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-c Area Wage Survey ^ .3 : sro - o2 6 Bulletin 1950-26 U.S. Department of Labor Bureau of Labor Statistics o °' 'Y & P ' aA «SJ.<y ° o o V Davenport—Rock Is la n d Moline, Iowa—Illinois, Metropol itan Area, May 1977 Preface T h i s b u l l e t i n p r o v i d e s r e s u l t s o f a M a y 1977 s u r v e y o f o c c u p a t i o n a l e a r n i n g s and s u p p l e m e n t a r y w a g e b e n e f i t s in th e D a v e n p o r t —R o c k I s la n d — M o l i n e , I o w a —I l l i n o i s , S t a n d a r d M e t r o p o l i t a n S t a t i s t i c a l A r e a . The su rv ey w a s m a d e as p a r t o f th e B u r e a u o f L a b o r S t a t i s t i c s ' annual a r e a w a g e s u r v e y program . It w a s c o n d u c t e d b y th e B u r e a u ' s r e g i o n a l o f f i c e in K a n s a s C i t y , M o . , u n d e r th e g e n e r a l d i r e c t i o n o f E d w a r d C h a i k e n , A s s i s t a n t R egion al C o m m is s io n e r f o r O p era tion s. The s u r v e y cou ld not have b e e n a c c o m p l i s h e d w it h o u t th e c o o p e r a t i o n o f th e m a n y f i r m s w h o s e w a g e and s a l a r y da ta p r o v i d e d the b a s i s f o r the s t a t i s t i c a l i n f o r m a t i o n in th is b u l l e t i n . T h e B u r e a u w i s h e s t o e x p r e s s s i n c e r e a p p r e c i a t i o n f o r the c o o p e r a t i o n receiv ed . M a t e r i a l in t h is p u b l i c a t i o n i s in th e p u b l i c d o m a i n and m a y b e r e p r o d u c e d w ith o u t p e r m i s s i o n o f th e F e d e r a l G o v e r n m e n t . P le a s e cred it th e B u r e a u o f L a b o r S t a t i s t i c s and c i t e th e n a m e and n u m b e r o f th is p u blication. Area Wage Survey Davenport—Rock Island— Moline, Iowa—Illinois, Metropolitan Area, May 1977 U.S. Department of Labor Ray Marshall, Secretary Bureau of Labor Statistics Julius Shiskin, Commissioner Contents Bulletin 1950-26 I n t r o d u c t i o n ------------------------------------------------------------------- 2 T ables: A. For sale by the Superintendent of Documents, U.S. Government Printing O ffice, W ashington, D.C. 20402, GPO Bookstores, or BLS Regional O ffices listed on back cover. B -4. B -5. E a r n i n g s , all e s t a b l i s h m e n t s : A - l . W eekly earnings of office w o r k e r s ---------------------------------------------A - 2 . W eek ly earnings of p r o f e s s io n a l and t e c h n i c a l w o r k e r s -------A - 3 . A v e r a g e w e e k l y e a r n in g s o f o f f i c e , p r o f e s s i o n a l , and t e c h n i c a l w o r k e r s , b y s e x -------------A - 4 . H o u r l y e a r n in g s o f m a i n t e n a n c e , t o o l r o o m , and p o w e r p l a n t w o r k e r s -----------------------A - 5 . H ou rly earnings of m a teria l m o v e m e n t and c u s t o d i a l w o r k e r s ---------------------------------------------A - 6 . A v e r a g e h o u r ly earn ings of m aintenance, t o o lr o o m , p o w e r p la n t , m a t e r i a l m o v e m e n t, and c u s t o d i a l w o r k e r s , A -7. B. Page Page B -6. 3 B -7, An nual p a id h o l i d a y s f o r f u l l ti m e w o r k e r s --------------------------------------14 P a id v a c a t io n p r o v i s i o n s f o r f u l l - t i m e w o r k e r s ------------------------------15 Health , i n s u r a n c e , and p e n s io n p la n s f o r f u l l - t i m e w o r k e r s ------------18 L i f e i n s u r a n c e p la n s f o r f u l l - t i m e w o r k e r s ------------------------------ 19 5 A p p e n d ix A. A p p e n d ix B. 6 7 8 P e r c e n t i n c r e a s e s in a v e r a g e h o u r l y e a rn in g s , a d j u s t e d f o r e m p l o y m e n t shifts, f o r s e l e c t e d o c c u p a t i o n a l g r o u p s -------------- 10 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 ta ry wage p r o v is io n s : B -l, M in im u m en tran ce s a la r ie s f o r i n e x p e r i e n c e d ty p is ts and c l e r k s ------------------------------------------ 11 B - 2 , L a t e shift p a y p r o v i s i o n s f o r f u l l - t i m e m a n u f a c t u r in g plant w o r k e r s ------------------------------------- 12 B - 3 . S c h e d u le d w e e k l y h o u r s and days of fu ll-tim e f i r s t - s h if t w o r k e r s ------------------------------------------------ 13 S c o p e and m e t h o d o f s u r v e y --------------23 O c c u p a t i o n a l d e s c r i p t i o n s ---------------- 29 Introduction This area is 1 of 74 in which the U.S. Department of L abor's Bu reau of Labor Statistics conducts surveys of occupational earnings and r e lated benefits. (See list of areas on inside back cover.) In each area, occupational earnings data (A -s e r ie s tables) are collected annually. Infor mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year. Each year after all individual area wage surveys have been com pleted, two summ ary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and r e gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical A reas in the United States, excluding Alaska and Hawaii. A m ajor consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor m arkets, 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 develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and a s sistance 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. A -s e r ie s tables Tables A - l through A - 6 provide estimates of straight-tim e weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. For the 31 largest survey a re as, tables A - 8 through A - 13 provide sim ilar data for establishments employing 500 workers or m ore. Table A -7 provides percent changes in average hourly earnings of office clerical w orkers, electronic data processing w orkers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant w orkers. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled m ain tenance workers in nonmanufacturing because the number of workers em ployed in this occupational group in nonmanufacturing is too small to warrant separate presentation. This table provides a m easure of wage trends after elimination of changes in average earnings caused by employment shifts among establishments as well as turnover of establishments included in survey sam ples. For further details, see appendix A. B -s e r ie s tables The B -s e r ie s tables present information on minimum entrance salaries for inexperienced typists and clerks; late-sh ift pay provisions and practices for plant workers in manufacturing; and data separately for plant and office workers on scheduled weekly hours and days of fir st-sh ift work e r s; paid holidays; paid vacations; health, insurance, and pension plans; and m ore detailed information on life insurance plans. Appendixes Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey, on the a re a's industrial composition in manufacturing, and on labor-m anagem ent agreement coverage. Appendix B provides job descriptions used by Bureau field econ om ists to cla ssify workers by occupation. A. E a rn in g s Table A-1. Weekly earnings of office workers in Davenport—Rock Island—Moline, Iowa—III., May 1977 N um ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly ea rn in gs o f— O ccu p a tion and in d u s tr y d iv is io n of workers A verage weekly hours * (standard) S $ M e an 2 M edian 2 Middle range 2 90 $ $ t $ * % $ $ $ * S S $ S $ $ $ $ $ 100 110 1 20 130 14 0 150 160 170 180 200 220 240 260 280 300 320 34 0 360 380 400 11 0 120 130 140 150 160 170 180 200 220 240 260 280 300 320 340 36 0 380 400 420 10 6 4 16 4 12 10 3 7 3 1 17 12 5 57 35 22 80 47 33 17 63 47 16 7 77 62 15 1 75 66 9 4 3 3 7 7 10 10 - - - - 54 36 18 3 27 26 1 - 60 28 32 2 - 6 10 6 4 1 27 27 2 - - - - - 2 4 2 2 5 5 - - i - 4 3 6 10 5 1 1 1 10 9 9 4 1 1 4 2 2 2 2 10 1 25 23 1 - 1 - 6 22 14 38 11 45 16 44 9 67 14 51 - - - - - ~ “ 12 7 7 5 4 2 - - - - 6 3 3 2 - - 14 4 10 6 5 5 8 8 - - - and under 10 0 ALL W O R K E R S S E C R E T A R I E 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 BL IC U T I L I T I E S ------SECRETARIES. 613 427 186 44 4 0 .0 4 0.0 3 9.5 3 9.5 2 53 .00 2 67 .50 2 1 9 .00 232.00 2 5 7 .50 2 72 .50 2 1 8 .50 251.00 I 0 7 . 00- I9 8 .0 0 2 3 0 . 00- 3 05 .50 184. 50- 2 5 8 .0 0 2 1 5 . 50- 2 66 .50 - - 7 1 - - 6 - - i 2 - - C L A S S A ------ 45 4 0 .0 3 0 1 .50 3 4 6 .00 2 3 4 . 00- 3 9 5 . 5 0 - - - - 1 - - S E C R E T A R I E S . C L A S S B -----N O N M A N U F A C T U R I N G ---------- 103 30 3 9.5 3 9 .5 2 74 .00 203 .00 314.50 191 .00 2 0 0 . 00- 336 .50 1 67 . 50- 2 2 5 .0 0 - - - 2 6 2 - - - - " 5 2 - SECRETARIES. C --------------- 290 83 4 0.0 3 9 .5 259.00 2 3 6 .50 268 .00 2 49 .50 2 3 7 . 00- 292.50 2 0 8 . 50- 2 7 2 .5 0 - - 6 - 6 - - 5 - 4 1 1 1 - 3 1 - - S E C R E T A R I E S . C L A S S 0 -----M A N U F A C T U R I N G ------------- 79 60 40.0 4 0 .0 213.50 218.00 1 96 .50 200 .00 1 8 0 . 0 0 - 2 5 5 . OU 1 8 0 . 00 - 2 5 9 .00 - - 1 4 2 1 1 2 1 6 6 24 19 6 - 2 1 5 3 3 5 - 1 _ 15 21 7 - - 6 2 11 1 6 10 4 - - - 38 31 7 31 28 3 31 24 7 10 10 2 2 _ _ - - - - “ - - - - 61 48 13 26 26 26 11 - - - - - - - 26 2 2 4 7 6 2 4 10 3 5 5 2 1 - 4 - - 4 “ C L AS S nonmanufacturing - - - - - - 4 - - - - - 2 2 - - S E C R E T A R I E S . C L A S S E -----M A N U F A C T U R I N G ------------N O N n A N U F A C T U R I N G ---------- 96 49 47 39.5 4 0.0 3 9 .0 222 .50 235.00 209 .50 2 15 .00 210 .50 2 15 .00 1 9 4 . 00- 2 5 9 . 0 0 1 98 . 00- 280 .50 1 7 9 . 00- 2 4 9 . 5 0 S T E N O G R A P H 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 ---------- 292 207.50 187 105 3 9 .5 4 0 .0 3 9.0 185 .00 208 .00 221 .50 185 .00 174. 50- 240.50 2 0 7 . 50- 2 49 .50 156. 50- 2 0 8 .0 0 S T E N O G R A P H E R S . G E N E R A L --M A N U F A C T U R I N G -------------N O N h A N U F A C T U R I N G ---------- 183 128 55 4 G .0 4 0 .0 3 9 .5 2 07.00 2 1 5 .00 1 89 .00 209 .50 2 1 4 .50 1 85 .00 193 . 50- 234.00 2 0 8 . 00- 2 3 7 . 0 0 1 44 . 00- 2 1 3 .00 S T E N O G R A P H E R S . SEN I OR ----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 ---------- 109 59 50 39.5 4C .0 3 9 .0 2 08 .00 2 30.50 1 81.00 194 .50 264 .00 172.00 1 6 1 . 00- 2 6 5 . 0 0 1 6 9 . 00- 2 7 6 .50 1 6 1 . 00- 1 9 7 . 5 0 - - - TRANSCRIBING-MACHINE TYPISTS N O N M A N U F A C T U R I N G ---------- 52 164 .00 167 .50 160 .50 1 65 .00 1 4 8 . 00- 1 7 2 .5 0 149. 00- 178 .00 - - 1 44 3 9 .0 3 8 .5 - - T Y P I S T S ------------------------M A N U F A C T U R I N G -------------N O N M A N U F A C T U R I N G ---------- 378 28 7 91 39.5 4 0 .0 3 8.5 1 85.00 196.50 1 50 .00 1 93 .00 2 04 .00 142.00 1 4 0 . 00 - 2 1 8 . 0 0 1 68 . 50- 2 2 8 .5 0 1 2 5 . 00- 1 67.00 1 1 T Y P I S T S . C L A S S A ----------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 --------- 178 1 52 26 4 0 .0 215 .50 2 15 .00 1 9 6 . 00- 2 4 6 .0 0 4 0 .0 3 9 .0 221.50 1 79 .00 222.00 2 0 8 . 0 0 - 2 5 3 . 5 0 - 1 74 .50 1 62. 50- 1 97.50 - - " - T Y P I S T S . C L A S S B ----------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 ---------- 200 39.5 40.0 3 8 .5 1 58.00 167 .50 138 .00 146 .00 188 .00 130.00 1 2 5 . 00- 1 8 9 . 5 0 1 2 6 . 00- 1 9 7 .5 0 1 25 . 00- 1 44.00 1 1 5 5 24 16 8 189.00 214.00 157 .50 201.00 1 4 5 . 5 0 - 2 2 5 . 5 0 20 100 39.5 4 0 .0 3 9 .5 215 .50 1 40 .50 197. 50- 226.50 1 06 . 00- 2 08 .00 20 12 1 11 111 4 0 .0 227 .50 2 2 5 .50 2 1 0 . 00- 2 5 3 . 5 0 - - F I L E C L E R K S -------------------M A N U F A C T U R I N G ------------N O N H A N U F A C T U R I N G --------FI LE C L E R K S . C L A S S A ------ 1 35 65 225 125 220.00 - 4 4 17 7 36 67 1 3 4 15 16 21 50 17 2 3 3 22 - - - 2 3 1 2 14 7 9 14 - 9 5 4 4 2 8 13 2 13 4 11 10 8 13 3 3 6 11 3 7 7 47 23 24 14 26 13 76 11 6 11 6 7 4 10 15 7 5 1 6 66 10 - 2 10 10 4 1 10 6 7 20 13 2 " 3 4 47 23 24 12 16 - 1 - - 8 15 9 5 4 1 4 1 - 12 8 4 3 12 2 6 ~ - 12 2 10 4 - - - 2 - - - 6 6 - - - - - - - 4 4 - - - - - - 5 - 11 15 6 7 12 8 4 4 6 1 5 - 6 - 6 1 - 1 - - 5 5 24 16 - - 8 - - - 2 2 7 5 - - 3 1 16 1 8 4 4 - 2 10 11 See footnotes at end of t a b le s . 1 5 14 1 a 1 20 20 - 1 6 - “ - - - - - “ - 10 10 2 2 - ~ “ “ ~ - - - - “ ~ - - - - - - - - - - - - - - - - - - - “ - - - “ 63 60 33 4ti 48 10 10 - 30 - - 3 3 ~ - - - 45 23 42 3 22 1 47 47 10 10 - “ - - - 18 18 10 1 1 _ _ - - - - 56 53 3 - 2 " - - - - - - - - 33 26 7 52 43 9 29 21 8 31 26 5 5 2 - - - - - - 1 2 2 1 1 2 - - - - - - 3 2 - - - - - - 1 2 4 40 24 31 5 2 - - - - - - 1 6 7 8 - - - - - - - - - - - - - - - - - - _ _ _ - - - - - Table A-1. Weekly earnings of office workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued W e e k l y ea r n i n gs * ( s t a nd a r d ) N u m ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e w e e k ly e a rn in g s o f A vera ge w e e k ly O ccu p a tion and in d u s tr y d iv is io n h o u rs 90 1 and u nd er ( s t a n d a r d) 100 100 110 _ _ 110 120 120 _ 130 _ 130 1 ^0 150 _ 140 _ 150 160 _ 160 170 180 200 220 240 260 280 300 320 340 360 380 400 180 200 220 240 260 280 300 320 340 360 380 400 420 42 17 31 16 35 29 26 20 33 23 10 8 29 29 31 23 8 29 29 _ 170 AL L U 0 R K E R S — CONTINUED FILE CLERKS - CONTINUED FI LE C L E R K S . C L A S S B NONNANUFACTURING — M E S S E N G E R S ------------NONNANUFACTURING — 3 9 .0 39.0 1 64 .50 1 50.00 160 .50 1 41 .50 134.50124.00- 197.50 160.50 3 9 .0 3 8.5 167.50 1 47.00 181 .00 1 34 .50 127.00112.50- 197.50 172.5U 111.50- 238.50 5 4 0 .0 4 0 .0 3 9 .5 1 45.00 158.50 137 .00 137.00 150.00 136.00 125.00132.00124.00- 150.00 169.50 140.50 22 4 0.0 4 0 .0 186 .50 190 .50 1 80 .00 1 6 8 .00 148.00136.00- 220.50 242.00 6 6 SWITCHBOARD OPERATORS SWITCHBOARD OPERATOK-RECEPTIONISTSN A N U F A C T U R I N G ---------------------N O N N A N U F A C T U R I N G -----------------O R DE R C L E R K S ---MANUFACTURING 71 45 47 4 0 .0 2 08 .00 2 0 4 .00 164.00- 241.00 510 213 297 33 39.5 4 0.0 3 9 .5 4 0 .0 193 .00 226 .00 1 6 9 .50 2 2 2 .0 0 178 .00 230 .00 1 62.50 207.50 145.00172.50140.00170.00- 237.00 280.50 190.00 275.00 A C C O U N T I N G C L E R K S . CLA S S A 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 ----------- 238 136 102 39.5 4 0 .0 3 9 .0 2 30.00 2 5 4 .50 1 9 7 .50 2 3 0 .00 2 74 .00 1 88 .50 177.50230.00165.00- 280.50 295.00 218.00 ACCOUNTING C L ER KSi M A N U F A C T U R I N G --NONNANUFACTURING 272 77 195 3 9 .5 4 0 .0 3 9.5 160 .50 175 .00 1 54 .50 1 50.50 172.50 1 48.50 129.50132.50128.50- 182.50 208.00 176.00 3 9 .5 39.0 154 .50 159 .00 160 .00 165.00 138.50136.00- 175.00 198.00 ORDER CLERKS. C L A S S A ------- A C C O U N T I N G C L E R K S ---M A N U F A C T U R I N G ----NONNANUFACTURING — PUBLIC UTILITIES BOOKKEEPING-MACHINE NONNANUFACTURING O P E R A T O R S ---- 5 17 6 19 3 16 12 7 5 25 5 20 1 9 31 53 19 27 5 4 0 .0 4 0 .0 40.0 2 0 7 .00 215.50 183 .50 2 08 .00 2 1 8 .50 178.50 156.00162.00153.00- 245.00 254.50 202.00 4 3 KEYPUNCH OPERATORS — M A N U F A C T U R I N G ----NONNANUFACTURING — PUBLIC UTILITIES 360 229 131 26 3 9.5 39.5 3 9 .5 4 0 .0 195 .00 2 04 .50 179 .50 1 9 4 .00 1 9 6 .00 2 11 .50 1 73 .00 1 96 .00 151.50161.00144.00145.00- 240.50 252.00 211.50 247.50 12 3 28 KE YPUNCH OPERATORS. M A N U F A C T U R I N G ----NONMANUFACTURING — 179 40.0 233.50 2 3 7 .00 14 6 33 4 0 .0 3 9 .5 2 35 .00 2 27 .00 239 .00 229 .50 213.50215.00208.00- 256.50 257.00 253.50 KEYPUNCH OPERATORS. M A N U F A C T U R I N G ----NONNANUFACTURING — 181 83 98 3 9 .5 1 57 .50 150.50 1 63 .50 1 52 .00 152 .00 1 4 9 .50 138.00138.00144.00- 170.00 161.00 184.00 29 4 25 6 6 5 12 6 S ee fo o tn o te s at end o f t a b le s . 4 31 18 13 14 3 33 10 23 17 11 24 21 14 10 9 8 11 10 10 2 11 7 14 11 7 1 8 10 6 6 1 27 44 34 10 1 31 18 13 6 5 11 23 4 19 2 109 80 29 51 13 38 16 5 P A Y R O L L C L E R K S -----MANUFACTURING — N0NHANUFACTURIN6 3 9 .5 3 9 .5 14 5 1 1 15 9 26 5 33 7 26 37 30 7 1 31 26 5 8 19 3 38 30 8 2 2 9 40 5 4 33 7 34 29 18 3 15 62 30 5u 12 23 7 61 49 12 23 25 2 F professional and technical workers in Davenport—Rock Island—Moline, Iowa—III., May 1977 W e e k ly earnings1 N u m b e r ( s ta nd ar d) A ve ra g e $ wee k ly s t a nda rd ) 120 M ean2 M edian 2 M idd le range 2 o f w o r k e r s S $ 1 3 0 r e c e iv in g $ 1 4 0 1 5 0 s t r a ig h t -t im e s S 1 6 0 $ 200 1 8 0 w e e k ly S e a rn in g s $ 220 2 4 0 o f ---$ i $ 2 6 0 2 8 0 $ 3 0 0 $ S 3 2 0 3 4 0 $ 3 6 0 S 3 8 0 * 40 0 S 4 2 0 $ 4 4 0 $ 4 8 0 an d u n d e r 1 3 0 5 2 0 and 1 4 0 1 5 0 1 6 0 1 8 0 200 - - 4 0 . 0 $ 4 1 4 . 0 0 $ 3 9 8 .5 0 $ 1 6 0 3 5 4 . 5 0 - 4 8 1 . 0 0 - - - 31 3 9 .0 3 4 9 .5 0 3 3 5 .5 0 3 0 7 . 5 0 - 3 8 4 . 5 0 ~ “ “ 22 0 2 4 0 26 0 2 8 0 3 0 0 3 2 0 3 4 0 3 6 0 3 8 0 4 0 0 42 0 4 4 0 12 . 48 0 5 2 0 o v e r $ 2 “ 4 4 4 3 2 9 12 14 i i 15 3 4 11 2 23 6 5 “ i “ 21 2 *20 1 6 9 3 9 .5 3 8 9 .5 0 3 8 9 .5 0 3 3 3 . 5 0 - 4 4 3 . 5 0 - - - - - - - 2 4 4 17 9 4 0 . 0 3 1 0 . 0 0 3 1 0 .5 0 2 6 8 . 0 0 - 3 4 6 . 0 0 - - - - 2 4 6 23 23 31 3 9 .0 2 6 5 .0 0 2 4 3 . 5 0 2 4 0 . 0 0 - 2 6 4 . 0 0 ~ 1 2 2 4 15 3 _ _ _ i 1 1 “ “ “ i ~ ~ 1 2 2 5 15 4 4 4 14 2 - 9 13 24 3 18 21 21 10 6 22 20 2 1 1 2 2 4 3 7 3 6 3 6 - 4 2 7 3 3 3 6 - 14 4 _ _ - _ _ _ 3 2 2 - 12 2 - - - - - - _ 39 4 0 . 0 3 6 4 . 0 0 3 7 2 .0 0 3 3 9 . 5 0 - 3 8 9 . 5 0 3 5 4 0 .0 3 6 4 .0 0 3 7 2 .0 0 3 4 1 . 5 0 - 3 8 7 . 5 0 ~ _ _ _ “ ~ ~ _ 100 3 9 .5 3 0 7 .0 0 3 1 0 .5 0 2 7 5 . 0 0 - 3 4 0 . 0 0 _ _ _ _ _ 26 39 • 0 2 5 3 . 5 0 2 4 0 .5 0 2 4 0 . 0 0 - 2 5 6 . 5 0 - - - " - 1 7 6 4 0 .0 2 5 6 .5 0 2 5 9 . 5 0 2 1 9 . 5 0 - 2 9 4 . 0 0 1 1 8 1 13 1 1 1 - - 11 8 8 1 3 1 8 - 4 0 . 0 2 7 0 . 5 0 2 6 8 .0 0 2 4 2 . 0 0 - 3 0 1 . 0 0 95 3 9 .5 2 1 6 .0 0 2 0 9 . 0 0 1 7 3 . 0 0 - 2 3 1 . 0 0 37 4 0 . 0 3 1 0 . 5 0 3 1 2 . 5 0 2 7 4 . 5 0 - 3 5 2 . 0 0 - - - _ _ - 32 4 0 .0 3 0 7 .5 0 2 9 8 .0 0 2 7 3 . 0 0 - 3 5 3 . 5 0 " - - - - - - - 1 1 2 2 2 1 1 . 0 0 - 3 0 3 . 0 0 - - 1 - 4 - - - - 4 9 - - 1 - - 7 1 6 3 1 9 8 . 0 0 - 2 3 1 . 0 0 11 1 10 3 2 6 1 . 5 0 - 3 0 5 . 5 0 8 1 7 2 9 0 .0 0 - i - 2 4 3 4 0 . 0 2 3 7 . 0 0 2 3 3 . 0 0 1 9 0 . 5 0 - 2 8 7 . 0 0 5 7 19 18 25 16 39 20 19 16 7 19 18 25 12 29 16 17 - - 4 10 4 2 10 6 4 0 .0 2 3 6 .0 0 2 2 9 . 