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Area Wage Survey U.S. Department of Labor Bureau of Labor Statistics Bulletin 2050-60 Gary— Hammond— East Chicago, Indiana, Metropolitan Area, October, 1979 Preface This bulletin provides results of an October 1979 survey of occu pational earnings and supplementary wage benefits in the Gary— HammondEast Chicago, Indiana, Standard Metropolitan Statistical A rea. 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 Chicago, 111., under the general direction of Lois L . Orr, 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 appreciation 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 Labor Statistics and cite the name and number of this publication. Note: Available for the city of Hammond are listings of union wage rates for building trades, printing trades, local-transit operating employees, local truckdrivers and helpers, and grocery store employees. A lso available for the city of Gary are listings of union wage rates for seven selected building trades. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) Area Wage Survey Gary— Hammond— East Chicago, Indiana, Metropolitan Area, October, 1979 u s Department of Labor Contents Page Page Ray Marshall, Secretary Bureau of Labor Statistics Janet L. Norwood Commissioner April 1980 Bulletin 2050-60 For sale by the Superintendent of Documents. U.S. Government Printing Of fice. W ashington, D.C. 20402, GPO Bookstores, or BLS Regional Offices listed Digitizedback FRASER $2.25. Make checks on for cover. Price payable to Superintendent http://fraser.stlouisfed.org/ of Documents. Federal Reserve Bank of St. Louis Introduction_______________________________________ 2 Tables: Earnings, all establishments: A - l . Weekly earnings of office workers_____ 3 A -2. Weekly earnings of professional and technical workers________________ 5 A -3. Average weekly earnings of office, professional, and technical workers, by s e x ____________ 6 A -4. Hourly earnings of maintenance, toolroom, and powerplant workers________________________________ 7 A -5 . Hourly earnings of material movement and custodial workers_____ 8 A - 6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by s e x ____________ 9 A -7. Percent increases in average hourly earnings fbr selected occupational groups____________________ 10 A -8. Average pay relationships within establishments for white-collar workers______________ n A -9. Average pay relationships within establishments for blue-collar workers________________ 12 Tables— Continued Establishment practices and supplementary wage provisions: B -l. Minimum entrance salaries for inexperienced typists andclerks_________ 13 B -2. Late-shift pay provisions for full-time manufacturing production and related workers________ 14 B -3. Scheduled weekly hours and days of full-time first-shift workers_____________15 B -4, Annual paid holidays for full-time workers__________________________________ 16 B -5. Paid vacation provisions for full-time workers______________________ 17 B - 6. Health, insurance, and pension plans for full-time workers____________ 20 B -7. Life insurance plans for full-time workers________________________21 Appendix A. Scope and method of survey________ 24 Appendix B. Occupational descriptions___________29 Introduction This area is 1 of 72 in which the U.S. Department of Labor' s Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, earnings data for selected occupations (A -s e r ie s tables) are collected annually. Information on establishment practices and supplementary wage benefits (B -s e r ie s tables) is obtained every third year. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled m ain tenance workers in nonmanufacturing because the number of workers em ployed in this occupational group in nonmanufacturing is too sm all to warrant separate presentation. This table provides a m easure of wage trends after elimination of changes in average earnings caused by employment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. Each year after all individual area wage surveys have been com pleted, two sum m ary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and r e gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical A reas in the United States, excluding Alaska and Hawaii. Tables A - 8 and A - 9 provide for the first time m easures of average pay relationships within establishments. These m easures may differ consid erably from the pay relationships of overall averages published in tables A - l through A - 6. See appendix A for details. 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 m arkets, through the analysis of ( 1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and a s sistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract A ct of 1965. B -s e r ie s tables The B -se r ie s tables present information on minimum entrance salaries for inexperienced typists and clerk s; late-sh ift pay provisions and practices for production and related workers in manufacturing; and data separately for production and related workers and office workers on sched uled weekly hours and days of first-sh ift w orkers; paid holidays; paid vaca tions; health, insurance, and pension plans; and m ore detailed information on life insurance plans. A -s e r ie s tables Appendixes 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. The occupations are defined in appendix B. For the 31 largest survey a reas, tables A -1 0 through A -1 5 provide sim ilar data for establishments employing 500 workers or m ore. Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey, the area's industrial composition in manufacturing, and lab ormanagement agreement coverage. Table A -7 provides percent changes in average hourly earnings of office clerical w orkers, electronic data processing w orkers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. Appendix B provides job descriptions used by Bureau field rep re sentatives to classify workers by occupation. 2 Earnings Table A-1. Weekly earnings of office workers, Gary—Hammond—East Chicago, Ind., October 1979 Weekly earnings 1 (standard) O c c u p a t i o n and i n d u s t r y d i v i s i o n S EC R ET ARI ES................................................................... M A N U F A C T U R I N G . . .. . . ............... ... NONKANUFACTURING............................................ Number of workers Average weekly hours 1 (standard) Mean ^ Median 2 346 230 116 39.5 4 0 .0 3 8.0 *2 75 .00 3 19.50 1 87.00 *2 57 .00 3 41 .50 181 .00 B.................................... 53 3 9 .0 2 96 .00 2 94 .50 SEC R ET AR IE S. CLASS C.................................... MANUFACTURING..................................................... NON MANUFACTURING.................. ......................... 154 106 4B 39.5 40.0 3 7 .5 2 85.50 331 .50 1 84 .00 0 .............................. .. NONMANURACTURING............................................ 45 25 39.0 3 8 .0 S EC R ET ARI ES. CLASS E.................................... M A N U F A C T U R I N G . . . . . . . . . ............... .. 8* 73 STENOGRAPHERS............................................................. MANUFACTURING..................................................... SECRETARIES* secretaries* CLASS class NUMBER OF WORKERS Middle range 2 * 1 8 6 .0 0 - *3 54 .53 2 5 4 .5 0 - 3 82.50 1 6 1 .0 0 - 2 04 .00 RFCEIWING EARNINGS (IN DOLLARS 1 OF — - 11 0 120 130 140 150 160 1 80 200 220 240 2 60 280 300 320 340 36C 380 4 00 4?0 440 120 130 140 150 16 0 180 200 220 240 260 2 80 300 320 340 3 60 380 400 4 20 440 4 60 3 3 11 3 8 16 16 33 3 30 47 26 21 30 10 20 19 11 8 13 10 3 5 3 2 8 6 2 6 5 1 33 32 1 39 39 18 18 44 44 ~ 18 18 “ 1 1 “ 1 1 7 3 6 2 2 3 7 - - - - 4 15 - - 22 10 12 13 3 10 3 3 10 10 ■ 1 - - - 30 30 14 14 34 34 2 2 - - - - - - - “ 1 ~ - “ “ - 1 * 2 1 2 .0 0 - 409 .03 - - - - - 1 341 .50 3 5 7 . OC 184 .00 1 9 2 .3 0 3 4 1 .3 0 1 6 0 .0 0 - 374 .50 3 83.50 200 .00 _ - _ _ - _ 3 9 - - 3 9 13 3 10 1 87 .00 1 76 .50 1 8 5 . 10 169 .00 1 6 9 .3 0 1 5 0 .3 0 - 199 .50 189 .00 - 1 1 3 3 2 2 3 3 6 6 21 5 4 i 3 3 “ 1 1 39.5 3 9.5 285 .00 3 10.00 331 .50 331 .50 2 2 5 .5 0 3 1 2 .5 0 - 336 .03 336 .03 - - - _ - 11 11 - - 6 4 - - 7 - - - 6 3 3 - 120 46 3 9 .5 4 0.0 2 90.00 297 .50 295 .00 326 .50 2 95 »3 0 — 310 .00 2 7 0 .5 0 - 332 .53 - - _ - 5 - ~ 5 4 - - 1 - - - “ 6 6 “ - GFNERAL.............................. 107 3 9 .5 2 91.00 2 9 5 . DC 2 9 5 .0 0 - 306 .50 - - - - 248 108 140 39.0 3 9 .5 3 8 .5 2 33.50 2 85.50 1 93.50 232 .00 321 .00 1 58 .50 1 5 3 .5 0 27C .5 11 4 3 .0 0 - 322 .00 3 33.30 2 5 3 .03 - 4 3 1 8 8 17 3 14 T Y P I S T S . CLASS B ............................................... M A N U F A C T U R I N G . . . . . . . ............ .................... NONMANUFACTURING............................................ 227 QA 1 31 3 9 .0 4 0 .0 3 8 .5 239 .50 302 .00 193 .50 2 53 .00 328 .50 1 58 .50 1 5 3 .5 0 3 1 2 .0 0 1 4 2 .5 0 - 3 29.50 3 3 5 .00 253.00 “ 4 3 1 F IL E CLERKS. CLASS C .................................... NONMANUFACTURING............................................ 118 137 38.5 3 8 .5 1 49.50 1 32.50 130 .00 130 .00 1 3 0 .3 0 1 3 0 .0 0 - 138 .03 1 30.00 _ - file weekly 1 100 ANO UNDER 110 T Y P I S T S .................. ............................................................ m a n u f a c t u r i n g ..................................................... NON MANUFACTURING........................ .. ................. STENOGRAPHERS. STRAIGHT -TIME - - 1 _ - - - - - - - - - 2 2 - - - - - - 6 25 17 8 9 9 “ 49 46 3 25 17 8 2 2 “ - - - _ - 49 46 3 - 1 1 - 19 3 15 15 2 2 9 9 “ 7 1 6 69 69 8 * 5 3 29 29 21 21 “ 2 2 “ 29 30 “ 65 10 1 9 3 “ 2 - 3 3 6 6 5 5 7 7 - 7 3 4 4 4 1 5 8 8 30 9 9 29 5 22 3 19 32 32 19 19 14 6 8 7 7 2 2 ~ 5 5 3 2 - 17 3 14 “ 65 2 33 3 30 8 8 - 5 5 1 1 1 9 ” ■ 28 19 “ - “ “ clerks: - . 1 1 - - ~ ii “ - - - “ ” ~ - - - ” “ ~ MESSENGERS...................................................................... 31 3 9 .0 2 18.00 249 .00 1 3 0 .5 0 - 316 .50 - - 4 6 4 1 - - ~ - 4 2 - 2 8 - - - - - - SWITCHROARD OPERATORS.................. .. ................. NONKANUFACTURING........................................ 57 35 3 9 .0 3 8 .0 2 25.30 1 67 .50 2 11 .00 138 .00 1 3 6 .5 0 1 2 0 .1 0 - 3 18 .50 1 74 .30 2 2 6 6 4 4 8 8 5 5 _ _ 3 - - - 8 2 7 1 2 - - - - - 4 4 5 - 3 3 SWITCHROARD OPERATORRE CE PTI ONI ST S........................................................... MANUFACTURING........................................ ... NONMANUFACTURING............................................. 96 5A 40 3 9 .5 40.0 3 9 .5 1 85 .30 1 77.50 1 95 .50 160•00 157 .50 166 .00 1 5 0 .1 0 1 5 3 .5 0 1 4 7 .0 0 - 1 97.50 187 .00 2 83 .30 - - 7 - 13 13 3 3 27 21 6 12 ~ 12 3 3 - - - - 7 24 16 8 - - 3 3 - - - - - ~ - - ORDER C L E R K S . . . . . .................................................. MANUFACTURING........................................ ... 69 54 3 9 .5 39.5 2 14.50 224 .00 22C .30 230 .00 2 0 0 .0 3 2 1 6 .3 3 - 231 .53 2 3 1 .50 _ _ 3 “ _ 3 6 6 _ - _ - - _ _ _ _ - - - - ~ - 41 39.0 2 00 .00 216 .30 1 6 3 .0 0 - 221 .00 - 6 “ - - - - ORDER CLFRKS. CLASS B................................. - S e e f o o t n o t e s at e n d o f t a b l e s . 3 3 3 “ - — - 3 3 - 1 1 19 10 26 26 A 6 A A 13 16 - - _ - Table A-1. Weekly earnings of office workers, Gary—Hammond—East Chicago, Ind., October 1979— Continued Weekly earnings 1 (standard) O c c u p a t i o n an d i n d u s t r y d i v i s i o n Number of workers Average weekly hours 1 (standard) Mean ^ Median 2 NUMBER OF WORKERS RECEIVING Middle range 2 140 15 0 160 180 200 2 20 243 2 60 280 300 320 340 360 380 400 420 4 40 120 130 140 150 163 18 0 2 00 220 240 263 2 80 300 320 343 360 380 4 00 420 440 4 60 2 2 2 2 29 22 2 25 25 2 15 15 2 55 31 90 66 7 59 34 3 45 25 4 15 9 2 37 13 13 14 8 8 5 2 2 5 - 143 - 57 - 82 - 32 - 11 - 7 - 5 - - - - - - - - 2 2 7 1 31 25 25 20 25 19 9 6 25 1 8 8 5 2 3 - _ 48 - - 76 - 30 - 5 - 3 - 12 6 6 - _ - 2 2 - 143 143 9 9 - 6 6 - 2 2 6 6 - 4 - _ - - - - - - - - - 4 12 11 1 3 3 _ - 16 16 - 20 20 ~ 21 21 - _ - - IP 66 66 - 17 17 - 9 9 _ _ _ _ _ _ 12 - - 80 76 4 4 _ - 7 7 - _ 2 2 " 2 2 46 46 - 3 3 - 2 2 - 2 2 - 20 20 77 73 15 15 7 7 ACCOUNTING CLERKS. CLASS A NONMANUFACTURING. . . 337 84 3 9 .5 3 9 .0 2 9 7 . CO 1 98 .50 355.50 1 8 9 .00 2 1 0 .5 0 1 7 0 .5 0 - 365 .03 218 .03 - _ “ “ ACCOUNTING CLERKS. CLASS B MANUFACTURING............... NONMANUFACTURING.. . PUBLIC U T I L I T I E S . 428 258 173 26 3 9 .0 40.0 37.5 4 0 .0 2 38 .00 2 89 .00 1 60 .50 2 0 5 . OC 200.30 336.30 156.00 2 20 .00 1 5 8 .3 0 2 0 0 .3 0 1 3 5 .3 0 1 7 2 .5 0 - 3 36 .33 3 36 .03 1 72 .50 249 .03 2 2 PAYROLL CLERKS..................... MANUFACTURING............... NONMANUFACTURING.. . 154 1 28 26 39.5 3 9 .5 3 8.5 2 73 .00 2 89 .00 1 94.00 2 6 2 . GO 294.50 166.00 1 9 6 .5 0 2 0 1 .3 0 1 5 5 .0 0 - KEY ENTRY O P E R A T O R S . .. MANUFACTURING............... NONMANUFACTURING.. . PUBLIC U T I L I T I E S . 331 254 77 27 3 9 .5 40.0 39.0 43.0 267 .00 2 87.00 2 0 1 .00 241 .00 311.00 3 1 7 .00 181.00 265.50 119 90 29 3 9.5 40.0 3 8 .5 2 5 7 .50 280 .50 1 87.00 212 16 4 48 39.5 39.5 39.5 272 .50 2 90 .50 2 10 .30 KEY ENTRY OPERATORS. MANUFACTURING............... NONMANUFACTURING.. . CLASS R ............ 2 2 2 - 1 9 2 .3 0 2 3 5 .3 0 1 6 0 .0 0 1 8 0 .0 0 - 3 31 .00 331 .30 234 .00 265 .50 - - 2 5 5 .00 312 .30 181.00 2 0 1 .5 0 2 35 .30 1 6 3 .5 0 - 317 .00 317 .00 210 .00 - 317.00 331.00 1 80.00 1 8 3 .3 0 2 5 7 .5 0 1 5 5 .5 0 - 3 31.30 333 .00 2 65 .50 _ 25 ~ 25 2 13 ~ 13 2 48 18 30 “ 59 18 41 1 34 20 14 3 20 14 6 2 6 3 3 2 12 12 - 2 3 60 .50 3 65 .50 2 22 .00 29 7 22 2 - 1 1 6 6 17 11 6 16 15 1 11 10 1 21 18 3 2 2 3 3 “ 7 7 21 12 9 29 15 14 6 30 21 9 3 23 13 10 1 11 3 8 - 9 8 i 1 19 7 - 2 ~ 2 _ - 12 7 5 19 10 9 5 3 2 9 8 i 4 “ 13 3 10 5 21 12 9 16 12 4 18 14 4 4 3 1 6 6 - “ - - - _ - S e e f o o t n o t e s at e n d o f t a b l e s . OF — 13 0 *249.50 166 .00 240.00 A............ DOLLARS! 120 *262.50 173 .00 2 14.00 CLASS (IN 110 39.5 3 8 .0 4 0.0 KEY ENTRY OPERATORS. M A N U FA CT U RI N G .. ... . NONMANUFACTURING.. . * 1 7 0 .3 0 - *3 55 .50 1 4 8 .5 0 - 1 89 .00 1 7 0 .0 0 - 249 .00 WEEKLY EARNINGS 130 AND UNDER 110 735 254 45 ACCOUNTING CLERKS............ NONMANUFACTURING.. . PUBLIC U T I L I T I E S . STRAIGHT--TIME 4 3 3 - - 5 - 4 - 4 “ 15 3 12 5 * 5 - f t - - ~ 4 - 5 - _ _ - _ _ _ _ - - - _ - - - - _ _ _ - - - Table A-2. Weekly earnings of professional and technical workers, Gary—Hammond—East Chicago, Ind., October 1979 Weekly earnings 1 (standard) O ccu p a tio n and in d u str y d iv is io n Number of workers Average weekly hours 1 (standard) Mean ^ Median 2 NUMBER OF WORKERS Middle range 2 COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) . . ............................................................. m anu facturin g. . . . . . . . . . . . . . . . . . . 94 58 39.0 3 9.5 S427.Q0 4 70 .00 *4 0 2 .5 0 4 48 .00 COMPUTER SYSTEMS ANALYSTS (B U S I N E S S ) * CLASS A.................................... 35 3 9 .0 4 70 .50 414.00 3 8 4 .5 0 - * 3 5 7 .5 0 - *4 97 .00 4 0 2 .5 0 - 5 42 .50 5 76 .50 RECEIVING 280 30 0 3 20 34 0 360 3 80 430 420 443 480 52 3 560 63 0 6 40 680 200 - 260 220 24 0 260 280 30 0 32 0 3 40 36 0 38 0 4 00 42 0 440 48? 52 7 56 0 6 00 6 40 6 80 7 20 4 12 3 4 i 15 9 16 13 4 3 6 5 8 8 6 6 5 5 3 2 2 2 1 1 2 12 6 1 i i 2 4 3 2 1 - - 1 * - - - - “ “ " 4 18 .00 413 .00 3 5 0 .3 0 - 4 97 .00 4 19 .30 4 42 .50 4 0 7 . JO 434.00 3 3 7 .5 0 3 7 0 .5 0 - 493 .00 511 .00 COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS P ...................................................................... MANUFACTURING..................................................... 