The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.
Area Wage Survey U.S. Department of Labor Bureau of Labor Statistics Seattle— Everett, Washington, Metropolitan Area, December 1979 Preface This bulletin provides results of a December 1979 survey of occupa tional earnings and supplementary wage benefits in the Seattle— Everett, Washington, 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, Calif., under the general direction of Susan Holland, A ssistant Regional C om m is sioner for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Material in this publication is in the public domain and may be reproduced without perm ission of the Federal Government. Please credit the Bureau of Labor Statistics and cite the name and number of this publication. Note: Reports on occupational earnings and supplementary wage provisions in the Seattle— Everett area are available for hospitals (May 1978), and nursing and personal care facilities (June 1978). A lso available are listings of union wage rates for building trades, printing trades, local-transit operating employees, local truckdrivers and helpers, and grocery store employees. A report on occupational earnings and supplementary wage provisions for municipal government workers is available for the city of Seattle. Free copies of these are available from the Bureau' s regional offices. (See back cover for addresses.) Area Wage Survey Seattle— Everett, Washington, Metropolitan Area, December 1979 u s Department o Labor .. f Contents Paqe Introduction_______________________________________ 2 Ray Marshall, Secretary Bureau of Labor Statistics Janet L. Norwood Commissioner May 1980 Bulletin 2050-68 F o r s a le by th e S u p e r in te n d e n t o f D o cum e nts. U.S. G overnm ent P rin tin g O f fic e . W a s h in g to n , D.C. 20402, GPO B o okstores, or BLS R e gion al O ffic e s liste d on back cover. Price $2.25. M ake ch e c k s payable to S u perin te n d e n t of D ocum ents. Page ^ Tables: Earnings, all establishments: A - l . Weekly earnings of office workers_____ 3 A -2 . Weekly earnings of professional and technical workers________________ 6 A -3. Average weekly earnings of office, professional, and technical workers, by s e x ___________ 8 A -4. Hourly earnings of maintenance, toolroom, and powerplant workers________________________________ 9 A -5. Hourly earnings of material movement and custodial workers_____ 10 A -6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by s e x ____________ 11 A -7. Percent increases in average hourly earnings fbr selected occupational groups___________________ 12 A -8. Average pay relationships within establishments for white-collar workers_____________ 13 A -9. Average pay relationships within establishments for blue-collar workers_______________ 14 ^ Tables— Continued Establishment practices and supplementary wage provisions: B -l. Minimum entrance salaries for inexperienced typists andclerks________ B -2, Late-shift pay provisions for full-time manufacturing production and related workers________ B -3. Scheduled weekly hours and days of full-time first-shift workers___________ B-4. Annual paid holidays for full-time workers_________________________________ B -5. Paid vacation provisions for full-time workers______________________ B -6. Health, insurance, and pension plans for full-time workers____________ B -7. Life insurance plans for full-time workers______________________ Appendix A. Scope and method of survey________ Appendix B, Occupational descriptions---------------- 15 16 17 18 19 22 23 27 32 Introduction This area is 1 of 72 in which the U.S. Department of Labor' s Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits. (See list of areas on inside back cover.) In each area, earnings data for selected occupations (A -s e r ie s tables) are collected annually. Information on establishment practices and supplementary wage benefits (B -s e r ie s tables) is obtained every third year. Each year after all individual area wage surveys have been com pleted, two sum m ary bulletins are issued. The first brings together data for each metropolitan area surveyed; the second presents national and r e gional estim ates, projected from individual metropolitan area data, for all Standard Metropolitan Statistical A reas in the United States, excluding Alaska and Hawaii. A m ajor consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor m arkets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and a s sistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract A ct of 1965. Where possible, data are presented for all industries and for manufacturing and nonmanufacturing separately. Data are not presented for skilled m ain tenance workers in nonmanufacturing because the number of workers em ployed in this occupational group in nonmanufacturing is too sm all to warrant separate presentation. This table provides a m easure of wage trends after elimination of changes in average earnings caused by employment shifts among establishments as well as turnover of establishments included in survey samples. For further details, see appendix A. Tables A -8 and A -9 provide for the first time m easures of average pay relationships within establishments. These m easures may differ consid erably from the pay relationships of overall averages published in tables A - l through A -6 . See appendix A for details. B -se r ie s tables The B -se r ie s tables present information on minimum entrance salaries for inexperienced typists and clerks; late-sh ift pay provisions and practices for production and related workers in manufacturing; and data separately for production and related workers and office workers on sched uled weekly hours and days of fir st-sh ift w orkers; paid holidays; paid vaca tions; health, insurance, and pension plans; and m ore detailed information on life insurance plans. A -s e r ie s tables Appendixes Tables A - l through A -6 provide estimates of straight-tim e weekly or hourly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. The occupations are defined in appendix B. For the 31 largest survey a reas, tables A -1 0 through A -1 5 provide sim ilar data for establishments employing 500 workers or m ore. Table A -7 provides percent changes in average hourly earnings of office clerical w orkers, electronic data processing w orkers, industrial nurses, skilled maintenance trades w orkers, and unskilled plant workers. Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey, the area's industrial composition in manufacturing, and lab ormanagement agreement coverage. Appendix B provides job descriptions used by Bureau field rep resentatives to classify workers by occupation. Earnings Table A-1. Weekly earnings of office workers, Seattle—Everett, Wash., December 1979 Weekly earnings 1 (standard) O c c u p a t io n a n d in d u s t r y d iv is io n Average weekly hours 1 (standard) Number of workers Mean 2 Median 2 n um rer Middle range 2 OP W O R K ER S 123 ANO UNDER 130 133 1 *0 R E C E IV IN G 153 160 143 150 233 2 53 273 290 313 330 353 370 390 *1 0 200 210 230 253 273 290 310 333 353 370 393 410 *3 0 AND *3 3 S E C R E T A R I E S . C L A S S A ................................... N O N B A N U R A C T U R IN S ........................................... 79 5R 3 9 .5 3 9 .5 3 1 4 .5 0 3 3 0 .0 0 2 9 8 .5 0 2 9 9 .0 0 2 7 8 .5 0 2 7 8 .5 0 - 3 6 2 .3 0 * 0 2 .5 0 S E C R E T A R I E S . C L A S S 8 .................................. N O N B A N U R A C T U R IN S ........................................... P U B L I C U T I L I T I E S ..................................... 5 *7 266 37 * 0 .0 3 9 .5 3 9 .0 3 0 2 .5 0 2 7 0 .5 0 3 1 9 .5 0 3 1 5 .0 0 2 5 7 .5 0 3 3 8 .3 0 2 * 7 .3 0 2 3 0 .5 0 2 * 1 .5 9 - 3 5 9 .3 0 2 9 4 .3 0 3 8 0 .5 0 S E C R E T A R IE S . U T I L I T I E S ..................................... *2 0 119 301 86 4 0 .0 4 0 .0 3 9 .5 3 9 .5 2 6 5 .0 0 2 * 9 .5 0 2 7 1 .5 0 3 0 2 .5 0 2 5 4 .5 0 2 * 1 .5 0 2 7 6 .0 0 3 0 3 .5 3 2 3 0 .0 0 2 3 3 .3 0 2 3 3 .0 0 2 8 4 .5 0 - 2 9 4 .5 0 2 6 7 .0 0 3 1 7 .5 3 3 2 6 .5 0 - - - " S E C R E T A R I E S . C L A S S 0 .................................. N O N B A N U R A C T U R IN S ........................................... 690 33* * 0 .0 * 0 .0 2 5 3 .0 0 2 3 9 .0 0 2 6 4 .3 0 2 2 8 .3 0 2 1 8 .5 0 2 0 7 .3 0 - 2 8 1 .0 0 2 8 1 .3 0 - - _ _ - - S E C R E T A R I E S . C L A S S E .................................. N O N B A N U R A C T U R IN S ........................................... 299 * 0 .0 * 0 .0 2 9 1 .0 0 2 6 5 .5 0 3 3 6 .3 0 2 7 1 .3 0 2 7 0 .5 0 2 6 0 .0 0 - 3 2 2 .0 3 2 7 6 .3 0 - - - - _ i« i - - - - - S T E N O G R A P H E R S . . . . . . .................................. N O N B A N U R A C T U R IN S ........................................... P U B L I C U T I L I T I E S ..................................... 378 160 77 * 0 .0 * 0 .0 * 3 .9 2 5 3 .5 0 2 * 9 .5 3 2 8 0 .0 0 2 5 2 .3 0 2 * 9 .0 0 2 7 1 .0 0 2 * 1 .5 0 2 3 7 .3 0 2 * 9 .0 0 - 2 6 6 .5 3 2 7 9 .5 0 3 2 6 .5 3 - _ 1 1 1 1 _ - - S T E N O G R A P H E R S . S E N I O R ................................ N O N B A N U R A C T U R IN S ........................................... 87 77 * 0 .0 * 0 .0 2 2 6 .0 0 2 2 6 .5 0 2 1 6 .5 0 2 1 6 .5 0 1 9 8 .0 0 1 9 8 .0 0 - 2 5 6 .0 0 2 6 5 .0 0 _ _ _ STEN O G RA PH ERS. S E N E R A L: N O N B A N U R A C T U R IN S ........................................... P U B L I C U T I L I T I E S ..................................... 83 57 * 0 .0 * 0 .0 2 7 0 .5 3 2 8 1 .5 0 2 6 6 .5 0 2 7 5 .3 0 2 * 1 .5 0 2 * 9 . JO - 3 1 6 .3 0 3 3 8 .5 3 - T R A N S C R IB IN S - B A C H IN R T V P I S T S ................ N O N B A N U R A C T U R IN S ....................................... 151 150 3 9 .0 3 9 .0 2 3 6 .5 0 2 3 6 .0 0 1 9 3 .0 0 1 9 3 .0 0 1 8 4 .3 0 1 8 4 .0 0 - 2 1 7 .0 0 2 1 7 .0 0 - T V P I S T S ..................................................................... B A N U R A C T U R IN S .............................................. N O N B A N U R A C T U R IN S ...................................... 730 168 562 3 9 .0 4 0 .0 3 9 .0 1 9 7 .0 0 2 1 0 .5 0 1 9 3 .0 0 1 9 5 .5 3 2 0 7 .3 0 1 8 7 .5 0 1 6 3 .0 0 1 8 5 .3 0 1 5 4 .5 0 - 2 1 8 .5 0 2 2 5 .5 0 2 1 5 .5 0 _ - T Y P I S T S . C L A S S A......................................... . BANUR A C T U R I N S.................................... .. N O N B A N U R A C T U R IN S ....................................... 256 87 169 3 9 .5 * 0 .0 3 9 .5 2 1 0 .5 0 2 1 7 .5 0 2 0 6 .5 0 2 1 0 .3 0 2 1 3 .3 0 2 0 7 .3 0 1 9 8 .0 0 2 0 2 .3 0 1 9 8 .3 0 - T V P I S T S . C L A S S B ......................................... BANUR A C T U R I N S ................................................... N O N B A N U R A C T U R IN S ....................................... 355 81 27* 3 9 .0 * 0 .0 3 9 .0 1 8 0 .5 0 2 0 3 .0 0 1 7 4 .0 0 1 6 8 .0 0 1 9 5 .5 0 1 5 5 .5 0 1 4 9 .5 0 1 8 5 .0 0 1 * 7 .5 0 - - - - - - - " " 29 27 2 57 3* 2 187 156 - 35 35 1 87 *9 - 6 3 289 223 19 257 115 12 *2 6 252 77 191 86 22 2 *2 113 31 97 50 16 188 19 6 1* 13 5 25 22 1* * * * 10 8 8 _ _ _ _ _ _ _ _ _ - - - - - - 2 2 15 2 2 2 18 18 8 8 11 5 1 1 2 - - 4 4 4 * * * *8 8 1 1 1 15 3 1 *8 81 7* 8 *6 48 41 1 24 8 1 62 19 8 176 9 3 8 7 * 13 9 7 _ 32 1 28 23 2 _ *3 - - " - 15 15 - 23 5 IB 20 2 18 129 41 27 i* 68 27 59 7 22 46 21 2 25 15 i 58 26 13 2 11 4 63 10 23 19 9 7 115 “ _ _ - _ _ _ - - - - - - - - - “ _ _ _ _ - - - - - _ - 1 2 - - - - - - 6 i 2 2 _ 23 23 25 23 29 21 *6 25 101 77 38 128 32 33 236 67 6 6 2 2 - 3 3 2 2 22 23 22 19 73 67 54 12 13 - i 1 1 1 32 30 “ - - - 31 27 1 56 17 12 1 61 22 13 37 16 11 23 10 6 8 5 5 - _ _ - 29 26 - 12 12 6 - 31 29 5 - 6 4 4 1 1 17 12 13 1 10 7 6 2 5 5 _ _ _ - " - 8 8 27 - _ 27 1 - _ 1 - - ii ii ii _ - i 1 1 - 1 1 - 6 - - ~ _ ~ - - ii ii *1 88 7 - - * * 10 10 21 21 35 35 7 7 18 18 19 19 22 22 6 5 - 21 21 190 100 51 51 52 9 *3 *2 i* 28 65 2* *1 86 25 61 66 16 50 1 19 *8 71 39 12 27 38 11 27 23 8 15 2 2 0 .0 0 2 2 3 .3 0 2 1 9 .0 0 _ - - 1 1 5 5 * 3 1 11 6 5 32 9 23 53 16 3* 78 36 *2 33 - 22 22 13 8 5 1 9 5 .5 0 2 2 5 .5 0 1 8 8 .5 3 - 21 21 78 78 *8 *8 ** 9 35 17 11 6 36 18 18 *0 16 2* 7 - 21 12 9 - 6 at $43 0 to $ 4 5 0 ; and 2 at $ 4 5 0 to $ 47 0. S ee fo o tn o te s at end o f ta b le s . 213 O R— 190 * 2 7 5 .5 0 2 6 6 .0 0 2 8 7 .5 0 W o r k e r s w e r e d is trib u te d as f o ll o w s : 200 D O LLARS) 180 *2 7 7 .0 0 2 6 4 .5 0 3 0 2 .0 0 * 190 <TN 170 * 0 .0 3 9 .5 3 9 .5 P U B L IC 180 E A R N IN G S 163 2 .1 3 8 1 .2 0 3 228 C L A S S C ................................... b a m u r a c t u r i n s ................................................... N 0 N b A MUR A C T U R I N S ........................................... 