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U - p^-> t ^ / ,,iV?wv«.. Dayton & Montgomery Co Area Wage Survey • • Public L ibi ...ry OCT 1 4 1968 DOCUMENT collection ■ The Lubbock, Texas, Metropolitan Area \ Region I John F. Kennedy Federal Building Government Center, Room 1603-B Boston, Mass. 02203 T e l.: 223-6762 Region II 341 Ninth Ave. New York, N. Y. 10001 T e l.: 971-5405 Region III Box 1784 William Penn Annex Philadelphia, Pa. 19105 Region IV 1371 Peachtree S t., NE. Atlanta, Ga. 30309 T e l.: 526-5418 Region V 219 South Dearborn St. Chicago, 111. 60604 T e l.: 353-7230 Region VI Federal Office Building Third Floor 911 Walnut St. Kansas City, Mo. 64106 T e l.: 374-2481 Region VII Mayflower Building Room 337 411 North Akard St. Dallas, Tex. 75201 Region VIII 450 Golden Gate .Ave. Box 36017 San Francisco, Calif. 94102 T e l.: 556-4678 Area Wage Survey The Lubbock, Texas, Metropolitan Area June 1968 Bulletin No. 1575-77 August 1968 UNITED STATES DEPARTMENT OF LABOR Willard Wirtz, Secretary BUREAU OF LABOR STATISTICS Ben Burdetsky, Acting Commissioner For sale by the Superintendent of Documents, U.S. Government Printing Office, W ashington, D .C., 2 0 4 0 2 - Price 30 cents Preface Contents Page The Bureau of Labor Statistics program of annual occupational wage surveys in metropolitan areas is de signed to provide data on occupational earnings, and e s tablishment practices and supplementary wage provisions. It yields detailed data by selected industry division for each of the areas studied, for geographic regions, and for the United States. A major consideration in the program is the need for greater insight into (1) the movement of wages by occupational category and skill level, and (2) the structure and level of wages among areas and industry divisions. Introduction________________________________________________________________ Wage trends for selected occupational groups____________________________ Tables: 1. Establishments and workers within scope of survey and number studied____________________________________________________ 2. Indexes of standard weekly salaries and straight-time hourly earnings for selected occupational groups, and percents of increase for selected periods________________________ A. Occupational earnings:* A - 1. Office occupations—women___________________________________ A - 2. Professional and technical occupations—men_______________ A -3 . Office, professional, and technical occupations— men and women combined_________________________________ A -4 . Maintenance and powerplant occupations___________________ A - 5. Custodial and material movement occupations_____________ At the end of each survey, an individual area bul letin presents survey results for each area studied. After completion of all of the individual area bulletins for a round of surveys, a two-part summary bulletin is issued. The first part brings data for each of the metropolitan areas studied into one bulletin. The second part presents infor mation which has been projected from individual metro politan area data to relate to geographic regions and the United States. B. Establishment practices and supplementary wage provisions:* B -l. Minimum entrance salaries for women office workers_____________________________________________________ B -2. Shift differentials___________________________________________ B -3. Scheduled weekly hours------------------------------------------------- _----B -4. Paid holidays________________________________________________ B -5. Paid vacations_______________________________________________ B -6. Health, insurance, and pension plans______________________ B -7. Premium pay for overtime work___________________________ Eighty-six areas currently are included in the program. In each area, information on occupational earn ings is collected annually and on establishment practices and supplementary wage provisions biennially. This bulletin presents results of the survey in Lubbock, Tex., in June 1968. The Standard Metropolitan Statistical Area, as defined by the Bureau of the Budget through April 1967, consists of Lubbock County. This study was conducted by the staff of the Bureau's Atlanta Regional Office under the general direction of Donald M. Cruse, Assistant Regional Director for Operations. 1 4 Appendix. Occupational descriptions_____________________________________ *NOTE: Similar tabulations are available for other areas. (See inside back cover.) iii 3 4 6 7 7 8 9 10 11 12 13 14 16 17 18 Area Wage Survey The Lubbock, Tex., Metropolitan Area Introduction This area is 1 of 86 in which the U. S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide basis. In this area, data were obtained by personal visits of Bureau field economists to repre sentative establishments within six broad industry divisions: Manu facturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because they tend to furnish insufficient employment in the occupations studied to warrant inclusion. Separate tabulations are provided for each of the broad industry divisions which meet pub lication criteria. allowances and incentive earnings are included. Where weekly hours are reported, as for office clerical occupations, reference is to the standard workweek (rounded to the nearest half hour) for which em ployees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earn ings for these occupations have been rounded to the nearest half dollar. The averages presented reflect composite, areawide esti mates. Industries and establishments differ in pay level and job staffing and, thus, contribute differently to the estimates for each job. The pay relationship obtainable from the averages may fail to reflect accurately the wage spread or differential maintained among jobs in individual establishments. Similarly, differences in average pay levels for men and women in any of the selected occupations should not be assumed to reflect differences in pay treatment of the sexes within individual establishments. Other possible factors which may contribute to differences in pay for men and women include: Differ ences in progression within established rate ranges, since only the actual rates paid incumbents are collected; and differences in specific duties performed, although the workers are classified appropriately within the same survey job description. Job descriptions used in classifying employees in these surveys are usually more generalized than those used in individual establishments and allow for minor differences among establishments in the specific duties performed. These surveys are conducted on a sample basis because of the unnecessary cost involved in surveying all establishments. To obtain optimum accuracy at minimum cost, a greater proportion of large than of small establishments is studied. In combining the data, however, all establishments are given their appropriate weight. E s timates based on the establishments studied are presented, therefore, as relating to all establishments in the industry grouping and area, except for those below the minimum size studied. Occupations and Earnings Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because of differences in occupational structure among establishments, the estimates of occupational employment ob tained 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. The occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance and powerplant; and (4) custodial and material move ment. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. The occupations selected for study are listed and described in the appendix. 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 occupations, are not presented in the A -series tables, because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Establishment Practices and Supplementary Wage Provisions Information is presented (in the B -series tables) on selected establishment practices and supplementary wage provisions as they relate to plant and office workers. Administrative, executive, and professional employees, and construction workers who are utilized as a separate work force are excluded. "Plant workers" include working foremen and all nonsupervisory workers (including leadmen and trainees) engaged in nonoffice functions. "Office workers" include working supervisors and nonsupervisory workers performing clerical or related functions. Cafeteria workers and routemen are excluded in manufacturing industries, but included in nonmanufacturing industries. Occupational employment and earnings data are shown for full-time workers, i. e. , those hired to work a regular weekly schedule in the given occupational classification. Earnings data exclude pre mium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living 1 2 Minimum entrance salaries for women office workers (table B -l) relate only to the establishments visited. Because of the optimum sampling techniques used, and the probability that large establish ments are more likely to have formal entrance rates for workers above the subclerical level than small establishments, the table is more-representative of policies in medium and large establishments. Shift differential data (table B-2) are limited to plant workers in manufacturing industries. This information is presented both in terms of (1) establishment policy, 1 presented in terms of total plant worker employment, and (2) effective practice, presented in terms of workers actually employed on the specified shift at the time of the survey. In establishments having varied differentials, the amount applying to a majority was used or, if no amount applied to a majority, the classification "other" was used. In establishments in which some late-shift hours are paid at normal rates, a differential was recorded only if it applied to a majority of the shift hours. The scheduled weekly hours (table B-3) of a majority of the first-shift workers in an establishment are tabulated as applying to all of the plant or office workers of that establishment. Scheduled weekly hours are those which full-time employees were expected to work, whether they were paid for at straight-time or overtime rates. Paid holidays; paid vacations; health, insurance, and pension plans; and premium pay for overtime work (tables B-4 through B-7) are treated statistically on the basis that these are applicable to all plant or office workers if a majority of such workers are eligible or may eventually qualify for the practices listed. Sums of individual items in tables B -2 through B-7 may not equal totals because of rounding. Data on paid holidays (table B-4) are limited to data on holi days granted annually on a formal basis; i.e ., (1) are provided for in written form, or (2) have been established by custom. Holidays ordinarily granted are included even though they may fall on a non workday and the worker is not granted another day off. The first part of the paid holidays table presents the number of whole and half holidays actually granted. The second part combines whole and half holidays to show total holiday time. Data on health, insurance, and pension plans (table B-6) in clude those plans for which the employer pays at least a part of the cost. Such plans include those underwritten by a commercial insurance company and those provided through a union fund or paid directly by ■the employer out of current operating funds or from a fund set aside for this purpose. An establishment was considered to have a plan if the majority of employees were eligible to be covered under the plan, even if less than a majority elected to participate because em ployees were required to contribute toward the cost of the plan. Le gally required plans, such as workmen's compensation, social se curity, and railroad retirement were excluded. Sickness and accident insurance is limited to that type of insurance under which predetermined cash payments are made directly to the insured