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:

Area ^ oc?"6 ^ Memphis, Tennessee-ArkansasWage
Mississippi, Metropolitan Area
Survey
November 1979
U.S. Department of Labor
Bureau of Labor Statistics
Bulletin 2050-56




a*
&

©

Preface
This bulletin p rovid es resu lts of a N ovem b er 1979 su rvey of occupa­
tional earnings and supplem entary w age benefits in the Mem phis, Tennessee—
Arkansas— ississip p i, Standard M etropolitan S tatistical A re a .
M
The su rvey
was made as p art of the Bureau o f Labor S tatistics' annual area wage
survey program . It was conducted by the Bureau' s region a l o ffic e in
Atlanta, Ga., under the g en era l d irection o f J e rry G. Adam s, A ssistan t
R egional C om m ission er fo r Operations.
The su rvey could not have been
accom plished without the coop eration o f the many fir m s whose w age and
salary data provid ed the basis fo r the s ta tis tic a l inform ation in this bulletin.
The Bureau wishes to exp ress sin cere appreciation fo r the cooperation
received .
M a te ria l in this publication is in the public domain and m ay be
reproduced without p e rm is s io n o f the F e d e ra l Governm ent.
P le a s e cre d it
the Bureau of Labor S tatistics and cite the name and number of this
publication.

Note:
R eports on occupational earnings and supplem entary w age benefits
in the M em phis area a re availab le fo r the m oving and storage industry
(N ovem b er 1979), auto d ea ler re p a ir shops (June 1978), hotels and m otels
industry (M a y 1978), and hospitals (M a y 1978). A re p o rt on occupational
earnings and supplem entary w age provision s fo r m unicipal governm ent
w ork ers is available fo r the c ity of M em phis. A ls o availab le a re listin gs
of union w age rates fo r building trad es, printing trades, lo c a l-tra n s it
operating em ployees, lo c a l tru c k d riv e rs and helpers, and g r o c e r y store
em ployees.
F r e e copies of these a re availab le fro m the Bureau' s region al
o ffices. (See back c o v e r fo r ad d resses.)




Area
Wage
Survey
U.S. Department of Labor
Ray Marshall, Secretary

Memphis, Tennessee-ArkansasMississippi, Metropolitan Area
November 1979

Contents

Page

Page

Bureau of Labor Statistics
Janet L. Norwood, Commissioner

March 1980

Introduction_______________________________________

2

Bulletin 2050-56

For sale by the Superintendent of
Documents. U.S. Government Printing Of­
fice. Washington, D.C. 20402, GPO
Bookstores, or BLS Regional Offices listed
on
Digitizedback FRASER $2.25.ofMake checks
for cover. Price
payable to Superintendent
Documents.



Tables:
Earnings, all establishments:
A - l. Weekly earnings of office w orkers_____ 3
A -2. Weekly earnings of professional
and technical w o rk e rs ___________________ 5
A -3. Average weekly earnings of
office, professional, and
technical w orkers, by s e x ______________ 6
A -4. Hourly earnings of maintenance,
toolroom, and powerplant
w orkers________________________________ 7
A -5. Hourly earnings of m aterial
movement and custodial w orkers_____
8
A -6, Average hourly earnings of
maintenance, toolroom , powerplant, m aterial movement, and
custodial w orkers, by s e x _____________ 10
A -7. Percent increases in average
hourly earnings fbr selected
occupational groups___________________11
A -8. Average pay relationships
within establishments
for w hite-collar w o rk e rs _______________12
A -9. Average pay relationships
within establishments
for blu e-collar w orkers________________ 13

Tables— Continued
Establishment practices and supplementary
wage provisions:
B -l. Minimum entrance salaries for
inexperienced typists and clerks______ 14
B-2. Late-shift pay provisions for
fu ll-tim e manufacturing
production and related w ork ers_________ 15
B-3. Scheduled weekly hours and days of
full-tim e first-sh ift workers____________ 16
B-4, Annual paid holidays for full-tim e
w o rk ers_________________________________ 17
B-5. Paid vacation provisions for
fu ll-tim e w o rk ers_______________________ 18
B-6. Health, insurance, and pension
plans for full-tim e w ork ers_____________ 21
B-7. L ife insurance plans for
full-tim e w o rk ers_______________________ 22
Appendix A. Scope and method of survey________ 25
Appendix B, Occupational descriptions____________ 31

Introduction

This area is 1 o f 72 in which the U.S. D epartm ent o f L a b or' s
Bureau of L ab or S tatistics conducts su rveys of occupational earnings and
related benefits.
(See lis t o f areas on inside back c o v e r .) In each area,
earnings data fo r selec ted occupations (A - s e r ie s tables) a re co llected
annually.
Inform ation on establishm ent p ra ctices and supplem entary w age
benefits (B - s e r ie s tables) is obtained e v e r y third yea r.
Each y e a r a fte r a ll individual a rea wage surveys have been co m ­
pleted, two sum m ary bulletins a re issued.
The fir s t brings togeth er data
fo r each m etrop olitan a rea su rveyed; the second presents national and r e ­
gional estim a tes, p ro jected fro m individual m etrop olitan area data, fo r a ll
Standard M etrop olitan S ta tistica l A re a s in the United States, excluding Alaska
and Hawaii.
A m a jo r con sid eration in the a rea wage su rvey p ro gra m is the need
to d escrib e the le v e l and m ovem en t o f wages in a v a r ie ty of lab or m ark ets,
through the an alysis of (1 ) the le v e l and d istribu tion o f w ages by occupation,
and (2) the m ovem ent o f w ages by occupational ca teg o ry and sk ill le v e l.
The p ro gra m develops in form ation that m ay be used fo r many purposes,
including w age and s a la ry adm in istration , c o lle c tiv e bargaining, and a s ­
sistance in d eterm in in g plant location. S u rvey resu lts also a re used by the
U.S. Departm ent o f L a b o r to make w age determ inations under the S e rv ic e
Contract A c t of 1965.

W here possib le, data a re presented fo r a ll industries and fo r manufacturing
and nonmanufacturing separately.
Data a re not p resen ted fo r sk illed m ain ­
tenance w ork ers in nonmanufacturing because the number of w o rk ers e m ­
ployed in this occupational group in nonmanufacturing is too sm all to w arrant
separate presentation.
This table p rovid es a m easu re o f wage trends a fter
elim ination of changes in avera ge earnings caused by em ploym ent shifts
among establishm ents as w e ll as tu rn over o f establishm ents included in
su rvey sam ples.
F o r further details, see appendix A .
Tables A - 8 and A - 9 p rovide fo r the f ir s t tim e m easu res of avera ge
pay relationships within establishm ents.
T h ese m easu res m ay d iffe r con sid ­
era b ly fr o m the pay relationships of o v e r a ll a vera g es published in tables
A - l through A -6 . See appendix A fo r d etails.
B -s e r ie s tables
The B -s e r ie s tables present in form ation on m inim um entrance
s a la rie s fo r inexperienced typists and c le rk s ; la te -s h ift pay provision s and
p ra ctices fo r production and rela ted w o rk e rs in m anufacturing; and data
sep arately fo r production and rela ted w o rk e rs and o ffic e w o rk ers on sched­
uled w eek ly hours and days of fir s t- s h ift w o rk e rs ; paid holidays; paid v a c a ­
tions; health, insurance, and pension plans; and m o re d etailed in form ation
on life insurance plans.

A - s e r ie s tables
Appendixes
T a b les A - l through A -6 p ro vid e estim ates of stra ig h t-tim e w eek ly
or hourly earnings fo r w o rk e rs in occupations com m on to a v a r ie ty o f
m anufacturing and nonmanufacturing in du stries.
The occupations a re defined
in appendix B.
F o r the 31 la r g e s t su rvey a rea s, tables A -1 0 through A -1 5
provid e s im ila r data fo r establishm ents em ploying 500 w o rk ers o r m ore.
T a b le A -7 p rovid es percen t changes in a vera g e hourly earnings of
o ffic e c le r ic a l w o rk e rs , e le c tro n ic data p rocessin g w o rk e rs , industrial
nurses, sk ille d m aintenance trad es w o rk e rs , and unskilled plant w o rk ers.




Appendix A describ es the methods and concepts used in the area
w age su rvey program .
It p rovides in form a tion on the scope of the area
su rvey, the a re a 's industrial com position in m anufacturing, and la b o rmanagement agreem ent coverage.
Appendix B p rovides job descrip tion s used by Bureau fie ld r e p r e ­
sentatives to c la s s ify w ork ers by occupation.

E a rn in g s
Table A-1. Weekly earnings of office workers, Memphis, Tenn.—
Ark.—Miss., November 1979
Weekly earnings *
(standard)
O c c u p a ti o n and i n d u s t r y d i v i s i o n

Number
of
workers

Average
weekly
hours *
(standard)

Mean ^

Median 2

NUHRER OF WORKERS RECEIVING

Middle range 2

SE CR E T AR IE S ..........................................................
MANUFACTURING..............................................
NONMANUFACTURING.......................................
PUBLIC U T I L I T I E S ..................................

827
190
637
33

39.5
40.0
39.5
39.5

*218.30
230.00
214.50
331.50

SECRETARIES? CLASS A...............................
NONMANUFACTURING.......................................

86
68

39.5
39.5

230.50
232.00

229.00
229.00

208.00207.03-

S E C R E T AR IE S. CLASS B...............................
MANUFACTURING.............................................
NONMANUFACTURING......................................

155
3ft
117

39.5
39.5
39.0

233.50
245.50
229.50

220.50
232.50
213.50

SE CR E T AR IE S. CLASS C ...............................
MANUFACTURING..............................................
NONMANUFACTURING................ ......................

251
54
197

39.5
40.0
39.5

222.50
247.50
215.50

SE CR E T AR IE S. CLASS 0 ...............................
MANUFACTURING..............................................
N O N M A N U F A C T U R I N G . . . . . . . . . . .............

196
66
130

39.5
39.5
39.0

S E CR E T AR IE S. CLASS E ...............................
NONMANUFACTURING.......................................

91
77

STENOGRAPHERS.....................................................
NONMANUFACTURING.......................................
PURLIC U T I L I T I E S ..................................

*203.50 * 1 7 8 .5 0 - *239.00
220.00
1 8 6 . 3 0 - 2 4 6 .0 0
1 7 5 .0 0 - 230.00
196.00
2 6 0 . 5 3 - 4 1 9 . 50
3 3 6 . JO

WEEKLY EARNINGS

< IN

DOLLARS)

OF—

120

130

140

150

160

170

180

200

2 20

240

2 60

2 80

300

320

340

360

380

400

420

440

133

140

150

160

170

180

200

220

240

260

2 80

330

320

343

360

380

400

420

440

4 60

9

110
ANO
UNOER
120

20
20

82
21
61

78
15
63
-

170
29
141
2

127
25
102
2

103
31
72
2

62
26
36
2

24
9
15
1

24
6
18
4

34
7
27
-

12
5
7
4

15
6
9
3

12
5
7
2

3

9
-

35
2
33

8
3
5
4

7
~
7
7

2
2
-

-

-

3
3

-

_

12
8

11
10

36
29

11
7

4
2

8
8

_

_

_

_

_

_

-

-

-

-

1
1

_

*

-

-

-

_
-

i
i
-

1
i

_
-

7
2
5

5
5

-

1

-

~

2 4 2 .5 0
247.00

-

-

207.002 2 0.002 0 2.00-

2 4 1 .5 0
241.50
2 4 7 .5 0

-

-

-

-

-

200.50
218.50
195.50

179.501 9 5.03178.50-

238.50
300.50
219.00

-

-

-

1 9 2 .0 0
221.50
177.00

180.00
210.00
167.00

1 6 1.00175.001 5 3.50-

215.00
247.00
1 8 5 .0 0

_

40.0
40.0

18ft.CO
192.50

179.50
196.30

163 .3 0 172.50-

196.00
196.00

_

300
12ft
58

38.5
39.5
39.0

221.50
236.00
284.03

211.00
223.00
270.00

178.001 7 8.002 5 1.00-

246.00
279.50
340.50

-

STENOGRAPHERS. SE NI OR:
NONMANUFACTURING.......................................

35

40.0

228.00

185.30

1 7 1.00-

293.50

STENOGRAPHERS. GENERAL..........................
M AN UF AC T UR IN G .. .........................................
NONMANUFACTURING.......................................
PUBLIC U T I L I T I E S ..................................

142
49
93
52

39.0
3ft . 5
39.5
38.5

222.50
1 9 0 .5 0
239.00
279.50

193.50
178.50
229.00
270.00

1 7 8.00160.01178.00242.53-

270.00
210.30
270.00
3 4 0 .5 0

TRAN SCR IRING -MAC HIN E T Y P I S T S ................
NON"*ANUFACTURING.......................................

58
40

40.0
40.0

1 7 2 .5 0
179.00

165.50
170.50

147.50152.53-

179.50
183.50

_

T Y P I S T S ....................................................................
MANUFACTURING..............................................
NONMANUFACTURING.......................................

135
45
90

3°. 5
39.5
39.5

192.00
1 5 7 .5 0
2 0 9 .0 0

146.00
146.30
147.50

140.301 3 8.301 40 .0 .3 -

184.00
1 5 7 .0 0
270.00

_
-

13
1
9

T Y P I S T S . CLASS A.........................................
NONMA NUF A CTIIRI NG.......................................

36
2ft

39.5
39.5

2 4 0 .3 0
2 4 7 .5 0

184.50
1 8 3 . QO

170.301 6 3.50-

340.00
396.00

-

-

T Y P I S T S . CLASS B.........................................
NONMANUFACTURING.......................................

99
62

39.5
39.5

1 7 4 .5 0
1 9 1 .5 0

144.50
140.30

1 3 9.30139.50-

157.00
1 7 6 .0 0

-

10
9

18
7

F I L E CLERKS..........................................................
MANUFACTURING..............................................
NONMANUFACTURING.......................................

163
32
131

39.5
39.5
39.0

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

133.30
145.30
125.50

12 2 .3 3 134.301 2 0.50-

168.00
173.00
1 6 3 .5 3

46
3
43

F I L E CLERKS. CLASS B...............................
NONMA NUFACTURING............................... ..

41
37

39.0
39.0

212.50
2 1 8 .5 0

168.30
168.00

161.501 6 8.03-

2 4 8 .3 0
2 4 8 .0 0

-

F I L E CLERKS. CLASS C ...............................
MAN UF AC TU RI N G. ..........................................
NONMANUFACTURING.......................................

115
26
89

39.5
39.5
39.0

1 2 9 .5 0
149.50
124.00

1 2 4 .5 0
135.50
122.00

1 2 0 . GO131.501 1 9.50-

134.30
1 7 0 .0 0
125.50

26
26

-

~

26

22
11
11

4
4

12
4
8

2
-

2
-

2

2

5
1
4

3
3

19
i
18

38
6
32

59
10
49

56
ii
45

14
2
12

17
5
12

7
3
4

3
2
1

2
2
“

6
3
3

6
5
i

4
2
2

-

20
2
18

37
7
30

15
8
7

46
13
33

14
8
6

14
8
6

9
6
3

4
4

6
4
2

1
1

2
2
"

2
1
1

2
2

14

“

2
2

9
9

21
8

15
14

38
38

_

-

_

“

i
i

1
1

”

i
i

3
3

12
8

7
7
1

21
4
i

47
27
1

40
11
4

41
6
6

28
23
16

9
5
1

3
3
1

7
7
7

20
16
16

14

_
-

1
1

“
43
5

20
4

3

-

~

"
2
~
2
-

1

-

-

-

-

“

“

“

”

_

~

_
-

1
1
1

-

-

4

4

1

6

4

-

-

1

3

5

2

5

-

-

“

-

1
1

_
-

8
4
4

3
3
1

20
17
3
1

29
8
21
1

12
5
7
4

9
3
6
6

10
5
5
“

7
4
3
3

22
2
20
16

i
i
-

1
1
1

2
2
2

16
16
16

_
-

_
-

_
-

1
1
1

_
-

-

7
3

10
6

7
3

9
7

11
9

8
8

4
2

-

-

-

-

_

-

_

-

2
2

-

-

-

20
11
9

48
18
30

7
5
2

4

9
2
7

7
2
5

2
2

2
1
1

2
1
1

1
1

i
i
“

_

1

_
-

9
9

5
5

_

i
3

_
-

-

-

2
2

4

1
1

1
1

7
5

5

2

1

1

9
9

_

_

_

~

i
-

-

4

1
1

3
2

2
2

2
1

-

1
1

1
1

-

_

5
5

_

_

26

6
1

-

-

33
12
21

10
3
7

1
1

14

3
2
1

7
6
i

_
-

11
1
10

1
1

_

_

-

-

-

1
1
-

1
1

7
7

1
1

-

14
10

-

-

-

-

10
13

45
3
42

26
12
14

9
3
6

1
1

■-

2
2

~

-

-

-

26

34
14
20

-

_

-

-

42
5
37

3
3

~
-

14
2
12

_
-

“

10
10

-

9
9

_
-

-

3

5
5

1
1

-

See footnotes at end of tables.




S TR AIG HT- TIM E

3

4

44

4

10

-

“

6
6

1

-

7
7

_

_

~

1
1

“

“

-

-

-

_

-

~

-

-

7
7

_

2

_

-

-

1
-

4

-

2

-

2
2

1

4

1
1

_

2
2

-

2
2

1
1

2
2

-

-

-

-

-

-

-

_
-

-

-

-

-

_
-

-

-

“

i
i

-

-

-

-

_

Table A-1. Weekly earnings of office workers, Memphis, Tenn.—
Ark.—Miss., November 1979— Continued
Weekly earnings 1
(standard)
Occ upa tion and in d u s tr y d i v i s i o n

Number
of
workers

Average
weekly
hours *
(standard)

Mean 2

Median 2

NUHRER OF WORKERS RECEIVING

Middle range 2

STRAIGHT-TIME

WEEKLY EARNINGS

<TN

240

2 60

280

300

320

340

360

380

400

420

440

380

400

420

4 40

4 60

_

_

120

130

140

150

160

170

180

130

140

150

160

170

180

200

220

240

263

2 80

300

320

340

360

12
12

28
28

29
29

8
8

26
26

7
6

2
2

2
1

1
-

1

2
1

-

1
1

6
6

-

5
5

24
24

i
i

2
2

7
7

3
2

17
9

2
2

6
-

1
-

4
4

-

26
-

7
6
1

2
2
-

5
2
3

4
i
3

21
3
18

125
120

40.0
40.0

*151.00
148.50

*138.30
136.00

o p e r a t o r s ................

85
69

39.0
39.0

168.50
159.00

159.00
137.50

1 3 1.501 3 1.50-

195.00
1 7 8 .0 0

11
11

SWITCHROARO OPERATORR E C E P T I O N I S T S . . ............................
MANUFACTURING...........................
n o n m a n u f a c t u r i n g .....................

331
90
211

40.0
40.0
39.5

1 7 2 . JO
178.50
169.50

160.00
161.30
160.30

149.5015 4 .3 0 1 4 0.00-

182.00
196.00
175.00

7

15

7

ii

26

37
10
27

38
16
22

82
18
64

14
7
7

38
14
24

18
9
9

0R0ER C L E R K S . . . . ..............................
MANUFACTURING...........................
NONMANUFACTURING.......................

321
11 A
207

40.0
40.0
40.0

207.50
177.50
224.00

190.00
173.30
202.30

164.001 4 2.001 7 3.00-

242.50
200.00
242.50

-

i
i

27
20
7

6
2

-

23
20
3

41
13
28

40
6
34

45
23
22

29
10
19

15
11
4

42
6
36

ORDER CLERKS. CLASS R.............
M A N U FA C T U R IN G .............
NONMANUFACTURING.......................

161
91
70

40.0
40.0
39.5

178.00
172.50
185.50

173.00
164.00
177.30

142.00142.30161.30-

193.00
196.00
188.50

n

18
8
10

20

i

27
20
7

6
2

-

23
20
3

16

38
16
22

5
4
i

ii
ii
-

3
3
-

3
3
-

ACCOUNTING CLERKS............................
m a n u f a c t u r i n g . . .........................
NONMANUFACTURING.......................
PURLIC U T I L I T I E S ..................

1.1 9 5
395
800
45

39.5
39.5
39.5
39.5

194.50
202.00
190.50
280.00

182.50
195.00
179.30
295.30

159.50170.001 5 3.00180.00-

211.00
217.00
207.50
366.00

10
10
-

39
39
-

93
11
82
-

75
16
59
-

87
2n
63
1

103
43
60
6

159
19
140
4

257
125
132
7

115
59
56
“

81
43
41
3

57
29
28
-

19
5
14

ACCOUNTING CLERKS. CLASS A.
MANUFACTURING..............................
NONMANUFACTURING.......................
PURLIC U T I L I T I E S ..................

503
153
353
26

39.5
39.5
39.5
39.5

217.50
228.50
213.30
300.50

197.00
213.30
188.50
350.30

1 7 9.001 9 5.501 7 7.03176 .5 0 -

232.00
233.30
230.00
395.00

1
1
-

10
10

7
7
-

111
1
110

61
29
32
-

56
33
23
-

12
5
7

n

119
51
68
2

38
14
24

-

20
1
19
3

-

-

ACCOUNTING CLERKS. CLASS R.
MANUFACTURING..............................
NONMANUFACTURING.......................

692
2 92
450

39.0
39.5
39.0

177.50
1 8 5 .5 0
173.50

166.00
181.30
155.50

145.301 6 2.301 3 9.50-

190.00
195.00
188.00

92
11
81

65
16
49

88
24
56

83
42
41

48
18
30

138
74
64

54
30
24

25
7
18

19
15
4

7

10

39
39

PAYROLL CLERKS...................................
MANUFACTURING..............................
NONMANUFACTURING.......................

187
81
106

39.5
39.5
39.5

215.50
235.50
200.00

195.50
222.00
177.00

163.00183.00159.00-

263.50
265.50
224.00

-

_
-

-

-

ii
ii

14
1
13

15
5
10

13
a
5

24
6
18

19
7
12

14
6
8

18
13
5

9
5
4

KEY ENTRY OPERATORS.......................
MANUFACTURING...........................
NONMANUFACTURING.......................

562
132
430

39.5
39.5
39.5

1 8 3 . JO
1 9 2 .5 0
180.50

167.30
176.00
165.30

150.301 6 4.50146.00-

194.30
2C8.00
191.00

2

17
17

33

88
9
79

59
5
54

94
31
63

80
37
43

64
13
51

34
5
29

23
16
7

KEY ENTRY OPERATORS. CLASS A...........
8ANUF ACTURING..............................
NONMANUFACTURING.......................

208
40
168

40.0
39.5
40.0

2 1 8 . OJ
2 2 3 . JO
217.00

192.30
2 2 2 . JO
192.00

170.001 6 9.501 7 3.50-

253.30
262.00
248.00

“

4
“

8

n
n

32

26
~
26

13

8

33
9
24

32

4

29
10
19

KEY ENTRY OPERATORS. CLASS 6 . . . . .
MANUFACTURING..............................
NONMANUFACTURING.......................

35 *
92
262

39.5
39.5
39.5

162.50
179.00
157.00

157.30
172.50
154.30

1 4 6.30161.50140.30-

172.50
187.50
167.00

2

24

80
9
71

55
5
50

65
21

47
28
19

32
13
19

8
5
3

10
8

sw itchroaro

NON"ANUFACTURING.....................

n

_

i
-

_

_

-

-

-

-

10
-

2

2

33

-

17
17

29

Se e fo o tn o te s at end o f t a b l e s .




OF—

110
AND
UNDER
120

NESSEN6E RS...........................................
NONNA NUF a c t u r i n g .....................

*1 2 6 .0 0 - *152.30
1 2 5 .0 0 - 152.00

DOLLARS)

220

200

4

n

-

44

n

8

5

2

_

_

-

-

-

2
2

_

_

_

_

_

-

-

-

-

_
_

-

3
-

3
-

_
-

-

-

2
1
1

-

-

-

3

3

-

-

3
-

6
-

14
-

6

14

1
1

1

3

4
4

2
2

2
2

-

2
-

-

2

_
-

2
-

-

2

_
-

_

_
-

_

-

-

1

_

-

-

-

21
5
16
3

23
8
15
-

12
1
11
-

13
~
13
5

12
7
5
5

14
3
11
9

5
5
2

-

-

17
4
13
3

16
6
10
-

6
1
5

9
5
4
4

11
3
8
6

5
5
2

_
-

_
-

-

4
4
2

-

-

7
2
5

6

9

-

-

_
-

_
-

_
-

6

9

3
2
1

3
-

7

4
i
3

3

-

-

-

16
12
4

12
2
10

5
5
-

5
4
i

5
4
i

4
3
1

2
-

1
-

_
-

-

2

1

-

-

17
4
13

19
4
15

3
2
1

4
1
3

4
i
3

7
4
3

5
5

9
~
9

-

~

-

11
1
10

16

4
i
3

4
i
3

7

9
9

-

_
-

3

5
5

_
-

12

3
2
1

3

_

_
-

_

_

_

_
-

_

6
3
3

-

-

4

3

4

“

-

-

_
-

_
-

Table A-2. Weekly earnings of professional and technical workers, Memphis, Tenn.—Ark.—Miss., November 1979
Weekly earnings *
(standard)
Number
of
workers

O c c u p a ti on and i n d u s t r y d i v i s i o n

Average
weekly
hours 1
(standard)

Mean 2

Median 2

NUMBER OF WORKERS

Middle range ^

120
ANO
UNOER
143

r e c e iv in g

STRAIGHT--TIME

WEEKLY EARNINGS

(IN

DOLLARS)

OF —

140

160

180

200

2 20

240

260

2 80

300

320

3 40

360

380

400

429

440

460

480

500

520

160

180

200

220

240

260

280

300

320

340

3 60

380

400

420

440

460

480

500

520

560

-

-

-

-

-

-

2

-

-

-

-

-

-

-

4
3

10
8

6
2

16
13

8
8

8
8

8
8

6
5

8
4

1
1

1
1

4
4

-

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) ..........................................................
NONMANUFACTURING..................... ..

74
61

39.5
39.5

*393.50
4 0 4 .5 0

*378.30
402.50

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) , CLASS B...............................
NON MANUFACTURING............................... ..

52
43

39.0
39.0

384.00
3 9 1 .5 0

376.00
382.00

349.00371.00-

4 2 7 .0 0
4 3 0 .5 0

-

-

-

-

-

-

-

-

-

-

-

-

8
6

3
1

13
11

3
3

6
6

8
8

5
9

2
2

-

-

3
2

-

-

1
“

-

-

COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . .
NONMANUFACTURING......................................

142
119

40.0
40.0

307.50
303.50

290.50
293.00

268.00268.50-

3 4 9 .0 0
339.00

_

_

_

_
-

23
20

21
17

18
17

7
6

8
7

10
9

3
2

8
6

9
3

2
2

_

-

10
8

_

~

18
16

3

-

6
5

1
1

COMPUTER PROGRAMMERS ( B U S I N E S S ) .
CLASS A.............................................................
NON*ANUFACTURING.......................................

37
3-1

40.0
40.0

343.30
356.50

324.50
354.00

2 9 9.30312.00-

379.50
384.50

-

-

-

-

-

-

1

~

-

-

-

-

3
2

8
8

4
3

9
8

3
3

5
5

2
2

3
3

2
2

1
1

~

-

1
1

COMPUTER PROGRAMMERS ( B U S I N E S S ) .
CLASS B.............................................................
NONMANUFACTURING.......................................

79
68

39.5
39.5

312.00
302.00

287.50
287.50

2 6 8.50268.50-

347.50
3 1 6 .5 0

-

3
2

5
8

8
3

18
16

13
13

12
12

2
1

5
8

5
8

1

5
3

2
1

1
1

COMPUTER PROGRAMMERS ( B U S I N E S S ) .
CLASS C.............................................................
NONMANUFACTURING.......................................

26
25

40.0
40.0

244.00
245.00

230.50
231.00

221.03221.00-

3
3

13
12

5
5

2
2

-

2
2

1
1

-

-

-

-

-

-

-

-

-

COMPUTER OPERATORS.........................................
M A N U F A C T U R I N G . . . . . . . . . . .....................
NONMANUFACTURING......................................

242
53
192

40.0
39.5
40.0

247.00
249.50
246.50

230.00
230.00
230.00

2 0 0.00200.00199.50-

47
12
35

51
13
38

14
1
13

11
3
8

13
13

16
5
11

6
3
3

2
1
1

9
i
8

* 3 4 9 .5 0 - *436.00
3 7 1 .0 0 - 440.00

-

“

-

-

-

253.00
253.00

-

-

-

-

2 8 1 .0 0
298.00
281.00

5
5

8
8

9
2
7

_

_

-

-

2
2

3
3

12
12

8
7

8
8

2
2

9
9

2
1

1
-

2
1

7
-

24
6
18

30
9
21

36
13
23

4
-

3
3
-

7

7
5
2

2
1
1

_

14
11

3
3

2
2

_

~

4
8

2
1

18
14

17
8

17
1

34
6
28

3
1

2
1

_

7

5

1

-

7

5

1
1

“
2
2

57
50

39.5
39.5

291.30
281.53

268.50
261.00

2 3 9.50235.00-

3 1 4 .0 0
307.03

COMPUTER OPERATORS. CLASS R.............
MANIJF ACTURING..............................................
NONMANUFACTURING.......................................