170 W EEKLY OVER S E C R E T A R I E S ................................................................. N O N B A N U R A C T U R IN S ........................................... P U B L I C U T I L I T I E S ..................................... * 2 3 6 .3 0 - *3 1 6 .0 3 2 2 9 .5 0 - 2 9 3 .0 0 2 7 9 .5 0 - 3 2 9 .5 3 S T R A I G H T - T IM E 3 7 R 6 - 25 6 * * 33 11 19 _ 7 _ - 9 i 8 _ - 1 1 - 3 - 6 - _ _ 1 _ i - - - - - _ _ _ _ _ _ - " - - - - 18 _ _ _ _ _ 18 - - - - - 18 - - - " - _ _ _ _ - - - - - _ - _ _ _ " - - - - _ _ _ _ _ - - - - _ _ _ _ - - - - - 1 1 - - - - - - _ _ _ _ _ _ _ - 18 18 - _ - _ - - - - - - 1 1 - - - - - - - _ _ _ _ _ _ _ - - - - - - 8 - 1 - 8 1 _ - - Table A-1. Weekly earnings of office workers, Seattle-Everett, Wash., December 1979— Continued Weekly earnings 1 (standard) O c c u p a t io n a n d in d u s t r y d i v i s i o n Number of workers Average weekly hours 1 (standard) Mean 2 Median 2 NU NRER Middle range 2 OF W O RK ERS 120 AND UN D ER 130 130 140 150 160 170 180 190 200 210 230 2 50 270 290 310 330 350 370 390 410 143 150 160 170 180 190 200 210 230 250 2 70 290 310 330 350 370 390 410 430 28 - 233 - 95 17 78 45 10 35 10 29 8 5 3 10 4 6 4 16 16 - - - - - - - 2 2 - - 6 4 2 2 - - 17 6 11 4 - - 87 11 76 10 29 - 203 4 171 33 138 4 10 - 28 89 89 55 52 35 20 45 34 37 27 _ 5 2 _ - - _ _ - _ - - 12 12 “ " 111 111 4 116 86 4 60 58 40 40 10 8 8 8 8 17 17 3 3 - - “ “ 5 5 4 2 2 2 5 15 - 36 6 30 37 20 17 38 17 21 20 5 15 6 4 12 2 12 34 33 1 25 18 14 6 11 3 4 4 11 11 176 15 161 9 72 39 33 47 47 45 1 44 - 12 22 22 R E C E IV IN G S T R A IG H T - T I N E 724 ■n 634 46 3 9 .0 4 0 .0 3 9 .0 4 3 .0 * 1 5 9 .0 0 1 7 1 .5 0 N O N M A N U F A C T U R IN S .......................................... P U B L I C U T I L I T I E S ................. .. ................ 1 5 7 .0 0 2 2 7 .5 0 *1 4 9 .5 0 1 5 5 .0 0 1 4 8 .5 0 2 3 3 .5 0 F I L E C L E R K S . C L A S S B .................................. N O N M A N U F A C T U R IN S .......................................... 280 234 3 8 .5 3 8 .5 1 5 4 .5 0 1 5 2 .3 0 1 4 9 .5 0 1 4 4 .0 0 1 4 0 .0 0 - 1 6 1 .0 0 1 6 1 .3 0 F I L E C L E R K S . C L A S S C .................................. N O N M A N U F A C T U R IN S .......................................... P U B L I C U T I L I T I E S ..................................... 422 390 46 3 9 .0 3 9 .0 4 0 .0 1 5 8 .5 0 1 5 9 .0 0 2 2 7 .5 0 1 4 9 .5 0 1 4 9 .5 0 2 3 3 .5 3 1 3 7 .3 0 1 3 6 .3 0 1 6 1 .0 0 - 1 6 1 .3 0 1 6 1 .0 0 2 8 4 . DO 28 28 H E S S E N S F R S .................................................................. m a n u f a c t u r i n g .................................................. N O N M A N U F A C T U R IN S .......................................... 274 85 189 3 9 .0 4 0 .0 3 9 .0 1 7 4 .0 0 2 3 4 .5 0 1 5 0 .0 0 1 7 2 .0 0 1 8 6 .5 0 1 6 3 .5 0 1 4 3 .5 0 1 7 5 .0 0 1 2 6 .5 0 - 1 9 6 .0 0 2 4 1 .5 0 1 8 0 .3 0 58 - ii 58 it 5 15 S U IT C H R O A R D O P E R A T O R S ..................................... N O N M A N U F A C T U R IN S .......................................... 180 135 3 9 .0 3 8 .5 1 9 2 .5 0 1 8 1 .0 0 1 7 3 .5 0 1 6 1 .5 0 1 6 1 .5 0 1 6 1 .5 0 - 2 1 5 .0 0 1 8 9 .0 0 _ i i 25 25 _ ~ 52 52 R E C E P T I O N I S T S ........................................................ MANUF A C T U R IM S .................................................. N O N M A N U F A C T U R IN S .......................................... P U B L I C U T I L I T I E S ..................................... 714 207 507 3B 3 9 .5 4 0 .0 3 9 .5 4 0 .0 1 8 9 .0 0 1 9 4 .5 0 1 8 7 .0 0 2 0 0 .5 0 1 8 4 .0 0 1 9 0 .0 0 1 8 4 .0 0 1 6 3 .5 0 1 7 2 .5 0 1 6 0 .0 0 1 7 2 .5 0 1 6 1 .0 0 - 2 0 0 .3 3 2 3 8 .0 0 1 9 9 .3 0 1 8 4 .0 0 16 16 31 30 1 2 2 2 99 28 71 15 108 24 84 “ 30 10 20 4 O R D E R C L E R K S ............................................................. M A N U F A C T U R IN G .................................................. N O N M A N U F A C T U R IN S .......................................... 477 2 8 7 .0 0 2 3 6 .3 0 3 3 4 .0 0 3 2 0 .0 0 2 1 8 .5 0 3 3 5 .5 0 2 1 8 .5 0 1 9 5 .5 0 3 0 0 .3 0 - 3 3 5 .5 0 2 5 3 . JO 3 3 5 .5 0 - - - _ 120 357 4 0 .0 4 0 .0 4 0 .0 - - - 5 5 34 5 29 12 A ............................... 205 4 3 .0 3 1 0 .5 0 3 2 0 .0 0 3 0 0 .3 0 - 3 4 5 .0 0 - - - - - - - O R D E R C L E R K S . C L A S S B ............................... M A N U F A C T U R IN G .................................................. 272 73 4 0 .0 4 0 .0 2 6 9 .5 0 1 9 9 .JO 1 8 4 .3 0 - 3 3 5 .5 0 2 1 8 .5 0 _ _ - _ 2 2 2 .5 0 3 3 2 .5 0 1 9 5 .5 0 - ~ - - 5 5 34 5 A C C O U N T IN G C L E R K S ................................................ M A N U F A C T U R IN G .................................................. N O N M A N U F A C T U R IN S .......................................... 3 .5 3 2 715 2 *8 1 5 3 9 .5 40. 0 39. 5 2 1 9 .0 0 2 2 8 .0 0 2 1 6 .5 0 2 0 7 .3 0 2 1 9 .5 0 2 0 7 .0 0 1 8 4 .0 3 1 8 4 .3 0 1 8 6 .0 0 - 2 4 1 .5 0 2 6 6 .0 0 2 3 1 .0 0 _ 1 ~ 48 - - 1 48 109 5 95 173 12 161 A C C O U N T IN G C L E R K S . C L A S S A .................. M A N U F A C T U R IN G .................................................. N O N M A N U F A C T U R IN S .......................................... 1 .8 4 5 354 1 .4 8 1 3 9 .5 4 0 .0 3 9 .5 2 3 4 .5 0 2 4 6 .5 0 2 3 1 .5 0 2 1 8 .5 0 2 4 7 .5 0 2 1 5 .0 0 1 9 8 .5 0 2 0 7 .0 0 1 9 8 .0 0 - 2 6 8 .5 0 2 6 8 .5 0 2 7 4 .0 0 _ A C C O U N T IN G C L E R K S . C L A S S R .................. M A N U F A C T U R IN G .................... . ........................... N O N M A N U F A C T U R IN S ........................................ P U B L I C U T I L I T I E S ..................................... 1 .5 7 7 352 1 .3 2 5 115 3 9 .5 4 3 .0 3 9 .5 4 0 .0 2 0 1 .5 0 2 0 9 .0 3 1 9 9 .5 0 2 2 5 .5 0 1 9 5 .0 0 1 9 0 .0 0 1 9 5 .5 0 1 9 5 .5 0 1 7 2 .5 0 1 7 8 .5 0 1 7 2 .5 0 1 8 3 .5 0 - 2 1 9 .3 0 2 2 6 .5 0 2 1 8 .5 0 2 8 4 .3 0 3 9 .5 4 0 .0 39. 5 2 4 1 .0 0 2 4 0 .5 0 2 4 1 .0 0 2 8 7 .5 0 2 3 0 .5 0 2 3 8 .3 0 2 3 0 .5 0 2 9 3 .3 0 2 0 7 .3 0 2 0 4 .5 0 - 2 6 9 .0 0 2 6 6 .3 0 2 7 7 .3 0 3 5 3 .5 0 F I L E C L E R K S ................................................................ MANUF A C T U R I M S .................................................. S W IT C H B O A R D O RDER PAYRO LL * 1 4 0 .3 0 - * 1 6 1 .0 0 1 4 9 .5 0 - 1 7 4 .5 0 1 4 0 .0 0 - 1 6 1 .0 0 1 6 1 .0 0 - 2 8 4 .0 0 1 4 0 .3 0 - _ - - - W EEKLY E A R N IN G S (IN D O LLARS) 16 - OF — 2 - 430 A NO OVER - - - - _ _ _ - - - - - - - - - - 6 6 4 16 16 16 _ _ _ - - _ _ - - - - - - 2 2 2 i _ _ - _ - - 1 - - - - i - 1 - - 12 6 10 2 3 2 7 _ - - 59 44 15 1 13 7 6 i 33 4 29 37 25 12 11 11 - 12 11 1 - 52 - - 52 5 2 8 11 12 - 12 12 17 17 31 2 29 18 - - _ - - - - 328 78 250 453 145 303 352 20 332 362 69 2 93 597 68 529 350 111 239 173 77 96 139 38 101 363 62 301 - 5 5 - - - - - - _ _ _ - - - - - - - - _ _ _ - - - - - 2 - - _ _ - - - „ O PERA TO R- CLERKS. CLASS ........................................................ m a n u f a c t u r i n g .................................................. N O W M A N U F A C T U R IN G .......................................... P U B L I C U T I L I T I E S ..................................... c ler k s 413 157 245 34 4 0 .0 2 0 7 .3 0 2 4 6 .3 0 - “ “ 1 _ i 2 - - - - i i 2 2 - - - - 2 2 37 26 - _ _ 11 26 196 14 182 - - - _ 26 - - - - 52 37 52 26 - - - - _ _ _ _ _ _ _ - 144 14 - - - - - 27 11 16 23 6 17 18 3 15 10 2 8 5 3 2 6 2 4 - 10 2 8 5 3 2 6 2 4 10 9 i i _ - - - - 21 ~ 13 - - - ~ 21 13 64 1 63 244 64 180 158 5 153 192 39 153 333 24 309 247 81 166 118 66 52 52 23 29 320 31 289 25 10 15 19 6 13 14 3 11 - 1 - 48 78 5 73 3 160 12 148 8 264 77 187 5 209 81 128 21 194 15 179 23 167 30 137 5 261 44 217 4 100 33 70 2 55 11 44 3 87 15 72 25 43 31 12 4 2 1 1 1 4 4 - 4 4 4 4 21 5 16 1 14 7 5 2 34 29 5 62 33 29 1 53 6 47 1 51 9 42 2 69 48 21 2 26 1 25 6 31 35 31 4 2 _ 8 8 8 - - 1 “ 48 4 - _ _ _ - ~ - - S ee fo o tn o te s at end o f t a b le s . - 1 - 4 14 4 31 5 - 4 4 4 4 _ _ - - - - - - ~ _ 2 _ _ - - - 2 2 _ - - Table A-1. Weekly earnings of office workers, Seattle—Everett, Wash., December 1979— Continued Weekly earnings 1 (standard) O c c u p a t io n a n d in d u s t r y d iv is io n KEY E N T R Y O P E R A T O R S , •• N A N U F A C T U R I N S ............... N O N » A N U - A C T U R IN S ... P U B L IC U T I L I T I E S . Number of workers Average weekly hours 1 (standard) NUHBER Median 2 Middle range 2 1 *2 5 3 150 1 .1 0 3 1 A3 K EY EN TRY O PERA TO RS* N A N U F * C T U R IN S ............... N 0 R * A N U "A C T U R IN 5 ... P U B L IC U T I L I T I E S . CLA SS K EY EN TRY O PERA TO RS* N A N U P A C T U R I N S ............... NO N PANUr A C T U R IN S . .. P U B L IC U T I L I T I E S . CLA SS A ............ 3 9 .5 AO. 0 3 9 .5 AO. 0 * 2 0 8 .5 0 2 3 7 .5 0 2 0 8 .5 0 2 6 6 .5 0 * 1 9 5 .5 0 1 9 5 .5 0 1 9 5 .5 0 2 6 1 .5 0 585 83 502 3 9 .5 A 0 .0 3 9 .5 A 0 .0 2 2 1 .5 0 2 0 5 .0 0 2 2 A .0 0 2 8 2 .5 0 1 9 0 .3 0 21 A . 00 2 6 1 .5 0 1 9 0 .0 0 1 9 0 .0 0 1 9 3 .5 0 2 6 1 .5 0 - 2 * 7 .3 0 1 9 9 .0 0 2 A 9 .5 0 3 2 9 .5 0 3 9 .5 A0. O 3 9 .5 A 0 .0 1 9 7 .0 0 2 1 1 .0 0 1 9 5 .5 0 2 5 3 .0 0 1 9 0 .0 0 2 0 1 .5 0 1 R R .O O 2 A 2 .0 0 1 7 0 .5 0 1 7 7 .5 0 1 7 0 .0 0 2 0 0 .0 0 - 2 1 5 .0 0 2 2 A .5 0 2 1 3 .0 0 2 8 A . 00 66 n ............ 668 67 601 77 2 1 1 .0 0 * 1 8 A .0 0 - * 2 2 7 .0 0 1 9 0 .0 0 - 2 2 3 .5 3 1 8 2 .5 0 - 2 2 7 .0 0 2 2 8 .3 0 - 3 0 A .5 0 W O RK ERS S T R A IG H T - T IN E W EEKLY E A R N IN G S <TN D O LLARS! OF — 1 AO 150 160 170 180 190 200 213 233 250 273 290 313 33 3 350 373 390 *1 0 UN O ER 130 1 AO 150 160 170 180 190 200 213 233 253 273 290 310 330 353 370 393 A ID *30 37 - 38 - 151 25 126 2 81 16 65 6 209 27 182 10 88 4 84 10 63 12 51 19 - - - 6 3 1A 1A 1A 3 11 11 1 38 2 231 31 200 6 1A - 37 1 1AA 28 116 5 6 - - 7A 2 72 7 92 ~ - - - 8 8 - 1 - 5 - 36 12 2A 81 22 59 98 8 90 16 2 1A 2 6 - 1A 1A 6 - 83 4 76 2 82 38 2 113 30 83 1 38 5 1A 14 3 11 11 1 OR 16 92 5 118 1 117 5 70 and _ - _ - - - - “ - - 1 1 _ 37 - 37 - 69 37 1 37 1 67 5 - - - - S ee fo o tn o te s at end o f t a b le s . R E C E IV IN G 130 120 Mean 2 OF 5 2 3 " 3 67 2 A3 16 27 6 111 19 92 7 i 91 37 i 81 27 8 - 13 8 8 13 13 A7 10 37 17 3 _ 8 1 - 430 A NO O VER 2 - - 2 2 - _ _ _ - - - - - 1 1 - - - - - - 8 - _ 2 - - - 2 _ _ _ _ - - - - - - - - - - 8 8 2 Table A-2. Weekly earnings of professional and technical workers, Seattle—Everett, Wash., December 1979 Weekly earnings * (standard) O c c u p a tio n an d i n d u s t r y d iv i s i o n Number of workers Average weekly hours 1 (standard) Mean ^ Median 2 NUMBER Middle range 2 COMPUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) .......................................................... m a n u f a c t u r i n g ............................................. N O N M A N U E A C T U R IN S ................................... 1 .0 9 3 57 1 .0 3 6 3 9 .5 9 0 .0 3 9 .5 * 4 0 5 .5 0 3 8 3 .0 0 9 0 6 .5 0 * 3 8 9 .0 0 3 8 4 .0 0 3 9 0 .5 0 COMPUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) * C L A S S A............................... N O NM ANUEACTURIN S..................................... 350 329 3 9 .5 3 9 .0 9 3 9 .5 0 4 9 1 .0 0 4 2 2 .5 0 4 2 2 .5 0 4 0 2 .5 0 4 0 2 .5 0 - COMPUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) * C L A S S B ............................... N 0 N "A N U E * C T U R IN S ...................................... A18 382 3 9 .5 3 9 .5 3 9 3 .5 0 3 9 6 .5 0 3 5 6 .0 0 3 6 1 .0 0 COMPUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) * C L A S S C............................... N O NM ANUEACTURIN S...................................... 257 257 3 9 .0 3 9 .0 3 8 6 .0 0 3 8 6 .0 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . M AN UFACTU RIN G.............................................. N 0N M AN UEAC TURIN S...................................... 502 111 391 3 9 .0 9 0 .0 3 9 .0 COMPUTER PROGRAMMERS ( B U S I N E S S ) * C L A S S A............................... N O NM ANUEACTURIN S...................................... 105 78 COMPUTER PROGRAMMERS ( B U S I N E S S ) * C L A S S B ............................... M AN UFACTU RIN G.............................................. N ONM ANUFACTURING...................................... * 3 4 1 . 0 0 - * 4 5 1 .0 0 3 3 3 .5 0 - 4 2 5 .0 0 3 4 2 .5 0 - 4 5 1 .5 0 OF 140 ANO UNDER 160 160 180 200 220 240 260 280 300 320 340 360 180 200 220 240 260 280 300 320 340 36 3 - 1 45 ~ - 1 45 66 66 156 25 131 - 3 3 U O RKERS “ ~ “ 3 3 9 .0 0 3 4 2 .5 0 - 4 0 3 .0 0 4 0 3 .0 0 ~ 3 3 7 .5 0 3 3 7 .5 0 3 1 7 .5 0 3 1 7 .5 0 - 4 9 6 .0 0 4 9 6 .0 0 ~ 3 3 6 .5 0 3 0 8 .0 0 3 4 5 .0 0 3 3 5 .0 0 2 9 1 .5 0 3 4 1 .5 0 2 7 6 .0 0 2 4 9 .0 0 2 7 8 .5 0 - 3 8 9 .0 0 3 5 5 .0 0 4 0 0 .0 0 - 3 9 .5 3 9 .5 3 8 2 .0 0 3 7 9 .0 0 3 7 1 .5 0 3 7 6 .0 0 3 5 5 .0 0 3 5 1 .5 0 - 3 9 8 .0 0 3 9 8 .5 0 2AA 65 179 3 9 .0 9 0 .0 3 8 .5 3 4 0 .0 0 2 8 2 .0 0 3 6 1 .0 0 3 1 4 .5 0 2 4 9 .0 0 3 1 5 .0 0 2 7 4 .5 0 2 3 6 .0 0 2 7 8 .5 0 - 4 2 8 .0 0 3 4 5 .0 0 4 5 6 .5 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) * C L A S S C............................... N O NM ANUEACTURIN S...................................... 99 75 3 8 .5 3 8 .0 2 7 9 .0 0 2 7 8 .5 0 2 8 2 .0 0 2 5 0 .5 0 2 3 0 .5 0 2 3 0 .5 0 - 3 4 1 .0 0 3 4 3 .0 0 COMPUTER O PER A T O R S ......................................... M AN UFACTU RIN G............................................. N O NM ANUEACTURIN S...................................... P U B L IC U T I L I T I E S ................................. 690 75 565 39 3 9 .5 9 0 .0 3 9 .5 3 8 .5 2 7 4 .0 0 2 5 4 .5 0 2 7 6 .5 0 3 4 6 .5 0 2 7 6 .0 0 2 4 3 .0 0 2 7 6 .0 0 3 7 7 .5 0 2 3 0 .0 0 2 2 9 .0 0 2 3 0 .0 0 3 0 5 .5 0 - 3 1 3 .0 0 2 7 6 .0 0 3 1 8 .0 0 3 8 3 .5 0 4 4 COMPUTER O P E R A T O R S . C L A S S A ............. N O NM ANUEACTURIN S...................................... 251 297 3 9 .5 3 9 .5 3 0 7 .5 0 3 0 8 .0 0 2 8 7 .5 0 2 8 7 .5 0 2 7 6 .0 0 2 7 6 .0 0 - 3 6 7 .0 0 3 6 8 .5 0 - COMPUTER O P E R A T O R S . C L A S S B ............. N O NM ANU EACTU RIN S................................. . 