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jl Area Wage Survey 3 Fresno, California, Metropolitan Area June 1978 ' Preface This bulletin provides results of a June 1978 survey of occupational earnings and supplementary wage benefits in the Fresno, California, Standard Metropolitan Statistical Area. The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. It was conducted by the Bureau's regional office in San Francisco, C alif., under the general direction of Milton Keenan, Assistant Regional Commissioner for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appre ciation for the cooperation received. Material in this publication is in the public domain and may be reproduced without perm ission of the Federal Government. Please credit the Bureau of publication. Labor Statistics and cite the name and number of this Note: Also available for the Fresno area are listings of union wage rates for building trades, printing trades, local-tran sit operating em ployees, local truckdrivers and helpers, and grocery store employees. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) Area Wage Survey Fresno, California, Metropolitan Area June 1978 U.S. Department of Labor Ray Marshall, Secretary Bureau of Labor Statistics Julius Shiskin, Commissioner Contents Page Page September 1978 Bulletin 2025-31 Introduction_______________________________________ 2 T ables: A. Earnings, all establishments: A - l . Weekly earnings of office workers__ A -2. Weekly earnings of professional and technical workers_____________ A -3 . Average weekly earnings of office, professional, and technical workers, by s e x ________ A -4 . Hourly earnings of maintenance, toolroom, and powerplant workers____________________________ A - 5. Hourly earnings of material movement and custodial workers__ A - 6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by s e x ________ A -7 . Percent increases in average hourly earnings, adjusted for employment shifts, for selected occupational groups________________ For sale by the Superintendent of Documents, U.S, Government Printing Office, Washington, D.C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. 3 5 6 7 8 9 10 T ables— Continued B. Establishment practices and supplementary wage provisions: B -l . Minimum entrance salaries for inexperienced typists and clerks_ 11 _ B -2. Late-shift pay provisions for full-time manufacturing production and related workers____ 12 B -3. Scheduled weekly hours and days of full-time first-shift workers_______ 13 B -4. Annual paid holidays for full-time workers______________________________ 14 B -5. Paid vacation provisions for full-time workers___________________ 15 B -6. Health, insurance, and pension plans for full-time workers_________ 17 B -7. Life insurance plans for full-time workers___________________ 18 Appendix A. Appendix B. Scope and method of survey________ 21 Occupational descriptions__________ 27 Introduction This area is 1 of 75 in which the U.S. Department of Labor's Bu reau of Labor Statistics conducts surveys of occupational earnings and re lated benefits. (See list of areas on inside back cover.) In each area, occupational earnings data (A -se 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 summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and re gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program 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 -se 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 areas, tables A - 8 through A - 13 provide sim ilar data for establishments employing 500 workers or more. Table A -7 provides percent changes in average hourly earnings of office clerical workers, electronic data processirig workers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled main 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 measure 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 samples. For further details, see appendix A. B -series ta b le s The B - s e r i e s t a b le s p r e s e n t i n f o r m a t i o n on m i n i m u m e n t r a n c e s a l a r i e s f o r i n e x p e r i e n c e d t y p is ts and c l e r k s ; l a t e - s h i f t p a y p r o v i s i o n s and p r a c t i c e s f o r p r o d u c t i o n and r e l a t e d w o r k e r s in m a n u f a c t u r i n g ; and data s e p a r a t e l y f o r p r o d u c t i o n and r e l a t e d w o r k e r s and o f f i c e w o r k e r s on s c h e d u le d w e e k l y h o u r s and da ys o f f i r s t - s h i f t w o r k e r s ; p a id h o l i d a y s ; p a id v a c a t i o n s ; health, i n s u r a n c e , and p e n s i o n p l a n s ; and m o r e d e t a i l e d i n f o r m a t i o n on lif e i n s u r a n c e pla n s. Appendixes A p p e n d i x A d e s c r i b e s th e m e t h o d s and c o n c e p t s u s e d in th e a r e a wage survey p ro g ra m . It p r o v i d e s i n f o r m a t i o n on the s c o p e o f th e a r e a s u r v e y , the a r e a ' s i n d u s t r i a l c o m p o s i t i o n in m a n u f a c t u r i n g , and l a b o r management agreem ent covera g e. Appendix B provides job descriptions used by Bureau field econ omists to classify workers by occupation. A. Earnings Table A-1. Weekly earnings of office workers in Fresno, Calif., June 1978 ""^^^eekl^arnlng^^™ (standard) Num ber Oc cupation and indu str y di vi s io n w orkers Average weekly hours1 (standard) N u m b er o f w or k er s r ec eiv in g s t ra i g h t -t im e weekly earnings of— S % Mean2 M edian 2 M iddle range 2 s S S s s s * s % s S S % * 120 125 130 14 0 15 0 160 170 180 19 0 20 0 210 2 20 2 30 24 0 - - - - - - - - - - - - - 125 130 14 0 15 0 16 0 170 180 190 200 21 0 220 2 30 24 0 250 3 31 4 27 8 i 7 19 8 11 27 13 14 22 10 12 13 5 8 21 9 12 4 23 9 11 3 9 9 15 7 8 9 4 5 ~ “ - - - - 3 3 ~ ” 3 2 1 1 1 " 9 6 3 3 2 1 - 3 2 1 2 1 i - - 19 19 1 i 6 i 5 5 4 i 9 2 7 4 i 3 7 7 12 5 7 3 3 10 3 7 - - 3 20 8 12 8 4 4 6 3 3 5 3 2 3 2 1 6 3 3 2 1 2 50 260 s * % * - 3 11 5 Under and s under 115 120 28 0 300 323 - - and 26 0 280 300 32 0 over “ 15 3 12 2 12 6 6 5 4 “ 4 4 6 6 *6 - 7 1 6 1 1 “ 2 2 4 1 3 ~ 6 i 5 6 2 4 1 i 2 3 2 1 - - 6 1 1 - - 5 4 i 3 3 2 - - - - - - - - - - - - ~ - - 1 1 “ 1 1 - - ~ - ~ ALL WORKERS SECRETARIES ------------------------------------------MANUFACTURING ------------------------------NONMANUFACTURING -----------------------PUBLIC U T IL I T IE S ------------------- 234 79 155 24 39 -5 40 .0 3 9 .5 40 .0 $ 20 5.00 20 3.00 20 6.00 28 4.50 $ 196.00 19 5.03 19 6.50 293.50 $ $ 1 6 7.30 -2 30.0 0 1 7 7.00 -2 24.5 0 1 6 0.00 -2 34.5 0 21 8.50 -3 20.5 0 212.50 201.50 272.50 2 0 1.50 -2 70.0 0 1 9 0.50 -2 12.5 0 21 2.50 -2 72.5 0 - - - - ~ I SECRETARIES. CLASS B ----------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------ 34 18 IN 40 .0 4 0 .0 4 0 .0 230.00 2 0 4.00 2 5 9.50 SECRETARIES. CLASS C ----------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------ 95 20 75 4 0 .0 4 0 .0 40 .0 2 0 8.00 21 5.50 2 0 6.00 207.00 219.00 205.00 1 6 7.50 -2 36.5 0 1 8 3.50 -2 32.5 0 1 5 3.50 -2 36.5 0 - SECRETARIES. CLASS D ----------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------ 68 29 39 39 .5 3 9 .5 4 0 .0 20 8.00 2 0 5.53 21 0.00 190.50 195.00 185.00 1 7 7.30 -2 26.5 3 1 7 7.00 -2 18.0 0 1 7 2 .3 0 -2 2 6 .5 0 “ se c r e ta r ie s, ----------------- 22 3 9 .0 1 5 5.50 153.50 1 4 6.00 -1 61.0 0 - - - - 3 6 4 5 2 2 - - - TYPISTS ---------------------------------------------------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 ------------------------ 70 30 40 3 9 .0 40 .0 38 .0 147.50 16 2.00 13 6.53 143.50 157.00 137.00 1 3 0.50 -1 61.5 0 15 0.00 -1 65.5 0 1 2 5.30 -1 41.5 3 - 10 1 9 3 1 10 8 2 13 7 6 1 1 3 3 1 1 - 1 11 5 6 1 1 3 15 2 13 " “ “ - T YP I ST S. CLASS A -------------------------MANUFACTURING ------------------------------- 27 18 3 9 .5 3 9 .5 16 1.00 1 7 1.50 157.00 163.50 1 4 2.50 -1 63.5 0 15 7.30 -1 88.5 0 - _ - - 4 “ 5 2 6 4 6 ” 3 3 1 1 - 6 1 1 T YP I ST S. CLASS B -------------------------NONMANUFACTURING ------------------------ 43 31 3 8 .5 37 .5 13 8.50 13 5.00 139.00 13 5.00 1 2 5.00 -1 50.5 3 1 1 8.00 -1 40.0 3 - 6 3 - - - - - - - ~ 7 6 1 9 FILE CLERKS ------------------------------------------NONMANUFACTURING ------------------------ 85 79 3 8 .0 3 7 .5 1 2 4.00 12 3.50 118.00 11 8.00 1 1 8.30 -1 26.0 0 1 1 8.30 -1 26.0 3 2 - - - - - - ~ - 1 1 - 77 37 .5 1 2 4.50 118.00 - - - 1 - - - - ” 1 1 - ~ “ ” - 1 1 - - 1 - 5 5 6 - 4 - - - - ~ - - _ 2 “ - _ 5 5 “ 1 1 “ 5 5 1 1 FILE CLERKS. class e CLASS B ----------------- - - - “ 3 3 1 1 8 8 43 43 10 6 18 18 2 2 1 1 8.00 -1 26.0 0 6 41 8 16 2 2 - - - - - U - - 7 7 - - “ 4 4 - “ 6 6 - 4 1 1 “ - i t 10 2 8 5 4 i 4 4 ” 16 10 6 3 - 3 “ 2 2 2 2 12 12 3 3 10 10 4 - 4 24 3 2 2 2 2 12 12 3 3 10 10 3 3 24 3 - 4 4 6 ” 15 3.50 152.00 1 2 6.50 -1 69.0 3 1 2 6 .5 0 -1 6 9 .0 0 SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING ------------------------------NONMANUFACTURING ------------------------ 50 25 25 39 .5 40 .0 3 9 .5 14 3.50 14 7.00 14 0.00 141.50 14 9.00 126.50 12 6.50 -1 55.0 3 1 3 0.00 -1 56.5 0 1 2 6.50 -1 55.0 3 “ 8 2 6 ORDER CLERKS ---------------------------------------MANUFACTURING ------------------------------- 72 41 40 .0 40 .0 17 7.50 16 2.00 18 0.50 161.00 1 5 7.50 -1 88.5 0 1 4 4.50 -1 73.0 0 - - ORDER CLERKS. CLASS B --------------MANUFACTURING ------------------------------- 68 39 40 .0 40 .0 17 6.00 1 6 0.53 180.50 16 1.00 15 2 .5 0 -1 8 8 .5 0 14 4 .0 0 -1 7 0 .0 0 - ACCOUNTING CLERKS ----------------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------ 309 97 212 3 9 .5 40 .0 3 9 .5 16 4.50 17 9.50 15 7.50 16 0.50 178.50 16 0.50 141.00 -1 7B .50 1 4 7.50 -2 08.0 0 13 8 .0 0 -1 6 9 .0 0 111 46 65 39 .5 3 9 .5 3 9 .5 18 4.50 20 7.50 16 8.50 186.00 206.00 17 2.50 1 6 4.00 -2 08.0 0 18 6 .0 0 -2 1 2 .5 3 1 4 1.00 -1 87.5 0 ~ - ~ ~ ” 1 1 13 2 11 14 8 6 32 7 25 42 14 28 10 3 7 73 5 68 34 10 24 24 15 9 3 3 ~ 17 7 10 17 13 - 5 4 “ 5 - - 4 3 3 - - 7 14 10 3 3 19 10 9 2 2 6 19 5 14 17 - 13 2 11 6 - 1 1 10 4 4 1 at $ 320 to $ 340; 4 at $ 340 to $ 3 60 ; and 1 at $ 36 0 to $ 380. 2 at $ 105 to $ 110; and 2 at $ 110 to $ 115. 3 ~ “ - - 2 2 - - - - - - “ i i ~ - ~ 1 ii ii 4 4 See footnotes at end of t ab le s . - “ - 1 6 2.50 1 5 0.50 n 4 10 9 39 .5 3 9 .5 W o r k e r s w e r e distributed as fo llo w s : W o r k e r s w e r e distributed as fo llo w s : - - 27 24 * ** - “ SWITCHBOARD OPERATORS ------------------NONMANUFACTURING ------------------------ ACCOUNTING CLERKS. CLASS A — MANUFACTURING ------------------------------NONMANUFACTURING ------------------------ * “ " ~ - - i - - 3 “ ~ i i ~ “ - - “ ~ “ - - - - - - “ - - - - “ “ “ 1 1 “ 3 3 ~ - - 1 1 3 3 - “ - Table A-1. W eekly earnings of office workers in Fresno, Calif., June 1978— Continued Weekl)^arnlngs^™" (st m dard) Occupation and indu stry div ision Num ber of w orkers Average weekly hours* (standard) N u m b er of w or k er s receiving s tr a ig ht -t im e we ekly e arnings of— S S 11 5 Mean2 M edian 2 M iddle range 2 Under S 115 $ 12 0 4 % % 12 5 13 0 14 0 4 % 150 160 $ 170 s 180 s 190 s 200 s 210 * s s 2 20 2 30 240 * 2 50 s % 260 280 % 30 0 and under 32 0 and 1 3 0 . 14 0 12 3 125 4 4 ii ii 8 i 7 15 0 16 0 170 180 190 200 213 220 230 240 250 260 28 0 300 4 4 - - 1 1 - 5 - - - - - - 3 2 0 ove r ALL WORKERS— CONTINUED ACCOUNTING CLERKS - CONTINUED ACCOUNTING CLERKS. CLASS R ------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 177 30 147 40 .0 40 .0 40 .0 $ 15 2.50 14 9.53 15 3.00 $ 15 6.00 145.50 160.50 $ $ 13 3.50 -1 64.0 0 12 9 .0 0 -1 5 8 .0 0 1 3 6 .5 0 -1 6 5 .5 0 PAYROLL CLERKS ---------------------------------------------MANUFACTURING ----------------------------------------- 30 22 40 .3 40 .0 17 6.03 17 4.00 17 2.00 1 7 1.00 1 5 4 .0 0 -1 9 1 .0 0 1 5 4 .0 0 -1 9 1 .0 0 _ - KEY ENTRY OPERATORS ---------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 131 49 82 39 .5 40 .0 39 .5 15 9.00 15 7.50 16 0.00 16 1.00 15 5.50 16 5.50 14 4 .3 0 -1 6 7 .5 0 1 4 4 .0 0 -1 6 5 .5 3 15 0 .3 0 -1 6 7 .5 3 - - - - KEY ENTRY OPERATORS. CLASS A -------NONMANUFACTURING ---------------------------------- 35 27 40 .0 39 .5 1 7 1.00 16 7.00 1 6 8.00 168.00 1 6 3 .0 0 -1 7 2 .5 0 1 6 2.50 -1 70.5 0 KEY ENTRY OPERATORS. CLASS B -------- 90 39 .5 1 5 4.00 15 7.00 1 3 8 .0 0 -1 6 7 .5 0 NONMANUFACTURING ---------------------------------- 55 39 .5 15 6.50 16 1.00 13 8 .0 0 -1 6 7 .5 0 18 4 14 32 10 22 4 4 66 1 65 12 2 10 - - - - 5 - - - - - - - 1 1 1 1 3 6 6 3 3 5 4 3 1 3 3 1 1 1 _ _ _ _ _ - 1 1 1 - 1 1 - - - - - 3 3 - 18 6 12 13 11 2 22 9 13 44 9 35 14 5 9 2 2 2 1 1 - _ _ _ _ _ - - - - - - - - 1 1 - _ 2 1 1 - 3 - 7 1 6 3 - - - - - - - - _ - - 9 9 ii 9 2 2 1 _ 1 _ _ _ _ _ _ _ - 8 7 2 “ 1 ~ - - 7 3 17 11 13 33 3 - _ _ _ _ 3 _ _ _ _ _ _ 12 2 6 26 6 See footnotes at end of t ab le s. - 12 7 5 4 3 - Table A -2 . W eekly earnings of professional and technical workers in Fresno, C alif., June 1978 W eekly earnings (standard) >r e Occupatio n and indu str y d ivi sio n e rs Average weekly hours1 (standard) Numb er of w or k er s receiving s t ra i g h t -t im e w ee kl y earnings of---S Mean2 Median2 M iddle range2 s s 15 0 160 s 17 0 s % 180 190 210 s $ S S 200 220 23 0 s s 24 0 250 * % 26 0 270 S 28 0 s s % 29 0 300 310 s 320 s 340 % 36 0 and under 380 and 160 17 0 18 0 190 20 0 210 220 230 ~ “ 2 2 2 2 9 i 5 5 2 2 “ 250 260 270 280 290 300 3 240 3 2 3 2 t 1 ” i i 31 0 340 ~ “ 360 38 0 over ~ 3 20 ~ - ~ ALL WORKERS COMPUTER OPERATORS ----------------------MANUFACTURING ---------------------------- 34 18 40 .0 4 0 .0 $ 21 3.50 22 1.00 $ 20 1.00 208.00 $ $ 1 9 2.00 -2 49.0 0 19 9 .5 0 -2 5 3 .5 0 3 ~ CLASS B 22 40 .0 2 2 4.00 212.00 1 9 9.50 -2 51.0 0 - - - 2 4 5 2 - - 3 2 3 1 - - - - - - - - DRAFTERS ----------------------------------------------MANUFACTURING ---------------------------- 42 42 40 .0 40 .0 2 4 5.00 24 5.00 238.50 238.50 2 1 8.50 -2 76.0 0 2 1 8.50 -2 76.0 0 - - - - 2 2 4 4 6 6 4 4 5 5 2 2 4 4 3 3 8 8 2 2 - - 1 1 1 1 - - - ORAFTERS. CLASS