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Area Wage Survey U.S. Department of Labor Bureau of Labor Statistics Bulletin 2050-9 Jackson, Mississippi, Metropolitan Area January 1979 Preface This bulletin provides results of a January 1979 survey of occupa tional earnings and supplementary wage benefits in the Jackson, M ississippi, 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 Atlanta, G a., under the general direction of Jerry G. Adams, Assistant Regional Commissioner for Opera tions. 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 sin cere appreciation for the cooperation received. Material in this publication is in the public domain and may be reproduced without permission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this pub lication. Note: A lso available for the Jackson area are listings of union wage rates for seven selected building trades. Free copies of these are available from the Bureau' s regional offices. (See back cover for addresses.) Area Wage Survey Jackson, Mississippi, Metropolitan Area January 1979 U.S. Department of Labor Ray Marshall, Secretary Contents Bureau of Labor Statistics Janet L. Norwood Commissioner Introduction____ July 1979 Tables: Bulletin 2050-9 For sale by the Superintendent of Docu ments. U S Government Printing Office. Washington. D C 20402. G P O Bookstores, or BLS Regional Offices listed on back cover Price $1 20 Make checks payable to Super intendent of Documents Page Page 2 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 for selected occupational groups___________________ 10 A - 8. Average pay relationships within establishments for white-collar workers______________ 11 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 and clerks______ 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 L a b o r'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. 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. 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. 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. 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. B -se r ie s tables The B -se rie s tables present information on minimum entrance salaries for inexperienced typists and clerks; 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 fir st-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. Table A -7 provides percent changes in average hourly earnings of office clerica l w orkers, electronic data processing w orkers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. 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 labormanagement agreement coverage. Appendix B provides job descriptions used by Bureau field repre sentatives to classify workers by occupation. Earnings Table A-1. Weekly earnings of office workers, Jackson, Miss., January 1979 W eekly earning^^™ (stan ard d ) Num ber of woiken Average w eekly hours1 (sta d rd na ] Number of w orkers receiving straight-tim e we ekly earnings of— s $ * s s s s s S s $ s % $ s 260 200 2 20 240 210 Mean2 Median2 Middle range 2 $ $ $ $ 192.00 179.00 1 6 3 .5 0 -2 1 5 .0 1 199.50 187.50 1 7 5 .0 0 -2 1 7 .0 0 191.00 176.00 1 6 2 .0 0 -2 1 4 .0 0 240.00 227.00 1 9 3 .0 0 -2 8 0 .5 0 280 3 00 320 340 360 20 4 16 8 7 1 6 4 10 2 8 8 9 9 6 11 11 9 2 2 11 10 - i i 1 1 3 3 - “ 12 8 3 1 i “ 8 6 _ 3 - 2 2 2 2 16 17 16 1 15 8 1 i “ ' 2 2 2 9 9 9 * - - 1 4 4 4 4 4 - - 150 160 170 180 190 120 130 140 150 160 170 180 190 200 21C 220 240 260 - - 41 3 38 1 76 4 72 2 72 8 64 8 45 10 35 6 36 4 32 4 23 3 20 2 27 5 22 5 40 5 35 16 - - 2 - 6 4 _ “ - - i i 5 5 - 6 6 6 6 11 10 1 1 3 1 4 and under - 18 ~ 18 - - - - - _ - - - - - - 4 i 3 ~ 19 1 18 ~ 9 4 5 14 7 7 2 13 2 11 4 13 1 12 2 16 15 1 23 22 2 33 32 6 14 13 4 16 16 “ 1 1 ~ 1 i - 13 13 1 * ~ 4 “ 18 18 22 22 21 20 28 26 17 16 5 4 3 3 3 3 - - - - - ~ “ “ “ 2 2 18 12 3 1 13 12 8 4 4 3 6 2 4 4 4 4 18 18 2 2 ~ - 2 2 “ 8 7 i i 1 1 1 3 3 4 “ 2 2 - 4 16 1 5 7 3 5 1 - 18 15 15 11 11 4 4 14 14 - - - - - “ “ 3 3 - 1 i SECRETA RIES. CLASS A -------NONMANUFACTURING ------------- 30 25 40. 0 223.00 40. 0 229.50 224.50 227.00 1 9 7 .5 0 -2 2 7 .0 0 2 1 3 .0 0 -2 2 7 .0 0 SECRETA RIES. CLASS B -------NONMANUFACTURING ------------- 59 46 40. 0 223.00 40. 0 218.50 215.50 197.50 1 8 4 .0 0 -2 4 9 .0 0 1 8 0 .5 0 -2 3 6 .0 0 - - - - SECRETA RIES. CLASS C -------MANUFACTURING -----------------NONMANUFACTURING ------------PUBLIC U T IL IT IE S ---------- 133 21 112 38 39. 0 40. 0 3 9.0 3 9.5 212.00 191.50 216.00 253.00 202.50 185.00 209.50 240.50 1 8 2 .0 0 -2 2 9 .0 0 1 7 7 .0 0 -2 0 5 .0 0 1 8 4 .0 0 -2 3 8 .0 0 2 1 6 .0 0 -3 1 0 .5 0 _ - ~ - - SECRETA RIES. CLASS 0 -------NONNANUFACTURING ------------PUBLIC U T IL IT IE S ---------- 127 121 22 39. 0 179.00 39. 0 179.00 39. 0 214.50 174.50 174.50 180.50 1 6 1 .0 0 -1 8 6 .0 0 1 6 1 .0 0 -1 8 6 .0 0 1 7 3 .0 0 -2 7 3 .5 0 - - “ - “ SECRETA RIES. CLASS E -------NONMANUFACTURING ------------- 117 112 4 0 .0 4 0 .0 158.50 158.50 155.50 155.50 1 4 6 .0 0 -1 6 9 .0 0 1 4 6 .0 0 -1 6 9 .0 0 - - - STENOGRAPHERS ----------------------NONNANUF A C T U R IN 6 ------------- 85 67 39. 0 188.00 38. 5 193.50 176.50 180.50 1 5 7 .0 0 -2 2 3 .0 0 1 6 2 .0 0 -2 3 9 .5 0 _ - - - 1 1 STENOGRAPHERS. SENIOR ------NONMANUFACTURING ------------- 26 20 40. 0 193.50 40. 0 203.50 178.50 203.00 1 6 2 .0 0 -2 1 2 .0 0 1 6 2 .0 0 -2 1 6 .5 0 - _ _ - “ STENOGRAPHERS. 59 38.5 176.50 1 4 6 .0 0 -2 3 9 .5 0 - - 1 - - ----- 185.00 - 1 1 - - 47 47 38. 0 150.50 38. 0 150.50 145.00 145.00 1 3 5 .0 0 -1 6 1 .0 0 1 3 5 .0 0 -1 6 1 .0 0 TYPISTS --------------------------------NONMANUFACTURING ------------- 179 160 39.5 139.00 39. 0 138.50 136.00 136.00 1 2 5 .5 0 -1 4 9 .5 0 1 2 5 .0 0 -1 4 7 .5 0 - TY P IS T S . CLASS B --------------NONMANUFACTURING ------------- 149 130 39. 0 135.50 39. 0 134.00 132.00 130.00 1 2 4 .5 0 -1 4 2 .5 0 1 2 4 .0 0 -1 4 1 .0 0 _ F I L E CLERKS -------------------------NONMANUFACTURING ------------- 223 223 38.5 120.50 38. 5 120.50 116.00 116.00 1 1 3 .0 0 -1 2 1 .5 0 1 1 3 .0 0 -1 2 1 .5 0 - 1 - F ILE CLER KS. CLASS C -------NONMANUF A C T U R IN 6 ------------- 137 137 38.5 3 8.5 120.00 120.00 116.00 116.00 1 1 3 .0 0 -1 2 1 .0 0 1 1 3 .0 0 -1 2 1 .0 0 " HESSEN6ERS ---------------------------NONMANUFACTURING ------------- 37 37 39. 0 144.00 39. 0 144.00 135.50 135.50 1 2 1 .0 0 -1 4 8 .5 0 1 2 1 .0 0 -1 4 8 .5 0 - SWITCHBOARD OPERATORS ---------NONMANUFACTURING ------------- 34 32 38.5 3 8.5 143.50 144.50 139.50 140.00 1 0 8 .0 0 -1 6 1 .0 0 1 0 8 .0 0 -1 6 1 .0 0 10 10 - - _ - - - - - 35 35 1 - - TRANSCRIBING-MACHINE TYPISTS NONMANUFACTURING ------------- - - - See footnotes at end of tables s 340 140 473 50 423 80 GENERAL t 320 130 SECRETARIES -------------------------MANUFACTURING -----------------NONMANUFACTURING ------------PUBLIC U T IL IT IE S ---------- 39.5 4 0 .0 39.5 3 9.5 S 300 120 100 t 280 110 110 O ccup atio n and in d u stry d iv is io n 2 14 14 48 48 42 34 33 28 19 16 13 12 6 6 1 1 2 ~ 14 14 48 48 40 32 24 19 9 6 7 6 5 5 - 2 142 142 50 50 18 18 6 6 2 2 4 - - 89 89 32 32 11 11 2 - 3 3 - 2 3 3 12 12 10 10 4 4 2 2 2 2 1 1 - 2 1 1 4 3 6 6 1 1 3 3 - 3 3 1 “ “ - - " 4 “ 4 12 3 “ ~ - 1 1 - - - - ~ - - - “ i 1 i i - - i i i i - - “ - - - - - - - - - - - - “ “ - - ~ i i 1 1 - 2 2 “ - - - “ “ • - - - ~ - - - _ ~ “ - - - - - ” - - 1 1 - - - - - - - - _ - - - - “ 1 1 “ “ ” - _ “ “ “ - 17 8 - - “ i i “ - - - Table A-1. Weekly earnings of office workers, Jackson, Miss., January 1979— Continued W eekly earnings1 (stan dard) Occupation and industry d ivisio n N ber um of w oiken Average w eekly hours1 (stan ard d Number of w orkers receiving straight-tim e we ekly earnings of— S $ Mean2 Median2 Middle range2 s f s * % f % s s S S 340 320 2 80 300 200 210 220 240 260 170 180 190 200 210 220 240 260 280 300 320 15 4 ii 11 2 9 6 2 4 1 1 1 - - - - _ _ - - - - _ - 5 1 1 - - - 1 2 2 - 5 - - - - - - _ - 4 4 18 4 7 - 6 6 1 1 1 1 3 3 14 - 4 4 7 - - 4 4 _ 1 1 1 1 _ _ - 3 3 _ - 4 4 45 9 36 66 21 45 37 2 35 22 10 12 10 5 5 25 12 13 58 7 51 9 1 8 7 2 5 16 2 14 41 9 32 20 1 19 18 10 8 5 2 3 16 12 4 9 7 2 7 1 6 75 16 59 48 6 42 29 7 22 25 12 13 17 1 16 4 4 5 3 2 9 49 2 - - 9 49 2 2 12 2 10 6 2 4 15 3 12 1 1 - 6 2 4 6 1 5 4 2 2 4 8 - - 4 18 1 17 1 44 i 43 2 104 7 97 6 48 4 44 3 43 4 39 5 20 3 17 1 19 1 18 3 5 1 4 - 12 12 5 13 _ _ 9 9 13 13 10 9 7 7 7 6 2 2 6 6 1 1 95 7 88 5 35 4 31 2 33 3 30 4 13 3 10 1 12 3 1 2 6 12 - - 6 5 12 12 120 130 140 150 160 5 “ 5 11 1 10 7 6 1 23 6 17 - - - 4 4 4 4 - - 4 4 4 4 “ 73 10 63 86 18 68 55 8 47 9 1 8 11 2 9 64 9 55 and under 88 25 63 $ 39.5 152.50 40. 0 156.00 39. 5 150.50 $ 149.50 147.50 149.50 OROER CLERKS ---------------------------------MANUFACTURING --------------------------- 73 31 40. 0 224.00 40. 0 201.50 190.00 190.00 1 8 0 .0 0 -2 7 6 .0 0 1 6 3 .0 0 -2 2 5 .5 0 ORDER CLERKS* CLASS B ---------------MANUFACTURING --------------------------- 25 25 40. 0 195.00 40. 0 195.00 186.50 186.50 1 4 9 .5 0 -2 0 5 .0 0 1 4 9 .5 0 -2 0 5 .0 0 - ACCOUNTING CLERKS -------------------------MANUFACTURING --------------------------NONMANUFACTURING ----------------------- 553 105 A68 39. 0 173.00 40. 0 174.50 39. 0 172.50 162.00 172.00 160.00 1 4 3 .5 0 -1 9 0 .0 0 1 4 6 .5 0 -1 9 3 .5 0 1 4 0 .5 0 -1 8 7 .0 0 5 2 5 2 39 2 37 ACCOUNTING CLERKS. CLASS A -------MANUFACTURING --------------------------NONMANUFACTURING ----------------------- 177 49 128 39. 5 191.00 40. 0 195.50 39. 0 189.50 180.00 190.00 178.00 1 7 0 .5 0 -2 1 5 .0 0 1 7 3 .0 0 -2 1 8 .5 0 1 6 6 .0 0 -1 9 7 .5 0 - 1 _ - 1 ACCOUNTING CLERKS. CLASS B -------MANUFACTURING --------------------------NONMANUFACTURING ---------------------- 376 56 320 39. 0 164.50 39. 5 156.00 39. 0 166.00 150.00 152.00 150.00 1 3 8 .0 0 -1 7 8 .0 0 1 4 2 .5 0 -1 7 0 .5 0 1 3 6 .0 0 -1 8 2 .0 0 5 1 5 1 39 2 37 PAYROLL CLERKS ------------------------------MANUFACTURING --------------------------NONMANUFACTURING ---------------------- 70 15 55 39. 5 184.00 3 9.5 181.00 39. 5 184.50 173.00 177.00 168.50 1 5 3 .5 0 -2 1 1 .5 0 1 5 7 .0 0 -1 9 7 .0 0 1 5 2 .0 0 -2 1 8 .0 0 - - - KEY ENTRY OPERATORS ----------------------MANUFACTURING --------------------------NONMANUFACTURING ----------------------PUBLIC U T IL ITIES ------------------- 342 22 320 54 39. 40. 39. 39. 160.50 157.00 160.50 198.00 151.50 152.50 150.50 213. 50 1 4 3 .0 0 -1 6 9 .5 0 1 4 4 .0 0 -1 6 8 .5 0 1 4 3 .0 0 -1 7 0 .0 0 1 6 4 .0 0 -2 3 9 .5 0 - KEY ENTRY OPERATORS. CLASS A ----NONMANUFACTURING ----------------------- 59 57 39. 5 175.00 39. 5 175.00 166.50 165.00 1 5 4 .0 0 -1 8 6 .5 0 1 5 4 .0 0 -1 8 6 .0 0 KEY ENTRY OPERATORS. CLASS B ----MANUFACTURING --------------------------NONMANUFACTURING ----------------------PUBLIC U T IL ITIES ------------------- 283 20 263 45 39. 40. 39. 39. 149.50 152.00 149.50 213. 50 1 4 1 .0 0 -1 6 5 .0 0 1 4 3 .0 0 -1 6 8 .0 0 1 4 0 .5 0 -1 6 4 .5 0 1 6 4 .0 0 -2 1 3 .5 0 - - “ - - - - - - _ _ - - _ _ - - See footnotes at end of tables. * 190 SUITCHBOARD OPERATOR-RECEPTIONISTS MANUFACTURING --------------------------NONMANUFACTURING ---------------------- 157.00 155.00 157.50 196.50 $ 180 130 110 5 0 0 0 $ 170 120 $ $ 1 3 8 .5 0 -1 6 0 .0 0 1 3 9 .0 0 -1 6 1 .5 0 1 3 7 .0 0 -1 6 0 .0 0 5 0 0 0 $ s $ 140 150 160 110 100 4 - - 18 1 17 1 44 1 43 2 - - - - - 12 2 13 13 _ _ - _ 340 360 - _ - 4 4 - - 16 4 1 _ _ _ - - - _ _ 16 4 1 - " 16 i _ _ _ - - - - - 16 i - - - _ 3 1 _ _ - - - _ _ _ 2 - 3 1 - - 1 _ _ _ _ - - - - _ 8 5 2 3 1 - - - - 12 12 11 4 4 4 _ _ - 4 4 _ _ _ _ - - - - - - - - - - - - - - - _ _ - - - - - _ _ _ _ 12 _ - - - - - - - 12 11 - - - - - - Table A-2. Weekly earnings of professional and tephnical workers, Jackson, Miss., January 1979 ^^^eekl^arnin^^^™ (stan ard d ) Average w eekly hu * o r* Num ber of w orkers receiving straigh t-tim e weekly earning s ofS w rk r* o e % (standard) $ 140 160 180 200 220 $ 240 140 160 180 200 220 240 - - 100 Mean2 Median2 Middle range 2 S $ s 120 120 O ccup ation and in d u stry d iv is io n s 360 4 00 440 260 280 300 320 340 360 4 00 440 480 ” 2 1 2 “ 4 3 2 2 9 7 5 2 10 6 2 1 1 1 - 1 - - 2 3 6 2 1 1 1 4 2 7 2 4 - _ and under $ $ 3 0 1 .0 0 -3 7 4 .5 0 3 1 3 .5 0 -3 7 4 .5 0 ~ “ ~ “ COMPUTER SYSTEMS ANALYSTS (B U SIN ESS). CLASS A ---------------- 15 40. 0 372.00 374.50 3 4 7 .0 0 -3 9 3 .5 0 - - - - - - COMPUTER SYSTEMS ANALYSTS (BUSIN ESS)t CLASS B ---------------- 21 3 9 .5 333.50 2 8 7 .5 0 -3 5 0 .0 0 - - - - - - _ _ _ - 6 6 _ 2 3 1 .0 0 -2 9 3 .5 0 2 3 0 .0 0 -2 9 1 .0 0 COMPUTER PROGRAMMERS (BUSINESS) CLASS A -----------------------------------NONMANUFACTURING --------------------- 28 28 39. 0 303.00 39. 