-18, 55 centsRichmond, Va., June 1976__________________________________________________________ 1900-34, 65 centsSt. Louis, Mo.—111., Mar. 19761____________________________________________________ 1900-19, $1.25Sacramento, Calif., Dec. 1975_____________________________________________________ 1850-87, 45 centsSaginaw, Mich., Nov. 1975__________________________________________________________ 1850-71, 35 centsSalt Lake City—Ogden, Utah, Nov. 1975*___________________________________________ 1850-74, 75 centsSan Antonio, Tex., May 1976________________________________________________ _______ 1900-23, 65 centsSan Diego, Calif., Nov. 1975_______________________________________________________ 1850-77, 45 centsSan Francisco—Oakland, Calif., Mar. 1976_________________________________________ 1900-9, 95 centsSan Jose, Calif., Mar. 1976_________________________________________________________ 1900-13, 75 centsSeattle—Everett, Wash., Jan. 1976__________________________________________________ 1900-6, 65 centsSouth Bend, Ind., Mar. 1976_________________________________________________________ 1900-5, 55 centsStamford, Conn., May 1976 1 ________________________________________________________ 1900-40, 85 centsSyracuse, N.Y., July 1975__________________________________________________________ 1850-43, 65 centsToledo, Ohio—Mich., May 1976_____________________________________________________ 1900-24, 55 centsTrenton, N.J., Sept. 19751 _________________________________________________________ 1850-60, $1.20Utica^Rome, N.Y., July 1975 1 _____________________________________________________ 1850-48. 80 centsWashington, D.C.—Md.—Va., Mar. 1976_____________________________________________ 1900-12, 85 centsW estchester County, N.Y., May 1975 *_____________________________________________ 1850-53, 80 centsWichita, Kans., Apr. 1976_______________________________ ___________________________ 1900-21, 55 centsW orcester, M ass., Apr. 1976_______________________________________________________ 1900-16, 55 centsYork, Pa., Feb. 1976________________________________________________________________ 1900-4, 55 cents

* Prices are de te rm ined by the Governm ent P rin tin g O ffice and are sub ject to change.1 D ata on estab lishm ent practices and supplementary wage provisions are also presented.2 To be surveyed.


U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212

Official BusinessPenalty for private use, $300

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

Bureau of Labor Statistics Regional OfficesRegion I

1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region II Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 971-5405 (Area Code 212)

New Jersey New York Puerto Rico Virgin Islands

Region III3535 Market Street,P.O. Box 13309Philadelphia, Pa. 19101Phone: 597-1154 (Area Cade 215)

DelawareD istrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Region 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 V Region VI Regions VII and V III Regions IX and X9th Floor, 230 S. Dearborn St. Second Floor Federal Office Building 450 Golden Gate Ave.Chicago, III. 60604 555 Griffin Square Building 911 Walnut St., 15th Floor Box 36017Phone: 353-1880 (Area Code 312) Dallas, Tex. 75202 Kansas City, Mo. 64106 San Francisco, Calif. 94102

I llinoisPhone: 749-3516 (Area Code 214) Phone: 374-2481 (Area Code 816) Phone: 556-4678 (Area Code •

Indiana Arkansas VII VIII IX XMichigan Louisiana Iowa Colorado Arizona AlaskaMinnesota New Mexico Kansas Montana California IdahoOhio Oklahoma Missouri North Dakota Hawaii OregonWisconsin Texas Nebraska South Dakota

1 | I q KNevada Washington

u lanWyoming