B --------------------MANUFACTURING ---------------------------- 26 26 40 .0 40 .0 23 9.50 23 9.50 230.00 230.00 2 1 8.50 -2 62.0 0 21 8 .5 0 -2 6 2 .0 0 - - - 4 4 4 4 4 4 2 2 2 2 2 2 3 3 5 5 - - - - - ELECTRONICS TECHNICIANS -----------NONMANUFACTURING --------------------PUBLIC UT IL IT IE S ---------------- 53 49 49 3 9 .5 4 0 .0 40 .0 30 5.00 30 3.50 30 3.50 31 2.50 312.50 31 2.50 2 7 5.00 -3 12.5 0 2 7 5.30 -3 12.5 0 27 5 .0 0 -3 1 2 .5 0 - 6 6 6 - - ~ - - - 13 12 12 - COMPUTER OPERATORS. “ - - - “ “ - - Se e footnotes at end of t abl es. - - 5 - - - ~ ~ - 24 24 24 ” - 3 2 2 2 5 5 5 Table A -3 . Average w eekly earnings of office, professional, and technical workers, by sex, in Fresno, Calif., June 1978 A v e ra g e (m e a n 2 ) Sex, 3 occupation, and industry div ision ef r w orkers OFFICE OCCUPATIONS - W eek ly earnings1 (standard) SECRETARIES --------------------MANUFACTURING --------NONMANUFACTURING — PUBLIC UT ILITIES of w orker. W eekly W eekly earnings1 hours1 (standard) (standard) Sex, 3 occupation, and industry div ision Num ber of w orkers Weekly Weekly earnings1 hours1 (standard) (standard) OFFICE OCCUPATIONS UOMEN— CONTINUED 40 .0 85 79 3 8 .0 37.5 $ 12 4.00 12 3.50 77 FILE CLERKS ---------------NONMANUFACTURING U OH EN Average (mean2) Number OFFICE OCCUPATIONS WOMEN— CONTINUED 15 - W edchr hours (standard) S e x , 3 occupation, and industry division HEN ACCOUNTING CLERKS -----------OFFICE OCCUPATIONS Average (mean2) N um ber 37.5 12 4.50 PAYROLL CLERKS ---------------------------------------------MANUFACTURING ----------------------------------------- 26 18 4 0 .0 40 .0 $ 176.50 174.00 KEY ENTRY OPERATORS ---------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 131 49 82 39 .5 4 0 .0 3 9 .5 159.00 1 5 7 .5 0 160.00 KEY ENTRY OPERATORS. CLASS A -------NONMANUFACTURING ---------------------------------- 35 27 4 0 .0 3 9 .5 1 7 1.00 167.00 KEY ENTRY OPERATORS. CLASS B -------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 90 35 55 3 9 .5 4 0 .0 3 9 .5 1 5 4.00 15 0.00 1 5 6.50 24 40 .0 204.00 2 0 3.00 20 4.50 281.00 SUITCHROARD OPERATORS NONHANUFACTURING — 27 24 39.5 39.5 162.50 15 0.50 SECRETARIES. CLASS B MANUFACTURING ----------NONMANUFACTURING — 33 18 15 40 .0 40 .0 4 0 .0 226.00 204.00 2 5 2.50 SUITCHBOARO OPERA TOR-RECEPTIONISTSMANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 50 25 25 39.5 4 0 .0 39.5 1 4 3.50 14 7.00 14 0.00 SECRETARIES. CLASS C MANUFACTURING ----------NONMANUFACTURING — 95 20 75 4 0 .0 40 .0 40 .0 208.00 215.50 20 6.00 ORDER CLERKS ------MANUFACTURING 65 38 4 0 .0 4 0 .0 17 7.00 16 1.50 SECRETARIES. CLASS 0 MANUFACTURING ----------NONMANUFACTURING 67 29 38 39 .5 39 .5 40 .0 207.00 205.50 208.00 63 37 4 0 .0 4 0 .0 17 6.00 16 1.50 PROFESSIONAL AND TECHNICAL OCCUPATIONS - HEN 22 3 9 .0 1 5 5.50 294 87 207 39.5 4 0 .0 39.5 16 3.00 17 7.00 15 7.00 COMPUTER OPERATORS ------------------------------------- SECRETARIES. CLASS B ----------- 17 70 30 40 39 .0 4 0 .0 38 .0 1 4 7.50 1 6 2.00 1 3 6.50 ACCOUNTING CLERKS. CLASS A MANUFACTURING ------------------------NONMANUFACTURING ------------------- 99 37 62 39.5 39.5 3 9 .5 18 2.50 23 8.00 16 7.00 DRAFTERS -----------------------------------------------------------MANUFACTURING ----------------------------------------- 42 42 4 0 .0 40 .0 2 4 5.00 2 4 5,03 TYPI STS. CLASS A MANUFACTURING — 27 18 3 9 .5 3 9 .5 1 6 1.00 1 7 1.50 ACCOUNTING CLERKS. MANUFACTURING -----NONMANUFACTURING 174 29 145 40 .0 40 .0 40 .0 1 5 2.50 14 9.50 15 3.00 DRAFTERS. CLASS B ---------------------------------MANUFACTURING ----------------------------------------- 26 26 4 0 .0 40 .0 2 3 9.50 2 3 9.50 TYPI STS. CLASS B NONMANUFACTURING 43 31 38 .5 3 7 .5 1 3 8.50 1 3 5.00 ELECTRONICS TECHNICIANS ------------------------NONMANUFACTURING ---------------------------------PUBLIC UT IL IT IE S ------------------------------ 53 49 49 3 9 .5 40 .0 40 .0 3 0 5 .0 0 3 0 3 .5 0 3 0 3.50 CLASS E TYPISTS ------------------------MANUFACTURING — NONMANUFACTURING FILE CLERKS. CLASS 8 ORDER CLERKS. CLASS B MANUFACTURING -------------ACCOUNTING CLERKS MANUFACTURING — NONMANUFACTURING CLASS R See footnotes at end of tables. 6 COMPUTER OPERATORS. o 39 .5 40 .0 39 .5 4 0 .0 o 232 79 153 22 215.00 2 2 3.50 Table A -4 . Hourly earnings of m aintenance, toolroom , and powerplant workers in Fresno, C alif., June 1978 H ourly earnings 4 Nu mb er of w or k er s rec eiving s t ra ig h t -t i m e hourly earnings of— Median2 M iddle range 2 5.2 0 Under and X under 5.1 0 5.2 0, 5.4 0 5 .4 0 5.6 0 % % 5 .6 0 5.8 0 6.0 0 1 -------- T -------- ~ i -------- s 6.2 0 6 .4 0 6 .6 0 6 .8 0 6.4 0 6.0 0 6 .2 0 2 2 5.8 0 4 ~ - - 4 4 6.6 0 6.8 0 7.0 0 % s s .00 % % 7.2 0 7.4 0 7. 6 3 7 . 8 0 % % s S % s % 8.0 0 8 .2 0 8 . 40 8 .6 0 9 .0 0 9.40 9.8 0 - s 5.1 3 Occupation and industry division and 9 .4 0 9.80 ove r “ ~ *23 ” 7.2 0 7 .4 0 7.6 0 7 .8 0 8 .0 0 8.2 0 8.4 0 8 .6 0 9.30 8 8 3 3 3 3 2 2 3 3 18 18 4 4 3 3 - _ _ _ " 12 12 - - 6 6 - - 3 3 9 “ 3 3 10 10 2 2 19 19 71 71 _ 3 3 6 _ - 6 ” 12 12 12 2 2 - 2 2 2 6 6 6 - 6 12 ~ 12 12 2 **17 ~ 5 12 2 12 2 _ _ - - i i - - - - - ALL WORKERS MAINTENANCE ELECTRICIANS -----------------MANUFACTURING ------------------------------------- 8.2 7 7.6 5 8 . 33 8.00 7 .3 3 7 .0 4 - 9.81 8.33 MAINTENANCE MACHINISTS ----------------------MANUFACTURING ------------------------------------- 8.3 2 8.1 7 8 .4 4 8.3 3 8 .2 5 8 .0 0 - 8.86 8.44 _ 7.2 8 7.3 0 7.5 0 7 .5 0 6 .3 4 6 .3 4 - 8.33 8.33 35 35 10 10 6 3 MAINTENANCE MECHANICS (MOTOR VEHICLES) ---------------------------------MANUFACTURING ------------------------------------NONMANUF A C T U R I N 6 -----------------------------PUBLIC UT IL I T IE S ------------------------- 7.7 1 7.3 2 7 .9 4 8.6 7 7 .5 0 7 .2 7 7.8 0 9 .0 5 6 .8 8 6 .0 5 6 .8 8 7 .8 0 - 8.75 8.00 9. 9.75 4 4 - 12 12 10 4 6 MAINTENANCE TRADES HELPERS ------------- 5.9 3 6 .5 8 5 .0 5 - 6.95 - 2 STATIONARY ENGINEERS --------------------------NONMANUFACTURING ------------------------------ 7.3 9 7.5 1 7 .3 0 7 .6 0 7 .0 0 6 .8 8 - 7.65 8.13 _ _ - - BOILER TENDERS -----------------------------------------MANUFACTURING ------------------------------------- 7 .3 4 7.3 4 8 .3 3 8.3 3 6 .0 9 6 .0 9 - 8.33 8.33 3 3 - 8 8 MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ------------------------------------- * ** t - 269 262 W o r k e r s w er e at $ 9 . 8 0 to $ 10 .2 0. W o r k e r s w er e di stributed as foll ow s: W o r k e r s w er e di stributed as follow s: 12 at $ 9. 80 to $ 10.20; and 5 at $ 10.6 0 to $ 11. 10 at $ 4 . 4 0 to $ 4 . 5 0 ; and 7 at $ 5 to $ 5 . 1 0 . See footnotes at end of t ab le s . 7 1 i 4 - - “ - 2 2 4 8 8 19 17 24 24 26 26 _ _ _ - - 19 10 9 3 1 1 9 9 - 7 3 4 - 4 4 4 20 20 - - 2 - 8 - _ _ 3 3 _ - 2 2 - - _ - - 16 - 3 - - - 10 4 4 2 2 13 2 _ - " 5 5 - - - - - _ 21 21 - “ - Table A -5 . Hourly earnings of m aterial movement and custodial workers in Fresno, Calif., June 1978 H ourly eam ings 4 N u m b er of w o r k e r s rec eiving st ra ig h t -t i m e hourly earnings of— S M ean 2 Median2 M iddle range 2 S s % s S s S S s 3 .8 0 4.0 0 4.4 0 4.6 0 4.8 0 5 .6 0 6.0 0 6.4 0 7 .2 0 S 7.60 s 3 .6 0 s 6 . 80 % 3 .4 0 s 5.2 0 S 3 .2 0 S 4.20 % 2 .8 0 * 3 .0 0 % 2.60 8.0 0 8.4 0 8.8 0 1 -------9.2 0 2.80 Occupation and industry division Num ber of w orkers 3.07 3 .2 0 3.4 0 3.6 0 3 .8 0 4.0 0 4.2 0 4.4 0 4 .6 0 1.80 5.2 0 5.6 0 6 .0 0 6.4 0 6.8 0 7 . 20 7.6 0 8 .0 0 8.4 0 8.8 0 9.2 0 9.6 0 - - - 11 11 13 1 12 - 4 2 2 5 2 3 18 4 14 33 7 26 6 16 5 11 9 28 15 63 16 47 5 72 26 46 - 4 4 10 10 16 16 11 5 3 2 28 - 110 110 - - - _ _ _ _ _ _ _ 2 2 42 42 4 4 10 10 - - - 3 2 - - 15 13 _ - 2 2 _ - 4 2 2 - 1 1 8 “ 14 14 6 6 9 9 11 11 - 24 24 - - - - 16 - 84 “ _ 11 4 7 2 2 “ 21 16 5 44 26 18 4 4 40 40 - - 18 18 ~ 1 1 - - - 1 - - - - - - - * and under ALL WORKERS TRUCKORIVERS -------------------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------PUBLIC UTILI TIE S ----------------------------- 4 59 192 267 37 $ 7.1 4 8*31 6.2 9 6.1 0 $ 6.9 6 9.2 6 6.5 3 6.1 5 $ 5 .9 8 6 .9 6 5 .2 5 5 .7 5 - $ 9 .0 3 9 .5 3 7 .2 0 6.1 5 TRUCKORIVERS. MEDIUM TRUCK ------------NONMANUFACTURING ---------------------------------- 93 78 6 .5 1 6.3 4 6.5 3 6.5 3 5 .5 4 5 .9 7 - 6 .6 1 6.5 3 TRUCKDRIVERS. HEAVY TRUCK --------------NONMANUFACTURING ---------------------------------- 164 64 8.1 7 6.1 8 9.5 3 6.3 5 7 .2 0 5 .2 5 - 9.5 3 7 .2 0 TRUCKORIVERS. TRACTOR-TRAILER -----MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 168 66 102 6.8 5 7.3 5 6.5 3 6 .9 6 6 .9 6 7 . 20 6 .5 4 6 .5 4 4 .1 3 - 8.2 5 9 .2 6 8 .2 5 RECEIVERS --------------------------------------------------------MANUFACTURING ----------------------------------------- 55 18 5.1 6 5.0 3 4 .8 5 4 .7 4 4 .6 8 4 .6 8 - 5.2 0 5 .5 7 SHIPPERS ANO RECEIVERS --------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 51 25 26 5.8 9 5.2 8 6 .4 8 6.0 0 5 .4 5 6.8 0 5 .0 8 4 .7 9 6 .0 0 - 6.8 0 5 .8 0 7 .1 3 WAREHOUSEMEN -------------------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 148 83 68 5 .3 6 5 .2 1 5.5 3 5 .0 8 5.0 8 6.0 0 4 .7 0 4 .8 8 4 .6 4 - 6.0 0 5.4 3 6.0 5 MATERIAL HANDLING LABORERS -----------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 147 94 53 4.4 7 5 .0 3 3 .4 9 4 .5 1 4 .6 8 3 .0 0 3 .0 0 4 .5 1 3 .0 0 - 5.3 0 5.8 0 4.0 0 FORKLIFT OPERATORS -----------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 339 245 94 5.3 6 5 .0 7 6 .1 2 5 .0 8 4 .6 8 5.9 3 4 .5 9 4 .5 9 5 .5 3 - 5.9 3 5 .3 7 7 .0 4 _ - _ - - - - - - - - - JANITORS. PORTERS. ANO CLEANERS -----MANUFACTURING ----------------------------------------NONMANUFACTURING ---------------------------------- 376 105 271 4 .2 1 4.5 8 4.0 6 3 .9 0 4.51 3 .9 0 3 .9 0 4 .0 8 3 .9 0 - 4 .5 1 5.0 2 3 .9 0 7 1 6 1 1 6 - 5 29 6 23 _ _ _ _ 6 " 12 _ 10 - 10 _ - _ 40 40 2 ~ - - - - - 6 12 - " - " - _ _ 2 - 1 1 1 - - 1 1 - - “ - - - 18 3 2 - 5 4 - - 16 9 4 2 2 _ _ - 2 2 - 5 4 i 6 6 4 4 5 5 10 4 6 12 12 - - 2 2 - - - - _ - - 27 7 20 36 36 - 12 10 2 4 40 10 30 _ 13 7 6 _ _ - - - - - - - - 24 17 7 11 11 12 10 2 2 2 12 12 “ - 20 20 - - - “ 3 3 ~ - - - 42 42 55 37 18 20 2 18 20 20 6 6 24 15 12 3 3 _ _ _ _ - - - - - - - 1 1 - 8 8 - _ 1 3 - - - 1 3 2 1 1 1 - 3 3 - i i - 8 8 - 13 1 12 10 10 8 8 2 2 55 55 - - - 16 12 4 - “ 38 37 1 11 _ 9 - 2 - 15 9 6 15 13 2 25 10 15 3 2 1 57 32 25 " - - - _ _ _ _ 1 - - - - - - - - 6 11 3 8 31 7 24 2 2 - 4 2 i See footnotes at end of tables. 11 8 177 3 17 4 1 - 3 “ - - 4 3 - “ ~ 3 3 24 6 3 3 - - - 6 6 - 18 9 9 3 ~ 9 - - _ ~ - - - - * i 8 “ ~ “ 3 - ~ “ - ~ Table A-6. Average hourly earnings of maintenance, toolroom powerplant, material movement, and custodial workers, by sex, in Fresno, Calif., June 1978 Average (mean2) hourly earnings4 Sex, 3 occupation, and industry division N ber um Sex, 3 occupation, and industry division MAINTENANCE. TOOLROOM. AND PONERPLA NT OCCUPATIONS - M EN MAINTENANCE ELECTRICIANS ---------------------MANUFACTURING ---------------------------------------- of workers Average (m e a n !) hourly earnings4 MATERIAL MOVEMENT ANO CUSTOOIAL OCCUPATIONS - MEN— CONTINUED 70 46 $ 8.2 7 7.6 5 TRUCKDRIVERS - CONTINUED TRUCKORIVERS. TRACTOR-TRAILER — MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ 168 66 102 $ 6 .8 5 7.3 5 6.5 3 MAINTENANCE MACHINISTS --------------------------MANUFACTURING ---------------------------------------- 40 31 8.3 2 8.1 7 MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ---------------------------------------- 269 262 7.2 8 7 .3 0 RECEIVERS -----------------------------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ 42 18 24 5.3 5 5.0 3 5.5 9 MAINTENANCE MECHANICS (MOTOR VEHICLES 1 -------------------------------------MANUFACTURING ---------------------------------------NONMANUFACTURING ---------------------------------PURLIC UT ILITIES ----------------------------- 133 49 81 50 7.7 1 7.3 2 7.9 4 8.6 7 SHIPPERS ANO RECEIVERS ----------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ 51 25 26 5.8 9 5.2 8 6.4 8 MAINTENANCE TRAOES HELPERS ------------------ 43 5.9 3 WAREHOUSEMEN ----------------------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------- 147 79 68 5.3 7 5 .2 3 5.5 3 statio nary e n g i n e e r s -------------------------------NONMANUFACTURING ---------------------------------- 33 15 7.3 9 7.5 1 BOILER TENOERS --------------------------------------------MANUFACTURING ----------------------------------------- 38 38 7 .3 4 7 .3 4 MATERIAL HANDLING LABORERS -------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------- 147 94 53 4.4 7 5.0 3 3.4 9 FORKLIFT OPERATORS --------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------ 3 39 245 94 5.3 6 5.0 7 6.1 2 JANITORS. PORTERS. AND CLEANERS — MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------- 314 95 219 4.2 5 4.6 3 4.0 8 62 4.0 0 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - MEN TRUCKDRIVERS ---------------------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING -----------------------------PUBLIC UT ILITIES -------------------------- 4 59 192 267 37 7 .1 4 8.3 1 6 . 29 6 .1 3 TRUCKDRIVERS. MEOIUM TRUCK ---------NONMANUFACTURING ------------------------------ 93 78 6.5 1 6.3 4 TRUCKDRIVERS. HEAVY TRUCK -----------NONMANUFACTURING ------------------------------ 164 64 8 . 17 6.1 8 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - WOMEN JANITORS. See footnotes at end of tabl es. 9 PORTERS. AND CLEANERS - Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts. for selected occupational groups in Fresno, Calif., for selected periods Industry and occupational group 5 June 1975 to June 1976 June 1976 to June 1977 June 1977 to June 1978 A l l industries: Office c l e r i c a l ____________ ____________________________ E le ctr on ic data p r o c e s s i n g ________ _____ _________ Industrial n ur s es _________________________________________ Skilled maintenance tra des _____________________________ Unskilled plant w o r k e r s . ____________________________ 7.8 6.7 6.8 ( 6) ( 6) 10.1 8.4 ( 6) ( 6) 9.2 6.6 ( 6) ( 6) 6.2 7.0 Manufacturing: Office c l e r i c a l ____________________________________________ E le ctr on ic data p r o c e s s in g _____________________________ Industrial n ur s es ____________________ _____ _________ Skilled maintenance tra de s _____________________________ Unskilled plant w o r k e r s . __ ______ __________________ ( 6) ( 6) ( 6) 10.4 8.2 ( 6) ( 6) ( 6) 9.7 5.2 ( 6) ( 6) ( 6) 5. 