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Dayton & M
ontgomery Co

Area Wage Survey

• • Public

L ibi

...ry

OCT 1 4 1968

DOCUM collection
ENT
■

The Lubbock, Texas, Metropolitan Area

\

Region I
John F. Kennedy Federal Building
Government Center, Room 1603-B
Boston, Mass. 02203
T e l.: 223-6762

Region II
341 Ninth Ave.
New York, N. Y. 10001
T e l.: 971-5405

Region III
Box 1784
William Penn Annex
Philadelphia, Pa. 19105

Region IV
1371 Peachtree S t., NE.
Atlanta, Ga. 30309
T e l.: 526-5418

Region V
219 South Dearborn St.
Chicago, 111. 60604
T e l.: 353-7230

Region VI
Federal Office Building
Third Floor
911 Walnut St.
Kansas City, Mo. 64106
T e l.: 374-2481

Region VII
Mayflower Building
Room 337
411 North Akard St.
Dallas, Tex. 75201

Region VIII
450 Golden Gate .Ave.
Box 36017
San Francisco, Calif. 94102
T e l.: 556-4678




Area Wage Survey
The Lubbock, Texas, Metropolitan Area




June 1968

Bulletin No. 1575-77
August 1968

UNITED STATES DEPARTMENT OF LABOR
Willard Wirtz, Secretary
BUREAU OF LABOR STATISTICS
Ben Burdetsky, Acting Commissioner

For sale by the Superintendent of Documents, U.S. Government Printing Office, W ashington, D .C., 2 0 4 0 2 - Price 30 cents




Preface

Contents
Page

The Bureau of Labor Statistics program of annual
occupational wage surveys in metropolitan areas is de­
signed to provide data on occupational earnings, and e s­
tablishment practices and supplementary wage provisions.
It yields detailed data by selected industry division for
each of the areas studied, for geographic regions, and for
the United States. A major consideration in the program
is the need for greater insight into (1) the movement of
wages by occupational category and skill level, and (2) the
structure and level of wages among areas and industry
divisions.

Introduction________________________________________________________________
Wage trends for selected occupational groups____________________________
Tables:
1. Establishments and workers within scope of survey and
number studied____________________________________________________
2. Indexes of standard weekly salaries and straight-time
hourly earnings for selected occupational groups, and
percents of increase for selected periods________________________
A. Occupational earnings:*
A - 1. Office occupations—
women___________________________________
A - 2. Professional and technical occupations—
men_______________
A -3 . Office, professional, and technical occupations—
men and women combined_________________________________
A -4 . Maintenance and powerplant occupations___________________
A - 5. Custodial and material movement occupations_____________

At the end of each survey, an individual area bul­
letin presents survey results for each area studied. After
completion of all of the individual area bulletins for a round
of surveys, a two-part summary bulletin is issued. The
first part brings data for each of the metropolitan areas
studied into one bulletin. The second part presents infor­
mation which has been projected from individual metro­
politan area data to relate to geographic regions and the
United States.

B. Establishment practices and supplementary wage provisions:*
B -l. Minimum entrance salaries for women office
workers_____________________________________________________
B -2. Shift differentials___________________________________________
B -3. Scheduled weekly hours------------------------------------------------- _----B -4. Paid holidays________________________________________________
B -5. Paid vacations_______________________________________________
B -6. Health, insurance, and pension plans______________________
B -7. Premium pay for overtime work___________________________

Eighty-six areas currently are included in the
program. In each area, information on occupational earn­
ings is collected annually and on establishment practices
and supplementary wage provisions biennially.
This bulletin presents results of the survey in
Lubbock, Tex., in June 1968. The Standard Metropolitan
Statistical Area, as defined by the Bureau of the Budget
through April 1967, consists of Lubbock County. This
study was conducted by the staff of the Bureau's Atlanta
Regional Office under the general direction of Donald M.
Cruse, Assistant Regional Director for Operations.




1
4

Appendix. Occupational descriptions_____________________________________

*NOTE: Similar tabulations are available for other
areas. (See inside back cover.)

iii

3
4
6
7
7
8
9

10
11
12
13
14
16
17
18




Area Wage Survey
The Lubbock, Tex., Metropolitan Area
Introduction
This area is 1 of 86 in which the U. S. Department of Labor's
Bureau of Labor Statistics conducts surveys of occupational earnings
and related benefits on an areawide basis.
In this area, data were
obtained by personal visits of Bureau field economists to repre­
sentative establishments within six broad industry divisions: Manu­
facturing; transportation, communication, and other public utilities;
wholesale trade; retail trade; finance, insurance, and real estate; and
services.
Major industry groups excluded from these studies are
government operations and the construction and extractive industries.
Establishments having fewer than a prescribed number of workers are
omitted because they tend to furnish insufficient employment in the
occupations studied to warrant inclusion.
Separate tabulations are
provided for each of the broad industry divisions which meet pub­
lication criteria.

allowances and incentive earnings are included. Where weekly hours
are reported, as for office clerical occupations, reference is to the
standard workweek (rounded to the nearest half hour) for which em­
ployees receive their regular straight-time salaries (exclusive of pay
for overtime at regular and/or premium rates). Average weekly earn­
ings for these occupations have been rounded to the nearest half dollar.
The averages presented reflect composite, areawide esti­
mates.
Industries and establishments differ in pay level and job
staffing and, thus, contribute differently to the estimates for each job.
The pay relationship obtainable from the averages may fail to reflect
accurately the wage spread or differential maintained among jobs in
individual establishments.
Similarly, differences in average pay
levels for men and women in any of the selected occupations should
not be assumed to reflect differences in pay treatment of the sexes
within individual establishments. Other possible factors which may
contribute to differences in pay for men and women include: Differ­
ences in progression within established rate ranges, since only the
actual rates paid incumbents are collected; and differences in specific
duties performed, although the workers are classified appropriately
within the same survey job description. Job descriptions used in
classifying employees in these surveys are usually more generalized
than those used in individual establishments and allow for minor
differences among establishments in the specific duties performed.

These surveys are conducted on a sample basis because of
the unnecessary cost involved in surveying all establishments.
To
obtain optimum accuracy at minimum cost, a greater proportion of
large than of small establishments is studied. In combining the data,
however, all establishments are given their appropriate weight.
E s­
timates based on the establishments studied are presented, therefore,
as relating to all establishments in the industry grouping and area,
except for those below the minimum size studied.
Occupations and Earnings

Occupational employment estimates represent the total in
all establishments within the scope of the study and not the number
actually surveyed. Because of differences in occupational structure
among establishments, the estimates of occupational employment ob­
tained from the sample of establishments studied serve only to indicate
the relative importance of the jobs studied. These differences in
occupational structure do not affect materially the accuracy of the
earnings data.

The occupations selected for study are common to a variety
of manufacturing and nonmanufacturing industries, and are of the
following types: (1) Office clerical; (2) professional and technical;
(3) maintenance and powerplant; and (4) custodial and material move­
ment.
Occupational classification is based on a uniform set of job
descriptions designed to take account of interestablishment variation
in duties within the same job.
The occupations selected for study
are listed and described in the appendix. The earnings data following
the job titles are for all industries combined. Earnings data for some
of the occupations listed and described, or for some industry divisions
within occupations, are not presented in the A -series tables, because
either (1) employment in the occupation is too small to provide enough
data to merit presentation, or (2) there is possibility of disclosure
of individual establishment data.

Establishment Practices and Supplementary Wage Provisions
Information is presented (in the B -series tables) on selected
establishment practices and supplementary wage provisions as they
relate to plant and office workers. Administrative, executive, and
professional employees, and construction workers who are utilized
as a separate work force are excluded. "Plant workers" include
working foremen and all nonsupervisory workers (including leadmen and trainees) engaged in nonoffice functions. "Office workers"
include working supervisors and nonsupervisory workers performing
clerical or related functions. Cafeteria workers and routemen are
excluded in manufacturing industries, but included in nonmanufacturing
industries.

Occupational employment and earnings data are shown for
full-time workers, i. e. , those hired to work a regular weekly schedule
in the given occupational classification. Earnings data exclude pre­
mium pay for overtime and for work on weekends, holidays, and
late shifts.
Nonproduction bonuses are excluded, but cost-of-living




1

2
Minimum entrance salaries for women office workers (table
B -l) relate only to the establishments visited. Because of the optimum
sampling techniques used, and the probability that large establish­
ments are more likely to have formal entrance rates for workers
above the subclerical level than small establishments, the table is
more-representative of policies in medium and large establishments.
Shift differential data (table B-2) are limited to plant workers
in manufacturing industries. This information is presented both in
terms of (1) establishment policy, 1 presented in terms of total plant
worker employment, and (2) effective practice, presented in terms of
workers actually employed on the specified shift at the time of the
survey. In establishments having varied differentials, the amount
applying to a majority was used or, if no amount applied to a majority,
the classification "other" was used. In establishments in which some
late-shift hours are paid at normal rates, a differential was recorded
only if it applied to a majority of the shift hours.
The scheduled weekly hours (table B-3) of a majority of the
first-shift workers in an establishment are tabulated as applying to
all of the plant or office workers of that establishment. Scheduled
weekly hours are those which full-time employees were expected to
work, whether they were paid for at straight-time or overtime rates.
Paid holidays; paid vacations; health, insurance, and pension
plans; and premium pay for overtime work (tables B-4 through B-7)
are treated statistically on the basis that these are applicable to all
plant or office workers if a majority of such workers are eligible or
may eventually qualify for the practices listed. Sums of individual
items in tables B -2 through B-7 may not equal totals because of
rounding.
Data on paid holidays (table B-4) are limited to data on holi­
days granted annually on a formal basis; i.e ., (1) are provided for
in written form, or (2) have been established by custom. Holidays
ordinarily granted are included even though they may fall on a non­
workday and the worker is not granted another day off. The first
part of the paid holidays table presents the number of whole and half
holidays actually granted. The second part combines whole and half
holidays to show total holiday time.

Data on health, insurance, and pension plans (table B-6) in­
clude those plans for which the employer pays at least a part of the
cost. Such plans include those underwritten by a commercial insurance
company and those provided through a union fund or paid directly by
■th employer out of current operating funds or from a fund set aside
e
for this purpose. An establishment was considered to have a plan
if the majority of employees were eligible to be covered under the
plan, even if less than a majority elected to participate because em­
ployees were required to contribute toward the cost of the plan. Le­
gally required plans, such as workmen's compensation, social se­
curity, and railroad retirement were excluded.
Sickness and accident insurance is limited to that type of
insurance under which predetermined cash payments are made directly
to the insured on a weekly or monthly basis during illness or accident
disability. Information is presented for all such plans to which the
employer contributes. However, in New York and New Jersey, which
have enacted temporary disability insurance laws which require em­
ployer contributions,2 plans are included only if the employer (1) con­
tributes more than is legally required, or (2) provides the employee
with benefits which exceed the requirements of the law. Tabulations
of paid sick leave plans are limited to formal plans3 which provide
full pay or a proportion of the worker's pay during absence from work
because of illness. Separate tabulations are presented according to
(1) plans which provide full pay and no waiting period, and (2) plans
which provide either partial pay or a waiting period. In addition to
the presentation of the proportions of workers who are provided
sickness and accident insurance or paid sick leave, an unduplicated
total is shown of workers who receive either or both types of benefits.
Catastrophe insurance, sometimes referred to as major med­
ical insurance, includes those plans which are designed to protect
employees in case of sickness and injury involving expenses beyond
the normal coverage of hospitalization, medical, and surgical plans.
Medical insurance refers to plans providing for complete or partial
payment of doctors' fees. Such plans may be underwritten by com­
mercial insurance companies or nonprofit organizations or they may
be paid for by the employer out of a fund set aside for this purpose.
Tabulations of retirement pension plans are limited to those plans
that provide regular payments for the remainder of the worker's life.

The summary of vacation plans (table B-5) is limited to a
statistical measure of vacation provisions. It is not intended as a
measure of the proportion of workers actually receiving specific bene­
fits. Provisions of an establishment for all lengths of service were
tabulated as applying to all plant or office workers of the establish­
ment, regardless of length of service. Provisions for payment on
other than a time basis were converted to a time basis; for example,
a payment of 2 percent of annual earnings was considered as the equiv­
alent of 1 week's pay. Estimates exclude vacation-savings plans and
those which offer "extended" or "sabbatical" benefits beyond basic
plans to workers with qualifying lengths of service. Typical of such
exclusions are plans in the steel, aluminum, and can industries.

Data on overtime premium pay (table B -7), the hours after
which premium pay is received and the corresponding rate of pay, are
presented by daily and weekly provisions. Daily overtime refers to
work in excess of a specified number of hours a day regardless of
the number of hours worked on other days of the pay period. Weekly
overtime refers to work in excess of a specified number of hours
per week regardless of the day on which it is performed, the number
of hours per day, or number of days worked.