3 0 1 7 6 . 5 0 - 2 9 5 . 0 0 2 6 4 0 .0 2 4 7 .0 0 2 3 9 . 5 0 2 3 1 . 5 0 - 2 7 7 . 5 0 “ 5 - 10 9 1 2 4 _ - - - - " 2 - - _ _ 2 2 33 4 2 2 1 1 .0 0 2 1 7 6 3 15 2 7 7 . 0 0 6 6 3 15 - 2 2 1 .0 0 10 14 9 25 4 0 .0 2 6 3 . 0 0 3 17 3 9 .5 2 5 6 . 0 0 3 20 25 28 3 9 . 5 5 16 4 4 7 75 5 3 9 1 1 11 - - 8 8 7 3 7 3 2 2 15 1 8 _ - - - - 10 6 5 - 5 6 6 - - - - 4 - - - 2 1 1 - - - - 2 1 _ - - - - ~ - - 4 5 4 5 i i - 1 - 3 1 ~ _ 1 _ - - " - - - - _ _ - - - _ _ _ _ _ _ _ 2 2 _ _ _ _ - - - - _ _ _ _ _ - - - - - - 18 27 3 27 3 1 1 2 2 _ 16 2 2 1 1 46 4 0 . 0 2 9 1 . 5 0 2 8 9 .0 0 2 6 6 . 5 0 - 3 2 3 . 5 0 - - - _ _ 3 7 _ 15 3 2 2 . 0 0 2 6 0 . 5 0 - 3 2 5 . 5 0 - - - - - 3 5 7 1 - 15 2 2 _ 2 9 3 . 5 0 1 1 9 4 0 .0 1 1 5 3 8 99 4 0 . 0 2 4 5 . 5 0 2 3 3 .5 0 1 9 1 . 0 0 - 3 0 2 . 5 0 - - - 9 15 7 23 11 i 3 14 11 11 1 1 2 2 _ - - - _ _ _ _ _ - - - - - - - - 5 - 1 1 1 - _ _ _ _ - 90 4 0 .0 2 4 6 .0 0 2 2 8 . 0 0 1 9 1 . 0 0 - 3 0 5 .5 0 - - 2 2 - 9 15 7 18 7 i 3 14 95 4 0 . 0 2 0 1 . 5 0 1 9 1 .0 0 1 5 0 . 0 0 - 2 5 3 . 5 0 5 5 19 9 7 7 6 6 9 6 6 4 19 11 6 4 1 1 8 6 6 5 4 2 1 4 4 - 4 4 - 87 4 0 .0 2 0 0 .0 0 1 7 8 .5 0 1 5 0 . 0 0 - 2 5 4 .0 0 6 6 5 5 9 7 4 15 2 4 0 . 0 2 4 7 . 0 0 2 5 2 .0 0 2 2 0 . 0 0 - 2 6 8 . 0 0 - - - - 6 6 2 5 78 4 0 . 0 2 7 0 . 5 0 2 5 2 .0 0 2 5 2 . 0 0 - 2 7 5 . 0 0 - - - - - - 76 4 0 .0 2 7 0 .5 0 2 5 2 . 0 0 2 5 2 . 0 0 - 2 7 5 . 0 0 - - - - " 1 0 4 4 0 . 0 2 5 9 . 0 0 2 5 2 .0 0 2 4 6 . 0 0 - 2 6 8 . 0 0 - - - - - - 33 4 0 .0 2 6 7 .0 0 2 7 7 . 0 0 2 3 6 . 0 0 - 3 0 4 . 5 0 - - - 1 33 4 0 . 0 2 6 7 . 0 0 2 7 7 .0 0 2 3 6 . 0 0 - 3 0 4 . 5 0 1 1 2 2 1 1 1 i it $ 5 2 0 t o $ 5 6 0 ; 7 a t $ 5 6 0 t o $ 6 0 0 ; 1 a t $ 6 0 0 t o $ 6 4 0 ; a n d 1 at $ 6 8 0 t o $ 7 2 0 . 5 9 10 1 6 4 18 4 5 15 - 45 15 1 9 6 4 18 1 1 4 3 4 3 6 6 3 4 5 10 10 5 3 - 1 _ - - _ _ - - - - - - - - - - - 1 - - - - - _ _ _ - _ _ _ Table A-3. Average weekly earnings of office, professional, and technical workers, by sex in Davenport—Rock Island—Moline, Iowa—III., May 1977 A v e ra g e (m ean2 ) S ex , 3 o c cu p a tio n , a n d in d u s tr y d iv is io n of W e e k ly w or k er s h ou rs ( s t a nd a r d ) O FFICE O C CU PATIO N S SE C R E T A R IE S ------------------------------------------- N O N M A N U F A C T U R IN G 3 o c c u p a tio n , an d in d u s tr y d iv is io n earnings1 of W e e k ly w or k er s O FFICE 6 1 3 4 0 . 0 $ 2 5 3 . 0 0 4 2 7 4 0 .0 2 6 7 . 5 0 h ou rs ( s t an d a rd ) ( s t a nd a r d ) OC C U PA TIO N S WOMEN— W e e k ly S e x , 3 Num ber o c c u p a tio n , C LA SS - PR O F ESSIO N A L FILE CLERKS - CONTINUED COMPUTER 3 9 .5 2 1 9 . 0 0 44 3 9 .5 2 3 2 .0 0 F IL E C L E R K S. CLASS A --------------------------------------- ------------------------ 45 4 0 . 0 3 0 1 . 5 0 F ILE C LE R K S. C LA SS B N O N M A N U F A C T U R IN G S E C R E T A R IE S . CLASS N O N M A N U F A C T U R IN G B ----------------------- 1 0 3 3 9 .5 2 7 4 .0 0 in 4 0 .0 $ 2 2 7 . 5 0 --------------------------------------- 83 3 9 . 0 1 6 4 . 5 0 ------------------------------------------------- 5 3 3 9 .0 1 5 0 .0 0 SYSTEM S (B U S IN E S S 1 30 3 9 . 5 2 0 3 . 0 0 M ESSENGERS 4 0 3 9 . 0 1 7 6 . 0 0 2 9 0 4 0 .0 2 5 9 . 0 0 S W IT C H B O A R D OPERATORS ------------------------------------------ 3 5 4 1 .0 1 7 9 .5 0 --------------------------------- S W IT C H B O A R D 83 3 9 .5 2 3 6 . 5 0 ----------------------- 79 4 0 .0 2 1 3 . 5 0 -------------------------------------------- 6 0 4 0 . 0 2 1 8 . 0 0 96 3 9 .5 2 2 2 . 5 0 N O N M A N U FA C TU R IN G S E C R E T A R IE S . CLASS M AN U FA C TU R IN G C ------------------------------------------------------------------------------- 0 C LA SS M AN U FA C TU R IN G E ------------------------ CLASS 10 2 4 0 . 0 1 4 5 . 0 0 3 8 4 0 .0 1 5 8 .5 0 N O N M A N U FAC TU R IN G ------------------------------------------------- 64 3 9 . 5 1 3 7 . 0 0 ------------------------------------------------------------------------ 43 4 0 .0 1 7 0 .5 0 CLASS B COMPUTER ------------------------------------------- N O N M A N U F A C T U R IN G ---------------------------------- 49 4 0 .0 2 3 5 . 0 0 47 3 9 . 0 2 0 9 . 5 0 CLERKS M A N U FA C TU R IN G STENOGRAPHERS ---------------------------------------------------- M AN U FA C TU R IN G ------------------------------------------- N O N M A N U F A C T U R IN G -------------------------------- ----------------------------------------------------------- 37 4 0 . 0 1 7 5 . 5 0 ------------------------------------------------------- 4 6 9 3 9 .5 1 8 8 .0 0 CLERKS 2 9 2 3 9 .5 2 0 7 . 5 0 M A N U FA C TU R IN G 18 7 4 0 . 0 2 2 0 .0 0 N O N M A N U FAC TU R IN G 1 0 5 3 9 .0 1 8 3 .0 0 P U B L IC ----------------------------------------------------------------------------------------------------------- U T IL IT IE S ------------------------------------------ 18 4 4 0 . 0 2 1 6 . 5 0 2 8 5 3 9 . 5 1 6 9 .5 0 29 4 0 .0 2 1 4 . 5 0 DRAFTERS M AN U FA C TU R IN G 1 8 3 4 0 . 0 2 0 7 . 0 0 12 4 0 .0 2 1 5 . 0 0 M A N U FA C TU R IN G 5 5 3 9 .5 1 8 9 .0 0 N O N M A N U F A C T U R IN G ------------------- 1 0 9 3 9 .5 2 0 8 .0 0 ------------------------------------------- 59 4 0 . 0 2 3 0 . 5 0 M AN U FA C TU R IN G 50 3 9 .0 1 8 1 .0 0 N O N M A N U FAC TU R IN G GENERAL ----------------- ------------------------------------------- N O N M A N U F A C T U R IN G --------------------------------- B ACCO U N TIN G ------------------- 20 6 3 9 . 5 2 2 1 . 5 0 ----------------------------------------------------------- 2 4 6 . 0 0 C LE R K S. C LA SS A 10 8 4 0 . 0 ------------------------------------------------- 9 8 3 9 .0 M AN U FA C TU R IN G SE N IO R N O N M A N U F A C T U R IN G -------------------------------- ACCO U N TIN G 1 9 4 .5 0 ------------------- 2 6 3 3 9 .5 1 6 1 . 5 0 C LE R K S. C LA SS B ----------------------------------------------------------------------------------------------------------- 76 4 0 .0 1 7 4 .5 0 187 3 9 .5 1 5 6 . 5 0 52 3 9 . 0 1 6 4 . 0 0 B O O K K E E P IN G -M A C H IN E 4 4 3 8 .5 1 6 7 .5 0 N O N M A N U FAC TU R IN G ------------------------------------------------------------------------ 3 7 6 3 9 .5 1 8 5 .0 0 N O N M A N U F A C T U R IN G T Y P IS T S M AN U FA C TU R IN G T Y P IS T S PAYROLL CLERKS ------------ 4 4 3 9 .5 1 5 4 .5 0 ------------------------------------------------- 3 0 3 9 . 0 1 5 9 . 0 0 ----------------------------------------------------------------- 1 0 5 4 0 .0 2 0 5 . 0 0 78 4 0 . 0 2 1 4 . 0 0 2 7 3 9 .5 1 7 9 .5 0 ---------------------------------------------------- 35 7 3 9 .5 1 9 4 . 5 0 ----------------------------------------------------------- 2 2 9 3 9 .5 2 0 4 . 5 0 2 8 7 4 0 . 0 1 9 6 . 5 0 M A N U FA C TU R IN G -------------------------------- 89 3 8 .5 1 4 9 .5 0 N O N M A N U F A C T U R IN G ----------------------------------- 1 7 6 4 0 .0 2 1 6 . 0 0 ------------------------------------------ 15 2 4 0 . 0 2 2 1 . 5 0 B 20 0 3 9 .5 1 5 8 .0 0 13 5 4 0 . 0 1 6 7 . 5 0 ------------------------------------------- N O N nA N U F A C T U R IN G OPERATORS ----------------------------------------------------------------------------------------------------------- C LA SS M AN U FA C TU R IN G A KEYPUNCH OPERATORS M AN U FA C TU R IN G N O N M A N U F A C T U R IN G T Y P IS T S . C LA SS M AN U FA C TU R IN G ------------------------------------ ------------------------------------------ N O N M A N U F A C T U R IN G -------------------------------- 6 5 3 8 .5 1 3 8 .0 0 M AN U FA C TU R IN G F IL E CLERKS ----------------------------------------------------------- M AN U FA C TU R IN G ------------------------------------------ N O N M A N U F A C T U R IN G -------------------------------- 3 9 .5 1 2 5 4 0 .0 2 1 4 . 0 0 10 0 3 9 . 5 1 5 7 . 5 0 2 2 5 KEYPUNCH fo o tn o te s at en d o f ---------------- 1 2 8 3 9 .5 1 7 7 .0 0 17 9 4 0 . 0 2 3 3 . 5 0 1 4 6 4 0 .0 2 3 5 . 0 0 33 3 9 .5 2 2 7 . 0 0 --------------- 1 7 8 3 9 .5 1 5 5 .5 0 ----------------------------------------------------------- 83 3 9 .5 1 5 0 . 5 0 9 5 3 9 .5 1 6 0 .0 0 N O N M A N U F A C T U R IN G S e e A ------------------------------------------------- O PER A TO R S. M A N U FA C TU R IN G C LA SS ----------------------------------------------------------- N O N M A N U FAC TU R IN G 1 8 9 . 0 0 ------------------------------------------------- OPER A TO R S. CLASS B ------------------------------------------------- ta b le s . 6 $ 4 2 0 . 0 0 61 3 9 .5 4 0 1 .0 0 39 4 0 .0 3 6 4 .0 0 35 4 0 .0 3 6 4 . 0 0 (B U S IN E S S ). 82 4 0 .0 3 1 1 .0 0 35 4 0 .0 3 1 4 . 5 0 ----------------------------------------------------------- 31 4 0 .0 3 1 0 .0 0 2 2 3 4 0 .0 2 3 5 . 5 0 199 4 0 .0 2 3 3 . 5 0 ------------------------------------------------- 4 5 4 0 .0 2 9 4 . 0 0 ----------------------------------------------------------- 37 4 0 .0 2 9 6 . 0 0 ------------------------------------------------- 9 3 4 0 .0 2 4 3 .0 0 ----------------------------------------------------------- 84 4 0 . 0 2 4 3 . 0 0 C LA SS -------------------------------------------------------------------------------------- D R A F T E R S. E LE C TR O N IC S A CLA SS M AN U FA C TU R IN G D R A F T E R S. ----------------------------------------------------------- C LA SS M AN U FA C TU R IN G B ------------------------------------------------- 8 5 4 0 .0 1 9 6 .0 0 ----------------------------------------------------------- 78 4 0 . 0 1 9 3 . 5 0 C LASS C T E C H N IC IA N S N O N M A N U F A C T U R IN G ------------------------------------------ T E C H N IC IA N S. PRO FESSIO N A L AND o p e r a t o r s R E G IS T E R E D ------------------------------------ ------------------------------------------------- U T IL IT IE S ELE C TR O N IC S COMPUTER 4 0 .0 A ------------------------- B - 4 0 .0 2 4 7 . 0 0 78 4 0 . 0 2 7 0 . 5 0 76 4 0 .0 2 7 0 . 5 0 1 0 4 4 0 . 0 2 5 9 . 0 0 1 8 3 . 5 0 TE C H N IC A L - WOMEN 25 3 9 .0 ------------------- 33 4 0 .0 2 6 7 . OC ----------------------------------------------------------- 33 4 0 .0 2 6 7 . 0 0 -------------------------------------------------- IN D U S T R IA L M AN U FA C TU R IN G C LA SS 1 5 2 : N O N M A N U F A C T U R IN G KEYPUNCH --------------------------------------- ----------------------------------------------------------- OC C U PA TIO N S T Y P IS T S . 15 2 O P E R A TO R S. PU BL IC — -------------------------------- T R A N S C R IB IN G -M A C H IN E HEN (B U S IN E S S ). PROGRAMMERS M AN U FA C TU R IN G STEN OGRAPH ERS. earnings1 ( s t a nd a r d ) --------------------------------------------------------------------------------------- D R A F T E R S. STENOGRAPH ERS. - B PROGRAM MERS M AN U FA C TU R IN G ACCO U N TIN G W e e k ly hours1 T E C H N IC A L A ------------------------------------------------------------------------------------------ COMPUTER O P E R A T O R -R E C E P T IO N IS T S - M A N U F A C T U R I N G ----------------------------------------------------------- ORDER W eek ly ( st a n da rd ) ANALYSTS C LASS M A N U FA C TU R IN G S E C R E T A R IE S . of AN ALYSTS SYSTEM S (B U S I N E S S ). COMPUTER ----------------------- ---------------------------------- C LASS d iv is io n ---------------------------------------------------------------------------- M AN U FA C TU R IN G S E C R E T A R IE S . AND O C C U PA TIO N S 186 A in d u s tr y wo rk e r s COMPUTER SE C R E T A R IE S . a n d earnings1 ( s ta nd ar d) C O N T IN U ED -------------------------- ---------------------------------- U T IL IT IE S S ex, Num ber WOMEN ------------------------------------------------------------ M AN U FA C TU R IN G P U B L IC - W e e k ly A vera ge (m ean2) A v e ra g e (m ean2) Num ber NURSES Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in DavenportRock Island—Moline, Iowa—III., May 1977 N u m b e r of workers receiving straight-time hourly earnings of— T ---------- 1 ---- S s S S t S' S 'S' S S % S' S' r S' r S s S S " $ 4 .40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7 .60 7.80 8.00 8.20 8.60 9.00 9.40 Occupation and industry division Mean * Median^ Middle range * and u nder 4.60 •P 00 O Hourly earnings * Number of workers 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 7 .80 8.00 8.20 8.60 9.00 9.40 9.80 ALL WORKERS $ $ $ $ 101 8 .0 0 MANUFACTURING ------------------ 98 7 .9 9 8 .0 0 8 .0 0 8 .0 0 8 .0 0 - 8 .6 8 8 .6 8 1 1 - - MAINTENANCE E L E C T R I C I A N S ----- --MANUFACTURING ------------------ 544 507 8 .2 9 8 .3 2 8 .4 1 8 .4 1 8 . 08- 8 .7 7 8 .7 7 - - - 8 .2 1 - 41 39 7 .2 4 7 .3 5 7 .3 7 7 .3 7 7 . 047. 35- 8 .0 0 8 .0 0 2 1 MAINTENANCE MACHINISTS ----------MANUFACTURING ------------------ 152 149 8 .0 2 8 .0 4 8 .1 5 8 .1 5 8*T l 5 — 8 . 3 8 8 . 15- 8 .3 8 2 2 MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ------------------ 709 660 7 .9 4 7 .9 5 8 .1 5 8 .1 5 7 . 457. 57- 8 .7 7 8 .7 7 4 4 202 7 .8 6 7 .6 7 8 .2 5 8 .3 3 8 .0 0 7. 807. 80- 8 .2 0 _ 8 .0 0 8 .0 1 8 .1 2 - 8 .6 4 8 .7 4 8 . 15- 8 .4 3 8 15- 8 .4 3 MAINTENANCE PAINTERS ------------MANUFACTURING ------------------- MAINTENANCE MECHANICS (MOTOR VEHICLES) ------------- --MANUFACTURING -----------------NONMANUFACTURING --------------PUBLIC UTILITIES ------------- 133 69 54 7 .8 0 8 .6 4 8 .6 4 MAINTENANCE PIPEFITTERS ---- -----MANUFACTURING ------------------ 206 206 8 .2 0 8 .2 0 8 .3 5 8 .3 5 MILLWRIGHTS -----------------------MANUFACTURING ------------------ 113 113 8 .0 6 8 .0 6 8 .3 6 8 .3 6 7. 527 . 52- 8 .6 8 14 1 . 8 .6 8 - - 2 2 1 1 1 1 - - 2 2 - 2 2 3 3 3 3 1 8 8 1 1 43 43 5 5 28 27 2 16 10 5 5 37 37 14 14 26 26 30 7 195 192 189 186 2 2 13 13 4 4 1 1 1 1 11 11 - - - - - - - - 1 3 3 - 2 2 68 68 28 28 27 27 1 1 _ 1 1 - 1 1 “ 2 2 2 2 2 2 4 4 8 8 7 7 - - 1 - - - - 6 6 - - - - 1 1 - 2 2 12 12 _ _ _ _ - - - 1 1 8 8 15 9 22 22 7 7 J 1 6 6 4 4 - - _ - 3 3 1 1 “ 6 6 4 2 43 43 - - 66 55 " 51 45 34 34 25 25 95 95 70 59 180 167 80 78 5 5 7 7 7 2 2 “ 10 8 2 “ 6 6 - 48 47 1 61 40 21 9 13 13 _ _ - 1 1 - - - - “ “ 1 - - _ - - - - 38 38 38 3 3 - - - - 1 1 1 1 - - 3 3 ~ - 1 1 2 2 - 2 2 7 7 2 2 1 1 54 54 91 91 37 37 - 1 1 3 3 ~ - “ “ “ - 3 3 - - 2 2 “ - - - 21 21 2 2 1 1 12 12 38 38 30 30 1 1 - “ i 1 1 - 5 5 5 5 12 6 - 6 6 - 37 37 11 11 31 31 - 10 10 10 10 - _ _ 2 - _ - 10 - _ - - - - - - 2 2 - “ - 3 3 1 1 1 1 1 1 1 1 12 12 9 9 18 18 15 15 42 42 23 23 100 100 16 16 4 4 _ - - - 4 4 - - 2 2 3 3 10 10 1 1 3 3 5 5 1 1 2 2 8 8 12 12 52 52 43 43 212 212 - - - - 2 - - - - - 3 3 - 1 - - 3 1 5 5 - 15 14 - - 16 12 - - - - 1 1 1 1 7 7 17 17 7 7 - 3 3 17 17 - - - 6 .7 1 6 .6 0 6 .6 3 6 .6 3 6 . 526 . 52- 6 .9 6 6 .81 - MACHINE-TOOL OPERATORS (TOOLROOM) MANUFACTURING ------------------- 248 248 8 .0 4 8 .0 4 8 .0 6 8 .0 6 7. 757 . 75- 8 .4 2 8 .42 - TOOL AND DIE MAKERS --------------MANUFACTURING ------------------- 358 358 8 .7 3 8 .7 3 9 .0 1 9 .0 1 8. 558 . 55- 9 .2 4 9 .2 4 - - STATIONARY ENGINEERS -------------MANUFACTURING ------------------- 45 8 .1 8 8 .4 2 1. 67- 8 .8 2 - - 35 8 .3 2 8 .4 2 8 . 05- 8 .8 2 BOILER TENDERS --------------------MANUFACTURING ------------------- 58 58 7 .6 1 7 .6 1 7 .5 7 7 .5 7 7. 567 . 56- 8 .2 3 8 .2 3 ~ 1 1 - - - - - See footnotes at end of tables. 1 “ - 122 M AN U FA C TU R IN G - - - - - - “ “ ----------------------------------------------------- MAINTENANCE TRADES HELPERS ------- - 7 3 3 - - - - - - 1 1 - - fable A-5. Hourly earnings of material movement ana custoaiai workers in DavenportRock Island—Moline, Iowa—III., May 1977 N u m b e r of workers receiving straight-time hourly earnings of— H o u r l y e a rn in gs * $ Nu mber Occupation and industry division M ea n 2 M edian2 M id dle range 2 40 2 . 6 0 ALL T R U C K 0R IV E R S ----------------------------------------------- N O N M A N U FA C TU R IN G ------------------------------------- U T IL IT IE S ------------------------------ LIG H T M ED IU M $ 7 . 2 9 $ 6 . 2 5 - $ 8 . 5 0 6 .6 1 6 . 9 2 6 . 2 5 - 7 . 1 8 ~ ~ - - 5 5 2 7 . 2 8 7 . 7 6 6 . 0 8 - 8 . 5 0 2 3 5 8 .4 8 8 . 5 0 8 . 5 0 - 8 41 4 . 4 3 3 . 5 0 6 . 3 1 ------- 25 5 . 6 5 5 . 4 1 4 . 6 6 - 6 . 1 5 ---------- 2 0 4 19 9 TRUCK ------------------------------------- 10 10 4 6 . 6 4 6 . 2 5 - 7 . 1 8 7 . 0 3 6 . 2 5 - 7 . 1 8 4 0 7 7 .4 4 7 . 7 6 6 . 7 3 - 3 8 3 7 . 4 8 7 . 7 6 6 . 9 5 - 8 . 5 0 10 - - 10 - 3 .8 0 4 .2 0 2 - _ _ - - - - - - - - - _ _ - - ---------------------------------------------------------------------- 1 1 5 6 .1 9 7 . 2 9 - 5 - 55 6 .2 2 6 .6 6 6 .6 6 5 . 4 2 - ----------------------------------------------- 5 . 4 6 - 6 . 8 5 - ~ - 6 0 6 . 1 7 6 . 4 6 5 . 4 2 - 7 . 4 6 - 5 - - --------------------------- 39 4 . 4 7 4 . 8 0 3 . 5 3 - 5 . 1 2 - - 1 4 ------------------------------------------------------------ 3 6 5 6 . 1 5 6 . 5 8 5 •10 — 7 .0 1 - - 2 5 3 6 . 2 6 6 . 7 7 5 . 5 5 - 6 . 8 1 - - 3 3 3 3 1 1 - - - - - - 2 2 _ - 2 - - - - - 2 3 2 - - - 1 1 - - - ------------------------------------ 112 5 .8 9 5 . 1 0 5 . 1 0 - 7 .4 1 - - - - - - 1 3 4 7 5 . 9 2 5 . 5 5 5 . 1 0 - 7 . 4 6 - - - - - - 6 . 6 2 6 . 3 0 5 . 4 6 - 8 . 7 7 - - 3 3 - - - - 3 3 - 6 6 6 6 - _ - - - - - - 66 PACKERS ----------------------------------------------- 1 5 6 6 . 3 9 6 . 7 3 6 . 3 8 - 7 .0 9 M A N U FA C TU R IN G ----------------------------------------------- 15 6 6 . 3 9 6 . 7 3 6 . 3 8 - 7 . 0 9 ------------- 6 7 0 6 . 5 3 6 . 6 3 6 . 3 8 - 6 H AN D LIN G M A N U FA C TU R IN G LABORERS 5 8 0 6 . 3 9 6 . 6 2 6 . 3 8 - 6 . 7 0 - - - ~ - - --------------------------------------- 1 .4 9 9 6 .5 9 6 . 8 1 6 . 5 8 - 7 .2 1 - - - - - - ---------------------------------------------- 1 .4 3 8 6 . 5 8 6 . 8 1 6 . 5 8 - 7 . 2 1 ----------------------------------------------- OPERATORS M A N U FA C TU R IN G .8 5 - _ - ------------------------------------------------------------------------------------------------------- - _ _ M AN U FA C TU R IN G - _ - ----------------------------------------------- 2 - _ 6 . 4 9 R E C E IV E R S - _ 6 . 7 0 ------------------------------------- 2 _ 5 . 0 4 - THAN 3 .6 0 _ 4 . 6 4 - P O W E R -T R U C K 3 .4 0 _ 6 . 