78 67 4 3.0 4 0.0 4 34 .00 4 55 .50 4 4 6 .50 4 7 1 .50 3 4 1 .5 0 3 8 0 .3 0 - 5 18 .50 5 25 .50 “ COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS C............................................................. ... MANUFACTURING................................................. 34 26 4 0 .0 4 0.0 3 35 .50 3 59.30 339 .30 368.50 2 6 7 .5 0 3 3 5 .0 0 - 3 88 .00 403 .50 ~ ~ COMPUTER OPERATORS............................................... MANUFACTURING..................................................... NONMANUFACTURING............................................. 128 96 32 39.5 40.0 39.0 3 26.50 3 59 .50 226 .50 3 68 .50 3 7 9 .50 2 02 .30 2 2 0 .0 0 3 4 8 .5 0 1 9 0 .0 0 - 3 99 .50 4 16 .50 2 54.50 5 5 13 3 10 COMPUTER OPERATORS. CLASS R................ MANUFACTURING..................................................... 65 48 39.5 3 9 .5 3 14 .00 3 51 .50 313.30 3 93 .00 2 0 7 .0 0 3 1 3 .0 0 - 399 .50 413 .50 1 12 COMPUTER OPERATORS. CLASS C ................ MANUFACTURING........................... .. ....................... 39 34 39.5 43.0 3 23 .50 3 45 .00 3 59 .00 3 68 .50 2 3 0 .5 0 3 5 0 .5 3 - 3 78.50 3 82 .50 4 D R A F T E R S . . . . . . . . . . . .................. .. .............. ... MANUFACTURING..................................................... 459 369 40.0 40.0 3 79 .50 3 88 .00 4 08 .00 4 37 .00 3 3 2 .5 0 3 4 5 .3 0 - 438 .00 4 41.50 CLASS A............................................. 212 40.0 445 .00 4 41 .50 4 3 8 .3 0 - DRAFTERS. CLASS B............................................. M A N U F A C T U R I N G . . .. . . . . . . . . . . . . . . . 93 67 39.5 3 9.5 3 79 .00 376.50 3 9C .30 3 81 .50 DRAFTERS. CLASS C............................................. MA NU FA CT U RI NG .. ...................... ....................... 94 65 40.0 40.0 3 21.00 3 18 .00 DRAFTERS. 45 39.0 314 332 4 0.0 40.0 1 5 3 3 “ 2 ~ 4 11 i ~ 6 3 7 4 i - - - 4 6 3 14 9 5 4 6 5 6 *; 8 8 12 12 11 10 14 14 13 13 13 13 4 4 4 4 4 4 1 1 6 3 10 6 i - 3 3 4 3 3 3 6 6 3 3 9 9 12 12 13 13 4 4 i i 1 l - ~ 4 3 4 4 2 2 2 2 5 5 3 3 3 3 1 1 - - - - - - - - - - - " 1 1 7 6 1 _ - 8 8 19 18 1 18 17 1 '8 8 - 18 18 - 4 4 - _ - _ - _ - _ - _ - _ - - - - - - - - - - 5 5 11 11 5 5 11 11 _ - _ _ _ _ _ - - - - - 8 8 10 13 6 6 1 1 2 2 _ _ _ _ _ 21 13 34 23 26 19 37 31 22 12 101 93 98 92 11 11 5 5 - - - - 11 5 - - - - _ “ * 5 1 “ i 5 3 2 ~ 3 9 6 3 10 7 3 5 1 4 3 4 3 7 9 2 1 “ “ 6 6 1 “ 3 3 3 3 1 1 - - - i 3 3 31 28 8 7 23 20 16 9 4 18 3 457 .50 - - - - - - - - 3 - 7 3 2 89 92 3 4 3 .3 0 3 4 3 .0 0 - 4 10.00 4 09 .50 - - - - - - - 4 3 13 10 22 19 4 i 18 14 17 9 9 5 6 6 340 .30 355.50 2 5 4 .0 0 2 5 0 .3 0 - 3 72 .50 380 .50 2 48 .30 232.00 2 1 8 .5 0 - 430 .50 4 33.00 436 .50 4 36 .50 4 2 0 .0 0 4 2 0 .0 0 - 3 62 .50 3 66.50 3 80 .50 385 .00 3 5 1 .0 0 3 5 1 .0 0 - 1 3 ~ “ _ - 7 7 272 .30 - - 18 436 .50 4 36.50 - - - 394 .00 3 94.00 - - - - _ _ - - " - - - - _ _ _ _ _ _ _ _ _ - - - - - - _ _ _ _ _ _ _ - - - 5 8 6 i “ 18 17 9 ~ 2 - 12 4 15 11 16 14 3 3 3 3 - - - - - - 7 3 6 3 5 3 - - - - - - - - - - - - - - - - - - _ 11 - - 9 9 _ - 65 64 _ “ 169 169 _ ” 53 53 _ ~ 7 7 _ “ “ S e e f o o t n o t e s at e n d o f t a b l e s . 4 - - 3 9 .0 3 9 .5 3 9 .5 3 - 4 0 .0 40.0 93 90 OF— 240 45 REGISTERED INDUSTRIAL NURSES................... M A N U F A C T U R I N G . . . . . ............... DOLLARS) 22 0 133 11? ELECTRONICS TECHNICIANS................................. MANUFACTURING..................................................... (IN 200 COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . MANUFACTURING.. ............................................... CLASS 0 ....................................... WEEKLY EARNINGS 180 160 AND UNDER 180 COMPUTER SYSTEMS ANALYSTS (B U S I N E S S ) * CLASS B.................................... DRAFTERS. STRAIGHT- TIME 1 7 6 3 3 7 7 4 4 9 9 14 14 33 33 9 9 5 5 i _ _ - - - - - _ _ _ _ _ Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, Gary—Hammond—East Chicago, Ind., October 1979 Avenge (mean2 ) O ccu pation , s e x , 3 and i n d u s t r y d i v i s i o n Number of workers Weekh r hours (standard) Weekly earnings1 (standard) O ccu pation , s e x , 3 and i n d u s t r y d i v i s i o n 4 0.0 CLASS A.................. 4 0 .0 s e x . 3 and i n d u s t r y d i v i s i o n OFFICE OCCUPATIONS UOPEN 54 39.5 2 24 .00 CLASS R . . . . . .................. 41 3 9.0 2 00 .00 654 3 9.0 CONTINUED 2 51 .50 COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS ........................................................................ 4 0 .0 3 19 .03 1 86 .00 COMPUTFR OPERATORS* NONMANUFACTURING............................................ 74 39.0 43.0 *447.50 40.0 62 2 14 .00 226 Weekly earnings1 (standard) 3 85.00 ORDER CLERKS* MANUFACTURING.................................................... Weekly hours r (standard' PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN— CONTINUEO ACCOUNTING CLERKS................................................. 49 O ccupation, Number of workers *3 7 8 .5 3 MANUFACTURING.................................................... ACCOUNTING CLERKS. Weekly Weekly hours earnings1 (standard) (standard) OFFICE OCCUPATIONS WOMEN— CONTINUEO OFFICE OCCUPATIONS PEN Average (mean2) Average (mean2) Number of workers 384 .50 CLASS R . . . . . . 1 98 .00 390 .50 183 3 9 .5 an 3 7.5 45 3 9 .0 2 05 .00 NONPANUFACTURING............................................ 1 84 .00 66 194.00 1 76 .50 DRAFTERS* CLASS C............. ............................... ELECTRONICS TE CH N IC IA NS .• • • • • • • • • • • 84 40.0 326.50 3 9.5 70 3 9 .5 3 08 .50 119 39.5 2 89.00 2 48 .00 2 41.00 301 107 3 9 .5 2 91.00 NONMANUFACTURING............................................ 2A7 3 9 .0 3 8 .5 OPERATORS* CLASS R............ 226 95 131 3 9 .0 4 0 .0 38.5 239 .00 3 01.50 1 93 .50 48 39.5 117 COMPUTER PROGRAMMERS 25 56 34 3 9 .0 3 9 .0 38.0 2 14.50 226 .00 1 67 .00 WOMEN 76 49 3 9.0 39.5 (R U S IN E S S ).... 30 40.0 3 48 .00 COMPUTER OPERATORS............................................... MANUFACTURING.................................................... 52 34 3 9.5 39.5 2 74 .00 3 1 4 .00 91 39.5 3 6 2 .00 4 39 .50 COMPUTER OPERATORS* CLASS R............... 368.50 1 32 .50 REGISTERED INDUSTRIAL NURSES.................. MANUFACTURING................. .. ............................ COMPUTER SYSTEMS ANALYSTS (B U S I N E S S ) * CLASS A................................... 33 39.0 4 76 .00 COMPUTER SYSTEMS ANALYSTS ( R U S I N E S S ) * CLASS B................................... 36 39.0 4 23.50 103 40.3 4 43.00 4 68 .00 SUITCHROARD OPERATORRECEPTIONISTS ......................................................... 96 3 9.5 1 8 5 . 0 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . n o n m a n u f a c t u r i n g ............................................ 40 3 9.5 1 95 .50 S e e f o o t n o t e s at e n d o f t a b l e s . 433.00 2 10.00 PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) .................................................................. clerks: SUITCHROARD OPERATORS...................................... NONMANUFACTURING............................................ * 2 72 .00 OCCUPATIONS - NONMANUFACTURING............................................ file * 1 87 .00 1 93.50 KEY ENTRY T Y P I S T S . CLASS R.............................................. MANUFACTURING.................................................... NONMANUFACTURING............................................ 38.5 233 .00 140 T Y P I S T S ............................................................................. 29 6 Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers Gary—Hammond—East Chicago, Ind., October 1979 Hourly earnings O ccu p a tion and in d u str y d i v is io n Number of workers Mean 2 NUMBER OF WORKERS RECEIVING Median2 6 .2 0 6 .4 0 UNDER AND _ 6 . 2 C UNOER 6 .4 0 6 .6 0 Middle range 2 STRAIGHT-TIME HOURLY EARNINGS (IN OF— DOLLARS! 9.0~* 209 208 $ 9.9 5 9 .9 5 *1 0 .2 9 1 0.28 MAINTENANCE EL ECT RI CI AN S.............................. MANUFACTURING................................................. PUBLIC U T I L I T I E S ....................................... 1 .7 0 1 1 .6 2 1 80 1 0.3 5 1 0.3 6 1 0.2 3 1 0 .3 6 1 0 .3 6 1 0.56 1 0 .0 8 1 0.0 89 .4 0 - 1 0 .8 8 1 0 .9 1 10.5 6 - MAINTENANCE PAINTERS......................................... MANUFACTURING..................................................... 111 11 1 9 .4 8 9 .4 8 9 .4 6 9 .4 6 9 .3 8 9 .3 8 - 1 0 .0 2 1 0 .0 2 - MAINTENANCE M A C H I N I ST S. ................................. MANUFACTURING..................................................... 518 498 10.7 0 10.7 0 1 0.8 5 1 0.8 5 9 .8 4 9 .8 1 - MAINTENANCE MECHANICS ( M A C H I N E R Y ) . . MANUFACTURING..................................................... 2 .6 7 8 2 .5 2 7 1 0 .7 3 13.8 5 1 1.0 4 1 1.0 4 MAINTENANCE MECHANICS (MOTOR VE H IC LE S) .................................................. MANUFACTURING..................................................... NONMANUFACTURING............................................ PUBLIC U T I L I T I E S ...................................... 509 310 199 197 1 0.07 1 0.28 9 .7 4 9 .7 4 1 0.20 1 0.20 1 0.21 1 0 . 21 MAINTENANCE P IP E F I T T E R S ................................ MANUFACTURING..................................................... 67 1 609 9 .9 2 9 .9 7 9 .9 1 9 .9 1 W O RK ERS.... 53 9 .9 6 1 0.04 9 .6 4 - 634 58 1 8 .6 2 8 .9 5 8 .8 7 8 .9 2 8 .8 0 8 .8 3 - 9 .1 2 9 .1 2 30 - 90 90 8 .8 1 8 .8 1 7 .5 3 7 .5 3 7 .4 7 7 .4 7 - 10.1 7 10.1 7 - - - 1 0 .2 3 1 0.2 4 1 0.30 1 0.3 0 R .8 79 .8 7 - 1 0 .3 8 10.3 8 _ - BOILER TE NDERS......................................................... M A N U F A C T U R I N G . . .. . . . . . . . . . . . . . . . 84 83 9 .3 6 9 .3 8 9 .8 5 9 .8 5 9 .3 6 9 .4 3 - 1 0 .1 1 1 0 .1 1 - _ - - 7 .6 0 7 .8 0 8 .0 0 8 .2 3 8 . 40 8 .6 0 8 .8 0 6 .8 0 7 .0 0 7 .2 0 7 .4 0 7 .6 0 7 .80 8 .0 0 8 .2 0 8 .4 3 8 . 60 8 .8 0 9 . CO 9 . 2 3 - - - - - ~ _ - _ - i - _ - _ - - - 1 8 8 - - _ _ _ _ - - - 7 7 _ _ _ - 82 81 7 .4 0 - STATIONARY ENGINEERS......................................... MANUFACTURING.. ............................................... 7 .2 0 _ TOOL AND OIE MAKERS............................................ MANUFACTURING.................................................... 7 .0 0 10.4 7 MAINTENANCE TRADES HELPERS........................ M A N U F A C T U R I N G . . . . . ....................................... 6 .8 0 - MAINTENANCE CARPENTERS................................... MANUFACTURING.................. .. ............................... 6 .6 0 MAINTENANCE SHEET-METAL * 9 . 5 1 —* 1 0 . 4 1 9 .5 1 - 1 0.4 1 - - - “ 3 3 11.5 6 1 1.5 6 - - - 1 0 .5 4 - 1 1 .2 4 1 0 .7 0 - 1 1.2 4 _ ~ - _ - - - - - _ - ~ - - 1 1 1 3 3 _ 3 3 - - 9 .6 7 - 1 0 .2 0 9 .8 1 - 1 0.2 0 - 3 3 - 62 62 17 17 44 44 71 70 “ 22 2 20 25 7 257 - 548 541 7 321 279 42 453 443 10 - 23 23 - 7 7 - 4 4 a 4 41 41 20 20 32 32 _ _ - - ~ - - - _ _ _ - - - 13 1 130 45 45 31 26 166 152 1 30 130 9 9 52 52 161 16 1 200 169 5 00 496 586 586 1055 1049 _ 79 65 14 14 68 17 51 51 109 85 24 24 12 12 12 “ 3 - 2 2 - _ - - - - - a 4 _ 110 - _ _ _ - 7 7 _ - - - - 9 9 9 - - 4 - - - - - - - - - 8 8 6 33 33 - - 35 35 35 - 151 110 41 41 - - _ _ _ _ _ _ - _ 93 37 3 36 336 137 137 10 0 97 12 15 15 - - - 6 6 _ _ _ _ - 4 4 23 _ _ _ _ - - - 39 39 _ _ - 9 9 - - - - - - - - - - - _ _ _ _ _ _ _ _ - - _ _ - - - - - 7 - - _ _ _ - 14 14 - _ - S e e f o o t n o t e s at e n d o f t a b l e s . - 15 15 11 1 0 .7 8 1 1 .1 0 1 0 .6 7 1 0 .6 7 9 .7 7 9 .9 7 9 .0 3 9 .0 0 - 49 49 “ - 12 12 9 .6 0 1 0 .0010 .4 0 1 0 .8 0 1 1 .2 0 1 1 .6 0 *N0 OVER 9 .6 3 1 0 .0 0 1 0 .4010 .8011 . 2 0 1 1 .6 0 9 .2 0 - - - 1 - - 18 18 _ _ _ - - 228 228 233 233 32 32 _ - 64 64 - - - - _ _ _ _ _ 8 8 12 12 22 22 _ - _ - - - 10 9 18 18 37 37 13 13 _ _ 4 4 17 17 20 20 21 21 4 4 _ _ - ~ - - - _ _ _ - ~ - 3 3 - - - 4 4 Table A-5. Hourly earnings of material movement and custodial workers, Gary—HammondEast Chicago, Ind., October 1979 Hourly earnings * Number of workers O ccupa tion and in du stry d i v is io n T RUC KD RI VERS............................................................... MANUFACTURING.................................................... NONM ANUFACTURING............................................ PURLIC U T I L I T I E S ...................................... 2 ,06 1 1 ,30 6 755 677 Mean 2 NUHRER OF WORKERS RECEIVING Median* 2 .8 0 3 .2 0 3 .6 3 AND UNDER 3 .2 0 3 .6 3 4 .3 1 S 9 .4 9 9 .3 2 9 .7 8 1 0 .1 3 S 9 . 40 9 .0 4 10.0 9 10.2 5 Middle range 2 * 9 .0 0 - * 1 0.2 5 8 .9 2 - 10.0 2 9 .7 0 - 10.3 7 1 0 .0 9 - 10.8 6 8 8 STRAIGHT- TIME - (I N DOLLARS) OF— 4 .4 0 4 .8 0 5 .2 0 5.60 6 .00 6 .4 0 6 .8 0 7 .2 0 7 . 63 8 .3 0 8 .4 0 8 .8 3 9 .2 0 4 .4 0 4 .8 0 5.2 0 5 .6 0 6 .0 0 6 .40 6 .8 0 7 .2 0 7 .6 3 8 .0 0 8 .4 0 8 .8 0 9 .2 0 9 .6 0 1 3 .0 0 1 0 .4 3 1 0 .8 0 1 1 .2 0 1 1 .6 0 1 2 .00 25 25 9 9 12 9 3 7 7 - - 4 4 129 129 - 131 131 - 551 422 129 129 12 TRUCKORIVERS. MEDIUM TRUCK.................. 35R 9 .2 5 10.0 9 9 .0 0 - 1 0 .0 9 - - - - 12 - - 9 11 - - - - - 2 TRUCKORIVERS, HEAVY TRUCK..................... 343 1 0 . C5 1 0 .7 5 9 .5 5 - 10.7 5 - - - - - - 25 - - - - - - - - T R A C T O R -T R A I L E R .. . . n o n m a n u f a c t u r i n g ............................................ PURLIC U T I L I T I E S ...................................... 500 330 30 4 9 .8 7 1 0 .4 4 1 0 .5 0 1 0 .2 5 1 0.3 0 1 0 .3 7 8 .3 7 1 0 .2 5 1 0 .2 5 - 10.8 6 1 0 .8 6 10.8 6 - - - - - - - - - _ _ _ 129 15 ~ “ ~ - - RECEIVERS........................................................................ MANUFACTURING.................................................... NONMANUFACTURING............................................ 140 88 52 7 .6 6 8 .6 6 5 .9 6 8 .2 8 8 .8 2 6 .0 0 6 .9 5 8 .2 9 4 .4 0 - 9 .0 6 9 .2 1 7 .2 8 - - - - 11 7 4 - - W A R E H O U S E M E N . . . . . . . ................................... .. M A N U F A C T U R I N G . . .. . ............................. 504 424 8 .4 0 8 .4 4 8 .5 1 8 .5 1 8 .2 8 8 .2 8 - 8 .7 2 8 .7 2 - - “ “ 1 ” 20 20 29 21 16 3 163 7 .2 8 7 .2 8 5 .7 8 5 .7 8 5 .6 3 5 .6 3 - 1 0 .2 5 1 0 .2 5 - 6 6 6 6 - 8 8 45 45 - “ 21 21 3 .4 5 7 .3 3 - 8 .0 5 8 .1 3 62 “ 24 4 - 3 5 4 1 “ 30 30 6 6 - - - - 7 7 - TRUCKORIVERS. . SHIPPING PACKERS.................................................... MAN UFACTURING... ............................. “ - - - FORKLIFT OPERATORS............................................... MANUFACTURING................................................... 8 36 776 8 .9 9 9 .1 6 9 .1 5 9 .2 2 8 .6 2 8 .6 9 - 9 .6 1 9 .7 2 - POWER-TRUCK OPERATORS (OTHER THAN F O R K L I F T ) ................................... MANUFACTURING.................................................... 1 44 96 8 .2 2 9 .0 8 8 .2 6 8 .7 4 6 .4 9R .2 6- 8 .8 2 9 .5 6 “ - GUARDS................................................................................ m a n u f a c t u r i n g .................................................... NONMANUFACTURING............................................ 1 ,06 6 523 543 5 .8 6 8 .4 7 3 .3 5 4 .8 8 8 .8 1 3 .5 0 3 .5 1 8 .4 0 2 .9 0 - 8 .8 1 8 .8 8 3 .5 0 210 210 305 305 - A................................................. 205 7 .5 3 8 .4 0 6 .1 0 - 8 .8 8 - - GUARDS, CLASS P ............... .................................. MANUFACTURING.................................................... 74 6 229 4 .9 4 8 .7 0 3 .5 0 8 .7 1 2 .9 38 .5 4 - 8 .3 1 8 .9 0 210 “ 305 JA NI T O RS , PORTERS, AND C L E A N E R S . . . . MANUFACTURING................................... ................ 