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L 2 .3 : /JXMEA WAGE SURVEY Omaha, Nebraska—Iowa, Metropolitan Area October 1974 Bulletin 1850-10 DOCUMENT COLLECTION J U N 2 4 1975 Dayton & Montgomery Co. Public Library U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics A N N O U N C EM EN T Area Wage Survey bulletins will be issued once every 3 years. These bulletins will contain information on establishment practices and supplementary benefits as well as earnings. In the interim years, supplements containing data on earnings only will be issued at no additional cost to holders of the Area Wage bulletin. If you wish to receive these supplements, please complete the coupons listed on page 31 of this bulletin and mail to any of the BLS regional addresses listed on the back cover. No further action on your part is necessary. Each year, you will receive the supplement when it is published. Preface This bulletin provides results of an October 1974 survey of occupational earnings and supplementary wage benefits in the Omaha, Nebraska—Iowa, Standard Metropolitan Statistical Area (Douglas and Sarpy Counties, Nebraska; and Pottawattamie County, Iowa). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. The program is designed to yield data for individual metropolitan a reas, as well as national and regional estimates for all Standard Metropolitan Statistical A reas in the United States, excluding Alaska and Hawaii. A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor m arkets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract Act of 1965. Currently, 79 areas are included in the program . (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage benefits is obtained every third year. Results of the next two annual surveys, providing earnings data only, will be issued as free supplements to this bulletin. The supplements may be obtained from the Bureau's regional offices. (See back cover for addresses.) Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estim ates, projected from individual metropolitan area data. The Omaha survey was conducted by the Bureau's regional office in Kansas City, M o ., under the general direction of Edward Chaiken, A ssociate A ssistant Regional Director for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Note: A current report on occupational earnings and supplementary wage provisions in the Omaha area is available for the laundry and dry cleaning industry. A lso available are listings of union wage rates for building trades, printing trades, local-transit operating em ployees, local truckdrivers and helpers, and grocery store employees. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) AREA WAGE SURVEY Bulletin 1850-10 February 1975 V U.S. D E P A R T M E N T O F LA BO R, Peter J. Brennan, Secretary BUREAU OF LABOR STATISTICS. Julius Shiskin, Commissioner Omaha, Nebraska—Iowa, Metropolitan Area, October 1974 CONTENTS Page Introduction 2 T ables: Earnings: A -l. Weekly earnings of office workers-------------------------------------------------------------------------------A - 2. Weekly earnings of professional and technical w orkers-------------------------------------------A -3 . Average weekly earnings of office, professional, and technical w orkers, by sex A -4 . Hourly earnings of maintenance and power plant w orkers----------------------------------------A - 5. Hourly earnings of custodial and material movement w orkers_____________________ A -6 . Average hourly earnings of maintenance, powerplant, custodial, andmaterial movement workers, by s e x ________ 1 A - 7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts— H B. Establishment practices and supplementary wage provisions: B -l. Minimum entrance salaries for inexperienced typists and c le r k s------------------------------------------------------------------------------------B -2 . Late shift pay provisions for full-tim e manufacturing plant w orkers___________________________________________________ B -3 , Scheduled weekly hours and days of full-tim e first-shift workers_______________________________________________________ B -4 . Annual paid holidays for full-time w orkers________________________________________________________________________________ B - 4 a. Identification of major paid holidays for full-tim e w orkers______________________________________________________________ B -5 . Paid vacation provisions for full-tim e workers_______________________________________________________.____________________ B -6 . Health, insurance, and pension plan provisions for full-tim e w orkers_________________________________________________ ro in s N o o O o A. Appendix A. Appendix B. 12 13 14 15 16 17 19 Scope and method of survey_________________________________________________________________________________________________ 21 Occupational descriptions____________________________________________________________________________________________________ 25 F or sa le by the Superintendent of Documents, U .S . Government Printing O ffice , W ashington, D. C. 20402, GPO Bookstores, or BLS Regional O ffices listed on back cover. Price 80 cents. M ake checks payable to Superintendent o f Documents. Introduction This area is 1 of 79 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 representative estab lishments within six broad industry divisions: Manufacturing; transpor tation, 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 of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. A -series tables Tables A - 1 through A - 6 provide estimates of straight-tim e hourly or weekly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Occupations were selected from the following categories: (a) Office clerical, (b) pro fessional and technical, (c) maintenance and powerplant, and (d) custodial and material movement. In the 31 largest survey areas, tables A -l a through A -6 a provide sim ilar data for establishments employing 500 workers or more. Following the occupational wage tables is table A - 7 which provides percent changes in average earnings of office clerical work ers, electronic data processing workers, industrial nurses, skilled maintenance workers, and unskilled plant workers. This measure of wage trends eliminates changes in average earnings caused by em ploy ment shifts among establishments as well as turnover of establishments included in survey samples. Where possible, data are presented for all industries, manufacturing, and nonmanufacturing. Appendix A discusses this wage trend measure. B -se r ie s tables The B -se rie s tables present information on minimum entrance salaries for office workers; late-sh ift pay provisions and practices for plant workers in manufacturing; and data separately for plant and office workers on scheduled weekly hours and days of first-sh ift workers; paid holidays; paid vacations; and health, insurance, and pension plans. Appendixes This bulletin has two appendixes. Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey and information on the area's industrial composition in manufacturing. It also provides information on labor-management agreement coverage. Appendix B provides job descriptions used by Bureau field economists to classify workers in occupations for which straight-tim e earnings information is presented. A. Earnings Weekly arnings (stanc ard) Occupation and industry division Number of worker; 1 Number• of workers receiving straight-time weekly earnings of— $ (standard' i 3 75 weekly Mean ^ Median ^ Middle range £ 80 85 3 i 90 i 3 95 100 > 3 3 > 105 no $ S 3 *115 120 130 !5 S 140 i. J 150 160 S i 170 $ 180 190 1; 200 $ i 210 $ 220 sind under 90 95 105 * * 85 100 - 1 80 240 and 115 120 130 140 150 160 170 180 190 200 210 220 8 - - 6 3 4 5 - - 4 - - “ - 16 1A o ix Xi £ 5 11 11 11 16 1U Xn • “ 7 7 - 17 1 16 - 6 6 “ 36 16 20 - 48 11 37 4 60 14 46 5 49 16 33 4 34 7 27 6 50 5 45 13 96 15 81 46 35 20 15 5 15 3 12 6 14 8 6 4 28 9 19 19 24 2 22 20 5 2 3 3 76 10 66 46 4 42 17 4 13 36 16 20 56 29 27 57 6 51 30 8 22 15 7 8 17 9 8 34 12 12 _ . 6 6 2 1 9 9 3 2 _ _ - - 4 1 _ 3 3 _ - 30 30 2 9 18 18 26 3 23 4 1 3 7 4 3 5 1 4 2 2 “ 10 4 6 11 3 8 6 3 3 10 1 9 4 18 10 8 1 13 _ _ no 240 over ALL WORKERS BOOKKEEPING-MACHINE OPERATORS* CLASS A ----------------------------------------------------- 30 4 0 .0 $ $ $ $ 1 3 7 .0 0 1 3 3 .0 0 1 1 3 .5 0 - 1 5 1 .0 0 - bookkeeping - machine o perators * CLERKS* ACCOUNTING* CLASS A -------------MANUFACTURING -----------------------------------nonmanufactuping -----------------------------PUBLIC U TILITIES -------------------------- 526 129 397 135 3 9 .5 4 0 .0 3 9 .5 4 0 .0 1 6 0 .0 0 1 6 1 .0 0 1 5 9 .5 0 1 8 7 .0 0 1 6 0 .5 0 1 5 9 .0 0 1 6 1 .0 0 1 7 8 .5 0 1 3 2 .5 0 - 1 7 8 .5 0 1 3 2 .5 0 - 1 8 0 .0 0 1 3 3 .5 0 - 1 7 8 .5 0 1 7 1 .0 0 - 2 1 5 .0 0 - - CLERKS* ACCOUNTING, CLASS 8 -------------MANUFACTURING ------------------------------------ 496 116 380 4 0 .0 4 0 .0 3 9 .5 1 2 2 .0 0 1 3 7 .0 0 1 1 7 .5 0 1 1 6 .0 0 1 2 5 .0 0 1 0 9 .0 0 1 0 0 .0 C -1 3 6 .5 0 1 1 5 .0 0 - 1 6 2 .0 0 1 0 0 .0 0 - 1 3 0 .0 0 _ - 12 1 11 3 9 .0 3 9 .0 1 4 9 .5 0 1 4 9 .5 0 1 4 8 .5 0 1 4 8 .5 0 9 8 .5 0 - 2 0 3 .0 0 9 8 .5 0 - 2 0 3 .0 0 _ . --------------------------- 77 75 - * CLERKS* FILE* CLASS B -------------------------NONMANUFACTURING ------------------------------ 236 220 3 9 .0 3 9 .0 1 0 9 .5 0 1 0 9 .5 0 9 6 .0 0 9 6 .0 0 8 7 .0 0 - 1 1 6 .0 0 8 7 .0 0 - 1 1 4 .0 0 _ - 32 32 171 165 3 9 .0 39. © 89 00 8 7 .5 0 84 ft4* 00 Qp n a QA* Art Or. 'V*UU fi O AA OfctUJ m QAtUu 7U _ AA 27 27 &l oX f,i OX CLERKS* ORDER ------------------------------------------MANUFACTURING -----------------------------------nonmanufacturing ------------------------------ 102 27 75 4 0 .0 4 0 .0 4 0 .0 1 3 3 .5 0 1 3 3 .5 0 1 3 3 .5 0 1 3 6 .0 0 1 1 6 .0 0 1 3 6 .0 0 1 1 5 .0 0 - 1 4 1 .0 0 1 1 5 .0 0 - 1 6 0 .5 0 1 2 7 .5 0 - 1 4 1 .0 0 c le rk s * p a y r o l l -------------------------------------manufacturing -----------------------------------nonmanufacturing ------------------------------ 119 42 77 An “U 4 0 .0 4 0 .0 4 0 .0 4 0 .0 1 6 9 .5 0 1 6 1 .0 0 1 5 8 .0 0 1 6 1 .0 0 1 7 6 .0 0 1 6 4 .0 0 2 0 9 .5 0 2 1 9 .5 0 KEYPUNCH OPERATORS* CLASS A -------------MANUFACTURING -----------------------------------nonmanufacturing ---------------------- ------- 315 61 254 3 9 .0 3 9 .5 3 9 .0 1 4 3 .5 0 1 3 8 .5 0 1 4 4 .5 0 KEYPUNCH OPERATORS* CLASS H -------------H IN r Mv 1Un * IN M U O " " NONMANUFACTURING -----------------------------Dl IQ it |IT T1 TTTCC I r U n LTP Ul 1LI 1 i t o 263 58 205 3 9 .5 MESSENGERS ------------------------------------------------NONMANUFACTURING -----------------------------PUBLIC U TILITIES -------------------------SECRETARIES ----------------------------------------------MANUFACTURING ----- -------------- ---------------nonmanufacturing -----------------------------PU8LIC U TILITIES -------------------------- nonmanufacturing ---------------------------- CLERKS, FIL E , CLASS A -------------------------nonmanufactuping N0 NMANUFACTURING — — — — — — — — ——————— * W o r k e r s w e re at $ 240 to $ 260. See footn otes at end of ta b les. - 2 2 - 12 30 - - 12 30 40 1 39 _ - 9 9 11 11 3 3 4 4 3 3 - 1 1 59 54 19 19 29 29 16 14 16 14 5 4 7 7 4 4 12 9 5 c D o c 7 f 7 c O 48 ii 11 11 ii 4 4 - i i 9 3 6 _ - 3 1 2 i i 6 5 1 - 2 - - - 6 2 4 1 3 7 .0 0 - 2 0 0 .5 0 1 3 8 .0 0 - 1 7 7 .0 0 1 3 6 .0 0 - 2 1 9 .5 0 1 7 7 .0 0 - 2 5 0 .5 0 _ - _ - _ - 2 2 1 1 8 .0 0 -1 5 4 .5 Q 1 3 1 .0 0 - 1 4 5 .5 0 1 1 5 .0 0 - 1 6 3 .5 0 _ _ - - - - 1 - 1 1 7 .5 0 1 1 7 .5 0 1 1 2 .0 0 3 9 .5 1 1 9 .0 0 1 1 8 .0 0 HU.U 1HU. bO 1 J » •CA 1 *17 J J 1 0 4 .0 0 - 1 2 7 .5 0 1U J l j U 1 * * • Uy 17 .s n i 1 0 6 .0 0 - 1 3 0 .0 0 % b . 00 —i**4 . du oji i a Z tin l 1e , _ 2 » 13 2 11 182 176 31 3 9 .0 3 9 .0 4 0 .0 1 0 3 .0 0 1 0 2 .5 0 1 6 5 .0 0 8 6 .0 0 8 6 .0 0 1 8 1 .0 0 8 4 .0 0 - 1 0 3 .0 0 8 4 .0 0 - 9 8 .0 0 1 5 1 .0 0 - 1 8 5 .0 0 _ - 86 86 - 21 21 2 16 15 “ 11 11 - 5 5 3 1 - 1 *01 5 309 706 215 3 9 .5 3 9 .5 3 9 .5 4 0 .0 1 5 5 .0 0 1 5 0 .5 0 1 5 7 .0 0 1 7 7 .5 0 1 4 8 .0 0 1 4 4 .0 0 1 4 9 .5 0 1 7 8 .5 0 1 2 9 .0 0 - 1 7 7 .0 0 1 2 3 .0 0 - 1 6 9 .0 0 1 3 2 .0 0 - 1 7 8 .5 0 1 4 4 .5 0 - 2 1 0 .5 0 _ - 2 2 2 2 2 2 2 2 13 8 5 18 7 11 1 3 6 .0 0 1 3 8 .0 0 1 3 5 .5 0 6 9 9 - 2 n 3 - - 4 4 3 3 - _ _ _ _ - - - - 6 3 3 3 3 1 1 6 7 7 _ _ 3 57 i - 3 57 i 2 1 34 34 12 12 17 3 14 22 1 21 32 9 23 57 21 36 45 13 32 22 11 11 11 3 8 17 1 l 16 36 1Q 17 21 i 20 31 15 16 40 Q 31 44 g 36 39 13 1 39 11 9 1 1 _ * 5 5 - 2 2 1 8 7 1 3 1 1 - 27 17 10 4 62 22 40 132 52 80 16 140 37 103 23 158 50 108 20 _ _ 1 3 1 2 2 1 - _ . 13 13 - * _ 1 - 3 . 6 6 28 - 3 3 - _ - c 1 _ 6 - 13 _ 13 Ij “ “ 3 3 3 J _ _ - _ _ _ _ * “ - _ - - 53 15 38 25 7 2 5 3 9 9 9 7 7 7 _ . - 4 4 4 - _ . - 84 25 59 17 81 14 67 15 80 13 67 26 28 12 16 11 38 48 26 22 11 38 3 35 30 6 32 14 *13 2 11 11 3 3 4 3 3 _ . - ~ Weekly earnings 1 (standard) Number of workers receiving straight-time weekly earnings of— $ Av rage weekly 5 3 $ 75 B 3 'E £ 3 of 3 E Mean i Median ^ Middle ranged 80 85 90 95 100 105 no 80 Occupation and industry division 85 90 95 100 105 110 115 - - 3 3 E E 1% 115 120 130 3 i » 3 :% 3 > 3 i 140 150 160 170 180 150 160 170 180 190 9 6 3 13 10 3 5 2 J 2 s s , 3 3 > 3 190 200 *210 220 240 and under 120 130 140 200 240 over 210 220 16 7 i i 11 21 21 19 28 3 pc oa cU i i 9 2 7 7 14 12 2 1 _ - 1 _ _ ALL WORKERS— CONTINUED SECR ETAR I ES— CONTINUED se cre taries . CLASS A MANUFAC1 U R I N G —— --------------------------------- — — — — — 74 $ $ $ $ 3 9.5 189.00 197.50 1 55.0C -212.50 175.00 341 97 3 9.5 166.50 161.00 1 43 .0 0 -1 8 5 .0 0 3 9 .S 149.00 148.00 1 34 .5 0 -1 6 6 .0 0 82 A3 SECRETARIES. CLASS 0 ---------------------manufacturing --------------------------------- . - _ - PUBLIC UTILITIES — — — — — 68 SECRETARIES. CLASS C ---------------------manufacturing -----------------------------------NONMANUFACTURING -----------------------------PUBLIC UTILITIES -------------------------- 404 116 288 79 39.5 40.0 39.0 40.0 1 23 .0 0 -1 6 3 .5 0 1 2 0 .0 0 -1 7 9 .5 0 1 28 .0 0 -1 6 3 .5 0 1 53 .5 0 -1 8 6 .0 0 - SECRETARIES. CLASS D -----------------------MANUFACTURING--------------------------------— NONMANUFACTURING — - — - — — --------- 138 57 131 3 9 .5 133.00 134.00 1 22 .0 0 -1 5 0 .0 0 3 9.5 143.50 138.00 1 20 .0 0 -1 5 3 .0 0 4 0.0 135.50 134.00 1 2 5 .0 0 -1 4 8 .0 0 _ - - - STENOGRAPHERS. GENERAL ------------------------ -------- ----------- — NONMANUFACTURING ---------------------------- 145 27 118 4 0.0 130.00 122.50 1 15 .0 0 -1 4 7 .5 0 4 1.0 131.50 122.00 1 19 .0 0 -1 4 8 .5 0 4 0.0 130.00 122.50 1 15 .0 0 -1 4 0 .5 0 STENOGRAPHERS. SENIOR -----------------------MANUFACTURING -----------------------------------NONMANUFACTURING ------------------------------ 192 68 124 SWITCHBOARD OPERATORS -------------------------NONMANUFACTURING — -------------------------- 78 72 SWITCHBOARD OPERATOR-RECEPTIONISTS- manufacturing -----— manufacturing ------------ ------------ — — NONMANUFACTURING --------------------------- nonmanufacturing --------------------------- TYPISTS, CLASS A --------------------------------- --------------------------------NONMANUFACTUPING -------- -— — --------- manufacturing TYPISTS, CLASS B --------------------------------- ------------ ---------- — PUBLIC UTILITIES ------------------------ nonmanufacturing See footnotes at end of tables. . - _ - - . - - _ - - 7 7 - - 4 139.00 126.50 144.00 177.00 1 - 1 “ - 2 - 2 - 10 8 2 - 2 3 11 “ - 2 5 c c 3 18 2 1c 8 n 1c 1o ** 6 6 p c *1 7 5 p c 18 7 11 47 20 pf C7 1 57 25 no Jc 27 6 p1 C1 2 43 8 JD 2 39 7 ■lo JC 4 14 7 5 14 1A 7 15 8 7 4 45 12 33 77 34 43 57 9 48 “ ■ 6 60 9 51 6 22 4 18 9 25 1 24 9 32 5 27 22 10 2 8 6 14 1 13 7 10 5 5 33 7 26 36 8 28 32 10 22 22 5 17 8 3 5 7 1 6 2 1 1 5 5 3 3 - - - 1 - - _ _ - 1 1 _ * . - - - 1 1 _ - - 216.50 147.00 147.00 146.50 170.50 - f 9 2 2 - _ - - - - 1 “ 2 3 11 12 9 3 . - - . - - _ - 4 2 2 21 1 20 13 3 10 23 1 22 23 9 14 18 2 16 17 3 14 6 5 3 10 10 7 1 6 4 0.0 165.00 161.50 1 38 .0 0 -2 0 4 .5 0 4 0.0 157.50 170.50 1 28 .0 0 -1 8 1 .0 0 3 9.5 169.00 148.00 1 4 1 .0 0 -2 0 4 .5 0 _ - _ - - _ - _ - - 1 1 - 7 5 2 2 2 - 21 10 11 20 8 12 38 38 6 2 4 5 2 3 20 18 2 15 15 - 4 4 - 31 31 21 1 20 39.5 114.50 3 9.5 114.00 8 6 .5 0 -1 3 8 .0 0 8 6 .5 0 - 1 3 8 .5u 7 7 6 6 15 15 10 10 6 5 3 2 . “ 1 1 2 2 5 2 5 5 4 4 2 2 1 - 2 2 1 1 3 3 5 5 . “ - - 221 61 160 4 0.0 116.00 115.00 1 0 0 .0 0 -1 2 6 .0 0 39.5 117.00 110.00 1 03 .5 0 -1 1 7 .5 0 4 0.0 115.50 118.00 9 8 .0 0 -1 2 6 .0 0 - 14 14 10 5 5 4 2 2 21 21 33 10 23 20 12 8 8 4 4 27 14 13 39 2 37 26 5 21 4 1 3 4 1 3 3 1 2 _ “ 5 3 2 _ - 1 1 - . “ _ - 2 2 166 152 39.0 120.00 119.50 1 0 6 .0 0 -1 3 4 .5 0 3 8.5 121.00 119.50 1 11 .5 0 -1 3 4 .5 0 - ~ 5 12 12 16 11 3 3 11 11 16 16 31 31 17 17 30 28 21 19 3 3 1 1 - • - . - “ - . _ - 234 34 200 39.0 121.50 115.00 1 02 .0 0 -1 2 7 .0 0 4 0 .5 126.00 120.00 1 0 6 .5 0 -1 3 0 .0 0 39.0 120.50 114.00 1 0 2 .0 0 -1 2 6 .0 0 _ - _ - 7 7 4 1 3 33 4 29 39 4 35 20 20 10 1 9 25 4 21 42 11 31 13 1 12 6 2 4 7 2 5 12 1 11 3 2 1 - 5 5 7 7 1 1 - - _ “ 278 250 32 3 9.5 103.50 98.00 8 9 .5 0 -1 1 5 .0 0 3 9.5 100*50 97.50 8 9 .0 0 -1 0 8 .0 0 4 0.0 127.00 126.00 1 1 5 .0 0 -1 4 0 .0 0 - 14 14 56 56 41 39 57 57 22 20 6 6 9 25 24 8 12 12 5 3 3 3 23 10 10 7 3 1 3 3 _ - - - _ - _ - _ - - transcribing - machine operators . GENERAL ------------------------------------------------ 2 95.00 90.00 - 1 4 3 1 Num ber o f w o rk e rs re c e iv in g stra ig h t-tim e w eekly earnings o f— Occupation and industry division Number of workers S S weekly hours 1 (standard) 120 Mean - Median * Middle range ^ Under $ 120 $ $ $ $ S S $ S S S $ 5 220 230 240 250 130 140 150 160 170 180 190 200 210 140 150 160 170 180 190 200 210 220 230 3 3 7 6 4 4 3 3 3 3 4 4 1 1 12 9 - 12 11 2 7 5 1 4 4 2 1 1 1 . _ . . . - “ - $ S 260 270 280 S S S s . 