142
38
104

43.0
39.5
40.0

240.50
232.50
243.30

228.30
229.50
226.00

1 9 6.50200.001 9 5.59-

243.50
236.00
253.00

_
-

7

6
1
5

COMPUTER OPERATORS. CLASS C . ...........
NONMANUFACTURING.......................................

43
38

40.0
40.0

2 1 1 . CO
209.00

200.00
200.00

182.501 8 1.50-

225.50
228.00

5
5

1
1

3
2

8
8

DRAFTERS.................................................................
M A N U F A C T U R I N G . . . . . . . . . . . . ................

421
189

40.0
40.0

239.00
241.50

239.00
239.00

195.53200.00-

276.00
276.00

18

12
8

52
19

39
16

43
20

47
39

51
24

63
27

38
16

CLASS A.......................................

36

39.5

3 0 7 .0 0

290.30

28 2 .3 0 -

3 2 7 .0 0

-

-

-

-

-

1

2

5

12

8

7

1

DRAFTERS. CLASS R.......................................
MANUFACTURING..............................................

125
66

40.0
40.0

2 7 8 .5 0
267.00

276.10
253.00

240.39239.50-

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

_

_

2
2

3
2

5
-

17
13

25
18

13
10

22
2

10
10

10
7

16

DRAFTERS, CLASS C.......................................
M A N U F A C T U R I N G . . . . . . . . . . . . . . ...........

117
67

40.0
40.0

239.50
235.50

240.30
230.30

2 0 0.002 0 0.00-

266.00
266.00

_

_
-

3
1

12
6

17
15

25
21

22
4

30
12

4
8

4
4

_

-

DRAFTERS. CLASS D.......................................
M ANU FAC TU RI NG .. ........... .............................

137
32

39.5
40.0

1 8 7 .0 0
188.50

172.50
195.30

161.00167.53-

2 0 7 .0 0
2 1 1 .0 0

18
“

12
8

43
7

24
8

20
8

3
3

2
2

15
“

3

DRAFTERS.

-

4

_

7

8
2
6

1

COMPUTER OPERATORS. CLASS A.............
NONMANUFACTURING.......................................

-

"

“

“

~

-

“

“

3

”

-

“
3
1
2

_

-

_
-

1

1

1

1

1
1

1
1
-

2

-

1
“
1

1
1

_

_

-

-

1

1

_

-

1

1

1

-

1
“
1

“

“

“

“

“

“

2
“

-

2

-

-

-

-

-

“

“

“

-

2

-

2

-

-

-

-

-

2
2

-

-

-

-

-

-

-

-

~

“

“

”

“

”

”

-

-

-

1

2

“

-

-

-

-

-

“

-

-

-

~

“

“

“

“

“

“

80

40.0

3 5 9 .5 0

370.30

3 7 0.90-

3 8 7 .0 0

-

-

-

-

2

-

2

-

8

-

3

-

-

-

-

-

-

P.

73

40.0

3 6 6 .0 0

370.00

370.30-

3 8 7 .0 0

-

-

-

-

1

1

-

1

-

8

-

-

27

35

-

-

-

-

-

-

-

REGISTERED IN D U ST RI AL NURSES................
MANUFACTURING..............................................

41
33

40.0
40.0

2 7 7 .3 0
277.50

2 6 6 . JO
263.50

2 4 0.50240.50-

3 G7 .50
3 0 6 .0 0

-

-

-

1

-

6
8

12
12

7
5

3
3

8
3

2
1

3
3

-

3
2

-

-

-

-

-

-

-

ELECTRONICS

T EC HN IC IA N S ............................

ELECTRONICS

TE C H N IC I A N S .

CLASS

See footnotes at end of tables.




5

27

35

-

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
Memphis, Tenn.—Ark.—Miss., November 1979
A verage

O cc u p a ti on ,

s e x , 3 and in d u s t r y d i v i s i o n

houn
(stan d ard )

W e e k ly

Occupation,

s ex , 3 and i n d u s t ry d i v i s i o n

earnings 1

of

N u m ber
W e e k ly

workers

W e e k ly

hours1

39.5
39.5

* 1 3 9 . 5 0 F I L E CLERKS
1 3 8 .0 0

-

OFFICE OCCUPATIONS WOMEN

clerks,

of

W e e k ly

w orkers

W e ek ly ^

hour*
(sta n d a rd )

(stan d ard )

PROFESSIONAL ANO t e c h n i c a l
OCCUPATIONS - MEN— CONTINUED

CONTINUED

COMPUTER SYSTEMS ANALYSTS
(B U S I N E S S ) - CONTINUEO

C..............................
MANUFACTURING.............................................

f il e

s e x . 3 and in d u s t r y d i v i s i o n

(stan d ard )

OFFICE OCCUPATIONS WOMFN— CONTINUEn
67
66

Oc cu pa ti o n ,

ea rn in g s1

(stan dard)

(stan d ard )

OFFICE OCCUPATIONS PEN
MESSENGERS............................................................
NONMANUFACTURING......................................

(m e a n 2 )

(m e a n 2 )
Num ber

W eek^r

of
w orkers

A verage

A verag e

(m e a n 2 )
Num ber

class

115
26

39.5
39.5

*129.50
148.50
124.00

COMPUTER SYSTEMS ANALYSTS

85
67

39.5
39.5

153
38
11 5

39.5
39.5
39.0

2 3 1 .5 0
245.50
227.00

NONMANUFACTURING......................................

3° 0
39.0

R E C E PT IO N IS T S ..................................................

NONMANUFACTURING......................................

55

300

40.0

NONMANUFACTURING......................................

196
66
130

39.5
40.0
39.5
39.5
39.5
39.0

38.5

39.5

179

'7 00
172.50
10^.00

39.0

35

40.0

49

38.5

147
JJJ

228.00
ACCOUNTING

CLERKS.

CLASS B................

39.5
J

CLASS C.......................................

*

638

39.0

40.0
4 C .0

1 7 2 .5 0
179.00

13 t
45
86

39.5
39.5
39.5

35
21

39.0

CLASS B.

39.5

233.50

189.00
1 5 7 .5 0
2 0 5 .0 0

131

39.5

1 9 2 . 0 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . .

39.5
39.5

239.00
2 4 6 .5 0

172

40.0

206.00

43.0
40.0

177.00
185.00

40.0

360 • 50

72

40.0

365.50

56
50

49.0
40.0

275.00
278.00

39.5
39.5

1 7 0 .5 0
186.50

28
26

39.5

270.50
274.50

15R
32
126

39.5
39.5
39.0

152.50
1 5 5 .5 0
152.00

39.5

238.50

64

39.5

202.50

40.0
40.0

273.00
277.50

COMPUTER PROGRAMMERS ( B U S I N E S S ) .

91

39.5

1 7 8 . 5 0 COMPUTER

operators:

247.00
OCCUPATIONS -

MEN
DRAFTERS.................................................................

36
32

39.0
39.0

2 0 0 . 0 0 COMPUTER SYSTEMS ANALYSTS
205.00
NONMANUFACTURING......................................

54
50

39.5

See footnotes at end of tables.

6

202.50

412.50
REGISTERED IND US TR IA L NURSES................
MANUFACTURING..............................................




241.00
236.00

PROFESSIONAL ANO TECHNICAL
OCCUPATIONS - WOMEN

75

NONMANUFACTURING.......................................

CLASS B..............................

43.0
43.0

1 6 4 .9 0

96
59

CLERKS*

112

1 7 2 .0 0

396

1 9 0 .5 0

58
40

F IL E

281.00
269.50

224.50

ELECTRONICS T E C H N IC IA N S .

NONMANUFACTURING......................................

307.00

43.0
40.0

1 7 9 .5 0
ORAFTERS.

CLERKS.........................................................

243.50

39.5

212.50

1 30?
699

MANUFACTURING.............................................

FILE

40.0

36

237.00

208.00

58

1 8 8 .0 0
192.50

271

238.00
237.00

COMPUTER PROGRAMMERS ( B U S I N E S S ) .

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

40.0

70
149

1 9 2 .0 0
221.50
1 7 7 .0 0

40 * 0
40.0

40.0
39.5

27

1 4 7 .5 0

147

220.50
245.50
2 1 4 .0 0

91
77

320.50

1 4 3 .0 0

170
248
53

39.5

121
64

40.0

324.50
316.50

10 5
91

229.00
229.50

48

40.0
40.0

38

2 1 2 .5 0
2 2 9 .0 0
207.50
329.53

S390.50
401.50

27

39.5
40.3
39.5
39.5

39.5
39.0

78

775
189
586
31

35

65

NONMANUFACTURING.......................................
SECRET ARI ES .........................................................

39
33

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers, Memphis, Tenn.—
Ark.—Miss., November 1979
Hourly earnings *

O c c u p a ti o n and in d u s t r y d i v i s i o n

Number
of
workers

Mean 2

Median2

NUMBER OF WORKERS RECEIVING

Middle range 2

(IN

DOLLARS)

OF—

5 • 60

6.00

6.40

6.80

7 . 20

7.60

8.00

8.40

8.80

7. 60

8.30

8.40

8.80

9.20

1
1
“

1
1

20
6
14

3.60

4.00

3.60

4.00

4.40

4.80

5.20

5.60

6 .00

6.40

6.80

7.20

“

~

5
4
1

7
7

4
4

2
1
1

1
1

1
1

-

“

1
1

-

“

11
11

5
5

3
2

3
2

1

3

7
7

35
34

9
9

-

~

-

“

-

4
4

-

-

3
3

-

4
4

31
31

9
9

4
4

6
6

53
53

26
26

11
11

3
3

7
7

226
226

1
1

34
34

_

21
2
19
1

22
22
1

_
-

1
1

5
4
i

33
17
16
6

5
4
i

67

-

7
2
*
5

-

~

“

-

-

-

-

_

-

-

1
1

8
8

-

2

*8.09
8.64
7.70

S 8 • 48
9.80
8.48

*6 .0 4 8.4 1 5.7 6 -

*9 .8 7
9.87
8.48

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

253
243

9.19
9.24

9 . 43
9.43

8.3 4 8.3 8 -

9.97
9.97

”

MAINTENANCE MA C HI N IST S ...............................
MANUFACTURING..............................................

86
86

9.15
9.15

9.25
9.25

8.4 4 8.4 4 -

9.95
9.95

-

-

“

MAINTENANCE MECHANICS ( M A C H I N E R Y ) . .
MANUFACTURING..............................................

757
747

8.55
8.53

8.61
8.61

7.867.86-

9.78
9.78

-

-

-

MAINTENANCE MECHANICS
(MOTOR V E H I C L E S ) ...........................................
MANUFACTURING..............................................
NONMANUFACTURING.......................................
PUB LIC U T I L I T I E S ..................................

598
54
544
454

9.63
8.48
9.74
10.24

10.29
7.99
10.39
10.74

8.407.2 4 9.3 3 10.29-

10.83
9.84
10.88
10.88

MAINTENANCE P I P E F I T T E R S .............................
M A N UF AC T U RI N G. ..................................... .

80
80

9.89
9.89

9.87
9.87

9.879.8 7 -

9.97
9.97

MAINTENANCE TRADES HELPERS.....................
NONMANUFACTURING.......................................

68
44

5.34
5.45

4.70
4.70

4.114 .11-

6.61
6.66

TOOL AND DIE MAKERS.......................................
MANUFACTURING..............................................

69
69

8.33
8.33

7.70
7.70

7.707.70-

8.64
8.64

-

-

S TA T IO NA R Y ENGINEERS....................................
M A N U F A C T U R IN G ...................

100
79

9.00
9.17

9.00
9.00

7.9 9 7.9 9 -

9.87
10.39

-

BO ILER TENDERS...................................................
M A N U F A C T U R IN G ...................

66
58

6.11
6.19

5.58
5.58

3.593.5 9 -

9.06
9.06

1
1

“

"
_

“

"
_

_

_

2

-

-

2
2

“
-

-

-

-

7

-

-

-

-

“

19
18

-

-

-

“

“

“

1
1

17
17

4
4

“

-

4

at end o f t a b l e s .

7

2
2

1
-

8
8

_

67
49

_

9.20

-

12
12
-

51
51

72
72

_

-

5
5

28
28

_

-

161
161

149 .
148

-

“

_

41
10
31
15

_

_

_

10
10

6
6

4
2

2
2

_

2
-

18
18

6

6
5

18
16

6
5

11
11

-

_

i
-

9
9

3
3

8
8

-

15
15

-

-

_
“

-

7
7

"

89
2
87
87

_

34
34

_

66
58

“

4
4

_

i
“

_

-

-

9
9

_

-

2
2

-

9
6

-

2
-

_

_

-

-

21
21

56
56

_

-

_

-

31
28

“

i
i

5
5

-

143
-

2
2

-

-

143
143

4
4

4

3
2
1

7

9
9

1
1

“

7
-

-

1
1

“

-

1

2

-

13
11

-

6
“

9 .6 0 1 0 . 0 0 1 0 .4 0 1 0 . 8 0 1 1 . 2 0
ANO
OVER
9 . 6 0 1 0 . 0 0 1 0 • 4010 .8 0 1 1 . 2 0

-

3. 43

64
27
37




HOURLY EARNINGS

5.20

~

3.00 3.20
AND
UNDER
3.20 3 .40

MAINTENANCE CARPENTERS...............................
MANUFACTURING..............................................
NONMANUFACTURING.......................................

See footnotes

S T RA IG H T - TIME

4 .80

4.40

150
3
147
147

3
-

3
3

_

_

_

_

_

_

_

_

8
8

_

-

-

~

_

_

-

-

20
20

3
-

_

_

_

_

-

-

-

-

Table A-5. Hourly earnings of material movement and custodial workers, Memphis, Tenn.—
Ark.—Miss., November 1979
Hourly earnings *

Occu pat ion and in d u s tr y d i v i s i o n

Number
of
workers

Mean 2

NUMBER OF WORKERS RECEIVING

Median*

2.80 3.00
AND
UNOER
3.00 3.20

Middle range 2

5.60

6.00

6 .4 0

6.80

7 .20

7.60

8.00

8.40

8.80

9.20

3 .4 0

3.60

3.80

4.00

4.40

4.80

5.20

5 . 60

6.00

6.40

6. 80

7.20

7.60

8.0C

8.40

8.80

9.20

9.6 0 1 0 . 0 0 1 0 .4 0 1 0 .8 0

440
4
436
1

89
66
23

152
33
119
“

93
28
65
-

64
3
61
-

254
17
237
94

14
7
7
-

8
8
-

5
4
i
-

77
4
73
-

92
92
2

7
7
-

16
14
2
-

36
-

-

17
17

4

-

_

_

_

_

_

_

_

-

-

-

-

-

7
-

_

-

2
2

_

-

1
1

-

-

-

-

-

8
4
4

184
3
181

50
30
20

37
20
17

67
2
65

37
2
35

135
135

3
3
-

_

_

_

-

_
-

-

-

_
-

7
5
2

35
-

6
-

43
-

35

_
-

6
6

43
43

6

32
32
-

115
13
102

26
26

i

73

90

-

_

_

6
6

152

-

-

_

_

80
72

73
-

90
-

-

-

-

-

-

26
1
25
-

8
8

6
6

236
1
235
1

-

-

-

-

152
152

482
4
478
478

21
21

1
1

13
13
-

19
4
15

1
1
-

12
9
3

7
4
3

4
4
-

1

2
2
-

15

2
2

10
7
3

13
13

16
10
6

19

9
4
5

26

3
1
2

_

4
4

-

18
6

23
22

36
35

1

-

-

4
4
-

7
7
-

-

3.253 .25-

4.15
3.50

TRUCKDRIVERS. MEDIUM TRUCK................
MANUFACTURING..........................................
NONMANUFACTURING....................................
PUBLIC U T I L I T I E S .................................

630
80
550
49

5.70
4.87
5.82
10.63

5.35
4.59
5 . 50
10.69

4 .054 . 4 94 .0510.69-

6.20
5.02
6.20
10.69

TRUCKDRIVERS* TRAC T O R - T R A I L E R . . . .
MANUFACTURING............................................
n o n m a n u p a c t u r i n g ............................ ..
PUBLIC U T I L I T I E S .................................

1.3 4 3
94
1 .249
709

7.98
5.66
8.15
10.06

8.32
5 . 20
10.20
10.69

5.054.765 .0510.20-

10.69
5.45
10.69
10.69

S H IP P ER S ................................................................
M A N U F A C T U R IN G .. .. ...................................
NONMANUFACTURING......................................

131
44
87

6.09
6.08
6.10

5.90
5.90
6.35

4 .604.634 .57-

6.81
6.82
6.70

RECEIVERS..............................................................
MANUFACTURING.............................................
NONMANUFACTURING......................................

274
43
231

6.06
6.25
6.03

6.00
6.19
6.00

4 .255.474 .25-

7.45
6.86
7.51

SHIPPERS AND RECEIVERS..............................
MANUFACTURING.............................................

182
62

7.35
6.15

8.70
5.70

5.074.93-

8.97
7.50

-

_

WAREHOUSEMEN.......................................................
MANUFACTURING..........................................
NONMANUFACTURING......................................

189
124
65

5.66
5.50
5.96

5.38
4.75
5 . 38

4.674 .455.38-

6.86
7.24
6.45

-

_

-

-

OROER F I L L E R S ....................................................
MANUFACTURING..........................................
NONMANUFACTURING......................................

926
231
69*5

5.14
4.47
5.37

4.80
4 .C 3
5.39

4 .003 .564.47-

5.70
4.29
5.70

_

3
3

SH IP PI N G p a c k e r s .............................................
MANUFACTURING................................... ..
NONMANUFACTURING......................................

358
67
291

4.63
A . 27
4.71

3.99
3 . 70
3.99

3 .753.703 .87-

4.36
4.49
3.99

-

HANDLING LABORERS.....................
m a n u f a c t u r i n g .............................................
NONMANUFACTURING......................................

1 .105
456
649

4.79
4.66
4.88

3.92
3.92
4.00

3 .693.503 .69-

5.90
5.63
6.20

FORKLIFT OPERATORS........................................
MANUFACTURING.............................................
NONMANUFACTURING......................................
PUBLIC U T I L I T I E S .................................

1 . 93 9
1 .049
890
319

5.92
6.48
5.25
5.75

4.85
6.13
3.94
4 . 25

3 . 9 44.643.813 .81-

8.02
8.82
5.70
8.02

MATERIAL

5.20

21
21

3.50
3 . 50

4 91

4.80

-

3.94
3.60

6 nn

4.40

14
4
10
6

112
9B

r4

4.00

9
9
-

TRUCKDRIVERS. LIGHT TRUCK..................
NONMANUFACTURING......................................

7
7

-

6 20

-

36
-

9 .6010.0010.40

-

158
158
158

525
4
521
521
_

39

_

.

-

-

-

-

-

“
-

_

-

-

_
-

-

“

-

-

_
-

-

-

-

-

-

-

-

80
-

10
3
7
-

-

-

i
-

_

_

_

_

_

_

_

-

15

-

-

~

6
2
4

_

_

_

-

-

-

-

-

-

82

_

-

_

-

-

-

4
4

3
3
-

8
8

-

-

-

_

-

-

-

_

-

_

-

58

41
2
39

_

-

6
6
-

_

-

58
-

-

-

54

_

_

_

_

23

6

-

-

20

6

9
7
2

37
5
32

13
4
9

21
5
16

19
1
18

10
10

_

6
5

4
4

8
8

-

_

10
3
7

4
3
1

34
32
2

1
1

_

9
9

_

_

_

-

-

-

-

-

-

-

1

3
3

19
19

27
27

28
1
27

8
-

4
4

-

-

-

8
8

-

-

26
9

2
2

ii
10
1

1
1

1
1

13
13

40
40
“

4
2
2

52
18
34

-

5
5

61
7
54

107
71
36

41
2
39

1
1

121
102
19

81
1
80

149
149

99
99

96
8
88

13
13

40
28
12

7
7

1
1

30
12
18

72
27
45

153
153

10
10
-

14
13
i

-

3

1

4

_

_

_

“

-

-

-

-

-

-

-

-

-

-

-

3

1

6
2
4

4

-

-

-

54

-

-

-

-

3
3
-

19
2
17

25
16
9

43
17
26

138
101
37

245
12
233

118
117
1

11
9
2

51
28
23

50
8
42

29
20
9

107
51
56

82
22
60

39
18
21

88

12

-

_

-

88

12

13

-

28
28
-

_

-

13
-

_
-

1
1
-

109
37
72

44
21
23
5

53
14
39
21

334
334
118

149
119
30
30

251
206
45
40

92
16
76
10

77
40
37

57
37
20

64
52
12
12

30
15
15

79
74
5

46
39
7

65
44
21

70
48
22
8

-

-

-

3
3

See footnotes at end of tables.




OF—

3 .8 0

43
8
35
“

* 6 . 23
5.02
6 . 20
10.69

DOLLARS)

3 .6 0

27
5
22
“

*7 .0 4
5.50
7.22
9.98

(IN

3.40

21
21

2 .1 5 1
225
1 .926
782

HOURLY EARNINGS

3 .2 0

7
7

T RUCKD RIVERS.......................................................
MANUFACTURING.............................................
NON»ANUFACTURING......................................
PUBLIC U T I L I T I E S .................................

* 4 .1 6 - *10.20
4 .596.00
4 .1 6 - 10.63
1 0 .2 0 - 10.69

S TR AIG HT- TIM E

8

-

-

19

-

-

-

-

26

22
10
12

_
-

290
245
45

-

7
7
-

-

-

_
_

-

_

-

-

-

-

-

-

_

_

-

-

39
31
8
8

67
-

67
67

Table A-5. Hourly earnings of material movement and custodial workers, Memphis, Tenn.—
Ark.—Miss., November 1979— Continued
Hourly earnings *

O cc u p a ti o n and in d u s t r y d i v i s i o n

Number
of
workers

Mean 2

Median2

Middle range 2

POWER-TRUCK OPERATORS
(OTHER THAN F O R K L I F T ) ...............................

60

6 UA R0 S ................ ......................................................
MANUFACTURING..............................................
NONMANUFACTURING.......................................
PUBL IC U T I L I T I E S ..................................

1,199
90
1,109
26

3 .6 1
6.63
3.36
6.24

3.05
6.85
3.02
4.79

2.9 5 5.1 6 2.9 5 4.2 3 -

GUARDS, CLASS A............................................
NONMANUFACTURING.......................................

203
190

4.12
4.02

3 . 10
3.07

GUARDS, CLASS B...........................................
M A N UF AC T UR IN G. . .........................................
NONMANUFACTURING.......................................

996
77
919

3.50
6.79
3.23

J A N I T O R S , PORTERS, AND C L E A N E R S . . . .
MANUFACTURING..............................................
NONMANUFACTURING.......................................
PUB LIC U T I L I T I E S ..................................

2,700
486
2,219
53

3.56
5.35
3.16
5.49

*7.50

*7.18

NUMBER OF WORKERS RECEIVING STRAIGHT - TI M E

*7 .1 8 -

2.80 3.00
AND
UNDER
3.00 3 .2 0

3.20

3.40

3.60

3.80

4.00

3.40

3.60

3.80

4.00

4.40

4

*8 .8 8
3.45
8.30
3.13
9.22

449
449

2 .952.9 5 -

4.74
3.94

3.35
7.27
3.00

2.9 5 6.122.95-

2.90
4.91
2.90
4 . 50

2.9 0 4.0 5 2.9 0 3.6 5 -

403
403

42
42

51
“
51
4

61
61

47
47

11
11

3.20
8.30
3.05

388

356
356

3.55
7.11
3.05
7.58

1585
8
1577

221
25
196
5

388

DOLLARS)

5 . 20

5.60

6.03

6. 40

6.80

7.20

7.60

8.30

8.43

8.80

9.20

4 • 80

5.20

5 . 60

6*00

6.40

6. 80

7.20

7.60

8.00

8.40

8.80

9.20

9.6010 .0 0 1 0 .4 0 1 0 .8 0

5
3
2

2
1
1

15
15
-

2
1

1

4

24

22
9
13

53
2
51
6

20
20
3

9
9

10
10

7
7

5
5

2
2

14
7

i
-

31
31

42
42

12
9
3

12

4 8

18
18

14
2
12

4
2
2

179
45
134

48
11
37
5

138
17
121
10

25
2
23
5

68
54
14

26
5
21

22
10
1?

4

8

2
46

131
113
18

OF—

4.80

28
9
19
3

9

(IN

4.40

19
4
15

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




HOURLY FARNINGS

2

3

_
-

14
14

20
9
11
9

7
1
6

9
4
5

7
6

_
-

50
26
24

26
21
5

6
9
5
4

6
i
*
5

23
23
-

6
5

5
4

8
5

3
3
-

4
4
-

1
1

25
2G
5

2
-

109
109
-

2
2

________________

22
12
12

8
8
8

2
2
2

-

~
-

-

-

2
2

-

“

8
8

-

”

~

-

-

-

"

i
i
1

5
5
5

-

-

14
13
1

“
23
23

14
13
1

12

1
1

9 .6010.0010.40

12

18
13

-

8

-

6

-

O cc u p a t io n ,

s e x , 3 and i n d u s t r y d i v i s i o n

Number
of
workers

Average
(mean2 )
hourly
earnings4

Number
O cc u p a ti o n ,

MACH INIS TS ..............................

41

MAINTENANCE

MAINTENANCE

MECHANICS

(M ACHINERY)..

74

691
691

0.03

54

SHIPPERS ANO RECEIVERS!
MANUFACTURING..........................................

9.65
8.48

46.25

52

6.40

MANUFACTURING............................................

116

5.47
5.56

ORDER F I L L E R S :
MANUFACTURING............................................

193

4.58

119
94

5.92
6.21

8.42
8.42

MECHANICS

MANUFACTURING....................... .....................

Average
(mean2)
hourly
earnings4

r e c e iv e r s:

EL EC T R IC I A N S :

MAINTENANCE

workers

MATERIAL MOVEMENT ANO CUSTOOIAL
OCCUPATIONS - MEN— CONTINUED

MAINTENANCE. TOOLROOM. AND
POWERPLANT OCCUPATIONS - REN
MAINTENANCE

s e x , 3 and in du s tr y d i v i s i o n

S H IP P IN G

PACKEPS............................................

m ater ial

han d ling

laborers:

433

4.56

1 1667
902
765
308

5.56
6.18
4.84
5.71

871

3.38
3.18

A NUP ACTURI NG............. .......................

730

3.36
3.16

J A N IT O R S . PORTERS. AND C L E A N E R S . . . .
NON*A NUFACTURING.....................................

1.325
lt0 3 2
27

3.60
3.29
6.30

8.33

MANUFACTURING.............................................

OCCUPATIONS -

6-?
58

PUBLIC

6 06
6.19

U T I L I T I E S .................................

MEN

MANUFACTURING...................................

216

7 02
5.42
7.21

NON*

MATERIAL MOVEMENT ANO CUSTODIAL
OCCUPATIONS - WOMEN

5.47
4.87

227
PURLIC

U T I L I T I E S .................................

49

cc
C
D




Table A-6. Average hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers,
by sex, Memphis, Tenn.—
Ark.—Miss., November 1979

180
176

3.09

1.248
1.164

3.10
3.01

1(3.63
guards:

54

5.57
7 90

94
8.15

87
35

J A N IT O R S .

6.37
6.15

See footnotes at end of tables.

10

PORTERS.

AND C L E A N E R S . . . .

Table A-7. Percent increases in average hourly earnings for selected occupational groups,
Memphis, Tenn.—Ark.—Miss., for selected periods
I n d u s t r y and o c c u p a t i o n a l g r ou p 5

A l l industries:
O f f i c e c l e r i c a l ____________________________________________
E l e c t r o n i c data p r o c e s s i n g ____________________________
I n d u s t r i a l n u r s e s ________________________________________
S k illed m aintenance
_ _
_ _
U n s k i l l e d p l a n t -------------------------------------------------------Manufacturing:
O ffice c le r ic a l
— _
— _____ _
E l e c t r o n i c dat a p r o c e s s i n g ____________________________
Industrial nurses
..
______ ________________________
S k i l l e d m a i n t e n a n c e ______________________________________
U n s k i l l e d p la nt . . . . .
_____
________ ___ .
Nonm anufacturing:
O f f i c e c l e r i c a l ____________________________________________
E l e c t r o n i c data p r o c e s s i n g ____________________________
Industrial nurses
_________
__________________ ___
U n s k i l l e d pl a n t
. _____ ______________________ ____

See footnotes

N o v e m b e r 1978
to
N o v e m b e r 1979

N o v e m b e r 1973
to
N o v e m b e r 1974

N o v e m b e r 1974
to
N o v e m b e r 1975

8.2

8.7
6.7
10.9
8.5
11.8

7.6
4.1
8.7
9.2
9.0

7.1
9.5
8.5
10.9
10.0

7.5
7.6
10.4
8.3
5.8

9.1
7.7
5.1
9.1
8.8

9.9
( 6)
( 6)
8.4
10.9

8.6

7.5

7.5

8.1

8.5

( 6)
( 6)
9.5
9.1

( 6)
( 6)
11.6
11.9

( 6)
( 6)
8.2
6.7

( 6)
( 6)
9.1
8.9

( 6)
10.2
9.0
8.2

7.3
3.5
( 6)
9.6

7.0
10.0

7.5
6.7
( 6)
5.1

9.5
8.5

8.1
11.2

( 6)
9.0

( 6)
12.1

( 6)
12.0
8.2
7.3

5.6
( 6)
( 6)
7.9
6.7

9.2
( 6)
( 6)
7.5

8.3
6.6
( 6)
12.5

N o v e m b e r 1975
to
N o v e m b e r 1976

( 6)
8.1

N o v e m b e r 1976
to
N o v e m b e r 1977

N o v e m b e r 1977
to
N o v e m b e r 1978

N o v e m b e r 1972
to
N o v e m b e r 1973

8.4
11.8
10.1
9.6
10.2

a t end o f ta b l e s .