0 303.00 295.50 295.50 2 5 5 .0 0 -3 3 7 .5 0 2 5 5 .0 0 -3 3 7 .5 0 COMPUTER PROGRAMMERS (BUSINESS) CLASS B -----------------------------------NONHANUFACTURING --------------------- *1 38 40. 0 271.00 4 0.0 268.00 276.00 276.00 2 5 3 .0 0 -2 8 7 .5 0 2 5 0 .5 0 -2 8 7 .5 0 COMPUTER OPERATORS ----------------------NONMANUFACTURING --------------------- 128 119 39. 0 220.50 39. 0 221.00 211.00 216.50 COMPUTER OPERATORS. CLASS A ---NONMANUFACTURING --------------------- 21 20 COMPUTER OPERATORS. CLASS B ---NONHANUFACTURING --------------------- s s 340 $ 337.50 335.50 276.00 274.00 S 320 $ 341.00 343.50 39.5 271.00 39. 5 269.50 S 300 39.5 3 9.5 83 80 * s 2 80 37 23 COMPUTER PROGRAMMERS (BUSINESS) NONMANUFACTURING --------------------- $ 260 COMPUTER SYSTEMS ANALYSTS (BUSINESS) ---------------------------------NONMANUFACTURING --------------------- 323.50 S “ _ _ _ _ ” ” “ “ - - 11 11 5 5 14 14 12 11 18 17 4 4 8 8 1 “ i i 3 3 1 1 1 1 7 7 1 1 4 4 2 2 8 8 _ 1 i 3 3 _ “ _ _ _ _ 7 7 11 10 14 13 2 2 _ - 3 3 _ - 2 2 1 - 1 1 _ - - “ - - 1 8 4 .5 0 -2 5 4 .5 0 1 8 5 .5 0 -2 5 4 .5 0 _ 1 1 5 5 19 18 26 23 16 13 5 5 46 45 2 2 4 3 1 1 i i 2 2 _ - _ - - - - 39.5 264.50 39. 5 263.50 249.50 2 4 8 .0 0 -3 0 0 .0 0 249.50 2 4 8 .0 0 -3 0 0 .0 0 _ _ - _ 10 10 4 3 i 1 2 2 _ - - 1 1 - - 2 2 _ - 1 1 _ - - - - 85 78 38.5 38.5 222.00 223.50 214.00 234.50 1 9 2 .0 0 -2 5 4 .5 0 1 9 2 .0 0 -2 5 4 .5 0 - - 6 6 23 20 13 10 3 3 36 35 2 2 _ - _ - 1 1 - - 1 1 - - - - - - COMPUTER OPERATORS. CLASS C ---NONMANUFACTURING --------------------- 22 21 39.5 39.5 171.50 171.50 170.00 168.50 1 6 6 .0 0 -1 7 3 .5 0 1 6 6 .0 0 -1 7 3 .5 0 _ 1 1 4 4 13 12 2 2 1 1 1 1 _ _ _ _ _ - _ _ _ - - - - - - - - - DRAFTERS --------------------------------------MANUFACTURING -------------------------NONHANUFACTURING --------------------- 127 57 70 39. 5 239.00 40. 0 248.00 3 9 .0 231.50 237.00 220.00 239.50 1 8 2 .0 0 -2 7 7 .5 0 1 7 9 .5 0 -3 3 2 .0 0 2 1 6 .0 0 -2 3 9 .5 0 4 4 _ 15 9 6 15 7 8 12 2 10 36 6 30 6 6 7 3 4 ii 9 2 5 4 1 5 4 i 4 4 - _ - 2 1 I _ - 5 4 i 325.50 322.00 2 8 5 .5 0 -3 5 9 .0 0 - - - - - - 2 - - 4 - 7 1 i 4 - _ _ _ 3 3 - 4 4 4 4 4 4 - _ DRAFTERS. CLASS A --------------------- 19 40.5 48 26 4 0 .0 254.50 40. 0 278.00 233.50 292.00 2 1 6 .0 0 -3 0 3 .0 0 2 1 2 .0 0 -3 4 5 .0 0 DRAFTERS* 18 o * 178.50 1 7 2 .0 0 -1 9 0 .0 0 CLASS C --------------------- o DRAFTERS. CLASS B --------------------MANUFACTURING -------------------------- - 182.00 - 5 1 - 4 See footnotes at end of tables. 6 6 5 5 11 2 7 2 6 - 2 1 4 - “ - - - - ” _ - Table A-3. Average weekly earnings of office, professional, and technical workers, by sex Jackson, Miss., January 1979 A*MIt Occupation, s e x ,3 and industry d ivisio n OFFICE OCCUPATIONS - W .dtKr houn (stan dard W eekly earning*1 (stan ard d ) HEN HESSEN6ERS -------------NONHANUFACTURIN6 3 9 .5 3 9 .5 $ 1<5•00 1<5.00 ORDER CLERKS ----------------------------------- <0.0 Occupation, s e x ,3 and industry division FILE CLERKS -----------NONHANUFACTURING 222 222 38.5 3 8.5 137 137 38. 5 120.00 38.5 120.00 HESSE NGE R S ------------NONHANUFACTURING WOKEN SECRETARIES* CLASS A ------------------NONHANUFACTURIN6 ------------------------ <70 50 <20 79 3 9 .5 192.00 <0.0 199.50 3 9 .5 191.00 3 9 .5 239.00 30 25 < 0.0 223.00 <0. 0 229.50 SECRETARIES* CLASS B NONHANUFACTURIN6 --- 59 SECRETARIES* CLASS C HANUF A C TU R IN 6 -------NONHANUFACTURIN6 — PUBLIC U TILITIES 133 21 SECRETARIES* CLASS 0 NONHANUFACTURING — PUBLIC UTILITIES SECRETARIES* CLASS E NONHANUFACTURING — STENOGRAPHERS -------NONHANUFACTURING <6 112 38 127 121 22 117 112 8< 66 26 <0.0 < 0.0 223.00 218.50 39. 0 <0.0 3 9 .0 39. 5 212.00 191.50 216.00 253.00 39. 0 179.00 3 9 .0 179.00 3 9 .0 2 K . 5 0 <0. 0 158.50 <0. 0 158.50 3 9 .0 3 8 .5 187.50 193.00 193.50 203.50 17 17 39.0 139.50 39. 0 139.50 SWITCHBOARD OPERATORS NONHANUFACTURIN6 — 3< 32 38. 5 193.50 38.5 199.50 SWITCHBOARD OPERATOR-RECEPTIONISTSHANUFACTURING ---------------------------NONHANUFACTURING ----------------------- 88 25 63 39. 5 152.50 <0. 0 156.00 3 9.5 150.50 ORDER CLERKS ----HANUFACTURING 18 18 3 9.5 175.50 39. 5 175.50 16 16 39.5 172.00 39. 5 172.00 ACCOUNTING CLERKS — HANUFACTURING --NONHANUFACTURING 526 104 <22 39. 0 171.50 <0.0 179.50 39. 0 171.00 ACCOUNTING CLERKS* HANUFACTURING ---NONHANUF ACTURI N6 171 <8 123 39. 5 190.50 <0.0 196.00 39. 0 188.00 ACCOUNTING CLERKS* HANUFACTURING ---NONHANUFACTURING 355 56 299 39.0 162.50 39.5 156.00 39. 0 169.00 66 15 51 39. 5 182.50 39.5 181.00 39. 5 183.00 ORDER CLERKS. CLASS B HANUFACTURING ---------- 18<.50 STENOGRAPHERS* SENIOR NONHANUFACTURING -------- 20 <0.0 <0.0 STENOGRAPHERS* GENERAL 58 3 8 .5 HANUFACTURING --NONHANUFACTURING 337 22 315 <9 <7 <7 38.0 3 8 .0 150.50 150.50 HANUFACTURING ------NONHANUFACTURING — PUBLIC UTILITIES TYPISTS -----------------NONHANUFACTURING 178 159 3 9 .5 3 9 .0 139.00 138.00 KEY ENTRY OPERATORS. NONHANUFACTURING — TY PISTS. CLASS B NONHANUFACTURIN6 1<9 130 39.0 3 9 .0 135.50 13<.00 KEY ENTRY OPERATORS* CLASS B — HANUFACTURING -------------------------NONHANUFACTURING ---------------------PUBLIC U TILITIES ------------------ TRANSCRIBING-HACHINE TYPISTS NONHANUFACTURING ------------- CLASS A ------ See footnotes at end of tables. Occupation, s e x .3 and industry d ivisio n Num ber of w rk r* o e W eekly W eekly earn ing* 1 houn* d ) (stan ard (stan ard d ) PROFESSIONAL AND TECHNICAL OCCUPATIONS - HEN FILE CLERKS. CLASS C NONHANUFACTURING ---- SECRETARIES -------------HANUF A CTU R IN G -----NONHANUF ACTURIN6 PUBLIC U TILITIES W eekly W eekly earnings1 houn na ) (sta d rd (sta d rd na ) OFFICE OCCUPATIONS WOKEN— CONTINUED 239.50 OFFICE OCCUPATIONS - Average (m ean2) Average (m ean2) N ber um of w orkers 6 59 57 278 20 258 <0 39.5 40* 0 39.5 39.0 120.50 120.50 159.50 157.00 160.00 197.50 39. 5 175.00 39.5 175.00 39.5 <0.0 39. 0 39. 0 156.50 155.00 156.50 195.50 COHPUTE R SYSTEHS ANALYSTS (BUSINESS! ------------------------------------NONHANUFACTURING ------------------------ 33 21 3 9 .5 3 9 .5 399.50 391.00 COHPUTER SYSTEHS ANALYSTS (BUSINESS). CLASS B ------------------- 19 3 9 .5 325.50 COHPUTER PROGRAHHERS (BUSINESS) ---NONHANUFACTURING ------------------------ 69 63 3 9 .5 3 9 .5 275.00 279.50 COHPUTER PROGRAHHERS (B U SIN ESS). CLASS A --------------------------------------NONHANUFACTURING ------------------------ 21 21 39. 5 313.00 39. 5 313.00 COHPUTER PROGRAHHERS (B U SIN ESS). CLASS B -----------------------------\--------NONHANUFACTURING ------------------------ 39 33 9 0 .0 271.50 90. 0 270.50 COHPUTER OPERATORS -------------------------NONHANUFACTURING ------------------------ 82 76 3 9 .5 3 9 .5 COHPUTER OPERATORS. CLASS A ------NONHANUFACTURING ------------------------ 21 20 3 9 .5 269.50 39. 5 263.50 COHPUTER OPERATORS. CLASS B ------NONHANUFACTURING ------------------------ 91 37 3 9 .5 203.50 39. 5 209.50 COHPUTER OPERATORS. CLASS C ------NONHANUFACTURING ------------------------ 20 19 9 0 .0 173.00 90. 0 173.00 DRAFTERS -----------------------------------------HANUFACTURING ----------------------------- 90 59 9 0 .0 295.50 90. 0 252.00 211.50 212.50 CLASS A ------------------------ 19 90. 5 325.50 DRAFTERS. CLASS B -----------------------HANUFACTURING ----------------------------- 91 26 90. 0 260.50 90. 0 278.00 DRAFTERS. 16 39. 5 169.00 19 17 39. 0 257.00 39. 0 299.50 ORAFTERS. CLASS 0 ------------------------ PROFESSIONAL AND TECHNICAL OCCUPATIONS - WOHEN COHPUTER PROGRAHHERS (BUSINESS) ---NONHANUFACTURING ------------------------ Table A -4. Hourly earnings of maintenance, toolroom, and powerplant workers, Jackson, Miss., January 1979 H ourly earnings 4 Num ber of w orkers receiving straigh t-tim e hourly earning s of-* S S $ 4 . 60 4.80 s s S $ 4 .40 5 .00 5 .20 5.60 6 .0 0 4.20 4.40 4.60 4. 80 5.00 5.20 5.60 6 .00 6 .4 0 6.80 7.20 r. 60 MAINTENANCE ELECTRICIANS --------------MANUFACTURING ---------------------------- 69 67 $ 6 .4 2 6 .3 7 $ 6. 15 6 .15 $ 6 .1 5 5 .9 4 - $ 7 .1 6 7.16 4 4 6 6 20 20 7 6 8 ii ii 5 4 MAINTENANCE MACHINISTS ------------------MANUFACTURING ---------------------------- 39 37 6.78 6 .8 0 7.41 7.41 6 .4 5 6 .4 5 - 7.41 7.41 1 _ _ 2 - - - 2 25 24 - - 3 3 MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ---------------------------- 147 142 5 .82 5 .7 2 5.61 5.35 5 .1 4 5 .1 4 - 26 26 4 4 13 13 20 20 6 6 i i 247 29 218 117 6 .6 2 5.13 6 .8 2 7 .4 2 6.32 4.88 6. 32 6.32 5 .8 8 4 .3 9 6 .0 3 5 .9 2 - 6 .52 5 .6 2 6 .68 9.59 24 5 19 16 70 1 69 29 49 2 2 i TOOL ANO DIE MAKERS -----------------------MANUFACTURING ---------------------------- 38 38 7 .24 7 .2 4 6.82 6.82 6 .6 3 6 .6 3 - 29 24 5 .77 5. 18 5.47 4 .9 0 4 .9 7 - 6 .6 2 7.05 - ~ - 7 7 - - _ 1 1 _ 2 _ 2 - 5 5 - - 4 4 6 6 1 1 _ 1 1 7 7 1 - 4 - 5 5 - - 1 1 7 .3 9 7 .39 STATIONARY ENGINEERS ---------------------NONMANUFACTURING ------------------------ 6 .02 8 .00 8.40 8. 80 9 .2 0 9.60 _ - 4 1 1 57 57 3 3 5 5 24 3 7 o a ? and under 6.63 6 .6 3 MAINTENANCE MECHANICS -------------------MANUFACTURING ---------------------------NONHANUF A C TU R IN G -----------------------PUBLIC U T IL IT IE S -------------------- s $ 8.80 9.20 1 r. 20 7 .6 0 o o S 4 .20 O Middle ran 2 ge s 4.00 0 0 M ean 2 Median2 * 3 .8 0 4 .0 0 “ _ _ 7 5 - 2 1 - 1 1 1 5 5 - - 6 6 24 17 - 6 - 2 2 2 2 - - i i 3 - - - 6 6 6 6 7 7 - - 1 1 2 2 - 3 3 1 - 5 - “ i - 48 - - 17 17 See footnotes at end of tables. 1------ i 6.40 6.80 i o Occupation and industry division N ber um of w rk rs o e - - - _ 44 - - - - 44 44 8 8 - _ - - - - 2 2 - - - Table A-5. Hourly earnings of material movement and custodial workers, Jackson, Miss., January 1979 Hourly earn ings 4 Num ber of w orkers receiving straigh t-tim e hourly earnings of— s 3 .9 0 s 3 .60 S 3 .8 0 * 9 .00 % 9 .2 0 s 9 .9 0 $ 9 .6 0 t 9 .8 0 * 5 .0 0 s 5 .20 s 5 .6 0 t 6 .0 0 s 6 . 90 % 6 . 80 s 7 .2 0 S 7 .6 0 1 ----------1-------- -------S 9 .2 0 8 .0 0 C O Middle ran 2 ge S 3 .2 0 o C O M ean 2 Median2 s 3.0 0 C O s 2 .8 0 o *• Occupation and industry division N ber um of w rk rs o e an d under - 3 .0 0 3 .20 3 .9 0 3 .6 0 3 .8 0 9 .0 0 9 .2 0 9 .9 0 9 .6 0 9 .8 0 5 .0 0 5 .2 0 5 ,60 6 .0 0 6 .9 0 6 .8 0 7 . 20 7 .6 0 28 28 44 106 91 65 15 19 1 22 21 1 60 58 2 19 4 15 31 28 3 15 8 7 5 9 1 17 9 8 31 29 7 11 - - 3 - 9 - 3 - 44 37 4 33 11 3 9 3 9 30 30 16 16 - 5 2 12 12 4 ~ - 3 - - 3 - ~ - - - - _ _ _ _ _ _ _ _ _ - - 19 19 _ - 2 2 - - " - - - - - _ - _ - _ - _ - - _ - _ - _ - - 4 _ - - - - - - - - - - 19 1 1 - - _ - _ - _ - - 1 - 1 _ - 3 - - TRUCKDRIVERS ----------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ 606 215 391 $ 5 .2 8 9 .1 9 5 .8 8 $ 9. 16 9. 16 9.70 $ 3 .9 5 3 .7 5 3 .3 0 - $ 7 .2 3 9 .5 0 9 .02 TRUCKDRIVERS* LIGHT TRUCK ----------NONMANUFACTURING ----------------------- 58 59 3 .9 3 3. 27 3. 08 3.00 3 .0 0 3 .0 0 - 3 .25 3 .2 5 TRUCKDRIVERS. MEDIUM TRUCK --------MANUFACTURING ---------------------------- 133 35 6 .5 2 3 .70 6 . 30 3.83 9 .0 1 3 .9 5 - 9 .0 2 3.83 TRUCKDRIVERS. HEAVY TRUCK ----------MANUFACTURING ---------------------------- 76 76 3 .9 8 3 .9 8 9. 16 9. 16 3 .9 0 3 .9 0 - 9.16 9.16 TRUCKDRIVERS. TRACTOR-TRAILER ---MANUFACTURING ---------------------------NONMANUFACTURING -----------------------PUBLIC U T IL ITIES -------------------- 210 90 120 100 6 .6 9 9 .5 7 8 .2 7 8 .9 0 5. 9. 9. 9. 38 50 12 12 9 .5 0 9 .2 5 9 .1 2 9 .1 2 - 9.12 5 .0 0 9.90 9 .9 0 RECEIVERS ---------------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ 79 29 50 3.91 9 .2 9 3 .7 3 3.80 9. 35 3.68 3 .9 8 3 .8 9 2 .9 5 - 9 .19 9.98 9 .0 0 SHIPPERS AND RECEIVERS ------------------MANUFACTURING ---------------------------- 55 36 5 .2 9 5.07 5. 17 9. 88 9 .7 8 9 .7 8 - 5.70 5.17 _ _ - WAREHOUSEMEN ----------------------------------NONMANUFACTURING ----------------------- 115 75 3 .91 3.29 3. 05 3. 00 3 .0 0 2 .9 0 - 5 .1 7 3 .0 5 ORDER FILLER S --------------------------------MANUFACTURING ---------------------------- 158 98 9 .2 6 9 .0 3 3.93 3.70 3 .9 0 3 .5 9 - 5 .1 5 9 .2 9 SHIPPING PACKERS ---------------------------MANUFACTURING ---------------------------- 86 70 3.79 3 .9 0 3. 55 3. 55 3 .5 5 3 .5 5 - - - - - 1 1 3 3 7 5 4 - 3 3 - _ 33 33 3 3 3 3 3 - 12 2 11 4 3.70 9 .0 6 6 - 6 - 4 30 29 6 5 5 - _ _ - - - 28 10 19 19 13 4 2 2 - 36 36 15 15 i i 9 4 22 22 - 38 10 28 125 70 55 19 12 7 2 2 97 25 22 2 2 39 39 20 18 60 60 9 2 7 2 5 11 7 2 5 11 8 2 6 4 4 9 9 15 15 - 1 1 GUARDS --------------------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ 711 29 682 3 .01 3.65 2 .98 2. 90 3. 13 2. 90 2 .9 0 2 .9 0 2 .9 0 - 2 .9 0 4 .2 3 2 .9 0 621 10 611 31 8 23 - - 11 9 2 11 GUARDS. CLASS B --------------------------MANUFACTURING ---------------------------NONMANUFACTURING ----------------------- 706 29 677 2 .9 9 3.65 2.96 2. 