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^ 3 Area Wage Survey - 3; Sacramento, California, Metropolitan Area December 1977 Bulletin 1950-72 U.S. Department of Labor Bureau of Labor Statistics Sacramento Preface This bulletin provides results of a December 1977 survey of occupational earnings and supplementary wage benefits in the Sacramento, California, Standard Metropolitan Statistical Area. The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. It was conducted by the Bureau's regional office in San Francisco, C alif., under the general direction of Milton Keenan, Assistant Regional Com missioner for Operations. The survey could not have been accom plished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Material in this publication is in the public domain and may be re produced without perm ission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this publication. Note: Available for the Sacramento area are listings of union wage rates for building trades, printing trades, local-transit operating employees, 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 Sacramento, California, Metropolitan Area December 1977 U.S. Department of Labor Ray Marshall, Secretary Bureau of Labor Statistics Julius Shiskin, Commissioner Contents Page Page March 1978 Bulletin 1950-72 Introduction-------------------------------------------------------------- 2 B -5 . Tables: A. Earnings, all establishments: A - l . Weekly earnings of office workers------------------------------------------- 3 A -2 , Weekly earnings of profes sional and technical w orkers--------5 A -3 . Average weekly earnings of office, professional, and technical workers, by sex--------------- 6 A -4 . Hourly earnings of mainte nance, toolroom, and ppwerplant w orkers----------------------- 7 A -5 . Hourly earnings of material movement and custodial workers------------------------------------------- 8 A -6 . Average hourly earnings of maintenance, toolroom, powerplant, material move ment, and custodial workers, A -7 . B. For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402, GPO Bookstores, or BLS, Regional Offices listed on back cover. B -4 . Percent increases in average hourly earnings,adjusted for employment shifts,for s e lected occupational groups------------ 10 Establishment practices and supple mentary wage provisions: B - l . Minimum entrance salaries for inexperienced typists and clerks---------------------------------------- 1 1 B -2 . Late-shift pay provisions for full-time manufacturing plant w o rk ers---------------------------------- 12 B -3 . Scheduled weekly hours and days of full-tim e first-shift worke r s -------------------------------------------- 13 B -6 . B -7 . Appendix A. Appendix B. Annual paid holidays for full time workers------------------------------------14 Paid vacation provisions for full-tim e workers---------------------------- 15 Health, insurance, and pension plans for full-tim e workers----------- 17 Life insurance plans for full-tim e workers----------------------------18 Scope and method of survey-------------- 21 Occupational descriptions-----------------26 Introduction Table A -7 provides percent changes in average hourly earnings of office clerical workers, electronic data processing workers, industrial nurses, skilled maintenance trades workers, and unskilled plant workers. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled main tenance workers in nonmanufacturing because the number of workers em ployed in this occupational group in nonmanufacturing is too small to warrant separate presentation. This table provides a measure of wage trends after elimination of changes in average earnings caused by employment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. This area is 1 of 74 in which the U.S. Department of Labor's Bu reau of Labor Statistics conducts surveys of occupational earnings and re lated benefits. (See list of areas on inside back cover.) In each area, occupational earnings data (A -se rie s tables) are collected annually. Infor mation on establishment practices and supplementary wage benefits (B series tables) is obtained every third year. Each year after all individual area wage surveys have been com pleted, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and r e gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii. B -se r ie s tables A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and a s sistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract Act of 1965. The B -se r ie s tables present information on minimum entrance salaries for inexperienced typists and clerks; 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 work ers; paid holidays; paid vacations; health, insurance, and pension plans; and more detailed information on life insurance plans. 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, on the area's industrial composition in manufacturing, and on labor-management agreement coverage. A -se r ie s tables Tables A - l through A - 6 provide estimates of straight-tim e weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. For the 31 largest survey areas, tables A - 8 through A - 13 provide sim ilar data for establishments employing 500 workers or more. Appendix B provides job descriptions used by Bureau field econ omists to classify workers by occupation. 2 A. Earnings Table A-1. Weekly earnings of office workers in Sacramento, Calif., December 1977 W e e k ly earnings ( standard) O cc upa ti on and i ndust ry di v is i on writers A ve ra ge we e kl y hours1 (standard) $ 100 Mean2 M e di a n 2 Mid dle range 2 $ 110 re ceiv in g $ $ 120 130 140 110 $ $ $ e a rn in g s of— $ $ $ 120 $ $ s $ 3 36 4 0 .0 $ 2 2 9 .5 0 $ 2 1 7 .0 0 $ $ 1 8 7 .0 0 -2 6 3 .5 0 102 3 9 .5 2 2 6 .0 0 2 2 4 .0 0 1 8 6 .5 0 -2 5 5 .5 0 - - 234 4 0 .0 2 3 1 .0 0 2 1 7 .0 0 1 8 9 .5 0 -2 7 2 .5 0 - 45 4 0 .0 2 9 0 .5 0 2 8 7 .0 0 2 7 0 .5 0 -3 0 6 .0 0 - - s $ $ $ 160 170 180 190 20 0 210 220 230 240 250 260 270 280 300 - - - - - - - - - - - - - - - and 160 170 180 190 200 210 220 230 240 250 260 270 280 300 320 over 17 33 lb 130 140 150 1 - 6 3 - 14 6 - 29 8 32 3 18 1 6 35 10 3 11 6 21 14 16 27 25 1 - - S E C R E T A R I E S . CL ASS B --------------------------NONMANUFACTURING ----------------------------------- 55 3 9 .5 2 3 0 .0 0 2 0 7 .5 0 1 9 7 .0 0 -2 6 2 .0 0 - - 51 3 9 .5 2 2 6 .0 0 2 0 7 .5 0 1 9 3 .0 0 -2 3 3 .0 0 - “ S E C R E T A R I E S . CL ASS C ---------------------------NONMANUFACTURING ----------------------------------PUBLI C U T I L I T I E S ------------------------------ 91 3 9 .5 2 5 1 .5 0 2 5 0 .5 0 2 0 8 .0 0 -2 8 6 .0 0 - - - 3 3 ~ - - 2 “ - 2 - - 1 1 1 69 4 0 .0 2 5 3 .0 0 2 4 9 .5 0 2 1 0 .0 0 -3 0 1 .5 0 - 1 32 4 0 .0 2 8 2 .0 0 2 8 5 .5 0 2 4 8 .5 0 -3 0 1 .5 0 - “ 129 4 0 .0 2 2 7 .0 0 2 1 7 .0 0 1 8 5 .0 0 -2 6 3 .5 0 - - 320 12 1 5 3 4 6 12 10 9 4 17 12 28 “ 3 6 ~ - 2 11 11 10 8 15 8 1 - - 2 1 _ 5 1 7 8 15 8 “ “ ~ 2 1 ~ 3 1 6 5 7 5 5 3 2 3 11 14 3 4 6 5 1 5 5 ~ “ 1 3 “ “ 8 18 7 1 4 3 10 5 1 4 6 7 1 1 3 8 - - 2 6 7 6 2 7 4 15 1 11 3 3 10 1 2 5 5 2 7 2 10 “ 2 1 7 5 11 “ 1 6 13 4 - - 2 5 2 3 - 5 10 - 4 5 2 2 1 1 8 14 5 5 1 9 / 12 - - 1 9 4 .5 0 -2 6 1 .0 0 - - 1 7 1 .0 0 -2 6 3 .5 0 - “ 39 4 0 .0 1 8 8 .5 0 1 8 6 .5 0 1 7 9 .0 0 -2 1 4 .0 0 - - - 4 STENOGRAPHERS ------------------------------------------------MANUFACTURING ----------------------------------------NONMANUFACTURING ----------------------------------PUBLI C U T I L I T I E S ------------------------------ 125 4 0 .0 2 0 0 .0 0 1 8 0 .0 0 1 5 6 .0 0 -2 3 6 .0 0 - - 1 6 19 14 27 3 9 .5 2 2 4 .5 0 1 7 9 .5 0 -2 3 6 .5 0 - 98 4 0 .0 1 9 3 .5 0 1 7 2 .0 0 1 4 9 .5 0 -2 2 2 .0 0 - - 1 6 19 14 27 4 0 .0 2 6 4 .0 0 2 7 8 .0 0 2 3 6 .0 0 -2 8 3 .0 0 STENOGRAPHERS. GENERAL ----------------------NONMANUFACTURING ----------------------------------- 59 3 9 .5 4 0 .0 2 1 9 .5 0 2 1 3 .0 0 42 2 1 0 .0 0 2 1 3 .0 0 STENOGRAPHERS. SENIOR ------------------------- 66 1 8 2 .5 0 T Y P I S T S --------------------------------------------------------------NONMANUFACTURING ----------------------------------- 291 3 9 .5 253 3 9 .5 9 - - - - - 7 - 6 _ 7 3 3 2 6 - - 7 2 2 1 9 5 6 - - - 11 7 6 - - 8 “ “ 1 “ 1 1 - 6 - - - 11 7 - - - 1 7 8 .5 0 -2 7 8 .0 0 - - 1 6 2 2 1 7 1 - 1 9 - 12 _ - _ 11 _ 6 _ 1 5 7 .5 0 -2 6 7 .5 0 “ 1 6 2 2 1 2 1 “ 1 9 - 6 - - - 11 - - - 1 6 3 .0 0 1 5 0 .0 0 -1 9 5 .5 0 - ~ - - 17 12 7 7 4 5 - - 7 - - - - - 7 1 7 3 .5 0 1 6 7 .0 0 1 3 0 .0 0 -2 0 7 .0 0 8 30 30 36 9 10 4 4 7 4 11 32 33 5 20 - - _ _ _ 1 6 6 .0 0 1 6 1 .5 0 1 2 8 .0 0 -2 0 6 .5 0 8 30 30 36 5 10 35 1 4 11 32 33 5 13 - - - - - - 1 4 0 .5 0 -2 0 7 .0 0 - - 14 32 9 10 32 1 i 11 30 30 5 11 - - _ _ _ _ _ 14 32 5 10 32 1 i 11 30 30 5 11 - - - - - - - 8 30 16 4 - - 12 6 3 - 2 3 - 9 - - - _ _ 12 _ 2 3 “ 2 - - - - - - - - 1 - - - - - - - 3 2 _ _ - - 3 2 - - 2 12 5 1 - 6 3 - 5 1 - _ _ _ 5 1 - - - - 5 3 6 _ _ _ 5 3 2 - - - - - 18 16 - - _ 18 16 “ - - 18 16 - - - 4 8 1 6 7 .0 0 “ 3 9 .5 1 7 9 .5 0 1 6 7 .0 0 1 3 8 .5 0 -2 1 4 .5 0 105 3 9 .5 1 6 4 .0 0 1 2 6 .5 0 1 1 5 .5 0 -1 8 6 .0 0 71 3 9 .5 1 3 2 .5 0 1 1 8 .5 0 1 1 3 .5 0 -1 2 6 .5 0 8 30 16 4 ~ “ 3 F I L E CLERKS -----------------------------------------------------NONHANUFACTURING ----------------------------------- 82 3 9 .0 1 3 2 .5 0 1 2 0 .0 0 1 1 8 .5 0 -1 2 8 .0 0 16 26 24 6 2 - 2 79 3 9 .0 1 3 1 .0 0 1 2 0 .0 0 1 1 8 .5 0 -1 2 8 .0 0 16 26 24 6 2 “ “ 119 3 9 .5 1 5 0 .0 0 1 3 8 .5 0 1 0 8 .0 0 -1 8 4 .0 0 40 4 3 13 11 10 3 3 ~ “ 107 3 9 .5 1 4 5 .0 0 1 3 8 .0 0 1 0 8 .0 0 -1 6 8 .0 0 40 4 3 9 11 10 3 2 11 5 SWI TCHBOARD O P E R A T O R - R E C E P T I O N I S T S NONMANUFACTURING ----------------------------------- 112 3 9 .5 1 6 8 .5 0 1 4 9 .5 0 1 2 6 .5 0 -1 8 1 .5 0 1 i 27 6 24 2 16 7 1 2 92 3 9 .5 1 6 5 .5 0 1 4 9 .5 0 1 2 6 .5 0 -1 6 9 .0 0 1 ORDER CLERKS --------------------------------------------------MANUFACTURING ------------------------------------------ 146 4 0 .0 2 0 0 .0 0 1 8 9 .0 0 1 7 4 .5 0 -2 3 4 .5 0 - ~ ~ 3 1 - - 10 27 ” 24 1 16 2 1 “ “ ~ “ 10 - 6 22 - - 3 7 40 18 10 1 i 4 1 i 4 - - - 60 4 0 .0 2 3 7 .5 0 2 6 7 .0 0 1 9 2 ^ 0 0 -2 7 9 .0 0 - 3 7 4 6 B ------------------------- 123 4 0 .0 1 9 9 .0 0 1 8 9 .0 0 1 6 7 .0 0 -2 6 7 .0 0 - - 6 22 - - 3 7 36 15 - ACCOUNTING CLERKS --------------------------------------MANUFACTURING -----------------------------------------NONMANUFACTURING ----------------------------------- 648 3 9 .5 1 8 6 .5 0 1 7 9 .0 0 1 5 3 .0 0 -2 0 8 .0 0 1 16 47 20 64 32 100 47 95 30 34 107 4 0 .0 2 2 9 .0 0 2 0 2 .0 0 1 8 3 .5 0 -2 8 2 .5 0 4 1 2 11 4 23 7 5 1 4 3 1 23 29 6 27 48 17 1 7 8 .0 0 1 7 1 .0 0 1 4 9 .5 0 -2 0 5 .0 0 ~ 1 16 47 16 29 at $ 3 2 0 to $ 3 4 0 ; 2 at $ 3 4 0 to $ 3 6 0 ; and 1 at $ 3 6 0 to $ 3 8 0 . S ee fo o tn o te s at end o f t a b le s . 10 - ld 2 * W o r k e r s w e r e d is t r ib u t e d a s f o ll o w s : * * W o r k e r s w e r e at $ 3 2 0 to $ 3 4 0 . - " 1 7 8 .5 0 3 9 .5 8 1 ~ 3 9 .5 541 3 - 11 - T Y P I S T S . CL ASS B ------------------------------------NONHANUFACTURING ----------------------------------- CLASS 3 10 - - 186 ~ *32 3 2 2 1 7 .0 0 15 3 10 2 3 5 .5 0 22 2 14 2 3 3 .0 0 5 2 5 2 2 2 .5 0 o 21 11 7 - 4 0 .0 SWI TCHBOARD OPERATORS -----------------------------NONHANUFACTURING ----------------------------------- 21 8 1 4 0 . 0 T Y P I S T S . CL ASS A ------------------------------------NONMANUFACTURING ----------------------------------- 20 2 2 - 75 2 2 1 .0 0 - 8 7 V - 54 CL ASS E --------------------------- ” “ O S E C R E T A R I E S . CL ASS D --------------------------MANUFACTURING -----------------------------------------NONHANUFACTURING ----------------------------------- ORDER C L E R K S . $ 150 WORKERS S E C R E T A R I E S ----------r-----------------------------------------MANUFACTURING -----------------------------------------NONMANUFACTURING ---------------------------------PUBLI C U T I L I T I E S ------------------------------ SECRETARI ES. w e ek ly stra ig h t-tim e $ and under ALL of w ork ers N u m ber $ 3 63 30 89 43 72 7 31 51 18 4 8 12 _ - 14 14 _ 15 12 14 - **15 2 Table A-1. Weekly earnings of office workers in Sacramento, Calif., December 1977— Continued Weekly earnings1 ( standard) N u m ber * Average weekly hours * (standard) O cc u p a tio n and in d u s tr y d iv is io n of w o rk e rs * 100 * 110 re ce iv in g * 120 * 130 s tra ig h t-tim e * * 140 150 * 160 w eek ly * 17 0 e a rn in g s of— * * * 180 190 200 * 210 * * 220 230 * * * 240 250 260 * 270 and * * 280 300 - - and 320 300 320 ov er under 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 ALL U0 RKER S - CONT INUED ACCOUNTING CLERKS - CONTINUED _ $ $ ACCOUNTING CLERKS. CLASS A MANUFACTURING --------------------------NONMANUFACTURING -------------------- 275 3 9 .5 1 9 9 .0 0 1 8 9 .0 0 1 6 1 .0 0 - 2 0 7 .0 0 29 26 4 18 1 9 0 .0 0 - 2 9 3 .0 0 - - 15 7 4 6 - 3 2 1 7 .0 0 48 1 1 51 2 3 7 .5 0 8 - 15 4 0 .0 12 - 18 74 4 3 1 4 - - 20 1 3 9 .0 1 8 4 .5 0 1 8 3 .0 0 1 6 1 .0 0 - 2 0 5 .0 0 12 18 8 37 15 36 22 22 6 1 1 17 4 - ACCOUNTING CLERKS. CLASS B MANUFACTURING -------------------------NONMANUFACTURING ------------------- 373 3 9 .5 1 7 7 .0 0 1 6 7 .0 0 1 4 2 .5 0 - 2 1 4 .5 0 24 2 52 - 32 44 8 26 47 4 8 1 - 22 52 28 36 1 7 26 47 10 6 10 10 27 50 17 6 10 2 9 41 4 14 6 6 $ PAYROLL CLERKS -------NONMANUFACTURING KEYPUNCH OPERATORS MANUFACTURING — NONMANUFACTURING KEYPUNCH OPERATORS CLASS B NONMA NUFA C TUR I NG See fo o tn o te s at 33 4 0 .0 2 1 0 .0 0 1 8 3 .5 0 1 7 1 .0 0 -2 7 9 .0 0 1 - 340 3 9 .5 1 7 4 .0 0 1 6 6 .5 0 1 4 2 .5 0 - 1 51 4 0 .0 2 10 .00 1 9 4 .5 0 1 7 9 .0 0 -2 4 6 .5 0 35 4 0 .0 2 0 6 .5 0 1 9 8 .0 0 1 8 2 .0 0 -2 4 6 .5 0 243 KEYPUNCH OPERATORS* CLASS A NONMANUFACTURING --------------------- end of ta b les. $ 2 0 6 .5 0 47 - 8 4 46 1 16 47 4 45 1 1 1 - 3 3 5 2 6 2 2 43 13 3 9 .5 1 8 7 .5 0 1 7 3 .0 0 1 5 2 .0 0 - 31 3 9 .5 1 9 4 .5 0 1 8 1 .0 0 1 7 1 .5 0 -2 3 0 .5 0 6 - 2 1 1 212 3 9 .5 1 8 6 .5 0 1 7 3 .0 0 1 5 2 .0 0 - 2 3 1 .0 0 6 3 42 12 150 3 9 .5 2 0 2 .5 0 1 8 6 .5 0 1 7 3 .0 0 - 2 4 3 .0 0 4 3 19 127 3 9 .5 202.00 1 8 6 .5 0 1 7 1 .0 0 - 2 4 3 .0 0 3 17 93 4 0 .0 1 4 9 .5 0 85 40.0 1 6 3 .5 0 1 6 3 .5 0 1 4 9 .5 0 1 4 9 .5 0 - 1 7 1 .5 0 1 7 1 .5 0 149.50 2 3 1 .0 0 16 - 1 1 4 25 3 - 2 1 5 1 5 - 5 - 41 1 _ - 3 - 5 35 4 6 9 3 5 39 6 5 3 5 33 35 6 39 10 8 8 9 6 2 38 9 8 6 8 1 1 2 2 3 - 15 - 15 - - - - 16 2 14 5 5 5 3 - 6 8 4 2 14 14 1 42 6 2 •- 2 - - - - - - - - - Table A-2. Weekly earnings of professional and technical workers in Sacramento, Calif., December 1977 W e e k l y earning s1 (standard) Nu mb er Occ upa ti on and i ndust ry d i v i si o n workers A ve ra ge we e k ly hours1 (standard) N u m ber o f w ork ers $ S U nder Mean2 Me d ia n 2 Mid dle range 2 * 170 170 , and receiv in g S 180 190 s tra ig h t-tim e $ $ 200 $ 210 w eek ly S 220 ea rn in g s $ 230 % 240 o f ----$ * 250 260 s 270 $ 5 280 300 $ $ 320 34 0 S 360 $ 380 $ 400 $ 420 440 and under 210 240 250 260 “ “ 10 4 - 1 2 8 3 10 4 1 1 6 220 180 190 200 - _ 1 6 “ 1 230 270 280 300 320 340 360 380 1 9 6 6 8 1 7 3 5 1 1 1 4 2 3 1 ~ 400 440 over 4 2 *5 - - - ~ “ “ 420 ALL WORKERS COMPUTER SYSTEMS ANALYSTS ( B U S I N E S S ) ------------------------------------------------COMPUTER PROGRAMMERS ( B U S I N E S S ) NONMANUFACTURING -----------------------------COMPUTER PROGRAMMERS ( B U S I N E S S ) CLASS B --------------------------------------------------- 45 3 8 .5 $ 3 5 6 .0 0 $ 3 5 9 .5 0 $ $ 3 0 5 .5 0 -3 7 9 .5 0 50 3 9 .5 2 7 3 .5 0 2 7 2 .5 0 2 2 6 . 0 Q— 3 1 6 . 