on a weekly or monthly basis during illness or accident disability. Information is presented for all such plans to which the employer contributes. However, in New York and New Jersey, which have enacted temporary disability insurance laws which require em ployer contributions,2 plans are included only if the employer (1) con tributes more than is legally required, or (2) provides the employee with benefits which exceed the requirements of the law. Tabulations of paid sick leave plans are limited to formal plans3 which provide full pay or a proportion of the worker's pay during absence from work because of illness. Separate tabulations are presented according to (1) plans which provide full pay and no waiting period, and (2) plans which provide either partial pay or a waiting period. In addition to the presentation of the proportions of workers who are provided sickness and accident insurance or paid sick leave, an unduplicated total is shown of workers who receive either or both types of benefits. Catastrophe insurance, sometimes referred to as major med ical insurance, includes those plans which are designed to protect employees in case of sickness and injury involving expenses beyond the normal coverage of hospitalization, medical, and surgical plans. Medical insurance refers to plans providing for complete or partial payment of doctors' fees. Such plans may be underwritten by com mercial insurance companies or nonprofit organizations or they may be paid for by the employer out of a fund set aside for this purpose. Tabulations of retirement pension plans are limited to those plans that provide regular payments for the remainder of the worker's life. The summary of vacation plans (table B-5) is limited to a statistical measure of vacation provisions. It is not intended as a measure of the proportion of workers actually receiving specific bene fits. Provisions of an establishment for all lengths of service were tabulated as applying to all plant or office workers of the establish ment, regardless of length of service. Provisions for payment on other than a time basis were converted to a time basis; for example, a payment of 2 percent of annual earnings was considered as the equiv alent of 1 week's pay. Estimates exclude vacation-savings plans and those which offer "extended" or "sabbatical" benefits beyond basic plans to workers with qualifying lengths of service. Typical of such exclusions are plans in the steel, aluminum, and can industries. Data on overtime premium pay (table B -7), the hours after which premium pay is received and the corresponding rate of pay, are presented by daily and weekly provisions. Daily overtime refers to work in excess of a specified number of hours a day regardless of the number of hours worked on other days of the pay period. Weekly overtime refers to work in excess of a specified number of hours per week regardless of the day on which it is performed, the number of hours per day, or number of days worked. 1 An establishment was considered as having a policy if it met either of the following conditions: (1) Operated late shifts at the time of the survey, or (2) had formal provisions covering late shifts. An establishment was considered as having formal provisions if it (1) had operated late shifts during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts. The temporary disability laws in California and Rhode Island do not require employer contributions. An establishment was considered as having a formal plan if it established at least the minimum number of days of sick leave available to each em ployee. Such a plan need not be written, but informal sick leave allowances, determined on an individual basis, were excluded. 3 Table 1. E stablishm ents and W orkers Within Scope of Survey and Number Studied in Lubbock, T e x . , 1 by M ajor Industry D iv is io n ,2 June 1968 Number of establishm ents Minimum employment in estab lish ments in scope of study Industry division W ork ers in establishm ents Within scope of study Within scope of stud y3 Studied Studied T o ta l4 Plant Number Percent Office T otal4 ____ _ 103 65 1 3 ,6 0 0 100 9, 100 2, 100 10 ,7 2 0 Manufacturing---------- __ __ ------------ -------------------Nonmanufacturing___________________________________ T ran sportation, com m unication, and other public u tilities 5 - ____________ ________ W h olesale t r a d e ------------------------------------------... __ Retail tra de______________________________________ F in ance, in suran ce, and real e sta te ________ S erv ic es 8--------------------------------------------------------------- 50 - 27 76 22 43 3 ,9 0 0 9, 700 29 71 2, 700 6 ,4 0 0 300 1 ,8 0 0 3, 590 7, 130 50 50 50 50 50 14 18 22 9 13 10 8 12 5 8 2, 500 1 ,4 0 0 4, 000 900 900 18 10 29 7 7 1 ,4 0 0 600 2, 290 720 2, 930 580 610 A ll d iv ision s_____________________________ (6) (6) (7) (6) (6) (6) (6) (6) 1 The Lubbock Standard Metropolitan Statistical A r e a , as defined by the Bureau of the Budget through A p ril 1967, consists of Lubbock County.The "w o r k e r s within scope of study" estim ates shown in this table provide a reasonably accurate description of the size and com position of the labor force included in the survey. The estim ates are not intended, how ever, to serve as a basis of com p arison with other em ployment indexes for the area to m easu re em ployment trends or levels since (1) planning of wage surveys requires the use of establishm ent data compiled considerably in advance of the p ayroll period studied, and (2) sm all establishm ents are excluded fro m the scope of the survey. 2 The 1967 edition of the Standard Industrial C lassification Manual was used in classifying establishm ents by industry division. 3 Includes all establish m en ts with total employment at or above the m inim um lim itation. A ll outlets (within the area) of companies in such industries as trade, finance, auto repair se r v ic e , and m otion picture theaters are considered as 1 establishm ent. 4 Includes executive, p rofession al, and other w orkers excluded from the separate plant and office categories. 5 Taxicabs and se r v ic e s incidental to water transportation w ere excluded. 6 This industry division is represented in estim ates for " a l l in d u strie s" and "nonm anufacturing" in the S eries A tab les, and for "a l l in d u stries" in the S eries B tab les. Separate presentation of data for this division is not made for one or m ore of the following r eason s: (1) Employm ent in the division is too sm all to provide enough data to m erit separate study, (2) the sample was not designed initially to p erm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is p ossib ility of d isclosure of individual establish m en t data. 7 W ork ers fro m this entire industry division are represented in estim ates for "a l l in du stries" and "nonm anufacturing" in the S eries A tab les, but fro m the real estate portion only in estim ates for "a l l in d u str ie s" in the S e r ie s B tables. Separate presentation of data for this division is not made for one or m ore of the reasons given in footnote 6 above. 8 H otels and m o tels; laundries and other personal serv ic es; business se r v ic e s; automobile rep air, rental, and parking; motion pictures; nonprofit m em bersh ip organizations (ex clu d in g religious and charitable organizations); and engineering and architectural se r v ic e s. Over one-fourth of the w ork ers within scope of the survey in the Lubbock area w ere em ployed in manufacturing fir m s . The following table presents the m ajor industry groups and specific industries as a percent of all manufacturing: Industry groups Specific industries Food and kindred p rodu cts_____ 46 M achinery, except M iscellaneous foods and kindred p rodu cts_______________ 19 Construction and related E le ctrica l equipment and M iscellaneous electrical equipment and supplies------------ 14 This inform ation is based on estim ates of total em ployment derived from universe m aterials com piled prior to actual survey. Proportions in various industry divisions may differ from proportions based on the resu lts of the survey as shown in table 1 above. 4 Wage Trends for Selected Occupational Groups Presented in table 2 are indexes and percentages of change in average salaries of office clerical workers and industrial nurses, and in average earnings of selected plant worker groups. The indexes are a measure of wages at a given time, expressed as a percent of wages during the base period (date of the area survey conducted between July I960 and June 1961). Subtracting 100 from the index yields the percentage change in wages from the base period to the date of the index. The percentages of change or increase relate to wage changes between the indicated dates. These estimates are measures of change in averages for the area; they are not intended to measure average pay changes in the establishments in the area. Method of Computing in the occupational group. These constant weights reflect base year employments wherever possible. The average (mean) earnings for each occupation were multiplied by the occupational weight, and the products for all occupations in the group were totaled. The aggregates for 2 consecutive years were related by dividing the aggregate for the later year by the aggregate for the earlier year. The resultant relative, less 100 percent, shows the percentage change. The index is the product of multiplying the base year relative (100) by the relative for the next succeeding year and continuing to multiply (compound) each year’ s relative by the previous year's index. Average earnings for the following occupations were used in computing the wage trends: Each of the selected key occupations within an occupational group was assigned a weight based on its proportionate employment Office clerical (men and women): Bookkeeping-machine operators, class B Clerks, accounting, classes A and B Clerks, file, classes A, B, and C Clerks, order Clerks, payroll Comptometer operators Keypunch operators, classes A and B Office boys and girls Table 2. Office clerical (men and women)— Continued Secretaries Stenographers, general Stenographers, senior Switchboard operators, classes A and B Tabulating-machine operators, class B Typists, classes A and B Unskilled plant (men): Janitors, porters, and cleaners Laborers, material handling Industrial nurses (men and women): Nurses, industrial (registered) Indexes of Standard Weekly Salaries and Straight-Time Hourly Earnings for Selected Occupational Groups in Lubbock, Tex. , June 1968 and June 1967, and Percents of Increase for Selected Periods Indexes JMav 1961=1001 June 1968 Office clerical (men and w om en)------------Industrial nurses (men and wom en)----------Skilled maintenance (m e n )---------------------Unskilled plant (m en )------------------------------- Data do not meet publication criteria. 130.2 ( X) (M 134.3 Percents of increase June 1967 to June 1968 June 1966 to June 1967 125.0 4. 1 (M t1) 123.8 i 1) 6. 3 (M Occupational group Skilled maintenance (men): Carpenters Electricians Machinists Mechanics Mechanics (automotive) Pa inters Pipefitters Tool and die makers June 1967 0) 8.5 (l ) 6. 2 June 1965 to June 1966 2.9 (*) C1) .8 June 1964 to June 1965 June 1963 to June 1964 June 1962 to June 1963 May 1961 to June 1962 June 1960 to May 1961 3. 7 3. 8 (M (M 6 .0 2. 4 3. 7 3. 1 (*) (M 3.9 i 1) ( ') C1) 3. 1 (M (M 4 .4 ( !) 