7 5.6 7.1 7.1 7.0 (‘ ) ( 6) ( 6) (‘ ) ( 6) ( 6) (*) ( 6) ( 6) Nonmanufacturing: Office c l e r i c a l . _________________ ____________________ E le ct r on ic data p r oc e s si ng _____________________________ Industrial n u r s es _________________________________________ Unskilled plant w o r k e r s . ____________________________ See footnotes at end of tables. A re vi s e d descr ipt ion fo r c om put er op erators is being introduced in this ar ea in 1978. The r evi se d des cription is not c on si d ere d equivalent to the previous description. T h er ef or e , the earnings of c om put er op erators a r e not used in computing percent inc r ea s es for the el ec tro ni c data p r oc e s s in g group. 10 B. Establishment practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Fresno, Calif., June 1978 Inexperienced typists Manufacturing ■ i n i m u m w ee kl y s t r a i g h t - t i m e s a l a r y 7 M Nonmanufacturing 40 45 XXX A ll schedules STUDIED ------------------------- 12 0 ESTABLISHMENTS HAWING A SPECIFIED MINIMUM --------------------------------------------------------------- 22 8 7 1 2 2 3 5 _ - - - UNDER $ 1 0 5 . 0 0 ---------------------------------------------$ 1 0 5 . 0 0 ANO UNDER $ 1 1 0 . 0 0 -----------------5 1 1 0 - 0 0 AMO UMOER 5 1 1 5 . 0 3 -----------------$ 1 1 5 . 0 0 ANO UNDER $ 1 2 0 . 0 0 -----------------$ 1 2 0 . 0 0 AND UNDER $ 1 2 5 . 0 0 -----------------$ 1 2 5 . 0 0 ANO UNDER $ 1 3 0 . 0 0 -------------$ 1 3 0 . 0 0 AND UNDER $ 1 3 5 . 0 0 -------------$ 1 3 5 . 0 0 AND UNDER $ 1 4 0 . 0 0 -------------$ 1 4 0 . 0 0 AND UNOER $ 1 4 5 . 0 0 -------------$ 1 4 5 . 0 0 ANO UNOER $ 1 5 0 . 0 0 -------------$ 1 5 0 . 0 0 AND UNOER $ 1 5 5 . 0 0 -------------$ 1 5 5 . 0 0 AND UNOER $ 1 6 0 . 0 0 -------------$ 1 6 0 . 0 0 ANO UNDER $ 1 6 5 . 0 0 -------------$ 1 6 5 . 0 0 ANO UNDER $ 1 7 0 . 0 0 -------------$ 1 7 0 . 0 0 AND UNDER $ 1 7 5 . 0 0 -------------$ 1 7 5 . 0 0 AND OVER ------------------------------ 2 1 2 1 XXX 14 9 1 2 2 i 4 - ~ 1 1 1 1 1 3 - 1 - 1 - 2 1 1 1 - - ~ ~ 4 1 1 1 - ~ XXX 1 2 2 1 1 B a s e d on standard weekly hours 9 of— All indust ries - - 40 119 45 XXX 74 XXX 36 14 13 22 17 4 - 1 1 5 _ 1 2 1 - 1 6 _ 6 2 1 2 4 5 2 2 3 3 l i 4 1 1 i 3 1 2 1 1 1 1 2 1 i 4 i 1 - 40 3 7 Vs 3 3 i 3 1 1 XXX - 1 - - 1 1 - - - 1 - i 1 - - - A ll schedules A ll schedules 3 7 Vs - - 2 1 1 1 75 40 Nonmanufacturing Manufacturing B ase d on standard wee kly hours 9 of— A ll industries A ll schedules ESTABLISHMENTS Other inexperienced c le r ic a l w or k er s 8 - - 3 3 - 1 3 1 ~ 1 1 ~ - 1 1 ~ “ ESTABLISHMENTS HAVING NO SPECIFIED MINIMUM ------------------------------------------------ 11 5 XXX 6 XXX xxx 25 12 XXX 13 XXX XXX ESTABLISHMENTS UHICH DIO NOT EMPLOY WORKERS IN THIS CATEGORY ----------------- 87 32 XXX 55 XXX XXX 58 14 xxx 34 xxx xxx 1 - Se e footnotes at end of t abl es. 11 - - - Table B-2. Late-shift pay provisions for full-tim e manufacturing production and related workers in Fresno, C alif., June 1978 ( A ll f u l l - t i m e manufacturing production and related w o r k e r s = 100 p ercent) W o r k e r s on late shifts A l l w or k er s 10 Second shift Third shift Second shift Th ird shift PERCENT OF WORKERS IN ESTABLISHMENTS (JITH LATE SHIFT PROVISIONS 87.9 63.3 1 8 .3 7 .2 UITH NO PAY DIFFERENTIAL FOR LATE SHIFT UORK WITH PAY DIFFERENTIAL FOR LATE SHIFT UORK — UNIFORM CENTS-PER-HOUR DIFFERENTIAL -------------UNIFORM PERCENTAGE DIFFERENTIAL ----------------------OTHER DIFFERENTIAL ----------------------------------------------------- 10.4 77 .6 6 9 .0 6.1 2.5 3.1 60 .2 50.1 6.1 4 .3 1.2 17.1 15 .0 1.9 .2 .4 6 .8 6 .3 .4 .i 16 . 6 8.0 20.8 12.0 16 .7 8 .0 22 .6 12 .0 AVERAGE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------------UNIFORM PERCENTAGE DIFFERENTIAL ---------------------------PERCENT OF WORKERS BY TYPE ANO AMOUNT OF PAY DIFFERENTIAL UNIFORM 10 11 12 15 16 17 18 19 20 22 25 28 35 50 c e n t s - p e r - hour: CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------ANO UNDER 18 CENTS ---------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------CENTS ---------------------------------------------------------------------- UNIFORM p e r c e n t a g e : 8 PERCENT -----------------------------------------------------------------12 PERCENT ----------------------------------------------------------------- 10.8 3 .6 5 .0 19 .4 2.0 3 .1 2.6 ~ 13.9 4 .0 2.8 1 .7 “ 6 .1 14.8 3.6 3.1 ~ 2 .9 9 .6 2 .0 8 .9 2.8 2 .3 _ 6 .1 See footnote at end of tables. 12 1.0 1.0 1.2 6.2 .8 1.3 1.5 .8 .7 .5 " 1.9 •6 1 .0 •6 2 .9 .5 .7 _ .4 Table B-3. Scheduled w eekly hours and days of full-tim e first-shift workers in Fresno, C alif., June 1978 Production and related w or k er s Offic e w or k er s It em A ll industries Manufacturing Nonmanufacturing Public utilities A ll industries Manufacturing Nonmanufacturing Public utilities 1QP 10 0 100 PERCENT OF WORKERS BY SCHEDULED WEEKLY HOURS AND DAYS ALL FULL-TIME 35 36 37 37 40 42 44 50 WORKERS — -------------------- HOURS—5 DAYS ---------------------------------------------1 / 3 HOUR S—5 D A Y S ------------------------------------HOURS-5 D A Y S ---------------------------------------------1 / 2 HOURS—5 O A Y S ------------------------------------HOURS -------------------------------------------------------------4 DAYS -----------------------------------------------------------5 DAYS -----------------------------------------------------------HOURS-5 DAYS ---------------------------------------------HOURS-5 1 / 2 OAYS ------------------------------------HOURS— OAYS ---------------------------------------------6 100 100 100 1 0 0 ................ 3 5 - - - _ 1 - .100 3 15 ao 1 8 86 1 84 i 1 (12) _ 93 3 90 2 - - 3 _ _ - 21 76 11 89 - 24 72 72 _ 3 80 - 98 76 - _ - _ 89 - 1 <12> _ - 100 100 - 2 - - - - 39.4 39 .7 39 .3 40 .0 _ - 98 - - _ AVERAGE SCHEDULED WEEKLY HOURS ALL WEEKLY WORK SCHEDULES ----------------------- S ee fo o tn o te 39 .7 39.8 39 .6 4 0 .2 at en d o f ta b le s . 13 Table B-4. Annual paid holidays for full-tim e workers in Fresno, C alif., June 1978 Pr oduction and related w or k ers Of fi ce w o r k e r s Ite m A ll industries per ce nt of M anuf actur ing Nonmanufacturing Public utilities A ll industries Manufacturing Nonmanufacturing Public utilities 100 100 10 0 100 100 <121 _ workers WORKERS ------------------ 100 10 0 10 0 IN ESTABLISHMENTS NOT PROVIDING PAID HOLIDAYS --------------------------------------IN ESTABLISHMENTS PR0VIDIN6 PAID HOLIDAYS --------------------------------------- 2 - 5 1 <121 98 10 0 95 99 99 10 0 99 100 8 .3 8 .7 8 .0 9 .9 9 .3 9 .1 9 .4 9 .8 - - - <121 <121 <121 <121 - - - - - - _ - - ALL FULL-TIME a ve r a g e n umber of paid - holidays FOR WORKERS IN ESTABLISHMENTS PROVIDING HOLIDAYS ---------------------------PERCENT OF WORKERS BY NUMBER OF PAID HOLIDAYS PROVIOEO 6 7 1 2 HALF DAYS ----------------HALF DAYS ----------------HOLIDAY ---------------------HOLIDAYS ------------------PLUS A HALF DAYS 3 HOLIDAYS ------------------A HOLIDAYS ------------------5 HOLIOAYS -------------------PLUS 5 HALF DAYS 6 HOLIOAYS -------------------PLUS 2 HALF DAYS 7 HOLIDAYS -------------------PLUS 2 HALF DAYS B HOLIDAYS -------------------PLUS 1 HALF DAY 9 HOLIDAYS -----------------PLUS 1 HALF OAY ID HOLIOAYS ----------------11 HOLIDAYS ----------------12 HOLIDAYS ----------------13 HOLIDAYS ----------------- 1 i 2 1 i i 2 1 2 3 1 9 2 2D 1 <121 ~ 2 3 2 ~ 3 3 25 2 2 3 1 1 - <121 <121 3 6 1 14 2 - 3 16 6 10 ~ 22 26 20 ~ ~ ~ 21 7 1 25 8 2 19 7 98 96 95 93 92 90 89 86 76 74 52 52 30 30 9 i 100 99 99 97 97 94 92 92 89 89 61 61 35 35 11 2 ~ <121 <121 <121 95 93 92 90 88 86 86 80 64 61 45 45 25 25 7 46 32 - 1 1 11 <121 11 10 11 20 18 6 3 7 1 1 2 <121 <121 - 1 - - _ - 1 1 13 - - - - 3 1 22 ~ 21 - 41 7 1 8 13 9 25 12 5 4 9 3 8 - 14 - 49 26 - PERCENT OF WORKERS BY TOTAL PAID HOLIDAY TIME PROVIOEO131 1 DAY OR MORE --------2 DAYS OR MORE ------3 DAYS OR MORE ------3 1 / 2 OAYS OR MORE 4 0»YS OR MORE ------5 DAYS OR MORE ------6 DAYS OR MORE ------7 DAYS OR MORE ------7 1 / 2 DAYS OR MORE 8 OAYS OR MORE ------8 1 / 2 DAYS OR MORE 9 DAYS OR MORE ------9 1 / 2 OAYS OR MORE 10 DAYS OR MORE — 11 OAYS OR MORE — 12 DAYS OR MORE — 13 DAYS ----------------------- 99 99 99 99 99 99 97 97 95 95 88 88 78 78 32 - ' S e e f o o t n o t e s at e n d o f t a b l e s . 14 99 99 99 99 99 99 99 98 86 86 75 65 54 34 16 10 7 10 0 99 99 99 99 98 96 96 94 94 70 70 49 49 8 i 99 99 99 99 99 99 99 98 85 85 77 64 55 30 18 13 9 100 100 100 100 10 0 100 99 99 96 96 88 88 75 75 26 - Table B -5. Paid vacation provisions for full-tim e workers in Fresno, C alif., June 1978 Production and rela ted w or k er s Of fi ce w o r k e r s It e m A ll industries Manufacturing Nonmanufacturing Public utilities A ll industries Manufacturing Nonmanufacturing Public utilities PERCENT OF WORKERS 100 100 1 3 99 88 11 97 80 17 100 95 5 6 MONTHS OF SERVICE: UNDER 1 WEEK -------------------------1 WEEK --------------------------------------OVER 1 AND UNDER 2 WEEKS 5 18 1 5 11 1 YEAR OF SERVICE: UNDER 1 WEEK -------------------------1 WEEK ---------------------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- 1 66 ( 12 1 27 2 2 3 70 1 18 3 3 2 YEARS OF SERVICE: UNDER 1 WEEK -------------------------1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 ANO UNDER 3 WEEKS 3 WEEKS -------------------------------------- 1 19 74 2 2 ALL FULL-TIHE WORKERS --------------- IN ESTABLISHMENTS NOT PROVIDING PAID VACATIONS ---------------------------------IN ESTABLISHMENTS P R0 V I0 IN 6 PAID VACATIONS ---------------------------------LENGTH-OF-TIME PAYMENT ------------PERCENTAGE PAYMENT ----------------------AMOUNT OF PAID 100 100 10 0 10 0 100 100 <12> 1 _ _ 100 98 2 99 99 1 99 99 i 100 99 i 10 0 100 6 24 2 43 ( 12 1 44 ( 12 1 25 1 (12 1 49 (12 1 62 29 - - VACATION AFTER: 14 34 39 29 25 33 - - 34 2 2 70 63 1 3 59 2 9 65 (12) 1 65 2 25 64 3 3 14 83 2 2 3 92 5 3 92 1 3 a 80 2 9 2 96 (121 2 1 93 1 6 87 2 2 2 6 83 3 3 6 90 2 2 2 93 1 4 4 84 2 9 1 96 (12) 3 UNOER 1 WEEK -------------------------1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNOER 3 WEEKS 3 WEEKS -------------------------------------- 1 6 86 2 3 2 6 81 3 5 6 90 2 2 2 93 1 5 4 81 2 12 1 96 (12) 3 5 YEARS OF SERVICE: UNOER 1 WEEK -------------------------1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNOER 3 WEEKS 3 WEEKS -------------------------------------A WEEKS -------------------------------------- 1 4 63 3 26 2 2 1 72 1 18 3 1 39 1 55 4 1 72 2 16 9 1 30 (12) 66 2 3 a YEARS OF SERVICE: UNDER 1 WEEK -------------------------1 WEEK ---------------------------------------2 WEEKS ------------------------------------OVER 2 ANO UNDER 3 WEEKS 3 WEEKS -------------------------------------years of ~ 5 - - 6 _ _ - 6 _ - 95 5 - 94 6 servic e: 95 5 - 6 _ - 6 56 5 33 1 88 7 5 S e e f o o t n o t e s at e n d o f t a b l e s . - 94 15 - 92 - 3 6 Table B-5. Paid vacation provisions for full-tim e workers in Fresno, C alif., June 1978— Continued Production and related w or k er s O ff ic e w o r k e r s It em A ll industries Manufacturing Nonmanufacturing Public utilities A ll industries Manufacturing Nonmanufacturing Public utilities AMOUNT OF PAID VACATION AFTER14 CONTINUED 10 YEARS OF s e r v i c e : UNDER 1 WEEK -------------------------------1 WEEK ---------------------------------------------2 WEEKS -------------------------------------------OVER 2 AND UNDER 3 WEEKS — 3 WEEKS ------------------------------------------OVER 3 AND UNOER 4 WEEKS — 4 WEEKS ------------------------------------------- 12 years of 1 20 25 se rv ic e : YEARS OF SERVICE: UNOER 1 WEEK -------------------------------1 WEEK ---------------------------------------------2 WEEKS -------------------------------------------OVER 2 AND UNOER 3 WEEKS — 3 WEEKS -------------------------------------------OVER 3 AND UNDER 4 WEEKS — 4 WEEKS -------------------------------------------5 WEEKS -------------------------------------------YEARS OF SERVICE: UNDER 1 WEEK -------------------------------1 WEEK ---------------------------------------------2 WEEKS -------------------------------------------OVER 2 AND UNOER 3 WEEKS — 3 WEEKS -------------------------------------------OVER 3 AND UNOER 4 WEEKS — 4 WEEKS -------------------------------------------OVER 4 AND UNOER 5 WEEKS — 5 WEEKS -------------------------------------------6 WEEKS -------------------------------------------YEARS OF SERVICE:* UNOER 1 WEEK --------------------------------1 WEEK ---------------------------------------------2 WEEKS -------------------------------------------OVER 2 ANO UNDER 3 WEEKS — 3 WEEKS -------------------------------------------4 WEEKS -------------------------------------------5 WEEKS -------------------------------------------6 WEEKS -------------------------------------------- * i 71 6 6 6 i 4 8 i 73 4 8 UNDER 1 WEEK -------------------------------1 WEEK ---------------------------------------------2 WEEKS ------------------------------------------OVER 2 AND UNOER 3 WEEKS — 3 WEEKS -------------------------------------------OVER 3 AND UNOER 4 WEEKS — 4 WEEKS -------------------------------------------5 WEEKS -------------------------------------------15 2 1 9 4 ii 2 72 3 E st i m at e s See fo o tn o te s of prov is ion s ~ 69 6 9 ~ i 2 1 5 49 i 37 2 _ 5 1 4 (12 1 83 3 8 _ _ 1 94 - 6 7 2 77 1 7 1 ~ 84 6 8 - 4 5 i 45 1 41 1 1 4 5 1 30 (12 ) 45 1 11 2 1 5 « 27 - 48 2 11 _ _ 6 6 2 42 1 44 _ 6 6 2 32 ( 12 1 42 ~ 12 6 70 _ 1 7 89 “ 3 2 of s e r v i c e _ _ i 1 4 5 1 30 24 28 1 6 6 2 32 22 32 1 - 5 27 37 23 2 are identical. i 4 (12) 81 3 10 (12) . 