5 0 - - 37 3 9 .5 2 6 5 .0 0 2 5 7 .5 0 2 2 6 .0 0 -3 0 0 .5 0 “ “ 4 31 3 9 .5 2 6 6 .5 0 2 7 4 .5 0 2 2 6 .0 0 -2 9 1 .5 0 - - - - - 3 6 3 - - 2 3 1 7 - 1 - - - - - COMPUTER OPERATORS -------------------------------NONMANUFACTURING ------------------------------ 99 3 9 .5 2 0 1 .0 0 1 8 9 .0 0 1 7 6 .0 0 -2 0 5 .0 0 * * 21 11 24 18 - 2 2 7 2 2 2 2 - 2 3 1 - - - - - 83 3 9 .5 1 9 0 .5 0 1 8 9 .0 0 1 7 6 .0 0 -1 9 5 .5 0 19 10 24 18 “ 1 1 6 1 1 2 “ - - - ~ - COMPUTER OPERATORS. CLASS B -----NONMANUFACTURING ------------------------------ 39 3 9 .0 2 0 1 .0 0 1 9 5 .5 0 1 7 8 .5 0 -2 3 0 .0 0 3 7 2 14 - 1 2 7 2 - 1 - - 1 6 i - 32 3 9 .0 1 9 5 .0 0 1 9 3 .0 0 1 7 6 .5 0 -1 9 5 .5 0 3 6 2 14 COMPUTER OPERATORS. CLASS C -----NONMANUFACTURING ------------------------------ 45 4 0 .0 1 7 7 .0 0 1 8 4 .0 0 1 6 7 .0 0 -1 8 9 .0 0 18 4 22 1 43 4 0 .0 1 7 7 .5 0 1 8 4 .0 0 1 6 7 .0 0 -1 8 9 .0 0 16 4 22 1 DRAFTERS -------------------------------------------------------MANUFACTURING ------------------------------------- 175 4 0 .0 2 6 2 .5 0 2 5 1 .0 0 2 2 1 .0 0 -3 1 0 .5 0 5 4 7 6 6 12 1 6 17 11 9 5 10 15 13 26 5 5 2 79 4 0 .0 2 5 9 .5 0 2 5 1 .0 0 2 2 4 .0 0 -2 9 9 .0 0 - - 2 3 2 9 10 7 6 9 1 2 9 10 5 3 1 * 44 4 0 .0 2 5 1 .5 0 2 3 0 .0 0 2 2 4 .0 0 -2 7 4 .0 0 “ 1 1 2 7 6 7 4 1 1 4 1 3 6 DRAFTERS. * ** CLASS B ------------------------------ W o r k e r s w e r e d is t r ib u t e d as f o llo w s : W o r k e r s w e r e d is t r ib u t e d as fo llo w s : S ee fo o tn o te s at end o f ta b le s 2 at $4 4 0 to $ 4 6 0 ; and 3 at $ 4 8 0 to $ 5 0 0 . 1 at $ 140 to $ 1 5 0 ; 1 at $ 1 5 0 to $ 1 6 0 ; and 19 at $ 1 6 0 to $ 1 7 0 . “ ~ ” Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, in Sacramento, Calif., December 1977 A vera ge (m e a n 2 ) Sex, 3 occu p a tion , and in d u stry d iv isio n Number of workers W eek ly (standard) O FFICE S E C R E T A R IE S O CCUPATIONS 40 •0 $ 2 2 9 .5 0 102 3 9 .5 2 2 6 .0 0 234 9 0 .0 2 3 1 .0 0 ----------------------- 45 9 0 .0 2 9 0 .5 0 --------------------- 55 3 9 .5 2 3 0 .0 0 ----------------------------- 51 3 9 .5 2 2 6 .0 0 -------------------------------------- N O N M A N U F A C T U R IN G OFFICE 3 36 ----------------------------- U T IL IT IE S CLASS N O N H A N U F A C T U R IN G B FILE --------------------- 91 ------------------------------ 69 9 0 .0 2 5 3 .0 0 32 4 0 .0 2 8 2 .0 0 --------------------- 129 9 0 .0 2 2 7 .0 0 -------------------------------------- 59 9 0 .0 2 3 3 .0 0 75 9 0 .0 2 2 2 .5 0 CLASS N O N M A N U F A C T U R IN G PU BLIC C U T IL IT IE S ------------------------ 3 9 .5 2 5 1 .5 0 O CCUPATIONS CLERKS Number of W eek ly W eek ly earnings* (standard) - Sex, 3 occu p a tio n , PRO FESSIO N AL CLERKS 81 3 9 .0 $ 1 3 0 .5 0 78 3 9 .0 1 2 9 .0 0 ------------------------------------- 111 3 9 .5 1 4 8 .0 0 ------------------------------------------- 99 3 9 .5 1 4 2 .5 0 O P E R A T O R -R E C E P T IO N IS T S - 102 3 9 .5 1 6 2 .5 0 N O N M A N U F A C T U R IN G ORDER ------------------------------------------- OPERATORS N O N M A N U F A C T U R IN G and in d u stry d iv isio n AND COMPUTER SYSTEMS ( BU SIN E SS! COMPUTER ------------------------------------------- 82 3 9 .5 1 5 8 .0 0 CLASS ---------------------------------------------------------------- 117 9 0 .0 2 0 4 .5 0 COMPUTER 35 3 8 .5 $ 3 6 1 .5 0 -------- 39 3 9 .5 2 7 5 .5 0 -------------------------------------------- 26 3 9 .5 2 6 5 .0 0 PROGRAMMERS ------------------------------- 112 9 0 .0 2 0 4 .5 0 ------------------------------ CLERKS. CLASS PROGRAMMERS A C COUN TIN G CLERKS 2 1 3 .5 0 ------------------------------------------- 50 3 9 .5 1 9 9 .5 0 -------------- 36 3 9 .0 2 0 0 .5 0 3 9 .5 1 8 1 .0 0 109 9 0 .0 2 2 6 .5 0 968 3 9 .5 1 7 1 .0 0 253 3 9 .5 1 9 6 .0 0 N O N M A N U F A C T U R IN G ------------------------------------------- 39 9 0 .0 1 8 8 .5 0 ----------------------------------------------- 119 9 0 .0 1 9 8 .0 0 27 3 9 .5 2 2 9 .5 0 MANUFACTURING ---------------------------------------------------- 71 9 0 .0 2 3 4 .0 0 87 9 0 .0 1 9 0 .0 0 N O N M A N U F ' , T U R I N G ------------------------------------------- 182 3 9 .0 1 8 1 .5 0 --------------- 48 3 9 .5 2 1 9 .5 0 319 3 9 .5 1 6 9 .0 0 ------------------ 66 9 0 .0 1 8 2 .5 0 ----------------------------------------------------------------- STENOGRAPHERS CLASS M ANUFACTURING -------------------------------------- NONHANUFACTURING STENOGRAPHERS. E ------------------------------ GENERAL AC C O UN TIN G AC C O UN TIN G CLERKS. CLERKS. MANUFACTURING STENOGRAPHERS. SENIOR 290 3 9 .5 1 7 3 .5 0 ------------------------------ 253 3 9 .5 1 6 6 .0 0 A -------------------------------- 186 3 9 .5 1 7 8 .5 0 182 3 9 .5 1 7 9 .5 0 N O N M A N U F A C T U R IN G T YPISTS. CLASS N O N M A N U F A C T U R IN G ------------------------------ CLERKS ---------------------------------------------------------------------------- 168 footn otes -------------------------------- 109 3 9 .5 1 6 9 .0 0 ------------------------------ 71 3 9 .5 1 3 2 .5 0 at end ----------------- 33 9 0 .0 2 1 0 .0 0 ------------------------------------------- 286 3 9 .5 1 6 4 .0 0 ---------------------------------------------------------- 39 9 0 .0 2 1 3 .0 0 KEYP U NCH O P E R A T O R S : M A N U F A C T U R I N G ---------------------------------------------------OPERATORS. CLASS B -------------- of ta b les. 6 29 76 3 9 .5 o B B o CLASS N O N M A N U F A C T U R IN G ----------------- MANU FACTURING DRAFTERS. CLASS PRO FESSIO N AL 198 •50 1 6 2 .5 0 73 2 6 4 .5 0 2 6 2 .0 0 4 0 .0 2 5 5 .5 0 ---------------------------------------------- 36 1 8 0 .5 0 ------------------------------------------- 32 1 7 6 .5 0 30 4 0 .0 -------------------------------------------- AND OPERATORS COMPUTER B 38 B O C CUPATIONS COMPUTER CLASS ---------------------------------------------------- N O N M A N U F A C T U R IN G KEYPUNCH TYPISTS. CLASS A ---------------------------------------------------- NO N M A N U F A C T U R IN G PAYROLL CLASS DRAFTERS OPERATORS. o 2 6 3 .5 0 3 9 .5 o 3 9 .5 62 o 26 ---------------------------------------------------------------------- OPERATORS o 572 --------------------- S E C R E T A R IE S . See ---------------------------------------------------------------------------------------------------- (B U S IN E S S ). ---------------------------------------------- B COMPUTER MANUFACTURING TYPISTS B (B U S IN E S S ) o N O N M A N U F A C T U R IN G ORDER H EN o M ANUFACTURING 0 Weekly earnings* (standard) ■** -P o o CLASS - ANALYSTS N O N M A N U F A C T U R IN G S E C R E T A R IE S . Weekly houre1 (standard) ------------------------------------------------------------------- N O N M A N U F A C T U R IN G COMPUTER Number of workers TECH NICAL OCCUPATIONS ------------------------------------------------------------------ N O N M A N U F A C T U R IN G SW ITCHBOARD S E C R E T A R IE S . d ivision WOME N— C O N T I N U E D SW ITCHBOARD SE C R E TA R IE S. and in d u stry (standard) WOMEN ----------------------------------------------------- M ANU FACTURING PU BLIC - W eek ly earnings* (standard) Average (m ean2) A vera ge (m e a n * ) Sex, 3 occu p a tion , TECH NICAL - OPERATORS. WOMEN CLASS C ------------- 1 7 3 .5 0 Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Sacramento, Calif., December 1977 Hourly earnings 4 O ccu p a tion and in d u stry d iv is io n Number of workers Me an 2 M e d i an 2 N u m ber o f w o r k e r s r e c e iv in g s t r a ig h t-t im e h o u r ly e a r n in g s o f— M id dle range 2 Under 6 .5 0 ALL MAINTENANCE (M OTOR 126 $ 7 .7 8 $ 7 .6 9 $ 7 .5 9 - $ 7 .7 3 103 7 .7 1 7 .6 9 6 .8 0 - 7 .7 3 ----------------------------- 28 7 .8 5 7 .7 7 6 .8 0 - 8 .3 6 ----------------------------------------------- 28 7 .8 5 7 .7 7 6 .8 0 - 6 .3 6 M ECH ANICS MANUFACTURING MAINTENAN CE ----------------------- ----------------------------------------------- M ACH IN ISTS MANUFACTURING M AINTENANCE (M A C H IN E R Y ) ----------------------------------------------- VEH ICLES) STA TIO N A R Y 7 .6 9 7 .2 1 - 7 .6 9 175 7 .5 0 7 .6 9 7 .2 1 - 7 .6 9 -------------------------------------------- 214 8 .8 8 9 . 14 7 .8 1 - 9 .6 5 52 8 .6 4 9 .1 4 7 .7 2 - 9 .1 4 $ $ S s $ $ $ $ s % 6 . 70 6 .8 0 6 . 90 7 .0 0 7 .1 0 7 .2 0 7 .3 0 7 .4 0 7 .5 0 7 .6 0 7 .8 0 and 8 .0 0 - under 6 .6 0 6 .7 0 6 . 80 6 .9 0 4 12 12 4 12 12 _ - 7 .2 0 7 .3 0 7 .4 0 - “ - - - - - - - - _ 7 . 00 7 . 10 7 .5 0 7 .6 0 7 .8 0 12 56 3 “ 12 40 3 _ - 6 - 3 - * 20 - 25 _ 20 ~ 25 “ 75 6 . 00 i s s i $ $ t 8 .2 0 8 .4 0 8 .6 0 8 .8 0 9 .0 0 9 .2 0 9 .4 0 9 .6 0 - and - 8 .2 0 - 8 .4 0 - 8 .6 0 - 8 .8 0 9 .0 0 12 3 - 3 “ 19 19 8 - - 8 9 .2 0 9 .4 0 i 9 .6 0 over - 1 4 6 - i 4 95 _ lb 12 12 12 - 3 11 5 - - 4 5 ~ _ _ - - _ . - - _ _ _ " “ - _ 4 _ 3 _ _ _ _ 9 _ 32 - 7 22 _ _ - 5 2 - 4 - - - - 3 - - - - 9 - - 4 - - 3 30 - 3 22 - - - - - 3 - ~ - - - - - 3 30 - - - 1 1 5 4 - - - - 15 - 9 .6 5 -------------------------------- 120 8 .9 0 9 .4 5 7 .8 0 - 9 .6 5 - ----------------------------------- 102 8 .8 4 1 0 .0 4 7 .6 2 -1 0 .0 4 5 -------------------------------------- 29 8 .0 1 7 .6 2 6 .9 1 -1 0 .0 4 *5 5 - _ 4 12 at $ 1 0 .2 0 to $ 1 0 .4 0 ; 1 at $ 1 0 .4 0 to $ 1 0 .6 0 ; and 1 at $ 1 0 .8 0 to $ 1 1 . 1 at $ 5 .9 0 to $ 6 ; and 4 at $ 6 to $ 6 .1 0 . See fo o tn o te s at end o f t a b le s . - - - 8 .3 9 - 50 at $ 9 .6 0 to $ 9 .8 0 ; 12 - 3 _ 9 .4 5 at $ 9 .8 0 to $ 1 0 . d is trib u te d as f o ll o w s : at $ 1 0 to $ 1 0 .2 0 . d is trib u te d as f o llo w s : _ “ 8 .9 5 w ere w ere w ere w ere 6 6 _ 162 E N G IN EERS W ork ers W ork ers W ork ers W ork ers $ - - U T IL IT IE S N O N M ANUFACTU RIN G * ** * * 7 .5 2 ----------------------------------------------- N O N r t A N U F A C T U R I N G -------------------------------------PU BLIC 198 M ECHANICS MANUFACTURING $ 6 .6 0 WORKERS E LE C T R IC IA N S M ANUFACTURING MAINTENANCE $ 6 .5 0 7 8 3 14 " ” - - 30 30 - _ 3 *5 - 5 - - - 15 - 20 - * *6 4 15 20 62 20 50 t59 ~ “ - 3 - - - - 3 - - - - 2 9 Table A-5. Hourly earnings of material movement and custodial workers in Sacramento, Calif., December 1977 N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e h o u r ly e a r n in g s o f $ 2. 50 Mean 2 Median* Middle range * ALL $ 3. 0 0 * 3.20 $ 3. 4 0 $ 3.60 $ 2. 80 3.00 3. 2 0 3. 40 3. 60 3.80 4 4 4 4 - - “ $ 4.20 $ % 4 .40 4. 6 0 * 5. 0 0 * 5.40 $ $ 5. 8 0 6 . 2 0 S 6.60 $ 7.00 7. 40 4.00 4.20 4.40 4 .60 5. 0 0 5.40 5.80 6.20 6.60 7.00 7.40 - - 6 6 - 6 6 - - 16 2 14 102 14 88 56 14 14 2 - $ S $ 7.80 8 . 2 0 $ 1 ---8. 6 0 9. 0 0 7. 80 8. 20 8 . 6 0 9. 0 0 over WORKERS ----------------------------------------------------- MANUFACTURING ----------------------------------------- N O N M ANUFACTU RIN G PU BLIC $ 2. 80 and under 2. 60 TRU CK D RIVERS $ 2. 6 0 ■p o o of workers o O ccu p a tion and in d u stry d iv is io n CD Hourly earnings 4 -------------------------------- U T IL IT IE S TRU CKDRIVERS. LIG H T TRUCKDRIVERS. M EDIU M N O N M ANUFACTU RIN G -------------------------TRUCK 1.081 324 757 358 $ 8.10 7.65 8.29 7.87 $ a. 19 8. 0 0 8. 6 6 8.66 $ 6.816.716.816.53- $ 8. 78 8. 0 0 9. 94 8. 7 8 “ ~ 27 27 “ 32 5.65 5. 6 2 5. 15- 6. 5 5 - - - - - - - - - 6 - 5 11 - 4 6 - - - - - - 19*1 126 7.31 7. 2 5 7.95 8. 1 9 6.816.81- 8. 1 9 8. 1 9 _ 4 4 4 4 _ _ _ _ _ _ _ - - - - ~ 6 - - - 11 9 4 “ 10 10 ” 22 22 1 1 “ 112 56 “ 20 20 “ 11 - 90 39 - - 50 - 4 18 1 i 29 27 2 28 7 21 1 - 1 “ 101 93 8 40 ~ 1 1 ” 40 174 ~ 174 209 16 193 3 ” “ 8 “ - 9 9 15 15 8 ~ 2 2 5 5 “ -------- TRUCK — -------------------------------- - - 11 1 10 “ 123 31 92 90 2c>3 199 64 40 40 “ 238 * 2 2 7 4 34 234 193 210 TRUCKDRIVERS. HEAVY -------- 212 7.24 6. 8 1 6.50- 8. 00 - - - - - - - - - - - - TRU CKDRIVERS. T R A C T O R -T R A IL E R 584 145 4 39 8.81 7.78 9.15 8. 78 8. 0 0 8. 7 8 8.158.008.78- 9.94 8. 0 0 9. 94 " - - - - - - - _ - - - - - “ " - - - - - 50 31 7. 3 7 7.67 7. 49 7. 4 9 7.067.37- 7.86 7. 60 - - - - _ - - - - _ _ _ - - - - - - ~ - - - - - 82 74 6.85 6.86 7. 08 7. 2 2 6.056.05- 7.4 9 7. 49 - - - - - - - - - - 1 1 31 26 2 2 1 1 6 6 29 29 3 “ 2 2 4 4 - - 2 2 - - 1 1 _ “ 50 35 7.08 6.94 6. 78 6. 78 6.706.70- 7. 84 6. 7 8 - - - 2 1 3 27 27 - 2 2 16 5 - - - “ 4 55 112 343 7.10 6.37 7.33 7. 49 6. 37 7. 4 9 6.605.927.26- 7.78 6. 4 9 7.78 61 26 0 12 248 12 12 - - - - - 3 2o 166 162 6. 19 5.45 6.95 5. 9 3 4. 60 5. 9 3 4.604.515.93- 7.78 6. 0 2 8. 1 4 15 6 9 40 18 22 - 38 - ~ 38 ~ 639 486 153 69 6.45 5.96 8.03 8.02 6.06 6.00 8. 24 8.56 5.745.657.506.90- 6.90 6. 3 3 8. 5 6 8. 5 6 - 67 32 1 1 67 32 32 12 89 5.93 5. 7 2 5.06- 6. 3 6 - M ANUFACTURING ----------------------------------------- N O N M ANUFACTU RIN G SH IPPE R S A ND WAREHOUSEMEN ----------------------------------------- N O N M ANUFACTU RIN G HANDLING MANUFACTURING -------------------------------- U T IL IT IE S -------------------------- - - - - - - _ - - _ _ ~ - - - - - - - - - - 24 15 9 7 4 3 34 32 2 38 32 6 9 3 6 61 - - - - - - - - - - ~ - - - - 1 - - - - - - - - 1 - - 9 2 7 - - - - - - - 3 _ - - - 2 2 - 26 25 1 111 29 82 - - 26 26 - 6 - 61 60 1 - - 5 5 14 14 18 18 141 141 “ 16 2 162 ” 135 135 * 27 - 18 - - - - - - - - - - - _ _ _ _ _ _ - - - - - - - - - - - - “ “ “ “ “ - - - - - 11 - 3 _ - - - - ~ - ~ “ ” “ - - - 15 6 - “ - 25 11 25 25 11 28 10 18 - - - 18 - - : M ANUFACTURING GUARDS. CLASS MANUFACTURING JA N IT O R S. ------------------------------------------ - - - BI 87 5.92 5. 7 2 5.06- 6.36 - - - - - 11 - - - - - 15 27 - 16 - - - 18 - - - 977 131 846 4.34 5.67 4.13 4. 15 5. 24 4. 15 4.155.244.00- 4. 4 5 6.00 4. 4 5 33 6 - 39 52 41 5 397 13 - - “ 5 397 13 - - 18 18 - - 41 3 2 1 2 52 25 23 2 - 6 56 10 46 - - 78 74 4 - - 137 3 134 45 33 27 1 26 - 2 - - ----------------------------------------- PORTERS, MANUFACTURING AND CLEANERS ----------------------------------------- N O N M ANUFACTU RIN G * ------------------------------------------------------------------- ------------------------------------------ N O N M ANUFACTU RIN G g u a r d s ----------- ------------------------------------------ OPERATORS MANUFACTURING -------------------------------- LABORERS N O N M ANUFACTU RIN G PU BLIC ----------------------- -------------------------------- ----------------------------------------------------- MANUFACTURING FO RK LIFT -------------------------------- RECEIVERS N O N M ANUFACTU RIN G M ATERIAL -------------------------------- -------------------------------------------------------------- NON M A N U FA C TU R IN G SH IPPE R S -------------------------------- ----------------------------------------------------------------- NON M AN U FA C TU R IN G R E CEIVERS TRUCK -------------------------------- W o r k e r s w e r e d is trib u te d as f o llo w s : 16 at $ 9 to $ 9 .4 0 ; - - 39 193 at $ 9 .8 0 to $ 1 0 .2 0 ; and 18 at $ 1 0 .2 0 to $ 1 0 .6 0 . See fo o tn o te s at end o f t a b le s . - 8 - - 45 - Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in Sacramento, Calif., December 1977 S ex, 3 o ccu p a tion , and in d u stry Number of workers d iv ision Av er ag e (m ean2 ) hourly earnings4 S ex, 3 occu p a tion , and in d u stry d iv ision Number of workers Av er ag e (m e a n * ) hourly earnings 4 MATERI AL MOVEMENT AND CUSTODI AL OCCUPATI ONS - MEN— CONTINUED MAINTENANCE. TOOLROOM. AND POWERPLA NT OCCUPATI ONS - MEN $ 99 XUJ MAINTENANCE MACHI NI STS ----------------------------------MANUFACTURING ----------------------------------------------------MAINTENANCE MECHANICS ( MACHI NERY) - / • / 1 NONMANUFACTURING -------------------------------------------- 7 .6 8 82 6 .6 5 79 6 .8 6 ANO RECEI VERS ---------------------------- 50 7 .0 8 35 6 .9 9 WAREHOUSEMEN --------------------------------------------------- 993 7 .1 2 103 6 .9 3 390 7 .3 3 26 7 .8 5 RECEI VERS ---------------------------------------------------------NONMANUFACTURING ----------------------------------- 196 7 .5 2 S HI P PERS 175 7 .5 0 26 7 .8 5 MAINTENANCE MECHANICS MANUFACTURING ----------------------------------------------------NONMANUFACTURING -------------------------------------------PUBLI C U T I L I T I E S -------------------------------------- 30 219 8 .8 6 52 8 .6 9 162 8 .9 5 120 8 .9 0 102 8 .8 9 29 8 .0 1 NONMANUFACTURING -------------------------------------------- MATERIAL HAn OLI NG LABORERS ----------------------MANUFACTURING ----------------------------------------------------- FORKLI FT OPERATORS ----------------------------------------------MANUFACTURING ----------------------------------------------------NONMANUFACTURING -------------------------------------------PUBLI C U T I L I T I E S -------------------------------------- MATERIAL MOVEMENT AND CUSTODI AL OCCUPATI ONS - MEN 322 6 .2 G 160 5 .9 5 162 6 .9 5 6 09 6 .9 8 956 5 .9 6 153 8 .0 3 69 8 .0 2 85 5 .8 6 guards: MANUFACTURING TRUCKDRI VERS ----------------------------------------------------------------MANUFACTURING ----------------------------------------PUBLI C UTILITIES ------------------------------ 1 .0 8 1 8 .1 0 329 7 .6 5 757 8 . 