1 ,59 3 737 5 .4 5 7 .6 4 4 .3 6 8 .0 1 3 .0 5 7 .9 4 - 7 • 99 8 .0 4 484 225 15 “ - ~ - “ 18 4 6 27 38 36 12 166 166 16 4 24 10 10 - 5 5 - _ 27 27 _ _ _ - ~ - - 33 33 _ _ _ - - - _ _ _ _ - - - _ _ - - - 12 9 3 14 14 - 17 17 ~ 19 19 114 134 295 246 9 _ - 6 6 6 9 9 3 3 _ - 10 13 _ _ _ _ - - - - - - - - - 156 60 - - _ _ - - 128 128 128 _ _ _ - - - - - - - - - 12 4 6 - 4 - - - “ 7 7 3 3 6 6 - - 2 33 33 84 75 88 88 _ - - - - - - 9 9 30 “ 14 14 _ 36 12 35 30 36 35 107 107 156 156 18 8 18 8 40 40 1 37 13 7 34 34 ” “ 48 - - - - 36 36 14 14 16 16 13 13 - - 9 9 5 4 i 21 20 1 7 7 - 12 12 ~ 138 137 1 235 234 1 38 38 - 4 3 1 _ - - 42 42 - 5 16 6 12 - - 65 51 - - 5 5 i i 42 42 73 72 69 68 38 38 369 369 3 3 _ _ 6 2 4 - 12 4 4 “ 27 24 3 - 12 4 6 - 27 - - - - - - " " “ ~ “ 54 13 40 15 27 14 7 2 31 23 8 - 69 - 4 12 at end o f ta b le s. - - “ 8 7 7 - _ - 18 6 9 - _ 3 _ - _ 304 2 57 - 188 188 188 - ~ - 140 1 80 180 - - “ - - 53 5 1 85 350 3 48 12 ” “ - - 44 8 36 12 226 226 13 7 6 - “ - 6 .2 7 7 .3 4 - 9 338 240 See footnotes - 6 6 MATERIAL HANDLING LARORERS........................ M A N U F A C T U R I N G . . . . . . . . .............................. GUARDS, CLASS - 9 4 4 4 4 7 .6 0 7 .6 6 9 .6 0 1 0 . 0 3 1 0 . 4 0 1 0 . 8 0 1 1 .20 1 1 .6 0 4 .0 0 12 - HOURLY EARNINGS 4 4 - - - - _ _ _ - 3 3 - 8 8 - _ _ _ _ _ - _ _ - - - - - 1 - - - - - 3 3 _ _ _ _ - - - - _ _ _ - _ 10 10 _ - 3 3 O ccupation, s e x , 3 and i n d u s t r y d i v i s i o n MAINTENANCE. TOOLROOM* POWFRPLANT OCCUPATIONS - Number of workers Average (mean2 ) hourly earnings4 O ccu pation , Average Number (mean2) of hourly workers earnings4 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - MEN— CONTINUED AND NEN MAINTENANCE CARPENTERS................................... MANUFACTURING.................................................... s e x , 3 and i n d u s t r y d i v i s i o n 205 294 C s J 3RD V * 9 . 9 7 TRUCKORIVERS— CONTINUED 9 .9 7 TRUCKDRIVERS. MEOIUM TRUCK.................. O ' Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex. Gary—Hammond—East Chicago, Ind., October 1979 HEAVY TRUCK..................... 343 1 0.0 5 TRUCKDRIVERS* T R A C T O R -T R A I L E R . . . . NONKANIJF ACTURTNG............................................ PURLIC U T I L I T I E S ...................................... 496 330 30« 9 .8 8 1C . 4 4 1 0 .5 2 RECEIV FR S ............ .......................................................... M A N U F A C T U R IN G ................... n o n m a n u f a c t u r i n g ............................................ 116 69 47 7 .4 1 8 .3 8 5 .9 « 473 401 ft . 4 2 8 .4 3 MAINTENANCE ELECTRICIANS! TRUCKPRIVERSe MAINTENANCE PAINTERS........................................ 119 MAINTENANCE MACHINISTS................................... AA 1 MAINTENANCE MECHANICS (MOTOR VE H IC LE S) ................................................. PUBLIC U T I L I T I E S ...................................... 9 . A8 1 2.6 5 A67 9 .9 9 1R7 9 .7 0 MATERIAL SHEET-METAL W ORKERS.... 609 5 .9 5 7 .2 3 O P E R A T O R S . . . . . . .............................. . . . . . . . . . . . . . . . . . . 756 696 8 .9 1 9 .0 9 915 4 ft 9 8 .4 4 9 .9 7 53 268 174 FORKLIFT MANUFACTURING.............. .................................. MAINTENANCE HANDLING LABORERS........................ 9 .9 6 m anufacturing. ft . 9 3 199 M A N U F A C T U R I N G .. ... . . . . . . . . . . . . . . 90 8 .8 1 GUARDS, MANUFACTURING....................... ............................ 69 CLASS R . . . . .................. ... 604 2C7 5 .1 0 8 .6 7 I*1. 23 MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - WOMEN MATERIAL m o v e m e n t a n d c u s t o d i a l OCCUPATIONS - MFN NONMANUFACTURING............................................ 1 ,9 9 4 738 661 7 .5 0 4 .5 4 142 HANDLING LARORERS........................ 68 150 MATERIAL TRUCKORIVERS............................................................... 4 .2 9 9 .5 2 9 .7 7 1 2 . 1A S e e fo o t n o t e s at end o f t a b l e s . 9 Table A-7. Percent increases in average hourly earnings for selected occupational groups N O T E : D at a f o r t a b l e A - 7 a r e not a v a i l a b l e f o r t h e G a r y —H a m m o n d E a s t C h i c a g o a r e a s i n c e t h is i s t h e f i r s t y e a r a s u r v e y o f c o m p a r a b l e s c o p e w a s c o n d u ct e d in the a re a . R e f e r e n c e to table A - 7 n o t a p p l y i n t h is a r e a . in the 10 standard text o f th e b u l l e t i n does Table A-8. Average pay relationships within establishments for white-collar occupations, Gary—Hammond—East Chicago, Ind., October 1979 O ffice c l e r i c a l occu p a tion being c o m p a r e d — O c c u p a t i o n w h i c h e q u a l s 100 Switch- Secretaries Stenographers, general Typists, class B File clerks, class C Messengers Switch board operators Class B CLASS P ........................... CLASS C ........................... CLASS D........................... CLASS E ........................... s t e n o g r a p h e r s , g e n e r a l ..................... T Y P I S T S . CLASS B ...................................... F ILE CLERK S. CLASS C ........................... MESSENGERS........................................................ SWITCHBOARD OPERATORS........................ SWITCHBOARD OPERATORRE C EP TIO NI ST S ............................................ ORDER CLERKS, CLASS R........................ ACCOUNTING CL ERKS, CLASS A . . . . ACCOUNTING CLERKS. CLASS B . . . . PAYROLL CLERKS......................................... .. KEY ENTRY OPERATORS. CLASS A . . KEY ENTRY OPERATORS. CLASS B . . SEC R ET AR IE S. SE CR ET ARI ES. SE CR ET ARI ES. SE CR ET ARI ES. Class C Class D Class E 100 (6 ) 134 < 61 <61 <61 137 158 <61 103 1U8 109 <61 122 (6) <61 113 1 00 1 17 <61 131 <61 134 110 100 <61 112 <61 110 10 4 100 112 <61 <61 99 1 00 108 1 04 93 10 0 <61 88 100 91 127 <61 98 11 1 <61 <61 <61 122 <61 89 111 104 93 11 5 <61 <6 1 <61 <6 1 92 <61 109 <61 <61 95 <61 89 <61 105 95 75 84 93 85 86 95 <61 <61 79 91 <61 79 88 82 <61 <61 <61 83 86 92 <61 <61 87 98 91 <61 102 Accounting clerics Order clerics, class B Key entry operators clerics 100 118 <61 108 127 <61 126 135 operatorreceptionists 100 99 87 100 87 88 115 Class A 101 113 106 <61 119 1 00 93 10 4 111 10 7 122 Class B 100 93 <61 137 Class A 1 00 97 117 Class B 100 11 2 100 P r o f e s s i o n a l and t e c h n i c a l o c c u p a t i o n b e i n g c o m p a r e d — Computer systems analysts (business) Computer programmers (business) Computer operators Drafters nurees Class A COMPUTER SYSTEMS ANALYSTS < B U S I N E S S ! , CLASS A........................... COMPUTER SYSTEMS ANALYSTS < B U S I N E S S ! » CLASS R ........................... COMPUTER PROGRAMMERS < B U S I N E S S ! , CLASS R ........................... COMPUTER PROGRAMMERS <B US IN ES S1. CLASS C........................... COMPUTER OPERATORS. CLASS B . . . COMPUTER OPERATORS, CLASS C . . . DRAFTERS. CLASS A ................................... DRAFTERS, CLASS B ................................... DRAFTERS, CLASS C ................................... DRAFTERS. CLASS D .......................... .. REGISTERED INDUSTRIAL N U R S E S .. Class B Class B Class C Class B Class C Class A Class B 100 <61 <61 95 <61 93 100 112 124 162 121 100 115 141 108 Class C Class D 100 116 100 13 3 121 100 161 <61 180 <61 <61 <61 <61 141 138 155 163 <61 <61 <61 <61 125 119 122 134 < 61 < 61 < 61 < 61 < 61 no 104 108 <61 <61 <6! <61 98 100 1 09 <61 <61 <61 <61 86 103 113 96 103 74 10 0 S e e f o o t n o t e at end o f t a b l e s . NOTE: T a b l e s A - 8 and A - 9 p r e s e n t the a v e r a g e p a y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w i t h i n e s t a b l i s h m e n t s . F o r e x a m p l e , a v a l u e o f 122 i n d i c a t e s tha t e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y a b o v e in the h e a d i n g a r e 22 p e r c e n t g r e a t e r than e a r n i n g s f o r th e o c c u p a t i o n d i r e c t l y to t h e l e f t in t h e st u b . S i m i l a r l y , a v a l u e o f 85 i n d i c a t e s e a r n i n g s f o r the o c c u p a t i o n in the h e a d i n g a r e 15 p e r c e n t b e l o w e a r n i n g s f o r the o c c u p a t i o n in th e stu b. See appendix A fo r m e th o d o f com p utation. 11 Table A-9. Average pay relationships within establishments for blue-collar occupations. Gary—Hammond—East Chicago, Ind., October 1979 M ain ten ance, t o o lr o o m , O c c u p a t i o n w h i c h e q u a l s 100 Carpenters Electricians Painters Machinists Sheet-metal workers Machinery MAINTENANCE CARPENTERS..................... MAINTENANCE EL EC TR IC IA N S................ MAINTENANCE PAINT ERS ........................... MAINTENANCE MACHINISTS..................... MAINTENANCE MECHANICS (MACHINERY)................................................. MAINTENANCE MECHANICS (MOTOR V E H IC L E S ) ................................... MAINTENANCE P I P E F I T T E R S .................. MAINTENANCE SHEET-METAL WORKERS............................................................. MAINTENANCE TRADE S H E L P E R S . . . . TOOL AND DIE MAKERS.............................. STATIONARY ENGINEERS........................... BOILER TENDERS............................................ an d p o w e r p l a n t o c c u p a t i o n b e i n g c o m p a r e d — Mechanics Trades helpers 100 117 (6) 97 104 130 (6 ) 81 88 Tool and die makers Stationary engineers Boiler tenders Motor vehicles 100 97 104 93 100 108 97 100 89 100 (A ) 100 (6) 102 100 96 99 100 102 94 96 103 104 99 101 1 00 101 100 97 113 (6) 93 130 99 117 96 99 105 94 107 86 92 97 105 125 96 99 107 (6) 118 86 100 105 99 118 (6) 99 104 99 11 5 (6) 97 10 3 100 (6 ) (6 ) 100 105 100 M a t e r i a l m o v e m e n t and c u s t o d i a l o c c u p a t i o n b e i n g c o m p a r e d — T ruckdrivers Medium truck TRUCKDRIVERS. MEOIUM T R U C K . . . . TRUCKDRIVERS. HEAVY TRUCK............ TRUCKDRIVERS. TRACT OR-T RAIL ER. RECEIVERS.......................................................... WAREHOUSE ME« ................................................. SHIPPING PACKERS...................................... MATERIAL HANDLING L A B O R E R S . . . . FORKLIFT OPERATORS................................. POWER-TRUCK OPERATORS (OTHER THAN F O R K L I F T ) ..................... GUARDS. CLASS A......................................... GUARDS. CLASS R......................................... JA NIT OR S. PORTERS. AND CLEANERS.......................................................... Guards Power-truck Receivers Warehousemen Shipping packers laborers Forklift operators (other than forklift) Class A Class B and cleaners Heavy truck Tractor^trailer (6) (6 ) (6) 130 105 (6 ) (6 ) (6 ) (6 ) (6 ) 100 (6) ( 6) (6 ) 122 (6) 100 99 (6 ) 132 97 100 (6 ) 105 98 100 105 101 100 93 100 1 13 (6 ) (6 ) (6 ) (6 ) (6 ) (6) (6) (6 ) 104 (6 ) 102 (6) (6) 106 (6) (6) (6) (6) (6) (6) 109 (6) 107 100 (6 ) (6 ) 100 (6 ) 100 159 (6 ) ( 6) 111 113 118 102 114 107 109 108 130 (6 ) 1 13 96 (6) 100 S e e f o o t n o t e a t end o f t a b l e s . NOTE: T a b l e s A - 8 a n d A - 9 p r e s e n t t h e a v e r a g e p a y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w it h i n e s t a b l i s h m e n t s . For d i r e c t l y a b o v e in t h e h e a d i n g a r e 22 p e r c e n t g r e a t e r t ha n e a r n i n g s f o r t h e o c c u p a t i o n d i r e c t l y t o th e l e f t in the stub . S im ilarly, a r e 15 p e r c e n t b e l o w e a r n i n g s f o r th e o c c u p a t i o n in th e stub . S ee a ppen dix A f o r m e th o d o f com p utation. 12 e x a m p l e , a v a l u e o f 122 i n d i c a t e s th a t e a r n i n g s f o r t h e o c c u p a t i o n a v a l u e o f 85 i n d i c a t e s e a r n i n g s f o r t h e o c c u p a t i o n in t h e h e a d i n g Establishment practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks, Gary—HammondEast Chicago, Ind., October 1979 Inex perien ced typists M inim um w eek ly stra igh t-tim e s a la r y 7 industries ESTABLISHBE NTS STUDIED ESTABLISHMENTS HAVING A SP EC IF IE D MINIMUM --------------------------------------------------------*115 .00 *120 .00 *125 .00 * 1 30 .00 *135 .00 *1 *0 .0 0 * 1 * 5 .0 0 * 1 50 .00 * 1 55 .00 *160 .00 *165 .00 *170 .00 *175 .00 *180 .00 *185 .00 *190 .00 * 1 95 .00 *200 .00 *205 .00 *210 .00 *215 .00 *220 .00 *225 .00 *230 .00 *235 .00 *2 *0 .0 0 * 2 *5.0 0 *250 .00 * 2 55 .00 * 2 60 .00 4265.00 *270 .30 *275 .00 *280 .00 *285 .00 *290 .00 * 2 95 .00 *300 .00 *305 .00 * 3 10 .00 AND AND AND AND AND AND AND AND AND AND AND AND AND ANO AND AND AND ANO ANO AND AND AND ANO ANO AND ANO ANO AND ANO AND ANO AND AND AND AND ANO AND ANO AND ANO UNOER UNOER UNDER UNOER UNDER UNDER UNDER UNDER UNOER UNDER UNDER UNDER under UNDER UNOER UNOER UNDER UNDER UNOER UNDER UNDER under UNOER UNDER UNOER UNOER UNDER UNDER UNDER und er UNDER UNOER UNOER UNDER UNDER UNDER UNOER UNDER UNOER OVER - *120 .00 *125 .00 *130 .00 * 1 35 .00 *1 *0.0 0 *1 *5 .0 0 *150 .00 *155 .00 *160 .00 * 1 65 .00 * 1 70 .00 *175 .00 *180 .00 *185 .00 *190 .00 *195 .00 *200 .00 *205 .00 * 2 10 .00 * 2 15 .00 * 2 20 .00 *225 .00 * 2 30 .00 *235 .00 * 2 40 .00 * 2 45 .00 * 2 5 0 .0 0 * 2 55 .00 *260 .00 * 2 65 .00 * 2 70 .00 *275 .00 *280 .00 *285 .00 * 2 90 .00 * 2 95 .00 *300 .00 * 3 05 .00 *310 .00 Other in experienced cle rica l w o r k e r s 8 M anufacturing 108 18 2 2 1 2 1 ~ 1 1 1 Al l schedules Non m anufactu rin g 40 40 All schedules N on m anufactu rin g All schedules 40 40 XXX 108 31 XXX 77 XXX 10 5 33 16 14 17 10 2 2 1 1 - 5 4 i * 2 31 1 - - 1 1 1 2 1 1 1 1 2 “ XXX 77 8 8 - - - _ - - - - - 1 - 5 4 1 3 - - - - - - 1 - 1 1 2 2 - 2 1 1 1 1 - 1 - i i i 3 1 - - 1 1 1 - - 1 - 3 3 3 - - _ ” - - 1 1 1 2 2 2 - _ ~ “ _ 1 1 1 1 1 - 1 1 1 1 - - - - - - 2 1 1 1 1 1 1 - 1 1 - - - - 1 1 1 - : - 1 1 : - 1 1 - 1 1 - 1 1 1 ESTABLISHMENTS HAVING NO SPECI FIE D MINIMUM ------------------------------------------------------------- 3 - XXX 3 ESTABLISHMENTS UHICH 0 1 0 NOT EMPLOY WORKERS IN THIS CATEGORY --------------------- 87 23 XXX 64 2 1 1 1 17 1 XXX 16 XXX XXX 13 1 XXX S ee fo o tn o te s at end o f ta b le s . M anufacturing industries All schedules 58 14 XXX 44 XXX Table B-2. Late-shift pay provisions for full-time manufacturing production and related workers, Gary—Hammond—East Chicago, Ind., October 1979 ^ A jl_full-^im e_j|nanufacturin£^>roduction_and_j-elated^/oj-ke rs=_^£O jD <ircentj> W o r k e r s o n l a t e s h i ft s All w orkers 9 Item S e c o n d s hi ft T h i r d s h i ft S e c o n d s hi ft T h i r d s hi ft 9 7.1 97.1 2 7 .6 1 7.9 97.1 9 5.4 1 .7 97.1 95.4 1 .7 27*6 2 7 .0 .6 17.9 17.4 .5 19.6 3 .0 29.0 19.7 3 .0 3 .1 5 .1 2 .0 1 .8 78.0 .3 1 .5 3 .7 .7 1 .5 .6 " 1 .2 5 .1 1 .6 .1 .2 •8 .3 1 .5 7 6 .7 2 .1 .8 4 .4 .7 1 .7 - PERCENT OF WORKERS IN ESTABLISHMENTS WITH L AT E-S HI FT PROVISIONS WITH NO PAY DIFFERENTIAL FOR LA T E- S HI F T WORK WITH PAY DIFFERENTIAL FOR L AT E- S H IF T WORK ----UNIFORM CENTS-PER-HOUR DIFFERENTIAL -------------UNIFORM PERCENTAGE DIFFERENTIAL ----------------------OTHER DIFFERENTIAL ------------------------------------------------------ ' AVERAGE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------------UNIFORM PERCENTAGE DIFFERENTIAL ---------------------------- " 2 9 .2 PERCENT OF WORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL UNIFORM 10 12 14 15 16 17 20 23 25 30 33 35 40 50 c en ts- per- hour: CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS CENTS ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- - - percentage: 3 PERCENT -------------------------------------------------------------------- 1.0 .2 - .4 2 2.0 .4 1 .5 - (1 0 ) .3 14.8 .3 .2 .6 (1 0 ) uniform 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 .6 - Table B-3. Scheduled weekly hours and days of full-time first-shift workers, Gary—HammondEast Chicago, Ind., October 1979 P r o d u c t i o n and r e l a t e d w o r k e r s O ffice w ork ers Item A ll industries M anufacturing N on m anufactu rin g P u blic utilities 100 100 100 A l l in d u s t r i e s M a nufa cturing N o n m a n u f a c t u r ing P u b l ic utilities PERCENT OF WORKERS BY SCHEDULED WEEKLY HOURS AND DAYS WORKERS ------------------------- 100 HOURS—5 DAYS ---------------------------------------------HOURS -------------------------------------------------------------A OAYS -----------------------------------------------------------5 OAYS -----------------------------------------------------------3 2 1 / 2 HOURS-5 OAYS ------------------------------------35 HOURS—5 DAYS ---------------------------------------------36 1 / 2 HOURS—5 DAYS ------------------------------------3 7 HOURS—5 DAYS ---------------------------------------------3 7 1 / 2 HOURS-5 D A Y S ------------------------------------3 8 HOURS—5 DAYS ---------------------------------------------4 0 HOURS -------------------------------------------------------------5 OAYS -----------------------------------------------------------5 1 / 2 DAYS --------------------------------------------------41 1 / 4 HOURS-5 OAYS ------------------------------------4 5 HOURS—5 DAYS ---------------------------------------------4 8 HOURS—6 DAYS ---------------------------------------------- (11) (11) (1 1 1 ALL FULL-TIME 25 32 _ 1 00 . . . 