1 1 ~ 23 ' fo r longer p eriods a t en d o f t a b le s 2 1 10 6 12 2 74 (12* 6 1 ~ 7 9 80 3 3 (12) 25 (12) 69 (12) _ 1 3 (12) 10 (12) 80 - 5 (12) 1 9 75 - 14 1 3 (12) 85 4 7 3 - 91 - 6 _ i 9 72 17 ~ 1 3 (12) 83 4 8 1 - 3 - 90 (12) 6 _ 1 7 38 1 52 1 2 (12) 21 (12) 74 1 _ 1 2 (12) 8 (12) 84 _ 3 _ 28 (12) 69 “ _ 1 7 - 19 - 62 _ 3 - 3 _ 93 - - _ 10 3 1 “ ~ _ 1 3 (12) 10 54 30 1 _ 1 7 - 19 46 24 3 1 2 (12) 8 57 31 1 1 _ 3 _ 3 6 87 1 Table B-6. Health, insurance, and pension plans for fu ll-tim e workers in Fresno, Calif., June 1978 Of fi ce w or k er s P roduction and rel ated w or k er s Item A ll industries Manufacturing Nonmanufactur ing Public utilities A ll industries Manufacturing Nonmanufacturing Public utilities PERCENT OF WORKERS ALL FULL-TINE WORKERS ------------- too 100 10 0 10 0 10 0 100 99 100 99 10 0 99 72 94 81 97 90 93 79 99 72 76 72 70 68 78 68 90 82 74 64 74 72 53 65 93 92 81 95 95 13 13 10 10 15 15 48 46 16 15 20 17 15 15 39 17 10 0 100 97 96 86 84 89 77 76 74 60 IN ESTABLISHMENTS PROVIDING AT LEAST ONE OF THE BENEFITS SHOWN BELOW1 5 ---------------------------------------- 97 LIFE INSURANCE ------------------------------------NONCONTRIBUTORY PLANS ---------------- 88 80 ACCIDENTAL DEATH AND OISHEHBERNENT INSURANCE -------------NONCONTRIBUTORY PLANS ---------------- 76 73 SICKNESS AND ACCIDENT INSURANCE OR SICK LEAVE OR BOTH1 6 ---------------- too SICKNESS AND ACCIDENT INSURANCE -----------------------------------------NONCONTRIBUTORY PLANS -----------SICK LEAVE (FULL PAY AND NO WAITING PERIOD) ---------------------------SICK LEAVE (PARTIAL PAY OR WAITING PERIOD) ---------------------------- 31 23 38 87 82 74 84 95 23 23 23 4 10 5 11 (12) LONG-TERN DISABILITY INSURANCE ----------------------------------------------NONCONTRIBUTORY PLANS ---------------- 21 16 21 19 20 15 72 64 62 46 50 40 65 48 65 63 HOSPITALIZATION INSURANCE -----------NONCONTRIBUTORY PLANS ---------------- 97 86 97 91 96 81 100 72 99 49 10 0 86 99 38 10 0 72 SURGICAL INSURANCE ---------------------------NONCONTRIBUTORY PLANS ----------------- 97 86 97 91 96 81 100 72 99 49 10 0 86 99 38 10 0 72 MEDICAL INSURANCE ------------------------------NONCONTRIBUTORY PLANS ----------------- 94 85 97 91 92 81 97 69 97 48 10 0 86 96 38 99 71 MAJOR MEDICAL INSURANCE ----------------NONCONTRIBUTORY PLANS ----------------- 97 86 97 91 96 81 100 72 99 49 100 86 99 38 10 0 72 DENTAL INSURANCE --------------------------------NONCONTRIBUTORY PLANS ----------------- 66 59 74 70 58 49 97 77 65 35 73 60 63 28 97 71 RETIREMENT PENSION ----------------------------NONCONTRIBUTORY PLANS ----------------- 72 64 66 59 77 69 85 82 84 70 86 65 83 72 71 70 S e e fo o t n o t e s at en d o f t a b le s . Table B-7. Life insurance plans for full-tim e workers in Fresno, C alif., June 1978 Production and related w or k ers A l l industries Office w o r k e r s Manufacturing A l l industries Manufacturing It em All plans 1 7 None contributory plans 1 7 All p l a n s 17 Noncontributory plans 1 7 All plans 1 7 68 45 Noncontributory plans 17 All plans 17 Noncontributory plans 1 7 TYPE OF PLAN ANO AMOUNT OF INSURANCE ALL FULL-TIME WORKERS ARE PROVIDED THE SAME FLAT-SUM DOLLAR AMOUNT: PERCENT OF ALL FULL-TIME WORKERS 18--------------------------amount of i n s u r a n c e p r o v i o e d : 19 MEAN ------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT 1 -----------------------MIOOLE RANGE ( 8 0 PERCENT) ------------------------ AMOUNT OF INSURANCE IS RASEO ON A SCHEDULE WHICH 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 amount 69 * 5 • 500 *5.0 00 *3 *0 0 0 - 6*000 * 2 .0 0 0 -1 0 .0 0 0 67 *5.5 00 *5.0 00 * 3 .0 0 0 - 6 .0 00 * 2 .0 0 0 -1 0 .0 0 0 70 *4.8 00 *5.0 00 * 2 .5 0 0 - 5.0 0 0 * 2 .0 0 0 - 7.5 0 0 *4.8 00 *5 .0 00 * 2 .0 0 0 - 5.0 00 * 2 .0 0 0 - 7.5 0 0 *4.1 00 *3.0 00 * 2 .0 0 0 - 5.0 00 * 2 .0 0 0 - 6.0 0 0 40 *3.9 00 *3.0 00 * 2 .0 0 0 - 5 .0 0 0 * 2 .0 0 0 - 6.0 00 21 * 5 .2 0 0 * 5 .0 3 0 * 5 .3 0 0 - 5 .0 0 0 * 2 .0 0 0 -1 0 .0 0 0 18 * 5 .3 0 0 *5.0 00 * 5 .0 0 0 - 5 .0 0 0 * 2 .0 0 0 -1 0 .0 0 0 of f or a s p e c i f i e d l e n g t h of s e r v i c e : PERCENT OF ALL FULL-TIME WORKERS18--------------------------AMOUNT of i n s u r a n c e p r o v i d e d 19 a f t e r : 6 MONTHS OF SERVICE: m e a n ------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCFNT) -----------------------MIOOLE RANGE ( 8 0 PERCENT) -----------------------1 YEAR OF SERVICE: m e a n ------------------------------------------------------------------------m e d i a n --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -----------------------MIOOLE RANGE ( 8 0 PERCENT) -----------------------5 YEARS OF SERVICE: m e a n ------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -----------------------MIDDLE RANGE ( 8 0 PERCENT) -----------------------i d y e a r s of s e r v i c e : ME AN ------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) ------------------------MIOOLE RANGE ( 8 0 PERCENT) -----------------------20 YEARS OF SERVICE: m e a n ------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIOOLE RANGE ( 5 0 PERCENT) -----------------------MIDDLE RANGE ( 8 0 PERCENT) ------------------------ in sura n ce 3 3 9 (6 (6 (6 (6 1 1 * 1 (6) (6) (61 (6) (61 (61 (6* (61 (61 (61 ( 61 ( 61 (6 (6 (6 <6 (6» (61 (61 (6 * (6 (6 (6 (6 1 1 ) 1 (6 ) (6 > (6) (6) (6) ( 61 ( 61 ( 61 (6) 16* €6* ( 61 C * 6 (6 1 (6 1 (6 1 (6) (6» (6) (6) (6* C6* (6) (6) (6 (6 (6 (6 1 1 * ) (6) (6) (6) (6) (6) (6) (6) ( 61 ( 61 (6) ( 61 ( 61 (6 (6 16 (6 (6 ) (6 > (6) (6 > C6 * (6 1 (6) (6) (6* (6 * <6* (6 ) (6 (6 <6 (6 1 • * ) (61 ( 61 (61 (6) (6 1 (6) (61 ( 61 16* ( 61 <6* (6 1 (61 (6 1 (6 1 (6 1 (6) (6) (6 ) (6 > (6) C6 1 (6) (6) (6) (61 (6) (61 (6 <6 (6 (6 1 * * * (61 ( 61 (6) (6) ( 61 (61 (61 ( 61 16* (6) €6* (6 1 (6 (6 (6 (6 2 3 (6) (6 > (6 > (6 ) 16* (6) (6) (6) (6) (6) (6) (6) (6 > (6 ) (6) (6) (6» (6) (6) (6> (6) (6) (6 ) (6 ) See footnotes at end of t a b l e s . 9 3 2 18 I 1 • * 1 I * 1 * » l 1 Table B-7. Life insurance plans for full-tim e workers in Fresno, C alif., June 1978— Continued O ffic e w o r k e r s P r o d u c t io n an d r e la t e d w o r k e r s A l l in d u s t r i e s M a n u f a c t u r in g M a n u fa c t u r in g A l l in d u s t r ie s Item A ll p la n s 1 7 N o n co n trib u to r y p la n s 17 A ll p la n s 17 6 3 3 N o n co n trib u to r y p la n s 17 A ll p la n s 17 N o n co n trib u to r y p la n s 17 A ll p la n s 17 N o n co n trib u to r y p la n s 17 TYPE OF PLAN AND AMOUNT OF INSURANCE-CONTINUED AMOUNT OF INSURANCE IS BASEO ON A SCHEDULE WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS: PERCENT OF ALL FULL-TIME WORKERS18 -------------------AMOUNT OF INSURANCE PROVIOEO19 I F : ANNUAL EARNINGS ARE * 5 . 0 0 0 : MEA N------------------------------------------------------------------MEDIAN --------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) -----------------MIDDLE RANGE < 80 PERCENT) ----------------ANNUAL EARNINGS ARE SIO' OO O: ME AN------------------------------------------------------------------MEDIAN -------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) ----------------MIDDLE RANGE < 8 0 PERCENT) -----------------ANNUAL EARNINGS ARE * 1 5 . 0 0 0 : MEAN ------------------------------------------------------------------MEDIAN --------------------------------------------------------------MIDDLE RANGE < 5 0 PERCENT) ----------------MIDDLE RANGE < 80 PERCENT) -----------------ANNUAL EARNINGS ARE * 2 0 . 3 0 0 : ME AN-------------------------------------------------------------------MEDIAN --------------------------------------------------------------HIODLE RANGE < 50 PERCENT) ----------------HIOOLE RANGE < 80 PERCENT) ------------------ AMOUNT OF INSURANCE I S EXPRESSED AS A FACTOR OF a n n u a l e a r n i n g s : 20 PERCENT OF ALL FULL-TIME WORKERS 18--------------------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE AMOUNT OF INSURANCE:19 20 ME AN-------------------------------------------------------------------------MEOIAN ---------------------------------------------------------------------MIDDLE RANGE < 5 0 PERCENT) -----------------------MIDDLE RANGE < 80 PERCENT) -----------------------PERCENT OF ALL FULL-TIME WORKERS COVEREO BY PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF INSURANCE ------------------------------------------------------------------------------PERCENT OF ALL FULL-TIME WORKERS COVERED BY PLANS SPECIFYING A MAXIMUM AMOUNT O F INSURANCE ------------------------------------------------------------------------------SPECIFIED MAXIMUM AMOUNT OF INSURANCE:19 MEA N-------------------------------------------------------------------------MEDIAN ---------------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) -----------------------MIDDLE RANGE < 80 PERCENT) ------------------------ AMOUNT OF INSURANCE I S BASEO ON SOME OTHER TYPE of p l a n : PERCENT OF ALL FULL-TIME WORKERS 18--------------------------- 20 16 14 14 *7.0 00 * 5 .0 0 0 *5*0 00 -10 *00 0 * 5 .0 0 0 -1 0 .0 0 0 <6 ) <6 ) C6> f6 ) (6 <6 (6 <6 > > > » *6.2 00 *5.0 00 * 5 * 0 0 0 - 5*000 * 5 .0 0 0 -1 1 .0 0 0 *5*401 *5*000 * 5 * 0 0 0 - 5*000 * 5 .0 0 0 - 5 .3 00 *7 .3 0 0 *5 .0 0 0 * 5 .0 0 0 -1 0 .0 0 0 * 5 .0 0 0 -1 0 .0 0 0 *7 * 300 <5.000 *5*000-10*000 * 5 *0 0 0 -1 0 .0 0 0 * 1 0 .0 0 0 - 2 2 . 0 0 0 *13 .8 0 0 *13 .0 0 0 *1 0 .3 0 0 -2 0 .0 0 0 *10 .0 0 3 -2 0 .0 0 0 <6 ) <6 ) <6 ) <6» <6> <6 1 <6 ) <6 > *23 .700 *20 .000 *12 .500 -4 0.00 0 *1 0 .0 0 0 -4 0 .3 0 0 *24 .5 0 0 *2 0 .0 0 0 *1 2 .5 0 0 -4 0 .0 0 0 *10 .0 0 0 -4 0 .0 0 0 *15 .100 *12 .500 *10 .003 -1 5*00 0 * 1 0 .3 0 0 — 5*000 2 *15 .100 *12 .500 * 10 .000 -1 5.00 0 *1 0 .0 0 0 -2 5 ,0 0 0 *2 2 .500 *1 7 .500 *1 5 . 0 0 0-30.0 00 *1 5 . 0 0 0-30.0 00 * 2 0 .8 0 0 *15 .0 0 0 *1 5 .0 0 0 -3 0 .0 0 0 *1 5 .0 0 0 -3 0 .0 0 0 <6> <6 ) <6 ) <6 ) <6 <6 <6 <6 « ) » > *37 .700 *3 5 .000 *15 .000 -6 5.00 0 *1 5 .0 0 0 -6 5 .0 0 0 * 4 3 .0 0 0 *35 .0 0 0 *1 5 .0 0 0 -6 5 .0 0 0 *1 5 .0 0 0 -6 5 .0 0 0 *22*803 *15*003 *15 *03 0-2 5*0 30 *15*000-45*000 *22 .800 *15 ,000 * 15 .000 -2 5,00 0 * 1 5 » 00 0-45,0 00 *27 .*00 *20 .0 0 3 *2 0 .0 0 0 -4 0 .0 0 0 *20 .000 -4 0.00 0 f 61 <6» 16 > <6 ) <6 <6 <6 <6 ) ) ) * *48*600 *65 .003 *2 0 .3 0 0 -6 5 .0 0 0 * 2 0 .000 -6 5.00 0 *51*000 *65 .000 *2 0 .0 0 0 -6 5 .0 0 0 *2 0 .0 0 0 -6 5 .0 0 0 *32*200 *20*000 *2 3 .0 3 0 -3 5 *3 0 0 *1 7 .5 3 0 -7 5 *0 3 0 *3 2 .200 <20.000 *2 0 .0 0 0 -3 5 .0 0 0 * 1 7 .500 -7 5.00 0 *7.8 00 *6.0 00 *5. 0 0 0 - 1 1 * 0 0 0 * 5 . 00 0-11.0 00 *1 5 .400 *10 .000 S10. 0 0 0 - 2 2 . 0 0 0 13 0.00 0 *2 2 .500 *20.00 0-02.0 00 *2 0 .0 0 0 - 0 2 . 0 0 0 8 1 .2 6 1.0 0 1.0 0 -2 .0 0 .5 0 -2 .0 0 7 8 6 1.0 5 1 .0 0 .5 3 -1 .0 0 .5 0 -2 .0 0 1.0 8 1.0 0 .5 0 -2 .0 0 .5 0 -2 .0 0 8 1.08 1.00 . 50- 2 .0 0 .5 0 -2 .0 0 8 5 1 - - > ) ) > <6> <6 ) <6> <6> - - 3 3 3 19 24 1.5 6 1.5 0 1 .0 0 -2 .0 3 1 .0 0 -2 .0 0 19 1.4 0 1.0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 39 1 .7 8 2 .0 0 1 .5 0 -2 .0 0 1 .0 0 -2 .0 0 34 1.61 1.5 0 1 .5 0 -2 .0 0 1 .0 0 -2 .0 0 21 17 31 27 2 8 1 <6 <6 <6 <6 See footnotes at end of t a b l e s . 3 2 8 7 <6» <6 ) <6 I <6 ) <6> <6> <6 ) <6 » 15 15 *5 4 .900 <6 > <6 1 <6 > 3 4 *4 9 .6 0 0 <6 ) <6 ) <6 • 4 Footnotes Some of these standard footnotes may not apply to this bulletin. 14 Includes payments other than "length of t i m e ," such as percentage of annual earnings or flat-sum payments, converted to an equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week's pay. Periods of service are chosen arbitrarily and do not necessarily reflect individual provisions for progression; for exam ple, changes in proportions at 10 years include changes between 5 and 10 years. Estimates are cumula tive. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3 weeks' pay after fewer years of service. 1 Estimates listed after type of benefit are for all plans for which 5 at least a part of the cost is borne by the employer. "Noncontributory plans" include only those financed entirely by the employer. Excluded are legally required plans, such as w orkers' disability compensation, social s e curity, and railroad retirement. 1 Unduplicated total of workers receiving sick leave or sickness and 6 accident insurance shown separately below. Sick leave plans are limited to those which definitely establish at least the minimum number of days' pay that each employee can expect. Informal sick leave allowances determined on an individual basis are excluded. 17 Estimates under "A ll plans" relate to all plans for which at least a part of the cost is borne by the employer. Estim ates under "Noncontrib utory plans" include only those financed entirely by the employer. 18 For "A ll in d u stries," all full-tim e production and related workers or office workers equal 100 percent. For "M anufacturing," all full-tim e production and related workers or office workers in manufacturing equal 100 percent. 1 The mean amount is computed by multiplying the number of workers 9 provided insurance by the amount of insurance provided, totaling the prod ucts, and dividing the sum by the number of w orkers. The median indicates that half of the workers are provided an amount equal to or sm aller and half an amount equal to or larger than the amount shown. Middle range (50 p er cent)— a fourth of the workers are provided an amount equal to or less than the sm aller amount and a fourth are provided an amount equal to or more than the larger amount. Middle range (80 percent)— 10 percent of the work ers are provided an amount equal to or less than the sm aller amount and 10 percent are provided an amount equal to or m ore than the larger amount. 20 A factor of annual earnings is the number by which annual earnings are multiplied to determine the amount of insurance provided. For example, a factor of 2 indicates that for annual earnings of $ 10,000 the amount of insurance provided is $ 20,000. 