1 5 F IL L E R S $ $ s * 4 .6 0 5 .0 0 5 .4 0 5 .8 0 14 6 8 26 9 17 62 2 60 6 .2 0 s * $ t i r 6.60 7.00 7.40 7.80 8.20 8.60 6 .<>0 7 . 0 0 8 .2 0 7 .4 0 7 .8 0 125 124 1 143 2 1 41 8 .6 0 1 9.00 9.40 9 .4 0 iiO O over 3 2 1 88 86 2 2 71 26 45 1 1 6 6 “ - - - - - - - - - - - - 4 1 2 5 - 7 2 2 6 2 1 2 - - 1 _ _ _ - - - 1 1 - - 1 01 10 1 55 55 _ 78 78 3 - 44 39 16 6 8 8 1 1 6 6 20 20 2 6 6 6 1 5 10 5 5 4 1 3 _ - 10 3 7 1 1 7 6 9 32 29 3 " - ~ 1 2 - 12 6 4 4 - - - 5 - - 17 17 93 29 64 28 28 14 10 4 21 21 87 87 - - 31 3 - 17 4 76 62 20 15 2 22 _ 6 - 10 10 _ 13 13 - 5 - - - 9 18 13 - 9 “ “ - - 143 14 1 2 2 9 9 1 1 1 - - 10 9 1 25 - - - - - 143 143 - - - - - - - - 25 - - - - - - - - 57 55 2 30 1 4 - - - - “ “ - - - 30 1 4 - - 8 8 82 - - - - - 8 8 1 *1 9 *9 63 63 36 36 11 11 3 3 - - - - “ “ “ 3 3 - - - - “ - - 35 35 16 14 3 - 6 6 5 5 58 57 144 139 309 309 6 6 60 3 1 1 24 2 30 30 7 7 5 5 87 84 51 48 54 54 6 2 276 263 548 548 386 386 41 3 2 2 2 2 - 1 1 3 3 - - 1 1 _ _ 5 5 - - - - - — 246 233 - 2 1 246 - ~ 13 3 1 2 - 1 1 - - - 11 8 3 OPERATORS --------------------------- 48 6 . 9 4 7 . 1 1 6 . 8 1 - 7 . 1 1 ---------------------------------------------- 4 8 6 . 9 4 7 . 1 1 6 . 8 1 - 7 .1 1 ---------------------------------------------- 12 6 6 .5 9 6 . 8 1 6 ------------------------------------------- 74 6 . 5 2 6 . 8 1 6 . 2 7 - F O R K L IF T ) M AN U FA C TU R IN G 1 1 3 3 9 9 35 35 : M AN U FA C TU R IN G GUARDS. C LA SS M AN U FA C TU R IN G J A N IT O R S . A AND ---------------------------------------------- N O N M A N U FAC TU R IN G PU B L IC CLEANERS ----------------------------------- U T IL IT IE S W ork ers w ere 6 .8 . 5 8 - 2 4 - - - - - - - - - 22 10 12 33 13 20 16 11 5 2 9 - 2 10 2 8 - - - - - - 21 8 13 1 40 25 15 1 5 6 . 8 1 6 7 6 .7 3 6 . 8 1 6 . 5 5 - 6 .8 1 5 9 8 5 . 2 5 5 . 6 5 4 . 1 1 - 6 . 5 1 3 42 1 5 . 6 8 6 .4 7 4 . 5 5 - 6 . 5 1 - 1 7 7 4 .2 3 4 . 3 0 3 . 3 0 - 5 .2 1 3 4 2 5 . 2 0 5 . 2 1 5 . 0 8 - 5 . 3 5 - ---------------------------------------------- P O R T E R S . M AN U FA C TU R IN G * - 6 . 1 5 N O N M A N U F A C T U R IN G g u a r d s ~ 5 .6 7 M A N U FA C TU R IN G (O T H E R 10 ~ 5 . 8 6 W AREHOUSEMEN FO R K LIFT 4 10 71 AND M ATERIAL 3 .2 0 59 N O N M A N U F A C T U R IN G S H IP P IN G 3 .0 0 ----------------------------------------------- M AN U FA C TU R IN G SH IP P E R S 6 .6 6 6 .6 8 8 . 5 0 -------------------------------------------------------------------------- RECE IVE R S $ .5 0 ---------- T R A C T O R -T R A IL E R M AN U FA C TU R IN G ORDER TRUCK $ 7 . 0 6 2 6 6 ----------------------------------------------- N O N M A N U F A C T U R IN G SH IP P E R S TRUCK HEAVY M AN U FA C TU R IN G TR U C K D RIV ER S. 2 .8 0 8 1 8 o1 o ro TR U C K D R IV E R S. T R U C K 0R IV E R S . TR U C K D R IV E R S. $ U0RKERS ------------------------------------------------------------ M AN U FA C TU R IN G PU BL IC $ 2.20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.20 4.60 5.00 5.40 5.80 6.20 and of wo rk er s ----------------------------- d is tr ib u te d a s fo llo w s : 3 at $ 9 . 4 0 t o $ 9 .8 0 ; a n d 6 at $ 9 . 8 0 t o $ 1 0 .2 0 . See footnotes at end of tables. 8 5 4 1 3 5 18 78 10 3 1 4 3 1 3 3 10 10 39 39 4 4 3 3 1 1 - 1 5 5 52 33 19 1 32 16 16 5 41 6 35 28 31 18 13 1 32 26 78 77 1 _ 1 1 1 1 _ - - - 6 1 74 169 5 - - - - 5 - - - - - - - 1 - - - Table A-6. Average hourly earnings of maintenance toolroom powerplant, material movement, ana custodial workers by sex, in Davenport—Rock Island—Moline, Iowa—III., May 1977 A vera ge Sex, 3 occupation, and industry division (m ean 2 ) Sex, 3 occupation, and industry division hourly e ar n in gs 3 e a rnings^ M A T E R I A L M O V E M E N T AN D C U S T O D I A L O C C U P A T I O N S - MEN— C O N T I N U E D MAINTENANCE, t o o l r o o m , a n d P O W E R P L A N T O C C U P A T I O N S - REN $ M A I N T E N A N C E C A R P E N T E R S -----------M A N U F A C T U R I N G -------------------- 1 01 98 7.99 M A I N T E N A N C E E L E C T R I C I A N S --------M A N U F A C T U R I N G -------------------- 544 50 7 8.29 8.32 M A I N T E N A N C E P A I N T E R S -------------M A N U F A C T U R I N G -------------------- 8.00 TRUCKCRIVERS - CONTINUED T R U C K D R I V E R S . H E A V Y T R U C K -------M A N U F A C T U R I N G ---------------------- 203 198 $ 6.66 6.68 T R U C K D R I V E R S * T R A C T O R - T R A I L E R --N O N M A N U F A C T U R I N G ------------------ 40 5 381 7.44 7. 4 7 S H I P P E R S --------------------------------M A N U F A C T U R I N G ---------------------- 48 36 5.82 6.18 88 42 46 6.56 6.41 6. 6 9 7.24 7.35 M A I N T E N A N C E M A C H I N I S T S -----------M A N U F A C T U R I N G -------------------- 152 149 8.02 8.04 M A I N T E N A N C E M E C H A N I C S (M AC HI NE RY ) M A N U F A C T U R I N G -------------------- 70 9 660 7.94 7.95 R E C E I V E R S ------------------------------M A N U F A C T U R I N G ---------------------N O N H A N U F A C T U R I N G ------------------ MAINTENANCE MECHANICS (M OT OR V E H I C L E S ) -----------------M A N U F A C T U R I N G -------------------N 0 N H A N U F A C T U R I N 6 ---------------P U B L I C U T I L I T I E S ------------- S H I P P E R S AND R E C E I V E R S -------------- 35 4. 60 202 133 69 54 7.86 7.67 8.25 8. 33 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 ---------------------N O N M A N U F A C T U R I N G ------------------ 348 236 112 6. 2 4 6. 40 5. 89 M A I N T E N A N C E P I P E F I T T E R S ----------M A N U F A C T U R I N G -------------------- 206 20 6 8.2 0 8 .2 0 O R D E R F I L L E R S -------------------------M A N U F A C T U R I N G ---------------------- 233 54 6.46 6. 9 7 M I L L W R I G H T S -------------------------M A N U F A C T U R I N G -------------------- 113 113 8.06 8.06 S H I P P I N G P A C K E R S ---------------------M A N U F A C T U R I N G ---------------------- 131 131 6.73 6.73 M A I N T E N A N C E T R A D E S H E L P E R S ------M A N U F A C T U R I N G -------------------- 141 122 6.71 6.60 M A T E R I A L H A N D L I N G L A B O R E R S --------M A N U F A C T U R I N G ---------------------- 65 8 56 8 6.54 6.38 M A C H I N E - T O O L O P E R A T O R S ( T O O LR OO M) M A N U F A C T U R I N G ---------------------- 248 248 8. 04 8.04 FORKLIFT OPERATORS MANUFACTURING - 1. 46 1 1.406 6.62 6.60 TO OL AND DI E M A K E R S M A N U F A C T U R I N G ---- 358 358 8.73 8.73 POWER-TRUCK OPERATORS (OTHER THAN FORKLIFT) M A N U F A C T U R I N G ------ 48 48 6.94 6.94 STATIONARY ENGINEERS M A N U F A C T U R I N G ---- 45 35 8.18 8.32 : M A N U F A C T U R I N G ------ 123 6. 5 9 B O I L E R T E N D E R S -----M A N U F A C T U R I N G ---- 58 58 7.61 7.61 G U A R D S . C L A S S A ----M A N U F A C T U R I N G ------ 74 67 6.52 6.73 415 306 109 27 5.52 5.91 4.42 5. 2 8 RECEIVERS --------------------------- 27 5.01 JANITiORS* P O R T E R S . AN D C L E A N E R S ! N O N M A N U F A C T U R I N G --------------- 68 3. 92 J A N I T O R S . P O R T E R S . AN D C L E A N E R S --M A N U F A C T U R I N G ---------------------N O N H 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 ---------------- M A T E R I A L M O V E M E N T AND C U S T O D I A L O C C U P A T I O N S - HE N T R U C K D R I V E R S ---------M A N U F A C T U R I N G ----NONHANUFACTURING PUBLIC UTILITIES TRUCKDRIVERS. LIGHT TRUCK guards 812 262 55 0 235 7.06 6.62 7. 28 8. 4 6 39 4. 35 M A T E R I A L M O V E M E N T AN D C U S T O O I A L O C CU PA TI ON S - WOMEN See fo o tn o te s at end o f ta b le s . 9 Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts, for selected occupational groups in Davenport—Rock Island—Moline, Iowa—III., for selected periods Industry and occupational group5 F ebruary 1972 to F ebruary 1973 F ebruary 1973 to February 1974 F ebruary 1974 to February 1975 February 1975 to February 1976 February 1976 to M a y 1977 15-month increase Annual rate of increase All industries: Office clerical Electronic data processing Industrial nurses________________________________ Skilled"maintenance trades Unskilled plant w o r k e r s _______________ _______ 5.4 (6 ) 4.6 5.5 6.4 7.6 (6) 8.0 7.9 9.2 10.7 11.1 10.4 12.4 12.6 9.7 7.8 15.3 9.3 10.1 11.5 11.4 7.9 9.7 11.3 9.1 9.0 6.3 7.7 8.9 Manufacturing: Office clerical ___________________ __ Electronic data processing________________ Industrial nurses ____ __ _______________ . Skilled maintenance trades________________ ____ Unskilled plant w o r k e r s _____________ __________ 4.8 (6) 4.6 5.3 5.6 7.3 (6 ) 8.0 7.8 9.7 10.4 (6 ) 10.4 12.5 13.1 10.7 (6) 15.3 9.4 10.3 11.3 (6 ) 7.9 9.5 10.2 8.9 (6 ) 6.3 7.5 8.1 Nonmanufacturing: Office clerical Electronic data processing!______________________ Industrial nurs e s ____ ________________________ Unskilled plant workers __ ______________ 6.2 (?) (6 ) 8.4 8.1 (?) (6) 7.7 10.9 o (6) 10.6 8.3 (?) (?) (6 ) 10.9 8.6 C) C) (?) (6 ) (?) (6) See footnotes at end of tables. 10 B. E s ta b lis h m e n t p ra c tic e s a n d s u p p le m e n ta r y w a g e p ro v is io n s Table B-1. Minimum entrance salaries for inexperienced typists and clerks in DavenportRock Island—Moline, Iowa—III., May 1977 In e x p e rie n ce d typ ists O th er in e x p e r ie n c e d c l e r i c a l w o rk e rs M anufacturin g M in im um w e e k ly s t r a ig h t-t im e s a la r y B a se d on standard w e e k ly h ou rs 9 o f— A ll in d u strie s A ll s ch e d u le s ESTABLISHHENTS STUDIED ESTABLISHMENTS HAVING A SPECIFIED M I N I M U M ------------------------------*90.00 *92.50 *95.00 *97.50 $100.00 *105.00 *110.00 *115.00 $120.00 $125.00 *130.00 *135.00 *140.00 *145.00 *150.00 $155.00 *160.00 $165.00 *170.00 *175.00 *180.00 $185.00 $190.00 *195.00 *200.00 *205.00 *210.00 $215.00 $220.00 $225.00 $230.00 *235.00 $240.00 *245.00 AN D AN D AND AND ANO AN D AND AN D AND AND AN D AND AN D AND AN D AND AND AND AND AND ANO AN D AND AND AN D ANO ANO AND AN D AND AND AND AN D U N D E R $ 9 2 . 5 0 -----------U N D E R * 9 5 . 0 0 -----------U N D E R * 9 7 . 5 0 -----------U N D E R * 1 0 0 . 0 0 ----------UNDER UNDER UNDER UNDER UNOER UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNOER UNDER UNDER UNDER UN D E R UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNOER UNDER *105.00 $110.00 *115.00 $120.00 *125.00 *130.00 *135.00 S 1 4 0 fcOO *1 45 ! 00 *150.00 *155.00 *160.00 *165.00 *170.00 *175.00 *180.00 *185.00 *190.00 *195.00 $200.00 $205.00 *210.00 *215.00 *220.00 $225.00 *230.00 *235.00 *240.00 *245.00 *250.00 N on m anufacturing 40 110 49 XXX 29 22 22 1 1 - 1 - 2 1 2 2 1 — 1 - 2 1 2 2 1 2 1 3 3 2 1 1 2 8 2 A ll s ch ed u les 40 11 0 49 XXX 61 XXX 7 5 39 24 23 15 13 - 2 1 1 1 1 - - 1 - - 1 1 3 1 1 2 1 1 1 1 2 4 4 4 1 1 2 1 - - 1 i - - 1 1 1 1 1 1 1 2 1 1 1 1 - - — 2 6 2 _ 1 1 — 1 — 2 - 5 1 — — 2 6 2 _ 1 1 1 — 1 — 1 — 2 - - - - - - - - - - - - - - - - — - - - - - - - - - - - 2 2 2 ~ E S T A B L I S H H E N T S H A V I N G NO S P E C I F I E D M I N I M U M -------------------------------- 24 8 XXX 16 E S T A B L I S H M E N T S W H I C H DID NOT E M PL OY W O R K E R S IN TH I S C A T E G O R Y ----------- 57 19 XXX 38 See footnotes at end of tables. 40 XXX - and A ll s ch e d u le s 40 N onm anufacturing B a s ed on standard w eek ly h ou rs 9 of— 61 - 1 A ll sch e d u le s M anufacturin g A ll in d u strie s 11 2 1 1 1 2 8 2 1 “ 2 6 2 2 6 2 2 3 1 1 - _ 2 2 : - - - 2 2 2 XXX 38 14 XXX 24 XXX XXX 33 11 XXX 22 XX X Table B-2. Late-shift pay provisions for full-time manufacturing plant workers in Davenport—Rock Island—Moline, Iowa—III., May 1977 ^ A lW u U ^ U m ^ jn an u factu rin g^ £la n t^ o£k ^ ers^ ^ lO O _£ercen t^ Workers on late shifts All workers 10 Item Second shift Third shift Second shift Third shift IN ESTABLISHMENTS UITH LATE SHIFT PROVISIONS ---- 94.9 93.9 21.8 9.0 UITH NO PAY DIFFERENTIAL FOR LATE SHIFT UORK ---UITH PAY DIFFERENTIAL FOR LATE SHIFT UORK --- --UNIFORM CENTS-PER-HOUR DIFFERENTIAL ---- -----UNIFORM PERCENTAGE DIFFERENTIAL ----------------OTHER DIFFERENTIAL -------------------------------- 94.9 69.9 24.9 93.9 68.0 24.9 1.0 21.8 16.3 5.5 9.0 5.7 3.4 24.7 5.2 32.2 5.a 26.3 4.9 37.4 5.4 PERCENT OF UORKERS AVERAGE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------------UNIFORM PERCENTAGE DIFFERENTIAL ------------------PERCENT OF UORKERS BY TYPE ANO AMOUNT OF PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR: 9 CENTS -----------------------------------------10 CENTS ---------------------------------------11 CENTS ---------------------------------------12 CENTS ---------------------------------------13 CENTS ---------------------------------------14 CENTS ---------------------------------------15 CENTS ---------------------------------------17 CENTS ---------------------------------------20 CENTS ---------------------------------------21 CENTS ---------------------------------------25 CENTS ----------------------------------------26 CENTS ---------------------------------------30 CENTS ----------------------------------------33 AND UNDER 34 CENTS ------------------------35 CENTS ----------------------------------------40 CENTS ---------------------------------------43 ANO UNDER 44 CENTS ------------------------48 ANO UNDER 49 CENTS ------------------------UNIFORM p e r c e n t a g e : 3 PERCENT --------------------------------------4 PERCENT --------------------------------------5 PERCENT --------------------------------------6 PERCENT --------------------------------------8 PERCENT -------------------------------------- 1.4 5.6 2.7 2.8 .7 5.1 7 .9 4.8 8.4 ~ 24.0 5.7 1.0 ~ 6.9 .7 17.0 .4 See footnote at end of tables. 12 3.5 2.8 3.2 3.6 1 .5 3.4 4.8 4.8 .7 6.7 7.5 1.5 .4 23.6 _ 6.9 17.7 .4 .1 .9 .4 .4 .2 1.1 2.0 1.1 1.6 6.9 1.4 .2 “ 2.0 .1 3.4 .3 ~ ~ .4 .4 .2 .2 .4 1.1 ~ 2.7 _ ~ 1.9 1.4 Table B-3. Scheduled weekly hours and days of full-time first-shift workers in DavenportRock Island—Moline, Iowa—III., May 1977 Plant workers Item All industries Office workers Manufacturing Nonmanufacturing Public utilities All industries Manufacturing Nonmanufacturing Public utilities 100 100 100 100 100 100 100 PERCENT OF UORKERS BY SCHEOULEO WEEKLY HOURS AND DAYS ALL FULL-TIME UORKERS -----------28 HOURS ------------------------------4 DAYS -----------------------------5 DAYS -----------------------------34 HOURS-5 DAYS ----------------------35 HOORS-5 DAYS ----------------------37 HOURS— 6 DAYS ----------------------37 1/2 HOURS-5 DAYS -----------------37 3/4 HOURS-5 DAYS -----------------38 HOURS-5 DAYS ----------------------38 3/4 HOURS-5 DAYS -----------------40 HOURS-5 DAYS ----------------------42 HOURS ------------------------------5 DAYS -----------------------------6 OAYS -----------------------------44 HOURS-5 1/2 OAYS -----------------45 HOURS-5 DAYS ----------------------47 1/2 HOURS-5 1/2 DAYS ------------48 HOURS-6 DAYS ----------------------52 HOURS-6 DAYS ----------------------- 100 2 1 (12) 1 1 (12) 5 (12) 88 1 (12) ( 12) 2 2 3 1 91 _ 1 1 3 4 1 11 76 4 - 2 2 (12) 2 ~ “ 39.8 40 .0 39.2 40.0 2 2 - - _ - - - - - - - - - - 1 - - - 7 10 7 - - (12) 1 - - _ - 1 100 * - _ 4 5 3 2 - 2 - - - - - 87 98 74 98 _ _ _ - - _ _ _ _ (12) - - _ _ - - - - - - - (12) _ - - - 39.4 40.0 (12) - (12) - 39.7 40.0 AVERAGE SCHEDULED WEEKLY HOURS ALL WEEKLY WORK SCHEDULES ----------- See footnote at end of tables. 13 Table B-4. Annual paid holidays for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977 Plant workers Item All industries Office workers M anuf acturing Nonmanufacturing Public utilities All industries M anuf ac tur ing Nonmanufacturing Public utilities 100 100 100 100 100 100 100 PERCENT OF UORKERS ALL FULL-TIME UORKERS --------- 100 IN ESTABLISHMENTS NOT PROVIDING PAID H O L 10AYS -------------------IN ESTABLISHMENTS PROVIDING PAID HOLIDAYS -------------------- 3 - 14 - 1 97 100 86 100 99 100 97 100 10.7 11.5 8.0 9.9 10.3 11 .9 8.4 10.0 8 (12) 9 12 3 1 3 (12) 19 1 5 36 1 2 1 1 1 22 2 5 62 2 16 (12) 19 24 7 3 3 (12 ) 15 (12) 4 5 99 90 81 70 67 62 43 42 37 1 100 97 97 95 95 93 70 69 63 2 _ 3 _ AVERAGE NUMBER OF PAID HOLIDAYS FOR UORKERS IN ESTABLISHMENTS PROVIDING HOLIDAYS -------------PERCENT OF UORKERS BY NUMBER OF PAID HOLIDAYS PROVIDED 6 HOLIDAYS -------------------------PLUS 1 HALF DAY ---------------7 HOLIDAYS -------------------------8 HOLIDAYS -------------------------PLUS 1 HALF DAY ----------------PLUS 2 HALF OAYS --------------9 HOLIDAYS -------------------------PLUS 2 HALF DAYS ---------------10 HOLIDAYS ------------------------11 HOLIDAYS ------------------------12 HOLIDAYS ------------------------13 H O L I D A Y S ------------------------14 H O L I D A Y S ------------------------- 5 2 18 8 8 4 “ 2 2 28 12 6 16 2 3 1 - - 4 4 28 3 6 38 1 31 3 6 49 1 97 91 83 79 79 74 47 44 38 1 100 98 97 95 95 91 59 56 50 1 3 - 13 54 8 14 - - 3 - 5 - 4 - 10 - 60 1 20 - PERCENT OF UORKERS BY TOTAL PAID HOLIDAY TIME PROVIDED13 6 DAYS OR MORE --------------------7 DAYS OR MORE ---------------------8 DAYS OR MORE --------------------8 1/2 DAYS OR MORE ----------------9 DAYS OR MORE --------------------10 DAYS OR MORE -------------------11 DAYS OR MORE -------------------12 DAYS OR MORE -------------------13 DAYS OR MORE -------------------19 D A Y S ----------------------------- 86 68 40 28 28 22 6 4 1 100 92 92 90 90 76 22 14 - See footnotes at end of tables. 