6 5 For office clerical workers and industrial nurses, the wage trends relate to regular weekly salaries for the normal workweek, exclusive of earnings for overtime. For plant worker groups, they measure changes in average straight-time hourly earnings, excluding premium pay for overtime and for work on weekends, holidays, and late shifts. The percentages are based on data for selected key occu pations and include most of the numerically important jobs within each group. Changes in the labor force can cause increases or decreases in the occupational averages without actual wage changes. It is conceivable that even though all establishments in an area gave wage increases, average wages may have declined because lower-paying establishments entered the area or expanded their work forces. Similarly, wages may have remained relatively constant, yet the averages for an area may have risen considerably because higher-paying establishments entered the area. Limitations of Data The indexes and percentages of change, as measures of change in area averages, are influenced by: (1) general salary and wage changes, (Z) merit or other increases in pay received by indi vidual workers while in the same job, and (3) changes in average wages due to changes in the labor force resulting from labor turn over, force expansions, force reductions, and changes in the propor tions of workers employed by establishments with different pay levels. The use of constant employment weights eliminates the effect of changes in the proportion of workers represented in each job in cluded in the data. The percentages of change reflect only changes in average pay for straight-time hours. They are not influenced by changes in standard work schedules, as such, or by premium pay for overtime. Where necessary, data were adjusted to remove from the indexes and percentages of change any significant effect caused by changes in the scope of the survey. 6 A. Occupational Earnings Table A-l. Office Occupations—Women (Average straight-tim e w eekly hours and earnings for selected occupations studied on an area basis by industry division, Lubbock, T e x ., June 1968) Weekly earnings1 (standard) Occupation and industry division Number of workers Average weekly hours1 (standard) * $ 60 Mean2 3 9 12 7 4 0 .0 4 0 .0 96 .5 0 96 .5 0 9 4.00 9 4.00 6 6 .5 C -11 0 .0 0 8 4 .5 0-1 1 0 .0 0 _ - - - 123 18 10 5 4 0.0 4 0 .0 40 .0 8 0 .5 0 77 .0 0 8 1.00 74.50 8 2 .0 0 7 0 .0 0- 9 2 .0 0 24 8 1.50 6 6 .5 0 7 0 .5 0 - 8 6 .0 0 93 .0 0 2 22 4 0.0 4 0 .0 8 2 .5 0 82 .5 0 79.00 7 9.00 7 2 .5 07 3 .0 0 - 9 7 .5 0 99 .0 0 2 2 43 36 C L F R K S , A C C O U N T I N G . C L A S S 6 ----------------M A N U F A C T U R I N G --------------------------------------------NCNMANIJF A C T U R I N G ------------------------------------------------------------------------------------- 75 12 C L A S S A ---------------------------------------------------- PAYR O LL 70 77 .0 0 6 7 .5 0 3 9 .0 CLERKS. 65 65 .0 0 20 75 80 85 90 95 80 85 90 2 95 1 1 1 1 7 6 1 - 1 - 1 - 1 - 1 - 1 1 _ 4 1 - 4 4 2 2 4 4 3 11 9 7 4 3 18 4 10 3 17 11 14 18 14 7 1 16 1 10 1 13 1 17 1 4 3 2 1 i 1 1 1 “ 5 4 1 1 1 1 - 5 5 2 2 9 7 5 5 3 3 _ 3 3 1 1 1 1 _ _ - - _ _ _ _ 11 6 5 4 5 5 2 4 0 .0 4 0 .0 85 .0 0 8 4.00 7 7 .5 0 - 9 1 .5 0 _ 85 .0 0 84 .5 0 7 6 .0 0 - 92 .5 0 ~ 2 2 KE YP UNC H O P E R A T O R S . NO NM ANU FA CTURIN G C L A S S B ------------------------------------------------------ 56 49 4 0 .0 4 0 .0 7 3.00 7 3.00 7 1.50 71.50 6 5 .5 0 6 5 .0 0 - 81 .0 0 82 .0 0 13 13 12 9 12 9 3 2 12 12 3 3 _ 1 1 S E C R E T A R I E S 3 ----------------------------------------------------------------------------------------------- 95 85 4 0 .0 4 0 .0 96 .0 0 9o • 00 94.00 9 3 . 5U 8 6 .0 0 -1 0 4 .5 0 8 5 .5 0-1 0 4 .5 0 1 1 4 3 6 6 2 2 9 9 9 9 20 18 11 9 S E C R E T A R I E S . C L A S S B -----------------------------N C N M A N U F A C T U R I N G ----------------------------------- -- 30 27 4 0 .0 4 0 .0 101.00 101.50 100.50 102.50 9 3 .0 0 -1 1 0 .5 0 9 3 .0 0 -1 1 1 .5 0 _ _ - 2 2 _ - S E C R E T A R I E S . C L A S S C -----------------------------N O N M A N U F A C T U R I N G -------------------------------------- 24 21 4 0 .0 4 0 .0 100.00 100.50 9 4.50 9 5.00 6 9 .0 0 -1 2 1 .0 0 8 9 .0 0 -1 2 1 .0 0 _ 1 - - - S E C R E T A R I E S . C L A S S 0 -----------------------------N O N M A N U F A C T U R I N G -------------------------------------- 36 32 4 0 .0 40 .0 87 .0 0 84 .5 0 8 7.50 85 .5 0 7 8 .0 07 5 .5 0- 9 8 .0 0 9 4 .5 0 1 1 3 3 S T E N O G R A P H E R S . G E N E R A L -----------------------------N O N M A N U F A C T U R I N G -------------------------------------P U B L I C U T I L I T I E S 4 -------------------------------- 85 75 21 4 0 .0 4 0 .0 4 0 .0 7 7.00 7 7.50 9 1.00 1 4.00 74 .5 0 8 7.50 6 6 .0 0 6 5 .0 0 8 2 .0 0 - 6 3 .5 0 6 4 .0 0 9 9 .0 0 19 19 10 6 S T E N O G R A P H E R S . S E N I O R --------------------------------N C N M A N U F A C T U R I N G -------------------------------------- 38 34 40 .0 4 0 .0 9 6 .5 0 9 6 .0 0 9 2.50 92 .0 0 8 4 .5 0 -1 0 9 .0 0 8 4 .0 0-1 0 9 .0 0 4 4 17 4 0 .0 110.00 109.00 9 2 .5 0 -1 2 7 .5 0 2 20 40 .5 7 4 .5 0 73.00 6 9 .0 0 - 22 17 40.0 4 0 .0 7 4 . 50 73.00 74 .0 0 7 0 .5 0 — 77 .0 0 7 6 .0 0 7 1 .0 0 - 8 2 .0 0 79 .0 0 125 - 31 29 OPERA T O P - R E C E P T I O N I S T S - 1 1 5 __ 1 2 0 2 -------------------------------------- S W IT CH BO A RD 120 “ C L A S S A ------------------------------------------------------ T Y P I S T S * C L A S S H --------------------------------------------N C N M A N U F A C T U R I N G -------------------------------------- 115 110 NO NM ANU FA CTURING L T I L I T I E S 4 --------------------------------- 11 0 105 K FYP UN CH O P E R A T O R S . NC N M AN UFA CT UR IN G PUBLIC 105 100 21 16 NO NM ANU FA CTURIN G 100 $ 125 4 $ 130 1 35 14 0 and $ $ 6 9 .0 0 70 _ 6 3 .5 0 6 2 .0 0 - 3 9 .5 CLERKS, A CCOUNTING. NO NM ANU FA CTURIN G and under $ 32 Ci FF R AT UR S Middle range 2 65 $ 6 7 .5 0 6 4 .5 0 C L A S S B -------------------------------------------------------N C N M A N U F A C T U R I N G -------------------------------- BOOKKEEPING-MACHINE Median 2 Number of w orkers receiving straight -tim e w eekly earnings of— $ j1 * $ i, ;i> :b $ $ !i 3i $ $ - _ - - 8 8 _ 1 13 0 135 - - _ _ - - - _ _ _ _ 1 1 _ _ _ _ _ - - - - - _ _ _ _ - - - - _ _ _ _ - - - - - 2 2 3 2 4 4 1 1 - 8 4 4 4 3 1 2 4 4 3 1 - 2 2 _ 3 3 3 3 6 5 2 2 1 1 1 1 l 1 3 2 2 2 1 4 4 2 2 6 6 5 5 4 4 5 5 5 - - 17 12 16 13 6 4 4 4 l 1 1 7 2 7 7 1 1 1 3 3 2 1 ~ 2 4 8 1 2 8 3 2 _ _ _ 7 - - _ _ 1 _ - 1 1 _ 2 1 1 - - - _ 1 over 1 - - _ 140 " ! 1 1 1 j 1 - - - - - - '_ _ _ _ - - - - _ * - - - _ _ _ 7 3 2 2 2 - - _ - - 2 2 2 _ 7 7 5 4 1 1 2 2 5 4 _ 1 3 3 1 1 1 1 1 1 1 1 2 1 1 - 4 - - 3 1 1 1 1 2 - - - 1 - - - - - - - - i 1 1 Standard hours reflect the workweek for which em ployees receive their regular stra igh t-tim e salarie s (exclusive of pay for overtim e at regular a n d /o r p rem iu m rates), and the earnings correspond to these w eekly hours. 2 The mean is computed for each job by totaling the earnings of a ll w ork ers and dividing by the number of w ork ers. The median designates position— half of the em ployees surveyed receive m ore than the rate shown; half receive le ss than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the w ork ers earn le s s than the lower of these rates and a fourth earn m ore than the higher rate. 3 M ay include w orkers other than those presented separately. 4 Transportation, communication, and other public u tilities. 7 Table A-2. Professional and Technical Occupations—Men (Average straight-tim e weekly hours and earnings for selected occupations studied on an area b asis by industry d ivision, Lubbock, T e x ., June 1968) Number of w orkers receiving straight-tim e weeklv earnines of— Weekly earnings1 ( standard) $ Number of workers Occupation and industry division weekly hours1 ( standard) $ 80 M ean2 Median 2 * * 85 $ 90 95 100 105 110 115 120 125 130 90 95 100 105 110 115 120 125 130 135 3 2 2 85 DRAFT S M F N . C L A S S fcl AKil 1CACT D IM P nfllVUrAL 11 U1 K I Nb 8 ------------------------------------------- 24 21 4 0 . U 1 0 1 .0 0 4 0 .0 9 7 .0 0 $ $ * $ $ and under Middle range 2 $ 9 7 .5 0 9 4 .5 0 * $ $ 9 1 .5 0 - 1 2 1 .0 0 9 1 .0 0 - 1 0 9 .0 0 4 4 - 8 8 — 3 - 1 — 3 1 2 3 1 — — 1 Standard hours reflect the workweek for which em ployees receive their regular stra igh t-tim e sa la rie s (exclu sive of pay for overtim e at regular an d /o r prem ium rates), and the earnings correspond to these weekly hours. 2 For definition of te r m s, see footnote 2, table A - l . Table A-3. Office, Professional, and Technical Occupations—Men and Women Combined (Average straight-tim e weekly hours and earnings for selected occupations studied on an area basis by industry division, Lubbock, T e x ., June 1968) Average Occupation and industry division OFFICE Number of Weekly Weekly hours 1 earnings 1 (standard) (standard) Average Occupation and industry division 32 20 3 9 .5 3 9 .0 $ 6 9 .0 0 6 5 .0 0 CLERKS. ACCCLNT1NG. CLASS A -----------------NCNMANUF ACTIJR I N G ----------------------------------------- 51 40 4 0 .0 4 0 .0 9 8 .0 0 9 6 .0 0 Weekly (standard) OFFICE OCCUPATIONS BOflKKEEPING-MACM At OPERATORS* CLASS B --------------------------------------------------------NCNMANUEACTURING-------------------------------- Number of OCCUPATIONS - Weekly earnings 1 (standard) CONTINUED OFFICE K FYPUNCH UPERA TORS. CLASS 8 -----------------NCNMANUFACTURING ----------------------------------------- 56 49 4 0 .0 4 0 .0 $ 7 3 .0 0 7 3 .0 0 SECRETARIES2-------------------------------------------------------------NCNMANUFAC TURING ---------------------------------------PURLJC tTIL I TIES3 ----------------------------------- 96 86 15 4 0 .0 4 0 .0 4 0 .0 9 6 .5 0 9 6 .5 0 1 2 3 .5 0 SECRETARIES. CLASS R -------------------------------NCNMANUFACTURING -------------------------------- 3C 27 4 0 .0 4 0 .0 1 0 1 .0 0 1 0 1 .5 0 7 5 .5 0 SECRETARIES. CLASS C ------------------------NCNMANUF ACTURING-------------------------------- 25 22 4 0 .0 4 0 .0 1 0 1 .5 0 1 0 3 .0 0 4 0 .0 4 0 .0 8 4 .0 0 8 5 .0 0 SECRETARIES. CLASS C ------------------------NCNMANUFACTURING -------------------------------- 36 32 4 0 .0 4 0 .0 8 7 .0 0 8 4 .5 0 4 0 .0 4 0 .U 8 5 .0 0 8 5 .0 0 STENOGRAPHERS. GENERAL ------------------------NCNMANUF AC TURING-------------------------------PURI IC U T IL IT IE S 3---------------------------- 85 75 21 4 0 .0 4 0 .0 4 0 .0 7 7 .0 0 7 7 .5 0 9 1 .0 0 CLERKS. ACCCLM ING. CLASS B -----------------MANUFACTURING -------------------------------------NCNMANUF/CTUH I N G -------------------------------- 126 20 106 4 0 .0 4 0 .0 4 0 .0 8 0 .5 0 7 6 .0 0 6 1 .5 0 CLERKS. OROER ---------------------------------------------- 29 4 0 .0 CLERKS. PAYROLL ----------------------------------------NCNMANUFACTURING -------------------------------- 23 17 KFYPUNCH OPERATORS. CLASS A -------------NCNMANUFACTUR I N G -------------------------------- 31 29 Average Occupation and industry division OCCUPATIONS - Number of workers Weekly eamings 1 (standard) CONTINUED STENOGRAPHERS. SENIOR ----------------------------------NCNMANUFACTURING -------------------------------PURL 1C U T IL IT IE S 3---------------------------- $ 9 6 .5 0 9 6 .0 0 1 1 0 .0 0 38 34 17 4 0 .0 4 0 .0 4 0 .0 SWITCHBOARD CFERA ICR-RECEPTIONISTS- ,20 4 0 .5 7 4 .5 0 TYPISTS. CLASS B ------------------------------------------------NCNMANUFAC TURING-------------------------------- 25 20 4 0 .0 4 0 .0 7 4 .5 0 7 6 .0 0 . 24 21 4 0 .0 4 0 .0 1 0 1 .0 0 9 7 .0 0 P R O F E S S I O N A L AND T E C H N I C A L OCCUPATIONS DRAFTSMEN. CLASS B ---------------------------------MANUFACTURING -------------------------------------- 1 Standard hours r efle ct the workweek for which em ployees receive their regular stra igh t-tim e salarie s (exclusive of pay for overtim e at regular an d/or prem ium ra tes), correspond to these w eekly hours. 2 M ay include w ork ers other than those presented separately. 3 Tran sportation, com m unication, and other public utilities. Weekly hours 1 (standard) and the earnings 8 Table A-4. Maintenance and Powerplant Occupations (A verage stra igh t-tim e hourly earnings for m en in selected occupations studied on an area basis by industry division, Lubbock, Tex. , June 1968)1 2 1 Excludes prem ium pay for overtim e and for work on weekends, 2 F or definition of te r m s, see footnote 2, table A - l . holidays, and late shifts. 