NOTE:
A r e v i s e d d e s c r i p t i o n f o r c o m p u t e r o p e r a t o r s is b e i n g i n t ro d u c e d in this a r e a in 1979.
T h e r e v i s e d d e s c r i p t i o n is not c o n s i d e r e d e q u iv a le n t to the p r e v i o u s d e s c ri p ti o n .
T h e r e f o r e , th e e a r n i n g s o f c o m p u t e r o p e r a t o r s a r e not us ed in co m p u t i n g p e r c e n t i n c r e a s e s f o r the e l e c t r o n i c data p r o c e s s i n g group .




11

Table A-8. Average pay relationships within establishments for white-collar occupations
Memphis, Tenn.—Ark.—Miss., November 1979
O f f i c e c l e r i c a l o c cu p a ti o n b e i n g c o m p a r e d —
O c c u p a t io n w h ic h eq ua ls 100

Secretaries
Class A

SEC RE TAR IES . CLASS A.......................
SECR ET ARIE S. CLASS FI.......................
SEC RE TAR IES . CLASS C.......................
SECR ET ARIE S. CLASS D.......................
SECR ET ARIE S. CLASS E.......................
STENOGRAPHERS. GENERAL..................
TRANSCRIBING-MACHINE T Y P I S T S . .
T Y P I S T S . CLASS A .................................
T Y P I S T S . CLASS FI.................................
F IL E CLERK S. CLASS FI.......................
F I L E CLER KS. CLASS C.......................
MESSENGERS................................................
SWITCHBOARD OPERATORS.....................
SWITCHBOARD OPERATORR E C E P T I O N I S T S ......................................
ORDER CLERKS. CLASS R.....................
ACCOUNTING CLERKS. CLASS A . . . .
ACCOUNTING CLERKS. CLASS P . . . .
PAYROLL CLERKS......................................
KEY ENTRY OPERATORS. CLASS A . .
KEY ENTRY OPERATORS. CLASS B . .

Class B

100
116
115
12FI
150
141
141
(6 )
165
(6 )
193
163
150
139
144
117
142
132
128
152

Class E

Stenographers,
general

Transcribingmachine
typists

Class C

Class D

100
118
132
129
159
(6 )
(6 )
167
(6 )
178
149
151

100
117
125
126
121
124
133
(6 )
154
143
128

100
120
114
108
108
(6 )
(6 )
141
122
106

10 0
16 1
16 1
(6 )
(6)
(6>
147
10 9
16 )

100
161
100
117
100
124
108
97

100
105
16)
16)
123
119
16)

130
150
124
153
118
122
146

1 26
112
99
128
111
116
128

121
108
89
1 14
96
102
117

(6 )
(6 >
99
16 »
100
16)
100

105
16)
84
101
86
91
108

94
86
83
98
16)
91
100

Typists

File clerks
M
essen­
gers

Class A

Switch­
board
operators

Class B

Class B

Class C

100
123
113
129
112
108

100
16 )
107
102
82

100
16)
108
16)

100
90
76

100
89

85
16)
71
87
77
82
90

103
16)
92
104
16)
91
16)

79
80
67
84
72
72
83

84
16)
70
92
76
78
93

95
105
83
102
87
90
108

Order
clerks,
class B

Key entry operators

Accounting clerks
Payroll
clerks

100
99
86
100
95
92
108

Class A

100
88
89
105

Class B

10 0
11 8

Class B

100
127
107
107
126

Class A

100

100

94
16 )
85
16)
86
94
106

Switch­
board
operatorrecep­
tionists

100
96
106
93
99
107

100
110
125

P r o f e s s i o n a l and t e c h n i c a l o cc u pat io n b ein g c o m p a r e d —

Computer system
s
analysts (business),
class B

COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) . CLASS 8 .......................
COMPUTER PROGRAMMERS
( 8 U S I N E S S ) . CLASS A.......................
COMPUTER PROGRAMMERS
( B U S I N E S S ) . CLASS 8 .......................
COMPUTER PROGRAMMERS
( B U S I N E S S ) . CLASS C.......................
COMPUTER OPERATORS. CLASS A . . .
COMPUTER OPERATORS. CLASS B . . .
COMPUTER OPERATORS. CLASS C . . .
ORAFTERS. CLASS A ..............................
DRAFTERS, CLASS B . . . . .....................
DRAFTERS. CLASS C ..............................
DRAFTERS, CLASS D ..............................
ELECTRONICS TE CH NI C IA NS .
CLASS B.....................................................
REGISTERED IN DUS TR IAL NU RS E S..

Computer programmers (business)
Class A

Class B

Drafters

Computer operators

Class C

Class A

Class B

Class C

Electronics
technicians,

Class A

Class B

Class C

Class D

Registered
industrial
nurses

100
124

IOC

133

120

100

168
155
182
225
(6 )
(6 )
(6 )
1 84

140
131
161
187
(6 )
(6 )
(6 )
(6 )

125
114
141
156
(6 )
(6 )
(6)
(6)

100
94
113
129
(6 )
(6 )
(6 )
(6 )

100
119
131
(6 )
(6 )
(6 )
(6)

IOC
116
(6 )
75
(6 >
(6 )

100
(6 )
(6 )
(6 )
(6 )

100
127
(6)
(6 )

ICO
122
(6)

100
(6 )

100

(6 )
149

(6 )
118

(6 )
114

(6 )
(6 )

(6 )
106

(6 )
85

(6 )
83

(6 )
99

(6 )
96

(6 )
9q

(6 )
76

100
(6)

100

Se e fo o t n o t e at end o f t a b l e s .
NOTE:
T a b l e s A - 8 and A - 9 p r e s e n t the a v e r a g e pa y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w i t h in e s t a b l i s h m e n t s . F o r e x a m p le , a v al u e o f 122 in d i c a te s that e a r n in g s f o r the o c c u p a ti o n
i n d i r e c t l y a b ov e in the h e ad in g a r e 22 p e r c e n t g r e a t e r than e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y to the l e f t in the stub. S i m i l a r l y , a va lu e o f 85 in d ic a t e s e a r n i n g s f o r the o cc u p a ti o n in the h e ad in g
ar e 15 p e r c e n t b e l o w e a r n in g s f o r the oc cu p a t i o n in the stub.
Se e a pp e nd ix A f o r m e t h o d o f co m pu ta ti on .




12

Table A-9. Average pay relationships within establishments for blue-collar occupations, Memphis, Tenn.—
Ark.—Miss., November 1979
Maintenance, t o o lro o m ,
O c c u p a ti o n w h i c h e q u a l s 100

and p o w e r p l a n t o c cu p a t i o n b ein g c o m p a r e d —

Mechanics
Carpenters

Electricians

Machinists

Pipefitters
Machinery

MAINTENANCE CARPENTERS..................
MAINTENANCE E L E C T R IC I A N S ..............
MAINTENANCE MA CH IN IS TS ..................
MAINTENANCE MECHANICS
(MACHINERY
MAINTENANCE MECHANICS
(MOTOR V E H I C L E S ) ...............................
MAINTENANCE P I P F F I T T E R S ................
m ainte nanc e
TRADES H E L P F R S . . . .
TOOL AND DIE MAKERS..................
STATIONARY ENGINEERS.......................
BOILER TENDERS......................................

100
98
99

10J
100
102

103

102
100
125
91
99
118

(6 )
101
(61
88
98
108

Stationary engineers

Boiler tenders

100
(6 )
(61
100
111

100
67
76
103

100
106
(6 )

100
116

100

100

1 07
ion
1 67
(6 )
9A
129

Tool and die makers

130

101

Trades helpers

Motor vehicles

99
99
119
95
100
107

100
(6 )
130
(6 )
102
121

M a t e r i a l m o v e m e n t and c u s t o d i a l o c cu pa t io n b ein g c o m p a r e d —
Truckdriveis
Shippers
Light truck

TRUCKORIVERS. LIGHT TRUCK...........
TRUCKDRIVERS, MFDIUM T R U C K . . . .
TRUCKDRIVERS, HEAVY TRUCK...........
TRUCKDRIVERS. TR A C T O R - T R A I LE R .
S H IP P E R S ....................................................
RECEIV ER S...................................................
SHI PP ER S AN0 RECEIVERS ..................
WAREHOUSEMEN...........................................
o r d e r f i l l e r s .........................................
S H IP P I N G PACKERS.................................
MATERIAL HANDLING L A B O R E R S . . . .
FOR KL IF T OPERATORS............................
POWFP-TRUCK o p e r a t o r s
(OTHER THAN F O R K L I F T ) ..................
GUARDS. CLASS A....................................
GUARDS. CLASS P . . . . . . . . . . . . . . .
J A N I T O R S . PORTERS. AND
CLEANERS...................................................

103
(6 )
(6 )
(6 )
(6 )
93
(6 )
(6 )
(6 )
(6 )
101
(6 )

Medium truck

133
(6 )
99
(6 )
133
(6 )
137
133
(6 )
121
104

Receivers

Shippers and
receivers Warehousemen

Order fillers

Shipping
packers

Heavy truck Tractor-trailer

100
(6 )
(6 )
(6)
(6)
(6)
(6 )
(6 )
(6 )
100

100
10 8
97
(6)
10 2
109
(6)
IIP
10 A

100
95
(6 )
93
111
103
(6 )
109

( 6)
(6 )
16)

(6 )
(6 )
134

(6 )
(6 )
(6 )

(6 )
(6 )
12 2

(6 )
(6 )
107

116

118

116

118

121

Material
handling
laborers

Forklift
operators

Power-truck
operators
(other than
forklift)

Class A

Class B

Guards
Janitors, porters,
and cleaners

IOC
(6 )
110
115
110
117
110
'

100
114
(6 >
(6 )
109
99

100
104
(6 )
(6 )
99

100
98
100
97

100
103
101

100
92

130

104
(6)
121

(6 )
(6 )
(6 )

101
101
95

102
(6 )
98

(6 )
(6 )
(6 )

101
(6)
112

99
115
102

100
(6 )
117

100
109

10 0

123

122

112

110

113

109

112

(6 )

100

10 8

100

S e e f o o tn o te at end o f t a b l e s .

above
below

F o r e x a m p l e , a v a l u e o f 122 in di ca te s that e a rn in g s f o r the oc cup ati on d i r e c t l y
NOTE:
T a b l e s A - 8 and A - 9 p r e s e n t the a v e r a g e p a y r e la t i o n s h i p b e t w e e n p a i r s o f o cc u p a t io n s w i t h i n e s t a b l i s h m e n t s ,
in the h e ad in g a r e 22 p e r c e n t g r e a t e r than ea r n i n g s f o r the occ up at io n d i r e c t l y to the l e f t in the stub.
S i m i l a r l y , a v a l u e o f 85 i n d ic a t es e a r n in g s f o r the oc c up at io n in the he ading a r e 15 p e r c e n t
e a r n in g s f o r the o c c u p a t io n in the stub.
S e e ap p en d ix A f o r m e th o d o f c om pu ta ti o n.




13

E s ta b lis h m e n t p ra c tic e s a n d s u p p le m e n ta r y w a g e p ro v is io n s
Table B-1. Minimum entrance salaries for inexperienced typists and clerks, Memphis, Tenn.—
Ark.—Miss., November 1979
In exp erien ced typists
M inim um w e e k ly stra ig h t-tim e s a l a r y 7
industries

E S T A * L IS H « E NTS

STUDIED

ESTABLISHMENTS HAVING A S P EC IF IE D
MINIMUM ----------------------------------------------UNDER * 1 1 5 . 1 0 -----0
* 1 1 5 . 0 0 AND UNDER
* 1 2 0 . 0 0 AND UNDER
* 1 2 5 . 0 0 AND UNDER
* 1 3 0 . 0 0 AND UNDER
* 1 3 5 . 0 0 AND UNDER
* 1 4 0 . 0 0 AND UNDER
S 1 A 5 . 0 0 AND UNDER
* 1 5 0 . 0 0 AND UNDER
* 1 5 5 . 0 0 AND UNDER
* 1 6 0 . 0 0 AND UNDER
* 1 6 5 . 0 0 AND UNDER
* 1 7 0 . 0 0 AND UNDER
* 1 7 5 . 0 0 AND UNDER
* 1 8 0 . 0 0 AND UNDER
* 1 8 5 . 0 0 AND UNDER
* 1 9 0 . 0 0 AND UNDER
* 1 9 5 . 0 0 AND UNDER
* 2 0 0 . 0 0 AND UNDER
* 2 0 5 . 0 0 AND UNDER
* 2 1 0 . 0 0 AND UNDER
* 2 1 5 . 0 0 AND UNDER
* 2 2 0 . 0 0 AND UNDER
* 2 2 5 . 3 0 AND UNDER
* 2 3 0 . 0 0 AND UNDER
* 2 3 5 . 0 0 AND UNDER
< 2 4 0 . 0 0 AND UNDER
* 2 4 5 . 0 0 AND UNDER
* 2 5 0 . 0 0 AND UNDER
* 2 5 5 . 0 0 AND UNDER
* 2 6 0 . 0 0 AND UNDER
* 2 6 5 . 0 0 AND UNDER
* 2 7 0 . 0 0 AND UNDER
* 2 7 5 . 0 0 AND UNDER
* 2 8 9 . 3 0 AND UNDER
* 2 8 5 . 0 0 AND UNDER
* 2 9 0 . 0 0 AND UNDER
* 2 9 5 . 0 0 AND UNOER
* 3 0 0 . 0 0 A NO UNDER
* 3 0 5 . 0 0 AND OVER -

*120.00
*1 25.00
*130.00
*1 35.00
*1 40.00
*1 45.00
*1 50.00
* 1 5 5 . 00
*1 60.00
* 1 6 5 . 00
4 1 7 D . 00
*1 75.00
*1 80.00
*185.00
*190.00
* 1 9 5 . 00
*200.00
*205.00
*210.00
*215.00
*220.00
* 2 2 5 . 00
*230.00
*235.00
*240.00
*245.00
*250.00
* 2 5 5 . 00
*2 60.00
* 2 6 5 . 00
* 2 7 0 . 00
* 2 7 5 . 00
*280.00
<285.00
* 2 9 0 . 00
*295.00
*3 00.00
*3 05.00

Other in experienced c le r i c a l w o r k e r s 8

M a n u fa c t u r i n g

170

26
1
2
3
4
3
2
1
1
1
1

All
sc h e d u l e s

i n d u st ri es

A ll
s ch edu le s

Nonmanufacturing

All
sch ed u le s

A ll
s c he d ul e s

3772

XXX

103

XXX

170

67

XXX

103

XXX

7

5

19

14

57

18

15

39

32

5

-

-

1
2
3
3
2
1
1

2
2
3

4
7
3
6
2
3
2
2

-

3
1
1
-

67

1
3
1

1
1
1

1

1

1
-

_

4
8
3
10
7
3
4
i
2

1
4
5
2
1
-

1
1

1

-

-

-

_
1
4
3
~
2
i

7
3
5
2
2
1
2

-

XXX

-

1

-

1
1

-

-

2

1

i

_

_

_

-

-

1

1

-

~

1

i

1

_

_

-

~

-

1
1

1

-

-

-

:
1

2

3

1
1
1

-

1

i
j

-

1
-

-

-

-

-

1
1

-

-

1
1

i
1

1

1

1

-

-

-

-

1

i

“

:

1

1

1

-

1

i

-

1

1

1

4

1

1

3

3

-

8

XXX

6

XXX

58

27

XXX

31

XXX

XXX

52

XXX

78

XXX

55

22

XXX

33

XXX

XXX

_

-

1
2

i

ESTABLISHMENTS HAVING NO SPE CIF IED
MINIMUM ---------------------------------------------------

14

ESTABLISHMENTS WHICH DIO NOT EMPLOY
WORKERS IN T H IS CATEGORY ------------------

130

V

L

See footnotes at end of tables.




M a n u fa c t u ri n g

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

14

-

J [ A l W u l l - t i m e _ j n a n u f a c t u r i n | > j 5 r o d u c t i o n a n d r e l a t e d w o r k e r ^ s^_100^e_rcent|_
W o r k e r s on la te shifts

All workers 9
It em
Second sh if t

T h i r d sh if t

Secon d sh ift

T h i r d shift

PERCENT OF WORKERS
PROV ISION S ---------

70.3

17.6

7.6

5.5
79.7
66. D
8.6

2.9
67.9
57.9
8 .6
1.3

.7
16.9
15.2
1.7

.3
7.3
6.7
.6

15.1
6.R

18.6
6.8

19.9
7.1

20.9
7.8

3.1
1.1
7.3
2.6
8.3
•8
7.7

IN ESTABLISHMENTS WITH L A T E - S H IF T

WITH NO PAY D IF FER EN TIA L FOR L A T E - S H I F T WORK --------WITH PAY DIFF ERE NT IA L FOR L A T E - S H I F T WORK --------------UNIFORM CENTS-PER-HOUR DIFFE REN TIA L ----------------------UNIFORM PERCENTASE DIFFER ENTIA L ------------------------------OTHER DIFF ERE NT IA L --------------------------------------------------------

o
0
0




Table B-2. Late-shift pay provisions for full-time manufacturing production
and related workers, Memphis, Tenn.—
Ark. —Miss., November 1979

2.8
.6
2.8
.2
1.5

~
.1
.2
.9
1.0
•8
.2
.7

“

3.1
1.9
4.0
2.9
.8
4.6
7.0
4.6
1.0
5.8
1.4
7.5
1 .6
3 .3
9 .0
1 .3
1 .2
~
2.3

7.3
1.6

7.0
1 .6

AVERAGE PAY D IFF ERE NT IAL
UNIFORM CENTS-PER-HOUR D IF FER ENT IA L -------------------------UNIFORM PERCENTAGE DIFF ER ENT IAL ---------------------------------PERCENT OF WORKERS BY TYPE AND
AMOUNT OF PAY DIF F ER E NT IA L
UNIFORM c e n t s - p e r 5 C E N T S --------

hour:

8 rrH T r r wt^
10 r r w T ~
11 r r w T ^
rrwT^
13 r r i i T 15 r r w T ^
16 rrMT-*
r
17
IB
19 r r w T ^
rrwT^
CCNT^
22 AND UNDER 23

9.1
-

CENTS --------------------------------------------

9.8
1 .6
1 .3
5.5
1 .A
6.3
-

CENT''
25 AND UNDER 26 CENTS -------------------------------------------26 ANO UNOER 27 CENTS -------------------------------------------27
rrw T'
rrwT^
CENTS
UNIFORM PERCENTAGE :
6 PERCENT
ID PERCENT

9.2
1.3
-

.9

See fo otn ot es at end o f ta b les .

15

1.9
1.0
.7
.2
•8
1.8
.5
.6
.3

1.8
.1
.7
.3
<101
.4

1.3
.5

.3
.3

Table B-3. Scheduled weekly hours and days of full-time first-shift workers, Memphis, Tenn.—Ark.—Miss., November 1979
O ffice w orkers

P r o d u c t i o n and r e l a t e d w o r k e r s
Item
A l l in d u st r ie s

M anuf actu r ing

P u b l i c u t i l it i e s

No n m a n u fa ct u ri n g

A l l i nd us tri es

M a n u f a c tu r i n g

N o n m a n u f a c tu r in g

Pu b lic utilities

PERCENT OF WORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS
WORKERS ----------------

100

100

100

20 HOURS—5 DAYS --------------------------------25 HOURS—5 DAYS --------------------------------30 HOURS—5 DAYS --------------------------------35 HO UR S---------------------------------------------5 DAYS --------------------------------------------6 DAYS --------------------------------------------35 1/2 HOURS-5 DAYS -------------------------36 1/4 HOURS-5 DAYS -------------------------36 1/3 HOURS-5 DAYS -------------------------37 1/2 HOURS-5 DAYS -------------------------38 3/4 HOURS-5 DAYS -------------------------38 8/10 HOURS-5 DAYS -----------------------39 1/2 HOURS-5 DAYS -------------------------40 HOURS ----------------------------------------------4 DAYS --------------------------------------------5 DAYS --------------------------------------------5 1/2 DAYS -------------------------------------43 3/4 HOURS-5 1/ 2 DAYS -----------------44 8/10 HOURS-5 DAYS -----------------------45 HOURS-5 DAYS ----------------------------------

fill
1
1
1
1
fill
1

-

fill
1
1

ALL FU L L -T I K E

1
4
i
_

89
1
88

100
-

-

n o

100

-

190
-

-

2
2

-

100

-

-

-

fill

-

-

17

42

2
2

1
1

16
2

_

m

-

85

_

93
2
92

-

6

98

i

-

84

98

~

~

-

-

fill
fill
1

~

fill

13
-

fill
79

86

77

58

-

-

-

-

79
(111

1

86
-

3

_
77
f 11 1

_
56
2

2

-

-

-

-

-

-

-

-

-

-

39.2

4 0 .1

39.5

39.7

39.5

38.9

1

3

AVERAGE SCHEDULED
WEEKLY HOURS
ALL WEEKLY WORK SCHEDULES ---------------

39.6

40.1

See fo o tn o te s at end o f t a b l e s .




16

Table B-4. Annual paid holidays for full-time workers, Memphis, Tenn.—Ark.—Miss., November 1979
O ffice w orkers

P r o d u c t i o n and r e l a t e d w o r k e r s
Item
A l l ind u st ri es

M a n u f a c t u ri n g

N o n m a n u fa c t u ri n g

130

P u b l i c u t i l it i e s

100

A l l i n d u s t ri e s

M a n u fa c t u r in g

N o n m an u f ac tu ri n g

P u b l i c u t il i t ie s

PERCENT OF WORKERS
ALL

FUL L- TI M E

WORKERS ----------------

ESTABLISHMENTS NOT PROV IDIN G
PAI D H OLIDAYS --------------------------------IN ESTABLISHMENTS PROVIDING
PAID H OLIDAYS ----------------------------------

n o

100

100

100

100

100

IN

AVERAGE NUMBER OF PA ID

6

_

(1 1 )

_

99

100

99

100

8.6

9.4

8.3

9.4

12

2

(1 1 )

9ft

130

88

98

8.5

9. 6

7.3

9.2

-

HOLIDAYS

FOR WORKERS I N ESTABLISHMENTS
PROVIDING HOLIDAYS -----------------------PERCENT OF WORKERS BY NUMBER
OF PAI D HOLIDAYS PROVIDED
2
3
4
5
6

HOLIDAYS -------------------------------------------HOLIDAYS -------------------------------------------HOLIDAYS -------------------------------------------HOLIDAYS -------------------------------------------HOLIDAYS -------------------------------------------PLUS 1 HALF DAY ---------------------------PLUS 2 HALF DAYS -------------------------PLUS 4 HALF DAYS -------------------------7 HOLIDAYS -------------------------------------------PLUS 1 HALF DAY ---------------------------PLUS 2 HALF DAYS -------------------------8 HOLIDAYS -------------------------------------------PLUS 2 HALF DAYS -------------------------9 HOLIDAYS -------------------------------------------ID HOLIDAYS -----------------------------------------11 HOLIDAYS -----------------------------------------12 HOLIDAYS -----------------------------------------13 HOLIDAYS -----------------------------------------14 HOLIDAYS -----------------------------------------20 HOLIDAYS ------------------------------------------

3

2
-

i
3
14
1
1

1
3
1

-

-

2
5
23
1
2

-

5
~

-

12
1
1
10
(11)
12
18
11
2
2
2
(11)

6
i
16
i
18
23
19
3

9ft
92
91
88
74
73
59

130
130
130
99
96
95
88

ft 7

72

33
17
5

53
30
11
7
3

f
t
3

18
2
6

4
-

11

-

-

7

22
56

14

f
t

-

-

(1 1 )
(11)

-

(11)
(11)
7
5
3
1
(11)
6
( id
2
16
(11)
31
18
6
1
2
1

(1 1 )
2

f
t

~

6
(1 1 )
-

21
2
17
25
11

f
t

6
1

(1 1 )
(1 1 )
10
6
3
1
(1 1 )
7

-

ft

-

-

1

-

-

2
15

-

11

-

-

35
15
5

13
71

-

-

-

-

1

-

-

PERCENT OF WORKERS BY TOTAL
P A ID HOLIDAY TIME PR O VI D ED '2
4
3
2
0
1
9
8
7
6
*
2 DAYS OR MORE -----------------------------------4 DAYS OR MORE -----------------------------------5 DAYS OR MORE -----------------------------------6 DAYS OR MORE -----------------------------------6 1/2 OAYS OR MORE ---------------------------7 DAYS OR MORE -----------------------------------8 OAYS OR MORE -----------------------------------9 DAYS OR MORE -----------------------------------10 OAYS OR MORE ---------------------------------11 OAYS OR MORE ---------------------------------12 DAYS OR MORE ---------------------------------13 DAYS OR MORE ---------------------------------14 OAYS OR MORE ----------------------------------

f
t
2

88
85
83
78
54
53
33
25
19
5
i
i
i

98
98
98
98
9ft
94
89
78
56
-

See footnotes at end of tables.




17

99
99
99
92
87
83
76
59
28
ID
4
3
1

100
130
100
99
97
93
87
66
48
23
12
7
1

99
99
99
90
83
80
73
56
21
6
i
i
i

100
100
100
100
96
96
94
83
71
-

Table B-5. Paid vacation provisions for full-time workers, Memphis, Tenn.—Ark.—Miss., November 1979
P r o d u c t i o n and r e l a t e d w o r k e r s

O ffice w ork ers

Item
A l l in d u s t r ie s

Manufacturing

A l l i nd us tri es

M anuf ac tu r ing

N o n m a n u f a c tu ri n g

Pu blic utilities

100

N o n m a n u fa c t u ri n g

103

130

100

100

<11»

P u b l i c u t i l it i e s

PERCENT OF WORKERS
IDO

WORKERS -------------

IDO

IN ESTARLISHNENTS NOT PROVIDING
PAID VACATIONS ----------------------------IN ESTARLISHNENTS PROVIDING
PAID VACATIONS ----------------------------LE N ST H -O F- TI N E PAVNENT -----------PERCENTAGE PATHENT ------------------OTHER PAVNENT -----------------------------

2

-

3

2

_

(1 1 1

_

98
85
12
1

130
80
20

97
90
6
1

98
96
3

99
98
1

130
99
(1 1 1

99
98
2

100
98
2

9
22
1

17
7
< m

2
36
2

40
5

1
55
2
2

51
5
6

57
1

6ft
3

72

ft9
3
A1
1
1
till

30
13
51
5

23

l a
2
79
<111
1
<11 >

15
10
72
3
-

15
<11»
76

13
68
18
~

ALL

F U L L -T IN E

ANOUNT OF P AI D

6

100

VACATION AFTER: 1
3

NONTHS OF SER VI C E:
UNDER 1 WEEK --------------------1 WEEK --------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------

1 YEAR OF SER VIC E:
1 WEEK --------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------OVER 2 ANO UNOER 3 WEEKS
3 WEEKS -------------------------------OVER 3 AND UNDER * WEEKS

63
2
33
1
3
<11 »

2 YEARS OF SER VIC E:
1 WEEK ---------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------------OVER 3 AND UNDER A WEEKS

29
2
62
2
3
<111

A5
5
A7
~

3 YEARS OF SER VI C E:
1 WEEK ---------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------OVER 2 ANO UNDER 3 WEEKS
3 WEEKS -------------------------------OVER 3 ANO UNOER A WEEKS
A WEEKS --------------------------------

7
2
8ft
2
1
<111
2

9
3
83
~
1

A YEARS OF S E RV IC E:
1 WEEK ---------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------OVER 2 AND UNOER 3 WEEKS
3 WEEKS -------------------------------OVER 3 ANO UNOER A WEEKS
A WEEKS --------------------------------

5
3
8A
2
2
<11>
2

7
3
83
3

S e e f oo tn ot es

2A

ft
“

f
t

“

A

ft

ft

1
<11>

_

5
<111
85

80
18
-

ft

i
< m
< ii»

_

2
2
86

80
18
-

f
t

1
<11»
<111

“

at end o f ta b l e s .