280 2 90 300 310 and under 130 240 250 260 270 1 1 1 1 12 5 1 1 1 1 1 1 1 _ 19 19 19 290 300 310 320 ALL WORKERS COMPUTER OPERATORS** CLASS A -------------NONMANUFACTURING------- ---------------------- 42 33 $ $ $ $ 39.5 203.00 200.00 1 6 9 .00 -2 41 .50 39.0 197.50 194.00 168.0<-2 2 8 .5 0 COMPUTER OPERATORS* CLASS h -------------PUBLIC U TILITIES -------------------------- 119 95 33 3 9.5 170.00 157.50 142 .00 -1 83 .50 39.5 175.50 160.00 1 49 .50 -1 95 .00 40.0 211.50 244.53 1 7 1 .50 -2 44 .50 COMPUTER OPERATORS* CLASS L ------------NONMANUFACTURING - — -------— - — — 94 76 3 9.5 142.50 140.00 1 1 5 .00 -1 49 .50 39.5 141.50 123.00 1 1 1 .50 -1 49 .50 COMPUTER PROGRAMMERS* BUSINESS. CLASS A -------------------------------NUNMANUFACTURING----- — - — ------------ 71 59 39.0 258.00 252.00 2 32 .0 0 -2 9 3 .0 0 38.5 262.00 257.00 2 32 .0 0 -2 9 9 .0 0 COMPUTER PROGRAMMERS* BUSINESS* CLASS R -------------------------------NONMANUFACTURING--------— — - — -------- 250 232 3 9.5 229.00 234.00 2 0 1 .5 0 -2 4 5 .0 0 3 9.5 230.00 234.50 2 01 .5 0 -2 4 9 .5 0 COMPUTER PROGRAMMERS* BUSINESS* CLASS C -------------------------------NONMANUFACTURING ------------------------------ 78 77 39.0 163.50 158.50 1 58 .50 -1 72 .50 39.0 163.50 158.50 1 5 8 .5 W 7 2 .5 0 COMPUTER SYSTEMS ANALYSTS* BUSINESS* CLASS B -------------------------------NONMANUFACTURING ------------------------------ 76 49 39.5 246.00 241.50 2 30 .0 0 -2 6 9 .0 0 39.0 249.50 251.50 239.5C -271.50 ORAFTERS* CLASS A ----------------------------------NONMANUFACTURING ------------------------------ 118 102 40.0 221.50 224.50 2 0 4 .0 0 -2 3 0 .0 0 4 0.0 224.50 230.00 2 0 4 .0 0 -2 3 0 .0 0 _ 40.0 187.00 184.00 1 64 .0 0 -2 1 4 .5 0 4 0.0 190.00 198.00 1 7 3 .5 - 2 1 2 .5 0 40.0 186.00 183.00 1 6 3 .50 -2 16 .00 _ - 2 2 - 2 2 - 1 1 - 24 monmanufacturing -------- ------- ----------- 1 - - . “ - - 5 4 - 17 6 3 19 16 3 22 19 1 *30 30 14 14 2 2 30 13 3 2 - - _ — - 1 1 _ _ _ - - - - _ 2 2 7 7 8 8 _ _ _ _ “ - - - _ - - _ 12 9 - - - _ 15 15 - - _ - - _ - _ 2 1 6 6 6 13 11 2 2 6 t* 3 5 3 8 8 “ 10 10 32 27 38 38 6 6 28 28 7 7 12 11 3 3 3 3 - 8 7 6 6 2 - 1 1 - 3 3 1 1 - 30 23 21 21 35 34 11 7 25 25 11 11 10 9 9 9 _ - 2 2 2 2 2 2 2 2 1 1 9 2 1 1 12 4 14 7 9 “ 2 2 8 - 1 1 _ - B 7 1 “ 2 - 10 8 12 12 22 20 6 34 34 3 3 4 4 „ - 5 6 10 2 4 - 1 “ 5 t* 23 3 20 15 2 13 13 5 8 35 9 26 6 1 1 _ _ 4 2 2 1 1 _ 24 18 4 14 15 5 10 - 1 1 - - 7 13 3 4 22 1 11 17 3 7 - 26 1 1 11 - 3 - - 26 1 96 40.0 156.00 152.50 1 3 3 .50 -1 85 .00 **12 6 15 14 ELECTRONICS TECHNICIANS ---------------------- 91 40.0 228.50 234.00 1 9 5 .50 -2 70 .50 - - - 9 1 1 3 5 6 - ELECTRONICS TECHNICIANS* CLASS A- 46 4 0.0 251.00 270.50 2 27 .0 0 -2 7 0 .5 0 “ - - - - - - 4 “ - _ • . 13 13 ORAFTERS. CLASS C ---------------------------------- See footn otes at end of ta b le s . - • 7 7 158 38 120 W ork ers w ere distrib u ted as fo llo w s : W ork ers w e re at $110 to $120. 1 - - _ 4 4 ORAFTERS* CLASS B ---------------------------------MANUFACTURING ------- ---------------- — — — NONMANUFACTURING----- — -------------------- * ** - - - _ - _ 5 at $90 to $100; 14 at $ 100 to $11 0; and 11 at $110 to $120. - _ - - - - - - - - - Sex, occu pation , and industry division OFFICE OCCUPATIONS - N ber um of w orkers Average (mean2) W eekly W eekly hou * earnings 1 rs (standard) (standard) Sex, occupation, and industry d ivision M EN $ - 150 145 82 39 43 39*0 TQ d 3t . C 337 97 240 64 39.5 C 3 t .D O/ b JQ•C 40.0 MANUFACTURING - - — — ———— NONMANUFACTURING PUBLIC UTILITIES — — — —— — — 404 116 288 79 nQ C J t .D 147.00 40.0 147.00 39.0 146.50 4 0 . 0 170.50 SECRETARIES* CLASS 0 — — — — — MANUFACTURING NUNMANUrAC 1UKI No — — — — — — — — ——————— 188 57 131 39.5 138.00 3 9.5 143.50 40.0 135.50 W EN OM SECRETARIES. CLASS 8 ---------------------- 137.00 BOOKKEEPING-MACHINE OPERATORS* M M i ANUrrAC 1UK 1M L NANL AM I ATTI ID1NU UM lC — ™ 43 /A A 40 n i l l * cn 0.0 D U 331 121 IQ C J *. 6 154.50 40.0 156*00 40.0 184.00 *rPAHMTTMC Pi aCt- n — — — ACCUUNiiNU* ILA do W — — — — manufacturing — — — — — — — — — ————————— nonmanufacturing — — — — — — — — ——————— 467 108 359 40 0 121 00 40.0 135.00 39,5 117.00 r-k cdk' c cii r __ — — — — — CLtRKb* rIL t* r i ac c A — — _ _ ___ _ ___ CLAbb a — _ — — — — — 57 55 38 5 127.50 38.5 126.50 c l e r k s * a c c o u n t in g * c l a s s M K I 1*AC 1U tM _ _ _ _ _ _ A L M 1 C ArTl id 11 O ANUr K \ —— —— a ———— ——— M NMAM r APTI ID1NO NHM AiN 1*AC 1U TML “ UM i C U K “ nnoi r n U llL TTTCC FUnLlC iiTTl IIlr.b __ _ _ _ _ _ _ _ _ _ _ _ n i cr>L 'C CLtKftb* nonmanufacturing — — —— — — — CLERKS* FILE* CLASS B — — — — — — — k A L AK 1 APTI IDTKA — _ — i M A ll C l NUNMANUrfit 1UKINb _ _ » — — — — — Cl L'Dk'C CT1 C PI ACC A — " LLtWKb* r lL t» CLAbb C — N N A U AC 1U IMj U MN F K 420 216 39*0 109*50 89.00 — CLuRKb* U U K c-H — — — — — — — — — — —————————— KUiA AM 1*AC I U I N _ _ — _ _ _ _ _ _ _ _ _ _ _ iANaAN C N K M l r AATI IDTMf. — __ U K O —— Cl CQ C O* VDAI 1 k M Ur AC 1U INb — — — — — — — — — AN K ——— ————— M N tAK r APTl 1 TM — — — — — — — — P tu ll D P ——————— N lMM N ir AUIUKI’M _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ U U U nnoi T * U llL l l l b b P __ _ — — PUBLIC IiTTl TTTCC — — _ _ __ _ — ———— — k'CVDI IklPLi ODCDATADC PI ACC A — — — — KtYrUNCn UKtKAIUKb* CLAbb A _______ —— M U AC 1U INb AN r K NONMANUF ACTUR ING — ^runim ru nnrn ir/-.nr f'l a c- c- U _ . K .T rUNtn UKtKAIUKb* CLAbb & **•“ • C *• MANUF ACTUR ING KiAkiy AKUCAPTl ID1Nb N N AN | AC 1U TMf ____ _ _ _ _ _ _ _ _ _ _ _ U M ll r K * " niiui i n U llLTTTCC — — — — — — — rUoLIC IiTTl l l l b b ————— 165 T4 94 37 11 26 ^61 PCI col 260 58 PA P tUc 32 39*0 ao * A 40.0 17^#ftft 134.00 93.50 92.00 c: Jt .D IQ C J7.D *)Q C J7 . D 40.0 149.00 151.00 BOOKKEEPING-MACHINE OPERATORS, CLAoj A 39.0 39.0 1*011 309 7 wo 1 Uc Oil e ll 139.00 40.0 211.00 OFFICE OCCUPATIONS - ccpoc ta otc c btCKblAKltb* ni acc p _______________ CLAbb C STENOGRAPHERS* GENERAL u ANUr APTl iDTklP AI M M if AC lUKlNb NONMANUF ACTUR ING — — — — — ——— —— — STENOGRAPHERS* SENIOR — — - - — — — MANUFACTURING — — — — — — — — — ———— NONMANUFACTURING — — ——— — — CuTTPUDHADn nDCD A A D C ___ T MOM ANUr ACIUKlNb _ ___ N Nil AK 1CAPTl IDTKir U M ll CUTTPUuP*Qn Urunfl 1Un*nC,L*Lr 1iUlNib I 3 bw i 1CnrJUAK ADCDATnD.DCPPDTTHMTCTCU m anufacturing — — — — — — — — — ——— N ’N miNUr M 1U0 TK •••••• lflK!vA II rTI K in '\iU lM K If Aiv 1 l'N'* 1CO cn 40 lP 1 a 1ca *CA Tn AMCPD TDTK 1 apu TmC UKtHA 1UKb* TRANbcKlBlNb~MACnlNt rtoCD »THDC LCMCDAt _ __ ____ _ 2 a A 1A 1 * CA /a 1Q9 ft! M N AAIi | AC 1U ING — — — PM ANUr APTl IDTM U C N M U R L — —— — — 40.0 192.00 143 Cf 116 191 ea . 6e 151 1c 3 pAunuTpn Anrn ATAnp ri *r c a ** CUMrUILK Ur't.KAlUKb* CLAbb A ••••••• M N ANUr At 1U TM L — — — — — — — — Nnktki A I ICAPTl IDI N _______— — UMM K G — — — _________ — — i CUnrU f LK UrtKfl (UKbi CLAbb O 155 00 rnuoiirro noroA T noc. n acc h kUMJANUr AC 1U TNo lPN M C k 1CO•Ca NT MA l 1 APTl ID1K K IL 1Da D O 157.00 AAimiiTrn Anrn aTaap pi »rr P FUI .K 176.50 CUM C UKLKAIUKb* CLAbb C kU lMA I 1"AL 1U 1NP ~ ——~ — lH M M C P'T K U k — N N ANUr A 1IDTMI 189 00 1 f D.00 PAlfDl ITCD KKUoKAMMLKb ^ A 17C A LUMrU1tW DDPiLD AkUiCDC t DllrTKICrr * CLASS A 201.00 DUS 1Nt SS . PI Arr A kiPM ANUr AC 1U TKlL N NUAM 1 APTl ID1Nb UM I C K 166.00 149.00 pAijni | rD DDPP DAUUCDC * CUM T HU1LK rKUuKAMMLKb _ DIICTklCCC. Pi ACC D 177 nn DUilNtJO* 1 ( 3.00 kjAuu aM r APTl ID Tki/’l N N AN 1 AC lUKJLNb •••*•***•••**•••*• UM lC U 207.00 PPMDl 1I tK rKUoKAMMLKb* CUM TCO DDLLDAUMCDC. KU □I ICTkiCCC * CLAbb C bUblNLbb* PI ACC P • M N Ak I APTl IDTkIP NAklUANUr*AC 1U 1N **■*"** U M ll C K U * * *•***■*'" PAM ITCD CVCTCTUC ANMLTbtb* DI K I CUrlKIJ » C bTDir.nb A IA YCTC. .K oiictmccc d r)Uj l N t J j *. Pi acc (J — — — — — — — — ——— ——— M U I IFAPTI 1 TK •■■■■■ — — — AM AM — NUNMANUr M 1UK iNU — C Q in — — — — — HDAfTCDC. CLAbb A — * — UKAr 1t.Kb * PI ACC A — ” * *• ** M KM K FAPTIID K H J ANUr TK ^ NwNMM IM ftUIUKlINU ™ 40.0 129.50 1 T 1 . CU A AJ1 D U »ir 1uKO f ULMuv W K 40.0 129.00 nR&FTPDQ. PI ACC D MAN ICAPTl IDTklP Akll r M U AL 1U 1No ***■ •• K ■• ** KO IM K ITM 1UK TK — — — — — — — — J K A Il in NUNMANUr APTl ID], NO — — — — — — — U ™™ ™ 40.0 165.00 1Df.DO C Ca sT 40 . 0 A 70 . c: 168.50 nDAFTFDC * CLAbb P UKM 1CK j - PI ACC C r * • * 39 3 78 72 39.5 114.50 TO C JT . D 114.00 poi te l A1 ol 160 Average (mean2) W eekly W eekly earnings 1 (standard) (standard) 165 151 120.00 38.5 121.00 C rpTDnKJ TPC TFPWKlTr TA iC | N CLDC 1KUtilCO ICCMNlCiANb $ ■n ^ 30 J7 . J 7Q c J7 . D fS S :S S 91 79 3 9 .5 176.50 3 9 .5 180.50 65 47 3 9 .5 155.50 39.0 159.00 __ DO j. 7Q 7Q e 7A7 ftft 3 8 .5 2 o 2 .00 Pin clU 200 7Q - J PH ^cn 07 . c: CO X. D U 7Q K P7T Crt 3 7 .0 cJl.DU 57 56 70 n 3V. 0 164 . 50 70 ft 37.U 164,50 7P f c. 45 -JO q J 7 . J 246.50 70 n 2D1 O J7 . 3 PCI . nn U ii^ 113 98 2n .0 226.00 0 n ppf*AA im 1D D -p - Jf 1 1A 1 1o 188.00 2n n 192.00 2n .0 187.00 0 n Q1 7i ft 40 0 1HD , H l 3 A 3U 91 4 0 .0 228.50 46 4 0 .0 251.00 40 . 0 116.00 IQ C A1 f AA 7 J7# D 1 1* •Ou 40.0 115.50 ELECTRONICS TECHNICIANS* CLASS A- PROFESSIONAL AND TECHNICAL HPPI IPaT 1U iC • W KPl’ PKO UU IL lO hi M UUUUrA 1 T IN 28 cJJ 34 199 3 9.0 148.00 TYPISTS* CLASS A MANUF ACTUR I N G NONMANUFACTUR ING — — — — — — TO A 121.DO J7#0 1P1 CA PAUhilTCn UrtKAIUKb* CLAbb O ••••••• CUMKUICR AOCnfcTPnr PI ACC U 39 0 3 9.5 1 1QCA 1^7H ft 39.0 143.50 4 0.5 126.00 39.0 120.50 PPMKU DIITCD UrcKAIUKb* CLADb v CUM 1tK APCDaTHDC Pi A C C C M kJUA I | APTl IDTM — NAN ANUr fl C 1UK JNL UMM C t O O Q cry 29 3 9.5 113.50 7Q c: J 7 .3 113.50 39.5 116 50 40.0 112.00 TYPISTS* CLASS B NONMANUF ACTUR ING pi ini T * IiTTl lllb C P PUBLIC U llLT T Tb C __ ________ _ 277 249 "l > 39.5 103*50 39.5 100.50 40.0 126.50 PniilDllTCD KKUUKAMMCKb* CUM KU1tK DDnLD AUUfc'DC. D | TM c c . CLAj j r l C C | DUbliNLJj* p ACC tt A .A 40 0 .0 216.00 ^ 40*0 134*50 NOTE: Earnings data in table A -3 relate only to workers whose sex identification was provided by the establishment, to all workers in an occupation. (See appendix A for publication criteria.) See footnotes at end of tables. Sex, occupation, and industry division N ber um of w orkers PROFESSIONAL AND TECHNICAL OCCUPATIONS - M EN OFFICE OCCUPATIONS W OMEN— CONTINUED $ 4 0.0 181.50 190.50 176.00 Average (m ean2) N ber um of W eekly W eekly w orkers eam ings (standard) (standard) Earnings data in tables A - l and A -2 , on the other hand, relate Hourly earnings3 — _ — _ — Num ber o f w o rk e rs re c e iv in g stra ig h t-tim e h ou rly earnings o f— j | % S > S S j j $ j j j ------- S j ---------1 $ 3 ,3 0 3 .4 0 3 .5 0 3 .6 0 3 .7 0 3 .8 0 3 .9 0 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 .2 0 5 .4 0 5 .6 0 5 .8 0 6 .0 0 6 .2 0 6 .4 0 6 .8 0 Under and | _ under 3 .3 0 _______ 3 .4 0 3 .5 0 3 .6 0 3 .7 0 3 .8 0 3 .9 0 4 .0 0 4 . ?Q 4.4Q 4 .6 0 4 ,8 0 5 .0 0 5 .2 0 5 .4 0 5 .6 0 5 .8 ft 6 .0 0 6 .2 0 6 .4 0 6 .8 0 7.2Q O ccupation and industry division $ 7 .2 0 and over ALL WORKERS 52 26 $ 5 .8 7 6 .2 5 $ CARPENTERS. MAINTENANCE -----NONMANUFACTURING --------------- 5 .7 7 6 .3 4 $ $ 4 .7 4 - 6 .43 5 .2 3 - 7.56 1 1 “ ELECTRICIANS. MAINTENANCE — MANUFACTURING --------------------NONMANUFACTURING --------------- 121 91 30 5 .9 8 5 .7 2 6 .7 9 5 .7 2 5 .4 5 5.80 5 .4 0 - 6.48 5 .3 9 - 6 .35 5 .7 2 - 8.72 - - . _ - _ _ 1 1 - - - - - - “ 1 ENGINEERS. STATIONARY ---------MANUFACTURING — -----------— NONMANUFACTURING --------------- 179 87 92 4.90 5.11 4 .6 9 4 .6 5 4 .6 5 4 .6 5 4 .1 5 - 5.80 4 .6 5 - 6.32 4 .1 5 - 5.23 5 5 - 2 2 5 5 3 2 1 2 2 3 3 - HELPERS. MAINTENANCE TRADES MANUFACTURING --------------------NONMANUFACTURING -------------- 69 35 34 4 .5 3 4 .7 2 4 .3 4 4 .7 6 5 .0 5 4 .7 6 4 .3 9 - 5 .05 4 .5 6 - 5.05 3 .5 0 - 4 .7 6 2 2 1 1 - 12 4 8 • - . - MACHINISTS. MAINTENANCE -----MANUFACTURING ------- ------------- 83 81 5 .7 5 5 .7 2 5 .5 2 5 .5 2 5 .2 0 - 6.48 5 .1 9 - 6.48 • ~ . “ - “ _ “ ~ ~ MECHANICS. AUTOMOTIVE (MAINTENANCE) ------------------------MANUFACTURING -------------------NONMANUFACTURING -------------PUBLIC UTILITIES ---------- 342 53 289 280 5.91 5 .1 3 6 .0 5 6 .0 5 6 .4 4 5 .1 4 6 .6 7 6 .6 7 4 .6 1 4 .3 2 4 .6 1 4 .6 1 - - • - - MECHANICS. MAINTENANCE -------m a n u fac tu r in g -------------------- 423 399 5 .0 8 5.00 4.81 4 .6 5 4 .2 9 - 5.93 4 .2 9 - 5.54 * * “ - 5 5 PAINTERS. MAINTENANCE ---------- 34 5 .2 5 5.30 4 .4 8 - 6.32 3 1 - 1 PIPEFITTERS, MAINTENANCE — 60 6 .1 7 6 .3 2 5 .2 7 - 6.43 * ** *** W ork ers w ere d istribu ted as fo llo w s : W ork ers w ere distribu ted as fo llo w s : W ork ers w ere d istribu ted as fo llo w s : See footn otes at end o f ta b le s . 7.00 5.52 7.00 7.00 _ - 1 1 _ _ - 1 - 1 1 1 at $ 7 .2 0 to $7.40; 1 at $7.60 to $7 .8 0 ; and 6 at 8 at $7.20 to $7.40; and 8 at $9 to $ 9.20. 1 at $7.20 to $7.40; and 6 at $9.20 to $ 9.40. ” “ 7 “ 1 - 5 1 5 5 “ - - 2 - 4 2 9 5 4 4 ~ 2 2 - 3 2 1 1 1 10 10 - 6 6 - 29 28 1 10 10 4 3 1 7 7 - 6 6 21 21 - - 1 10 10 “ 18 3 15 5 1 4 8 8 32 25 7 21 8 13 12 8 4 5 5 1 1 • - 19 8 8 - 20 19 1 - _ - . “ 1 1 3 3 “ 6 6 - 21 21 4 4 “ 18 18 “ _ 1 _ _ - - - 1 - _ " - * * . “ 1 1 1 1 3 3 1 1 15 15 17 17 10 10 “ 3 3 “ - 8 7 1 1 5 5 ~ - 97 97 97 6 6 “ 10 6 4 4 6 6 - 9 9 - 4 2 2 2 4 “ 7 7 25 25 15 15 89 89 14 14 50 50 29 29 23 23 19 19 23 23 - - - - - 2 7 - - 2 2 4 1 4 “ 4 4 - 1 1 - 1 1 1 _ 2 2 _ 3 19 - _ • - - _ 1 1 _ - *8 8 **16 2 14 _ - * - _ “ 2 2 24 24 5 3 - 12 3 9 - 10 2 8 8 52 4 48 48 118 5 5 15 15 14 14 10 9 47 47 29 9 - - - 1 - 9 4 2 - 2 4 “ 2 11 17 4 4 118 118 " 1 1 1 * Workers were at $6.40 to $6.80. ** Workers were distributed as follows: See footnotes at end of tables. 344 at $6.40 to $6.8 0 ; and 23 at $6.80 to $7.20. Table A-5. Hourly earnings of custodial and material movement workers in Omaha, Nebr.—Iowa, October 1974— Continued Hourly earnings3 O ccupation and industry division of workers % S Number * M ean2 Median2 Middle range 2 Num ber o f w o rk e rs re ce iv in g stra ig h t-tim e h ou rly earning s of— $ S $ S S S $ s s i S 1 ----- T ------ s % 3 .0 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 . 20 5 .4 0 5 .6 0 5 .8 0 6 .0 0 6 .4 0 $ 2 .4 0 S 2 .6 0 $ 2 .8 0 2 .4 0 2 .6 0 2 .8 0 3 .0 0 3 .2 0 3 .4 0 3 .6 0 1 .9 0 2 .0 0 2 .2 0 and under and 2 .0 0 2 .2 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 .2 0 5 . 40 60 5 .8 0 6 .0 0 6 .4 0 over ALL WORKERS— CONTINUED TRUCKDRIVERS - CONTINUED TRUCKDRIVERS* HEAVY (OVER 4 TONS* OTHER THAN TRAILER TYPE) -------------- 224 $ 5 .0 2 $ 5 .0 7 $ $ 4 . 8 7 - 5 .0 7 5 TRUCKERS* POWER (FORKLIFT) ---------------MANUFACTURING -------------------------------- — NONMANUFACTURING ------------------------------ 610 396 214 4 .7 2 4 .5 3 5 .0 6 4 .9 1 4 .1 3 5 .4 8 4 . 1 2 - 5 .4 8 3 . 9 7 - 5 .4 0 4 . 9 8 - 5 .4 8 . WAREHOUSEMEN --------------------------------------------MANUFACTURING ------------------------------------ 679 169 5 .1 8 4 .4 3 5 .4 3 4 .4 8 5 . 4 3 - 5 .4 3 4 . 1 2 - 4 .8 2 _ See footn otes at end of ta b le s. - . _ 1 1 1 1 _ _ _ - 2 2 • 45 40 5 5 3 2 2 2 23 23 41 41 14 - 5 12 12 21 21 90 86 4 36 • 13 13 3 3 17 17 1 1 30 5 10 116 2 “ 42 “ • “ 3 3 17 17 35 13 22 - 60 59 1 - _ - - - “ 191 64 127 - “ 47 35 12 14 14 44 44 13 13 1 1 510 1 . _ - _ 36 38 38 - Table A-6. Average hourly earnings of maintenance, powerplant custodial, and material movement workers, by sex, in Omaha, Nebr.—Iowa, October 1974 Sex, occupation, and industry division Number of workers Average ( mean 2 ) hourly earnings3 CARPENTERS* MAINTENANCE »«■«*— — — 52 D CO O 1O1 XcX 91 Da JO 179 92 D C JD D A JH MAtnlNIblbi MAINTtNANLc ••*••••••*• M NIiFArTl iPTN A Ift dCry AklTTC AU1UMUllvt t MttnANICbf A IT^UinT 7wC /UA TklTC i A riT^ K W u A U AL 1U XN ikii ir *m inr iic n iN r K L MK rak if ar*Ti id r Kiel n ffu it IVUliWAlMUr AU 1 UK I Ivh D O A CD JJ OQ O 280 r v j i n n ai U n lc T U"J i1 AL a m U HAI CA Mrf h m a t p r t1a i AL /ii tA K n e Akin wA * r u i i F M b U a o U b AND U A T Lnr«C.N iZ U Akll 1 ATTl lO C _ ^^ C TM MANUr A L 1 UK 1 NG ADJ HC D DQ O Jtt u Akll i r A L T lU K l N o M ANUr A T 1 IQTklA ki AkikJ A NUr A n i U K T k u Ji N UN MA K IP A L T 1)D X Nm ——————————————— m i n i t r* i i t t i T T T r c K U H L X L U l i L X I X c o • -• • • • • • • • • • • 5# 08 5 • 25 IT 6*17 C AA D .U U T K U L Mn K T V r K b .» H p a u Y u 1 o i i r v JD i u t D c EAV v IK AXLtK IT rt) u Ma m i i c A LT iUKXNvp —— ANUr a r I i d Tkm / n VEf ( U u r D' /. A D C H. JD 4 .2 3 3 .9 5 4 .0 2 4 .8 4 4 .8 4 C D D D.CV a A7 *♦•01 C.C7 D#Df 6*60 J* JO C .4 1 D AX A Df H. JD c .O 7 D A 9 6 .41 takic. lU N b* — —— NONMANUFACTUPING ----------------------------------------DllDIL X L U 1 X L T T i t s • • • • « • • • • • • • • IITTI X 1 T P C r U H Tf mov / p m p m t “ ;J V tT“ C 1 315 1An $ 4*23 4 .5 0 613 147 466 C . DC 5 fo 4 .4 7 6 . 16 A.711 O. f MN E - — ____ — ________ — GUARDS t MANUr A L 1 UK X N o 131 105 C. Ofi Dcrc f wTkic n cditc DC 5 to 9D . _________ klDN ANUr ALT1KTklD_______— ID c/» N kiki Ak IP Ar 1U INu U M ll D H 5 . 72 6 .7 9 CU D Tkin ri C IT T D D C 77 u ak ic ALti iDINo — _________ cH M ii a^ 1U Tkir. _________ — ANUr K DI a 4*90 C. 11 5 XX ruTnrmi/' nin nc^ctuTkit! n rOi/r •••• 4« 69 SnXrrXNo AN KfcLcIVXNo LLfcKKS — 79 D 57 NONMANUFACTURING — ----------------------4 .5 3 1 t D r0 1 •J 7 a 4 .7 2 toi iri/no t u r D c ______ _________ ______________ y A ll 1 ATTl tD TklC ADD A D A *fJ J *f. JH M k UCA L 1UKlINo AN r kinM AN r APTI ID Tkm U kU 0^7 NUN A ll IPA L 1U 1(V ••••••*•••••••• M K O VJ f Dl IDI TP U llL lilc D dq J Jo d r UHL1L IITTI TTTCC — 5 . 75 c 7? D. f c TRUCKDRIVERS* LIGHT (UNDER i — / n 1UNO/ — — — — — — — — “ — i — 137 1* L/C. Tnkici — — — — — — — — — — kUNk ANUr ALI UD TNo ••••••••••••••• l i iA t C lm M NnkM k11 Ar TilKi kC 5 .91 5*13 TDi J/^vTlD T WCDC kflCDTI Iki # 1 — 1 / 0 T A 6*05 TKUCKURlVERb* M EDIUM TU Akin X k n U U k i A H I U Nb i ANU T NiL L i i n i1 NO a t a k i cJ _—______________ 394 6# 05 cn ou MAT l 1 n s i l 'MTFKi AKir F OCCUPATIONS $ __ O. Of PACKERS* SHIPPING — — -------— - — == u ANUr AL 1U Tkm — — — ____ ___ am M i Ic AC*Tl IDI N K O __— __^ 6 •25 3A —— ———— —— ••••«••••••• MA l l N l L N A N L L M A TKiTCMAKiPF P T P t r T T T F n Qtr J r F F 1 1 1t P j 83 81 COT n n m ▼r> i i t t i t t i r r r UHL I L U i l L I l i c b DA lT MIT CK o f. r A N L OC Average (m ean^) hourly earnings 3 CUSTODIAL A D MATERIAL M VEM T N O EN OCCUPATIONS - M N CONTINUED E— MAINTENANCE AND POwERPLANT OCCUPATIONS - M N E u rL AMTT' b MA TKITCM A Ai rC MrL U n A N X LC f MAIN 1 tNANtt u AAll 1C Ar* Tt ID T Ki n Number of workers Sex, occupation, and industry division ------- TRUCKDRIVERS* HEAVY (OVER 4 TONS* f t T u r n ruaii r n > ti f-n runr \ U ln tN InAN IKAXLLK | Y r t / ••••••• D QI O•o 1 27 • ^ • * “ "***• **“ JANITORS* PORTERS* AN CLEANERS D MANUFACTURING AI ** J 4 .4 7 1*560 2 .51 3 .7 2 Dl^A D DQ C CT — —————————— 1 *^57 CAD O 4* J 262 1PC IC O • ■ ■ • • • *• NONMANUFACTURING u ADcum icruPki — MANUFACTURING — ————— —— — — 224 5 .0 2 605 D 1 D JVX Dl A c 14 A^7P ft 4 .5 4 5 .0 6 674 164 C a 1“ p . 1Q 4 .4 5 3.81 u iA T E R I A L UAkimLT N v f i — — —— ________ — M T C O T ai HANU I M MANUFACTURING iiALiti A il 1C A /*TI ID T K ! —________ ——_—————— k A L 1 U K i NIT NUN MA NUr o m t m * r i i t t i T T T C C ___ ___ ——_____ ^ PUBLIC UTILITIES — — — — — — rni in t/cn r nnurn / rn m /i r r n IK U LnuK ot rUKtK irU K f\ L iri/ u a kii i r A n T iU K X N u MANU c a L 1 i d t km NUN MA NUr A L l UK I N o PUBLIC UTILITIES ~ i A Dnncnc LABORERS* ORDER FILLERS — — — —— — — — —— MANUFACTURING — — — — — — — — NONMANUFACTURING DQO Job 134 254 A PQ H . Co CUSTODIAL A D MATERIAL M V EN N O EM T 0CCUPATIDNS“ W E 0M N lAhlTTnRQ. r H O f P P C . A Kin v Ltn( VC.r\D * JMI Vi l U n j f P U o lT c o D l m Ii U n FAKI PDC mmm KiDMMAMI | FA rT I ID T INwiNriANUr ALIUKXOIVP *••••• ••••*••• DJO p Dl C . JX 5 24 613 2 .2 8 D A T T C K o . C UT DD N m — r A L flV C D C t g f l X r r XT kU u Akii i r A L T iUK I N o ••••••••••••••••••••••• M ANUr A r I i DT km klAklki ANUr ALIUKXNU ••••••••••••••• ——————————— N N A kll IP AATI ID T k m UM 112 61 C1 PX D DC J . Jo D Ct J .OD A O O 4.TC A CD C H. O 3 .5 1 NOTE: Earnings data in table A -6 rela te only to w o rk e rs whose sex identification was p ro v id e d by the establishm ent. Earnings data in tables A -4 and A -5 , on the other hand, relate to all w o rk e rs in an occu pation . (See appendix A fo r publication c r it e r ia .) See footn otes at end o f ta b les. Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts, in Omaha, IMebr.—Iowa, for selected periods Industry and occu pation al group Septem ber 1972 to Septem ber 1973 Septem ber 1973 to O ctober 1974 13-m onth in c re a s e Annual rate o f in c re a s e A ll in d u stries: O ffice c le r ic a l (men and w o m e n )-------------------------E le ctro n ic data p r o c e s s in g (men and w o m e n )___ Industrial n u rses (men and w o m e n )______________ Skilled m aintenance trades (m e n )------------ ^----------U nskilled plant w o rk e rs (m e n )------------ ------ ----------- 6.2 * ** 6.4 5.6 10.4 9.9 ** 12.6 7.5 9.6 9.1 ** 11.6 6.9 M anufacturing: O ffice c le r ic a l (men and w o m e n )_________________ E le ctro n ic data p r o c e s s in g (men and w o m e n )___ Industrial n urses (men and w o m e n )--------------------Skilled m aintenance trades (m e n )------------------------U nskilled plant w ork ers (m e n )-------------- --------------- ** * ** 7.0 6.9 ** ** ** 10.8 8.3 ** ** ** 9.9 7.6 Nonm anufacturing: O ffice c le r ic a l (m en and w o m e n )_________________ E le ctro n ic data p r o c e s s in g (m en and w o m e n )---Industrial n u rses (men and w o m e n )______________ Skilled m aintenance trades (m e n )------------------------U nskilled plant w o rk e rs (m e n )------------------------------ 6.0 * ** ** 10.4 10.7 ** ** 6.9 9.6 9.8 ** ** 6.4 * ** 4.9 Data not available. Data do not m eet publication c r it e r ia . NOTE: The percent in c re a s e s p resen ted in this table are ba sed on changes in average hourly earnings fo r establish m en ts reporting the tren d jo b s in both the cu rren t and previou s year (m atched establish m en ts). They are not affected by changes in average earnings resulting fro m em ploym ent shifts among establishm ents o r tu rn o v e r of establishm ents included in survey sam p les. The p ercen t in c r e a s e s , h o w e v e r, are s till a ffected by fa c to r s other than wage in c re a s e s . H irin gs, la y o ffs , and tu rn over m ay a ffect an establishm ent average fo r an occupation when w o rk e rs are paid under plans providing a range of wage rates fo r individual jo b s . In p e rio d s of in c re a s e d h irin g , fo r exam ple, new e m p loyees enter at the bottom of the-range, dep ressin g the average without a change in wage ra te s. Th ese wage trends are not linked to the wage indexes p r e v io u s ly published fo r this area becau se the wage indexes m e a su re d changes in a rea a verages w h ereas these wage trends m easu re changes in m atched establishm ent av e ra g e s. Other c h a r a c te r is tic s of these wage trends w hich d iffe r fro m the discontinu ed indexes include (1) earnings data o f o ffic e c le r ic a l w ork ers and industrial n u rses are co n ve rte d to an h ou rly b a s is , (2) tren d estim ates are provided fo r nonm anufacturing establishm ents w here p o s s ib le , and (3) tren d estim ates are p rovided fo r e le ctr o n ic data p r o c e s s in g jo b s . F o r a m o re detailed de scrip tio n of the m ethod used to com pute th ese wage tre n d s, see "Im proving A re a Wage Survey In d e x e s ," Monthly L a bor R e v ie w , January 1973, pp. 5 2-57. B. Establishment practices and supplementary w age provisions Other in ex p erien ced c le r ic a l w ork ers Inexperienced typists M inim um w eekly straigh t-tim e s a la r y 4 A ll schedules 40 All schedules Nonmanufacturing Based on standard w eekly h o u r s 6 o f— A ll industries B ased on standard w eekly h o u r s 6 of-— A ll industries M anufacturing Nonmanufacturing M anufacturing A ll schedules 40 40 All schedules 40 E stablishm ents stu d ie d ------ ----------------------------------------- 162 56 XXX 106 XXX 162 56 XXX 106 XX X E stablishm ents having a s p e c ifie d m in im u m ---------------—---- 37 13 11 24 15 60 21 19 39 30 $ 75.00 and under $ 7 7 .5 0 --- ------------------------- ---------------$ 77.50 and under $ 8 0 .0 0 ___________________ ___________ $ 80.00 and under $ 8 2 .5 0 _______________________ ________ $ 82.50 and under $ 8 5 .0 0 . — --------------------- ---------------$ 85.00 and under $ 8 7 .5 0 _________________________________ $ 87.50 and under $ 9 0 .0 0 .. . . . --------- . . . ----------------------------------$ 90.00 and under $ 9 2 .5 0 . ---- ---------------------------------------------------$ 92.50 and under $ 9 5 .0 0 ----------------------------------------------------------------$ 95.00 and under $ 9 7 .5 0 _____________________________________________ $ 97.50 and under $ 100.00 ----------- ---------------------- ---------------------$ 100.00 and under $ 102 .50 __________________________________________ $ 102.50 and under $ 105 .0 0 . ------------------------------------------------------$ 105.00 and under $ 107 .50 __________________________________________ $ 107.50 and under $ 110 .00 __________________________________________ $ 110.00 and under $ 112 .50 __________________________________________ $ 112.50 and under $ 115 .00 --------- ----------------------------------------------$ 115.00 and under $ 117 .50 -------- ------------------------------------------------------------------------------------------------$ 117.50 and under $ 120 .00 — $ 120.00 and under $ 122 .50 __________________________________________ $ 122.50 and under $ 125 .00 -----------------------------------------------------------$ 125.00 and under $ 127 .50---------------------------------------------$ 127.50 and under $ 130 .00............................................. .......... $ 130.00 and under $ 132 .50---------------------------------------------- 1 2 4 2 5 2 3 1 1 _ . 1 - - - - - 2 1 2 4 4 2 1 1 - 2 1 1 2 8 6 6 4 9 1 2 2 2 3 2 7 4 4 2 6 6 1 3 1 6 1 1 1 - - 1 1 1 E stablishm ents having no s p e c ifie d m in im um --------------------- 30 16 E stablishm ents w hich did not em ploy w o rk e rs in this c a t e g o r y -------------------------------------------------------------------- 95 27 See footnotes at end of tables. - - - 2 2 - - - 3 2 - 1 - 1 2 2 2 3 - - - - - - - - 1 8 5 2 4 2 4 1 6 1 1 6 1 - - - - - 1 1 1 1 1 1 - - - - - - - - 2 1 3 1 - - - 3 1 - - 3 1 - - - - 1 5 1 5 - - - - 1 7 1 - - 2 1 2 1 - - - 1 1 1 1 1 1 - - - - 2 1 - - - - 2 1 - - - 1 - - ■ 1 1 1 1 1 1 1 XXX 14 XXX 53 23 XXX 30 XX X XXX 68 XXX 49 12 XXX 37 XXX - - - - - - 1 1 ■ 1 “ (A l l f u ll - t im e m a n u fa ctu rin g plant w o r k e r s = 100 p e r c e n t) W o r k e r s on la te s h ifts A ll w o r k e r s 7 S e co n d sh ift T h ir d s h ift S e co n d sh ift T h ir d sh ift P ercen t o f w ork ers In e s t a b lis h m e n ts w ith la te sh ift p r o v is io n s ------ 89.1 W ith n o p a y d iffe r e n t ia l f o r la te sh ift w o r k ____ W ith p a y d iffe r e n t ia l f o r la te sh ift w o rk ............... U n ifo r m c e n t s -p e r - h o u r d iff e r e n t ia l________ U n ifo r m p e r c e n t d i f f e r e n t i a l _________________ O th e r d i ff e r e n t ia l______________________________ 1.5 87.6 62.1 25.5 " 82.3 _ 82.3 54.5 25.5 2.3 21.6 .2 21.5 13.3 8.2 - 6.2 _ 6.2 4.1 1.9 .2 A v e r a g e pay d iffe r e n tia l U n ifo r m c e n t s -p e r - h o u r d i ff e r e n t i a l ____________ U n ifo r m p e r c e n t d i f f e r e n t i a l ____________________ 12.1 9.1 16.0 9.8 12.8 9.3 4.6 .8 .9 18.7 10.2 1.9 .8 .9 11.1 .1 .1 18.1 10.3 P e r c e n t o f w o r k e r s b y type and am ount o f pay d iffe r e n t ia l U n ifo r m c e n t s -p e r - h o u r : 5 c e n t s __________________________________________ 7 lfz c e n t s _______________________________________ 9 V2 c e n t s _______________________________________ 10 c e n t s _________________________________________ 12 c e n t s _________________________________________ 12 V2 c e n t s ______________________________________ 13 c e n t s _________________________________________ 14 c e n t s ______________ ___________________________ 15 c e n t s _________________________________________ 17 c e n t s _________________________________________ 18 c e n t s _________________________________________ 20 c e n t s _________________________________________ 22 c e n t s .________________________________________ 24 c e n t s ______ __________________________________ 25 c e n t s .. . ________ ______________________________ U n ifo r m p e r c e n t : 5 p e r c e n t ________________________________ _______ 6 p e r c e n t _______________________________________ 7 p e r c e n t ...................................................... ................. 8 p e r c e n t _______________________________________ 10 p e r c e n t ______________________________________ 12 p e r c e n t ______________________________________ F u ll d a y 's p a y f o r r e d u c e d h o u r s ________________ S ee fo o tn o te at end o f ta b le s . - 3.9 7.3 11.4 2.8 _ . 1.4 2.2 - 3.3 1.2 18.8 - - - 3.8 3.2 .5 - 1.8 - .2 - 1.3 .7 2.8 .8 .3 .3 .6 - .7 - .4 8.6 5.8 5.0 2.8 3.2 1.4 .6 .5 - 10.5 .8 1.4 1.2 18.8 3.3 2.3 - - .1 1.0 .5 1.1 - - 6.6 1.6 .3 - .2 O ffic e w o rk e rs Plant w o rk e rs Item A ll industries M anufacturing P u blic utilities A ll industries M anufacturing 100 100 100 100 1 89 1 88 1 _ 2 3 _ 100 100 _ _ P u b lic u tilities Percent of workers by scheduled weekly hours and days All full-time w o rk e rs___________________________________ 35 hours— 5 days _____________________________________________ 3 7 V2 hours— 5 days___________________________________________ 3 8 3/1 hours----5 days ....... . __ 40 hours 4 days__________________________________________________ __ _____ _________ 5 days _ 40 V2 hours— 5 days___________________________________________ 42 V? hours— 5 days ___ _ _ __ ......... 43 3A hours----5 days 44 hours— 5 V2 days ........ ................... 45 hours— 5 days _ _ _ _______ 47 V hours----5 days -> _ ........... ............ 48 hours _____ _ _ 5 V da vs o ........ ..... ............. 6 days 50 hours ......... ...... 5 days_______________________________________________________ 6 da.vs ....... 53 V3 hours----5 V? davs 55 hours--- 6 days 100 3 _ 2 81 (9 ) 81 (9 ) 1 1 1 1 1 7 (9 ) 6 2 (9 ) 1 _ (9 ) (9 j (9) 11 21 65 (9 ) 65 (9 ) (9) (9) (9) (9) (9) (9) (9) (9 ) (9 ) 3 1 2 _ 1 (9 ) (9 ) (9 ) 3 1 (9 ) 92 (9 ) 92 1 _ _ 1 1 _ 100 100 _ 100 - _ _ _ _ _ (9 ) (9 ) (9 ) Average scheduled weekly hours All weekly work schedules. See footnote at end of tables. ________________________ 40.3 40.6 40.0 39.5 40.0 40.0 O ffice w ork ers Plant w ork ers Item A ll industries M anufacturing P u blic u tilities A ll industries M anufacturing 100 100 100 100 P u blic u tilities P e r c e n t of w o rk e rs A ll fu ll-tim e w o r k e r s ____________________________________ 100 In establish m en ts not p rovidin g paid h o lid a y s______ __ ________ ____________________________ In establish m en ts p rovid in g paid h o lid a y s __________________________________________________ 9 1 5 (9 ) (9 ) 91 99 95 99 99 100 7.8 8.6 8.5 7.9 8.2 8.5 100 - A v era g e n um ber of paid h olid ays F o r w o rk e rs in establish m en ts provid in g h olid a y s--- ------------------------------------------------------------P e r c e n t o f w o rk e rs by n um ber of paid h olid ays p r o v id e d 10 1 h o lid a y ____ . _______________________________________________ 2 h olid a ys_______________________________________________________ 4 h o lid a y s _____ _______________________________________________ 5 h olid a y s_____ ________________________________________________ ---------------- ------------------------------------- ---------------6 h olid a y s-----6 h olid ays plus 1 h alf d a y — - — ____________________________ 6 h olid ays plus 2 h alf days---------- ------------------------------------------7 h olid a ys____________________________________ _________________ 7 h olid ays plus 1 h a lf d a y — ---------------------------------------------------7 h olid ays plu s 2 h alf days____________________________________ 8 h olid ays ___ ______________________________________________ 8 h olid ays p lu s 1 h a lf d a y --------------------------------------------------------9 h olid a y s— ------------------ ---------------------------------------------------------9 h olid a ys plus 2 h alf days---------- ------------------------------------------10 h o lid a y s _____________________________________________________ 1 1 h o lid a y s -------------------------------------------------------------------------------------- ---------------------------------------------------------12 h o lid a y s ----- „ 13 h o lid a y s ------ ------------------------------------------------------------------------- _ - - - - 4 (9 ) 19 (9 ) 15 (9 ) - - (’ ) (?) 2 18 15 3 (?) (9 ) 13 5 (9 ) 33 (9 ) 25 (9 ) 4 (9 ) 1 9 - 1 - - 1 2 14 24 (9 ) 14 32 (9 ) 19 5 34 - 9 3 (9 ) 1 54 - 2 - 1 1 n 1 (?) (9 ) (9 ) 14 (?) (9 ) 25 5 1 5 33 (9 ) 11 4 1 1 - 6 - 1 30 63 (9 ) - P e r c e n t of w o rk e rs by total paid h olid ay tim e p r o v id e d 11 1 day o r m o r e ---------------------------------------------------------------------------2 4 5 6 days o r m o r e --------------------------------------------------------------------------days o r m o r e --------------------------------------------------------------------------days o r m o r e — ----------------------- ------------------------------------------days o r m o r e — __ ---------------------------------------------------------------6 V2 days o r m o r e ----------------------------------------------------------------------7 days o r m o r e --------------------------------------------------------------------------7 V2 days o r m o r e ----------------------------------------------------------------------8 days o r m o r e --------------------------------------------------------------------------8V2 days o r m o r e — ---------------------------------------------------------9 days o r m o r e --------------------------------------------------------------------------10 days o r m o r e ------ ---------------------------------------------------------------11 days o r m o r e „ -------- ----- -----------------------------------------------12 days o r m o r e — ------------------------- ----------------------------- ---—---- ------- ----- -----------------------------------------------13 d a y s ___ 91 90 90 87 87 68 68 52 52 36 36 12 4 1 1 95 95 95 95 95 92 92 99 99 99 99 98 89 89 73 73 57 57 25 7 2 1 90 90 56 56 21 98 98 98 81 81 69 64 31 30 6 1 (?) (9 ) i s 1 1 1 — See footn otes at end o f ta b le s. 99 99 -- --------------------------------- 99 99 99 99 98 85 85 60 55 49 49 16 6 2 1 100 100 100 100 100 94 94 94 94 63 63 (9 ) - O ffic e w ork ers Plant w ork ers Item 1 0 A ll industries M anufacturing P u blic utilities A ll industries M anufacturing P u b lic u tilities 100 100 100 100 100 98 7 13 52 99 99 99 1 13 99 49 52 3 99 15 9 6 3 13 95 53 32 94 95 95 70 95 5 14 95 1 1 2 1 58 99 1 45 16 4 99 99 99 6 33 99 16 9 1 99 3 22 2 4 16 99 3 8 51 99 99 95 1 5 99 37 44 6 99 16 18 5 3 10 100 50 33 99 100 100 79 100 2 3 100 (’ ) (9 ) 1 12 46 Percent of workers All full-time workers New Year's Day______________________________________________ Martin Luther King's Birthday _ . Washington's Birthday_______________________________________ Good Friday ...... _ .. ___ _ _ ____ Good Friday, half day Memorial Day ............. Fourth of July . .. _ _ .... ..... Labor Day . ._ ____ . . .. .. Columbus Day ... ........ . .. .. Veterans Day ........ . . Thanksgiving Day___________________________________ ________ Day after Thanksgiving........... ..... ... . . . . . . ... ____ Christmas Eve .... . Christmas Eve, halfday . .... . _ .. ...... ._ _ Christmas Day _ New Year's Eve . .. ............... . ... _ Floating holiday, 1 day1 3 ... . ...... . ................ _ Floating holiday, 2 days 1 3 Floating holiday, 3 days1 3 ... ...... . _ .. Employee's birthday_________________________ ______________ See footnotes at end of tables. 100 90 3 14 30 86 87 90 (9 ) 16 91 24 27 2 90 7 9 4 2 24 O ffice w ork ers Plant w ork ers Item A ll industries M anufacturing P u blic u tilities A ll industries M anufacturing P u blic utilities 100 100 100 100 100 P e r c e n t o f w o rk e rs A ll fu ll-t im e w o r k e r s —------------ ---------- ------------------------------ 100 In establish m en ts not p rovidin g paid v a c a tio n s ________________________________________________ In esta b lish m en ts provid in g paid v a c a tio n s________________ ____________________ _________ L e n g th -o f-tim e p a y m e n t------------------ ------ ---------------------------P e rcen ta g e p a y m e n t _______________________________ _______ 2 - - (9 ) - - 98 89 9 100 85 15 100 100 - 99 99 (9 ) 100 100 - 100 100 - Am ount o f paid v acation a fte r: 1 4 6 m onths o f s e r v ic e : U nder 1 w e e k -----------------------------------------------------------------1 w e e k ----------------------------------------------------------------------------O v e r 1 and under 2 w e e k s ______________________________ 2 w e e k s ----------------------------------------------------------------------------- 4 23 (9 ) 1 9 32 1 3 23 - 1 48 5 (9 ) 7 49 2 1 2 41 - 1 y e a r o f s e r v ic e : 1 w e e k ___________________________________________________ O v e r 1 and under 2 w e e k s ______________________________ 2 w e e k s ----------------------------------------------------------------------------O v e r 2 and under 3 w e e k s ______________________________ 3 w e e k s __________________________________________________ 69 (9 ) 28 (9 ) (9 ) 64 _ 35 1 69 3 26 2 - 32 68 - 38 62 - 55 45 - 2 y e a r s o f s e r v ic e : 1 w e e k ___________________________________________________ O v e r 1 and under 2 w e e k s _______________________ ____— 2 w e e k s __________________________________________________ 3 w e e k s ------------------------------------------------------------ ------- -------O v e r 3 and under 4 w e e k s ______________________________ 27 2 67 (?) (9 ) 44 1 54 1 - 11 3 84 2 5 (9 ) 95 - 18 (9 ) 81 - 3 97 - 3 y e a r s o f s e r v ic e : 1 w e e k ___________________________________________________ O v e r 1 and under 2 w e e k s _____________________________ 2 w e e k s __________________________________________________ 3 w eek s _ . _______________________________________________ O v e r 3 and under 4 w e e k s ______________________________ 8 3 87 (9 ) (9 ) 8 1 89 1 - 3 95 2 2 1 97 - 6 1 93 - 100 - 4 y e a r s o f s e r v ic e : 1 w eek ___________________________________________________ O v e r 1 and under 2 w e e k s --------------------------------------------2 w e e k s ----------------------------------------------------------------------------3 w e e k s ----------------------------------------------------------------------------O v e r 3 and under 4 w e e k s --------------------------------------------- 6 2 89 (’ ) (9 ) 4 1 94 1 - 98 2 1 1 98 - 1 1 99 - 100 - 5 y e a r s o f s e r v ic e : 1 w e e k ___________________________________________________ O v e r 1 and under 2 w e e k s --------------------------------------------2 w e e k s ---------------------------------------------------------------------------O v e r 2 and under 3 w e e k s ---------------------------------------------3 w e e k s ----------------------------------------------------------------------------O v er 3 and under 4 w e e k s ______________________________ 2 1 81 (9 ) 12 (9 ) 1 91 9 - 90 3 5 2 (?) (9 ) 85 3 11 - (9 ) 90 10 - 86 14 - 10 y e a r s o f s e r v ic e : 1 w e e k ------------------------------------------------------------- ------- -------2 w e e k s __________________________________________________ O v er 2 and under 3 w e e k s --------------------------------------------3 w e e k s __________________________________________________ O v e r 3 and under 4 w e e k s ______________________________ 4 w e e k s __________________________________________________ 5 w e e k s ________________________________________________ — 2 23 1 70 (9 ) 2 (9 ) 1 19 _ 76 _ 3 1 (9 ) 3 95 2 - (9 ) 11 1 86 _ 1 - (9 ) 14 _ 80 6 - 3 _ 97 (9 ) " See footn otes at end o f ta b le s. - O ffic e w ork ers Plant w ork ers Item A ll industries M anufacturing P u b lic utilities A ll industries M anufacturing P u b lic u tilities (9 ) 9 5 80 _ 6 - 2 _ 98 _ (9 ) Am ount o f paid vacation a fter 14— Continued 12 y ea rs of s e r v ic e : 1 w e e k ------------------------------------------ ------------------ -------- -----2 w e e k s _____________________________________________ ____ O v er 2 and under 3 w e e k s ___________________________ 3 w e e k s _________________________________________________ O ver 3 and under 4 w eeks ___________ ______ ___________ 4 w e e k s __________________________________________________ 5 w eeks ........... ................... ..................................... ............. ....... 