9 Table A-5. Custodial and Material Movement Occupations (A verage stra igh t-tim e hourly earnings for selected occupations studied on an area b asis by industry division, Lubbock, Tex. , June 1968) Number of w orkers receiving straight- tim e hourly earnings iof— Hourly earnings2 Number of workers O ccupation1 and industry division & U nder Mean1 3 2 M edian35 Middle range 1 .6 0 1 .6 0 $ 1 .8 C ------------------------------------------ 16 $ 1 ,6 6 $ 1 .6 7 $ 1 .6 3 - 13 2 J A N I T O R S , P O R T E R S , A N D C L E A N E R S -------M A N U F A C T U R I N G --------------------------------------- 144 61 *3 1 .6 8 1 .7 1 1 .6 6 1 .6 8 1 .6 9 1 .6 7 1 .6 3 - 1 .8 0 1 .6 5 - 1 .8 1 1 .6 2 - 1 .7 9 13 4 13 74 33 41 22 13 26 0 114 146 22 1 .8 3 1 .7 5 1 .8 9 2 . 15 1 .7 1 1 .6 8 1 .7 9 1 .8 0 1 .6 5 - 1 .9 8 1 . 6 4 - 1 .9 2 1 .6 6 2 .0 4 1 .7 5 - 2 .8 1 - M A N U F A C T U R I N G --------------------------------------N O N M A N U F AC T U R I N G ------------------------------ -mini r i t i i r t f r <*5 * UHL 1C L i l L i i i t j - 128 69 59 O R D ER F I L L E R S ---------------------------------------------N O N M A N U F A C T U R I N G ---------------------------------- 112 106 2 .1 3 2 .1 3 2 .0 5 1 .9 9 1 .8 6 - 2 .5 3 1 .8 5 - 2 .5 3 R E C E I V I N G C L E R K S -----------------------------------------N C N M A N U F AC T U R I N G ----------------------------------- 29 24 2 .3 4 2 .3 3 2 .0 9 2 .0 6 1 .6 5 - 2 .8 5 1 .6 8 - 2 .9 8 T R U C K D R I V F R S 6 ------------------------------------------------M A N U F A C T U R I N G ----------------------------------------- 227 38 189 2 .6 9 1 .8 7 2 .8 5 2 .5 4 1 .8 5 2 .7 5 1 .8 5 - 3 .7 3 1 . 8 2 - 1 .8 9 2 .C 6 - 3 .7 4 32 31 1 .8 1 1 .8 1 1 .6 7 1 .6 7 1 .6 4 - 1 .8 4 1 .6 4 - 1 .8 5 - 158 16 142 3 .0 4 1 .9 8 3 .1 6 3 .2 9 1 .8 9 3 .7 1 2 .4 4 - 3 .7 5 1 .6 9 - 2 .4 8 2 .5 5 - 3 .7 5 - 34 93 1 .9 6 2 . 18 1 .9 5 1 .8 6 2 .0 4 1 .7 9 - 2 .6 4 1 .7 3 - 2 .3 1 1 .8 1 - 2 .6 8 GU AR DS A ND WA T CH ME N l\UnnANUr Ali IUH I nil —————■ — ■>— LABORERS, MATERIAL NCNM AN UFACTUR IN G TRUCKDRIVERS, HANDLING - —- --------------- ----------------------------------- LIGHT T R U C K D R I V E R S , MEDIUM ( l ~ l / 2 TO AND I N C L U D I N G 4 T O N S ) ----------------------M A N U F A C T U R I N G -----------------------------------------N ON M A N U F AO T U R I N G ----------------------------------TDiirvooc nnucD t ct i .... i ri\ j ♦ * u“ c “ iicr.ovt « ir 1i ■ M A N U F A C T U R I N G ---------------------------------------------- 1 2 3 4 5 6 - _ “ $ $ 2 . 50 2 . 6 0 $ $ 2 .7 0 i 2 .8 0 $ 2 .4 0 2 . 90 3 . 0 0 3 . 1 0 3 .2 0 3 .3 0 3 .4 0 3 .5 0 3 .6 0 3 .8 0 1 .9 0 2 .0 0 2 .1 0 2 .2 0 2 .3 0 2 .4 0 2 .5 0 2 . 60 2 . 7 0 2 .8 0 2 .9 0 3 . 00 3 . 10 3 . 2 0 3 .3 0 3 .4 0 3 .5 0 3 .6 0 3 .8 0 _ - - - -------------------------------------- “ _ 1 10 5 5 13 7 4 3 1 4 32 15 17 12 18 1 17 22 8 14 15 6 9 16 15 1 12 12 9 9 12 12 23 23 1 _ “ - 8 8 - - “ 7 7 - 10 35 25 10 - 9 2 1 7 7 28 6 22 1 - 10 23 22 - 5 5 10 - “ 10 - 7 28 6 22 - - - - 4 4 4 4 1 - 1 - 1 * - $ - - 1 1 1 1 _ S S $ _ 2 - “ - - ~ - - - _ - - _ 2 2 l _ 1 6 1 11 2 _ 3 6 6 1 1 1 11 2 - 3 3 6 12 7 _ 9 9 24 24 8 8 1 1 1 1 _ _ 3 _ - ~ 1 1 2 1 1 1 1 - 7 _ - 6 1 5 12 - l $ over - 1 1 - 1 1 6 10 2 - - - 10 - - - - - - - - - - - - - 12 14 4 10 6 10 2 - - 10 1 1 1 1 1 1 - 2 2 5 13 4 9 5 10 - - - 10 - - - - 5 10 - - - ~ 10 3 1 2 18 4 14 8 11 1 8 11 1 - - - - - - - - “ 7 2 5 7 - - 4 1 3 - 2 7 - 2 2 1 1 2 8 20 Data lim ited to m en w o rk ers. Excludes p rem iu m pay for overtim e and for work on weekends, holidays, and late shifts. F or definition of t e r m s , see footnote 2, table A - l . W ork ers w ere distributed as follow s: 12 at $ 1 .1 0 to $ 1 .2 0 ; and 1 at $ 1 .3 0 to $ 1 .4 0 . T ransportation, com m unication, and other public utilities. Includes a ll d r iv e r s, as defined, regard less of size and type of truck operated. $ 77 — - 77 (UNDER 1 - 1 / 2 T O N S ) ----------------------------------------------N C N M A N U F A C I U R I N G ----------------------------------- N C N M A N U F A C T U R IN G - $ 2 .3 0 $ 2 .0 0 $ $ 2 . 10 2 . 2 0 $ l.a o $ 1 .9 0 and under 1 .7 0 $ 1 .7 C $ 1 .7 0 - 2 7 - 3 6 3 3 3 5 - - - - - 77 77 - 10 B. Establishment Practices and Supplementary Wage Provisions Table B-l. Minimum Entrance Salaries for Women Office Workers (Distribution of establish m en ts studied in all industries and in industry divisions by m inim um entrance salary for selected categories of inexperienced women office w o r k e r s, Lubbock, T e x ., June 1968) Other inexperienced c le r ic a l w orkers 2 Inexperienced typists Ma nufa c tu r i ng Minimum weekly stra igh t-tim e s a la r y 1 Establishm ents studied_____________________________________ Establishm ents having a specified m inim um ---------- ----- — Under $ 6 2 .5 0 ________________________________ __________________ $ 6 2 .5 0 and under $ 6 5 .0 0 _________________________________ $ 6 5 .0 0 and under $ 6 7 .5 0 _______________________ _________ $ 6 7 .5 0 and under $ 7 0 .0 0 _____________ ___ ___________ ___ $ 7 0 .0 0 and under $ 72.50____________ ___ ___ ___ __________ $ 7 2 .5 0 and under $ 7 5 .0 0 ________ ___________________ $ 75.00 and under $ 77.50________ ___________________ _ — E stablishm ents having no specified m in im u m ___ — — _ E stablishm ents which did not em ploy w orkers in this category_________________________________________________ A ll industries Based on standard • weekly hours 3 of— A ll industries 40 65 22 XXX 43 XXX 9 34 8 8 26 26 _ 5 1 3 - 1 23 3 4 2 1 _ 5 2 1 _ 5 2 1 - - - - 1 18 1 3 2 _ 1 40 A ll schedules 40 65 22 XXX 43 XXX 11 2 2 9 _ 6 2 3 - _ 1 1 - . 5 1 3 - - _ 1 1 _ _ - - - - - 53 20 A ll schedules 40 - 1 18 1 3 2 1 XXX 1 XXX 5 1 XXX 4 XXX XXX 33 XXX 26 13 XXX 13 XXX - - - 1 These sa la rie s relate to fo rm a lly established m inim um starting (hiring) regular stra igh t-tim e sa la rie s that are paid for standard workweeks. 2 E xcludes w ork ers in su bclerical jobs such as m e ssen g er or office g irl. 3 Data are presented for all standard workweeks com bined, and for the m ost com m on standard workweek reported. Nonmanufacturing Based on standard w eekly h o u r s 3 of— A ll schedules A ll schedules 1 Manufacturing Nonmanufacturing 11 Table B-2. Shift Differentials (Shift d iffe r e n tia ls of m a n u fa c tu rin g p lant w o r k e r s b y type and am ou nt of d iffe r e n tia l, L u b b o c k , T e x ., June 1968) P e r c e n t o f m a n u fa c tu rin g plant w o r k e r s — Shift d iffe r e n tia l In e s t a b lis h m e n ts having fo r m a l p r o v is io n s 1 fo r — S econ d sh ift w ork T h ir d o r oth er sh ift w ork A c t u a lly w ork in g on— S econd sh ift T h ir d o r oth e r sh ift T o t a l________________________________________________ 8 8 .1 4 2 .6 1 6 .2 3 .1 W ith sh ift p ay d if f e r e n t ia l___________________________ 5 6 .6 2 4 .4 8 .3 0 .8 5 6 .6 1 2 .6 8 .3 .8 TTnifrvrm ('P tifs ( p e r h o u r ) S rcintfl _ __________________________ 1 0 rfin f.s. .... ___ __ 1 1 rfin f.s. . .. 13 c e n ts __________________________________________ 3 .8 4 1 .2 5 .1 6 .4 8 .0 1.5 4 .7 .3 1 .8 4 .6 .8 - F u l l d a y 1s pay fo r red u ce d h o u r s, 1 1 .8 p ln p r fin fs d i f f e r e n t i a l . W ith no sh ift pay d if f e r e n t ia l_______________________ 1 8 .2 3 1 .5 1 In clud es e s ta b lis h m e n ts c u r r e n tly op era tin g la te e v e n though th ey w e r e not c u r r e n tly o p e r a tin g la te s h ift s . s h ift s , 7 .9 and e s t a b lis h m e n ts w ith f o r m a l p r o v is io n s 2 .3 c o v e r in g late s h ifts 12 Table B-3. Scheduled Weekly Hours (Percent distribution of plant and office workers in all industries and in industry divisions by scheduled weekly hours 1 of first-shift workers, Lubbock, T e x ., June 1968) Plant w orkers Office w orkers W eekly hours A ll in du stries2 A ll w ork ers____________________________________ 100 Under 37Vz h ours___________________________________ 37 V2 h ours----------------------------------------------------------------40 h o u r s -------------------------------------------------------------------Over 40 and under 44 h ours______________________ 44 hours — __________________________ ____________ 45 hours ________________________________________ _ 48 h o u r s _____________________________________________ 49 h o u r s_____________________________________________ 51 h o u r s _ _ _ __ ___ 52 h o u r s ______________________________ _____ _____ 60 6 3 14 3 1 3 1 2 3 4 Public utilities3 A ll industries4 100 100 100 6 49 90 4 6 - Manufacturing 3 6 Manufacturing Public u tilities3 100 100 - - 89 1 6 2 1 - 74 4 17 1 4 - _ 97 _ 3 - 2 - 11 20 10 3 Scheduled hours are the weekly hours which a majority of the full-tim e workers were expected to work, whether they were paid for at straight-time or overtim e rates. Includes data for wholesale trade, retail trade, real estate, and services, in addition to those industry divisions shown separately. Transportation, communication, and other public utilities. Includes data for wholesale trade; retail trade; finance, insurance, and real estate; and services, in addition to those industry divisions shown separately. 13 Table B-4. Paid Holidays (Percent distribution of plant and office workers in all industries and in industry divisions by number of paid holidays provided annually, Lubbock, Tex., June 1968) Plant w orkers Office workers Item A ll industries 1 A ll w o rk ers__ __ ____ _ -------------- --------- W o rk ers in estab lish m en ts providing paid h o lid a y s ________ _______ — -------- -------- — W o rk ers in estab lish m en ts providing no paid holidays __ ______ _______ _ _____ Manufacturing Public u tilitie s2 All in d u strie s3 Manufacturing Public utilities 2 100 100 100 100 100 100 96 100 96 99 100 100 4 4 (4) “ Num ber of days ! hQliday______________________________________________ 2 3 4 5 6 7 7 8 holidays ___ __________ ___ _______________________ __ holidays — ----_ _ ---------- ---------- -------___ _______ ___ _ holidays ________ ___ holidays _ _____ _____ ___ ________ _____ h o lid a y s ________________ _______________ _______ holidays _ _ __ _______ _______ _ _ holidays plus 1 half day_________________________ holidays __ ------------ __ ______________ _ — 5 5 9 4 29 17 18 1 8 10 3 10 2 16 19 28 12 . 7 6 4 60 7 12 . . 1 4 4 17 40 21 3 9 4 15 12 9 16 25 18 1 3 3 3 65 12 14 8 9 26 44 73 77 86 91 96 12 12 40 59 75 76 86 90 100 12 19 79 83 89 89 89 96 96 9 12 33 74 90 95 98 99 99 18 18 44 60 69 81 96 100 100 14 26 91 93 97 97 99 100 100 Total holiday tim e 8 d a y s ________________________________________________ ll!z days or m o r e _______________________________ — 7 days or m o r e . _________________________________ 6 days or m o r e _________ __ ____________ ____ _ 5 days or m o r e __ ___ ______ _______ ----4 days or m o r e _____________ _____ ___ ____ 3 days or m ore . __ ___ ___ _______ ______ ____ _____ 2 days or m o r e ._______________ — --------------------1 day or m o r e ---------------- ------------- ------------------------ 1 2 3 4 Includes data for wholesale trade, retail trade, real estate, and services, in addition to those industry divisions shown separately. Transportation, communication, and other public utilities. Includes data for wholesale trade; retail trade; finance, insurance, and real estate; and services, in addition to those industry divisions shown separately. Less than 0.5 percent. 