90 3. 13 2.90 2 .9 0 2 .9 0 2 .9 0 - 2 .9 0 9 .23 2 .9 0 619 10 609 31 8 23 - - 2 11 9 2 11 JANITORS. PvRTERS. AND CLEANERS ---MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC U T IL ITIES -------------------- 721 137 589 16 3.21 9 .0 6 3 .0 0 9 .6 9 2.90 9. 10 2. 90 9. 95 2 .9 0 3 .5 0 2 .9 0 3 .1 9 - 3 .1 5 9 .52 2.90 5 .7 5 492 10 98 2 3 57 6 51 2 33 8 25 - 20 19 6 - 29 19 5 1 _ 9 - See footnotes at end of tables. 8 3 3 3 26 26 5.30 9 .7 9 21 “ 9 9 - - 3 .8 2 3 .7 5 - 3 15 2 13 - 9. 00 3.91 8 8 - - 4.44 9 .1 9 5 5 10 8 2 2 - 2 53 195 9 9 28 28 - 9 4 5 - - FORKLIFT OPERATORS ------------------------MANUFACTURING ---------------------------- 2 2 - - _ 5 .1 2 5 .05 5.11 - 3 3 - - _ 3 .9 0 3 .9 0 3 .9 0 - 22 18 9 9 - 10 2 8 9. 00 3. 55 9. 25 - 9 7 2 2 - 10 2 8 9.1 3 9.01 4 .2 a 2 2 _ 3 2 1 9 79 231 298 2 2 _ “ 2 - 13 12 1 3 - - - 6 “ _ 5 4 i - 2 _ 2 - _ ~ _ - 9 - 1 1 2 2 2 2 12 19 19 12 19 17 16 6 6 1 11 a 2 6 - 11 - - - - - - - - - - - - - - 4 8 .9 0 8 .8 0 9 .2 0 9 .6 0 - 8 .0 0 - 115 115 36 36 9 1 96 96 - 2 2 - - - 5 - 5 5 3 - 3 - 9 7 - - - 12 12 19 - 8 8 MATERIAL HANOLING LABORERS -----------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ - 25 29 1 - 9 4 6 6 _ 59 “ 12 2 6 6 1 1 - - - _ - _ _ _ - - - - - - _ _ _ - - _ _ - - - - - - _ _ - _ - - - - - - _ _ _ - - - 33 19 19 92 99 98 i - _ - _ - _ - _ - i - - - 22 22 1 1 63 12 10 10 2 2 3 - - - _ - _ - _ - - - - - _ - _ - _ - _ - _ - - - - 6 2 9 4 6 2 4 2 9 9 - - 9 9 - - 4 4 4 _ - - _ - •_ - _ - 9 4 - 36 36 - 7 7 _ 11 11 36 56 56 - 56 _ - - 19 - 16 - _ 25 10 15 15 15 - 2 1 1 - 9 9 4 3 1 - 7 - 9 _ - 5 3 2 - 7 - 59 9 _ - 2 - 2 2 - _ _ - - _ _ - - - - _ - _ - _ - - - - - ~ - _ _ _ _ _ _ - - - - - - _ - _ - _ - 1 - 1 - - 1 1 - _ - - - - _ _ - - - - - - - - _ - _ - _ - _ - _ - - - - - - - Table A-6. Average hourly earnings of maintenance, toolroom powerplant, material movement, and custodial workers, by sex, Jackson, Miss., January 1979 Occupation, sex, Average (m ean2) hourly earn g 4 in s and industry division Average (m ean2) hourly earnings4 Occupation, s e x ,3 and industry d ivision MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - MEN— CONTINUED MAINTENANCE. TOOLROOM• AND POWERPLANT OCCUPATIONS - MEN MAINTENANCE ELECTRICIANS MANUFACTURING ----------- 69 67 $ 6 .6 2 6 .3 7 MAINTENANCE MACHINISTS MANUFACTURING -------- 39 37 6 .7 8 6 .8 0 SHIPPERS AND RECEIVERS MANUFACTURING -------- MAINTENANCE MECHANICS (MACHINERY) MANUFACTURING ---------------------------- 167 162 5.82 5 .7 2 UAREHOUSEMEN ----------------------------------NONMANUFACTURING ------------------------ 109 75 3.83 3.26 MAINTENANCE MECHANICS -------------------MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC U TILITIES -------------------- 267 29 218 117 6 .6 2 5 .1 3 6 .8 2 7 .6 2 ORDER FILLER S --------------------------------- 151 6 .2 6 SHIPPING PACKERS ---------------------------- 66 3 .7 0 669 227 222 6 .0 7 3 .9 9 6 .1 5 RECEIVERS --------MANUFACTURING 62 22 $ 3 .85 6 .3 5 50 31 5 .3 5 5 .13 TOOL AND DIE MAKERS ----------------------MANUFACTURING ---------------------------- 38 38 7 .2 6 7 .2 6 MATERIAL HANDLING LABORERS -----------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ STATIONARY ENGINEERS ---------------------NONMANUFACTURING ----------------------- 29 26 5 .7 7 6.02 FORKLIFT OPERATORS ------------------------MANUFACTURING ---------------------------- 251 193 6 .6 5 6 .2 0 GUARDS ------------------MANUFACTURING --NONHANUFACTURING 685 29 656 3.01 3 .6 5 2.98 6UARDS* CLASS B --------------------------MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ 680 29 651 2.99 3.65 2.96 JANITORS. PORTERS. AND CLEANERS ---MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ 678 110 368 3.26 6 .0 7 3 .0 2 260 27 213 3. 06 6 . 06 2. 96 MATERIAL MOVEMENT AND CUSTOOIAL OCCUPATIONS - MEN TRUCKDRIVERS ---------------------MANUFACTURING ---------------NONMANUFACTURING ----------- 596 215 379 5 .2 5 6 .1 9 5 .85 TRUCKDRIVERS. LIGHT TRUCK NONMANUFACTURING ----------- 58 56 3 .6 3 3.27 TRUCKDRIVERS. MEDIUM TRUCK MANUFACTURING ----------------- 1 21 35 6 .51 3.70 TRUCKDRIVERS. HEAVY TRUCK MANUFACTURING ----------------- 76 76 3.98 3 .98 210 90 120 6 .6 9 6 .5 7 8 .2 7 8 .90 TRUCKDRIVERS. TRACTOR-TRAILER ---MANUFACTURING ---------------------------NONMANUFACTURING ----------------------PUBLIC U TILITIES -------------------- 100 MATERIAL MOVEMENT AND CUSTOOIAL OCCUPATIONS - UONEN JANITORS. PORTERS. AND CLEANERS ---MANUFACTURING ---------------------------NONMANUFACTURING ------------------------ See footnotes at end of tables. 9 Table A-7. Percent increases in average hourly earnings for selected occupational groups, Jackson, Miss., for selected periods Industry and occupational group 5 January 1972 January 1973 to to January 1973 January 1974 A ll industries: O ffice c le r ic a l . . E le c tro n ic data processing Industrial nurses ........ S k illed maintenance U nskille d plant ... 5.7 (6) (6) 6.6 4.1 M anufactu ring: O ffice c le r ic a l E le c tro n ic data processing Industrial nurses ________________ S killed maintenance U nskille d plant Nonmanufacturing: O ffice c le r ic a l E le c tro n ic data processing Industrial nurses U n skille d plant January 1974 to Fe b ru a ry 1975 F e b ru a ry 1975 to 13-month Annual rate Fe b ru a ry 1976 increase of increase Feb ru a ry 197 6 to January 1977 11 -month Annual rate increase of increase 6.7 (6) (6) 6.5 7.5 9.0 8.3 8.2 (6) (6) 8.4 14.5 (6 ) (6) 7.7 13.3 (6) (6) 6.7 11.4 9.0 4.4 (6) (6) (6) 5.6 5.0 (6) (6) (6) 6.8 7.3 (6) (6) (6) 8.5 13.3 (6) (6) (6) 7.8 12.2 (6) (6) (6) 6.2 13.2 5.9 (6 ) (6) (6) 6.6 (6) (6) 7.8 8.8 (6) (6) 16.2 8.1 (6) (6) 14.9 8.4 - (6) (6) 9.6 January 1977 January 1978 to to January 1978 January 1979 5.1 5.6 (6) (6) (6) 9.9 4.8 6.9 7.1 (6) 9.3 12.1 (6) (6) 8.7 7.2 (6) (6) (6) 9.5 7.9 (6) (6) (6) 9.5 13.3 11.2 5.1 (6) (6) 1.8 5.6 (6) (‘ ) 2.0 6.7 7.0 9.2 9.3 (6) 12.6 (6) 10.1 (b ) (b) 8.7 9.2 (6) 9.3 10.8 (6) (6) (6) 9.8 See footnotes at end of tables. N OTE: A revised d escription for com puter operators is being introduced in this area in 1979. The revised description is not con sid ered equivalent to the previous description. Th e re fo re , the earnings of com puter operators are not used in computing percent increases for the electro n ic data processing group. 10 Table A-8. Average pay relationships within establishments for white-collar occupations Jackson, Miss., January 1979 O ffice c le r ic a l occupation being com pared— Occupation which equals 100 Secretaries Class A SECRETARIES* SECRETARIES. SECRETARIES. s ec r e ta r ie s , SECRETARIES. CLASS A.................... CLASS r .................... CLASS C.................... c l a s s n .................... CLASS E .................................. s t e n o g r a p h e r s , s e n i o r .............................. STENOGRAPHERS. GENERAL................ TRANSCRIBIN6-MACHINF T Y P I S T S .. TY P ISTS. CLASS " ............................................... F I L E CLER KS. CLASS C ................................. MESSENGERS..................................................................... SUITCHROARO OPERATORS.................. SUITCHROARD OPERATORRECEPTIONISTS................................. ORDER CLER KS. CLASS ft.................. ACCOUNTING CLER KS. CLASS A . . . . ACCOUNTING CLER KS. CLASS f t . . . . PAYROLL C L E R K S . . . . . . . .................. KEY ENTRY OPERATORS. CLASS A . . KEY ENTRY OPERATORS. CLASS f t . . Stenographers Class B Class C Class D 100 115 116 127 1«8 <61 16) 177 (6) 16) 177 < 6> 100 120 131 <6) (6) (6) 147 175 166 165 144 100 116 112 (6) (6) 135 159 164 148 (6) 138 (6) 1*5 156 135 132 142 127 < 6> 127 139 117 135 147 121 <6> 113 136 111 115 132 Tran scrib in gm achine typist Typists, class B File clerks, class C Messen gers Sw itch board operators Class E Senior G eneral 100 (6) (6) <6) (6) (6) 131 132 (6) 100 16) (6) 16 1 (6) (6) 119 (6) 100 125 (6) (6) 16) <6> (6) 100 (6) 118 (6) 16) (6) 100 (6) 124 111 (6) 100 104 (6) (6) 100 87 (6) 100 85 (6) (6) 93 110 99 98 108 116 (6) (6) 117 9A (6) (6) (6) (6) (61 16) <6) (6) (6) (6) (6) (6) 108 16) 91 (6) (6) (6) (6) 88 (6) (6) 16) 87 (6) 75 87 <6) 74 88 98 (6 ) (6 > 95 81 84 98 (6) (6) (4) 105 81 97 (6) Order clerk s, class B Key en o e to try p ra rs A ccou n tin g clerks clerks Class A C lass B 100 121 (6) (6) (6) 100 88 86 101 C la A Clan B 100 118 100 100 98 16) 100 121 107 101 115 Sw itch board operatorre ce p rionists 100 92 84 99 80 89 104 100 97 114 (6) (6) (4) 100 124 125 P ro fessio n a l and technical occupation being com pared— C om puter systems analysts (business) Class COMPUTER SYSTEMS ANALYSTS (B USIN ESS). CLASS A.................... COMPUTER SYSTEMS ANALYSTS (B USIN ESS). CLASS P.................... COMPUTER PROGRAMMERS (B USIN ESS). CLASS A.................... COMPUTER PROGRAMMERS (B USIN ESS). CLASS R.................... COMPUTER OPERATORS. CLASS A . . . COMPUTER OPERATORS. CLASS 8 . . . COMPUTER OPERATORS. CLASS C . . . DRAFTERS. CLASS A........................... DRAFTERS. CLASS ft.......................... DRAFTERS. CLASS C ........................... A C om puter program mers (business) Class B Class A Class Class B A Class B Class C ClassA 100 123 62 85 (6) 100 (6) (6) (6) 100 125 176 Class B Class C 100 145 100 100 <61 100 (6) <61 100 <61 (6) (6) (6) (6) 138 (6) 134 (6) (6) (6) (6) 119 (6) (6) 130 (6) 164 (6) (6) (6) 100 108 124 153 (6) (6) (6) 100 106 138 (6) (6) (6) See footnotes at end of tables. D rafters C om pu ter operators 11 Table A-9. Average pay relationships within establishments for blue-collar occupations, Jackson, Miss., January 1979 M aintenance, toolroom , and powerplant occupation being compared— M echanics Occupation which equals 100 M achinists Electricians T o o l and d ie makers M achinery 100 101 100 109 101 100 110 112 <61 (61 Stationary engineers M otor veh icles 98 9A <61 MAINTENANCE MECHANICS MAINTENANCE MECHANICS (61 100 (61 (6) , 100 (6) 100 M a te ria l movement and custodial occupation being com pared— Truckdrivers R eceivers Light truck TRUCKDRIVERS. LI6HT TRUCK......... TRUCK0RIVERS. MEOIUM T R U C K .... TRUCKDRIVERS. HEAVY TRUCK......... TRUCKORIVERS* TRACTOR-TRAILER. RECEIVERS........................................... SHIPPERS AND RECEIVERS................ WAREHOUSEMEN..................................... ORDER F I L L E R S . . . . .......................... SHIPPIN6 P A C K E R S . . . . . .................. MATERIAL HANDLING L A B O R E R S .... FORKLIFT OPERATORS........................ GUARDS. CLASS B.............................. JANITORS. PORTERS. AND c l e a n e r s . . . . . . . . . . . . . . .............. See footnotes at end of tables. M ediu m truck H eavy truck 100 (6) (61 (6) (6) (6) (61 (61 (61 (61 (61 (61 100 (6) (61 107 (61 (61 (61 (61 US 103 (61 100 (61 (61 (61 (6 1 (61 (61 121 101 (6 1 123 130 (61 Shippers and receivers M aterial handling W arehousemen Order fillers Shipping packers laborers Forklift operators Guards, class B Janitors, porters, and clean ers T ractor-trailer 100 116 93 (61 (61 (61 116 108 13A 100 (61 116 113 (61 121 (61 (61 100 (61 <61 (61 (61 (61 (61 163 119 138 100 (61 (6 1 112 (6 1 99 100 (61 (61 (61 (61 100 < 1 6 (6 1 (6 1 100 86 (61 100 (61 100 115 126 106 10 A 121 10 9 100 Establishm ent practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks, Jackson, Miss., January 1979 Inexperienced typists M in im u m w eekly straig h t-tim e s a la r y 7 ESTABLISHMENTS Manufacturing A ll industries A ll schedules Other inexperienced c le r ic a l w o rke rs' Nonmanufacturing A ll schedules Nonmanufacturing Manufacturing 37l/t A ll industries A ll schedules A ll schedules STUDIED ESTABLISHMENTS HAVING A SPECIFIED MINIMUM -------------------*105.00 *110.00 *115.00 *120.00 *125.00 *130.00 *135.00 *140.00 *145.00 *150.00 *155.00 *160.00 *165.00 *170.00 *175.00 *100.00 *185.00 *190.00 *195.00 *200.00 *205.00 *210.00 *215.00 *220.00 AND AND AN0 AND ANO AND AND AND AND AND AND AND ANO ANO ANO AND ANO AND ANO AND ANO ANO AND ANO *110.00 *115.00 *120.00 *125.00 *130.00 *135.00 *140.00 *145.00 *150.00 *155.00 *160.00 *165.00 *170.00 *175.00 *180.00 *185.00 *190.00 *195.00 *200.00 u n d e r *205.00 UNOER *210.00 UNDER *215.00 UNOER *220.00 OVER UNDER UNDER UNDER UNDER UNDER UNDER UNDER UNOER UNDER UNOER UNDER UNDER UNDER UNOER UNDER UNDER UNDER UNDER UNDER 1 - 2 10 6 4 1 2 2 1 1 ESTABLISHMENTS HAVING NO SPECIFIED MINIMUM ----------------------------------------ESTABLISHMENTS WHICH DID NOT EMPLOY WORKERS IN THIS CATEGORY --------------- See footnotes at end of tables. 