2 20 3 70 r) 3 (9 ) 1 12 4 79 _ 3 1 (9) 3 95 2 - (9 ) 10 2 85 _ 2 - 15 y e a r s of s e r v ic e : 1 w e e k __________________________________________________ 2 w eeks ................. ............... .. . _ O ver 2 and under 3 w e e k s __________________________ ___ 3 w e e k s ..... ................ ....................... .................... ...................... O v er 3 and under 4 w e e k s ___________________ _____ ____ 4 w e e k s __________________________________________________ O v e r 4 and under 5 w eeks 5 w e e k s __________________________________________________ 2 13 _ 63 (9 ) 19 (9 ) (9 ) 1 9 _ 73 17 _ 1 _ _ 76 3 18 2 - (9 ) 5 1 79 2 12 _ (9 ) (9 ) 2 _ 84 _ 13 _ 1 1 _ 81 _ 18 _ 20 y e a rs of s e r v ic e : 1 w eek -------------------------------------------- ------------------------------2 w e e k s _________________________________________________ 3 w eeks ------------ ----------------- -------- -----------------------------------O v er 3 and under 4 w e e k s _____________________________ 4 w e e k s __________________________________________________ O v er 4 and under 5 w e e k s ____________________ _________ 5 w e e k s _________________________________________________ 6 w e e k s _________________________________________________ 2 13 24 (9 ) 51 (9 ) 7 (9 ) 1 9 21 _ 59 _ 10 1 _ 2 3 81 2 12 - (9 ) 5 20 1 68 _ 5 - (9 ) 2 23 _ 70 _ 5 - _ 1 1 _ 93 _ 4 - 25 y e a r s o f s e r v ic e : 1 w e e k __________________________________________________ 2 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 _______________ ________________ ___ ______________ O v er 4 and under 5 w e e k s _____________________________ 5 w e e k s _________________________________________________ 6 w e e k s ................ .......... ................ ........................... ................... 2 13 19 (9 ) 33 (9 ) 27 4 1 9 14 42 - 27 7 . 2 3 9 2 82 2 (9 ) 5 18 1 43 32 1 (9 ) 2 22 50 _ 21 4 _ 1 1 2 _ 95 (9 ) M axim um vacation ava ila b le: * 1 w e e k __________________________________________________ 2 w e e k s __________________ ______________________ ________ 3 w e e k s .........................................................................................O v er 3 and under 4 w e e k s _____________________________ 4 w e e k s ...................... ................................................ ................... O v er 4 and under 5 w e e k s _________ ______________ _____ 5 w e e k s __________________________________________________ 6 w e e k s _________________________________________________ 2 13 19 (9 ) 33 (9 ) 27 4 1 9 14 _ 42 _ 27 7 2 3 9 2 82 2 (9 ) 5 18 42 34 1 (9 ) 2 22 50 21 5 _ 1 1 * E stim ates o f p r o v is io n s fo r 30 y e a rs o f s e r v ic e a re id e n tica l. See footn otes at end o f ta b le s. - - - 2 _ 95 (9 ) O ffice w ork ers Plant w ork ers Item A ll industries M anufacturing P u blic u tilities A ll industries M anufacturing P u blic u tilities Percent of workers --------------------------- 100 100 100 100 100 100 In establishments providing at least one of the benefits shown below 15______________________________________ 96 100 100 99 100 100 Life insurance__________________________________________________ Noncontributory plans______________________________________ 91 65 99 70 100 95 97 66 92 46 98 96 Accidental death and dismemberment insurance____________ Non contributory plans _____________________________________ 69 54 67 53 95 90 65 42 76 41 96 95 All full-tim e w orkers------------------------- Sickness and accident insurance or sick leave or both 16_______________________________________________ 78 90 92 94 93 97 Sickness and accident insurance--------------------------------- ---Non contributory plans __________________________________ Sick leave (full pay and no waiting period)----------------------Sick leave (partial pay or waiting period)------------------------- 63 43 15 21 75 53 13 30 69 64 26 7 37 24 71 11 56 39 53 22 4 3 94 1 Long-term disability insurance----------------------------------------------Noncontributory plans______________________________________ 29 20 47 35 5 5 41 30 60 34 17 17 Hospitalization insurance_____________________________________ Noncontributory plans______________________________________ 90 54 100 70 100 48 98 44 93 59 100 53 Surgical insurance---------------------------------------------------- ---------------Noncontributory plans___________________ ___________________ 90 54 100 70 100 48 98 44 93 59 100 53 Medical insurance---------------------------------------------------------------------Noncontributory plans --------------------------------------------------------- 90 53 100 69 100 48 98 44 93 58 100 53 Major medical insurance---------------------------------------------------------Noncontributory plans---------------------------------------------------------- 85 51 95 66 98 46 96 43 91 58 100 53 Dental insurance--------------------------------------------- -------------------------Noneontributorv plans----------------------------------------------------------- 20 15 21 17 19 19 9 6 11 8 5 5 Retirement pension-------------------------------------------------------------------Noncontributory plans------------ ---------------------------------------------- 69 58 87 69 48 47 78 63 94 55 49 47 See footnotes at end of tables. Footnotes A ll of these standard footnotes may not apply to this bulletin. I Standard hours reflect the workweek for which em ployees receive their regular straight-tim e sa la rie s (exclusive of pay for overtim e at regular a n d /o r prem ium rates), and the earnings correspond to these weekly hours. c The mean is computed for each job by totaling the earnings of all workers and dividing by the number of w o rk ers. The median designates position— half of the em ployees surveyed receive m ore and half receive le ss than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn le ss than the lower of these rates and a fourth earn m ore than the higher rate. 3 Excludes prem ium pay for overtime and for work on weekends, holidays, and late shifts. 4 These sa la ries relate to form ally established m inim um starting (hiring) regular straigh t-tim e sa la ries that are paid for standard workweeks. 5 Excludes w orkers in su bclerical jobs such as m e ssen g er. 6 Data are presented for all standard workweeks combined, and for the m ost common standard workweeks reported. 7 Includes all plant workers in establishm ents currently operating late sh ifts, and establishments whose form al provisions cover late shifts, even though the establishm ents were not currently operating late shifts. 8 L e ss than 0.05 percent. 9 L e ss than 0.5 percent. 10 For purposes of this study, pay for a Sunday in D ecem ber, negotiated in the automobile industry, is not treated as a paid holiday. II A ll combinations of full and half days that add to the same amount are combined; for exam ple, the proportion of w orkers receiving a total of 9 days includes those with 9 full days and no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on. Proportions then were cumulated. 12 A C hristm as— New Year holiday period is an unbroken series of holidays which includes C hristm as E ve, C hristm as Day, New Y e a r 's Eve, and New Y e a r 's Day. Such a holiday period is common in the automobile, aerospace, and fa rm im plem ent industries. 1 "F lo a tin g " holidays vary from year to y ear according to em ployer or employee choice. 3 1 Includes payments other than "length of t i m e ," such as percentage of annual earnings or fla t-s u m paym ents, converted to an 4 equivalent tim e b a sis; for exam ple, 2 percent of annual earnings was considered as 1 week’ s pay. P eriods of serv ice are chosen arb itrarily and do not n ece ssa rily reflect individual provisions for progression ; for exam ple, changes in proportions at 10 y ea rs include changes between 5 and 10 y e a r s. E stim ates are cumulative. Thus, the proportion eligible for at least 3 w eeks' pay after 10 y ea rs includes those eligible for at least 3 w eeks' pay after fewer y ears of serv ice. 1 E stim ates listed after type of benefit are for all plans for which at least a part of the cost is borne by the em ployer. "Noncontributory 5 plan s" include only those financed entirely by the em ployer. Excluded are legally required plans, such as w orkm en's com pensation, social security, and railroad retirem ent. 1 Unduplicated total of w orkers receiving sick leave or sickness and accident insurance shown separately below . Sick leave plans are 8 lim ited to those which definitely establish at lea st the m inim um number of days' pay that each em ployee can expect. Inform al sick leave allowances determined on an individual basis are excluded. Appendix A A r e a w age and rela ted b e n e fits data are obtained by p e rso n a l v isits o f B u reau fie ld re p r e s e n t atives at 3 -y e a r in te rv a ls . 1 In ea ch o f the intervening y e a r s , inform ation on em ploym ent and o ccu p ation al earn in gs is c o lle c t e d by a com bin ation of pe rso n a l v is it and m a il qu estionnaire fro m establish m en ts particip a tin g in the p re v io u s survey. w o rk e rs m ay advance to b e tte r jo b s and be re p la c e d by new w o rk e rs at low er rates. Such shifts in em ploym ent could d e c r e a s e an occu pation al a verage even though m ost establishm ents in an area in c re a s e w ages during the y e a r . T ren d s in earnings of occu pation al grou ps, shown in table A -7 , are be tte r in d ica to rs o f w age tren ds than individual jo b s within the groups. In ea ch o f the 7 9 2 a rea s c u rre n tly su rveyed, data are obtained fro m re p resen ta tive es ta b lish m en ts within s ix b r o a d industry d iv isio n s : M anufacturing; transportation , com m u n ication , and other pu b lic u tilities; w h oles a le tra d e; r e ta il tr a d e ; fin a n ce, in su ran ce, and re a l estate; and s e r v ic e s . M ajor in du stry grou ps ex clu d ed fro m th ese studies are governm ent operations and the con stru ction and e x tr a c tiv e in d u s tries . E stab lish m en ts having fe w e r than a p r e s c r ib e d num ber of w o rk e rs are om itted b e ca u s e of in su fficien t em ploym ent in the occu pation s studied. Separate tabulations are p ro vid e d fo r each of the b r o a d industry d iv isio n s w hich m eet publication c r ite r ia . A v era ge earn in gs r e fle c t co m p o s ite , areaw ide estim a tes. Industries and establishm ents d iffer in pay le v e l and jo b staffing, and thus contribu te d ifferen tly to the estim ates fo r each job . Pay averages m ay fa il to r e fle c t a ccu ra te ly the w age differen tia l am ong jo b s in individual establishm ents. T h ese su rv ey s are con du cted on a sam ple b a s is . The sam pling p r o ce d u re s involve detailed stra tifica tion o f all esta b lish m en ts within the sco p e o f an individual a rea survey by industry and num ber o f e m p lo y e e s . F r o m th is s tr a tifie d u n iv e rse a p robab ility sam ple is selected , with each establishm ent having a p r e d e te r m in e d chance of s e le ctio n . T o obtain optim um accu ra cy at m in im um c o s t, a g re a te r p ro p o rtio n o f la r g e than sm a ll esta b lish m en ts is se le cte d . When data are com bin ed, ea ch establishm ent is w eighted a c c o r d in g to its p ro b a b ility o f se le ctio n , so that unbiased estim ates are generated. F o r exa m p le, if one out of fo u r establish m en ts is se le cte d , it is given a weight o f fou r to re p re se n t its e lf plus th ree o th e r s . An altern ate of the sam e o rig in a l probab ility is chosen in the sam e in d u s tr y -s iz e c la s s ific a t io n i f data are not available f o r the orig in a l sam ple m e m b e r. If no suitable substitute is ava ila b le, additional w eight is assign ed to a sam ple m e m ber that is sim ila r to the m issin g unit. O ccup ations and E arn ings O ccup ations s e le cte d fo r study are com m on to a variety of m anufacturing and nonm anufacturing in d u s tr ie s , and are o f the follow in g ty p e s : (1) O ffice c le r ic a l; (2) p ro fe s sio n a l and te ch n ica l; (3) m aintenance and p ow erpla nt; and (4) cu s to d ia l and m a te ria l m ovem ent. O ccupational c la s s ific a tio n is b a s e d on a u n iform set o f jo b d e s c r ip tio n s designed to take account o f in terestablishm ent variation in duties within the sam e jo b . O ccup ations s e le cte d fo r study are liste d and d e s c r ib e d in appendix B. U nless oth erw ise in d ica ted , the earn in gs data follow ing the jo b title s are fo r all in du stries com bin ed. E arn ings data fo r som e of the occu p ation s lis te d and d e s crib e d , o r fo r som e industry d ivision s within o ccu p a tion s, are not p r e s e n te d in the A - s e r ie s ta b le s , becau se eith er (1) em ploym ent in the occupation is to o sm a ll to prov id e enough data to m e r it p resentation, o r (2) there is p o s s ib ility of d is c lo s u r e of individual establish m en t data. Separate m e n 's and w om en 's earnings data are not p re se n te d when the n um ber of w o r k e r s not id en tified by sex is 20 percen t o r m o re of the m en o r w om en iden tified in an occu pation . E arn ings data not shown se p a ra te ly fo r industry division s are included in all in du stries co m b in ed data, w here shown. L ik e w is e , data are included in the o v e ra ll c la s sific a tio n when a sub c la s s ific a t io n of e le c t r o n ic s tec h n icia n s , s e c r e t a r ie s , o r tr u c k d r iv e rs is not shown o r in form ation to s u b c la s s ify is not available. O ccup ational em ploym ent and earn in gs data are shown fo r fu ll-tim e w o r k e r s , i .e . , those h ire d to w ork a regu la r w eek ly sch edu le. E arn ings data exclude prem iu m pay fo r ov e rtim e and fo r w ork on w eek en ds, h olid a y s , and late sh ifts. N onproduction bonuses are excluded, but c o s t -o f -liv in g allow ances and in centive bon u ses are in clu d ed. W eekly h ou rs fo r o ffic e c le r ic a l and p r o fe s s io n a l and tech n ica l occu p a tion s r e fe r to the standard w ork w eek (rounded to the nearest half hour) fo r w hich em p lo ye e s r e c e iv e reg u la r s tra ig h t-tim e s a la r ie s (e x c lu s iv e of pay fo r o v ertim e at regular a n d /o r p rem iu m ra tes). A v era g e w eekly earnings fo r th ese o ccu p ation s are rounded to the n ea rest half d o lla r. T h ese s u rv ey s m e a s u r e the le v e l o f occupational earnings in an area at a p a rticu la r tim e. C o m p a ris o n s o f individual occu p a tio n a l a v e ra g e s ov e r tim e m ay not r e fle ct e xp e cte d w age changes. The a v era g es fo r individual jo b s are a ffe c te d by changes in w ages and em ploym ent patterns. F o r ex a m p le, p ro p o rtio n s o f w o r k e r s e m p lo y e d by h igh - o r low -w a ge fir m s m ay change, o r high-w age 1 2 1 Personal visits were on a 2 -y e a r c y c le before July 1972. 2 Included in the 79 areas are 9 studies conducted by the Bureau under contract. These areas are Austin, T e x .; Binghamton, N. Y . —P a .; Fort Lauderdale—H ollyw ood and West Palm Beach—B oca Raton, F l a .; Lexington—Fayette, K y .; Melbourne—Titusville—C ocoa , F l a .; Norfolk—Virginia Beach—Portsmouth and Newport News—H am pton, V a .—N . C . ; Poughkeepsie—Kingston—Newburgh, N. Y . ; R aleigh—Durham, N. C .; and Syracuse, N .Y . In addition, the Bureau conducts m ore lim ite d area studies in approxim ately 70 areas at the request o f the Employment Standards Administration o f the U .S . Departm ent o f Labor. A v era ge pay le v e ls fo r m en and w om en in s e le cte d occupations should not be assum ed to r e fle c t d iffe r e n c e s in pay of the se x e s within individual establish m en ts. F a cto r s w hich m ay contribute to d iffe r e n c e s include p r o g r e s s io n within esta b lish ed rate ran ges, sin ce only the rates paid incum bents are c o lle c t e d , and p e r fo rm a n ce o f s p e c ific duties within the g en eral su rvey job d es crip tion s . Job d e s crip tio n s used to c la s s ify e m p lo y e e s in th ese su rveys usually are m o re gen eralized than those used in individual establish m en ts and allow fo r m in or d iffe r e n c e s among establishm ents in s p e c ific duties p e r fo rm e d . O ccupational em ploym ent e stim a te s re p resen t the total in all establishm ents within the scope of the study and not the num ber actually su rveyed. B ecau se occupational structu res among esta b lish m ents d iffe r , estim a te s o f o ccu pation al em ploym ent obtained fro m the sam ple of establishm ents studied se rv e only to indicate the re la tiv e im p o rta n ce o f the jo b s studied. T h ese d ifferen ces in occupational stru ctu re do not affect m a te ria lly the a c c u r a c y of the earnings data. W age tren d s fo r s e le cte d o ccu pation al grou ps The Annual rates span betw een in c re a s e d at p e rce n ts o f change in table A -7 rela te to w age changes betw een the indicated dates. o f in c r e a s e , w here show n, r e fle c t the amount of in c re a s e fo r 12 m onths when the tim e su rveys w as other than 12 m onths. Annual rates are ba sed on the assum ption that w ages a constant rate betw een su rve ys. O ccupations u se d to com pute w age tre n d s are: O ffice c le r i c a l (men and w o m e n ): B ook k eep in g-m a ch in e o p e r a to r s , c la s s B C le r k s , accounting, c la s s e s A and B C le r k s , f ile , c la s s e s A , B , and C C le r k s , o r d e r C le r k s , p a y r o ll Keypunch o p e r a to r s , c la s s e s A and B M e s s e n g e rs S e c r e ta r ie s Sten ograp h ers, ge n e ra l Sten ograp h ers, se n io r S w itchboard o p e ra to rs T abu latin g-m ach in e o p e r a to r s , c la s s B T y p is ts , c la s s e s A and B E le c tr o n ic <iata p r o c e s s in g (men and Vvomen): * Com pu ter o p e r a to r s , c la s s e s A , B , and C C om pu ter p r o g r a m m e r s , c la s s e s A , B , and C P e rce n t changes fo r individual a reas in the p rograi E le c tr o n ic data p r o c e s s in g (men and w om en)— Continued C om pu ter sy stem s analysts, c la s s e s A, B , and C Industrial n u rses (men and w om en ): N u rses, in du stria l (reg istered ) Skilled m aintenance (m en ): C a rp en ters E le c tr ic ia n s M achini sts M echanics M ech an ics (autom otive) P ainters P ip efitters T o o l and die m a k ers U nskilled plant (m en ): J a n itors, p o r t e r s , and clea n ers L a b o r e r s , m a te r ia l handling are com puted as fo llo w s : 1. Each occupation is a ssign ed a w eight b a sed on its p rop ortion ate em ploym ent in the s elected group of occu pation s in the b a se y e a r . 