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

The temporary disability laws in California and Rhode Island do not require employer
contributions.
An establishment was considered as having a formal plan if it established at least the
minimum number of days of sick leave available to each em ployee.
Such a plan need not be
written, but informal sick leave allowances, determined on an individual basis, were excluded.




3

Table 1.

E stablishm ents and W orkers Within Scope of Survey and Number Studied in Lubbock, T e x . , 1 by M ajor Industry D iv is io n ,2 June 1968
Number of establishm ents
Minimum
employment
in estab lish ­
ments in scope
of study

Industry division

W ork ers in establishm ents
Within scope of study

Within scope
of stud y3

Studied
Studied

T o ta l4
Plant
Number

Office

Percent

T otal4

____

_

103

65

1 3 ,6 0 0

100

9, 100

2, 100

10 ,7 2 0

Manufacturing---------- __ __ ------------ -------------------Nonmanufacturing___________________________________
T ran sportation, com m unication, and
other public u tilities 5 - ____________ ________
W h olesale t r a d e ------------------------------------------... __
Retail tra de______________________________________
F in ance, in suran ce, and real e sta te ________
S erv ic es 8---------------------------------------------------------------

50
-

27
76

22
43

3 ,9 0 0
9, 700

29
71

2, 700
6 ,4 0 0

300
1 ,8 0 0

3, 590
7, 130

50
50
50
50
50

14
18
22
9
13

10
8
12
5
8

2, 500
1 ,4 0 0
4, 000
900
900

18
10
29
7
7

1 ,4 0 0

600

2, 290
720
2, 930
580
610

A ll d iv ision s_____________________________

(6)
(6)
(7)
(6)

(6)
(6)
(6)
(6)

1 The Lubbock Standard Metropolitan Statistical A r e a , as defined by the Bureau of the Budget through A p ril 1967, consists of Lubbock County.The "w o r k e r s
within scope of study" estim ates
shown in this table provide a reasonably accurate description of the size and com position of the labor force included in the survey.
The estim ates are not intended, how ever, to serve as a basis
of com p arison with other em ployment indexes for the area to m easu re em ployment trends or levels since (1) planning of wage surveys requires the use of establishm ent data compiled considerably
in advance of the p ayroll period studied, and (2) sm all establishm ents are excluded fro m the scope of the survey.
2 The 1967 edition of the Standard Industrial C lassification Manual was used in classifying establishm ents by industry division.
3 Includes all establish m en ts with total employment at or above the m inim um lim itation. A ll outlets (within the area) of companies in such industries as trade, finance, auto repair se r v ic e ,
and m otion picture theaters are considered as 1 establishm ent.
4 Includes executive, p rofession al, and other w orkers excluded from the separate plant and office categories.
5 Taxicabs and se r v ic e s incidental to water transportation w ere excluded.
6 This industry division is represented in estim ates for " a l l in d u strie s" and "nonm anufacturing" in the S eries A tab les, and for "a l l in d u stries" in the S eries B tab les. Separate presentation
of data for this division is not made for one or m ore of the following r eason s:
(1) Employm ent in the division is too sm all to provide enough data to m erit separate study, (2) the sample was
not designed initially to p erm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is p ossib ility of d isclosure of individual
establish m en t data.
7 W ork ers fro m this entire industry division are represented in estim ates for "a l l in du stries" and "nonm anufacturing" in the S eries A tab les, but fro m the real estate portion only in estim ates
for "a l l in d u str ie s" in the S e r ie s B tables. Separate presentation of data for this division is not made for one or m ore of the reasons given in footnote 6 above.
8 H otels and m o tels; laundries and other personal serv ic es; business se r v ic e s; automobile rep air, rental, and parking; motion pictures; nonprofit m em bersh ip organizations (ex clu d in g
religious and charitable organizations); and engineering and architectural se r v ic e s.




Over one-fourth of the w ork ers within scope of the survey in the Lubbock area w ere
em ployed in manufacturing fir m s .
The following table presents the m ajor industry groups
and specific industries as a percent of all manufacturing:
Industry groups

Specific industries

Food and kindred p rodu cts_____ 46
M achinery, except

M iscellaneous foods and
kindred p rodu cts_______________ 19
Construction and related

E le ctrica l equipment and
M iscellaneous electrical
equipment and supplies------------ 14
This inform ation is based on estim ates of total em ployment derived from universe
m aterials com piled prior to actual survey.
Proportions in various industry divisions may
differ from proportions based on the resu lts of the survey as shown in table 1 above.

4

Wage Trends for Selected Occupational Groups
Presented in table 2 are indexes and percentages of change
in average salaries of office clerical workers and industrial nurses,
and in average earnings of selected plant worker groups. The indexes
are a measure of wages at a given time, expressed as a percent of
wages during the base period (date of the area survey conducted
between July I960 and June 1961).
Subtracting 100 from the index
yields the percentage change in wages from the base period to the
date of the index.
The percentages of change or increase relate to
wage changes between the indicated dates.
These estimates are
measures of change in averages for the area; they are not intended
to measure average pay changes in the establishments in the area.
Method of Computing

in the occupational group. These constant weights reflect base year
employments wherever possible.
The average (mean) earnings for
each occupation were multiplied by the occupational weight, and the
products for all occupations in the group were totaled. The aggregates
for 2 consecutive years were related by dividing the aggregate for
the later year by the aggregate for the earlier year. The resultant
relative, less 100 percent, shows the percentage change. The index
is the product of multiplying the base year relative (100) by the relative
for the next succeeding year and continuing to multiply (compound)
each year’ s relative by the previous year's index. Average earnings
for the following occupations were used in computing the wage trends:

Each of the selected key occupations within an occupational
group was assigned a weight based on its proportionate employment
Office clerical (men and women):
Bookkeeping-machine operators,
class B
Clerks, accounting, classes
A and B
Clerks, file, classes
A, B, and C
Clerks, order
Clerks, payroll
Comptometer operators
Keypunch operators, classes
A and B
Office boys and girls

Table 2.

Office clerical (men and women)—
Continued
Secretaries
Stenographers, general
Stenographers, senior
Switchboard operators, classes
A and B
Tabulating-machine operators,
class B
Typists, classes A and B

Unskilled plant (men):
Janitors, porters, and cleaners
Laborers, material handling

Industrial nurses (men and women):
Nurses, industrial (registered)

Indexes of Standard Weekly Salaries and Straight-Time Hourly Earnings for Selected Occupational Groups in Lubbock, Tex. ,
June 1968 and June 1967, and Percents of Increase for Selected Periods
Indexes
JMav 1961=1001
June 1968

Office clerical (men and w om en)------------Industrial nurses (men and wom en)----------Skilled maintenance (m e n )---------------------Unskilled plant (m en )-------------------------------

Data do not meet publication criteria.

130.2
(X
)
(M
134.3

Percents of increase
June 1967
to
June 1968

June 1966
to
June 1967

125.0

4. 1

(M
t1)
123.8

i 1)

6. 3
(M

Occupational group




Skilled maintenance (men):
Carpenters
Electricians
Machinists
Mechanics
Mechanics (automotive)
Pa inters
Pipefitters
Tool and die makers

June 1967

0)
8.5

(l )

6. 2

June 1965
to
June 1966
2.9
(*)
C
1)
.8

June 1964
to
June 1965

June 1963
to
June 1964

June 1962
to
June 1963

May 1961
to
June 1962

June 1960
to
May 1961

3. 7

3. 8
(M
(M
6 .0

2. 4

3. 7

3. 1

(*)
(M
3.9

i 1)

( ')
C
1)
3. 1

(M
(M
4 .4

( !)
6

5
For office clerical workers and industrial nurses, the wage
trends relate to regular weekly salaries for the normal workweek,
exclusive of earnings for overtime. For plant worker groups, they
measure changes in average straight-time hourly earnings, excluding
premium pay for overtime and for work on weekends, holidays, and
late shifts. The percentages are based on data for selected key occu­
pations and include most of the numerically important jobs within
each group.

Changes in the labor force can cause increases or decreases in the
occupational averages without actual wage changes. It is conceivable
that even though all establishments in an area gave wage increases,
average wages may have declined because lower-paying establishments
entered the area or expanded their work forces. Similarly, wages
may have remained relatively constant, yet the averages for an area
may have risen considerably because higher-paying establishments
entered the area.

Limitations of Data
The indexes and percentages of change, as measures of
change in area averages, are influenced by: (1) general salary and
wage changes, (Z) merit or other increases in pay received by indi­
vidual workers while in the same job, and (3) changes in average
wages due to changes in the labor force resulting from labor turn­
over, force expansions, force reductions, and changes in the propor­
tions of workers employed by establishments with different pay levels.




The use of constant employment weights eliminates the effect
of changes in the proportion of workers represented in each job in­
cluded in the data. The percentages of change reflect only changes
in average pay for straight-time hours. They are not influenced by
changes in standard work schedules, as such, or by premium pay
for overtime. Where necessary, data were adjusted to remove from
the indexes and percentages of change any significant effect caused
by changes in the scope of the survey.

6
A. Occupational Earnings
Table A-l. Office Occupations—Women
(Average straight-tim e w eekly hours and earnings for selected occupations studied on an area basis
by industry division, Lubbock, T e x ., June 1968)
Weekly earnings1
(standard)

Occupation and industry division

Number
of
workers

Average
weekly
hours1
(standard)

$
60
Mean2

Median 2

Middle range 2

and
under

Number of w orkers receiving straight -tim e w eekly earnings of—
$
j
1
*
>
$
i,
b
;i
:
$
$
!i
i
3

$

$
65

70

*

3

77 .0 0
6 7 .5 0

12

9

65 .0 0

12

7

4 0 .0
4 0 .0

96 .5 0
96 .5 0

9 4.00
9 4.00

6 6 .5 C -11 0 .0 0
8 4 .5 0-1 1 0 .0 0

_

-

-

-

123
18
10 5

4 0.0
4 0 .0
40 .0

8 0 .5 0
77 .0 0

8 1.00
74.50
8 2 .0 0

7 0 .0 0-

9 2 .0 0

24

8 1.50

6 6 .5 0 7 0 .5 0 -

8 6 .0 0
93 .0 0

2
22

4 0.0
4 0 .0

8 2 .5 0
82 .5 0

79.00
7 9.00

7 2 .5 07 3 .0 0 -

9 7 .5 0
99 .0 0

2
2

20

3 9 .0

C L A S S A ----------------------------------------------------

43
36

C L F R K S , A C C O U N T I N G . C L A S S 6 ----------------M A N U F A C T U R I N G --------------------------------------------NCNMANIJF A C T U R I N G -------------------------------------------------------------------------------------

90

95

80

85

90

95

105

11 0

115

1 1 5 __ 1 2 0

100

105

110

120

1
1

1
1

7
6

1
-

1
-

1

-

1

-

1

-

1

1

_

125

$

125

4

$
130

1 35

14 0

13 0

135

140

over

2

2

4

“

-

1

-

4
4

2
2

4
4

3

11
9

7
4
3

18
4

10
3

17

11

14

18

14

7

1
16

1
10

1
13

1
17

1

4
3

2
1

i
1

1

1

“

5
4

1

1

1

1

-

5
5

2
2

9
7

5
5

3
3

_

3
3

1
1

1
1

_

_

-

-

_

_

_

_

11
6

5
4

5
5

2

-

NO NM ANU FA CTURING

--------------------------------------

21
16

K FYP UN CH O P E R A T O R S .
NC N M AN UFA CT UR IN G

C L A S S A ------------------------------------------------------

31
29

4 0 .0
4 0 .0

85 .0 0

8 4.00

7 7 .5 0 -

9 1 .5 0

_

85 .0 0

84 .5 0

7 6 .0 0 -

92 .5 0

~

2
2

KE YP UNC H O P E R A T O R S .
NO NM ANU FA CTURIN G

C L A S S B ------------------------------------------------------

56
49

4 0 .0
4 0 .0

7 3.00
7 3.00

7 1.50
71.50

6 5 .5 0 6 5 .0 0 -

81 .0 0
82 .0 0

13
13

12
9

12
9

3
2

12
12

3
3

_

1
1

S E C R E T A R I E S 3 -----------------------------------------------------------------------------------------------

95
85

4 0 .0
4 0 .0

96 .0 0
9o • 00

94.00
9 3 . 5U

8 6 .0 0 -1 0 4 .5 0
8 5 .5 0-1 0 4 .5 0

1
1

4
3

6
6

2
2

9
9

9
9

20
18

11
9

S E C R E T A R I E S . C L A S S B -----------------------------N C N M A N U F A C T U R I N G ----------------------------------- --

30
27

4 0 .0
4 0 .0

101.00
101.50

100.50
102.50

9 3 .0 0 -1 1 0 .5 0
9 3 .0 0 -1 1 1 .5 0

_

_
-

2
2

_

-

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

24
21

4 0 .0
4 0 .0

100.00
100.50

9 4.50
9 5.00

6 9 .0 0 -1 2 1 .0 0
8 9 .0 0 -1 2 1 .0 0

_

1

-

-

-

S E C R E T A R I E S . C L A S S 0 -----------------------------N O N M A N U F A C T U R I N G --------------------------------------

36
32

4 0 .0
40 .0

87 .0 0
84 .5 0

8 7.50
85 .5 0

7 8 .0 07 5 .5 0-

9 8 .0 0
9 4 .5 0

1
1

3
3

S T E N O G R A P H E R S . G E N E R A L -----------------------------N O N M A N U F A C T U R I N G -------------------------------------P U B L I C U T I L I T I E S 4 --------------------------------

85
75
21

4 0 .0
4 0 .0
4 0 .0

7 7.00
7 7.50
9 1.00

1 4.00
74 .5 0
8 7.50

6 6 .0 0 6 5 .0 0 8 2 .0 0 -

6 3 .5 0
6 4 .0 0
9 9 .0 0

19
19

10
6

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

38
34

40 .0
4 0 .0

9 6 .5 0
9 6 .0 0

9 2.50
92 .0 0

8 4 .5 0 -1 0 9 .0 0
8 4 .0 0-1 0 9 .0 0

4
4

17

4 0 .0

110.00

109.00

9 2 .5 0 -1 2 7 .5 0

2

NO NM ANU FA CTURIN G

100

$

$
6 9 .0 0

PAYR O LL

75

6 3 .5 0 6 2 .0 0 -

3 9 .5

CLERKS.