13 2 10 4 3 1 1 2 37‘A Table B-2. Late-shift pay provisions for full-time manufacturing production and related workers, Jackson, Miss., January 1979 ^All^ull^time^jnanufacturing^jjroductionjind^related^workers = 100 percent' W orkers on late shifts A ll w orkers 9 Second shift T h ird shift Second shift T h ird shift PERCENT OF WORKERS IN ESTABLISHMENTS SHIFT PROVISIONS 74.7 58.9 16.9 5 .0 WITH NO PAY DIFFERENTIAL FOR LATE SHIFT W ORK WITH PAY DIFFERENTIAL FOR LATE SHIFT W ORK — UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------UNIFORM PERCENTAEE DIFFERENTIAL ---------------OTHER DIFFERENTIAL ------------------------------------- WITH LATE 9 .3 65.4 52.0 13.4 2.2 56.7 51.7 2.4 2 .6 1.7 15.2 10.6 4.6 .5 4 .5 4 .3 12.4 5 .9 16.3 10.0 13.1 6 .0 .7 4 .3 18.5 .5 4 .5 .7 14.4 - •4 4.1 .2 1.2 .8 .7 .7 .5 1.7 .4 AVERAEE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------UNIFORM PERCENTAEE DIFFERENTIAL -------------- ' - .2 1 9.1 PERCENT OF WORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL UNIFORM c e n t s - p e r - h o u r : 4 CENTS --------------------------------------------------5 CENTS --------------------------------------------------7 CENTS ------------------------------------------------10 CENTS ------------------------------------------------11 CENTS ------------------------------------------------12 CENTS ------------------------------------------------13 CENTS ------------------------------------------------14 CENTS ------------------------------------------------15 CENTS ------------------------------------------------16 C E N T S ------------ -----------------------------------17 CENTS ------------------------------------------------18 CENTS ------------------------------------------------20 C E N T S ---------------------- --------------------------21 CENTS ------------------------------------------------22 CENTS ------------------------------------------------23 CENTS ------------------------------------------------40 CENTS ------------------------------------------------percen tag e: 5 PERCENT ---------------------------------------------10 PERCENT ---------------------------------------------- 2 .8 8 .6 3 .8 2 .3 2 .0 4 .9 2 .0 - ” u n ifo r m 11.0 2 .4 See footnote at end of tables. 14 11.2 ~ - 10.8 2 .3 2.0 .5 4 .9 2.0 _ 2.4 - - 3.7 .9 .4 - - 1 .9 - .1 .5 .5 .1 .4 .4 _ Table B-3. Scheduled weekly hours and days of full-time first-shift workers, Jackson, Miss., January 1979 O ffice w orkers Production and related w orkers Ite m A ll industries Manufacturing Nonmanufacturing P u b lic u tilities 100 100 100 100 A ll industries Manufacturing Nonmanufacturing Pu blic utilities PERCENT OF WORKERS BY SCHEDULED WEEKLY HOURS AND DAYS ALL FULL-TIM E 20 22 25 35 36 37 38 38 40 42 42 44 45 47 47 48 50 52 54 WORKERS----------------- HOURS-5 DAYS -------------------------------1/2 HOURS-5 DAYS -------------------------1/2 HOURS-5 DAYS -------------------------HOURS-5 nAYS -------------------------------HOURS-** O A Y S -------------------------------1/2 HOURS-5 DAYS -------------------------HOURS -------------------------------------------« DAYS -----------------------------------------5 DAYS -----------------------------------------3/4 HOURS-5 DAYS -------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------5 1/2 OAYS -----------------------------------6 DAYS -----------------------------------------HOURS-5 DAYS -------------------------------1/2 HOURS-5 DAYS -------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------5 1/2 DAYS -----------------------------------HOURS-5 OAYS -------------------------------HOURS-6 DAYS -------------------------------1/2 HOURS-5 DAYS -------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------6 OAYS -----------------------------------------HOURS -------------------------------------------5 DAYS -----------------------------------------5 1/2 DAYS -----------------------------------HOURS-5 1/2 DAYS -------------------------HOURS-5 DAYS -------------------------------- 1 (11 > (11) 1 1 1 1 79 76 1 _ “ “ 2 ~ 1 * 79 79 2 2 1 2 1 1 4 1 1 2 2 ( 11 I 1 <111 1 (111 1 _ 1 (111 (11) 2 6 5 3 2 2 2 1 79 75 1 3 2 4 2 2 4 ~ 2 2 2 (11) 1 (11) 1 1 ~ 98 98 100 100 _ ~ 1 32 (11) (11) _ “ 2 (11) (11) 9 57 57 ( 11 ) (1 1 ) (1 1 ) 3 92 91 1 (11 ) (11 ) 100 _ 1 37 10 52 52 (11 ) 1 - 2 (1 1 ) 100 _ 64 36 36 - - “ _ ~ 1 1 - ” - _ - “ - _ “ “ AVERAGE SCHEDULED WEEKLY HOURS a t en d 41.0 40.4 40.1 o f ta b le s . 15 39.1 o S ee fo o tn o te 40.6 o * ALL WEEKLY W ORK SCHEDULES ---------------- 38.9 3 8 .4 Table B-4. Annual paid holidays for full-time workers, Jackson, Miss., January 1979 O ffice w orkers Prod uction and related w orkers Item A ll industries M anufacturing Pu blic utilities Nonmanufacturing A ll industries M anufacturing Nonmanufacturing P u b lic u tilities PERCENT OF WORKERS ALL FULL-TIN E WORKERS ------------- IN ESTABLISHMENTS NOT PROVIDING PAID HOLIDAYS --------------------------IN ESTABLISHNENTS PROVIDING PAID HOLIDAYS ---------------------------- 100 11 89 100 100 - 100 _ 18 100 (11) 100 - 100 100 _ (11 ) 100 82 100 99 100 99 100 9 .3 6 .7 9 .7 7.9 8 .4 7 .9 9 .5 - 2 1 - - - - 2 - - AVERAGE NUNBER OF PAID HOLIOAYS 00 r- FOR WORKERS IN ESTABLISHNENTS PROVIDING HOLIOAYS ------------------PERCENT OF WORKERS BY NUNBER OF PAIO HOLIOAYS PROVIDED 1 2 3 A 5 HOLIDAY -------------------------------------HOLIOAYS -----------------------------------HOLIOAYS -----------------------------------HOLIOAYS -----------------------------------HOLIDAYS -----------------------------------PLUS I HALF DAY ----------------------PLUS 2 HALF DAYS --------------------6 HOLIOAYS -----------------------------------7 HOLIOAYS -----------------------------------PLUS 1 HALF DAY ----------------------PLUS 2 HALF DAYS --------------------8 HOLIOAYS -----------------------------------9 HOLIOAYS -----------------------------------10 HOLIOAYS ---------------------------------11 HOLIDAYS ---------------------------------12 HOLIOAYS ---------------------------------13 HOLIOAYS ---------------------------------20 HOLIDAYS ---------------------------------- i ( in (i d - 1 - i 20 1 15 2 - - - 9 12 2 A 6 29 8 25 4 - 19 7 1 (11) 5 4 19 4 - i 4 100 100 99 99 82 73 61 59 5A 48 19 11 11 11 1 - (i - 8 4 - 3 5 ii 55 d 6 3 12 1 2 i - 20 2 - 7 8 3 ~ 2 4 36 7 13 6 9 21 6 i i 100 100 100 100 99 91 88 88 80 68 13 13 13 99 99 99 99 88 79 51 45 38 30 8 2 1 100 100 98 98 76 68 60 57 55 51 15 8 8 - - 8 (11 ) 10 - 1 - - 1 8 31 6 i 7 9 19 6 i - 3 2 - 6 6 12 65 - 5 - 11 89 88 87 86 65 A6 39 38 33 28 9 5 5 4 2 24 (11) (11) 11 (11) (11) 8 28 6 - PERCENT OF WORKERS BY TOTAL PAIO HOLIDAY TIRE PROVIOEO 1 DAY OR NORE -----------------------------2 OAVS OR NORE ----------------------------A DAYS OR NORE ----------------------------5 OAVS OR NORE ----------------------------6 OAYS OR NORE ----------------------------7 DAYS OR NORE ----------------------------7 1/2 DAYS OR NORE ---------------------8 DAYS OR NORE ----------------------------9 DAYS OR NORE ----------------------------10 OAVS OR NORE --------------------------11 DAYS OR N O R E ------------ -------------12 OAVS OR NORE --------------------------13 OAYS OR NORE --------------------------20 OAYS ---------------------------------------- 82 80 79 78 54 29 25 25 19 16 3 2 2 See footnotes at end of tables. 16 99 99 99 99 90 81 50 44 36 26 7 1 100 100 100 100 99 96 94 94 83 70 5 5 - Table B-5. Paid vacation provisions for full-time workers, Jackson, Miss., January 1979 O ffice w orkers Production and related w orkers Item A ll industries Manufacturing Nonmanufacturing P u b lic utilities A ll industries Manufacturing Nonmanufacturing 100 100 100 100 (11) _ (111 - 99 99 100 100 99 99 100 100 - - 10 27 17 4 21 13 8 11 27 17 68 Pu blic utilities PERCENT OF WORKERS ALL FU LL-TIN E WORKERS ----------- IN ESTABLISHRENTS NOT PROVIOINF PAID VACATIONS -----------------------IN ESTABLISHMENTS PROVIDING PAID VACATIONS -----------------------LENGTH-OF-TIME PAYMENT --------PERCENTAGE PAYMENT ---------------OTHER PAYMENT ------------------------ 100 100 100 100 - 6 - 10 94 80 11 2 too 90 81 5 4 100 98 (11) 1 4 23 1 8 21 2 24 2 57 80 20 _ - AMOUNT OF PA10 VACATION AFTER! 1 3 6 MONTHS OF SERVICE! UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------1 YEAR OF SERVICE! UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------2 YEARS OF SERVICE! UNDER 1 WEEK -----------------1 WEEK ---------------------------OVER 1 AND UNDER 2 WEEKS 2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------- " 4 52 9 27 1 ” _ 70 2 27 ~ 2 28 3 51 1 8 - _ 6 41 14 27 2 25 3 72 “ .“ _ 31 6 61 “ 2 18 58 6 9 16 72 11 “ “ 2 18 59 6 9 15 73 11 ~ “ - “ 4 YEARS OF SERVICE! UNDER 1 WEEK -----------------1 WEEK ---------------------------2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------OVER 3 AND UNDER 4 WEEKS 8 3 89 4 20 50 3 14 5 YEARS OF SERVICE! UNDER 1 WEEK -----------------1 WEEK ---------------------------2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------4 WEEKS -------------------------- 2 10 57 4 20 (11) _ _ _ 9 69 7 15 “ 30 - 61 8 6 (ID 88 1 5 _ 5 (111 90 1 5 - 8 _ 97 3 “ “ 4 - 49 3 23 1 82 3 15 17 8 1 92 1 1 98 - 4 12 79 5 81 6 7 1 11 80 - _ _ 3 62 6 27 2 10 75 2 6 8 2 60 7 30 1 87 1 8 99 1 8 _ _ ii _ 5 86 1 7 1 - - ' 15 2 73 _ 4 20 50 3 14 _ 15 5 79 1 _ _ 97 3 - See footnotes at end of tables. 1 _ 4 25 (111 45 2 13 3 YEARS OF SERVICE! UNDER 1 WEEK -----------------1 WEEK ---------------------------2 WEEKS -------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS -------------------------OVER 3 AND UNDER 4 WEEKS _ 17 4 77 1 4 “ _ 4 “ 81 7 8 99 1 8 93 1 7 Table B-5. Paid vacation provisions for full-time workers, Jackson, Miss., January 1979— Continued O ffic e w orkers Production and related w orkers A ll industries M anufacturing Nonmanufacturing 7 37 ii 2A 2 35 12 2 P u b lic u tilitie s A ll industries M anufacturing No inn anuf actur ing P u b lic u tilitie s AMOUNT OF PAID VACATION AFTER 1 3 CONTINUED 10 YEARS OF SERVICE! UNDER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNOER 3 WEEKS 3 WEEKS ----------------------------OVER 3 ANO UNDER « WEEKS A WEEKS ----------------------------- 2 9 29 1 39 11 1 12 YEARS OF SERVICE: UNDER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNDER 3 WEEKS 3 WEEKS ----------------------------OVER 3 AND UNDER 4 WEEKS — A WEEKS ----------------------------- 2 9 22 3 44 ii 2 15 YEARS OF SERVICE: UNOER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNDER 3 WEEKS — 3 WEEKS -----------------------------OVER 3 AND UNOER A WEEKS — A WEEKS -----------------------------OVER A ANO UNOER 5 WEEKS — 5 WEEKS ------------------------------ 2 9 18 1 31 8 2A (111 4 - A6 11 7 32 2 A8 11 “ _ 7 22 “ 3A 3 35 - 1A - 83 3 2 9 17 1 18 7 31 7 (111 (111 25 YEARS OF SERVICE: UNOER 1 WEEK ---------------------1 WEEK -------------------------------2 WEEKS -----------------------------OVER 2 AND UNOER 3 WEEKS — 3 WEEKS -----------------------------OVER 3 AND UNDER A WEEKS — A WEEKS -----------------------------5 WEEKS -----------------------------OVER 5 AND UNOER 6 WEEKS — 6 WEEKS ------------------------------ 2 9 17 1 16 7 21 19 (111 1 7 21 - 22 AO 11 - 4 11 16 3 A1 12 ~ 16 - 31 26 - 6 3 77 3 11 - 9 3 20 8 58 9 26 1 5A 4 ii 15 2 29 11 18 (111 - 3 - 19 - 75 3 4 11 15 2 16 11 26 4 ( in 3 - 3 - 71 20 3 4 11 15 2 16 11 15 1A (111 2 4 - 7 9 _ 4 2 23 7 57 A 7 3 - 3 - 15 69 3 7 18 _ 15 - 84 1 “ 2 19 9 58 4 7 3 6 89 1 1 _ 3 11 6 A7 4 29 (111 (111 3 11 1 25 9 48 3 (111 (111 9 22 - 35 1 33 ~ 9 21 13 48 9 - 2 9 7 48 A 29 (11 1 (11 1 3 11 1 7 4 49 26 (111 (111 9 21 - 11 - 27 32 - 1 - 25 - 72 1 1 2 9 1 27 10 48 2 (11 1 (11 1 - See footnotes at end of tables. - 4 - (in 7 21 53 9 30 7 " 20 YEARS OF SERVICE! UNDER 1 WEEK --------------------1 WEEK ------------------------------2 WEEKS -----------------------------OVER 2 ANO UNDER 3 WEEKS — 3 WEEKS -----------------------------OVER 3 ANO UNOER A WEEKS — A WEEKS -----------------------------5 WEEKS -----------------------------OVER 5 ANO UNOER 6 WEEKS — 6 WEEKS ------------------------------ 3 23 6 56 1 - 2 - 90 6 1 “ 2 9 1 6 4 52 25 (11 1 (11 1 1 - 1 - 21 77 1 (11 1 Table B-5. Paid vacation provisions for full-time workers, Jackson, Miss., January 1979— Continued O ffice w orkers Production and related w orkers Item A ll industries AMOUNT OF PAID VACATION CONTINUED Manufacturing 2 9 17 1 16 7 20 ( 11 t 16 (11) 5 7 21 ~ 16 31 17 MAXIMUM VACATION AVAILABLE: UNOER 1 UEFK ----------------------------1 UEEK --------------------------------------2 UEEKS ------------------------------------OVER 2 AND UNDER 3 UEEKS --------3 UEEKS ------------------------------------OVER 3 AND UNDER A UEEKS --------A UEEKS ------------------------------------OVER A AND UNDER 5 UEEKS --------5 UEEKS ------------------------------------OVER 5 ANO UNOER 6 UEEKS --------6 UEEKS ------------------------------------- 2 9 17 1 16 7 20 (11) 16 (11) 5 7 21 16 A ll industries Nonmanufacturing Pu blic utilities 2 9 1 6 A 50 27 (11) (11) 1 1 8 89 1 (11) 1 1 27 2 9 1 6 A A8 27 5 29 <11 ) (11 ) 89 1 (11) M anufacturing 9 31 17 9 4 ii 15 2 16 11 1A (11) 15 (11) 2 3 3 6 (11 ) 77 3 7 3 11 1 7 4 A7 27 (11) 1 9 21 11 4 ii 15 2 16 11 1A (11) 15 (11) 2 3 3 ~ 6 (11 ) 77 3 7 3 11 1 7 4 46 29 (11) 1 9 21 11 at end o f ta b le s . Pu blic utilities AF TF R 1 3 30 YEARS OF SERVICE: UNDER 1 WEEK ----------------------------1 WEEK --------------------------------------2 UEEKS ------------------------------------OVER 2 AND UNDER 3 UEEKS --------3 UEEKS ------------------------------------OVER 3 AND UNDER A UEEKS --------A UEEKS ------------------------------------OVER A AND UNDER 5 UEEKS --------5 UEEKS ------------------------------------OVER 5 AND UNDER 6 UEEKS --------6 UEEKS ------------------------------------- S e e fo o tn o te s Nonmanufacturing 19 27 27 5 8 Table B-6. Health, insurance, and pension plans for full-time workers, Jackson, Miss., January 1979 Production and related w orkers O ffic e w orkers Item A11 industries M anufacturing Nonmanufacturing Pu blic u tilities A ll industries M anufacturing Nonmanufacturing P u b lic u tilitie s 100 100 PERCENT OF WORKERS WORKERS ----------------- 100 100 100 100 IN ESTABLISHNENTS PROVIDING AT LEAST ONE OF THE BENEFITS SHOW BELOW14----------------------------------N 93 100 89 8* 77 30 ALL FULL-TIN E 100 100 100 99 100 99 100 100 82 97 52 97 82 97 48 100 84 82 LIFE INSURANCE ---------------------------------NONCONTRIBUTORY PLANS ------------------- M 95 65 ACCIDENTAL DEATH AND OISHENRERHENT INSURANCE ----------------NONCONTRIBUTORY PLANS ------------------- 70 35 74 53 67 2A 93 7A 77 37 66 77 32 99 84 SICKNESS AND ACCIDENT INSURANCE OR SICK LEAVE OR BOTH15------------------- 77 88 71 89 94 91 94 94 39 20 6A A7 23 9 36 28 26 10 52 42 22 10 6 6 39 27 A6 2A 78 76 78 21 13 11 1A Al 13 4 14 64 LONG-TERN DISABILITY INSURANCE ---------------------------------------NONCONTRIBUTORY PLANS ------------------- 29 20 31 23 28 IB 85 7A 61 36 43 29 63 37 95 83 HOSPITALIZATION INSURANCE ---------------NONCONTRIBUTORY PLANS ------------------- 90 A7 100 63 8A 38 t oo 7A 99 Al 100 65 99 38 100 83 SURGICAL INSURANCE --------------------------NONCONTRIBUTORY PLANS ----------------------- 90 47 100 63 8A 38 100 7A 99 Al 100 65 99 38 100 83 NEDICAL INSURANCE ----------------------------------NONCONTRIBUTORY PLANS ----------------------- 89 A7 98 61 83 38 100 7A 97 AO 93 58 98 38 100 83 --------------------------------------------- 82 39 79 A1 8A 38 100 7A 98 39 91 48 99 38 100 83 DENTAL INSURANCE ------------------------------------NONCONTRIBUTORY PLANS ----------------------- 21 IB 28 25 16 13 76 76 23 16 35 31 21 14 71 71 RETIRENENT PENSION --------------------------NONCONTRIBUTORY PLANS ------------------- 68 55 77 7A 63 A2 8A 82 82 75 82 79 82 74 96 94 SICKNESS AND ACCIDENT INSURANCE ------------------------------------NONCONTRIBUTORY PLANS ---------------SICK LEAVE (FULL PAY ANO NO WAITING PE R I0 0 1 --------------------------SICK LEAVE (PARTIAL PAY OR WAITIN6 PERI 0 0 1 --------------------------- NAJOR NEDICAL INSURANCE NONCONTRIBUTORY PLANS See footnotes at end of tables. 20 Table B-7. Life insurance plans for full-time workers, Jackson, Miss., January 1979 Production and related w orkers A ll industries Item A ll plans 1 6 O ffice w orkers A ll industries M anuf actur ing N oncontributory plans 1 6 A ll plans 1 6 N oncontributory plans 1 8 A ll plans 1 4 Manufacturing Noncontributory plans 1 8 A ll plans 1 8 No nco ntr ibuto r y plans 1 8 TYPE OP PLAN AND ANOUNT OF INSURANCE ALL FULL-TIM E WORKERS ARE PROVIDED THE SANE FLAT-SUN DOLLAR AMOUNT! PERCENT OF ALL FU LL-TIN E WORKERS1 ------------------7 AHOUNT OF INSURANCE PR OVIDED!1 8 N F A N ---------------------------------------------------NED I A N -----------------------------------------------HIODLE RANEE <50 PERCENT! ----------------MIDDLE RANEE <80 PERCENT) ----------------- A3 *4.700 *3.000 * 2 .0 0 0 - 5.000 *1.0 0 0 -1 0 .0 0 0 ANOUNT OF INSURANCE IS BASED ON A SCHEDULE WHICH INDICATES A SPECIFIED DOLLAR ANOUNT OF INSURANCE FOR A SPECIFIED LFNETH OF SERVICE! 6 PERCENT OF ALL FULL-TIM E WORKERS17------------------ANOUNT OF INSURANCE PROVIDEO 18AFTER! 6 MONTHS OF SFRV ICE! *6.800 M EA N ---------------------------------------------------<6> MEDIAN -----------------------------------------------<6 > MIDDLE RANEE <50 PERCENT) ----------------(6 ) HIDOLE RANEE <80 PERCENT) ----------------1 YEAR OF SERVICE! *14.300 m e a n ---------------------------------------------------<6) MEDIAN -----------------------------------------------<6> MIDDLE RANEE <50 PERCENT) ----------------<61 MIDDLE RANEE <80 PERCENT) ----------------5 YEARS OF SERVICE! *19.000 M EA N ---------------------------------------------------MEDIAN -----------------------------------------------*30.000 *5.0 0 0 -3 0 .0 0 0 HIDOLE RANEE <50 PERCENT) ----------------* 4 .0 0 0 -3 0 .0 0 0 MIDDLE RANEE <80 PERCENT) ----------------10 YEARS OF SERVICE! M EA N ---------------------------------------------------*25.500 *40.000 MEOIAN -----------------------------------------------MIODLE RANEE <50 PERCENT) ----------------- *10.0 0 0 -4 0 .0 0 0 * 4 .0 0 0 -4 0 .0 0 0 MIDDLE RANEE <80 PERCENT) ----------------20 YEARS OF SFRVICE! M EA N ---------------------------------------------------*11.200 *5.000 MEDIAN -----------------------------------------------* 4 .0 0 0 -2 3 .3 0 0 MIODLE RANEE <50 PERCENT) ----------------* 4 .0 0 0 -2 3 .3 0 0 MIDOLE RANEE <80 PERCENT) ----------------- 22 *5.000 *2.500 (2 .0 0 0 - 8.000 (1 .0 0 0 -1 2 .0 0 0 49 *4.300 *3.000 * 2 .0 0 0 - 5.000 * 1 .0 0 0 -1 0 .0 0 0 23 *6.000 *5.000 * 4 .8 0 0 - 6.000 * 2 .0 0 0 -1 0 .0 0 0 9 *5.400 *5.000 * 2 .0 0 0 - 5.000 * 2 .0 0 0 -1 0 .0 0 0 20 *7.100 *4.000 *2.5 0 0 -1 0 .0 0 0 * 1 .0 0 0 -1 7 .0 0 0 12 *6.800 *4.000 *2.00 0 -1 0 .0 0 0 *1.00 0 -1 5 .0 0 0 3 12 2 3 3 7 7 <61 <61 <61 <6 ) < ) 6 <6 ) <61 < ) 6 < ) 6 <61 <61 <6 ) <61 <6 > <61 <6 > <61 <61 <61 <61 <6) <61 <61 <61 <61 <61 <61 <61 <6 > < ) 6 <61 <6 ) <6 ) <6 ) <61 <61 <6 ) <6* <6> <61 <61 <61 <61 <61 <61 <61 <61 <61 <61 <61 <6> <61 <61 <61 <61 <61 *7.700 *5.000 * 4 .0 0 0 -1 5 .0 0 0 ( 4 .0 0 0 -1 5 .0 0 0 *22.400 <6 ) < ) 6 <61 <6* <61 <61 <61 *5.700 *4.000 * 1 .0 0 0 - 5.000 * 1 .0 0 0 -1 5 .0 0 0 *5.700 *4.000 * 1 .0 0 0 - 5.000 * 1 .0 0 0 -1 5 .0 0 0 <61 <61 <61 <61 <61 <61 *11.000 *10.000 * 4 .0 0 0 -2 0 .0 0 0 * 4 .0 0 0 -2 0 .0 0 0 *29,500 <6> <6! <61 <61 <61 <61 <61 *7.700 *4.000 * 1 .5 0 0 -1 0 .0 0 0 * 1 .5 0 0 -2 0 .0 0 0 *7.700 *4.000 * 1 .5 0 0 -1 0 .0 0 0 * 1 .5 0 0 -2 0 .0 0 0 <61 <61 <61 <61 <61 <61 <61 <61 <6) <6 ) <6 ) <61 <6 ) <61 <61 <6 ) <61 <61 <61 <61 *8.500 *4.000 * 2 .0 0 0 -2 3 .3 0 0 (2 .0 0 0 -2 3 .3 0 0 *8.500 *4.000 * 2 .0 0 0 -2 3 .3 0 0 * 2 .0 0 0 -2 3 .3 0 0 <61 <61 <61 <61 <61 <61 <61 <61 See footnotes at end of tables. 34 *4.500 *3.000 ( 2 .0 0 0 - 8.000 * 1 .0 0 0 -1 0 .0 0 0 21 <61 fable B-7. Life insurance plans for full-time workers, Jackson, Miss., January 1979— Continued O ffic e w orkers Production and related w orkers A ll industries Item AU plans 1 8 A ll industries Manufacturing N oncontributory plans 1 8 A ll plans 1 8 N oncontributory plans 1 8 A ll plans 1 8 M anufacturing N oncontributory plans 1 8 A ll plans 1 8 Noncontributory plans 1 8 TYPE OE PLAN AND AMOUNT OF INSURANCE— CONTINUED MOUNT OF INSURANCE IS BASED ON A SCHEDULE WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS: PERCENT OF ALL FULL-TIM E WORKERS17------------------AMOUNT OF INSURANCE PROVIDED1 I F : 8 ANNUAL EARNINGS ARE * 5 .0 0 0 : M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDOLE RANGE <80 PERCENT) ----------------ANNUAL EARNINGS ARE *1 0 .0 0 0 : M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANEE <50 PERCENT) ----------------MIDDLE RANEE <80 PERCENT) ----------------ANNUAL EARNINGS ARE *1 5 .0 0 0 : M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) ----------------ANNUAL EARNINGS ARE *2 0 .0 0 0 : M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDDLE RANGE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) ----------------- MOUNT OF INSURANCE IS EXPRESSED AS A FACTOR OF ANNUAL EARNINGS: 1 9 PERCENT OF ALL FULL-TIM E WORKERS17------------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE am oun t of i n s u r a n c e : 1 8 M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDOLE RANGE <50 PERCENT) ----------------MIDDLE RANEE <80 PERCENT) ----------------PERCENT OF ALL FULL-TIM E WORKERS COVERED BY PLANS NOT SPECIFYING A MAXIMUM AMOUNT OF INSURANCE ------------------------------------------------------PERCENT OF ALL FULL-TIM E WORKERS COVERED BY PLANS SPECIFYING A MAXIMUM AMOUNT OF INSURANCE ------------------------------------------------------SPECIFIED MAXIMUM AMOUNT OF INSURANCE!1 8 M EA N --------------------------------------------------MEDIAN -----------------------------------------------MIDOLE RANEE <50 PERCENT) ----------------MIDDLE RANGE <80 PERCENT) ----------------- 10UNT OF INSURANCE IS BASED ON SOME OTHER TYPE of p l a n : PERCENT OF ALL FULL-TIM E WORKERS17------------------- 11 7 16 17 2 12 11 $8 *500 *119000 *59000-119000 *59000-119000 *109700 <6 ) <6 > <6) *109800 < ) 6 <6 ) <6 ) *10,800 (6 ) < ) 6 < ) 6 *9,600 *11,000 * 1 0 ,0 0 0 -1 1 ,0 0 0 * 5 ,0 0 0 -1 1 ,0 0 0 *7.300 *5.000 * 5 .0 0 0 -1 0 .0 0 0 * 5 .0 0 0 -1 0 ,0 0 0 *6,900 *5.000 * 5 ,0 0 0 -1 0 ,0 0 0 * 2 ,5 0 0 -1 0 ,0 0 0 *7.300 *10,000 * 5 .0 0 0 -1 0 ,0 0 0 * 2 .5 0 0 -1 0 ,0 0 0 *139300 *119500 * 109000-159000 *109000-259000 *129700 <6 ) <6) <6) *129300 < ) 6 <6) < ) 6 *12,300 < ) 6 < ) 6 < ) 6 * 19.*00 *22,000 * 2 0 .0 0 0 -2 2 ,0 0 0 * 1 0 ,0 0 0 -2 2 ,0 0 0 *1*,800 *15.000 * 1 1 ,0 0 0 -1 5 .0 0 0 * 1 0 .0 0 0 -2 0 .0 0 0 *14,000 *15.000 * 1 1 ,0 0 0 -1 5 .0 0 0 * 1 0 .5 0 0 -2 0 .0 0 0 *14,900 <15.000 * 1 1 .0 0 0 -1 5 .0 0 0 * 1 1 ,0 0 0 -2 0 ,0 0 0 *189000 *169500 * 159000-209000 *129000-259000 *179700 <6 ) <6 ) <6) *16,600 < ) 6 <6 ) <6 > *16,600 <61 < ) 6 < ) 6 *28,000 *30,000 * 3 0 .0 0 0 -3 0 ,0 0 0 * 2 0 ,0 0 0 -3 2 ,0 0 0 *23,700 *20.000 * 1 8 ,0 0 0 -3 0 .0 0 0 * 1 5 .0 0 0 -3 0 .0 0 0 *21,600 *20.000 * 1 8 ,0 0 0 -3 0 .0 0 0 * 1 7 ,1 0 0 -3 0 .0 0 0 *23.000 <20.000 < 1 8 ,0 0 0 -3 0 .0 0 0 * 1 8 .0 0 0 -3 0 .0 0 0 *219300 *229000 *159000-229000 *129000-309000 *229000 < ) 6 (6) <6 ) *20,900 <6 ) <6 ) <6 > *20,900 < ) 6 < ) 6 < ) 6 *37,100 **2,000 * * 0 ,0 0 0 -* 2 ,0 0 0 * 20 ,0 0 0 -* 2 ,0 0 0 *30,600 *30,000 * 2 5 ,0 0 0 -4 0 .0 0 0 * 2 0 .0 0 0 -4 0 .0 0 0 *29,000 *30.000 * 2 5 .0 0 0 -4 0 .0 0 0 * 2 3 .5 0 0 -4 0 .0 0 0 *31.100 *30.000 * 2 5 .0 0 0 -4 0 ,0 0 0 * 2 5 .0 0 0 -4 0 .0 0 0 20 1.16 1.00 1 .0 0 -1 .0 0 1 .0 0 -2 .0 0 10 9 *3*9900 <6 > <6) <6 ) 4 9 1.17 1.00 1 .0 0 -1 .0 0 1 .0 0 -2 .0 0 7 2 *519300 *509000 *09000- 509000 *09000- 909000 3 10 1.2* 1.00 1 .0 0 -1 .0 0 1 .0 0 -2 .0 0 8 7 1.3* 1.00 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 5 2 2 <6> <6 ) (6 ) <6 ) < ) 6 < ) 6 < ) 6 <61 8 6 See footnotes at end of tables. 16 22 *1 1.52 1.50 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 33 8 **1,300 *30,000 * 30.0 00- 50,000 *30 ,0 0 0 - 64,000 13 3* 1.51 1.50 1 .0 0 - 2 .0 0 1 .0 0 - 2 .0 0 31 4 *53.500 *50.000 * 4 0 .0 0 0 - 64,000 * 3 0 .0 0 0 - 64,000 4 46 1.59 2 .0 0 1 .0 0 - 2 .0 0 1 .0 0 - 2 .0 0 30 16 *58,200 < ) 6 < 6) < 6) 12 43 1.61 2 .00 1 .0 0 - 2 .0 0 1 .0 0 - 2 .0 0 27 16 *58.200 < I 6 < ) 6 < ) 6 9 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 reg 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 more and half r e ceive the same or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes prem ium 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 F orm ally established minimum regular straight-tim e 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 sh ifts, and establishments whose formal provisions cover late shifts, even though the establishments were not currently operating late shifts. 10 L ess than 0.05 percent. 1 L ess than 0.5 percent. 1 12 A ll 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 im 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. 1 Estimates listed after type of benefit are for all plans for which 4 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 workers' 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 employer. Estimates under "Noncontrib utory plans" include only those financed entirely by the employer. 