2. T h ese w eights are u sed to com pute group av era g es. E ach occu p ation 's average (mean) earnings is m u ltip lied by its w eight. The p rod u cts are tota led to obtain a group average. 3. The ra tio o f group a vera ges fo r 2 con secu tiv e y e a r s is com puted by dividing the average f o r the cu rren t y e a r by the average fo r the e a r lie r y e a r . The resu lts— e x p r e s s e d as a percent— le s s 100 is the p e rce n t change. Establishment practices and supplementary wage provisions The B -series tables provide information on establishment practices and supplementary wage provisions for full-tim e plant and office workers. ’’ Plant w orkers" include working foremen and all nonsupervisory workers (including leadmen and trainees) engaged in nonoffice functions. Cafeteria workers and routemen are excluded from manufacturing, but included in nonmanufacturing industries. "Office workers" include working supervisors and nonsupervisory workers performing clerical or related functions. Administrative, executive, professional, and part-time employees are excluded. Part-time employees are those hired to work a schedule calling regularly for fewer weekly hours than the establishment's schedule for full-tim e employees in the same general type of work. The determination is based on the employer's distinction between the two groups' which may take into account not only differences in work schedules but differences in pay and benefits. Minimum entrance salaries for office workers relate only to the establishments visited. (See table B -l .) Because of the optimum sampling techniques used and the probability that large establishments are more likely than small establishments to have formal entrance rates above the subciericai level, the table is more representative of policies in medium and large establishments. Shift differential data are limited to full-time plant workers in manufacturing industries. (See table B -2 .) This information is presented in term s of (1) establishment policy 3 for total plant worker employment, and (2) effective practice for workers employed on the specified shift at the time of the survey. In establishments having varied differentials, the amount applying to a majority is used. In establishments having some late-shift hours paid at normal rates, a differential is recorded only if it applies to a majority of the shift hours. A second (evening) shift ends work at or near midnight. A third (night) shift starts work at or near midnight. The scheduled weekly hours and days of a majority of the first-shift workers in an establish ment are tabulated as applying to all full-tim e plant or office workers of that establishment. (See table B -3.) Scheduled weekly hours and days are those which a majority of full-tim e employees are expected to work for straight-time or overtime rates. Paid holidays; paid vacations; and health, insurance, and pension plans are treated statistically as applying to all full-time plant or office workers if a majority of such workers are eligible or may eventually qualify for the practices listed. (See tables B -4 through B -6 .) Sums of individual items in tables B -2 through B -5 may not equal totals because of rounding. The summary of vacation plans is a statistical measure of vacation provisions rather than a measure of the proportion of full-time workers actually receiving specific benefits. (See table B -5 .) Provisions apply to all plant or office workers in an establishment regardless of length of service. Payments on other than a time basis are converted to a time period; for example, 2 percent' of annual earnings are considered equivalent to 1 week's pay. Only basic plans are included. Estimates exclude vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans. Such provisions are typical in the steel, aluminum, and can industries. Health, insurance, and pension plans for which the employer pays at least a part of the cost include those (1) underwritten by a commercial insurance company or nonprofit organization, (2) provided through a union fund, or (3) paid directly by the employer out of current operating funds or from a fund set aside for this purpose. (See table B -6 .) An establishment is considered to have such a plan if the majority of employees are covered even though less than a majority participate under the plan because employees are required to contribute toward the cost. Excluded are legally required plans, such as workmen's compensation, social security, and railroad retirement. Sickness and accident insurance is limited to that type of insurance under which predetermined cash payments are made directly to the insured during temporary 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 requiring employer contributions,4 plans are included only if the employer (1) contributes 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 plans5 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 proportions of workers provided sickness and accident insurance or paid sick leave, an unduplicated total is shown of workers who receive either or both types of benefits. Long term disability insurance plans provide payments to totally disabled employees upon the expiration of their paid sick leave and/or sickness and accident insurance, or after a predetermined period of disability (typically 6 months). Payments are made until the end of the disability, a maximum age, or eligibility for retirement benefits. Full or partial payments are almost always reduced by social security, workmen's compensation, and private pensions benefits payable to the disabled employee. Data on paid holidays are limited to holidays granted annually on a formal basis, which (1) are provided for in written form, or (2) are established by custom. (See table B -4 .) Holidays ordinarily granted are included even though they may fall on a nonworkday 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. Table B -4a reports the incidence of the most common paid holidays. Major medical insurance plans protect employees from sickness and injury expenses beyond the coverage of basic hospitalization, medical, and surgical plans. Typical features of major medical plans are (1) a "deductible" (e.g., $50) paid by the insured before benefits begin; (2) a coinsurance feature requiring the insured to pay a portion (e.g., 20 percent) of certain expenses; and (3) stated dollar maximum benefits (e.g., $ 10,000 a year). Medical insurance provides complete or partial payment of doctors' fees. Dental insurance usually covers fillings, extractions, and X -ra y s. Excluded are plans which cover only oral surgery or accident damage. Retirement pension plans provide payments for the remainder of the worker's life. 1 An estab lish m e n t w as con sid e red as h av in g a p o lic y if it m e t e ith er o f the fo llo w in g con dition s: (1 ) O p erated la t e shifts a t th e tim e o f the survey, or (2 ) had fo rm a l provisions c ov e rin g la t e shifts. A n e stab lish m e n t w as co n sid e red as h av in g fo rm a l p rovisions if it (1 ) h ad o p e rated la te shifts during the 12 months b e fo re th e survey, or (2 ) h ad p ro v isio n s in w ritten fo rm to o p e rate la t e shifts. 4 T h e tem p orary d isab ility law s in C alifo rn ia and Rhode Islan d do not req u ire e m p lo y e r con tribu tio ns. ® A n estab lish m e n t is con sid e red as h av ing a fo rm a l p lan if it e stab lish e d at le a s t the m in im u m n u m ber o f days sic k le a v e a v a ila b le e m p lo y e e . Su ch a plan need not be w ritten; but in form al sick le a v e a llo w a n c e s, d e te rm in e d on an in d iv id u a l b a sis, are e x clu d e d . e ac h Number of establishments Industry division2 employment in establish ments in scope of study Workers in establishments Within scope of study Within scope of study4 Studied Studied Total4 Number All d ivision s-------------------------------------------------Manufacturing____________________________________ Nonmanufacturing________________ *---------------------Transportation, communication, and other public utilities 5 ____________________ _ Wholesale trade_______________________________ Retail t r a d e ___________________________________ Finance, insurance, and real estate________ Services 8 ______________________________________ _ Percent Full-tim e plant workers Full-tim e office workers Total4 544 162 99,963 100 53,551 20,069 61, 862 50 140 404 56 106 32,701 67,262 33 67 24,225 29, 326 3,044 17,025 23,613 38,249 50 50 50 50 50 56 60 146 63 79 22 13 28 16 27 17,452 6,057 22,467 12,099 9, 187 17 6 23 12 9 7,356 (6 ) (6 ) C) (6 ) 4, 816 (6) (*) (6 ) (6 ) 14,451 1,872 11,033 7, 141 3,752 1 The Omaha Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of Douglas and Sarpy Counties, Nebr.; and Pottawattamie County, Iowa. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey. 2 The 1967 edition of the Standard Industrial Classification Manual was used to classify establishments by industry division. 3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of companies in industries such as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment. 4 Includes executive, professional, part-tim e, and other workers excluded from the separate plant and office categories. 5 Abbreviated to "public utilities" in the A - and B -series tables. Taxicabs and services incidental to water transportation were excluded. Omaha's gas, electric utilities, and local-transit system are municipally operated and are excluded by definition from the scope of the study. 6 This division is represented in estimates for "all industries" and "nonmanufacturing" in the A -s e rie s tables, and for "all industries" in the B -series tables. Separate presentation of data is not made for one or more of the following reasons: (1) Employment is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data. 7 Workers from this entire division are represented in estimates for "all industries" and "nonmanufacturing" in the A -s e rie s tables, but from the real estate portion only in estimates for "a ll industries" in the B -s e rie s tables. Separate presentation of data is not made for one or more of the reasons given in footnote 6. 8 Hotels and m otels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services. Industrial composition in manufacturing Over one-third of the workers within scope of the survey in the Omaha area were employed in manufacturing firm s. The following presents the major industry groups and specific industries as a percent of all manufacturing: Industry groups Specific industries Food and kindred products______ 31 Electrical equipment and sup plies_________________________ 2 1 Machinery, except e le c tr ic a l_________________________ 9 Fabricated metal products______ 8 Furniture and fix tu re s __________ 6 Printing and publishing__________ 5 Communication equipment_____ 19 Meat products__________________ 15 General industrial m achinery____________________ 5 Labor-management agreement coverage The following tabulation shows the percent of full-tim e plant and office workers employed in establishments in which a union contract or contracts covered a majority of the workers in the respective categories, Omaha, Nebr.— Iowa, October 1974: This information is based on estimates of total employment derived from universe materials compiled before actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in the appendix table. Plant workers All industries-------------------Manufacturing____________ Public u tilitie s----------------- Office workers 58 77 99 20 7 79 An establishment is considered to have a contract covering all plant or office workers if a majority of such workers are covered by a labor-management agreement. Therefore, all other plant or office workers are employed in establishments that either do not have labor-management contracts in effect, or have contracts that apply to fewer than half of their plant or office workers. Estimates are not necessarily representative of the extent to which all workers in the area may be covered by the provisions of labor-management agreements, because small establishments are excluded and the industrial scope of the survey is limited. Appendix B. Occupational Descriptions The p rim a ry purpose of p reparing job d e s c r ip tio n s fo r the B u rea u 's w age su rveys is to a s s is t its fie ld staff in c la s sify in g into app ropriate occu p ation s w o rk e rs who are em ployed under a v a rie ty o f p a y r o ll title s and differen t w ork arrangem ents fr o m establish m en t to establish m en t and fr o m a re a to area. This p erm its the grouping of o ccu pation al w age rates represen tin g com p a ra b le jo b content. B e ca u se of this em ph asis on in te re sta b lish m e n t and in te ra re a co m p a ra b ili,'y o f occu pation al content, the B u re a u 's jo b d e s crip tio n s m ay d iffe r sign ifican tly fr o m th ose in use in individual establishm ents o r those p rep a red fo r other p u rp o s e s . In applying th ese jo b d e s c r ip tio n s , the B u re a u 's fie ld e c o n o m is ts are in stru cted to exclu d e w orking s u p e r v is o r s; app ren tices; le a r n e r s ; be g in n e rs; tr a in e e s ; and handicapped, p a r t -tim e , te m p o r a r y , and p rob a tion a ry w o rk e rs . O FFICE B IL L E R , MACHINE CLER K S, ACCOUNTING P r e p a r e s statem en ts, b i ll s , and in v o ice s on a m achine other than an ord in a ry o r e le ctr o m a tic ty p e w rite r . M ay a ls o keep r e c o r d s as to billin g s o r shipping ch arges or p e r fo rm other c le r ic a l w ork in ciden ta l to b illin g op era tion s. F o r w age study p u rp o s e s , b ille r s , m achine, are c la s s ifie d by type of m a ch in e, as fo llo w s : P e r fo r m s one or m o r e accounting c le r i c a l tasks such as posting to r e g iste r s and le d g e r s ; r e co n cilin g bank accou n ts; v e rifyin g the intern al c o n s iste n c y , c o m p le te n e s s , and m athem atical a ccu ra cy of accounting docum ents; assigning p r e s c r ib e d accounting distribution c o d e s ; exam ining and verify in g fo r c le r ic a l a c c u r a c y va rio u s types of r e p o r ts , lis t s , c a lcu la tio n s , postin g, e tc.; or preparing sim p le or assistin g in preparin g m o re co m p lica te d jou rn al v ou c h e r s . M ay w ork in eith er a manual or automated accounting system . B ille r , m achine (billin g m ach in e). U ses a s p e cia l billing m achine (com bination typing and adding m ach in e) to p re p a r e b ills and in v o ice s fro m c u s to m e rs ' purchase o r d e r s , intern ally pre p a re d o r d e r s , shipping m em ora n d u m s, e tc. U sually involves application of p red eterm in ed discounts and shipping ch a r g e s and entry of n e c e s s a r y e x te n sio n s, w hich may o r m ay not be com puted on the billin g m ach in e, and tota ls w hich are au tom atica lly accum ulated by m achine. The operation usually in volves a la r g e num ber of ca rb on c o p ie s o f the b ill being p rep a red and is often done on a fanfold m achine. B i l le r , m achine (bookkeeping m a ch in e ). U ses a bookkeeping m achine (with o r without a ty p e w rite r k ey b oa rd ) to p r e p a r e c u s t o m e r s ' b ills as part o f the accounts re ce iv a b le operation. G en era lly in v o lv e s the sim u ltaneou s entry o f figu res on c u s to m e rs ' ledger r e c o r d . The m achine au tom atica lly accu m u lates fig u re s on a n um ber of v e r tic a l colum ns and com putes and usually prints au tom atica lly the debit or c r e d it b a la n ce s . D oes not involve a knowledge of bookkeepin g. W orks fro m u n iform and standard types of s a le s and c r e d it slip s. The w ork re q u ir e s a know ledge o f c le r i c a l m ethods and o ffic e p r a c tic e s and p roced u res w hich re la te s to the c le r i c a l p r o c e s s in g and re c o rd in g of tran saction s and accounting inform ation. With e x p e r ie n c e , the w o rk e r ty p ica lly b e c o m e s fa m ilia r with the bookkeeping and accounting te rm s and p r o c e d u r e s used in the assign ed w o rk , but is not req u ired to have a know ledge of the fo rm a l p rin cip les o f bookkeeping and accounting. P o sitio n s are c la s s ifie d into le v e ls on the b a s is of the follow ing definitions. G lass A. U nder ge n e ra l s u p e rv is io n , p e r fo rm s accounting c le r ic a l operations w hich require the application of e x p e rie n ce and judgm ent, fo r exam p le, c le r ic a lly p ro ce s s in g com p lica ted or nonrepetitive accounting tra n s a ctio n s, selectin g among a substantial va riety of p r e s c r ib e d accounting co d e s and c la s s ific a t io n s , o r tra cin g tra n sa ction s though p reviou s accounting actions to determ ine s o u rce o f d is c re p a n c ie s . M ay be a s s is te d by one o r m o r e c la s s B accounting c le r k s . BO O KK EE PIN G -M A CH IN E O PE R A T O R O perates a bookk eepin g m achine (with o r without a ty p ew riter keyboard) to k eep a r e c o r d of bu sin ess tr a n s a c tio n s. Class A . K eeps a set o f r e c o r d s requiring a know ledge of and' e xp erien ce in b a s ic bookkeeping p r in c ip le s , and fa m ilia r ity with the s tru ctu re o f the p articu lar accounting system used. D eterm ines p r o p e r r e c o r d s and d istribu tion o f debit and cre d it item s to be used in each phase o f the w ork . May p re p a r e con s olid a ted r e p o r t s , balan ce sh e e ts, and other re c o rd s by hand. C la s s B . K eeps a r e c o r d o f