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AREAWAGESURVEY
Chattanooga, Tennessee—Georgia, Metropolitan Area,
September 1972
B u I leti n 1 7 7 5 - 1 4
U S. DEPARTMENT OF LABOR
Rnrpau of Labor Statistics
Preface
This bulletin provides results of a September 1972 survey of occupational
earnings and supplementary wage benefits in the Chattanooga, Tennessee—
Georgia,
Standard Metropolitan Statistical Area (Hamilton County, Tenn., and Walker
County, G a.). The survey was made as part of the Bureau of Labor Statistics'
annual area wage survey program. The program is designed to yield data for
individual metropolitan areas, as well as national and regional estimates for all
Standard Metropolitan Areas in the United States, excluding Alaska and Hawaii,
(as defined by the U.S. Office of Management and Budget through November 1971).
A major consideration in the area wage survey program is the need to
describe the level and movement of wages in a variety of labor markets, through
the analysis of (1) the level and distribution of wages by occupation, and (2) the
movement of wages by occupational category and skill level. The program de
velops information that may be used for many purposes, including wage and
salary administration, collective bargaining, and assistance in determining plant
location. Survey results also are used by the U.S. Department of Labor to make
wage determinations under the Service Contract Act of 1965.
Currently, 96 areas are included in the program. (See list of areas on
inside back cover.) In each area, occupational earnings data are collected
annually. Information on establishment practices and supplementary wage bene
fits, collected every second year in the past, is now obtained every third year.
Each year after all individual area wage surveys have been completed,
two summary bulletins are issued. The first brings together data for each
m e t r o p o lit a n
a rea
su rvey ed .
The
s e c o n d s u m m a r y b u lle t in p r e s e n t s
n a tio n a l and
regional estimates, projected from individual metropolitan area data.
The Chattanooga survey was conducted by the Bureau's regional office in
Atlanta, Ga., under the general direction of Donald M. Cruse, Assistant Regional
Director for Operations. The survey could not have been accomplished without
the cooperation of the many firms whose wage and salary data provided the basis
for the statistical information in this bulletin. The Bureau wishes to express
sincere appreciation for the cooperation received.
Note:
Also available for the Chattanooga area are listings of union wage rates
for seven selected building trades. Free copies of these are available from the
Bureau's regional offices. (See back cover for addresses.)
AREA WAGE SURVEY
B u lle tin 1 7 7 5 -1 4
U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
January 1 9 73
Chattanooga, Tennessee—Georgia, Metropolitan Area, September 1972
CONTENTS
Page
2 Introduction
6 Wage trends for selected occupational groups
T ables:
5
7
8
10
11
12
13
15
16
17
18
19
20
21
24
1.
2.
Establishments and workers within scope of survey and number studied
Indexes of earnings for selected occupational groups, and percents of increase for selected periods
A. Occupational earnings:
A -l.
Office occupations: Weekly earnings
A - 2. Professional and technical occupations: Weekly earnings
A -3 .
Office, professional, and technical occupations: Average weekly earnings, by sex
A -4 .
Maintenance and powerplant occupations: Hourly earnings
A -5 .
Custodial and material movement occupations: Hourly earnings
A -6 .
Maintenance, powerplant, custodial, and material handling occupations:
Average hourly earnings, by sex
B. Establishment practices and supplementary wage provisions:
B -l.
Minimum entrance salaries for women officeworkers
B-2.
Shift differentials
B-3.
Scheduled weekly hours and days
B-4.
Annual paid holidays
B-4a. Identification of major paid holidays
B-5.
Paid vacations
B -6.
Health, insurance, and pension plans
26 Appendix. Occupational descriptions
For sale by the Superintendent of Documents. U.S. Government Printing Office, Washington, D.C., 20402 — Price 55 cents
1
In tr o d u c tio n
T h i s a r e a is 1 o f 96 in w h i c h th e U.S. D e p a r t m e n t o f L a b o r ' s
B u r e a u o f L a b o r S t a t i s t i c s c on du cts s u r v e y s o f o c c u p a t i o n a l e a r n i n g s
and r e l a t e d b e n e f i t s on an a r e a w i d e b a s i s . 1 In this a r e a , d ata w e r e
ob ta in e d by p e r s o n a l v i s i t s o f B u r e a u f i e l d e c o n o m i s t s to r e p r e s e n t a
t i v e e s t a b l i s h m e n t s w it h in s i x b r o a d i n d u s t r y d i v i s i o n s : M a n u fa c t u r i n g ;
t r a n s p o r t a t i o n , c o m m u n i c a t i o n , and o t h e r p u b lic u t i l i t i e s ; w h o l e s a l e
t r a d e ; r e t a i l t r a d e ; f i n a n c e , i n s u r a n c e , and r e a l e s t a t e ; and s e r v i c e s .
M a j o r i n d u s t r y g ro u p s e x c l u d e d f r o m t h e s e s tu d ie s a r e g o v e r n m e n t
o p e r a t i o n s and the c o n s t r u c t i o n and e x t r a c t i v e i n d u s t r i e s . E s t a b l i s h
m e n t s h a v in g f e w e r than a p r e s c r i b e d n u m b e r o f w o r k e r s a r e o m i t t e d
b e c a u s e o f i n s u f f i c i e n t e m p l o y m e n t in the o c c u p a tio n s stu died. S e p a
r a t e ta b u la tio n s a r e p r o v i d e d f o r e a c h o f the b r o a d i n d u s t r y d i v i s i o n s
w h ich m e e t p u b l i c a ti o n c r i t e r i a .
the A - s e r i e s t a b l e s , b e c a u s e e i t h e r (1) e m p l o y m e n t in th e o c c u p a tio n
is to o s m a l l to p r o v i d e eno ugh data to m e r i t p r e s e n t a t i o n , o r (2) t h e r e
is p o s s i b i l i t y o f d i s c l o s u r e o f i n d i v i d u a l e s t a b l i s h m e n t data . E a r n i n g s
data not sho wn s e p a r a t e l y f o r i n d u s t r y d i v i s i o n s a r e in c lu d e d in a l l
i n d u s t r i e s c o m b i n e d data, w h e r e shown. L i k e w i s e , d a ta a r e in c l u d e d
in the o v e r a l l c l a s s i f i c a t i o n when a s u b c l a s s i f i c a t i o n o f e l e c t r o n i c s
t e c h n i c i a n s , s e c r e t a r i e s , o r t r u c k d r i v e r s is not sho w n o r i n f o r m a t i o n
to s u b c l a s s i f y is not a v a i l a b l e .
O c c u p a t i o n a l e m p l o y m e n t and e a r n i n g s data a r e shown f o r
f u l l - t i m e w o r k e r s , i . e . , t h o s e h i r e d to w o r k a r e g u l a r w e e k l y s c h e d u le .
E a r n i n g s data e x c l u d e p r e m i u m p a y f o r o v e r t i m e and f o r w o r k on
w e e k e n d s , h o l i d a y s , and l a te s h i f t s . N o n p r o d u c t i o n b on uses a r e e x
c lu d e d, but c o s t - o f - l i v i n g a l l o w a n c e s and i n c e n t i v e e a r n i n g s a r e i n
c lu d e d .
W h e r e w e e k l y h o u r s a r e r e p o r t e d , as f o r o f f i c e c l e r i c a l o c c u
p a tio n s , r e f e r e n c e is t o the s ta n d a rd w o r k w e e k ( r o u n d e d to the n e a r e s t
h a l f h o u r ) f o r w h ich e m p l o y e e s r e c e i v e t h e i r r e g u l a r s t r a i g h t - t i m e
s a l a r i e s ( e x c l u s i v e o f p a y f o r o v e r t i m e at r e g u l a r a n d / o r p r e m i u m
rates).
A v e r a g e w e e k l y e a r n i n g s f o r t h e s e o c c u p a t i o n s a r e roun ded
to the n e a r e s t h a l f d o l l a r .
T h e s e s u r v e y s a r e c o n d u c t e d on a s a m p l e b a s i s . T h e s a m
p ling p r o c e d u r e s in v o lv e d e ta iled s tr a tific a tio n o f all estab lish m en ts
w ith in the s c o p e o f an i n d iv id u a l a r e a s u r v e y b y i n d u s t r y and n u m b e r
of e m p lo yees.
F r o m th is s t r a t i f i e d u n i v e r s e a p r o b a b i l i t y s a m p l e is
s e l e c t e d , w ith e a c h e s t a b l i s h m e n t h a v in g a p r e d e t e r m i n e d chan c e o f
selection .
T o o b ta in o p t i m u m a c c u r a c y at m i n i m u m c o s t , a g r e a t e r
p r o p o r t i o n o f l a r g e than s m a l l e s t a b l i s h m e n t s is s e l e c t e d .
When data
a r e c o m b i n e d , e a c h e s t a b l i s h m e n t is w e i g h t e d a c c o r d i n g to its p r o b a
b i l i t y o f s e l e c t i o n , so that u n b ia s e d e s t i m a t e s a r e g e n e r a t e d . F o r e x
a m p l e , i f one out o f f o u r e s t a b l i s h m e n t s is s e l e c t e d , it is g i v e n a
w e i g h t o f f o u r to r e p r e s e n t i t s e l f plus t h r e e o t h e r s . A n a l t e r n a t e o f the
s a m e o r i g i n a l p r o b a b i l i t y is c h o s e n in the s a m e i n d u s t r y - s i z e c l a s s i f i
c a t i o n i f data a r e not a v a i l a b l e f o r the o r i g i n a l s a m p l e m e m b e r .
If
no s u ita b le s u b stitu te is a v a i l a b l e , a d d i ti o n a l w e i g h t is a s s i g n e d to a
s a m p l e m e m b e r that is s i m i l a r to the m i s s i n g unit.
O c c u p a tio n s
T h e s e s u r v e y s m e a s u r e the l e v e l o f o c c u p a t i o n a l e a r n i n g s in
an a r e a at a p a r t i c u l a r t i m e . C o m p a r i s o n s o f in d i v i d u a l o c c u p a t i o n a l
a v e r a g e s o v e r t i m e m a y not r e f l e c t e x p e c t e d w a g e c h a n g e s . T h e a v e r
a g e s f o r i n d i v i d u a l j o b s a r e a f f e c t e d by c h a n g e s in w a g e s and e m p l o y
m en t p atterns.
F o r e x a m p l e , p r o p o r t i o n s o f w o r k e r s e m p l o y e d by
h i g h - o r l o w - w a g e f i r m s m a y c h an ge o r h i g h - w a g e w o r k e r s m a y a d
v a n c e to b e t t e r j o b s and be r e p l a c e d by n e w w o r k e r s at l o w e r r a t e s .
Such s h ifts in e m p l o y m e n t c o u ld d e c r e a s e an o c c u p a t i o n a l a v e r a g e
e v e n though m o s t e s t a b l i s h m e n t s in an a r e a i n c r e a s e w a g e s d u r in g
the y e a r . T r e n d s in e a r n i n g s o f o c c u p a t i o n a l g r o u p s , shown in ta b le 2,
a r e b e t t e r i n d i c a t o r s o f w a g e t r e n d s than i n d i v i d u a l j o b s w ith in the
groups.
and E a r n i n g s
T h e o c c u p a t i o n s s e l e c t e d f o r study a r e c o m m o n to a v a r i e t y
o f m a n u f a c t u r i n g and n o n m a n u fa c t u r in g i n d u s t r i e s ,
and a r e o f the
fo llo w in g types:
(1 ) O f f i c e c l e r i c a l ; (2) p r o f e s s i o n a l and t e c h n i c a l ;
(3) m a i n t e n a n c e and p o w e r p l a n t ; and (4) c u s t o d i a l and m a t e r i a l m o v e
m ent.
O c c u p a t i o n a l c l a s s i f i c a t i o n i s b a s e d on a u n i f o r m s et o f jo b
d e s c r i p t i o n s d e s i g n e d to ta ke accoun t o f i n t e r e s t a b l i s h m e n t v a r i a t i o n
in du tie s w ith in the s a m e j o b .
T h e o c c u p a ti o n s s e l e c t e d f o r study a r e
l i s t e d and d e s c r i b e d in the a p p e n d ix.
U n l e s s o t h e r w i s e i n d i c a t e d , the
e a r n i n g s data f o l l o w i n g the j o b t i t l e s a r e f o r all i n d u s t r i e s c o m b i n e d .
E a r n i n g s data f o r s o m e o f the o c c u p a tio n s l i s t e d and d e s c r i b e d , o r
f o r s o m e i n d u s t r y d i v i s i o n s w ith in o c c u p a t i o n s , a r e not p r e s e n t e d in
A v e r a g e e a r n i n g s r e f l e c t c o m p o s i t e , a r e a w i d e e s t i m a t e s . In
d u s t r i e s and e s t a b l i s h m e n t s d i f f e r in p a y l e v e l and j o b s t a f f i n g , and
thus c o n tr i b u t e d i f f e r e n t l y t o the e s t i m a t e s f o r e a c h j o b .
Pay a ver
a g e s m a y f a i l to r e f l e c t a c c u r a t e l y the w a g e d i f f e r e n t i a l am on g j o b s in
in d i v i d u a l e s t a b l i s h m e n t s .
A v e r a g e p a y l e v e l s f o r m e n and w o m e n in s e l e c t e d o c c u p a
tio n s sho uld not be a s s u m e d to r e f l e c t d i f f e r e n c e s in p a y o f th e s e x e s
w ith in in d i v i d u a l e s t a b l i s h m e n t s .
F a c t o r s w h ich m a y c o n tr i b u t e to
d i f f e r e n c e s in c lu d e p r o g r e s s i o n w ith in e s t a b l i s h e d r a t e r a n g e s , s in c e
o n l y the r a t e s p aid i n c u m b e n ts a r e c o l l e c t e d , and p e r f o r m a n c e o f s p e
c i f i c du tie s w ith in th e g e n e r a l s u r v e y jo b d e s c r i p t i o n s . Job d e s c r i p
tio n s u s e d to c l a s s i f y e m p l o y e e s in t h e s e s u r v e y s u s u a lly a r e m o r e
g e n e r a l i z e d than t h o s e u s e d in i n d i v i d u a l e s t a b l i s h m e n t s and a l l o w f o r
m i n o r d i f f e r e n c e s a m o n g e s t a b l i s h m e n t s in s p e c i f i c duties p e r f o r m e d .
1 Included in the 96 areas are 10 studies conducted by the Bureau under contract.
These areas
are Austin, T e x .; Binghamton, N . Y . (N ew York portion only); Durham, N. C. ; Fort Lauderdale—
H ollyw ood and West Palm Beach, F la .; Huntsville, A la .; Lexington, K y . ; Poughkeepsie—Kingston—
Newburgh, N. Y . ; Rochester, N . Y . (o ffic e occupations only); Syracuse, N. Y. ; and U tica— R om e, N .Y .
In addition, the Bureau conducts more lim ited area studies in approxim ately 70 areas at the request
o f the Em ployment Standards Adm inistration o f the U. S. Department of Labor.
2
3
O c c u p a tio n a l e m p l o y m e n t e s t i m a t e s r e p r e s e n t the t o t a l in a l l
e s t a b l i s h m e n t s w ith in the s c o p e o f the study and not the n u m b e r a c tu
a l l y s u r v e y e d . B e c a u s e o c c u p a tio n a l s t r u c t u r e s a m o n g e s t a b l i s h m e n t s
d i f f e r , e s t i m a t e s o f o c c u p a tio n a l e m p l o y m e n t o b ta in e d f r o m the s a m p l e
o f e s t a b l i s h m e n t s stu died s e r v e o n l y to i n d i c a t e the r e l a t i v e i m p o r
ta n c e o f the jo b s stu die d. T h e s e d i f f e r e n c e s in o c c u p a t i o n a l s t r u c t u r e
do not a f f e c t m a t e r i a l l y the a c c u r a c y o f th e e a r n i n g s data.
E stab lish m en t P r a c t ic e s
and S u p p l e m e n t a r y W a g e P r o v i s i o n s
I n f o r m a t i o n is p r e s e n t e d (i n the B - s e r i e s t a b l e s ) on s e l e c t e d
e s t a b l i s h m e n t p r a c t i c e s and s u p p l e m e n t a r y w a g e p r o v i s i o n s f o r p la n tw o r k e r s and o f f i c e w o r k e r s . Data f o r i n d u s t r y d i v i s i o n s not p r e s e n t e d
s e p a r a t e l y a r e i n c lu d e d in the e s t i m a t e s f o r " a l l i n d u s t r i e s . " A d m i n
i s t r a t i v e , e x e c u t i v e , and p r o f e s s i o n a l e m p l o y e e s , and c o n s t r u c t i o n
w o r k e r s who a r e u t i l i z e d as a s e p a r a t e w o r k f o r c e a r e e x c lu d e d .
" P l a n t w o r k e r s " in c lu d e w o r k i n g f o r e m e n and a l l n o n s u p e r v i s o r y w o r k
ers
( in c lu d in g l e a d m e n and t r a i n e e s ) e n g a g e d in n o n o ff i c e f u n c
ti o n s .
" O f f i c e w o r k e r s " i n c lu d e w o r k i n g s u p e r v i s o r s and n o n s u p e r
v i s o r y w o r k e r s p e r f o r m i n g c l e r i c a l o r r e l a t e d fu n c tio n s .
C a feteria
w o r k e r s and r o u t e m e n a r e e x c l u d e d in m a n u f a c t u r i n g i n d u s t r i e s , but
i n c lu d e d in n o n m a n u fa c t u rin g i n d u s t r i e s .
M in im u m entrance s a la r ie s fo r w om en o ffic e w o r k e r s
o n l y to the e s t a b l i s h m e n t s v i s i t e d .
(S e e ta b le B - l . )
Because
o p t i m u m s a m p l i n g te c h n iq u e s used and the p r o b a b i l i t y that l a r g e
l i s h m e n t s a r e m o r e l i k e l y than s m a l l e s t a b l i s h m e n t s to h a v e
e n t r a n c e r a t e s a b o v e the s u b c l e r i c a l l e v e l , the ta b l e is m o r e
s e n t a t i v e o f p o l i c i e s in m e d i u m and l a r g e e s t a b l i s h m e n t s .
relate
o f the
estab
form al
repre
Sh ift d i f f e r e n t i a l data a r e l i m i t e d to p l a n t w o r k e r s in m a n u
f a c t u r i n g i n d u s t r i e s . (S e e ta b le B - 2 . ) T h i s i n f o r m a t i o n is p r e s e n t e d
in t e r m s o f (1 ) e s t a b l i s h m e n t p o l i c y
fo r total p la n tw ork er e m p lo y
m e n t , and (2) e f f e c t i v e p r a c t i c e f o r w o r k e r s a c t u a l l y e m p l o y e d on the
s p e c i f i e d s h ift at th e t i m e o f the s u r v e y .
In e s t a b l i s h m e n t s ha vin g
v a r i e d d i f f e r e n t i a l s , the am ou nt a p p l y i n g to a m a j o r i t y is used ; i f no
am ount a p p l i e s to a m a j o r i t y , the c l a s s i f i c a t i o n " o t h e r " is us e d . In e s
t a b l i s h m e n t s h a v in g s o m e l a t e - s h i f t h o u r s p aid at n o r m a l r a t e s , a d i f
f e r e n c e is r e c o r d e d o n l y i f it a p p l i e s to a m a j o r i t y o f the s h if t h o u r s .
T h e s c h e d u le d w e e k l y h o u rs and d ays o f a m a j o r i t y o f the
f i r s t - s h i f t w o r k e r s in an e s t a b l i s h m e n t a r e ta b u la te d as a p p ly in g to
a l l o f the p l a n t w o r k e r s o r o f f i c e w o r k e r s o f that e s t a b l i s h m e n t . (S e e
ta b l e B - 3 . ) S c h ed u le d w e e k l y h o u r s and d ay s a r e th o s e w h ic h a m a
j o r i t y o f f u l l - t i m e e m p l o y e e s a r e e x p e c t e d t o w o r k , w h e t h e r th e y a r e
p a id s t r a i g h t - t i m e o r o v e r t i m e r a t e s . 2
P a i d h o l i d a y s ; paid v a c a t i o n s ; and health, in s u r a n c e , and p e n
s io n plans a r e t r e a t e d s t a t i s t i c a l l y on the b a s i s that th e s e a r e a p p l i
c a b l e to a l l p l a n t w o r k e r s o r o f f i c e w o r k e r s i f a m a j o r i t y o f such w o r k
e r s a r e e l i g i b l e o r m a y e v e n t u a l l y q u a l i fy f o r the p r a c t i c e s l i s t e d .