14 97 81 62 38 31 25 10 10 5 100 95 95 91 91 81 21 20 - Table B-5. Paid vacation provisions for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977 Plant workers Item PERCENT ALL IN F U L L -T IM E V ACATIO N S PA ID V A CA TIO N S AMOUNT 6 OF MONTHS UNDER 1 OVER 2 1 1 UNDER 1 OVER 2 UNDER 2 WEEKS ------------------------------------------------------ 1 WEEK ------------------------------------- --------------------------------------------------------- 1 ANO UNDER 2 WEEKS WEEKS ----------------------------------------------------- WEEKS ------------------------------------------------------ YEARS OF WEEK 2 AND WEEKS OVER 3 2 1 AND OVER 2 WEEKS UNDER 3 WEEKS 1 ANO 2 UNDER 2 WEEKS ----------------------------------------------------AND UNDER 3 WEEKS 3 WEEKS ----------------------------------------------------- 4 WEEKS ------------------------------------------------------ YEARS 1 OF WEEK OVER 2 1 WEEKS OVER 2 ANO UNDER 2 WEEKS -----------------------------------------------------AND UNDER 3 WEEKS 3 WEEKS ----------------------------------------------------- WEEKS ------------------------------------------------------ YEARS 1 WEEK OVER 2 1 WEEKS OVER 2 Public utilities 100 100 100 100 100 100 100 100 _ _ _ _ 1 _ 2 - 100 71 29 100 63 37 100 97 3 100 100 99 96 3 100 95 5 98 98 100 100 27 6 8 33 4 8 10 13 8 19 35 - ' ' 1 54 12 18 8 49 7 ~ 29 43 " 4 52 10 10 (12) 46 23 15 16 _ 39 28 11 21 2 67 6 26 “ 58 4 38 ~ 26 24 30 2 17 26 31 19 2 22 27 1 66 5 13 ~ 83 4 4 21 52 4 5 14 2 27 43 3 6 19 11 1 80 5 3 ” 88 4 4 21 52 4 5 14 2 27 43 3 6 19 11 1 80 5 3 ~ 8 1 - - - 88 4 - bi 38 3 9 49 91 3 (12) 3 3 1 9 - 1 1 (12) - 62 6 13 14 59 6 14 19 73 7 11 88 12 - 54 3 12 29 26 4 20 49 89 3 2 3 93 7 _ _ ~ _ _ 13 2 52 31 6 1 39 54 22 3 69 3 50 6 45 ~ 2 1 64 2 31 1 1 44 1 54 3 (12) 89 3 3 1 2 91 6 “ 8 - _ 1 1 1 1 - - - - 38 3 9 49 91 3 (12) 3 62 3 5 29 93 6 - S E R V IC E ! --------------------------------------------------------- 4 5 No n m anuf actur ing SE R V IC E ! -------------------------------------------------------- WEEKS OVER 2 ----------------------------------------------------- OF WEEK UNDER ----------------------------------------------------- WEEKS YEARS Manufacturing S E R V IC E ! -------------------------------------------------------- 1 All industries S E R V IC E ! 2 OVER A ------------------------------------- 3 1 3 AND WEEK Public utilities SE R V IC E ! WEEK OF Nonmanufacturing A F T E R : 14 --------------------------------------------------------- WEEKS YEAR ------------------- ------------------------------- V A CATIO N OF 1 WEEK PR O V ID IN G PAYM ENT PAYMENT P A ID Manufacturing PR O V ID IN G ------------------------------------------------- L E N G T H -O F -T IM E PERCENTAGE NOT - ------------------------------------------------- ESTAB LISH M EN TS All industries WORKERS WORKERS E ST AB LISH M EN TS PA ID IN OF Office workers OF UNDER 2 1 - 93 6 ~ WEEKS -----------------------------------------------------AND 1 S E R V IC E ! --------------------------------------------------------AND " 3 5 29 1 UNDER 3 WEEKS 3 WEEKS ------------------------------------------------------ 4 WEEKS ------------------------------------------------------ See footnotes at end of tables. 15 - Table B-5. Paid vacation provisions for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued Plant workers Item All industries Manufacturing Office workers Nonmanufacturing Public utilities All industries 8 13 5 71 1 1 8 88 4 (12) 4 2 60 2 2 29 1 3 41 2 4 49 (12) 4 2 57 2 5 29 “ (12) 3 39 3 6 49 ~ (12) 1 40 9 20 1 29 “ ( 12) 19 15 16 49 “ Manufacturing N o n m anufac tur ing Public utilities AMOUNT OF PAID VACATION AFTER 14 CONTINUED 10 YEARS OF SERVICE! 2 UEEKS ----------------------OVER 2 AND UNDER 3 UEEKS ---3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS ---4 UEEKS ----------------------5 UEEKS ------------------------ 2 3 23 53 2 4 13 (12) 29 47 2 5 17 12 YEARS OF SERVICE! 1 UEEK ------------------------2 UEEKS ----------------------OVER 2 AND UNDER 3 UEEKS --3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS -----------------------5 UEEKS ----------------------6 UEEKS ------------------------ 2 3 23 47 4 6 13 1 (12) 28 41 5 6 17 2 1 15 UEEK ----------------------------------------------------------------------- YEARS OF SERVICE: 1 UEEK -----------------------2- UEEKS ----------------------3 UEEKS -----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS -----------------------OVER 4 AND UNDER 5 UEEKS --5 UEEKS ----------------------6 UEEKS ----------------------- 20 YEARS OF SERVICE! 1 UEEK ------------------------2 UEEKS ----------------------3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS ----------------------OVER 4 AND UNDER 5 UEEKS --5 UEEKS ----------------------OVER 5 AND UNDER 6 UEEKS --6 UEEKS ----------------------8 UEEKS ----------------------25 YEARS OF SERVICE! 1 UEEK -----------------------2 UEEKS ----------------------3 UEEKS ----------------------OVER 3 AND UNDER 4 UEEKS --4 UEEKS ----------------------OVER 4 AND UNDER 5 UEEKS --5 UEEKS ----------------------OVER 5 AND UNDER 6 UEEKS --6 U E E K S -------- t ------------8 UEEKS ----------------------- 2 3 51 8 22 1 13 1 _ _ 55 9 17 (12) 17 2 _ ~ _ 8 13 5 67 1 6 “ 8 67 4 21 _ 8 10 39 2 40 1 - 38 8 49 4 - _ 2 3 9 1 58 3 23 (12) 6 1 64 3 25 8 10 22 38 2 19 1 75 8 9 4 1 2 - - 2 2 9 1 43 5 33 (12) 4 1 _ 8 8 20 ~ 17 7 37 1 2 - 6 1 51 5 31 ~ 5 2 3 3 8 77 4 8 See fo o tn o te s at end o f ta b le s . 16 (12) 1 15 (12) 50 1 23 1 9 (12) 1 13 (12) 39 1 14 1 30 _ _ _ (12) 6 (12) 40 1 37 15 ~ _ (12) 5 (12) 36 1 6 51 (12) 9 2 83 1 (12) 3 1 ~ 93 6 (12) 8 2 80 1 3 3 1 ” 80 6 13 ~ (12) 3 65 (12) 25 1 3 ~ - (12) 3 26 “ 63 (12) 5 1 - (12) 2 24 “ 42 1 24 1 4 40 1 53 6 2 ~ 88 1 4 6 2 ~ 8 “ 83 6 1 Table B-5. Paid vacation provisions for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued Plant workers Item All industries Office workers Manufacturing Nonmanufacturing Public utilities - 8 8 20 3 All industries Manufacturing (12) 1 13 (12) 38 1 14 1 30 (12) 5 (12) 36 1 6 Nonmanufacturing Public utilities AMOUNT OF PAID VACATION AFTER 14 CONTINUED 30 YEARS OF SERVICE: 1 WEEK ---------------------2 UEEKS --------------------3 UEEKS --------------------OVER 3 AND UNDER 4 UEEKS 4 UEEKS --------------------OVER 4 AND UNDER 5 UEEKS 5 UEEKS --------------------OVER 5 AND UNDER 6 UEEKS 6 UEEKS --------------------8 UEEKS --------------------- 2 2 9 1 43 3 33 2 5 1 MAXIMUM VACATION AVAILABLE! 1 UEEK ---------------------2 UEEKS --------------------3 UEEKS --------------------OVER 3 AND UNDER 4 UEEKS 4 UEEKS --------------------OVER 4 AND UNDER 5 UEEKS — 5 UEEKS --------------------OVER 5 AND UNDER 6 UEEKS 6 UEEKS --------------------7 UEEKS --------------------8 UEEKS --------------------- 2 2 9 1 43 3 33 2 4 (12) 1 See fo o tn o te s at end o f ta b le s . 6 1 51 5 30 ~ 5 2 - 6 1 51 5 30 - 5 1 2 ~ 15 8 39 8 2 77 4 8 8 8 20 ~ ~ - 15 3 ~ 8 - ~ 39 8 2 77 4 8 ~ (12) 1 13 (12) 38 1 14 1 30 (12) - 52 (12) 5 (12) 36 1 6 ~ 52 (12) (12) 2 24 - 2 - - 41 8 - - 25 2 4 83 6 1 (12) 2 24 2 - - 41 8 ~ ~ 25 2 4 83 6 1 - - Table B-6. Health, insurance, and pension plans for full-time workers in DavenportRock Island—Moline, Iowa—III., May 1977 Plant workers Item All industries Manufacturing Office workers Public utilities Nonmanufacturing All industries Manufacturing Nonmanufactur ing Public utilities PERCENT OF WORKERS ALL FULL-TIRE WORKERS ------------ 100 100 IN ESTABLISHHENTS PROVIDING AT LEAST ONE OF THE BENEFITS SHOWN B E L O W 15]------------------------- 98 100 LIFE INSURANCE -----------------------NONCONTRIBUTORY PLANS ------------- 96 87 98 92 ACCIDENTAL DEATH AND DISHEHBERHENT INSURANCE — *---------NONCONTRIBUTORY PLANS -------------- 79 69 81 76 SICKNESS AND ACCIDENT INSURANCE OR SICK LEAVE OR B O T H 16-------------- 90 100 100 100 100 100 100 92 100 99 100 99 100 91 71 100 97 98 85 99 93 98 75 100 98 71 49 72 69 80 71 88 82 70 58 70 68 94 76 77 92 95 88 85 80 74 90 86 48 34 28 19 36 31 44 43 26 16 27 26 20 15 35 26 71 72 70 60 7 5 15 34 4 2 7 20 L0N6-TERH DISABILITY INSURANCE ----------------------------NONCONTRIBUTORY PLANS ------------- 48 42 58 55 15 2 - 57 52 78 76 32 24 6 - HOSPITALIZATION INSURANCE ----------NONCONTRIBUTORY PLANS ------------- 97 87 100 95 88 59 100 89 99 90 100 97 98 82 100 97 SUR6ICAL INSURANCE -------------------NONCONTRIBUTORY PLANS ------------- 97 87 100 95 88 59 100 89 99 90 100 97 98 82 100 97 MEDICAL INSURANCE --------------------NONCJONTRIBUTORY P L A N S ------------- 97 87 100 95 86 59 100 89 99 90 100 97 97 82 100 97 MAJOR MEDICAL INSURANCE -------------NONCONTRIBUTORY PLANS -------------- 81 71 81 74 84 59 100 89 90 80 84 78 98 82 100 97 DENTAL INSURANCE ---------------------NONCONTRIBUTORY PLANS -------------- 65 58 75 69 32 23 41 41 57 49 77 71 34 21 40 40 RETIREMENT PENSION ------------------NONCONTRIBUTORY PLANS -------------- 86 82 95 92 55 50 71 63 93 83 96 91 89 74 86 80 SICKNESS AND ACCIDENT INSURANCE ------ -------------------NONCONTRIBUTORY PLANS ----------SICK LEAVE (FULL PAY AND NO WAITING PERIOD) -------------------SICK LEAVE (PARTIAL PAY OR WAITING PERIOD) -------------------- See footnotes at end of tables. 18 6 Table B-7. Life insurance plans for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977 Plant workers Office workers Manufacturing All industries Item All plans 17 Noncontributory plans 17 All plans 17 Manufacturing All industries Noncontributory plans 17 All plans 17 Noncontributory plans 17 All plans 17 19 17 Noncontributory plans 17 TYPE OF PLAN AND AMOUNT OF INSURANCE ALL FULL-TIME WORKERS ARE PROVIDED THE SAME FLAT-SUM DOLLAR AMOUNT: PERCENT OF ALL FULL-TIME W O R K E R S 18-----AMOUNT OF INSURANCE P R O V I D E D : 19 M E A N ----------------------------MEDIAN -------------------------MIDDLE RANGE (50 PERCENT) ---MIDDLE RANGE (80 PERCENT) ---AMOUNT OF INSURANCE IS BASED ON A SCHEDULE WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF INSURANCE FOR A SPECIFIED LENGTH OF SERVICE: PERCENT OF ALL FULL-TIME W O R K E R S 18------------AMOUNT OF INSURANCE PROVIOED19 A F T E R : 6 MONTHS OF SERVICE: MEAN ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------1 YEAR OF SERVICE: M E A N ------------------------------------MEDIAN --- ------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RAN6E (80 PERCENT) -----------5 YEARS OF SERVICE: M E A N ------------------------------------MEDIAN ---------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------ -----10 YEARS OF SERVICE: MEAN ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) -----------20 YEARS OF SERVICE: MEAN ------------------------------------MEDIAN ----------------------------------MIDDLE RANGE (50 PERCENT) -----------MIDDLE RANGE (80 PERCENT) ------------ A3 *6.500 *6.000 $4,000- 8.000 *2.000-10.500 36 $6,700 *7.000 *4.000- 9.000 *2.000-10.500 10 10 $1,600 (6) (6) (6) *1.600 (6) (6) (6) 37 $7,200 $8,000 *5.000- 9.000 $2,500-10.500 $7,500 $8,000 *5,000- 9,000 $2,500-10,500 24 $4,600 $3,000 $2,000- 6,000 *1,500-10,000 $4,200 $2,500 $2,000- 6,000 $1,500-10.000 $6,400 $7,000 $2,500-10,000 *2,000-10.000 13 $6,200 *5.000 $3,000- 8.000 *2.500-10.500 10 10 4 4 2 2 (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) S3.10G *3.000 *2.000- 3.500 *2.000- 3.500 *3.100 $3,000 *2.000- 3.500 *2.000- 3.500 (6) (6) (6) (6) (6) (6) (6) (6) $14,500 (6) (6) (6) *14,500 (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) *4.600 *5.000 $3,800- 6.000 *1.500- 6.000 *4.600 *5.000 $3,800- 6.000 *1.500- 6.000 $4,200 *3.800 *3.800- 6.000 *1.500- 6.000 $4,200 *3.800 $3,800- 6,000 *1,500- 6.000 $26,200 (6) (6) (6) *26,200 (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) $5,700 *5.000 *5.000- 8.000 *2.000- 8.000 *5.700 *5.000 *5.000- 8.000 *2.000- 8.000 *5.600 $5,000 *5,000- 8.000 $2,000- 8,000 *5,600 $5,000 *5,000- 8,000 *2,000- 8,000 $34,800 (6) (6) (6) $34,800 (6) (6) (61 (6) (6) (6) (6) (6) (6) (6) (6) *6.200 $6,000 *5.000- 8.000 *3.000- 8.000 *6.200 $6,000 *5.000- 8.000 $3,000- 8.000 *6.200 $6,000 *6.000- 8.000 $3,000- 8.000 *6,200 *6.000 *6.000- 8,000 *3,000- 8.000 (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6 ) (6) See footnotes at end of tables. 32 19 Table B-7. Life insurance plans for full-time workers in Davenport—Rock Island—Moline, Iowa—III., May 1977— Continued Office workers Plant workers All industries Manufacturing Manufacturing All industries Item All plans 17 Noncontributory plans 17 All plans 17 Noncontributory plans 17 All plans 17 Noncontributory plans 17 All plans 17 Noncontributory plans 17 45 39 37 56 56 TY P E OF P L A N ANO A M O U N T OF I N S U R A N C E - C O N T I N U E D M O U N T OF I N S U R A N C E IS B A S E D ON A S C H E D U L E U H I C H I N D I C A T E S A S P E C I F I E D D O L L A R A M O U N T OF I N S U R A N C E FO R A S P E C I F I E D A M O U N T OF E A R N I N G S ! P E R C E N T OF A L L F U L L - T I M E W O R K E R S 18----------A M O U N T OF I N S U R A N C E P R O V I D E D 19IF! A N N U A L E A R N I N G S AR E * 5 .0 00 ! M E A N ------------------------------------M E D I A N ---------------------------------H I D O L E R A N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A N N U A L E A R N I N G S AR E * 1 0 , 0 0 0 : M E A N ------------------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) ---------M I DD LE * R A N G E (80 P E R C E N T ) ---------A N N U A L E A R N I N G S AR E * 1 5 . 0 0 0 : M E A N ------------------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A N N U A L E A R N I N G S ARE S2 0t 0 0 0 : M E A N -------- ---------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A M O U N T OF I N S U R A N C E IS E X P R E S S E D AS A F A C T O R OF A N N U A L E A R N I N G S ! 20 P E R C E N T OF ALL F U L L - T I M E W O R K E R S 1 8 -----------F A C T O R OF A N N U A L E A R N I N G S U S E D TO C A L C U L A T E A M O U N T OF I N S U R A N C E : 19 20 M E A N ------------------------------------M E D I A N ----------------------------------M I D D L E R A N G E (50 P E R C E N T ) ----------M I D D L E R A N G E (80 P E R C E N T ) ----------P E R C E N T OF ALL F U L L - T I M E W O R K E R S C O V E R E D BY P L A N S NOT S P E C I F Y I N G A M A X I M U M A M O U N T OF I N S U R A N C E ---------------------------------------P E R C E N T OF A L L F U L L - T I M E W O R K E R S C O V E R E D BY P L A N S S P E C I F Y I N G A H A X I H U R A M O U N T OF I N S U R A N C E ---------------------------------------S P E C I F I E D M A X I M U M A M O U N T OF I N S U R A N C E : 19 M E A N -------------------------------------M E D I A N ----------------------------------M I D D L E R A N G E (50 P E R C E N T ) ----------MI D D L E R A N 6 E (80 P E R C E N T ) ----------- A M O U N T OF I N S U R A N C E IS B A S E D ON S O M E O T H E R TY P E OF p l a n : P E R C E N T OF ALL F U L L - T I M E W O R K E R S 18----------- 36 35 45 *11,000 *10.000 *10.000-12.500 *10.000-12.500 $11,100 $10,000 *10.000-12.500 *10,000-12.500 *11.200 $10,000 *10.000-12.500 *10.000-12.500 *10.000-12,500 *10.000-12,500 *15,900 *20,000 *12.500-20,000 *10,000-20,000 *16,300 *20,000 *12,500-20.000 *10.000-20,000 *17.000 *20,000 *12.500-20.000 $12,500-20,000 *17,100 *20,000 *12.500-20.000 *12.500-20.000 *11.400 *10.000 *10.000-12.500 *10.000-13.000 *11.200 *10.000 *10.000-12.500 *10.000-12.500 *11.200 *10,000 *10,000-12,500 *10,000-12.500 *11,200 *10,000 *10.000-12,500 *10,000-12,500 *16,700 *20,000 *12,500-20,000 *10,000-20,000 *16,700 *20,000 *12,500-20,000 *11.000-20,000 *17.300 *20,000 *12.500-20.000 *12,500-20,000 *17.300 *20,000 *12,500-20,000 *12.500-20.000 *15.900 *15.000 (15.000-17.000 *14.500-17.000 *15.700 *15,000 *15.000-17.000 *15.000-17,000 *15.700 *15.000 *15.000-17.000 *15.000-17.000 *15.700 *15,000 *15.000-17.000 *15.000-17.000 *26.200 *30,000 *17,000-30.000 *15,000-30,000 *26,300 *30,000 *17,000-30,000 *15.000-30,000 *25.100 *30,000 *17.000-30.000 *17.000-30.000 *25,100 *30,000 *17.000-30.000 *17.000-30,000 *21.100 *20.000 *20.000-22.500 *20.000-22.500 *20,900 *20,000 $20,000-22,500 *20,000-22.500 $20*900 *20,000 *20,000-22.500 *20,000-22,500 $20*900 *20,000 *20,000-22,500 *20.000-22.500 *34.700 *40,000 *22.500-40.000 *20,000-40,000 $35*000 *40,000 *22,500-40.000 *20.000-40.000 $ 3 3 15 00 *40,000 $22,500-40.000 *22.500-40.000 *33.500 $40,000 *22.500-40.000 *22.500-40.000 6 1.37 1.50 1.00-1.50 1.00-2.00 5 6 1 .37 1.50 1.00-1.50 1.00-2.00 5 5 1.40 1.50 1.00-1.50 1.00-2.00 4 5 1 .40 1.50 1.00-1.50 1.00-2.00 4 1 1 2 2 (6) (6) (6) (6) (6) (6) (6) (6) (6) (6) (6 > (6) (6) (6) (6) (6) 1 (12) 29 1.71 2.00 1.50-2.00 1.00-2.00 17 12 *74,400 *50,000 *30.000-100,000 *30,000-200,000 1 S ee fo o tn o te s at end o f ta b le s . *11,200 sio.oo:, 20 21 1 .75 2.00 1.50-2.00 1.00-2.00 15 7 *113.700 *100,000 *50,000-180,000 *50,000-200,000 1 18 1 .51 1.50 1.00-2.00 1.00-2.00 15 17 1 .46 1.50 1.00-2.00 1.00-2.00 13 3 3 (6 ) (6) (6 ) (6) (6) (6 ) (6) (6) 1 1 Footnotes S o m e o f t h e s e s ta n d a r d fo o t n o t e s m a y n ot a p p ly to th is b u lle tin . 14 In c lu d e s p a y m e n t s o t h e r th an " le n g t h o f t i m e , " s u ch a s p e r c e n t a g e o f a n n u a l e a r n in g s o r f l a t - s u m p a y m e n t s , c o n v e r t e d to an e q u iv a le n t tim e b a s i s ; f o r e x a m p le , 2 p e r c e n t o f a n n u a l e a r n in g s w a s c o n s i d e r e d a s 1 w e e k 's pay. P e r i o d s o f s e r v i c e a r e c h o s e n a r b i t r a r i l y a nd d o n ot 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 i s i o n s f o r p r o g r e s s i o n ; f o r e x a m p le , c h a n g e s in p r o p o r t io n s a t 10 y e a r s in c lu d e c h a n g e s b e tw e e n 5 an d 10 y e a r s . E s t im a t e s a r e c u m u la t iv e . T h u s , th e p r o p o r t i o n e l i g i b l e f o r at le a s t 3 w e e k s ' pay a f t e r 10 y e a r s in c lu d e s t h o s e e l i g i b l e f o r at l e a s t 3 w e e k s ' pay a ft e r fe w e r y e a rs of s e r v ic e . 15 E s t im a t e s l i s t e d a f t e r ty p e o f b e n e f it a r e f o r a ll p la n s f o r w h ic h a t l e a s t a p a r t o f th e 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 t r ib u t o r y p la n s " in c lu d e o n ly t h o s e fin a n c e d e n t i r e l y 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 l l y r e q u ir e d p la n s , s u c h a s w o r k e r s ' d is a b ilit y c o m p e n s a t io n , s o c i a l s e c u r i t y , a nd r a i l r o a d r e t ir e m e n t . 16 U n d u p lic a te d t o t a l o f w o r k e r s r e c e iv in g s i c k le a v e o r s ic k n e s s and a c c i d e n t in s u r a n c e s h o w 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 t h o s e w h ic h d e f in it e ly e s t a b lis h a t le a s t th e m in im u m n u m b e r o f d a y s ' pay th a t e a c h e m p lo y e e ca n e x p e c t . I n fo r m a l s i c k le a v e a llo w a n c e s d e t e r m in e d on a n in d iv id u a l b a s i s a r e e x c lu d e d . 