1.Q0 . 100 10 0 _ _ - 1 2 2 1 1 - - 3 3 - 3 3 7 11 (11) 75 75 (11) - (1 1 ) 6 93 93 - 7 8 19 18 (1 1 ) 45 45 (1 1 ) “ 1 (11) 99 99 (ti> “ 3 9 .2 39.8 3 8 .1 4 0.0 (1 1 ) 1 - - 2 5 - 2 (11 ) 94 94 (11 > (1 1 ) 2 97 97 3 9 (11) 79 79 (11) (11) 1 96 95 1 1 4 4 0 .2 3 9.2 40.3 _ - _ AVERAGE SCHEDULED WEEKLY HOURS ALL WEEKLY WORK SCHEDULES ----------------------- 40.0 S e e f o o t n o t e s at e n d o f t a b l e s . 15 Table B-4. Annual paid holidays for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979 O ffice w orkers P r o d u c t io n and r e la te d w o r k e r s Item A ll in dustries M anufacturing Non m anufactu rin g P u b lic utilities A ll in dustries M anufacturing N on m anufactu rin g P u b lic utilities PERCENT OF UORKERS UORKERS ------------------------ 100 IN ESTABLISHMENTS NOT PROVIDING PAID HOLIDAYS ---------------------------------------------IN ESTABLISHMENTS PROVIDING PAID HOLIDAYS ---------------------------------------------- 10.3 100 100 100 1 - 8 _ 99 10 0 92 1 0 .7 100 100 100 <11> - <11> - 100 99 100 99 100 8 .4 1 0.8 10.2 10.7 9 .5 1 - - HOLIOAYS FOR UORKERS IN ESTABLISHMENTS PROVIDING HOLIDAYS ---------------------------------- O AVERAGE NUMBER OF PAID 10 0 M ALL FULL-TIME 1 HOLIDAY -----------------------------------------------------------PLUS 4 HALF DAYS -----------------------------------2 HOLIDAYS --------------------------------------------------------PLUS I HALF DAY --------------------------------------3 HOLIDAYS --------------------------------------------------------5 HOLIDAYS --------------------------------------------------------6 HOLIOAYS --------------------------------------------------------PLUS 1 HALF OAY --------------------------------------PLUS 2 HALF DAYS -----------------------------------PLUS 3 HALF DAYS -----------------------------------7 HOLIDAYS --------------------------------------------------------B HOLIOAYS --------------------------------------------------------PLUS 1 HALF DAY -------------------------------------PLUS 2 HALF DAYS -----------------------------------9 HOLIDAYS --------------------------------------------------------PLUS 1 HALF DAY -------------------------------------10 HOLIDAYS ------------------------------------------------------11 HOLIDAYS ------------------------------------------------------12 HOLIDAYS ------------------------------------------------------PLUS 1 HALF DAY --------------------------------------13 HOLIDAYS ------------------------------------------------------- 1 PERCENT OF UORKERS RY NUMBER OF PAID HOLIOAYS PROVIDED <11> - - <11) <11) <111 3 <11) - 1 <11) 1 20 2 _ _ <11) - 1 - 4 1 <11 ) 1 6 _ 1 <11> 1 4 _ 20 4 < ii> _ 6 4 i _ 14 _ 7 _ 13 65 3 <11> 14 78 1 - 9 4 15 2 20 9 47 5 99 98 95 94 90 89 82 82 69 4 <11) 10 0 10 0 99 99 99 98 93 93 79 1 - 92 89 70 67 48 44 29 29 21 17 2 100 1 00 99 99 93 89 82 82 62 53 5 “ <11) 4 i i < iii 6 4 2 5 2 16 47 7 < 11 > 6 — <111 ~ <111 1 “ 2 6 ~ 14 75 1 ~ “ “ <11) 11 2 2 <11 ) 15 9 2 2 6 18 1 15 <11 ) 15 ~ 6 “ 1 1 “ 8 1 1 13 3 65 1 PERCENT OF UORKERS BY TOTAL PAID HOLIDAY TIME PROVIDED12 2 1 / 2 DAYS OR MORE ------------------------------------6 DAYS OR MORE -----------------------------------------------A 1 / 2 DAYS OR MORE --------------------------------------7 DAYS OR MORE -----------------------------------------------8 DAYS OR MORE -----------------------------------------------9 DAYS OR MORE -----------------------------------------------9 1 / 2 DAYS OR MORE --------------------------------------10 DAYS OR MORE ---------------------------------------------11 DAYS OR MORE ---------------------------------------------12 DAYS OR MORE ---------------------------------------------12 1 / 2 DAYS OR MORE -----------------------------------13 DAYS ---------------------------------------------------------------- S e e f o o t n o t e s at e n d o f t a b l e s . 16 99 99 95 95 88 84 77 75 59 13 6 6 100 100 99 99 99 99 91 91 76 1 99 99 88 87 69 60 56 50 32 31 16 15 100 100 94 94 92 92 83 82 69 65 1 Table B-5. Paid vacation provisions for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979 O ffice w ork ers P r o d u c t i o n and r e l a t e d w o r k e r s Item A ll industries M a nufacturing N on m anufactu rin g 100 100 100 (111 - P u blic utilities A ll in dustries M anufacturing N onmanufacturing P u b lic utilities 1 00 100 100 100 PERCENT OF WORKERS ALL FULL-TIME WORKERS --------------- IN ESTABLISHMENTS NOT PROVIDING PAID VACATIONS ---------------------------------IN ESTABLISHMENTS PROVIDING PAID VACATIONS ---------------------------------LENGTH-OF-TIME PAYMENT ------------PERCENTAGE PAYMENT ---------------------OTHER PAYMENT ---------------------------------AMOUNT OF PAID - 1 - _ _ _ 100 97 3 ( 111 99 99 10 0 10 0 100 100 - 10 0 99 (111 (111 100 100 - 1 00 99 (1 1 1 (111 - - 4 3 - 5 1 1 12 16 “ 2 58 7 3 81 2 1 22 15 27 “ 88 3 8 1 92 3 5 1 15 7 27 65 8A (1 1 1 1 90 (111 2 73 (11 1 35 99 97 2 (11) VACATION A F T E R : 13 6 MONTHS OF S E R V IC E: UNDER 1 WEEK -------------------------I WEEK --------------------------------------OVER 1 AND UNDER 2 WEEKS 1 YEAR OF SE RV IC E: 1 WEEK ----------------------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- &7 1 26 4 i 79 1A 5 1 3 YEARS OF S F RV IC E: 1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- < ii) 92 5 2 92 5 3 A YEARS OF SF R V I C E : 1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- (11 > 92 5 2 92 5 3 5 YEARS OF SE RV IC E: 1 WEEK ---------------------------------------2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------OVER 3 AND UNDER A WEEKS (111 79 1 17 3 80 ~ 17 3 YEARS OF SE RV IC E: 1 WEEK ---------------------------------------2 WEEKS -------------------------------------3 WEEKS -------------------------------------OVER 3 AND UNDER A WEEKS A WEEKS -------------------------------------OVER A AND UNDER 5 WEEKS 71 4 2A (111 63 12 25 - 2 YEARS OF SE RV IC E: 1 WEEK ---------------------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------------------- 10 100 (1 1 ) 2 82 3 9 3 _ _ _ _ 8A 3 9 3 12 4 82 (1 1 1 (1 1 1 12 88 - 1 9A 4 (in 88 12 2 _ _ i 9A A (111 88 12 “ (111 7A 7 18 77 21 2 _ - (111 10 7A 4 ii 83 12 5 " A : 1 - ~ - 91 3 3 92 1 A 91 8 1 _ 9A 3 3 • _ 100 - 91 8 1 95 1 4 91 8 1 1 00 - 65 23 11 ” 99 1 * _ _ _ 60 9 31 (111 56 (111 A3 (111 _ _ 1 83 5 12 _ 95 1 A _ 9A 3 3 i 99 “ 79 3 18 _ _ 3 88 8 i (111 98 - 1 ‘ See fo o tn o te s at end o f t a b le s . - 17 Table B-5. Paid vacation provisions for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979— Continued O ffice w ork ers P r o d u c t i o n and r e l a t e d w o r k e r s Item A ll in dustries AMOUNT OF PAID CONTINUEO 12 15 20 25 30 M anufacturing P u b lic utilities N onm anufacturing All industries M anufacturing Non m anufactu rin g P u b lic utilities VACATION AFTER 13- YEARS OF SE R V IC E : 1 WEEK ---------------------------------------------2 UEEKS ------------------------------------------3 UEEKS ------------------------------------------OVER 3 AND UNDER 4 UEEKS — 4 UEEKS ------------------------------------------OVER 4 AND UNDER 5 UEEKS — 5 UEEKS ------------------------------------------- (1 1 ) 2 80 2 12 3 1 YEARS OF S ER V IC E! 1 UEEK ---------------------------------------------2 UEEKS -------------------------------------------3 UEEKS -------------------------------------------OVER 3 AND UNOER 4 UEEKS — 4 UEEKS -------------------------------------------OVER 4 AND UNOER 5 UEEKS ---5 UEEKS -------------------------------------------OVER 5 AND UNDER 6 UEEKS — (11 ) 1 73 (1 1 ) 18 2 2 3 YEARS OF SER VI CE ! 1 UEEK ---------------------------------------------2 UEEKS ------------------------------------------3 UEEKS ------------------------------------------OVER 3 AND UNDER 4 UEEKS — 4 UEEKS -------------------------------------------OVER 4 AND UNOER 5 UEEKS — 5 UEEKS ------------------------------------------OVER 5 AND UNOER 6 UEEKS — 6 UEEKS ------------------------------------------OVER 6 AND UNDER 7 UEEKS — YEARS OF SER V IC E! 1 UEEK ---------------------------------------------2 UEEKS ------------------------------------------3 UEEKS ------------------------------------------OVER 3 AND UNDER 4 UEEKS — 4 UEEKS ------------------------------------------OVER 4 AND UNDER 5 UEEKS — 5 UEEKS -------------------------------------------6 UEEKS ------------------------------------------OVER 6 AND UNDER 7 UEEKS — 7 UEEKS ------------------------------------------OVER 7 AND UNOER 8 UEEKS — YEARS OF SE RV IC E! 1 UEEK ---------------------------------------------2 UEEKS ------------------------------------------3 U E E K S ------------------------* -----------------• OVER 3 AND UNDER 4 UEEKS — 4 UEEKS ------------------------------------------OVER 4 AND UNOER 5 UEEKS — 5 UEEKS ------------------------------------------6 UEEKS ------------------------------------------OVER 6 AND UNDER 7 UEEKS — OVER 7 AND UNOER 8 UEEKS — 8 UEEKS ------------------------------------------OVER 8 AND UNOER 9 UEEKS — (1 1 ) 1 7 76 (11 ) 9 ( i i ) 5 (ii > i 5 83 1 12 3 - 81 “ 13 2 1 3 _ - 4 “ 81 (1 1 ) 10 67 6 10 1 5 (11) 7 36 2 43 1 9 - 25 5 54 3 12 (11) 7 21 1 9 “ 5 4 12 ( _ i d 7 17 (11 ) 1 5 _ 8 (11 ) 72 7 1 4 1 1 5 ~ 86 - 4 1 1 - 3 _ 4 - 80 7 - 4 1 1 29 (11) 40 2 4 (1 1 ) 7 17 - - - 29 (11) 35 7 4 65 9 12 1 13 - - - 2 40 23 35 (11 ) (1 1 ) 21 - 7 (1 1 ) 93 9 - 79 _ _ - - _ - - - 1 9 3 75 (11) 12 - - 2 18 8 71 (11 ) 1 (1 1 ) 5 3 (1 1 ) 78 - 19 - - _ _ - - _ - 93 - 1 - _ 88 2 16 8 36 15 23 - - - - - - - 1 8 3 19 6 63 1 8 3 15 (11) 70 3 3 (1 1 ) 9 - - 3 (11) 8 84 5 2 16 8 26 (1 1 ) 47 1 (1 1 ) 5 - 13 - 81 (1 1 ) 5 13 “ 81 1 “ - - — " See fo o tn o te s at end o f t a b le s . - 1 20 9 71 (11) (1 1 ) 91 - 1 13 “ 71 3 12 - 9 ( i i ) 78 (11 ) 4 1 1 3 85 8 4 _ 77 5 1 3 3 79 2 19 ” ~ 51 2 12 1 _ - 1 81 4 13 - 77 18 2 3 18 “ Table B-5. Paid vacation provisions for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979— Continued O ffice w ork er s P r o d u c t i o n and r e l a t e d w o r k e r s Item A ll in dustries Manufacturing P u b l ic utilities N onm anufacturing A ll in dustries M anufacturing N on m anufactu rin g P u b lic utilities AROUNT OF PAIO VACATION AFTER 13CONTINUED NAxmun va ca tion a v a i l a b l e : 1 UEEK ------------------------------------------------------2 WEEKS ----------------------------------------------------3 WEEKS ----------------------------------------------------OVER 3 AND UNDER 4 WEEKS ------------4 WEEKS ----------------------------------------------------OVER 4 AND UNOER 5 WEEKS ------------5 WEEKS ----------------------------------------------------6 WEEKS ----------------------------------------------------OVER 6 AND UNDER 7 WEEKS ------------OVER 7 AND UNDER 8 WEEKS ------------8 WEEKS ----------------------------------------------------OVER 9 WEEKS ----------------------------------------- (1 1 ) 1 5 8 (1 1 1 72 7 1 4 1 1 3 “ 4 80 7 4 1 1 (11) 7 17 29 (11) 35 7 4 - 1 13 65 9 12 - 19 - 3 (1 1 ) 8 - 84 5 2 16 8 26 (11 ) 32 17 (11) 5 - 13 - 81 1 - - - - - - - - - - S e e f o o t n o t e s at e n d o f t a b l e s . 1 8 3 15 (11) 64 9 - Table B-6. Health, insurance, and pension plans for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979 O ffice w o rk e r s P r o d u c t i o n an d r e l a t e d w o r k e r s Item A ll industries M anufacturing Non m anufactu rin g P u b lic utilities A l l in dustries M anuf a c t u r ing N o n m a nu f a c t u r ing P u b lic u tilities PERCENT OF WORKERS ALL FUL L-T IRE WORKERS -------------- 100 10 0 100 100 100 100 100 100 IN ESTABLISHMENTS PROVIOING AT LEAST ONE OF THE BENEFITS SHOWN BELOW14--------------------------------------- 99 1 00 99 100 100 100 100 100 100 98 96 78 99 55 L IFE INSURANCE ------------------------------------NONCONTRIBUTORY PLANS ---------------- 99 92 1 00 98 94 65 100 66 98 90 ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE -------------NONCONTRIBUTORY PLANS ---------------- 46 42 37 36 88 67 99 72 49 42 31 30 79 62 99 55 SICKNESS AND ACCIOEMT INSURANCE OR SICK LEAVE OR BOTH15---------------- 96 100 76 97 99 100 97 99 93 91 99 99 61 55 97 91 72 71 84 84 54 51 96 91 9 5 30 24 57 48 70 44 2 1 9 - 5 4 6 3 LONG-TERM D I S A B I L I T Y INSURANCE ----------------------------------------------NONCONTRIBUTORY PLANS ----------------- 11 11 11 11 12 11 20 20 46 43 46 44 46 42 34 34 HOSPITALIZATION INSURANCE -----------NONCONTRIRUTORY PLANS ----------------- 99 91 100 97 93 61 100 67 99 84 100 99 99 59 100 56 SURGICAL INSURANCE ---------------------------NONCONTRIRUTORY PLANS ----------------- 99 91 100 97 93 61 100 67 99 84 100 99 99 59 100 56 MEDICAL INSURANCE ------------------------------NONCONTRIRUTORY PLANS ----------------- 98 90 100 97 88 57 10 0 67 99 84 100 99 99 59 100 56 MAJOR MEDICAL INSURANCE ----------------NONCONTRIRUTORY PLANS ----------------- 97 89 100 97 84 54 100 67 99 80 1 00 95 98 57 100 56 DENTAL INSURANCE --------------------------------NONCONTRIRUTORY PLANS ----------------- 83 81 93 92 33 25 53 47 71 65 88 88 44 26 40 40 RETIREMENT PENSION ---------------------------NONCONTRIRUTORY PLANS ----------------- 99 94 100 10 0 68 64 96 90 93 91 95 93 90 89 92 90 SICKNESS AND ACCIDENT INSURANCE -----------------------------------------NONCONTRIBUTORY PLANS -----------SICK LEAVE (FULL PAY AND NO WAITING PERIOD) ---------------------------SICK LEAVE (PARTIAL PAY OR WAITING ° E R 1 0 0 ) ---------------------------- See footnotes at en d o f t a b l e s . 20 Table B-7. Life insurance plans for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979 P r o d u c t i o n and r e l a t e d w o r k e r s A ll in dustries Item All p l a n s 16 O ffice w ork ers M anuf a c t u r ing N on contribu tory p l a n s 16 All p l a n s 16 N on contribu tory p l a n s 16 A ll in dustries All p l a n s 16 M a n u f a c t u r in g N on contribu tory p l a n s 16 All p l a n s 16 N oncontributory p l a n s 16 TYPE OF PLAN AND AMOUNT OF INSURANCE ALL FULL-TIME WORKERS ARE PROVIDED THE SAME FLAT-SUM DOLLAR AMOUNT! PERCENT OF ALL FULL -TIME WORKERS17----------AMOUNT OF INSURANCE P R O V I O E D ! 