(S e e t a b l e s B - 4 th ro u g h B - 6 . ) Sums o f in d i v i d u a l i t e m s in ta b l e s B - 2
th ro u g h B - 6 m a y not e q u a l to ta ls b e c a u s e o f ro unding.
Data on p aid h o lid a y s a r e l i m i t e d to h o l i d a y s g r a n te d annu
a l l y on a f o r m a l b a s i s ; i . e . , (1) a r e p r o v i d e d f o r in w r i t t e n f o r m , o r
(2) a r e e s t a b l i s h e d by c u s to m . (S ee ta b le B - 4 . ) H o l i d a y s o r d i n a r i l y
g r a n t e d a r e in c lu d e d e v e n though th ey m a y f a l l on a n o n w o rk d a y and
the w o r k e r is not g r a n t e d an oth er d ay o f f .
T h e f i r s t p a r t o f the paid
h o l i d a y s ta b le p r e s e n t s the n u m b e r o f w h o le and h a l f h o l i d a y s a c tu a lly
granted.
T h e s e co n d p a r t c o m b i n e s w h o le and h a l f h o l i d a y s to show
to t a l h o l i d a y t i m e .
T a b l e B - 4 a r e p o r t s the i n c i d e n c e o f the m o s t
c o m m o n p aid h o l i d a y s .
T h e s u m m a r y o f v a c a t i o n plans is a s t a t i s t i c a l m e a s u r e o f
v a c a t i o n p r o v i s i o n s r a t h e r than a m e a s u r e o f the p r o p o r t i o n o f w o r k e r s
a c t u a l l y r e c e i v i n g s p e c i f i c b e n e f i ts . (Se e ta b le B - 5 . ) P r o v i s i o n s ap ply
to a l l p l a n t w o r k e r s o r o f f i c e w o r k e r s in an e s t a b l i s h m e n t r e g a r d l e s s
o f length o f s e r v i c e . P a y m e n t s on o t h e r than a t i m e b a s i s a r e c o n
v e r t e d to a t i m e p e r i o d ; f o r e x a m p l e , 2 p e r c e n t o f annual e a r n in g s
a r e c o n s i d e r e d e q u i v a l e n t to 1 w e e k s ' pay. O n ly b a s i c plans a r e i n
c lu d ed. E s t i m a t e s e x c l u d e v a c a t i o n b on uses, v a c a t i o n - s a v i n g s p lans,
and " e x t e n d e d " o r " s a b b a t i c a l " b e n e f i t s b eyo nd b as ic plans.
Such
p r o v i s i o n s a r e t y p i c a l in the s t e e l , alu m in u m , and can i n d u s t r i e s .
H e a lth , i n s u r a n c e , and p e n s i o n plans f o r w h ich the e m p l o y e r
p a y s at l e a s t a p a r t o f the c o s t in c lu d e th o s e (1) u n d e r w r i t t e n by a
c o m m e r c i a l i n s u r a n c e c o m p a n y o r n o n p r o f i t o r g a n i z a t i o n , (2) p r o v i d e d
th ro ugh a union fund, o r (3) p a id d i r e c t l y by the e m p l o y e r out of c u r
re n t o p e r a t i n g funds o r f r o m a fund s et a s i d e f o r th is p u r p o s e . (S ee
ta b l e B - 6 . ) A n e s t a b l i s h m e n t is c o n s i d e r e d to h a ve such a plan i f the
m a j o r i t y o f e m p l o y e e s a r e c o v e r e d u n der the plan e v e n i f l e s s than a
m a j o r i t y e l e c t to p a r t i c i p a t e b e c a u s e e m p l o y e e s a r e r e q u i r e d to c o n
t r i b u t e t o w a r d the c o s t o f the plan.
E xcluded a r e le g a lly r eq u ire d
p la n s , such as w o r k m e n ' s c o m p e n s a t i o n , s o c i a l s e c u r i t y , and r a i l r o a d
retire m en t.
S i c k n e s s and a c c i d e n t i n s u r a n c e is l i m i t e d to that ty p e o f i n
s u r a n c e un der w h ich p r e d e t e r m i n e d cash p a y m e n t s a r e m a d e d i r e c t l y
to the i n s u r e d d uring t e m p o r a r y i l l n e s s o r a c c i d e n t d i s a b i l i t y . I n f o r
m a t i o n is p r e s e n t e d f o r a ll such plans to w h ich the e m p l o y e r c o n
t r i b u t e s . H o w e v e r , in N e w Y o r k and N e w J e r s e y , w h ich h a ve en ac te d
t e m p o r a r y d i s a b i l i t y i n s u r a n c e la w s r e q u i r i n g e m p l o y e r c o n t r i b u t i o n s , 3
plans a r e i n c lu d e d o n l y i f the e m p l o y e r (1) c o n tr i b u t e s m o r e than is
l e g a l l y r e q u i r e d , o r (2) p r o v i d e s the e m p l o y e e w ith b e n e f its wh ich e x
c e e d the r e q u i r e m e n t s o f the la w . T a b u l a ti o n s o f p aid s ic k l e a v e plans
2
A n establishment is considered ashaving
a p o licy i f it m et either
o f the follow in g condi
tions:
(1 ) Operated la te shifts at the tim e o f the
survey, or (2 ) had form al
provisions covering late
shifts.
A n establishment was considered as having form al provisions i f it (1 ) had operated late shifts
^ The temporary disability laws in Californ ia
duringthe 12 months before the survey, or (2 ) had provisions in w ritten form for operating late shifts.
contributions.
and Rhode Island do not require em ployer
4
are limited to formal plans 4 which provide full pay or a proportion of
the worker's pay during absence from work because of illness. Sepa
rate tabulations are presented according to (1) plans which provide full
pay and no waiting period, and (2) plans which provide either partial
pay or a waiting period. In addition to the presentation of proportions
of workers provided sickness and accident insurance or paid sick
leave, an unduplicated total is shown of workers who receive either
or both types of benefits.
tb: end of the disability, a maximum age, or eligibility for retire
ment benefits. Full or partial payments are almost always reduced by
social security, workmen's compensation, and private pension benefits
payable to the disabled employee.
Major medical insurance plans protect employees from sick
ness and injury expenses beyond the coverage of basic hospitalization,
medical, and surgical plans. Typical features of major medical plans
are (1) a "deductible" (e.g., $50) paid by the insured before benefits
Long-term disability insurance plans provide payments to
begin; (2) a coinsurance feature requiring the insured to pay a portion
totally disabled employees upon the expiration of their paid sick leave
(e.g., 20 percent) of certain expenses; and (3) stated dollar maximum
and/or sickness and accident insurance, or after a predetermined
benefits (e.g., $ 10, 000 a year). Medical insurance provides complete
period of disability (typically 6 months). Payments are made until
or partial payment of doctors' fees. Dental insurance usually covers
4
An establishment is considered as having a form al plan i f it established at least the minimum fillings, extractions, and X -rays. Excluded are plans which cover only
oral surgery or accident damage. Retirement pension plans provide
number o f days o f sick le a v e ava ila b le to each em ployee.
Such a plan need not be w ritten, but
payments for the remainder of the worker's life.
informal sick lea ve allowances, determined on an individual basis, are excluded.
5
T a b le 1. E s ta b lis h m e n ts an d w o rk e rs w ith in s c o p e o f s u rv e y and n u m b e r s tu d ie d in C h a tta n o o g a , T e n n . - G a . , 1 by m a jo r in d u s try d iv is io n ,3 S e p t e m b e r 1 9 7 2
Number of establishments
Industry division
Minimum
employment
in establish
ments in scope
of study
W orkers in establishments
Within scope of study
Within scope
of study *
Studied
T ota l4
Studied
Plant
Number
_
Office
Percent
Total4
286
109
74, 926
100
55,314
8,420
51,155
50
161
125
55
54
52,946
21,980
71
29
42,197
13,117
3,216
5,204
35,175
15,980
50
50
50
50
50
A ll divisions
20
17
54
9
25
11
4
18
8
13
4,421
1,633
8,052
4,252
3,622
6
2
11
5
5
Transportation, communication, and
2,564
<‘ )
()
O
(‘ )
821
(‘)
(‘ )
(‘ )
( 4)
3, 700
412
5,235
4, 177
2,456
1 The Chattanooga Standard Metropolitan Statistical A r e a , as defined by the Office of Management and Budget through Novem ber 1971, consists of Hamilton County, Term.; and W alker
County, Ga. The "w ork ers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey.
The estimates are not intended, how ever, to serve as a basis of com parison with other employment indexes for the area to m easure employment trends or levels since (1) planning of wage
surveys requires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from the scope of the survey.
2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division.
3 Includes a ll establishments with total employment at or above the minimum limitation. A ll outlets (within the area) of companies in such industries as trade, finance, auto repair service,
and motion picture theaters are considered as 1 establishment.
4 Includes executive, professional, and other w orkers excluded from the separate plant and office categories.
5 Abbreviated to "public u tilities" in the A - and B -s e rie s tables. T axicabs and services incidental to water transportation w ere excluded. Chattanooga's electric utilities are municipally
operated, and a re excluded by definition from the scope of study.
8 This industry division is represented in estimates for "a ll industries" and "nonmanufacturing" in the Series A tables, and for "a ll industries" in the Series B tables. Separate presentation of
data for this division is not made for one or m ore of the following reasons: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the sample was not designed
initially to permit separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is possibility of disclosure of individual establishment data.
7 W orkers from this entire industry division are represented in estimates for "a ll industries" and "nonmanufacturing" in the Series A tables, but from the rea l estate portion only in
estimates for "a ll industries" in the Series B tables. Separate presentation of data for this division is not made for one or m ore of the reasons given in footnote 6 above.
8 Hotels and motels; laundries and other personal serv ic e s; business serv ices; automobile re p a ir, rental, and parking; motion pictures; nonprofit m em bership organizations (excluding
religious and charitable organizations); and engineering and architectural services.
Industrial composition in manufacturing
Labor-m anagem ent agreement coverage
Over seven-tenths of the w orkers within scope of the survey in the Chattanooga area
were employed in manufacturing firm s. The following presents the m ajor industry groups
and specific industries as a percent of a ll manufacturing:
The following tabulation shows the percent of plantworkers and officeworkers
employed in establishments in which a contract or contracts covered a m ajority of the
w orkers in the respective categories, Chattanooga, Tenn_G a., September 1972:
Industry groups
Textile m ill products___ - ____ 23
F abricated m etal products_____17
Chemicals and allied
products_________________________ 16
Food and kindred products_____ 7
P rim a ry m etal in d ustries_____
7
Stone, clay, and glass
products___________
5
Specific industries
Fabricated structural metal
products ___________
12
Plastics m aterials and
synthetics_______________________ 10
F loo r covering m ills ____________ 7
Iron and steel foundries________ 6
Knitting m i lls _____________
6
Y arn and thread m i lls __________ 5
This information is based on estimates of total employment derived from universe
m aterials compiled prio r to actual survey. Proportions in various industry divisions may
differ from proportions based on the results of the survey as shown in table 1 above.
Plantworkers
A ll industries
Manufacturing
Public utilities
48
57
83
Officeworkers
12
12
76
An establishment is considered to have a contract covering all plantworkers or
officew orkers if a m ajority of such w orkers are covered by a labor-m anagem ent agreement.
T h e re fore, a ll other plantworkers or officew orkers are employed in establishments that
either do not have labor-m anagem ent contracts in effect, or have contracts that apply to
few er than half of their plantworkers or officew orkers.
Estimates are not n ecessarily
representative of the extent to which a ll w orkers in the area may be covered by the provisions
of labor-m anagem ent agreem ents, because sm all establishments are excluded and the
industrial scope of the survey is limited.
W a g e T r e n d s f o r S e le c te d O c c u p a tio n a l G r o u p s
Presented in table 2 are indexes and percents of change in
average weekly salaries of office clerical workers and industrial
nurses, and in average hourly earnings of selected plantworker groups.
The indexes are a measure of wages at a given time, expressed as a
percent of wages during the base period. Subtracting 100 from the
index yields the percent change in wages from the base period to the
date of the index. The percents of change or increase relate to wage
changes between the indicated dates. Annual rates of increase, where
shown, reflect the amount of increase for 12 months when the time
period between surveys was other than 12 months. These compu
tations are based on the assumption that wages increased at a constant
rate between surveys. These estimates are measures of change in
averages for the area; they are not intended to measure average pay
changes in the establishments in the area.
The index is a measure of wages at a given time and is ex
pressed as a percent of wages in the base year. The base year is
assigned the value of 100 percent. The index is computed by multi
plying the base year relative (100 percent) by the relative (the percent
change plus 100 percent) for the next succeeding year and then con
tinuing to multiply (compound) each year's relative by the previous
year's index.
For office clerical workers and industrial nurses, the wage
trends relate to regular weekly salaries for the normal workweek,
exclusive of earnings for overtime. For plantworker groups, they
measure changes in average straight-time hourly earnings, excluding
premium pay for overtime and for work on weekends, holidays, and
late shifts. The percents are based on data for selected key occu
pations and include most of the numerically important jobs within
each group.
Method of Computing
Each of the following key occupations within an occupational
group is assigned a constant weight based on its proportionate em
ployment in the occupational group:
O ffic e cle ric a l (m en and
w om en):
Bookke eping - machine
operators, class B
Clerks, accounting, classes
A and B
Clerks, file , classes
A , B, and C
Clerks, order
Clerks, payroll
Keypunch operators, classes
A and B
Messengers (o ffic e boys or
girls)
O ffic e c le ric a l (m en and
w om en )— Continued
Secretaries
Stenographers, general
Stenographers, senior
Switchboard operators, classes
A and B
Tabu lating-m ach ine operators,
class B
Typists, classes A and B
Industrial nurses (m en and
w om en):
Nurses, industrial (registered)
Limitations of Data
The indexes and percents of change, as measures of change
in area averages, are influenced by: (1) General salary and wage
changes, (2) merit or other increases in pay received by individual
workers while in the same job, and (3) changes in average wages due
to changes in the labor force resulting from labor turnover, force
expansions, force reductions, and changes in the proportions of work
ers employed by establishments with different pay levels. Changes in
the labor force can cause increases or decreases in the occupational
averages without actual wage changes. It is conceivable that even
though all establishments in an area gave wage increases, average
wages may have declined because lower-paying establishments entered
the area or expanded their work forces. Similarly, wages may have
remained relatively constant, yet averages for an area may have risen
considerably because higher-paying establishments entered the area.
S killed maintenance (m en):
Carpenters
Electricians
Machinists
Mechanics
Mechanics (a u tom otive)
Painters
Pipefitters
T o o l and d ie makers
Unskilled plant (m en):
Janitors, porters, and
cleaners
Laborers, m aterial handling
NOTE:
C om ptom eter operators, used in the computation o f previous trends, are no longer
surveyed by the Bureau.
The use of constant employment weights eliminates the effect
of changes in the proportion of workers represented in each job in
cluded in the data. The percents of change reflect only changes in
average pay for straight-time hours. They are not influenced by
changes in standard work schedules, as such, or by premium pay
for overtime. Where necessary, data are adjusted to remove from
the indexes and percents of change any significant effect caused by
changes in the scope of the survey.
The average (mean) earnings for each occupation are multi
plied by the occupational weight, and the products for all occupations
in the group are totaled. The aggregates for 2 consecutive years are
related by subtracting the aggregate for the earlier year from the
aggregate for the later year and dividing the remainder by the aggre
gate for the earlier year. The result times 100 shows the percent
of change.
6
T a b le 2 . In d e x e s o f e a rn in g s fo r s e le c te d o c c u p a tio n a l g ro u p s in C h a tta n o o g a , T e n n . - 6 a . , S e p t e m b e r 1971
an d S e p t e m b e r 1 9 7 2 , an d p e rc e n ts o f in c re a s e fo r s e le c te d p e rio d s
A ll industries
Weekly earnings
Period
Office
clerical
(men and
women)
Industrial
nurses
(men and
women)
Manufacturing
Hourly earnings
Skilled
maintenance
trades
(men)
Unskilled
plantw orkers
(men)
Weekly earnings
Office
c le ric a l
(men and
women)
Industrial
nurses
(men and
women)
Hourly earnings
Skilled
maintenance
trades
(men)
Unskilled
plantw orkers
(men)
Indexes (August 1967 = 100)
125.1
131.9
127.4
139.2
128.9
138.6
126.1
134.7
126.5
135.2
127.4
139.2
129.0
137.5
127.1
134.5
Percents of increase
3.1
3.5
2.6
2.1
3.7
4.0
6.2
.5
2.6
.5
4.6
2.9
2.6
1.8
1.8
3.7
3.3
1.7
4.0
2.9
3.1
6.0
3.3
5.5
3.5
4.2
3.5
3.8
3.7
2.9
6.2
.5
2.6
.5
4.6
2.9
2.5
1.9
1.8
3.6
3.2
2.3
4.5
2.8
2.7
7.3
2.3
4.9
5.4
5.9
12.4
13.6
4.5
4.9
6.7
7.3
12.4
13.6
4.2
5.0
6.5
7.1
6.3
5.8
5.9
5.6
5.2
6.1
5.6
5.4
5.0
5.9
5.6
5.2
6.0
5.5
4.5
6.9
5.3
5.4
3.1
9.9
5.6
9.3
4.8
8.2
7.6
7.5
4.9
5.7
7.2
6.8
5.5
7.2
6.1
6.9
3.1
9.9
5.6
9.3
8.5
7.6
6.6
4.8
6.1
7.8
5.8
September 1966 to August 1967:
August 1967 to September 1968:
September 1971 to September 1972_____________
8
A.