17 E s t im a t e s u n d e r " A l l p la n s " r e la t e to a ll p la n s f o r w h ic h a t le a s t a p a r t o f th e c o s t is b o r n e b y th e e m p l o y e r . E s t im a t e s u n d e r " N o n c o n t r i b u t o r y p la n s " in c lu d e o n ly t h 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 . 18 F o r " A l l i n d u s t r i e s , " a ll f u l l - t i m e p la n t w o r k e r s o r o f f i c e w o r k e r s e q u a l 100 p e r c e n t . F o r " M a n u f a c t u r i n g ," a ll f u l l - t i m e pla 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 m a n u fa c tu r in g e q u a l 100 p e r c e n t . 19 T h e m e a n a m o u n t is c o m p u t e d b y m u lt ip ly in g the n u m b e r o f w o r k e r s p r o v id e d in s u r a n c e b y th e a m o u n t o f in s u r a n c e p r o v id e d , to ta lin g th e p r o d u c t s , a n d d iv id in g th e s u m b y th e n u m b e r o f w o r k e r s . T h e m e d ia n in d ic a t e s th a t h a lf o f th e w o r k e r s a r e p r o v id e d an a m o u n t e q u a l to o r s m a l l e r an d h a lf a n a m o u n t e q u a l to o r l a r g e r th an th e a m o u n t sh ow n . M id d le r a n g e (5 0 p e r c e n t)— a fo u r t h o f th e w o r k e r s a r e p r o v id e d an a m o u n t e q u a l to o r l e s s th an th e s m a l l e r a m o u n t a n d a fo u r t h a r e p r o v id e d a n a m o u n t e q u a l t o o r m o r e th a n th e l a r g e r a m o u n t. M id d le ra n g e (8 0 p e r c e n t ) — 10 p e r c e n t o f th e w o r k e r s a r e p r o v id e d an a m o u n t e q u a l t o o r l e s s th an th e s m a l l e r a m o u n t a nd 10 p e r c e n t a r e p r o v id e d an a m o u n t e q u a l t o o r m o r e th a n th e l a r g e r a m o u n t. 20 A f a c t o r o f a n n u a l e a r n in g s is th e n u m b e r b y w h ic h a nn ual e a r n in g s a r e m u lt ip lie d t o d e t e r m i n e th e a m o u n t o f in s u r a n c e p r o v id e d . F o r e x a m p le , a f a c t o r o f 2 in d ic a t e s th a t f o r a n n u a l e a r n in g s o f $ 1 0 ,0 0 0 th e a m o u n t o f in s u r a n c e p r o v id e d is $ 2 0 , 000. 1 S t a n d a r d h o u r s r e f l e c t th e w o r k w e e k f o r w h ic h e m p l o y e e s r e c e i v e th e ir r e g u la r s t r a ig h t -t im e s a la r i e s (e x c lu s iv e of pay fo r o v e r tim e at r e g u l a r a n d / o r p r e m i u m r a t e s ) , a n d th e e a r n i n g s c o r r e s p o n d t o t h e s e w e e k l y h ou rs. 2 T h e m e a n i s c o m p u t e d f o r e a c h j o b b y t o t a li n g th e e a r n i n g s o f a l l w o r k e r s a n d d iv id i n g b y th e n u m b e r 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 it io n — h a lf o f th e w o r k e r s r e c e i v e th e s a m e o r m o r e an d h a lf r e c e i v e th e s a m e o r l e s s t h a n th e r a t e s h o w n . T h e m i d d l e r a n g e i s d e f in e d b y t w o r a t e s o f p a y ; a f o u r t h o f th e w o r k e r s e a r n th e s a m e o r l e s s th a n th e l o w e r o f t h e s e r a t e s a n d a f o u r t h e a r n th e s a m e o r m o r e th a n th e h ig h e r ra te . 3 E a r n i n g s d a ta r e l a t e o n ly t o p r o v id e d b y th e e s t a b lis h m e n t . w o rk e r s w h ose 4 E x c lu d e s h o lid a y s , an d la te o v e r tim e s k ille d la t e to p r e m iu m s h ifts . pay fo r and sex fo r id e n tific a tio n w ork on w as w eeken ds, E s t i m a t e s f o r p e r i o d s e n d in g p r i o r t o 1 9 7 6 r e l a t e t o m e n o n ly f o r m a i n t e n a n c e a n d u n s k i l l e d p la n t w o r k e r s . A ll o th e r e s t im a t e s r e m e n and w o m en . 6 D a ta d o not m e e t p u b lic a tio n c r i t e r i a o r d a ta n o t a v a ila b le . 7 F o r m a lly e s ta b lis h e d m in im u m r e g u la r s t r a i g h t -t i m e h ir in g a r i e s th a t a r e p a id f o r s ta n d a r d w o r k w e e k s . s a l 8 E x c l u d e s w o r k e r s in s u b c l e r i c a l j o b s s u c h a s m e s s e n g e r . 9 D a ta a r e p r e s e n te d fo r a ll s ta n d a rd w o r k w e e k s c o m b in e d , and fo r th e m o s t c o m m o n s t a n d a r d w o r k w e e k s r e p o r t e d . 10 I n c lu d e s a l l p la n t w o r k e r s in e s t a b l i s h m e n t s c u r r e n tly o p e r a t in g la t e s h ift s , and e s ta b lis h m e n ts w h o se f o r m a l p r o v is i o n s c o v e r la te s h i f t s , e v e n th o u g h th e e s t a b l i s h m e n t s w e r e n o t c u r r e n t l y o p e r a t i n g l a t e s h ifts . 11 L e s s th a n 0 . 0 5 p e r c e n t . 12 L e s s t h a n 0 . 5 p e r c e n t . 13 A l l c o m b i n a t i o n s o f f u l l a n d h a l f d a y s t h a t a d d t o th e s a m e a m o u n t a r e c o m b in e d ; f o r e x a m p le , th e 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 to t a l of 1 0 d a y s i n c l u d e s t h o s e w it h 10 f u l l d a y s a n d n o h a l f d a y s , 9 f u l l d a y s a n d 2 h a l f d a y s , 8 f u l l d a y s an d 4 h a lf d a y s , a n d s o o n . P r o p o r t io n s th e n w e r e c u m u la te d . 21 Appendix A. Scope and Method of Survey Data on area wages and related benefits are obtained by personal visits of Bureau field representatives at 3 -year intervals. In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit, mail questionnaire, and telephone interview from establishments participating in the previous survey. In each of the 74 *1 areas currently surveyed, data are obtained from representative establishments within six broad industry divisions: Manufac turing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and serv ices. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient em ploy ment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of em ployees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than sm all establish ments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size c la s s ifi cation if data are not available from the original sample m em ber. If no suitable substitute is available, additional weight is assigned to a sample mem ber that is sim ilar to the m issing unit. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom , and powerplant; and (4) m aterial movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -s e r ie s tables because either (1) em ploy ment in the occupation is too sm all to provide enough data to merit p resen tation, or (2) there is possibility o f disclosure of individual establishment data. Separate m en's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with m ore than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for fu ll-tim e w orkers, i .e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but co st-of-liv in g allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-tim e salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Vertical lines within the distribution of workers on some A -tables indicate a change in the size of the class intervals. These surveys m easure the level of occupational earnings in an area at a particular tim e. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firm s may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A - 7 , are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect com posite, areawide estim ates. Industries 1 Included in the 74 areas are 4 studies conducted by the Bureau under contract. These areas are and establishments differ in pay level and job staffing, and thus contribute Akron, Ohio; Birmingham, A la .; Norfolk—Virginia Beach—Portsmouth and Newport News-Hampton, V a.—N. C . ; and Syracuse, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas differently to the estimates for each job. Pay averages may fail to reflect at the request of die Employment Standards Administration of the U. S. Department of Labor. accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are m ore generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect m aterially the accuracy of the earnings data. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of em ploy ment shifts among establishments and turnover of establishments included in survey sam ples. The percent in creases, however, are still affected by factors other than wage increases. H irings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for exam ple, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. The percent changes relate to wage changes between the indicated dates. When the tim e span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages increase at a constant rate between surveys.) Occupations used to compute wage trends are: Office clerical Office clerical— Continued Secretaries Stenographers, general Stenographers, senior T ypists, classes A and B File clerk s, cla sses A , B, and C M essengers Switchboard operators 2 Order clerk s, classes A and B Accounting clerks, cla sses A and B B ookkeeping -machine operators, class B Payroll clerks Keypunch operators, cla sses A and B Electronic data processing Skilled maintenance Computer system s analysts, classes A , B , and C Computer program m ers, cla sses A , B , and C Computer operators, cla sses A , B , and C Carpenters Electricians Painters Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Industrial nurses Unskilled plant Registered industrial nurses Janitors, porters, and cleaners M aterial handling laborers Percent changes for individual areas in the program are computed as follows: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. For a more detailed description of the method used to compute these wage trends, see "Improving A rea Wage Survey In d e x e s," Monthly Labor Review, January 1973, pp. 5 2 -5 7 . Establishment practices and supplementary wage provisions The incidence of selected establishment practices and supplementary wage provisions is studied for fu ll-tim e plant workers and office workers. Plant workers include nonsupervisory workers and working supervisors engaged in nonoffice functions. (Cafeteria workers and route workers are excluded in manufacturing industries, but included in nonmanufacturing industries.) Office workers include nonsupervisory workers and working supervisors performing clerica l or related functions. Lead workers and trainees are included among nonsupervisory w orkers. Administrative, execu tive, professional and part-tim e employees as well as construction workers utilized as separate work forces are excluded from both the plant and office worker categories. Minimum entrance salaries (table B - l ) . Minimum entrance salaries 2 In 1977, switchboard operators are included in the wage trend computation for all except the following for office workers relate only to the establishments visited. Because of the areas: Canton, Chicago, Cincinnati, Davenport-Rock Island-Moline, Houston, Huntsville, Jackson, New Orleans, optimum sampling techniques used and the probability that large establish Portland (Oregon), Providence-Warwick—Pawtucket, Richmond, San Antonio, Seattle—Everett, South Bend, ments are more likely than sm all establishments to have form al entrance and Wichita. rates above the subclerical lev el, the table is more representative of policies in medium and large establishments. (The " X ' s " shown under standard weekly hours indicate that no meaningful totals are applicable.) Shift differentials— manufacturing (table B -2 ) . Data were collected on policies of manufacturing establishments regarding pay differentials for plant workers on late shifts. Establishments considered as having policies are those which (1) have provisions in writing covering the operation of late shifts, or (2) have operated late shifts at any time during the 12 months preceding a survey. When establishments have several differentials which vary by job, the differential applying to the majority of the plant workers is recorded. When establishments have differentials which apply only to certain hours of work, the differential applying to the majority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summarized separately for (1) establishment policies (an establishment's differentials are weighted by all plant workers in the establishment at the tim e of the survey) and (2) effective practices (an establishment's differentials are weighted by plant workers employed on the specified shift at the time of the survey). Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension plans. Provisions which apply to a m ajority of the plant or office workers in an establishment are considered to apply to all plant or office workers in the establishment; a practice or provision is considered nonexistent when it applies to less than a majority. Holidays; vacations; and health, insurance, and pension plans are considered applicable to employees currently eligible for the benefits as well as to employees who will eventually become eligible. Scheduled weekly hours and days (table B -3 ) . Scheduled weekly hours and days refer to the number of hours and days per week which fu ll tim e first (day) shift workers are expected to work, whether paid for at straight-tim e or overtime rates. Paid holidays (table B -4 ) . Holidays are included only if they are granted annually on a form al basis (provided for in written form or estab lished by custom). They are included even though in a particular year they fall on a nonworkday and employees are not granted another day off. Employees may be paid for the tim e off or may receive premium pay in lieu of time off. Data are tabulated to show the percent of workers who (1) are granted specific numbers of whole and half holidays and (2) are granted specified amounts of total holiday time (whole and half holidays are aggregated). Paid vacations (table B -5 ). Establishments report their method of calculating vacation pay (time b a s is , percent of annual earnings, flat-su m payment, etc.) and the amount of vacation pay granted. Only basic form al plans are reported. Vacation bonuses, vacation-savings plans, and "extended" or "sa b b a tica l" benefits beyond basic plans are excluded. For tabulating vacation pay granted, all provisions are expressed on a tim e basis. Vacation pay calculated on other than a tim e basis is converted to its equivalent time period. Two percent of annual earnings, for example, is tabulated as 1 week's vacation pay. A lso , provisions after each specified length of service are related to all plant or office workers in an establishment regardless of length of service. Vacation plans commonly provide for a larger amount of vacation pay as service lengthens. Counts of plant or office workers by length of service were not obtained. The tabulations of vacation pay granted'present, therefore, statistical m easures of these provisions rather than proportions of workers actually receiving specific benefits. Health, insurance, and pension plans (tables B -6 a n d B -7L Health, insurance, and pension plans include plans for which the employer pays either all or part of the cost. The cost may be (1) underwritten by a com m ercial insurance company or nonprofit organization, (2) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A plan is included even though a majority of the employees in an establish ment do not choose to participate in it because they are required to bear part of its cost (provided the choice to participate is available or will eventually become available to a m ajority). Legally required plans such as social security, railroad retirem ent, w orkers' disability compensation, and temporary disability insurance3 are excluded. Life insurance includes form al plans providing indemnity (usually through an insurance policy) in case of death of the covered worker. Information is also provided in table B -7 on types of life insurance plans and the amount of coverage in all industries combined and in manufacturing. Accidental death and dismemberment is limited to plans which provide benefit payments in case of death or loss of limb or sight as a direct result of an accident. Sickness and accident insurance includes only those plans which provide that predetermined cash payments be made directly to employees who lose time from work because of illness or injury, e .g ., $50 a week for up to 26 weeks of disability. Sick leave plans are limited to formal plans 4 which provide for continuing an em ployee's pay during absence from work because of illn ess. Data collected distinguish between (1) plans which provide full pay with no waiting period, and (2) plans which either provide partial pay or require a waiting period. 