1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at reg ular and/or premium rates), and the earnings correspond to these weekly hours. 2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median desig nates position— half of the workers receive the same or more and half r e ceive the same or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 5 Estimates for periods ending prior to 1976 relate to men only for skilled maintenance and unskilled plant workers. A ll other estimates re late to men and women. 6 Data do not meet publication criteria or data not available. 7 Form ally established minimum regular straight-tim e hiring sa l aries that are paid for standard workweeks. 8 Excludes workers in subclerical jobs such as m essenger. 9 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported. 1 Includes all production and related workers in establishments 0 currently operating late shifts, and establishments whose form al provisions cover late shifts, even though the establishments were not currently operating late shifts. 1 Less than 0.05 percent. 1 1 Less than 0.5 percent. 2 1 A ll combinations of full and half days that add to the same amount; 3 for example, the proportion of workers receiving a total of 10 days includes those with 10 full days and no half days, 9 full days- and 2 half days, 8 full days and 4 half days, and so on. Proportions then were cumulated. 20 Appendix A. Scope and Method of Survey In each of the 75 1 areas currently surveyed, the Bureau obtains wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and serv ices. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to be within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3-year intervals. In each of the two intervening years, information on employment and occupational earnings only is collected by a combination of personal visit, m ail questionnaire, and telephone interview from establishments participating in the previous survey. A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sample, less establishments which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In most ca ses, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. 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 establishments 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 itse lf plus three others. An alternate of the same original probability is chosen in the same industry-size classification 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 member that is sim ilar to the m issing unit. 1 Included in the 75 areas are 5 studies conducted by the Bureau under contract. These areas Akron, Ohio; Birmingham, A la.; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, V a.—N .C .; Poughkeepsie—Kingston—Newburgh, N .Y .; and Utica—Rome, N .Y . In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. 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) material 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 -se r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to merit presen tation, or (2) there is possibility of 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 more 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 full-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 cost-of-living 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 measure 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 are 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 composite, areawide estim ates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect 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 more 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. Electronic data processing2 Computer systems analysts, classes A , B , and C Computer program m ers, classes A, B, and C Industrial nurses Registered industrial nurses Skilled maintenance Carpenters Electricians Percent changes for indivic as follows: Skilled maintenance— Continued Painters Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Unskilled plant Janitors, porters, and cle aners M aterial handling laborers areas in the program are computed 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. Wage trends for selected occupational groups 2. 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 employ ment shifts among establishments and turnover of establishments included in survey sam ples. The percent increases, however, are still affected by factors other than wage increases. Hirings, 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 example, 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 time span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages increase at a constant rate between surveys.) 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 ea rlier 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 Occupations used to compute wage trends are: Office clerical Office clerical— Continued Secretaries Stenographers, general Stenographers, senior T ypists, classes A and B File clerks, classes A , B , and C M essengers Switchboard operators Order clerks, classes A and B Accounting clerks, classes A and B B o okke eping - ma chine operators, class B Payroll clerks Key entry operators, classes A and B The incidence of selected establishment practices and supplementary wage provisions is studied for fu ll-tim e production and related workers and office workers. Production and related workers (referred to hereafter as production workers) include working supervisors and all nonsupervisory workers (including group leaders and trainees) engaged in fabricating, processing, assembling, inspection, receiving, storage, handling, pack ing, warehousing, shipping, maintenance, repair, janitorial and guard se r v ic es, product development, auxiliary production for plant's o w n use (e .g ., powerplant), and recordkeeping and other services closely a sso ci ated with the above production operations. (Cafeteria and route workers 2 The earnings o f computer operators are not included in the wage trend computation ior this group. A revised job description is being introduced in this survey which is not equivalent to the previous description. are excluded in manufacturing industries but included in nonmanufacturing industries.) In finance and insurance, no workers are considered to be production w orkers. Office workers include working supervisors and all nonsupervisory workers (including lead workers and trainees) performing clerical or related office functions in such departments as accounting, advertising, purchasing, collection, credit, finance, legal, payroll, personnel, sa le s, industrial relations, public relations, executive, or transportation. Adm inistrative, executive, professional, and part-time employees as well as construction workers utilized as separate work forces are excluded from both the production and office worker categories. Minimum entrance salaries (table B - l ) . Minimum entrance salaries for office workers relate only to the establishments visited. Because of the optimum sampling techniques used and the probability that large establish ments are m ore likely than sm all establishments to have formal entrance 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 production 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 production 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 atid third shifts are summarized separately for (1) establishment policies (an establishment's differentials are weighted by all production workers in the establishment at the time of the survey) and (2) effective practices (an establishment's differentials are weighted by production 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 majority of the production or office workers in an establishment are considered to apply to all production 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 full time 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 if workers who are not required to work are paid for the time off and those required to work receive premium pay or compensatory time off. They are included only if they are granted annually on a formal basis (provided for in written form or established by custom). Holidays in a particular year they fall on a nonworkday granted another day off. Paid personal holiday the automobile and related industries, are included are included even though and employees are not plans, typically found in as paid holidays. 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 basis, percent of annual earnings, flat-sum payment, etc.) and the amount of vacation pay granted. Only basic formal plans are reported. Vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans are excluded. For tabulating vacation pay granted, all provisions are expressed on a time basis. Vacation pay calculated on other than a time 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 production 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 production or office workers by length of service were not obtained. The tabulations of vacation pay granted present, therefore, statistical measures of these provisions rather than proportions of workers actually receiving specific benefits. Health, insurance, and pension plans (tables B -6 and B -7 ). 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 comm 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 insurance 3 are excluded. 3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illness which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan. State fund financing: In California, only employees contribute to the State fund; in New Jersey, employees and employers contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the employees' share and the total contribution required. Private plan financing: In California and New Jersey, employees cannot be required to contribute more than they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided. Federal legislation (Railroad Unemployment insurance Act) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance. 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 iij all industries combined and in manufacturing. Accidental death and dismemberment insurance 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 auid 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 plan s4 which provide for continuing an em ployee's pay during absence from work because of illness. 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. 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 almost always reduced by social security, workers' 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 worker'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 ., $ 5 0 ) 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). Dental insurance plans provide normal dental service benefits, usually for fillings, 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 lifetime annuity. Labor-management agreement coverage The following tabulation shows the percent of full-tim e production and office workers employed in establishments in the Fresno area in which a union contract or contracts covered a m ajority of the workers in the respective categories, June 1978: Production and related workers A ll industries_______________ Manufacturing__________ Nonmanufacturing_______ Public utilities_______ 63 66 59 92 7 9 50 An establishment is considered to have a contract covering all production or office workers if a m ajority of such workers is covered by a labor-management agreement. Therefore, all other production or office workers are employed in establishments that either do not have labormanagement contracts in effect, or have contracts that apply to fewer than half of their production or office workers. Estim ates are not necessarily representative of the extent to which all workers in the area may be covered by the provisions of labor-management agreem ents, because small establish ments are excluded and the industrial scope of the survey is limited. Industrial composition in manufacturing Nearly one-third of the workers within the scope of the survey in the Fresno area were employed in manufacturing firm s. The following presents the major industry groups and specific industries as a percent of all manufacturing: Industry groups Food and kindred products____ Machinery, except e le c tr ic a l_____________________ Prim ary metal industries____ Stone, clay, and glass products______________________ Transportation equipment____ Textile mill products__________ Apparel and other textile products______________________ 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 from allowances determined on an individual basis are excluded. Office workers Specific industries 37 12 8 Preserved fruits and vegetables____________________ 14 B evera g es_____________________ 7 Nonferrous fo u n d ries________ 7 6 6 5 5 This information is based on estimates of total employment derived universe materials 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. Appendix table 1. Establishments and workers within scope of survey and number studied in Fresno, C alif.,1June 1978 Nu mb er of est ab lis hm en ts W o r k e r s in estab lishm en ts Mi n im um emplo yme nt Industry d ivi sio n 2 ments in scope of study Within sc op e of study Within scope of s tudy 3 Studied Studied T o t a l4 Nu mb er ALL DIVISIONS ---------------------------------------------------------------MANUFACTURING -------------------------------------------------------------------------n o n m a n u f a c t u r i n g -----------------------------------------------------------------TRANSPORTATION, c o m m u n i c a t i o n , and OTHER PUBLIC U T I L I T I E S 5 ------------------------------------------WHOLESALE TRADE -------------------------------------------------------------RETAIL TRADE --------------------------------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE --------------SERVICES7 ------------------------------------------------------------------------------- Full-tim e office w or ker s T o t a l4 31 9 120 “ 3 .7 0 8 100 24 .998 6.6 37 24.746 50 95 22 4 45 75 15 .541 28 .167 36 6a 11 .280 13.718 1.440 5.1 97 10.514 14 ,232 50 50 50 50 50 25 52 83 26 38 14 14 25 9 13 5.0 4 2 3.707 12*303 4.0 07 3.4 08 12 8 27 9 8 88 8 f 61 4.169 1.1 8 7 5,158 2,3 07 1,411 1 Th e F r e s n o Standard Me tro p ol it an Statistical A r e a , as defined by the Office of M an age m ent and Budget through F e b r u a r y 19 74 , c o n s is t s of F r e s n o County. The " w o r k e r s within sc ope of study" e s t i m a t e s shown in this table pr ov id e a rea sonably ac curate description of the s iz e and co mp osi tio n of the labor f o r c e included in the s u rve y. E s ti m at e s ar e not intended, ho w ev er , for c o m p a r i s o n with other em pl oy m en t indexes to m e a s u r e emplo yme nt trends or le vel s since (1) planning of wage s u rv e ys r eq u i r es es t a b li sh m en t data c o m p ile d consid era bl y in advance of the payr oll per iod studied, and (2) sm a l l es t a b li sh m en ts a r e exclu ded f r o m the scope of the survey. 