14 Table B-5. Paid Vacations1 (Percent distribution of plant and office workers in all industries and in industry divisions by vacation pay provisions, Lubbock, Tex., June 1968) Office w orkers Plant w orkers Vacation policy All industries 2 A ll w o rk ers____________________________________ Manufacturing Public utilities 3 All industries 4 Manufacturing Public u tilitie s3 100 100 100 100 100 100 98 98 100 100 96 96 100 100 100 100 100 100 2 - 4 " - 4 18 4 5 19 - 15 40 _ 27 12 33 - - 73 3 21 66 6 26 81 48 1 50 53 15 47 67 3 30 40 4 54 36 6 58 31 4 61 18 1 81 18 82 17 3 80 12 4 82 15 6 79 _ 4 92 2 1 97 7 11 4 83 14 6 80 4 92 2 2 89 (6) 5 _ 87 1 12 Method of payment W ork ers in establish m en ts providing paid vacations___________________________ __________ L e n g th -o f-tim e p aym ent_______________________ W ork ers in establish m en ts providing no paid vacations__________________________________ Amount of vacation pay* A fter 6 months of service Under 1 w eek__________________________________ ____ 1 week________________________________________________ Over 1 and under 2 w e e k s _________________________ - 3 30 9 A fter 1 year of service 1 week________________________________________________ Over 1 and under 2 w e e k s _________________________ 2 w e e k s----------------------------------------------------------------------- - - A fter 2 ye ars of service 1 week______________ __________________________________ Over 1 and under 2 w e e k s -------------------------------------2 w e e k s------------- -----------------------------------------------------A fter 3 y ears of service 1 week------------------------------------------------------------------------Over 1 and under 2 w e e k s -------------------------------------2 w e e k s--------------------- ---------------------------------------------- - 93 _ 3 97 A fter 4 ye ars of service 1 week________________________________________________ Over 1 and under 2 w e e k s _____________________ — 2 weeks __ --------------------- ------------------------------------ — _ _ 2 1 98 - - 93 100 (6) 1 95 1 2 77 4 18 _ 97 3 - - 7 A fter 5 y ears of service 1 week------------------------------------------------------------------------Over 1 and under 2 w e e k s -------------------------------------2 w e e k s____________ - ----------------------------------------------Over 2 and under 3 w e e k s _________________________ 3 w e e k s ______________________________________________ _ 4 92 - - - A fter 10 years of service 1 week________________________________________________ Over 1 and under 2 w e e k s _________________________ 2 w e e k s _____________________________ ______________ __ Over 2 and under 3 w e e k s _________________________ 3 weeks . ____________________________________________ See footnotes at end of table. 2 1 53 1 41 _ - - - 59 1 40 13 4 79 (6) 1 47 1 51 44 4 52 - 7 - 93 15 Table B-5. Paid Vacations1— Continued (Percent distribution of plant and office workers in all industries and in industry divisions by vacation pay provisions, Lubbock, Tex., June 1968) Plant w orkers Office workers Vacation policy A ll industries 1 2 Manufacturing Public u tilitie s3 All industries 4 2 1 45 1 49 - _ 50 1 49 " _ 13 4 79 " (6) 1 43 1 54 1 2 1 38 (6) 55 1 _ 35 1 64 - _ 13 76 7 (6) 1 41 1 56 1 1 Manufacturing Public u tilitie s3 Amount of vacation p a y 5— Continued A fte r 12 y e a rs of service 1 week________________________________________________ O ver 1 and under 2 w e e k s _________________________ 2 w eeks - ____________________________________________ O ver 2 and under 3 w e e k s _________________________ 3 w e e k s ____ ____ _____________________________________ O ver 3 and under 4 w e e k s _________________________ _ _ 38 4 57 . _ 7 _ - 91 3 _ _ 18 4 78 _ _ _ 7 _ 88 3 - 3 A fter 15 y e a rs of service 1 w eek____________________ __________________________ O ver 1 and under 2 w e e k s _________________________ 2 w e e k s _______________________________________________ O ver 2 and under 3 w e e k s ________________________ 3 w e e k s _______________________________________________ O ver 3 and under 4 w e e k s _________________________ 4 w e e k s ________________________________ ________ — " A fter 20 y e a rs of service 1 w eek________________________________________________ O ver 1 and under 2 w e e k s ________________________ 2 w e e k s _______________________________________________ O ver 2 and under 3 w e e k s _______________- ________ 3 w e e k s _______________________________________________ O ver 3 and under 4 w e e k s _________________________ 4 . s ... . .. .... O ver 4 and under 5 w e e k s ________________________ 2 1 38 (6) 37 1 19 - _ _ - - 35 1 60 4 13 - 4 79 _ (6) 1 41 1 27 30 1 _ 18 4 74 _ 4 - 7 _ _ _ 91 (*) 1 41 1 26 18 4 70 7 _ 3 M axim um vacation available 7 1 w eek--------------- ----------------------------------------------,--------O ver 1 and under 2 w e e k s ________________________ 2 w e e k s _____________ ;_________________________________ O ver 2 and under 3 w e e k s _________________________ 3 w e e k s _______________________________________________ O ver 3 and under 4 w e e k s ________________________ 4 w p p lf S ...... . .. . .... ........ O ver 4 and under 5 w e e k s ________________________ 2 1 38 (6) 37 1 19 35 1 60 - 4 . 13 4 79 - - 31 1 8 _ _ 91 3 1 Includes b a sic plans only. E xcludes plans such as vacatio n-sav ings and those plans which offer "e xte n d ed " or "sa b b a tic a l" benefits beyond basic plans to w ork ers with qualifying lengths of se r v ic e . T y p ic a l of such exclusions are plans in the steel, alum inum ,, and can industries. 2 Includes data for w holesale trade, retail trade, r e a l estate, and se r v ic e s , in addition to those industry divisions shown separately. 3 T ran sportation, communication, and other public u tilities. 4 Includes data fo r w holesale trade; retail trade; finance, insurance, and real estate; and s e r v ic e s , in addition to those industry divisions shown separately. ____________________ 5 P e r io d s of se r v ic e w ere chosen arb itrarily and do not n e c e ssa r ily reflect the individual p rovisions for p rogression . F o r exam ple, the changes in proportions indicated at 10 ye ars' se r v ic e include changes in provisions occurring between 5 and 10 y e a rs. E stim ates are cum ulative. Thus, the proportion eligible for 3 w eeks’ pay or m ore after 10 years includes those eligib le fo r 3 w eeks' pay or m ore after fewer years of serv ic e. 6 L e s s than 0 .5 percent. 7 E stim a te s of p rovisions for 25 and 30 years of serv ic e are identical. 16 Table B-6. Health, Insurance, and Pension Plans (P ercen t of plant and o ffice w orkers in a ll industries and industry divisions employed in establishm ents providing health, in suran ce, or pension b en efits, 1 Lubbock, Tex. , June 1968) Office w orkers Plant w orkers Type of benefit A ll in du stries2 Manufacturing Public utilities3 All industries4 100 100 100 100 Manufacturing Public u tilities3 100 100 Life in su ra n ce--------------------------------------------------A ccidental death and d ism em berm ent insurance______________________________________ Sickness and accident insurance or sick leave or both5 ---------------------------------------- 90 98 89 99 99 100 58 86 77 67 83 79 64 65 65 75 71 77 Sickness and accident insurance_________ Sick leave (full pay and no waiting p eriod)------------------------------------------Sick leave (partial pay or waiting period )------------------------------------------- 30 41 24 24 47 44 24 16 15 48 22 42 21 17 44 20 11 35 H ospitalization insurance________________ __ Surgical insurance-------------------------------------------M edical in su ran ce-------------------------------------------Catastrophe insurance-------------------------------------R etirem ent pension------------------------------------------No h ealth, insurance, or pension plan______ 90 90 73 80 67 4 98 98 85 81 68 2 96 96 96 92 85 4 99 99 89 95 75 (6) 99 99 86 86 76 1 100 100 100 97 86 A ll w ork ers____________________________________ W ork ers in establishm ents providing: 1 Includes those plans for which at least a part of the cost is borne by the em p loyer, except those legally required, such as workm en's compensation, so c ia l sec u rity , andrailroad retirem en t. 2 Includes data for w holesale trade, retail trade, real estate, and s e r v ic e s , in addition to those industry divisions shown separately. 3 Tran sportation, com m unication, and other public u tilities. 4 Includes data for w holesale trade; retail trade; finance, in suran ce, and real estate; and s e r v ic e s , in addition to those industry divisions shown sep arately. 5 Unduplicated total of w orkers receiving sick leave or sickn ess and accident insurance shown separately below. Sick leave plans are lim ited to those which definitely estab lish at least the m inim um number of d ays' pay that can be expected by each em ployee. Inform al sick leave allowances determined on an individual basis are excluded. 6 L e s s than 0. 5 percent. 17 Table B-7. Premium Pay for Overtime Work (Percent distribution of plant and office workers in all industries and in industry divisions by overtime premium pay provisions, Lubbock, T e x ., June 1968) Plant w orkers Office workers P rem iu m pay policy All in d u stries1 A ll w o r k e r s___________________________________ 100 Public u tilities2 A ll industries3 100 100 100 100 100 Manufacturing Manufacturing Public utilities2 D aily o v e rtim e at p rem iu m rates W o r k e r s in estab lish m en ts having p rovision s for daily ove rtim e p a y 4 at prem iu m r a t e s ________________________________ T im e and o n e -h a lf _________________________ __ E ffective after: 7 V2 h o u r s _________________________________ 8 h ou rs___________________________________ W o rk ers in establish m en ts having no p rovision s for daily overtim e pay at p rem iu m rates 5----------------------------------------------- 27 45 71 24 37 61 27 45 71 24 37 61 2 25 6 38 _ 71 _ 24 37 61 73 55 29 76 63 39 92 100 100 99 100 100 92 100 100 92 100 100 2 87 3 6 94 _ 100 - - _ 90 2 _ 100 - _ 100 - _ _ W eekly ove rtim e at prem ium rates W o rk ers in estab lish m en ts having p rovision s for w eekly overtim e p a y 4 at prem iu m r a t e s ________________________________ T im e and o n e -h a lf_____________________________ E ffec tiv e after: 3 7 V2 h ou rs________________________________ 40 h o u r s __________________________________ 42 h o u r s __________________________________ Fluctuating w orkweek p r in c ip le 6 __________ W o rk ers in estab lish m en ts having no provision s for w eekly overtim e pay at p rem iu m r a t e s 5_______________________________ 7 8 1 Includes data for w holesale trade, retail trade, real estate, and se r v ic e s , in addition to those industry divisions shown separately. 2 Tran sportation , com m unication, and other public u tilities. 3 Includes data for w holesale trade; retail trade; finance, insurance, and real estate; and s e r v ic e s , in addition to those industry divisions shown separately. 4 Includes w ork ers in establishm ents covered by le gislative requirem ents regarding prem ium pay for ov e rtim e , even though such w orkers actually do not work overtim e. Graduated provision s for p rem iu m pay are cla ssified under the first effective prem ium rate. For exam p le, a plan calling for tim e and o n e-h alf after 8 and double tim e after 10 hours would be considered as tim e and o n e -h a lf after 8 hours. S im ila rly , a plan calling for no pay or pay at a regular rate after 35 hours and tim e and on e-h a lf after 40 hours would be considered as time and on e-h alf after 40 hours. 5 Includes w ork ers in establishm ents exempt from legislative requirem ents regarding prem ium pay for overtim e and w here, as a m atter of p olicy, overtim e is not worked. 