18

19
1
77
< 11»
2
< ii»

f
t
< iD
92
2
2
(111

f
t

73
-

6
~

ft
2
88
-

6
-

83
13
-

87
13
~

(111
(111
95
2
i
< iii
2

1
1
91

6

<11 >
<11 1
96
3
1
(1 1 1
(1 1 )

(111
<111
9ft
2
i
< in
2

i
i
90
3
6

<11 1
<11 1
96
3
1
<11 1
(1 1 1

-

i
-

ft

3
<11 »
93
2
1
<11 >

”
_

_
87
13
-

Table B-5. Paid vacation provisions for full-time workers, Memphis, Tenn.—
Ark.—Miss., November 1979— Continued
O ffice w orkers

P r o d u c t i o n and r e l a t e d w o r k e r s
Item
A l l i nd u st ri es

M an u fa ct u ri n g

Nonmanufacturing

P u b l i c u t il i t i e s

A l l i n d u st ri es

M a n u f ac tu ri ng

N o n m an u f ac tu ri n g

P u b li c u ti li tie s

AMOUNT OF P A10 VACATION AFTER 13~
CONTINUEO
5 YEARS OF S E RV IC E:
1 WEEK ---------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------------OVER 3 AND UNDER < WEEKS
1
A WEEKS -------------------------------10

:
1 WEEK ---------------------------------2 WEEKS -------------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------------OVER 3 AND UNDER A WEEKS
A WEEKS -------------------------------OVER A ANO UNDER 5 WEEKS
5 WEEKS -------------------------------6 WEEKS -------------------------------years

of

YEARS OF SE R V IC E :
1 WEEK ---------------------------------2 WEEKS -------------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS -------------------------------OVER 3 AND UNDER A WEEKS
A WEEKS -------------------------------OVER A ANO UNDER 5 WEEKS
5 WEEKS -------------------------------6 WEEKS --------------------------------

2D YEARS OF SE R V IC E :
1 WEEK ---------------------------------2 WEEKS -------------------------------3 WEEKS -------------------------------OVER 3 AND UNDER A WEEKS
A WEEKS -------------------------------OVER A AND UNDER 5 WEEKS
5 WEEKS -------------------------------OVER 5 AND UNOER 6 WEEKS
6 WEEKS --------------------------------

(

i

i d

68
4
21
(11)
1

51
18
27
-

1
22

_

66
4
4

68
18
7

21

20

65
2
6
2
1

65
9
4
i

(11 )
16
3
65
a
ft
(id
2
1

13
3
65
3
10
4
i

(

i d

(
(

_

3

5

i d
i d

”

~

_

_

i
18
2
65
4
6
(
(

5
58
18
17
~
-

i d
i d

“

~
_

(11 )
10
(11 )
A1

6
1
A2

i
1A
AO

35
2
5
i

33
10
1

36
4
i
i

(

i d

_

9
23
43
(

4
22
37
28
-

i d

10
2
4

7

7A
2
22
(1 1 )
2

5A
(11)
39
7

(11)
15

21

76
2
5
(11)
2
(11)

(11)
11
~
79
2
6
(ii>
2
(11)

_

63
9
6
1
_
11
69
~
11
2
6
1
_

80
2
17
(1 1 )
(1 1 >

6A
13
23
“

(1 1 )
13

_

80
2
4
( i i )
(ii >
~

84
13
2
-

( i i )
ii
82
2
4
(ii >
(ii >
—

_

(

1

i
81
13
5

_

10

(1 1 )
8
48

6
36

9
52

1
1A

64
18
~
3

38
2
3
(1 1 )

A8
2
8
1

35
2
1
(1 1 )

70
13
2

(1 1 )
9
15

-

69
1
5
1
(1 1 )

77
7
5
6
2

3

_

i
1A
25

3
1

19

(11)
7
18

53
3
20
16
3

A2
1
11
4
i

See footnotes at end of tables.




(1 1 )

(11)

74
2
19
6
_

71
3
23
(11 )
3

s e r v ic e

12 YEARS OF SE R V IC E :
1 WEEK ---------------------------------2 WEEKS -------------------------------OVER 2 AND UNDER 3 WEEKS
3 WEEKS ------------------------------OVER 3 AND UNDER A WEEKS
A WEEKS ------------------------------OVER A AND UNDER 5 WEEKS
5 WEEKS ------------------------------6 WEEKS ------------------------------15

(11)

62
1
8
i
2

_
2
30
A3
“
19
7

i d

1
2

Table B-5. Paid vacation provisions for full-time workers, Memphis, Tenn.—
Ark.—Miss., November 1979— Continued
P r o d u c t i o n and r e l a t e d w o r k e r s

O ffice w orkers

Item
A l l i n d u st r ie s

AMOUNT OF PAID
CONTINUEO

M a n u f a c t u r in g

Nonmanufacturing

P u b l i c u t il i t i e s

4
19
1
31
~
3A
11

1
1A
25
~
29
1
19
4
5

3
1
15
3
51
16
9

A l l i n d u str ie s

M a n u fa c tu ri n g

N o n m a n u f a c tu r in g

P u b l i c u t il it i e s

VACATION AFTER 13~

25 YEARS OF SER V IC E :
1 WEEK --------------------------------2 WEEKS ------------------------------3 WEEKS ------------------------------OVER 3 AND UNDER A WEEKS
A WEEKS ------------------------------OVER A AND UNDER 5 WEEKS
5 WEEKS ------------------------------OVER 5 ANO UNDER 6 WEEKS
6 WEEKS ------------------------------33 YEARS OF SERV ICE :
1 W E E K ---------------------------------2 WEEKS -------------------------------3 WEEKS -------------------------------OVER 3 AND UNOER A WEEKS
A WEEKS -------------------------------OVER A AND UNOER 5 WEEKS
5 WEEKS -------------------------------OVER 5 AND UNOER 6 WEEKS
6 WEEKS -------------------------------MAXIMUM VACATION A V A IL AB LE :
1 WEEK -----------------------------------2 WEEKS ---------------------------------3 WEEKS ---------------------------------OVER 3 AND UNOER A WEEKS A WEEKS ---------------------------------OVER A AND UNDER 5 WEEKS 5 WEEKS ---------------------------------OVER 5 AND UNOER 6 WEEKS 6 UEEKS ---------------------------------OVER 6 AND UNDER 7 WEEKS -

(1 1 )
Q
22
t
33
(111
26
2

8

_

>
9
23

4
19

28
(1 1 )
24

29
28

_

1
12
26
28
1
20

in

18

_

( i n

~

31
20
2
17
_

i d

5

7
18

2
29

12
3
55
16
9

44
i
2A
1
5

23

_

t

(

27
20

_

i d

9
23

4
19

12
26

3
1

7
18

2
29

28

29

28

23

27
20

6

12
3
53
16
11

44

23

( i i

i

>

23
2
12

4

i

23
1
6
(

See fo o tn ot e s at end o f t a b le s .




(

2
29

3
1

4

2
i i

(11)
7
18
~
A6
1
21
1
4

20

i d

25
20
2

(ii i
9
15
51
1
22
1
1

(1 1 )
9
15

1
2
~
13
7
68
6
3

_

1
2

50
1
23
1
1

7
7
75
6
3

(1 1 >
9
15

1
2

53
1
22
1
2

7
7
68
6
9

Table B-6. Health, insurance, and pension plans for full-time workers, Memphis,

T e n n .— Ark. —Miss.,

P r o d u c t i o n and r e l a t e d w o r k e r s

November 1979

O ffice w orkers

Item
A l l i nd u st ri es

M a n u fa c t u r in g

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

Pu blic utilities

A l l in d u s t r i e s

M a n u f a c tu r i n g

No n m a n u fa ct u ri n g

P u b l i c u t il it i e s

PERCENT OF WORKERS
WORKERS ---------------------

1DD

100

100

100

100

100

100

100

I N ESTABLISHMENTS PR OV IO IN S AT
LEAST ONE OF THE BE N EF IT S
SHOWN PELOW 14-------------------------------------------

9ft

IDO

88

130

99

130

99

100

100
93

99
66

98
52

99
71

130
91

ALL

FULL-TINE

L I F E INSURANCE ----------------------------------------NONCONTRIPUTORY PLANS -----------------------

93
71

99
75

88
67

ACCIDENTAL DEATH AND
0 ISMEMBERMENT I N S U R A N C E --------------------NONCONTRIPUTORY PLANS -----------------------

81
62

R4
65

78
63

95
88

76
50

75
43

76
53

99
91

SICKNESS AND ACCIDENT INSURANCE
OR S IC K LEAVE OR POT H15-----------------------

79

89

71

80

96

86

99

96

56
AR

78
64

37
38

60
57

29
24

55
43

21
18

31
25

21

16

26

33

68

55

72

43

15

5

2*

26

19

5

23

44

LONG-TERM D I S A B I L I T Y
INSURANCE ------------------------------------------------NONCONTRIPUTORY PLANS -----------------------

21
15

13
10

29
19

31
31

48
23

42
22

50
23

63
57

H O S P I T A L I Z A T I O N INSURANCE ------------------NONCONTRIPUTORY PLANS -----------------------

90
59

9A
68

86
51

100
74

98
47

95
62

99
42

too
78

SUR6ICAL INSURANCE --------------------------------NONCONTRIPUTORY PLANS -----------------------

92
59

100
68

86
51

loo
74

99
47

100
62

99
42

100
78

MEDICAL INSURANCE ----------------------------------NONCONTRIPUTORY PLANS -----------------------

89
58

97
67

82
51

100
74

97
46

99
61

96
42

loo
78

MAJOR MEDICAL INSURANCE ----------------------NONCONTRIPUTORY PLANS -----------------------

85
51

91
58

80
A5

94
68

97
40

92
42

98
40

100
78

DENTAL INSURANCE ------------------------------------NONCONTRIPUTORY PLANS -----------------------

28
25

23
21

32
28

87
87

27
21

40
33

23
17

82
82

RETIREMENT PENS ION --------------------------------NONCONTRIPUTORY PLANS -----------------------

70
62

77
65

64
59

72
72

76
65

PI
62

75
67

74
74

SICKNE SS AND ACCIDENT
INSURANCE --------------------------------------------NONCONTRIPUTORY PLANS ------------------S ICK LEAVE (F U L L PAY AND NO
W AI TI NG PERIOO » --------------------------------S IC K LEAVE ( P A R T I A L PAY OR
W AI TI NG PE RI OD * ---------------------------------

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




21

Table B-7. Life insurance plans for full-time workers, Memphis, Tenn.—
Ark.—Miss., November 1979
P r o d u c t i o n and r e l a t e d w o r k e r s
A l l in d u s t r i e s

I te m

All
pla ns 1
6

TYPE

O ffice w orkers

M anuf a ct u r ing

Noncontributory
pl ans 16

All
pl ans 16

A l l in d u s tr ie s

Noncontributory
plans 1
6

All
plans 1
6

M a n u f a c tu ri n g

Noncontributory
pl ans 1
6

All
plans 1
6

N o n co nt r ibuto r y
plan s 1
6

OE PLAN * NO ANOUNT
OF INSURANCE

ALL FULL—TINF WORKERS ARE PROVIDED THE SANE
FLA T—
SUN DOLLAR ANOUNT:
PERCENT OF ALL F U L L - T IN E WORKERS17----------------------ANOUNT OF INSURANCE P R O V I D E D :18
N E » N -------------------------------------------------------------NED I A N ---------------------------------------------------------NIDOLE RANGE A50 PERCENT 1 --------------------NIOOLE RANGE ISO PERCENT) ---------------------

ANOUNT OF INSURANCE I S EASED ON A SCHEDULE
WHICH INDICATES A SPE C IF IE D DOLLAR ANOUNT OF
INSURANCE f o r a s p e c i f i e d l e n g t h of s e r v i c e :
PERCENT OF ALL F U L L - T IN E WORKERS17----------------------ANOUNT OF INSURANCE PROVIDEO 18 AFTER:
A NONTHS OF SERVI CE:
M E A N -------------------------------------------------------------NEOIAN ---------------------------------------------------------NIDOLE RANGE <50 PERCENT) --------------------NIDOLE RANGE ABO PERCFNT) --------------------1 YEAR OF SERVI CE:
b e a n -------------------------------------------------------------NEOIAN ---------------------------------------------------------NIOOLE RANGE <50 PERCENT) --------------------NIOOLE RANGE ( 8 0 PERCENT) --------------------5 YEARS OF SERVICE:
N E A N -------------------------------------------------------------NEOIAN ---------------------------------------------------------NIOOLE RANGE A 50 PERCENT) --------------------NIDOLE RANGE ( 8 0 PERCENT) --------------------t o y e a r s of s e r v i c e :
N E A N -------------------------------------------------------------NEOIAN ---------------------------------------------------------NIODLE RANGE <50 PERCENT) --------------------NIOOLE RANGE A 80 PERCENT) --------------------20 y e a r s of s e r v i c e :
N E A N -------------------------------------------------------------NEOIAN ---------------------------------------------------------NIDOLE RANGE A 50 P E R C E N T ) --------------------NIOOLE RANGE A 80 P E R C F N T ) ---------------------

63
*7,100
*5,000
*3,000-10,000
*1,500-13,000

2

SO

*8,000
*6,000
*4,500-12,000
*2,000-13,000

77
*6.503
*5.000
*2,500-10,000
*2 ,0 0 0 -1 3 ,0 0 0

2

2

30
*6,100
*5.003
* 5 , 0 0 0 - 6.300
*2.000-12.000

20
*7 .1 0 0
*5 .003
*5.0 0 0 -1 0 .0 0 0
*5,0 0 0 -1 2 .5 0 0

1

1

14

33
*4,603
*5,000
* 2 , 0 0 0 - 5,000
* 2 , 0 0 0 - 6,000

1

*5.600
*5.000
* 2 ,5 0 0 - 6.000
*2.000-12.500

2
'

*3,100
*4.300
* 1 , 0 0 0 - 5,0 0 0
* 1 , 0 0 0 - 5,3 0 0

*2,903
*1 ,0 0 3
* 1 , 0 0 0 - 5,0 0 0
* 1 ,0 0 0 - 5,000

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

(6 )
(6 )
(6 )
A6 )

A6 )
(6 )
(6 )
(6 )

A6)
A6 )
(6 )
(6 )

A6 )
(6)
(6)
(6)

-

*3,800
*4,003
* 1 , 5 0 0 - 5,300
* 1 , 5 0 0 - 5,000

*3,500
*3 ,0 0 3
* 1 ,5 0 0 - 5.000
* 1 .5 0 0 - 5,000

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

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

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

(6 )
A6 )
A6 )
A6 )

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

-

*9,900
*15,030
*1,500-15,000
*1,500-15,000

*10.603
*15,000
*1,500-15.000
*1.500-15.030

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

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

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

A6)
(6 )
(6 )
A6 )

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

*16,803
*15,000
*1 5 ,0 0 0 -2 0 ,0 0 0
*1 3 ,0 0 0 -2 0 ,0 0 0

*1 7.600
*2 0.003
*15.003-20.000
*15.000-20.000

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

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

(6)

(6 )
(6 )
(6 )

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

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

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

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

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

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

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

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

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

See f oo tn ote s at end o f t a b le s .




61
*7,300
*8.000
*3,000-10.000
*1 ,5 00-13.000

22

“

Table B-7. Life insurance plans for full-time workers, Memphis, Tenn.—
Ark.—Miss., November 1979— Continued
P r o d u c t i o n and r e l a t e d w o r k e r s
A ll industries

Item

Ail
pla ns 16

O ffice w orkers
A l l in d us tr ie s

M anuf ac tu r ing

N oncontributory
pl ans 16

All
pl ans 16

N oncontributory
plans 1
6

Ail
pl ans 1
6

M a n uf ac tu ri ng

Noncontributory
plan s 16

All
plans 1
6

N o n c o n tr ib u to r y
plans 1
6

TYPE OF PLAN A NO AMOUNT
OF INSURANCE—
CONTINUEO

ANOUNT OF INSURANCE I S RASEO ON A SCHEDULE
WHICH I N I I C A T E S A S P E C IF IE D OOLLAR ANOUNT OF
INSURANCE FOR A S P E C IF I E D ANOUNT OF EARNINGS:
PERCENT OF ALL F U L L - T I N E WORKERS17----------------ANOUNT OF INSURANCE PROVIOEO18 I F :
ANNUAL EARNINGS ARE * 5 , 0 3 3 :
M E A N -------------------------------------------------------MEDIAN ---------------------------------------------------MIDDLE RANGE <50 PERCENT I --------------MIDDLE RANGE <80 PERCENT) --------------ANNUAL EARNINGS ARE * 1 3 . 9 3 3 :
M E A N -------------------------------------------------------MEDIAN ---------------------------------------------------MIDDLE RANGE <50 PERCENT) --------------MIDDLE RANGE <80 PERCENT) --------------ANNUAL EARNINGS ARE * 1 5 . 3 3 3 :
M E A N --------------------------------------------------------MEDIAN ----------------------------------------------------MIDDLE RANGE <50 PERCENT) --------------NtOOLE RANGE <80 PERCENT) --------------ANNUAL EARNINGS ARE * 2 0 . 9 3 3 :
M E A N --------------------------------------------------------MEDIAN ----------------------------------------------------MIDDLE RANGE <50 PERCENT) --------------MIOOLE RANGE <80 PERCENT) ---------------

OF INSURANCE I S EXPRESSED AS A FACTOR OF
e a r n i n g s : 19
PERCENT OF ALL F U L L -T I M E WORKERS17-----------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE
AMOUNT OF I N S U R A N C E : 18
M E A N ---------------------------------------------------------MEDIAN -----------------------------------------------------MIDDLE RANGE <50 PERCENT) ---------------MIOOLE RANGE <80 PERCENT) ---------------PERCENT OF ALL F U L L -T I M E WORKERS COVEREO BY
PLANS NOT S P E C I F Y I N G A MAXIMUM AMOUNT OF
INSURANCE -------------------------------------------------------------PERCENT OF ALL F U L L -T I M E WORKERS COWERED BY
PLANS S P E C IF Y IN G A MAXIMUM AMOUNT OF
INSURANCE -------------------------------------------------------------S P E C IF IE D MAXIMUM AMOUNT OF IN S U R A N C E :18
M E A N ---------------------------------------------------------MEDIAN -----------------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) -----------------

7

7

3

4

22

11

26

19

* 9 .80D
*11.000
*5.000-12.500
*5.000-12.500

*10.903
<6 )
<A)
<6 )

*10.000
< A)
<A )
< A)

<61
(A *
<6 )
<A )

*8.500
*8.300
*5 .3 0 0 -1 1 .3 3 0
*5 .0 0 0 -1 2 .5 3 0

$6*990
*5,0 0 0
* 5 .0 0 0 - 8.000
*5.003-12.500

*8,303
*7,500
*7,000-12.593
*5.003-12.500

*8,700
*8.000
S A «000-12,500
*5 .0 00-12.500

*15.800
*12.503
*11.00 0 -2 2 .0 0 0
* 1 0 . 0 0 0 —2 2 . 0 0 0

$ 1 2 *9 0 9
<6 )
<A )
< A)

S I 1 *6 30
< A)
< A)
(A )

<A )
<6 )
<A )
<6 )

S1 7 * 603
*20.300
*10.000-22.030
*10.000-25.000

$14*103
*12.503
*1 3 .0 0 0 -1 5 .0 0 0
*1 0 .0 0 3 -2 5 .0 0 0

$16*399
*12,599
*13,00 3 -2 1 .0 0 3
*13.03 3 -3 0 .0 0 0

$ 1 5 *1 0 0
*12.500
*10.000-15,000
*10.003-30.000

*22.800
*20.000
*1 7.000-30.030
*15.0 0 0 -3 0 .0 0 0

*19.403
< A)
<A )
< A)

* 1 A.400
<61
<6 )
(A)

<A )
<A )
<A )
<6 )

*24,300
*22.800
*17.300-30,330
*15.000-30,330

*2 1.900
*1 7.009
*1 5 .0 0 0 -2 5 .3 0 0
*1 5 .0 0 0 -3 0 .0 0 0

*24,130
*21.000
*1 7 ,0 09-25.003
*17.0 0 3 -5 3 .0 3 0

$ 2 5 *3 00
*22.500
*17.0 0 0 -2 5 .0 0 0
*17.0 0 0 -5 0 ,0 0 0

*30.300
*30.000
* 2 2 . 5 0 0 —AO.ODO
*20.000-42.000

S25.A00
< A)
< A)
< A)

*21.600
<6 )
<61
<6>

<A )
<6*
<6 )
<6 )

*31.400
*30.000
*2 2 ,5 0 0 -4 0 .3 0 3
*2 0 .0 0 0 -4 2 ,3 9 0

* 2 7 , AOO
*22.503
*2 0 .0 0 3 -3 0 .0 0 0
*2 3 .0 0 3 -4 0 .0 0 0

*33,209
*25.003
* 2 2 , 5 0 0 - 3 0 . OOD
*22.50 3 -6 0 .3 0 0

$30*700
$ 2 5 *0 0 0
*22.500-30.000
*2 2.530—
AO.OOO

AMOUNT

annual

1.35
1.30
1 .0 0 -2 .0 0
1 .0 0 -2 .0 0

10

2
*53.403
<A )
<At
<6 )

9

1.20
1.00
1.00-1.00
1.00-2.30

10

1.58
2.00
1 .03-2.30
1 .33-2.30

5

1.37
1.00
1 .00-2.00
1 .00-2.00

7

13

5

2

<111

<11 )

<6 )
<6 )
<6>
<61

<6 )
<6 )
<6 )
(A )

3

3

*53.400
<A )
< A)
<A)

31

1.39
1.90
1.00-1.50
1 .00-2.03

29

2
*154.000
*103.000
*1 0 0 .030-100.300
*50 .3 0 0 -5 0 0 ,3 0 0

26

1.39
1.50
1.0 0 -1 .5 0
.5 0 -2 .3 0

35

1.42
1.30
1 .00-2.00
1.30-2.00

24

28

2

7

*156.103
*100.003
*87.500-103,000
*5 3 .000-503.000

*192.339
(A t
<6 )
(6)

1R

1.44
1.00
1.00-2.00
1.00-2.00

12

6
(6)
(At
<61
(6 1

AMOUNT OF
of

INSURANCE I S BASED ON SOME OTHER TYPE
plan:
PERCENT OF ALL F U L L -T I M E WORKERS17-----------------

13

ft

6

S e e fo o tn o te s at en d o f t a b l e s .




23

14

ft

1

1

Footnotes
Some of these standard footnotes m ay not apply to this bulletin.

1 Standard hours r e fle c t the w orkw eek fo r which em ployees re c e iv e
th eir regu la r stra igh t-tim e s a la rie s (ex clu sive o f pay for o v e rtim e at r e g ­
ular and/or prem iu m ra te s ), and the earnings correspon d to these w eekly
hours.
2 The mean is computed fo r each job by totalin g the earnings o f
all w ork ers and dividing by the number o f w o rk e rs .
The m edian d e s ig ­
nates position— h alf o f the w o rk ers r e c e iv e the same or m o re and h alf r e ­
ceive the same or less than the rate shown. The m iddle range is defined
by two rates of pay; a fourth o f the w o rk ers earn the same or less than
the low er o f these rates and a fourth earn the same or m o re than the
higher ra te.
3 Earnings data re la te only to w o rk e rs whose sex iden tification was
provided by the establishm ent.
4 Excludes prem iu m pay fo r o v e rtim e and for w ork on weekends,
holidays, and late shifts,
5 E stim ates fo r p eriods ending p r io r to 1976 re la te to men only fo r
skilled maintenance and unskilled plant w o rk e rs .
A ll other estim ates r e ­
late to men and women.
6 Data do not m eet publication c r it e r ia or data not availab le.
7 F o rm a lly established m inim um reg u la r stra igh t-tim e h irin g s a l­
a ries that are paid fo r standard w orkw eeks.
Data are presen ted fo r a ll
standard w orkw eeks com bined, and fo r the m ost common standard w o rk ­
weeks rep orted .
8 Excludes w o rk ers in s u b c le ric a l jobs such as m essen ger.
9 Includes a ll production and re la te d w o rk ers in establishm ents
cu rrently operating late sh ifts, and establishm ents whose fo rm a l p rovision s
cover late shifts, even though the establishm ents w e re not cu rren tly
operating late shifts.
1 L e s s than 0.05 percent.
0
1 L e s s than 0.5 percen t.
1
1 A ll com binations of fu ll and half days that add to the same amount;
2
for exam ple, the p roportion of w o rk e rs re c e iv in g a tota l o f 10 days
includes those with 10 fu ll days and no half days, 9 fu ll days and 2
half days, 8 fu ll days and 4 h a lf days, and so on. P ro p o rtio n s then
w ere cumulated.




1 Includes payments other than "len gth o f t im e , " such as p ercen tage
3
o f annual earnings or flat-su m paym ents, con verted to an equivalent tim e
basis; for exam ple, 2 percent of annual earnings was con sidered as 1 w eek 's
pay. P e rio d s of s e rv ic e are chosen a r b itr a r ily and do not n e c e s s a rily r e fle c t
individual p rovision s for p ro gressio n ; fo r exam p le, changes in proportions
at 10 y e a rs include changes between b and 10 y e a rs . E stim ates are cumula­
tiv e . Thus, the proportion e lig ib le fo r at least 3 w e e k s ' pay after 10 years
includes those elig ib le fo r at least 3 w ee k s ' pay after fe w e r y e a rs o f s e r v ic e .
1 E stim ates listed after type o f b en efit are fo r a ll plans fo r which
4
at lea st a part of the cost is borne by the em p lo yer.
"N on con tribu tory
plans" include only those financed e n tire ly by the em p lo yer. Excluded are
le g a lly requ ired plans, such as w o rk e rs ' d isa b ility com pensation, so cia l s e ­
cu rity, and ra ilro a d retirem en t.
1 Unduplicated total o f w o rk ers re c e iv in g sick lea ve or sickness and
5
accident insurance shown separately below . Sick lea ve plans are lim ite d to
those which defin itely establish at least the m inim um number o f days' pay
that each em ployee can expect. In fo rm a l sick lea ve allow ances determ in ed
on an individual basis are excluded.
1 E stim ates under " A l l plans" re la te to a ll plans fo r which at least
6
a part o f the cost is borne by the em p lo y e r. E stim ates under "N o n con trib ­
utory plans" include only those financed e n tire ly by the em p lo yer.
37 F o r " A ll in d u s trie s ," all fu ll-tim e production and re la ted w ork ers
or o ffic e w ork ers equal 100 percent.
F o r "M a n u fa ctu rin g ," a ll fu ll-tim e
production and related w ork ers or o ffic e w o rk e rs in m anufacturing equal 100
percent.
1
8 The mean amount is computed by m u ltiplyin g the number o f
w o rk ers provided insurance by the amount o f insurance p rovid ed , totaling
the products, and dividing the sum by the number o f w o rk e rs . The median
indicates that half of the w ork ers are p rovid ed an amount equal to or sm a ller
and half an amount equal to or la r g e r than the amount shown. M iddle
range (50 percent)— a fourth o f the w o rk e rs are p rovid ed an amount equjd to
or le s s than the sm a ller amount and a fourth are p rovid ed an amount equal
to or m ore than the la rg e r amount. M iddle range (80 percen t)— 10 percent of
the w o rk ers are provided an amount equal to or less than the s m a lle r
amount and 10 percent are provided an amount equal to or m o re than the
la r g e r amount.
1 A factor o f annual earnings is the number by which annual earnings
9
are m u ltip lied to determ ine the amount o f insurance provided. F o r exam ple,
a fa ctor o f 2 indicates that for annual earnings o f $10,000 the amount o f
insurance provided is $20,000.

Appendix A.
Scope and Method
of Survey
In each o f the 72 1 areas cu rren tly surveyed, the Bureau obtains
w ages and rela ted ben efits data fro m represen tative establishm ents within
six broad industry d ivision s: M anufacturing; transportation, com m unication,
and oth er public u tilitie s ; w h olesale trade; r e ta il trade; finance, insurance,
and re a l estate; and s e r v ic e s . Governm ent operations and the construction
and e x tra c tiv e in du stries are excluded. Establishm ents having fe w e r than a
p re s c r ib e d num ber o f w o rk e rs are also excluded because o f in su fficient
em ploym ent in the occupations studied. Appendix table 1 shows the number
o f establish m en ts and w o rk e rs estim ated to be within the scope o f this
su rvey , as w e ll as the num ber actually studied.
B ureau fie ld re p resen ta tives obtain data by p erson al v is its at 3 -y e a r
in te rv a ls . In each o f the tw o in terven in g y e a rs , inform ation on em ploym ent
and occupational earn in gs only is co llected by a combination of p erson al
v is it , m a il qu estion n a ire, and telephone in terview fro m establishm ents
p a rticip a tin g in the p reviou s su rvey.

A sam ple o f the establishm ents in the scope o f the su rvey is
s e le c te d fo r study p r io r to each person al v is it survey.
This sam ple, less
establish m en ts which go out o f business o r are no lon ger within the indu strial
scope o f the su rv e y , is retain ed fo r the follow in g two annual su rveys. In
m ost ca ses, establish m en ts new to the area are not considered in the scope
o f the su rvey until the selectio n o f a sample fo r a p erson al v is it su rvey.
The sam pling p roced u res in volve detailed s tra tifica tio n o f all
establish m en ts within the scope o f an individual area su rvey by industry
and num ber o f em p lo y e e s .
F r o m this s tra tifie d u niverse a p rob ab ility
sam ple is s e le c te d , w ith each establishm ent having a p red eterm in ed chance
o f selectio n .
T o obtain optim um accuracy at m inim um cost, a g r e a te r
p ro p o rtio n o f la rg e than sm a ll establishm ents is selected.
When data are
com bined, each establish m en t is w eighted according to its p rob a b ility o f
s e le c tio n so that unbiased estim ates are generated. F o r exam p le, i f one
out o f fou r establish m en ts is sele c te d , it is given a weight o f 4 to rep resen t
it s e lf plus th re e o th ers.
An alternate of the same o rig in a l p ro b a b ility is
chosen in the sam e in d u s try -s iz e cla ssifica tio n if data are not available
fr o m the o r ig in a l sam ple m em b er. If no suitable substitute is ava ila b le,
additional w eight is assign ed to a sam ple m em b er that is s im ila r to the
m is s in g unit.

Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are
Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N.Y . In addition, the Bureau conducts more limited
area studies in approximately 100 areas at the request of the Employment Standards Administration of the
U. for FRASER
DigitizedS. Department of Labor.