70

$

32

CLERKS, A CCOUNTING.
NO NM ANU FA CTURIN G

85

and

$
6 7 .5 0
6 4 .5 0

C L A S S B -------------------------------------------------------N C N M A N U F A C T U R I N G --------------------------------

Ci FF R AT UR S

80

_

65

BOOKKEEPING-MACHINE

75

PUBLIC

L T I L I T I E S 4 ---------------------------------

S W IT CH BO A RD

OPERA T O P - R E C E P T I O N I S T S -

20

40 .5

7 4 .5 0

73.00

6 9 .0 0 -

T Y P I S T S * C L A S S H --------------------------------------------N C N M A N U F A C T U R I N G --------------------------------------

22
17

40.0
4 0 .0

7 4 . 50

73.00
74 .0 0

7 6 .0 0

7 1 .0 0 -

79 .0 0

_

-

_

_

-

1

-

-

-

_

_

_

_

1

1
_

-

-

1
1

-

_

_

_

_

_

1

-

-

_

_

_

-

-

-

-

_

_

_

_

-

-

-

-

_

_

_

_

-

-

-

-

-

2
2

3
2

4
4

1
1

-

2
1

_

_

_

1

8

4

4

4

3

1

-

1

7

2

4

4

3

1

-

2
2

_

3
3

3
3

6
5

2
2

1
1

1
1

l
1

3
2

2
2

4
4

2
2

6
6

5
5

4
4

5
5

5

-

-

17
12

16
13
6

4
4
4

l
1
1

7

2

7
7
1

1
1

3
3

2
1

~

2

4

8

1

2

8

3

"

!

1
1

1

1

_
-

7 0 .5 0 — 77 .0 0

8 2 .0 0

-

_

-

8
8

_

1

j
1

-

-

-

-

-

-

'_

_

_

_

-

-

-

-

_

*

-

-

-

_

_

_

7
3

2
2
2

-

-

_

-

-

2
2
2

_

2

7
7

5
4

1
1

2
2

5
4

_

1

3
3

1
1

1
1

1
1

1
1

2

1

1

-

4

-

-

3

1

1

1

1

2

-

-

-

1

-

-

-

-

-

-

-

-

i
1

1 Standard hours reflect the workweek for which em ployees receive their regular stra igh t-tim e salarie s (exclusive of pay for overtim e at regular a n d /o r p rem iu m rates), and
the earnings correspond to these w eekly hours.
2 The mean is computed for each job by totaling the earnings of a ll w ork ers and dividing by the number of w ork ers.
The median designates position— half of the em ployees
surveyed receive m ore than the rate shown; half receive le ss than the rate shown.
The middle range is defined by 2 rates of pay; a fourth of the w ork ers earn le s s than the lower
of these rates and a fourth earn m ore than the higher rate.
3 M ay include w orkers other than those presented separately.
4 Transportation, communication, and other public u tilities.




7
Table A-2. Professional and Technical Occupations—Men
(Average straight-tim e weekly hours and earnings for selected occupations studied on an area b asis
by industry d ivision, Lubbock, T e x ., June 1968)
Number of w orkers receiving straight-tim e
weeklv earnines of—

Weekly earnings1
( standard)
$

Number
of
workers

Occupation and industry division

weekly
hours1
( standard)

$

M ean2

Median 2

*

*

85

90

95

100

105

110

115

120

125

130

90

80

$

95

100

105

110

115

120

125

130

135

3

2
2

85

DRAFT S M F N . C L A S S
fl A il 1 AC T 11I Nb
c K C
nfllVUrAL 1 UD IMP
K

8

-------------------------------------------

24
21

4 0 . U 1 0 1 .0 0
4 0 .0
9 7 .0 0

$

$

*

$

$

and
under

Middle range 2

$
9 7 .5 0
9 4 .5 0

*

$
$
9 1 .5 0 - 1 2 1 .0 0
9 1 .0 0 - 1 0 9 .0 0

4
4

-

8
8

—

3

-

1
—

3
1

2
3

1
—

—

1 Standard hours reflect the workweek for which em ployees receive their regular stra igh t-tim e sa la rie s (exclu sive of pay for overtim e at regular
an d /o r prem ium rates), and the earnings correspond to these weekly hours.
2 For definition of te r m s, see footnote 2, table A - l .

Table A-3. Office, Professional, and Technical Occupations—Men and Women Combined
(Average straight-tim e weekly hours and earnings for selected occupations studied on an area basis
by industry division, Lubbock, T e x ., June 1968)
Average

Occupation and industry division

OFFICE

Number
of

Weekly
Weekly
hours 1 earnings 1
(standard) (standard)

Average

Occupation and industry division

32
20

3 9 .5
3 9 .0

$
6 9 .0 0
6 5 .0 0

CLERKS. ACCCLNT1NG. CLASS A -----------------NCNMANUF ACTIJR I N G -----------------------------------------

51
40

4 0 .0
4 0 .0

9 8 .0 0
9 6 .0 0

Weekly
(standard)

OFFICE

OCCUPATIONS

BOflKKEEPING-MACM At OPERATORS*
CLASS B --------------------------------------------------------NCNMANUEACTURING--------------------------------

Number
of

OCCUPATIONS

-

Weekly
earnings 1
(standard)

CONTINUED

Average

Occupation and industry division

OFFICE

K FYPUNCH UPERA TORS. CLASS 8 -----------------NCNMANUFACTURING -----------------------------------------

56
49

4 0 .0
4 0 .0

$
7 3 .0 0
7 3 .0 0

SECRETARIES2-------------------------------------------------------------NCNMANUFAC TURING ---------------------------------------PURLJC tTIL I TIES3 -----------------------------------

96
86
15

4 0 .0
4 0 .0
4 0 .0

9 6 .5 0
9 6 .5 0
1 2 3 .5 0

SECRETARIES. CLASS R -------------------------------NCNMANUFACTURING --------------------------------

3C
27

4 0 .0
4 0 .0

1 0 1 .0 0
1 0 1 .5 0

7 5 .5 0

SECRETARIES. CLASS C ------------------------NCNMANUF ACTURING--------------------------------

25
22

4 0 .0
4 0 .0

8 4 .0 0
8 5 .0 0

SECRETARIES. CLASS C ------------------------NCNMANUFACTURING --------------------------------

36
32

4 0 .0
4 0 .0

8 7 .0 0
8 4 .5 0

4 0 .0
4 0 .U

8 5 .0 0
8 5 .0 0

STENOGRAPHERS. GENERAL ------------------------NCNMANUF AC TURING-------------------------------PURI IC U T IL IT IE S 3----------------------------

85
75
21

4 0 .0
4 0 .0
4 0 .0

7 7 .0 0
7 7 .5 0
9 1 .0 0

-

CLERKS. ACCCLM ING. CLASS B -----------------MANUFACTURING -------------------------------------NCNMANUF/CTUH I N G --------------------------------

126
20
106

4 0 .0
4 0 .0
4 0 .0

8 0 .5 0
7 6 .0 0
6 1 .5 0

CLERKS. OROER ----------------------------------------------

29

4 0 .0

CLERKS. PAYROLL ----------------------------------------NCNMANUFACTURING --------------------------------

23
17

KFYPUNCH OPERATORS. CLASS A -------------NCNMANUFACTUR I N G --------------------------------

31
29

Weekly
eamings 1
(standard)

CONTINUED

STENOGRAPHERS. SENIOR ----------------------------------NCNMANUFACTURING -------------------------------PURL 1C U T IL IT IE S 3----------------------------

$
9 6 .5 0
9 6 .0 0
1 1 0 .0 0

38
34
17

4 0 .0
4 0 .0
4 0 .0

SWITCHBOARD CFERA ICR-RECEPTIONISTS-

,20

4 0 .5

7 4 .5 0

TYPISTS. CLASS B ------------------------------------------------NCNMANUFAC TURING--------------------------------

25
20

4 0 .0
4 0 .0

7 4 .5 0
7 6 .0 0 .

24
21

4 0 .0
4 0 .0

1 0 1 .0 0
9 7 .0 0

P R O F E S S I O N A L AND T E C H N I C A L
OCCUPATIONS

DRAFTSMEN. CLASS B ---------------------------------MANUFACTURING --------------------------------------

1 Standard hours r efle ct the workweek for which em ployees receive their regular stra igh t-tim e salarie s (exclusive of pay for overtim e at regular an d/or prem ium ra tes),
correspond to these w eekly hours.
2 M ay include w ork ers other than those presented separately.
3 Tran sportation, com m unication, and other public utilities.




Weekly
hours 1
(standard)

1 0 1 .5 0
1 0 3 .0 0

4 0 .0
4 0 .0

OCCUPATIONS

Number
of
workers

and the earnings

8
Table A-4. Maintenance and Powerplant Occupations
(A verage stra igh t-tim e hourly earnings for m en in selected occupations studied on an area basis
by industry division, Lubbock, Tex. , June 1968)1
2

1 Excludes prem ium pay for overtim e and for work on weekends,
2 F or definition of te r m s, see footnote 2, table A - l .




holidays,

and late shifts.

9
Table A-5. Custodial and Material Movement Occupations
(A verage stra igh t-tim e hourly earnings for selected occupations studied on an area b asis
by industry division, Lubbock, Tex. , June 1968)
Number of w orkers receiving straight- tim e hourly earnings iof—

Hourly earnings2
Number
of
workers

O ccupation1 and industry division

&
U nder
Mean1
3
2

M edian35

Middle range

1 .6 0

1 .6 0

$

1 .8 C

------------------------------------------

16

$
1 ,6 6

$
1 .6 7

$
1 .6 3 -

13

2

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

144
61
*3

1 .6 8
1 .7 1
1 .6 6

1 .6 8
1 .6 9
1 .6 7

1 .6 3 - 1 .8 0
1 .6 5 - 1 .8 1
1 .6 2 - 1 .7 9

13
4 13

74
33
41

22
13

26 0
114
146
22

1 .8 3
1 .7 5
1 .8 9
2 . 15

1 .7 1
1 .6 8
1 .7 9
1 .8 0

1 .6 5 - 1 .9 8
1 . 6 4 - 1 .9 2
1 .6 6
2 .0 4
1 .7 5 - 2 .8 1

-

M A N U F A C T U R I N G --------------------------------------N O N M A N U F AC T U R I N G ------------------------------ -mini r
i t i i rt f r < 5
*
* UHL 1C L i l L i i i t j

-

128
69
59

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

112
106

2 .1 3
2 .1 3

2 .0 5
1 .9 9

1 .8 6 - 2 .5 3
1 .8 5 - 2 .5 3

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

29
24

2 .3 4
2 .3 3

2 .0 9
2 .0 6

1 .6 5 - 2 .8 5
1 .6 8 - 2 .9 8

227
38
189

2 .6 9
1 .8 7
2 .8 5

2 .5 4
1 .8 5
2 .7 5

1 .8 5 - 3 .7 3
1 . 8 2 - 1 .8 9
2 .C 6 - 3 .7 4

32
31

1 .8 1
1 .8 1

1 .6 7
1 .6 7

1 .6 4 - 1 .8 4
1 .6 4 - 1 .8 5

-

158
16
142

3 .0 4
1 .9 8
3 .1 6

3 .2 9
1 .8 9
3 .7 1

2 .4 4 - 3 .7 5
1 .6 9 - 2 .4 8
2 .5 5 - 3 .7 5

-

34
93

1 .9 6
2 . 18

1 .9 5
1 .8 6
2 .0 4

1 .7 9 - 2 .6 4
1 .7 3 - 2 .3 1
1 .8 1 - 2 .6 8

GU AR DS

A ND

WA T CH ME N

l\UnnANUr Ali IUH I nil — — —■ — ■—
— —
>
LABORERS,

MATERIAL

HANDLING

- —-

---------------

T R U C K D R I V F R S 6 ------------------------------------------------M A N U F A C T U R I N G ----------------------------------------NCNM AN UFACTUR IN G
TRUCKDRIVERS,