29 358 7 .8 7 GUARDS. JANI TORS. 32 5 .6 5 194 7 .3 1 CLASS ----------------------------------------------------- BI P ORTERS. NONMANUFACTURING TRUCKORI VERS. MEDIUM TRUCK ------------NONMANUFACTURING ---------------------------------- 126 7 .2 5 TRUCKDRI VERS. TRUCK --------------- 212 7 .2 9 TRUCKDRI VERS. T RACT OR- T RAI L ER -----MANUFACTURING ----------------------------------------- 589 8 .8 1 145 7 .7 8 HEAVY 83 5 .8 5 AND CLEANERS ------ 683 4 .3 9 107 5 .7 1 ----------------------------------- 576 9 . 19 253 4 .0 5 229 3 .9 1 MATERIAL MOVEMENT AND CUSTODI AL OCCUPATI ONS - WOMEN JANI TORS. 939 P ORTERS . N U l i i i A l i U r A L 1 UK 1 Ivu S ee fo o tn o te s at end o f t a b le s . 9 AND CLEANERS ------ Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts, for selected occupational groups in Sacramento, Calif., for selected periods D e c e m b e r 1976 to D e c e m b e r 1977 D e c e m b e r 1974 to D e c e m b e r 1975 D e c e m b e r 1975 to D e c e m b e r 1976 A ll in d u s t r ie s : O ffic e c l e r i c a l _______ ___________________ _____ ___ E le c t r o n ic data p r o c e s s in g . . . . . . . . . . __ ___ I n d u s tr ia l n u r s e s ______________________________________ S k ille d m a in te n a n c e t r a d e s . . . _____________________ U n s k ille d plant w o r k e r s . ........ 8.3 ( 6) ( 6) 8.7 8.0 6.6 ( 6) ( 6) 9.7 9.0 8.8 (‘ ) ( 6) 8.4 7.8 M a n u fa ctu rin g : O ffic e c l e r i c a l _________________________________________ E le c t r o n ic data p r o c e s s in g . __ _____ ___ __________ In d u s tr ia l n u r s e s _____________________________________ S k ille d m a in te n a n c e t r a d e s ____ . . _______________ U n s k ille d plant w o r k e r s ______________________________ ( 6) ( 6) ( 6) 8.7 7.9 ( 6) ( 6) ( 6) 10.1 9.1 ( 6) ( 6) ( 6) 8.1 9.6 N o n m a n u fa ctu rin g : O ffic e c l e r i c a l _____________________________ __________ E le c t r o n ic data p r o c e s s in g ____________________ _____ I n d u s tr ia l n u r s e s ______________________________________ __ __ U n s k ille d plant w o r k e r s . ____ ___ _______ 7.6 ( 6) ( 6) 7.9 7.3 (‘ ) ( 6) 8.9 8.1 o ( 6) 6.8 In d u s try and o c c u p a t io n a l gro u p 5 See f oot not es at end of t abl es . 10 B. Establishment practices and supplementary wage provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks in Sacramento, Calif., December 1977 Inexperienced typists M anufacturing M in im u m w eekly straight-tim e s a la r y 7 All B ased on Other in experienced w eekly hours 9 of ---- All All 40 schedules All All 40 schedules 110 24 XXX 86 XXX 110 ESTABLISHMENTS HAVING A SP EC IF IE D MINIMUM --------------------------------------------------------------- 23 4 4 19 17 40 - - - - - 1 UNDER * 1 0 5 . 0 0 -----------------UNDER * 1 1 0 . 0 0 -----------------UNDER * 1 1 5 . 0 0 -----------------UNDER * 1 2 0 . 0 0 -----------------UNDER * 1 2 5 . 0 0 -----------------UNDER * 1 3 0 . 0 0 -----------------UNDER * 1 3 5 . 0 0 -----------------UNDER * 1 4 0 . 0 0 -----------------UNDER * 1 4 5 . 0 0 -----------------UNDER * 1 5 0 . 0 0 -----------------UNDER * 1 5 5 . 0 0 -----------------UNDER * 1 6 0 . 0 0 -----------------UNDER * 1 6 5 . 0 0 -----------------UNDER * 1 7 0 . 0 0 -----------------O V E R -------------------------------- -- — 1 2 1 4 i i i 2 1 1 i 2 4 1 - 1 1 1 1 3 1 1 9 3 2 5 1 1 1 2 1 3 1 1 1 1 - 1 1 ESTABLISHMENTS HAVING NO SPECI FIE D M I N IM U M --------------------------------------------------------------- 4 * XXX 20 XXX * 1 00 .00 * 1 05 .00 * 1 10 .00 * 1 15 .00 * 1 20 .00 * 1 25 .00 *130 .00 * 1 35 .00 * 1 40 .00 * 1 45 .00 * 1 50 .00 * 1 55 .00 * 1 60 .00 * 1 65 .00 *170 .00 AND AND AND AND AND AND AN0 AND AND AND AND AND AND AND AND ------ --------------------------------------- ESTABLISHMENTS n h i c h DID NOT EMPLOY UORKERS IN THI S CATEGORY ---------------------- 83 1 1 - 40 standard w eekly h ou rs 9 of— 86 XXX XXX 7 7 33 29 4 - - 1 - i 1 1 2 6 3 1 3 8 _ 1 2 ~ 1 6 1 1 2 ~ 1 2 “ 4 XXX 15 6 XXX 55 11 3 63 11 1 1 3 3 3 1 1 - 1 1 - 2 - 3 3 1 2 1 1 4 3 1 i 1 - XXX 9 XXX XXX XXX 44 XXX XXX 3 ~ 1 2 2 3 7 ‘/2 XXX 24 3 1 1 “ 40 schedules 2 1 1 1 1 2 1 2 1 1 1 1 S ee fo o tn o te s at end o f ta b le s . on A ll schedules S T U O I E O ------------------------- UNDER * 1 0 0 . 0 0 N onm anufacturing B ased in d u str ies industries ESTABLISH ME M S 8 w ork ers M anufacturing Nonm anufacturing standard clerical 2 1 Table B-2. Late-shift pay provisions for full-time manufacturing plant workers in Sacramento, Calif., December 1977 (A ll f u ll - t im e m a n u fa c tu r in 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 sh ifts A ll w o r k e r s 10 Item PERCENT OF IN ESTABLISHMENTS S e co n d s h ift T h ir d sh ift S e co n d sh ift T h ir d s h ift 8 8 .7 8 0 .3 2 3 .4 9 .9 1 .3 8 7 .A 8 4 .7 .4 2 2 .9 2 2 .9 I .4 9 .5 9 .5 ~ 2 .7 1 .3 7 9 .0 7 8 .7 ~ .3 1 6 .2 2 2 .0 1 5 .3 2 4 .4 2 6 .9 1 5 .0 4 .5 8 .1 3 .4 ~ 8 .5 1 0 .0 .3 - 1 .1 8 .9 7 .4 6 .3 1 .5 1 .4 .4 -> 1 .4 2 .8 .i -» -» -» 1 .8 WORKERS WITH LATE SHIFT PRO VIS IONS UITH NO PAY DIFF ERE NTI AL FOR LATE SHIFT UORK y i T H PAY DI FFERENTIAL FOR LATE SHIFT UORK — UNIFORM CENTS-PER-HOUR DIFFERENTIAL -------------UNIFORM PERCENTAGE DIFFERENTIAL ----------------------OTHER DI FFE RENTIAL ------------------------------------------------------ — -»— AVERAGE PAY DIFFERENTIAL UNIFORM CENTS-PER-HOUR DIFFERENTIAL PERCENT OF UORKERS BY TYPE ANO AMOUNT OF PAY DIFFERENTIAL uniform 10 12 13 15 17 IB 20 22 25 26 27 33 35 ce n ts- per- hour: CENTS -----------------------------CENTS ----------------------------CENTS -----------------------------CENTS -----------------------------CENTS -----------------------------CENTS ----------------------------CENTS ----------------------------ANO UNDER 2 3 CENTS CENTS ----------------------------CENTS ----------------------------AND UNDER 28 CENTS CENTS ----------------------------CENTS ----------------------------- 8 .0 See fo o tn o te at end of t a b le s . 12 9 .2 1 0 .6 1 0 .8 3. 4 8. 1 8 .5 7 .7 2 .3 8 .0 .4 1 .5 2 .0 .4 .6 1 .4 1 .8 1 .4 Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Sacramento, Calif., December 1977 Office Plant w o r k e r s w ork ers Item All PERCENT OF WORKERS WEEKLY ALL HOURS FULL-TIME BY AND industries M anufacturing Nonm anufacturing P u blic utilities 100 100 100 -------------------------------- 100 D A Y S ----------------------------------------------------------- ( 12) 22 HOURS-5 DAYS WORKERS ----------------------------------------------------------- 1 HOURS-5 1/3 HOUKS-5 DAYS ----------------------------------------------- ( 12 ) 1 /2 HOURS-5 DAYS ------------------------------------------------------------------------------------------ 1 - - - -------------------------------------------------------------------------------- 93 87 95 HOURS-5 A DAYS 5 DAYS 5 1 /2 DAYS 2 T N onm anufacturing Public u tilities 100 _ 100 100 _ _ - - - - - - - - - - - - 10 15 - (12) 2 9 - 90 - 83 - 91 - 100 - - 90 - 83 - 91 - 100 - - - - - -» 100 3 1 - 9A - 100 9 <12 ) 1 - - - 89 ----------------------------------------------------------- 2 - A 75 1 --------------------------------------------------------------------------------------------------------------------------------------------- A ( 12) 3 ----------------------------------------------------------------------------DAYS - 2 37 100 _ 1 35 HOURS 0 A Y S ----------------------------------------------------------- _ 35 8 /1 0 M anufacturing DAYS HOURS-** 38 industries SCHEDULED 20 AO AU - A2 HOURS-5 DAYS A3 A8 HOURS-6 DAYS ----------------------------------------------------------- 1 -r - - - - HOURS-6 DAYS ----------------------------------------------------------- ( 12 ) - (12) - - - - - 3 9 .8 3 9 .9 3 9.5 AO.O 39.7 3 9 .6 3 9 .8 AO.O AVERAGE SCHEDULED WEEKLY ALL WEEKLY WOR K HOURS SCHEDULES ----------------------------- S ee fo o tn o te at end o f ta b le s . 13 Table B-4. Annual paid holidays for full-time workers in Sacramento, Calif., December 1977 O ffice w ork ers Plant w o r k e r s Item PERCENT ALL IN FU LL-TI PAID HOLIDAYS FOR WORKERS IN OF HALF PAID DAY HOLIDAY PLUS 1 OF PAIO ------------------------------------ WORKERS HOLIDAYS BY --------------------------------------------------------------------DAY ------------------------------------------ HOLIDAYS 3 HOLIDAYS ------------------------------------------------------------------ 4 HOLIDAYS ----------------------------------------------------------------- PLUS 1 1 -----------------------------------------------------------------HALF DAY HALF ------------------------------------------ DAY ----------------------------------------- 5 HOLIDAYS ----------------------------------------------------------------- 6 HOLIDAYS ----------------------------------------------------------------- 7 HOLIDAYS ----------------------------------------------------------------- 8 HOLIDAYS PLUS 9 HALF DAY ------------------------------------------ ------------------------------------------------------------------ PLUS 1 hALF DAY PLUS 2 HALF DAYS HOLIDAYS PLUS 10 1 1 ------------------------------------------------------------------------------ ----------------------------------------------------------------HALF HOLIDAYS DAY ------------------------------------------ -------------------------------------------------------------- PLUS 1 HALF DAY PLUS 2 HALF DAYS ------------------------------------------------------------------------------ 11 HOLIDAYS -------------------------------------------------------------- 12 HOLIDAYS -------------------------------------------------------------- 13 HOLIDAYS -------------------------------------------------------------- 15 HOl I O A Y S -------------------------------------------------------------- P ERCENT PAID OF WORKERS HOLIDAY TIME BY DAYS OR MUR E ----------------------------------------------------- DAYS OR MORE ----------------------------------------------------- 5 DAYS OR MORE ----------------------------------------------------- 6 DAYS OR MO R E ----------------------------------------------------- 7 DAYS OR MORE 8 DAYS 8 1/2 9 DAYS 9 1/2 MO R E OR OR MO R E DAYS 10 DAYS 10 1/2 11 12 OR 100 100 100 100 100 100 100 100 9 - 1 - 1 93 " 100 91 100 99 100 99 100 8.8 9.5 8.4 9.9 8.8 8.9 8.8 10.0 (12) 2 - - (12 ) (12 ) - 7 --------------------------------------------------------------------------------------------------------MO R E ----------------------------------------- ----------------------------------------------------MO R E ----------------------------------------- OR MORE DAYS OR -------------------------------------------------- DAYS OR MORE -------------------------------------------------- DAYS OR MORE -------------------------------------------------- 13 DAYS OR MORE ---------- --------------------------------------- 15 D A Y S -------------------------------- ------------------------------------------ MORE -------------------------------------- 2 (12 ) 1 4 7 ~ 18 1 23 19 6 6 1 2 -» - - 1 3 _ 3 _ (12) 9 22 23 26 9 4 8 (12) 1 6 6 17 ~ 1 23 ~ 16 9 5 - -* 1 -» 3 -7 21 -» 54 -» £1 - 93 91 89 68 84 77 58 56 35 35 16 16 3 2 “ 100 100 100 100 99 91 69 69 46 46 20 20 12 8 100 100 100 100 100 99 96 96 75 75 21 21 - 90 87 84 83 77 71 54 54 30 30 14 14 ' See footnotes at end of tables. - (12) (12) (12) (12) 5 13 (12) 21 11 (12) 12 3 24 4 (12) 3 1 1 2 _ 16 1 28 11 32 3 3 6 (12 ) (12 ) 2 16 (12 ) 20 13 (12 ) 12 3 22 4 (12 ) 3 (12 ) “ 2 _ _ 1 (12) 11 75 12 - TOTAL 3 OR P u b lic u t ilitie s P R O V I D E D 13 2 DAYS N on m an u factu rin g PROVIDED 2 PLUS M a n u fa ctu rin g NUMBER ----------------------------------------------------------------HALF A ll in d u strie s HOLIDAYS ESTABLISHMENTS OF P u b lic u t ilitie s PROVIDING HOLIDAYS PERCENT N onm anuf actu r ing PROVIDlN b --------------------------------------------------- NUMBER PROVIDING K E R S ------------------------ NOT --------------------------------------------------- HOLIDAYS AVERAGE M an u factu rin g WORKERS wO k ESTABLISHMENTS PAID 1 piE ESTABLISHMENTS IN 1 OF A ll in d u strie s 14 99 99 99 99 95 81 60 49 37 34 11 7 4 3 2 100 100 100 100 84 83 56 56 44 44 12 12 9 6 99 99 99 99 97 80 60 47 36 32 10 6 3 2 2 100 100 100 100 100 99 99 99 88 88 12 12 - Table B-5. Paid vacation provisions for full-time workers in Sacramento, Calif., December 1977 Office Plant w o r k e r s w ork ers Item All PEkCENT ALL industries M anufacturing Nonmanufacturing Public utilities AU industries M anufacturing N onm anufacturing Public utilities OF WORKERS F U L L -T Ih E WORKERS --------------- ESTABLISHMENTS NOT PROVIDING PAID VACATIONS ---------------------------------IN ESTABLISHMENTS PROVIDING PAID VACATIONS ---------------------------------LENGTH-OF-TIME PAYMENT ------------PERCENTAGE PAYMENT ---------------------OTHER PAYMENT ---------------------------------- 100 100 100 100 100 100 10 0 100 - 2 - ( 12) - (12 ) - IN AMOUNT 6 98 100 99 100 99 75 86 70 91 99 99 5 28 9 1 100 - 99 21 1 (12) 3 9 1 --------------------------------- 1 1 23 6 -------------------------------------------------- 18 9 22 ( 12 ) " (12) OF PAID MONTHS UNDER 1 1 OVER 1 YEAR OF UNDER 1 VACATION OF 1 WEEK 99 100 A F T E R : 14 UNDER 2 WEEKS 36 1 WE E K --------------------------------- --------------------------------------------------- 1 55 4 67 _ 50 , 9 2 WEEKS ------------------------------------------------ 38 16 A7 A6 3 WEEKS ------------------------------------------------ 1 4 11 29 2 YEARS 1 OVER 2 OF UNDER 2 WEEKS 1 OVER AND 2 A ND WEEKS A UNDER 2 WEEKS UNDER 3 3 A 2 -----------------------------------------------A ND WEEKS YEARS 1 WE E K WEEKS OVER 3 2 WEEKS UNDER 3 WEEKS ------------------- ---------------------------- OF 2 69 “ _ _ IV 2 17 - 17 25 2 - 79 67 81 75 2 15 ~ ~ (12 > _ 1 3 - 1 4 A - ( 12) 1 83 5 A 95 100 97 1 A - - 2 - - 80 99 100 15 - - ( 12) 2 (12 ) 88 79 WEEKS ------------------------------------------------ WEEKS OVER 62 4 1 Y E A R S OF S E R V I C E : 1 W E E K --------------------------------------------------2 A ~ SERVICE: --------------------------------------------------- W E E K S ------------------- *--------------------------- 3 3 A ND WE E K 1 27 3 (12) 2 1 4 57 SERVICE: 5 A - OVER 100 SERVICE: WE E K A ND WEEK 1 1 _ 1 - 9 2 80 9 97 - 100 3 3 12 (12) ■* ( 12) 99 - 19 1 0 (12) 2 (12 ) 88 79 90 11 _ 90 (12 ) 1 SERVICE: ---------------------------------------------------- 1 - 1 ------------------------------------------------ 9 2 80 9 97 - 12 (12) AND UNOER 3 WEEKS 3 ------------------------------------------------ 100 - (12 ) ( 12) 11 _ 99 19 10 1 3 5 YEARS OF SERVICE: 1 W E E K ---------------------- ----------------------------- 2 WEEKS ------------------------------------------------ ( 12 ) _ 58 62 57 4 10 2 3 WEEKS ------------------------------------------------ 35 2A 39 A WEEKS ------------------------------------------------ 1 A “ OVER 2 A ND UNOER 3 WEEKS _ - _ _ 9 A - 37 A8 35 99 1 1 1 6 60 37 65 2 15 (12) “ 1 ' io y ea r s of s e r v i c e : 1 WE E K 2 WEEKS OVER 3 OVER A 2 WEEKS 3 WEEKS -------------------------------------------------------------------------------------------------A ND UNDER 3 WEEKS -----------------------------------------------AND UNUER A WEEKS ------------------------------------------------ See footnotes at end of tables. (1 2 ) _ 15 9 ( 12 ) 1 (12) _ -» 18 - -» 62 79 99 3 9 (12) 1 7 19 1 7 A 1 _ _ _ 6 3 7 (12) 77 _ 1 - 1 78 3 70 - 1A 27 1 1 98 3 1 Table B-5. Paid vacation provisions for full-time workers in Sacramento, Calif., December 1977— Continued Plant w o rk e rs O ffice w ork ers Item All AMOUNT OF PA 10 CONTINUED 12 15 20 25 30 VACATION AFTE R14 YEARS o f s e r v i c e : 1 uEEK -------------------------------------------------2 UEEKS ------------- ---------------------------------3 UEEKS -----------------------------------------------OVER 3 AND UNOER A UEEKS ------9 uEEKS ---------------------------------------------OVER 9 AND UNDER 5 U E E K S ------5 u E E K S ------------- ---------------------------------YEARS OF S E R V I C E : 1 u EEK -------------------------------------------------2 UEEKS -----------------------------------------------3 U E E K S -----------------------------------------------OVER 3 ANO UNDER 9 U E E K S ------9 UEEKS -----------------------------------------------OVER 4 AND UNOER 5 UEEKS ------5 UEEKS -----------------------------------------------YEAKS OF SE RV IC E: 1 UEEK -------------------------------------------------2 UEEKS -----------------------------------------------3 UEEKS -----------------------------------------------OVER 3 AND UNOER 9 U E E K S ------9 U E E K S -----------------------------------------------OVER 9 AND UNDER 5 UEEKS ------5 U E E K S ---------------■------------------------------6 U E E K S ------------- ---------------------------------:* 1 u E E K --------------- ---------------------------------2 UEEKS ----------------------------------------------3 UEEKS ----------------------------------------------OVER 3 AND UNOER 9 UEEKS ------9 U E E K S ----------------------------------------------OVER 9 AND UNDER 5 UEEKS ------5 UEEKS ----------------------------------------------OVER 5 ANO UNDER 6 UEEKS ------6 uEEKS ----------------------------------------------- * of M anufacturing Nonm anufacturing Public (1 2 ) All industries M anuf acturing Nonmanufacturing Public u tilities (12) 11 9 6 3 7 78 63 89 96 77 - (12) - 3 68 - 78 (1 2 ) 9 19 29 1 1 75 99 7 19 3 9 ( 12 ) 12 2 9 39 96 (12) 1 (12) 90 39 3 9 2 8 ( 12 ) 9 3 93 - 9 9 26 12 32 (1 2 ) 55 16 9 1 51 92 3 “ 92 7 25 - 93 53 - - ~ 1 3 (12 ) _ _ _ 3 1 4 29 25 3 20 - 69 67 69 98 6 12 4 1 - 32 90 25 10 _ _ _ 9 9 9 3 i 9 12 - 32 29 (12 ) (12) - (1 2 ) _ 1 (1 2 ) 3 26 ( 12 ) _ 1 92 1 (12) 22 1 3 (12) 9 39 1 98 - 3 (12) 9 44 20 25 1 1 _ 1 ( 12) - 5 - 2 65 - 39 9 12 - 93 3 2 - 39 25 95 95 26 12 28 99 ~ ~ “ ” (1 2 ) 2 “ ~ _ _ 22 se r v ic e ( 12 ) 9 26 96 . 9 _ _ 3 1 4 32 - 29 20 25 (12) - 1 65 39 2 - 6 29 99 (12) 9 (1 2 ) 12 - 22 - 96 - 12 - 5 93 37 17 95 25 3 2 9 8 95 - ~ -> 1 S ee fo o tn o te s at end o f ta b le s . 16 9 1 (1 2 ) - 1 2 E s t im a t e s o f p r o v is io n s f o r lo n g e r p e r io d s o f s e r v i c e a r e id e n tic a l. utilities - YEARS OF SE RV IC E: 1 WEEK -------------------------------------------------2 uEEKS -----------------------------------------------3 UEEKS -----------------------------------------------OVER 3 ANO UNDER 9 UEEKS ------4 UEEKS -----------------------------------------------OVER 9 ANO UNOER 5 U E E K S ------- years industries - - - Table B-6. Health, insurance, and pension plans for full-time workers in Sacramento, Calif., December 1977 Plant w o r k e r s Office w ork ers Item All PERCENT ALL IN OF FULL-TIME ------------------ T HE PLANS DEATH AND SICK SICKNESS INSURANCE PLANS OR LEAVE bAITING SICK LONG-TERM (FULL 90 100 82 77 89 92 75 90 78 76 86 86 95 86 88 70 86 76 76 77 88 67 96 95 9 4 99 68 ------------------ 8 1 96 --------------------- 73 83 60 63 59 INSURANCE 16 16 16 36 36 16 60 15 16 15 36 33 16 36 68 33 20 39 57 87 80 89 99 21 28 19 9 5 12 6 ( 12 ) 26 36 21 56 57 49 59 85 17 17 16 56 53 38 56 85 -------------- 95 100 92 100 99 100 99 100 -------------------- 80 95 76 61 61 82 57 77 ----------------------------------P L A N S --------------------- 95 80 100 92 100 99 99 100 95 74 61 61 100 82 57 77 --------------------------------------- 93 100 90 100 99 100 99 100 PAY ANO --------------NO ----------------------------------PAY OR ---------------------------------- PLANS PLANS i n s u r a n c e INSURANCE a n s --------------------- 80 95 76 61 61 82 57 77 INSURANCE --------------------- 95 100 92 100 99 100 99 100 --------------------- 78 87 76 60 60 76 57 77 ------------------------------------------ 69 68 70 78 69 63 70 88 67 68 66 78 66 63 61 88 Pl n o n c o n t r i b u t o r y MEDICAL NONCONTRIBUTORY INSURANCE PLANS NONCONTRIBUTORY RETIREMENT -------------------- INSURANCE NONCONTRIBUTORY PLANS PENSION NONCONTRIBUTORY See 100 100 92 ------------------------------------------------------------ NONCONTRIBUTORY DENTAL 100 99 80 PLANS (PARTIAL PERIOD) HOSPITALIZATION MAJOR 99 100 --------------------- ------------------------------------------------------ NONCONTRIBUTORY MEDICAL 100 DISABILITY INSURANCE s u r g i c a l 100 ........................ 1 0_Q__ ACCIDENT PER 1 0 0 ) LEAVE bAITING u tilities 100 99 B O T H 16 --------------------- NONCONTRIBUTORY SICK Public AND ACCIDENT A ND N onm anufacturing 82 100 87 INSURANCE LEAVE M anufacturing 92 95 ------------------------------------------------ NONCONTRIBUTORY OR industries BENEFITS NONCONTRIBUTORY SICKNESS All 100 100 ONE DISMEMBERMENT utilities 100 100 B E L O b 1 5 --------------------------------------------------- ACCIDENTAL Public AT S H O WN INSURANCE Nonm anufacturing 100 PROVIDING LEAST LIFE OF M anufacturing WORKERS WORKERS ESTABLISHMENTS industries footnotes --------------------- -----------------------------------PLANS at e n d --------------------- of tables 75 87 71 70 84 98 81 87 69 80 65 70 72 86 69 87 Table B-7. Life insurance plans for full-time workers in Sacramento, Calif., December 1977 Office w o r k e r s Plant w o rk e rs Manufactu ring A ll industries Manufacturing A ll industries Item TYPE ALL FULL-TIME FLAT-SUM amount PLAN OF INSURANCE WORKERS DOLLAR PERCENT OF OF of ARE AND P k of OVIDED FULL-TIME in s u r a n c e AMOUNT 6 THE p r o v i d e d 5 y e a r s 48 28 21 45 28 $5,800 $4 * 1 00 $4*400 *5,100 $5*200 *5,000 * 2 ,5 0 0 -1 2 ,0 0 0 * 2 ,5 0 0 -1 2 ,0 0 0 $2 * 0 0 0 - 1 5 * 0 0 0 $2*000-15*000 i s A A b a s e d ALL on SPECIFIED SPECIFIED FULL-TIME INSURANCE OF a $5*000 * 2 , 5 0 C-i 7 , 5 0 0 * 2 ,0 0 C -12,000 $5,000 * 2 ,5 0 0 7,500 $2*000- 12.000 $4,000 $2*5006.000 $ 2 ,0 0 0 - 6.000 *5,000 * 2 ,5 0 0 $2*500- 6,000 6*000 $5,000 * 5 , 0 0 C-» 6,000 * 2 » 5 0 C-* 6,000 (6 ) (6 ) (6 ) scheoule DOLLAR LENGTH ---------- AMOUNT OF OF SERVICE: 5 5 W O R K E R S 1 8 --------------------- 11 1 1 (6 ) (6 > (6 ) 3 3 15 15 P R O V I D E D 19 A F T E R : s e r v i c e : $1 *60 0 $ 1 .000 ------------------ *1,600 $1*000 $1*0002*000 $1*0005*000 s e r v i c e : M E A N -----------------------------------------------------------------------------M E D I A N ------------------------------------------------------------------------M I D D L E R A NGE ( 5 0 P E R C E N T ) ------------------ *2,100 $2 *100 $1*0002*500 * 1 ,0 0 0 - MI ODLE $1*000- * 1 ,0 0 0 - MI DDLE R A NGE (50 PERCENT) ------------------ MI DDLE RANGE (SO PERCENT) $1*000- 2*000 * 1 ,0 0 0 - 5,000 (6 ) (6 ) (6 ) (6 ) (o) (6) (6) (6) (6) (6) (6 > (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6) (6) (6 ) (6 ) (6 ) (6) ( 6 ) (6) (6) (6) ( 6 ) (6 ) (6 ) 2,500 (6 ) (6 ) (6 ) (6 ) (6 ) 5,000 (6 ) (6 ) ( 6 ) (6) (6 ) (6 ) (6 ) (6 ) (6 ) ( 6 ) (6) ( 6 ) ( 6 ) of R A NG E (SO PERCENT) ------------------ : m e a n -----------------------------------------------------------------------------M E D I A N ------------------------------------------------------------------------of 5*000 $2*100 $2 *100 s e r v i c e $4,600 $3*000 $4,600 $3*000 (6) (6 ) (6 ) (6) (6) (6) (6) (6 ) (6 ) (6 ) (6 ) (6 ) (6 > M E A N ------------------------------------------------------------------------------ $4,900 *i),900 (6 > (6 ) ( 6 ) (6) (6 ) (6 ) MEDI AN MI DDL E ------------------------------------------------------------------------R A NGE ( 5 0 P E R C E N T ) ------------------ $3*000 $3*000 5.000 ( 6 ) ( 6 ) (6) (6) (6 ) (6 ) MI ODL E R A NG E $ 2 ,5 0 0 - 8.000 (6 ) (6 ) (6 ) (6 ) $3*000- (6 ) (6 ) (6 ) (6) (6) (6 ) (6 ) $5 * 100 (6 ) (6 ) (6) (6) (6) (6 > *3,000 (6 ) (6 > ( 6 ) (6) (6 ) (6 ) (6 ) (6) (6) (6) (6 ) (6 ) (6 ) (6) (6 ) (6 ) YEARS YEARS OF OF R A NGE s e r v i c e (50 PERCENT) ------------------ (80 PERCENT) ------------------ 5*000 8.000 $3*000- 5.000 * 2 ,5 0 0 - 8,000 : (SO PERCENT) ------------------ * 3 ,0 0 0 $2*500- 5,000 8*000 (6 ) SERVICE: MEDI AN ------------------------------------------------------------------------- MI DOLE R A NGE (50 PERCENT) ------------------ MI DDL E R A NGE (SO PERCENT) ------------------ footnotes $ 3 ,0 0 0 $ 2 ,5 0 0 - (6 ) (6 ) (6 ) (6 ) R A NG E M E A N ------------------------------------------------------------------------------ See 49 $5*800 P E R C E N T ) ---------- MI DDL E 20 p l a n s 17 58 PERCENT) MI DOLE 10 Noncontributory *7,100 $5.000 (SO OF All p l a n s 17 59 (sO MONT HS p l a n s 17 $7 ,1 0 0 RA NGE OF Noncontributory : 19 R A NGE FOR y ear p l a n s 17 SAME W O R K E R S 1 8 ------------- MEAN -----------------------------------------------------------------------------M E D I A N ------------------------------------------------------------------------- i All p l a n s 17 MI DDLE in s u r a n c e PERCENT Noncontributory p l a n s 17 MI DDLE INDICATES INSURANCE All p l a n s 17 AMOUNT: ALL M E D I A N ---------------------------------------------------------------- WHI CH Noncontributory AMOUNT M E A N ---------------------------------------------------------------------- amount All p l a n s 17 *5,100 * 3 , GOO * 3 ,0 0 0 * 2 ,5 0 0 - 5,000 8,000 * 3 ,0 0 0 - 5,000 * 2 ,5 0 0 - 8,000 at e n d o f t a b l e s . 18 (6) (6 ) Table B-7. Life insurance plans for full-time workers in Sacramento, Calif., December 1977— Continued O ffic e w o r k e r s P la n t w o r k e r s M a n u fa c t u r in g A ll in d u s tr ie s M a n u fa c tu r in g A ll in d u s t r ie s Item TYPE OF INSURANCE PERCENT F or OF IS A A BASED ALL ON SPECIFIED SPECIFIED A AMOUNT OF of annu al ------------------------------------------------------------------------------------ MI DDL E R A NGE (SO PERCENT) ------------------------------ MI DDL E R A NGE (dO PERCENT) ------------------------------ E A R N I N G S ARE * 1 0 . 0 0 0 : M E A N ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------- $8*400 16,700 *6,700 (6 ) (6 ) (6 ) (6 ) $ 5 ,0 0 0 -1 0 .0 0 0 * 5 .0 0 0 -1 0 .0 0 0 (6 ) (6 ) (o> (6) (6) (6 ) (6 ) (6 ) $26.300 *30.000 $28,500 *14.000 (6 ) $14.000 (6 ) (6 ) (6 ) (6 ) ( 6 ) $7,400 (6 ) $7,000 (6 ) $7 .00G *34 .000 (6 ) *1 3 ,5 0 0 -4 0 ,0 0 0 $ 2 0 ,0 0 0 -4 0 .000 (6 ) (6 ) $ 8 ,0 0 0 -4 0 .0 0 0 * 1 0 .2 0 0 -4 0 ,0 0 0 (6 ) (6 ) $21,000 $21,000 (6 ) (6 ) $15,000: ------------------------------------------------------------------------------------ (6 ) (6) (6) (6 ) (6 ) MI DDLE R A NGE (SO PERCENT) ------------------------------ *1 3 .0 0 0 -1 5 .0 0 0 (6) (6) (6 ) MI DDLE R A NG E s ARE (dU PERCENT) $20*000: ----------------------------- $ 8 .0 0 0 -3 0 .0 0 0 (6) (6 ) (6 ) ----------------------------------------------------------------------------------------- ME DI A N ------------------------------------------------------------------------------------ MI DDLE R ANGE (SO PERCENT) ------------------------------ MI DDLE R ANGE (dO PERCENT) ------------------------------ e x p r e s s e d as a f a c t o r *16.100 (6 ) MEDI AN *13.000 $19*600 $13*000 *1 3 .0 0 0 -2 0 .0 0 0 $ 8 .0 0 0 -4 2 .0 0 0 ( 6 ) (6 ) $35,900 $40,000 $2 1 .0 0 0 -5 0 .0 0 0 $ 8 .0 0 0 -5 0 .0 0 0 (6 ) $40,400 (6) (6 ) (6 ) (6) (6 ) (6 ) $40,000 *3 0 ,0 0 0 -5 0 ,0 0 0 (6 ) (6 ) (6 ) $ 8 .0 0 0 -6 5 .0 0 0 10 9 8 *39,200 $40,000 *4 0 ,0 0 0 -5 0 .0 0 0 (6 ) (6 ) *1 5 .0 0 0 -5 0 ,0 0 0 (6 ) (6 ) *27,100 $27* 100 (6 ) (6 ) (6 ) (6 ) (6 ) 16 15 *43 $40 *4 0 ,0 0 0 $ 2 0 ,0 0 0 .800 ,000 -5 0 ,0 0 0 -6 5 .0 0 0 (6 ) of : 2" : 1 9 2 '1 M E A N ----------------------------------------------------------------------------------------- 1 1 28 24 i n s u r a n c e ------------------------------------------------------------------------------------ M I O D L E R A NGE ( S O P E R C E N T ) -----------------------------M I D D L E RA NGE (dO PERCENT) -----------------------------OF A L L F U L L - T I M E WO R K E R S C O V E R E D BY SPECIFYING SPECIFIED MEAN A MA X I MUM AMOUNT 1.31 1.00 1 .0 0 -1 .5 0 1 .0 0 -2 .0 0 1.13 1.00 1 .0 0 -1 .2 5 1 .0 0 -1 .5 0 1.55 1.50 1 . 0 C-» 1 . 5 0 1.0C-.3.00 1.30 1.50 1 . 10 1.00 1 .0 0 -1 .5 0 1.01 1.00 1 .0 0 -1 .0 0 1 .0 0 -1 .0 0 1 .0 0 - 1.25 1 .0 0 -1 .0 0 1.16 1.0C 1.0C-.1.00 1 . 0 0 1 . 5 0 1.07 1.00 1 .0 0 -1 .0 0 1 .0 0 -1 .5 0 OF MA X I MUM AMOUNT OF I N S U R A N C E : 19 ----------------------------------------------------------------------------------------- 1 1 10 8 8 28 24 15 15 1 _ ( 12 ) - 1 - ( 12 ) _ ( 6 ) - (6 ) - ( 6 ) - (6) _ MEDI AN ------------------------------------------------------------------------------------ (6 ) - (6 I - ( 6 ) - R A NGE (SO PERCENT) --------------- --------------- ( d ) - (6 ) - ( 6 ) - (6 ) (6 ) _ MI DDL E MI DDLE R A NGE (dG PERCENT) --------------- -------------- ( 6 ) (6) " (6 ) - (6 ) " OF *7.500 (6) $8 * 0 0 0 - 2 2 * 0 0 0 P L A N S S P E C I F Y I N G A MA X I MUM AMOUNT OF I N S U K A N C E ----------------------------------------------------------------------------------------------- p l a n 10 (6 ) $ 1 0 .0 0 0 -1 0 .0 0 0 I u S U K A N C E ----------------------------------------------------------------------------------------------P E R C E N T OF A L L F U L L - T I M E WO R K E R S C O V E R E D BY of 10 (6 ) ------------------------------ i s 17 * 5 .0 0 0 -1 0 ,0 0 0 ------------------------------ e a r n in g 20 *5 .0 0 0 -1 0 ,0 0 0 PERCENT) ARE 19 (6 ) $11*900 $10*000 (6) 19 (6 ) PERCENT) EARNINGS 5 (6 ) (6) (6 ) (SO MEDI AN AMOUNT p l a n s 17 (6) (dO NOT Noncontributory ( 6 ) R A NG E in s u r a n c e PLANS A ll p l a n s 17 $10,000 R A NGE of p l a n s 17 * 5 .0 0 0 -1 0 .0 0 0 $ 5 * 0 0 0 - 1 1 . COO MI DDL E e a r n i n g s PERCENT 8 MI DDLE P E R C E N T OF A L L F U L L - T I M E W O R K E R S 1 8 -------------------------------F A C T O R OF A NN UA L E A R N I N G S US E D TO C A L C U L A T E amount N o n c o n tr ib u to r y OF MEDIAN MEAN amount p l a n s 17 EARNINGS: W O R K E R S 1 8 -------------------------------- M E A N ----------------------------------------------------------------------------------------- an nu al A ll p l a n s 17 S CHEDULE DOLLAR AMOUNT FULL-TIME MEDIAN ANNUAL N o n c o n tr ib u to r y AMOUNT AMOUNT OF I N S U R A N C E P R O V I D E D 19 I F I A N N U A L E A R N I N G S ARE $ 5 , 0 0 0 : MEAN ~ r ------------------------------------------------------------------------------------ ANNUAL A ll p l a n s 17 INSURANCE-CONTINUED INDICATES INSURANCE AND p l a n s 17 o OF WH I C H PLAN N on e o n tr ib u to r y o o AMOUNT OF A ll p l a n s 17 INSURANCE IS BASEU ON SOME O T HE R _ TYPE : PERCENT OF ALL FULL-TIME W O R K E R S 1 8 -------------------------------- 4 2 13 See footnotes at end of tables. 