O c cupation al earnings
T a b le A-1. O f fic e occupations: W e e k ly earnings
(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Chattanooga, Term—Ga., September 1972)
Weekly earnings 1
(standard)
Occupation and industry division
Number
of
workere
Average
weekly
hours1
[standard]
Number of workers receiving straight-time weekly earnings of—
$
60
Mean
^
Median 2
Middle ranged
$
t
)
f
S
t
i
*
*
t
*
i
*
$
t
*
t
$
t
65
70
75
80
85
90
95
100
105
110
115
120
130
160
150
160
170
180
190
200
70
75
80
85
90
95
100
105
110
115
120
130
160
150
160
170
180
190
200
over
“
2
2
10
5
6
9
8
2
-
-
1
1
6
2
-
2
3
3
7
1
1
-
-
-
-
-
3
3
12
12
11
8
6
6
5
2
6
6
9
9
and
under
65
and
MEN AND WOMtN COMBINED
BILLERS. MACHINE (BILLING
MACHINE) ---------------------------
62
39.5
$
$
88 .5 0- 10 5. 00
“
BOOKKE EP IN G- MA CH IN E OPERATORS,
CLASS A -----------------------------
25
39.0 119.00 120.00 101.00-137.00
-
-
-
BOOKKE EP IN G- MA CH IN E OPERATORS,
CLASS B ----------------------------N O NM AN UF AC TU RI NG ---------------
50
66
39.0
39.0
_
_
_
-
-
-
CLERKS, ACCOUNTING, CLASS A -----MANU FA CT UR IN G ------------------N O NM AN UF AC TU RI NG ---------------
166
103
63
39.5 129.00 125.00 110.50-150.00
39.5 136.00 126.00 116.00-155.00
39.5 121.50 122.50 97 .5 0-166.50
CLERKS, ACCOUNTING, CLASS B -----MA NU FA CT UR IN G ------------------N O N M A N UF AC TU RI NG ---------------
326
130
194
98.50
95.00
39.5
40,0 109.00 107.00
39.0
92.00
88.00
CLERKS, FILE, CLASS A -------------
20
37.0
CLERKS, FILE, CLASS B ------------MA NU FA CT UR IN G ------------------N O N M A N UF AC TU RI NG ---------------
109
17
92
CLERKS, FILE, CLASS C ------------N O NM AN UF AC TU RI NG ---------------
87
81
CLERKS, ORDER ----------------------MA NU FA CT UR IN G -------------------
$
95.00
92.50
92.50
$
98.00
90.00
89.50
86 .0 0-102.50
83 .5 0-106.00
-
-
-
-
-
-
2
2
1
1
5
1
6
10
2
8
8
6
2
11
5
6
3
2
1
16
13
1
16
9
5
33
25
8
12
5
7
12
7
5
17
9
8
9
7
2
7
5
2
1
1
“
3
2
1
6
6
-
86 .5 0-110.00
95.00- 12 0. 50
81.50- 10 1. 50
-
17
2
15
66
2
62
36
5
29
65
26
21
22
12
10
39
17
22
20
10
10
21
17
19
13
6
12
11
1
6
6
7
3
4
15
8
7
4
*
_
-
-
-
23
23
_
-
*
“
*
87.50
8 2 . OC- 96.50
-
-
-
3
6
3
4
1
-
-
i
-
1
-
-
-
-
-
-
1
-
38.5
83.50
81.00
39.5 100.50 105.50
80.50
79.50
38.0
76 .50- 90.50
89 .0 0- 10 8. 50
76.00- 86.00
_
“
-
17
17
29
2
27
3
3
17
2
15
_
-
1
1
“
9
-
31
31
-
1
1
1
i
i
70 .00- 86.00
69 . 5 0 - 86.00
6
6
18
18
11
10
3
1
37
37
4
6
2
2
-
-
_
-
4
3
1
-
3
~
-
-
108
57
60.0 113.50 117.00 86.50- 12 5. 00
60.0 125.00 118.50 106.00-156.50
-
-
-
-
“
“
“
30
5
1
1
7
7
2
*
2
2
8
8
2
2
6
6
CLERKS, PAYROLL -------------------MANUFA CT UR IN G ------------------N O N M A N UF AC TU RI NG ---------------
136
96
38
39.5 115.50 116.00 96 .0 0- 13 3. 50
39.5 118.50 116.50 101.00-136.50
39.0 107.50 101.00 88 .0 0-130.50
-
-
“
-
2
2
5
5
19
16
5
6
3
3
11
7
2
2
11
9
2
16
13
4
KE YPUNCH OPERATORS, CLASS A -----MA NU FA CT UR IN G ------------------N O N M A N UF AC TU RI NG ---------------
112
66
66
39.0 108.00 102.00
39.5 108.50 106.00
38.0 108.00
96.50
89 .0 0- 12 1. 50
96.00- 12 3. 00
87 .5 0-115.50
-
-
-
7
2
5
26
-
1
1
20
13
7
6
5
5
17
13
6
5
2
3
K E YP UN CH OPERATORS, CLASS B -----MANU FA CT UR IN G ------------------N O N M A N UF AC TU RI NG ---------------
223
97
126
39.5
60.0
39.0
93.00
97.00
89.50
90.00
96.50
85.00
83 .5 0-100.00
90.50- 10 3. 00
81 .00- 93.50
-
1
-
1
66
3
61
39
16
25
39
30
9
2
12
7
5
8
8
-
16
2
12
20
-
12
2
10
ME SS EN GE RS (OFFICE BOYS) --------MA NU FA CT UR IN G -------------------
83
28
38.0
60.3
85.00
96.50
73.50
92.50
70 .0 0- 92.00
76 .0 0- 10 6. 00
1
21
3
6
7
7
-
-
3
2
4
-
28
9
SECRETARIES ------------------------MANU FA CT UR IN G ------------------N O NM AN UF AC TU RI NG ---------------
658
270
188
39.0 127.00 125.50 110.50-162.50
39.5 131.00 129.00 116.00-166.00
38.0 121.00 119.00 100.50-160.00
-
-
-
2
-
-
~
-
-
2
11
2
9
22
-
15
5
1C
16
17
7
1C
28
12
16
SECRETARIES, CLASS A -----------MA NU FA CT UR IN G ------------------N O NM AN UF AC TU RI NG ---------------
65
19
26
39.0 166.00 163.50 13 0.50-157.00
39.5 165.50 165.00 160.00-153.50
38.5 163.00 139.00 123.00-161.00
-
-
-
_
-
_
_
1
2
-
SECRETARIES, CLASS B -----------MA NU FA CT UR IN G ------------------N O N M A N UF AC TU RI NG ---------------
100
65
55
38.5 135.00 136.00 118.50-168.50
39.5 163.00 138.50 129.00-165.00
37.5 128.00 129.00 110.00-150.00
-
See footnotes at end of tables.
38.5
38.5
96.50
79.50
79.00
81. OC
81.00
-
-
-
4
8
18
3
8
-
_
_
-
-
1
1
-
26
2
2
2
4
9
9
6
6
3
3
_
6
_
“
_
"
10
6
6
20
17
3
11
8
3
11
8
3
i
i
-
-
-
1
1
-
1
10
9
1
7
1
6
2
2
12
11
1
5
5
-
2
1
1
9
_
-
-
-
*
3
3
“
12
3
9
16
9
5
2
1
1
-
-
_
*
*
-
-
“
6
6
*
~
3
2
1
1
1
1
-
1
1
-
-
“
5
2
1
*
“
“
“
15
6
9
36
22
12
60
25
15
85
56
31
58
66
16
51
37
16
63
27
16
15
6
9
7
5
2
7
5
2
1
1
7
5
2
-
-
1
1
7
1
6
8
6
6
7
6
1
11
6
5
4
2
2
1
1
1
1
”
2
16
13
3
20
10
10
10
7
2
2
5
2
2
2
2
-
2
2
_
-
*
-
“
“
-
-
1
2
-
_
-
4
5
-
6
2
3
10
13
1
2
5
5
5
4
1
1
-
-
“
6
5
8
9
8
-
-
-
~
“
”
-
2
9
T a b l e A-1. O ffic e occupations: W e e k ly e a rn in g s — C o ntin u ed
(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Chattanooga, Tenn.-Ga., September 1972)
Weekly earnings
(standard)
Number
Occupation and industry division
of
workere
1
Number of workers receiving straight- time weekly earnings of--$
Average
weekly
(standard
60
Mean
^
Median
^
Middle ranged
»
$
65
$
70
$
75
*
80
$
85
s
S
90
95
*
i
100
105
*
S
no
115
120
*
*
130
140
*
150
$
160
$
170
S
180
S
190
and
under
65
200
and
70
75
80
85
90
95
100
130
140
17
11
115
120
150
17
15
105
110
2
1
4
8
20
10
10
27
21
6
24
16
8
8
25
8
10
20
13
14
6
13
i
6
170
180
190
200
over
8
13
160
27
M
EN AND W E COMBINED
IJM N
SE CRETARIES - CONT IN UE D
$
$
$
$
1 2 1 .0 0 -1 5 3 .5 0
3
3
1 0 0 .0 0 -1 3 0 .0 0
13
13
8
8
12
1 1 4 .0 0
1 1 6 .5 0
1 0 3 .0 0 -1 2 4 .5 0
12
20
5
15
1 0 0 .0 0 -1 8 0 .0 0
1
8
126# 50 1 1 5 .0 0 —133 .0 0
1 0 1 .5 0 -1 3 6 .5 0
2
SWITCHBOARD OPERATORS, CLASS B -------
AO
3 9 .0
8 8 .5 0
9 4 .5 0
7 2 .0 0 - 1 0 2 .0 0
6
SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING --------------------------------
126
76
50
3 9 .5
3 9 .5
3 9 .0
9 7 .0 0
9 9 .5 0
9 4 .0 0
9 6 .5 0
8 4 .5 0 - 1 0 9 .0 0
8 9 .0 0 - 1 0 9 .0 0
-
84
3 7 .5
8 9 .0 0
u
8
25
10
15
11
13
2
1
14
2
2
12
11
7 7 .0 0 - 9 5 .5 0
-
3
5
5
11
10
i
i
1
4
i
1
7
7
1
21
19
8
11
15
15
10
8
15
4
8
3
2
1
1
-
1
1
-
2
6
7
3
-
1
10
9
-
13
15
8 4 .5 0
3
13
13
6
6
3
2
-
3
4
2
1
-
-
-
-
-
8
TRANSCRIBING-HACHINE OPERATORS,
GENERAL -----------------------------------------------
3
6
6
6
-
14
6
16
3 8 *0
155
38 *0
See footnotes at end of tables.
8
3 8 .5
8 2 .5 0
00 ~0
7 9 .0 0
7 4 .5 0 - 1 0 1 .0 0
8 4 .0 0 1 1 3 .0 0
7 3 .0 0 - 8 4 .0 0
11
35
17
36
11
29
15
27
8
10
9
1
1
-
-
10
T a b le A - 2 . P ro fe s s io n a l and tec h n ica l o ccupations: W e e k ly earn in g s
(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Chattanooga, Tenn. —
Ga. , September 1972)
Weekly earnings 1
(standard)
Number
of
workers
Occupation and industry division
Number of workers receiving straight-time weekly earnings of—
t
Average
weekly
t
70
Mean ^
(standard)
Median ^
Middle ranged
*
80
t
90
t
100
i
n o
t
120
t
130
t
140
t
150
t
160
t
170
t
180
t
190
t
200
t
210
l
t
220
80
i
s
t
90
100
no
120
130
140
240
250
260
270
—
230
and
under
-
-
and
270 over
150
160
170
180
190
200
210
220
230
240
250
260
4
I
2
4
-
1
1
1
2
i
i
2
1
1
l
2
2
6
6
2
2
2
2
1
1
1
*
10
3
7
9
5
4
5
3
2
3
2
1
1
1
1
1
_
_
_
-
-
-
-
-
”
*
*
”
*
3
1
6
*
5
1
3
1
2
*
2
2
2
1
8
8
6
6
3
3
-
-
8
8
-
3
3
1
1
2
2
1
1
-
-
-
M
EN AM W EN COMBINED
U OM
$
$
$
$
-
32
4 0 1 0 1 3 0 )5 0
3 8 .5 1 2 9 .0 0
131I 00
1 3 1 .0 0
1 2 3 .0 0 1 1 7 .0 0 -
-
-
-
-
1
6
5
-
4
_
-
_
1 3 9 .0 0 1 4 0 .5 0 -
-
-
-
9
3
6
8
4
4
16
9
7
19
10
9
5
3
2
5
1
4
4
2
2
5
5
12
12
9
4
6
6
5
4
1
1
1A/ c A t AX CA
1 AO*AA 9 9 .5 0
10 3 • 00
-
oS
3 8 .5
IT
1
7
38*0 217*^0 210* JU
j 7
30*1?
t
41
3 8 .0
I f ? " * - ft
16 3.50 1 6 2 .5 0
20
3 8 .5
1 3 4 .5 0
1 3 9 .0 0
1 1 9 .0 0 -1 4 9 .5 0
33
3 8 .5
2 2 6 .0 0
2 0 5 .0 0
1 8 9 .5 0 -2 5 9 .0 0
-
1
-
CO MPUTER PROGRAMERS.
??? *??
C O MP UT ER PROGRAMERS,
_
_
_
_
_
3
8
3
8
10
1
9
3
5
3
1Q1*'0
“
~
7
7
-
”
1
1
COMP UT ER PROGRAMERS,
COMP UT ER SYSTEMS ANALYSTS,
BUSINESS, CLASS B -------------------------------------
-
-
1
1
-
50 *0
«
120
NURSES,
*
INDUSTRIAL
(REGISTERED)
------
Workers were distributed as follows:
See footnotes at end of tables
4 0 .0
1 5 4 .0 0
1AO AA
t AO*AA
102.00
1 6 4 .0 0
1 6 7 .5 0
aa
40 * n
.0
30
1 5 5 .5 0
107 00
162
1 3 8 .0 0 -1 6 8 .5 0
-
-
-
”
*
“
“
32
32
15
15
24
24
-
-
-
5
5
1 4 8 .0 0 -1 8 0 .5 0
-
4
2
1
2
l
28
27
18
18
31
31
18
14
41
38
8
8
17
15
11
10
8
4
8
8
5
5
1
1
-
-
3
3
3
3
2
2
4
4
8
8
3
3
_
-
*7
T
1
1
3
3
_
1 at $270 to $280; 2 at $280 to $290; 2 at $290 to $300; 1 at $310 to $320; and 1 at $360 to $370.
-
-
-
-
-
-
-
-
_
1
1
T a b l e A - 3 . O ffic e , p ro fe s sio n a l, and te c h n ic a l o cc u p atio n s: A v e r a g e w e e k ly e arn in g s , by sex
(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Chattanooga, Tenn. —
Ga. , September 1972)
Average
Sex, occu pation , and in d u stry d iv is io n
Number
of
workers
Weekly
hours 1
(standard)
Weekly
earnings *
(standard)
Average
Sex, occu pation, and in d u stry d iv is io n
Number
of
workers
Weekly
hours 1
(standard)
Weekly
earnings *
(standard)
OFFICE OC CU PA TI ON S WO ME N— CONTINUED
OFFICE OCCUPATIONS - MEN
$
Sex, occupation, and in d u stry d iv is io n
Number
of
workers
Weekly
(standard)
Weekly
earnings*
(standard)
OFFICE OC CUPATIONS WOKEN— CONTINUED
$
4 0 .0
169*00
223
23
17
39 3
4 0 .0
8 8 .5 0
88. jO
126
to n
39*0
37 5
8 3 .0 0
456
268
188
3 9 .0
3 9 .5
79
69
3 8 .5
3 8 .0
1 0 3 .5 0
101 .5 0
TYPISTS, CLASS 8 -MANUFA CT UR IN G NONMANUF AC TU RI NG
155
61
96
3 8 .5
3 9 .5
3 8 .0
8 8 .0 0
9 9 .5 0
8 0 .5 0
27
3 9 .5
1 8 0 .5 0
COMPUTER OPERATORS, CLASS B -------MA NU FACTURING --------------------NONMANUF AC TU RI NG -----------------
50
23
27
3 9 .0
3 9 .5
3 9 .0
1 2 9 .5 0
132 .0 0
127 .0 0
CO MPUTER OPERATORS, CLASS C -------NONM AN UF AC TU RI NG -----------------
33
27
3 8 .5
3 8 .5
103 .0 0
1 0 1 .5 0
C O MP UT ER PR0GRAMERS,
BUSINESS, CLASS A ------------------N O NM AN UF AC TU RI NG -----------------
17
15
3 8 .5
3 8 .5
2 1 8 .5 0
2 1 8 .0 0
CO MPUTER PR0GRAMERS,
BUSINESS, CLASS B -----------------NONM AN UF AC TU RI NG -----------------
46
33
3 8 .5
3 8 .0
1 7 1 .0 0
1 6 5 .0 0
COMP UT ER PROGRAMERS,
BUSINESS, CLASS C ------------------
17
3 8 .5
1 3 9.00
CO MPUTER SYSTEMS ANALYSTS,
BUSINESS, CLASS 8 -----------------MANUFA CT UR IN G ---------------------
29
16
3 8 .5
4 0 .0
2 2 9 .5 0
2 5 8 .5 0
DRAFTSMEN, CLASS B -----------------MANUFA CT UR IN G ---------------------
167
159
4 0 .0
4 0 .0
1 5 6 .0 0
1 5 6 .0 0
ORAFTSMEN, CLASS C ------------------MANUFA CT UR IN G ---------------------
124
119
4 0 .0
4 0 .0
1 0 6 .5 0
1 0 5 .5 0
0 *50
58
TYPISTS, CLASS A NO NM AN UF AC TU RI NG
CO MPUTER OPERATORS, CLASS A --------
26
1 2 7 .0 0
jLvK L 1 K1L
A
OFFICE OCCUPATIONS - WOMEN
™
/A A
9 3 .0 0
121*00
PROFESSIONAL AND TECHNICAL
OCCUPATIONS - MEN
BILLERS, MACHINE (BILLING
42
3 9 «5
9 5 .0 0
fT
26
CLASS A
39 *0
11 *00
3 9 .0
9 2 .5 0
9 2 .5 0
BO OK KE EPING-MACHINE OPERATORS,
NONMAN UF AC TU RI NG ------------------------
50
44
316
122
194
3 9 .5
*2*2
3 9 *0
9 8 .0 0
1 0 7 .5 0
9 2 .0 0
107
16
91
3 8 .5
3 9 .5
3 8 .0
8 3 .5 0
1 0 0 .0 0
8 0 .5 0
8 r
3 8 .5
'9 50
7 9 .0 0
4 0 .0
111.00
0+4.
CLERKSf ORDER **
CLERKS* PAYROLL
N Q N M A N UF AC TU RI NG ” ” ”
1 0 4 .5 0
II
80
37
zZfz.
3 9 .0
142
54
88
rtJtrt 1L U 1 1L I 1 1L j * "
^67
91
119*00
_ 1 1 a cn
to ? 1li*AA
1 1 a nn
110*00
3 9 .5
1 1 0 .0 0
3 9 lo
3 8 .5
1 ?/
5
0
103 50
84
1 1 4 .0 0
1 0 7 .5 0
t o * « 123150
t n
3 n*0 1 1 7 .5 0
-
i n- ~n
inn
39*5
128*00
0^*A
3 7 *0
35
117 5 *
1 0 6 .5 0
nn
nn
J J^J
to?
21
*71 AA
116*00
3 9 .5
3 9 *"
3 7 .5
73
rj
52
81
1 OR
1 /a
45
55
r
MA NUrACTURING
on*;! * y 0 a a
1 3 .0 0
*
30 *5
*_
to n
39 *0
Z
.
88 50
8 7 .0 0
A-* AA
*
at* 9
3*5
PROFESSIONAL AND TECHNICAL
OCCUPATIONS - WOMEN
See fo o tn o te a t end o f ta b les.
37 "
19 00
CO MPUTER OPERATORS, CLASS B --------
16
3 9 .0
1 3 1 .0 0
NURSES, INDUSTRIAL R E G I S T E R E D ) --MA NU FA CT UR IN G ---------------------
3 8 .0
30
30
4 0 .0
4 0 .0
164 .0 0
1 6 4 .0 0
12
T a b l e A - 4 . M a in t e n a n c e and p o w e r p l a n t o c c u p a tio n s : H o u r ly e a rn in g s
(Average straight-time hourly earnings of workers in selected occupations by industry division, Chattanooga, Tenn.-Ga., September 1972)
Hourly earnings3
N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t-tim e h o u rly ea rn in gs o f—
I
O ccupation and in d u stry d iv is io n
Under
Mean 2
Median2
$
$
I
$
2 .5 0
2 .6 0
2 .7 0 2 .8 0 2 .9 0 3 .0 0
$
%
I
$
$
I
%
l
3 .3 0
3 .1 0 3 .2 0
3 .4 0
3 .5 0
3 .6 0
3 .8 0 4 .0 0 4 .2 0 4 .4 0
3 .6 0
3 .8 0
I
I
l
I
I
I
4 .6 0
4 .8 0
5 .0 0 5 .2 0
I
I
l
5 .4 0
5 .6 0
and
2 .5 0 under
%
2 .6 0 2 .7 0 2 .8 0
2 .9 0
3 .0 0 3 .1 0
3 .2 0
3 .5 0
4 .0 0
4 .2 0 4 .4 0
3 .3 0
3 .4 0
.