Occupations and earnings
Occupations selected fo r study are common to a va riety of manufac­
turing and nonmanufacturing in d u stries, and are of the follow ing types: (1)
O ffic e c le r ic a l; (2) p ro fessio n a l and technical; (3) maintenance, toolroom ,
and powerplant; and (4) m a te ria l m ovem ent and custodial. Occupational
cla ssifica tio n is based on a uniform set o f job descriptions designed to take
account o f in terestablishm ent va ria tion in duties within the same job.
Occupations selected fo r study are lis te d and d escribed in appendix B.
Unless oth erw ise indicated, the earnings data follow ing the job titles
are fo r all industries combined. Earnings data fo r some of the occupations
lis te d and d escrib ed , o r fo r some industry divisions within the scope of the
su rvey, are not presented in the A - s e r ie s tables because either (1) em ploy­
ment in the occupation is too sm all to provid e enough data to m erit p resen ­
tation, o r (2) th ere is p o ssib ility o f disclosu re of individual establishment
data. Separate m en's and w om en's earnings data are not presented when the
number o f w ork ers not id en tified by sex is 20 percent or m ore of the men
o r women iden tified in an occupation. Earnings data not shown separately
fo r industry divisions are included in data fo r a ll industries combined.
L ik e w is e , fo r occupations with m ore than one le v e l, data are included in
the o v e r a ll c la ssifica tio n when a su bclassification is not shown or inform ation
to su b classify is not available.
Occupational em ploym ent and earnings data are shown fo r fu ll-tim e
w o rk e rs , i.e ., those h ired to w ork a regu la r w eekly schedule. Earnings
data exclude prem iu m pay fo r o v e rtim e and fo r w ork on weekends, holidays,
and late shifts.
Nonproduction bonuses are excluded, but co s t-o f-liv in g
allow ances and incentive bonuses are included. W eekly hours fo r office
c le r ic a l and p ro fessio n a l and tech n ical occupations r e fe r to the standard
w orkw eek (rounded to the n earest half hour) fo r which em ployees receive
reg u la r stra igh t-tim e s a la rie s (exclu sive of pay fo r overtim e at regular
and/or prem iu m ra tes). A v e ra g e w eek ly earnings fo r these occupations
are rounded to the n earest half d ollar. V e r tic a l lines within the distribution
o f w o rk ers on some A -ta b les indicate a change in the size of the class
in te rv a ls .
These surveys m easu re the le v e l o f occupational earnings in an area
at a p a rticu la r tim e . Com parisons o f individual occupational averages over
tim e m ay not r e fle c t expected wage changes. The averages fo r individual
jobs are affected by changes in wages and em ploym ent patterns. F o r example,
p roportion s of w ork ers em ployed by high- o r low -w age firm s may change,
o r high-w age w o rk e rs m ay advance to b etter jobs and be replaced by new
w o rk ers at lo w e r rates.
Such shifts in em ploym ent oould decrease an
occupational avera ge even though m ost establishm ents in an area increase
w ages during the y e a r. Changes in earnings of occupational groups, shown in
table A - 7, are b e tte r in d icators o f wage trends than are earnings changes fo r
individual jobs within the groups.

A v e ra g e earnings re fle c t com posite, areaw ide estim ates. Industries
and establishm ents d iffe r in pay le v e l and job staffin g, and thus contribute
d ifferen tly to the estim ates fo r each job.
P ay averages m ay fa il to re fle c t
accurately the w age d iffe re n tia l among jobs in individual establishm ents.

Skilled maintenanc
Continued
Mechanics (m otor vehicle)
P ip e fitte rs
Tool and die m akers

A v e ra g e pay le v e ls fo r men and women in selected occupations
should not be assumed to r e fle c t d ifferen ces in pay of the sexes within
individual establishm ents.
F a cto rs which may contribute to d ifferen ces
include p ro g re s s io n within established rate ranges (only the rates paid
incumbents a re collected ) and p erform a n ce of sp ecific duties within the
gen eral su rvey job d escrip tion s. Job d escription s used to c la s s ify em ployees
in these surveys usually a re m o re g e n e ra lize d than those used in individual
establishments and a llow fo r m in or d ifferen ces among establishm ents in
specific duties p e rfo rm ed .

U nskilled plant
Jan itors, p o rte rs , and
clea n ers
M a te ria l handling la b o re rs

Percent changes fo r individual areas in the p ro gra m a re computed
as fo llo w s:
1. A vera ge earnings a re computed fo r each occupation fo r
the 2 years being com pared. The a vera ges a re d erived
from earnings in those establishm ents which a re in the
survey both years; it is assum ed that em ploym ent
remains unchanged.

Occupational em ploym ent estim ates rep resen t the tota l in a ll esta b ­
lishments within the scope o f the study and not the number actually surveyed.
Because occupational structures among establishm ents d iffe r , estim ates o f
occupational em ploym ent obtained fro m the sam ple o f establishm ents studied
serve only to indicate the re la tiv e im portance o f the jobs studied.
These
d ifferen ces in occupational structure do not a ffect m a te ria lly the accu racy o f
the earnings data.

2.

Each occupation is assigned a weight based on its
proportionate em ploym ent in the occupational group in
the base year.

3.

These weights are used to compute group a vera g es.
Each occupation's avera ge earnings (com puted in step 1)
is m ultiplied by its w eight.
The products a re totaled
to obtain a group a verage.

4.

The ratio o f group a vera ges fo r 2 consecutive years is
computed by dividing the a v e ra g e fo r the current year
by the average fo r the e a r lie r y ea r.
The result—
expressed as a percent— less 100 is the percen t change.

Wage trends fo r selected occupational groups
The percen t in crea ses presented in table A -7 a re based on changes
in average hourly earnings o f men and women in establishm ents reportin g
the trend jobs in both the current and previou s year (matched establishm ents).
The data a re adjusted to rem o ve the effect on a vera ge earnings o f em p lo y ­
ment shifts among establishm ents and tu rn over of establishm ents included
in survey sam ples.
The percen t in c re a s e s , h ow ever, are s till affected by
factors other than w age in crea ses. H irin g s , la y o ffs , and tu rn over may
affect an establishm ent avera ge fo r an occupation when w o rk e rs a re paid
under plans providin g a range o f w age rates fo r individual jobs. In period s
o f increased h irin g, fo r exam ple, new em ployees m ay enter at the bottom
of the range, depressin g the a vera g e without a change in w age rates.

F o r a m ore detailed descrip tion o f the method used to compute
these w age trends
see "Im p rovin g A re a W age Survey In d e x e s ," Monthly
L ab or R e v ie w , January 1973, pp. 52-57.
A v e ra g e pay relationships within establishm ents
R ela tive m easures of occupational pay a re p resen ted in table A -8
fo r w h ite -c o lla r occupations and in table A -9 fo r b lu e -c o lla r occupations.
Th ese rela tive values re fle c t d ifferen ces in pay between occupations within
individual establishm ents. R ela tive pay values a re computed by dividing an
establishm ent's a verage earnings fo r an occupation being com pared by the
avera ge for another occupation (design ated as 100) and m ultiplying the
quotient by 100. F o r exam ple, if ja n itors in a fir m a vera g e $4 an hour and
fo r k lift op erators $5, fo rk lift o p era to rs have a r e la tiv e pay value o f 125
com pared with jan itors. ($5 -j- $4 = 1.25 x 100 = 125.)
In com bining the
re la tiv e s of the individual establishm ents to a r r iv e at an o v e r a ll a vera g e,
each establishment is considered to have as many r e la tiv e s as it has
w eighted w orkers in the two jobs being com pared.

The percen t changes re la te to w age changes between the indicated
dates. When the tim e span between su rveys is other than 12 months, annual
rates a re also shown. (It is assum ed that wages in crea se at a constant
rate between su rveys.)
Occupations used to compute wage trends are:
O ffic e c le r ic a l

E lectro n ic data processin g 2

S e creta ries
Stenographers, sen ior
Stenographers, gen era l
T y p is ts , cla sses A and B
F ile c le rk s , cla sses A ,
B, and C
M essen gers
Switchboard o p era to rs
O rd er c le rk s , cla sses
A and B
Accounting c le rk s ,
cla sses A and B
P a y r o ll clerk s
K ey entry o p e ra to rs ,
cla sses A and B

Com puter system s analysts,
cla sses A , B, and C
Computer p ro g ra m m e rs ,
cla sses A , B, and C

P ay relationships based on o v e r a ll a v e ra g e s m ay d iffe r con siderably
because of the varying contribution of high- and lo w -w a ge establishm ents to
the a vera ges. F o r exam ple, the o v e r a ll a v e ra g e hourly earnings fo r fo r k lift
op era tors may be 50 percent m o re than the a v e ra g e fo r jan itors because the
avera ge fo r fo rk lift operators m ay be stro n gly influenced by earnings in
high-w age establishments w hile the a v e ra g e fo r jan itors m ay be stron gly
influenced by earnings in low -w age establishm ents. In such a case, the
intra-establishm ent relationship w ill indicate a much s m a lle r d ifferen ce in
earnings.

Industrial nurses
R e g is te re d industrial
nurses
Skilled maintenance
C arpenters
E le c tric ia n s
P ain ters
M achinists
M echanics (m ach in ery'

Establishm ent p ra ctices and supplem entary w age p rovision s

The incidence o f selected establishm ent p ra ctices and supplem entary
wage provision s is studied fo r fu ll-tim e production and rela ted w o rk ers and
o ffic e w ork ers.
Production and rela ted w o rk e rs (r e fe r r e d to h e re a fte r as
2
The earnings of computer operators are not included in the wage trend computation for this group.
production w orkers) include w orking s u p erviso rs and a ll n on su pervisory
A revised job description is being introduced in this survey which is not equivalent to the previous description.




26

w o rk e rs (including group lea d ers and tra in e e s ) engaged in fab rica tin g,
p ro c e s s in g , a ssem b lin g, in spection, re c e iv in g , storage, handling, pack­
ing, w arehousing, shipping, m aintenance, re p a ir, ja n ito ria l and guard s e r ­
v ic e s , product developm en t, a u x ilia ry production fo r plant's own use
(e .g ., p ow erplan t), and recordkeepin g and other s e rv ic e s c lo s e ly a s s o c i­
ated with the above production operations. (C a fe te ria and route w ork ers
a re excluded in m anufacturing industries but included in nonmanufacturing
in d u s trie s .) In finance and insurance, no w ork ers a re con sidered to be
production w o rk e rs . O ffic e w o rk e rs include working su p ervisors and a ll nons u p e rv is o ry w o rk e rs (including lead w ork ers and tra in e e s ) p erfo rm in g
c le r ic a l o r re la te d o ffic e functions in such departments as accounting,
a d v e rtis in g , purchasing, c o lle c tio n , cre d it, finance, le g a l, p a y ro ll, personnel,
s a le s , in d u strial re la tio n s , public rela tion s, execu tive, or transportation.
A d m in is tra tiv e , ex ecu tive, p ro fe s s io n a l, and p a rt-tim e em ployees as w e ll
as con stru ction w o rk e rs u tilize d as separate w ork fo rc e s are excluded fro m
both the production and o ffic e w o rk er catego ries.

w ritten fo rm o r established by custom ). H olidays are included even though
in a p a rticu la r y e a r they fa ll on a nonworkday and em ployees are not
granted another day off. P aid personal holiday plans, typ ically found in
the automobile and related in du stries, are included as paid holidays.

M inim um entrance s a la rie s (table B - l ) . Minimum entrance s a la ries
fo r o ffic e w o rk e rs re la te only to the establishm ents visited .
Because of the
optim um sam pling techniques used and the probability that la rg e esta b lish ­
m ents a re m o re lik e ly than sm a ll establishm ents to have fo rm a l entrance
ra tes above the s u b c le ric a l le v e l, the table is m ore rep resen ta tive of p o licies
in m edium and la r g e establishm ents.
(The " X 's " shown under standard
w e e k ly hours indicate that no m eaningful totals a re ap p licable.)

F o r tabulating vacation pay granted, a ll p rovision s are expressed
on a tim e b asis. Vacation pay calculated on other than a tim e basis is
con verted to its equivalent tim e p eriod . Tw o percent o f annual earnings,
fo r exam ple, is tabulated as 1 w eek 's vacation pay.

Shift d iffe re n tia ls — m anufacturing (table B -2 ). Data w e re co lle c te d
on p o lic ie s of m anufacturing establishm ents regarding pay d iffe re n tia ls fo r
production w o rk e rs on late shifts. Establishm ents con sid ered as having
p o lic ie s a re those which (1 ) have provision s in w ritin g co verin g the operation
o f late sh ifts, o r (2) have operated late shifts at any tim e during the 12
months p reced in g a su rvey.
When establishm ents have s e v e ra l d iffe re n tia ls
which v a r y by job, the d iffe re n tia l applying to the m a jo rity of the production
w o rk e rs is reco rd ed .
When establishm ents have d ifferen tia ls which apply
only to c e rta in hours of w ork , the d iffe re n tia l applying to the m a jo rity o f
the shift hours is record ed .
F o r purposes of this study, a late shift is eith er a second (even in g)
sh ift w hich ends at or near m idnight or a th ird (night) shift which starts at
or near m idnight.
D iffe re n tia ls fo r second and th ird shifts a re su m m arized sep a ra tely
fo r (1 ) estab lish m en t p o lic ie s (an establishm ent's d ifferen tia ls a re w eighted
by a ll production w o rk e rs in the establishm ent at the tim e of the su rvey)
and (2) e ffe c tiv e p ra c tic e s (an establishm ent's d ifferen tia ls a re w eighted by
production w o rk e rs em ployed on the sp ecified shift at the tim e o f the su rvey).
Scheduled w eek ly hours; paid holidays; paid vacations; and h ealth ,
insurance^ and pension plans.
P ro v is io n s which apply to a m a jo rity of the
production o r o ffic e w o rk e rs in an establishm ent a re con sid ered to apply to
a ll production o r o ffic e w o rk e rs in the establishm ent; a p ra c tic e or p ro v is io n
is c o n sid ered nonexistent when it applies to less than a m a jo rity .
H olidays;
vacation s; and health, in su ran ce, and pension plans are con sid ered applicable
to em p loyees c u rre n tly e lig ib le fo r the benefits as w e ll as to em ployees who
w ill even tu ally b ecom e e lig ib le .
Scheduled w e e k ly hours and days (table B -3 ). Scheduled w eek ly
hours and days r e fe r to the number of hours and days p er w eek which f u ll­
tim e fir s t (d a y) shift w o rk e rs a re expected to work, whether paid fo r at
s tra ig h t-tim e or o v e rtim e ra tes.
P a id holidays (ta b le B -4 ).
Holidays a re included i f w o rk e rs who
a re not re q u ire d to w o rk a re paid fo r the tim e o ff and those req u ired to
w o rk r e c e iv e p rem iu m pay o r com pensatory tim e off.
T h e y a re included
only i f they a re granted annually on a fo rm a l basis (p rovid ed fo r in




Data are tabulated to show the percent of w ork ers who (1) are
granted sp ecific numbers o f whole and half holidays and (2) are granted
sp ecified amounts o f total holiday tim e (whole and half holidays are
aggregated).
P a id vacations (table B - 5 ). Establishm ents report th eir method of
calculating vacation pay (tim e b asis, percent of annual earnings, flat-sum
paym ent, etc .) and the amount o f vacation pay granted. Only basic form al
plans are reported. Vacation bonuses, vacation -savin gs plans, and "extended"
o r "sa b b a tica l" benefits beyond basic plans are excluded.

A ls o , p rovision s a fte r each sp ecified length o f service are related
to a ll production o r o ffic e w o rk ers in an establishm ent rega rd less of length of
s e r v ic e . Vacation plans com m only provid e fo r a la r g e r amount of vacation
pay as s e r v ic e lengthens. Counts of production o r o ffic e w orkers by length
o f s e rv ic e w e re not obtained. The tabulations o f vacation pay granted
p resen t, th e r e fo r e , s ta tis tic a l m easu res of these provision s rather than
proportions of w ork ers actually re c e iv in g s p e c ific ben efits.
Health, insurance, and pension plans (tables B -6 and B - 7 ). Health,
insurance, and pension plans include plans fo r which the em ployer pays
eith er all o r part of the cost. The cost may be (1) underwritten by a
co m m e rc ia l insurance company o r nonprofit organ ization , (2) covered by a
union fund to which the em p lo y er has contributed, o r (3) borne d irectly by
the em p lo yer out of operating funds o r a fund set aside to cover the cost.
A plan is included even though a m a jo rity o f the em ployees in an establish­
ment do not choose to p articip ate in it because they are required to bear
part of its cost (provid ed the choice to particip ate is available or w ill
eventually becom e available to a m a jo rity ). L e g a lly requ ired plans such as
so c ia l secu rity, ra ilro a d re tire m e n t, w o r k e r s ' d isa b ility compensation, and
tem p o ra ry d isa b ility insurance 3 are excluded.

3
Temporary disability insurance which provides benefits to covered workers disabled by injury or illness
which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode
Island. Establishment plans which meet only the legal requirements are excluded from these data, but those
under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the
State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees
contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.
State fund financing; In California, only employees contribute to the State fund; in New Jersey,
employees and employers contribute; in New York, employees contribute up to a specified maximum
and employers pay the difference between the employees' share and the total contribution required.
Private plan financing: In California and New Jersey, employees cannot be required to contribute
more than they would if they were covered by the State fund; in New York, employees can agree
to contribute more if the State rules that the additional contribution is commensurate with the
benefit provided.
Federal legislation ( Railroad Unemployment insurance Act) provides temporary disability insurance benefits
to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers
bear the entire cost of the insurance.

L ife insurance includes fo rm a l plans providin g indem nity (usually
through an insurance p o lic y ) in case o f death o f the co vered w o rk er.
Inform ation is also p rovid ed in table B -7 on types o f life insurance plans
and the amount o f covera ge ip a ll industries combined and in manufacturing.
A ccid en tal death and dism em berm ent insurance is lim ited to plans
which provid e ben efit payments in case o f death o r loss o f lim b o r sight as a
d irect result o f an accident.
Sickness and accident insurance includes only those plans which
provide that p red eterm in ed cash payments be made d ire c tly to em ployees
who lose tim e fro m w ork because of illn ess o r in ju ry, e .g ., $ 50 a week
fo r up to 26 weeks o f disab ility.
Sick lea ve plans are lim ited to fo rm a l p la n s 4 which p rovide fo r
continuing an em p lo yee's pay during absence fro m w ork because of illn ess.
Data co llected distinguish between (1) plans which p rovide fu ll pay with no
waiting p erio d , and (2) plans which eith er provid e p a rtia l pay o r requ ire a
waiting p eriod .
L o n g -te rm d isab ility insurance plans provid e payments to totally
disabled em ployees upon the expiration o f th e ir paid sick leave and/or sick ­
ness and accident insurance, o r a fte r a p redeterm in ed p eriod o f disab ility
(typically 6 m onths). Paym ents are made until the end of the d isa b ility, a
maximum age, o r e lig ib ility fo r retirem en t b en efits. F u ll o r p a rtia l pay­
ments are alm ost always reduced by socia l secu rity, w o rk e rs ' d isability
compensation, and p riva te pension benefits payable to the disabled em ployee.
H osp italization , su rgica l, and m ed ical insurance plans reported
in these surveys provid e fu ll o r p a rtia l payment fo r basic s e rv ic e s rendered.
H ospitalization insurance covers hospital room and board and m ay co ver
other hospital expenses. S u rgical insurance covers su rgeon s' fee s . M ed ical
insurance co vers d o c to rs ' fees fo r hom e, o ffic e , o r hospital ca lls. Plans
re s tric te d to p o st-o p era tive m ed ical care o r a d o cto r's care fo r m inor
ailments at a w o rk e r's place o f em ploym ent are not considered to be
m edical insurance.
M a jo r m ed ica l insurance coverage applies to s e rv ic e s which go
beyond the basic s e rv ic e s co vered under h ospitalization, su rgica l, and
m edical insurance.
M a jo r m ed ica l insurance ty p ic a lly (1) requ ires that a
"ded u ctib le" (e .g ., $50) be m et b e fo re benefits begin, (2) has a coinsurance
feature that req u ires the insured to pay a portion (e .g ., 20 percen t) of
certain expenses, and (3) has a sp ecified d olla r m axim um o f benefits (e .g .,
$ 10, 000 a y e a r).
Dental insurance plans p rovid e norm al dental s e rv ic e ben efits,
usually fo r fillin g s , extraction s, and X -r a y s . Plans which p rovide benefits
only fo r o ra l su rg ery o r rep airin g accident damage are not reported.
R etirem en t pension plans provid e fo r regu la r payments to the
re tire e fo r life .
Included are d e fe rre d p ro fit-s h a rin g plans which p rovide
the option o f purchasing a life tim e annuity.

Labor-m anagem ent agreem ent coverage
The follow ing tabulation shows the p ercen t o f fu ll-tim e production
and o ffic e w orkers em ployed in establishm ents in the M emphis area in which
a union contract or contracts co vered a m a jo rity o f the w o rk ers in the
resp ective categories, Novem ber 1979:
Production and
related w o rk ers
A l l in du stries____________
M an ufacturing________
Nonmanufacturing____
Public u tilities____

O ffice w ork ers

58
84
35
87

11
9
12
72

An establishment is considered to have a con tract co verin g a ll
production o r office w ork ers if a m a jo rity o f such w o rk e rs is co v e re d by
a labor-m anagem ent agreem ent.
T h e re fo re , a ll other production o r o ffic e
w o rk ers are employed in establishm ents that eith er do not have la b o rm anagement contracts in effect, or have contracts that apply to fe w e r than
h alf of th eir production or o ffice w o rk ers.
E stim ates a re not n e c e s s a rily
rep resen ta tive of the extent to which a ll w o rk e rs in the area m ay be co vered
by the provisions of labor-m anagem ent agreem ents, because sm all esta b lish ­
ments are excluded and the industrial scope of the su rvey is lim ited.

Industrial com position in manufacturing
A lm o st tw o-fifth s of the w o rk ers within the scope of the su rvey in
the M emphis area w ere em ployed in manufacturing fir m s .
The follow in g
presents the m ajor industries as a p ercen t o f a ll m anufacturing:
Food and kindred products_____________________________________________
P ap er and allied products______________________________________________
M iscellaneous converted paper p ro d u c ts _________________________
Chem icals and allied products_________________________________________
M achinery, except e le c t r ic a l__________________________________________
F a rm and garden m a c h in e ry _______________________________________
Rubber and m iscellaneous plastics p ro d u c ts ________________________
T ir e s and inner tu b e s ______________________________________________
Furniture and fix t u r e s _________________________________________________
Household fu rn itu re_________________________________________________
F ab ricated m etal products_____________________________________________

19
12
7
10
10
5
7
6
6
6
6

This inform ation is based on estim ates of total em ploym ent d erived
fro m u n iverse m aterials com piled b e fo re actual survey.
P rop ortion s in
4
An establishment is considered as having a formal plan if it specifies at least the minimum number
various industry divisions m ay d iffe r fro m proportions based on the results
of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave
of the su rvey as shown in appendix table 1.
allowances determined on an individual basis are excluded.




Appendix table 1. Establishments and workers within scope of survey and number studied,
Memphis, Tenn.—Ark. —Miss., November 1979
W o r k e r s in e s ta b lis h m e n ts

N u m b e r o f e s ta b lis h m e n ts
M in im u m
e m p lo y m e n t
in e s ta b lis h ­
m en ts in scop e
o f stu d y

In d u s tr y d iv is io n 2

W ith in s c o p e o f stu d y
W ith in s c o p e
o f s tu d y 3

Studied
Stu d ied

T o ta l4
N u m ber

ALL

INDUSTRY

D I V I S I O N S

------- ------- —

T o ta l4

655

173

1 3 8 .4 1 4

103

8 2 .7 7 3

1 9 ,0 2 6

7 4 ,6 4 2

“

67
103

5 2 .3 0 3
8 6 , 111

38
62

3 8 .6 7 2
4 4 ,1 3 1

4 .5 3 7
1 4 .4 8 9

2 9 .7 2 5
4 4 ,9 1 7

53
50
50
50
50

66
91
147
41
84

28
14
24
13
27

1 8 ,1 0 3
1 0 .3 9 3
3 3 .1 4 2
9 , 291
1 5 .1 8 2

13
8
24
7
11

9 .9 4 5
<)
6
<6 1

2 ,2 9 2
<»
6
(6 »
<6 »
<»
6

1 2 .2 1 5
3 .6 1 0
1 5 .6 4 6
4 ,5 9 8
8 ,8 4 8

50

1 T h e M e m p h is S ta n d a rd M e t r o p o lit a n S ta t is t ic a l A r e a , as d e fin e d b y the O ffic e o f M a n a g e m e n t
and B u d g e t th ro u g h F e b r u a r y 1974, c o n s is ts o f S h e lb y and T ip to n C o u n ties, T e n n .; C r itte n d e n C ou n ty,
A r k . ; an d D e S o to C o u n ty , M is s .
T h e " w o r k e r s w ith in s c o p e o f stu d y " e s t im a t e s p r o v id e a r e a s o n a b ly
a c c u r a t e d e s c r ip t io n o f th e s i z e and c o m p o s it io n o f th e la b o r f o r c e in c lu d e d in th e s u r v e y .
E s t im a t e s
a r e n o t in te n d e d , h o w e v e r , f o r c o m p a r is o n w ith o th e r s t a t is t ic a l s e r ie s to m e a s u r e e m p lo y m e n t
t r e n d s o r l e v e l s s in c e (1 ) p la n n in g o f w a g e s u r v e y s r e q u ir e s e s ta b lis h m e n t d a ta c o m p ile d c o n s i d e r ­
a b ly in a d v a n c e o f th e p a y r o l l p e r io d s tu d ie d , and (2 ) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m the
s c o p e o f th e s u r v e y .
2 T h e 1972 e d it io n o f th e S ta n d a rd In d u s tr ia l C la s s ific a t io n M a n u a l w a s u s e d to c l a s s i f y
e s ta b lis h m e n ts b y in d u s t r y d iv is io n ^
A l l g o v e r n m e n t o p e r a tio n s a r e e x c lu d e d f r o m th e s c o p e o f
th e s u r v e y .
3 In c lu d e s a l l e s ta b lis h m e n ts w ith to t a l e m p lo y m e n t a t o r a b o ve th e m in im u m lim it a t io n . A l l
o u tle ts (w it h in th e a r e a ) o f c o m p a n ie s in in d u s tr ie s su ch as tr a d e , fin a n c e , auto r e p a i r s e r v i c e ,
an d m o t io n p ic t u r e t h e a t e r s a r e c o n s id e r e d as one e s ta b lis h m e n t.




F u ll-tim e
o ffic e w o rk e rs

226
42 9

-

MANUFACTURING -------------------------------------------------------------NONMANUFACTURING -------------------------------------------------------TR A N S PO R TA TIO N , COM M UNICATION. AND
OTHER P U P L IC U T I L I T I E S 5 -----------------------------------WHOLESALE TRADE
---------------------------------------------------R E T A IL TRADE
---------------------------------------------------------F IN A N C E , INSU RANCE. AND REAL ESTATE
------------S E R V IC E S 7 ------------------------------------------------------------------

P ercen t

F u ll- tim e
p r o d u c tio n and
r e la t e d w o r k e r s

(6 1
(6 1

4 In c lu d e s e x e c u t iv e , p r o fe s s io n a l, p a r t - t im e , s e a s o n a l, and o t h e r w o r k e r s e x c lu d e d f r o m
th e s e p a r a t e p r o d u c tio n an d o f f i c e c a t e g o r ie s .
5 A b b r e v ia t e d to " p u b lic u t i l i t i e s " in th e A - and B - s e r i e s t a b le s . T a x ic a b s and s e r v ic e s
in c id e n ta l to w a t e r t r a n s p o r t a t io n a r e e x c lu d e d .
M e m p h is ' e l e c t r i c and g a s u t ilit ie s a r e m u n ic ip a lly
o p e r a t e d and a r e e x c lu d e d b y d e fin it io n f r o m th e s c o p e o f th e stu dy.
6 S e p a r a t e data f o r th is d iv is io n a r e n ot p r e s e n t e d in th e A - and B - s e r i e s ta b le s , but the
d iv is io n is r e p r e s e n t e d in th e " a l l in d u s t r ie s " and "n o n m a n u fa c tu r in g " e s t im a t e s .
7 H o te ls and m o t e ls ; la u n d r ie s and o th e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile
r e p a i r , r e n t a l, and p a r k in g ; m o tio n p ic t u r e s ; n o n p r o fit m e m b e r s h ip o r g a n iz a t io n s (e x c lu d in g r e lig io u s
and c h a r it a b le o r g a n iz a t io n s ); and e n g in e e r in g and a r c h it e c t u r a l s e r v i c e s .

29




Appendix B.
Occupational
Descriptions
The p r im a r y purpose of preparing job descriptions fo r the
B u reau 's wage su rveys is to a s s is t its fie ld rep resen tatives in cla ssifyin g
into ap p rop ria te occupations w o rk ers who a re em ployed under a v a r ie ty
o f p a y ro ll title s and d iffe re n t w ork arrangem ents fr o m establishm ent
to establishm ent and fr o m a r e a
to area. This perm its grouping
occupational wage rates rep resen tin g com parable job content. Because
o f this em phasis on in terestablish m en t and in tera rea com parability
o f occupational content, the B ureau's job descriptions m ay d iffe r s ig ­
n ifica n tly fro m those in use in individual establishm ents o r those p r e ­
p ared fo r oth er pu rposes.
In applying these job d escrip tion s, the
B u reau 's fie ld re p re s e n ta tiv e s a re instructed to exclude working su per­
v is o r s ; ap p ren tices; and p a rt-tim e , tem p o ra ry, and probationary w o rk ers.
Handicapped w o rk e rs whose earnings are reduced because o f th eir
handicap are also excluded. L e a rn e rs , begin n ers, and tra in e e s , unless
s p e c ific a lly included in the job description , are excluded.