-----------------------------------

LIGHT

T R U C K D R I V E R S , MEDIUM ( l ~ l / 2
TO
AND I N C L U D I N G 4 T O N S ) ----------------------M A N U F A C T U R I N G -----------------------------------------N ON M A N U F AO T U R I N G ----------------------------------TDiirvooc ♦ nnucD icr.ovt i t ct i
....
i
ri\ j
* u“ c “ i «
r 1i
■
M A N U F A C T U R I N G ----------------------------------------------

1
2
3
4
5
6

-

_
“

$
$
$
2 . 50 2 . 6 0 2 . 7 0

i
2 .8 0

$

$

$

2 .4 0

2 . 90 3 . 0 0 3 . 1 0

3 .2 0

3 .3 0

3 .4 0

3 .5 0

3 .6 0 3 .8 0

1 .9 0

2 .0 0

2 .1 0

2 .2 0

2 .3 0

2 .4 0

2 .5 0

2 . 60 2 . 7 0

2 .8 0

2 .9 0

3 . 00 3 . 10 3 . 2 0

3 .3 0

3 .4 0

3 .5 0

3 .6 0

3 .8 0

_

-

-

-

--------------------------------------

“

_

1

10
5
5

13
7

4
3
1

4

32
15
17
12

18
1
17

22
8
14

15
6
9

16
15
1

12
12

9
9

12
12

23
23

1

_

“

-

8
8

-

-

“

7
7

-

10

35
25
10

-

9
2

1

7

7

28
6
22

1

-

10

23
22

-

5
5

10

-

“

10

-

7

28
6
22

-

-

-

-

4
4

4
4

1

-

*

-

S

S

$

1

1

_

-

-

-

1

$

_

“

-

-

~

-

-

-

_

-

-

_

2
2

l

_

1

over

1

2

6

1

11

2

_

3

6

6
1

1
1

11

2

-

3
3

6

12
7

_

9
9

24
24

8
8

1
1

1
1

_

_

3

_

-

~

1
1

2
1

1
1

1

-

7

_
-

6
1
5

12

-

l

-

1

1

-

1

1

6

10

2

-

-

-

10

-

-

-

-

-

-

-

-

-

-

-

-

-

12

14
4
10

6

10

2

-

-

10

1
1

1
1

1
1

-

2
2

5

13
4
9

5

10

-

-

-

10

-

-

-

-

5

10

-

-

-

~

10

3
1
2

18
4
14

8

11

1

8

11

1

-

1
-

-

-

-

-

-

1

-

-

“

7
2
5

7
-

-

4
1
3

-

2
7

-

-

2

2
2

1
1

7

-

3

2
8
20

Data lim ited to m en w o rk ers.
Excludes p rem iu m pay for overtim e and for work on weekends, holidays, and late shifts.
F or definition of t e r m s , see footnote 2, table A - l .
W ork ers w ere distributed as follow s:
12 at $ 1 .1 0 to $ 1 .2 0 ; and 1 at $ 1 .3 0 to $ 1 .4 0 .
T ransportation, com m unication, and other public utilities.
Includes a ll d r iv e r s, as defined, regard less of size and type of truck operated.




$

77
—

-

77

(UNDER

1 - 1 / 2 T O N S ) ----------------------------------------------N C N M A N U F A C I U R I N G -----------------------------------

N C N M A N U F A C T U R IN G

-

$
2 .3 0

$

2 .0 0

$
$
2 . 10 2 . 2 0

$

l.a o

$
1 .9 0

and
under
1 .7 0

$
1 .7 C

$
1 .7 0

6
3
3

3

5

-

-

-

-

-

77
77

-

10
B. Establishment Practices and Supplementary Wage Provisions
Table B-l. Minimum Entrance Salaries for Women Office Workers
(Distribution of establish m en ts studied in all industries and in industry divisions by m inim um entrance salary for selected categories
of inexperienced women office w o r k e r s, Lubbock, T e x ., June 1968)
Other inexperienced c le r ic a l w orkers 2

Inexperienced typists
Ma nufa c tu r i ng
Minimum weekly stra igh t-tim e s a la r y 1

A ll
industries

Based on standard •
weekly hours 3 of—

A ll
industries

Establishm ents having a specified m inim um ----------

-----

—

Under $ 6 2 .5 0 ________________________________ __________________
$ 6 2 .5 0 and under $ 6 5 .0 0 _________________________________
$ 6 5 .0 0 and under $ 6 7 .5 0 _______________________
_________
$ 6 7 .5 0 and under $ 7 0 .0 0 _____________ ___ ___________ ___ $ 7 0 .0 0 and under $ 72.50____________ ___ ___ ___ __________
$ 7 2 .5 0 and under $ 7 5 .0 0 ________ ___________________ $ 75.00 and under $ 77.50________ ___________________ _ —
E stablishm ents having no specified m in im u m ___

—

— _

E stablishm ents which did not em ploy w orkers
in this category_________________________________________________

40

65

22

XXX

43

XXX

9

34

8

8

26

26

_
5
1
3
-

1
23
3
4
2
1

_
5
2
1

_
5
2
1

-

-

-

-

1
18
1
3
2
_
1

40

A ll
schedules

40

65

22

XXX

43

XXX

11

2

2

9

_
6
2
3
-

_
1
1
-

.
5
1
3

-

-

_
1
1
_
_
-

-

-

-

-

40

20

-

1
18
1
3
2
1

1

XXX

5

1

XXX

4

XXX

XXX

33

XXX

26

13

XXX

13

XXX

-

-

-

1 These sa la rie s relate to fo rm a lly established m inim um starting (hiring) regular stra igh t-tim e sa la rie s that are paid for standard workweeks.
2 E xcludes w ork ers in su bclerical jobs such as m e ssen g er or office g irl.
3 Data are presented for all standard workweeks com bined, and for the m ost com m on standard workweek reported.




A ll
schedules

XXX

1

53

Nonmanufacturing

Based on standard w eekly h o u r s 3 of—
A ll
schedules

A ll
schedules

Establishm ents studied_____________________________________

Manufacturing

Nonmanufacturing




11

Table B-2. Shift Differentials
(Shift d iffe r e n tia ls of m a n u fa c tu rin g p lant w o r k e r s b y type and am ou nt of d iffe r e n tia l,
L u b b o c k , T e x ., June 1968)
P e r c e n t o f m a n u fa c tu rin g plant w o r k e r s —

Shift d iffe r e n tia l

In e s t a b lis h m e n ts having fo r m a l
p r o v is io n s 1 fo r —
S econ d sh ift
w ork

T h ir d o r oth er
sh ift w ork

A c t u a lly w ork in g on—

S econd sh ift

T h ir d o r oth e r
sh ift

T o t a l________________________________________________

8 8 .1

4 2 .6

1 6 .2

3 .1

W ith sh ift p ay d if f e r e n t ia l___________________________

5 6 .6

2 4 .4

8 .3

0 .8

5 6 .6

1 2 .6

8 .3

.8

TTnifrvrm ('P tifs ( p e r h o u r )

S rcintfl _
__________________________
1 0 rfin f.s.
.... ___
_
_
1 1 rfin f.s.
.
..
13 c e n ts __________________________________________

3 .8
4 1 .2
5 .1
6 .4

8 .0

1.5
4 .7
.3
1 .8

4 .6

.8
-

F u l l d a y 1s pay fo r red u ce d h o u r s,
1 1 .8

p ln p r fin fs d i f f e r e n t i a l .

W ith no sh ift pay d if f e r e n t ia l_______________________

1 8 .2

3 1 .5

1
In clud es e s ta b lis h m e n ts c u r r e n tly op era tin g la te
e v e n though th ey w e r e not c u r r e n tly o p e r a tin g la te s h ift s .

s h ift s ,

7 .9

and e s t a b lis h m e n ts w ith f o r m a l p r o v is io n s

2 .3

c o v e r in g late

s h ifts

12

Table B-3. Scheduled Weekly Hours
(Percent distribution of plant and office workers in all industries and in industry divisions by scheduled weekly hours 1
of first-shift workers, Lubbock, T e x ., June 1968)
Plant w orkers

Office w orkers

W eekly hours
A ll in du stries2

A ll w ork ers____________________________________

100

Under 37Vz h ours___________________________________
37 V2 h ours----------------------------------------------------------------40 h o u r s -------------------------------------------------------------------Over 40 and under 44 h ours______________________
44 hours — __________________________ ____________
45 hours ________________________________________ _
48 h o u r s _____________________________________________
49 h o u r s_____________________________________________
51 h o u r s
_ _
_
__
___
52 h o u r s ______________________________ _____ _____

60
6
3
14
3
1
3

1
2
3
4

Public utilities3

A ll industries4

100

100

100

6
49

90
4
6
-

Manufacturing

3

6

Manufacturing

Public u tilities3

100

100

-

-

89
1
6
2
1
-

74
4
17
1
4
-

_
97
_
3
-

2

-

11
20
10
3

Scheduled hours are the weekly hours which a majority of the full-tim e workers were expected to work, whether they were paid for at straight-time or overtim e rates.
Includes data for wholesale trade, retail trade, real estate, and services, in addition to those industry divisions shown separately.
Transportation, communication, and other public utilities.
Includes data for wholesale trade; retail trade; finance, insurance, and real estate; and services, in addition to those industry divisions shown separately.




13

Table B-4. Paid Holidays
(Percent distribution of plant and office workers in all industries and in industry divisions by number of paid holidays
provided annually, Lubbock, Tex., June 1968)
Plant w orkers

Office workers

Item
A ll industries 1

A ll w o rk ers__

__

____

_ --------------

---------

W o rk ers in estab lish m en ts providing
paid h o lid a y s ________ _______ — -------- -------- —
W o rk ers in estab lish m en ts providing
no paid holidays __ ______
_______ _ _____

Manufacturing

Public u tilitie s2

All in d u strie s3

Manufacturing

Public utilities 2

100

100

100

100

100

100

96

100

96

99

100

100

4

4

(4)

“

Num ber of days
! hQliday______________________________________________
2
3
4
5
6
7
7
8

holidays ___ __________ ___ _______________________ __
holidays —
----_
_ ---------- ---------- -------___ _______ ___ _
holidays ________ ___
holidays _ _____ _____
___ ________ _____
h o lid a y s ________________ _______________ _______
holidays _ _
__ _______ _______
_ _
holidays plus 1 half day_________________________
holidays __ ------------ __ ______________ _ —

5
5
9
4
29
17
18
1
8

10
3
10
2
16
19
28
12

.
7
6
4
60
7
12

.

.

1
4
4
17
40
21
3
9

4
15
12
9
16
25
18

1
3
3
3
65
12
14

8
9
26
44
73
77
86
91
96

12
12
40
59
75
76
86
90
100

12
19
79
83
89
89
89
96
96

9
12
33
74
90
95
98
99
99

18
18
44
60
69
81
96
100
100

14
26
91
93
97
97
99
100
100

Total holiday tim e

8 d a y s ________________________________________________
ll!zdays or m o r e _______________________________ —
7 days or m o r e . _________________________________
6 days or m o r e _________ __ ____________ ____ _
5 days or m o r e __ ___ ______ _______ ----4 days or m o r e _____________ _____ ___
____
3 days or m ore . __ ___ ___ _______ ______ ____ _____
2 days or m o r e ._______________ — --------------------1 day or m o r e ---------------- ------------- ------------------------

1
2
3
4

Includes data for wholesale trade, retail trade, real estate, and services, in addition to those industry divisions shown separately.
Transportation, communication, and other public utilities.
Includes data for wholesale trade; retail trade; finance, insurance, and real estate; and services, in addition to those industry divisions shown separately.
Less than 0.5 percent.