2 Th e 1972 edition of the Standard Industrial C la s si fi c at io n Manual w as used to c l a s s i f y e s t a b lis h m en t s by indu str y division. H o w e v e r , all government operations a r e excluded f r o m the scope of the su rvey. 3 Includes a ll es t a b li sh m en ts with total em ployment at or above the m i n i m u m limitation. A l l outlets (within the a r e a ) of c om p an ie s in industries such as trade , finance, auto rep air s e r v i c e , and m ot io n pict ure th e at e rs a r e c o n s id er e d as one establishment. P er c en t F u l l - time production and related w or k er s 2.3 1 0 i 6> <6 1 ( 61 <61 (6 1 <6 ) (6 1 4 Includes exec uti ve, p r of es si on al , p a r t - t i m e , and other w o r k e r s excluded f r o m the separate production and office ca te go r ie s . 5 Ab br ev ia te d to "p u b l i c u ti lit ie s" in the A - and B - s e r i e s tabl es. T axi ca b s and se r v i c e s incidental to water transp ortatio n ar e excluded. 6 Sep arate pr esentation of data is not m ad e fo r this division. 7 Hotels and m o t e l s ; laundries and other p ers on al s e r v i c e s ; b usi n ess s e r v i c e s ; automobile r ep a ir , ren tal, and parking; m ot ion pi ct ur e s ; nonprofit m e m b e r s h i p organizations (excluding religious and charitable organ izatio ns ); and engineering and ar chi tec tur al s e r v i c e s . 25 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ sig nificantly from those in use in individual establishments or those pre pared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working super v iso r s; apprentices; and part-tim e, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Learners, beginners, and trainees, unless specifically included in the job description, are excluded. Office SECRET ARY— Continued SECRETARY Exclusions— Continued Assigned as a personal secretary, normally 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. Perform 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. a. Positions which do not meet the "p erso n a l" described above; b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants to a group of pro fessional, technical, or managerial persons; Exclusions d. Not all positions that are titled "se c re ta r y " possess the above ch aracteristics. Examples of positions which are excluded from the definition are as follows: secretary concept Assistant-type positions which entail more difficult or more re sponsible technical, administrative, or supervisory duties which are not typical’ of secretarial work, e .g ., Administrative A ssist ant, or Executive Assistant; Listed below are several occupations for which revised descriptions or titles are being introduced in this survey: Guard Shipper and receiver (previously surveyed as shipping and receiving clerk) Truckdriver Order clerk Payroll clerk Secretary Key entry operator Transcribing-machine typist Computer operator The Bureau has discontinued collecting data for tabulating-machine operator. classified as watchmen are now classified as guards under the revised description. 27 Workers previously SECRETARY— Continued SEC RE T ARY— Continued Exclusions— Continued Clas sification by Level— Continued e. Positions which do not fit any of the situations listed in the sections below titled ''L evel of S u p erv iso r," e .g ., secretary to the president of a company that employs, in all, over 5 ,0 0 0 persons; f. Trainees. Classification by Level 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. 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 employee, 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. 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 b. Secretary to the head of an individual plant, factory, e tc ., (or other equivalent level of official) that em ploys, in all, fewer than 5 ,0 0 0 persons. LS— 3 e. a. Secretary to the chairman of the board or president of a company that em ploys, in all, fewer than 100 persons; or b. 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 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. Secretary to the chairman of the board or president of a company that employs, in all, 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. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, 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 fficers" for purposes of applying the definition. 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— described below according to their level of responsibility. 2 Level of Responsibility 1 (LR—1) Perform s varied secretarial duties including or comparable to most of the following: a. Answers telephones, greets coming mail. personal ca llers, and opens b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. in May 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 ,0 0 0 but fewer than 2 5 ,0 0 0 em ployees; or c. Reviews correspondence, m emoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. d. d. Secretary to the head of (or other equivalent level over 5 ,0 0 0 persons; or Maintains supervisor's instructed. e. Types, takes and transcribes dictation, and files. an individual plant, factory, etc., of official) that em ploys, in all, calendar and makes appointments as SECRET ARY— Continued STENOGRAPHER— Continued Level of Responsibility 2 (LR— 2) Stenographer, Senior P erform s duties described under LR—1 and, in addition performs 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. a. Screens telephone and personal callers, 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 su pervisor's name. c. Compiles or a ssists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sem bles n ecessary background material for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains su pervisor's requirements to other employees in super v iso r 's unit. (Also types, takes dictation, and files.) The following tabulation shows the level of the secretary for each LS and LR combination: L evel of secreta ry 's ______supervisor_____ Perform 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. TRANSCRIBING-MACHINE TYPIST Prim 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 files, keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) Level of secretary's responsibility TYPIST LR—1 LS—1. LS— 2. LS— 3. LS— 4. OR Class Class Class Class E D C B LR— 2 Class Class Class Class D C B A 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). NOTE: This job is distinguished from that of a secretary in that a secretary norm ally works in a confidential relationship with only one manager or executive and perform s m ore responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar materials for use in duplicating pro 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. Class A . Perform s one or more of the following: Typing material in final form when- it involves combining material from several sources; or responsibility for correct s.pelling, 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 circumstances. Class B . P erform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Stenographer, General keep Dictation involves a norm al routine vocabulary. May maintain files, simple reco rd s, or perform other relatively routine clerical tasks. F ile s, c la ssifies, and retrieves material in an established filing system . May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. FILE CLERK— Continued ORDER CLERK— Continued Class A . C lassifies and indexes file material 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 material. 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 ce aids. As requested, locates clearly identified material in files and forwards m aterial. May per 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 material or merchandise; providing customers with consultative advice using knowl edge gained from engineering or extensive technical training; emphasizing selling skills; handling material or merchandise as an integral part of the job. Class C . P erform s routine filing of m aterial that has already been classified or which is easily classified in a simple serial classification system (e .g ., alphabetical, chronological, or numerical). As requested, locates readily available material 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: MESSENGER Perform s various routine duties such as running errands, operating minor office machines such as sealers or m a ile rs, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. 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 customer's needs, or determining the price to be quoted when pricing involves more than m erely referring to a price list or making some simple mathematical calculations. 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. ACCOUNTING CLERK SWITCHBOARD OPERATOR 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 llers, record and transmit m essages, 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 worker's tim e, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. 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 isitors; determining nature of visitor'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. ORDER CLERK Receives written or verbal custom ers' purchase orders for material or merchandise from customers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availa bility of ordered items 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 Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and re cording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting term s and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions definitions: are 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 example, clerically processing complicated or nonrepetitive accounting tran s actions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. Class 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 30 ACCOUNTING CLERK— Continued PAYROLL CLERK— 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 codes. 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. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) to keep a record of business transactions. KEY ENTRY OPERATOR Operates keyboard-controlled data entry device such as keypunch machine or key-operated magnetic tape or disk encoder to transcribe data into a form suitable for computer processing. Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Positions definitions: 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, customers' accounts (not in cluding a simple type of billing described under machine biller), cost dis tribution, expense distribution, inventory control, etc. May check or assist in preparation of tria l balances and prepare control sheets for the accounting department. are classified into levels on the basis of the following Class 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 entered from a variety of source documents. On occasion may also perform routine work as described for class B. NOTE: Excluded are operators above class A using the key entry controls to a ccess, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a sim ilar level of knowledge. MACHINE BILLER Prepares statements, b ills, and invoices on a machine other than an ordinary or electrom atic 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: Class B . Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous item s, codes, or missing information. Billing-m achine b ille r . Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from custom ers' purchase ord ers, internally prepared orders, 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. Professional and Technical COMPUTER SYSTEMS ANALYST, BUSINESS Bookkeeping-machine b ille r . Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare customers' 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. 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 programmers to prepare required digital computer program s. Work involves most of the following: Analyzes subject-m atter operations to be automated and identifies conditions and 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: Workers performing both system s analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) PAYROLL 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' time or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll 31 COMPUTER SYSTEMS ANALYST, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing em ployees, or systems analysts prim arily concerned with scientific or engineering problem s. language, cause the manipulation of data to achieve desired results. Work involves most of the following: Applies knowledge of computer capa bilities, mathematics, logic employed by computers, and particular sub ject matter involved to analyze charts and diagrams of the problem to be programmed; 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, reviews, and alters programs to increase operating effi ciency or adapt to new requirements; maintains records of program de velopment and revisions. (NOTE: Workers performing both system s anal ysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) For wage study purposes, systems analysts are classified as follows: Class A . Works independently or under only general direction on complex problems involving all phases of systems analysis. Problems are complex because of diverse sources of input data and multiple-use require ments of output data. (For example, 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 systems of data processing operations. Makes recommendations, if needed, for approval of major system s installations or changes and for obtaining equipment. Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing em ployees, or programmers primarily concerned with scientific and/or engineering problems. For wage study purposes, program m ers are classified May provide functional direction to lower level systems analysts who are assigned to a ssist. as follows: Class 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 results, major 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. 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 limited 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 systems to be applied. 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. OR Works on a segment of a complex data processing scheme or system, as described for class A. Works independently on routine assign ments 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 . May provide functional direction to lower level program m ers who are assigned to assist. COMPUTER PROGRAMMER, BUSINESS Class B . Works independently or under only general direction on relatively simple programs, 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. Converts statements of business problem s, typically prepared by a systems analyst, into a sequence of detailed instructions which are re quired to solve the problems by automatic data processing equipment. Working from charts or diagram s, the program m er develops the pre cise instructions which, when entered into the computer system in coded Works on complex programs (as described for class A) under close direction of a higher level program m er or supervisor. May assist higher level programmer by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction. 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 example, may assist a higher level systems analyst by preparing the detailed specifications required by programmers from information developed by the higher level analyst. OR 32 COMPUTER PROGRAMMER, BUSINESS— Continued COMPUTER OPERATOR— Continued May guide or instruct lower level programm ers. Class B . In addition to established production runs, work assign ments include runs involving new program s, applications, and procedures (i.e ., situations which require the operator to adapt to a variety of problems). At this level, the operator has the training and experience to work fairly independently in carrying out most assignments. Assignments may require the operator to select from a variety of standard setup and operating procedures. In responding to computer output instructions or error con ditions, applies standard operating or corrective procedures, but may deviate from standard procedures when standard procedures fail if deviation does not materially alter the computer unit's production plans. Refers the problem or aborts the program when procedures applied do not provide a solution. May guide lower level operators. Class C . Makes practical applications of programming practices and concepts usually learned in formal 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 assignments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR In accordance with operating instructions, monitors and operates the control console of a digital computer to process data. Executes runs by either serial processing (processes one program at a tim e) or m ulti processing (processes two or more programs simultaneously). The following duties characterize the work of a computer operator: - Studies needed. operating - Loads equipment paper, etc.). instructions w ith to required determine items equipment (tapes, Class C . Work assignments are limited to established production runs (i.e ., programs which present few operating problems). Assignments may consist prim arily of on-the-job training (sometimes augmented by classroom instruction). When learning to run program s, the supervisor or a higher level operator provides detailed written or oral guidance to the operator before and during the run. After the operator has gained experience with a program, however, the operator works fairly independently in applying standard operating or corrective procedures in responding to computer output instructions or error conditions, but refers problems to a higher level operator or the supervisor when standard procedures fail. setup cards, disks, - Switches necessary auxilliary equipment into system . - Starts and operates computer. - Responds to operating and computer output instructions. PERIPHERAL EQUIPMENT OPERATOR - Reviews error m essages and makes corrections during operation or refers problem s. Operates peripheral equipment w h i c h directly supports digital computer operations. Such equipment is uniquely and specifically designed for computer applications, but need not be physically or electronically connected to a computer. Printers, plotters, card read/punches, tape readers, tape units or drives, disk units or drives, and data display units are examples of such equipment. - Maintains operating record. May test-ru n new or modified programs. May a ssist in modifying system s or program s. The scope of this definition includes trainees working to become fully qualified computer operators, fully qualified computer operators, and lead operators providing technical assistance to lower level operators. It excludes workers who monitor and operate remote terminals. The following duties characterize the work of a peripheral equipment operator: Class A . In addition to work assignments described for a class B operator (see below) the work of a class A operator involves at least one of the following: - Loading printers and plotters with correct paper; adjusting controls for form s, thickness, tension, printing density, and location; and unloading hard copy. - Deviates from standard procedures to avoid the loss of infor mation or to conserve computer time even though the procedures applied m aterially alter the computer unit's production plans. - Labelling tape reels, disks, or card decks. - Checking labels and mounting and dismounting reels or disks on specified units or drives. - Tests new p ro g ra m s, applications, and procedures. - Advises program m ers techniques. and subject-matter experts - Setting controls which regulate operation of the equipment. on s e t u p - Observing panel lights for warnings taking appropriate action. - A ssists in (1) maintaining, modifying, and developing operating system s or program s; (2) developing operating instructions and techniques to cover problem situations; and/or (3) switching to em ergency backup procedures (such assistance require's a working knowledge of program language, computer features, and software sy ste m s). An operator at this level typically guides designated tape and error indications and - Examining tapes, cards, or other material for creases, tears, or other defects which could cause processing problems. This classification excludes workers (1). who monitor and operate a control console (see computer operator) or a remote terminal, or (2) whose duties are limited to operating decollaters, bu rsters, separators, or similar equipment. lower level operators. 33 COMPUTER DATA LIBRARIAN ELECTRONICS TECHNICIAN Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. The following or sim ilar duties characterize the work of a computer data librarian: Classifying, cataloging, and storing media in accordance with a standardized system ; upon proper requests, releasing media for processing; maintaining records of releases and returns; inspecting returned media for damage or excessive wear to determine whether or not they need replacing. May perform minor repairs to damaged tapes. 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. DRAFTER 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. Class B . Perform s nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of founda tions, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, str e sse s, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include 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 materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. DRAFTER -TRACER Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans prim arily consisting of straight lines and a large scale not requiring close delineation.) 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. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assemblers and teste rs; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. 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 per 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 oscilloscopes, 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. 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. AND/OR Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised during progress. 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 ELECTRONICS TECHNICIAN— Continued MAINTENANCE ELECTRICIAN— Continued tasks as: A ssisting 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 testers, 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. 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. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. 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 employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and em ployees; and planning and carrying out programs involving health education, afccident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER P erform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, d oors, 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 instrum ents; making standard shop computations relating to di mensions of work; and selecting materials necessary for the work. In gen era l, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE ELECTRICIAN P erform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, distri bution, or utilization of electric energy in an establishment. Work involves m ost of the following: Installing or repairing any of a variety of electrical equipment such as generators, transform ers, switchboards, controllers, circuit breakers, m o to rs, heating units, conduit system s, or other tran s m ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or MAINTENANCE PAINTER Paints and redecorates w alls, woodwork, and fixtures of an estab lishment. 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 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 training and experience. 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; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard m aterials, 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 formal 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 major repairs; preparing written specifications for m ajor repairs or for the production of parts ordered from machine shops; reassembling machines; and making all n ecessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a form al 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, motortrucks, and tractors of an estab lishment. Work involves m ost of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and per forming repairs that involve the use of such handtools as wrenches, gauges, MAINTENANCE MECHANIC (MOTOR VEHICLE)— Continued MAINTENANCE TRADES HELPER 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 formal apprenticeship or equivalent training and experience. A ssists one or more workers in the skilled maintenance trades, by performing specific or general duties of le s s e r skill, such as keeping a worker supplied with materials and too ls; 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 m aterials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e b a sis. This classification d o e s not i n c l u d e custom ers' vehicles in automobile repair shops. mechanics who repair MAINTENANCE PIPEFITTER 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. W orkers prim arily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE SH E E T -M E T A L WORKER Fabricates, in stalls, 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 most 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 assembling; 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 s s e s , strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard too ls, 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. MACHINE-TOOL OPERATOR (TOOLROOM) Specializes in operating one or m ore than one type of machine tool (e .g ., jig borer, grinding machine, engine lathe, 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 material (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 necessary 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 machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and tool room practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classification does not include machine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s , fixtures, cutting too ls, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic m aterial (e .g ., plastic, plaster, rubber, g la ss). Work typically involves: Planning and laying out work according to m od els, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, to o ls, and processes required to complete task; making necessary shop computations; 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 m etal parts amd 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 machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. 