Office
S E C R E T A R Y — Continued

SECRETARY

E xclusions— Continued

A ssig n ed as a p erso n a l s e c re ta ry , n orm ally to one individual.
M aintains a close and h igh ly resp on sive relationship to the d ay-to-d ay a c tiv ­
itie s o f the s u p e rv is o r. W orks fa ir ly independently receivin g a m inim um of
d eta iled su p ervisio n and guidance. P e r fo r m s va rie d c le r ic a l and s e c re ta ria l
duties re q u irin g a know ledge o f o ffic e routine and understanding o f the
org a n iza tio n , p ro g ra m s , and p roced u res related to the w ork o f the su p ervisor.

a. Position s which do not m eet the
describ ed above;

secreta ry concept

b. Stenographers not fu lly train ed in s e c re ta ria l-ty p e duties;
c. Stenographers servin g as o ffic e assistants to a group of p ro ­
fessio n a l, technical, o r m an agerial persons;
d.

E x clu sio n s. N ot a ll positions that a re titled "s e c r e t a r y " possess the
above c h a ra c te ris tic s .
E xam ples of positions which are excluded fro m the
d efin ition a re as fo llo w s :




"p e rs o n a l"

A ssista n t-typ e positions which entail m ore difficu lt or m ore r e ­
sponsible technical, a d m in istrative, or su p ervisory duties which
a re not typ ica l of s e c re ta ria l w ork, e.g., A dm in istrative A s s is t­
ant, or E xecu tive Assistan t;

L isted below a re s e v e ra l occupations fo r which re v is e d d escription s or titles a re being introduced
in this survey:
T ru c k d riv e r
S ecreta ry
Shipper and r e c e iv e r
K ey entry operator
(p re v io u s ly surveyed
Com puter operator
as shipping and
D ra fter
re c e iv in g clerk )
Stationary engineer
Guard
B o ile r tender
The Bureau has discontinued co llectin g data fo r tabulating-m achine operator, bookkeeping-m achine
o p era to r, and machine b ille r. W o rk ers p revio u sly c la s s ifie d as watchmen a re now c la s s ifie d as guards
under the re v is e d description.

31

S E C R E T A R Y — Continued

S E C R E T A R Y — Continued

Exclusions— Continued

C la ssifica tio n by L e v e l— Continued

e.

f.

P o sition s which do not fit any o f the situations lis te d in the
sections b elow title d ''L e v e l o f S u p erviso r, " e .g ., s e c re ta ry to the
p residen t o f a company that em p loys, in a ll, o v e r 5,000 persons;
T ra in e e s .

segment often involving as many as s e v e ra l hundred p erson s)
of a company that em ploys, in a ll, o v e r 25, 000 persons.
LS-^4

C la ssifica tio n by L e v e l
S e c re ta ry jobs which m eet the req u ired c h a ra c te ris tic s a re m atched
at one of fiv e le v e ls accordin g to (a ) the le v e l o f the s e c r e ta r y 's su p ervisor
within the com pany's organ ization al stru ctu re and, (b) the le v e l of the
s e c re ta r y 's resp o n sib ility.
The tabulation fo llow in g the explanations of these
two fa cto rs indicates the le v e l o f the s e c r e ta r y fo r each com bination of the
fa ctors.

a. S ecreta ry to the chairm an of the board or president of a company
that em ploys, in a ll, o v e r 100 but fe w e r than 5,000 person s; or
b. S ecreta ry to a corp orate o ffic e r (oth er than the chairm an of
the board or president) of a com pany that em ploys, in a ll,
over 5,000 but fe w e r than 25,000 person s; or
c.

S ecreta ry to the head, im m ed ia tely below the co rp o ra te o ffic e r
le v e l, of a m ajor segm ent or su bsidiary of a company that
em ploys, in a ll, over 25,000 persons.

L e v e l o f S e c re ta ry 's S u p ervisor (L S )
LS—1

a. S e c re ta ry to the su p e rv is o r o r head o f a sm a ll organ ization al
unit (e .g ., fe w e r than about 25 o r 30 p erson s); o r
b. S e c re ta ry to a n on su pervisory sta ff s p e c ia lis t, p ro fessio n a l
em p lo yee, ad m in istrative o ffic e r o r assistant, sk illed technician
o r exp ert.
(N O T E : M a n y com panies assign sten ograph ers,
rath er than s e c re ta rie s as d escrib ed above, to this le v e l o f
s u p erviso ry o r n on su pervisory w o rk e r.)

LS—
2

a. S e c re ta ry to an execu tive o r m a n a geria l person whose respon ­
s ib ility is not equivalent to one o f the s p e c ific le v e l situations in
the definition fo r LS—
3, but whose orga n iza tion a l unit n orm ally
num bers at least s e v e r a l dozen em p loyees and is usually divided
into organ ization al segm ents which are often , in turn, fu rth er
subdivided. In som e com panies, this le v e l includes a wide range
o f organ ization al echelons; in o th ers, only one o r two; or
b. S e c re ta ry to the head o f an individual plant, fa c to ry , e tc ., (o r
oth er equivalent le v e l o f o ffic ia l) that em p loys, in a ll, fe w e r
than 5,000 person s.

LS—3

a. S e c re ta ry to the chairm an o f the board o r presid en t o f a company
that em p loys, in a ll, fe w e r than 100 person s; o r
b. S e c re ta ry to a co rp o ra te o ffic e r (oth er than chairm an o f the
board or p resid en t) o f a company that em p loys, in a ll, o v e r 100
but fe w e r than 5, 000 p erson s; o r
c. S e c re ta ry to the head (im m ed ia tely b elow the o ffic e r le v e l) o v e r
e ith e r a m a jo r corp oratew id e functional a c tiv ity (e .g ., m arketin g,
re s e a rc h , op eration s, in d u strial rela tio n s, e tc .) o r a m a jo r
geograp h ic o r orga n iza tion a l segm ent (e .g ., a region a l headquar­
te r s ; a m a jo r d ivisio n ) o f a company that em p loys, in a ll,
o v e r 5,000 but fe w e r than 25,000 em p loyees; o r
d. S e c re ta ry to the head o f
(o r oth er equivalent le v e l
o v e r 5,000 person s; o r

L e v e l of S ec re ta ry 's R espon sibility (L R )

Th is factor evaluates the
the s e c r e ta r y and the su p erviso r,
expected to ex e rc is e in itiative and
at L R —1 o r L R — d escribed below
2

nature of the w ork relation sh ip between
and the extent to which the s e c re ta ry is
judgment. S e c re ta rie s should be m atched
accord in g to th e ir le v e l of resp on sib ility.

L R —1. P e rfo rm s va ried s e c r e ta r ia l duties including o r com parable
to m ost of the follow ing:
a.

Answ ers telephones,
coming m ail.

g re e ts

p erson al

c a lle r s ,

and

opens

b. Answ ers telephone requests which have standard an sw ers.
reply to requests by sending a fo r m le tte r.

in ­
M ay

c.

Review s correspondence, m em oranda, and rep o rts p rep ared by
others fo r the su p e rv is o r's signature to ensure p roced u ral and
typographical accuracy.

d.

Maintains su p ervisor's
instructed.

e.

Types,

an individual plant, fa c to ry , e tc.,
o f o ffic ia l) that em p loys, in a ll,

e. S e c re ta ry to the head o f a la r g e and im portant organ ization al s e g ­
m ent (e .g ., a m iddle m anagem ent su p e rv is o r o f an organ ization al




N O T E : The te rm "c o rp o ra te o ffic e r " used in the above LS d e f­
inition r e fe r s to those o fficia ls who have a sign ifican t corp oratew id e p o lic y ­
making ro le with reg a rd to m ajor company a c tiv itie s .
The title " v ic e
p re s id e n t," though n orm ally in dicative of this r o le , does not in a ll cases
id en tify such positions.
V ice presidents whose p rim a ry re s p o n s ib ility is to
act p erson ally on individual cases or transactions (e .g ., approve or deny
individual loan or cred it actions; adm in ister individual tru st accounts; d i­
re c tly supervise a c le r ic a l staff) a re not co n sid ered to be "c o rp o ra te
o ffic e r s " fo r purposes of applying the definition.

calendar

and

takes and tra n scrib es dictation ,

makes

appointments

and file s .

as

S E C R E T A R Y — Continued

STE N O G R A PH E R — Continued

L R - 2. P e r fo r m s duties described under L R — and, in addition p e r ­
1
fo rm s tasks req u irin g g re a te r judgment, in itia tive, and knowledge
of o ffic e functions including or com parable to m ost of the follow in g:
a. S creen s telephone and p erson al c a lle rs , determ ining which can
be handled by the su p e rv is o r's subordinates o r other o ffic e s .
b.

A n sw ers requ ests which requ ire a detailed knowledge o f o f­
fic e p roced u res o r collection of inform ation fro m file s or
oth er o ffic e s .
M ay sign routine correspondence in own or
s u p e rv is o r's name.

c.

C om p iles o r a ssists in com piling period ic reports on the basis
o f g e n e ra l in stru ction s.

d. Schedules ten tative appointments without p r io r clearan ce. A s ­
sem b les n e c e s s a ry background m a te ria l fo r scheduled m eetings.
M akes arran gem en ts fo r m eetings and conferences.
e.

E xplains s u p e rv is o r's requirem ents to other em ployees in super­
v is o r 's unit. (A ls o types, takes dictation, and file s .)

The fo llo w in g tabulation shows the le v e l o f the s e c re ta ry fo r each
LS and L R com bination:

L e v e l o f s e c r e ta r y 's
supe r v is o r

LS—
2
LS—
^
LS—
4.

Stenographer, G en era l. D ictation in volves a norm al routine vocabu­
la ry . M ay m aintain file s , keep sim ple re c o rd s , or p e rfo rm other re la tiv e ly
routine c le r ic a l tasks.
T R A N S C R IB IN G -M A C H IN E T Y P IS T
P r im a r y duty is to type copy o f v o ice record ed dictation which does
not in volve v a rie d technical o r sp ecia lized vocabulary such as that used in
le g a l b rie fs o r rep orts on scien tific resea rch . May also type from written
copy. M ay m aintain file s , keep sim ple rec o rd s , o r p e rfo rm other rela tively
routine c le r ic a l tasks.
(See Stenographer definition fo r w orkers involved
with shorthand dictation.)

L e v e l o f s e c re ta ry 's resp o n sib ility
T Y P IS T
LR—1

T .q -i

OR
P e r fo r m s stenographic duties requ iring significantly g rea ter in ­
dependence and resp o n sib ility than stenographer, gen eral, as evidenced by
the follow ing: W ork req u ires a high d egree o f stenographic speed and
accuracy; a thorough w orking knowledge o f gen eral business and o ffice p ro ­
cedure; and o f the sp e c ific business operations, organization, p olicies,
p roced u res, file s , w ork flow , etc. Uses this knowledge in-perform ing steno­
graphic duties and responsible c le r ic a l tasks such as maintaining fo llo w ­
up file s ; assem bling m a te ria l fo r rep o rts, m em oranda, and letters; com ­
posing sim ple le tte rs fro m gen era l instructions; reading and routing incoming
m a il; and answ ering routine questions, etc.

__

Class E

. __ _

Class C
Class B

L R -2
C lass
Class
Class
Class

D
C
B
A

STENO G RAPH ER
P r im a r y duty is to take dictation using shorthand, and to tra n scrib e
the dictation.
M ay also type fro m w ritten copy. M ay operate fro m a
sten ograph ic pool.
M ay o cca sio n a lly tra n scrib e fro m v o ic e record in gs (if
p r im a r y duty is tra n s c rib in g fro m reco rd in gs, see T ra n scrib in g-M a ch in e
T y p is t).
N O T E : This job is distinguished fro m that of a s e c re ta ry in that a
s e c r e ta r y n o rm a lly w orks in a confidential relationship w ith only one m anager
o r execu tive and p e rfo rm s m o re responsible and d iscretio n a ry tasks as
d e s c rib e d in the s e c r e ta r y job definition.

Uses a ty p e w rite r to make copies o f various m aterials o r to make
out b ills a fter calculations have been made by another person. May include
typing o f sten cils, m ats, o r s im ila r m a teria ls fo r use in duplicating
p ro c e s s e s .
M ay do c le r ic a l w ork in volvin g little sp ecial training, such
as keeping sim ple re c o rd s , filin g record s and rep orts, o r sorting and
distributing incom ing m a il.
Class A . P e r fo r m s one o r m o re o f the fo llo w in g: Typing m aterial
in final fo rm when it in volves combining m a te ria l fro m s e v e ra l sources; o r
resp o n sib ility fo r c o rre c t sp ellin g, syllabication , punctuation, etc., o f tech­
n ical o r unusual w ords o r fo re ig n language m a te ria l; o r planning layout
and typing o f com plicated sta tistica l tables to m aintain uniform ity and
balance in spacing. M ay type routine fo rm le tte rs , varyin g details to suit
ci r cumstance s .
Class B . P e r fo r m s one o r m ore o f the fo llo w in g : Copy typing from
rough o r c le a r drafts; o r routine typing o f fo rm s , insurance p o licies, etc.;
o r setting up sim p le standard tabulations; o r copying m ore com plex tables
alread y set up and spaced p ro p e rly .
F IL E C L E R K

Sten ograph er, S e n io r. D ictation in volves a va rie d technical o r sp e­
c ia liz e d voca b u la ry such as in le g a l b riefs or reports on scie n tific resea rch .
M ay also set up and m aintain file s , keep reco rd s, etc.




F ile s , c la s s ifie s , and re trie v e s m a te ria l in an established filin g
system . M ay p e rfo rm c le r ic a l and manual tasks requ ired to maintain file s .
P osition s are c la s s ifie d into le v e ls on the basis o f the follow ing definitions.

F IL E C L E R K — Continued

O R D E R C LE R K — Continued

C lass A . C la s s ifie s and indexes file m a te ria l such as corresp on d ­
ence, rep o rts, tech n ical docum ents, e tc ., in an established filin g system
containing a num ber o f v a r ie d subject m a tter file s .
M ay also file this
m a teria l. M ay keep re c o rd s o f variou s types in conjunction with the file s .
M ay lead a sm a ll group o f lo w e r le v e l file clerk s.

adequacy o f inform ation recorded; ascertain in g cre d it rating o f custom er;
furnishing custom er with acknowledgem ent o f receip t o f o rd e r; follow in g-u p
to see that o rd e r is d e liv e re d by the s p e c ifie d date o r to let cu stom er know
o f a delay in d eliv e ry ; m aintaining o r d e r file ; checking shipping in voice
against o rig in a l o rd er.

Class B . S o rts, codes, and file s u n classified m a te ria l by sim ple
(subject m a tte r) headings o r p a rtly c la s s ifie d m a te ria l by fin e r subheadings.
P re p a re s sim ple rela ted index and c r o s s -r e fe r e n c e aids. As requested,
locates c le a r ly id en tified m a te ria l in file s and forw a rd s m a te ria l. M ay p e r ­
fo rm related c le r ic a l tasks req u ired to m aintain and s e r v ic e file s .

Exclude w ork ers paid on a com m ission basis o r whose duties include
any of the fo llow in g: R eceivin g o rd ers fo r s e r v ic e s rath er than fo r m a te ria l
o r m erchandise; providin g custom ers with consultative ad vice using knowl­
edge gained from engineering or exten sive technical train in g; em phasizing
sellin g sk ills ; handling m a te ria l o r m erch an dise as an in te g ra l part of the job.

C lass C . P e r fo r m s routine filin g o f m a te ria l that has alread y been
c la s s ifie d o r which is e a s ily c la s s ifie d in a sim ple s e r ia l c la ssifica tio n
system (e .g ., alphabetical, ch ro n o lo gica l, o r n u m e rica l).
As requested,
locates re a d ily availab le m a te ria l in file s and fo rw a rd s m a te ria l; and may
f ill out w ithdraw al ch arge. M ay p e r fo r m sim ple c le r ic a l and manual tasks
requ ired to m aintain and s e r v ic e file s .

Position s
definitions:

MESSENGER
P e r fo r m s variou s routine duties such as running erran d s, operating
m in or o ffic e m achines such as s e a le rs o r m a ile r s , opening and distributing
m a il) and oth er m in or c le r ic a l w ork. Exclude positions that req u ire operation
o f a m otor ve h ic le as a sign ifican t duty.

are

c la s s ifie d

into

le v e ls

accordin g

to

the

follow in g

Class A . Handles o rd ers that in vo lve making judgments such as
choosing which sp ecific product o r m a te r ia l fro m the establish m en t's product
lin es w ill satisfy the cu stom er's needs, o r d eterm in in g the p ric e to be quoted
when p ric in g involves m ore than m e r e ly r e fe r r in g to a p ric e lis t o r making
som e sim ple m athem atical calculations.
Class B . Handles o rd ers in volvin g item s which have re a d ily iden­
tifie d uses and applications. May r e fe r to a catalog, m an u factu rer's manual,
o r s im ila r document to insure that p ro p e r ite m is supplied o r to v e r ify
p ric e o f ord ered item .
AC C O U N TIN G C LE R K

S W ITC H B O AR D O P E R A T O R
O p erates a telephone sw itchboard o r console used with a p riva te
branch exchange (P B X ) system to re la y incom ing, outgoing, and in tra system
ca lls.
M ay p ro vid e in form ation to c a lle r s , re c o rd and tran sm it m essa ges,
keep re c o rd o f calls placed and to ll ch arges. B esid es operating a telephone
sw itchboard o r con sole, m ay also type o r p e r fo r m routine c le r ic a l w ork
(typing o r routine c le r ic a l w ork m ay occupy the m a jo r portion o f the w o r k e r 's
tim e, and is usually p e rfo rm e d w hile at the sw itchboard o r con sole). C h ief o r
lead op era tors in establishm ents em ployin g m o re than one o p era to r are
excluded. F o r atn o p e ra to r who also acts as a recep tio n ist, see Switchboard
Ope r ato r - Re ceptioni s t.
SW ITC H B O AR D O P E R A T O R -R E C E P T IO N IS T
A t a s in g le -p o s itio n telephone sw itchboard o r con sole, acts both as
am o p era to r— see Sw itchboard O p era to r— and as a recep tion ist. R ecep tio n ist's
w ork in volves such duties as g reetin g v is ito r s ; determ in in g nature o f v is it o r 's
business and p rovid in g appropriate in form ation ; r e fe r r in g v is ito r to appro­
p riate person in the orga n iza tion o r contacting that person by telephone and
arramging an appointment; keeping a lo g o f v is ito r s .
ORD ER C L E R K
R e c e iv e s w ritten o r v e rb a l cu s to m e rs ' purchase o rd e rs fo r m a te ria l
o r m erchandise fro m custom ers o r sales people.
W ork ty p ic a lly in volves
some com bination o f the fo llo w in g duties: Quoting p r ic e s ; d eterm in in g a v a ila ­
b ility o f o rd e re d item s and suggesting substitutes when n ec e s s a ry ; advising
expected d e liv e r y date and m ethod o f d e liv e r y ; reco rd in g o rd e r and custom er
inform ation on o r d e r sheets; checking o r d e r sheets fo r accu racy and




P e rfo rm s one o r m ore accounting c le r ic a l tasks such as posting to
re g is te r s and led g ers; recon cilin g bank accounts; v e r ify in g the in tern al con­
sisten cy, com pleteness, and m ath em atical accu racy o f accounting documents;
assigning p rescrib ed accounting distribu tion codes; exam ining and v e rify in g
fo r c le r ic a l accuracy various types o f re p o rts , lis ts , calcu lation s, posting,
etc.; o r p reparin g sim ple o r assistin g in p rep a rin g m o re com p licated journal
vou ch ers.
May w ork in eith er a manual o r automated accounting system .
The work requ ires a know ledge o f c le r ic a l methods and o ffic e
p ra c tic e s and procedures which re la te s to the c le r ic a l p ro c e s s in g and r e ­
cording o f transactions and accounting in form ation . W ith e x p e rie n c e , the
w o rk e r ty p ica lly becom es fa m ilia r with the bookkeeping and accounting term s
and procedu res used in the assigned w o rk , but is not requ ired to have a
knowledge o f the fo rm a l prin cip les o f bookkeeping and accounting.
Position s
definitions:

are

c la s s ifie d

into le v e ls

on the

basis o f the fo llow in g

Class A . Under gen eral su p ervisio n , p e rfo rm s accounting c le r ic a l
operations which requ ire the application o f ex p erien ce and judgm ent, fo r
exam p le, c le r ic a lly p rocessin g com p licated o r n o n rep etitive accounting tra n s ­
actions, selectin g among a substantial v a r ie ty o f p re s c rib e d accounting codes
and cla s s ific a tio n s , o r tra cin g tran saction s through previou s accounting
actions to determ ine source of d isc re p a n c ie s .
M ay be assisted by one o r
m o re class B accounting clerk s.
Class B. Under close su p ervision , fo llo w in g d etailed instructions
and standardized proced u res, p e rfo rm s one o r m o re routine accounting
c le r ic a l operations, such as posting to le d g e rs , card s, or w orksh eets

C O M P U T E R SYSTEM S A N A L Y S T , BUSINESS— Continued

A C C O U N TIN G C L E R K — Continued
w here iden tification o f item s and locations of postings a re c le a r ly indicated;
checking accu racy and com pleteness of standardized and re p e titiv e reco rd s
or accounting docum ents; and coding documents using a few p res c rib e d
accounting codes.

Does not include em ployees p r im a rily responsible fo r the man­
agement o r supervision of other ele c tro n ic data processin g em ployees,
o r system s analysts p rim a r ily concerned with scien tific or engineering
p rob lem s.

P A Y R O LL CLERK
P e r fo r m s the c le r ic a l tasks n ecessary to process p a yro lls and to
m aintain p a y ro ll re c o rd s .
W ork in volves m ost of the follow ing:
P ro c e s s in g
w o rk e rs ' tim e or production re c o rd s ; adjusting w o rk ers' record s fo r changes
in w age ra te s , supplem entary ben efits, or tax deductions; editing p a y ro ll
listin gs against sou rce re c o rd s ; tracing and correctin g e r r o r s in listin gs;
and assistin g in prep aration of p eriod ic sum m ary p ayroll rep orts.
In a nonautomated p a y ro ll system , computes wages.
W ork may re q iiire a p ra ctica l
knowledge of govern m en tal regu lations, company payroll p olicy, or the
com puter system fo r p ro cessin g p ayrolls.
KEY E N TR Y O PERATOR
O perates k eyb o a rd -co n tro lled data entry device such as keypunch
m achine or k ey-o p era ted m agnetic tape or disk encoder to tra n scrib e
data into a fo r m suitable fo r com puter processing. W ork req u ires sk ill in
operating an alphanum eric keyboard and an understanding of tran scrib in g
procedu res and re le v a n t data en try equipment.
P osition s a re
definitions:

F o r wage study purposes, system s analysts are cla s s ifie d as follow s:
Class A . W orks independently o r under only gen eral direction on
com plex p roblem s in volvin g a ll phases of system s analysis. Prob lem s are
com plex because o f d iv e rs e sources o f input data and m u ltiple-u se req u ire­
m ents of output data.
(F o r exam ple, develops an integrated production
scheduling, inventory control, cost an alysis, and sales analysis record in
which e v e r y item o f each type is autom atically p ro cessed through the full
system o f record s and appropriate followup actions are initiated by the
com pu ter.) C onfers with persons concerned to determ ine the data processing
problem s and advises su b ject-m atter personnel on the im plications of new or
re v is e d system s o f data p rocessin g operations. Makes recom m endations, if
needed, fo r approval o f m a jo r system s installations o r changes and fo r
obtaining equipment.
M ay provid e functional d irection to lo w e r
who are assigned to assist.

c la s s ifie d into le v e ls on the basis of the follow in g
Class B. W orks independently or under only gen eral direction on
problem s that are re la tiv e ly uncom plicated to an alyze, plan, program , and
operate. P ro b le m s are o f lim ited com plexity because sources o f input data
are homogeneous and the output data are c lo s e ly related.
(F o r exam ple,
develops system s fo r m aintaining dep ositor accounts in a bank, maintaining
accounts receiva b le in a re ta il establishm ent, o r maintaining inventory
accounts in a manufacturing o r w h olesale establishm ent.) Confers with
persons concerned to determ ine the data p rocessin g problem s and advises
su b ject-m atter personnel on the im plication s o f the data processin g systems
to be applied.

C lass A . W ork req u ires the application of experience and judgment
in selectin g p roced u res to be fo llo w ed and in searching fo r , in terp retin g,
selectin g, or coding item s to be entered fro m a v a rie ty of source documents.
On occasion m ay also p e rfo rm routine work as described fo r class B.
NO TE:
Excluded a re operators above class A using the key entry
con trols to a c c e s s , read, and evaluate the substance of sp ecific reco rd s to
take substantive action s, or to make entries requiring a s im ila r le v e l of
knowledge.
C lass B.
W ork is routine and rep etitive. Under clo s e supervision
or follow in g sp e c ific p roced u res or detailed instructions, works fro m va rio u s
standardized sou rce documents which have been coded and req u ire little or no
selectin g, coding, or in terp retin g of data to be entered. R e fe rs to su p ervisor
prob lem s a ris in g fr o m erroneous item s, codes, or m issin g inform ation.

OR
W orks on a segm ent o f a com plex data processin g scheme or
system , as d escrib ed fo r class A . W orks independently on routine assign ­
ments and re c e iv e s instruction and guidance on com plex assignm ents. W ork
is review ed fo r accuracy o f judgm ent, com pliance with instructions, and to
insure p ro p er alignm ent with the o v e r a ll system .

Professional and Technical
C O M P U T E R SYSTEM S A N A L Y S T , BUSINESS

Class C . W orks under im m ediate su p ervision , ca rryin g out analyses
as assigned, usually o f a single a ctivity.
A ssignm ents are designed to
develop and expand p ra c tic a l ex p erien ce in the application of procedures and
sk ills requ ired fo r system s analysis w ork. F o r exam ple, may assist a higher
le v e l system s analyst by prep arin g the detailed specification s required by
p ro g ra m m e rs fro m in form ation developed by the higher le v e l analyst.

A n a lyzes business prob lem s to form u late procedures fo r solving
them by use of e le c tro n ic data p rocessin g equipment. D evelops a com plete
d escrip tio n of a ll sp ecifica tion s needed to enable p rogram m ers to p rep a re
req u ired d igital com puter p ro gra m s.
W ork involves m ost of the follow in g:
A n a lyzes su b ject-m a tter operations to be automated and id en tifies conditions
and c r ite r ia req u ired to ach ieve sa tisfa cto ry resu lts; sp ecifies number and
types of r e c o rd s , file s , and documents to be used; outlines actions to be
p e rfo rm e d by p erson n el and com puters in sufficient detail fo r presentation
to m anagem ent and fo r program m in g (ty p ica lly this involves prep aration of
w ork and data flo w ch a rts); coordinates the developm ent of test problem s and
particip ates in t r ia l runs of new and re v is e d system s; and recom m ends
equipment changes to obtain m o re e ffe c tiv e o v e ra ll operations.
(N O T E :
W ork ers p erfo rm in g both system s analysis and program m ing should be
c la s s ifie d as system s analysts if this is the sk ill used to d eterm in e th eir pay.)




le v e l system s analysts

C O M P U T E R PR O G R A M M E R , BUSINESS
Converts statem ents of business p ro b lem s, ty p ic a lly prepared by a
system s analyst, into a sequence of detailed instructions which are r e ­
qu ired to solve the p roblem s by autom atic data processin g equipment.
W orking fro m charts o r d iagram s, the p ro g ra m m e r develops the p r e ­
cise instructions which, when en tered into the com puter system in coded

35

C O M PU TE R P R O G R A M M E R , BUSINESS— Continued

C O M P U T E R PR O G R A M M E R , BUSINESS— Continued

language, cause the manipulation o f data to achieve desired results. W ork
in volves m ost o f the fo llo w in g : Applies knowledge o f com puter capa­
b ilitie s , m athem atics, lo gic em ployed by com puters, and particu lar sub­
ject m atter in volved to analyze charts and diagram s of the p rob lem to
be program m ed; develops sequence o f p ro gra m steps; w rites detailed flow
charts to show o rd e r in which data w ill be p rocessed ; converts these
charts to coded instructions fo r machine to follow ; tests and co rrects
p rogra m s; p rep a res instructions fo r operating personnel during production
run; an alyzes, re v ie w s , and alters program s to in crea se operating e f f i­
ciency o r adapt to new requ irem en ts; maintains record s of p ro gra m de­
velopm ent and revisio n s. (N O TE : W ork ers perform in g both system s anal­
ysis and p rogram m in g should be cla ssified as system s analysts i f this is
the sk ill used to determ ine th e ir pay.)
Does not include em ployees p rim a r ily responsible fo r the m an­
agement o r su pervision o f other e lectro n ic data processin g em p loyees,
or p rogra m m ers p rim a r ily concerned with scien tific and/or engineering
problem s.
F o r wage study purposes, p ro gra m m ers are c la s s ifie d

as

Class C . Makes p ra c tic a l applications o f p rogram m in g p ra ctices
and concepts usually learned in fo rm a l train in g cou rses. A ssignm ents
are designed to develop com petence in the application o f standard p r o ­
cedures to routine problem s. R e c e iv e s close su pervision on new aspects
o f assignm ents; and w ork is review ed to v e r ify its accuracy and conform ance
with requ ired procedu res.
CO M PUTER O PERATOR
In accordance with operating in stru ction s, m on itors and operates
the control console of a digital com puter to p ro c e s s data. Executes runs by
eith er s e ria l processin g (p ro cesses one p ro g ra m at a tim e ) o r m u lti­
p rocessin g (processes two or m ore p rogra m s sim ultaneously). The follow in g
duties ch a ra cterize the work of a com puter op erator:
- Studies
needed.

operating

- Loads equipment
paper, etc.).

follow s:

instructions
with

to

req u ired

determ ine
item s

equipment

(tapes,

card s,

setup
disks,

- Switches n ecessary a u x illia ry equipment into system .