14

Table B-5. Paid Vacations1
(Percent distribution of plant and office workers in all industries and in industry divisions by vacation pay
provisions, Lubbock, Tex., June 1968)
Office w orkers

Plant w orkers
Vacation policy
All industries 2

A ll w o rk ers____________________________________

Manufacturing

Public utilities 3

All industries 4

Manufacturing

Public u tilitie s3

100

100

100

100

100

100

98
98

100
100

96
96

100
100

100
100

100
100

2

-

4

"

-

4
18
4

5
19
-

15
40

_
27

12
33

-

-

73
3
21

66
6
26

81

48
1
50

53

15

47

67
3
30

40
4
54

36
6
58

31
4
61

18
1
81

18
82

17
3
80

12
4
82

15
6
79

_
4
92

2
1
97

7

11
4
83

14
6
80

4
92

2
2
89
(6)
5

_
87
1
12

Method of payment
W ork ers in establish m en ts providing
paid vacations___________________________ __________
L e n g th -o f-tim e p aym ent_______________________
W ork ers in establish m en ts providing
no paid vacations__________________________________
Amount of vacation pay*
A fter 6 months of service
Under 1 w eek__________________________________ ____
1 week________________________________________________
Over 1 and under 2 w e e k s _________________________

-

3
30
9

A fter 1 year of service
1 week________________________________________________
Over 1 and under 2 w e e k s _________________________
2 w e e k s-----------------------------------------------------------------------

-

-

A fter 2 ye ars of service
1 week______________ __________________________________
Over 1 and under 2 w e e k s -------------------------------------2 w e e k s------------- -----------------------------------------------------A fter 3 y ears of service
1 week------------------------------------------------------------------------Over 1 and under 2 w e e k s -------------------------------------2 w e e k s--------------------- ----------------------------------------------

-

93

_
3
97

A fter 4 ye ars of service
1 week________________________________________________
Over 1 and under 2 w e e k s _____________________ —
2 weeks __ --------------------- ------------------------------------ —

_

_

2
1
98

-

-

93

100

(6)
1
95
1
2

77
4
18

_
97
3

-

-

7

A fter 5 y ears of service
1 week------------------------------------------------------------------------Over 1 and under 2 w e e k s -------------------------------------2 w e e k s____________ - ----------------------------------------------Over 2 and under 3 w e e k s _________________________
3 w e e k s ______________________________________________

_
4
92
-

-

-

A fter 10 years of service
1 week________________________________________________
Over 1 and under 2 w e e k s _________________________
2 w e e k s _____________________________ ______________ __
Over 2 and under 3 w e e k s _________________________
3 weeks . ____________________________________________

See footnotes at end of table.




2
1
53
1
41

_

-

-

-

59
1
40

13
4
79

(6)
1
47
1
51

44
4
52

-

7
-

93

15

Table B-5. Paid Vacations1 Continued
—
(Percent distribution of plant and office workers in all industries and in industry divisions by vacation pay
provisions, Lubbock, Tex., June 1968)
Plant w orkers

Office workers

Vacation policy
A ll industries 1
2

Manufacturing

Public u tilitie s3

All industries 4

2
1
45
1
49
-

_
50
1
49
"

_
13
4
79
"

(6)
1
43
1
54
1

2
1
38
(6)
55
1

_
35
1
64
-

_
13
76
7

(6)
1
41
1
56
1
1

Manufacturing

Public u tilitie s3

Amount of vacation p a y 5— Continued

A fte r 12 y e a rs of service
1 week________________________________________________
O ver 1 and under 2 w e e k s _________________________
2 w eeks - ____________________________________________
O ver 2 and under 3 w e e k s _________________________
3 w e e k s ____ ____ _____________________________________
O ver 3 and under 4 w e e k s _________________________

_
_
38
4
57

.
_
7
_

-

91
3

_
_
18
4
78
_

_
_
7
_
88
3

-

3

A fter 15 y e a rs of service
1 w eek____________________ __________________________
O ver 1 and under 2 w e e k s _________________________
2 w e e k s _______________________________________________
O ver 2 and under 3 w e e k s ________________________
3 w e e k s _______________________________________________
O ver 3 and under 4 w e e k s _________________________
4 w e e k s ________________________________ ________ —

"

A fter 20 y e a rs of service
1 w eek________________________________________________
O ver 1 and under 2 w e e k s ________________________
2 w e e k s _______________________________________________
O ver 2 and under 3 w e e k s _______________- ________
3 w e e k s _______________________________________________
O ver 3 and under 4 w e e k s _________________________
4

.

s

...

. .. ....

O ver 4 and under 5 w e e k s ________________________

2
1
38
(6)
37
1
19
-

_

_

-

-

35
1
60
4

13
-

4
79

_

(6)
1
41
1
27
30
1

_
18
4
74
_
4
-

7
_
_
_
91

(*)
1
41
1
26

18
4
70

7
_

3

M axim um vacation available 7

1 w eek--------------- ----------------------------------------------,--------O ver 1 and under 2 w e e k s ________________________
2 w e e k s _____________ ;_________________________________
O ver 2 and under 3 w e e k s _________________________
3 w e e k s _______________________________________________
O ver 3 and under 4 w e e k s ________________________
4 w p p lf S

...... . .. .

..
..

........

O ver 4 and under 5 w e e k s ________________________

2
1
38
(6)
37
1
19

35
1
60
-

4

.
13
4
79

-

-

31
1

8

_
_

91
3

1 Includes b a sic plans only.
E xcludes plans such as vacatio n-sav ings and those plans which offer "e xte n d ed " or "sa b b a tic a l" benefits beyond basic plans to w ork ers with qualifying lengths
of se r v ic e .
T y p ic a l of such exclusions are plans in the steel, alum inum ,, and can industries.
2 Includes data for w holesale trade, retail trade, r e a l estate, and se r v ic e s , in addition to those industry divisions shown separately.
3 T ran sportation, communication, and other public u tilities.
4 Includes data fo r w holesale trade; retail trade; finance, insurance, and real estate; and s e r v ic e s , in addition to those industry divisions shown separately.
____________________
5 P e r io d s of se r v ic e w ere chosen arb itrarily and do not n e c e ssa r ily reflect the individual p rovisions for p rogression .
F o r exam ple, the changes in proportions indicated at 10 ye ars'
se r v ic e include changes in provisions occurring between 5 and 10 y e a rs.
E stim ates are cum ulative.
Thus, the proportion eligible for 3 w eeks’ pay or m ore after 10 years includes those
eligib le fo r 3 w eeks' pay or m ore after fewer years of serv ic e.
6 L e s s than 0 .5 percent.
7 E stim a te s of p rovisions for 25 and 30 years of serv ic e are identical.




16

Table B-6. Health, Insurance, and Pension Plans
(P ercen t of plant and o ffice w orkers in a ll industries and industry divisions employed in establishm ents providing
health, in suran ce, or pension b en efits, 1 Lubbock, Tex. , June 1968)
Office w orkers

Plant w orkers
Type of benefit
A ll in du stries2

Manufacturing

Public utilities3

All industries4

100

100

100

100

Manufacturing

Public u tilities3

100

100

Life in su ra n ce--------------------------------------------------A ccidental death and d ism em berm ent
insurance______________________________________
Sickness and accident insurance or
sick leave or both5 ----------------------------------------

90

98

89

99

99

100

58

86

77

67

83

79

64

65

65

75

71

77

Sickness and accident insurance_________
Sick leave (full pay and no
waiting p eriod)------------------------------------------Sick leave (partial pay or
waiting period )-------------------------------------------

30

41

24

24

47

44

24

16

15

48

22

42

21

17

44

20

11

35

H ospitalization insurance________________ __
Surgical insurance-------------------------------------------M edical in su ran ce-------------------------------------------Catastrophe insurance-------------------------------------R etirem ent pension------------------------------------------No h ealth, insurance, or pension plan______

90
90
73
80
67
4

98
98
85
81
68
2

96
96
96
92
85
4

99
99
89
95
75
(6)

99
99
86
86
76
1

100
100
100
97
86

A ll w ork ers____________________________________

W ork ers in establishm ents providing:

1 Includes those plans for which at least a part of the cost is borne by the em p loyer, except those legally required, such as workm en's compensation, so c ia l sec u rity , andrailroad retirem en t.
2 Includes data for w holesale trade, retail trade, real estate, and s e r v ic e s , in addition to those industry divisions shown separately.
3 Tran sportation, com m unication, and other public u tilities.
4 Includes data for w holesale trade; retail trade; finance, in suran ce, and real estate; and s e r v ic e s , in addition to those industry divisions shown sep arately.
5 Unduplicated total of w orkers receiving sick leave or sickn ess and accident insurance shown separately below.
Sick leave plans are lim ited to those which definitely estab lish
at least
the m inim um number of d ays' pay that can be expected by each em ployee.
Inform al sick leave allowances determined on an individual basis are excluded.
6 L e s s than 0. 5 percent.




17

Table B-7.

Premium Pay for Overtime Work

(Percent distribution of plant and office workers in all industries and in industry divisions by overtime premium pay
provisions, Lubbock, T e x ., June 1968)
Plant w orkers

Office workers

P rem iu m pay policy
All in d u stries1

A ll w o r k e r s___________________________________

100

Public u tilities2

A ll industries3

100

100

100

100

100

Manufacturing

Manufacturing

Public utilities2

D aily o v e rtim e at p rem iu m rates

W o r k e r s in estab lish m en ts having
p rovision s for daily ove rtim e p a y 4
at prem iu m r a t e s ________________________________
T im e and o n e -h a lf _________________________ __
E ffective after:
7 V2 h o u r s _________________________________
8 h ou rs___________________________________
W o rk ers in establish m en ts having no
p rovision s for daily overtim e pay
at p rem iu m rates 5-----------------------------------------------

27

45

71

24

37

61

27

45

71

24

37

61

2
25

6
38

_
71

_
24

37

61

73

55

29

76

63

39

92

100

100

99

100

100

92

100

100

92

100

100

2
87
3

6
94

_
100

-

-

_
90
2

_
100
-

_
100
-

_

_

W eekly ove rtim e at prem ium rates

W o rk ers in estab lish m en ts having
p rovision s for w eekly overtim e p a y 4
at prem iu m r a t e s ________________________________
T im e and o n e -h a lf_____________________________
E ffec tiv e after:
3 7 V2 h ou rs________________________________
40 h o u r s __________________________________
42 h o u r s __________________________________
Fluctuating w orkweek p r in c ip le 6 __________
W o rk ers in estab lish m en ts having no
provision s for w eekly overtim e pay
at p rem iu m r a t e s 5_______________________________

7

8

1 Includes data for w holesale trade, retail trade, real estate, and se r v ic e s , in addition to those industry divisions shown separately.
2 Tran sportation , com m unication, and other public u tilities.
3 Includes data for w holesale trade; retail trade; finance, insurance, and real estate; and s e r v ic e s , in addition to those industry divisions shown separately.
4 Includes w ork ers in establishm ents covered by le gislative requirem ents regarding prem ium pay for ov e rtim e , even though such w orkers actually do not work overtim e.
Graduated
provision s for p rem iu m pay are cla ssified under the first effective prem ium rate.
For exam p le, a plan calling for tim e and o n e-h alf after 8 and double tim e after 10 hours would be considered
as tim e and o n e -h a lf after 8 hours.
S im ila rly , a plan calling for no pay or pay at a regular rate after 35 hours and tim e and on e-h a lf after 40 hours would be considered as time and on e-h alf
after 40 hours.
5 Includes w ork ers in establishm ents exempt from legislative requirem ents regarding prem ium pay for overtim e and w here, as a m atter of p olicy, overtim e is not worked.
6 Under the p rinciple of the fluctuating workweek, pay for overtim e work is determ ined by dividing the weekly salary by the total number of hours worked during the week (to obtain
the b a se hourly rate for the week) and then applying the established overtim e pay ratio for overtim e hours worked.
Thus, the hourly rate of pay for overtim e d ec rea se s as the number of
hours worked in c r e a se s.




Appendix. Occupational Descriptions

The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field
staff in classifying into appropriate occupations wooers who are employed under a variety of payroll titles
and different work arrangements from establishment to establishment and from area to area. This permits
the grouping of occupational wage rates representing comparable job content. Because of this emphasis on
interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may
differ significantly from those in use in individual establishments or those prepared for other purposes. In
applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors;
apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.

OFFICE
BILLER, MACHINE

BILLER, MACHINE— Continued
columns and computes, and usually prints automatically the debit or
credit balances. Does not involve a knowledge of bookkeeping.
Works from uniform and standard types of sales and credit slips.

Prepares statements, bills, and invoices on a machine other than
an ordinary or electromatic typewriter. May also keep records as to
billings or shipping charges or perform other clerical woik incidental to
billing operations. For wage study purposes, billers, machine, are clas­
sified by type of machine, as follows:

BOOKKEEPING-MACHINE OPERATOR
Operates a bookkeeping machine (Remington Rand, Elliott Fisher,
Sundstrand, Burroughs, National Cash Register, with or without a type­
writer keyboard) to keep a record of business transactions.

Biller, machine (billing machine). Uses a special billing ma­
chine (Moon Hopkins, Elliott Fisher, Burroughs, etc. , which are
combination typing and adding machines) to prepare bills and
invoices from customers' purchase orders, internally prepared orders,
shipping memorandums, etc. Usually involves application of pre­
determined discounts and shipping charges, and entry of necessary
extensions, which may or may not be computed on the billing ma­
chine, and totals which are automatically accumulated by machine.
The operation usually involves a large number o f carbon copies of the
bill being prepared and is often done on a fanfold machine.