_
-
-
1
1
2
2
10
10
3
3
9
9
3
3
6
6
15
15
25
25
26
26
62
61
A7
A7
_
-
4 .6 0
4 .8 0
5 .0 0
5 .2 0
5 ,4 0
5 .6 0
MEN AND WOMEN COMBINED
CARPENTERS. MAINTENANCE -------------------MANUFACTURING ---------------------------------
A0
39
$
A . 01
3 .9 6
$
3 .9 5
3 .9 3
$
$
3 . 6 3 - A . 20
3 . 6 2 - A . 19
-
ELEC TRIC IAN S. MAINTENANCE ---------------MANUFACTURING ---------------------------------
372
370
A . 39
A . 39
A . 30
A . 30
A . 0 0 - 5.0 3
A . 0 0 - 5 .0 3
-
FIREMEN, STATIONARY BOILER -------------MANUFACTURING ---------------------------------
69
63
3 .2 1
3 .3 0
3 .A 3
3 .A 5
2 . 8 3 - 3 .7 3
2 . 8 7 - 3 .7 3
HELPERS, MAINTENANCE TRA0ES -----------MANUFACTURING ---------------------------------
86
86
3 .8 1
3 .8 1
3 .5 A
3 .5 A
M ACH INISTS, MAINTENANCE -------------------MANUFACTURING ---------------------------------
186
185
A . 2A
A .2 A
MECHANICS, AUTOMOTIVE
(MAINTENANCE) ------------------------------------MANUFACTURING --------------------------------NONMANUFACTURING --------------------------PUBLIC U T IL IT IE S ------------------------
139
109
30
29
MECHANICS, MAINTENANCE ---------------------MANUFACTURING ---------------------------------
.
2
~
2
1
1
3
3
_
-
3
3
3
3
1
1
9
9
5
5
10
10
2
2
3
3
1
1
_
-
-
23
23
-
-
15
15
-
-
-
-
1
1
1
1
-
7
15
15
1
1
6
6
12
12
-
-
7
8
8
-
-
-
“
-
_
_
-
1
1
-
5
5
_
-
2
2
_
-
-
1A
1A
8
8
12
12
11
10
2A
2A
-
-
2
2
-
-
6
6
-
15
15
-
15
15
-
5
5
-
1A
1A
-
-
-
-
-
-
-
-
-
-
12
1
11
11
2
2
1
-
_
7
7
_
-
2
2
18
18
8
8
7
7
10
10
8
8
37
37
1
i
1
1
-
3
3
_
5
5
-
-
_
-
-
-
-
-
-
6
3
-
-
“
-
1
1
_
~
-
6
3
-
i
i
-
-
-
-
_
12
12
2
2
-
_
-
-
“
_
-
-
-
-
5
-
9
9
I
-
3 . 2 3 - A .5 A
3 . 2 3 - A . 5A
-
-
-
“
-
A . A0
A . 39
3 . 9 3 - A .A 7
3 . 9 A— A .A 8
-
-
A .0 A
3 .8 6
A . 69
A . 71
3 .8 9
3 .5 9
A . 53
A . 55
3 . 3 8 - A . 39
3 . 3 3 - A . 35
3 . 7 7 - 5 .9 3
3 . 7 7 - 5 .9 3
-
-
-
767
763
A . 33
A . 33
A . 26
A . 26
A . 0 3 - 5 .0 0
A . 0 3 - 5 .0 1
-
-
-
-
PAIN TE R S, MAINTENANCE -----------------------MANUFACTURING ---------------------------------
51
A9
3 .9 2
A . 00
3 .9 9
3 .9 9
3 . 6 9 - A . 51
3 .7 A - A. 52
2
P IP E F IT T E R S , MAINTENANCE -----------------MANUFACTURING ---------------------------------
79
79
A .5 A
A .5 A
5 .0 1
5 .0 1
A . 2 1 - 5 .0 6
A . 2 1 - 5 .0 6
-
-
-
-
“
TOOL AND DIE MAKERS --------------------------MANUFACTURING ---------------------------------
107
107
A . 13
A . 13
A . 35
A . 35
3 .5 7 3 .5 7 -
-
-
*
A l l w o r k e r s w e r e at $5.80 to $6.
See footnotes at end of tables.
A . 58
A . 58
-
-
-
-
_
-
-
1
1
18
18
_
“
AA
AA
1A
1A
5
5
_
7A
7A
-
35
35
-
*
1
-
-
-
-
-
-
-
-
35
35
-
-
“
17
17
65
65
2
2
11
11
-
25
2A
1
1
7
-
73
73
168
168
96
96
13A
130
5
5
10
10
11
11
-
*
7
7
-
1
1
-
“
7
7
12
12
A
A
-
15
15
31
31
20
20
-
_
8
8
-
4
3
3
1
2
2
-
-
-
-
-
-
_
_
-
10
10
-
-
10
10
-
-
9
*9
50
50
-
-
-
1A8
1A8
-
-
6
-
_
_
-
6
-
-
-
_
-
_
-
AA
AA
_
“
“
-
“
_
-
_
_
-
1
1
_
“
“
A
A
A
-
_
15
15
2
2
-
_
9
13
T a b le A - 5 . C u sto dial and m aterial m o v e m e n t occupations: H o u rly earn in g s
(Average straight-time hourly earnings of workers in selected occupations by industry division, Chattanooga, Tenn—Ga., September 1972)
Number of worker s receiving straight-time hourly earnings of—
Hourly earnings3
Occupation and industry division
of
workers
Mean 2
M edian2
Middle range 2
$
S
t
t
$
$
$
S
s
$
t
t
$
t
$
$
S
S
s
S
S
S
S
1.60 1.70 1.80 1.90 2.00 2 .20 2.AO 2.60 2 .80 3.00 3.20 3.AO 3.60 3.80 A . 00 A . 20 A. AO A . 60 A.80 5.00 5.20 5.AO 5.60
and
under
1.70 1.80 1.90 2.00 2.20 2 .AO 2.60 2.80 3 .00 3.20 3, AO 3.60 3.80
o
o
2
1
1
39
39
15
15
39
-
A . 20 A.AO A . 60 A . 80 5.00 5.20 5.AO 5.60 5.80
MEN AND WOMEN COMBINED
GUARDS AND WA TCHMEN ----------------MA NU FA CT UR IN G --------------------N O NM AN UF AC TU RI NG -----------------
605
219
386
$
2.23
3.0A
1.77
$
1.82
2.98
1.69
$
1.672.A81.65-
$
2.68
3.63
1.82
217
7
210
71
71
6A
6
58
A
A
30
6
2A
20
20
GUAROS
MANUFA CT UR IN G ---------------------
161
3.19
3.13
2.82- 3.63
-
-
-
-
-
3
38
30
8
18
8
10
35
35
”
27
27
”
1A
1A
25
8
35
27
12
1
-
-
-
“
11
11
-
'
-
-
-
11
-
-
-
-
_
-
-
-
-
-
-
WA TCHMEN
MA NU FA CT UR IN G ---------------------
58
2.62
2.35
2.13- 3.91
7
-
6
-
6
17
5
-
-
-
2
-
-
15
JANITORS, PORTERS, AND CL EANERS --MANUFA CT UR IN G --------------------N O NM AN UF AC TU RI NG ----------------PUBLIC UT ILITIES ---------------
950
515
A35
26
2.3A
2.66
1.96
2.88
2.19
2.60
1.79
2.78
1.802.181.692.53-
2.9A
3.08
2.13
3.A5
130
7
123
-
110
15
95
1
66
18
A8
52
28
2A
1
127
72
55
*
55
26
29
2
110
93
17
8
29
9
20
2
61
51
10
3
139
135
4
2
20
18
2
1
8
8
-
38
35
3
3
3
2
3
3
2
LABORERS, MATERIAL HA NDLING -------MANUFA CT UR IN G --------------------NONM AN UF AC TU RI NG -----------------
1.A02
1,225
177
3.01
3.07
2.5A
3.08
3.10
2.65
2.61- 3.60
2.72- 3.62
2.28- 2.75
23
16
7
9
9
6
3
86
85
1
81
73
8
11A
100
1A
155
72
83
6
6
AA1
A29
12
73
67
6
32
32
“
229
229
123
116
7
1
23
13
9
4
OROER
FILLERS ----------------------MANUFA CT UR IN G ---------------------
135
72
2.83
2.87
2.76
2.77
2.66- 3.02
2.65- 3.06
-
-
-
-
17
10
32
20
-
-
70
3A
_
-
7
A
A
-
1
*
“
“
A
A
PACKERS, SH IPPING -------------------MANUFA CT UR IN G ---------------------
158
122
2.AA
2.A8
2.33
2.A8
1.99- 2.68
1.91- 2.69
-
25
25
11
11
35
15
5
A
5
2
A6
3A
4
4
-
-
-
5
5
”
6
6
12
12
A
A
RE CEIVING CL ERKS ---------------------
3. 16
3.23
2.92
3.11
3. 19
3.0A
2.98- 3.31
3.01- 3.34
2.79- 3.09
_
_
2
_
_
23
1A
9
16
16
”
2
2
“
-
-
-
-
-
-
1
5
5
*
1
2
2
2
“
-
-
7
6
i
-
“
2
2
“
-
-
3
2
1
1
-
NONM AN UF AC TU RI NG -----------------
66
51
15
1
“
*
SHIPPING CL ER KS ---------------------MANUFA CT UR IN G ---------------------
51
39
3.36
3.51
3.2A
3.39
3.03- 3.91
3.08- 3.96
_
_
2
2
“
6
2
2
13
10
9
6
A
A
2
2
7
7
2
2
_
-
*
“
2
2
.
*
A2
7
35
16
15
1
16
10
6
10
10
AO
AO
39
7
32
3
2
1
9
3
6
1
10
10
-
_
-
MANUFACTURING
--------------------------
-
“
-
*
-
-
~
-
1
“
-
*
2
2
*
-
-
*
*
“
*
2
2
“
-
“
—
21
21
-
-
12
12
12
-
-
25
3.18
3.35
2.79- 3.A3
-
-
-
-
-
-
-
7
-
-
11
6
1
TR UC KD RI VE RS ------------------------MANU FA CT UR IN G --------------------N O NM AN UF AC TU RI NG -----------------
536
258
278
3.63
3.A1
3.8A
3.36
3.10
3.75
2.73- A.AA
2.75- A.08
2.72- 5.19
”
2
2
_
-
-
35
35
30
18
12
26
25
l
83
3A
49
A1
A1
~
26
20
6
33
12
21
15
12
3
3A
1A
20
TR UCKDRIVERS, LIGHT (UNDER
1-1/2 TONS) ----------------------MANU FA CT UR IN G --------------------N O NM AN UF AC TU RI NG -----------------
7A
37
37
2.50
2.88
2.12
2.A5
2.77
2.13
2.12- 2.78
2.57- 2.95
2.05- 2.26
“
2
2
23
23
12
1
11
12
12
“
9
8
1
7
7
i
i
_
-
3
3
5
5
TRUCKDRIVERS, ME DI UM (1-1/2 TO
ANO INCLUDING A TONS) ----------MA NU FA CT UR IN G --------------------NONM AN UF AC TU RI NG ----------------PUBLIC UT ILITIES ---------------
26A
116
1A8
23
3.27
3.1A
3.38
A . 56
3.17
3.06
3.28
5.11
2.712.632.733.87-
_
_
_
-
-
-
-
-
12
-
18
17
1
11
10
1
73
25
A8
2
2
-
19
16
3
9
22
10
12
1
9
9
-
25
5
20
TRUCKDRIVERS, HEAVY (OVER A TONS,
TRAILER TYPE) --------------------MA NU FA CT UR IN G ---------------------
86
59
3.52
3.31
3.25
2.98
2.96- A.05
2.93- A.02
3
“
4
4
3
“
9
9
7
7
-
-
_
-
-
“
“
9
“
-
”
“
“
*
TRUCKERS, POWER (FORKLIFT) --------MANUFA CT UR IN G ---------------------
615
538
3.00
3.02
3.05
3.18
2.7A- 3.38
2.75- 3.AO
135
135
_
-
3
3
2
-
-
-
-
-
-
-
SH IPPING AND RE CEIVING CLERKS -----
See footnotes at end of tables.
3.85
3.5A
3.93
5.16
_
_
_
-
-
_
_
-
12
“
-
-
-
_
-
_
_
_
A3
A3
3
3
1
1
32
32
6
3
9
13
13
33
33
163
88
AO
AO
60
60
123
123
_
-
66
66
“
-
_
-
“
14
T a b le A - 5 . C u s to d ia l and m a te ria l m o v e m e n t occu p atio n s: H o u r ly e a rn in g s — C o n tin u e d
(Average straight-time hourly earnings of workers in selected occupations by industry division, Chattanooga, Tenn—Ga., September 1972)
Number of workers receiving straight-time hourly earnings of—
Hourly earnings3
Occupation and industry division
Number
of
workers
t
1.60 1.70 1.80 1.90 2. 00 2.20
1
M ean 2
M edian2
Middle range 2
$
t
*
»
t
t
t
t
t
(
t
2 . A0 2.6 0 2.8 0 3.00 3.2 0 3 . A0 3.60
t
t
3 .8 0 A .00
t
t
(
S
t
t
(
(
A . 20 A.A0 A .60 A .80 5.0 0 5.20 5 .A0 5.60
and
under
1.7C 1.80 1.90 2.00 2,23 2.40 2,60 2.80 3.00 3,20 3,40 3,60 3,80
4,0 0 4*20 4,4 0 4,6 0 4,8 0 5,00 5,20 5,40 5,6 0 5,80
1-N ANJ WJVLN CJMtll i:0 —
CU <T 1 NUE l)
TRUCKERS, POWER (OTHER THAN
FORKLIFT 1 --------------------------MANUFACTURING -----------------
71
68
$
2.95
2.95
$
2.99
2.99
$
$
2 .9 3 - 3.08
2 .9 3 - 3.09
WAREHOUSEMEN ----------------------MANUFACTURING ----------------NONMANUFACTURING ------------
130
73
57
3.51
3.96
2.9A
3.61
A . 13
2.67
2 .6 8 - A . 15
3 .5 9 - A .17
2 .6 1 - 3.55
See footnotes at end of tables.
11
11
1
1
-
-
28
25
6
1
5
25
2
1
1
25
22
22
3
3
A
A
6
6
2
2
21
18
3
5
5
3
3
53
53
-
2
2
2
2
-
-
_
-
-
-
_
_
—
-
_
-
T a b le A - 6 . M a in te n a n c e , p o w e r p la n t, c u s to d ia l, a n d m a te ria l h a n d lin g
o c c u p a tio n s : A v e r a g e h o u rly e a rn in g s , by s e x
(A verage straight-tim e hourly earnings of w orkers in selected occupations by industry division,
Chattanooga, Tenn.—Ga. , September 1972)
Sex, occupation, and industry division
Number
of
workers
A verage
(m ean 2 )
hourly
earnings3
Number
of
workers
A v erage
(m e a n * )
hourly
earnings*
129
2.82
66
Sex, occupation, and industry division
2 .8 6
C U S T O D I A L AN D M A T E R I A L H A N D L I N G
OCCUPATIONS - MEN— CONTINUED
M A I N T E N A N C E AN D P O W E R P L A N T
O C C U P A T I O N S - MEN
$
C A R P E N T E R S . M A I N T E N A N C E ---------------M A N U F A C T U R I N G ---------------------------
40
39
$
4.01
3.96
E L E C T R I C I A N S , M A I N T E N A N C E ------------M A N U F A C T U R I N G ---------------------------
372
370
4.39
4.39
PACKERS, SHIPPING
MANUFACTURING •
75
60
2.60
2.58
F I R E M E N , S T A T I O N A R Y 8 0 I L E R -----------M A N U F A C T U R I N G ---------------------------
69
63
3.21
3.30
RECEIVING CLERKS —
M A N U F A C T U R I N G --NONMANUFACTURING
65
50
15
3.16
3.23
2.92
H E L P E R S , M A I N T E N A N C E T R A D E S ---------M A N U F A C T U R I N G ---------------------------
86
86
3.81
3.81
S H I P P I N G C L E R K S ----------------------------M A N U F A C T U R I N G ---------------------------
50
38
3.37
3.53
M A C H I N I S T S , M A I N T E N A N C E ---------------M A N U F A C T U R I N G ---------------------------
186
185
4.24
4.24
139
109
30
29
4.04
3.86
4.69
4.71
M E C H A N I C S , M A I N T E N A N C E -----------------M A N U F A C T U R I N G ---------------------------
767
763
4.33
4.33
P A I N T E R S , M A I N T E N A N C E -------------------M A N U F A C T U R I N G ---------------------------
51
49
3.92
4.00
P I P E F I T T E R S , M A I N T E N A N C E --------------M A N U F A C T U R I N G ---------------------------
79
79
4.54
4.54
T O O L A N O D I E M A K E R S ----------------------M A N U F A C T U R I N G ---------------------------
107
107
4.13
4.13
605
219
386
2.23
3.04
1.77
156
3.17
C U S T O D I A L AN D M A T E R I A L H A N D L I N G
O C C U P A T I O N S - MEN
GUARDS
MANUFACTURING
WATCHMEN
MANUFACTURING
---------------------------
58
779
441
338
21
2.39
2.69
2.01
2.95
L A B O R E R S , M A T E R I A L H A N D L I N G ---------M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G -----------------------
1,402
1,225
177
3.01
3.07
2.54
3.20
3.63
3.41
3.84
74
37
37
2.50
T R U C K O R I V E R S , M E D I U M (1-1/2 TO
A N D I N C L U D I N G 4 T O N S ) --------------M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G ----------------------P U B L I C U T I L I T I E S --------------------
264
116
148
23
3.27
3.14
3.38
4.56
TRUCKORIVERS, HEAVY (OVER 4 TONS,
T R A I L E R T Y P E ) --------------------------M A N U F A C T U R I N G ---------------------------
86
59
3.52
3.31
608
531
3.00
3.02
71
68
2.95
2.95
171
74
97
2.09
2.46
1.80
83
62
2.29
2.37
129
72
57
3.51
3.95
2.94
SHIPPING
AND
RECEIVING
CLERKS
TRUCKORIVERS
-------------------------------M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G ----------------------TRUCKORIVERS, LIGHT (UNDER
1 - 1 / 2 T O N S ) ----------------------M A N U F A C T U R I N G -------------------N O N M A N U F A C T U R I N G ---------------
TRUCKERS, POWER (OTHER THAN
F O R K L I F T ) ------------------------M A N U F A C T U R I N G ---------------J A N I T O R S , P O R T E R S , A N D C L E A N E R S ---M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G -----------------------
2.8 8
2.12
2.62
J A N I T O R S , P O R T E R S , A N D C L E A N E R S ---M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G ----------------------P U B L I C U T I L I T I E S -------------------
24
536
258
278
T R U C K E R S , P O W E R ( F O R K L I F T ) -----------M A N U F A C T U R I N G ---------------------------
MECHANICS, AUTOMOTIVE
( M A I N T E N A N C E ) -----------------------------M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G ----------------------P U B L I C U T I L I T I E S -------------------
G U A R D S A N D W A T C H M E N ----------------------M A N U F A C T U R I N G --------------------------N O N M A N U F A C T U R I N G -----------------------
ORDER
FILLERS —
MANUFACTURING
---------------------------
See footnotes at end of tables,
PACKERS, SHIPPING
MANUFACTURING •
C U S T O D I A L AND M A T E R I A L H A N D L I N G
OCCUPATIONS - WOMEN
W A R E H O U S E M E N --------M A N U F A C T U R I N G --NONMANUFACTURING
16
B. Establishm ent practices and supplem entary wage provisions
T a b le B -1. M in im u m e n tra n c e s a la rie s fo r w o m e n o ffic e w o rk e rs
(Distribution of establishments studied in all industries and in industry divisions by minimum entrance salary for selected categories
of inexperienced women officeworkers, Chattanooga, Tenn.-Ga., September 1972)
Other inexpe rienced clerical workers 5
Inexperienced typists
Ma nufa ctur i ng
Minimum weekly straight-time salary4
Based on standard weekly hours6 of—
All
industries
All
schedules
Manufacturing
Nonmanufacturing
40
All
schedules
All
industries
All
schedules
40
Nonmanufacturing
Based on standard weekly hours6 of—
40
All
schedule s
40
109
55
XXX
54
XXX
109
55
XXX
54
XXX
------------
24
13
12
1
1
4
48
25
23
23
13
$60.00___—___________________________
$62.50------------------------------------------$65.00_________ _ -------------------------$67.50__ _________ __________________
$70.00___________________________ ____
$72.50________________________________
$75.00---------------------------------------------$77.50__________________________ ____
$80.00________________________________
$82.50________________________________
$85.00___ _______________
_________
$87.50________________________________
$90.00________________________________
$92.50---------------------------------------------$95.00________________________________
$97.50_____________________ _________
$ 100.00 — -------_
----- ----- _
2
2
2
1
3
2
3
2
3
1
1
1
2
1
2
2
3
1
-
1
2
1
1
2
3
1
-
2
1
1
1
-
2
-
1
1
2
2
2
3
-
-
-
-
-
*
-
1
1
1
4
2
4
2
4
1
1
-
2
1
3
2
3
2
4
1
1
2
1
1
4
2
3
3
3
2
1
2
3
1
4
3
7
5
7
2
6
1
1
1
under $ 105.00-----------------------------------------under $ 110.00-------------------------------- -----under $115.00______________________________
under $120.00-----------------------------------------under $ 125.00______________________________
over_________________________________________
1
-
1
-
-
-
-
2
2
1
2
2
*
2
2
-
1
Establishments having no specified minimum------------------
6
4
XXX
2
XXX
17
8
XXX
9
XXX
79
38
XXX
41
XXX
44
22
XXX
22
XXX
Establishments studied-_______________________________
Establishments having a specified minimum----$57.50
$60.00
$62.50
$65.00
$67.50
$70.00
$72.50
$75.00
$77.50
$80.00
$82.50
$85.00
$87.50
$90.00
$92.50
$95.00
$97.50
and
and
and
and
and
and
and
and
and
and
and
and
and
and
and
and
and
$ 100.00
$ 105.00
$110.00
$115.00
$ 120.00
$125.00
under
under
under
under
under
under
under
under
under
under
under
under
under
under
under
under
under
and
and
and
and
and
and
Establishments which did not employ workers
in this category_______________________ _____
See footnotes at end of tables.