211 169 3 9 .5 3 9 .5 2 4 8 .5 0 2 4 4 .5 0 2 4 0 .0 0 2 3 6 .0 0 2 1 5 .0 0 2 0 9 .5 0 - 2 7 6 .0 0 2 6 0 .5 0 - COMPUTER O P E R A T O R S . C L A S S C ............. N O NM ANUEACTURIN S..................................... 171 192 3 9 .5 3 9 .5 2 5 7 .5 0 2 6 1 .5 0 2 4 3 .0 0 2 6 4 .0 0 2 0 0 .0 0 1 8 8 .0 0 - 3 2 0 .0 0 3 2 8 .5 0 4 4 S T R A IG H T - T IM E “ 4 6 0 .0 0 4 6 1 .0 0 R E C E IV IN G “ - ~ ~ “ “ ” - - - 380 430 423 447 463 480 530 523 380 400 42D 440 460 483 503 520 543 147 147 99 i 98 65 6 59 145 8 137 69 ii 58 50 3 47 38 45 38 45 17 1 16 54 2 52 96 4 4 - 27 27 40 36 83 79 55 46 46 44 27 27 32 32 7 6 3 2 26 26 26 26 80 55 106 106 55 54 15 13 54 50 13 8 2 1 _ - 1 1 2 2 1 - *6 3 63 i i 8 8 13 10 7 7 50 50 6 6 30 3 27 17 _ _ - _ _ i _ 17 - - i - _ _ _ - - - - _ _ (IN _ _ 540 ANO OVER 96 40 40 35 35 64 64 27 27 8 8 1 1 - - ” - - 40 25 15 53 14 39 50 6 44 29 13 16 34 34 33 6 27 52 23 29 50 11 39 37 5 32 17 1 16 13 13 27 3 24 - 19 1 18 “ “ - “ _ 4 4 9 9 IB 13 25 14 24 19 6 6 4 4 11 8 4 i 10 1 9 23 8 6 2 21 IB 3 8 8 26 - - - _ - _ _ _ 8 8 7 i 6 14 - 23 6 14 26 16 - - - 16 4 5 5 2 2 12 12 12 12 - - - _ - _ _ _ - - - - - - - 60 21 36 i 35 5 28 2 26 14 18 2 _ _ _ _ - - - - - _ _ _ 18 - 2 2 - - - _ _ _ - - - - - - _ _ _ _ _ _ - - - - - - ~ ” - - - O F -- E A R N IN G S “ “ “ “ D O LLA RS) W EEK LY _ 26 25 1 28 14 14 43 19 18 12 12 10 10 6 28 “ 23 4 19 “ 73 11 62 1 96 6 90 56 13 43 5 88 9 79 “ 72 26 46 ” “ 60 8 35 3 32 4 - - 8 8 36 36 10 8 25 25 70 68 17 17 8 8 10 10 21 21 26 26 18 18 2 2 2 _ _ _ _ _ _ _ - - - - - - - - _ _ _ _ _ _ _ _ - - 28 “ 43 - - 21 12 10 48 40 45 43 33 28 25 12 18 11 19 19 7 5 _ “ - 2 1 27 27 11 9 17 14 11 29 10 6 6 - 23 23 19 18 11 11 13 13 - 7 6 - _ _ 16 - " * W o r k e r s w e r e d is trib u te d as f o ll o w s : 4 at $ 5 4 0 to $ 5 6 0 ; 13 at $5 6 0 to $ 5 8 0 ; 43 at $ 5 8 0 to $ 6 0 0 ; and 3 at $ 6 0 0 to $62 0. S ee fo o tn o te s at end o f t a b le s . 6 Table A-2. Weekly earnings of professional and technical workers, Seattle-Everett, Wash., December 1979— Continued Weekly earnings 1 (standard) Number O ccu p a tio n and in d u s tr y d iv is io n workers Average weekly hours 1 (standard) NUMBER 140 Mean ^ Median 2 Middle range 2 OF W ORKERS R E C E IV IN G 160 180 200 220 S T R A IG H T - T IM E 240 260 280 W EEK LY 300 E A R N IN G S 320 340 (IN 363 D O LLA RS) 380 400 OF — 423 440 460 480 530 520 540 AND OVER AND UNDER 160 183 200 220 240 260 280 300 320 340 363 383 430 420 440 460 480 500 523 540 - - - 14 20 23 18 21 42 32 31 13 109 9 71 1 1 - _ - _ - D RAFTERS: N O N ' i N U ‘ » C T J R t M S ........................................... 435 4 0 .0 * 3 4 4 .5 0 * 3 6 3 .5 0 D R A F T E R S . C LA SS A: NONMAN tlc A C T U R IN S ....................................... ft? 4 0 .3 3 4 3 .5 0 3 5 1 .0 0 3 1 3 .5 0 - 3 5 9 .0 0 - - - - - - 6 3 14 3 23 - 4 6 1 1 1 - - - R ...................................... 633 4 3 .0 3 3 2 .5 0 3 1 7 .5 0 3 0 4 .3 0 - 3 8 1 .5 0 - - - 1 19 35 22 35 212 67 49 15 105 3 70 - - - - - - E L F C T R O N IC S T E C H N IC IA N S ............................ M A N U FA C TU RIN G .............................................. 563 299 3 9 .5 3 9 .5 3 4 5 .0 0 2 9 4 .0 0 3 7 3 .0 0 2 7 6 .3 0 2 7 2 .3 0 - 4 0 4 .9 9 3 5 0 .3 0 - - _ 20 44 44 34 34 55 55 18 18 26 26 11 11 45 24 109 57 6 6 156 - 13 23 _ _ _ _ 4 - - - - - - - 2 15 33 6 4 - - 23 - - - - 9 30 79 ~ 152 “ “ - - D RAFTERS. C LA SS * 3 0 0 .3 0 - * 3 9 0 .0 0 2 4 4 .0 3 - 20 E L E C T R O N IC S T E C H N IC IA N S . C LA SS A. 8ft 4 0 .0 3 9 3 .5 0 3 7 6 .0 0 3 5 0 .3 0 - 4 7 1 .0 0 - - - - E L E C T R O N IC S T E C H N IC IA N S . CLA SS R. 352 3 9 .5 3 6 2 .5 0 3 7 4 .0 0 3 3 3 .5 3 - 4 0 4 .9 9 ~ _ ” ~ S ee fo o tn o te s at end o f ta b le s . 7 - - - - 6 6 38 18 23 “ Table A-3. Average weekly earnings of office, professional, and technical workers, by sex, Seattle—Everett, Wash., December 1979 Average (mean2) O c c u p a t io n , sex, O F F IC E and in d u s t r y d i v i s i o n O C C U P A T IO N S Number of workers Weekhr hour* (standard) Weekly earnings1 (standard) O c c u p a t io n , 77 56 4 3 .3 3 9 .5 * 2 8 3 .5 3 3 3 1 .0 3 C LA SS a .................................. 3A 3 9 .5 3 9 .5 3 1 2 .0 0 3 2 6 .5 0 4 3 .3 S E C R E T A R IE S . s e x , 3 and in d u s t r y d iv is io n Weekly hour* (standard) Weekly earnings1 (standard) O F F I C E O C C U P A T IO N S WOMEN— C O N T IN U E D - WOMEN 1 t8 R 5 225 39.0 O c c u p a tio n , Number of workers s e x . 3 and in d u s t r y d i v i s i o n (standard) Weekly e u i* .1 (standard) 4 0 .0 * 3 3 7 .0 0 P R O F E S S I O N A L AN0 T E C H N I C A L O C C U P A T IO N S - M EN — C O N T IN U E D N 0 N "A N U F A C T U R I N S . 118 3 8 .5 1 7 3 .0 0 71* 207 507 38 S U IT C H R 0 A R 3 3 9 .5 * 0 .0 1 8 9 .0 0 1 9 4 .5 0 87 AD 3 9 .5 3 9 .5 3 8 6 .0 0 3 8 3 .5 0 4 0 .0 2 0 0 .5 0 *0 1 373 3 9 .5 3 9 .5 2 7 4 • 53 2 7 5 .5 0 0 PERA T0R- 3 1 2 .0 0 3 2 0 .5 0 4 3 .3 Average (mean2) Average (mean2) Number of worker* C O M PU T ER 2 6 5 .0 0 2 * 9 .5 0 2 7 1 .5 0 PR O G R A M M ER S 4 3 .3 3 9 .5 95 617 4 3 .3 4 3 .3 3 9 .5 3 9 .5 3 0 8 .0 0 3 0 8 .0 0 * 0 .0 1 9 6 .5 0 117 9R 3 9 .5 3 9 .5 2 5 0 .5 0 2 * 6 .5 0 * 0 .3 2 2 5 .5 0 112 3 9 .5 2 5 1 *5 0 * 0 .0 2 * 2 .0 0 1 *6 0 8 357 * 0 .0 * 0 .0 3 2 7 .0 0 3 5 * .5 3 * 0 .0 * 0 .0 3 3 9 .0 0 3 0 5 .5 0 R .............................. 2 5 8 .5 0 A C C O U N T IN G 299 C LA SS 166 166 353 C LERKSt 2 1 1 .5 0 702 0RD E9 *0 .0 59 119 301 C LERKS! 2 9 1 .0 3 A C C O U N T IN G * 3 .0 3 9 .3 1 9 9 .5 0 1 9 9 .5 0 168 * 0 .0 2 1 0 .5 0 A1 2 2 6 .0 3 139 139 CLA SS 2 * 9 .5 0 2 3 9 .0 0 4 3 .3 CLERK S* 1 *3 1 *1 1 2 367 3 4 4 .0 3 1 9 7 .0 0 3 9 .5 2 3 5 .0 0 2 * 0 .5 0 521 273 3 9 .5 2 3 6 .5 3 527 279 3 9 .5 3 9 .5 3 * 4 .5 0 2 9 4 .5 3 202 T Y P IS T S * M A N U F A C T U R E S .................................................. M A N U F A C T U R E S .................................................. 235 87 Rt 3 9 .5 * 0 .0 4 3 .0 2 1 0 .0 0 2 1 7 .5 0 2 3 5 .O J KEY F4TRY O P E R A T O R S ................ i t in 1 *9 961 ENTRY O PERA TO RS* CL«SS A ..... 83 3 9 .5 4 0 .0 631 4 3 .3 3 9 .0 1 5 5 .0 3 1 7 1 .5 3 1 5 2 .5 0 278 232 3 8 .5 3 8 .5 1 5 4 .5 3 1 5 2 .0 0 91 N O N M A N U F A C T U R E S ................. .. C LERKS. CLASS C .................................. 391 389 3 9 .0 3 9 .0 1 5 1 .5 0 1 5 1 .5 0 162 F IL E 3 8 . 5| O C C U P A T IO N S 2 1 1 .0 3 - c la ss r . 3 9 4 .0 0 3 6 2 .5 0 3 9 .5 2 6 1 .5 0 3 9 .5 3 9 .0 2 4 5 .5 0 2 * 0 .5 0 3 9 .5 2 7 7 .0 0 WOMEN 540 P R O F E S S I O N A L A NO T E C H N IC A L O C C U P A T IO N S - MEN C O M PU TER S Y S T E M S (R U S E E S S ) : A N A LYSTS d r a ft er s 1 6 2 .5 0 CO M PU TER SY ST EM S A N A LYSTS 8 : 112 262 2 *5 S ee fo o tn o te s at end o f ta b le s . T E C H N IC IA N S * 3 9 .5 200 2 3 3 .0 3 4 0 .0 691 E L E C T R O N IC S * 0 .0 91 68 534 34 9 50 KEY 3 3 3 .0 3 Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers, Seattle—Everett, Wash., December 1979 Hourly earnings * O c c u p a t io n an d i n d u s t r y d i v i s i o n NUM BER Median2 U N n ER Number of OF W O R K ER S 6 .6 3 Mean 2 Middle range 2 6 .6 0 .............................................. 363 321 * 1 0 .2 7 1 0 .0 1 * 1 0 .2 1 1 3 .2 1 M A IN T E N A N C E M A C H I N I S T S ............................... M A N U F A C T U R IN S .............................................. 152 137 1 0 .1 8 1 0 .0 9 1 0 .2 1 1 3 .2 1 9 .7 1 9 .7 1 - 1 1 .2 2 1 1 .3 1 M A IN T E N A N C E M E C H A N IC S ( M A C H I N E R Y ) ........................................................ M A N U F A C T U R IN G ................................................... 4N1 030 9 .6 1 9 . 59 1 3 .2 1 1 3 .2 1 8 .6 3 8 .6 3 - M A IN T E N A N C E M E C H A N IC S (M O T O R V E H I C L E S ) ............................................ M A N U F A C T U R E S ................................................... N O N M A N U F A C T U R IN S ....................................... P U B L I C U T I L I T I E S ..................................... 867 293 570 496 9 .9 4 9 . 26 1 0 .3 3 1 0 .2 2 1 3 .2 0 9 .0 4 1 3 .5 3 9 .7 8 ....................... M A N U F A C T U R I N S ................................................... 280 268 7 .2 7 7 .2 9 S T A T I O N A R Y e n s i n e e r s ........................................ M A N U F A C T U R E S ................................................... N O N M A N U F A C T U R IN S ........................................... 221 132 89 1 0 .8 7 9 .7 0 1 2 .5 0 E L E C T R I C I A N S ............................. m an u factures m a in t e n a n c e * tra d es h e l p e r s W o r k e r s w e r e d is trib u te d as f o llo w s : S 9 . 7 7 - * 1 3 .2 1 9 .7 7 - 1 3 .2 1 7 .3 3 7 .2 0 7 .3 0 7 .2 3 7 .0 0 - - " 7 .0 3 7 .6 0 - - - 7 .8 0 HO URLY 8 .0 0 E A R N IN G S 8 .2 0 8 .6 3 (T N 9 .3 3 D O LLA RS) 9 . 03 OF — 9 .8 0 1 3 .2 3 1 3 .6 3 1 1 .3 3 1 1 .0 3 1 1 .8 3 1 2 . 2 3 1 2 .6 0 1 3 . 0 0 1 3 .4 0 ANO O VER - - - - - “ 8 .9 5 7 .9 2 8 .9 5 8 .9 5 - 1 1 .5 1 1 3 .5 3 1 1 .5 1 1 1 .5 1 - 10 10 7 .9 8 8 .5 3 5 .7 3 5 .7 3 - 8 .5 3 8 .5 3 * 136 131 1 3 .2 7 9 .9 0 1 1 .0 9 9 .3 0 9 .3 0 1 1 .0 9 - 1 1 .0 9 1 3 .2 7 1 1 .7 0 7 .8 0 1 1 1 - 1 - - _ _ - - - 8 .6 3 9 .0 0 9 • 40 - - 15 15 - 58 58 7 6 193 193 - - 23 23 5 5 31 31 7 3 oo 03 - 2 2 56 56 25 25 36 36 1 _ - 252 28 220 220 10 10 " 26 3 23 23 17 4 13 7 38 38 - 46 02 4 4 2 2 - - 28 28 - 00 42 2 2 - - 8 .2 0 02 02 - 56 56 - 2 2 5 5 - 9 1 1 1 - 4 _ - - 2 2 i - 1 97 97 2 - - 1 80 u nd er $ 6 ; and 56 at $6.4 0 to $ 6 .6 0 . 9 .8 3 1 3 . 2 3 1 3 .6 3 1 1 .0 3 1 1 .0 3 1 1 .8 0 1 2 .2 3 1 2 .6 0 1 3 .0 0 1 3 . 0 0 8 .0 0 28 28 - 1 3 .2 1 1 3 .2 1 7 .6 3 - See fo o tn o te s at end o f ta b le s . S T R A IG H T - T IM E AND UN D ER 6 .8 0 M A IN T E N A N C E 6 .8 3 R E C E IV IN G - - 2 2 - i - 1 1 15 " 10 13 - 29 18 17 17 217 208 - - 102 93 49 28 15 48 - - 15 12 48 - - - - 01 40 i 38 38 _ _ - - _ - - 1 - _ _ - - - - 33 33 - - 1 - 138 15 123 123 84 15 69 69 15 9 6 6 “ - 71 _ - 71 - 2 10 10 - - 1 - - - 5 5 5 5 Table A-5. Hourly earnings of material movement and custodial workers, Seattle—Everett, Wash., December 1979 Hourly earnings NUMBER OF W ORKERS R E C E IV IN G S T R A IG H T - T IM E HOURLY E A R N IN G S C IN D O LLA RS) O F— Number O c c u p a tio n a n d in d u s t r y d iv is io n Median2 T R U C K O R IV E R S . L IS H T 3 .7 1 5 1 .0 3 6 2 .6 7 9 1 .5 9 8 293 TRU C K .................. * 10.10 9 .7 7 10.22 * 1 3 .6 2 9 .9 7 1 0 .8 2 1 0 .7 3 1 3 .7 3 7 .1 0 6 .9 1 S 9 .3 8 - S 1 1 .1 4 8 .2 7 - 1 0 .6 2 9 .6 8 - 1 1 .1 * 1 3 .5 3 - 1 0 .9 * 5 .1 8 - 3 .5 0 3 .9 0 * .3 0 * .7 0 5 .1 0 5 .5 0 5 .9 0 6 .3 3 6 .7 3 7 .1 3 7 .5 3 7 .9 0 8 .3 3 8 .7 0 3 .5 0 3 .9 0 * .3 0 * .7 0 5 .1 0 5 .5 0 5 .9 0 6 .3 0 6 .7 3 7 .1 3 7 .5 3 7 .9 3 8 .3 0 8 .7 3 9 .1 3 9 .5 0 32 16 4 - 16 3 3 - - 32 1* 1# - 4 - 13 11 2 170 11 159 - 67 21 *6 - 87 87 - l* * 130 1* - 37 1* 23 3 1 1 - 367 102 265 113 31* 85 229 32 1* 16 3 4 - - - 129 - - - - - - - _ - _ “ - 13 2 “ ~ 7 7 3 - - - - - - - - AND UNDER Middle range 2 3 .1 0 T R U C K D R I V E R S ...................... H A N U EA C T U R IN S ........... . N O N H A N U EA C T U R IN S .. , P U B L IC U T I L I T I E S , 3 .1 3 8 8 2 .9 0 Mean 2 9 .9 7 - - 8 - - T R U C K O R IV E R S e H EO IU H T R U C K . . . . . . . N O N H AN UEACT URIN S...................................... P U B L IC U T I L I T I E S .................. .............. 672 *8 5 400 9 .7 1 1 0 .2 5 1 0 .8 2 1 0 .7 3 1 3 .7 3 1 3 .9 * 7 .7 5 1 0 .7 3 1 0 .7 3 - 1 0 .9 * 1 0 .9 * 1 0 .9 * “ T R U C K O R IV E R S e H EAVY TRU C K .................. 583 1 1 .4 6 1 1 .9 6 1 1 .9 1 - 1 1 .9 6 - T R U C K O R IV E R S e T R A C T O R - T R A I L E R . . . . H A N U FA C T U R IN S ............................................. N O N H A N U EA C T U RIN S....................... P U B L IC U T I L I T I E S ................................. 1 .7 * B 265 1 .4 8 3 718 1 3 .3 2 9 . 26 1 0 .5 1 1 0 .5 9 1 0 .5 0 9 .3 0 1 0 .7 3 1 0 .5 0 9 .5 8 8 .2 7 1 0 .3 4 1 0 .5 0 - 1 1 .1 * 9 .5 8 1 1 .1 4 1 0 .8 2 ~ S H I P P E R S . . . . . ..................................................... 89 7 .3 * 8 .2 5 5 .0 0 - 8 .9 5 R E C E I V E R S .............................................................. BA4UE A C T U R IN S ............................................. N O N H A N U EA C T U RIN S...................................... 237 66 171 8 . *6 6 .8 5 9 .0 8 8 .9 5 7 .6 0 8 .9 5 8 .0 6 5 .0 0 8 .7 6 - S H I P P E R S ANO R E C E I V E R S ............................... N O N H AN UEACT URIN S...................................... 327 255 8 .2 9 8 .2 9 8 • 84 8 .7 2 7 .1 9 7 .5 1 - UA RE HO USE HEN ....................................................... H A N U EA C T U R IN S .............................................. N O N H AN UEACT URIN S...................................... P U B L IC U T I L I T I E S ................................. 850 128 722 *7 8 .5 9 9 .4 * 8 .4 * 8 .9 5 8 .7 0 1 0 .2 7 8 .7 0 9 .1 5 ORDER F I L L E R S ..................................................... N O N H A N U E A C T U R IN S ................................... 1 .1 1 * 1 .0 5 * 8 .4 2 8 .6 1 7 .2 3 8 .3 5 - - 60 7 5 592 213 379 3 *0 - - 87 - _ - _ ■ - 13* 127 *7 0 37 *3 3 30 *5 0* 180 324 324 - - - *0 2 402 397 31 - 738 738 726 *1 30 41 30 “ 87 - 50 1* - - - - - 16 - - 16 - - 62 - - - 6 *83 _ - i i - 192 33 159 389 10 379 3 *0 320 *3 3 21 21 - 84 84 - 320 313 433 30 - - - - - - - - 5 1* - - 2 - 12 2 - 18 - 27 2 1 - - 1 - - 5 5 10 10 “ 1* 1* - _ _ _ - 18 14 4 95 95 16 13 3 - - 27 1 26 13 1 12 _ - “ ii ii _ “ 23 7 16 - ~ 4 4 - - i I - * 4 1 1 6 6 31 5 6 4 2 2 5 5 33 33 2* ?» 