Class A . W orks independently o r under only gen eral direction
on com plex p roblem s which requ ire com petence in all phases of p r o ­
gram m ing concepts and p ra c tic e s . W orking fro m diagram s and charts
which id en tify the nature o f d esired resu lts/ m ajor processin g steps to
be accom plished, and the relationships between various steps of the p rob ­
lem solving routine; plans the fu ll range o f program m in g actions needed
to e ffic ie n tly u tilize the com puter system in achieving d esired end products.

- Starts and operates com puter.
- Responds to operating and com puter output instructions.
- R eview s e r r o r m essages and m akes c o rrectio n s during operation
or r e fe rs problem s.

At this le v e l, program m in g is difficu lt because computer equip­
ment must be organ ized to produce s e v e ra l in terrela ted but d iverse p rod ­
ucts fro m numerous and d iv e rs e data elem ents. A wide v a rie ty and e x ­
tensive number of internal p ro cessin g actions must occur. This requ ires
such actions as developm ent o f common operations which can be r e ­
used, establishm ent of linkage points between operations, adjustments to
data when p ro g ra m requirem ents exceed com puter storage capacity, and
substantial manipulation and resequencing of data elem ents to fo rm a
highly integrated p rogram .
M ay provid e functional d irection to lo w e r le v e l p rogra m m ers who
are assigned to assist.
Class B . W orks independently o r under only gen eral d irection on
re la tiv e ly sim ple p ro gra m s, o r on sim ple segm ents o f com plex p rogra m s.
P ro g ra m s (o r segm ents) usually process inform ation to produce data in two
o r three v a rie d sequences or form ats. R eports and listin gs are produced by
refining, adapting, arra yin g, o r making m in or additions to or deletions fro m
input data which are rea d ily available. W hile numerous record s m ay be
p rocessed , the data have been refin ed in p r io r actions so that the accuracy
and sequencing o f data can be tested by using a few routine checks. T y p ic a lly ,
the p ro gra m deals with routine recordkeepin g operations.
OR
W orks on com plex p rogram s (as d escrib ed fo r class A ) under
close d irection o f a h igher le v e l p ro g ra m m e r o r su p ervisor. M ay assist
higher le v e l p ro g ra m m e r by independently p erform in g less d ifficu lt tasks
assigned, and p erfo rm in g m o re d ifficu lt tasks under fa ir ly close d irection .




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

- Maintains operating reco rd .
M ay test-ru n new or m od ified p ro g ra m s. M ay a s s is t in m odifying
system s or program s. The scope of this d efin ition includes train ees w orking
to becom e fu lly qu alified com puter op era to rs, fu lly qu alified com puter
op era tors, and lead operators p rovid in g tech n ical assistan ce to lo w er le v e l
operators. It excludes w orkers who m on itor and operate rem ote term in als.
Class A . In addition to w ork assignm ents d escrib ed fo r a class B
o p era tor (see b elow ) the work o f a class A o p era to r in vo lves at lea st one
of the following:
- Deviates fro m standard proced u res to avoid the loss of in fo r ­
mation o r to conserve com puter tim e even though the procedu res
applied m a te ria lly a lte r the com puter unit's production plans.
- Tests new p ro g ra m s , applications, and proced u res.
- A dvises p rogra m m ers
techniques.

and

su b ject-m a tter

on s e t u p

- A ssists in (1) m aintaining, m o d ifyin g, and developing operating
system s o r p rogram s; (2) developing operating instructions and
techniques to co ver p rob lem situations; and/or (3) switching to
em ergency backup p roced u res (such assistance req u ires a w orking
knowledge o f p rogram language, com puter featu res, and softw are
system s).
An op erator at this le v e l ty p ic a lly guides

36

exp erts

lo w e r

le v e l op era tors.

C O M P U T E R O P E R A T O R — Continued

C O M P U T E R D A T A L IB R A R IA N

Class B . In addition to established production runs, w ork assign ­
m ents include runs in volvin g new p ro gra m s, applications, and procedu res
(i.e ., situations which re q u ire the op erator to adapt to a v a rie ty of p rob lem s).
A t this le v e l, the o p e ra to r has the training and experience to w ork fa ir ly
independently in ca rry in g out m ost assignm ents. Assignm ents m ay requ ire
the o p era to r to s e le c t fr o m a v a rie ty o f standard setup and operating
p roced u res.
In responding to com puter output instructions or e r r o r con­
ditions, applies standard operating o r c o rre c tiv e p roced u res, but may
deviate fro m standard p roced u res when standard procedures fa il if deviation
does not m a te r ia lly a lte r the com puter unit's production plans. R e fe rs the
p ro b lem o r aborts the p ro g ra m when procedures applied do not provid e a
solution. M ay guide lo w e r le v e l op era tors.

Maintains lib r a r y o f m edia (tapes, disks, card s, cassettes) used
fo r automatic data p rocessin g applications.
The follow in g or s im ila r duties
c h a ra c te rize the w ork of a com puter data lib ra ria n : C lassifyin g, cataloging,
and storing m edia in accordance with a standardized system ; upon proper
requ ests, re le a s in g m edia fo r processin g; maintaining record s of relea ses
and returns; inspecting returned m edia fo r damage or excessive w ear to
determ in e whether or not they need replacing. M ay p e rfo rm m inor rep airs
to damaged tapes.

Class C . W ork assignm ents are lim ited to established production
runs (i.e ., p ro g ra m s which presen t few operating prob lem s). Assignm ents
m ay consist p r im a r ily o f on -th e-job training (som etim es augmented by
c la s s ro o m in stru ction ). When learning to run p rogram s, the su p erviso r o r a
h igh er le v e l o p e ra to r p ro vid es detailed w ritten o r o ra l guidance to the
o p e ra to r b e fo re and during the run. A fte r the operator has gained experien ce
with a p ro g ra m , h o w ever, the o p era tor works fa ir ly independently in
applying standard operatin g o r c o rre c tiv e . procedures in responding to
com puter output instru ctions o r e r r o r conditions, but r e fe rs p roblem s to a
h igh er le v e l o p e ra to r o r the su p ervisor when standard procedu res fa il.

O p erates p e rip h e ra l equipment w h i c h d ire c tly supports d igital
com puter op eration s. Such equipment is uniquely and s p e c ific a lly designed
fo r com puter ap p lication s, but need not be physically or e le c tro n ic a lly
connected to a com puter.
P r in te r s , p lo tters, card read/punches, tape
re a d e rs , tape units o r d r iv e s , disk units o r d riv e s , and data display units
are exam ples o f such equipm ent.
The fo llo w in g duties c h a ra c te rize the work of a p erip h era l equipment
op erator:
- Loadin g p rin te rs and plotters with c o rre c t paper; adjusting
con trols fo r fo r m s , thickness, tension, printing density, and
location ; and unloading hard copy.
- L a b e llin g tape r e e ls , disks, or card decks.
- Checking lab els and mounting and dismounting
r e e ls o r disks on sp e c ifie d units o r d rives.

designated tape

- Setting con trols w hich regulate operation of the equipment.
and e r r o r

indications and

- Exam ining ta p es, card s, o r other m a teria l fo r c re a s e s , te a rs ,
o r oth er defects w hich could cause processin g p roblem s.
This c la s s ific a tio n excludes w o rk ers (1) who m on itor and operate a
con trol console (see com pu ter o p e ra to r) o r a rem ote term in a l, o r (2) whose
duties a re lim ite d to operatin g d e c o lla te rs , b u rsters, sep a ra to rs, o r s im ila r
equipm ent.




P e r fo r m s drafting w ork requ irin g knowledge and skill in drafting
methods, p roced u res, and techniques.
P re p a re s drawings of structures,
m echanical and e le c tr ic a l equipment, piping and duct system s and other
s im ila r equipment, system s, and assem b lies.
Uses recogn ized system s of
sym bols, legen ds, shadings, and lines having sp ecific meanings in drawings.
Drawings are used to com m unicate engineering ideas, designs, and in fo rm a ­
tion in support of engineering functions.
The follow in g a re excluded when they constitute the p rim a ry purpose
of the job:
-

D esign w ork requ irin g the technical knowledge,
to con ceive or origin ate designs;

sk ill, and ability

- Illu stratin g w ork requiring a rtis tic ab ility;
- W ork involving t h e
preparation
arran gem en ts, flo o r plans, etc.;

P E R IP H E R A L E Q U IP M E N T O P E R A T O R

- O b servin g panel lights fo r warnings
taking ap p rop riate action.

D RAFTER

-

of

charts,

diagram s,

room

C artograph ic w ork involving the preparation of maps or plats
and rela ted m a te r ia ls , and drawings of g e o lo g ic a l structures; and

- S u p erviso ry w ork involving the managem ent of a drafting p rogram
o r the su pervision of d ra fters.
P osition s
definitions.

a re c la s s ifie d

into le v e ls on the basis of the follow ing

Class A . ^W orks c lo s e ly with design o rig in a to rs , preparing drawings
of unusual"^ com plex or o rig in a l designs which req u ire a high d egree of
p recisio n .
P e r fo r m s unusually d ifficu lt assignm ents requ irin g considerable
in itia tiv e , reso u rcefu ln ess, and drafting exp ertise. A ssu res that anticipated
p roblem s in m anufacture, assem b ly, in stallation , and operation a re resolved,
by the drawings produced.
E x e rc is e s independent judgment in selecting and
in terp retin g data based on a knowledge of the design intent. Although working
p r im a r ily as a d ra fte r, m ay occasion ally p e rfo rm engineering design work
in in terp retin g gen eral designs prep ared by others or in com pleting m issing
design details.
M ay provid e advice and guidance to lo w e r le v e l d rafters or
s e rv e as coord in ator and planner fo r la rg e and com plex drafting p rojects.
Class B.
P re p a re s com plete sets of com plex drawings which
include m u ltiple v ie w s , d etail draw ings, and assem b ly drawings. Drawings
include com plex design featu res that req u ire con siderable drafting sk ill to
v is u a lize and p ortray. A ssignm ents re g u la rly req u ire the use of m athem atical
form u las to compute w eigh ts, load ca p a cities, dim ensions, quantities of
m a te ria ls , etc.
W orking fro m sketches and v e rb a l inform ation supplied by
an engineer or d esign er, d eterm in es the m ost appropriate vie w s , detail
draw ings, and supplem entary in form ation needed to com plete assignm ents.
S elects req u ired in form ation fro m preceden ts, m anu factu rers' catalogs, and
tech n ical guides. Independently re s o lv e s m ost o f the problem s encountered.
S u p ervisor or d esign er m ay suggest methods o f approach or p rovide advice
on unusually d iffic u lt p roblem s.

D R A F T E R — Continued

E LE C TR O N IC S T E C H N IC IA N — Continued

N O T E : Exclude d ra fters p erfo rm in g w ork o f s im ila r d ifficu lty to
that d escrib ed at this le v e l but who p ro vid e support fo r a v a r ie ty of o rg a n i­
zations which have w id e ly d iffe rin g functions o r requ irem en ts.

frequent engineering changes.
W ork in vo lv e s : A detailed understanding of
the in terrelationships of circu its; e x e rc is in g independent judgment in p e r ­
form in g such tasks as making c irc u it an alyses, calculating w ave fo rm s ,
tracin g relationships in signal flow ; and re g u la rly using com plex text in ­
struments (e .g ., dual tra ce o s c illo s c o p e s , Q -m e te rs , deviation m e te rs ,
pulse gen erators).

Class C . P re p a re s variou s drawings o f parts and a ssem b lies,
including section al p r o file s , ir r e g u la r or r e v e r s e cu rv e s , hidden lin e s , and
sm all or in tric a te details.
W ork req u ires use o f m ost o f the conventional
drafting techniques and a w orking knowledge of the te rm s and p rocedu res of
the industry.
F a m ilia r o r re c u rrin g w ork is assigned in g en era l te rm s ;
un fam iliar assignm ents include in form ation on m eth ods, p roced u res, sources
of in form ation, and precedents to be follow ed . S im ple revisio n s to existing
drawings m ay be assigned with a v e rb a l explanation of the d e s ire d resu lts;
m o re com plex rev is io n s a re produced fr o m sketches which c le a r ly depict
the d es ire d product.
C lass D . P re p a re s draw ings of sim p le, e a s ily v is u a lize d parts or
equipment fr o m sketches o r m arked-up prints. Selects appropriate tem plates
and other equipment needed to com plete assignm ents.
D raw ings fit fa m ilia r
patterns and p resen t fe w tech n ical p rob lem s. S u p ervisor p rovid es detailed
instructions on new assignm ents, gives guidance when questions a r is e , and
review s com pleted w ork fo r accuracy.
C lass E.
W orking under clo s e su p ervision , tra c e s or copies
finished d ra w in g s, making c le a r ly indicated re v is io n s .
Uses appropriate
tem plates to draw cu rved lin es. Assign m en ts a re designed to develop
in creasin g s k ill in variou s drafting techniques. W ork is spot-checked during
p ro g ress and re v ie w e d upon com pletion.
N O T E : Exclude d r a f t e r s
p erfo rm in g elem en ta ry
re c e iv in g train in g in the m ost basic drafting methods.

tasks

w hile

E LE C T R O N IC S T E C H N IC IA N
W orks on variou s types of e le c tro n ic equipment and rela ted devices
by p erfo rm in g one o r a combination o f the follow in g: In stallin g, m aintaining,
rep airin g, overhau ling, troubleshooting, m odifyin g, constructing, and testing.
W ork req u ires p ra c tic a l application o f tech n ical knowledge, of electro n ics
prin cip les, a b ility to d eterm ine m alfunctions, and s k ill to put equipment in
requ ired operating condition.
The equipment— consisting o f e ith e r many d ifferen t kinds o f circu its
or m ultiple repetition o f the same kind o f circu it— in clu d es, but is not lim ited
—
to, the follow in g: (a) E le c tro n ic tran sm ittin g and re c e iv in g equipment (e.g .,
radar, radio, te le v is io n , telephone, sonar, navigational aid s), (b) d igita l and
analog com puters, and (c) industrial and m ed ica l m easuring and con trollin g
equipment.
Th is c la s s ific a tio n excludes re p a ire rs o f such standard ele c tro n ic
equipment as common o ffic e m achines and household radio and te le v is io n
sets; production a ssem b lers and te s te r s ; w o rk e rs whose p rim a ry duty is
servicin g e le c tro n ic te s t instrum ents; technicians who have adm in istrative
o r su p ervisory resp o n sib ility; and d ra fte rs , d esig n ers, and p ro fessio n a l
e n g in eers,
P o s itio n s
definitions:

are c la s s ifie d

into

le v e ls on the basis of the follow in g

C lass A . A p p lies advanced technical knowledge to solve unusually
com plex p rob lem s (i.e ., those that ty p ic a lly cannot be solved so le ly by
referen ce to m a n u factu rers' manuals o r s im ila r documents) in w orking on
electro n ic equipment. Exam ples o f such prob lem s include location and
density o f c irc u itry , e lectro m a g n etic radiation, isola tin g m alfunctions, and




W ork m ay be review ed by s u p erviso r (freq u en tly an engin eer or
d esign er) fo r gen eral com pliance with accepted p ra ctices.
M ay provid e
technical guidance to lo w er le v e l technicians.
Class B . A pplies com preh en sive tech n ical knowledge to so lve c o m ­
plex problem s (i.e ., those that ty p ic a lly can be solved s o le ly by p ro p e rly
in terp retin g m anufacturers' manuals or s im ila r docum ents) in w orking on
electro n ic equipment. W ork in volves: A fa m ilia r ity with the in te rre la tio n ­
ships o f circu its; and judgment in d eterm in in g w ork sequence and in selectin g
tools and testing instrum ents, usually le s s com plex that those used by the
class A technician.

R eceives technical guidance, as req u ired , fr o m su p erviso r o r higher
le v e l technician, and w ork is review ed fo r s p e c ific com plian ce with accepted
p ra ctices and work assignm ents.
M ay p ro vid e tech n ical guidance to lo w e r
le v e l technicians.
Class C. A pp lies working tech n ical knowledge to p e rfo rm sim p le or
routine tasks in working on ele c tro n ic equipm ent, fo llo w in g detailed in ­
structions which co ver v irtu a lly a ll p roced u res. W ork ty p ic a lly in vo lves such
tasks as: A ssistin g higher le v e l technicians by p erfo rm in g such a c tiv itie s as
rep lacin g components, w irin g c irc u its , and taking te s t read in gs; rep a irin g
sim ple electron ic equipment; and using tools and com m on test instrum ents
(e .g ., m u ltim e te rs , audio signal g e n e ra to rs , tube te s te r s , o s c illo s c o p e s ). Is
not req u ired to be fa m ilia r with the in terrela tio n sh ip s o f circ u its . This
knowledge, how ever, m ay be acqu ired through assignm ents designed to in ­
c re a s e com petence (including c la s s ro o m tra in in g) so that w o rk e r can advance
to higher le v e l technician.
R eceives technical guidance, as req u ired , fr o m s u p erviso r or higher
le v e l technician. W ork is typ ica lly spot-checked, but is given detailed re v ie w
when new or advanced assignm ents a re in volved.
R E G IS TE R E D IN D U S TR IA L NURSE
A re g is te re d nurse gives nursing s e r v ic e under g e n e ra l m ed ica l
d ire c tio n to ill or injured em ployees o r other p ersons who b ecom e i l l or
su ffer an accident on the p re m is e s o f a fa c to r y o r other establishm ent.
Duties in volve a com bination o f the fo llo w in g : G iving f ir s t aid to the i l l or
injured; attending to subsequent d re s s in g o f em p lo y ees' in ju rie s ; keeping
re c o rd s o f patients treated ; p rep arin g acciden t re p o rts fo r com pensation or
other purposes; assisting in ph ysical exam inations and health evaluations of
applicants and em p loyees; and planning and c a rry in g out p ro gra m s in volvin g

R E G IS TE R E D IN D U S T R IA L NURSE— Continued

M A IN T E N A N C E M A C H IN IS T— Continued

health education, accident p reven tion , evaluation of plant environm ent, o r
oth er a c tiv itie s a ffectin g the health, w e lfa re , and safety o f a ll personnel.
N u rsing su p e rv is o rs o r head nurses in establishm ents em ploying m ore than
one nurse a re excluded.

Maintenance, Toolroom, and Powerplant

m achine to o ls; shaping of m etal parts to clo se tolera n ces; making standard
shop computations rela tin g to dim ensions of w ork, tooling, feeds, and speeds
of m achining; knowledge of the w orking p rop erties of the common m etals;
selectin g standard m a te ria ls , p arts, and equipment requ ired fo r this work;
and fittin g and assem bling parts into m echanical equipment. In gen eral, the
m ach in ist's w ork n o rm a lly req u ires a rounded train in g in m achine-shop
p ra ctice usually acqu ired through a fo rm a l apprenticeship or equivalent
training and exp erien ce.

M A IN T E N A N C E C A R P E N T E R

M A IN T E N A N C E M E C H A N IC (M A C H IN E R Y )

P e r fo r m s the ca rp en try duties n e c e s s a ry to construct and m aintain
in good re p a ir building w oodw ork and equipment such as bins, c rib s , counters,
benches, p a rtitio n s, d o o rs, flo o r s , s ta irs , casings, and tr im made o f wood
in an establish m en t. W ork in vo lves m ost of the fo llo w in g : Planning and
layin g out o f w ork fr o m b lu ep rin ts, draw ings, m od els, o r v e rb a l instructions;
using a v a r ie ty o f c a rp e n te r's handtools, portable pow er to o ls , and standard
m easu rin g in stru m en ts; m aking standard shop computations relatin g to d i­
m ensions o f w ork ; and se le c tin g m a te ria ls n ecessa ry fo r the w ork. In gen ­
e r a l, the w o rk o f the m aintenance carpen ter requ ires rounded train in g and
ex p e rie n c e usually acqu ired through a fo rm a l apprenticeship o r equivalent
tra in in g and e x p e rie n c e .

R ep a irs m ach in ery or m echanical equipment o f an establishment.
W ork in volves m ost of the follow in g: Exam ining machines and m echanical
equipment to diagnose source of trouble; dism antling or partly dismantling
m achines and p erfo rm in g re p a irs that m ainly in volve the use of handtools in
scraping and fitting parts; replacin g broken or d efective parts with item s
obtained fr o m stock; ord erin g the production of a replacem ent part by a
machine shop or sending the machine to a m achine shop for m ajor rep a irs;
preparin g w ritten sp ecification s fo r m ajor re p a irs or fo r the production of
parts o rd e re d fro m machine shops; reassem b lin g m achines; and making a ll
n ecessa ry adjustments fo r operation.
In gen era l, the w ork o f a m achinery
m aintenance m echanic req u ires rounded training and experien ce usually
acqu ired through a fo rm a l apprenticeship or equivalent training and e x ­
perien ce.
Excluded fro m this c la s s ific a tio n a re w ork ers whose p rim a ry
duties in volve setting up or adjusting m achines.

M A IN T E N A N C E E L E C T R IC IA N
P e r fo r m s a v a r ie ty o f e le c tr ic a l trade functions such as the in ­
sta lla tion , m aintenance, o r r e p a ir of equipment fo r the gen eration , d is t r i­
bution, o r u tiliza tio n o f e le c t r ic en ergy in an establishm ent. W ork in volves
m ost o f the fo llo w in g : In sta llin g o r rep airin g any of a v a r ie ty o f e le c tr ic a l
equipm ent such as g e n e ra to rs , tra n s fo rm e rs , sw itchboards, c o n tro lle rs ,
c irc u it b re a k e rs , m o to rs , heating units, conduit system s, o r other tra n s ­
m is s io n equipm ent; w ork in g fr o m blueprints, draw ings, layouts, o r other
s p e c ific a tio n s ; loca tin g and diagnosing trouble in the e le c t r ic a l system o r
equipm ent; w ork in g standard computations relatin g to load requ irem ents o f
w irin g o r e le c t r ic a l equipm ent; and using a v a rie ty of e le c tric ia n 's handtools
and m easu rin g and testin g instrum ents. In gen era l, the w ork o f the m ain­
tenance e le c tr ic ia n re q u ire s rounded training and experien ce usually acquired
through a fo r m a l appren ticesh ip o r equivalent training and exp erien ce.

M A IN T E N A N C E M E C H A N IC (M O TO R V E H IC L E )
R ep airs autom obiles, buses, m otortru cks, and tra cto rs of an estab­
lishm ent.
W ork in volves m ost of the follow in g: Exam ining autom otive
equipment to diagnose source o f trou ble; d isassem blin g equipment and p e r ­
fo rm in g re p a irs that in vo lve the use o f such handtools as w renches, gauges,
d r ills , or s p e c ia lize d equipment in disassem blin g or fitting parts; replacing
broken or d efe c tiv e parts fr o m stock; grinding and adjusting va lves; r e ­
assem bling and in stallin g the variou s a ssem b lies in the veh icle and making
n ecessa ry adjustm ents; and aligning w h e e ls , adjusting brakes and lights, or
tightening body bolts.
In g en era l, the w ork o f the m otor veh icle maintenance
m echainc req u ires rounded train in g and exp erien ce usually acquired through
a fo rm a l apprenticeship or equivalent training and experien ce.
This c la s s ific a tio n d o e s not i n c l u d e
cu sto m ers' veh icles in autom obile re p a ir shops.

M A IN T E N A N C E P A IN T E R
Pain ts and re d e c o ra te s w a lls , woodwork, and fix tu res o f an estab ­
lish m en t. W ork in vo lves the fo llo w in g : Knowledge of su rface p e c u lia ritie s
and types o f paint req u ired fo r d ifferen t applications; p rep a rin g surface fo r
painting by rem ovin g old fin ish o r by placing putty o r f i l l e r in nail holes
and in te rs tic e s ; and applying paint with spray gun o r brush. M ay m ix c o lo rs ,
o ils , w hite lead , and oth er paint ingredients to obtain p ro p e r c o lo r o r con­
sisten cy. In g e n e ra l, the w ork o f the m aintenance painter req u ires rounded
tra in in g and ex p e rie n c e usually acqu ired through a fo rm a l apprenticeship o r
equ ivalent train in g and ex p e rie n c e .

who

rep a ir

M A IN T E N A N C E P IP E F IT T E R
In stalls or re p a irs w a te r, steam , gas, o r other types of pipe and
pipefittin gs in an establishm ent. W ork in volves m ost of the fo llo w in g : Laying
out w ork and m easu ring to lo ca te position of pipe fro m drawings or other
w ritten sp ecifica tion s; cutting variou s sizes of pipe to c o r r e c t lengths with
ch isel and ham m er or oxyacetylen e torch or pipe-cutting m achines; threading
pipe with stocks and d ies; bending pipe by hand-driven or p o w er-d riven
m achines; assem bling pipe with couplings and fastening pipe to hangers;
making standard shop computations rela tin g to p re s s u re s , flow , and size of
pipe requ ired ; and making standard tests to d eterm in e whether finished pipes
m eet sp ecifica tion s.
In g en era l, the w ork of the maintenance p ip efitter
req u ires rounded train in g and exp erien ce usually acqu ired through a fo rm a l
apprenticeship or equivalent train in g and exp erien ce.
W orkers p rim a rily
engaged in in stallin g and rep a irin g building sanitation or heating system s
a re excluded.

M A IN T E N A N C E M A C H IN IS T
P rod u ces rep la cem en t parts and new parts in m aking rep a irs of
m eta l parts o f m ech an ical equipment operated in an establishm ent. W ork in ­
v o lv e s m ost o f the fo llo w in g : In terp retin g w ritten instructions and s p e c ific a ­
tion s; planning and layin g out o f w ork; using a v a rie ty of m a ch in ist’ s handto o for FRASER
Digitized ls and p re c is io n m easu rin g instrum ents; setting up and operating standard



m echanics

39

M A IN T E N A N C E S H E E T -M E T A L W O R K E R

M A C H IN E -T O O L O PE R A TO R (TO O LR O O M )— Continued

F a b ric a te s , in s ta lls , and m aintains in good re p a ir the sh eet-m etal
equipment and fixtu res (such as machine guards, grea se pans, sh elves,
lo c k e rs , tanks, ve n tila to rs , chutes, ducts, m eta l ro o fin g ) o f an establishm ent.
W ork in volves m ost of the fo llo w in g : Planning and layin g out all types of
sh eet-m eta l m aintenance w ork fr o m blu eprints, m od els, o r other s p e c ific a ­
tions; setting up and operating a ll available types o f sh eet-m eta l w orking
m achines; using a v a rie ty o f handtools in cutting, bending, fo rm in g, shaping,
fittin g, and assem bling; and in stallin g sh eet-m eta l a rtic le s as requ ired. In
gen eral, the w ork of the m aintenance sh eet-m eta l w o rk e r requ ires rounded
training and exp erien ce usually acquired through a fo rm a l apprenticeship or
equivalent train in g and exp erien ce.

w ork of a m achine-tool operator (to o lro o m ) at the s k ill le v e l ca lled fo r in
this cla ssifica tio n requ ires extensive knowledge o f m achine-shop and t o o l­
room practice usually acquired through con sid erab le on -th e-job training and
experien ce.
F o r cross-in d u stry wage study p u rp o ses, this cla s s ific a tio n does not
include m achine-tool operators (to o lro o m ) em ployed in to o l and die jobbing
shops.
T O O L AND DIE M A K E R
Constructs and rep a irs jig s , fix tu re s , cutting to o ls , gauges, or
m etal dies or molds used in shaping or form in g m etal or nonm etallic
m a teria l (e .g ., plastic, plaster, rubber, g la s s ).
W ork ty p ic a lly in v o lv e s :
Planning and laying out work according to m od els, blueprints, draw ings, or
other w ritten or o ra l specification s; under standing the w orking p rop erties of
common metals and alloys; selectin g ap p ropriate m a te ria ls , to o ls , and
p ro cesses required to com plete task; making n e c e s s a ry shop computations;
setting up and operating various m achine tools and rela ted equipment; using
various tool and die m ak er's handtools and p re c is io n m easuring instrum ents;
working to v e ry close toleran ces; h ea t-trea tin g m etal parts and finished tools
and dies to achieve requ ired qu alities; fitting and assem blin g parts to p r e ­
scrib ed tolerances and allowances. In ge n e ra l, the to o l and die m a k er's
w ork requires rounded training in m achine-shop and to o lro o m p ra ctice
usually acquired through fo rm a l apprenticeship or equivalent training and
experien ce.

m il l w r ig h t

Installs new m achines o r heavy equipment, and dism antles and
in stalls m achines o r heavy equipment when changes in the plant layout are
required. W ork in volves m ost o f the fo llo w in g : Planning and laying out work;
in terp retin g blueprints o r other sp ecifica tion s; using a v a r ie ty o f handtools
and riggin g; making standard shop computations relatin g to s tre s s e s , strength
of m a te ria ls , and centers of g ra v ity ; aligning and balancing equipment;
selectin g standard to o ls , equipm ent, and parts to be used; and in stallin g and
m aintaining in good o rd e r p ow er tra n sm ission equipment such as d rives and
speed redu cers. In gen era l, the m illw rig h t's w ork n o rm a lly requ ires a
rounded train in g and exp erien ce in the trade acquired through a fo rm a l
apprenticeship o r equivalent train in g and exp erien ce.