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 SHIPPER AND RECEIVER— Continued 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 co m 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. Receivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, manifests, storage 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. 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 boiler room equipment. Material Movement and Custodial TRUCKDRIVER 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 over-the-road drivers are excluded. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Truckdriver, light truck (straight truck, under IV2 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, tra c to r-tra iler SHIPPER AND RECEIVER P erform 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. Shippers typically are responsible for 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 veh icles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. For wage study purposes, workers are classified as follows: Shipper Receiver Shipper and receiver 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 materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvtous damages; routing m aterials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored materials and re porting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary 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 Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and in dicating items filled or omitted, keep records of outgoing orders, requisition additional 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. MATERIAL HANDLING LABORER GU ARD— C ontinue d 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 fnaterials and merchandise on or from freight ca rs, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships, are excluded. Guards employed by establishments which provide protective se r vices on a contract basis are included in this occupation. POW ER-TRUCK OPERATOR Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of powertruck, as follows: Forklift operator Power-truck operator (other than forklift) For wage study purposes, guards are classified as follows: Class A . Enforces regulations designed to prevent breaches of security. Exercises judgment and uses discretion in dealing with em er gencies 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 re port situation so that it can be handled by appropriate authority. Duties require specialized 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. Class B . Carries out instructions prim arily oriented toward in suring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. JANITOR, PORTER, OR CLEANER 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 arrests. May also help visitors and customers by answering questions and giving directions. 38 Cleans and keeps in an orderly condition factory working areas and washrooms, or premises 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 serv ices; 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— e e sv ille , La. L Alpena— Standish—Tawas City, Mich. Ann A rbor, Mich. Atlantic City, N.J. Augusta, Ga.— S.C. Austin, Tex. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont—Port ArthuiMDrange, Tex. Beaumont— Port Arthun-Orange and Lake Charles, T ex.— La. Biloxi— Gulfport and Pascagoula— M oss Point, M iss. Binghamton, N .Y. Birmingham, Ala. Bloomington— Vincennes, Ind. Brem erton— Shelton, Wash. Brunswick, Ga. Cedar Rapids, Iowa Champaign— Urbana— Rantoul, 111. Charleston— North Charleston— W aiterboro, S.C . Charlotte— Gastonia, N.C. Cheyenne, Wyo. Clarksville— Hopkinsville, Tenn.— Ky. Colorado Springs, Colo. Columbia— Sumter, S.C . Columbus, Ga.— Ala. Columbus, M iss. Decatur, 111. Des Moines, Iowa Duluth— Superior, Minn.—W is. El Paso— Alamogordo—Las C ruces, Tex.— N. Mex. Eugene— Springfield— Medford, Oreg. Fayetteville, N.C. Fort Lauderdale— Hollywood and West Palm Beach— Boca Raton, Fla. Fort Smith, Ark.— Okla. Frederick—Hagers town— Chambersburg, Md.— Pa. Goldsboro, N.C. Grand Island— Hastings, Nebr. Guam, Territory of Harrisburg— Lebanon, Pa. Knoxville, Tenn. Laredo, Tex. Las Vegas— Tonopah, Nev. Lima, Ohio Little Rock^-North Little Rock, Ark. Logansport— Peru, Ind. Lorain—Elyria, Ohio Lower Eastern Shore, Md.— a.— V Del. Macon, Ga. Madison, Wis. Maine (statewide) Mansfield, Ohio McAllen— Phar r— Edinburg and B rownsville— Harlingen— San Benito, Tex. Meridian, M iss. Middlesex, Monmouth, and Ocean C os., N.J. Mobile— Pensacola—Panama City, Ala.— 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 Northwest Texas Orlando, Fla. Oxnard— Simi Valley— Ventura, Calif. Peoria, 111. Phoenix, Ariz. Pine Bluff, Ark. Pueblo, Colo. Puerto Rico Raleigh— Durham, N.C. Reno, Nev. Salina, Kans. Salinas— Seaside— Monterey, Calif. Sandusky, Ohio Santa Barbara— Santa Maria— Lompoc, Calif. Savannah, Ga. Selm a, Ala. Shreveport, La. South Dakota (statewide) Southern Idaho Southwest Virginia Spokane, Wash. Springfield, 111. Stockton, Calif. Tacoma, Wash. Tampa— St. Petersburg, Fla. Topeka, Kans. Tucson— Douglas, A riz. Tulsa, Okla. Upper Peninsula, Mich. Vermont (statewide) Virgin Islands of the U.S. Waco and Killeen— Tem ple, Tex. Waterloo—Cedar Falls , Iowa West Virginia (statewide) Wichita Falls—Lawton— ltus, A Tex .— Okla. Wilmington, Del.— N.J.— Md. Y akima— Richland— Kennewick— Pendleton, Wash.— Oreg. ALSO AVAILABLE— An annual report on salaries for accountants, auditors, chief account ants, attorneys, job analysts, direc tors of personnel, buyers, chemists, engineers, engineering technicians, drafters, an d clerical employees is available. Order as BLS Bulle tin 1980, National Survey of P ro fessional, Administrative, Technical and Clerical Pay, March 1977, $ 2.40 a copy, from any of the BLS re 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 O ffice, Washington, D.C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1976, is available on request. A rea Bulletin number and price* Akron, Ohio, Dec. 1977_______________________________________ 1950-70, 80 cents Albany—Schenectady—Troy, N .Y ., Sept. 1977 __________ ____ 1950-52, 80 cents Anaheim—Santa Ana—Garden Grove, C alif., Oct. 1977_____________________________________________ 1950-60, $1 .0 0 Atlanta, G a., May 1978 1______________________________________ 2025-28, $ 1.40 Baltim ore, M d., Aug. 1977------------------------------------------------------ 1950-39, $1 .2 0 B illings, Mont., July 1977 1 ----------------------------------------------------- 1950-40, $ 1.00 Birmingham, A la ., M ar. 1978________________________________ 2025-15, 80 cents Boston, M a s s ., Aug. 1977 ____________________________________ 1950-50, $ 1.20 Buffalo, N .Y ., Oct. 1977 ______________________________________ 1950-58, $ 1 .0 0 Canton, Ohio, May 1978_______________________________________ 2025-22, 70 cents Chattanooga, Tenn.—G a ., Sept. 1977 -------------------------------------- 1950 -4 4, 70 cents Chicago, 111., May 1977 1______________________________________ 1950 -4 1, $ 1 .4 0 Cincinnati, Ohio— Ky.—Ind., July 1 9 7 7 1 ---------------------------------- 1950 -4 5, $ 1.20 Cleveland, Ohio, Sept. 1977 1 _________________________________ 1950 -5 3, $ 1 .4 0 Columbus, Ohio, Oct. 1977___________________________________ 1950-64, $ 1 .0 0 Corpus Christi, T e x ., July 1978_____________________________ 2025-29, $ 1.00 Dallas—Fort W orth, T e x ., Oct. 1977_________________________ 1950-65, $ 1 .2 0 Davenport—Rock Island— oline, Iowa— M 111., Feb. 1978______ 2 0 2 5 -6 , 70 cents Dayton, Ohio, Dec. 1977 1_____________________________________ 1950-71, $ 1 .1 0 Daytona Beach, F la ., Aug. 1977 1____________________________ 1950-43, $1 .0 0 Denver—Boulder, C olo., Dec. 1977 1_________________________ 1950-74, $1.40 Detroit, M ich ., M ar. 1978____________________________________ 2025-11, $ 1 .2 0 Fresno, C alif., June 1 9 7 8 1 __________________________________ 2025-31, $ 1 .2 0 Gainesville, F la ., Sept. 1977 1________________________________ 1 950 -4 6, $ 1 .0 0 Green Bay, W is ., July 1977__________________________________ 1950-36, 70 cents Greensboro-W inston-Salem — High Point, N .C ., Aug. 1977 1 _____________________________________________ 1950-42, $1 .1 0 Greenville— Spartanburg, S .C ., June 1978____________________ 2025-30, $ 1.00 Hartford, Conn., M ar. 1978 1_________________________________ 2025-14, $ 1 .2 0 Houston, T ex., Apr. 1978_____________________________________ 2025-23, $ 1 .2 0 Huntsville, A la ., Feb. 1978__________________________________ 2 0 2 5 -4 , 70 cents Indianapolis, Ind., Oct. 1977_________________________________ 1950-56, $1 .0 0 Jackson, M is s ., Jan. 1978____________________________________ 2 0 2 5 -1 , 70 cents Jacksonville, F la ., Dec. 1977________________________________ 1950-67, 70 cents Kansas City, Mo.—K an s., Sept. 1977 _________________________ 1950 -5 4, $ 1 .0 0 Los Angeles—Long Beach, C alif., Oct. 1977------------------------- 1950-61, $ 1 .2 0 Louisville, Ky.— Ind., Nov. 1977 1____________________________ 1950-66, $ 1.20 M em phis, Term.— rk.— is s ., Nov. 1977____________________ 1950-63, 70 cents A M A rea M iam i, F la ., Oct. 1977____________________ __________________ Milwaukee, W is ., Apr. 1978 1 _______________________________ Minneapolis—St. Paul, Minn.— is ., Jan. 1978 1____________ W Nassau-Suffolk, N .Y ., June 1977 ____________________________ Newark, N .J ., Jan. 1978 1 _____________ _______________________ New Orleans, L a ., Jan. 1978________________________________ New York, N .Y .— .J ., May 1977____________________________ N Norfolk— Virginia Beach— Portsmouth, Va.— N .C ., May 1978______________________________________________ Norfolk— Virginia Beach— Portsmouth and Newport News— Hampton, Va.— .C ., May 1978_____________ N Northeast Pennsylvania, Aug. 1977 1________________________ Oklahoma City, O kla., Aug. 1977 1 __________________________ Omaha, Nebr.— Iowa, Oct. 1977 1 ____________________________ Paterson-Clifton—P assaic, N .J ., June1977 _________________ Philadelphia, Pa.—N .J ., Nov. 1977................ .............................. Pittsburgh, P a., Jan. 1978............................................................... Portland, Maine, Dec. 1977............. .............................................. Portland, Oreg.— ash ., May 1978___________________________ W Poughkeepsie, N .Y ., June 1977 _____________________________ Poughkeepsie-Kingston— Newburgh, N .Y ., June 1976______ Providence-Warwick—Pawtucket, R.I.— M a ss., June 1978____________________________________________ Richmond, V a ., June 1978___________________________________ St. Louis, Mo.—111., M ar. 1978_______________________________ Sacramento, C alif., Dec. 1977 1_____________________________ Saginaw, M ich., Nov. 1977----------------------------------------------------Salt Lake City— Ogden, Utah, Nov. 1977_____________________ San Antonio, T ex ., May 1978_________________________________ San Diego, C alif., Nov. 1977 1_______________________________ San Francisco— Oakland, C alif., M ar. 1978 1_________________ San Jose, C alif., M ar. 1978 1________________________________ Seattle-E verett, W ash ., Dec. 1977__________________________ South Bend, Ind., Aug. 1977 1 ________________________________ Toledo, O hio-M ich., May 1978 1____________________________ Trenton, N .J ., Sept. 1977____________________________________ U tica-R om e, N .Y ., July 1977 1 ______________________________ Washington, D .C .-M d .-V a ., M ar. 1 9 7 8 1____________________ Wichita, Kans., A pr. 1978___________________________________ W orcester, M a s s ., Apr. 1 9 7 8 1_____________________________ York, P a., Feb. 1 9 7 8 1________________________________________ Bulletin number and price* 1950-57, 2025-18, 20 2 5 -2 , 1950-27, 20 2 5 -7 , 20 2 5 -5 , 1950-31, $1.00 $1.40 $1.40 $1.00 $1.40 $1.00 $1.20 2025-20, 70 cents 2025-21, 1950-38, 1950-49, 1950-55, 1950-34, 1950-62, 20 2 5 -3 , 1950-69, 2025-25, 1950-25, 1900-55, 80 cents $ 1.10 $ 1.10 $1.10 70 cents $1.20 $1.10 70 cents $1.00 70 cents 55 cents 2025-27, 2025-26, 2025-13, 1950-72, 1950-59, 1950-68, 2025-17, 1950-73, 2 025 -1 0, 2 0 2 5 -9 , 1950-75, 1950-51, 2025-24, 1950-47, 1950-37, 2025-12, 2025-16, 2025-19, 20 2 5 -8 , $1.40 80 cents $1.20 $1.00 70 cents 80 cents 70 cents $1.10 $1.40 $1.20 80 cents $1.10 $1.20 70 cents $1.10 $1.40 80 cents $1.10 $ 1.10 Prices are determined by the Government Printing Office and are subject to change. 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 11 1 Region IV 1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (AreaCode617) Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 399-5406 (AreaCode212) 3535 Market Street, P.O. Box 13309 Philadelphia, Pa. 19101 Phone: 596-1154 (AreaCode215) Suite 540 >371 Peachtree St., N.E. Atlanta, Ga. 30309 Phone: 881 -4418 (Area Code 404) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont New Jersey New York Puerto Rico Virgin Islands Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V Region VI Regions VII and VIII Regions IX and X 9th Floor, 230 S. Dearborn St. Chicago, ill. 60604 Phone:353-1880 (Area Code 312) Second Floor 555 Griffin Square Building Dallas, Tex. 75202 Phone: 749-3516 (AreaCode214) Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo 64106 Phone: 374-2481 (Area Code 816) 450 Golden Gate Ave. Box 36017 San Francisco, Calif. 94102 Phone:556-4678 (Area Code 415) Arkansas Louisiana New Mexico Oklahoma Texas VII Iowa Kansas Missouri Nebraska IX Arizona California Hawaii Nevada Illinois Indiana Michigan Minnesota Ohio Wisconsin VIII Colorado Montana North Dakota South Dakota Utah Wyoming X Alaska Idaho Oregon Washington