19 7 13 13 14 13 Footnotes Some of these standard footnotes may not apply to this bulletin. 14 Includes payments other than "length of t im e ," such as percentage of annual earnings or flat-sum payments, converted to an equivalent time basis; for example, 2 percent of annual earnings was considere 1 as 1 week's pay. Periods of service are chosen arbitrarily and do not necessarily re flect individual provisions for progression; for example, changes in pro portions at 10 years include changes between 5 and 10 years. Estimates are cumulative. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3 weeks' pay after fewer years of service. 15 Estimates listed after type of benefit are for all plans for which at least a part of the cost is borne by the employer. "Noncontributory plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workers' disability compensation, social se curity, and railroad retirement. 16 Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are limited to those which definitely establish at least the minimum number of days' pay that each employee can expect. Informal sick leave allowances determined on an individual basis are excluded. 17 Estimates under "A ll plans" relate to all plans for which at least a part of the cost is borne by the employer. Estimates under "Noncontrib utory plans" include only those financed entirely by the employer. 18 For "A l l in d u stries," all full-tim e plant workers or office workers equal 100 percent. For "M anufacturing," all full-tim e plant workers or office workers in manufacturing equal 100 percent. 19 The mean amount is computed by multiplying the number of workers provided insurance by the amount of insurance provided, totaling the prod ucts, and dividing the sum by the number of workers. The median indicates that half of the workers are provided an amount equal to or smaller and half an amount equal to or larger than the amount shown. Middle range (50 per cent)— a fourth of the workers are provided an amount equal to or less than the sm aller amount and a fourth are provided an amount equal to or more than the larger amount. Middle range (80 percent)— 10 percent of the work ers are provided an amount equal to or less than the sm aller amount and 10 percent are provided an amount equal to or more than the larger amount. 20 A factor of annual earnings is the number by which annual earnings are multiplied to determine the amount of insurance provided. For example, a factor of 2 indicates that for annual earnings of $ 1 0 ,0 0 0 the amount of insurance provided is $20, 000. 1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at reg ular and/or premium rates), and, the earnings correspond to these weekly hours. 2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median desig nates position— half of the workers receive the same or more and half re ceive the same or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 5 Estim ates for periods ending prior to 197 6 relate to men only for skilled maintenance and unskilled plant workers. All other estimates r e late to men and women. 6 Data do not meet publication criteria or data not available. 7 Form ally established minimum regular straight-tim e hiring sa l aries that are paid for standard workweeks. 8 Excludes workers in subclerical jobs such as m essenger. 9 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported. 10 Includes all plant workers in establishments currently operat ing late shifts, and establishments whose formal provisions cover late shifts, even though the establishments were not currently operating late shifts. 11 Less than 0.05 percent. 12 Less than 0.5 percent. 13 All combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving a total of 10 days includes those with 10 full days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. Proportions then were cumulated. 20 Appendix A. Scope and Method of Survey Data on area wages and related benefits are obtained by personal visits of Bureau field representatives at 3 -year intervals. In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit, mail questionnaire, and telephone interview from establishments participating in the previous survey. In each of the 74 1 areas currently surveyed, data are obtained from representative establishments within six broad industry divisions: Manufac turing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employ ment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than sm all establish ments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size cla ssifi cation if data are not available from the original sample mem ber. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. 1 Included in the 74 areas are 4 studies conducted by Akron, Ohio; Birmingham, A la Norfolk—Virginia Beach Portsmouth and Syracuse, N. Y . In addition, the Bureau conducts more lim ited at the request o f the Em ploym ent Standards Administration o f the U. .; Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -s e r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to merit presen tation, or (2) there is possibility of disclosure of individual establishment data. Separate men's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-tim e workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-tim e salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Vertical lines within the distribution of workers on some A -tables indicate a change in the size of the class intervals. These surveys measure the level of occupational earnings in an area at a particular tim e. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firm s may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A -7 , are better indicators of wage trends than are earnings changes for individual jobs within the groups. Average earnings reflect composite, areawide estimates. Industries the Bureau under contract. These areas are and establishments differ in pay level and job staffing, and thus contribute and Newport N ews-Hampton, V a .—N. C . ; differently to the estimates for each job. Pay averages may fail to reflect area studies in approxim ately 100 areas S. Department o f Labor. accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges (only the rates paid incumbents are collected) and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed. Occupational employment estimates represent the total in all estab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of employ ment shifts among establishments and turnover of establishments included in survey sam ples. The percent increases, however, are still affected by factors other than wage increases. H irings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees may enter at the bottom of the range, depressing the average without a change in wage rates. The percent changes relate to wage changes between the indicated dates. When the time span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages increase at a constant rate between surveys.) Occupations used to compute wage trends are: Office clerical Office clerical— Continued Secretaries Stenographers, general Stenographers, senior Typists, classes A and B File clerks, classes A , B , and C M essengers Switchboard operators 2 Order clerks, classes A and B Accounting clerks, classes A and B Bookkeeping-machine operators, class B Payroll clerks Keypunch operators, classes A and B In 1977, switchboard operators are included in the w age trend com putation for all except the follow ing areas: Canton, C h icago, Cincinnati, Davenport—R ock Island-M oline, Houston, Huntsville, Jackson, New Orleans, Portland (O regon), P rovidence-W arw ick—Pawtucket, R ichm ond, San A n ton io, Seattle—Everett, South Bend, and W ichita. Electronic data processing Skilled maintenance Computer systems analysts, classes A , B, and C Computer program m ers, classes A , B, and C Computer operators, classes A , B, and C Carpenters Electricians Painters Machinists Mechanics (machinery) Mechanics (motor vehicle) Pipefitters Tool and die makers Industrial nurses Unskilled plant Registered industrial nurses Janitors, porters, and cleaners Material handling laborers Percent changes for i as follows: areas in the program are computed 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. For a more detailed description of the method used to compute these wage trends, see "Improving Area Wage Survey In d e x es," Monthly Labor Review, January 1973, pp. 5 2 -5 7 . Establishment practices and supplementary wage provisions The incidence of selected establishment practices and supplementary wage provisions is studied for fu ll-tim e plant workers and office workers. Plant workers include nonsupervisory workers and working supervisors engaged in nonoffice functions. (Cafeteria workers and route workers are excluded in manufacturing industries, but included in nonmanufacturing industries.) Office workers include nonsupervisory workers and working supervisors performing clerical or related functions. Lead workers and trainees are included among nonsupervisory workers. Administrative, execu tive, professional and part-tim e employees as well as construction workers utilized as separate work forces are excluded from both the plant and office worker categories. Minimum entrance salaries (table B - l ) . Minimum entrance salaries for office workers relate only to the establishments visited. Because of the optimum sampling techniques used and the probability that large establish ments are more likely than small establishments to have formal entrance rates above the subclerical level, the table is more representative of policies in medium and large establishments. (The " X ' s " shown under standard weekly hours indicate that no meaningful totals are applicable.) Shift differentials— manufacturing (table B -2 ) . Data were collected on policies of manufacturing establishments regarding pay differentials for plant workers on late shifts. Establishments considered as having policies are those which (1) have provisions in writing covering the operation of late shifts, or (2) have operated late shifts at any time during the 12 months preceding a survey. When establishments have several differentials which vary by job, the differential applying to the majority of the plant workers is recorded. When establishments have differentials which apply only to certain hours of work, the differential applying to the majority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summarized separately for (1) establishment policies (an establishment's differentials are weighted by all plant workers in the establishment at the time of the survey) and (2) effective practices (an establishment's differentials are weighted by plant workers employed on the specified shift at the time of the survey). Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension plans. Provisions which apply to a majority of the plant or office workers in an establishment are considered to apply to all plant or office workers in the establishment; a practice or provision is considered nonexistent when it applies to less than a majority. Holidays; vacations; and health, insurance, and pension plans are considered applicable to employees currently eligible for the benefits as well as to employees who will eventually become eligible. Scheduled weekly hours and days (table B -3 ). Scheduled weekly hours and days refer to the number of hours and days per week which fu ll time first (day) shift workers are expected to work, whether paid for at straight-tim e or overtime rates. Paid holidays (table B -4 ). Holidays are included only if they are granted annually on a formal basis (provided for in written ‘form or estab lished by custom). They are included even though in a particular year they fall on a nonworkday and employees are not granted another day off. Employees may be paid for the time off or may receive premium pay in lieu of time off. Data are tabulated to show the percent of workers who (1) are granted specific numbers of whole and half holidays and (2) are granted specified amounts of total holiday time (whole and half holidays are aggregated). Paid vacations (table B -5 ). Establishments report their method of calculating vacation pay (time b a sis, percent of annual earnings, flat-sum payment, etc.) and the amount of vacation pay granted. Only basic formal plans are reported. Vacation bonuses, vacation-savings plans, and "extended" or "sa b b a tica l" benefits beyond basic plans are excluded. For tabulating vacation pay granted, all provisions are expressed on a time basis. Vacation pay calculated on other than a time basis is converted to ils equivalent time period. Two percent of annual earnings, for example, is tabulated as 1 week's vacation pay. A lso , provisions after each specified length of service are related to all plant or office workers in an establishment regardless of length of service. Vacation plans commonly provide for a larger amount of vacation pay as service lengthens. Counts of plant or office workers by length of service were not obtained. The tabulations of vacation pay granted present, therefore, statistical measures of these provisions rather them proportions of workers actually receiving specific benefits. Health, insurance, and pension plans (tables B -6 and B -7 ). Health, insurance, and pension plans include plans for which the employer pays either all or part of the cost. The cost may be (1) underwritten by a comm ercial insurance company or nonprofit organization, (2) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A plan is included even though a majority of the employees in an establish ment do not choose to participate in it because they are required to bear part of its cost (provided the choice to participate is available or will eventually become available to a m ajority). Legally required plans such as social security, railroad retirement, w ork ers' disability compensation, and temporary disability insurance 3 are excluded. Life insurance includes formal plans providing indemnity (usually through an insurance policy) in case of death of the covered worker. Information is also provided in table B -7 on types of life insurance plans and the amount of coverage in all industries combined and in manufacturing. Accidental death and dismemberment is limited to plans which provide benefit payments in case of death or loss of limb or sight as a direct result of an accident. Sickness and accident insurance includes only those plans which provide that predetermined cash payments be made directly to employees who lose time from work because of illness or injury, e .g ., $50 a week for up to 26 weeks of disability. ' Sick leave plans are limited to formal plans 4 which provide for continuing an em ployee's pay during absence from work because of illness. Data collected distinguish between (1) plans which provide full pay with no waiting period, and (2) plans which either provide partial pay or require a waiting period. 