6 Under the p rinciple of the fluctuating workweek, pay for overtim e work is determ ined by dividing the weekly salary by the total number of hours worked during the week (to obtain the b a se hourly rate for the week) and then applying the established overtim e pay ratio for overtim e hours worked. Thus, the hourly rate of pay for overtim e d ec rea se s as the number of hours worked in c r e a se s. Appendix. Occupational Descriptions The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations wooers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers. OFFICE BILLER, MACHINE BILLER, MACHINE— Continued columns and computes, and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical woik incidental to billing operations. For wage study purposes, billers, machine, are clas sified by type of machine, as follows: BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (Remington Rand, Elliott Fisher, Sundstrand, Burroughs, National Cash Register, with or without a type writer keyboard) to keep a record of business transactions. Biller, machine (billing machine). Uses a special billing ma chine (Moon Hopkins, Elliott Fisher, Burroughs, etc. , which are combination typing and adding machines) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memorandums, etc. Usually involves application of pre determined discounts and shipping charges, and entry of necessary extensions, which may or may not be computed on the billing ma chine, and totals which are automatically accumulated by machine. The operation usually involves a large number o f carbon copies of the bill being prepared and is often done on a fanfold machine. Class A . Keeps a set of records requiring a knowledge o f and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Class B. Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic book keeping. Phases or sections include accounts payable, payroll, cus tomers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, in ventory control, etc. May check or assist in preparation o f trial balances and prepare control sheets for the accounting department. Biller, machine (bookkeeping machine). Uses a bookkeeping machine (Sundstrand, Elliott Fisher, Remington Rand, e t c ., which may or may not have typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry o f figures on customers' ledger record. The ma chine automatically accumulates figures on a number o f vertical Note: Since the last survey in this area, the Bureau has discontinued collecting data for duplicatingmachine operators and elevator operators. 18 19 CLERK, ACCOUNTING Class A . Under general direction of a bookkeeper or accountant, has responsibility for keeping one or more sections of a complete set of books or records relating to one phase of an establishment's busi ness transactions. Work involves posting and balancing subsidiary ledger or ledgers such as accounts receivable or accounts payable; examining and coding invoices or vouchers with proper accounting distribution; and requires judgment and experience in making proper assignations and allocations. May assist in preparing, adjusting, and closing journal entries; and may direct class B accounting clerks. CLERK, ORDER Receives customers' orders for material or merchandise by mail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating of customer, acknowledge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders. Class B. Under supervision, performs one or more routine a c counting operations such as posting simple journal vouchers or accounts payable vouchers, entering vouchers in voucher registers; reconciling bank accounts; and posting subsidiary ledgers controlled by general ledgers, or posting simple cost accounting data. This job does not require a knowledge of accounting and bookkeeping principles but is found in offices in which the more routine accounting work is subdivided on a functional basis among several workers. CLERK, FILE Class A . In an established filing system containing a number of varied subject matter files, classifies and indexes file material such as correspondence, reports, technical documents, etc. May also file this material. May keep records of various types in con junction with the files. May lead a small group of lower level file clerks. Class B. Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer sub headings. Prepares simple related index and cross-reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files. CLERK, PAYROLL Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating workers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker's name, working days, time, rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine. COMPTOMETER OPERATOR Primary duty is to operate a Comptometer to perform mathe matical computations. This job is not to be confused with that of statis tical or other type of clerk, which may involve frequent use of a Comp tometer but, in which, use of this machine is incidental to performance of other duties. KEYPUNCH OPERATOR Class C. Performs routine filing of material that has already been classified or which is easily classified in a simple serial classi fication system (e. g. , alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. Performs simple clerical and manual tasks required to maintain and service files. Class A. Operates a numerical and/or alphabetical or combina tion keypunch machine to transcribe data from various source docu ments to keypunch tabulating cards. Performs same tasks as lower level keypunch operator but, in addition, work requires application 20 KEYPUNCH OPERATOR— Continued of coding skills and the making of some determinations, for example, locates on the source document the items to be punched; extracts information from several documents; and searches for and interprets information on the document to determine information to be punched. May train inexperienced operators. Class B. Under close supervision or following specific procedures or instructions, transcribes data from source documents to punched cards. Operates a numerical and/or alphabetical or combination keypunch machine to keypunch tabulating cards. May verify cards. Working from various standardized source documents, follows specified sequences which have been coded or prescribed in detail and require little or no selecting, coding, or interpreting of data to be punched. Problems arising from erroneous items or codes, missing information, etc. , are referred to supervisor. OFFICE BOY OR GIRL Performs various routine duties such as running errands, operating minor office machines such as sealers or mailers, opening and distributing mail, and other minor clerical work. SECRETARY Assigned as personal secretary, normally to one individual. Main tains a close and highly responsive relationship to the day-to-day work activities of the supervisor. Woiks fairly independently receiving a mini mum of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following: (a) Receives telephone calls, personal callers, and incoming mail, answers routine inquiries, and routes the technical inquiries to the proper persons; (b) establishes, maintains, and revises the supervisor's files; (c) maintains the supervisor's calendar and makes appointments as instructed; (d) relays messages from supervisor to subordinates; (e) reviews correspondence, mem oranda, and reports prepared by others for the supervisor's signature to assure procedural and typographic accuracy; and (f) performs stenographic and typing work. May also perform other clerical and secretarial tasks of com parable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, programs, and pro cedures related to the work of the supervisor. SECRETA RY— Continue d Exclusions Not all positions that are titled "secretary’" possess the above characteristics. Examples of positions which are excluded from the def inition are as follows: (a) Positions which do not meet the "personal" secretary concept described above; (b) stenographers not fully trained in secretarial type duties; (c) stenographers serving as office assistants to a group of professional, technical, or managerial persons; (d) secretary posi tions in which the duties are either substantially more routine or substan tially more complex and responsible than those characterized in the def inition; and (e) assistant type positions which involve more difficult or more responsible technical, administrative, supervisory, or specialized clerical duties which are not typical of secretarial work. NOTE: The term "corporate officer," used in the level definitions following, refers to those officials who have a significant corporate-wide policymaking role with regard to major company activities. The title "vice president," though normally indicative of this role, does notin all cases identify such positions. Vice presidents whose primary responsibility is to act personally on individual cases or transactions (e. g. , approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for purposes of applying the following level definitions. Class A a. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5, (XX) persons; or b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5,000 but fewer than 25,000 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 25,000 persons. Class B a. Secretary to the chairman of the board or president o f a company that employs, in all, fewer than 100 persons; or b. Secretary to a corporate officer (other than chairman of the hoard or president) of a company that employs, in all, over 100 but fewer than 5,000 persons; or 21 SECRETA RY— Continued STENOGRAPHER, GENERAL— Continued c. Secretary to the head (immediately below the officer level) over either a major corporate - wi de functional activity ( e . g . , marketing, research, operations, industrial relations, e tc .) or a major geographic or organizational segment ( e . g . , a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer than 25,000 employees; or May maintain files, keep simple records, or perform other relatively rou tine clerical tasks. May operate from a stenographic pool. Does not include transcribing-machine work. (See transcribing-machine operator.) d. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, over 5,000 persons; or STENOGRAPHER, SENIOR Primary duty is to take dictation involving a varied technical or specialized vocabulary such as in legal briefs or reports on scientific re search from one or more persons either in shorthand or by Stenotype or similar machine; and transcribe dictation. May also type from written copy. May also set up and maintain files, keep records, etc. OR e. Secretary to the head of a large and important organizational Performs stenographic duties requiring significantly greater inde segment ( e . g . , a middle management supervisor of an organizational seg pendence and responsibility than stenographers, general as evidenced ment often involving as many as several hundred persons) o f a company by the following: Work requires high degree of stenographic speed and that employs, in all, over 25,(300 persons. accuracy; and a thorough working knowledge of general business and Class C office procedures and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in per a. Secretary to an executive or managerial person whose respon forming stenographic duties and responsible clerical tasks such as, main sibility is not equivalent to one of the specific level situations in the def taining followup files; assembling material for reports, memorandums, inition for class B, but whose subordinate staff normally numbers at least letters, e t c .; composing simple letters from general instructions; reading several dozen employees and is usually divided into organizational segments and routing incoming mail; and answering routine questions, etc. Does which are often, in turn, further subdivided. In some companies, this level not include transcribing-machine work. includes a wide range of organizational echelons; in others, only one or two; or SWITCHBOARD OPERATOR b. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, fewer than 5,000 persons. Class A . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. Per forms full telephone information service or handles complex calls, such as conference, collect, overseas, or similar calls, either in addition to doing routine woric as described for switchboard operator, class B, or as a full time assignment. ("Full" telephone information service occurs when the establishment has varied functions that are not readily understandable for telephone information purposes, e.g., because of overlapping or interrelated functions, and consequently present frequent problems as to which exten sions are appropriate for ca lls.) Class D a. Secretary to the supervisor or head of a small 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: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory woiker.) STENOGRAPHER, GENERAL Primary duty is to take dictation involving a normal routine vo cabulary from one or more persons either in shorthand or by Stenotype or similar machine; and transcribe dictation. May also type from writ ten copy. Class B. Operates a single r or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. May handle routine long distance calls and record tolls. May perform limited telephone information service. (•'Limited" telephone information service occurs if the functions of the establishment serviced are readily understand able for telephone information purposes, or if the requests are routine, e . g . , giving extension numbers when specific names are furnished, or if complex calls are referred to another operator.) 22 SWITCHBOARD OPERATOR-RECEPTIONIST In addition to performing duties of operator on a single-position or monitor-type switchboard, acts as receptionist and may also type or perform routine clerical woik as part of regular duties. This typing or clerical work may take the major part of this worker* s time while at switchboard. TABULA TING-MACHINE OPERATOR— Continued some filing work. The work typically involves portions of a woik unit, for example, individual sorting or collating runs or repetitive operations. TRANSCRIBINC-MACHINE OPERATOR, GENERAL TABULATING-MA CHINE OPERATOR Class A. Operates a variety of tabulating or electrical account ing machines, typically including such machines as the tabulator, calculator, interpreter, collator, and others. Performs complete reporting assignments without close supervision, and performs difficult wiring as required. The complete reporting and tabulating assign ments typically involve a variety of long and complex reports which often are of irregular or nonrecurring type requiring some planning and sequencing of steps to be taken. As a more experienced operator, is typically involved in training new operators in machine operations, or partially trained operators in wiring from diagrams and operating sequences of long and complex reports. Does not include working supervisors performing tabulating-machine operations and day-to-day supervision of the work and production of a group of tabulatingmachine operators. Class B. Operates more difficult tabulating or electrical account ing machines such as the tabulator and calculator, in addition to the sorter, reproducer, and collator. This work is performed under specific instructions and may include the performance of some wiring from diagrams. The work typically involves, for example, tabulations involving a repetitive accounting exercise, a complete but small tabulating study, or parts o f a longer and more complex report. Such reports and studies are usually of a recurring nature where the pro cedures are well established. May also include the training of new employees in the basic operation of the machine. Class C. Operates simple tabulating or electrical accounting machines such as the sorter, reproducing punch, collator, etc. , with specific instructions. May include simple wiring from diagrams and Primary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical woik. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or similar machine is classified as a stenog rapher, general. TYPIST Uses a typewriter to make copies of various material or to make out bills after calculations have been made by another person. May in clude typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical woik involving little special training, such as keeping simple records, filing records and reports, or sorting and dis tributing incoming mail. Class A . Performs one or more o f the following: Typing ma terial in final form when it involves combining material from several sources or responsibility for correct spelling, syllabication, punctu ation, e t c . , of technical or unusual words or foreign language ma terial; and planning layout and typing o f complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters varying details to suit circumstances. Class B. Performs one or more of the following: Copy typing from rough or clear drafts; routine typing of forms, insurance policies, e t c .; and setting up simple standard tabulations, or copying more complex tables already setup and spaced properly. 23 PROFESSION AL AND TE C H NIC A L DRAFTSMAN— Continue d DRAFTSMAN Class A . Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form, function, and positional relation ships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for con sistency with prior engineering determinations. May either prepare drawings, or direct their preparation by lower level draftsmen. Class B. Performs nonroutine and complex drafting assignments that require the application of most of the standardized drawing tech niques regularly used. Duties typically involve such woik as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings o f foundations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isometric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. DRAFTSMAN-TRACER Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans primarily consisting of straight lines and a large scale not requiring close delineation.) and/or Prepares simple or repetitive drawings of easily visualized items. is closely supervised during progress. Work NURSE, INDUSTRIAL (REGISTERED) A registered nurse who gives nursing service under general medi cal direction to ill or injured employees or other persons who become ill or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees’ injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant en vironment, or other activities affecting the health, welfare, and safety of all personnel. M A I N T E N A N C E A ND P O W E R P L A N T CARPENTER, MAINTENANCE CARPENTER, MAINTENANCE— Continued Performs the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most o f the following: Plan ning and laying out of work from blueprints, drawings, models, or verbal instructions using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal ap prenticeship or equivalent training and experience. 24 ELECTRICIAN, MAINTENANCE HELPER, MAINTENANCE TRADES— Continued Performs a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, dis tribution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical equipment such as generators, transformers, switchboards, con trollers, circuit breakers, motors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician’ s handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. a worker supplied with materials and tools; cleaning working area, ma chine, 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 ma terials 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-time basis. ENGINEER, STATIONARY Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as steam engines, air compressors, generators, motors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. FIREMAN, STATIONARY BOILER Fires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, or gas or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. HELPER, MAINTENANCE TRADES Assists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping MACHINE-TOOL OPERATOR, TOOLROOM Specializes in the operation of one or more types of machine tools, such as jig borers, cylindrical or surface grinders, engine lathes, or milling machines, in the construction of machine-shop tools, gages, jigs, fixtures, or dies. Work involves most of the following: Planning and performing difficult machining operations; processing items requiring complicated setups or a high degree of accuracy; using a variety of pre cision measuring instruments; selecting feeds, speeds, tooling, and oper ation sequence; and making necessary adjustments during operation to achieve requisite tolerances or dimensions. May be required to recognize when tools need dressing, to dress tools, and to select proper coolants and cutting and lubricating oils. For cross-industry wage study purposes, machine-tool operators, toolroom, in tool and die jobbing shops are ex cluded from this classification. MACHINIST, MAINTENANCE Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves most of the following: Interpreting written instructions and speci fications; planning and laying out of woik; using a variety of machinist’ s handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment re quired for his work; and fitting and assembling parts into mechanical equipment. In general, the machinist’ s work normally requires a rounded training in machine-shop practice usually acquired through a formal ap prenticeship or equivalent training and experience. 25 MECHANIC, AUTOMOTIVE (MAINTENANCE) OILER Repairs automobiles, buses, motortrucks, and tractors of an es tablishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and performing repairs that involve the use of such handtools as wrenches, gages, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the auto motive mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Lubricates, with oil or grease, the moving parts or wearing sur faces of mechanical equipment o f an establishment. MECHANIC, MAINTENANCE 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 of the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the pro duction of parts ordered from machine shop; reassembling machines; and making all necessary adjustments for operation. In general, the work of a 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. MILLWRIGHT Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations re lating to stresses, strength of materials, and centers of gravity; alining and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright*s -work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent train ing and experience. PAINTER, MAINTENANCE Paints and redecorates walls, woodwork, and fixtures of an es tablishment. Work involves the following: Knowledge of surface peculi arities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or bmsh. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. PIPEFITTER, MAINTENANCE Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following: Laying out of 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 machine; 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 pressures, 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 ex perience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. PLUMBER, MAINTENANCE Keeps the plumbing system of an establishment in good order. Work involves: Knowledge of sanitary codes regarding installation of vents and traps in plumbing system; installing or repairing pipes and fixtures; and opening clogged drains with a plunger or plumber*s snake. In general, the work of the maintenance plumber requires rounded training and ex perience usually acquired through a formal apprenticeship or equivalent training and experience. 