3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illness which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan. State fund financing: In California, only employees contribute to the State fund; in New Jersey, employees and employers contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the jmployees1 share and the total contribution required. Private plan financing: In California and New Jersey, employees cannot be required to contribute more than they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided. Federal legislation (Railroad Unemployment Insurance .Act) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance. 4 An establishment is considered as having a formal plan if it specifies at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances determined on an individual basis are excluded. Long-term disability insurance plans provide payments to totally disabled employees upon the expiration of their paid sick leave and/or sick ness and accident insurance, or after a predetermined period of disability (typically 6 months). Payments are made until the end of the disability, a maximum age, or eligibility for retirement benefits. Full or partial pay ments are alm ost, always reduced by social security, w orkers' disability compensation, and private pension benefits payable to the disabled employee. Hospitalization, surgical, and medical insurance plans reported in these surveys provide full or partial payment for basic services rendered. Hospitalization insurance covers hospital room and board and may cover other hospital expenses. Surgical insurance covers surgeons' fees. Medical insurance covers doctors' fees for home, office, or hospital calls. Plans restricted to post-operative medical care or a doctor's care for minor ailments at a w orker's place of employment are not considered to be medical insurance. Major medical insurance coverage applies to services which go beyond the basic services covered under hospitalization, surgical, and medical insurance. Major medical insurance typically (1) requires that a "deductible" (e .g ., $50) be met before benefits begin, (2) has a coinsurance feature that requires the insured to pay a portion (e .g ., 20 percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e .g ., $ 10,000 a year). Labor-management agreement coverage The following tabulation shows the percent of fu ll-tim e plant and office workers employed in establishments in the Davenport—Rock Island— Moline area in which a union contract or contracts covered a m ajority of the workers in the respective categories, May 1977: Plant workers Office workers 81 91 52 90 10 8 12 54 A ll industries________________ M anufacturing____________ Nonmanufacturing________ Public u t ilitie s _______ An establishment is considered to have a contract covering all plant or office workers if a m ajority of such workers is covered by a labormanagement agreement. Therefore, all other plant or office workers are employed in establishments that either do not have labor-managem ent con tracts in effect, or have contracts that apply to fewer than half of their plant or office w orkers. Estim ates are not n ecessarily representative of the extent to which all workers in the area m ay be covered by the provisions of labormanagement agreem ents, because sm all establishments are excluded and the industrial scope of the survey is limited. Dental insurance plans provide normal dental service benefits, usually for fillin gs, extractions, and X -r a y s . Plans which provide benefits only for oral surgery or repairing accident damage are not reported. Retirement pension plans provide for regular payments to the retiree for life. Included are deferred profit-sharing plans which provide the option of purchasing a lifetim e annuity. Industrial composition in manufacturing Two-thirds of the workers within the scope of the survey in the Davenport area were employed in manufacturing fir m s. The following p r e sents the m ajor industry groups and specific industries as a percent of all manufacturing: Industry groups Specific industries Machinery, except electrical_58 P rim ary metal industries_____ 13 Food and kindred products____ 8 F arm and garden machinery__39 Construction and related 10 m a ch in ery ____________ Nonferrous rolling and drawing_______________________ 6 Iron and steel foundries______ 6 Meat products_________________ 5 This information is based on estim ates of total employment derived from universe m aterials compiled before actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in appendix table 1. 26 Appendix table 1. Establishments and workers within scope of survey and number studied in DavenportRock Island—Moline, Iowa—III.,1 May 1977 N um ber o f e sta b lish m e n ts In d u stry d i v i s i o n 2 em p lo ym e n t in e s t a b lis h m ents in s c o p e o f study W ithin s c o p e o f s tu d y 5 N um ber Percent F u ll-t im e plant w o r k e r s F u ll-t im e o f fi c e w o r k e r s Total4 252 110 66.440 100 43.172 9 .436 50.838 110 142 49 61 44.934 21.506 68 32 32.793 10.379 5.216 4.220 36.483 14.355 50 50 50 50 50 24 23 49 19 27 12 10 16 8 4.960 2.841 8.155 2.629 2.921 7 4 12 4 4 2.569 C6 > <6 ) (7 ) <6 > 912 (6 ) <6 ) C6 > <6 ) 3.950 1.854 5.102 1.491 1.958 15 1 The D a v en p ort—R o c k Isla n d —M olin e Standard M e tro p o lita n S ta tis tic a l A r e a , a s d e fin e d b y the O ffic e o f M an agem en t and B udget th rou gh F e b r u a r y 1974, c o n s is t s o f S co tt County, Iow a ; and H en ry and R o c k Isla n d C o u n tie s , 111. Th e " w o r k e r s w ithin s c o p e o f stu d y " e s tim a te s show n in this table p r o v id e a r e a s o n a b ly a c c u r a t e d e s c r ip tio n o f the s iz e and c o m p o s it io n o f the la b o r f o r c e in clu d ed in the s u r v e y . E s tim a te s a r e n o t intended, h o w e v e r , f o r c o m p a r is o n w ith o th er e m p lo y m e n t in d e xe s to m e a s u r e em p lo y m e n t tr e n d s o r le v e ls sin c e (1) planning o f w age s u r v e y s r e q u ir e s e s ta b lis h m e n t data c o m p ile d c o n s id e r a b ly in a d va n ce o f the p a y r o ll p e r io d stu died, and (2) s m a ll e s ta b lis h m e n ts a r e ex c lu d e d f r o m the s c o p e o f the s u r v e y . 2 Th e 1972 ed ition o f the Standard In d u s tria l C la s s ific a t io n M anual w as u se d to c la s s i f y e s t a b lis h m e n ts b y in d u s try d iv is io n . H o w e v e r , a ll go v e rn m e n t o p e r a tio n s a r e e x clu d e d fr o m the s c o p e o f the s u r v e y . 3 In clu d es a ll e s ta b lis h m e n ts w ith to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim ita tio n . A ll o u tlets (w ithin the a r e a ) o f c o m p a n ie s in in d u s tr ie s such as tr a d e , fin a n c e , auto r e p a ir s e r v ic e , and m o tio n p ic tu r e th e a te r s a r e c o n s id e r e d as 1 e sta b lis h m e n t. 4 In clu d es e x e c u tiv e , p r o fe s s io n a l, p a r t -t im e , and o th e r w o r k e r s e x clu d e d fr o m the se p a ra te plant and o f f i c e c a t e g o r ie s . Studied T o t a l4 Studied 50 “ ALL DIVISIONS -------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ---------------------------------TRANSPORTATION. COMMUNICATION. AND OTHER PUBLIC UTI L I T I E S 5 ---------------------WHOLESALE TRADE ------------------------------RETAIL TRADE ----------------------------------FINANCE. INSURANCE. AND REAL ESTATE -------SERVICES8 ---------------------------------------- W o r k e r s in esta b lish m en ts W ithin s c o p e o f study 5 A b b r e v ia te d to "p u b lic u t i li t ie s " in the A - and B - s e r i e s ta b le s . T a x ic a b s and s e r v ic e s in c id e n ta l to w a te r tr a n s p o r ta tio n a r e e x c lu d e d . Th e l o c a l tr a n s it s y s t e m is m u n ic ip a lly ow ned and o p e r a te d and is e x c lu d e d b y d e fin itio n f r o m the s c o p e o f the study. 6 T h is d iv is io n is r e p r e s e n te d in e s tim a te s f o r " a ll in d u s t r ie s " and "n on m a n u fa ctu rin g " in the A - and B - s e r i e s t a b le s . S ep a ra te p r e s e n ta tio n o f data is not m a d e f o r one o r m o r e o f the fo llo w ing r e a s o n s : (1) E m p lo y m e n t is too sm a ll to p r o v id e enough data to m e r it se p a ra te study, (2) the sa m p le w as not d e s ig n e d in itia lly to p e r m it s e p a r a te p r e s e n ta tio n , (3) r e s p o n s e w as in su fficien t o r inadequate to p e r m it s e p a r a te p r e s e n ta tio n , and (4) th ere is p o s s ib ilit y o f d is c lo s u r e o f individual e s ta b lis h m e n t data. 7 W o r k e r s f r o m th is e n tire d iv is io n a r e r e p r e s e n te d in e s tim a te s f o r " a l l in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the A - s e r i e s t a b le s , but fr o m the r e a l esta te p o r t io n on ly in e s tim a te s f o r " a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the B - s e r i e s t a b le s . S ep a ra te p r e s e n ta tio n o f data is not m ade f o r one o r m o r e o f the r e a s o n s given in footn ote 6. 8 H o te ls and m o t e ls ; la u n d rie s and o th e r p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u tom ob ile r e p a ir , ren tal, and p a rk in g ; m o tio n p ic t u r e s ; n o n p ro fit m e m b e r s h ip o r g a n iz a tio n s (exclu d in g r e lig io u s and c h a r ita b le o r g a n iz a t io n s ); and e n g in e e rin g and a r c h ite c t u r a l s e r v ic e s . 27 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bu reau's wage surveys is to a ssist its field staff in classifying into appro priate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establish ment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this empha sis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; begin n ers; and p art-tim e, tem porary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Trainees are excluded from the survey except for those re ceiving o n-th e-job training in some of the lower level professional and technical occupations. Office SECRET ARY— Continued SECRETARY Assigned as a personal secreta ry , . norm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day activ ities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. P erform s varied clerical and secretarial duties requiring a knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. Exclusions Not all positions that are titled "s e c r e ta r y " possess the above ch aracteristics. Examples of positions which are excluded from the definition are as follows: Exclusions— Continued a. Positions which do not meet the described above; "p erso n a l" b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants fessional, technical, or managerial persons; d. A ssistant-type positions which entail more difficult or more r e sponsible technical, administrative, or supervisory duties which are not typical* of secretarial work, e .g ., Administrative A s s is t ant, or Executive A ssistant; Listed below are several occupations for which revised descriptions or titles are being introduced in this survey: Tool and die maker Guard Shipper and receiver (previously surveyed as shipping and receiving clerk) T ruckdriver Order clerk P ayroll clerk Secretary Switchboard operator Switchboard operator-receptionist Transcribing-m achine typist Machine tool operator (toolroom) The Bureau has discontinued collecting data for tabulating-machine operator. W orkers previously classified as watchmen are now classified as guards under the revised description. 29 secretary concept to a group of pro SECRETARY— Continued SECRET ARY— Continued Exclusions— Continued Classification by Level— Continued e. Positions which do not fit any of the situations listed in the sections below titled "L e v e l of S u p e rv iso r," e .g ., secretary to the president of a company that em ploys, in all, over 5 ,0 0 0 persons; f. Trainees. Classification by Level e. LS—4 Secretary jobs which meet the above characteristics are matched at one of five levels according to (a) the level of the secretary's supervisor within the company's organizational structure and, (b) the level of the secretary's responsibility. The chart following the explanations of these two factors indicates the level of the secretary for each combination of the factors. a. Secretary to the chairman of the board or president of a company that em ploys, in a ll, over 100 but fewer than 5,0 0 0 persons; or b. Secretary to a corporate officer (other than ‘ the chairman of the board or president) of a company that em ploys, in all, over 5, 000 but fewer than 25, 000 persons; or c. _Level of Secretary's Supervisor (LS) Secretaries should be matched at one of the four LS levels described below according to the level of the secretary's supervisor within the company organizational structure. LS—1 a. Secretary to the supervisor or head of a sm all organizational unit (e .g ., fewer than about 25 or 30 persons); or b. Secretary to a nonsupervisory staff specialist, professional em ployee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS—2 a. b. LS—3 Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for LS—3, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational 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; or Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that em ploys, in all, fewer than 5 ,0 0 0 persons. a. Secretary to the chairman of the board or president of a company that em ploys, in all, fewer than 100 persons; or b. Level of Secretary's Responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR—1 or LR—2 described below according to their level of responsibility. Level of Responsibility 1 (LR—1) P erform s varied secretarial duties including or comparable to most of the following: c. Secretary to the head (immediately below the officer level) over either a m ajor corporatewide functional activity (e .g ., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e .g ., a regional headquar te r s; a m ajor division) of a company that em ploys, in all, over 5, 000 but fewer than 2 5 ,0 0 0 em ployees; or Secretary to the head, immediately below the corporate officer level, of a m ajor segment or subsidiary of a company that em ploys, in all, over 2 5 ,0 0 0 persons. NOTE: The term "corporate o ffic e r " used in the above LS def inition refers to those officials who have a significant corporatewide policy making role with regard to major company activities. The title "vice p resid en t," though normally indicative of this role, does not in all cases identify such positions. Vice presidents whose prim ary responsibility is to act personally on individual cases or transactions (e .g ., approve or deny individual loan or credit actions; administer individual trust accounts; di rectly supervise a clerical staff) are not considered to be "corporate o ffic e r s" for purposes of applying the definition. Secretary to a corporate officer (other than chairman of the board or president) of a company that em ploys, in all, over 100 but fewer than 5, 000 persons; or d. Secretary to the head of (or other equivalent level over 5 ,0 0 0 persons; or Secretary to the head of a large and important organizational segment (e .g ., a middle management supervisor of an organi zational segment often involving as many as several hundred persons) of a company that em ploys, in a ll, over 2 5 ,0 0 0 persons. a. Answers telephones, coming m ail. b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. c. Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. d. Maintains supervisor's instructed. e. Types, takes and transcribes dictation, and files. an individual plant, factory, etc., of official) that em ploys, in all, 30 greets personal calendar and ca llers, makes and opens in May appointments as STENOGRAPHER— Continued SECRETARY— Continued Level of Responsibility 2 (LR—2) Stenographer, Senior P erform s duties described under LR—1 and, in addition perform s tasks requiring greater judgment, initiative, and knowledge of office functions including or comparable to m ost of the following: Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain file s , keep records, etc. OR a. Screens telephone and personal ca lle rs, determining which can be handled by the supervisor's subordinates or other offices. b. Answers requests which require a detailed knowledge of o f fice procedures or collection of information from files or other offices. May sign routine correspondence in own or supervisor's name. c. Compiles or assists in compiling periodic reports on the basis of general instructions. P erform s stenographic duties requiring significantly greater in dependence and responsibility 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 pro cedure; and of the specific business operations, organization, policies, procedures, file s , workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow up files; assembling m aterial for reports, memoranda, and letters; com posing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. d. Schedules tentative appointments without prior clearance. A s sem bles necessary background m aterial for scheduled meetings. Makes arrangements for meetings and conferences. e. TRANS CRIBING-MACHINE TYPIST Explains supervisor's requirements to other employees in super v iso r 's unit. (Also types, takes dictation, and files.) The following chart and LR combination. P rim ary duty is to type copy of voice recorded dictation which does not involve varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain file s , keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) shows the level of the secretary for each LS Level of secretary's supervisor Level of secreta ry 's responsibility TYPIST LR—1 LS—1, LS—2. LS—3. LS—4. C lass C lass Class Class E D C B LR—2 Class Class C lass Class Uses a typewriter to make copies of various m aterials or to make out bills after calculations have been made by another person. May include typing of sten cils, m ats, or sim ilar m aterials for use in duplicating p ro cesses. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming m ail. D C B A 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 tech nical or unusual words or foreign language m aterial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circum stances. STENOGRAPHER P rim ary 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 Typist). Class B . P erform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of fo rm s, insurance policies, etc.; or setting up simple standard tabulations; or copying m ore complex tables already set up and spaced properly. N O TE : 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 more responsible and discretionary tasks as described in the secretary job definition. FILE CLERK Stenographer, General keep F ile s, cla ssifie s, and retrieves m aterial in an established filing systeiyi. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. Dictation involves a norm al routine vocabulary. May maintain file s, simple records, or perform other relatively routine clerical tasks. 