18 M E A N ---------------------------------------------------------MEDIAN -----------------------------------------------------MIDOLE RANGE < 50 PERCENT) --------MIDDLE RANGE < 8 0 PERCENT) --------- AMOUNT OF INSURANCE I S BASED ON A SCHEDULE WHICH INDICATES A SP EC IF IE D OOLLAR AMOUNT OF INSURANCE FOR A SP ECI FIE D LENGTH OF SERVICE! PERCENT OF ALL FUL L-TIME WORKERS17-----------------AMOUNT OF INSURANCE PROVIDEO 18 AFTER! 6 MONTHS OF SER V IC E! M E A N ----------------------------------------------------------------MEDIAN ------------------------------------------------------------MIDOLE RANGE < 50 PERCENT) ---------------MIDOLE RANGE < 8 0 PERCENT) ---------------1 YEAR OF SERV ICE! M E A N ----------------------------------------------------------------MEDIAN ------------------------------------------------------------MIDOLE RANGE < 5 0 PERCENT) ---------------MIDDLE RANGE < 80 PERCENT) ---------------5 YEARS OF SERVICE! M E A N ----------------------------------------------------------------M E D I A N --------------------------- --------------------------------MIDDLE RANGE < 50 PERCENT) ---------------MIDOLE RANGE < 8 0 PERCENT) ---------------1 0 YEARS OF SER VI CE ! M E A N ----------------------------------------------------------------MEDIAN -----------------------------------------------------------MIDOLE RANGE < 5 0 PERCENT) ---------------MIDDLE RANGE < 8 0 PERCENT) ---------------2 0 YEARS OF SER V IC E! M E A N ----------------------------------------------------------------NEOIAN -----------------------------------------------------------MIDDLE RANGE < 5 0 PERCENT) ---------------MIDOLE RANGE < 8 0 PERCENT) ---------------- 27 $9*000 * 6 .0 0 0 * 5 .0 0 0 -1 0 .0 0 0 * 2 .5 0 0 -2 2 .0 0 0 1 2A * 9 .3 0 0 * 7 .5 0 0 (5 .0 0 0 -1 0 .0 0 0 * 2 .5 0 0 -2 2 .0 0 0 <11) 20 <111 - <6 ) <6> <6 ) <6) <6 ) - <6 ) <61 “ “ _ - <6 ) <6 ) < A) <6 ) - _ - - <6 ) <6 ) <61 - - <A ) - - <6 <6 <6 <6 ) ) ) ) <6 > <6 ) <61 _ _ <6 <6 <6 <6 ) ) > ) <6 ) <6 ) *2 .5 0 0 *3 .3 0 0 * 1 .0 0 0 - 3 .0 0 0 * 1 .0 0 0 - 5 .0 0 0 <6 ) _ < A) - *2 .9 0 0 *3 .0 0 0 * 2 . 0 0 0 - 3 .0 0 0 * 2 .0 0 0 - 5.0 0 0 *2 .9 0 0 * 3 .0 0 0 * 2 . 0 0 0 - 3 .0 0 0 * 2 . 0 0 0 - 5 .0 0 0 <6 ) <6 > it <11) * 1 .6 0 0 *1 .5 0 0 * 8 0 0 - 1 .5 3 0 * 8 0 0 - A. 0 0 0 <6 > <6 ) 11 - <61 (6) <6 ) 13 - *1 .1 0 0 *1 .0 0 0 * 5 0 0 - 1 .0 0 0 * 5 0 0 - 3 .0 0 0 <6 > 1A *10.9 00 *10.0 00 * 5 .0 0 0 -1 7 .0 0 0 (3 .0 0 0 -2 5 .0 0 0 - _ ” *6 .8 0 0 *5 .0 0 0 * 5 .0 0 0 -1 0 .0 0 0 *5 .0 0 0 -1 0 .5 0 0 * 7 .0 0 0 * 5 .0 0 0 * 5 .0 0 0 -1 0 .0 0 0 * 5 .0 0 0 -1 0 .5 0 0 * 7 .5 0 0 * 5 .5 0 0 * 5 .0 0 0 -1 0 .5 0 0 *5 .0 0 0 -1 0 .5 0 0 * 7 .5 0 0 * 5 .5 0 0 * 5 .0 0 0 -1 0 .5 0 0 * 5 .0 0 0 -1 0 .5 0 0 - _ <61 - - <61 - - <61 _ _ (A ) - - <6 ) - - <6 ) - - <6 ) <61 “ <6 ) * <6 ) _ - <6 ) <61 - - - - <6 > <6 > <6 ) <6 ) <6 ) “ “ - <6 ) <6 > <6 ) - See footnotes at end o f tables. 19 * 1 1.0 00 *10.0 00 * 6 .0 0 0 -1 2 .7 0 0 * 3 .0 0 0 -2 5 .0 0 0 21 <61 <6 ) Table B-7. Life insurance plans for full-time workers, Gary—Hammond—East Chicago, Ind., October 1979— Continued P r o d u c t i o n and r e l a t e d w o r k e r s A l l in dustries Item All p l a n s 16 O ffice w ork ers A ll in dustries M anufacturing N on contribu tory p l a n s 16 All p l a n s 16 N on contribu tory pl a n s 16 All p l a n s 16 M anufacturing N on contribu tory p l a n s 16 All p l a n s 16 Non contribu tory p l a n s 18 TYPE OF PLAN AND AMOUNT OF INSURANCE-CONTINUED AMOUNT OF INSURANCE I S RASEO ON A SCHEDULE WHICH INDICATES A SP ECI FIE D DOLLAR AMOUNT OF INSURANCE FOR A SP ECI FIE D AMOUNT OF EARNINGS: PERCENT OF ALL FULL-TIME WORKERS17--------------------------AMOUNT OF INSURANCE PROVIDED18 I F ; ANNUAL EARNINGS ARE * 5 , 0 0 0 1 M E A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) ------------------------MIDDLE RANGE < 80 PERCENT) ------------------------ANNUAL EARNINGS ARE * 1 0 . 0 0 0 : M E A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE < 50 PERCENT) ------------------------MIDDLE RANGE < 80 PERCENT) ------------------------ANNUAL EARNINGS ARE * 1 5 . 0 0 0 1 M E A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE <50 PERCENT) ------------------------MIODLE RANGE < 80 PERCENT) ------------------------ANNUAL EARNINGS ARE * 2 0 . 3 0 0 1 M E A N -------------------------------------------------------------------------HEOIAN --------------------------------------------------------------------MIODLE RANGE < 50 PERCENT) ------------------------MIDDLE RANGE < 80 PERCENT) ------------------------- AMOUNT OF INSURANCE I S EXPRESSED AS A FACTOR OF ANNUAL E A R N I N G S ! 19 PERCENT OF ALL FULL-TIME WORKERS17 --------------------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE AMOUNT OF I N S U R A N C E : 18 M E A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIODLE RANGE < 50 PERCENT) ------------------------MIDDLE RANGE < 80 PERCENT) ------------------------PERCENT OF ALL FULL-TIME WORKERS COVEREO BY PLANS NOT SP ECIF YING A MAXIMUM AMOUNT OF INSURANCE -----------------------------------------------------------------------------PERCENT OF ALL FULL -TIME WORKERS COVERED BY PLANS SPECIFYING A MAXIMUM AMOUNT OF INSURANCE -----------------------------------------------------------------------------SP ECIFIED MAXIMUM AMOUNT OF INSURANCE: 18 M E A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIOOLE RANGE < 50 PERCENT) ------------------------MIDDLE RANGE < 8 0 PERCENT) ------------------------- AMOUNT OF INSURANCE I S BASED ON SOME OTHER TYPE of p l a n : PERCENT OF ALL FUL L-TIME WORKERS17--------------------------- 61 61 73 34 33 51 51 $8*900 *1 0.0 00 * 8 .0 0 0 -1 0 .0 0 0 * 8 .0 0 0 -1 0 .0 0 0 * 8 .9 0 0 *1 0.0 00 * 8 .0 0 0 -1 0 .0 0 0 * 8 .0 0 0 -1 0 .0 0 0 *8 .9 0 0 *10.0 00 * 8 ,0 0 0 -1 0 .0 0 0 * 8 ,0 0 0 -1 0 ,0 0 0 S8v 900 *1 0,0 00 * 8 ,0 0 0 -1 0 ,0 0 0 * 8 ,0 0 0 -1 0 ,0 0 0 *9 ,2 0 0 *9 ,0 0 0 * 9 .0 0 0 -1 1 ,0 0 0 * 5 .0 0 0 -1 1 .0 0 0 * 9 .2 0 0 *9 ,0 0 0 * 9 ,0 0 0 -1 1 .0 0 0 * 5 .0 0 0 -1 1 .0 0 0 * 9 .5 0 0 * 9 .0 0 0 * 9 ,0 0 0 -1 1 .0 0 0 * 9 , OOC—1 1 . 0 0 0 * 9 ,5 0 0 (9 ,00 0 * 9 ,0 0 0 -1 1 ,0 0 0 * 9 ,0 0 0 -1 1 ,0 0 0 *9 .9 0 0 *1 0.0 00 * 8 .0 0 0 -1 0 .0 0 0 * 8 .0 0 0 -1 0 .5 0 0 * 9 .8 0 0 *10.0 00 * 8 .0 0 0 -1 0 .0 0 0 * 8 .0 0 0 -1 0 .5 0 0 *9 .8 0 0 (1 0 .0 0 0 * 8 .0 0 0 -1 0 .0 0 0 * 8 .0 0 0 -1 0 .5 0 0 * 9 ,8 0 0 (1 0 .0 0 0 * 8 ,0 0 0 -1 0 ,0 0 0 * 8 ,0 0 0 -1 0 ,5 0 0 *1 1,2 00 (1 0 ,5 0 0 *9 ,0 0 0 -1 1 ,0 0 0 *9 .0 0 0 -1 4 ,5 0 0 * 1 1.1 00 * 1 0.5 00 * 9 ,0 0 0 -1 1 .0 0 0 * 9 ,0 0 0 -1 4 .5 0 0 *11.1 00 *10.5 00 * 9 ,0 0 0 -1 1 ,0 0 0 * 9 ,0 0 0 -1 4 ,5 0 0 (1 1 ,1 0 0 * 1 0,5 00 * 9 ,0 0 0 -1 1 .0 0 0 * 9 ,0 0 0 -1 4 ,5 0 0 *1 1.1 00 *10.000 * 8 .5 0 0 -1 0 .0 0 0 * 8 .5 0 0 -1 2 .5 0 0 * 1 0.9 00 *10.0 00 * 8 .5 0 0 -1 0 .0 0 0 * 8 .5 0 0 -1 2 .5 0 0 *10*990 *1 0.0 00 * 8 .5 0 0 -1 0 .0 0 0 * 8 ,5 0 0 -1 2 ,5 0 0 (1 0 ,9 0 0 *1 0,0 00 * 8 ,5 0 0 -1 0 ,0 0 0 * 8 ,5 0 0 -1 2 .5 0 0 *1 3.6 00 *1 2.5 00 * 9 .0 0 0 -1 2 .5 0 0 * 9 .0 0 0 -2 2 .0 0 0 * 1 3.4 00 * 1 2.5 00 (9 .0 0 0 -1 2 ,5 0 0 * 9 .0 0 0 -2 2 .0 0 0 * 1 3,3 00 (1 2 ,5 0 0 * 9 ,0 0 0 -1 2 .5 0 0 * 9 ,0 0 0 -2 2 .0 0 0 * 1 3.3 00 * 1 2.5 00 * 9 .0 0 0 -1 2 .5 0 0 * 9 ,0 0 0 -2 2 .0 0 0 *13.000 *11.500 * 1 0 .0 0 0 -1 2 .0 0 0 *1 0.0 00 -1 2.5 00 *1 2.8 00 *1 1.5 00 (1 0 .0 0 0 -1 2 .0 0 0 *1 0.0 0 0 -1 2 .5 0 0 (1 2 ,8 0 0 (1 1 .5 0 0 *1 0 .0 0 0 -1 2 .0 0 0 *1 0 .0 0 0 -1 2 .5 0 0 *1 2.8 00 *1 1,5 00 *1 0 ,0 0 0 -1 2 ,0 0 0 *1 0 ,0 0 0 -1 2 ,5 0 0 *1 7.100 *1 6.5 00 *1 0 .5 0 0 -1 6 ,5 0 0 *1 0 .5 0 0 -2 9 ,5 0 0 (1 6 ,9 0 0 * 1 6,5 00 *1 0,5 00 -1 6,5 00 *1 0.5 00 -2 9.5 00 * 1 6,7 00 *1 2 ,5 0 0 *1 0,5 00 -1 6.5 00 *1 0 .5 0 0 -2 9 ,5 0 0 *16,7 00 * 1 2,5 00 *1 0 ,5 0 0 -1 6 .5 0 0 *1 0 .5 0 0 -2 9 .5 0 0 8 1 .A 9 1 .5 0 1 .5 0 -1 .5 0 1 .0 0 -2 .0 0 6 2 *41.400 <6 ) <6 ) <6 ) 1 1 .4 4 <6 ) <6> <6 ) 6 7 6 1 .6 1 <6 ) <6 ) <6 ) 5 <61 <6 ) <6 ) <61 5 6 1 1 1 <61 <6 ) <6 ) <61 (6) < 6) <6> <6 > <6> <6> <6 ) (6 ) 1 - S ee footn otes at end o f ta b le s . 73 22 - 36 1 .3 1 1 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 16 19 *1 75 .30 0 <6 ) <6 ) <6 ) 11 30 1 .2 6 1 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 16 15 *2 18 ,00 0 <6 ) <6> <6 ) 10 36 35 1*08 <61 <6 ) <61 1 .0 5 <6 ) <61 <6 ) 13 12 23 <6 ) <6> <6 ) <6 ) 2 23 <6 <6 <6 <6 > ) ) ) 2 Footnotes Some of these standard footnotes may not apply to this bulletin. 1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at re g ular and/or prem ium 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 m ore and half r e ceive the same or le ss 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 Estim ates for periods ending prior to 1976 relate to men only for skilled maintenance and unskilled plant workers. All other estimates r e late to men and women. 6 Data do not meet publication criteria or data not available. 7 Form ally established minimum regular straight-time hiring sa l aries that are paid for standard workweeks. Data are presented for all standard workweeks combined, and for the most common standard work weeks reported. 8 Excludes workers in subclerical jobs such as m essenger. 9 Includes all production and related workers in establishments currently operating late shifts, and establishments whose formal provisions cover late shifts, even though the establishments were not currently operating late shifts. 10 Less than 0.05 percent. 1 L ess than 0.5 percent. 1 12 All combinations of full and half days that add to the same amount; for exam ple, 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. 1 Includes payments other than "length of t i m e ," such as percentage 3 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 example, changes in proportions at 10 years include changes between b 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. 14 Estim ates listed after type of benefit are for all plans for which 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 se curity, and railroad retirement. 1 Unduplicated total of workers receiving sick leave or sickness and 5 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. 16 Estim ates under "A ll plans" relate to all plans for which at least a part of the cost is borne by the em ployer. Estimates under "Noncontrib utory plans" include only those financed entirely by the employer. 37 For "A ll in d u strie s," 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. 18 The mean amount is computed by multiplying the number of workers provided insurance by the amount of insurance provided, totaling the products, and dividing the sum by the number of workers. The median indicates that half of the workers are provided an amount equal to or smaller and half an amount equal to or larger than the amount shown. Middle range (50 percent)— a fourth of the workers are provided an amount equjd to or le ss than the sm aller amount and a fourth are provided an amount equal to or m ore than the larger amount. Middle range (80 percent)— 10 percent of the workers are provided an amount equal to or less than the sm aller amount and 10 percent are provided an amount equal to or more than the larger amount. 19 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. 23 Appendix A. Scope and Method of Survey In each of the 72 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 services. 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-y ear intervals. In each of the two intervening y ears, 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 sam ple, 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. 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 -s e r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to m erit presen tation, or (2) there is possibility of disclosure of individual establishment data. Separate men'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 workers, 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-livin g allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time 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. 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 itself plus three others. An alternate of the same original probability is chosen in the same indu stry-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 m em ber that is sim ilar to the m issing unit. 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 oould decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A -7 , are better indicators of wage trends than are earnings changes for individual jobs within the groups. Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N .Y . In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. Occupations and earnings 24 Average earnings reflect composite, areawide estim ates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estim ates 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 establishm ents. Factors which may contribute to differences include progression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are m ore generalized than those used in individual establishments and allow for minor differences among establishments in specific duties perform ed. 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 materially the accuracy of the earnings data. Skilled maintenanc Continued Unskilled plant Mechanics (motor vehicle) Pipefitters Tool and die makers Janitors, porters, and cleaners Material handling laborers Percent changes for individual areas in the program are computed as follows: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of em ploy ment shifts among establishments and turnover of establishments included in survey sam ples. The percent 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 tim e span between surveys is other than 12 months, annual rates are also shown. (It is assumed that wages increase at a constant rate between surveys.) Occupations used to compute wage trends are: Office clerical Electronic data processing 2 Secretaries Stenographers, senior Stenographers, general T yp ists, cla sses A and B File c lerk s, cla sses A , B, and C M essengers Switchboard operators Order c lerk s, c la sses A and B Accounting clerk s, c la sses A and B P ayroll clerks Key entry operators, cla sses A and B 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 Painters Machinists Mechanics (machinery' 2 The earnings o f computer operators are not included A revised job description is being introduced in this survey which is For a more detailed description of the method used to compute these wage trends see "Improving Area Wage Survey Indexes," Monthly Labor Review, January 1973, pp. 5 2 -5 7 . Average pay relationships within establishments Relative m easures of occupational pay are presented in table A -8 for white-collar occupations and in table A -9 for blue-collar occupations. These relative values reflect differences in pay between occupations within individual establishments. Relative pay values are computed by dividing an establishment's average earnings for an occupation being compared by the average for another occupation (designated as 100) and multiplying the quotient by 100. For example, if janitors in a firm average $4 an hour and forklift operators $ 5 , forklift operators have a relative pay value of 125 compared with janitors. ($ 5 -j- $ 4 = 1.25 x 100 = 125.) In combining the relatives of the individual establishments to arrive at an overall average, each establishment is considered to have as many relatives as it has weighted workers in the two jobs being compared. Pay relationships based on overall averages may differ considerably because of the varying contribution of high- and low-wage establishments to the averages. For example, the overall average hourly earnings for forklift operators may be 50 percent m ore than the average for janitors because the average for forklift operators may be strongly influenced by earnings in high-wage establishments while the average for janitors may be strongly influenced by earnings in low-wage establishments. In such a case, the intra-establishment relationship will indicate a much sm aller difference in earnings. Establishment practices and supplementary wage provisions The incidence of selected establishment practices and supplementary wage provisions is studied for fu ll-tim e production and related workers and office w orkers. Production and related workers (referred to hereafter as in the wage trend computation for this group. production workers) include working supervisors and all nonsupervisory not equivalent to the previous description. workers (including group leaders and trainees) engaged in fabricating, processing, assem bling, inspection, receiving, storage, handling, pack ing, warehousing, shipping, maintenance, repair, janitorial and guard s e r v ices, product development, auxiliary production for plant’ s own use (e .g ., powerplant), and recordkeeping and other services closely a sso c i ated with the above production operations. (Cafeteria and route workers are excluded in manufacturing industries but included in nonmanufacturing industries.) In finance and insurance, no workers are considered to be production workers. 