37 For "A ll in d u stries," all full-tim e production and related workers or office workers equal 100 percent. For "M anufacturing," all full-tim e production and related workers or office workers in manufacturing equal 100 percent. 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 am 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 am amount equal to or less than the sm aller amount and a fourth are provided an amount equal to or more than the larger amount. Middle range (80 percent)— 10 percent of the workers are provided an amount equal to or less than the smaller 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 serv ices. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to be within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3-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 sample, less establishments which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In m ost ca ses, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of em ployees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than sm all establishments is selected. When data are combined, each establishment is weighted according to its probability of selection so that unbiased estim ates are generated. For exam ple, 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. 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 o f die Employment Standards Administration of the U. S. Department of Labor. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: ( 1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -s e r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to merit presen tation, or (2) there is possibility of disclosure of individual establishment data. Separate 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-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-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. These surveys measure the level of occupational earnings in an area at a particular tim e. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firm s may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occupational average even though m ost establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A - 7, are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estim ates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the 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 establishments. Factors which may contribute to differences include progression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are m ore generalized than those used in individual establishments and allow for minor differences among establishments in specific duties 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 2 A revised Electronic data processing 2 Secretaries Stenographers, senior Stenographers, general T ypists, cla sses A and B File c lerk s, c la sses A , B, and C M essengers Switchboard operators Order c lerk s, cla sses A and B Accounting clerk s, cla sses A and B Payroll clerks Key entry op erators, classes 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' For a more detailed description of the method used to compute these wage trends see "Improving Area Wage Survey In dexes," 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 workers. Production and related workers (referred to hereafter as The earning* o f computer operators are not included in the wage trend computation for this group. production workers) include working supervisors and all nonsupervisory Job description is being introduced in this survey which is 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 vices, 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. 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 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 more representative of policies in medium and large establishments. (The " X 's " shown under standard weekly hours indicate that no meaningful totals are applicable.) 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. 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 majority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summarized separately for ( 1) establishment policies (an establishment's differentials are weighted by all 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 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 b a sis, 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. 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 comm ercial insurance company or nonprofit organization, (2 ) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A plan is included even though a majority of the employees in an establish ment do not choose to participate in it because they are required to bear part of its cost (provided the choice to participate is available or will eventually become available to a m ajority). Legally required plans such as social security, railroad 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. L a b o r -m a n a g e m e n t a g re e m e n t c o v e r a g e T h e f o llo w in g ta b u la tio n s h o w s th e p e r c e n t o f f u l l - t i m e p r o d u c tio n an d o f f i c e w o r k e r s e m p lo y e d in e s t a b lis h m e n t s in th e J a c k s o n a r e a in w h ich a u n io n c o n t r a c t o r c o n t r a c t s c o v e r e d a m a j o r i t y o f th e w o r k e r s in the r e s p e c t i v e c a t e g o r i e s , J a n u a ry 1979: P r o d u c t io n and r e la t e d w o r k e r s Sickness and accident insurance includes only those plans which provide that predeterm ined cash payments be made directly to employees who lose tim e 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, su rgical, 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 d octors' 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 serv ices covered under hospitalization, surgical, and m edical insurance. M ajor m edical insurance typically (1) requires that a "dedu ctible" (e .g ., $ 5 0 ) be m et before benefits begin, (2 ) has a coinsurance feature that requires the insured to pay a portion (e .g ., 20 percent) of certain expen ses, 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. ■ A l l i n d u s t r i e 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 in g _____ P u b lic u t i l i t i e s _____ 31 54 O ffic e w o r k e r s 10 17 86 12 66 A n e s t a b lis h m e n t is c o n s i d e r e d t o h ave a c o n t r a c t c o v e r in g a ll p r o d u c t io n o r o f f i c e w o r k e r s i f a m a j o r i t y o f su ch w o r k e r s is c o v e r e d by a la b o r - m a n a g e m e n t a g r e e m e n t . T h e r e f o r e , a ll o th e r p r o d u c tio n o r o f f ic e w o r k e r s a r e e m p lo y e d in e s t a b lis h m e n t s th a t e it h e r d o not have la b o r m a n a g e m e n t c o n t r a c t s in e f f e c t , o r h ave c o n t r a c t s th a t a p p ly to fe w e r than h a lf o f t h e ir p r o d u c t io n o r o f f i c e w o r k e r s . E s t im a t e s a r e not n e c e s s a r i l y r e p r e s e n t a t iv e o f the e x te n t to w h ich a ll w o r k e r s in th e a r e a m a y b e c o v e r e d b y th e p r o v is io n s o f la b o r - m a n a g e m e n t a g r e e m e n t s , b e c a u s e s m a ll e s t a b lis h m e n t s a r e e x c lu d e d and th e in d u s t r ia l s c o p e o f th e s u r v e y is lim ite d . In d u s t r ia l c o m p o s it io n in m a n u fa c tu r in g A lm o s t o n e - t h i r d o f th e w o r k e r s w ith in the s c o p e o f the s u r v e y in th e J a c k s o n a r e a w e r e e m p lo y e d in m a n u fa c tu r in g f i r m s . T h e fo llo w in g p r e s e n t s th e m a j o r in d u s t r ie s a s a p e r c e n t o f a ll m a n u fa c tu r in g : E l e c t r i c a n d e l e c t r o n i c e q u ip m e n t _____________________________________ M is c e lla n e o u s e l e c t r i c a l e q u ip m e n t and s u p p lie s ________________ E l e c t r i c lig h tin g a nd w ir in g e q u ip m e n t ____________________________ H o u s e h o ld a p p l i a n c e s __________________________________________________ F o o d and k in d r e d p r o d u c t s _______________________________________________ M e a t p r o d u c t s __________________________________________________________ S to n e , c l a y , a nd g la s s p r o d u c t s _________________________________________ F u r n it u r e an d f i x t u r e s ____________________________________________________ H o u s e h o ld f u r n i t u r e ____________________________________________________ T r a n s p o r t a t io n e q u ip m e n t _______________________________________________ A i r c r a f t a n d p a r t s _____________________________________________________ A p p a r e l an d o th e r t e x t ile p r o d u c t s _____________________________________ M e n 's a nd b o y s ' f u r n i s h i n g s _________________________________________ Retirement pension plans provide for regular payments to the retiree for life . Included are deferred profit-sharing plans which provide the option of purchasing a lifetim e annuity. 27 12 7 5 17 7 11 10 10 8 6 7 5 T h is in fo r m a t io n is b a s e d on e s t im a t e s o f to t a l e m p lo y m e n t d e r iv e d 4 An establishment is considered as having a formal plan if it specifies at least the minimum number f r o m u n iv e r s e m a t e r ia ls c o m p ile d b e f o r e a c tu a l s u r v e y . P r o p o r t io n s in o f days o f sick leave available to each employee. Such a plan need not be written, but informal sick leave v a r io u s in d u s t r y d iv is io n s m a y d i f f e r f r o m p r o p o r t io n s b a s e d on th e r e s u lt s allowances determined on an individual basis are excluded. o f th e s u r v e y a s 27 s h ow n in a p p e n d ix t a b le 1. Appendix table 1. Establishments and workers within scope of survey and number studied, Jackson, M iss.,1 January 1979 W orkers in establishm ents Num ber of establishm ents Industry d ivision 2 M inim um employment in estab lish ments in scope of study Within scope of study Within scope of study 3 Studied Number ALL INDUSTRY DIVISIONS ------------------------------ MANUFACTURING --------------------------------------------------N0NMANUFACTURIN6 ---------------------------------------------TRANSPORTATION# COMMUNICATION. ANO OTHER PUBLIC U T I L I T I E S 5 -----------------------------WHOLESALE TRADE ------------------------------------------RETAIL TRADE -----------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE ----------SERVICES 7 ------------------------------------------------------- 302 Studied Percent F u ll- tim e production and related w orkers 127 55.475 100 32.42 2 9,137 36.473 29 71 12.554 19.868 1.164 7 ,973 11.627 24,84 6 11 5 17 11 22 50 ” 83 219 «1 86 16.284 39.191 50 50 50 50 50 22 31 5* 31 63 15 7 19 12 25 6.252 2.960 9.565 6.119 12.457 1 The Jackson Standard M etropolitan S ta tistica l A rea, as defined by the O ffice of Management and Budget through Fe b ru a ry 1974, consists of Hinds and Rankin Counties. The "w orkers within scope of study" estim ates provide a reasonably accurate description of the size and com position of the labor fo rce included in the survey. Estim a tes are not intended, however, for com parison with other sta tistica l se ries to m easure em ploym ent trends or levels since (1) planning of wage surveys requires establishm ent data com piled considerably in advance of the p a yro ll period studied, and (2) sm all establishm ents are excluded fro m the scope of the survey. 1 The 1972 edition of the Standard Industrial C la s sifica tio n M anual was used to cla ssify establishments by industry d ivision . A ll government operations are excluded fro m the scope of the survey. 3 Includes a ll establishm ents with total employment at or above the m inim um lim ita tio n. outlets (within the area) of com panies in industries such as trade, finance, auto re p a ir se rv ice , and motion p icture theaters are considered as one establishm ent. T o ta l4 28 2.896 C 4> <4» <6» ( 4» F u ll-tim e office w orkers 1.430 ( 4» <4» « ) I 41 6 T o ta l4 5 .779 983 5 ,689 4,396 6 .9 4 3 4 Includes executive, professional, p a rt-tim e , seasonal, and other w orkers excluded fro m the separate production and office categories. 5 Abbreviated to "public u tilities" in the A - and B - s e r ie s tab le s. Taxicab s and se rvice s incidental to water transportation are excluded. 