one o r m o re phases o r se ctio n s of a set o f r e c o r d s usually requ irin g little know ledge of b a s ic bookk eepin g. Ph ases or section s include accounts p aya ble, p a y r o ll, c u s t o m e r s ' accou n ts (not including a sim p le type of billin g d e s c r ib e d under b ille r , m ach in e), co st d istrib u tion , expen se distrib u tio n , in ven tory c o n tr o l, etc. May check o r assist in preparation of tr ia l b a la n ces and p rep a re c o n tr o l sheets fo r the accounting departm ent. R e v is e d occu p a tion a l d e s c r ip tio n s fo r sw itchboard o p e ra to r; sw itch board o p e r a t o r -r e ce p tio n is t; m a c h in e -t o o l o p e r a to r , to o lr o o m ; and to o l and die m aker are being in trod u ced this ye a r. Th ey are the resu lt o f the B u re a u 's p o lic y o f p e r io d ic a lly review ing area w age su rvey occupational d e s c r ip tio n s in o r d e r to take into account te ch n o lo g ica l developm ents and to c la r ify d e s crip tio n s so that they are m o r e rea d ily un d erstood and uniform ly in terp reted. Even though the re v ise d d e s c r ip tio n s r e fle c t b a s ic a lly the sam e occupations as pre vio u sly defined, som e reportin g changes m ay o c c u r b eca u se o f the r e v is io n s . The new single le v e l le v e ls p r e v io u s ly defined. d e s c r ip tio n fo r sw itchboard operator is the equivalent of the two C lass B . U nder c lo s e su p e rvisio n , follow in g detailed in stru ction s and standardized p roc e d u r e s , p e r fo r m s one o r m o r e routine accounting c le r i c a l o p era tion s, such as posting to le d g e r s , c a r d s , or w ork sh eets w here iden tification of item s and loca tion s of postings are cle a rly indicated; checking a c c u r a c y and c o m p le te n e s s o f standardized and rep etitive r e c o r d s or accounting docum ents; and coding docum ents using a few p r e s c r ib e d accounting c o d e s . C L E R K , FIL E F ile s , c la s s if ie s , and re trie v e s m a te ria l in an establish ed filing system . May p e r fo rm c le r ic a l and manual tasks re q u ire d to m aintain file s . P osition s are c la s s ifie d into le v e ls on the basis of the follow in g defin ition s. C la ss A . C la s s ifie s and d ocum ents, e t c ., in an esta b lish e d M ay a lso file this m a te ria l. May lead a sm a ll group o f lo w e r le v e l L iste d be lo w are ste re o ty p e s in the title s : indexes file m a te r ia l such as corre s p o n d e n c e , rep orts, tech n ica l filin g sy stem containing a num ber of v a ried subject m atter files. keep r e c o r d s of va riou s types in conjunction with the file s . May file c le r k s . re v is e d occu pation al title s introd uced this year to elim inate R e v ise d title F o r m e r title D ra fter D r a ft e r -t r a c e r B o ile r tender D raftsm an D ra ftsm a n -tra cer F irem a n , stationary b o ile r sex SECRET ARY— Continued G lass B . S o r ts , c o d e s , and file s u n c la s s ifie d m a te ria l by sim p le (su b je ct m a tte r) headings or partly c la s s ifie d m a teria l by fin e r subheadings. P r e p a re s sim p le rela ted index and c r o s s - r e f e r e n c e aids. As requested, lo ca te s c le a r ly iden tified m a te ria l in file s and fo rw a rd s m a te ria l. May p e r fo r m rela ted c le r ic a l tasks req u ired to m aintain and s e r v ic e file s . C lass C . P e r fo r m s routine filing o f m a te r ia l that has already been c la s s ifie d o r w hich is e a s ily c la s s ifie d in a sim p le s e r ia l c la s s ific a tio n sy ste m (e .g ., alphabetical, c h r o n o lo g ic a l, o r n u m erica l). As requ ested , lo ca te s re a d ily available m a te ria l in file s and fo rw a rd s m a te ria l; and m ay fill out w ithdraw al ch arge. M ay p e r fo r m sim p le c le r ic a l and m anual tasks re q u ire d to m aintain and s e r v ic e file s . C L E R K , ORDER R e ce iv e s cu stom ers* o r d e r s fo r m a te r ia l o r m e rch a n d ise by m a il, phone, o r p e rso n a lly . Duties involve any com bin ation o f the fo llo w in g ; Q u o tin g p r i c e s t o c u s to m e rs : m aking out an o rd e r sheet listing the item s to m ake up the o r d e r ; checking p r ic e s and quantities o f item s on o r d e r sheet; and distributing o r d e r sheets to r e s p e c tiv e departm ents to be fille d . May ch eck with c re d it departm ent to determ ine c re d it rating of cu s to m e r, acknow ledge r e ce ip t of o r d e r s fro m c u s t o m e r s , follo w up o rd e r s to see that they have been fille d , k eep file o f o r d e r s r e c e iv e d , and ch eck shipping in v o ice s with orig in a l o r d e r s . CL E R K , P A Y R O L L Com putes w ages o f com pany e m p lo y e e s and en ters the n e c e s s a r y data on the p a y r o ll sheets. Duties involve: C alculating w o r k e r s ’ earnings b a se d on tim e o r production r e c o r d s ; and posting calcu lated data on p a y r o ll sh eet, show ing in form ation such as w o r k e r ’ s nam e, w drking days, tim e , ra te, deductions fo r in su ra n ce, and total w ages due. M ay m ake out paych eck s and a s s is t paym aster in making up and distributing pay en v e lo p e s. May use a calcu latin g m achine. KEYPUNCH O PER ATO R O perates a keypunch m achine to r e c o r d o r v e r ify alphabetic a n d /o r n u m e ric data on tabulating ca rd s or on tape. P osition s are c la s s ifie d into le v e ls on the b a s is o f the follow ing defin itions. C lass A . W ork re q u ir e s the application o f e x p e rie n ce and judgm ent in se le ctin g p ro ce d u re s to be follow ed and in search in g f o r , in te rp re tin g, se le ctin g , o r coding ite m s to be keypunched fro m a v a riety of sou rce docum ents. On o c c a s io n m ay a lso p e r fo r m som e routine keypunch w ork . M ay train in experien ced keypunch o p e ra to rs . C lass B. W ork is routine and re p e titiv e . U nder c lo s e su p e rvisio n o r follow in g s p e c ific p roced u res o r in stru ction s, w ork s fr o m v a rio u s stan dardized so u r c e docum ents w hich have been co d e d , and follow s s p e c ifie d p r o c e d u r e s w hich have been p r e s c r ib e d in detail and requ ire little o r no s e le ctin g , coding, or interpreting of data to be re c o rd e d . R e fe r s to s u p e r v is o r p ro b le m s a risin g fr o m e rro n e o u s item s or cod es o r m is s in g in form ation . MESSENGER ■Exclusions Not all p osition s that are titled " s e c r e t a r y " p o s s e s s the above c h a r a c t e r is t ic s . p o sitio n s which are excluded fro m the definition are as fo llo w s : E x am ples of a. P osition s w hich do not m eet the " p e r s o n a l" s e c r e ta r y con cep t d e s c r ib e d above; b. Stenographers c . Stenographers m an a geria l p erson s; not fully train ed in s e c r e ta r ia l type duties; servin g as o ffic e assista n ts to a group o f p r o fe s s io n a l, te c h n ica l, d. S ecretary p o sition s in w hich the duties are eith er substantially m o r e stantially m o re com plex and resp o n sib le than th ose c h a r a c t e r iz e d in the defin ition; or routine o r sub e. Assistant type p osition s w hich in volve m o r e d ifficu lt o r m o r e r e s p o n s ib le tec h n ica l, a dm in istrative, s u p e rv iso ry , o r sp e c ia liz e d c le r i c a l duties w hich are not ty p ic a l o f s e c r e ta r ia l w ork . N OTE: The te r m "c o rp o ra te o f f i c e r ," used in the le v e l defin itions follow in g , r e fe r s to those o ffic ia ls who have a significant c o r p o r a te -w id e p olicym ak in g r o le w ith reg a r d to m a jo r com pany a ctiv itie s . The title " v ic e p r e s id e n t ," though n o rm a lly in dica tive o f this r o le , do$s not in all c a s e s identify such p osition s. V ice presiden ts w hose p r im a ry r e s p o n s ib ility is to act p e r s o n a lly on individual c a s e s or tran saction s (e .g ., approve o r deny individual loan or c r e d it action s; ad m in ister individual tru st accounts; d ire ctly su p ervise a c le r ic a l staff) are not c o n s id e r e d to be " c o r p o r a te o f f i c e r s " fo r p u rp o se s o f applying the follow ing le v e l d e fin ition s. Class A 1. S e cre ta ry to the chairm an o f the b o a rd o r p resid en t o f a com pany that e m p lo y s , in all, o v e r 100 but few er than 5 ,000 p e r s o n s ; o r 2. S e cretary to a c o rp o ra te o ffic e r (oth er than the ch airm an o f the b o a r d o r p re s id e n t) of a com pany that em ploys, in all, o v e r 5, 000 but fe w e r than 25, 000 p e r s o n s ; or 3. S e cretary to the head, im m ediately b elow the c o r p o r a te o ffic e r le v e l, of a m a jo r segm ent o r su bsid iary of a com pany that e m p lo y s, in all, o v e r 2 5 ,0 0 0 p e r s o n s . C lass B 1. S e cretary to the chairm an of the b o a r d o r p resid en t of a com pany that e m p lo y s , fe w e r than 100 p e r s o n s ; or * 1 in all, 2. S e cre ta ry to a c o rp o ra te o ffic e r (oth er than the chairm an o f the b o a r d o r p r e s id e n t) o f a com pany that e m ploys, in all, o v e r 100 but fe w e r than 5 ,0 0 0 p e r s o n s ; or 3. S ecretary to the head, im m ediately b elow the o f fic e r le v e l, o v e r eith er a m a jo r c o r p o r a t e w ide functional activ ity (e .g ., m arketin g, r e s e a r c h , op e ra tio n s , in d u stria l r e la tio n s , e t c .) o r a m a jo r g e ogra p h ic o r organizational segm ent (e .g ., a re g io n a l h ea d q u a rters; a m a jo r d iv ision ) o f a com pany that e m p lo y s , in all, o v e r 5 ,0 0 0 but fe w e r than 2 5 ,0 0 0 e m p lo y e e s ; or P e r fo r m s va riou s routine duties such as running e r r a n d s , operating m in o r o ffic e m achines such as s ea lers o r m a ile r s , opening and distributing m a il, and other m in or c le r ic a l w ork . E xclude position s that requ ire operation o f a m o to r v e h ic le as a significant duty. 4. S ecretary to the head of an individual plant, fa c to r y , o ffic ia l) that em p loys, in all, o v e r 5 ,0 0 0 p e r s o n s ; o r SECRETARY 5. S e cretary to the head o f a la rg e and im portan t organ ization al segm ent ( e .g ., a m id dle m anagem ent su p e rviso r o f an organization al segm ent often involving as m any as s e v e r a l hundred p e r s o n s ) o r a com pany that em p lo y s, in all, o v e r 2 5 ,0 0 0 p e r s o n s . A ssign ed as p e rs o n a l s e c r e ta r y , n o rm a lly to one individual. M aintains a c lo s e and highly resp on sive rela tionship to the d a y -to -d a y w ork o f the su p e r v is o r . W orks fa ir ly independently receivin g a m inim um o f d etailed su p e rvisio n and guidance. P e r fo r m s v a r ie d c le r i c a l and s e c r e ta r ia l duties, usually including m ost o f the fo llo w in g : a. R e c e iv e s telephone c a lls , p e r s o n a l c a l le r s , and in com in g m a il, answ ers routine in q u ire s, and routes tech n ica l in q u iries to the p r o p e r p e r s o n s ; b. M aintains the s u p e r v is o r ’ s ca le n d a r and m akes appointm ents as in stru cted ; d. R elays m e s s a g e s fr o m s u p e r v is o r to su bordinates; C la ss C 1. S e cre ta ry to an executive o r m a n a g eria l p e r s o n w hose re s p o n s ib ility is not equivalent to one o f the s p e c ific le v e l situations in the d efin ition fo r c la s s B , but w hose org a n iza tion a l unit n o rm a lly num bers at least se v e r a l dozen e m p lo y ees and is usually d ivided into orga n iza tion a l segm en ts w hich are often, in turn, furth er subdivided. In s om e co m p a n ie s , this le v e l in clu d es a w ide range of o rgan ization al ech elon s; in o th e rs, only one o r tw o; o r E sta b lish es, m aintain s, and r e v is e s the s u p e r v is o r 's f ile s ; c. e tc. (o r oth er equivalent le v e l o f e. R eview s c o r re s p o n d e n c e , m em ora n d u m s, and r e p o rts p re p a re d by oth ers fo r the s u p e r v i s o r 's signature to a ssu re p r o c e d u r a l and typ ogra p h ic a ccu ra cy ; f. P e r fo r m s sten ograph ic and typing w ork. May a lso p e r fo r m oth er c le r i c a l and s e c r e ta r ia l tasks o f com p a ra b le nature and difficu lty. The w ork typ ica lly r eq u ires know ledge o f o ffic e routine and understanding o f the o rgan ization , p r o g r a m s , and p roced u res rela ted to the w ork o f the su p e r v is o r . 2. S ecretary to the head of an individual plant, fa c to r y , o ffic ia l) that em ploys, in all, fe w e r than 5 ,0 0 0 p e r s o n s . e tc . (or oth er equivalent le v e l of C lass D 1. S ecretary to the about 25 o r 30 p e rso n s); o r s u p e rv is o r or head o f a s m a ll orga n iza tion a l unit (e .g ., fe w e r than 2. S ecretary to a n o n su p e rv iso ry staff s p e c ia lis t , p r o fe s s io n a l e m p lo y e e , a dm in istrative o f fi c e r , o r assistant, sk illed technician o r e x p ert. (NOTE: Many com p an ies assign s te n o g ra p h e rs , rath er than s e c r e ta rie s as d e s c r ib e d above, to this le v e l o f s u p e r v is o r y or n o n s u p e rv is o r y w o r k e r .) STENOGRAPHER TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator) Prim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Transcribing-Machine Operator, General). Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter, sorter, reproducing punch, etc. Excluded from this definition are working s u p e rv is o rs. Also excluded are operators of electronic digital computers, even though they may also operate EAM equipment. NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition. Glass A. Performs complete reporting and tabulating assignments including devising difficult control panel wiring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregular or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of machines. Is typically involved in training new operators in machine operations or training lower level operators in wiring from diagrams and in the operating sequences of long and complex reports.. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards. Stenographer, General Dictation involves a normal routine vocabulary. or perform other relatively routine clerical tasks. May maintain files, keep simple records, Stenographer, Senior Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain files, keep records, etc. OR Perform s stenographic duties requiring significantly greater independence and responsibility them stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling material for reports, memorandums, and letters; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc. SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intra-system calls. May provide information to callers, record and transmit m essages, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the worker's time, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard OperatorReceptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switch board Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors; determining nature of visito r's business and providing appropriate information; referring visitor to appropriate person in the organization, or contacting that person by telephone and arranging an appointment; keeping a log of visitors. Positions are classified into levels on the basis of the following definitions. Class B . Performs work according to established procedures and under specific instructions. Assignments typically involve complete but routine and recurring re p o r ts or parts of la r g e r and more complex reports. Operates more difficult tabulating or electrical accounting machines such as the tabulator and calculator, in addition to the simpler machines used by class C operators. May be required to do some wiring from diagrams. May train new employees in basic machine operations. Class G. Under specific instructions, operates simple tabulating or electrical accounting machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagrams, and do some filing work. TRANSCRIBINGrMACHINE OPERATOR, GENERAL 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 work. 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 stenographer. TYPIST Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Class A . Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. Class B . Performs one or more of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. PRO FESSIO N A L AND TECH N ICAL COMPUTER OPERATOR COMPUTER OPERATOR— Continued Monitors and operates the control console of a digital computer to process data cccording to operating instructions, usually prepared by a programmer. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); Switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programmer; and maintains operating records. May test and assist in correcting program. Class B . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing of new programs required; alternate programs are provided in case original program needs major change or cannot be corrected within a reasonably time. In common error situations, diagnoses cau.?e and takes corrective action. This usually involves applying previously programmed corrective steps, or using standard correction techniques. OR For wage study purposes, computer operators are classified as follows: Class A . Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequently tested and introduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators. Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. Class C. Works on routine programs under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine programs. Usually has received some formal training in computer operation. May assist higher level operator on complex programs. C onverts statem ents of b u sin e ss p r o b le m s , ty p ica lly p re p a re d by a system s analyst, into a sequence of detailed in stru ction s w hich are re q u ire d to s o lv e the p ro b le m s by autom atic data p r o c e s s in g equipm ent. W orking fr o m charts o r d ia g ra m s , the p r o g r a m m e r d evelops the p r e c is e in stru ction s w hich, when entered into the com p u ter s y ste m in co d e d language, cau se the m anipulation o f data to achieve d e s ir e d resu lts. W ork in volves m ost of the fo llo w in g : A p plies know ledge of com pu ter c a p a b ilitie s , m ath em atics, lo g ic em p loyed by c o m p u te rs , and p a rticu la r su bject m atter in volved to analyze charts and diagram s of the p r o b le m to be p ro g ra m m e d ; d evelops sequence o f p r o g r a m step s; w rite s detailed flow charts to show o r d e r in w hich data w ill be p r o c e s s e d ; co n ve rts th ese charts to co d e d in stru ction s fo r m achine to fo llo w ; tests and c o r r e c t s p r o g r a m s ; p re p a r e s in stru ctio n s fo r operating p e rso n n e l during production run; a n a lyzes, r e v ie w s , and a lte rs p ro g ra m s to in c re a s e operating e ffic ie n c y o r adapt to new req u irem en ts; m aintains r e c o r d s o f p r o g r a m developm ent and r e v isio n s . (NOTE: W o rk e rs p erform in g both sy stem s analysis and p rogra m m in g should be c la s s ifie d as system s analysts if this is the sk ill used to determ in e th e ir p a y .) D oes not include em p loy e e s p r im a r ily re s p o n s ib le fo r the m anagem ent o r su p ervision o f other e le ctr o n ic data p r o c e s s in g e m p lo y e e s , o r p r o g r a m m e r s p r im a rily c o n ce rn e d with s c ie n tific a n d /o r engineering p ro b le m s . F or w age study p u r p o s e s , p r o g r a m m e r s are c la s s ifie d as fo llo w s : C lass A . W orks independently o r under only ge n e ra l d ire ctio n on c o m p le x p ro b le m s w hich requ ire com peten ce in all ph a ses o f p ro gra m m in g con cep ts and p r a c t ic e s . W orking fro m diagram s and charts w hich identify the nature o f d e s ir e d r e s u lts , m a jo r p r o c e s s in g steps to be a cco m p lish e d , and the relationships betw een v a rio u s steps o f the p r o b le m solving routine; plans the full range o f p rogram m in g action s needed to e ffic ie n tly u tilize the com pu ter system in , achieving d e s ir e d end products. At this le v e l, p rogram m in g is d ifficu lt b e ca u se com puter equipm ent m ust be org a n iz e d to produ ce s e v e ra l in te rre la te d but d iv e r s e p ro d u cts fr o m num erous and d iv e rs e data elem en ts. A w ide va riety and exten sive num ber of in tern al p r o c e s s in g action s m ust o c c u r . T h is re q u ire s such action s as developm ent o f com m on operation s w hich can be r e u se d , establishm ent of linkage points betw een o p eration s, adjustm ents to data when p r o g r a m req u irem en ts e x c e e d co m p u te r s tora ge ca p a city , and substantial m anipulation and resequ en cin g of data elem en ts to fo r m a highly integrated p r o g ra m . May p rovid e functional d ir e ctio n to lo w e r le v e l p r o g r a m m e r s who are G lass A. W orks independently o r under only g e n e r a l d ir e ctio n on co m p le x p r o b le m s in volvin g all ph a ses o f system analysis. P ro b le m s are c o m p le x b e c a u s e o f d iv e r s e s o u r c e s o f input data and m u ltip le -u s e requirem en ts o f output data. (F o r ex a m p le, d evelop s an in tegrated p rod u ction scheduling, in ven tory co n tr o l, c o s t an a lysis, and s a le s an a lysis r e c o r d in w hich e v e r y item of each type is autom atically p r o c e s s e d through the fu ll sy s te m o f r e c o r d s and app ropriate follow u p action s are initiated by the co m p u te r.) C on fers with p erson s c o n c e r n e d to d eterm in e the data p r o c e s s in g p r o b le m s and a d vises s u b je ct-m a tte r person n el on the im p lica tion s of new o r r e v is e d s y s te m s o f data p r o c e s s in g op e ra tio n s. Makes recom m en d ation s, if n eeded , fo r app rova l o f m a jo r sy stem s in stallation s or changes and fo r obtaining equipm ent. M ay provide functional d irection t o lo w e r le v e l sy s te m s analysts who are a ssig n ed to a s s is t. C la ss B. W orks independently o r under only g en era l d ir e ctio n on p r o b le m s that are re la tiv e ly u n com plicated to analyze, plan, p ro g ra m , and op era te. P r o b le m s are of lim ite d co m p le x ity b eca u se s o u r c e s o f input data are hom ogeneous and the output data are c lo s e ly rela ted . (F o r exa m p le, d evelop s syste m s fo r maintaining d e p o sito r accounts in a bank, m aintaining accounts re c e iv a b le in a r e ta il e stablish m en t, or maintaining inventory accounts in a m anufacturin g o r w h olesa le e sta b lish m en t.) C o n fe rs with person s co n ce rn e d to determ in e the data p r o c e s s in g p r o b le m s and a d vises s u b je c tm atter p erson n el on the im p lication s o f the data p r o c e s s in g sy s te m s to be applied. OR W orks on a segm ent of a co m p le x data p r o c e s s in g sch em e o r s y s te m , as d e s c r ib e d fo r c la s s A. W orks independently on routine assignm ents and r e c e iv e s in stru ction and guidance on c o m p le x assign m en ts. W ork is review ed fo r a c cu ra cy o f judgm ent, c o m p lia n ce with in s tru ctio n s , and to in su re p r o p e r alignm ent with the o v e r a ll system . C la ss C. W orks under im m ediate s u p e rv is io n , c a r r y in g out a n a lyses as a ssig n ed , usually of a single activity. A ssignm ents are d esign ed to develop and expand p r a c t ic a l e x p e r ie n c e in the a pplication o f pro ce d u re s and sk ills re q u ire d fo r sy stem s ana lysis w ork . F o r ex a m p le, m ay a s s is t a h igh er le v e l system s analyst by preparing the detailed s p e c ific a tio n s req u ir e d by p r o g r a m m e r s fr o m in form ation developed by the higher le v e l analyst. assign ed to a s s is t. C las8_B . W orks independently o r under only gen era l d ire ctio n on re la tiv e ly sim p le p r o g r a m s , o r on sim ple segm ents o f c o m p le x p r o g r a m s . P r o g r a m s (o r segm en ts) usually p r o c e s s in form ation to p rodu ce data in tw o or th ree v a r ie d sequ en ces o r fo rm a ts . R ep orts and lis tin g s are p rod u ced by refining, adapting, arrayin g, or m aking m in or additions to or deletions fr o m input data w hich are readily available. W hile n um erous r e c o r d s m ay be p r o c e s s e d , the data have been re fin e d in p r io r actions so that the a c c u r a c y and sequencing of data can be te s te d by using a few routine ch e ck s. T y p ica lly , the p r o g r a m deals with routine re c o rd -k e e p in g type o p eration s. OR W orks on co m p le x p r o g r a m s (as d e s c r ib e d f o r c la s s A ) under c lo s e d ire ctio n of a h igher le v e l p r og ra m m er o r su p e r v is o r . M ay a s s is t higher le v e l p r o g r a m m e r by independently p e rfo rm in g le s s difficult task s assign ed , and p e r fo rm in g m o r e d ifficu lt tasks under fa ir ly c lo s e d ire ctio n . May guide o r in stru ct lo w e r le v e l p r o g r a m m e r s . C lass C. M akes p racticed app lication s o f p ro gra m m in g p r a c t ic e s and co n ce p ts usually le a rn e d in form a l training c o u r s e s . A ssign m en ts are design ed to d evelop com p eten ce in the application of standard p r o ce d u re s to routine p r o b le m s . R e c e iv e s c lo s e su p e rvisio n on new a sp ects o f assign m en ts; and w ork is review ed to v e r ify its a c c u r a c y and co n fo rm a n ce with re q u ire d p r o c e d u r e s . COM PU TER SYSTEMS A N A LYST, BUSINESS Analyzes b u sin ess p r o b le m s to form u late p r o c e d u r e s fo r solving them by use o f e le c tr o n ic data p r o c e s s in g equipm ent. D evelops a com p le te d e s crip tio n o f all sp e c ific a tio n s n eeded to enable p rog ra m m ers to p rep a re req u ire d digital co m p u te r p r o g r a m s . W ork in vo lve s m o s t o f the fo llo w in g : A nalyzes s u b je ct-m a tte r operation s to be autom ated and id e n tifie s conditions and c r it e r ia re q u ire d to achieve s a tisfa cto ry r e s u lts ; s p e c ifie s num ber and types o f r e c o r d s , f ile s , and docum ents to be used; outlines actions to be p e r fo rm e d by p e rs o n n e l and co m p u te rs in su fficien t detail fo r presen tation to m anagem ent and fo r p rogra m m in g (ty p ica lly this in v o lv e s preparation o f w ork and data flo w c h a rts); coordin ates the developm ent o f test p r o b le m s and p a rticip a te s in t r ia l runs o f new and re v is e d sy ste m s; and recpm m en ds equipm ent changes to obtain m o r e e ffe c tiv e o v e r a ll op e ra tio n s. (NOTE: W o rk e rs p erform in g both sy stem s analysis and p rogra m m in g should be c la s s ifie d as sy ste m s analysts i f this is the sk ill used t o d eterm ine th e ir p a y .) D oes not include em p loy e e s p r im a rily re s p o n s ib le f o r the m anagem ent o r su p e rvisio n o f other e le ctr o n ic data p r o c e s s in g e m p lo y e e s , o r sy s te m s analysts p r im a rily co n c e r n e d with s c ie n tific o r engineering p r o b le m s . F o r wage study p u rp o s e s , system s analysts are c la s s ifie d as fo llo w s : DRAFTER C lass A. Plans the graphic presen tation o f co m p le x item s having d istin ctiv e design featu res that d iffe r significantly fro m establish ed drafting p r e c e d e n ts . W ork s in c lo s e support w ith the design o r ig in a to r , and m ay recom m en d m in or design ch an ges. A n aly zes the e ffe c t of ea ch change on the details o f fo rm , function, and p osition a l rela tion sh ip s of com pon en ts and p a r ts . W orks with a m in im um o f su p e rviso ry assista n ce . C om p leted w ork is re v ie w e d by design o r ig in a to r fo r c o n s iste n c y with p r io r engineering determ inations. M ay e ith er p rep a re d raw in gs, o r d ir e c t th eir p rep a ra tion by lo w e r le v e l drafters. C lass B . P e r fo r m s nonroutine and c o m p le x drafting assign m en ts that req u ire the application o f m o st o f the standardized drawing techniques r e g u la rly used. Duties ty p ic a lly in volve such w ork as: P r e p a re s w orking draw ings of su ba ssem b lies w ith ir r e g u la r s h a p es, m ultiple fu n ction s, and p r e c is e po sitio n a l relationships betw een com pon en ts; p r e p a r e s a rc h ite c tu r a l draw ings fo r con s tru ction o f a building including detail draw ings of foundations, w a ll s e c t io n s , f lo o r p lan s, and r o o f. U ses accep ted fo rm u la s and manuals in m aking n e c e s s a r y com putation s to d eterm in e quantities of m a te r ia ls to be used, lo a d ca p a citie s, strengths, s t r e s s e s , e tc . R e c e iv e s in itia l in s tru ctio n s , req u ir e m e n ts , and advice fr o m su p e rviso r. Com pleted w ork is c h eck ed fo r te c h n ica l adequacy. C la ss C . P r e p a re s detail draw ings o f sin gle units o r p a rts fo r e n g in eerin g , co n s tru ctio n , m anufacturin g, o r re p a ir p u rp o se s. T y p e s of draw in gs p r e p a r e d includ e i s o m e t r ic p r o je c tio n s (depicting th ree dim ension s in accurate s c a le ) and s e c tio n a l view s to c la r if y position in g o f com ponents and con vey needed in form ation . C on solid ates details fr o m a nu m ber o f s o u r c e s and adjusts o r tr a n s p o s e s scale as requ ired. Suggested m eth ods o f app roa ch , app licable p r e c e d e n ts , and ad vice on s o u r c e m aterials are given with initial assign m en ts. In stru ction s are le s s co m p le te when assignm ents r e c u r . W ork may be s p o t-ch e ck e d during p r o g r e s s . D R A F T E R -T R A C E R C op ies plans and draw ings p re p a r e d by oth ers by p la cin g tr a c in g cloth or p a p er o v e r draw ings and tra cin g with pen o r p e n cil. (D oes not in clu d e tr a c in g lim ite d to plans p r im a r ily c on s istin g o f straight lin e s and a la rg e s ca le not re qu irin g c lo s e d elin eation .) A N D /O R P r e p a re s sim p le o r repetitive draw in gs o f e a s ily v is u a liz e d ite m s . during p r o g r e s s . W ork is c lo s e ly s u p e rv is e d Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. Glass B. Applies comprehensive technical knowledge to solve complex problems (i.e., those that typically can be solved solely by properly interpreting manufacturers' manuals or similar documents) in working on electronic equipment. Work involves: A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. This classification excludes repairmen of such standard electronic equipment as common office machines and household radio and television sets; production assemblers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and d r a fte r s , d e s ig n e r s , and p ro fe s sio n a l engineers. Glass C. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed instructions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that worker can advance to higher level technician. Positions are classified into levels on the basis of the following definitions. Glass A . Applies advanced technical knowledge to solve unusually complex problems (i.e., those that typically cannot be solved solely by reference to manufacturers' manuals or similar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electro-m agnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed under steinding of the interrelationships of circuits; exercising independent judgment in performing such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test instruments’ (e.g., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. NURSE, INDUSTRIAL (Registered) A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the 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 environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. M AINTENANCE AND POW ERPLANT BOILER TENDER HELPER, MAINTENANCE TRADES 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, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. Assists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and deeming working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e basis. CARPENTER, MAINTENANCE Perform s 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 of the following: Planning 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 apprenticeship or equivalent training and experience. ELECTRICIAN, MAINTENANCE Perform s a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, 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, transform ers, switchboards, controllers, circuit breakers, motors, heating units, conduit system s, or other transm ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. 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 com pressors, generators, m otors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. MACHINE-TOOL OPERATOR, TOOLROOM Specializes in operating one or more than one type of machine tool (e.g., jig borer, grinding machine, engine lathe, milling machine) to machine metal for use in making or maintaining jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e.g., install cutting tools and adjust guides, stops, working tables, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the work of a machine-tool operator, toolroom, at the skill level called for in this classification requires extensive knowledge of machine-shop and toolroom practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classification does not include machine-tool operators, toolroom, employed in tool-and-die jobbing shops. 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 specifications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience. Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, 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. MECHANIC, AUTOMOTIVE (Maintenance) PIPEFITTER, MAINTENANCE Repairs automobiles, buses, motortrucks, and tractors of an establishment. 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, gauges, 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 aligning wheels, adjusting brakes and lights, or tightening body bolts. In gene rad, the work of the automotive mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include mechanics who repair customers' vehicles in automobile repair shops. 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 production of parts ordered from machine shops; 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 experience. 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 relating to stresses, strength of m aterials, and centers of gravity; aligning 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 training and experience. Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establish ment. 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 machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, anu size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. W orkers primarily engaged in installing and repairing building sanitation or heating systems are excluded. SHEET-M ETAL WORKER, MAINTENANCE Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheetmetal maintenance work from blueprints, m odels, or other specifications; setting up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. TOOL AND DIE MAKER Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or non-metallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate materials, tools, and processes required to complete task; making necessary shop computation; setting up and operating various machine tools and related equipment; using various tool and die maker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to prescribed tolerances and allowances. In general, tool and die m aker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). C U STO D IA L AND M ATERIAL M OVEMENT GUARD AND WATCHMEN LABORER, MATERIAL HANDLING 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. A worker employed in a warehouse, manufacturing plaint, store, or other establishment whose duties involve one or more of the following: Loading and unloading various materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are excluded. Watchman. and illegal entry. Makes rounds of prem ises periodically in protecting property against fire, theft, JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washrooms, or prem ises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restroom s. Workers who specialize in window washing are excluded. ORDER FILLER Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition 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 container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. follows: Truckdriver (combination of sizes listed separately) Truckdriver, light (under IV2 tons) Truckdriver, medium (IV2 to and including 4 tons) Truckdriver, heavy (over 4 tons, trailer type) Truckdriver, heavy (over 4 tons, other than trailer type) SHIPPING AND RECEIVING CLERK Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other m aterials. 