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 les, industrial relations, public relations, executive, or transportation. Administrative, executive, professional, and part-tim e 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 level, the table is m ore 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 m ajority of the production workers is recorded. When establishments have differentials which apply only to certain hours of work, the differential applying to the m ajority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summ arized 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 fu ll 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 tim e off and those required to work receive premium pay or compensatory time off. They are included only if they are granted annually on a form al 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 m easures 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 com m ercial insurance company or nonprofit organization, (2 ) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A plain is included even though a m ajority 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 retirement, 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 A ct) 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 formal 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 ip 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. Labor-management agreement coverage The following tabulation shows the percent of full-tim e production and office workers employed in establishments in the Gary— Hammond— East Chicago area in which a union contract or contracts covered a majority of the workers in the respective categories, October 1979: Production and related workers Sickness and accident insurance includes only those plans which provide that predetermined cash payments be made directly to employees who lose time from work because of illness or injury, e .g ., $ 50 a week for up to 26 weeks of disability. Sick leave plans are limited to formal plans4 which provide for continuing an em ployee's pay during absence from work because of illn ess. Data collected distinguish between (1) plans which provide full pay with no waiting period, and (2) plans which either provide partial pay or require a waiting period. L on g-term disability insurance plans provide payments to totally disabled em ployees 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 maxim um age, or eligibility for retirement benefits. Full or partial pay ments are alm ost always reduced by social security, w orkers' disability compensation, and private pension benefits payable to the disabled employee. Hospitalization, surgical, and medical insurance plans reported in these surveys provide full or partial payment for basic services rendered. Hospitalization insurance covers hospital room and board and may cover other hospital expenses. Surgical insurance covers surgeons' fees. Medical insurance covers doctors* fees for home, office, or hospital calls. Plans restricted to post-operative medical care or a doctor's care for minor ailments at a w orker's place of employment are not considered to be m edical insurance. M ajor m edical insurance coverage applies to services which go beyond the basic services covered under hospitalization, surgical, and m edical insurance. M ajor 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 fillin gs, extractions, and X -r a y s . Plans which provide benefits only for oral surgery or repairing accident damage are not reported. 90 98 55 98 23 26 18 79 All industries________________ Manufacturing____________ Nonmanufacturing________ Public utilities________ An establishment is considered to have a contract covering all production or office workers if a majority 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. Estimates are not necessarily representative of the extent to which all workers in the area may be covered by the provisions of labor-management agreements, because small establishments are excluded and the industrial scope of the survey is limited. Industrial composition in manufacturing Over two-thirds of the workers within the scope of the survey in the Gary—Hammond—East Chicago area were employed in manufacturing firm s. The following presents the major industries as a percent of all manufacturing: P r i m a r y m etal in du stries________________________________________________ 71 Blast furnace and basic steel products___________________________ Fabricated metal products____________________________________________ Transportation equipment_____________________________________________ 66 7 5 This information is based on estimates of total employment derived from universe m aterials compiled before actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in appendix table 1. 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. 4 An establishment is considered as having a formal plan if it specifies at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances determined on an individual basis are excluded. Office workers Appendix table 1. Establishments and workers within scope of survey and number studied, Gary—HammondEast Chicago, Ind.,1 October 1979 W o r k e r s in e s t a b l i s h m e n t s N u m ber of establishm ents Industry division 2 M inim um em ploym ent in e s t a b l i s h m e n t s in s c o p e o f st u d y W it h in s c o p e o f s t u d y W i t h in s c o p e o f study 3 St u d i ed T otal4 Studied Number ALL INDUSTRY T otal4 360 108 1 40 .36 2 100 9 5.919 1 4 .9 49 9 4.7 51 124 256 31 77 1 02 .04 3 3 8 .3 19 73 27 7 9 .2 49 1 6.670 9 .2 4 3 5 .7 0 6 7 4.6 80 20.071 50 50 50 50 50 36 18 137 29 36 19 5 31 11 11 9 .6 4 4 1 .4 8 9 17.6 10 5 . 02 5 4 .5 5 1 7 1 13 5 .2 4 3 (6 ) ) (6 » (6 ) 1 T h e G a r y —H a m m o n d —E a s t C h i c a g o S t a n d a r d M e t r o p o l i t a n S t a t i s t i c a l A r e a , a s d e f i n e d b y th e O f f i c e o f M a n a g e m e n t a n d B u d g e t t h r o u g h F e b r u a r y 1 974 , c o n s i s t s o f L a k e an d P o r t e r C o u n t i e s . T h e " w o r k e r s w it h i n s c o p e o f s t u d y " e s t i m a t e s p r o v i d e a r e a s o n a b l y a c c u r a t e d e s c r i p t i o n o f th e s i z e an d c o m p o s i t i o n o f t h e l a b o r f o r c e i n c l u d e d in t h e s u r v e y . E s t i m a t e s a r e not i n t e n d e d , h o w e v e r , f o r c o m p a r i s o n w it h o t h e r s t a t i s t i c a l s e r i e s t o m e a s u r e e m p l o y m e n t t r e n d s o r l e v e l s s i n c e (1 ) pl an ni ng o f w a g e s u r v e y s r e q u i r e s e s t a b l i s h m e n t da ta c o m p i l e d c o n s i d e r a b l y in a d v a n c e o f th e p a y r o l l p e r i o d s t u d i e d , a n d (2 ) s m a l l e s t a b l i s h m e n t s a r e e x c l u d e d f r o m th e s c o p e o f th e s u r v e y . 2 T h e 1972 e d i t i o n o f th e S t a n d a r d I n d u s t r i a l C l a s s i f i c a t i o n M a n u a l w a s u s e d t o c l a s s i f y e s t a b l i s h m e n t s b y i n d u s t r y di v is i o n ^ A l l g o v e r n m e n t o p e r a t i o n s a r e e x c l u d e d f r o m th e s c o p e o f th e survey. 3 I n c l u d e s a l l e s t a b l i s h m e n t s w ith t o t a l e m p l o y m e n t a t o r a b o v e th e m i n i m u m l i m i t a t i o n . A ll o u t le t s ( w i t h in th e a r e a ) o f c o m p a n i e s i n i n d u s t r i e s s u c h a s t r a d e , f i n a n c e , a u t o r e p a i r s e r v i c e , an d m o t i o n p i c t u r e t h e a t e r s a r e c o n s i d e r e d a s o n e e s t a b l i s h m e n t . F u ll-tim e office w ork ers 50 D I V I S I O N S --------------------------------------------- MANUFACTURING ------------------------------------------------------------------------NONMANUFACTURING -----------------------------------------------------------------TRANSPORTATION. COMMUNICATION. AND OTHER PUBLIC U T I L I T I E S 5 ------------------------------------------WHOLESALE TRADE -------------------------------------------------------------RETAIL TRAOE -------------------------------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE --------------S ER V IC ES 7 ------------------------------------------------------------------------------ Percent F u ll- tim e p r o d u c t i o n an d related w ork ers 3 1 .3 4 2 (6 ) <6 > (6 ) (6 > 7 .2 7 7 474 7 .7 3 8 3 .1 5 9 1 .4 2 3 4 Includes executive, pr ofess ion a l, p a r t -t im e , se a so n a l, and other w o r k e r s ex clu d ed f r o m s e p a r a t e p r o d u c t i o n a nd o f f i c e c a t e g o r i e s . 5 A b b r e v i a t e d to " p u b l i c u t i l i t i e s " in t h e A - an d B - s e r i e s t a b l e s . T a x ica b s and s e r v i c e s in cid en tal to w a te r tran sp orta tion a r e excluded. 6 S e p a r a t e data f o r th is d i v i s i o n a r e n o t p r e s e n t e d i n t h e A - a n d B - s e r i e s t a b l e s , b u t th e d iv is io n is re p r e s e n te d in the " a l l in d u st r ie s" and " n o n m a n u fa c t u r in g " e s t i m a t e s . 7 H o t e l s an d m o t e l s ; l a u n d r i e s and o t h e r p e r s o n a l s e r v i c e s ; b u s i n e s s s e r v i c e s ; a u t o m o b i l e r e p a i r , r e n t a l , a n d p a r k in g ; m o t i o n p i c t u r e s ; n o n p r o f i t m e m b e r s h i p o r g a n i z a t i o n s ( e x c l u d i n g r e l i g i o u s an d c h a r i t a b l e o r g a n i z a t i o n s ) ; an d e n g i n e e r i n g a n d a r c h i t e c t u r a l s e r v i c e s . th e 28 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to a ssist its field representatives 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 a r e a to area. This permits grouping 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 representatives are instructed to exclude working super v iso rs; apprentices; and p art-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 erson al" 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; d. Exclusions. Not all positions that are titled "se c re ta r y " possess the above characteristics. Examples of positions which are excluded from the definition are as follow s: 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: Truckdriver Shipper and receiver (previously surveyed as shipping and receiving clerk) Guard Secretary Key entry operator Computer operator Drafter Stationary engineer Boiler tender The Bureau has discontinued collecting data for tabulating -machine operator, bookkeeping-machine operator, and machine biller. Workers previously classified as watchmen are now classified as guards under the revised description. 29 SECRETARY— Continued SECRETARY— Continued Exclusions— Continued Classification by Level— Continued e. f. Positions which do not fit any of the situations listed in the sections below titled ''L evel of Supervisor, " e .g ., secretary to the president of a company that em ploys, in all, over 5 ,0 0 0 persons; Trainees. Classification by Level Secretary jobs which meet the required 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 tabulation following the explanations of these two factors indicates the level of the secretary for each combination of the factors. segment often involving as many as several hundred persons) of a company that employs, in a ll, over 25, 000 persons. LS— 4 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 2 5 ,0 0 0 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. Level of Secretary's Supervisor (LS) LS—1 a. Secretary to the supervisor or head of a sm all organizational unit (e .g ., fewer than about 25 or 30 persons); or b. Secretary to a nonsupervisory staff specialist, professional em ployee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS— 2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for L S -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, etc., (or other equivalent level of official) that em ploys, in all, fewer than 5, 000 persons. LS— 3 a. Secretary to the chairman of the board or president of a company that em ploys, in a ll, 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 c. Secretary to the head (immediately below the officer level) over either a m ajor corporatewide functional activity (e .g ., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e .g ., a regional headquar te r s ; a m ajor division) of a company that em ploys, in all, over 5, 000 but fewer than 25, 000 em ployees; or NOTE: The term "corporate o fficer" 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 "v ic e president," 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 LR—1. Performs varied secretarial duties including or comparable to most of the following: a. Answers telephones, coming mail. greets personal c a llers, and opens b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. in May c. d. Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that em ploys, in all, over 5 ,0 0 0 persons; or Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. d. Maintains supervisor's instructed. e. Secretary to the head of a large and important organizational seg ment (e .g ., a middle management supervisor of an organizational e. Types, takes and transcribes dictation, and files. calendar and makes appointments as SECRETARY— Continued STENOGRAPHER— Continued L R -2. P erform s duties described under LR—1 and, in addition p er form s tasks requiring greater judgment, initiative, and knowledge of office functions including or comparable to most of the following: a. Screens telephone and personal ca llers, determining which can be handled by the supervisor's subordinates or other offices. b. Answers requests which require a detailed knowledge of of fice procedures or collection of information from files or other offices. May sign routine correspondence in own or su pervisor's name. c. OR P erform s stenographic duties requiring significantly greater in dependence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office pro cedure; and of the specific business operations, organization, policies, procedures, file s, workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow up files; assembling material for reports, memoranda, and letters; com posing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. Com piles or a ssists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sem bles necessary 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 secre ta ry 's ______supervisor_____ 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. Stenographer, General. Dictation involves a normal routine vocabu lary. May maintain files, keep simple records, or perform other relatively routine clerical tasks. Class Class Class Class E D C B LR— 2 Class Class Class Class 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 p ro cesses. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming m ail. D C B A Class A . 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 spelling, syllabication, punctuation, etc., of tech nical or unusual words or foreign language m aterial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. STENOGRAPHER P rim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine Typist). Class B . Perform 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. 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. FILE CLERK Stenographer, Senior. Dictation involves a varied technical or spe cialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain file s, keep records, etc. 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. 31 FILE CLERK— Continued ORDER CLERK— Continued Class A . C lassifies and indexes file m aterial such as correspond ence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this m aterial. May keep records of various types in conjunction with the files. May lead a sm all group of lower level file clerks. adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following-up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . Sorts, codes, and files unclassified m aterial by simple (subject matter) headings or partly classified m aterial by finer subheadings. Prepares simple related index and cro ss-referen ce aids. As requested, locates clearly identified m aterial in files and forwards m aterial. May p er form related clerical tasks required to maintain and service files. Exclude workers paid on a comm ission basis or whose duties include any of the following: Receiving orders for services rather than for 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. C lass C . P erform s routine filing of m aterial that has already been classified or which is easily classified in a simple serial classification system (e .g ., alphabetical, chronological, or num erical). As requested, locates readily available m aterial in files and forwards m aterial; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions: MESSENGER P erform s various routine duties such as running errands, operating minor office machines such as sealers or m a ile rs, opening and distributing m a il, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. 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 c a llers, record and transm it m essag es, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the m ajor portion of the worker's tim e, and is usually perform ed while at the switchboard or console). Chief or lead operators in establishments employing m ore than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Ope r ato r - Re ceptioni st. 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 v isitor's business and providing appropriate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log of v isitors. 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 con sistency, 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 ACCOUNTING CLERK— Continued COMPUTER SYSTEMS ANALYST, BUSINESS— 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. Does not include employees primarily responsible for the man agement or supervision of other electronic data processing employees, or systems analysts prim arily concerned with scientific or engineering problem s. PAYROLL CLERK For wage study purposes, systems analysts are classified as follows: 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 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. 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 systems installations or changes and for obtaining equipment. 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. Positions are definitions: May provide functional direction to lower level systems analysts who are assigned to assist. classified into levels on the basis of the following Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of the data processing systems to be applied. C lass A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for class B. N O T E : Excluded are operators above class A using the key entry controls to a c c e ss, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a similar level of knowledge. 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. 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. Professional and Technical COMPUTER SYSTEMS A N A LYST , BUSINESS 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 program m ers from information developed by the higher level analyst. 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 system s analysts if this is the skill used to determine their pay.) COMPUTER PROGRAMMER, BUSINESS 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 diagrams, the programmer develops the pre cise instructions which, when entered into the computer system in coded 33 COMPUTER PROGRAMMER, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued 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 systems anal ysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing em ployees, or programm ers prim arily concerned with scientific and/or engineering problems. For wage study purposes, program m ers are classified 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. At this level, programming is difficult because computer equip ment must be organized to produce several interrelated but diverse prod ucts from numerous and diverse data elem ents. A wide variety and ex tensive number of internal processing actions must occur. This requires such actions as development of common operations which can be re used, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programm ers who are assigned to assist. Class B . Works independently or under only general direction on relatively simple program s, or on simple segments of complex program s. Programs (or segments) usually process information to produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. OR Works on complex programs (as described for class A) under close direction of a higher level program m er or supervisor. May assist higher level program m er by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction. May guide or instruct lower level program m ers. Class C . Makes practical applications of programming practices and concepts usually learned in form al training courses. Assignments are designed to develop competence in the application of standard pro cedures to routine problem s. Receives close supervision on new aspects of 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 program s 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, cards, setup disks, - Switches necessary auxilliary equipment into system . - Starts and operates computer. - Responds to operating and com puter output in stru ctio n s. - Reviews e r r o r m e ssa g e s and m ak es c o rrec tio n s or refers p ro b le m s. during operation - Maintains operating record . May test-run new or modified program s. May a ssist in modifying system s or programs. 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 term inals. 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: - Deviates fr o m standard p ro ce d u res to avoid the lo s s of in fo r m ation or to conserve com puter tim e even though the p rocedu res applied m a teria lly alter the com puter unit's production plan s. - Tests new program s, applications, and procedures. - Advises programmers techniques. and subject-m atter experts on s e t u p - A ssists in (1) maintaining, modifying, and developing operating systems or program s; (2) developing operating instructions and techniques to cover problem situations; and/or (3) switching to emergency backup procedures (such assistance requires a working knowledge of program language, computer features, and software system s). An operator at this level typically guides lower level operators. COMPUTER OPERATOR— Continued COMPUTER DATA LIBRARIAN 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 m aterially 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. Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. The following or similar 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. Class C . Work assignments are limited to established production runs (i.e ., program s which present few operating problems). Assignments may consist prim arily of on-the-job training (sometimes augmented by classroom instruction). When learning to run programs, 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. 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. P rinters, plotters, card read/punches, tape readers, tape units or drives, disk units or drives, and data display units are examples of such equipment. The following duties characterize the work of a peripheral equipment operator: - Loading printers and plotters with correct paper; adjusting controls for fo rm s, thickness, tension, printing density, and location; and unloading hard copy. - Labelling tape r eels, disks, or card decks. - Checking labels and mounting and dismounting reels or disks on specified units or drives. designated tape - Setting controls which regulate operation of the equipment. and error indications and - Examining tapes, cards, or other material for crea ses, 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 term inal, or (2) whose duties are limited to operating decollaters, bursters, separators, or sim ilar equipment. Perform s drafting work requiring knowledge and skill in drafting methods, procedures, and techniques. Prepares drawings of structures, mechanical and electrical equipment, piping and duct systems and other sim ilar equipment, system s, and assem blies. Uses recognized systems of sym bols, legends, shadings, and lines having specific meanings in drawings. Drawings are used to communicate engineering ideas, designs, and informa tion in support of engineering functions. The following are excluded when they constitute the primary purpose of the job: - Design work requiring the technical knowledge, skill, and ability to conceive or originate designs; - Illustrating work requiring artistic ability; - PERIPHERAL EQUIPMENT OPERATOR - Observing panel lights for warnings taking appropriate action. DRAFTER Work involving t h e preparation arrangements, floor plans, etc.; - Cartographic work involving the preparation of maps or plats and related m a teria ls, and drawings of geological structures; and - Supervisory work involving the management of a drafting program or the supervision of drafters. Positions definitions. of charts, diagrams, room are classified into levels on the basis of the following Class A. Works closely with design originators, preparing drawings of unusuaTj complex or original designs which require a high degree of precision. Performs unusually difficult assignments requiring considerable initiative, resourcefulness, and drafting expertise. A ssures that anticipated problems in manufacture, assem bly, installation, and operation are resolved by the drawings produced. E xercises independent judgment in selecting and interpreting data based on a knowledge of the design intent. Although working prim arily as a drafter, may occasionally perform engineering design work in interpreting general designs prepared by others or in completing missing design details. May provide advice and guidance to lower level drafters or serve as coordinator and planner for large and complex drafting projects. Class B. Prepares complete sets of complex drawings which include multiple view s, detail drawings, and assem bly drawings. Drawings include complex design features that require considerable drafting skill to visualize and portray. Assignments regularly require the use of mathematical formulas to compute weights, load capacities, dimensions, quantities of m aterials, etc. Working from sketches and verbal information supplied by an engineer or designer, determines the most appropriate views, detail drawings, and supplementary information needed to complete assignments. Selects required information from precedents, manufacturers' catalogs, and technical guides. Independently resolves most of the problems encountered. Supervisor or designer may suggest methods of approach or provide advice on unusually difficult problems. DRAFTER— Continued ELECTRONICS TECHNICIAN— Continued N O TE : Exclude drafters performing work of sim ilar difficulty to that described at this level but who provide support for a variety of organi zations which have widely differing functions or requirements. frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in p er forming such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex text in struments (e.g., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). Class C. Prepares various drawings of parts and a ssem blies, including sectional profiles, irregular or reverse curves, hidden lines, and small or intricate details. Work requires use of most of the conventional drafting techniques and a working knowledge of the term s and procedures of the industry. Fam iliar or recurring work is assigned in general term s; unfamiliar assignments include information on methods, procedures, sources of information, and precedents to be followed. Simple revisions to existing drawings may be assigned with a verbal explanation of the desired results; more complex revisions are produced from sketches which clearly depict the desired product. Class D. Prepares drawings of sim ple, easily visualized parts or equipment from sketches or marked-up prints. Selects appropriate templates and other equipment needed to complete assignments. Drawings fit familiar patterns and present few technical problems. Supervisor provides detailed instructions on new assignm ents, gives guidance when questions a rise, and reviews completed work for accuracy. Class E. Working under close supervision, traces or copies finished drawings, making clearly indicated revisions. Uses appropriate templates to draw curved lines. Assignments are designed to develop increasing skill in various drafting techniques. Work is spot-checked during progress and reviewed upon completion. NOTE: Exclude d r a f t e r s performing elementary receiving training in the most basic drafting methods. tasks while ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge, of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional enginee r s . 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 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 that those used by the class A technician. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. Class C. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed in structions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e .g ., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to in crease competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher 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 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 REGISTERED INDUSTRIAL NURSE— Continued MAINTENANCE MACHINIST— Continued health education, accident prevention, evaluation of plant environment, or other activities affecting the health, w elfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant 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 machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE CARPENTER MAINTENANCE MECHANIC (MACHINERY) 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, doors, flo o rs, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to 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 form al apprenticeship or equivalent training and experience. 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 major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and ex perience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE ELECTRICIAN P erform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, d istri bution, or utilization of electric energy in an establishment. Work involves m ost of the following: Installing or repairing any of a variety of electrical equipment such as generators, tran sfo rm ers, switchboards, controllers, circuit b reak ers, 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 equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the main tenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. MAINTENANCE PAINTER Paints and redecorates w alls, woodwork, and fixtures of an estab lishm ent. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes 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 formal apprenticeship or equivalent training and experience. MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of m etal 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 m achinist's handtools and precision measuring instruments; setting up and operating standard MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most 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, d rills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; r e 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 mechainc requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. 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 m ost 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 pressu res, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE SH E E T -M E T A L WORKER MACHINE-TOOL OPERATOR (TOOLROOM)— Continued Fabricates, in sta lls, 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 assem bling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. work of a machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and too l room practice usually acquired through considerable on-the-job training and experience. 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 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 laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, tools, and processes required to complete task; making necessary shop computations; setting up and operating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to p re scribed tolerances and allowances. In general, the tool and die m aker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal 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 s tr e sse s, strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the m illwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. 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). MAINTENANCE TRADES HELPER A ssists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials 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 basis. STATIONARY ENGINEER Operates and maintains one or more system s which provide an establishment with such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate air), refrigeration, steam or high-tem perature water, or electricity. Duties involve: Observing and interpreting readings on gauges, m eters, and charts which register various aspects of the system 's operation; adjusting controls to insure safe and efficient opera tion of the system and to meet demands for the service provided; recording in logs various aspects of the system 's operation; keeping the engines, machinery, and equipment of the system in good working order. May direct and coordinate activities of other workers (not stationary engineers) in p er forming tasks directly related to operating and maintaining the system or system s. M ACHINE-TOOL OPERATOR (TOOLROOM) Specializes in operating one or more 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 m aterial (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e .g ., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the The classification excludes head or chief engineers in establishments employing more than one engineer; workers required to be skilled in the repair of electronic control equipment; and workers in establishments pro ducing electricity, steam, or heated or cooled air prim arily for sale. BOILER TENDER Tends one or more boilers to produce steam or high-temperature water for use in an establishment. F ires boiler. Observes and interprets readings on gauges, m eters, and charts which register various aspects of boiler operation. Adjusts controls to insure safe and efficient boiler opera tion and to meet demands for steam or high-temperature water. May also 38 BOILER TENDER— Continued SHIPPER AND RECEIVER— Continued do one or m ore of the following: Maintain a log in which various aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in repairs to boilerroom equipment; and, following prescribed methods, treat boiler water with chem icals and analyze boiler water for such things as acidity, causticity, and alkalinity. 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. For wage study purposes, workers are classified as follows: The classification excludes workers in establishments producting electricity, steam , or heated or cooled air primarily for sale. Shipper Receiver Shipper~and receiver Material Movement and Custodial WAREHOUSEMAN TRUCKDRIVER As directed, performs 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 obvious damages; routing materials 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 r e porting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such a s: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or fcetween retail establishments and cu stom 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: Exclude workers whose primary duties involve shipping and r e 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). 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, tractor-trailer ORDER FILLER F ills 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. 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 problems, 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. 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 material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. 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 vehicles; preparing and keeping records of goods shipped, e .g ., m anifests, bills of lading. 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, m anifests, storage 39 M ATERIAL HANDLING LABORER GUARD— Continued 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 rtiaterials and merchandise on or from freight cars, 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 s e r vices on a contract basis are included in this occupation. 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 cam 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. POW ER-TRUCK OPERATOR Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment. 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. For wage study purposes, workers are classified by type of powertruck, as follows: Forklift operator Pow er-truck operator (other than forklift) JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washroom s, or prem ises of an office, apartment house, or com m ercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trim m ings; providing supplies and minor maintenance serv ices; and cleaning, lavatories, showers, and restroom s. W orkers who specialize in window washing are excluded. 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 m otor vehicle, or escorting persons or property. May be deputized to make a rrests. May also help visitors and customers by answering questions and giving directions. 40 Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D .C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1977, is available on request. A rea Akron, Ohio, Dec. 1978 _______________________________________ Albany— Schenectady—Troy, N. Y ., Sept. 1979_______________ Anaheim— Santa Ana—Garden Grove, C alif., Oct. 1979______________________________________________ Atlanta, G a., May 1979________________________________________ Baltim ore, M d., Aug. 1979___________________________________ Billings, Mont., July 1979____________________________________ Birmingham, A la ., M ar. 1978________________________________ Boston, M a ss., Aug. 1979_____________________________________ Buffalo, N .Y ., Oct. 1 9 7 8 1_____________________________________ Canton, Ohio, May 1978_______________________________________ Chattanooga, Tenn.— Ga., Sept. 1979__________________________ Chicago, 111., May 1979________________________________________ Cincinnati, Ohio— Ky.—Ind., July 1979 1______________________ Cleveland, Ohio, Sept. 1979___________________________________ Columbus, Ohio, Oct. 1 9 7 8 1 __________________________________ Corpus Christi, T ex., July 1979 1___________________________ Dallas— Fort Worth, T ex., Oct. 1978 1 ________________________ Davenport— Rock Island— Moline, Iowa— 111., Feb. 1979______ Dayton, Ohio, Dec. 1978 ______________________________________ Daytona Beach, F la ., Aug. 1979 1 ___________________________ Denver— Boulder, C olo., Dec. 1978___________________________ Detroit, Mich., M ar. 1979 1 ___________________________________ Fresno, C alif., June 1979____________________________________ Gainesville, F la ., Sept. 1979___________________ _____________ Gary— Hammond— ast Chicago, Ind., Oct. 1979 1____________ E Green Bay, W is ., July 1979_____________ -____________________ Greensboro— inston-Salem — W High Point, N .C ., Aug. 1979_______________________________________________ Greenville— Spartanburg, S .C ., June 1979 1 _________________ Hartford, Conn., M ar. 1979___________________________________ Houston, T ex., A pr. 1979_____________________________________ Huntsville, A la ., Feb. 1979___________________________________ Indianapolis, Ind., Oct. 1979_________________ —______________ Jackson, M is s ., Jan. 1979 1___________________________________ Jacksonville, F la ., Dec. 1978 ________________________________ Kansas City, M o.— an s., Sept. 1979 1 _______________________ K Los Angeles—Long Beach, C alif., Oct. 1979________________ Louisville, K y.-In d., Nov. 19 7 8 ______________________________ M emphis, Tenn.— rk.—M is s ., Nov. 1979 1 __________________ A Bulletin number and price * 2025-63, $1 .0 0 2050-46, $1 .5 0 2050-48, 2050-20, 2050-42, 2050-43, 2025-15, 2050-50, 2025-71, 2025-22, 2050-39, 2050-21, 2050-28, 2050-47, 2025-59, 2050-33, 2025-52, 2050-10, 2025-66, 2050-41, 2025-68, 2050-7, 2050-25, 2050-45, 2050-60, 2050-31, $1 .5 0 $1.30 $1 .7 5 $1.50 80 cents $ 1 .7 5 $1 .3 0 70 cents $1 .5 0 $ 1 .7 5 $2 .0 0 $ 1 .7 5 $1.50 $ 1 .7 5 $1 .5 0 $ 1 .0 0 $ 1 .0 0 $1 .5 0 $ 1 .2 0 $1 .5 0 $ 1.50 $1 .5 0 $ 2 .2 5 $1 .5 0 2050-49, 2050-29, 2050-12, 2050-15, 2050-3, 2050-54, 2050-9, 2025-67, 2050-58, 2050-59, 2025-69, 2050-56, $1.50 $ 1 .7 5 $1.10 $ 1 .3 0 $1 .0 0 $2 .2 5 $ 1 .2 0 $ 1 .0 0 $ 2 .7 5 $ 2 .2 5 $ 1 .0 0 $ 2 .2 5 Area Miami, F la., Oct. 1979_______________________________________ Milwaukee, W is., Apr. 1979__________________________________ Minneapolis— St. Paul, Minn.—W is., Jan. 1979_______________ Nassau— Suffolk, N. Y ., June 1979____________________________ Newark, N .J ., Jan. 1979______________________________________ New Orleans, La., Oct. 1979_________________________________ New York, N .Y .-N .J ., May 1979_____________________________ Norfolk—Virginia Beach— Portsmouth, Va.— N .C ., May 1979 1 _____________________________________________ Norfolk—Virginia Beach^Portsmouth and Newport News— Hampton, Va.— .C ., May 1978------------------N Northeast Pennsylvania, Aug. 1979 1 ------------------------------------Oklahoma City, Okla., Aug. 1979____________________________ Omaha, Nebr.— Iowa, Oct. 1979_______________________________ Paterson— lifton-Passaic, N.J., June 1979_____________ ,___ C Philadelphia, Pa.— N.J., Nov. 1979 1 ________________________ Pittsburgh, Pa., Jan. 1979 1__________________________________ Portland, Maine, Dec. 1 9 7 8 1 _________________________________ Portland, Oreg.—Wash., May 1979____________________________ Poughkeepsie, N. Y ., June 1979_______________________________ Poughkeepsie— Kingston— Newburgh,N .Y ., June 1979_________ Providence— Warwick—Pawtucket, R.I.— M a ss., June 1979 1 __________________________________________ Richmond, Va., June 1979____________________________________ St. Louis, Mo.— 111., Mar. 1979 1 _____________________________ Sacramento, C alif., Dec. 1978 _______________________________ Saginaw, Mich., Nov. 1979 1 __________________________________ Salt Lake City— Ogden, Utah, Nov. 1978 1 _____________________ San Antonio, Tex., May 1979__________________________________ San Diego, C alif., Nov. 1978__________________________________ San Francisco— Oakland, C alif., Mar. 1979__________________ San Jose, C alif., Mar. 1979___________________________________ Seattle— Everett, Wash., Dec. 1978___________________________ South Bend, Ind., Aug. 1979 1_________________________________ Toledo, Ohio-M ich., May 1979_______________________________ Trenton, N.J., Sept. 1979_____________________________________ Utica—Rome, N .Y ., July 1978_________________________________ Washington, D .C .-M d .-V a ., M ar. 1979______________________ Wichita, K ans., Apr. 1979____________________________________ W orcester, M a ss., Apr. 1979________________________________ York, Pa., Feb. 1979_________________________________________ Bulletin number and price * 2050-55, 2050-8, 2050-1, 2050-36, 2050-5, 2050-53, 2050-30, $2.25 $1.30 $1.30 $1.75 $1.30 $2.25 $1.75 2050-22, $1.75 2025-21, 2050-32, 2050-37, 2050-51, 2050-26, 2050-57, 2050-11, 2025-70, 2050-27, 2050-34, 2050-35, 80 cents $1.75 $1.50 $ 1.50 $1.50 $3.00 $1.50 $1.20 $1.75 $1.50 $1.50 2050-38, 2050-24, 2050-13, 2025-75, 2050-52, 2025-72, 2050-17, 2025-73, 2050-14, 2050-19, 2025-74, 2050-44, 2050-16, 2050-40, 2025-34, 2050-4, 2050-18, 2050-23, 2050-6, $1.75 $1.50 $1.50 $ 1.00 $1.75 $1.30 $ 1.00 $1.00 $1.20 $1.10 $1.00 $ 1.75 $1.10 $1.50 $1.00 $1.20 $ 1.00 $1.50 $1.00 * Prices are determined by the Government Printing Office and are subject to change. 1 Data on establishment practices and supplementary wage provisions are also presented. U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Postage and Fees Paid U.S. Department of Labor Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region II Region III 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 1371 Peachtree St., N.E. Atlanta, Ga. 30309 Phone 881-4418 (Area Code 404) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont New Jersey New York Puerto Rico Virgin Islands Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V Region VI Regions VII and VIII Regions IX and X 9th Floor, 230 S Dearborn St. Chicago, III. 60604 Phone: 353-1880 (AreaCode312) Second Floor 555 Griffin Square Building Dallas, Tex. 75202 Phone: 767-6971 (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