______
-
1
2
1
1
1
1
1
-
1
-
-
-
1
-
1
-
1
T a b l e B - 2 . S h i f t d if f e r e n t i a l s
(L ate -sh ift pay provisions for manufacturing plantworkers by type and amount of pay differential,
Chattanooga, T en n.-G a., September 1972)
(A ll plantworkers in manufacturing = 100 percent)
Percent of manufacturing plantworkers—
In establishments having provisions 7
for late shifts
Late-shift pay provision
Actually working on late shifts
Second shift
Total___________________________________
______
Third or other
shift
Second shift
Third or other
shift
93.6
85.4
26.0
13.4
No pay differential for work on late shift---------
25.6
11.0
7.5
2.4
Pay differential for work on late shift__ _______
67.9
74.4
18.5
11.0
Uniform cents (per h ou r)__________________
64.9
71.4
18.1
10.9
4 cents--------------------------------------- --------5 cents___________________________________
5V5 cents________________________________
6 cents___________________________________
7 cents___________________________________
8 cents___________________________________
9 cents___________________________________
10 cents_________________________________ 1 cents__________________________________
1
12 c e n t s _____________________ _________ 13 cents---------- -------------- -------------------14 cents__________________________________
15 cents__ ______________________________
16 cents_______________________ ___ _____
17 cents________________________________
18 cents_______________________ _________
18Vs cents___________-____ - - - - _ _ _
19 cents__________________________________
20 cents________________________________
21 cents... __ ________________ ___ _______
23 cents__________________________________
28 cents__________________________________
30 cents
_ .
5.8
4.0
.7
1.4
2.3
9.3
3.9
14.4
4.1
3.1
8.8
2.1
1.2
1.8
1.9
-
_
10.8
1.1
7.0
7.1
2.4
2.5
1.7
1.6
10.1
8.2
1.9
1.7
.8
8.8
2.1
1.8
1.9
1.8
.9
.1
.2
.4
3.0
1.3
3.2
1.2
.8
2.6
.5
1.0
.3
.7
-
3.0
1.6
.3
.4
.4
.1
.9
.9
.2
.6
.1
1.8
.4
.2
.1
3.1
3.1
.4
.1
3.1
3.1
.4
.1
Type and amount of differential:
Uniform percentage------------------------------3 percent--------------------------------------------5 percent________________________________
See footnotes at end of tables.
-
18
T a b l e B - 3 . S c h e d u l e d w e e k l y h o u rs and d ay s
(Percent of plantworkers and officew orkers in all industries and in industry divisions by scheduled weekly hours and days
of first-sh ift w orkers, Chattanooga, T en n .-G a., September 1972)
Officeworker s
Plantworkers
Weekly hours and days
A ll w o r k e r s ____________ _____________________
Under 35 hours------------------------------- ----------- —
4 days--------------------- ----- — ------------------------5 days___________________ _______________________
35 hours— 5 d a ys----------------------------------------------Over 35 and under 36% h o u rs-------------------------5 days_______ _____________________________ —
6 days______________________ ______________ __
36% hours— 5 d a y s____________ _ ------- -------37V2 hours— 5 d a ys---------------------------------38% hours— 5 d a y s__________________
________
39 hours— 5 d a y s----------------------------------------------40 hours— 5 d a y s---------- -----------------------------------42 hours— 5 d a y s---------------------------------------------44 hours— 5V2 d a y s------------------------------------------45 hours-------------------------------------------------------------5 days--------------------------- -------------------------------—
6 days---------- ------------- — ---48 hours— 6 d a ys----------------------------------------------50 hours— 6 d a y s----------------------------------------------55 hours— 5 d a y s_________________________________
See footnote at end of tables,
A ll industries
100
(’ )
(9)
2
(9)
(9)
1
-
1
80
-
1
1
1
1
11
(9)
2
Manufacturing
Public utilities
A ll industries
Manufacturing
Public utilities
100
100
100
100
100
1
1
1
-
-
1
6
6
87
1
-
->
35
65
“
-
84
1
11
2
-
100
-
(9)
(9)
6
(!)
( 9)
"
9
19
6
2
57
(9)
“
C)
-
(’ )
(9)
-
“
"
19
T a b l e B - 4 . A n n u a l p aid h o lid a y s
(Percent of plantworkers and officew orkers in all industries and in industry divisions by number of paid holidays, Chattanooga, T en n.-G a.f September 1972)
Officeworkers
Plantworkers
Item
Manufacturing
Public utilities
A ll industries
100
100
100
100
100
100
92
96
100
99
100
100
8
4
-
1
-
-
17
3
7
10
(’ )
15
3
5
32
22
_
4
17
45
31
4
(’ )
(’ )
2
8
n
12
29
(’ >
10
18
9
10
_
1
5
3
(’ )
16
6
1
1
32
25
_
17
2
36
42
3
17
17
43
43
49
54
68
85
90
91
92
22
22
54
54
59
62
77
87
93
96
96
4
4
35
35
80
80
96
100
100
100
100
A ll industries
A ll w orkers_______________________________ __
W orkers in establishments providing
paid holidays_____________
__________________
W orkers in establishments providing
no paid holidays__________ ___ __ — _____________
Manufacturing
Public utilities
Number of days
1 holiday.
__ _
_
_____
3 h olidays_______
__ ____ .
__ ______
4 holidays - _________ ____
_
___
______
5 holidays _________________ _________ __ __ _______
5 holidays plus 2 half days_____
____________
6 holidays___ ____ _____________________ _____ ___
7 holidays_____________________
_ _____
______
7 holidays plus 3 half da y s___________ ____ __
8 holidays______________________________ ________
9 holidays_________________________________________
9 holidays plus 1 half day__ ____ _____________
10 holidays _______________ _
_________________
n
2
6
17
n
14
5
6
26
Total holiday time 1
0
10 d a y s ---------------------- --------------- ------------—
9V2 days or m o re ________________________ __ ____
9 days or m o re ___________________________________
8V2 days or m o r e _______________________________
8 days or m o re ______ ____________________________
7 days or m o r e ___________________________________
6 days or m ore
_____________ ______ ________
5 days or m o r e __ __ _____________________________
4 days 0 r m o r e ___ ______ ____
_ ___ _____
3 days or m o r e ____________ ____ ______________
1 day or m ore_________ -_______________________ __
See footnotes at end of tables.
10
19
37
37
47
76
88
96
98
98
99
25
25
57
57
68
74
90
93
99
100
100
3
3
45
45
81
83
100
100
100
100
100
20
T a b le B -4 a .
Id e n tific a tio n o f m a j o r p aid h o lid a ys
(Percent of plantworkers and officew orkers in ail industries and in industry divisions by paid holidays provided annually, Chattanooga, Tenn. — a. , September 1972)
G
Plantworkers
Holiday
Officeworkers
A ll industries
100
100
100
100
100
100
84
17
50
8
73
82
96
4
90
43
4
65
100
35
73
95
20
100
45
78
98
98
5
98
33
92
11
52
1
86
98
100
2
99
54
91
7
5
12
100
29
9
98
4
5
26
69
(9)
97
9
9
15
10
88
6
4
12
Public utilities
63
81
92
5
87
32
3
52
See footnotes at end of tables.
Manufacturing
82
15
42
A ll w orkers--------------------------------------------------
A ll industries
96
100
100
44
100
12
35
V)
84
Manufacturing
Public utilities
100
100
100
36
100
100
44
21
T a b l e B - 5 . P a i d v a c a t io n s
(Percen t of plantworkers and officew orkers in all industries and in industry divisions by vacation pay provisions, Chattanooga, T e n n .-G a . , September 1972)
Officeworkers
Plantworkers
Vacation policy
Manufacturing
Public utilities
A ll industries
100
100
100
100
100
100
100
78
22
1
100
71
29
-
100
100
-
100
99
(9)
_
100
99
1
-
100
100
“
-
12
8
1
1
13
5
2
2
4
45
2
78
2
18
(’ )
2
77
1
20
2
56
5
37
(’ )
2
62
5
30
-
2
20
2
70
4
2
2
21
2
68
4
3
2
18
2
72
4
2
2
18
2
70
4
A ll industries
A ll w o rk e rs--------------------------------------------------
Manufacturing
Public utilities
Method of payment
W orkers in establishments providing
paid vacations--------------------------------------------------Length-of-tim e paym ent------------------------------Percentage payment___________________________
O th e r-------------------------------------------------------------W orkers in establishments providing
no paid vacations----------------------------------------------
*
-
_
"
Amount of vacation pay1
*
A fter 6 months of service
Under 1 week-----------------------------------------------------1 week----------------------------------------------------------------O ver 1 and under 2 w eeks--------------------------------2 w e e k s____________________________________________
_
-
2
55
6
(9)
1
42
16
1
40
_
-
After 1 year of service
Under 1 week-----------------------------------------------------1 week----------------------------------------------------------------Over 1 and under 2 w e e k s---------------------------------2 w e e k s_____________________________________________
Over 2 and under 3 w e e k s----------------------------------
_
89
-
11
_
_
_
30
1
68
1
28
70
2
88
12
After 2 years of service
Under 1 week------------------------------------------------------1 week-----------------------------------------------------------------Over 1 and under 2 w e e k s--------------------------------2 w e e k s--------------------------------------------------------------Over 2 and under 3 w e e k s--------------- ------------------
_
_
_
16
7
78
-
12
2
85
1
15
82
2
_
_
4
1
91
1
2
3
90
2
5
-
_
30
4
66
-
A fter 3 vears of service
Under 1 week______________________________________
1 week______________________________________________
Over 1 and under 2 w eeks---------------------------------2 w eeks--------------------------------------------------------------Over 2 and under 3 w e e k s---------------------------------3 w e e k s---------------------------------------------------------------
_
10
-
90
-
_
10
90
-
After 4 years of service
Under 1 week-----------------------------------------------------1 week----------------------------------------------------------------Over 1 and under 2 w e e k s---------------------------------2 w e e k s--------------------------------------------------------------Over 2 and under 3 w eeks---------------------------------3 w e e k s___________________________________ ____ _____
See footnotes at end of tables.
3
_
_
10
3
-
90
-
1
92
1
2
_
_
1
10
-
-
92
2
90
5
-
22
T a b l e B - 5 . P a i d v a c a t i o n s -----C o n t i n u e d
(Percent of plantworkers and officew orkers in all industries and in industry divisions by vacation pay provisions, Chattanooga, Tenn. —
Ga. , September 1972)
Plantworkers
Vacation policy
A ll industries
Manufacturing
Officeworker s
Public utilities
A ll industries
Manufacturing
Public utilities
Amount of vacation pay1— Continued
3
A fter 5 years of service
Under 1 week-----------------------------------------------------1 week----------------------------------------------------------------Over 1 and under 2 w e e k s---------------------------------2 w e e k s--------------------------------------------------------------Over 2 and under 3 w e e k s---------------------------------3 w e e k s---------------------------------------------------------------
i
7
1
77
4
11
i
7
_
_
_
2
1
85
5
7
_
i
_
78
2
19
_
_
_
_
-
2
26
1
66
5
1
33
2
53
12
_
28
_
72
-
_
_
_
2
24
1
69
(9)
5
1
28
2
57
23
77
-
-
74
4
14
100
-
-
.
_
_
100
-
-
After 10 years of service
Under 1 week------------------------------------------------------1 week-----------------------------------------------------------------2 w e e k s--------------------------------------------------------------Over 2 and under 3 w e e k s---------------------------------3 w e e k s--------------------------------------------------------------Over 3 and under 4 w e e k s---------------------------------4 w e e k s---------------------------------------------------------------
1
6
39
1
44
1
8
1
4
36
1
46
i
1
6
34
1
49
1
8
i
4
30
1
51
1
11
1
6
23
1
4
21
h
28
72
-
-
-
After 12 years of service
Under 1 week------------------------------------------------------1 week-----------------------------------------------------------------2 w e e k s--------------------------------------------------------------Over 2 and under 3 w e e k s---------------------------------3 w e e k s--------------------------------------------------------------Over 3 and under 4 w e e k s---------------------------------4 w e e k s---------------------------------------------------------------
_
-
24
76
“
-
-
12
-
After 15 years of service
Under 1 week------------------------------------------------------1 week-----------------------------------------------------------------2 w e e k s--------------------------------------------------------------Over 2 and under 3 w e e k s---------------------------------3 w e e k s--------------------------------------------------------------Over 3 and under 4 w e e k s---------------------------------4 w e e k s--------------------------------------------------------------Over 4 and under 5 w e e k s----------------------------------
-
-
_
17
-
72
41
5
24
1
36
6
30
1
1
6
23
1
4
20
17
-
-
-
24
31
1
15
20
32
1
20
-
11
-
_
_
_
2
17
1
56
9
15
1
20
2
42
5
30
18
-
-
21
-
_
_
_
_
60
_
After 20 years of service
Under 1 week-----------------------------------------------------1 week-----------------------------------------------------------------2 w e e k s_____________________________________________
Over 2 and under 3 w e e k s---------------------------------3 w e e k s--------------------------------------------------------------4 w e e k s--------------------------------------------------------------Over 4 and under 5 w e e k s---------------------------------5 w e e k s---------------------------------------------------------------
See footnotes at end of tables.
_
-
5
78
-
2
15
1
24
53
1
20
2
15
50
-
-
5
12
-
18
-
5
77
-
23
T a b l e B - 5 . P a i d v a c a t i o n s -----C o n t in u e d
(Percent of plantworkers and officew orkers in all industries and in industry divisions by vacation pay provisions, Chattanooga, Tenn, —
Ga, , September 1972)
Officeworkers
Plantworkers
Vacation policy
A ll industries
Manufacturing
Public utilities
A ll industries
Manufacturing
Public utilities
Amount of vacation pay1— Continued
3
After 25 years of service
Under 1 week-----------------------------------------------------1 week----------------------------------------------------------------2 w e e k s____________________________________________
O ver 2 and under 3 w e e k s--------------------------------3 w e e k s------------------------------------------------------ ----4 weeks -__ _______________________________________
Over 4 and under 5 w e e k s-------------------------------------------------------- --------- —
5 w e e k s----------------
i
6
22
-
20
24
1
27
i
4
20
_
14
28
1
31
_
_
_
22
61
2
15
1
20
47
17
i
20
2
10
46
_
21
-
17
-
_
-
18
12
69
A fter 30 years of service
Under 1 week-----------------------------------------------------1 week___ _____ __________________________________
2 w eeks____________________________________________
Over 2 and under 3 w e e k s--------------------------------3 w e e k s------------------------------------ ---------------------4 w e e k s-------------------------------------------------------------Over 4 and under 5 w e e k s--------------------------------5 w eeks--------------------------------------------------------------6 w e e k s---------------------------------------------------------------
1
6
22
-
20
24
1
26
2
1
4
20
14
28
1
29
2
_
_
_
17
_
22
61
-
2
15
1
20
47
_
16
1
1
20
2
10
46
_
18
3
_
18
_
12
_
69
-
_
1
4
20
14
25
1
23
_
17
19
65
_
1
20
2
10
42
-
_
18
12
_
70
Maximum vacation available
Under 1 week-----------------------------------------------------1 week-------------------------- -----------------------------------2 w e e k s-------------------- --------------------------------------Over 2 and under 3 w e e k s--------------------------------3 w e e k s____________________________________________
4 w eek s---------------------------- .---------------------------------Over 4 and under 5 w e e k s--------------------------------5 w e e k s____________________________________________
6 w e e k s---------------------------------------------------------------
See footnotes at end of tables
1
6
22
20
22
1
21
8
11
_
2
15
1
20
45
15
3
16
9
24
T a b le B -6 .
H e a lt h , in s u r a n c e , a nd p e n s io n p la n s
(Percent of plantworkers and officew orkers in all industries and in industry divisions employed in establishments providing
health, insurance, or pension benefits, Chattanooga, T e n n .-G a . , September 1972)
Plantworkers
Type of benefit and
financing1
4
A ll w orkers--------------------------------------------------
Workers in establishments providing at
least 1 of the benefits shown b e lo w ___________
Officeworker s
A ll industries
Manufacturing
Public utilities
A ll industries
100
100
100
100
100
Manufacturing
Public utilities
100
;
99
100
100
99
100
100
Life insurance----------------------------------------------Noncontributory p la n s-----------------------------Accidental death and dism em berm ent
insurance----------------------------------------------------Noncontributory p la n s-----------------------------Sickness and accident insurance or
sick leave or both1 ------------------------------------5
96
52
98
54
100
92
98
44
98
53
100
92
70
39
70
41
90
81
68
42
74
41
93
85
79
85
52
83
80
73
Sickness and accident insurance-------------Noncontributory p la n s------------------------Sick leave (full pay and no
waiting perio d)---------------------------------------Sick leave (partial pay or
waiting perio d)----------------------------------------
64
34
77
41
14
11
50
31
53
20
8
5
11
10
8
51
47
40
13
9
33
13
11
29
Lo n g-term disability insurance-------------------Noncontributory p la n s-----------------------------Hospitalization insurance-----------------------------Noncontributory p la n s-----------------------------Surgical insurance----------------------------------------Noncontributory p la n s-----------------------------M edical insurance----------------------------------------Noncontributory p la n s-----------------------------M ajor m edical insurance-----------------------------Noncontributory p la n s-----------------------------Dental insurance------------------------------------------Noncontributory p la n s-----------------------------Retirement pension---------------------------------------Noncontributory p la n s------------------------------
9
6
97
48
97
48
91
44
80
35
2
2
65
59
5
5
98
52
98
52
94
47
77
36
2
2
67
62
7
7
100
81
100
81
100
81
100
81
8
8
59
55
33
22
99
46
99
46
95
45
96
41
3
3
80
67
26
7
98
48
99
49
96
46
92
35
4
4
76
66
3
3
100
82
100
82
100
82
100
82
18
18
47
46
See footnotes at end of tables.
25
F o o tn o te s
A ll of these standard footnotes may not apply to this bulletin.