31 FILE CLERK— Continued ORDER CLERK— Continued Class A . C lassifies and indexes file m aterial such as correspond ence, reports, technical 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. adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following-up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . Sorts, codes, and files unclassified m aterial by simple (subject matter) headings or partly classified m aterial by finer subheadings. Prepares simple related index and cro ss-referen c e aids. As requested, locates clearly identified m aterial in files and forwards m aterial. May p er form related clerical tasks required to maintain and service files. Exclude workers paid on a comm ission basis or whose duties include any of the following: Receiving orders for services rather than for m aterial or merchandise; providing customers with consultative advice using knowl edge gained from engineering or extensive technical training; emphasizing selling skills; handling m aterial or merchandise as an integral part of the job. C lass 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 aterial; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions: are classified into levels according to the following Class A . Handles orders that involve making judgments such as choosing which specific product or m aterial from the establishment's product lines will satisfy the custom er's needs, or determining the price to be quoted when pricing involves m ore than m erely referring to a price list or making some simple mathematical calculations. MESSENGER Class B . Handles orders involving items which have readily iden tified uses and applications. May refer to a catalog, manufacturer's manual, or sim ilar document to insure that proper item is supplied or to verify price of ordered item . P erform s various routine duties such as running errands, operating minor office machines such as sealers or m a ile rs, opening and distributing m a il, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. ACCOUNTING CLERK SWITCHBOARD OPERATOR P erform s one or m ore accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, com pleteness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lis ts , 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 . Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to ca lle rs, record and transmit m e ssag es, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the m ajor portion of the w orker's tim e, and is usually perform ed while at the switchboard or console). Chief or lead operators in establishments employing m ore than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and r e cording of transactions and accounting information. With experience, the worker typically becom es 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. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Receptionist's work involves such duties as greeting v isito rs; determining nature of v isitor's business and providing appropriate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log of v isitors. Positions definitions: classified into levels on the basis of the following Class A . Under general supervision, perform s accounting clerical operations which require the application of experience and judgment, for exam ple, clerically processing complicated or nonrepetitive accounting tran s actions, selecting among a substantial variety of prescribed accounting codes and classification s, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or m ore class B accounting clerks. ORDER CLERK Receives written or verbal cu stom ers' purchase orders for m aterial or merchandise from custom ers or sales people. Work typically involves some combination of the following duties: Quoting p rices; determining availa bility of ordered item s and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and are C lass B . Under close supervision, following detailed instructions and standardized procedures, perform s one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets 32 ACCOUNTING CLERK— Continued MACHINE BILLER— Continued where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting code3. Bookkeeping-machine b ille r . Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on custom ers' ledger record. The machine automatically accumulates figures on a ’ number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) 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 more 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 in cluding a simple type of billing described under machine biller), cost d is tribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department. MACHINE BILLER Prepares 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. For wage study purposes, machine billers are classified by type of machine, as follows: Billing-machine biller. Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from custom ers' purchase ord ers, internally prepared ord ers, shipping memoranda, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary 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. PAYRO LL CLERK P erform s the clerical tasks necessary to process payrolls and to maintain payroll records. Work involves most of the following: Processing w orkers' tim e or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical knowledge of governmental regulations, company payroll policy, or the computer system for processing payrolls. KEYPUNCH OPERATOR Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. Positions definitions: are classified into levels on the basis of the following C lass A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators. Class B . Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various stand ardized 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. Refers to su pervisor problems arising from erroneous items or codes or missing info rmation. Professional and Technical COMPUTER SYSTEMS A N ALYST, BUSINESS COMPUTER SYSTEMS A N ALYST, BUSINESS— Continued Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable program m ers to prepare required digital computer program s. Work involves m ost of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, file s, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised system s; and recommends equipment changes to obtain more effective overall operations. (NOTE: W orkers performing both system s analysis and programming should be classified as system s analysts if this is the skill used to determine their pay.) Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing employees, or systems- analysts prim arily concerned with scientific or engineering problem s. COMPUTER SYSTEMS A N A LYST, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued For wage study purposes, system s analysts are classified as follows: Class A . Works independently or under only general direction on complex problems involving all phases of system s analysis. Problem s are complex because of diverse sources of input data and m ultiple-use require ments of output data. (For exam ple, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of new or revised system s of data processing operations. Makes recommendations, if needed, for approval of m ajor system s installations or changes and for obtaining equipment. May provide functional direction to lower level who are assigned to assist. Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing em ployees, or program m ers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, program m ers are classified as follows: system s analysts Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program , and operate. Problem s are of lim ited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops system s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of the data processing system s 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 alignment 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 system s analysis work. For exam ple, may assist a higher level system s analyst by preparing the detailed specifications required by pro gram m ers from information developed by the higher level analyst. COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a system s analyst, into a sequence of detailed instructions which are r e quired to solve the problems by automatic data processing equipment. Working from charts or diagram s, the program m er develops the p re cise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work involves m ost of the following: Applies knowledge of computer capa bilities, m athem atics, logic employed by computers, and particular sub ject matter involved to analyze charts and diagrams of the problem to be programm ed; develops sequence of program steps; writes detailed flow charts to show order in which data will 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 effi ciency or adapt to new requirements; maintains records of program de velopment and revisions. (NOTE: W orkers performing both system s anal ysis and programming should be classified as system s analysts if this is the skill used to determine their pay.) C lass A . Works independently or under only general direction on complex problems which require competence in all phases of pro gramming concepts and practices. Working from diagrams and charts which identify the nature of desired resu lts, m ajor processing steps to be accomplished, and the relationships between various steps of the prob lem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equip ment must be organized to produce several interrelated but diverse prod ucts from numerous and diverse data elem ents. A wide variety and ex tensive number of internal processing actions must occur. This requires such actions as development of common operations which can be re used, 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 lower level program m ers who are assigned to assist. C lass B . Works independently or under only general direction on relatively simple p rogram s, or on simple "Segments of complex program s. Program s (or segments) 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 minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. OR Works on complex program s (as described for class A) under close direction of a higher level program m er or supervisor. May assist higher level program m er by independently performing less difficult tasks assigned, and performing m ore difficult tasks under fairly close direction. COMPUTER PROGRAMMER, BUSINESS— Continued DRAFTER May guide or instruct lower level program m ers. C lass C . Makes practical applications of programming practices and concepts usually learned in form al training courses. Assignments are designed to develop competence in the application of standard pro cedures to routine problem s. Receives close supervision on new aspects of assignm ents; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a program m er. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape re e ls, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to super visor or program m er; and maintains operating records. May test and assist in correcting program. For wage study purposes, computer operators are classified as follow s: C lass A . Operates independently, or under only general direction, a computer running programs with m ost of the following characteristics: New program s are frequently tested and introduced; scheduling requirements are of critical importance to minim ize downtime; the programs are of complex design so that identification of error source often requires a working knowl edge of the total program , and alternate programs may not be available. May give direction and guidance to lower level operators. Class B . Operates independently, or under only general direction, a computer running program s with m ost of the following characteristics: Most of the program s are established production runs, typically run on a regularly recurring b a sis; there is little or no testing of new programs required; a lter nate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonably short tim e. In common error situations, diagnoses cause and takes corrective action. ,This usually in volves applying previously programm 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 a ssist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. C lass C . Works on routine programs 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 som e form al training in computer operation. May assist higher level operator on complex program s. Class A . Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships of components 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 drafters. C lass B . P erform s nonroutine and complex drafting assignments that require the application of m ost of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassem blies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of founda tions, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making n ecessary computations to determine quantities of m aterials to be used, load capacities, strengths, str e sse s, etc. Receives initial instructions, requirem ents, and advice from supervisor. Completed work is checked for technical adequacy. Class C . Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source m aterials are given with initial assignm ents. Instructions are less complete when assignments recur. Work may be spot-checked during progress. D R A FT E R -TR 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.) AN D /O R Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised during progress. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing 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. 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 transmitting and receiving equipment (e .g ., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. ELECTRONICS TECHNICIAN— Continued ELECTRONICS TECHNICIAN— Continued This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose prim ary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. 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. Positions definitions: are classified into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to manufacturers' manuals or sim ilar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in p er forming such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test in struments (e .g ., dual trace o scillo sco p es, Q -m e te r s, 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 com plex problems (i.e ., those that typically can be solved solely by properly interpreting manufacturers' manuals or sim ilar documents) in working on electronic equipment. Work involves: A fam iliarity with the interrelation ships 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. Class C . Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed in structions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring 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 teste rs, oscilloscopes). Is not required to be fam iliar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to in crease competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher levei technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. REGISTERED INDUSTRIAL NURSE A registered nurse who gives nursing service under general medical 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 em ployees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, w elfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing m ore than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER MAINTENANCE ELECTRICIAN— Continued P erform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, crib s, counters, benches, partitions, doors, flo o rs, 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 carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting m aterials necessary 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. equipment such as generators, tran sfo rm ers, switchboards, controllers, circuit breakers, m o to rs, heating units, conduit system s, or other trans m ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the main tenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. MAINTENANCE PAINTER MAINTENANCE ELECTRICIAN P erform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, d istri bution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical Paints and redecorates w a lls, woodwork, and fixtures of an estab lishm ent. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes MAINTENANCE PAINTER— Continued MAINTENANCE P IPEFITTER and interstices; and applying paint with spray gun or brush. May mix colors, o ils, white lead, and other paint ingredients to obtain proper color or con sistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent tj: awning and experience. Installs or repairs water, steam , gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to p ressu res, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers prim arily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work in volves most of the following; Interpreting written instructions and specifica tions; pieinning and laying out of work; using a variety of m achinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m a teria ls, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the m achinist's work normally requires a rounded training in machine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (MACHINERY) Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for m ajor repairs; preparing written specifications for m ajor repairs or for the production of parts ordered from machine shops; reassem bling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and ex perience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, m otortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassem blin g. equipment and per forming repairs that involve the use of such handtools as wrenches, gauges, d rills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; re assembling and installing the various assem blies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance 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 repair customers' vehicles in automobile repair shops. MAINTENANCE S H E E T -M E T A L WORKER Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves m ost of the following; Planning and laying out all types of sheet-m etal maintenance work from blueprints, m odels, or other specifica tions; setting up and operating all available types of sheet-m etal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assem bling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. MILLWRIGHT Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to str e sse s, strength of m aterials, and centers of gravity; aligning and balancing 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 illwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE TRADES HELPER A ssists one or m ore workers in the skilled maintenance trades, by performing specific or general duties of le sse r skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and too ls, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e basis. M ACHINE-TOOL OPERATOR (TOOLROOM) TOOL AND DIE MAKER— Continued Specializes in operating one or m ore than one type of machine tool (e .g ., jig b orer, grinding machine, engine lather, milling machine) to machine metal for use in making or maintaining jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic m aterial (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e .g ., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making n ecessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating o ils, to recognize when tools need dressing, and to dress tools. In general, the work of a m achine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and too l room practice usually acquired through considerable on-the-job training and experience. setting up and operating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to p re scribed tolerances and allowances. In general, the tool and die m aker's work requires rounded training in m achine-shop and toolroom practice usually acquired through form al apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include m achine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic m aterial (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, tools, and processes required to complete task; making necessary shop computations; For cross-industry wage study purposes, this classification does not include tool and die makers who ( 1 ) are employed in tool and die jobbing shops or (2 ) produce forging dies (die sinkers). STATIONARY ENGINEER Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or a irconditioning. Work involves: Operating and maintaining equipment such as steam engines, air com p ressors, generators, m otors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. BOILER TENDER F ires stationary boilers to furnish the establishment in which em ployed 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. Material Movement and Custodial TRUCKDRIVER SHIPPER AND RECEIVER Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishm ents, or between retail establishments and custom ers' houses or places of business. May also load or unload truck with or without h elpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and o ver-th e-road drivers are excluded. Perform s clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problem s, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Shippers typically are responsible f o r most of the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. Truckdriver, light truck (straight truck, under (IV 2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, IV2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer Receivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing item s and quantities unloaded against bills of lading, invoices, m anifests, storage 38 SHIPPER AND RECEIVER— Continued M ATERIAL HANDLING LABORER— Continued receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. m aterials or merchandise in proper storage location; and transporting m aterials or merchandise by handtruck, car, or wheelbarrow. Longshore w orkers, who load and unload ships, are excluded. For wage study purposes, workers are classified as follows: Shipper Receiver Shipper and receiver POW ER-TRUCK OPERATOR Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of powertruck, as follows: WAREHOUSEMAN As directed, perform s a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying m aterials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing m aterials to prescribed storage locations; storing, stacking, or palletizing m aterials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored m aterials and r e porting deterioration and damage; removing m aterial from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose prim ary duties involve shipping and re ceiving work (see Shipper and Receiver and Shipping Packer), order filling (see Order F ille r), or operating power trucks (see Pow er-Truck Operator). ORDER FILLER F ills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' ord ers, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing ord ers, requisition addi tional stock or report short supplies to supervisor, and perform other related duties. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other 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. M ATERIAL HANDLING LABORER A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various m aterials and merchandise on or from freight ca rs, trucks, or other transporting devices; unpacking, shelving, or placing Forklift operator Pow er-truck operator (other than forklift) GUARD Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or escorting persons or property. May be deputized to make a rrests. May also help visitors and customers by answering questions and giving directions. Guards employed by establishments which provide protective s e r vices on a contract basis are included in this occupation. For wage study purposes, guards are classified as follows: Guard A Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with emergencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require spe cialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. Guard B Carries out instructions prim arily oriented toward insuring that em ergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minim al action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be arm ed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washroom s, or prem ises of an office, apartment house, or com m ercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures 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. Service Contract Act Surveys The following areas are sur veyed periodically for use in admin istering the Service Contract Act of 1965. Survey results are pub lished in releases which are availa ble, at no cost, while supplies last from any of the BLS regional offices shown on the back cover. Alaska (statewide) Albany, Ga. Alexandria, La. Alpena, Standish, and Tawas City, Mich. A sheville, N.C. Atlantic City, N.J. Augusta, Ga.—S.C . Austin, Tex. B akersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont—Port A rth u rOrange, Tex. Biloxi—Gulfport and Pascagoula, M iss. Brem erton, Wash. Bridgeport, Norwalk, and Stamford, Conn. Brunswick, Ga. Cedar Rapids, Iowa Champaign—Urbana—Rantoul, 111. Charleston, S.C. Cheyenne, Wyo. Clarksville—Hopkinsville, Tenn.—Ky. Colorado Springs, Colo. Columbia, S.C. Columbus, M iss. Crane, Ind. Decatur, 111. Des M oines, Iowa Dothan, Ala. Duluth—Superior, Minn.—W is. El Paso, T e x ., and Alamogordo—Las C ruces, N. Mex. Eugene—Springfield and MedforckKlamath Falls—Grants Pass— Roseburg, Oreg. Fayetteville, N.C. Fitchburg—L eom in ster, M ass. Fort Riley—Junction City, Kans. Fort Smith, Ark.—Okla. Fort Wayne, Ind. Frederick—Hager s townChamber sburg, Md.—Pa. Gadsden and Anniston, Ala. Goldsboro, N.C. Grand Island—Hastings , Nebr. Guam, T erritory of Harrisburg—Lebanon, Pa. La C rosse, W is. Laredo, Tex. Lawton, Okla. Lexington—Fayette, Ky. Lim a, Ohio Logansport—Peru, Ind. . Lower Eastern Shore, Md.—Va.—Del. Macon, Ga. Madison, W is. Maine (statewide) M c A lle n —P h a r r —E d in b u r g a nd B ro w n s v i l l e —H a r lin g e n — S a n B e n it o , T e x . Meridian, M iss. Middlesex, Monmouth, and Ocean C o s., N.J. Mobile and Pensacola, A la.—Fla. Montana (statewide) Nashville—Davidson, Tenn. New Bern—Jacksonville, N.C. New Hampshire (statewide) New London—Norwich, Conn.—R.I. North Dakota (statewide) Northern New York Orlando, Fla. Oxnard—Simi Valley—Ventura, Calif. Phoenix, A riz. Pine Bluff, Ark. Pueblo, Colo. Puerto Rico Raleigh—Durham, N.C. Reno, Nev. Riverside—San Bernardino— Ontario, Calif. Salina, Kans. Salinas—Seaside—Monterey, Calif. Sandusky, Ohio Santa Barbara—Santa Maria— Lom poc, Calif. Savannah, Ga. Selm a, Ala. Sherman—Denison, Tex. Shreveport/ La. South Dakota (statewide) Southern Idaho Southwestern Virginia Springfield, 111. Springfield—Chicopee—Holyoke, M a ss.—Conn. Stockton, Calif. Tacom a, Wash. Tampa—St. Petersburg, Fla. Topeka, Kans. Tulsa, Okla. Upper Peninsula, Mich. Vallejo—Fairfield—Napa, Calif. Vermont (statewide) Virgin Islands of'the U.S. Waco and Killeen—Tem ple, Tex. Waterloo—Cedar F a lls, Iowa West Texas Plains West Virginia (statewide) Wilmington, Del.—N .J.—Md. Yakima, Richland—Kennewick, and Walla Walla—Pendleton, Wash.—Oreg. ALSO AVAILABLE— An annual report on salaries for accountants, auditors, chief account ants, attorneys, job analysts, direc tors of personnel, buyers, chem ists, engineers, engineering technicians, drafters, a n d clerical employees is available. Order as BLS B ulle tin 1931, National Survey of P ro fessional, Administrative, Technical and C lerical Pay, March 1976, $1.35 a copy, from any of the BLS r e gional sales offices shown on the back cover, or from the Superin tendent of Documents, U.S. Govern ment Printing Office, Washington, D.C. 20402. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D .C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1950 through 1975, is available on request. Area Akron, Ohio, Dec. 1 9 7 6 1______________________________________ Albany—Schenectady—Troy, N .Y ., Sept. 1976 ________________ Anaheim—Santa Ana—Garden G rove, C alif., Oct. 1976______________________________________________ Atlanta, G a ., May 1977________________________________________ B altim ore, M d ., Aug. 1976___________________________________ Billings, Mont., July 1976_____________________________________ Birmingham, A la ., M ar. 1977________________________________ Boston, M a s s ., Aug. 1976 _____________________________________ Buffalo, N .Y ., Oct. 1976 ______________________________________ Canton, Ohio, May 1976_______________________________________ Chattanooga, Term.—G a ., Sept. 1976 _________________________ Chicago, 111., May 1976 _______________________________________ Cincinnati, Ohio—Ky.—Ind., Mar. 1976________________________ Cleveland, Ohio, Sept. 1976___________________________________ Columbus, Ohio, Oct. 1976____________________________________ Corpus Christi, T ex ., July 1976______________________________ Dallas—Fort Worth, T e x ., Oct. 1976_________________________ Davenport—Rock Island—Moline, Iowa—111., Feb. 1977 1 ____ Dayton, Ohio, Dec. 1976 ______________________________________ Daytona Beach, F la ., Aug. 1976 ______________________________ Denver—Boulder, C olo., Dec. 1976___________________________ Detroit, M ich ., M ar. 1977................................................................ . Fresno, C alif., June 1976 _____________________________________ Gainesville, F la ., Sept. 1976 _________________________________ Green Bay, W is ., July 1976___________________________________ Greensboro—Winston-Salem—High Point, N .C ., Aug. 1976_______________________________________________ Greenville—Spartanburg, S .C ., June 1976 1__________________ Hartford, Conn., M ar. 1977___________________________________ Houston, T ex ., Apr. 1976______________________________________ Huntsville, A la ., Feb. 1977 1__________________________________ Indianapolis, Ind., Oct. 1976__________________________________ Jackson, M is s ., Feb. 1977 1___________________________________ Jacksonville, F la ., Dec. 1 9 7 6 1_______________________________ Kansas City, M o .-K a n s., Sept. 1976 1 ________________________ Los Angeles—Long Beach, C alif., Oct. 1976_________________ Louisville, Ky.—Ind., Nov. 1976_____________________________ _ Bulletin number and p rice* 1900 -7 6, 85 cents 1900-59, 55 cents 1900 -6 7, 1950-17, 1 9 00 -5 2, 1900-39, 1950 -8 , 1900 -5 3, 1900 -7 0, 1900 -2 8, 1900 -5 7, 1 900 -3 2, 1 900 -7 , 1900 -6 2, 1 900 -6 8, 1 900 -4 1, 1900 -6 3, 1950-26, 1900 -7 8, 1900 -4 5, 1900 -7 3, 1 950 -1 3, 1900-29, 1 900 -5 4, 1900 -3 7, 75 cents $ 1 .2 0 85 cents 55 cents 85 cents 85 cents 75 cents 55 cents 55 cents $ 1 .0 5 75 cents 95 cents 75 cents 55 cSnts 85 cents $ 1 .1 0 85 cents 45 cents 85 cents $ 1 .2 0 55 cents 45 cents 55 cents 1900 -4 7, 1 9 0 0 -3 6 , 1 9 5 0 -9 , 1 9 00 -2 6, 1 9 50 -4 , 1900 -5 8, 1 9 50 -2 , 1 900 -8 0, 1 900 -6 0, 1900 -7 7, 1 900 -6 9, 65 cents 85 cents 80 cents 85 cents $ 1 .4 0 75 cents $ 1 .5 0 85 cents $ 1.05 85 cents 55 cents Area Memphis, Tenn.—A rk.—M i s s ., Nov. 1976 1 ___________________ M iam i, F la ., Oct. 1976________________________________________ Milwaukee, W is., Apr. 1977 __________________________________ Minneapolis—St. Paul, Minn.—W is., Jan. 1977_______________ Nassau—Suffolk, N .Y ., June 1976 _____________________________ Newark, N .J ., Jan 1977 _______________________________________ New Orleans, L a ., Jan. 1977 1 ________________________________ New York, N .Y .-N .J ., May 1976_________ ____________________ Norfolk—Virginia Beach—Portsmouth, Va.— N .C ., May 1977__________________ _______ _____________________ Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va.—N .C ., May 1977____________ Northeast Pennsylvania, Aug. 1976 __________________________ Oklahoma City, O kla., Aug. 1976_____________________________ Omaha, Nebr.—Iowa, Oct. 1976_______________________________ Pater son—Clifton—Pas sa ic, N .J ., June 1976 _________________ Philadelphia, Pa.—N .J ., Nov. 1 9 7 6 1 __________________________ Pittsburgh, P a., Jan. 1977 ____________________________________ Portland, Maine, Dec. 1976 1 _________________________________ Portland, Oreg.—W ash., May 1976 ___________________________ Poughkeepsie, N .Y ., June 1977 ______________________________ Poughkeepsie—Kingston—Newburgh, N .Y ., June 1976____,___ Providence—Warwick—Pawtucket, R .I.— M a ss., June 1977 1 ___________________________________________ Richmond, V a ., June 1977 1 ___________________________________ St. Louis, M o.—111., Mar. 1977 _______________________________ Sacramento, C alif., Dec. 1976 _______________________________ Saginaw, M ich., Nov. 1 9 7 6 1 ___________________________________ Salt Lake City—Ogden, Utah, Nov. 1976______________________ San Antonio, T ex ., May 1977 1 ________________________________ San Diego, C alif., Nov. 1976__________________________________ San Francisco—Oakland, C alif., Mar. 1976 _________________ San Jose, C alif., Mar. 1977 ___________________________________ Seattle—Everett, W ash., Jan 1977 1 ___________________________ South Bend, Ind., M ar. 1976 __________________________________ Syracuse, N .Y ., July 1976____________________________________ Toledo, O h io-M ich ., May 1977_______________________________ Trenton, N .J ., Sept. 1976_____________________________________ Washington, D. C.—Md.—V a ., Mar. 1977 ______________________ Wichita, K ans., Apr. 1977 1 ___________________________________ W orcester, M a s s ., Apr. 1977 ________________________________ York, P a ., Feb. 1977 __________________________________________ Bulletin number and price * 1900-75, 1900-66, 1950-14, 1950-3, 1900-35, 1950-7, 1950-5, 1900-48. 85 cents 75 cents $ 1.10 $ 1 .6 0 85 cents $ 1.60 $ 1.60 $ 1 .0 5 1950-20, 70 cents 1950-21, 1900-43, 1900-42, 1900-61, 1900-38, 1900-64, 1950-1, 1900-72, 1900-51, 1950-25, 1900-55, 70 cents 65 cents 55 cents 55 cents 55 cents $ 1 .1 0 $ 1.50 85 cents 75 cents 70 cents 55 cents 1950-22, 1950-23, 1950-10, 1900-71, 1900-74, 1900-65, 1950-24, 1900-79, 1900-9, 1950-19, 1950-12. 1900-5, 1900-44, 1950-18, 1900-56, 1950-11, 1950-16, 1950-15, 1950-6, $ 1.20 $1 .1 0 $ 1 .2 0 55 cents 75 cents 55 cents $1.10 55 cents 95 cents $1 .0 0 $ \AZ0 55 cents 55 cents 80 cents 55 cents $ 1 .2 0 $ 1 .1 0 70 cents $1. 10 * Prices are determined by the Government Printing Office and are subject to change. 1 Data on establishment practices and supplementary wage provisions are also presented. Postage and Fees Paid U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region II Region 111 Region IV 1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (A reaC o de617) Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 399-5406 (A reaC o de212) 3535 Market Street, P.O. Box 13309 Philadelphia, Pa. 19101 Phone: 596-1154 (A reaC o de215) Suite 540 >371 Peachtree St., N.E. Atlanta, Ga. 30309 Phone:881-4418 (AreaCode404) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont New Jersey New York Puerto Rico Virgin Islands Delaware D istrict of Colum bia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky M ississippi North Carolina South Carolina Tennessee Region V Region VI Regions VII and VIII Regions IX and X 9th Floor, 230 S. Dearborn St. Chicago, III. 60604 Phone: 353-1880 (A reaC o de312) Second Floor 555 G riffin Square Building Dallas, Tex. 75202 Phone: 749-3516 (A reaC o de214) Federal O ffice Building 911 W alnut St., 15th Floor Kansas C ity, Mo. 64106 Phone: 374-2481 (Area Code 816) 450 Golden Gate Ave. Box 36017 San Francisco, C alif. 94102 Phone:556-4678 (Area Code 415) Arkansas Louisiana New Mexico Oklahoma Texas VII Iowa Kansas M issouri Nebraska IX Arizona C alifornia Hawaii Nevada Illin o is Indiana M ichigan M innesota Ohio W isconsin VIII Colorado Montana North Dakota South Dakota Utah Wyoming X Alaska Idaho Oregon W ashington
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