6 6 32 32 87 87 22 22 3 2 65 22 _ - - 12 6 6 6 “ - 4 4 38 28 20 8 “ 30 3D 3 2 58 *8 16 27 9 18 18 73 73 10 2 - 159 26 133 7 395 395 ~ 2 “ 2 2 1 1 2 2 *3 2 *3 2 57 57 - 1* 1 “ 33 33 - - - - - 5 9 .0 2 8 .5 0 9 .0 2 _ - - _ - 9 .3 8 9 .1 0 - _ - 8 .4 1 8 .7 2 8 . 6 1 - 1 0 .2 7 8 . * 1 — 8 .7 2 8 .5 0 9 .5 9 _ - 6 .6 6 6 .6 6 - 1 0 .6 * 1 3 .6 * - “ 15 9 .9 3 1 3 .3 3 1 0 .7 0 1 1 .1 3 1 1 .5 0 - - - »N0 OVER ~ - - 9 .9 3 1 3 .3 3 1 0 .7 0 1 1 .1 0 1 1 .5 0 21 14 7 5 “ _ 9 .5 3 287 102 185 30 - - 9 .1 0 - - 12 “ 6 “ 30 “ 20 20 - - 38 1 - - 15 15 - 10 “ - - 494 494 - “ “ 108 7 .5 7 6 .9 2 6 .* 6 - 8 .3 0 - - - - - - - - 1 28 26 - - 26 21 1 - 5 - - - - - 655 623 8 .6 2 8 .7 1 8 .5 6 8 .5 6 6 .9 5 6 .9 5 - 1 0 .6 7 1 0 .6 7 - - - - 2 - 82 75 5 2 2 24 24 1 1 89 89 15 15 9 5 8 8 134 120 1 1 - - - 223 223 69 60 - - F O R K L IF T O PER A T O R S ......................................... H A N U EA C T U R IN S ............................................. N O N H A N U EA C T U RIN S...................................... 1 .0 2 7 641 386 8 .8 7 7 .9 7 1 0 .3 8 8 .9 5 7 .5 6 1 0 .7 3 7 .5 6 6 .6 7 1 0 .5 0 - 1 0 .7 3 8 .7 8 1 0 .8 6 - ~ 63 63 130 130 - - *0 •0 - 166 166 * 18 18 - 29 29 80 2 7* *2 232 - - “ 151 77 74 - - 3 3 “ - - “ - - S U A R D S ...................................................................... h a n u f a c t u r i n s ............................................. N O N H AN UEACT URIN S...................................... 2 .3 3 1 265 2 .0 3 6 3 .7 6 7 .2 0 3 .3 1 3 .2 0 8 .6 6 3 .0 7 3 .0 0 4 .7 6 2 .9 0 - 3 .6 0 8 .9 1 3 .4 * 106 8 1068 595 595 136 56 80 31 2 29 46 36 10 8 8 31 1 30 2 8 4 * 3 1 2 3 3 - 3 3 - 30 28 2 127 126 1 2 1 1 4 2 2 - - 2 10 10 _ 192 - - - A . . . . ................................ 21* 7 .3 3 e o 4 .9 9 - 8 .9 1 - - - 2* 28 8 7 10 2 2 - - - - 1 126 2 4 - - - - - G U A R D S. C L A S S R ........................................... N O N H AN UEACT URIN S...................................... 2 .0 5 5 1 .9 * 6 3 .3 2 3 .2 3 3 .0 7 3 .0 7 2 .9 0 2 .9 0 - 3 .4 * 3 .3 * 106 8 1068 595 595 191 191 112 56 2 ~ 36 “ i i 20 19 - 8 8 8 4 3 2 3 ” 3 3 1 1 1 “ - 1 “ “ - “ ~ 2 .0 6 6 1 .5 7 7 7* 5 .8 1 5 . 25 7 .4 5 5 .4 5 5 .1 * 7 .1 6 4 .9 2 * .7 6 7 .1 6 - 6 .9 1 5 .* 5 8 .2 3 - - - 259 254 36 26 6 58 58 3* 15 8 9 9 6 ~ - 4 4 4 - “ - “ 5 5 i 25 16 “ 163 163 “ 45 30 - 167 150 5 - - 219 219 S H IP P IN G GUAROSe C LA SS J A N I T O R S . P O R T E R S . ANO C L E A N E R S . . . . N O N H A N U EA C T U RIN S...................................... P U B L IC U T I L I T I E S ................................ * W o r k e r s w e r e d is trib u te d as f o llo w s : H a P A C K E R S .............................................. H A T E R IA L HA N O LI NS L A B O R E R S ..................... N O N H A N U E A C T U R IN S ............... - 192 - 33 at $ 1 1 .5 0 to $ 1 1 .9 0 ; and 471 at $ 1 1 .9 0 to $ 1 2 .3 0 . See fo o tn o te s at end o f t a b le s . 10 674 619 2 ~ 387 16 16 73 73 80 “ 2 2 - “ “ Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, Seattle—Everett, Wash., December 1979 M A IN T E N A N C E 196 48 8 .3 8 7 .5 8 765 1 27 638 45 8 .6 2 9 .4 4 8 .4 6 9 .0 2 ............................................. 952 611 341 8 .8 2 7 .9 7 1 3 .3 4 1 ,7 9 8 262 1 a 53 6 3 .9 3 7 .1 8 3 .3 4 1 *5 6 8 1 *4 5 9 3 .3 8 3 .2 7 1 ,2 5 2 982 58 5 .7 8 5 .2 5 7 .8 8 S I 3 • 35 357 319 1 0 .2 5 1 3 .0 1 152 137 1 3 .1 8 1 0 .0 9 9 .6 1 9 .5 9 M E C H A N IC S M E C H A N IC S f o r k l if t o pera to r s 797 P U B L IC U T I L I T I E S ..................................... 4 ft 8 1 0 .2 5 TRAD ES 2ft ft 257 7 .2 0 6 U A R D S .................................................................. .. « U IN T F M A N C r of M A T E R IA L M O V EM EN T AND C U S T O D IA L O C C U P A T IO N S - M EN— C O N T IN U E D 4 41 E L E C T R I C I A N S ............................ M A N U F A C T U R E S .................................................. M A IN T E N A N C E 9 .1 3 Number O ccu p a tio n , s e x , 3 and in du stry d iv isio n AND HEN 351 M A IN T E N A N C E 144 W A R E H O U S E M E N ............................................................ m a n u f a c t u r e s .................................................. Average (mean2 ) hourly earnings4 workers N O N M A N U E A C T U R IN S .......................................... MA I N T E N A N C E . T O O LR O O M ? P O W E R P L A N T O C C U P A T IO N S - Number of workers Average (mean2) hourly earnings4 N O N M A N U E A C T U R IN S .......................................... O ccu p a tion , s e x , 3 and in d u stry d iv is io n H E L P F R S ............ .. . 132 M A T E R IA L M O V EM EN T AND C U S T O D IA L O C C U P A T IO N S - MEN J A N I T O R S , P O R T E R S , AND C L E A N E R S . . . . N O N M A N U E A C T U R IN S .......................................... P U B L I C U T I L I T I E S .................................... 3»5<»5 R37 2 .6 3 8 1 ,5 7 0 1 0 .1 7 9 .8 2 1 0 .3 0 1 0 .8 2 T R U C K .................... 261 7 .5 3 N O N M A N U E A C T U R IN S .......................................... P U B L I C U T I L I T I E S ..................................... 455 372 1 0 .2 4 1 0 .8 3 T R U C K .................... 57 R 1 1 .8 7 T R U C K O R IV E R S * T R A C T O R - T R A IL E R .. . . N O N " A N U F A C T U R IN S ............................ .. P U B L I C U T I L I T I E S ..................................... 1 ,6 6 2 1 ,8 7 8 71 8 1 0 .3 7 1 0 .5 1 1 0 .5 9 T R U C K O R I V E R S ............................................................ M A N U F A C T U R E S .................................................. NONr M U r A C T U R IN S .......................................... *A P U B L I C U T I L I T I E S ..................................... m a t e r ia l m o vem en t O C C U P A T IO N S T R U C K O R IV E R S * L IS H T ano - c u s t o d ia l WOMEN 4 R9 T R U C K O R IV E R S , H EAVY JA N IT O R S , See fo o tn o te s at end o f ta b le s . 11 PO RTERS, AND C L E A N E R S .... 3 .1 8 693 5 .8 2 Table A-7. Percent increases in average hourly earnings for selected occupational groups, Seattle—Everett, Wash., for selected periods January 1972 to January 1973 January 1973 to Jan uary 1974 4 .8 (‘ > ( 6) 7.2 8.3 6.6 (|> ( 6) 7.0 6.5 9.4 10.8 12.4 11.6 ( 6) 9.1 8.0 10.1 11.0 8.5 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 stria l n u r s e s _______ ______ ____ . ___ S k illed m a in te n a n c e __________________________________ U n sk illed plant . __ _. ___ _. . _ 7.7 (‘) ( 6) 6.8 6.8 ( 6) ( ) ( 6) 6.4 8.9 ( 6) () ( 6) 11.7 10.9 ( 6) < > ( 6) 11.5 12.0 N onm anufactur in 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 i n g _________________________ In d u stria l n u r s e s _______________ . ______________ . ___ . _ . _____ U n sk illed p l a n t ___ _ 3.5 ( 6) ( 6) 9.0 6.4 ( 6) ( 6) 5.5 8.3 11.3 (‘ ) ( 6) 8.7 7.9 ( 6) 7.0 8.3 7.1 ( 6) 6.4 In d u stry and o c c u p a tio n a l gro u p 5 A ll in d u s tr 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 ________ . ______ _ In d u stria l n u r s e s _________________________ ____ ___ S k illed m a in te n a n c e __ _________ ______ „ .. . U n sk illed p l a n t ___ . ____ ______ „ ________ ____ Jan uary 1974 Jan uary 1975 to to Jan uary 1975 Jan uary 1976 January 1976 to January 1977 8.1 7.4 7.1 8.1 7.1 January 1977 to D e c e m b e r 1977 11 -m on th A n nual ra te in c re a s e o f in c r e a s e D e c e m b e r 1977 D e c e m b e r 1978 to to D e c e m b e r 1978 D e c e m b e r 1979 9.3 8.6 10.6 8.8 9.3 8.0 5.9 12.5 9.5 8.1 8.8 6.5 13.7 10.4 8.9 9.6 8.2 5.5 8.0 9.4 ( 6) ( 6) ( 6) ( 6) (‘) ( > ( 6) 9.2 9.2 < > ( 6) 10.1 8.4 ( > ( 6) 11.1 9.2 ( > ( 6) 8.2 8.7 ( > ( 6) 8.6 10.2 7.8 6.2 ( 6) 8.3 8.5 6.8 ( 6) 9.1 9.1 8.1 ( 6) 9.7 9.7 8.8 ( 6) 9.7 See fo o tn o te s at end o f ta b le s . N O T E : A r e v is e d d e s c r ip tio n f o r co m p u te r o p e r a t o r s is be in g in tro d u ce d in th is a r e a in 1979. The r e v is e d d e s c r ip tio n is not c o n s id e r e d eq u iv a len t to the p r e v io u s d e s c r ip tio n . T h e r e fo r e , the e a rn in g s o f co m p u te r o p e r a t o r s a r e not used in com p u tin g p e r c e n t in c r e a s e s fo r the e le c t r o n ic data p r o c e s s in g group. 12 Table A-8. Average pay relationships within establishments for white-collar occupations, Seattle—Everett, Wash., December 1979 O ffic e c l e r i c a l o c c u p a tio n be in g c o m p a r e d — O c c u p a t io n w h ic h e q u a ls 100 Secretaries Class A S E C R E T A R I E S * C L A S S A........................ S E C R E T A R I E S . C L A S S R . ..................... S E C R E T A R I E S . C L A S S C........................ S E C R E T A R I E S . C L A S S 0 ........................ S E C R E T A R I E S . C L A S S E ........................ S T E N O G R A P H E R S . s e n i o r ..................... T R A N S C R IB IN G - M A C H IN E T Y P I S T S . . T Y P I S T S . C L A S S A.................................. T Y P I S T S . C L A S S R ................................. F I L E C L E R K S , C L A S S R ........................ F I L E C L E R K S . C L A S S C................ M E S S E N G E R S ................................................. SW ITC H BO A R D O P E R A T O R S ..................... SW ITC H BO A R D O PERA T O R R E C E P T I O N I S T S ...................................... ORDER C L E R K S . C L A S S A..................... ORDER C L E R K S , C L A S S B ..................... ACCO UN TIN G C L E R K S . C L A S S A . . . . ACCO UN TIN G C L E R K S . C L A S S R . . . . PA Y R O L L C L E R K S ...................................... K EY E N T R Y O P E R A T O R S . C L A S S A . . K EY E N T R Y O P E R A T O R S . C L A S S R . . Class B Class C 1D0 121 116 1 AS (6 ) I 6> 126 166 176 17 A 171 216 1A5 103 111 125 (6 ) (6 ) 153 1 A5 153 163 16A 165 137 133 113 (6 ) 119 127 136 153 1 A8 168 16A 1 AA 1AA 13 R (6 ) 16) 159 135 1 A1 1A 9 1A2 (6 ) 125 129 1A1 122 129 1 A3 126 (6 ) (6 ) 109 128 109 120 133 Stenographers, senior Tran scribing machine typists Class A Class B Class B Class C Typists File clerks Messen gers Switch board operators Class D Class E 130 ( 6> (6 ) <6 ) 121 120 138 (6 ) (6 ) 113 130 (6 ) (6 1 (6 ) (6 ) (6 ) (6 ) <6 ) (6 ) 103 (6 ) 101 123 (6 ) 129 (6 ) (6 ) 100 (6 ) 112 (6 ) 12A 123 105 100 119 115 133 125 111 133 99 13 A 135 94 133 (6 ) (6 ) 90 130 123 87 101 R8 (6 ) (6 ) (6 ) 88 (6 ) 88 94 (6 ) 110 (6 ) 138 89 99 98 88 107 111 (6 ) (6 ) 86 106 91 99 108 90 (6 ) (6 ) 81 95 83 81 95 86 (6 ) (6 ) 78 93 7A 82 90 8A (6 ) (6 ) 90 89 76 75 87 94 (6 ) (6 ) 69 87 72 75 89 105 (6 ) (6 ) 91 98 93 94 103 Order clerks Accounting clerks Key entry operators Payroll clerks 100 (6 ) (61 (6 ) 103 (6> (6 ) 118 (6 ) Switch board operatorrecep tionists 115 (6 ) (6 ) 96 112 99 in 117 103 (6 ) 93 85 98 86 91 99 Class A Class B Class A Class B 100 (6 ) 136 170 (6 ) (6 ) (6 ) 103 92 139 11 A (6 ) 129 103 116 06 108 112 Class A 100 87 89 131 Class B 133 123 100 103 in 115 P r o f e s s io n a l and te c h n ica l o ccu p a tio n being c o m p a r e d — Computer systems analysts (business) Class A CO M PUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) . C L A S S A........................ CO M PUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) , C L A S S R ........................ CO M PUTER S Y S T E M S A N A LY S T S ( B U S I N E S S ) . C L A S S C........................ CO M PUTER PROGRAMMERS ( B U S I N E S S ) , C L A S S A........................ COM PUTER PROGRAMMERS ( B U S I N E S S ) . C L A S S R ........................ COM PUTER PROGRAMMERS ( B U S I N E S S ) . C L A S S C........................ COM PUTER O P E R A T O R S . C L A S S A . . . co m puter o pe r a t o r s , c l a s s b . . . CO M PUTER O P E R A T O R S . C L A S S C . . . D R A F T E R S . C L A S S R ............................... E L E C T R O N IC S T E C H N IC IA N S . C L A S S A..................................................... E L E C T R O N IC S T E C H N IC IA N S . C L A S S 8 ..................................................... Class B Computer programmers (business) Computer operators Electronics technicians Drafters, class B Class C Class A Class B Class C Class A Class B Class A Class C Class B 103 118 130 131 113 117 111 (6 ) 133 145 133 (6 ) 128 130 197 143 163 160 (6 ) 167 117 127 (6 ) (6 ) (6 ) 135 (6 ) (6 ) (6 ) (6 ) 134 162 186 138 127 137 126 1 42 107 103 81 132 126 (6 ) 103 121 131 (6 ) 133 119 93 130 69 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) 83 130 (6 ) (6 ) (6 ) 128 (6 ) (6 ) (6 ) 78 73 99 121 130 100 130 _______________ S ee fo o tn o te at end o f ta b le s . N O T E : T a b le s A - 8 and A - 9 p r e s e n t the a v e r a g e pay r e la tio n s h ip betw een p a ir s o f o c c u p a tio n s w ithin e s ta b lis h m e n ts , F o r e x a m p le , a v alu e o f 122 in d ica te s that e a rn in g s f o r the occu p a tion d ir e c t ly a b o v e in the h ead in g a r e 22 p e r c e n t g r e a t e r than e arn in gs f o r the o ccu p a tio n d ir e c t ly to the le ft in the stub. S im ila r ly , a valu e o f 85 in d ica te s ea rn in gs f o r the o c c u p a tio n in the heading a re 15 p e rce n t b e lo w ea rn in g s f o r the o c c u p a t io n in the stub. S e e a p p en d ix A f o r m e th o d o f com p u tation . 