1 S ta n d a rd h o u rs r e f l e c t th e w o r k w e e k f o r w h ich e m p lo y e e s r e c e i v e t h e ir r e g u la r s t r a ig h t - t im e s a la r ie s (e x c lu s iv e o f p a y f o r o v e r t im e
at r e g u la r a n d / o r p r e m iu m r a t e s ), and th e e a r n in g s c o r r e s p o n d to th e s e w e e k ly h o u r s .
2 T h e m e a n is c o m p u te d f o r e a c h jo b b y to ta lin g th e e a r n in g s o f a l l w o r k e r s and d iv id in g b y th e n u m b er o f w o r k e r s .
T h e m e d ia n
d e s ig n a te s p o s itio n — h a lf o f th e e m p lo y e e s s u r v e y e d r e c e i v e m o r e than th e r a te show n; h a lf r e c e i v e le s s than the r a te show n.
T h e m id d le
r a n g e is d e fin e d by 2 r a te s o f p a y ; a fo u r th o f th e w o r k e r s e a r n l e s s than th e lo w e r o f th e s e r a t e s and a fo u r th e a r n m o r e than the h ig h e r r a t e .
3 E x c lu d e s p r e m iu m p a y f o r o v e r t im e and fo r w o r k on w e e k e n d s , h o lid a y s , and la te s h ifts .
4 T h e s e s a la r ie s r e la t e to f o r m a lly e s ta b lis h e d m in im u m s ta r tin g (h ir in g ) r e g u la r s t r a ig h t - t im e s a la r ie s th at a r e p a id fo r s ta n d a rd
w o rk w eek s.
5 E x c lu d e s w o r k e r s in s u b c le r ic a l jo b s such as m e s s e n g e r .
6 D ata a r e p r e s e n te d f o r a l l s ta n d a rd w o r k w e e k s c o m b in e d , and f o r th e m o s t c o m m o n sta n d a rd w o r k w e e k s r e p o r te d .
7 In c lu d e s a ll p la n t w o r k e r s in e s ta b lis h m e n ts c u r r e n t ly o p e r a tin g la te s h ifts , and e s ta b lis h m e n ts w h o s e f o r m a l p r o v is io n s c o v e r la te
s h ifts , e v e n though the e s ta b lis h m e n ts w e r e not c u r r e n t ly o p e r a tin g la te s h ifts .
8 L e s s than 0.05 p e r c e n t.
9
L e s s than 0.5 p e r c e n t.
1 A l l c o m b in a tio n s o f fu ll and h a lf d a y s th at add to th e s a m e am ount a r e c o m b in e d ; f o r e x a m p le , the p r o p o r t io n o f w o r k e r s r e c e iv in g a
0
t o t a l o f 9 d a y s in c lu d e s th o s e w ith 9 fu ll d ays and no h a lf d a y s , 8 fu ll d a y s and 2 h a lf d a y s , 7 f u ll d a y s and 4 h a lf d a y s , and s o on. P r o p o r t io n s
th en w e r e c u m u la te d .
1 T h e s e d a y s a r e p r o v id e d as p a r t o f a C h r is t m a s —N e w Y e a r h o lid a y p e r io d w h ic h t y p ic a lly b e g in s w ith C h r is t m a s E v e and ends w ith
1
N e w Y e a r 's D ay. Such a h o lid a y p e r io d is c o m m o n in th e a u to m o b ile , a e r o s p a c e , and f a r m im p le m e n t in d u s t r ie s . B e c a u s e o f y e a r - t o - y e a r
v a r ia t io n in th e n u m b e r o f w o r k d a y s d u rin g th e p e r io d , p a y f o r a Sunday in D e c e m b e r , fr e q u e n t ly r e f e r r e d to as a "b on u s h o l i d a y , " m a y be
p r o v id e d to e q u a liz e e a c h y e a r 's t o t a l h o lid a y p a y .
1 " F l o a t i n g " h o lid a y s v a r y f r o m y e a r to y e a r a c c o r d in g to e m p lo y e r o r e m p lo y e e c h o ic e .
2
1 In c lu d e s p a y m e n ts o th e r than " le n g th o f t i m e , " such as p e r c e n ta g e o f annual e a r n in g s o r f la t - s u m p a y m e n ts , c o n v e r te d to an e q u iv a le n t
3
t im e b a s is ; f o r e x a m p le , 2 p e r c e n t o f annual e a r n in g s w as c o n s id e r e d as 1 w e e k 's p a y . P e r io d s o f s e r v i c e a r e c h o se n a r b i t r a r i l y and d o not
n e c e s s a r i l y r e f l e c t in d iv id u a l p r o v is io n s f o r p r o g r e s s io n ; f o r e x a m p le , c h a n g e s in p r o p o r tio n s at 10 y e a r s in c lu d e c h a n ge s b e tw e e n 5 and 10
y e a r s . E s t im a t e s a r e c u m u la tiv e . T h u s , th e p r o p o r t io n e lig ib le f o r at le a s t 3 w e e k s ' p a y a f t e r 10 y e a r s in c lu d e s th o s e e l i g i b l e fo r at l e a s t 3
w e e k s ' pay a fte r fe w e r y e a rs o f s e r v ic e .
14 E s tim a te s lis t e d a ft e r ty p e o f b e n e fit a r e f o r a ll p la n s fo r w h ic h at le a s t a p a r t o f the c o s t is b o r n e b y th e e m p lo y e r . "N o n c o n tr ib u to r y
p la n s " in c lu d e on ly th o s e fin a n c e d e n t ir e ly b y th e e m p lo y e r .
E x c lu d e d a r e l e g a lly r e q u ir e d p la n s , such as w o r k m e n 's c o m p e n s a tio n , s o c ia l
s e c u r it y , and r a ilr o a d r e t ir e m e n t .
1
U n d u p lic a te d t o ta l o f w o r k e r s r e c e iv in g s ic k le a v e o r s ic k n e s s and a c c id e n t in s u r a n c e show n s e p a r a t e ly b e lo w . S ic k le a v e p la n s a r e
lim it e d to th o s e w h ic h d e fin it e ly e s ta b lis h at le a s t th e m in im u m n u m b er o f d a y s ' p a y th at e a c h e m p lo y e e can e x p e c t.
In fo r m a l s ic k le a v e
a llo w a n c e s d e te r m in e d on an in d iv id u a l b a s is a r e e x c lu d e d .
A p p e n d ix . O c c u p a t io n a l D e s c r ip t io n s
The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate
occupations workers who are employed under a variety of payroll titles and different work arrangem ents from establishment to establishment and
from area to area.
This perm its the grouping of occupational wage rates representing com parable job content. Because of this emphasis on
interestablishment and interarea com parability of occupational content, the Bureau's job descriptions may differ significantly from those in use in
individual establishments or those prepared for other purposes. In applying these job descriptions, the B ureau's field economists are instructed
to exclude working supervisors; apprentices; le a rn e rs; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary w orkers.
O F F IC E
C LER K , A C C O U N T IN G — Continued
B IL L E R , M A CH IN E
Positions are classified into levels on the basis of the following definitions.
P re p a re s statements, b ills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other
clerical work incidental to billing operations. F or wage study purposes, b ille rs , machine, are
classified by type of machine, as follows:
Class A . Under general supervision, perform s accounting cle ric a l operations which
require the application of experience and judgment, for example, cle ric a lly processing com
plicated or nonrepetitive accounting transactions, selecting among a substantial variety of
prescribed accounting codes and classifications, or tracing transactions through previous
accounting actions to determine source of discrepancies. May be assisted by one or m ore
class B accounting clerks.
B ille r, machine (billing m achine). Uses a special billing machine (combination typing
and adding machine) to prepare bills and invoices from custom ers' purchase o rd e rs, inter
nally prepared orders, shipping memorandums, etc. Usually involves application of p re
determined discounts and shipping charges and entry of n ecessary extensions, which may or
may not be computed on the billing machine, and totals which are automatically accumulated
by machine. The operation usually involves a large number of carbon copies of the bill being
prepared and is often done on a fanfold machine.
B ille r, machine (bookkeeping m achine). Uses a bookkeeping machine (with or without
a typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable op era
tion. Generally involves the simultaneous entry of figures on custom ers' ledger record. The
machine automatically accumulates figures on a number of vertical columns and computes
and usually prints automatically the debit or credit balances.
Does not involve a knowl
edge of bookkeeping.
Works from uniform and standard types of sales and credit slips.
Class B . Under close supervision, following detailed instructions and standardized p ro
cedures, perform s one or m ore routine accounting clerical operations, such as posting to
ledgers, cards, or worksheets where identification of items and locations of postings are
clearly indicated; checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few p rescribed accounting codes.
C LE R K , F IL E
F ile s, cla ssifie s, and retrieves m aterial in an established filing system. May perform
clerical and manual tasks required to maintain files. Positions are classified into levels on the
basis of the following definitions.
B O O K K E E PIN G -M A C H IN E O PER ATO R
Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record
of business transactions.
Class A. Keeps a set of records requiring a knowledge of and experience in basic
bookkeeping principles, and fam iliarity with the structure of the particular accounting, system
used. Determines proper records and distribution of debit and credit items to be used in each
phase of the work. May prepare consolidated reports, balance sheets, and other records
by hand.
Class B. Keeps a record of one or m ore phases or sections of a set of records usually
requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable,
payroll, custom ers' accounts (not including a simple type of billing described under b ille r,
machine), cost distribution, expense distribution, inventory control, etc. May check or assist
in preparation of trial balances and prepare control sheets for the accounting department.
CL E R K , A C C O U N T IN G
P erform s one or m ore accounting clerical tasks such as posting to registers and ledgers;
reconciling bank accounts; verifying the internal consistency, completeness, and mathematical
accuracy of accounting documents; assigning prescribed accounting distribution codes; examining
and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.;
or preparing simple or assisting in preparing m ore complicated journal vouchers. May work
in either a manual or automated accounting system.
The work requires a knowledge of clerical methods and office practices and procedures
which relates to the cle ric a l processing and recording of transactions and accounting information.
With experience, the w orker typically becomes fam iliar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a knowledge of the form al
principles of bookkeeping and accounting.
C lass A . C lassifies and indexes file m aterial such as correspondence, reports, tech
nical documents, etc., in an established filing system containing a number of varied subject
matter files. May also file this m aterial. May keep records of various types in conjunction
with the files. May lead a sm all group of lower level file clerks.
C lass B . Sorts, codes, and files
ings or partly classified m aterial by
c ro ss-re fe re n c e aids. As requested,
wards m aterial. May perform related
unclassified m aterial by simple (subject matter) head
finer subheadings. P re p a re s simple related index and
locates clearly identified m aterial in files and fo r
clerical tasks required to maintain and service files.
Class C . P erform s routine filing of m aterial that has already been classified or which
is easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or num erical). As requested, locates readily available m aterial in files and forwards m a
terial; and may fill out withdrawal charge. May perform simple cle ric a l and manual tasks
required to maintain and service files.
C L E R K , ORDER
Receives custom ers' orders for m aterial or merchandise by m ail, phone, or personally.
Duties involve any combination of the following: Quoting prices to customers; making out an order
sheet listing the items to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be filled. May check with credit
department to determine credit rating o£ customer, acknowledge receipt of orders from custom ers,
follow up orders to see that they have been filled, keep file of orders received, and check shipping
invoices with original ord e rs.
CLERK, P A Y R O LL
Computes wages of company employees and enters the necessary data on the payroll
sheets. Duties involve: Calculating w o rk e rs' earnings based on time or production records; and
posting calculated data on payroll sheet, showing information such as w o rk e r's name, working
days, time, rate, deductions for insurance, and total wages due. May make out paychecks and
assist paymaster in making up and distributing pay envelopes. May use a calculating machine.
N O T E : Since the last survey in this a rea, the Bureau has (1) discontinued collecting data for Comptometer operators, (2) changed
the electronics technicians classification from a single level to a three level job, and (3) begun collecting data for warehousemen.
26
27
K E Y P U N C H O P ER ATO R
SE C R E T A R Y — Continued
Operates a keypunch machine to record
tabulating cards or on tape.
or v e rify
alphabetic
and/or numeric
data on
Positions are classified into levels on the basis of the following definitions.
Class A . Work requires the application of experience and judgment in selecting proce
dures to be followed and in searching for, interpreting, selecting, or coding items to be
keypunched from a variety of source documents. On occasion may also perform some routine
keypunch work.
May train inexperienced keypunch operators.
N O T E : The term "corporate officer, " used in the level definitions following, re fe rs to
those officials who have a significant corporate-wide policymaking role with regard to m ajor
company activities. The title "vice president, " though norm ally indicative of this role, does not
in all cases identify such positions. Vice presidents whose prim ary responsibility is to act p e r
sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions;
adm inister individual trust accounts; directly supervise a clerical staff) are not considered to be
"corporate offic e rs" for purposes of applying the following level definitions.
C la ss A
1. Secretary to the chairman of the board or presicfent of a company that employs, in
all, over 100 but few er than 5,000 persons; or *
1
Class B . Work is routine and repetitive. Under close supervision or following specific
procedures or instructions, works from various standardized source documents which have
been coded, and follows specified procedures which have been prescribed in detail and require
little or no selecting, coding, or interpreting of data to be recorded. R efers to supervisor
problem s arising from erroneous items or codes or m issing information.
2. Secretary to a corporate officer (other than the chairman of the board or president)
of a company that employs, in all, over 5,000 but fewer than 25,000 person s; or
3. Secretary to the head, immediately below the corporate officer level,
segment or subsidiary of a company that employs, in all, over 25,000 person s.
of a m ajor
Class B
M ESSENGER (Office Boy or G irl)
P erform s various routine duties such as running erran ds, operating m inor office m a
chines such as sealers or m a ile rs, opening and distributing m ail, and other m inor clerical work.
Exclude positions that require operation of a motor vehicle as a significant duty.
S E C R E TA R Y
Assigned as personal secretary, norm ally to one individual. Maintains a close and highly
responsive relationship to the day-to-day work of the supervisor. Works fa irly independently r e
ceiving a minimum of detailed supervision and guidance. P erform s varied c le ric a l and secretarial
duties, usually including most of the follow ing:
a. Receives telephone calls, personal c a lle rs, and incoming m ail,
inquires, and routes technical inquiries to the proper persons;
answ ers
b.
Establishes, maintains,
c.
Relays m essages from supervisor to subordinates;
1. Secretary to the chairman of the board or president of a company that employs, in
few er than 100 person s; or
2. Secretary to a corporate officer (other than the chairman of the board or president)
of a company that employs, in all, over 100 but fewer than 5,000 persons; or
3. Secretary to the head, immediately below the officer level, over either a m ajor
corporate-w ide functional activity (e.g., marketing, research, operations, industrial r e la
tions, etc.) or a m ajor geographic or organizational segment (e.g., a regional headquarters;
a m ajor division) of a company that employs, in all, over 5,000 but fewer than 25,000
em ployees; or
4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of official) that employs, in all, over 5,000 person s; or
5. Secretary to the head of a large and important organizational segment (e.g., a middle
management supervisor of an organizational segment often involving as many as several
hundred persons) or a company that employs, in all, over 25,000 person s.
Maintains the su p e rv iso r's calendar and makes appointments as instructed:
d.
routine
all,
and revises the su p e rv iso r's files;
Class C
e. Reviews correspondence, m emorandums, and reports prepared by others for the
su p e rviso r's signature to assu re procedural and typographic accuracy;
f.
1. Secretary to an executive or m anagerial person whose responsibility is not equivalent
to one of the specific level situations in the definition for class B, but whose organizational
unit norm ally numbers at least several dozen employees and is usually divided into organ iza
tional segments which are often, in turn, further subdivided. In some companies, this level
includes a wide range of organizational echelons; in others, only one or two; c>r
2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level
of official) that employs, in all, fewer than 5,000 p e rson s.
P erform s stenographic and typing work.
May also perform other cle ric a l and sec re ta ria l tasks of com parable nature and difficulty.
The work typically requires knowledge of office routine and understanding of the organization,
program s, and procedures related to the work of the supervisor.
Exc lusions
Not a ll positions that are titled "se c reta ry " possess the above characteristics.
of positions which are excluded from the definition are as follow s:
Exam ples
Class D
1. Secretary to the supervisor or head of a sm all organizational unit (e.g., fewer than
about 25 or 30 persons); ^ r
2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistra
tive officer, or assistant, skilled technician or expert. (N O T E : Many companies assign
stenographers, rather than secretaries as described above, to this level of supervisory or
nonsupervisory w orker.)
STENO G R APH ER
a.
Positions
which do not meet the "p erso n a l"
secretary
b.
concept described above;
Stenographers not fully trained in sec re ta ria l type duties;
c. Stenographers serving as office assistants to a group of professional, technical, or
m anagerial persons;
d. Secretary positions in which the duties are either substantially m ore routine or
substantially m ore complex and responsible than those characterized in the definition;
P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May
also type from written copy. May operate from a stenographic pool. May occasionally transcribe
from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine
O perator, General).
N O T E : This job is distinguished from that of a secretary in that a secretary norm ally
works in a confidential relationship with only one manager or executive and perform s m ore
responsible and discretionary tasks as described in the secretary job definition.
Stenographer, General
e. Assistant type positions which involve m ore difficult o r m ore responsible tech
nical, administrative, supervisory, or specialized cle ric a l duties which are not typical of
secretarial work.
Dictation involves a norm al routine vocabulary. May maintain files, keep simple records,
or perform other relatively routine clerical tasks.
28
STENOGRAPHER— Continued
T A B U L A T IN G -M A C H IN E O PER ATO R (Electric Accounting Machine Operator)— Continued
Stenographer, Senior
Positions are classified into levels on the basis of the following definitions.
Dictation involves a varied technical or specialized vocabulary such as in legal briefs
or reports on scientific research. May also set up and maintain files, keep records, etc.
OR
P erform s stenographic duties requiring significantly greater independence and respon
sibility than stenographer, general, as evidenced by the following:
Work requires a high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and office procedure; and of the specific business operations, organization, policies, proce
dures, files, workflow, etc. Uses this knowledge in perform ing stenographic duties and
responsible clerical tasks such as maintaining followup files; assem bling m aterial for reports,
memorandums, and letters; composing simple letters from general instructions; reading and
routing incoming m ail; and answering routine questions, etc.
SW ITCH BOAR D OPER ATO R
C lass A . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. P erform s full telephone information service or handles
complex calls, such as conference, collect, ov erseas, or sim ilar calls, either in addition to
doing routine work as described for switchboard operator, class B, or as a full-tim e
assignment. (" F u ll" telephone information service occurs when the establishment has varied
functions that are not readily understandable for telephone information purposes, e.g., because
of overlapping or interrelated functions, and consequently present frequent problem s as to
which extensions are appropriate for calls.)
Class B . Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls.
May perform limited telephone information service. ("L im ite d " telephone information service
occurs if the functions of the establishment serviced are readily understandable for telephone
information purposes, or if the requests are routine, e.g., giving extension numbers when
specific names are furnished, or if complex calls are refe rre d to another operator.)
These classifications do not include switchboard operators in telephone companies who
assist customers in placing calls.
SW ITCH BOAR D O P E R A T O R -R E C E P T IO N IS T
In addition to perform ing duties of operator on a single-position or monitor-type switch
board, acts as receptionist and may also type or perform routine clerical work as part of regular
duties. This typing or cle ric a l work may take the m ajor part of this w o rk e r's time while at
switchboard.
T A B U L A T IN G -M A C H IN E O P ER AT O R (E lectric Accounting Machine Operator)
Operates one or a variety of machines such as the tabulator, calculator, collator, inter
preter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors.
A lso excluded are operators of electronic digital computers, even though they may also operate
EA M equipment.
Class A . P erform s complete reporting and tabulating assignments including devising
difficult control panel wiring under general supervision. Assignments typically involve a
variety of long and complex reports which often are irre g u la r or nonrecurring, requiring
some planning of the nature and sequencing of operations, and the use of a variety of m a
chines. Is typically involved in training new operators in machine operations or training
lower level operators in w iring from diagram s and in the operating sequences of long and
complex reports. Does not include positions in which wiring responsibility is limited to
selection and insertion of prew ired boards.