F o r cross-in d u stry wage study purposes, this c la s s ific a tio n does not
include tool and die m akers who (1) a re em ployed in to o l and die jobbing
shops or (2) produce forgin g dies (d ie sin k ers).

M A IN T E N A N C E TRAD ES H E L P E R
A ssists one o r m ore w ork ers in the sk illed maintenance tra d es, by
p erfo rm in g sp e c ific or gen eral duties of le s s e r s k ill, such as keeping a
w o rk er supplied with m a teria ls and tools; cleaning w orking area , m achine,
and equipment; assistin g journeym an by holding m a teria ls or to o ls; and
p erfo rm in g other unskilled tasks as d irected by journeym an. The kind o f
w ork the h elp er is perm itted to p e rfo rm v a rie s fro m trade to trade: In
some trad es the h elp er is confined to supplying, liftin g , and holding m a teria ls
and to o ls , and cleaning w orking areas; and in others he is p erm itted to
p e rfo rm s p ecia lized machine operations, o r parts o f a trade that are also
p erfo rm ed by w o rk ers on a fu ll-tim e basis.

S T A T IO N A R Y ENGINEER
Operates and maintains one or m o re system s which provid e an
establishm ent with such s e rv ic e s as heat, a ir-con d ition in g (c o o l, hum idify,
dehum idify, filte r , and circu late a ir ), re fr ig e r a tio n , steam or h igh -tem p era ­
ture w ater, or e le c tric ity .
Duties in v o lv e : O bserving and in terp retin g
readings on gauges, m eters, and charts which r e g is te r variou s aspects of
the system 's operation; adjusting con trols to insure safe and e ffic ie n t o p era ­
tion of the system and to m eet demands fo r the s e r v ic e provided; record in g
in logs various aspects of the system 's operation; keeping the engines,
m achinery, and equipment of the system in good w orking o rd e r.
M ay d irect
and coordinate a ctivities of other w o rk ers (not stationary en g in eers) in p e r ­
form in g tasks d ire c tly related to operating and m aintaining the system or
system s.

M A C H IN E -T O O L O P E R A T O R (T O O LR O O M )
S p ecia lizes in operating one o r m ore than one type o f machine
tool (e .g ., jig b o r e r , grinding m achine, engine lathe, m illin g m achine) to
machine m etal fo r use in making o r m aintaining jig s , fix tu res, cutting to o ls,
gauges, or m eta l dies o r m olds used in shaping o r form in g m etal o r
nonm etallic m a te ria l (e .g ., p la s tic , p la s te r, rubber, gla s s ). W ork ty p ic a lly
in v o lv e s : Planning and p erfo rm in g d ifficu lt machining operations which
requ ire com plicated setups o r a high d egree o f accuracy; setting up machine
to o l o r tools (e .g ., in sta ll cutting tools and adjust guides, stops, w orking
ta b les, and other controls to handle the size of stock to be machined;
determ ine p ro p er feed s, speeds, toolin g, and operation sequence o r select
those p re s c rib e d in draw ings, blueprints, o r layouts); using a v a rie ty o f
p recisio n m easuring instrum ents; making n ecessa ry adjustments during
machining operation to achieve requ isite dim ensions to v e r y close to lera n ces.
May be requ ired to select p ro p e r coolants and cutting and lubricating o ils ,
to recogn ize when tools need d ressin g, and to dress tools. In gen era l, the




The cla ssifica tio n excludes head o r ch ief en gin eers in establishm ents
em ploying m ore than one engineer; w o rk ers req u ired to be sk illed in the
re p a ir of electron ic control equipment; and w o rk ers in establishm ents p r o ­
ducing e le c tric ity , steam , or heated o r cooled a ir p r im a r ily fo r sale.
B O IL E R TEND ER
Tends one or m ore b o ile rs to produce steam or h igh -tem peratu re
w ater fo r use in an establishm ent.
F ir e s b o ile r.
O bserves and in terp rets
readings on gauges, m eters, and charts which r e g is te r variou s aspects of
b o ile r operation. Adjusts controls to insure safe and e ffic ie n t b o ile r o p e ra ­
tion and to m eet demands fo r steam o r h igh -tem p eratu re w ater.
M ay also

40

B O IL E R T E N D E R — Continued

S H IP P E R AND R E C E IV E R — Continued

do one or m o re o f the fo llo w in g : M aintain a log in which variou s aspects
o f b o ile r operation a re rec o rd e d ; clean, o il, make m inor re p a irs o r a s sist
in re p a irs to b o ile r r o o m equipment; and, follow in g p re s c rib e d m ethods,
tre a t b o ile r w a te r with ch em ica ls and analyze b o ile r w ater fo r such things
as a cid ity , ca u sticity, and alkalin ity.

re c e ip ts , or other re c o rd s ; checking fo r damaged goods; insuring that
goods a re a p p ro p ria tely id en tified fo r routing to departments within the
establishm ent; prep arin g and keeping reco rd s of goods received .
F o r w age study purposes, w o rk ers a re c la s s ifie d as follow s:

The c la s s ific a tio n excludes w o rk ers in establishm ents producting
e le c tr ic ity , steam , or heated o r cooled a ir p rim a rily for sale.

Shipper
R e c e iv e r
Shipper and r e c e iv e r

Material Movement and Custodial

W AREH O USEM AN
T R U C K D R IV E R
A s d irected , p e rfo rm s a v a r ie ty of warehousing duties which require
an understanding of the establishm ent's storage plan.
W ork involves m ost
of the fo llo w in g : V e rify in g m a teria ls (o r m erchandise) against receivin g
documents, noting and rep ortin g discrep an cies and obvious dam ages; routing
m a teria ls to p re s c rib e d storage location s; storin g, stacking, or palletizing
m a teria ls in accordance with p re s c rib e d storage methods; rearranging and
taking in ven tory of stored m a te ria ls ; exam ining stored m aterials and r e ­
porting d e terio ra tio n and dam age; rem oving m a te ria l fro m storage and
preparin g it fo r shipment.
M ay operate hand or pow er trucks in perform ing
warehousing duties.

D riv e s a tru ck w ithin a city or industrial a rea to tran sp ort
m a te r ia ls , m erch an d ise, equipm ent, or w ork ers between variou s types of
establishm ents such as: M anufacturing plants, freigh t depots, w arehou ses,
w h olesa le and r e ta il establish m en ts, or between re ta il establishm ents and
cu s to m e rs ' houses o r places of business. M ay also load o r unload truck
with o r without h e lp e rs , m ake m in or m echanical re p a irs , and keep truck in
good w orkin g o rd e r.
S alesrou te and o v e r-th e -ro a d d riv e rs a re excluded.
F o r w age study p u rposes, tru ck d rivers are c la s s ifie d by type and
rated cap acity o f truck, as fo llo w s :
T r u c k d r iv e r , lig h t tru ck
(s tra ig h t truck, under IV 2 tons, usually 4 w h eels)
T r u c k d r iv e r , m edium truck
(s tra ig h t truck, IV 2 to 4 tons in clu sive, usually 6 w h eels)
T r u c k d r iv e r , heavy tru ck
(s tra ig h t truck, o v e r 4 tons, usually 10 w heels)
T r u c k d r iv e r , t r a c t o r - t r a ile r

Exclude w o rk ers whose p rim a ry duties in volve shipping and r e ­
ceivin g w ork (s e e Shipper and R e c e iv e r and Shipping P a c k e r), o rd er fillin g
(s e e O rder F il l e r ) , or operating pow er trucks (see P o w e r-T ru c k O perator).
ORDER F IL L E R
F ills shipping or tra n s fe r o rd ers fo r finished goods fro m stored
m erchandise in accordance with specification s on sales slips, cu stom ers'
o rd e rs , or other instructions.
M ay, in addition to fillin g orders and in ­
dicating item s fille d or om itted, keep reco rd s of outgoing o rd ers, requisition
additional stock or re p o rt short supplies to su p erviso r, and p e rfo rm other
rela ted duties.

S H IP P E R A N D R E C E IV E R
P e r fo r m s c le r ic a l and ph ysical tasks in connection with shipping
goods o f the establish m en t In which em ployed and r e c e iv in g incom ing
shipm ents.
In p e rfo rm in g d a y-to -d a y, routine tasks, fo llo w s established
gu id elin es.
In handling unusual nonroutine p rob lem s, re c e iv e s sp e c ific guid­
ance fr o m s u p e rv is o r or oth er o ffic ia ls .
M ay d irect and coordinate the
a c tiv itie s o f oth er w o rk e rs engaged in handling goods to be shipped or being
re c e iv e d .

S H IP P IN G P A C K E R
P re p a re s finished products fo r shipment or storage by placing them
in shipping con tain ers, the sp e c ific operations p erfo rm ed being dependent
upon the type, s iz e , and number o f units to be packed, the type of container
em ployed, and method of shipment.
W ork req u ires the placing of item s in
shipping containers and m ay in vo lve one or m ore of the fo llo w in g : Knowledge
of variou s item s o f stock in o rd e r to v e r ify content; selection of appropriate
type and s iz e of container; in sertin g enclosu res in container; using e x c e ls io r
or other m a te ria l to preven t breakage or dam age; closing and sealing
container; and applying labels or entering identifying data on container.
P a ck ers who also m ake wooden boxes or cra tes a re excluded.

Shippers ty p ic a lly a re respon sible fo r m ost of the follow in g:
V e r ify in g that o rd e rs a re a c c u ra te ly fille d by com paring item s and quantities
o f goods gath ered fo r shipm ent against documents; insuring that shipments
a re p r o p e rly packaged, id en tified with shipping inform ation, and loaded into
tra n sp ortin g v e h ic le s ; p rep arin g and keeping record s of goods shipped, e.g .,
m a n ifests, b ills o f lading.
R e c e iv e r s ty p ic a lly a re respon sible fo r m ost of the follow in g:
V e rify in g the c o rre c tn e s s of incom ing shipments by com paring item s and
quantities unloaded against b ills of lading, in voices, m a n ifests, storage




41

M A T E R IA L H A N D L IN G L A B O R E R

GU AR D — C ontinue d

A w o rk e r em ployed in a w areh ou se, m anufacturing plant, s to re , o r
other establishm ent whose duties in volve one o r m ore o f the fo llo w in g :
Loading and unloading va riou s m a te ria ls and m erch an dise on o r fro m freig h t
ca rs, tru ck s, o r oth er tran sp ortin g d evic e s ; unpacking, sh elvin g, o r placing
m a teria ls o r m erch an dise in p ro p e r storage location; and tran sportin g
m a teria ls o r m erch an dise by handtruck, ca r, o r w h eelb arrow .
Longshore
w o rk e rs , who load and unload ships, a re excluded.

Guards em ployed by establishm ents which p ro vid e p ro te c tiv e s e r ­
v ic e s on a contract basis are included in this occupation.

P O W E R -T R U C K O P E R A T O R
O perates a m anually co n tro lled g a so lin e- o r e le c tr ic -p o w e r e d truck
or tra c to r to tra n sp ort goods and m a te ria ls o f a ll kinds about a w arehou se,
manufacturing plant, o r oth er establishm ent.
F o r w age study p u rp oses, w o rk e rs a re c la s s ifie d by type o f p o w ertruck, as fo llo w s :
F o r k lift o p e ra to r
P o w e r-tru c k o p e ra to r (oth er than fo r k lift)

F o r wage study purposes, guards a re c la s s ifie d as follow s:
Class A . E nforces regulations designed to preven t breach es o f
secu rity.
E x ercises judgment and uses d is c re tio n in dealing with e m e r ­
gen cies and secu rity violation s encountered.
D eterm in es w hether fir s t
response should be to intervene d ire c tly (asking fo r assistan ce when deem ed
n e c e s s a ry and tim e a llo w s), to keep situation under su rv e illa n c e , o r to r e ­
port situation so that it can be handled by appropriate authority.
Duties
req u ire s p ecia lized training in methods and techniques o f p rotectin g secu rity
a rea s. Com m only, the guard is req u ired to dem onstrate continuing p h ysical
fitn ess and p ro ficien cy with fire a rm s o r oth er sp ecia l weapons.
Class B . C a rrie s out instru ctions p r im a r ily orien ted tow ard in ­
suring that em ergen cies and secu rity vio la tion s a re re a d ily d is c o v e re d and
rep o rted to appropriate authority. In terven es d ir e c tly only in situations which
re q u ire m in im al action to safeguard p ro p e rty o r p erson s.
Duties requ ire
m in im al training.
Com m only, the guard is not req u ired to dem onstrate
p h ysical fitn ess. May be arm ed, but g e n e ra lly is not req u ired to dem onstrate
p ro fic ie n c y in the use o f fire a rm s o r sp e c ia l weapons.
J A N IT O R , P O R T E R , OR C L E A N E R

GUARD
P r o te c ts p ro p e rty fr o m theft o r dam age, o r persons fr o m hazards
o r in te rfe re n c e . Duties in vo lve se rv in g at a fix ed post, making rounds on
foot o r by m o to r v e h ic le , o r esco rtin g persons o r p ro p erty . M ay be deputized
to make a r re s ts .
M ay also help v is ito r s and cu stom ers by answ ering
questions and givin g d irectio n s.




Cleans and keeps in an o r d e r ly condition fa c to ry w orkin g areas and
w a sh room s, or p rem ises o f an o ffic e , apartm ent house, o r c o m m e rc ia l or
oth er establishm ent. Duties in volve a com bination o f the fo llo w in g : Sweeping,
m opping o r scrubbing, and polishing flo o r s ; rem ovin g chips, tra sh , and other
refu se; dusting equipment, fu rn itu re, o r fix tu re s ; polishing m etal fixtu res o r
trim m in g s ; providing supplies and m in o r m aintenance s e r v ic e s ; and cleaning,
la v a to rie s , show ers, and re s tro o m s . W o rk e rs who s p e c ia liz e in window
washing are excluded.

Service Contract
Act Surveys
Th e fo llo w in g a re a s a re s u r ­
v e y ed p e r io d ic a lly fo r use in adm in ­
is te rin g the S e r v ic e C on tract A c t
o f 1965. S u rvey resu lts a re pub­
lish ed in r e le a s e s w hich a re a v a ila ­
b le, at no cost, w h ile supplies la st
fr o m any o f the BLS re g io n a l o ffic e s
shown on the back c o v e r.

A la s k a (sta tew id e)
A lbany, Ga.
Albuquerque, N. M ex.
A lex a n d ria —L e e s v ille , La.
Alpen a—
Standish—Taw as C ity, M ich.
Ann A r b o r , M ich.
A s h e v ille , N.C.
Augusta, Ga.—
S.C.
Austin, T ex .
B a k e rs fie ld , C a lif.
Baton Rouge, La.
B attle C reek , M ich.
Beaumont— o r t A rth u r— range
P
O
and Lak e C h a rle s , T e x .—La.
B ilo x i— u lfp ort and P ascagou la—
G
M oss P oin t, M iss.
Bingham ton, N. Y.
B irm in gh am , A la .
B loom ington— incennes, Ind.
V
B re m e rto n —
Shelton, Wash.
B runsw ick, Ga.
C ed ar Rapids, Iowa
Cham paign—
Urbana—Rantoul, 111.
C h a rleston — orth C h a rleston —
N
W a lte rb o ro , S.C.
C h a rlotte—
Gastonia, N .C .
C la r k s v ille — o p k in sville, Term.—Ky.
H
C olum bia—
Sum ter, S.C.
Colum bus, Ga.— la .
A
Colum bus, M iss.
Connecticut (sta tew id e)
D ecatu r, 111.
Des M oin es, Iowa
Dothan, A la .
Duluth— u p erior, Minn.—W is.
S
E l P a s o — la m o g o rd o —Las C ru ces,
A
T e x .—N. M ex.
Eugene— p rin g field — ed ford , O reg.
S
M




F a y e tte v ille , N.C.
F o r t Lauderdale— ollyw ood
H
and W est P a lm B each Boca Raton, F la.
F o r t Smith, A rk .—
Okla.
F o r t Wayne, Ind.
Gadsden and Anniston, A la.
G oldsboro, N.C.
Grand Island-H astings, Nebr.
Guam, T e r r it o r y of
H arrisb u rg—Lebanon, Pa.
K n oxville, Term.
La C ro s s e —
Sparta, W is.
Lared o, Tex.
Las Vegas—Tonopah, Nev.
Lexington-Fayette,. Ky.
Lim a, Ohio
L ittle Rock—
North L ittle Rock, A rk .
L o ra in — lyria , Ohio
E
L o w e r Eastern Shore, Md.—Va.—
Del.
Macon, Ga.
M adison, Wis.
M aine (statew ide)
M ansfield, Ohio
M cA llen — h ari^E din bu rg
P
and B row n sville— arlingen—
H
San Benito, Tex.
M eridian , M iss.
M iddlesex, Monmouth, and
Ocean Counties, N.J.
M ob ile—
Pensacola—Panam a C ity,
A la .—
Fla.
Montana (statew ide)
N ash ville—
Davidson, Tenn.
New Bern—
Jacksonville, N.C.
N ew Ham pshire (statew id e)
North Dakota ( statew ide)
N orthern New Y o rk
N orthw est Texas
Orlando, Fla.
Oxnard— im i V a lley-V en tu ra , C a lif.
S
P e o ria , III.
Phoenix, A riz .
P in e Bluff, Ark.
Pueblo, Colo.
P u erto R ico
Raleigh-D urham , N.C.
Reno, Nev.

R iv e rs id e —
San Bernardino—
Ontario, C alif.
Salina, Kans.
Salinas—
Seaside— onterey, C alif.
M
Sandusky, Ohio
Santa Barbara—
Santa M aria—
Lom poc, C a lif.
Savannah, Ga.
Selm a, A la.
Sherman—
Denison, Tex.
S hreveport, La.
South Dakota (statew ide)
Southeastern Massachusetts
Southern Idaho
Southwest V irg in ia
Spokane, Wash.
Sprin gfield, 111.
Stockton, C alif.
Tacom a, Wash.
Tam pa—
St. P etersb u rg, Fla.
Topeka, Kans.
Tucson—
Douglas, A r iz .
Tulsa, Okla.
Upper Peninsula, Mich.
V a lle jo — a ir fie ld —
F
Napa, C a lif.
V erm on t (statew ide)
V irg in Islands o f the U.S.
Waco and K ille e n —
Tem p le, T ex.
W aterloo— edar F a lls , Iowa
C
W est V irg in ia (statew ide)
W estern and N orthern
Mas sachus etts
W ichita F a lls —Lawton—
Altus,
T ex .—
Okla.
Yakim a— ic hland—
R
Kennew ick—
Pendleton, Wash.— reg.
O

A L S O A V A IL A B L E —
An annual rep ort on salaries for
accountants, auditors, ch ief account­
ants, attorneys, job analysts, d ir e c ­
to rs o f personnel, buyers, chemists,
engineers, engineering technicians,
d ra fters,
a n d c le r ic a l em ployees
is available.
O rder as BLS B u lle­
tin 2004, National Survey of P r o ­
fession al, Adm in istrative, Technical
and C le r ic a l Pay, March 1978, $2.40
a copy, fr o m any of the BLS r e ­
gional sales o ffices shown on the
back co v e r, or fro m the Superin­
tendent of Documents, U.S. G overn ­
ment P rin tin g O ffice, Washington,
D.C. 20402.




Area Wage
Surveys
A lis t o f the la te s t bulletins availab le is presented below. Bulletins
m ay be purchased fr o m any o f the BLS region a l o ffices shown on the back
c o v e r, or fr o m the Superintendent o f Documents, U.S. G overnm ent P rin tin g
O ffic e , Washington, D .C . 20402. M ake checks payable to Superintendent of
Docum ents.
A d ir e c to r y o f occupational w age surveys, co verin g the years
1970 through 1977, is a v a ila b le on request.

A rea
A kron, Ohio, D ec. 1978 ______________________________________
Alb an y— ch en ecta d y -T ro y , N .Y ., Sept. 1979________________
S
An ah eim —
Santa Ana— arden G ro ve,
G
C a lif., Oct. 1979______________________________________________
Atlanta, G a., M ay 1979________________________________________
B a ltim o re , M d., Aug. 1979____________________________________
B illin g s , Mont., July 1979____________________________________
B irm ingham , A la ., M a r. 1978________________________________
Boston, M ass., Aug. 1979_____________________________________
B uffalo, N .Y ., Oct. 19781_____________________________________
Canton, Ohio, M ay 1978_______________________________________
Chattanooga, Term.—
Ga., Sept. 1979__________________________
C h icago, 111., M ay 1979________________________________________
Cincinnati, Ohio—
Ky.—Ind., July 1979 1_____________________
C levela n d , Ohio, Sept. 1979___________________________________
Colum bus, Ohio, Oct. 1978 1__________________________________
Corpus C h ris ti, T e x ., July 1979 1____________________________
D allas— o r t W orth, T e x ., Oct. 1978 1
F
________________________
D aven p o rt-R o ck Island— olin e, Iow a—
M
111., Feb. 1979______
Dayton, Ohio, D ec. 1978 ______________________________________
Daytona Beach, F la ., Aug. 1979 1 ____________________________
D en ver— ou lder, C o lo ., D ec. 1978___________________________
B
D e tro it, M ich ., M ar. 1979 1___________________________________
F re s n o , C a lif., June 1979____________________________________
G a in e s v ille , F la ., Sept. 1979___________________ _____________
G ary-H am m on d— a st C h icago, Ind., Oct. 1979 1____________
E
G reen Bay, W is ., July 1979_____________ -____________________
G reen sb o ro — in ston -S alem — igh Point,
W
H
N .C ., Aug. 1979_______________________________________________
G r e e n v ille —
Spartanburg, S.C ., June 1979 1 ___________________
H a rtfo rd , Conn., M a r. 1979___________________________________
Houston, T e x ., A p r. 1979_____________________________________
H u n tsville, A la ., F eb . 1979____________________________________
Indianapolis, Ind., Oct. 1979__________________________________
Jackson, M is s ., Jan. 1979 1___________________________________
Jack son ville, F la ., D ec. 1978 ________________________________
Kansas C ity, M o .-K a n s ., Sept. 1978_________________________
L os A n g e le s —Long Beach, C a lif., Oct. 19781 _______________
L o u is v ille , Ky.—Ind., N ov. 1978______________________________
M em phis, Tenn.— rk .—M is s ., N ov. 1979 1__________________
A




B ulletin number
and p r ic e *
2025-63, $1.00
2050-46, $1.50
2050-48, $1.50
2050-20, $1.30
2050-42, $1.75
2050-43, $1.50
2025-15, 80 cents
2050-50, $1.75
2025-71, $1.30
2025-22, 70 cents
2050-39, $1.50
2050-21, $1.75
2050-28, $2.00
2050-47, $1.75
2025-59, $1.50
2050-33, $1.75
2025-52, $1.50
2050-10, $1.00
2025-66, $1.00
2050-41, $1.50
2025-68, $1.20
2050-7, $1.50
2050-25, $1.50
2050-45, $1.50
(To be surveyed)
2050-31, $1.50
2050-49,
2050-29,
2050-12,
2050-15,
2050-3,
2050-54,
2050-9,
2025-67,
2025-53,
2025-61,
2025-69,
2050-56,

$1.50
$1.75
$1.10
$1.30
$1.00
$2.25
$1.20
$1.00
$1.30
$1.50
$1.00
$2.25

A rea
M iam i, F la ., Oct. 1979________________________________________
M ilwaukee, W is., A p r. 1979__________________________________
M inneapolis—
St. Paul, Minn.—W is., Jan. 1979_______________
Nassau—
Suffolk, N. Y . , June 1979_____________________________
Newark, N.J., Jan. 1979______________________________________
New O rleans, La., Oct. 1979_________________________________
New York, N. Y.—N. J ., M ay 1979_____________________________
N orfolk — irg in ia Beach—
V
Portsm outh, Va.—
N .C ., M ay 1979 1 _________________________________________ *—
N orfolk —V irg in ia Beach—
Portsm outh and
N ew p ort News—
Hampton, Va.— .C ., M ay 1978---------------N
N ortheast Pennsylvania, Aug. 1979 1------------------------------Oklahoma C ity, O kla., Aug. 1979____________________________
Omaha, N ebr.—Iowa, Oct. 1979______ _________________________
P a terson — lifton— a ssa ic, N.J., June 1979________________
C
P
Philadelphia, P a .—
N.J., Nov. 1978 ___________________________
Pittsburgh, P a., Jan. 1979 1__________________________________
Portland, M aine, Dec. 1978 1 _________________________________
Portlan d, O reg.—Wash., M ay 1979____________________________
Poughkeepsie, N .Y ., June 1979_______________________________
Pou ghkeepsie—
Kingston—
Newburgh, N .Y ., June 1979_______
P ro v id e n c e — arw ick—
W
Pawtucket, R .I.—
M ass., June 1979 1 __________________________________________
Richmond, Va., June 1979____________________________________
St. Louis, M o.—111., M ar. 1979 1 _____________________________
Sacram ento, Calif.., Dec. 1978 _______________________________
Saginaw, M ich., Nov. 1979 1__________________________________
Salt Lake C ity—
Ogden, Utah, Nov. 1978 1 ____________________
San Antonio, T ex ., M ay 1979__________________________________
San D iego, C a lif., Nov. 1978__________________________________
San F ra n c is c o —
Oakland, C a lif., M ar. 1979__________________
San Jose, C a lif., M ar. 1979___________________________________
Seattle— v e re tt, Wash., Dec. 1978___________________________
E
South Bend, Ind., Aug. 1979 1_________________________________
T oledo, O h io-M ich., M ay 1979_______________________________
Trenton, N.J., Sept. 1979_____________________________________
Utica—Rom e, N .Y ., July 1978_________________________________
Washington, D .C .-M d .-V a ., M ar. 1979______________________
W ichita, K an s., A p r. 1979____________________________________
W o rc e s te r, M ass., A p r. 1979________________________________
York, P a ., Feb. 1979__________________________________________

Bulletin number
and p ric e *
2050-55,
2050-8,
2050-1,
2050-36,
2050-5,
2050-53,
2050-30,

$2.25
$1.30
$1.30
$1.75
$1.30
$2.25
$1.75

2050-22, $1.75
2025-21,
2050-32,
2050-37,
2050-51,
2050-26,
2025-54,
2050-11,
2025-70,
2050-27,
2050-34,
2050-35,

80 cents
$1.75
$1.50
$1.50
$1.50
$1.30
$1.50
$1.20
$1.75
$1.50
$1.50

2050-38,
2050-24,
2050-13,
2025-75,
2050-52,
2025-72,
2050-17,
2025-73,
2050-14,
2050-19,
2025-74,
2050-44,
2050-16,
2050-40,
2025-34,
2050-4,
2050-18,
2050-23,
2050-6,

$1.75
$1.50
$1.50
$1.00
$1.75
$1.30
$1.00
$1.00
$1.20
$1.10
$1.00
$1.75
$1.10
$1.50
$1.00
$1.20
$1.00
$1.50
$1.00

Prices are determined by the Government Printing Office and are subject to change.
Data on establishment practices and supplementary wage provisions are also presented.

U.S. Department of Labor
Bureau of Labor Statistics
Washington, D.C. 20212
Official Business
Penalty for private use, $300

Postage and Fees Paid
U.S. Department of Labor
Third Class Mail
Lab-441

Bureau of Labor Statistics Regional Offices
Region I

Region II

Region HI

Region IV

1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (AreaCode617)

Suite 3400
1515 Broadway
New York, N Y. 10036
Phone: 399-5406 (Area Code 212)

3535 Market Street,
P.O. Box 13309
Philadelphia, Pa. 19101
Phone: 596-1154 (AreaCode215)

Suite 540
1371 Peachtree St., N.E.
Atlanta, Ga. 30309
Phone:881-4418 (Area Code 404)

Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont

New Jersey
New York
Puerto Rico
Virgin Islands

Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia

Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee

Region V

Region VI

Regions VII end VIII

9th Floor, 230 S Dearborn St.
Chicago, III. 60604
Phone: 353-1880 (AreaCode312)

Second Floor
555 Griffin Square Building
Dallas, Tex. 75202
Phone: 767-69 71 (Area Code 214)

Federal Office Building
911 Walnut St., 15th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (AreaCode816)

Regions IX and X
450 Golden Gate Ave
Box 36017
San Francisco, Calif. 94102
Phone:556-4678 (Area Code 415)

Arkansas
Louisiana
New Mexico
Oklahoma
Texas

VII

VHI

IX

X

Iowa
Kansas
Missouri
Nebraska

Colorado
Montana
North Dakota
South Dakota

Arizona
California
Hawaii
Nevada

Alaska
Idaho
Oregon
Washington

Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin




Utah
Wyoming

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