13 Table A-9. Average pay relationships within establishments for blue-collar occupations Seattle—Everett, Wash., December 1979 M aintenance, to o lr o o m , and p ow erp la n t o ccu p a tio n being c o m p a r e d — O ccu p ation w h ich equa ls 100 Mechanics Machinists Electricians 139 131 m a in t e n a n c e 130 131 132 100 133 135 131 M A IN T E N A N C E E L E C T R I C I A N S ............... M A IN T E N A N C E M A C H I N I S T S . . ............... M A IN T E N A N C E m e c h a n i c s ( M A C H I N E R Y ) ............................................... Stationary engineers Trades helpers Motor vehicles Machinery 106 128 1 72 101 131 97 m e c h a n ic s (M O T O R V E H I C L E S ) ................................. M A IN T E N A N C E T R A O E S H E L P E R S . . . . s t a t io n a r y e n g i n e e r s .......................... 100 120 9» 133 83 100 M a te r ia l m o v e m e n t and c u s to d ia l occu p a tio n being c o m p a r e d — Trackdrivers Shippers Light truck T R U C K D R I V E R S . l i g h t t r u c k ............ T R U C K O R I V E R S . M E D IU M T R U C K . . . . T R U C K D R IV E R S , H E A V Y T R U C K ............ T R U C K D R IV E R S , T R A C T O R - T R A I L E R . S H I P P E R S .......................................................... R E C E I V E R S ....................................................... S H I P P E R S AND R E C E I V E R S .................... W A R E H O U S E M EN ............................................... O R D E R f i l l e r s ............................................ S H I P P I N G P A C K E R S .................................... M A T E R IA L H A N D L IN G L A R O R E R S . . . . f o r k l if t O P E R A T O R S . . . ....................... G U A R D S , C L A S S A ....................................... G U A R D S , C L A S S R ....................................... J A N I T O R S , P O R T E R S , AND C L E A N E R S . . . . . . ....................................... Shippers and receivers Receivers Warehousemen Order fillers Shipping packers Guards Material handling laborers Medium truck Heavy truck T ractor-tra ile r 133 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) 10J (6 ) 99 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) 111 135 (6 ) (6 ) 133 101 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) 133 (6 ) 105 1 26 (6 ) (6 ) (6 ) 103 138 (6 ) (6 ) 133 131 (6 ) (6 ) (6 ) 131 (6 ) 91 (6 ) (6 ) 103 (6 ) 101 138 125 106 95 (6 ) 1 *2 103 132 (6 ) (6 ) (6 ) 85 (6 ) (6 ) 100 (6 ) (6 ) 106 92 (6 ) (6 ) 100 (6 ) 95 (6 ) (6 ) (6 ) 100 (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) (6 ) 123 (6 ) 1 *9 (6 ) 139 126 126 129 (6 ) 112 130 92 Janitors, porters, and cleaners Class A Class B 103 (6 ) 156 100 (6 ) 190 119 (6 ) 86 100 See fo o tn o te at end o f t a b le s . N O T E : T a b le s A - 8 and A - 9 p r e s e n t the a v e r a g e pay re la tio n s h ip betw een p a ir s o f o c c u p a tio n s w ithin e s ta b lis h m e n ts . F o r exa m p le, a v alu e o f 122 in d ica te s that e'arnings for the occupation directly a b ov e in the heading a r e 22 p e r c e n t g r e a t e r than e a rn in g s f o r the o ccu p a tio n d ir e c t ly to the le ft in the stub. S im ila r ly , a valu e o f 85 in d ica te s ea rn in gs f o r th e occupation in the heading a r e 15 percent b e low earn in gs f o r the occ u p a tio n in the stub. See app en dix A f o r m eth od o f com pu tation . 14 E s ta b lish m e n t practices and supplem entary w a g e provisions Table B-1. Minimum entrance salaries for inexperienced typists and clerks, Seattle—Everett, Wash., December 1979 O th e r in e x p e r ie n c e d c l e r i c a l w o r k e r s 8 In e x p e r ie n c e d t y p is t s M in im u m w e e k ly s t r a ig h t - t im e s a l a r y 7 in d u s t r ie s E S T A B L IS H M E N T S S T U O IE D E S T A B L IS H M E N T S HAW ING A S P E C I F I E D M IN IM U M --------------------------------UNDER * 1 2 3 . 0 0 ---------------* 1 2 3 . 0 0 AND UNDER * 1 2 5 . 0 0 * 1 2 5 . 0 0 ANO UNDER * 1 3 0 . 0 0 * 1 3 0 . 0 0 ANO UNDER * 1 3 5 . 0 0 * 1 3 5 . 0 0 AND UNDER * 1 4 0 . 0 0 * 1 4 0 . 0 0 AND UNDER * 1 4 5 . 0 0 * 1 4 5 . 0 0 AND UNDER * 1 5 0 . 0 0 * 1 5 0 . 0 0 ANO UNDER * 1 5 5 . 0 0 < 1 5 5 .0 0 ANO UNDER * 1 6 0 . 0 0 * 1 6 3 . 0 0 AND UNDER * 1 6 5 . 0 0 * 1 6 5 . 0 0 ANO UNDER * 1 7 0 . 0 0 * 1 7 0 . 0 0 ANO UNOER * 1 7 5 . 0 0 * 1 7 5 . 0 0 ANO UNDER * 1 8 3 . 0 3 * 1 8 3 . 0 0 ANO UNDER * 1 8 5 . 0 0 * 1 8 5 . 0 0 AND UNDER * 1 9 0 . 0 0 * 1 9 0 . 0 0 ANO UNOER * 1 9 5 . 0 0 * 1 9 5 . 3 0 AND UNDER * 2 0 0 . 0 0 * 2 0 0 . 0 0 ANO UNOER * 2 0 5 . 0 0 * 2 0 5 . 0 0 AND UNOER * 2 1 0 . 0 0 * 2 1 0 . 0 0 ANO UNOER * 2 1 5 . 0 0 * 2 1 5 . 0 0 ANO UNOER * 2 2 0 . 0 0 * 2 2 3 . 0 0 AND UNDER * 2 2 5 . 0 0 * 2 2 5 . 0 0 ANO UNDER * 2 3 0 . 0 0 * 2 3 0 . 0 0 AND UNOER * 2 3 5 . 0 0 * 2 3 5 . 0 0 AND UNOER * 2 4 0 . 0 0 * 2 4 0 . 0 0 ANO UNOER * 2 4 5 . 0 0 A ll s c h e d u le s in d u s t r ie s A ll s c h e d u le s 165 39 XXX 126 XXX 31 9 9 22 17 “ _ _ ~ “ 1 3 3 2 3 1 2 3 - 1 1 1 1 3 3 1 3 “ 1 1 1 1 3 2 2 2 1 “ 1 1 2 1 2 1 1 1 1 “ 2 - “ 1 - 2 “ 1 1 1 2 1 1 - 1 * 5 ..... . 52 1 6 6 2 6 9 2 2 1 N o n m a n u fa c tu r in g A ll s c h e d u le s A ll s c h e d u le s 39 XXX 12* XXX XXX 14 14 38 27 5 1 4 A 2 6 2 2 1 1 3 3 2 4 1 2 1 1 1 2 1 1 1 1 1 1 - 2 1 2 - i i 1 1 6 5 5 1 2 1 - - _ 1 1 1 1 - 1 1 2 i “ 2 1 2 1 - 1 1 1 - 1 - 2 1 - 3 M a n u f a c tu r in g N o n m a n u f a c t u r ing M a n u f a c tu r in g - - - - 1 1 _ _ _ 1 1 2 1 2 - 2 ” - - 1 1 1 1 1 1 “ 1 1 “ 1 - - 1 1 2 1 1 2 1 1 ~ E S T A B L IS H M E N T S HAW ING NO S P E C I F I E D M IN IM U M ----------------------------------- 29 9 XXX 20 XXX 53 13 XXX 40 XXX XXX E S T A B L IS H M E N T S W HICH D IO NOT EM P LO Y W O RKERS IN T H I S CATEGO RY ------------ 105 21 XXX 84 XXX 60 12 XXX 48 XXX XXX S ee fo o tn o te s at end o f t a b le s . 15 - Table B-2. Late-shift pay provisions for full-time manufacturing production and related workers, Seattle—Everett, Wash., December 1979 (A ll f u ll - t im e m an u factu rin g p r o d u c tio n and re la te d w o r k e r s = 100 p ercent W o r k e r s on la t e s h ifts A ll w o rk e rs 9 S e co n d s h ift PERCEN T IN E S T A B L IS H M E N T S T h i r d s h ift OF W ORKERS W IT H L A T E - S H IF T P R O V IS IO N S — W IT H NO PA Y D I F F E R E N T IA L FOR L A T E - S H IF T WORK — W IT H PAY D I F F E R E N T IA L FO R L A T E - S H IF T WORK ------UN IFO RM C E N T S - PE R - H O U R D I F F E R E N T IA L -----------UN IFO RM PER C EN T A G E D IF F E R E N T IA L ----------------OTHER D I F F E R E N T IA L ----------------------------------AVERAGE T h i r d s h ift S e co n d s h ift 8 8 .0 7 8 .6 1 5 .8 5 .5 8 8 .0 7 3 .2 1 .2 1 3 .5 7 8 .6 2 1 .2 1 5 .8 1 5 .1 .1 •6 5 .5 1 .6 3 .9 3 2 .1 1 0 .0 3 2 .5 5 7 .5 PAY D I F F E R E N T IA L UN IFO RM C E N T S - P E R - H O U R D I F F E R E N T IA L --------------UN IFO RM PER C EN T A G E D I F F E R E N T IA L -------------------- 3 3 .4 1 0 .0 4 8 .6 P F R C E N T OF WORKERS B Y T Y P E AND AMOUNT OF PA Y D IF F E R E N T IA L UN IFO RM c e n t s - p e r - h o u r : 10 C EN T S ------------------------------------------12 ANO UNDER 13 C EN T S --------------------------15 C E N T S -------------------------------------------17 C EN T S -------------------------------------------18 AND UNOER 10 C EN T S --------------------------20 AND UNOER 21 C EN T S --------------------------21 C EN T S -------------------------------------------24 C EN T S -------------------------------------------25 C EN T S -------------------------------------------26 C EN T S -------------------------------------------30 C EN T S -------------------------------------------31 AND UNOER 32 C EN T S --------------------------35 C EN T S -------------------------------------------39 C EN T S -------------------------------------------47 AND UNDER 48 C EN T S --------------------------50 C EN T S -------------------------------------------75 C EN T S -------------------------------------------OVER 09 C EN T S ------------------------------------UN IFO RM p e r c e n t a g e : ID P E R C E N T -----------------------------------------O THER d if f e r e n t ia l 3 .3 .4 1 .4 .7 1 0 .3 1 .4 6 .8 - 1 .6 4 0 .0 .2 6 .2 ~ 1 .2 •4 3 .3 1 .4 2 .5 .5 3 .6 1 .6 1 .6 .8 •4 .2 1 .0 .2 .9 - .4 .2 (1 0 1 .3 •4 1 C .9 6 .2 .3 .3 •4 - - .1 - - .2 " : - 2 .3 FU LL PER O A Y ' S p a y f o r r e o u c e d h o u r s ------------------D A Y 'S P A Y FO R R E D U C E D H O U R S P L U S C E N T S H O U R ---------------------------------------------------- 1 .4 1 9 .9 (1 0 ) .8 FU LL PER O A Y ’ b P A Y FO R R E O U C E D H O U R S P L U S P E R C E N T H O U R ----------------------------------------------------- 1 0 .6 2 1 .8 •4 1 .9 f u ll See fo o tn o te s at end o f t a b le s . 16 Table B-3. Scheduled weekly hours and days of full-time first-shift workers, Seattle—Everett, Wash., December 1979 O f f ic e w o r k e r s P r o d u c t io n and r e la t e d w o r k e r s It e m A l l in d u s t r ie s M a n u f a c tu r in g N o n m a n u fa c t u r in g A l l in d u s tr ie s P u b l i c u t i l i t ie s M a n u f a c tu r in g N o n m a n u fa c tu r in g P u b l i c u t ilit ie s P E R C E N T OF W O RK ERS B Y SC H ED U LED W E E K L Y HOURS ANO D AYS A LL 15 20 25 30 35 36 37 37 3B *0 4« W O RKERS -- ------------ 100 HOURS—5 D AYS --------------------------HOURS—5 D A YS --------------------------HOURS—3 D AYS --------------------------HOURS—5 D AYS --------------------------HOURS -----------------------------------A D A YS ----------------------------------5 D A YS ----------------------------------1/3 H O U R S- 5 0 A Y S --------------------1/2 HOURS—5 D A YS --------------------9 / 1 0 HO URS—5 D AYS -------------------8 / 1 0 HO URS—5 D A YS -------------------HOURS—5 O AYS --------------------------HO URS—6 D AYS --------------------------- F U L L - T IN E (1 1 1 2 i 4 2 1 2 4 86 d ll 100 _ - A - A 96 100 100 _ 2 8 i i “ ( Ill (Ill 1 10 2 - _ - 77 (11 1 3 84 99 1 3 7 .9 _ A O .l — 100 - ~ (1 1 I ~ “ 1 ~ ~ ~ ~ ~ ~ (1 1 1 2 17 3 “ (1 1 1 99 5 72 98 3 9 .4 3 9 .9 “ - 8 - 100 - “ - 3 100 _ 100 (111 1 - ~ A VER A 6 E SC H EO U LEO W E E K L Y HO URS A LL W EEKLY WORK S C H E D U L E S ------------- 3 8 ,8 3 9 .8 3 9 .6 1 S ee fo o tn o te s at end o f ta b le s . 17 4 0 .0 Table B-4. Annual paid holidays for full-time workers, Seattle—Everett, Wash., December 1979 P r o d u c t io n and r e la t e d w o r k e r s O f f ic e w o r k e r s It e m A l l in d u s t r ie s P ER C EN T M a n u f a c tu r in g N o n m a n u fa c tu r in g P u b l i c u t i l i t ie s 100 100 100 ! A l l in d u s tr ie s M a n u f a c tu r in g N o n m a n u fa c t u r in g P u b l i c u t i l i t ie s OF W ORKERS 100 W ORKERS ----------- 100 E S T A B L IS H M E N T S NOT P R O V ID IN G P A ID H O LID A Y S ----------------------IN E S T A B L IS H M E N T S P R O V ID IN G P A ID H O LID A Y S ----------------------- 5 _ 9 - - _ _ 95 100 91 100 100 100 to o 100 p .i 1 0 .2 8 .0 1 0 .0 1 0 .1 1 1 .0 9 •4 1 0 .0 2 1 ~ 4 2 - - - - _ - A LL F U L L - T IM E 100 100 IN AVERAGE NUMBER OF P A ID 100 _ H O L ID A Y S FOR WORKERS I N E S T A B L IS H M E N T S P R O V ID IN G H O L ID A Y S ---------------PER C EN T OF W ORKERS B Y NUMBER OF P A ID H O L ID A Y S P R O V ID E O HALF DAYS ---------------------------HALF D AYS ---------------------------HALF 0 A Y S ---------------------------H O LID A Y S -----------------------------P L U S 5 H A LF D AYS ----------------P L U S 6 H A LF D AYS -----------------3 H O LID A Y S ----------------------------P L U S A H A L F D AYS ----------------A h o l i d a y s -----------------------------6 H O LID A Y S ----------------------------7 H O LIO A Y S ----------------------------P L U S 1 H A LF DAY ------------------P L U S 2 H A L F D AYS ----------------8 H O LIO A Y S ----------------------------P L U S 1 H A L F DAY ------------------9 H O LID A Y S ----------------------------P L U S 1 H A L F DAY ------------------1* H O LIO A Y S ---------------------------I T H O LIO A Y S ---------------------------12 H O LID A Y S ---------------------------13 H O LIO A YS ---------------------------I S H O LIO A Y S ---------------------------- 5 6 9 2 <11* 1 <11* 1 2 1 <11 ) ID _ - - 10 - - 1 20 2 15 1 1 <11* 2 4 i < ii» ii - - - _ 6 i 20 7 21 <11* 7 3 1A 6 A3 95 P3 PI 90 89 87 77 55 49 A8 2A 21 <11* 100 100 100 100 100 100 90 73 66 63 48 A3 - 25 16 - - - 5 3 - - 25 9 < ii» < ii* 56 22 2 1 91 87 82 si 8C 75 6A 39 35 35 10 1 <11* 100 100 100 100 100 100 100 SA 81 81 25 3 1 <11* <11* 1 6 <11* <11* 12 <111 10 <11* 31 7 31 <11* <11* - <n * - - - 6 <11* 5 2 1 21 3 63 < n » i 5 < tl » - <11* 4 - - - 17 (1 1 * 16 to <11» (1 1 1 - - 38 11 9 <n > < n » 56 28 <11* <111 1 100 100 ao o 99 97 96 91 7A 57 57 20 9 <11 9 100 100 100 ICO 100 99 96 86 85 85 30 2 1 PER C EN T OF W ORKERS B Y TOTAL P A ID H O LIO A Y T IM E P R O V ID E D 1 2 2 1/2 DAYS OR MORE ------------------3 DAYS OR MORE -----------------------A DAYS OR MORE -----------------------------a 1 / 2 d a y s o r m o r e ------------------5 DAYS OR MORE ----------------------7 DAYS OR MORE -----------------------A DAYS OR MORE -----------------------P DAYS OR MORE -----------------------P 1/2 DAYS OR MORE ------------------12 OAYS OR MORE ----------------------11 DAYS OR MORE ----------------------12 DAYS OR MORE ----------------------13 DAYS OR MORE ----------------------- 100 100 100 99 98 98 92 80 70 69 39 31 <11* 100 100 100 100 100 100 94 89 87 86 66 63 _____________ See fo o tn o te s at end o f ta b le s . 