Class B . P erform s work according to established procedures and under specific in
structions. Assignments typically involve complete but routine and recurring reports or parts
of la rg e r and m ore complex reports. Operates m ore difficult tabulating or electrical a c
counting machines such as the tabulator and calculator, in addition to the sim pler machines
used by class C operators. May be required to do some wiring from diagram s. May train
new employees in basic machine operations.
Class C . Under specific instructions, operates simple tabulating or electrical accounting
machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments
typically involve portions of a work unit, for example, individual sorting or collating runs,
or repetitive operations. May perform simple wiring from diagram s, and do some filing work.
T R A N S C R IB IN G -M A C H IN E O PER AT O R , G E N E R A L
P rim a ry duty is to transcribe dictation involving a normal routine vocabulary from
transcribing-m achine records. May also type from written copy and do simple clerical work.
W orkers transcribing dictation involving a varied technical or specialized vocabulary such as
legal briefs or reports on scientific research are not included. A w orker who takes dictation
in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.
T Y P IST
Uses a typewriter to make copies of various m aterials or to make out bills after calcula
tions have been made by another person. May include typing of stencils, mats, or sim ilar m ate
ria ls for use in duplicating processes. May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and distributing incoming mail.
Class A . P erform s one or m ore of the following: Typing m aterial in final form when
it involves combining m aterial from several sources; or responsibility for correct spelling,
syllabication, punctuation, etc., of technical or unusual words or foreign language m ate
rial; or planning layout and typing of complicated statistical tables to maintain uniformity
and balance in spacing. May type routine form letters, varying details to suit circumstances.
Class B . P erform s one or m ore of the following: Copy typing from rough or clear
drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard
tabulations; or copying m ore complex tables already set up and spaced properly.
P R O F E S S IO N A L A N D T E C H N IC A L
C O M PU T E R O P ER AT O R
Monitors and operates the control console of a digital computer to process data according
to operating instructions, usually prepared by a program er. Work includes most of the following:
Studies instructions to determine equipment setup and operations; loads equipment with required
items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts
and operates computer; makes adjustments to computer to correct operating problem s and meet
special conditions; reviews e rro rs made during operation and determines cause or refe rs problem
to supervisor or program er; and maintains operating records. May test and assist in correcting
program .
F or wage study purposes, computer operators are classified as follows:
Class A . Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: New program s are frequently tested
and introduced; scheduling requirem ents are of critical importance to minimize downtime;
the program s are of complex design so that identification of e rro r source often requires a
' working knowledge of the total program , and alternate program s may not be available. May
give direction and guidance to low er level operators.
Class B. Operates independently, or under only general direction, a computer running
program s with most of the following characteristics: Most of the program s are established
production runs, typically run on a regu larly recurring basis; there is little or no testing
C O M PU T E R O PER ATO R — Continued
of new program s required; alternate program s are provided in case original program needs
m ajor change or cannot be corrected within a reasonable time. In common e rro r situa
tions, diagnoses cause and takes corrective action. This usually involves applying previously
program ed corrective steps, or using standard correction techniques.
OR
Operates under direct supervision a computer running program s or segments of program s
with the characteristics described for class A . May assist a higher level operator by inde
pendently perform ing less difficult tasks assigned, and perform ing difficult tasks following
detailed instructions and with frequent review of operations perform ed.
Class C . Works on routine program s under close supervision. Is expected to develop
working knowledge of the computer equipment used and ability to detect problem s involved in
running routine program s. Usually has received some form al training in computer operation.
May assist higher level operator on complex program s.
C O M PU T E R P R O G R AM ER , BUSINESS
Converts statements of business problem s, typically prepared by a systems analyst, into
a sequence of detailed instructions which are required to solve the problem s by automatic data
processing equipment. Working from charts or diagram s, the program er develops the precise in
structions which, when entered into the computer system in coded language, cause the manipulation
29
C O M PU T E R PRO G R AM ER , BUSINESS— Continued
of data to achieve desired results. Work involves most of the following: Applies knowledge of
computer capabilities, mathematics, logic employed by computers, and particular subject matter
involved to analyze charts and diagram s of the problem to be program ed; develops sequence
of program steps; writes detailed flow charts to show order in which data w ill be processed;
converts these charts to coded instructions for machine to follow; tests and corrects program s;
prepares instructions for operating personnel during production run; analyzes, review s, and alters
program s to increase operating efficiency or adapt to new requirements: maintains records of
program development and revisions. (N O T E : W orkers perform ing both systems analysis and p ro
gram ing should be classified as systems analysts if this is the skill used to determine their pay.)
Does not include employees p rim arily responsible for the management or supervision of
other electronic data processing employees, or p rogram ers p rim arily concerned with scientific
and/or engineering problem s.
F or wage study purposes, p rogram ers are classified as follows:
Class A . Works independently or under only general direction on qomplex problem s which
require competence in all phases of program ing concepts and practices. Working from dia
gram s and charts which identify the nature of desired results, m ajor processing steps to be
accomplished, and the relationships between various steps of the problem solving routine;
plans the full range of program ing actions needed to efficiently utilize the computer system
in achieving desired end products.
At this level, program ing is difficult because computer equipment must be organized to
produce several interrelated but diverse products from numerous and diverse data elements.
A wide variety and extensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be reused, establishment of
linkage points between operations, adjustments to data when program requirements exceed
computer storage capacity, and substantial manipulation and resequencing of data elements
to form a highly integrated program .
May provide functional direction to low er level program ers who are assigned to assist.
C lass B . Works independently or under only general direction on relatively simple
program s, or on simple segments of complex program s.
Program s (or segmentsj usually
process information to produce data in two or three varied sequences or form ats. Reports
and listings are produced by refining, adapting, arraying, or making m inor additions to or
deletions from input data which are readily available.
While numerous records may be
processed, the data have been refined in prior actions so that the accuracy and sequencing
of data can be tested by using a few routine checks. Typically, the program deals with
routine record-keeping type operations.
OR
Works on complex program s (as described for class A) under close direction of a higher
level program er or supervisor. May assist higher level program er by independently p e r
forming less difficult tasks assigned, and perform ing m ore difficult tasks under fairly close
direction.
May guide or instruct lower level program ers.
C la s s C .
Makes practical applications of program ing practices and concepts usually
learned in form al training courses. Assignm ents are designed to develop competence in the
application of standard procedures to routine problem s. Receives close supervision on new
aspects of assignments; and work is reviewed to verify its accuracy and conformance with
required procedures.
C O M PU T E R SYSTEMS A N A L Y S T , BUSINESS
Analyzes business problem s to formulate procedures for solving them by use of electronic
data processing equipment. Develops a complete description of all specifications needed to enable
program ers to prepare required digital computer program s. Work involves most of the following:
Analyzes subject-m atter operations to be automated and identifies conditions and c riteria required
to achieve satisfactory results; specifies number and types of records, files, and documents to
be used; outlines actions to be perform ed by personnel and computers in sufficient detail for
presentation to management and for program ing (typically this involves preparation of work and
data flow charts); coordinates the development of test problem s and participates in trial runs of
new and revised systems; and recommends equipment changes to obtain m ore effective overall
operations. (N O T E : W orkers perform ing both systems analysis and program ing should be c la s
sified as systems analysts if this is the skill used to determine their pay.)
Does not include employees prim arily responsible for the management or supervision
of other electronic data processing employees, or systems analysts prim arily concerned with
scientific or engineering problem s.
For wage study purposes,
systems analysts are classified as follows:
Class A . Works independently or under only general direction on complex problem s in
volving all phases of systems analysis. Problem s are complex because of diverse sources of
input data and m ultiple-use requirements of output data. (F o r example, develops an integrated
production scheduling, inventory control, cost analysis, and sales analysis record in which
C O M PU T E R SYSTEMS A N A L Y S T , BUSINESS— Continued
every item of each type is automatically processed through the full system of records and
appropriate followup actions are initiated by the computer.) Confers with persons concerned to
determine the data processing problem s and advises subject-matter personnel on the im plica
tions of new or revised systems of data processing operations. Makes recommendations, if
needed, for approval of m ajor systems installations or changes and for obtaining equipment.
May provide functional direction to lower
assist.
level systems analysts who are assigned to
C lass B. Works independently or under only general direction on problems that are
relatively uncomplicated to analyze, plan, program , and operate. Problem s are of limited
complexity because sources of input data are homogeneous and the output data are closely
related. (F o r example, develops systems for maintaining depositor accounts in a bank,
maintaining accounts receivable in a retail establishment, or maintaining inventory accounts
in a manufacturing or wholesale establishment.) Confers with persons concerned to determine
the data processing problem s and advises subject-m atter personnel on the implications of the
data processing systems to be applied.
OR
Works on a segment of a complex data processing scheme or system, as described for
class A. Works independently on routine assignments and receives instruction and guidance
on complex assignments.
Work is reviewed for accuracy of judgment, compliance with
instructions, and to insure proper alinement with the overall system.
Class C . Works under immediate supervision, carrying out analyses as assigned, usually
of a single activity. Assignments are designed to develop and expand practical experience
in the application of procedures and skills required for systems analysis work. For example,
may assist a higher level systems analyst by preparing the detailed specifications required
by p rogram ers from information developed by the higher level analyst.
D R AFT SM AN
Class A . Plans the graphic presentation of complex items having distinctive design
features that differ significantly from established drafting precedents. Works in close sup
port with the design originator, and may recommend minor design changes. Analyzes the
effect of each change on the details of form , function, and positional relationships of com
ponents and parts.
Works with a minimum of supervisory assistance. Completed work is
reviewed by design originator for consistency with prior engineering determinations. May
either prepare drawings, or direct their preparation by lower level draftsmen.
C lass B . P erform s nonroutine and complex drafting assignments that require the appli
cation of most of the standardized drawing techniques regularly used. Duties typically in
volve such work as:
P re p a re s working drawings of subassem blies with irre gu la r shapes,
multiple functions, and precise positional relationships between components; prepares arch i
tectural drawings for construction of a building including detail drawings of foundations, wall
sections, floor plans, and roof. Uses accepted form ulas and manuals in making necessary
computations to determine quantities of m aterials to be used, load capacities, strengths,
stresses, etc.
Receives initial instructions, requirements, and advice from supervisor.
Completed work is checked for technical adequacy.
C la ss C . P re p a re s detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isometric projections
(depicting three dimensions in accurate scale) and sectional views to clarify positioning of
components and convey needed information. Consolidates details from a number of sources
and adjusts or transposes scale as required. Suggested methods of approach, applicable
precedents, and advice on source m aterials are given with initial assignments. Instructions
are less complete when assignments recur.
Work may be spot-checked during progress.
D R A F T S M A N -T R A C E R
Copies plans and drawings prepared by others by placing tracing cloth or paper over
drawings and tracing with pen or pencil. (Does not include tracing limited to plans prim arily
consisting of straight lines and a large scale not requiring close delineation.)
AND/OR
P repares sim ple or repetitive drawings of easily visualized items.
during progress.
Work is closely supervised
E LE C T R O N IC S T EC H N IC IAN
Works on various types of electronic equipment and related devices by perform ing one
or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting,
modifying, constructing, and testing. Work requires practical application of technical knowledge
of electronics principles, ability to determine malfunctions, and skill to put equipment in required
operating condition.
30
E L E C T R O N IC S T EC H NIC IAN— Continued
E L E C T R O N IC S T EC H N IC IAN — Continued
The equipment— consisting of either many different kinds of circuits or multiple repetition
of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic tra n s
mitting and receiving equipment (e .g ., rad ar, radio, television, telephone, sonar, navigational
aids), (b) digital and analog com puters, and (c) industrial and m edical m easuring and controlling
equipment.
This classification excludes repairm en of such standard electronic equipment as common
office machines and household radio and television sets; production assem blers and testers; work
ers whose prim ary duty is servicing electronic test instruments; technicians who have adm inis
trative or supervisory responsibility; and draftsm en, design ers, and professional engineers.
Positions are classified into levels on the basis of the following definitions.
C lass A . Applies advanced technical knowledge to solve unusually complex problem s
(i.e., those that typically cannot be solved solely by reference to m anufacturers' manuals or
sim ilar documents) in working on electronic equipment. Exam ples of such problem s include
location and density of circuitry, electro-m agnetic radiation, isolating malfunctions, and
frequent engineering changes. Work involves: A detailed understanding of the interrelation
ships of circuits; exercising independent judgment in perform ing such tasks as making circuit
analyses, calculating wave form s, tracing relationships in signal flow; and regu larly using
complex test instruments (e.g., dual trace oscilloscopes, Q -m ete rs, deviation m eters, pulse
generators).
Work may be reviewed by supervisor (frequently an engineer or designer) for general
compliance with accepted practices. May provide technical guidance to lower level technicians.
Class B . Applies comprehensive technical knowledge to solve complex problem s (i.e .,
those that typically can be solved solely by properly interpreting m anufacturers' manuals or
sim ilar documents) in working on electronic equipment. Work involves: A fam iliarity with
the interrelationships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex than those used by the class A technician.
Receives technical guidance, as required, from supervisor or higher level technician,
and work is reviewed for specific compliance with accepted practices and work assignments.
May provide technical guidance to lower level technicians.
Class C . Applies working technical knowledge to perform simple or routine tasks in
working on electronic equipment, following detailed instructions which cover virtually all
procedures.
Work typically involves such tasks as: Assisting higher level technicians by
perform ing such activities as replacing components, w iring circuits, and taking test readings;
repairing simple electronic equipment; and using tools and common test instruments (e.g.,
m ultim eters, audio signal generators, tube testers, oscilloscopes). Is not required to be
fam iliar with the interrelationships of circuits. This knowledge, however, may be acquired
through assignments designed to increase competence (including classroom training) so that
w orker can advance to higher level technician.
Receives technical guidance, as required, from supervisor or higher level technician.
Work is typically spot checked, but is given detailed review when new or advanced assignments
are involved.
NURSE, IN D U ST R IA L (R egistered)
A registered nurse who gives nursing service under general m edical direction to ill or
injured employees or other persons who become ill or suffer an accident on the prem ises of a
factory or other establishment. Duties involve a combination of the following: Giving first aid
to the ill or injured; attending to subsequent dressing of em ployees' injuries; keeping records
of patients treated; preparing accident reports for compensation or other purposes; assisting in
physical examinations and health evaluations of applicants and employees; and planning and c a rr y
ing out program s involving health education, accident prevention, evaluation of plant environment,
or other activities affecting the health, w elfare, and safety of a ll personnel. Nursing supervisors
or head nurses in establishments employing m ore than one nurse are excluded.
M A IN T E N A N C E A N D P O W E R P L A N T
C A R P E N T E R , M A IN T E N A N C E
F IR E M A N , S T A T IO N A R Y BO ILER
P erfo rm s the carpentry duties n ecessary to construct and maintain in good repair build
ing woodwork and equipment such as bins, c rib s, counters, benches, partitions, doors, floors,
stairs, casings, and trim made of wood in an establishment. Work involves most of the following:
Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a
variety of carp en ter's handtools, portable power tools, and standard m easuring instruments; m ak
ing standard shop computations relating to dimensions of work; and selecting m aterials n ecessary
for the work.
In general, the work of the maintenance carpenter requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.
F ire s stationary boilers to furnish the establishment in which employed with heat, power,
or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and
checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.
E L E C T R IC IA N , M A IN T E N A N C E
P erform s a variety of electrical trade functions such as the installation, maintenance, or
repair of equipment for the generation, distribution, or utilization of electric energy in an estab
lishment. Work involves m ost of the following: Installing or repairing any of a variety of e le c
trical equipment such as generators, tra n sform ers, switchboards, controllers, circuit b re a k e rs ,
m otors, heating units, conduit system s, or other transm ission equipment; working from blue
prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical
system or equipment; working standard computations relating to load requirem ents of wiring or
electrical equipment; and using a variety of electrician 's handtools and m easuring and testing
instruments. In general, the work of the maintenance electrician requires rounded training and
experience usually acquired through a form al apprenticeship or equivalent training and experience.
E N G IN E E R , S T A T IO N A R Y
Operates and maintains and m ay also supervise the operation of stationary engines and
equipment (mechanical or electrical) to supply the establishment in which employed with power,
heat, refrigeration , or air-conditioning.
Work involves: Operating and maintaining equipment
such as steam engines, a ir c om pressors, gen erators, m otors, turbines, ventilating and r e fr ig
erating equipment, steam b oilers and b o ile r-fe d water pumps; making equipment rep airs; and
keeping a record of operation of m achinery, tem perature, and fuel consumption. May also su
pervise these operations.
Head or chief engineers in establishments employing m ore than one
engineer are excluded.
H E L P E R , M A IN T E N A N C E TRADES
A ssists one or m ore w orkers in the skilled maintenance trades, by perform ing specific
or general duties of le ss e r skill, such as keeping a worker supplied with m aterials and tools;
cleaning working a rea, machine, and equipment; assisting journeyman by holding m aterials or
tools; and perform ing other unskilled tasks as directed by journeyman.
The kind of work the
helper is permitted to perform varies from trade to trade: In some trades the helper is confined
to supplying, lifting, and holding m aterials and tools, and cleaning working areas; and in others
he is permitted to perform specialized machine operations, or parts of a trade that are also
perform ed by w orkers on a full-tim e basis.
M A C H IN E -T O O L O P E R A T O R , T O O LR OOM
Specializes in the operation of one or m ore types of machine tools, such as jig bo re rs,
cylindrical or surface grin ders, engine lathes, or m illing machines, in the construction of
machine-shop tools, gages, jig s, fixtures, or dies. Work involves most of the following: Planning
and perform ing difficult machining operations; processing items requiring complicated setups or
a high degree of accuracy; using a variety of precision m easuring instruments; selecting feeds,
speeds, tooling, and operation sequence; and making necessary adjustments during operation
to achieve requisite tolerances or dimensions. May be required to recognize when tools need
dressing, to dress tools, and to select proper coolants and cutting and lubricating oils.
For
c ro ss-in du stry wage study purposes, m achine-tool operators, toolroom, in tool and die jobbing
shops are excluded from this classification.
M ACH IN IST, M A IN T E N A N C E
Produces replacement parts and new parts in making rep a irs of m etal parts of mechanical
equipment operated in an establishment. Work involves most of the following: Interpreting written
instructions and specifications; planning and laying out of work; using a variety of m achinist's
31
M A C H IN IS T , M A IN T E N A N C E — Continued
P A IN T E R , M A IN T E N A N C E
handtools and precision m easuring instruments; setting up and operating standard machine tools;
shaping of metal parts to close tolerances; making standard shop computations relating to dimen
sions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of
the common metals; selecting standard m aterials, parts, and equipment required for his work;
and fitting and assem bling parts into m echanical equipment. In general, the m achinist's work
norm ally requires a rounded training in m achine-shop practice usually acquired through a form al
apprenticeship or equivalent training and experience.
Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves
the following: Knowledge of surface peculiarities and types of paint required for different applica
tions; preparing surface for painting by removing old finish or by placing putty or fille r in nail
holes and interstices; and applying paint with spray gun or brush. May m ix colors, oils, white
lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the
maintenance painter requires rounded training and experience usually acquired through a form al
apprenticeship o r equivalent training and experience.
P IP E F IT T E R , M A IN T E N A N C E
M E C H AN IC , A U T O M O T IV E (Maintenance)
R epairs automobiles, buses, m otortrucks, and tractors of an establishment. Work in
volves most of the follow ing: Examining automotive equipment to diagnose source of trouble; d is
assem bling equipment and perform ing rep airs that involve the use of such handtools as wrenches,
gages, d rills , or specialized equipment in disassem bling or fitting parts; replacing broken or
defective parts from stock; grinding and adjusting valves; reassem bling and installing the various
assem blies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the automotive mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience.
This classification does not include mechanics who rep air custom ers' vehicles in auto
mobile rep air shops.
M E CH AN IC, M A IN T E N A N C E
R epairs machinery or mechanical equipment of an establishment.