Class A . Keeps a set of records requiring a knowledge o f and
experience in basic bookkeeping principles, and familiarity with the
structure of the particular accounting system used. Determines proper
records and distribution of debit and credit items to be used in each
phase of the work. May prepare consolidated reports, balance sheets,
and other records by hand.
Class B. Keeps a record of one or more phases or sections of
a set of records usually requiring little knowledge of basic book­
keeping. Phases or sections include accounts payable, payroll, cus­
tomers' accounts (not including a simple type of billing described
under biller, machine), cost distribution, expense distribution, in­
ventory control, etc.
May check or assist in preparation o f trial
balances and prepare control sheets for the accounting department.

Biller, machine (bookkeeping machine). Uses a bookkeeping
machine (Sundstrand, Elliott Fisher, Remington Rand, e t c ., which
may or may not have typewriter keyboard) to prepare customers' bills
as part of the accounts receivable operation. Generally involves the
simultaneous entry o f figures on customers' ledger record. The ma­
chine automatically accumulates figures on a number o f vertical




Note: Since the last survey in this area, the Bureau has discontinued collecting data for duplicatingmachine operators and elevator operators.

18

19

CLERK, ACCOUNTING
Class A . Under general direction of a bookkeeper or accountant,
has responsibility for keeping one or more sections of a complete set
of books or records relating to one phase of an establishment's busi­
ness transactions. Work involves posting and balancing subsidiary
ledger or ledgers such as accounts receivable or accounts payable;
examining and coding invoices or vouchers with proper accounting
distribution; and requires judgment and experience in making proper
assignations and allocations. May assist in preparing, adjusting, and
closing journal entries; and may direct class B accounting clerks.

CLERK, ORDER

Receives customers' orders for material or merchandise by mail,
phone, or personally. Duties involve any combination of the following:
Quoting prices to customers; making out an order sheet listing the items
to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled.
May check with credit department to determine credit rating of customer,
acknowledge receipt of orders from customers, follow up orders to see
that they have been filled, keep file of orders received, and check shipping
invoices with original orders.

Class B. Under supervision, performs one or more routine a c ­
counting operations such as posting simple journal vouchers or accounts
payable vouchers, entering vouchers in voucher registers; reconciling
bank accounts; and posting subsidiary ledgers controlled by general
ledgers, or posting simple cost accounting data. This job does not
require a knowledge of accounting and bookkeeping principles but
is found in offices in which the more routine accounting work is
subdivided on a functional basis among several workers.

CLERK, FILE
Class A . In an established filing system containing a number
of varied subject matter files, classifies and indexes file material
such as correspondence, reports, technical documents, etc. May
also file this material.
May keep records of various types in con­
junction with the files. May lead a small group of lower level file
clerks.
Class B. Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified material by finer sub­
headings. Prepares simple related index and cross-reference aids.
As requested, locates clearly identified material in files and forwards
material.
May perform related clerical tasks required to maintain
and service files.

CLERK, PAYROLL

Computes wages of company employees and enters the necessary
data on the payroll sheets. Duties involve: Calculating workers' earnings
based on time or production records; and posting calculated data on payroll
sheet, showing information such as worker's name, working days, time,
rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes.
May use a calculating machine.

COMPTOMETER OPERATOR

Primary duty is to operate a Comptometer to perform mathe­
matical computations. This job is not to be confused with that of statis­
tical or other type of clerk, which may involve frequent use of a Comp­
tometer but, in which, use of this machine is incidental to performance
of other duties.

KEYPUNCH OPERATOR
Class C. Performs routine filing of material that has already
been classified or which is easily classified in a simple serial classi­
fication system (e. g. , alphabetical, chronological, or numerical).
As requested, locates readily available material in files and forwards
material; and may fill out withdrawal charge.
Performs simple
clerical and manual tasks required to maintain and service files.




Class A. Operates a numerical and/or alphabetical or combina­
tion keypunch machine to transcribe data from various source docu­
ments to keypunch tabulating cards. Performs same tasks as lower
level keypunch operator but, in addition, work requires application

20

KEYPUNCH OPERATOR— Continued
of coding skills and the making of some determinations, for example,
locates on the source document the items to be punched; extracts
information from several documents; and searches for and interprets
information on the document to determine information to be punched.
May train inexperienced operators.
Class B. Under close supervision or following specific procedures
or instructions, transcribes data from source documents to punched
cards.
Operates a numerical and/or alphabetical or combination
keypunch machine to keypunch tabulating cards. May verify cards.
Working from various standardized source documents, follows specified
sequences which have been coded or prescribed in detail and require
little or no selecting, coding, or interpreting of data to be punched.
Problems arising from erroneous items or codes, missing information,
etc. , are referred to supervisor.
OFFICE BOY OR GIRL
Performs various routine duties such as running errands, operating
minor office machines such as sealers or mailers, opening and distributing
mail, and other minor clerical work.
SECRETARY
Assigned as personal secretary, normally to one individual. Main­
tains a close and highly responsive relationship to the day-to-day work
activities of the supervisor. Woiks fairly independently receiving a mini­
mum of detailed supervision and guidance. Performs varied clerical and
secretarial duties, usually including most of the following: (a) Receives
telephone calls, personal callers, and incoming mail, answers routine
inquiries, and routes the technical inquiries to the proper persons; (b)
establishes, maintains, and revises the supervisor's files; (c) maintains the
supervisor's calendar and makes appointments as instructed; (d) relays
messages from supervisor to subordinates; (e) reviews correspondence, mem­
oranda, and reports prepared by others for the supervisor's signature to
assure procedural and typographic accuracy; and (f) performs stenographic
and typing work.
May also perform other clerical and secretarial tasks of com ­
parable nature and difficulty. The work typically requires knowledge of
office routine and understanding of the organization, programs, and pro­
cedures related to the work of the supervisor.




SECRETA RY— Continue d
Exclusions
Not all positions that are titled "secretary’" possess the above
characteristics. Examples of positions which are excluded from the def­
inition are as follows: (a) Positions which do not meet the "personal"
secretary concept described above; (b) stenographers not fully trained in
secretarial type duties; (c) stenographers serving as office assistants to a
group of professional, technical, or managerial persons; (d) secretary posi­
tions in which the duties are either substantially more routine or substan­
tially more complex and responsible than those characterized in the def­
inition; and (e) assistant type positions which involve more difficult or more
responsible technical, administrative, supervisory, or specialized clerical
duties which are not typical of secretarial work.
NOTE: The term "corporate officer," used in the level definitions
following, refers to those officials who have a significant corporate-wide
policymaking role with regard to major company activities.
The title
"vice president," though normally indicative of this role, does notin all
cases identify such positions. Vice presidents whose primary responsibility
is to act personally on individual cases or transactions (e. g. , approve or
deny individual loan or credit actions; administer individual trust accounts;
directly supervise a clerical staff) are not considered to be "corporate
officers" for purposes of applying the following level definitions.
Class A
a. Secretary to the chairman of the board or president of a
company that employs, in all, over 100 but fewer than 5, (XX) persons; or
b. Secretary to a corporate officer (other than the chairman of
the board or president) of a company that employs, in all, over 5,000 but
fewer than 25,000 persons; or
c. Secretary to the head (immediately below the corporate
officer level) of a major segment or subsidiary of a company that employs,
in all, over 25,000 persons.
Class B
a. Secretary to the chairman of the board or president o f a
company that employs, in all, fewer than 100 persons; or
b. Secretary to a corporate officer (other than chairman of the
hoard or president) of a company that employs, in all, over 100 but fewer
than 5,000 persons; or

21
SECRETA RY— Continued

STENOGRAPHER, GENERAL— Continued

c.
Secretary to the head (immediately below the officer level)
over either a major corporate - wi de functional activity ( e . g . , marketing,
research, operations, industrial relations, e tc .) or a major geographic or
organizational segment ( e . g . , a regional headquarters; a major division)
of a company that employs, in all, over 5,000 but fewer than 25,000
employees; or

May maintain files, keep simple records, or perform other relatively rou­
tine clerical tasks. May operate from a stenographic pool. Does not
include transcribing-machine work. (See transcribing-machine operator.)

d. Secretary to the head of an individual plant, factory, etc.
(or other equivalent level of official) that employs, in all, over 5,000
persons; or

STENOGRAPHER, SENIOR
Primary duty is to take dictation involving a varied technical or
specialized vocabulary such as in legal briefs or reports on scientific re­
search from one or more persons either in shorthand or by Stenotype or
similar machine; and transcribe dictation. May also type from written
copy. May also set up and maintain files, keep records, etc.

OR
e.
Secretary to the head of a large and important organizational
Performs stenographic duties requiring significantly greater inde­
segment ( e . g . , a middle management supervisor of an organizational seg­
pendence and responsibility than stenographers, general as evidenced
ment often involving as many as several hundred persons) o f a company
by the following: Work requires high degree of stenographic speed and
that employs, in all, over 25,(300 persons.
accuracy; and a thorough working knowledge of general business and
Class C
office procedures and of the specific business operations, organization,
policies, procedures, files, workflow, etc. Uses this knowledge in per­
a. Secretary to an executive or managerial person whose respon­
forming stenographic duties and responsible clerical tasks such as, main­
sibility is not equivalent to one of the specific level situations in the def­
taining followup files; assembling material for reports, memorandums,
inition for class B, but whose subordinate staff normally numbers at least
letters, e t c .; composing simple letters from general instructions; reading
several dozen employees and is usually divided into organizational segments
and routing incoming mail; and answering routine questions, etc. Does
which are often, in turn, further subdivided. In some companies, this level
not include transcribing-machine work.
includes a wide range of organizational echelons; in others, only one or
two; or

SWITCHBOARD OPERATOR

b. Secretary to the head of an individual plant, factory, etc.
(or other equivalent level of official) that employs, in all, fewer than
5,000 persons.

Class A . Operates a single- or multiple-position telephone
switchboard handling incoming, outgoing, intraplant or office calls. Per­
forms full telephone information service or handles complex calls, such as
conference, collect, overseas, or similar calls, either in addition to doing
routine woric as described for switchboard operator, class B, or as a full­
time assignment. ("Full" telephone information service occurs when the
establishment has varied functions that are not readily understandable for
telephone information purposes, e.g., because of overlapping or interrelated
functions, and consequently present frequent problems as to which exten­
sions are appropriate for ca lls.)

Class D
a. Secretary to the supervisor or head of a small organizational
unit ( e . g . , fewer than about 25 or 30 persons); or
b. Secretary to a nonsupervisory staff specialist, professional
employee, administrative officer, or assistant, skilled technician or expert.
(NOTE: Many companies assign stenographers, rather than secretaries as
described above, to this level of supervisory or nonsupervisory woiker.)
STENOGRAPHER, GENERAL
Primary duty is to take dictation involving a normal routine vo­
cabulary from one or more persons either in shorthand or by Stenotype or
similar machine; and transcribe dictation. May also type from writ­
ten copy.




Class B. Operates a single r or multiple-position telephone
switchboard handling incoming, outgoing, intraplant or office calls. May
handle routine long distance calls and record tolls. May perform limited
telephone information service. (•'Limited" telephone information service
occurs if the functions of the establishment serviced are readily understand­
able for telephone information purposes, or if the requests are routine,
e . g . , giving extension numbers when specific names are furnished, or if
complex calls are referred to another operator.)

22

SWITCHBOARD OPERATOR-RECEPTIONIST

In addition to performing duties of operator on a single-position
or monitor-type switchboard, acts as receptionist and may also type or
perform routine clerical woik as part of regular duties. This typing or
clerical work may take the major part of this worker* s time while at
switchboard.

TABULA TING-MACHINE OPERATOR— Continued

some filing work. The work typically involves portions of a woik
unit, for example, individual sorting or collating runs or repetitive
operations.

TRANSCRIBINC-MACHINE OPERATOR, GENERAL
TABULATING-MA CHINE OPERATOR

Class A. Operates a variety of tabulating or electrical account­
ing machines, typically including such machines as the tabulator,
calculator, interpreter, collator, and others. Performs complete
reporting assignments without close supervision, and performs difficult
wiring as required. The complete reporting and tabulating assign­
ments typically involve a variety of long and complex reports which
often are of irregular or nonrecurring type requiring some planning and
sequencing of steps to be taken. As a more experienced operator,
is typically involved in training new operators in machine operations,
or partially trained operators in wiring from diagrams and operating
sequences of long and complex reports. Does not include working
supervisors performing tabulating-machine operations and day-to-day
supervision of the work and production of a group of tabulatingmachine operators.

Class B. Operates more difficult tabulating or electrical account­
ing machines such as the tabulator and calculator, in addition to the
sorter, reproducer, and collator. This work is performed under specific
instructions and may include the performance of some wiring from
diagrams. The work typically involves, for example, tabulations
involving a repetitive accounting exercise, a complete but small
tabulating study, or parts o f a longer and more complex report. Such
reports and studies are usually of a recurring nature where the pro­
cedures are well established. May also include the training of new
employees in the basic operation of the machine.