18 Table B-5. Paid vacation provisions for full-time workers, Seattle—Everett, Wash., December 1979 O ffic e w o r k e r s P r o d u ctio n and re la te d w o r k e r s It e m A l l in d u s tr ie s PERCENT ALL OF F U L L - T IM E M a n u f a c tu r in g N o n m a n u fa c t u r in g P u b l i c u t i l i t ie s 100 IO C 100 WORKERS --------- E S T A B L I S H M E N T S NOT P R O V I D I N G P A I D V A C A T I O N S --------------------IN E ST A B L ISH M E N T S P R O V ID IN G P A I D V A C A T I O N S --------------------L E N G T H - O F - T I M E P A Y M E N T -------P E R C E N T A G E P A Y M E N T -------------OF PA ID M anuf a c t u r in g N o n m a n u fa c tu r in g P u b l i c u t ilit ie s WORKERS 100 IN AMOUNT A l l in d u s tr ie s VACATIO N 3 - 5 _ <111 100 - 97 88 10 to o 83 17 95 92 3 100 93 7 99 99 <m 100 100 2 13 3 i 2 9 6 1 2 17 5 44 - - 1 25 1 1 a < iu 28 2 3 <111 6ft 1 29 2 35 5 59 100 <11 1 100 - 99 99 <11 1 100 99 < in 31 3 5 47 ft 8 <111 14 77 9 ~ <111 26 68 6 “ 2 <111 86 12 87 13 A F T E R ! 13 A MONTHS OF S E R V I C E ! UND ER l W EEK --------------1 W EEK ----------------------O VER 1 AND UNDER 2 W EEK S 2 W EEK S ---------------------1 Y E A R OF S E R V I C E ! UND ER 1 W EEK --------------1 W EEK ----------------------O VER 1 A NO UNDER 2 W EE K S 2 W EEK S ---------------------O VER 2 AND UNDER 3 W EEK S ft W EEK S ---------------------2 Y E A R S OF S E R V I C E ! 1 W EEK ----------------------O VER 1 AND UNDER 2 W EEK S 2 W EE K S ---------------------O VER 2 AND UNDER 3 W EEK S 3 W EEK S ---------------------ft W EEK S ---------------------3 Y E A R S OF S E R V I C E ! 1 W EEK ----------------------2 W EEK S ---------------------O VER 2 AND UNDER 3 W EEK S 3 W EEK S ---------------------0 U E E K S ---------------------A Y E A R S OF S E R V I C E ! 1 W EEK ----------------------2 W EEK S ---------------------OVER 2 AND UNDER 3 W EEK S 3 W EEK S ---------------------O VER 3 AND UNDER ft W EEK S ft W EEK S ---------------------5 Y E A R S OF S E R V I C E ! 1 W EEK ----------------------2 W EEK S ---------------------O VER 2 AND UNDER 3 W EEK S 3 W EEK S ---------------------O VER 3 AND UNDER ft W EEK S ft W EEK S ---------------------- < ii > $8 Q 40 - <n > ii 4 81 - _ 29 18 52 ~ 1 - - “ * 1ft 8 77 9 i 84 2 5 93 - - - - - ” 2 98 (1 1 1 1 1 02 3 <m < iit 2 91 6 < m i i 93 1 - - _ ~ t 88 8 2 2 80 15 2 1 89 2 3 2 93 5 - - - - 1 1 “ ” 1 55 61 1 40 27 28 <11) 10 <11» 85 5 ~ “ <11 » <111 2ft 55 20 - - 1 - - 2 5 2 36 32 - - 1 See fo o tn o te s at end o f t a b le s . 100 19 1 ~ 90 7 2 _ 3 1 96 - “ <n» 96 4 - ' C l!) 89 7 2 1 <111 96 i 3 <11 > 85 12 3 “ (lit 87 13 - <111 88 7 3 (11 1 2 <111 95 <11 » 83 12 4 <111 87 9 <111 36 3ft 28 <11» 2 (Ill “ ~ i f t 4 “ " <n > 28 62 6 f t «i I* 43 1 <111 61 7 26 6 Table B-5. Paid vacation provisions for full-time workers, Seattle—Everett, Wash., December 1979— Continued P r o d u c tio n and r e la te d w o r k e r s O ffic e w o r k e r s It e m A l l in d u s t r ie s AMOUNT OF P A ID CO N TIN UED 10 12 15 VA C A TIO N N o n m a n u fa c t u r in g P u b l i c u t i l i t ie s A l l in d u s tr ie s M a n u f a c t u r in g N o n m a n u fa c t u r in g P u b l i c u t i l i t ie s <11 * 1 <11* <11* 82 8 8 i 92 1 1 6 A F T E R 13- Y E A R S OF S E R V I C E ! 1 WEEK --------------------------OVER 1 AND UNDER 2 W EE K S 2 W EEK S ------------------------OVER 2 AND UNDER 3 W EEK S 3 W EEKS ------------------------OVER 3 AND UNDER A W EEK S A W EEK S ------------------------OVER A AND UNOER 5 W EEK S - (1 1 1 <11* 2 5 81 4 6 9 76 6 10 1 <11* 3 1 85 2 3 Y E A R S OF S E R V I C E : 1 W EEK --------------------------OVER 1 ANO UNDER 2 W EEK S 2 W EEK S ------------------------OVER 2 AND UNDER 3 W EEK S 3 W EEK S ------------------------OVER 3 ANO UNDER A W EEK S A W EEK S ------------------------OVER A AND UNOER 5 W EEK S - < ii * m i i 5 69 5 17 ~ 9 72 8 12 1 <11* 2 1 67 2 22 <11 » 1 1 30 26 37 21 5A 22 l 2 1 38 <11* 51 2 3 1 Y E A R S OF S E R V I C E : 1 WEEK --------------------------2 W EEK S ------------------------OVER 2 ANO UNOER 3 W EEK S 3 W EEKS ------------------------OVER 3 ANO UNDER A W E E K S A W EEK S ------------------------OVER A AND UNOER 5 W EEK S 5 W EEKS ---------------------------------------OVER 5 ANO UNDER 6 W E E K S - 20 Y E A R S OF S E R V I C E : 1 WEEK --------------------------2 W EEK S ------------------------OVER 2 ANO UNDER 3 W EEK S 3 W EEKS ------------------------OVER 3 AND UNOER A W EEK S A W EEK S ------------------------5 W E E K S -------------------------OVER 5 ANO UNOER 6 W EEK S 6 W EEK S ------------------------25 M a n u f a c tu r in g OF S E R V I C E : 1 WEEK --------------------------2 W EEK S ------------------------OVER 2 AND UNOER 3 W EEK S 3 W EEK S ------------------------OVER 3 ANO UNDER A W EEK S — A W EEK S ------------------------OVER A ANO UNDER 5 W EE K S 5 W EEK S ------------------------OVER 5 AND UNDER 6 W EEK S 6 W EEK S ------------------------7 W EEK S ------------------------- 2 - 5 83 6 A 2 - 5 68 3 21 2 - 80 <11 * 1 1 20 26 38 10 8 5A 28 8 1 2 1 31 48 12 7 1 56 36 1 3 - - YEARS <1I> 1 1 18 7 3A 18 12 1 5 <11* ~ 8 15 27 39 4 i 6 < ii* 78 21 <11* 1 1 48 36 15 <11* 15 62 22 < n » 1 71 17 10 1 < ii> < ii» 87 1 6 6 1 <11* 1 1 19 33 A7 <11* 1 <11* 6 62 30 1 27 13 58 <n * i 21 73 1 4 1 <11* 7 2 81 8 <n* <n* <11* * <u * 10 4 81 4 i <n* <i t * 12 ~ 72 10 6 i < ii» 7 2 6A <11* 3 81 1 <n * 10 4 52 < ii* < m 12 26 2A <11* 1 <11* 14 i in * 31 1 1 50 6 6 - 3 - 82 1A 1 _ 1 2 1 28 7 1 ~ 18 5A AO 19 - 4 20 S ee fo o tn o te s at end o f t a b le s . 81 5 13 <11* 1 5 13 - . <11* 1 20 Table B-5. Paid vacation provisions for full-time workers, Seattle—Everett, Wash., December 1979— Continued P r o d u c t io n and r e la t e d w o r k e r s O f f ic e w o r k e r s It e m A l l in d u s tr ie s AMOUNT OF P A ID C O N T IN U EO 30 V A C A T IO N M a n u f a c tu r in g N o n m anuf ac t u r ing P u b l i c u t i l i t ie s A l l in d u s tr ie s M a n u f a c tu r in g N o n m a n u fa c tu r in g P u b l i c u t ilit ie s A F T E R 13- Y E A R S OF S E R V I C E : I W EEK -------------------------------2 W EEK S ------------------------------O V ER 2 AND UNDER 3 W E E K S ------3 W EEK S ------------------------------O VER 3 AND UNDER * W E E K S ------A W EEK S ------------------------------O V ER A AND UNDER 5 W E E K S ------5 W EEK S ------------------------------O V ER 5 AND UNOER 6 W EE K S ------6 W EEK S ------------------------------7 W EEK S ------------------------------- N A X IN U N VA C A T IO N A V A I L A B L E ! 1 W EEK -------------------------------2 W EEK S ------------------------------O V ER 2 AND UNDER 3 W E E K S -------3 W EEK S ------------------------------O V ER 3 AND UNDER A W E E K S ------A W E E K S ------------------------------O V ER A AND UNDER 5 W E E K S -------5 W EEK S ------------------------------O V ER 5 AND UNOER 6 W EEK S ------6 W EE K S ------------------------------7 W EEK S ------------------------------O V ER 9 W E E K S ------------------------ < 1 I» 1 1 IB 7 32 IB 13 ~ 4 2 (1 1 ) 1 1 IB 7 32 IB 13 “ 8 15 27 39 4 - 6 2 - 8 15 27 39 4 1 2 1 28 37 - 7 i - 18 50 ~ 17 6 - 21 3 1 - 7 i - - 37 18 - 20 - 6 46 - 5 i i 4 i t in - 21 6 2 See fo o tn o te s at end o f t a b le s . <111 28 <111 4 < n» 1A - 3 41 - 1 (1 1 1 1 <111 10 4 A1 “ 37 1 6 <n i <111 <11) 12 i <n i 10 4 41 37 1 2 <11 1 4 <111 <111 12 26 A2 6 12 2 _ 1 2 1 28 - 1 <111 7 2 58 21 i < n » 7 2 58 28 <111 2 <111 2 <111 3 81 14 i < iii < iii 26 “ 41 6 13 2 Table B-6. Health, insurance, and pension plans for full-time workers, Seattle—Everett, Wash., December 1979 P r o d u c t io n and r e la t e d w o r k e r s O ffic e w o r k e rs It e m A l l in d u s t r ie s PER C E N T M a n u f a c t u r in g N o n m a n u fa c t u r in g P u b l i c u t i l i t ie s A l l in d u s tr ie s M a n u f a c tu r in g N o n m a n u f a c t u r in g P u b l i c u t i l i t ie s OF W O RKERS W ORKERS -------------- 100 100 100 100 100 100 100 100 IN E S T A B L IS H M E N T S P R O V IO IN G AT L E A S T ONE OF THE B E N E F I T S SHOWN R E L O W 14----------------------------- 97 100 95 100 IC O 100 100 100 L I F E IN S U R A N C E ---------------------------N O NCON TRIBUTORY P L A N S --------------- 90 84 97 97 84 72 96 88 99 88 100 98 99 82 99 85 A C C ID EN T A L DEATH AND D ISM EM BERM EN T IN S U R A N C E -------------N O NCON TRIBUTORY P L A N S --------------- 81 76 90 90 73 63 78 71 85 68 96 94 77 49 80 62 S IC K N E S S OR S I C K 81 88 76 90 95 98 93 93 61 61 80 80 44 44 60 60 26 24 19 19 31 28 53 53 43 54 34 45 83 84 83 65 11 6 15 9 3 2 5 1 LONG-TERM D I S A B I L I T Y IN S U R A N C E --------------------------------N O NCON TRIBUTORY P L A N S --------------- 24 18 18 14 29 22 33 29 78 63 93 75 67 54 62 52 H O S P IT A L IZ A T IO N IN S U R A N C E ------------N O NCON TRIBUTORY P L A N S --------------- 95 89 100 98 91 82 99 92 99 75 ICO 95 99 60 100 84 S U R G IC A L IN S U R A N C E ---------------------N O NCON TRIBUTORY P L A N S --------------- 95 89 100 98 91 82 to o 92 99 74 100 95 99 59 100 84 M ED IC A L IN S U R A N C E -----------------------N O NCON TRIBUTORY P L A N S ---------------- 95 89 100 98 90 82 100 92 98 74 100 95 96 59 100 P4 MAJOR R E O IC A L IN S U R A N C E --------------NO NCONTRIRUTO RY P L A N S --------------- 95 89 100 98 91 82 100 92 99 74 IO C 95 99 59 100 84 DENTAL IN S U R A N C E ------------------------N O NCON TRIBUTORY P L A N S ---------------- 85 80 88 88 81 74 97 89 86 70 97 96 79 52 96 79 R E T IR E M E N T P E N S IO N ---------------------N O NCON TRIBUTORY P L A N S --------------- 81 77 93 88 70 67 88 76 92 89 96 96 89 84 87 63 A LL F U L L - T IK E AND A C C ID EN T IN S U R A N C E L E A V E OR B O TH 15--------------- S IC K N E S S AND A C C ID E N T IN S U R A N C E -----------------------------NO NC O N TRIBUTO RY P L A N S ------------S IC K L E A V E ( F U L L PAY AND NO W A IT IN G P E R IO D 1 ---------------------S IC K L E A V E ( P A R T I A L PAY OR W A IT IN G P E R I O D ! ---------------------- See fo o tn o te s at end o f ta b le s Table B-7. Life insurance plans for full-time workers, Seattle—Everett, Wash., December 1979 O ffic e w o r k e r s P r o d u c t io n and r e la te d w o r k e r s A il in d u s tr ie s Ite m All plans 16 TYPE AMOUNT OF IN S U R A N C E I S B A SE D ON A S C H ED U LE WHICH IN D IC A T E S A S P E C I F I E D D O LLA R AMOUNT OF IN S U R A N C E FOR A S P E C I F I E D LEN G TH OF S E R V IC E : P E R C E N T OF A L L F U L L - T IM E W O R K ER S 17---------AMOUNT OF IN S U R A N C E P R O V ID E O 18 A F T E R : A MONTHS OF S E R V I C E : M E A N -------------------------------------M ED IA N ----------------------------------M ID D LE RANGE <5C P E R C E N T ) --------M ID O LE RANGE <80 P E R C E N T ) --------1 Y E A R OF S E R V I C E : M E A N ------------------------------------M ED IA N ----------------------------------M ID D LE RANGE <50 P E R C E N T ) --------M ID D LE RANGE <80 P E R C E N T ) --------5 Y E A R S OF S E R V I C E : m e a n ---------------------------------- — M ED IA N ----------------------------------M ID D LE RANGE <50 P E R C E N T ) --------M ID D LE RANGE <80 P E R C E N T ) --------in y e a r s of s e r v ic e : M E A N ------------------------------------M ED IAN ----------------------------------M ID O LE RANGE <50 P E R C E N T ) --------M ID O LE RANGF <80 P E R C E N T ) --------YEARS OF A ll plans 16 N o n co n trib u to ry plans 16 A ll plans 16 N on con trib u tory plans 16 A ll plans 1 6 N o n c o n tr ib u t o r y p la n s 1 6 OF PLA N AND AMOUNT OF IN S U R A N C E A L L F U L L - T IM E W ORKERS ARE P R O V ID E D THE SAME F LA T - S U M D O LLAR AMOUNT: PER C E N T OF A L L F U L L - T IM E W O R K E R S 17-----AMOUNT OF IN S U R A N C E P R O V IO E O : 1 8 M E A N ---------------------------------M ED IA N ------------------------------M ID D LE RANGE <50 P E R C E N T ) ----M ID D LE RANGE <80 P E R C E N T ) ----- 20 M anufacturin g N o n c o n trib u to r y plans 16 M a n u fa c tu r in g A ll in d u stries 69 66 S ee fo o tn o te s at end o f ta b le s 79 16 1 - - <61 <6 ) <6 ) <6 ) <61 (6 ) <6 ) <61 _ * 6 .9 0 0 * 5 .0 0 0 * 5 .0 0 0 - 1 0 .0 0 0 * 5 .0 0 0 - 1 0 .0 0 0 <61 <61 <61 <61 - * 1 1 .2 0 0 * 5 .0 0 0 * 5 .0 0 0 - 2 0 . 0 0 0 * 5 .0 0 0 - 2 0 .0 0 0 <61 <6 ) <61 (6 ) - * 1 9 ,3 0 0 * 2 0 .0 0 0 * 2 0 .0 0 0 - 2 0 . 0 0 0 * 2 0 .0 0 0 - 2 0 . 0 0 0 <6 ) <61 <6 ) <61 - * 1 9 ,3 0 0 * 2 0 .0 0 0 * 2 0 .0 0 0 - 2 0 . 0 0 0 * 2 0 .0 0 0 - 2 0 . 0 0 0 <61 <61 <61 <6 ) - - 2 (6 ) (6 ) (6 ) (6 ) <6 ) <6 ) <6 ) <61 _ _ - - <6 ) <6 ) <6> (6 ) <6 ) <6 ) <6 ) <6 ) (6 ) (6 ) (6> (6 ) <6 ) (6 ) <6 ) <6 ) (6 ) <6 ) <6 • (6 ) <6 ) (61 <6* <6 ) <6 ) <6 ) (6 ) (6 ) <6 ) <6 ) <6 ) <6 ) “ - - - " _ - _ - - - _ _ _ _ - - _ _ - - 8 * 1 1 ,9 0 0 * 1 0 ,0 0 0 * 5 ,0 0 0 - 1 5 ,0 0 0 *4 ,0 0 0 - 2 0 ,0 0 0 <11) 1 8 1A * 1 1 .9 0 0 * 1 0 .0 0 0 * 5 , 0 0 0 - 1 5 .0 0 0 * 4 , 0 0 0 - 2 0 .0 0 0 * 7 .7 0 0 * 5 .0 0 0 * 5 .0 0 0 - 1 0 .0 0 0 * 5 .0 0 0 - 1 5 .0 0 0 * 9 .3 0 0 S I 2 v 000 * 5 .0 0 0 - 1 2 .0 0 0 * 1 .0 0 0 - 1 2 .0 0 0 * 7 .8 0 0 *7 .5 0 0 * 2 .5 0 0 - 1 2 .0 0 0 * 1 .5 0 0 - 1 2 .0 0 0 SE R V IC E : M E A N ------------------------------------M ED IA N ---------------------------------M ID O LE RANGE <50 P E R C E N T ) -------M ID O LE RANGE <80 P F R C E N T ) -------- 79 * 9 .3 0 0 * 1 2 .0 0 0 * 5 .0 0 0 - 1 2 . 