3 Tem porary disability insurance w hich provides benefits to covered workers disabled by injury or illness w hich is not w ork -con n ected is mandatory under State laws in California, New Jersey, New Y ork, and Rhode Island. Establishment plans w hich m eet only the lega l requirements are excluded from these data, but those under w hich (1) em ployers contribute more than is legally required or (2) benefits ex ceed those specified in the State law are included. In Rhode Island, benefits are paid out o f a State fund to which only em ployees contribute. In each o f the other three States, benefits are paid either from a State fund or through a private plan. State fund financing: In C alifornia, only em ployees contribute to the State fund; in New Jersey, em ployees and em ployers ccontribute; in New Y ork, em ployees contribute up to a specified m axim um and em ployers pay the difference between the em ployees' share and the total contribution required. Private plan financing: In California and New Jersey, em ployees cannot be required to contribute m ore than they w ould if they were covered by the State fund; in New York, em ployees can agree to contribute m ore i f the State rules that the additional contribution is commensurate with the benefit provided. Federal legislation (R ailroad U nem ploym ent Insurance A c t ) provides temporary disability insurance benefits to railroad workers for illness or injury, whether w ork -con n ected or not. The legislation requires that em ployers bear the entire cost o f the insurance. 4 A n establishment is considered as having a form al plan if it specifies at least the m inim um number o f days o f sick leave available to each em ployee. Such a plan need not be written, but inform al sick leave allow ances determ ined on an individual basis are excluded. Long-term disability insurance plans provide payments to totally disabled employees upon the expiration of their paid sick leave and/or sick ness and accident insurance, or after a predetermined period of disability (typically 6 months). Payments are made until the end of the disability, a maximum age, or eligibility for retirement benefits. Full or partial pay ments are almost always reduced by social security, w orkers' disability compensation, and private pension benefits payable to the disabled employee. Hospitalization, surgical, and medical insurance plans reported in these surveys provide full or partial payment for basic services rendered. Hospitalization insurance covers hospital room and board and may cover other hospital expenses. Surgical insurance covers surgeons' fees. Medical insurance covers doctors' fees for home, office, or hospital calls. Plans restricted to post-operative medical care or a doctor's care for minor ailments at a worker's place of employment are not considered to be medical insurance. Major medical insurance coverage applies to services which go beyond the basic services covered under hospitalization, surgical, and medical insurance. Major medical insurance typically (1) requires that a "deductible" (e .g ., $50) be met before benefits begin, (2) has a coinsurance feature that requires the insured to pay a portion (e .g ., 20 percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e .g ., $ 10,000 a year). Labor-management agreement coverage The following tabulation shows the percent of full-tim e plant and office workers employed in establishments in the Sacramento area in which a union contract or contracts covered a m ajority of the workers in the respective categories, December 1977: Plant workers Office workers 63 58 66 90 25 27 24 93 A ll industries______________ Manufacturing__________ Nonmanufacturing______ Public utilities______ An establishment is considered to have a contract covering all plant or office workers if a majority of such workers is covered by a labormanagement agreement. Therefore, all other plant or office workers are employed in establishments that either do not have labor-management con tracts in effect, or have contracts that apply to fewer than half of their plant or office workers. Estim ates are not n ecessarily representative of the extent to which all workers in the area may be covered by the pro visions of labor-management agreem ents, because small establishments are excluded and the industrial scope of the survey is limited. Dental insurance plans provide normal dental service benefits, usually for fillings, extractions, and X -r a y s . Plans which provide benefits only for oral surgery or repairing accident damage are not reported. Retirement pension plans provide for regular payments to the retiree for life. Included are deferred profit-sharing plans which provide the option of purchasing a lifetime annuity. Industrial composition in manufacturing One-fifth of the workers within the scope of the survey in the Sacramento area were employed in manufacturing firm s. The following presents the major industry groups and specific industries as a percent of all manufacturing: Industry groups Food and kindred products___32 Lumber and wood products___ 15 Transportation equipment____ 15 Printing and publishing_______ 11 Fabricated metal products___ 5 Specific industries Preserved fruits and vegetables____________________ 14 Guided m issile s, space vehicles, and parts__________ 14 Newspapers____________________ 11 Wood buildings and mobile h om es________________________ 6 Millwork, plywood, and structural m em bers_________ 5 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 appendix table 1. Appendix table 1. Establishments and workers within scope of survey and number studied in Sacramento, Calif.,1December 1977 N u m b e r o f e s t a b l is h m e n t s Industry division employment in e s t a b l i s h m e n t s in s c o p e o f stu dy ALL D IV ISI ON S ------------------------------------------------------------MANUFACTURING ---------------------------------------------------------------------NONNANUFACTURILG--------------------------------------------------------------TRANSPORTATION. COMMUNICATION. AND OTHER PUBLIC U T I L I T I E S 5 ----------------------------------------WHOLESALE TRADE ----------------------------------------------------------RETAIL TRADE -----------------------------------------------------------------FINANCE. INSURANCE. AND REAL ESTATE -------------SERVICES8 --------------------------------------------------------------------------- Wi th in s c o p e of study' Studied T otal4 Studied Number Percent F u ll-tim e plant w o r k e r s Full-tim e office w ork ers T otal4 AAA 109 79.70A 100 38.120 13.603 A1.2A5 50 89 35 5 2A 85 18.977 60.727 2A 76 1 1.357 26.763 2 .1 A 8 11.A55 1 0 . A12 3 0.833 50 50 50 50 50 20 3A 176 58 67 10 9 33 10.511 3 .2 3 0 2 9.818 8*928 8.2 A 0 13 4 37 11 10 ID 23 1 The S acram ento Standard M etropolitan S tatistical A r e a , as defined by the O ffice o f M anagem ent and Budget through F eb ru ary 1974, co n s ists o f P la c e r , Sacram en to, and Y o lo Counties. The "w o r k e r s within sco p e o f study" estim ates shown in this table provide a reasonably accurate d e s crip tio n o f the s ize and co m p o sitio n o f the la b o r fo r c e included in the su rvey. E stim ates are not intended, h ow ever, fo r co m p a ris o n with other em ploym ent indexes to m easu re em ploym ent trends o r lev els sin ce (1) planning o f wage su rveys req u ire s establishm ent data co m p ile d c o n sid e ra b ly in advance o f the p a y r o ll p e r io d studied, and (2) sm all establishm ents are excluded fro m the sco p e o f the su rvey. 2 The 1972 edition o f the Standard Industrial C la s s ific a tio n Manual was used to c la s s ify establishm ents by industry division . H ow ever, all governm ent operation s are excluded fr o m the scop e o f the su rvey. 3 Includes a ll establishm ents with total em ploym ent at o r above the m in im um lim itation . All outlets (within the a rea ) o f com panies in indu stries such as tr a d e , fin a n ce, auto re p a ir s e r v ic e , and m otion pictu re theaters are c o n s id e re d as 1 establishm ent. 4 Includes ex ecu tiv e , p r o fe s s io n a l, p a r t-tim e , and other w o rk e rs excluded fro m the separate plant and o ffic e ca te g o r ie s . W o r k e r s in e s t a b l is h m e n t s Wi th in s c o p e o f stud y 5 .0 9 7 <6> I 6» < 7) <61 2.712 ( 6> <6) <8 1 c 6> 9 .1A7 1.3 2 8 13.163 3.823 3 .3 7 2 5 A b brevia ted to "p u b lic u tilitie s " in the A - and B -s e r ie s ta b les. T a xicabs and s e r v ic e s inciden tal to w ater tra n sp orta tion are excluded. S a cra m en to's tran sit sy stem is publicly operated and is exclu ded by defin ition fr o m the sco p e o f the study. 6 This d iv isio n is re p re se n te d in estim ates fo r " a ll in d u s trie s " and "nonm anufacturing" in the A - and B - s e r ie s ta b le s . Separate presen tation o f data is not m ade fo r one o r m o r e o f the follow in g re a s o n s : (1) E m ploym ent is to sm all to p rovid e enough data to m erit separate study, (2) the sam ple was not d esign ed in itia lly to p erm it separate presen tation , (3) resp on se was insufficien t o r inadequate to p erm it separate presen tation , and (4) th ere is p o s s ib ility o f d is c lo s u r e o f individual establishm ent data. 7 W o rk e rs fro m this en tire division are rep resen ted in estim a tes fo r " a ll in d u stries" and "nonm anu facturing" in the A - s e r ie s ta b le s , but fr o m the real estate portion only in estim ates fo r " a ll in d u s trie s " and "nonm anu facturing" in the B - s e r ie s ta b les . Separate presen tation of data is not m ade fo r one o r m o r e o f the re a so n s given in footnote 6. 8 H otels and m o te ls ; laundries and oth er p erson a l s e r v ic e s ; bu sin ess s e r v ic e s ; autom obile re p a ir , rental, and parking; m otion p ictu re s ; nonprofit m em b ersh ip organ ization s (excluding religiou s and charitable o rg a n iza tio n s); and engineering and arch itectu ra l s e r v ic e s . 25 Appendix B. Occupational Descriptions The primary purpose of preparing job descriptions for the Bu reau's wage surveys is to assist its field staff in classifying into appro priate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establish ment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this empha sis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; begin ners; and part-tim e, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Trainees are excluded from the survey except for those re ceiving on-the-job training in some of the lower level professional and technical occupations. Office SECRET ARY— Continued SECRETARY Assigned as a personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day activ ities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Perform s varied clerical-and secretarial duties requiring a knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. Exclusions a. Positions which do not meet the "p e rso n a l' described above; c. Stenographers serving as office assistants to a group of pro fessional, technical, or managerial persons; Assistant-type positions which entail more difficult or more re sponsible technical, administrative, or supervisory duties which are not typical" of secretarial work, e .g ., Administrative A ssist ant, or Executive Assistant; Listed below are several occupations for which revised descriptions or titles are being introduced in this survey: Tool and die maker Guard Shipper and receiver (previously surveyed as shipping and receiving clerk) T ruckdriver Order clerk Payroll clerk Secretary Switchboard operator Switchboard operator-receptionist T ranscribing-machine typist Machine tool operator (toolroom) The Bureau has discontinued collecting data for tabulating-machine operator. Workers previously classified as watchmen are now classified as guards under the revised description. 26 secretary concept b. Stenographers not fully trained in secretarial-type duties; d. Not all positions that are titled "se c re ta r y " possess the above characteristics. Examples of positions which are excluded from the definition are as follows: Exclusions— Continued SECRET ARY— Continued SECRET ARY— Continued Exclusions— Continued Classification by Level— Continued e. Positions which do not fit any of the situations listed in the sections below titled "L ev el of S u p erv iso r," e .g ., secretary to the president of a company that employs, in all, over 5,0 0 0 persons; f. Trainees. Classification by Level e. LS—4 Secretary jobs which meet the above characteristics are matched at qne of five levels according to (a) the level of the secretary's supervisor within the company's organizational structure and, (b) the level of the secretary's responsibility. The chart following the explanations of these two factors indicates the level of the secretary for each combination of the factors. a. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5 ,000 persons; or b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5, 000 but fewer than 25, 000 persons; or c. Level of Secretary's Supervisor (LS) Secretaries should be matched at one of the four LS levels described below according to the level of the secretary's supervisor within the company organizational structure. LS—1 a. Secretary to the supervisor or head of a small organizational unit (e .g ., fewer than about 25 or 30 persons); or b. Secretary to a nonsupervisory staff specialist, professional employee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS—2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for LS—3, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; or b. Secretary to the head of an individual plant, factory, etc., (or other equivalent level of official) that employs, in all, fewer than 5, 000 persons. LS—3 a. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or b. Secretary to a corporate officer (other than chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5, 000 persons; or c. Secretary to the head (immediately below the officer level) over either a major corporatewide functional activity (e .g ., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e .g ., a regional headquar ters; a major division) of a company that employs, in all, over 5, 000 but fewer than 25,000 employees; or d. Secretary to the head of (or other equivalent level over 5 ,0 0 0 persons; or an individual plant, factory, etc., of official) that employs, in all, Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor of an organi zational segment often involving as many as several hundred persons) of a company that employs, in all, over 25, 000 persons. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,0 0 0 persons. NOTE: The term "corporate o fficer" used in the above LS def inition refers to those officials who have a significant corporatewide policy making role with regard to major company activities. The title "vice president, " though normally indicative of this role, does not in all cases identify such positions. Vice presidents whose primary responsibility is to act personally on individual cases or transactions (e.g ., approve or deny individual loan or credit actions; administer individual trust accounts; di rectly supervise a clerical staff) are not considered to be "corporate o fficers" for purposes of applying the definition. Level of Secretary's Responsibility (LR) This factor evaluates the nature of the work relationship between the secretary and the supervisor, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries should be matched at LR—1 or LR—2 described below according to their level of responsibility. Level of Responsibility 1 (LR—1) Perform s varied secretarial duties including or comparable to most of the following: a. Answers telephones, coming mail. greets personal b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. c. Reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to ensure procedural and typographical accuracy. d. Maintains supervisor's instructed. calendar and callers, makes e. Types, takes and transcribes dictation, and files. and opens in May appointments as STENOGRAPHER— Continued SECRETARY— Continued Stenographer, Senior Level of Responsibility 2 (L R -2) Perform s duties described under LR—1 and, in addition performs tasks requiring greater judgment, initiative, and knowledge of office functions including or comparable to most of the following: Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain files, keep records, etc. OR a. Screens telephone and personal ca llers, determining which can be handled by the supervisor's subordinates or other offices. b. Answers requests which require a detailed knowledge of of fice procedures or collection of information from files or other offices. May sign routine correspondence in own or supervisor's name. c. Compiles or assists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sembles necessary background m aterial for scheduled meetings. Makes arrangements for meetings and conferences. e. Explains supervisor's requirements to other employees in super v iso r's unit. (Also types, takes dictation, and files.) The following chart and LR combination. shows the level of the secretary for each LS Level of secretary's supervisor TRANSCR1BING-MACHINE TYPIST Prim ary duty is to type copy of voice recorded dictation which does not involve varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain file s , keep simple records, or perform other relatively routine clerical tasks. (See Stenographer definition for workers involved with shorthand dictation.) Level of secretary's responsibility ■TYPIST LR—1 LS—1______________________________________ LS—2______________________________________ LS—3„_____________________________________ LS—4______________________________________ Perform s stenographic duties requiring significantly greater in dependence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office pro cedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow up files; assembling material for reports, memoranda, and letters; com posing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. Class Class Class Class E D C B LR -2 Class Class Class Class D C B A STENOGRAPHER 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 Typist). 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 perform s more responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar materials for use in duplicating 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 . Perform s one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of tech nical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. Class B . Perform s one or more of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Stenographer, General keep Dictation involves a normal routine vocabulary. May maintain files, simple records, or perform other relatively routine clerical tasks. F iles, cla ssifies, and retrieves material in an established filing systeiyi. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. 28 FILE CLERK— Continued ORDER CLERK— Continued Class A . Classifies and indexes file material such as correspond ence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following-up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-referen ce aids. As requested, locates clearly identified material in files and forwards material. May per form related clerical tasks required to maintain and service files. Exclude workers paid on a commission basis or whose duties include any of the following: Receiving orders for services rather than for material or merchandise; providing customers with consultative advice using knowl edge gained from engineering or extensive technical training; emphasizing selling skills; handling material or merchandise as an integral part of the job. Class C . Perform s routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e .g ., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions: MESSENGER Perform s various routine duties such as running errands, operating minor office machines such as sealers or m a ilers, opening and distributing m ail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty. are classified into levels according to the following Class A . Handles orders that involve making judgments such as choosing which specific product or material from the establishment's product lines will satisfy the custom er's needs, or determining the price to be quoted when pricing involves more than m erely referring to a price list or making some simple mathematical calculations. Class B . Handles orders involving items which have readily iden tified uses and applications. May refer to a catalog, manufacturer's manual, or sim ilar document to insure that proper item is supplied or to verify price of ordered item. ACCOUNTING CLERK SWITCHBOARD OPERATOR Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to 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 tim e, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator-Receptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors; determining nature of visitor's business and providing appropriate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log of visitors. ORDER CLERK Receives written or verbal customers' purchase orders for material or merchandise from customers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availa bility of ordered items and suggesting substitutes when necessary; advising expected delivery date and method of delivery; recording order and customer information on order sheets; checking order sheets for accuracy and Perform s one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal con sistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and re cording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions definitions: are classified into levels on the basis of the following Class A . Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting trans actions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks. Class B. Under close supervision, following detailed instructions and standardized procedures, performs one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets ACCOUNTING CLERK— Continued MACHINE BILLER— Continued where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. Bookkeeping-machine b ille r. Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare custom ers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on custom ers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typewriter key board) to keep a record of business transactions. PAYROLL CLERK Class A . Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Class B . Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, customers' accounts (not in cluding a simple type of billing described under machine biller), cost dis tribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department. MACHINE BILLER Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, machine billers are classified by type of machine, as follows: Billing-machine biller. Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memoranda, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine. Perform s the clerical tasks necessary to process payrolls and to maintain payroll records. Work involves most of the following: Processing workers' time or production records; adjusting workers' records for changes in wage rates, supplementary benefits, or tax deductions; editing payroll listings against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical knowledge of governmental regulations, company payroll policy, or the computer system for processing payrolls. KEYPUNCH OPERATOR Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape. Positions definitions: are classified into levels on the basis of the following Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators. Class B . Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various stand ardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to su pervisor problems arising from erroneous items or codes or missing info rmation. Professional and Technical COMPUTER SYSTEMS ANALYST, BUSINESS COMPUTER SYSTEMS ANALYST, BUSINESS— Continued Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable programmers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised system s; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both system s analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing employees, or systems analysts primarily concerned with scientific or engineering problem s. COMPUTER SYSTEMS ANALYST, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued For wage study purposes, systems analysts are classified as follows: Class A . Works independently or under only general direction on complex problems involving all phases of systems analysis. Problems are complex because of diverse sources of input data and multiple-use require ments of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of new or revised system s of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment. May provide functional direction to lower level who are assigned to assist. Does not include employees prim arily responsible for the man agement or supervision of other electronic data processing employees, or programm ers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, programm ers are classified as follows: systems analysts Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problem s are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of the data processing systems to be applied. OR Works on a segment of a complex data processing scheme or system , as described for class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system . Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for system s analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by pro gram m ers from iriformation developed by the higher level analyst. COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a systems analyst, into a sequence of detailed instructions which are re quired to solve the problems by automatic data processing equipment. Working from charts or diagrams, the programmer develops the pre cise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work involves m ost of the following: Applies knowledge of computer capa bilities, mathematics, logic employed by computers, and particular sub ject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects program s; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating effi ciency or adapt to new requirements; maintains records of program de velopment and revisions. (NOTE: Workers performing both systems anal ysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Class A . Works independently or under only general direction on complex problems which require competence in all phases of pro gramming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the prob lem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equip ment must be organized to produce several interrelated but diverse prod ucts from numerous and diverse data elements. A wide variety and ex tensive number of internal processing actions must occur. This requires such actions as development of common operations which can be re used, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program. May provide functional direction to lower level programmers who are assigned to a ssist. Class B . Works independently or under only general direction on relatively simple program s, or on simple "Segments of complex programs. Programs (or segments) usually process information to produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine recordkeeping operations. OR Works on complex programs (as described for class A) under close direction of a higher level programm er or supervisor. May assist higher level programm er by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction. COMPUTER PROGRAMMER, BUSINESS— Continued DRAFTER May guide or instruct lower level program m ers. Class C . Makes practical applications of programming practices and concepts usually learned in formal training courses. Assignments are designed to develop competence in the application of standard pro cedures to routine problem s. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a program m er. 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 super visor or program m er; and maintains operating records. May test and assist in correcting program. For wage study purposes, computer operators are classified as follow s: 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 knowl edge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators. 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; alter nate programs are provided in case original program needs major change or cannot be corrected within a reasonably short time. In common error situations, diagnoses cause and takes corrective action. This usually in volves applying previously programmed corrective steps, or using standard correction techniques. OR 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 program s. Usually has received some form al training in computer operation. May assist higher level operator on complex program s. Class A . Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings or direct their preparation by lower level drafters. Class B . P erform s nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of founda tions, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, stre sse s, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. D R AFTER -TRACER Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans prim arily consisting of straight lines and a large scale not requiring close delineation.) AND/OR Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised during p rogress. ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog computers, and (c) industrial and medical measuring and controlling equipment. ELECTRONICS TECHNICIAN— Continued ELECTRONICS TECHNICIAN— Continued This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. 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. Positions definitions: are classified into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to manufacturers' manuals or sim ilar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in per forming such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex test in struments (e .g ., dual trace oscilloscopes, Q -m e te rs, deviation m eters, pulse generators). Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. Class B . Applies comprehensive technical knowledge to solve com plex problems (i.e ., those that typically can be solved solely by properly interpreting manufacturers' manuals or sim ilar documents) in working on electronic equipment. Work involves: A 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. Class C. Applies working technical knowledge to perform simple or routine tasks in working on electronic equipment, following detailed in structions which cover virtually all procedures. Work typically involves such tasks as: Assisting higher level technicians by performing such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and common test instruments (e .g ., m ultim eters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, may be acquired through assignments designed to in crease competence (including classroom training) so that worker can advance to higher level technician. Receives technical guidance, as required, from supervisor or higher level technician. Work is typically spot checked, but is given detailed review when new or advanced assignments are involved. REGISTERED INDUSTRIAL NURSE A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the prem ises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of em ployees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and 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. Maintenance, Toolroom, and Powerplant MAINTENANCE CARPENTER MAINTENANCE ELECTRICIAN— Continued 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, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to 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. equipment such as generators, transform ers, switchboards, controllers, circuit breakers, m otors, heating units, conduit system s, or other trans m ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the main tenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE PAINTER MAINTENANCE ELECTRICIAN P erform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, distri bution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical Paints and redecorates w alls, woodwork, and fixtures of an estab lishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes MAINTENANCE PAINTER— Continued MAINTENANCE PIPEFITTER and interstices; and applying paint with spray gun or brush. May mix colors, o ils, white lead, and other paint ingredients to obtain proper color or con sistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Installs or repairs water, steam , gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to p ressu res, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded. MAINTENANCE MACHINIST Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work in volves most of the following: Interpreting written instructions and specifica tions; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard m aterials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (MACHINERY) Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and ex perience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and per forming repairs that involve the use of such handtools as wrenches, gauges, d rills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; r e assembling and installing the various assem blies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance 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. MAINTENANCE SH E E T -M E T A L WORKER Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, m odels, or other specifica tions; setting up and operating all available types of sheet-m etal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MILLWRIGHT Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the m illwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE TRADES HELPER A ssists one or m ore workers in the skilled maintenance trades, by performing specific or general duties of le sse r skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and too ls, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-tim e basis. 34 MACHINE-TOOL OPERATOR (TOOLROOM) TOOL AND DIE MAKER— Continued Specializes in operating one or more than one type of machine tool (e.g ., jig borer, grinding machine, engine lather, milling machine) to machine metal for use in making or maintaining jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e .g ., install cutting tools and adjust guides, stops, working tables, and. other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating 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 tool room practice usually acquired through considerable on-the-job training and experience. setting up and operating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to pre scribed tolerances and allowances. In general, the tool and die maker'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 machine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically involves: P l a n n i n g and laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, tools, and processes required to complete task; making necessary shop computations; For cross-industry wage study purposes, this classification does not include tool and die makers who ( 1 ) are employed in tool and die jobbing shops or (2 ) produce forging dies (die sinkers). STATIONARY ENGINEER Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or a irconditioning. Work involves: Operating and maintaining equipment such as steam engines, air 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. BOILER TENDER Fires stationary boilers to furnish the establishment in which em ployed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. Material Movement and Custodial TRUCKDRIVER SHIPPER AND RECEIVER Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and custom ers' 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. Salesroute and over-the-road drivers are excluded. Perform s clerical and physical tasks in connection with shipping goods of the establishment in which employed and receiving incoming shipments. In performing day-to-day, routine tasks, follows established guidelines. In handling unusual nonroutine problems, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follows: Shippers typically are responsible f o r most of the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., manifests, bills of lading. Truckdriver, light truck (straight truck, under (IV2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, IV2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer Receivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, manifests, storage SHIPPER AND RECEIVER— Continued MATERIAL HANDLING LABORER— Continued receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships, are excluded. For wage study purposes, workers are classified as follows: Shipper Receiver Shipper and receiver POWER-TRUCK OPERATOR Operates a manually controlled gasoline- or electric-powered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. For wage study purposes, workers are classified by type of powertruck, as follows: WAREHOUSEMAN As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored materials and re porting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Exclude workers whose primary duties involve shipping and re ceiving work (see Shipper and Receiver and Shipping Packer), order filling (see Order F ille r), or operating power trucks (see Power-Truck Operator). ORDER FILLER Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition addi tional stock or report short supplies to supervisor, and perform other related duties. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, si'ze, 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. MATERIAL HANDLING LABORER A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing Forklift operator Power-truck operator (other than forklift) GUARD Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or escorting persons or property. May be deputized to make arrests. May also help visitors and customers by answering questions and giving directions. Guards employed by establishments which provide protective se r vices on a contract basis are included in this occupation. For wage study purposes, guards are classified as follows: Guard A Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with emergencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to report situation so that it can be handled by appropriate authority. Duties require spe cialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. Guard B Carries out instructions prim arily oriented toward insuring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washrooms, or prem ises of an office, apartment house, or comm ercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trim m ings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restroom s. Workers who specialize in window washing are excluded. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1976, is available on request. Area Akron, Ohio, Dec. 1977_______________________________________ Albany—Schenectady—Troy, N. Y ., Sept. 1977________________ Anaheim—Santa Ana—Garden Grove, C alif., Oct. 1977___ 1_________________________________________ Atlanta, G a ., May 1977_______________________________________ Baltim ore, M d ., Aug. 1977___________________________________ Billings, Mont., July 1977 1 __________________________________ Birmingham, A la ., Mar. 1977________________________________ Boston, M a ss., Aug. 1977_____________________________________ Buffalo, N .Y ., Oct. 1977_______________________________________ Canton, Ohio, May 1 9 7 7 “ _____________________________________ Chattanooga, T en n .-G a., Sept. 1977__________________________ Chicago, 111., May 1977 1 ______________________________________ Cincinnati, Ohio—Ky.—Ind., July 1977 1 _____________________ Cleveland, Ohio, Sept. 197 7 1_________________________________ Columbus, Ohio, Oct. 1977___________________________________ Corpus Christi, T ex ., July 1977 1 ____________________________ Dallas—Fort Worth, T ex ., Oct. 1977_________________________ Davenport—Rock Island—Moline, Iowa—111., May 19771_____ Dayton, Ohio, Dec. 1977 1 _____________________________________ Daytona Beach, F la ., Aug. 1977 1 ____________________________ Denver—Boulder, C olo., Dec. 1976___________________________ Detroit, M ich., Mar. 1 9 7 7 ................................................................. Fresno, C alif., June 1977 ____________________________________ Gainesville, F la ., Sept. 1977 1 _______________ -_______________ Green Bay, W is., July 1977__________________________________ Greensboro—Winston-Salem—High Point, N .C ., Aug. 1977 1 ........ ...................................................... .................. Greenville—Spartanburg, S .C ., June 1977 ___________________ Hartford, Conn., Mar. 1977__________________________________ Houston, T e x ., Aug. 19771___________________________________ Huntsville, A la ., Feb. 1977 1 _________________________________ Indianapolis, Ind., Oct. 1977_________________________________ Jackson, M is s ., Jan. 1977 1 __________________________________ Jacksonville, F la ., Dec. 1977_________________________________ Kansas City, M o .-K a n s., Sept. 1977_________________________ Los Angeles—Long Beach, C alif., Oct. 1977________________ Louisville, Ky.—Ind., Nov. 19771_____________________________ Memphis, Tenn.—A rk.—M is s ., Nov. 1977_____________________ Bulletin number and p rice* 1950-70, 80 cents 1950-52, 80 cents 1950-60, 1950-17, 1950-39, 1950-40, 1950-8, 1950-50, 1950-58, 1950-28, 1950-44, 1950-41, 1950-45, 1950-53, 1950-64, 1950-35, 1950-65, 1950-26, 1950-71, 1950-43, 1900-73, 1950-13, 1950-30, 1950-46, 1950-36, $1.00 $1.20 $ 1.20 $1.00 85 cents $1 .2 0 $1 .0 0 $1.10 70 cents $ 1.40 $ 1.20 $1 .4 0 $1.00 $1.00 $1.20 $1.10 $1.10 $1.00 85 cents $1.20 70 cents $1.00 70 cents 1950-42, 1950-33, 1950-9, 1950-48, 1950-4, 1950-56, 1950-2, 1950-67, 1950-54, 1950-61, 1950-66, 1950-63, $ 1.10 7 0 cents 80 cents $1.40 $1.40 $ 1 .0 0 $1.50 70 cents $1.00 $1.20 $1.20 70 cents Area Miam i, F la ., Oct. 1977________________________________________ Milwaukee, W is., Apr. 1977 __________________________________ Minneapolis—St. Paul, Minn.—W is., Jan. 1977_______________ Nassau—Suffolk, N .Y ., June 1977 ____________________________ Newark, N .J., Jan. 1977 ______________________________________ New Orleans, L a ., Jan. 1977 1 _______________________________ New York, N .Y .-N .J ., May 1977_____________________________ Norfolk—Virginia Beach—Portsmouth, Va.— N .C ., May 1977 ______________________________________________ Norfolk—Virginia Beach-Portsmouth and Newport News—Hampton, Va.—N .C ., May 1977____________ Northeast Pennsylvania, Aug. 1977 1 _________________________ Oklahoma City, O kla., Aug. 1977 1___________________________ Omaha, Nebr.—Iowa, Oct. 1977 1 _____________________________ Paterson—Clifton—P assaic, N .J., June 1977 ________________ Philadelphia, P a .-N .J ., Nov. 1977____________________________ Pittsburgh, Pa., Jan. 1977____________________________________ Portland, Maine, Dec. 1977__________________________________ Portland, Or eg.‘—W ash., May 1977 1 __________________________ Poughkeepsie, N. Y . , June 1977 ______________________________ Poughkeepsie—Kingston—Newburgh, N .Y ., June 1976_______ Providence—Warwick—Pawtucket, R.I.— M a ss., June 1977 1 ___________________________________________ Richmond, V a., June 1977 1 __________________________________ St. Louis, Mo.—111., Mar. 1977 _______________________________ Sacramento, C alif., Dec. 1977 1 ______________________________ Saginaw, M ich., Nov. 1977____________________________________ Salt Lake City—Ogden, Utah, Nov. 1977______________________ San Antonio, T ex ., May 1977 1 ________________________________ San Diego, C alif., Nov. 1976__________________________________ San Francisco—Oakland, C alif., Mar. 1977 _________________ San Jose, C alif., Mar. 1977__________________________________ Seattle—Everett, W ash., Jan 1977 1 ___________________________ South Bend, Ind., Aug. 1977 1 _________________________________ Syracuse, N .Y ., July 197 6 ____________________________________ Toledo, Ohio—M ich ., May 1977_______________________________ Trenton, N .J., Sept. 1977______________________________________ Utica-R om e, N .Y ., J u l y l 9 7 7 * _______________________________ Washington, D .C .—Md.—V a ., Mar. 1977 ______________________ Wichita, Kans., Apr. 19 7 7 1 __________________________________ W orcester, M a ss., Apr. 1977 ________________________________ York, P a., Feb. 1977 . ______ __________________________________ Bulletin number and price * 1950-57, 1950-14, 1950-3, 1950-27, 1950-7, 1950-5, 1950-31, $1.00 $1 .1 0 $ 1 .6 0 $1 .0 0 $ 1.60 $1.60 $1.20 1950-20, 70 cents 1950-21, 1950-38, 1950-49, 1950-55, 1950-34, 1950-62, 1950-1, 1950-69, 1950-32, 1950-25, 1900-55, 70 cents $1.10 $ 1.10 $1.10 7 0 cents $1.20 $1.50 70 cents $1.20 70 cents 55 cents 1950-22, 1950-23, 1950-10, 1950-72, 1950-59, 1950-68, 1950-24, 1900-79, 1950-29, 1950-19, 1950-12, 1950-51, 1900-44, 1950-18, 1950-47, 1950-37, 1950-11, 1950-16, 1950-15, 1950-6, $1.20 $1.10 $1.20 $1.00 70 cents 80 cents $1.10 55 cents $1.20 $1.00 $1.20 $ 1.10 55 cents 80 cents 70 cents $1.10 $1.20 $1.10 70 cents $1.10 i,; Prices are determ ined by the Government Printing O ffice and are subject to change. Data on establishment practices and supplementary wage provisions are also presented. U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Postage and Fees Paid U.S. Department of Labor Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices Region I Region I) Region 111 Region IV 1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (AreaCode617) Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 399-5406 (AreaCode212) 3535 Market Street, P .0 8ox13309 Philadelphia, Pa. 19101 Phone: 596-1154 (AreaCode215) Suite 540 >371 Peachtree St., N.E. Atlanta, Ga. 30309 Phone:881-4418 (Area Code 404) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont New Jersey New York Puerto Rico Virgin Islands Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V Region VI Regions VII and VIII Regions IX and X 9th Floor, 230 S. Dearborn St. Chicago, III. 60604 Phone: 353-1880 (AreaCode312) Second Floor 555 Griffin Square Building Dallas, Tex. 75202 Phone: 749-3516 (Area Code 214) Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo 64106 Phone: 374-2481 (AreaCode816) 450 Golden Gate Ave. Box 36017 San Francisco, Calif. 94102 Phone: 556-4678 (AreaCode415) Arkansas Louisiana New Mexico Oklahoma Texas v ii Illinois Indiana Michigan Minnesota Ohio Wisconsin Iowa Kansas Missouri Nebraska vm Colorado Montana North Dakota South Dakota Utah Wyoming IX Arizona California Hawaii Nevada X Alaska Idaho Oregon Washington