Class C. Operates simple tabulating or electrical accounting
machines such as the sorter, reproducing punch, collator, etc. , with
specific instructions. May include simple wiring from diagrams and




Primary duty is to transcribe dictation involving a normal routine
vocabulary from transcribing-machine records. May also type from written
copy and do simple clerical woik. Workers transcribing dictation involving
a varied technical or specialized vocabulary such as legal briefs or reports
on scientific research are not included. A worker who takes dictation in
shorthand or by Stenotype or similar machine is classified as a stenog­
rapher, general.

TYPIST
Uses a typewriter to make copies of various material or to make
out bills after calculations have been made by another person. May in­
clude typing of stencils, mats, or similar materials for use in duplicating
processes. May do clerical woik involving little special training, such
as keeping simple records, filing records and reports, or sorting and dis­
tributing incoming mail.

Class A . Performs one or more o f the following: Typing ma­
terial in final form when it involves combining material from several
sources or responsibility for correct spelling, syllabication, punctu­
ation, e t c . , of technical or unusual words or foreign language ma­
terial; and planning layout and typing o f complicated statistical tables
to maintain uniformity and balance in spacing. May type routine
form letters varying details to suit circumstances.

Class B. Performs one or more of the following: Copy typing
from rough or clear drafts; routine typing of forms, insurance policies,
e t c .; and setting up simple standard tabulations, or copying more
complex tables already setup and spaced properly.

23
PROFESSION AL AND TE C H NIC A L
DRAFTSMAN— Continue d

DRAFTSMAN
Class A . Plans the graphic presentation of complex items having
distinctive design features that differ significantly from established
drafting precedents. Works in close support with the design originator,
and may recommend minor design changes. Analyzes the effect of
each change on the details of form, function, and positional relation­
ships of components and parts. Works with a minimum of supervisory
assistance. Completed work is reviewed by design originator for con­
sistency with prior engineering determinations. May either prepare
drawings, or direct their preparation by lower level draftsmen.
Class B. Performs nonroutine and complex drafting assignments
that require the application of most of the standardized drawing tech­
niques regularly used. Duties typically involve such woik as: Prepares
working drawings of subassemblies with irregular shapes, multiple
functions, and precise positional relationships between components;
prepares architectural drawings for construction of a building including
detail drawings o f foundations, wall sections, floor plans, and roof.
Uses accepted formulas and manuals in making necessary computations
to determine quantities of materials to be used, load capacities,
strengths, stresses, etc.
Receives initial instructions, requirements,
and advice from supervisor. Completed work is checked for technical
adequacy.
Class C. Prepares detail drawings of single units or parts for
engineering, construction, manufacturing, or repair purposes. Types
of drawings prepared include isometric projections (depicting three
dimensions in accurate scale) and sectional views to clarify positioning
of components and convey needed information. Consolidates details
from a number of sources and adjusts or transposes scale as required.

Suggested methods of approach, applicable precedents, and advice on
source materials are given with initial assignments. Instructions are
less complete when assignments recur. Work may be spot-checked
during progress.
DRAFTSMAN-TRACER
Copies plans and drawings prepared by others by placing tracing
cloth or paper over drawings and tracing with pen or pencil. (Does not
include tracing limited to plans primarily consisting of straight lines and
a large scale not requiring close delineation.)
and/or
Prepares simple or repetitive drawings of easily visualized items.
is closely supervised during progress.

Work

NURSE, INDUSTRIAL (REGISTERED)
A registered nurse who gives nursing service under general medi­
cal direction to ill or injured employees or other persons who become ill or
suffer an accident on the premises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill
or injured; attending to subsequent dressing of employees’ injuries; keeping
records of patients treated; preparing accident reports for compensation
or other purposes; assisting in physical examinations and health evaluations
of applicants and employees; and planning and carrying out programs
involving health education, accident prevention, evaluation of plant en­
vironment, or other activities affecting the health, welfare, and safety
of all personnel.

M A I N T E N A N C E A ND P O W E R P L A N T
CARPENTER, MAINTENANCE

CARPENTER, MAINTENANCE— Continued

Performs the carpentry duties necessary to construct and maintain
in good repair building woodwork and equipment such as bins, cribs,
counters, benches, partitions, doors, floors, stairs, casings, and trim made
of wood in an establishment. Work involves most o f the following: Plan­
ning and laying out of work from blueprints, drawings, models, or verbal
instructions using a variety of carpenter's handtools, portable power tools,

and standard measuring instruments; making standard shop computations
relating to dimensions of work; and selecting materials necessary for the
work. In general, the work of the maintenance carpenter requires
rounded training and experience usually acquired through a formal ap­
prenticeship or equivalent training and experience.




24

ELECTRICIAN, MAINTENANCE

HELPER, MAINTENANCE TRADES— Continued

Performs a variety of electrical trade functions such as the in­
stallation, maintenance, or repair of equipment for the generation, dis­
tribution, or utilization of electric energy in an establishment. Work
involves most of the following: Installing or repairing any of a variety of
electrical equipment such as generators, transformers, switchboards, con­
trollers, circuit breakers, motors, heating units, conduit systems, or other
transmission equipment; working from blueprints, drawings, layouts, or
other specifications; locating and diagnosing trouble in the electrical
system or equipment; working standard computations relating to load
requirements of wiring or electrical equipment; and using a variety of
electrician’ s handtools and measuring and testing instruments. In general,
the work of the maintenance electrician requires rounded training and
experience usually acquired through a formal apprenticeship or equivalent
training and experience.

a worker supplied with materials and tools; cleaning working area, ma­
chine, and equipment; assisting journeyman by holding materials or tools;
and performing other unskilled tasks as directed by journeyman. The kind
of work the helper is permitted to perform varies from trade to trade: In
some trades the helper is confined to supplying, lifting, and holding ma­
terials and tools and cleaning working areas; and in others he is permitted
to perform specialized machine operations, or parts of a trade that are
also performed by workers on a full-time basis.

ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation of
stationary engines and equipment (mechanical or electrical) to supply the
establishment in which employed with power, heat, refrigeration, or
air-conditioning. Work involves: Operating and maintaining equipment
such as steam engines, air compressors, generators, motors, turbines,
ventilating and refrigerating equipment, steam boilers and boiler-fed
water pumps; making equipment repairs; and keeping a record of operation
of machinery, temperature, and fuel consumption. May also supervise
these operations. Head or chief engineers in establishments employing
more than one engineer are excluded.

FIREMAN, STATIONARY BOILER
Fires stationary boilers to furnish the establishment in which
employed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, or gas or oil burner; and checks water
and safety valves. May clean, oil, or assist in repairing boilerroom
equipment.
HELPER, MAINTENANCE TRADES
Assists one or more workers in the skilled maintenance trades,
by performing specific or general duties of lesser skill, such as keeping




MACHINE-TOOL OPERATOR, TOOLROOM
Specializes in the operation of one or more types of machine
tools, such as jig borers, cylindrical or surface grinders, engine lathes,
or milling machines, in the construction of machine-shop tools, gages,
jigs, fixtures, or dies. Work involves most of the following: Planning
and performing difficult machining operations; processing items requiring
complicated setups or a high degree of accuracy; using a variety of pre­
cision measuring instruments; selecting feeds, speeds, tooling, and oper­
ation sequence; and making necessary adjustments during operation to
achieve requisite tolerances or dimensions. May be required to recognize
when tools need dressing, to dress tools, and to select proper coolants
and cutting and lubricating oils. For cross-industry wage study purposes,
machine-tool operators, toolroom, in tool and die jobbing shops are ex­
cluded from this classification.

MACHINIST, MAINTENANCE
Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work
involves most of the following: Interpreting written instructions and speci­
fications; planning and laying out of woik; using a variety of machinist’ s
handtools and precision measuring instruments; setting up and operating
standard machine tools; shaping of metal parts to close tolerances; making
standard shop computations relating to dimensions of work, tooling, feeds,
and speeds of machining; knowledge of the working properties of the
common metals; selecting standard materials, parts, and equipment re­
quired for his work; and fitting and assembling parts into mechanical
equipment. In general, the machinist’ s work normally requires a rounded
training in machine-shop practice usually acquired through a formal ap­
prenticeship or equivalent training and experience.

25
MECHANIC, AUTOMOTIVE (MAINTENANCE)

OILER

Repairs automobiles, buses, motortrucks, and tractors of an es­
tablishment. Work involves most of the following: Examining automotive
equipment to diagnose source of trouble; disassembling equipment and
performing repairs that involve the use of such handtools as wrenches,
gages, drills, or specialized equipment in disassembling or fitting parts;
replacing broken or defective parts from stock; grinding and adjusting
valves; reassembling and installing the various assemblies in the vehicle
and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the auto­
motive mechanic requires rounded training and experience usually acquired
through a formal apprenticeship or equivalent training and experience.

Lubricates, with oil or grease, the moving parts or wearing sur­
faces of mechanical equipment o f an establishment.

MECHANIC, MAINTENANCE
Repairs machinery or mechanical equipment of an establishment.
Work involves most of the following: Examining machines and mechanical
equipment to diagnose source of trouble; dismantling or partly dismantling
machines and performing repairs that mainly involve the use of handtools
in scraping and fitting parts; replacing broken or defective parts with items
obtained from stock; ordering the production of a replacement part by a
machine shop or sending of the machine to a machine shop for major
repairs; preparing written specifications for major repairs or for the pro­
duction of parts ordered from machine shop; reassembling machines; and
making all necessary adjustments for operation. In general, the work of
a maintenance mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and ex­
perience. Excluded from this classification are workers whose primary
duties involve setting up or adjusting machines.
MILLWRIGHT
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout
are required. Work involves most of the following: Planning and laying
out of the work; interpreting blueprints or other specifications; using a
variety of handtools and rigging; making standard shop computations re­
lating to stresses, strength of materials, and centers of gravity; alining
and balancing of equipment; selecting standard tools, equipment, and
parts to be used; and installing and maintaining in good order power
transmission equipment such as drives and speed reducers. In general,
the millwright*s -work normally requires a rounded training and experience
in the trade acquired through a formal apprenticeship or equivalent train­
ing and experience.




PAINTER, MAINTENANCE
Paints and redecorates walls, woodwork, and fixtures of an es­
tablishment. Work involves the following: Knowledge of surface peculi­
arities and types of paint required for different applications; preparing
surface for painting by removing old finish or by placing putty or filler
in nail holes and interstices; and applying paint with spray gun or bmsh.
May mix colors, oils, white lead, and other paint ingredients to obtain
proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves most of the following:
Laying out of work and measuring to locate position of pipe from drawings
or other written specifications; cutting various sizes of pipe to correct
lengths with chisel and hammer or oxyacetylene torch or pipe-cutting
machine; threading pipe with stocks and dies; bending pipe by hand-driven
or power-driven machines; assembling pipe with couplings and fastening
pipe to hangers; making standard shop computations relating to pressures,
flow, and size of pipe required; and making standard tests to determine
whether finished pipes meet specifications. In general, the work of the
maintenance pipefitter requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and ex­
perience. Workers primarily engaged in installing and repairing building
sanitation or heating systems are excluded.

PLUMBER, MAINTENANCE
Keeps the plumbing system of an establishment in good order.
Work involves: Knowledge of sanitary codes regarding installation of vents
and traps in plumbing system; installing or repairing pipes and fixtures;
and opening clogged drains with a plunger or plumber*s snake. In general,
the work of the maintenance plumber requires rounded training and ex­
perience usually acquired through a formal apprenticeship or equivalent
training and experience.

26

SHEET-METAL WORKER, MAINTENANCE

TOOL AND DIE MAKER— Continued

Fabricates, installs, and maintains in good repair the sheet-metal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establish­
ment. Work involves most of the following: Planning and laying out all
types of sheet-metal maintenance work from blueprints, models, or other
specifications; setting up and operating all available types of sheet-metal­
working machines; using a variety of handtools in cutting, bending, form­
ing, shaping, fitting, and assembling; and installing sheet-metal articles
as required. In general, the work of the maintenance sheet-metal worker
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience.
TOOL AND DIE MAKER
(Die maker; jig maker; tool maker; fixture maker;

volves most of the following; Planning and laying out of work from
models, blueprints, drawings, or other oral and written specifications;
using a variety of tool and die maker's handtools and precision measuring
instruments; understanding of the working properties of common metals
and alloys; setting up and operating of machine tools and related equip­
ment; making necessary shop computations relating to dimensions of work,
speeds, feeds, and tooling of machines; heattreating of metal parts during
fabrication as well as of finished tools and dies to achieve required qual­
ities; working to close tolerances; fitting and assembling of parts to pre­
scribed tolerances and allowances; and selecting appropriate materials,
tools, and processes. In general, the tool and die maker's work requires
a rounded training in machine-shop and toolroom practice usually acquired
through a formal apprenticeship or equivalent training and experience.

gage maker)

Constructs and repairs machine-shop tools, gages, jigs, fixtures
or dies for forgings, punching, and other metal-forming work. Work in-

For cross-industry wage study purposes, tool and die makers in
tool and die jobbing shops are excluded from this classification.