0 0 0 * 1 .0 0 0 - 1 2 . 0 0 0 * 7 .8 0 0 * 7 .5 0 0 * 2 . 5 0 0 - 1 2 .0 0 0 * 1 .5 0 0 - 1 2 .0 0 0 *7 .9 0 0 *5 .0 0 0 * 5 ,0 0 0 - 1 0 .0 0 0 * 4 ,0 0 0 - 1 2 .0 0 0 - - - “ “ - * - - Table B-7. Life insurance plans for full-time workers, Seattle—Everett, Wash., December 1979— Continued P r o d u c t io n anc r e la t e d w o r k e r s A l l in d u s t r ie s Ite m A ll p la n s 1 8 O ffic e w o r k e rs A l l in d u s t r ie s M a n u f a c tu r in g N o n c o n t r ib u t o r y p la n s 1 6 A ll p la n s 1 8 N o n c o n tr ib u t o r y p la n s 1 6 A ll p la n s 1 8 M a n u f a c t u r in g N o n c o n t r ib u t o r y p la n s 1 8 A ll p la n s 1 6 N o n c o n t r ib u t o r y p la n s 1 6 T Y P E OF PLA N AND AMOUNT OF IN S U R A N C E- C O N T IN U EO AMOUNT OF IN S U R A N C E I S B A SE D ON A S C H ED U LE WHICH IN D IC A T E S A S P E C I F I E D D O LLAR AMOUNT OF IN SU R A N C E FO R A S P E C I F I E D AMOUNT OF E A R N IN G S : PER C EN T OF A L L F U L L - T IM E W O RK ERS17-----------AMOUNT OF IN S U R A N C E P R O V IO E D 1 I F ; 8 ANNUAL E A R N IN G S ARE * 5 . 0 0 0 : M E A N --------------------------------------M ED IAN -----------------------------------M IO O LE RANGE <50 P E R C E N T I ---------M ID D LE RANGE <BO P E R C E N T I ---------ANNUAL E A R N IN G S ARE * 1 0 . 0 0 0 : m e a n -------------------------------------M ED IA N -----------------------------------M ID O LE RANGE <50 P E R C E N T I ---------M IO D LE RANGE <GO P E R C E N T ) ---------ANNUAL E A R N IN G S ARE * 1 5 . 0 0 0 : M E A N -------------------------------------M ED IAN -----------------------------------M ID O LE RANGE <50 P E R C E N T ) ---------M ID O LE RANGE <80 P E R C E N T ) ---------ANNUAL E A R N IN G S ARE * 2 0 . 0 0 0 : M E A N -------------------------------------M ED IAN -----------------------------------M ID O LE RANGE <50 P E R C E N T ) ---------M ID O LE RANGE <80 P E R C E N T ) ---------- AMOUNT OF IN S U R A N C E I S E X P R E S S E D AS A FACTO R OF ANNUAL E A R N I N G S : 1 9 P ER C EN T OF A L L F U L L - T IM E W O RK ERS17-----------FACTOR OF ANNUAL E A R N IN G S USED TO C A LC U LA T E AMOUNT OF i n s u r a n c e : 1 8 M E A N --------------------------------------M ED IAN ------------------------------------M IO O LE RANGE <50 P E R C E N T ) ----------M IO O LE RANGE <80 P E R C E N T ) ----------P ER C EN T OF A L L F U L L - T IM E W ORKERS C O VERED RY P L A N S NOT S P E C IF Y I N G A MAXIMUM AMOUNT OF IN S U R A N C E -----------------------------------------PER C EN T OF A L L F U L L - T IM E W ORKERS CO VERED 8Y P L A N S S P E C IF Y I N G A MAXIMUM AMOUNT OF IN S U R A N C E -----------------------------------------S P E C I F I E D MAXIMUM AMOUNT OF IN S U R A N C E : 1 8 M E A N --------------------------------------M EO IAN ------------------------------------M IO O L E RANGE <50 P E R C E N T ) ----------M IO D LE RANGE <80 P E R C E N T ) ----------- AMOUNT OF IN S U R A N C E I S PA S E O OF p l a n : P ER C EN T OF A L L F U L L - T IM E ON SOME OTHER 7 6 * 1 1 .2 0 0 * 7 .5 0 0 * 5 .0 0 0 - 1 1 . 0 0 0 * 5 . 0 0 0 - 1 A . 500 * 1 1 .2 0 0 * 7 .5 0 0 * 5 .0 0 0 - 1 0 . 0 0 0 * 5 . 0 0 0 — A . 50 C 1 * 1 1 .6 0 0 * 1 0 .0 0 0 *8 *0 0 0 - 1 A . 500 * 5 .0 0 0 - 2 2 , 0 0 0 13 8 8 p * 8 .5 0 0 * 7 .5 0 0 * 5 ,0 0 0 - 1 0 ,0 0 0 * 5 . 0 0 C —1 A .5 0 0 *8 .5 0 0 *7 * 500 *5 *0 0 0 - 1 0 *0 0 0 * 5 .0 0 0 - 1 9 .5 0 0 * 9 ,5 0 0 * 1 0 .0 0 0 * 5 .0 0 0 - 1 1 .0 9 0 *5 .0 0 0 - 1 5 .0 0 0 * 9 .5 0 0 *8 .0 0 0 * 5 .0 0 0 - 1 0 .0 0 0 * 5 .0 0 0 - 1 5 ,0 0 0 * 1 1 .9 0 9 * 1 5 .0 0 0 * 5 .0 0 0 - 1 5 . 0 0 0 * 5 » 0 C C - 1 5 .0 0 0 * 1 1 .9 0 0 $ 1 5 *0 0 0 *5 ,0 0 0 - 1 5 .0 0 0 *5 ,0 0 0 - 1 5 ,0 0 0 S 9 » 909 * 1 0 .0 0 0 * 7 .5 0 0 - 1 1 . 2 0 0 * 5 .0 0 0 - 1 9 . 5 0 0 *1C » AOO * 1 0 ,0 0 0 * 1 0 .0 0 0 - 1 0 . 0 0 0 * 7 , 50C—1 9 ,5 0 0 * 1 0 ,9 0 0 * 1 0 .0 0 0 * 1 0 .0 0 0 - 1 0 . 0 0 0 * 7 .5 0 0 - 1 9 .5 0 0 * 1 9 .9 0 3 * 1 5 ,0 0 0 * 1 0 .0 0 0 - 2 2 .0 0 0 * 5 .0 0 0 - 2 5 .0 0 0 * 1 2 .7 0 0 * 1 1 . DOC * 1 0 .0 0 0 - 1 5 . 0 0 0 * 5 .0 0 0 - 2 5 .0 0 0 * 1 8 ,3 0 0 * 2 5 ,0 0 0 * 1 0 . OOC— 5 .0 0 0 2 * 1 0 .0 0 0 - 2 5 , 0 0 0 * 1 8 .3 0 0 $ 25 * 000 * 1 0 .0 0 0 - 2 5 . 0 0 0 $10* 0 0 0 —25 *0 0 0 * 1 9 ,9 0 0 * 1 5 ,0 0 0 * 1 0 .0 0 0 - 3 0 . 0 0 0 * 7 .5 0 0 - 3 5 .0 0 0 S 1 8 .3 0 G * 1 5 .0 0 0 * 1 0 .0 0 0 - 2 0 . 0 0 0 * 7 .5 0 0 - 3 5 . 0 0 0 * 1 9 ,3 0 0 * 1 9 ,5 0 0 * 1 0 ,0 0 0 - 2 0 . 0 0 0 * 7 ,5 0 0 - 2 0 . 0 0 0 * 1 9 .3 0 0 $ 1 4 *5 0 0 $10 *000 -2 0*00 0 $ 7 *500-20 *000 * 2 1 .9 0 0 * 2 5 ,0 0 0 * 1 5 .0 0 0 - 3 0 .0 0 0 *7 .5 0 0 - 3 5 .0 0 0 $19 *903 * 1 5 .0 0 3 * 1 5 .0 0 0 - 2 5 . 0 0 0 * 5 .0 0 0 - 3 5 .0 0 0 * 2 6 .9 0 0 * 3 5 ,0 0 0 * 2 0 . 0 0 0 — 5 ,0 0 0 3 * 1 1 .0 0 3 - 3 5 , 0 0 0 $ 2 6 *4 0 0 * 3 5 .0 0 0 * 2 0 .0 0 0 - 3 5 . 0 0 0 * 1 1 ,0 0 0 - 3 5 . 0 0 0 S 2 A .2 0 0 * 2 0 .0 0 0 * 1 5 .0 0 0 - 2 7 . 0 0 0 * 1 2 .5 0 0 - 9 2 . 0 0 0 * 2 1 .2 0 0 * 1 8 .0 0 0 * 1 5 .0 0 0 - 2 7 , 0 0 0 * 1 1 .0 0 0 - 2 7 . 0 0 0 * 2 0 .6 0 0 * 2 0 .0 0 0 * 1 8 .0 0 0 - 2 7 . 0 0 0 * 1 1 .0 0 0 - 2 7 . 0 0 0 * 2 0 .6 0 0 * 2 0 .0 0 0 * 1 8 .0 0 0 - 2 7 .0 0 0 * 1 1 .0 0 0 - 2 7 . 0 0 0 * 2 9 ,1 0 0 * 2 5 .3 0 0 * 1 5 .0 0 0 - 9 2 ,0 0 0 * 1 5 .0 0 0 - 5 0 ,0 0 0 * 2 7 .2 0 9 * 2 0 .0 0 9 * 1 5 .0 0 0 - 9 5 . 0 0 0 * 1 5 ,0 0 0 - 5 0 . 0 0 0 * 3 9 .9 0 0 $ 4 5 *0 0 0 S 2 7 .Q 0 C - 9 5 .0 0 0 * 1 9 ,5 0 0 - 9 5 . 0 0 0 $ 3 4 *4 0 0 $ 4 5 *0 0 0 * 2 7 ,0 0 0 - 9 5 . 0 0 0 * 1 9 .5 0 0 - 9 5 . 0 0 0 11 1 .2 A 1 .0 0 1 .0 0 - 1 .0 0 1 .0 0 - 3 .0 0 13 <11 > 4 8 1 .2 9 1 .0 0 1 .0 0 - 1 .0 0 1 .0 0 - 3 .0 0 2 .2 8 <6 ) <61 <6 • < ii) <61 <61 <61 <61 3 3 2 .2 8 16) <6 ) <61 4 8 <6 ) <6 ) <6 ) <6 ) 4 4 - - - 1 .8 0 2 .2 5 1 .0 0 - 2 . 2 5 1 .0 0 - 2 .2 5 30 39 - - 70 - * 2 5 8 ,2 0 0 <6 ) <61 <61 63 83 81 2 .0 0 <6 ) <6 ) <6 ) 2 .0 3 <6 1 <6 > <6 ) 29 19 17 39 69 1 .7 9 2 .2 5 1 .0 0 - 2 .2 5 1 .0 0 - 2 .2 5 * 2 6 1 .8 0 3 <6 ) <61 <61 S 3 0 2 .6 C 3 <6 ) <6 ) <6 ) 64 $ 30 2*60 0 <6* <6 ) <6 1 TYPE W O RK ERS1 -----------7 7 S ee fo o tn o te s at end o f t a b le s . 7 7 24 7 3 3 1 1 Footnotes Some of these standard footnotes may not apply to this bulletin. 1 Includes payments other than "length of t im e ," such as percentage 3 of annual earnings or flat-sum payments, converted to an equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week's pay. Periods of service are chosen arbitrarily and do not necessarily reflect individual provisions for progression; for example, changes in proportions at 10 years include changes between b and 10 years. Estimates are cumula tive. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3 weeks' pay after fewer years of service. 1 Estimates listed after type of benefit are for all plans for which 4 at least a part of the cost is borne by the employer. "Noncontributory plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workers' disability compensation, social se curity, and railroad retirement. 15 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. 16 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. 17 For "A ll in d u strie s," all full-tim e production and related workers or office workers equal 100 percent. For "M anufacturing," all full-tim e production and related workers or office workers in manufacturing equal 100 percent. 18 The mean amount is computed by multiplying the number of workers provided insurance by the amount of insurance provided, totaling the products, and dividing the sum by the number of workers. The median indicates that half of the workers are provided an amount equal to or smaller and half an amount equal to or larger than the amount shown. Middle range (50 percent)— a fourth of the workers are provided an amount equal to or less than the sm aller amount and a fourth are provided an amount equal to or more than the larger amount. Middle range (80 percent)— 10 percent of the workers are provided an amount equal to or less than the smaller amount and 10 percent are provided an amount equal to or more than the larger amount. 1 A factor of annual earnings is the number by which annual earnings 9 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 $ 2 0 ,0 0 0 . 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 r e ceive the same or less than the rate shown. The middle range is defined by two rates of pay; a fourth of the workers earn the same or less than the lower of these rates and a fourth earn the same or more than the higher rate. 3 Earnings data relate only to workers whose sex identification was provided by the establishment. 4 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. 5 Estim ates for periods ending prior to 1976 relate to men only for skilled maintenance and unskilled plant workers. All other estimates r e late to men and women. 6 Data do not meet publication criteria or data not available. 7 F orm ally established minimum regular straight-time hiring sa l aries that are paid for standard workweeks. Data are presented for all standard workweeks combined, and for the most common standard work weeks reported. 8 Excludes workers in subclerical jobs such as m essenger. 9 Includes all production and related workers in establishments currently operating late shifts, and establishments whose form al provisions cover late shifts, even though the establishments were not currently operating late shifts. 10 L ess than 0.05 percent. 1 L ess than 0.5 percent. 1 12 A ll combinations of full and half days that add to the same amount; for exam ple, the proportion of workers receiving a total of 10 days includes those with 10 full days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. Proportions then were cumulated. 25 Appendix A. Scope and Method of Survey In each of the 72 1 areas currently surveyed, the Bureau obtains wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and se rv ic e s. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to be within the scope of this survey, as well as the number actually studied. Bureau field representatives obtain data by personal visits at 3-y ear intervals. In each of the two intervening y ears, information on employment and occupational earnings only is collected by a combination of personal v isit, m ail questionnaire, and telephone interview from establishments participating in the previous survey. A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sam ple, less establishm ents which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In m ost c a ses, establishm ents new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey. The sampling procedures involve detailed stratification of all establishm ents within the scope of an individual area survey by industry and number of em ployees. From this stratified universe a probability sample is selected , with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than sm all establishments is selected. When data are combined, each establishm ent is weighted according to its probability of selection so that unbiased estim ates are generated. For exam ple, if one out of four establishm ents is selected, it is given a weight of 4 to represent itse lf plus three others. An alternate of the same original probability is chosen in the same in d u stry-size classification if data are not available fro m the original sample m em ber. If no suitable substitute is available, additional weight is assigned to a sample member that is sim ilar to the m issin g unit. Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are Akron, Ohio and Poughkeepsie-Kingston-Newburgh, N .Y . In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. Occupations and earnings Occupations selected for study are common to a variety of manufac turing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom, and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A -s e r ie s tables because either (1) employ ment in the occupation is too small to provide enough data to merit presen tation, or (2) there is possibility of disclosure of individual establishment data. Separate men's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-time w orkers, 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 firms 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 and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments. Skilled maintenanc Continued Mechanics (motor vehicle) Pipefitters Tool and die makers 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. Unskilled plant Janitors, porters, and cleaners Material handling laborers Percent changes for individual areas in the program are computed as follows: 1. Average earnings are computed for each occupation for the 2 years being compared. The averages are derived from earnings in those establishments which are in the survey both years; it is assumed that employment remains unchanged. 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. 2. Each occupation is assigned a weight based on its proportionate employment in the occupational group in the base year. 3. These weights are used to compute group averages. Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products are totaled to obtain a group average. 