4 Separate data for this division are not presented in the A - and B - s e r ie s tables, but the division is represented in the "a ll indu stries" and "nonm anufacturing" estim ates. 7 Hotels and m otels, laundries and other p erso n a l s e rv ice s; business se rvice s; automobile re p a ir , rental, and parking; motion pictures; nonprofit m em b ersh ip organizations (excluding relig ious and charitable organizations); and engineering and a rch ite c tu ra l s e rv ice s . A ll Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to a s sist 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 B ureau's field representatives are instructed to exclude working super v iso r s; apprentices; and p a rt-tim e, tem porary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. L earn ers, beginners, and trainees, unless specifically included in the job description, are excluded. Office SECRET ARY— Continued SE CRETARY 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 su pervisor. 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, p ro gra m s, and procedures related to the work of the supervisor. Exclusions— Continued a. Positions which do not meet the "p erso n a l" described above; b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants to a group of pro fessional, technical, or managerial persons; d. E xclusions. Not all positions that are titled "s e c r e ta r y " possess the above ch aracteristics. Exam ples of positions which are excluded from the definition are as follow s: secretary concept A ssistant-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 Secretary Shipper and receiver Key entry operator (previously surveyed Computer operator as shipping and Drafter receiving clerk) Stationary engineer Guard Boiler tender The Bureau has discontinued collecting data for tabulating -machine operator, bookkeeping-machine operator, and machine biller. W orkers 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 S u p erv iso r," e .g ., secretary to the president of a company that employs, in all, over 5 ,0 0 0 persons; Trainees. segment often involving. as many as several hundred persons) of a company that em ploys, in a ll, over 25, 000 persons. LS 4 a. 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. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5, 000 persons; or b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that em ploys, in a ll, 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 employee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS— 2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for LS— 3, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or b. Secretary to the head of an individual plant, factory, e tc ., (or other equivalent level of official) that em ploys, in all, fewer than 5 ,0 0 0 persons. LS—3 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 ,0 0 0 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 major division) of a company that em ploys, in all, over 5 ,0 0 0 but fewer than 2 5 ,0 0 0 em ployees; or 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 officers" 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 ca lle rs, and opens b. Answers telephone requests which have standard answ ers. 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 LR— 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 m ost 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 o ffices. May sign routine correspondence in own or su p erviso r's name. c. Com piles or assists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sem bles n ecessary background m aterial for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains su pervisor's requirements to other employees in super v is o 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 supe rvisor 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 file s, keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) TYPIST . - Stenographer, General. Dictation involves a normal routine vocabu lary. May maintain files, keep simple records, or perform other relatively routine clerical tasks. Level of secretary's responsibility LR—1 T —l LS—2 LS— 3 LS— 4 OR Perform s stenographic duties requiring significantly greater in dependence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office pro cedure; and of the specific business operations, organization, policies, procedures, files, 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. Gl f » n« r, _ Class D Class C Class B LR— 2 Class Class Class Class D C B A STENOGRAPHER P rim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate frpm a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine Typist). N O TE : This job is distinguished from that of a secretary in that a secretary norm ally works in a confidential relationship with only one manager or executive and perform s m ore responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar materials for use in duplicating 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. 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 material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circum stances. Class B . Perform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of fo rm s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. 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, cla 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 C lass A . Classifies 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 material 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 ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. are classified into levels according to the following Class A . Handles orders that involve making judgments such as choosing which specific product or m aterial from the establishment's product lines will satisfy the customer's needs, or determining the price to be quoted when pricing involves more them 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. A C C O U N T IN G C L E R K SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to ca llers, record and transmit m 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 w orker's tim e, and is usually perform ed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard 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 visitor's business and providing approp.iate 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 cu stom ers' purchase orders for m aterial or merchandise from customers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availa bility of ordered item s and suggesting substitutes when n ecessary; advising expected delivery date and method of delivery; recording order and customer in f o r m a t io n 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 m ore 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 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. COMPUTER SYSTEMS ANALYST, BUSINESS— Continued 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 problems. PAYROLL CLERK Perform 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. 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: 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. May provide functional direction to lower level systems analysts who are assigned to a ssist. classified into levels on the basis of the following Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for class B. NOTE: Excluded are operators above class A using the key entry controls to a cce ss, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a sim ilar 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. Professional and Technical COMPUTER SYSTEMS A N A LYST , BUSINESS 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.) For wage study purposes, systems analysts are classified as follows: Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problem s are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops system s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of the data processing systems to be applied. 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 . 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 system s analyst by preparing the detailed specifications required by program m ers from information developed by the higher level analyst. COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a system s analyst, into a sequence of detailed instructions which are re quired to solve the problems by automatic data processing equipment. Working from charts or diagram s, the programm er develops the pre cise instructions which, when entered into the computer system in coded 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 programs; 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 employees, or programmers 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 resu lts,' 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 programmers 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 programs. 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 programm 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 problems. 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 multi 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 computer output instructions. - Reviews error m essages and makes corrections during operation or refers problems. - 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 from standard procedures to avoid the loss of infor mation or to conserve computer time even though the procedures applied materially alter the computer unit's production plans. - 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). 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 cla ssroo m instruction). When learning to run program s, the supervisor or a higher level operator provides detailed written or oral guidance to the operator before and during the run. After the operator has gained experience with a program , however, the operator works fairly independently in applying standard operating or corrective . procedures in responding to computer output instructions or error conditions, but refers problems to a higher level operator or the supervisor when standard procedures fail. DRAFTER 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: - 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. The following duties characterize the work of a peripheral equipment of charts, diagrams, room are classified into levels on the basis of the following Class A. Works closely with design originators, preparing drawings of unusual^ complex or original designs which require a high degree of precision. Perform s 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. - Loading printers and plotters with correct paper; adjusting controls for fo r m s, thickness, tension, printing density, and location; and unloading hard copy. - Labelling tape re e ls, disks, or card decks. designated tape - Setting controls which regulate operation of the equipment. and error Work involving t h e preparation arrangements, floor plans, etc.; - operator: - Checking labels and mounting and dismounting reels or disks on specified units or drives. Illustrating work requiring artistic ability; - 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. 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. indications and - Examining tap es, cards, or other material for crea ses, tears, or other defects which could cause processing problem s. 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 lim ited to operating decollaters, bursters, separators, or sim ilar equipment. skill, and ability - PERIPHERAL EQUIPMENT OPERATOR - Observing panel lights for warnings taking appropriate action. Design work requiring the technical knowledge, to conceive or originate designs; 35 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 o scilloscopes, Q -m e te r s, deviation m eters, pulse generators). Class C. Prepares various drawings of parts and a ssem blies, including sectional profiles, irregular or reverse curves, hidden lin es, and small or intricate details. Work requires use of m ost 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 fam iliar patterns and present few technical problem s. 