C U S T O D I A L A ND M A T E R I A L MO VE ME N T

GUARD AND WATCHMAN

JANITOR, PORTER, OR CLEANER— Continued

Guard. Performs routine police duties, either at fixed post or
on tour, maintaining order, using arms or force where necessary. Includes
gatemen who are stationed at gate and check on identity of employees
and other persons entering.

trash, and other refuse; dusting equipment, furniture, or fixtures; polishing
metal fixtures or trimmings; providing supplies and minor maintenance
services; and cleaning lavatories, showers, and restrooms. Workers who
specialize in window washing are excluded.

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

LABORER, MATERIAL HANDLING
(Loader and unloader; handler and stacker; shelver; trucker; stockman
or stock helper; warehouseman or warehouse helper)

JANITOR, PORTER, OR CLEANER
(Sweeper; charwoman; janitress)
Cleans and keeps in an orderly condition factory working areas
and washrooms, or premises of an office, apartment house, or commerical
or other establishment. Duties involve a combination of the following:
Sweeping, mopping or scrubbing, and polishing floors; removing chips,




A worker employed in a warehouse, manufacturing plant, store,
or other establishment whose duties involve one or more of the following:
Loading and unloading various materials and merchandise on or from
freight cars, trucks, or other transporting devices; unpacking, shelving,
or placing materials or merchandise in proper storage location; and trans­
porting materials or merchandise by handtruck, car, or wheelbarrow.
Longshoremen, who load and unload ships are excluded.

27

ORDER, FILLER

SHIPPING AND RECEIVING CLERK— Continued
For wage study purposes, workers are classified as follows:

(Order picker; stock selector; warehouse stockman)
Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, customers’
orders, or other instructions. May, in addition to filling orders and in­
dicating items filled or omitted, keep records of outgoing orders, requi­
sition additional stock or report short supplies to supervisor, and perform
other related duties.

PACKER, SHIPPING
Prepares finished products for shipment or storage by placing them
in shipping containers, the specific operations performed being dependent
upon the type, size, and number of units to be packed, the type of con­
tainer employed, and method of shipment. Work requires the placing of
items in shipping containers and may involve one or more of the following:
Knowledge of various items of stock in order to verify content; selection
of appropriate type and size of container; inserting enclosures in container;
using excelsior or other material to prevent breakage or damage; closing
and sealing container; and applying labels or entering identifying data on
container. Packers who also make wooden boxes or crates are excluded.

SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is responsible
for incoming shipments of merchandise or other materials. Shipping work
involves; A knowledge of shipping procedures, practices, routes, available
means of transportation, and rates; and preparing records of the goods
shipped, making up bills of lading, posting weight and shipping charges,
and keeping a file of shipping records. May direct or assist in preparing
the merchandise for shipment. Receiving work involves: Verifying or
directing others in verifying the correctness of shipments against bills of
lading, invoices, or other records; checking for shortages and rejecting
damaged goods; routing merchandise or materials to proper departments;
and maintaining necessary records and files.




R eceiving clerk
Shipping clerk
Shipping and receiving clerk

TRUCKD RIVER
Drives a truck within a city or industrial area to transport ma­
terials, merchandise, equipment, or men between various types of es­
tablishments such as: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishments, or between retail establishments and
customers' houses or places of business. May also load or unload truck
with or without helpers, make minor mechanical repairs, and keep truck
in good working order. Driver-salesmen and over-the-road drivers are
excluded.
For wage study purposes, truckdrivers are classified by size and
type of equipment, as follows: (Tractor-trailer should be rated on the
basis of trailer capacity. )
Truckdriver (combination of sizes listed separately)
Truck driver, light (under 1 V 2 tons)
Truckdriver, medium ( 1 V 2 to and including 4 tons)
Truckdriver, heavy (over 4 tons, trailer type)
Truckdriver, heavy (over 4 tons, other than trailer type)
TRUCKER, POWER
Operates a manually controlled gasoline- or electric-powered
truck or tractor to transport goods and materials of all kinds about a
warehouse, manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of truck,
as follows:
Trucker, power (forklift)
Trucker, power (other than foiklift)




A v a i l a b l e O n R e q u e s t -----

The eighth annual report on salaries for accountants, auditors,
attorneys, chem ists, engineers, engineering technicians, draftsm en,
tr a c e r s , job analysts, directors of personnel, managers of office
s e r v ic e s , buyers, and clerical em ployees.
Order as BLS Bulletin 1585, National Survey of P rofessio n al, A d m in istra tiv e , Technical, and C lerical Pay, June 1967.
Fifty cents
a copy.

Area Wage Surveys
A list of the latest available bulletins is presented below. A directory indicating dates of earlier studies, and the prices of the bulletins is
available on request. Bulletins may be purchased from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402,
or from any of the BLS regional sales offices shown on the inside front cover.
Area
Akron, Ohio, July 1967 1_____________________________
Albany—
Schenectady^-Troy, N.Y., Apr. 1968 1 ________
Albuquerque, N. Mex., Apr. 19681 __________________
Allentown—
Bethlehem—
Easton, Pa.—
N.J.,
Feb. 1967___________ _______________________________
Atlanta, Ga., May 19681 _____________________________
Baltimore, Md., Oct. 1967_______________________ ___
Port Arthur—
Orange, Tex., May 19.68 1___
Beaumont—
Birmingham, Ala., Apr. 1968----------------------------------Boise City, Idaho, July 1967_________________________
Boston, Mass., Sept. 19671---------------------------------------

Bulletin number
and price
1530-86,
1575-68,
1575-58,

25 cents
30 cents
30 cents

1530-53,
1575-71,
157 5-18,
1575-75,
1575-59,
157 5-3,
1575-13,

25 cents
35 cents
25 cents
30 cents
30 cents
20 cents
30 cents

Buffalo, N.Y., Dec. 1967_____________________________ 1575-41,
Burlington, V t., Mar. 1968---------------------------------------- 1575-48,
Canton, Ohio, June 1968 1____________________________ 157 5-65,
Charleston, W. V a., Apr. 1968 1 -------------------------------- 1575-63,
Charlotte, N.C., Apr. 19681 _________________________ 1575-57,
Chattanooga, Tenn.-Ga., Aug. 1967--------------------------- 157 5-7,
Chicago, 111., Apr. 1967 1 ____________________________ 1530-73,
Cincinnati, Ohio—
Ky.—
Ind., Mar. 1968 1______ ________ 1575-62,
Cleveland, Ohio, Sept. 1967__________________________ 1575-14,
Columbus, Ohio, Oct. 1967__________________________
1575-23,
Dallas, Tex., Nov. 1967____________________________
_ 157 5-20,
Davenport—
Rock Island—
Moline, Iowa—
111.,
Oct. 1967____________________________________________
Dayton, Ohio, Jan. 1968 1_____________________________
Denver, Colo., Dec. 1967 1 _________________________
Des Moines, Iowa, Feb. 1968 1 ---------------------------------Detroit, Mich., Jan. 1968 1 __________________________
Fort Worth, Tex., Nov. 1967_________________________
Green Bay, W is., July 1967--------------------------------------Greenville, S.C., May 1968 1_________________________
Houston, Tex., June 1967 ----- -----------------------------------Indianapolis, Ind., Dec. 1967 1----------------------------------Jackson, M iss., Feb. 1968 1__________________________
Jacksonville, Fla., Jan. 1968-----------------------------------Kans., Nov. 1967 1---- _______-----------Kansas City, Mo.—
Lawrence—
Haverhill, Mass.—
N.H., June 1968 1
----------Little Rock—
North Little Rock, Ark., July 1967--------Los Angeles—
Long Beach and Anaheim—
Santa AnaGarden Grove, Calif., Mar. 1968___________________
Louisville, Ky.—
Ind., Feb. 1*968_____________________
Lubbock, Tex., June 19681 __________________________
Manchester, N.H., July 1967------------------------------------Memphis, Tenn.—
Ark., Jan. 19681----------------------------Miami, Fla., Dec. 1967 1___________ _____________—
---Midland and Odessa, Tex., June 1968 1----------------------

Bulletin number
and price

Milwaukee, Wis., Apr. 1968 _________________________
Minneapolis— Paul, Minn., Jan. 1968_______ _______
St.
Muskegon—
Muskegon Heights, Mich., May 1968 1______
Newark and Jersey City, N.J., Feb. 1968 1____________
New Haven, Conn., Jan. 19681________________________
New Orleans, La., Feb. 1968_________ -_______________
New York, N.Y., Apr. 1967 1__________________________
Norfolk—
Portsmouth and Newport News—
Hampton, Va., June 1967 1_________________ _________
Oklahoma City, Okla., July 1967_____________________

1575-67,
1575-47,
1575-60,
1575-54,
1575-34,
1575-46,
1530-83,

30
30
30
35
25
30
40

1530-82,
1575-4,

25 cents
20 cents

30 cents
20 cents
30 cents
30 cents
30 cents
25 cents
30 cents
30 cents
25 cents
25 cents
25 cents

Omaha, Nebr.—
Iowa, Oct. 1967 1______________________
Pater son—
Clifton—
Pas saic, N.J,, May 1967 ___________
Philadelphia, Pa.—
N.J., Nov. 1967 1___________________
Phoenix, A riz., Mar. 19681 _________________________
Pittsburgh, Pa., Jan. 1968___________________________
Portland, Maine, Nov. 1967 1_________________________
Portland, Or eg.—
Wash., May 1967____________________
Providence—
Pawtucket—
Warwick, R.I.— ass.,
M
May 1968_____________________________________________
Raleigh, N.C., Aug. 1967 1-----------------------------------------Richmond, Va., Nov. 1967 1___________________________
Rockford, 111., May 1968 1 ____________________________

1575-21,
1530-67,
1575-40,
1575-55,
1575-44,
1575-16,
1530-79,

25
25
30
30
30
25
25

cents
cents
cents
cents
cents
cents
cents

1575-61,
1575-6,
1575-27,
1575-70,

30
25
25
30

cents
cents
cents
cents

1575-12,
1575-51,
1575-38,
1575-52,
1575-45,
1575-22,
1575-5,
1575-66,
1530-85,
1575-36,

25 cents
30 cents
25 cents
30 cents
35 cents
25 cents
20 cents
30 cents
25 cents
30 cents

St. Louis, Mo.—
111., Jan. 1968____ ____________________ 1575-39,
Salt Lake City, Utah, Dec. 1967___________________ ___ 1575-35,
San Antonio, Tex., June 1967 1 _____________ _________ 1530-84,
San Bernardino—
Riverside—
Ontario, Calif.,
Aug. 1967 1___________________________________________ 1575-10,
San Diego, Calif., Nov. 1967__________________________ 1575-19,
San Francisco—
Oakland, Calif., Jan. 1968____________ 1575-37,
San Jose, Calif., Sept. 1967 1-------------------------------------- 1575-15,
Savannah, Ga., May 1968 1____________________________ 1575-73,
Scranton, Pa., July 1967 1------------------------------------------- 1575-9,
Seattle—
Everett, Wash., Nov. 1967 1__________________ 1575-29,

25
25
30
25
25

1575-49,
1575-33,
1575-30,
1575-74,
157 5-2,

30 cents
20 cents
25 cents
30 cents
25 cents

1575-64,
1575-50,
1575-77,
1575-1,
157 5-32,
157 5-28,
1575-72,

30 cents
30 cents
30 cents
20 cents
25 cents
25 cents
30 cents

Sioux Falls, S. Dak., Oct. 1967 1______________________
South Bend, Ind., Mar. 1968 1 ________________________
Spokane, Wash., June 1967 1 __________________________
Tampa— Petersburg, Fla., Aug. 1967_____________
St.
Toledo, Ohio—
Mich., Feb. 1968_______________________
Trenton, N.J., Nov. 1967_____________________________
Washington, D.C.—
Md.—
Va., Sept. 1967_______________
Waterbury, Conn., Apr. 1968 1-----------------------------------Waterloo, Iowa, Nov. 1967____________________________
Wichita, Kans., Dec. 1967_____________________ ______
Worcester, Mass., June 1967________________________
York, Pa., Feb. 1968 1 ------------- --------------- -----------------Youngstown—
Warren, Ohio, Nov. 1967 1_______________

25 cents
30 cents
25 cents
25 cents
30 cents
20 cents
25 cents
30 cents
20 cents
20 cents
25 cents
30 cents
25 cents

1 Data on establishment practices and supplementary wage provisions are also presented.




Area

1575-17,
1575-56,
1530-80,
1575-8,
1575-43,
1575-24,
1575-1 1,
1575-53,
1575-26,
1575-31,
1530-81,
1575-42,
1575-25,

cents
cents
cents
cents
cents
cents
cents

30 cents
20 cents
25 cents
30 cents

20 cents
cents
cents
cents
cents
cents


Federal Reserve Bank of St. Louis, One Federal Reserve Bank Plaza, St. Louis, MO 63102