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. For wage study purposes, truckdrivers are classified by size and type of equipment, . as (Tractor-trailer should be rated on the basis of trailer capacity.) TRUCKER, POWER goods Operates a manually controlled gasoline- or electric-powered truck or tractor to transport 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 forklift) For wage study purposes, workers are classified as follows: W AREHOUSEM AN Receiving clerk Shipping clerk Shipping and receiving clerk TRUCKDRIVER Drives a truck within a city or industrial area to transport materials, merchandise, equipment, or men between various types of establishments 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-salesm en and over-the-road drivers are excluded. As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored materials; examining stored materials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary duties involve shipping and receiving work (see shipping and receiving clerk and packer, shipping), order filling (see order filler), or operating power trucks (see trucker, power). A rea Wage Survey bulletins will be issued once every 3 years. These bulletins will contain information on establishment practices and supplementary benefits as well as earnings. In the interim years, supplements containing data on earnings only will be issued at no additional cost to holders o f the Area Wage bulletin. If you wish to receive these supplements, please complete the coupons below and mail to any o f the BLS regional addresses listed on the back cover o f this publication. No further action on your part is necessary. Each year, you will receive the supplement when it is published. Please send a copy .of Supplem ent I to BLS Bulletin Please send a copy o f Supplement II to BL S Bulletin Name Name Address Address City and State Zip Code City and State Zip Code Available On Request— The following areas are surveyed periodically for use in administering the Service Contract Act of 1965. the BLS regional offices shown on the back cover. Alamogordo— Las Cruces, N. Mex. Alaska Albany, Ga. Albuquerque, N. Mex. Alexandria, La. Alpena, Standish and Tawas City, Mich. Ann Arbor, Mich. Atlantic City, N.J. Augusta, Ga.— S.C. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont— Port Arthur-Orange, Tex. Biloxi— Gulfport and Pascagoula, M iss. Birmingham, Ala. Boise City, Idaho Bremerton, Wash. Bridgeport, Norwalk and Stamford, Conn. Brunswick, Ga. Burlington, Vt.— .Y. N Cape Cod, M ass. Cedar Rapids, Iowa Champaign— Urbana, 111. Charleston, S.C. Charlotte— Gastonia, N.C. Cheyenne, Wyo. Clarksville, Tenn. and Hopkinsville, Ky. Colorado Springs, Colo. Columbia, S.C. Columbus, Ga.— Ala. Columbus, M iss. Crane, Ind. Decatur, 111. Des Moines, Iowa Dothan, Ala. Duluth— Superior, Minn.— is. W El Paso, Tex. Eugene— Springfield, Oreg. Fayetteville, N.C. Fitchburg— Leominster, Mass. Fort Smith, Ark.— Okla. Frederick— Hagerstown, Md.— Chambersburg, Pa.— Martinsburg, W. Va. Gadsden— Anniston, Ala. Goldsboro, N.C. Grand Island— Hastings, Nebr. Great F alls, Mont. Guam Harrisburg— Lebanon, Pa. Huntington— Ashland, W. Va.— Ky.—Ohio Knoxville, Tenn. Laredo, Tex. Las Vegas, Nev. Little Rock—North Little Rock, Ark. Copies of public releases are or will be available at no cost while supplies last from any of Lima, Ohio Log an sport— Peru, Ind. Lorain— Elyria, Ohio Lower Eastern Shore, Md.— Va.—Del. Lynchburg, Va. Macon, Ga. Madison, W is. Mansfield, Ohio Marquette, Escanaba, Sault Ste. Marie, Mich. McAllen— Pharr-Edinburg and Brownsville— Harlingen— San Benito, Tex. Medford— Klamath Fsills— Grants Pass, Oreg. Meridian, M iss. Middlesex, Monmouth, and Ocean C os., N.J. Mobile, Ala. and Pensacola, Fla. Montgomery, Ala. Nashville— Davidson, Tenn. New Bern— Jacksonville, N.C. North Dakota Norwich— Groton— New London, Conn. Orlando, Fla. Oxnard— Simi Valley— Ventura, Calif. Panama City, Fla. Peoria, 111. Phoenix, Ariz. Pine Bluff, Ark. Portsmouth, N.H.— Me.— ass. M Pueblo, Colo. Puerto Rico Reno, Nev. Richland— Kennewick— Walla Walla— Pendleton, Wash.—Oreg. Riverside— San Bernardino— Ontario, Calif. Salina, Kans. Sandusky, Ohio Santa Barbarar-Santa Marie— Lompoc, Calif. Savannah, Ga. Selma, Ala. Sherman— Denison, Tex. Shreveport, La. Sioux Falls, S. Dak. Spokane, Wash. Springfield, 111. Springfield— Chicopee— Holyoke, M ass.— Conn. Stockton, Calif. Tacoma, Wash. Tampa— St. Petersburg, Fla. Topeka, Kans. Tucson, Ariz. Vallejo— Fairfield— Napa, Calif. Waco and Killeen— Temple, Tex. Waterloo— Cedar Falls, Iowa West Texas Plains Reports for the following surveys conducted in the prior year but since discontinued are also available: Grand Forks, N. D k. aL Sacramento, Cadif* San Angelo, T ex** Wilmington, Del.— N.J.— d.* M Abilene, T ex.** Billings, Mont.* Corpus Christi, T e x * Fresno, Calif.* * Expanded to an area wage survey in fiscal year 1975. ** Included in West Texas Plains. See inside back cover. The fourteenth annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors of personnel, buyers, chem ists, engineers, engineering technicians, draftsmen, and clerical employees is available. Order as BLS Bulletin 1804, National Survey of Professional, Administrative, Technical, and Clerical Pay, March 1973, $ 1.05 a copy, from any of the BLS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402. Area Wage Surveys A list of the latest available bulletins or bulletin supplements is presented below. A directory of area wage studies including more limited studies conducted at the request of the Employment Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional offices shown on the back cover. Bulletin supplements may - be obtained without cost, where indicated, from BLS regional offices. Area Bulletin number and price* Akron, Ohio, Dec. 1973 1.......................................... ....................................................... .................. 1795-10, 65 cents Albany— Schenectady— Troy, N. Y. , Mar. 1974________________________ ________________Suppl. Free Albuquerque, N. M ex., M ar. 1974 2 ____________________________________________ _____ Suppl. Free Allentown— Bethlehem— Easton, Pa.— .J., May 1974 2__________________________________ Suppl. N Free Anaheim— Santa Ana— Garden Grove, Calif., Oct. 1974 1_______________________________ 1850-9, 85 cents Atlanta, Ga., May 1974__________________________________________________________________ Suppl. Free Austin, T e x ., Dec. 1973__________________________________________________ _________ ____ Suppl. Free Baltimore, M d ., Aug. 1974 _____________________________________________________________ Suppl. Free Beaumont—Port Arthur— Orange, T e x., May 1974 2______________________________________Suppl. Free Billings, Mont., July 1974 1 ____________________________________________________________ 1850-6, 75 cents Binghamton, N.Y .— a., July 1974 _____________________________________________________ Suppl. P Free Birmingham, A la ., M ar. 1974 2 ________________________________________________________ Suppl. Free Free Boise City, Idaho, Nov. 1973 2__________________________________________________________ Suppl. Boston, M a ss., Aug. 1974 ______________________________________________________________ Suppl. Free Free Buffalo, N .Y ., Oct. 1974 _______________________________________________________________ Suppl. Burlington, V t., Dec. 1973 2_____________________________________________________________ Suppl. Free Canton, Ohio, May 1974 1 _______________________________________________________________ 1795-23, 80 cents Charleston, W. V a ., M ar. 1974 2_________________ _____________ ________________________ Suppl. Free Charlotte, N .C ., Jan. 1974 2............................................................................................... ..............Suppl. Free Chattanooga, Tenn—G a., Sept. 1974 ____________________________________ ______________ Suppl. Free Chicago, 111., May 1974 1________________________________________________ -______________ 1795-27, $1.10 Ind., Feb. 1974 1_________________________ _____________________ 1795-16, 75 cents Cincinnatti, Ohio-Ky«— Cleveland, Ohio, Sept. 1973_____________________________________________________________ Suppl. Free Columbus, Ohio, Oct. 1974--------------------------------------------------------------------------------------------- Suppl. Free Corpus Christi, Tex., July 1974 1______________________________________________________ 1850-3, 75 cents D allas, T e x ., Oct. 1973 2__________________________________________ _____________________ Suppl. Free Fort Worth, Tex., Oct. 1974___________________________________________________ Suppl. Free Dallas— Davenport— Rock Island— Moline, Iowa— 111., Feb. 1974 1 ----------------------------------------------- 1795-14, 65 cents Dayton, Ohio, Dec. 1973 _______________________________________________________________ Suppl. Free Daytona Beach, Fla., Aug. 1974 1--------------------------- ---------------------- ----------- --------------------- 1850-1, 7 5 cents Denver, Colo., Dec. 1973 2 ____________________________________ ________________________ Suppl. Free Denver— Boulder, Colo. 1 3_______________________________________________________________ Des Moines, Iowa, May 1974 2----------------------------------------------------------------------------------------Suppl. Free Detroit, M ich., Mar. 1974..................... ............................................................................................Suppl. Free Durham, N .C ., Dec. 1973 2 _____________________________________________________________ 1795-9, 65 cents Fort Lauderdale— Hollywood and West Palm Beach, Fla., Apr. 1974 -------- -------- ------- ----------------------------------------------------------------------------------------------- Suppl. Free Fort Worth, T ex., Oct. 1973 2 _________________________________________________________ Suppl. Free Fresno, Calif. 1 3 ________________________________________________________________________ Gainesville, Fla. 1 3_____________________________________________________________________ Green Bay, W is., July 1974-------------------------- ----------------------------------------------------------------- Suppl. Free Greensboro— Winston-Salem— High Point, N .C ., Aug. 1974 1 --------------------------------------- 1850-2, 80 cents Free Greenville, S .C ., May 1974 ____________________________________________________________ Suppl. Hartford, Conn. 1 3 _________________________________________________________________ ____ Houston, T e x ., Apr. 1974 1 _____________________________________________________________ 1795-22, 85 cents Huntsville, A la ., Feb. 1974 1____________________________________________________________ 1795-13, 65 cents Indianapolis, Ind., Oct. 1974 __________________________________________________________ Suppl. Free Jackson, M iss., Feb. 1974______________________________________________________________ 1795-12, 65 cents Jacksonville, F la., Dec. 1973 1 ________________________________________________________ 1795-8, 65 cents Kansas City, M o.-K an s., Sept. 1974___________________________________________________ Suppl. Free Lawrence— Haverhill, M ass.— .H ., June 1974 2 ------------------------------------------------------------ Suppl. N Free Lexington— Fayette, K y., Nov. 1974_____________________________________________________Suppl. Free Little Rock— North Little Rock, A rk., July 1973 2 -------------------------------------------------------- Suppl. Free Los Angeles—Long Beach, Calif. 3 _____________________________________________________ Los Angeles—Long Beach and Anaheim— Santa Ana— Garden Grove, C alif., Oct. 1973 2_____________________________________________________________ Suppl. Free Louisville, K y.-Ind., Nov. 1973________________________________________________________ Suppl. Free Lubbock, T e x ., Mar. 1974 2 ____________________________________________________________ Suppl. Free Manchester, N .H ., July 1973 2__________________________________________________________ Suppl. Free * 1 2 3 P rice s are d e te rm in e d by th e G ov e rn m e n t Printing O ffic e an d are s u b jec t to ch an ge. D a t a o n e stab lish m e n t p r a c t ic e s an d su p p le m e n ta ry w a g e p ro v isio n s are also presented. N o lo n g e r surveyed. T o be su rv e y e d . Area Bulletin number and price* Melbourne— Titusville— Cocoa, Fla'., Aug. 1974 1______________________________________ 1850-5, 75 cents Memphis, T enn .— rk ., Nov. 1973 1____________________________________________________ 1795-11, 65 cents A Miami, F la., Oct. 1974________________________________________________________________ Suppl. Free Free Midland and Odessa, T ex., Jan. 1974 2______________________________________________ Suppl. Milwaukee, W is., May 1974_____________________________________________ _______ ___ Suppl. Free Minneapolis— St. Paul, Minn., Jan. 1974 ______________________________________________ Suppl. Free Muskegon— Muskegon Heights, M ich., June 1974 2_____ ________________________________ Suppl. Free Suffolk, N .Y. 1 3 _______________________________________________ ________________ Nassau— Newark, N.J. 1 3___________ _____ _______________________________________________________ Newark and Jersey City, N .J., Jan. 1974 2_____________________________________ _____ .Suppl. Free New Haven, Conn., Jan. 1974 2 ________________________________________________________ Suppl. Free New Orleans, L a ., Jan. 1974 1_________________________________________________________ 1795-15, 70 cents New York, N .Y .-N .J . 1 3 _______________________________________________________________ New York and Nassau— Suffolk, N .Y ., Apr. 1974 2 ____________________________________ Suppl. Free Virginia Beach— Portsmouth, Va.— N.C. 3_____________________________________ Norfolk— Norfolk— Virginia Beach-Portsmouth and Newport News— Hampton, V a ., Jan. 1974_____________________________________________________________ Suppl. Free Northeast Pennsylvania, Aug. 1974 L ._____ ______ _______________________________ ____ 1850-8, 80 cents Oklahoma City, Okla., Aug. 1974 1____________________________________________________ 1850-7, 80 cents Omaha, Nebr.— Iowa, Oct. 1974 1__________________________________ ____________________ 1850-10, 80 cents Pater son— Clifton— Passaic, N .J., June 1974 _____________________________________ ___ _ Suppl. Free Philadelphia, Pa.— .J ., Nov. 1973 1______________________________________________ _____ 1795-19, 85 cents N Free Phoenix, A r iz ., June 1974 2 _________________________________________ _____ ____________ Suppl. Pittsburgh, P a., Jan. 1974 -------------------------------------------------------------------------------------------- Suppl. Free Free Portland, Maine, Nov. 1974___________________________________________________________ Suppl. Portland, Or eg.— ash., May 1974 1___________________________________________________ 1795-26, 85 cents W Poughkeepsie, N .Y . 1 3 _________________________________________________________________ Free Poughkeepsie— Kingston— Newburgh, N .Y ., June 1974________________________________ Suppl. Providence— Warwick— Pawtucket, R.I.— ass., May 1974 1___________________________ 1795-24, 80 cents M Raleigh, N .C ., Dec. 1973 1 2............................................................................................................. 1795-7, 65 cents Raleigh-Durham, N.C. 3 ________________________________________________ ____ _________ Richmond, V a ., M ar. 1974 1______ _____________________________________________________ 1795-25, 80 cents Riverside— San Bernardino— Ontario, Calif., Dec. 1973 2______________ t ______________Suppl. Free Rockford, 111., June 1974 2_______________ __________________________________ ___________ Suppl. Free St. Louis, Mo.— 111., Mar. 1974 ________________________________________________________ Suppl. Free Sacramento, Calif. 1 3 ___________________________________________________________ ____ Saginaw, Mich. 1 3 ______________________________________________________________________ Salt Lake City, Utah, Nov. 1974 ----------------------------------------------------------------------------------- Suppl. Free San Antonio, T ex., May 1974 1_________________________________________________________ 1795-21, 65 cents San Diego, C alif., Nov. 1973__________________________________________________________ Suppl. Free San Francisco— Oakland, Calif., M ar. 1974 ----------------------------------------------------------------- Suppl. Free San Jose, Calif., M ar. 1974-------------------------------------------------------------------------------------------Suppl. Free Savannah, Ga., May 1974 2--------------------------------------------------------------------------------------1____Suppl. Free Scranton, P a., July 1973 1 2 ____________________________ _______________________________ 1795-3, 55 cents Seattle— Everett, W ash., Jan. 1974 ____________________________________________________ 1795-17, 65 cents Sioux F alls, S. Dak., Dec. 1973 2 _______________________________________________ ______ Suppl. Free South Bend, Ind., M ar. 1974 1---------------------------------------------------------------------------------------- 1795-18, 65 cents Spokane, W ash., June 1974 2----------------------------------------------------------------------------------------- Suppl. Free Syracuse, N .Y ., July 1974 1------------------------------------------------------------------------------------------- 1850-4, 80 cents Tampa— St. Petersburg, F la., Aug. 1973 2 ____________________________________________ Suppl. Free Toledo, Ohio— ich., Apr. 1974 ________________________________________________________Suppl. M Free Trenton, N .J., Sept. 1974-----------------------------------------------------------------------------------------------Suppl, Free Washington, D.C.— Md.— a ., M ar. 1974 ------------------------------------------------------------------------Suppl. V Free Waterbury, Conn., M ar. 1974 2_________________________________ _______________________ Suppl. Free Waterloo, Iowa, Nov. 1973 1 2_________________________________________________________ 1795-5, 60 cents Wichita, Kans., Apr. 1974 1 ___________________________________________________________ 1795-20, 65 cents W orcester, M a ss., May 1974---------------------------------------------------------------------------------------- Suppl. Free York, Pa., Feb. 1974 __________________________________________________________________ Suppl. Free Youngstown— Warren, Ohio, Nov. 1973 2------------------------------------------------------------------------Suppl. Free POSTAGE AND FEES PAID U.S. DEPARTMENT OF LABOR U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS WASHINGTON, D.C. 20212 LA B 441 OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300 THIRD CLASS MAIL B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S Region I 1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont Region II Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 971-5405 (Area Code 212) Region V 8th Floor, 300 South Wacker Drive Chicago, III. 60606 Phone: 353-1880 (Area Code 312) Illinois Indiana Michigan Minnesota Ohio Wisconsin Region VI 1100 Commerce St. Rm. 6B7 Dallas, Tex. 75202 Phone: 749-3516 (Area Code 214) Arkansas Louisiana New Mexico Oklahoma Texas New Jersey New York Puerto Rico Virgin Islands Region III P.O. Box 13309 Philadelphia, Pa. 19101 Phone: 597-1154 (Area Code 215) Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Region IV Suite 540 1371 Peachtree St. N.E. Atlanta, Ga. 30309 Phone: 526-5418 (Area Code 404) Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Regions VII and VIII Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816) VII VIII Iowa Colorado Kansas Montana Missouri North Dakota Nebraska South Dakota Utah Wyoming Regions IX and X 450 Golden Gate Ave. Box 36017 San Francisco, Calif. 94102 Phone: 556-4678 (Area Code 415) IX X Alaska Arizona Idaho California Oregon Hawaii Washington Nevada