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 m ost 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 te ste r s; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Positions definitions: are classified into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to manufacturers' manuals or sim ilar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and 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 circu its, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e .g ., multim eters, 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 em ployees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and em ployees; and planning and carrying out programs involving REGISTERED INDUSTRIAL NURSE— Continued health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. Maintenance, Toolroom, and Powerplant MAINTENANCE MACHINIST— Continued 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 form al 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 formal 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, distri bution, or utilization of electric energy in am establishment. Work involves m ost of the following; Installing or repairing any of a variety of electrical equipment such as generators, tran sform ers, switchboards, controllers, circuit breakers, m o to rs, heating units, conduit system s, or other tran s m ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working stamdard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring amd testing instruments. In general, the work of the main tenance electrician requires rounded training amd experience usually acquired through a form al apprenticeship or equivalent training and experience. MAINTENANCE PAINTER Paints and redecorates w alls, woodwork, am fixtures of an estab d lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes amd interstices; and applying paint with spray gun or brush. May mix colors, o ils, white lead, amd 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 metal parts of mechanical equipment operated in an establishment. Work in volves most of the following: Interpreting written instructions and specifica tions; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard 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, drills, 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, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, m odels, or other specifica tions; setting up and operating all available types of sheet-m etal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a formal 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 tool room practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classification does not include machine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting 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. m il l w r ig h t Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to str e sse s, strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing arid 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 le sse r skill, such as keeping a worker supplied with materials 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 m ore system s which "provide an establishment with such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate a ir), refrigeration, steam or high-tem pera ture 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. MACHINE-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 o ils, 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 a ssist 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 prim arily for sale. Shipper Receiver Shipper~and receiver Material Movement and Custodial WAREHOUSEMAN TRUCKDRIVER A s 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 establishm ents, or between 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 follow s: 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 Power-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) T ruckdriver, tractor -trailer ORDER FILLER Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and in dicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. SHIPPER AND RECEIVER P erform s clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problem s, receives specific guid ance fro m 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 veh icles; preparing and keeping records of goods shipped, e .g ., m an ifests, bills of lading. R eceivers 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 GU ARD— C ontinue d A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various materials 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. POW ER-TRUCK OPERATOR Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of powertruck, as follows: Forklift operator Pow er-truck operator (other than forklift) For wage study purposes, guards are classified as follows: Class A . Enforces regulations designed to prevent breaches of security. Exercises judgment and uses discretion in dealing with em er gencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to re port situation so that it can be handled by appropriate authority. Duties require specialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. Class B . Carries out instructions prim arily oriented toward in suring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washrooms, or prem ises of an office, apartment house, or comm ercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing flo ors; 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 motor vehicle, or escorting persons or property. May be deputized to make a rrests. May also help visitors and customers by answering questions and giving directions. 40 Area Wage Surveys A l i s t o f th e la t e s t b u lle t in s a v a ila b le is p r e s e n t e d b e lo w . B u lle tin s m a y b e p u r c h a s e d f r o m a n y o f th e B L S r e g io n a l o f f i c e s s h o w n on th e b a c k c o v e r , o r f r o m th e S u p e r in te n d e n t o f D o c u m e n ts , U .S. G o v e r n m e n t P r in t in g O f f ic e , W a s h in g to n , D .C . 2 0 4 0 2 . M a k e c h e c k s p a y a b le to S u p e r in te n d e n t o f D o cu m e n ts. A d i r e c t o r y o f o c c u p a t io n a l w a g e s u r v e y s , c o v e r i n g th e y e a r s 1970 th r o u g h 1977, is a v a ila b le on r e q u e s t . A rea Akron, Ohio, Dec. 1978 _______________________________________ Albany^-Schenectady— Troy, N .Y ., Sept. 1978 1_______________ Anaheim— Santa Ana— Garden Grove, C alif., Oct. 1 9 7 8 1 ____________________________________________ Atlanta, G a ., May 1978 1 ______________________________________ Baltim ore, Md., Aug. 1 9 7 8 1 __________________________________ B illings, Mont., July 1978____________________________________ Birmingham, A la ., M ar. 1978________________________________ Boston, M a ss., Aug. 1 9 7 8 1___________________________________ Buffalo, N .Y ., Oct. 1 9 7 8 1_____________________________________ Canton, Ohio, May 1978_______________________________________ Chattanooga, Tenn.— Ga., Sept. 1978 1________________________ Chicago, 111., May 197 8 _______________________________________ Cincinnati, Ohio— Ky.—Ind., July 1978________________________ Cleveland, Ohio, Sept. 1978___________________________________ Columbus, Ohio, Oct. 1978 1 __________________________________ Corpus Christi, T ex., July 1978_____________________________ Dallas— Fort Worth, T ex ., Oct. 1978 1 ________________________ Davenport—Rock Island—Moline, Iowa— 111., Feb. 1978______ Dayton, Ohio, Dec. 1978 ______________________________________ Daytona Beach, F la ., Aug. 1978 _____________________________ Denver— Boulder, C olo., Dec. 1978___________________________ Detroit, M ich., M ar. 1979 1___________________________________ Fresno, C alif., J u n e l 9 7 8 1___________________________________ Gainesville, F la ., Sept. 1978 _________________________________ Gary— Hammond— ast Chicago, Ind., Aug. 1979 1___________ E Green Bay, W is., July 1 9 7 8 1 _________________________________ Greensboro— inston-Salem — W High Point, N .C ., Aug. 1978_______________________________________________ Greenville— Spartanburg, S .C ., June 1978 ___________________ Hartford, Conn., M ar. 1 9 7 8 1 _________________________________ Houston, T ex., Apr. 1978 _____________________________________ Huntsville, A la ., Feb. 1979___________________________________ Indianapolis, Ind., Oct. 1 9 7 8 1 ________________________________ Jackson, M is s ., Jan. 1979 1___________________________________ Jacksonville, F la ., Dec. 1978 ________________________________ Kansas City, M o .-K a n s., Sept. 1978 _________________________ Los Angeles—Long Beach, C alif., Oct. 1978 1 _______________ Louisville, Ky.—Ind., Nov. 1978 ______________________________ Memphis, Tenn.— rk.—M i s s ., Nov. 1978 ____________________ A B u lle tin n u m b e r and p r i c e * 2025-63, $ 1 .0 0 2025-58, $ 1 .2 0 2025-65, $1 .3 0 2025-28, $1 .4 0 2025-50, $1 .5 0 2025-38, $ 1 .0 0 2025-15, 80 cents 2025-43, $1 .5 0 2025-71, $1 .3 0 2025-22, 70 cents 2025-51, $ 1 .2 0 2025-32, $1 .3 0 2025-39, $1 .1 0 2025-49, $1.30 2025-59, $1.50 2025-29, $1.00 2025-52, $1.50 2025-6, 70 cents 2025-66, $1 .0 0 2025-48, $1 .0 0 2025-68, $ 1 .2 0 2050-7, $1 .5 0 2025-31, $1 .2 0 2025-45, $ 1 .0 0 (To be surveyed) 2025-41, $ 1 .2 0 2025-46, 2025-30, 2025-14, 2025-23, 2050-3, 2025-57, 2050-9, 2025-67, 2025-53, 2025-61, 2025-69, 2025-62, $1 .0 0 $1 .0 0 $ 1 .2 0 $1 .2 0 $1 .0 0 $1 .5 0 $1.20 $ 1 .0 0 $1 .3 0 $1 .5 0 $ 1 .0 0 $ 1.00 A rea Miami, F la., Oct. 1 9 7 8 1 _______________________________________ Milwaukee, W is., Apr. 1979__________________________________ Minneapolis— St. Paul, Minn.—W is., Jan. 1979_______________ Nassau— Suffolk, N. Y., June 1978 1____________________________ Newark, N .J ., Jan. 1979_______________________________________ New Orleans, La., Jan. 1979 1_______________________________ New York, N .Y .-N .J ., M a y l9 7 8 1 ____________________________ Norfolk—Virginia Beach— Portsmouth, Va.— N .C ., May 1978 _______________________________________________ Norfolk—Virginia Beach—Portsmouth and Newport News— Hampton, Va.— .C ., May 1978______________ N Northeast Pennsylvania, Aug. 1978 __________________________ Oklahoma City, Okla., Aug. 1978_____________________________ Omaha, Nebr.—Iowa, Oct. 1978_______________________________ Paterson— Clifton— assaic, N.J., June 1978 1________________ P Philadelphia, P a .-N .J ., Nov. 1978 ___________________________ Pittsburgh, Pa., Jan. 1978 ___________________________________ Portland, Maine, Dec. 1 9 7 8 1 _________________________________ Portland, Oreg.—Wash., May 1978 ___________________________ Poughkeepsie, N. Y ., June 1978 1_____________________________ Poughkeepsie— Kingston— Newburgh, N .Y ., June 1 9 7 8 1 _____ Providence— Warwick— Pawtucket, R.I.— M a ss., June 1978_____________________________________________ Richmond, Va., June 1978____________________________________ 111., Mar. 1978 _______________________________ St. Louis, Mo.— Sacramento, C alif., Dec. 1978 _______________________________ Saginaw, Mich., Nov. 1978 ____________________________________ Salt Lake City—Ogden, Utah, Nov. 1978 1 ____________________ San Antonio, Tex., May 1978 _________________________________ San Diego, C alif., Nov. 1978__________________________________ San Francisco— Oakland, C alif., Mar. 1978 1__________________ San Jose, C alif., Mar. 1978 1 _________________________________ Seattle—Everett, Wash., Dec. 1978___________________________ South Bend, Ind., Aug. 1978___________________________________ Toledo, Ohio— Mich., May 1978 1 _____________________________ Trenton, N.J., Sept. 1978 1 ___________________________________ Utica—Rome, N .Y ., July 1978_________________________________ Washington, D.C.— Md.—Va., Mar. 1979_______________________ Wichita, K ans., Apr. 1978____________________________________ W orcester, M ass., Apr. 1978 1_______________________________ York, Pa., Feb. 1979__________________________________________ B u lle tin n u m b e r and p r i c e * 2025-60, 2050-8, 2050-1, 2025-33, 2050-5, 2050-2, 2025-35, $1.30 $1.30 $1.30 $1.30 $1.30 $1.30 $1.50 2025-20, 70 cents 2025-21, 2025-47, 2025-40, 2025-56, 2025-36, 2025-54, 2025-3, 2025-70, 2025-25, 2025-37, 2025-42, 80 cents $1.00 $ 1.00 $1.00 $1.20 $1.30 $1.10 $1.20 $1.00 $1.10 $1.20 2025-27, 2025-26, 2025-13, 2025-75, 2025-64, 2025-72, 2025-17, 2025-73, 2025-10, 2025-9, 2025-74, 2025-44, 2025-24, 2025-55, 2025-34, 2050-4, 2025-16, 2025-19, 2050-6, $1.40 80 cents $ 1.20 $1.00 $ 1.00 $1.30 70 cents $1.00 $1.40 $1.20 $1.00 $1.00 $1.20 $1.20 $1.00 $1.20 80 cents $1.10 $1.00 * Prices are determ ined by the Government Printing O ffice and are subject to change. 1 Data on establishm ent practices and supplementary w age provisions are also presented. Postage and Fees Paid U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region I t Region 11 1 Region IV 1603 J F K Federal Building Government Center Boston, Mass 02203 Phone 223-6761 (Area Code 617) Suite 3400 1515 Broadway New York, N Y. 10036 Phone 399-5406 (Area Code 212) 3535 Market Street, P O Box 13309 Philadelphia, Pa 19101 Phone 596-1154 (Area Code 215) Suite 540 1371 Peachtree St., N E. 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