26 SHEET-METAL WORKER, MAINTENANCE TOOL AND DIE MAKER— Continued Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establish ment. Work involves most of the following: Planning and laying out all types of sheet-metal maintenance work from blueprints, models, or other specifications; setting up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, form ing, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. TOOL AND DIE MAKER (Die maker; jig maker; tool maker; fixture maker; volves most of the following; Planning and laying out of work from models, blueprints, drawings, or other oral and written specifications; using a variety of tool and die maker's handtools and precision measuring instruments; understanding of the working properties of common metals and alloys; setting up and operating of machine tools and related equip ment; making necessary shop computations relating to dimensions of work, speeds, feeds, and tooling of machines; heattreating of metal parts during fabrication as well as of finished tools and dies to achieve required qual ities; working to close tolerances; fitting and assembling of parts to pre scribed tolerances and allowances; and selecting appropriate materials, tools, and processes. In general, the tool and die maker's work requires a rounded training in machine-shop and toolroom practice usually acquired through a formal apprenticeship or equivalent training and experience. gage maker) Constructs and repairs machine-shop tools, gages, jigs, fixtures or dies for forgings, punching, and other metal-forming work. Work in- For cross-industry wage study purposes, tool and die makers in tool and die jobbing shops are excluded from this classification. C U S T O D I A L A ND M A T E R I A L MO VE ME N T GUARD AND WATCHMAN JANITOR, PORTER, OR CLEANER— Continued Guard. Performs routine police duties, either at fixed post or on tour, maintaining order, using arms or force where necessary. Includes gatemen who are stationed at gate and check on identity of employees and other persons entering. trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers who specialize in window washing are excluded. Watchman. Makes rounds of premises periodically in protecting property against fire, theft, and illegal entry. LABORER, MATERIAL HANDLING (Loader and unloader; handler and stacker; shelver; trucker; stockman or stock helper; warehouseman or warehouse helper) JANITOR, PORTER, OR CLEANER (Sweeper; charwoman; janitress) Cleans and keeps in an orderly condition factory working areas and washrooms, or premises of an office, apartment house, or commerical or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, 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 trans porting materials or merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are excluded. 27 ORDER, FILLER SHIPPING AND RECEIVING CLERK— Continued For wage study purposes, workers are classified as follows: (Order picker; stock selector; warehouse stockman) 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, requi sition additional stock or report short supplies to supervisor, and perform other related duties. PACKER, SHIPPING 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 con tainer 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. SHIPPING AND RECEIVING CLERK Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other materials. Shipping work involves; A knowledge of shipping procedures, practices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping records. May direct or assist in preparing the merchandise for shipment. Receiving work involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing merchandise or materials to proper departments; and maintaining necessary records and files. R eceiving clerk Shipping clerk Shipping and receiving clerk TRUCKD RIVER Drives a truck within a city or industrial area to transport ma terials, merchandise, equipment, or men between various types of es tablishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Driver-salesmen and over-the-road drivers are excluded. For wage study purposes, truckdrivers are classified by size and type of equipment, as follows: (Tractor-trailer should be rated on the basis of trailer capacity. ) Truckdriver (combination of sizes listed separately) Truck driver, light (under 1 V 2 tons) Truckdriver, medium ( 1 V 2 to and including 4 tons) Truckdriver, heavy (over 4 tons, trailer type) Truckdriver, heavy (over 4 tons, other than trailer type) TRUCKER, POWER Operates a manually controlled gasoline- or electric-powered 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 truck, as follows: Trucker, power (forklift) Trucker, power (other than foiklift) A v a i l a b l e O n R e q u e s t ----- The eighth annual report on salaries for accountants, auditors, attorneys, chem ists, engineers, engineering technicians, draftsm en, tr a c e r s , job analysts, directors of personnel, managers of office s e r v ic e s , buyers, and clerical em ployees. Order as BLS Bulletin 1585, National Survey of P rofessio n al, A d m in istra tiv e , Technical, and C lerical Pay, June 1967. Fifty cents a copy. Area Wage Surveys A list of the latest available bulletins is presented below. A directory indicating dates of earlier studies, and the prices of the bulletins is available on request. Bulletins may be purchased from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402, or from any of the BLS regional sales offices shown on the inside front cover. Area Akron, Ohio, July 1967 1_____________________________ Albany—Schenectady^-Troy, N.Y., Apr. 1968 1 ________ Albuquerque, N. Mex., Apr. 19681 __________________ Allentown—Bethlehem—Easton, Pa.—N.J., Feb. 1967___________ _______________________________ Atlanta, Ga., May 19681 _____________________________ Baltimore, Md., Oct. 1967_______________________ ___ Beaumont—Port Arthur—Orange, Tex., May 19.68 1___ Birmingham, Ala., Apr. 1968----------------------------------Boise City, Idaho, July 1967_________________________ Boston, Mass., Sept. 19671--------------------------------------- Bulletin number and price 1530-86, 1575-68, 1575-58, 25 cents 30 cents 30 cents 1530-53, 1575-71, 157 5-18, 1575-75, 1575-59, 157 5-3, 1575-13, 25 cents 35 cents 25 cents 30 cents 30 cents 20 cents 30 cents Buffalo, N.Y., Dec. 1967_____________________________ 1575-41, Burlington, V t., Mar. 1968---------------------------------------- 1575-48, Canton, Ohio, June 1968 1____________________________ 157 5-65, Charleston, W. V a., Apr. 1968 1 -------------------------------- 1575-63, Charlotte, N.C., Apr. 19681 _________________________ 1575-57, Chattanooga, Tenn.-Ga., Aug. 1967--------------------------- 157 5-7, Chicago, 111., Apr. 1967 1 ____________________________ 1530-73, Cincinnati, Ohio—Ky.—Ind., Mar. 1968 1______ ________ 1575-62, Cleveland, Ohio, Sept. 1967__________________________ 1575-14, Columbus, Ohio, Oct. 1967__________________________ 1575-23, Dallas, Tex., Nov. 1967_____________________________ 157 5-20, Davenport—Rock Island—Moline, Iowa—111., Oct. 1967____________________________________________ Dayton, Ohio, Jan. 1968 1_____________________________ Denver, Colo., Dec. 1967 1 _________________________ Des Moines, Iowa, Feb. 1968 1 ---------------------------------Detroit, Mich., Jan. 1968 1 __________________________ Fort Worth, Tex., Nov. 1967_________________________ Green Bay, W is., July 1967--------------------------------------Greenville, S.C., May 1968 1_________________________ Houston, Tex., June 1967 ----- -----------------------------------Indianapolis, Ind., Dec. 1967 1----------------------------------Jackson, M iss., Feb. 1968 1__________________________ Jacksonville, Fla., Jan. 1968-----------------------------------Kansas City, Mo.—Kans., Nov. 1967 1---- _______-----------Lawrence—Haverhill, Mass.—N.H., June 1968 1----------Little Rock—North Little Rock, Ark., July 1967--------Los Angeles—Long Beach and Anaheim—Santa AnaGarden Grove, Calif., Mar. 1968___________________ Louisville, Ky.—Ind., Feb. 1*968_____________________ Lubbock, Tex., June 19681 __________________________ Manchester, N.H., July 1967------------------------------------Memphis, Tenn.—Ark., Jan. 19681----------------------------Miami, Fla., Dec. 1967 1___________ _____________—---Midland and Odessa, Tex., June 1968 1---------------------- Bulletin number and price Milwaukee, Wis., Apr. 1968 _________________________ Minneapolis—St. Paul, Minn., Jan. 1968_______ _______ Muskegon—Muskegon Heights, Mich., May 1968 1______ Newark and Jersey City, N.J., Feb. 1968 1____________ New Haven, Conn., Jan. 19681________________________ New Orleans, La., Feb. 1968_________ -_______________ New York, N.Y., Apr. 1967 1__________________________ Norfolk—Portsmouth and Newport News— Hampton, Va., June 1967 1_________________ _________ Oklahoma City, Okla., July 1967_____________________ 1575-67, 1575-47, 1575-60, 1575-54, 1575-34, 1575-46, 1530-83, 30 30 30 35 25 30 40 1530-82, 1575-4, 25 cents 20 cents 30 cents 20 cents 30 cents 30 cents 30 cents 25 cents 30 cents 30 cents 25 cents 25 cents 25 cents Omaha, Nebr.—Iowa, Oct. 1967 1______________________ Pater son—Clifton—Pas saic, N.J,, May 1967 ___________ Philadelphia, Pa.—N.J., Nov. 1967 1___________________ Phoenix, A riz., Mar. 19681 _________________________ Pittsburgh, Pa., Jan. 1968___________________________ Portland, Maine, Nov. 1967 1_________________________ Portland, Or eg.—Wash., May 1967____________________ Providence—Pawtucket—Warwick, R.I.—M ass., May 1968_____________________________________________ Raleigh, N.C., Aug. 1967 1-----------------------------------------Richmond, Va., Nov. 1967 1___________________________ Rockford, 111., May 1968 1 ____________________________ 1575-21, 1530-67, 1575-40, 1575-55, 1575-44, 1575-16, 1530-79, 25 25 30 30 30 25 25 cents cents cents cents cents cents cents 1575-61, 1575-6, 1575-27, 1575-70, 30 25 25 30 cents cents cents cents 1575-12, 1575-51, 1575-38, 1575-52, 1575-45, 1575-22, 1575-5, 1575-66, 1530-85, 1575-36, 25 cents 30 cents 25 cents 30 cents 35 cents 25 cents 20 cents 30 cents 25 cents 30 cents St. Louis, Mo.—111., Jan. 1968____ ____________________ 1575-39, Salt Lake City, Utah, Dec. 1967___________________ ___ 1575-35, San Antonio, Tex., June 1967 1 _____________ _________ 1530-84, San Bernardino—Riverside—Ontario, Calif., Aug. 1967 1___________________________________________ 1575-10, San Diego, Calif., Nov. 1967__________________________ 1575-19, San Francisco—Oakland, Calif., Jan. 1968____________ 1575-37, San Jose, Calif., Sept. 1967 1-------------------------------------- 1575-15, Savannah, Ga., May 1968 1____________________________ 1575-73, Scranton, Pa., July 1967 1------------------------------------------- 1575-9, Seattle—Everett, Wash., Nov. 1967 1__________________ 1575-29, 25 25 30 25 25 1575-49, 1575-33, 1575-30, 1575-74, 157 5-2, 30 cents 20 cents 25 cents 30 cents 25 cents 1575-64, 1575-50, 1575-77, 1575-1, 157 5-32, 157 5-28, 1575-72, 30 cents 30 cents 30 cents 20 cents 25 cents 25 cents 30 cents Sioux Falls, S. Dak., Oct. 1967 1______________________ South Bend, Ind., Mar. 1968 1 ________________________ Spokane, Wash., June 1967 1 __________________________ Tampa—St. Petersburg, Fla., Aug. 1967_____________ Toledo, Ohio—Mich., Feb. 1968_______________________ Trenton, N.J., Nov. 1967_____________________________ Washington, D.C.—Md.—Va., Sept. 1967_______________ Waterbury, Conn., Apr. 1968 1-----------------------------------Waterloo, Iowa, Nov. 1967____________________________ Wichita, Kans., Dec. 1967_____________________ ______ Worcester, Mass., June 1967________________________ York, Pa., Feb. 1968 1 ------------- --------------- -----------------Youngstown—Warren, Ohio, Nov. 1967 1_______________ 25 cents 30 cents 25 cents 25 cents 30 cents 20 cents 25 cents 30 cents 20 cents 20 cents 25 cents 30 cents 25 cents 1 Data on establishment practices and supplementary wage provisions are also presented. Area 1575-17, 1575-56, 1530-80, 1575-8, 1575-43, 1575-24, 1575-1 1, 1575-53, 1575-26, 1575-31, 1530-81, 1575-42, 1575-25, cents cents cents cents cents cents cents 30 cents 20 cents 25 cents 30 cents 20 cents cents cents cents cents cents