Work involves most
of the following: Examining machines and mechanical equipment to diagnose source of trouble;
dismantling or partly dismantling machines and perform ing repairs that m ainly involve the use
of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained
from stock; ordering the production of a replacement part by a machine shop or sending of the
machine to a machine shop for m ajor rep airs; preparing written specifications for m ajor repairs
or for the production of parts ordered from machine shop; reassem bling machines; and making
all n ecessary adjustments for operation. In general, the work of a maintenance mechanic requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience.
Excluded from this classification are w orkers whose prim ary duties
involve setting up or adjusting machines.
M IL LW R IG H T
Installs new machines or heavy equipment, and dismantles and installs machines or heavy
equipment when changes in the plant layout are required. Work involves most of the following:
Planning and laying out of the work; interpreting blueprints or other specifications; using a variety
of handtools and rigging; making standard shop computations relating to stre sses, strength of
m aterials, and centers of gravity; alining and balancing of equipment; selecting standard tools,
equipment, and parts to be used; and installing and maintaining in good order power transm ission
equipment such as drives and speed reducers. In general, the m illw righ t's work norm ally requires
a rounded training and experience in the trade acquired through a form al apprenticeship or
equivalent training and experience.
Installs or rep airs water, steam, gas, or other types of pipe and pipefittings in an
establishment. Work involves most of the following: Laying out of work and m easuring to locate
position of pipe from drawings or other written specifications; cutting various sizes of pipe to
correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assem bling
pipe with couplings and fastening pipe to hangers; making standard shop computations relating to
p re ssu re s, flow, and size of pipe required; and making standard tests to determine whether fin
ished pipes meet specifications. In general, the work of the maintenance pipefitter requires
rounded training and experience usually acquired through a form al apprenticeship or equivalent
training and experience. W orkers p rim arily engaged in installing and repairing building sanitation
or heating system s are excluded.
S H E E T -M E T A L WORKER, M A IN T E N A N C E
F abricates, installs, and maintains in good repair the sheet-metal equipment and fixtures
(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal
roofing) of an establishment. Work involves most of the following: Planning and laying out all
types of sheet-m etal maintenance work from blueprints, models, or other specifications; setting
up and operating a ll available types of sheet-m etal working machines; using a variety of handtools
in cutting, bending, form ing, shaping, fitting, and assem bling; and installing sheet-metal articles
as required. In general, the work of the maintenance sheet-m etal w orker requires rounded
training and experience usually acquired through a form al apprenticeship or equivalent training
and experience.
T O O L A N D DIE M AK ER
Constructs and rep airs machine-shop tools, gages, jig s, fixtures or dies for forgings,
punching, and other m etal-form in g work.
Work involves most of the following: Planning and
laying out of work from m odels, blueprints, drawings, or other oral and written specifications;
using a variety of tool and die m a k e r's handtools and precision m easuring instruments; under
standing of the working properties of common metals and alloys; setting up and operating of
machine tools and related equipment; making necessary shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heat-treating of metal parts during fabrication
as w ell as of finished tools and dies to achieve required qualities; working to close tolerances:
fitting and assem bling of parts to p rescribed tolerances and allowances; and selecting appropriate
m aterials, tools, and processes. In general, the tool and die m a k e r's work requires a rounded
training in machine-shop and toolroom practice usually acquired through a form al apprenticeship
or equivalent training and experience.
F o r cro ss-in du stry wage study purposes, tool and die m akers in tool and die jobbing
shops are excluded from this classification.
C U S T O D IA L A N D M A T E R IA L M O V E M E N T
G UAR D A N D W A TCH M EN
Guard. P erform s routine police duties, either at fixed post or on tour, maintaining order,
using arm s or force where necessary. Includes gatemen who are stationed at gate and check
on identity of employees and other persons entering.
Watchman. Makes rounds of prem ises periodically in protecting property against fire ,
theft, and illegal entry.
LA B O R E R , M A T E R IA L H A N D LIN G
A w orker employed in a warehouse, manufacturing plant, store, or other establishment
whose duties involve one or m ore of the following: Loading and unloading various m aterials and
m erchandise on or from freight c a rs, trucks, or other transporting devices; unpacking, shelving,
or placing m aterials or m erchandise in proper storage location; and transporting m aterials or
m erchandise by handtruck, car, or w heelbarrow . Longshoremen, who load and unload ships are
excluded.
JANITOR, P O R TE R , OR C L E A N E R
ORDER F IL L E R
Cleans and keeps in an orderly condition factory working areas and w ashroom s, or
prem ises of an office, apartment house, or com m ercial or other establishment. Duties involve
a combination of the follow ing: Sweeping, mopping or scrubbing, and polishing floors; removing
chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fix
tures or trim m ings; providing supplies and minor maintenance services; and cleaning lavatories,
showers, and restroom s. W orkers who specialize in window washing are excluded.
F ills shipping or tran sfer orders for finished goods from stored merchandise in accord
ance with specifications on sales slips, custom ers' o rd e rs, o r other instructions. May, in addition
to filling orders and indicating items filled or omitted, keep records of outgoing orders, requi
sition additional stock or report short supplies to supervisor, and perform other related duties.
32
TR UC K DR IVER — Continued
PA C K E R , SH IPPING
P repares finished products for shipment or storage by placing them in shipping con
tainers, the specific operations perform ed being dependent upon the type, size, and number
of units to be packed, the type of container employed, and method of shipment. Work requires
the placing of items in shipping containers and may involve one or m ore of the following:
Knowledge of various items of stock in o rder to verify content; selection of appropriate type
and size of container; inserting enclosures in container; using excelsior or other m aterial to
prevent breakage or damage; closing and sealing container; and applying labels or entering
identifying data on container.
Packers who also make wooden boxes or crates are excluded.
follow s:
F o r wage study purposes, truckdrivers are classified by size and type of equipment, as
(T r a c t o r -t r a ile r should be rated on the basis of tra ile r capacity.)
T ruckdriver
T ruckdriver,
T ruckdriver,
T ruck driver,
T ruck driver,
(combination of sizes listed separately)
light (under IV2 tons)
medium (lVz to and including 4 tons)
heavy (over 4 tons, tra ile r type)
heavy (over 4 tons, other than tra ile r type)
S H IPP IN G AND R E C E IV IN G CLER K
TR UC K ER , PO W ER
P re p a re s m erchandise for shipment, or receives and is responsible for incoming ship
ments of merchandise or other m aterials. Shipping work involves: A knowledge of shipping p ro
cedures, practices, routes, available means of transportation, and rates; and preparing records
of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping
a file of shipping records. May direct or a ssist in preparing the m erchandise for shipment.
Receiving work involves: Verifying or directing others in verifying the correctness of shipments
against bills of lading, invoices, or other records; checking for shortages and rejecting dam
aged goods; routing merchandise or m aterials to proper departments; and maintaining necessary
records and files.
Operates a manually controlled gasoline- or electric-powered truck or tractor to transport
goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment.
F or wage study purposes, w orkers are classified by type of truck, as follow s:
T rucker, pow er (forklift)
T rucker, power (other than forklift)
F or wage study purposes, w orkers are classified as follow s:
W AREHO USEM AN
Receiving clerk
Shipping clerk
Shipping and receiving clerk
As directed, perform s a variety of warehousing duties which require an understanding
of the establishm ent's storage plan. Work involves most of the following: Verifying m aterials
(or m erchandise) against receiving documents, noting and reporting discrepancies and obvious
damages; routing m aterials to p rescribed storage locations; storing, stacking, or palletizing
m aterials in accordance with prescribed storage methods; rearranging and taking inventory of
stored m aterials; examining stored m aterials and reporting deterioration and damage; removing
m aterial from storage and preparing it for shipment. May operate hand or power trucks in
perform ing warehousing duties.
TRUCKDRIVER
D rives a truck within a city or industrial area to transport m aterials, m erchandise,
equipment, or men between various types of establishments such as: Manufacturing plants, freight
depots, warehouses, wholesale and retail establishments, or between retail establishments and
custom ers' houses or places of business. May also load or unload truck with or without helpers,
make minor mechanical rep a irs, and keep truck in good working order. D riv e r-sa le sm e n and
o v e r -th e -r o a d d r iv e r s
☆
are
e x c lu d e d .
U S. G O V E R N M E N T P R I N T I N G O F F I C E :
19 7 3 -7 4 6 -1 86/4 7
Exclude w orkers whose p rim ary duties involve shipping and receiving work (see shipping
and receiving clerk and packer, shipping), o rder filling (see order fille r ), or operating power
trucks (see trucker, pow er).
A re a W a g e S u rv e y s
A lis t o f the la te s t a v a ila b le b u lle tin s is p re s e n te d b e lo w . A d ir e c t o r y o f a r e a w a g e studies includin g m o r e lim ite d studies conducted at the
req u e st o f the E m p lo ym e n t Standards A d m in is tr a tio n o f the D ep artm en t o f L a b o r is a v a ila b le on req u e st. B u lle tin s m a y be p u rch ased fro m any o f the B L S
r e g io n a l s a le s o ffic e s shown on the back c o v e r , o r fr o m the Su perintendent o f D ocum ents, U.S. G o v e rn m en t P r in tin g O ffic e , W ashington, D .C ., 20402.
Area
B u lle tin num ber
and p r ic e
Akron, Ohio, July 1971 1_______________________________ 1685-87, 40
Albany—
Schenectady—
Troy, N.Y., Mar. 1972__________ 1725-49, 30
Albuquerque, N. Mex., Mar. 1972 1____________________ 1725-59, 35
Allentown—
Bethlehem—
Easton, Pa.—
N.J., May 1972 1 __ 1725-87, 35
Atlanta, Ga., May 1972 1_______________________________ 1725-77, 45
Austin, Tex., Dec. 1972 1 (to be surveyed)
Baltimore, Md., Aug. 1971_____________________________ 1725-16, 35
Beaumont-Port Arthur-Orange, Tex., May 1972______ 1725-69, 30
45
Binghamton, N.Y., July 1972__________________________ 177.5-5,
Birmingham, Ala., Mar. 1972_________________________ 1725-58, 30
Boise City, Idaho, Nov. 1971__________________________ 1725-27, 30
Boston, Mass., Aug. 19721 ____________________________ 1775-13, 75
Buffalo, N.Y., Oct. 1971_______________________________ 1725-34, 45
Burlington, Vt., Dec. 1971___________ ___ _____________ 1725-25, 25
Canton, Ohio, May 1972 1______________________________ 1725-75, 35
Charleston, W. Va., Mar. 1972 1 ______________________ 1725-63, 35
Charlotte, N.C., Jan. 1972 1 ___________________________ 1725-48, 35
Chattanooga, Tenn.-Ga., Sept. 197 2 1__________________ 1775-14, 55
Chicago, 111., June 1972________________________________ 1725-92, 70
Cincinnati, Ohio—
Ky.—
Ind., Feb. 1972------------------------- 1725-56, 35
Cleveland, Ohio, Sept. 1971____________________________ 1725-17, 40
Columbus, Ohio, Oct. 1971_____________________________ 1725-19, 30
Dallas, Tex., Oct. 1971________________________________ 1725-26, 35
Davenport—
Rock Island—
Moline, Iowa^Ill., Feb. 1972 1__ 1725-55, 35
Dayton, Ohio, Dec. 1971 1_„
___________________________ 1725-36, 35
1725-44, 35
Denver, Colo., Dec. 1971 1____________________________
Des Moines, Iowa, May 1972 1_________________________ 1725-86, 35
Detroit, Mich., Feb. 1972_____________________________ 1725-68, 40
Durham, N.C., Apr. 1972*_____________________________ 1725-64, 30
Fort Lauderdale—
Hollywood and West Palm
Beach, Fla., Apr. 1972 1_____________________________ 1725-74, 35
Fort Worth, Tex., Oct. 1971___________________________ 1725-21, 30
Green Bay, Wis., July 1972 1__________________________ 1775-1,
55
Greenville, S.C., May 1972____________________________ 1725-66, 30
Houston, Tex., Apr. 1972______________________________ 1725-79, 35
Huntsville, Ala., Feb. 1972 1__________________________ 1725-50, 35
Indianapolis, Ind., Oct. 1971___________________________ 1725-23, 30
Jackson, Miss., Jan. 1972_____________________________ 1725-38, 30
Jacksonville, Fla., Dec. 1971_________________________ 1725-39, 30
Kansas City, Mo.-Kans., Sept. 1971___________________ 1725-18, 35
Lawrence—
Haverhill, Mass.—
N.H., June 1972 1------------ 1725-81, 35
Lexington, Ky., Nov. 1972 1 (to be surveyed)
55
Little Rock—
North Little Rock, Ark., July 1972 1______ 1775-2,
Los Angeles—
Long Beach and Anaheim—
Santa AnaGarden Grove, Calif., Mar. 1972_____________________ 1725-76, 45
Louisville, Ky.—
Ind., Nov. 1971 1______________________ 1725-29, 35
Lubbock, Tex., Mar. 1972 1____ ___________ ___________ 1725-57, 35
Manchester, N.H., July 1972 1________________________ 1775-8,
55
Memphis, Tenn.—
Ark., Nov. 1971 1____________________ 1725-40, 35
Miami, Fla., Nov. 1971______ ____ ____________________ 1725-28, 30
Midland and Odessa, Tex., Jan. 1972 1________________ 1725-37, 30
i Data on establishment practices and supplementary wage provisions are also presented.
cents
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A rea
M ilw a u k e e , W is . , M a y 1972 1_______________________________
M in n ea p o lis—St. P a u l, M in n ., Jan. 1972 1 ________________
M u skegon— u skegon H e igh ts , M ic h ., June 1972 1 _______
M
N e w a rk and J e r s e y C ity , N .J ., Jan. 1972 1 _______________
N ew H aven, C on n ., J an. 1972 1_____________________________
N ew O rle a n s , L a . , J an. 1972________________________________
N ew Y o r k , N .Y ., A p r . 1972 1
________________________________
N o r fo lk —V ir g in ia B each — o rts m o u th and
P
N e w p o rt N ew s— am pton, V a ., Jan. 1972________________
H
O klahom a C ity , O k la ., Ju ly 1972---------------------------------Om aha, N e b r.—Iow a, Sept. 1971 1__________________________
P a te r s o n — lifto n — a s s a ic , N .J ., June 1972 1 --------------C
P
P h ila d e lp h ia , P a .—N .J ., N ov. 1971 1 ----------------------------P h o e n ix , A r i z . , J une 1972 1________________________________
P itts b u rg h , P a . , J an. 1972__________________________________
P o r tla n d , M a in e , N ov. 1971 1_______________________________
P o r tla n d , O r e g .—W a sh ., M a y 1972 1 ----------------------------P o u g h k e e p s ie — in g s to n — ew bu rgh , N .Y .,
K
N
B u lle tin num ber
and p r ic e
45
50
35
50
35
30
50
cents
cents
cents
cents
cents
cents
cents
1725-42,
1775-6,
1725-13,
1725-88,
1725-62,
1725-94,
1725-46,
1725-22,
1725-89,
30
45
35
40
50
55
40
35
35
cents
cents
cents
cents
cents
cents
cents
cents
cents
1725-80,
P r o v id e n c e — a rw ic k — a w tu ck e t, R .I.—M a s s .,
W
P
M a y 1972_____________________________________________________
R a le ig h , N .C ., Aug. 1972___________________________________
R ichm ond, V a . , M a r. 1972 1 ___________________________ ____
R iv e r s id e —San B e r n a rd in o -O n ta rio , C a lif.,
D ec. 1971____________________________________________________
R o c h e s te r , N .Y . (o ffic e occu pations o n ly ), J u ly 1972---R o c k fo rd , 111., J une 1972 1 _________________________________
St. L o u is , M o.—111., M a r. 1972_____________________________
Salt Lak e C ity , Utah, N o v . 1971__ _________________________
San A n ton io, T e x . , M a y 1972_______________________________
San D ie g o , C a lif . , N o v. 1971 1______________________________
San F r a n c is c o — aklan d, C a lif., O ct. 1971 1 ______________
O
San J o s e , C a lif . , M a r. 1972_________________________________
Savannah, G a ., M a y 1972 1 _________________________________
S cranton, P a . , Ju ly 1972 ___________________________________
S eattle—E v e re tt, W a s h ., J an. 1972________________________
Sioux F a l l s , S. D a k ., D ec. 1971____________________________
South B end, In d ., M a y 1972 1 --------------------------------------Spokane, W a sh ., June 1972 1---------------------------------------S y ra c u s e, N .Y . , J u ly 1972__________________________________
Tam pa—
St. P e te r s b u r g , F la ., A u g. 1972---------------------T o le d o , O hio— ic h ., A p r . 1972 1 ---------------------------------M
T re n to n , N .J ., Sept. 1972 1__________________________________
U tica— o m e , N .Y ., Ju ly 1972_______________________________
R
W ash ington , D .C .—M d.—V a ., M a r. 1972 1 __________ __ ____
W a te rb u ry , C on n ., M a r. 1972 1 ___________________ ________
W a te rlo o , Iow a, N o v . 1971__________________________________
W ic h ita , K a n s ., A p r . 1972 1_________________________________
W o r c e s t e r , M a s s ., M a y 1972 1_____________________________
Y o r k , P a ., F eb . 1972 1 ______________________________________
Y oungstow n— a rr e n , O hio, N ov. 1971 1 __________________
W
1725-83,
1725-45,
1725-85,
1725-52,
1725-41,
1725-35,
1725-90,
35 cents
1725-70,
1775-7,
1725-72,
30 cents
45 cents
35 cents
1725-43,
1775-4,
1725-84,
1725-61,
1725-24,
1725-67,
1725-32,
1725-33,
1725-65,
1725-73,
1775-10,
1725-47,
1725-30,
1725-60,
1725-91,
1775-11,
1775-9,
1725-78,
1775-12,
1775-3,
1725-93,
1725-53,
1725-20,
1725-82,
1725-71,
1725-54,
1725-51,
30
45
35
35
30
30
35
50
30
35
45
30
25
35
35
45
45
35
55
45
70
35
30
35
35
35
35
cents
cents
cents
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FIRST
U.S. DEPARTMENT OF LABOR
CLASS
MAIL
BUREAU OF LABOR STATISTICS
WASHINGTON, D C. 20212
OFFICIAL BUSINESS
PENALTY FOR PRIVATE USE $300
POSTAGE AND FEES PAID
U.S. DEPARTMENT OF LABOR
L A B -44 6
B U R E A U O F L A B O R S T A T I S T I C S R E G IO N A L O F F IC E S
Region I
1603 JFK Federal Building
Government Center
Boston, Mass. 02203
Phone: 223-6761 (Area Code 617)
Connecticut
Maine
Massachusetts
New Hampshire
Rhode Island
Vermont
Region II
1515 Broadway
New York, N Y. 10036
Phone: 971-5405 (Area Code 212)
New Jersey
New York
Puerto Rico
Virgin Islands
Region III
406 Penn Square Building
1317 Filbert St.
Philadelphia, Pa. 19107
Phone: 597-7796 (Area Code 215)
Delaware
District of Columbia
Maryland
Pennsylvania
Virginia
West Virginia
Region IV
Suite 540
1371 Peachtree St. N.E.
Atlanta, Ga 30309
Phone: 526-5418 (Area Code 404)
Alabama
Florida
Georgia
Kentucky
Mississippi
North Carolina
South Carolina
Tennessee
Region V
8th Floor, 300 South Wacker Drive
Chicago, III. 60606
Phone: 353-1880 (Area Code 312)
Illinois
Indiana
Michigan
Minnesota
Ohio
Wisconsin
Region VI
1100 Commerce St. Rm. 6B7
Dallas, Tex. 75202
Phone: 749-3516 (Area Code 214)
Arkansas
Louisiana
New Mexico
Oklahoma
Texas
Regions VII and V III
Federal Office Building
911 Walnut St.,
Kansas City, Mo. 64106
Phone: 374-2481 (Area Code 816)
VII
V III
Iowa
Colorado
Kansas
Montana
Missouri
North Dakota
Nebraska
South Dakota
Utah
Wyoming
Regions IX and X
450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)
IX
X
Alaska
Arizona
Idaho
California
Oregon
Hawaii
Washington
Nevada