4. The ratio of group averages for 2 consecutive years is computed by dividing the average for the current year by the average for the earlier year. The result— expressed as a percent— less 100 is the percent change. Wage trends for selected occupational groups The percent increases presented in table A -7 are based on changes in average hourly earnings of men and women in establishments reporting the trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of 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. 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 . Average pay relationships within establishments Relative measures of occupational pay are presented in table A -8 for white-collar occupations and in table A -9 for blue-collar occupations. These relative values reflect differences in pay between occupations within individual establishments. Relative pay values are computed by dividing an establishment's average earnings for an occupation being compared by the average for another occupation (designated as 100) and multiplying the quotient by 100. For example, if janitors in a firm average $ 4 an hour and forklift operators $ 5 , forklift operators have a relative pay value of 125 compared with janitors. ($5 — $ 4 = 1.25 x 100 = 125.) In combining the relatives of the individual establishments to arrive at an overall average, each establishment is considered to have as many relatives as it has weighted workers in the two jobs being compared. The percent changes relate to wage changes between the indicated dates. When the tim e span between surveys is other than 12 months, annual rates are also shown. (It is assumed that wages increase at a constant rate between surveys.) Occupations used to compute wage trends are: Office clerical Electronic data processing 2 Secretaries Stenographers, senior Stenographers, general Typists, classes A and B File clerks, cla sses A , B, and C M essengers Switchboard operators Order clerk s, classes A and B Accounting clerks, classes A and B Payroll clerks Key entry operators, classes A and B Computer system s analysts, classes A , B, and C Computer program m ers, classes A , B, and C Registered industrial nurses Skilled maintenance Carpenters Electricians Painters Machinists Mechanics (machinery' 2 The earnings of computer operators are not included in the wage trend computation for this A revised job description is being introduced in this survey which is not equivalent to the previous description. Pay relationships based on overall averages may differ considerably because of the varying contribution of high- and low-wage establishments to the averages. For example, the overall average hourly earnings for forklift operators may be 50 percent more than the average for janitors because the average for forklift operators may be strongly influenced by earnings in high-wage establishments while the average for janitors may be strongly influenced by earnings in low-wage establishments. In such a case, the intra-establishment relationship will indicate a much sm aller difference in earnings. Industrial nurses Establishment practices and supplementary wage provisions The incidence of selected establishment practices and supplementary wage provisions is studied for full-tim e production and related workers and office workers. Production and related workers (referred to hereafter as group. production workers) include working supervisors and all nonsupervisory 28 workers (including group leaders and trainees) engaged in fabricating, processing, assem bling, inspection, receiving, storage, handling, pack ing, warehousing, shipping, maintenance, repair, janitorial and guard s e r v ic es, product development, auxiliary production for plant's own use (e .g ., powerplant), and recordkeeping and other services closely a sso c i ated with the above production operations. (Cafeteria and route workers are excluded in manufacturing industries but included in nonmanufacturing industries.) In finance and insurance, no workers are considered to be production w orkers. Office workers include working supervisors and all nonsupervisory workers (including lead workers and trainees) performing clerical or related office functions in such departments as accounting, advertising, purchasing, collection, credit, finance, legal, payroll, personnel, sa le s, industrial relations, public relations, executive, or transportation. A dm inistrative, executive, professional, and part-time employees as well as construction workers utilized as separate work forces are excluded from both the production and office worker categories. written form or established by custom). Holidays in a particular year they fall on a nonworkday granted another day off. Paid personal holiday the automobile and related industries, are included Minimum entrance salaries (table B - l ) . Minimum entrance salaries for office workers relate only to the establishments visited. Because of the optimum sampling techniques used and the probability that large establish ments are m ore likely than sm all establishments to have form al entrance rates above the subclerical lev el, the table is more representative of policies in medium and large establishments. (The " X 's " shown under standard weekly hours indicate that no meaningful totals are applicable.) For tabulating vacation pay granted, all provisions are expressed on a time basis. Vacation pay calculated on other than a time basis is converted to its equivalent time period. Two percent of annual earnings, for example, is tabulated as 1 week's vacation pay. Shift differentials— manufacturing (table B -2 ). Data were collected on policies of manufacturing establishments regarding pay differentials for production workers on late shifts. Establishments considered as having policies are those which (1) have provisions in writing covering the operation of late shifts, or (2) have operated late shifts at any time during the 12 months preceding a survey. When establishments have several differentials which vary by job, the differential applying to the majority of the production workers is recorded. When establishments have differentials which apply only to certain hours of work, the differential applying to the m ajority of the shift hours is recorded. For purposes of this study, a late shift is either a second (evening) shift which ends at or near midnight or a third (night) shift which starts at or near midnight. Differentials for second and third shifts are summarized separately for (1) establishment policies (an establishment's differentials are weighted by all production workers in the establishment at the time of the survey) and (2) effective practices (an establishment's differentials are weighted by production workers employed on the specified shift at the time of the survey). Scheduled weekly hours; paid holidays; paid vacations; and health, insurance^ and pension plans. Provisions which apply to a majority of the production or office workers in an establishment are considered to apply to all production or office workers in the establishment; a practice or provision is considered nonexistent when it applies to less than a majority. Holidays; vacations; and health, insurance, and pension plans are considered applicable to employees currently eligible for the benefits as well as to employees who w ill eventually becom e 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 tim e first (day) shift workers are expected to work, whether paid for at straigh t-tim e or overtim e rates. Paid holidays (table B -4 ). Holidays are included if workers who are not required to work are paid for the tim e off and those required to work receive prem ium pay or compensatory time off. They are included Digitizedonly if they are granted annually on a form al basis (provided for in for FRASER are included even though and employees are not plans, typically found in as paid holidays. Data are tabulated to show the percent of workers who (1) are granted specific numbers of whole and half holidays and (2) are granted specified amounts of total holiday time (whole and half holidays are aggregated). Paid vacations (table B -5 ) . Establishments report their method of calculating vacation pay (time basis, percent of annual earnings, flat-sum payment, etc.) and the amount of vacation pay granted. Only basic formal plans are reported. Vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans are excluded. A lso , provisions after each specified length of service are related to all production or office workers in an establishment regardless of length of service. Vacation plans commonly provide for a larger amount of vacation pay as service lengthens. Counts of production or office workers by length of service were not obtained. The tabulations of vacation pay granted present, therefore, statistical measures of these provisions rather than proportions of workers actually receiving specific benefits. Health, insurance, and pension plans (tables B -6 and B -7 ). Health, insurance, and pension plans include plans for which the employer pays either all or part of the cost. The cost may be (1) underwritten by a com m ercial insurance company or nonprofit organization, (2) covered by a union fund to which the employer has contributed, or (3) borne directly by the employer out of operating funds or a fund set aside to cover the cost. A 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 majority). Legally required plans such as social security, railroad retirem ent, w orkers' disability compensation, and temporary disability insurance 3 are excluded. 3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illness which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan. State fund financing; In California, only employees contribute to the State fund; in New Jersey, employees and employers contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the employees' share and the total contribution required. Private plan financing: In California and New Jersey, employees cannot be required to contribute more than they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided. Federal legislation ( Railroad Unemployment insurance Act) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance. Life insurance includes formal plans providing indemnity (usually through an insurance policy) in case of death of the covered worker. Information is also provided in table B -7 on types of life insurance plans and the amount of coverage iij all industries combined and in manufacturing. Accidental death and dismemberment insurance is limited to plans which provide benefit payments in case of death or loss of limb or sight as a direct result of an accident. Labor-management agreement coverage The following tabulation shows the percent of fu ll-tim e production and office workers employed in establishments in the Seattle— Everett area in which a union contract or contracts covered a m ajority of the workers in the respective categories, December 1979: Production and related workers Sickness and accident insurance includes only those plans which provide that predetermined cash payments be made directly to employees who lose time from work because of illness or injury, e .g ., $ 50 a week for up to 26 weeks of disability. Sick leave plans are limited to formal plains4 which provide for continuing an em ployee's pay during absence from work because of illn ess. Data collected distinguish between (1) plans which provide full pay with no waiting period, and (2) plans which either provide partial pay or require a waiting period. 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 w orker'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 ., $ 5 0 ) be met before benefits begin, (2) has a coinsurance feature that requires the insured to pay a portion (e .g ., 20 percent) of certain expenses, and (3) has a specified dollar maximum of benefits (e.g ., $ 10, 000 a year). Dental insurance plans provide normal dental service benefits, usually for fillings, extractions, and X -r a y s . Plans which provide benefits only for oral surgery or repairing accident damage are not reported. A ll industries____________ Manufacturing________ Nonmanufacturing____ Public u tilitie s____ 9 2 15 72 An establishment is considered to have a contract covering all production or office workers if a majority of such workers is covered by a labor-management agreement. Therefore, all other production or office workers are employed in establishments that either do not have labor management contracts in effect, or have contracts that apply to fewer than half of their production 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 provisions of labor-management agreements, because sm all estab lishments are excluded and the industrial scope of the survey is limited. Industrial composition in manufacturing About two-fifths of the workers within the scope of the survey in the Seattle— Everett area were employed in manufacturing firm s. The following presents the major industries as a percent of all manufacturing: Transportation equipment________________________________________________ 59 A ircraft and p a rts_____________________________________________________49 Ship and boatbuilding and repairing________________________________ 7 Lumber and wood products_______________________________________________ 7 Food and kindred products_____________________________________________ 6 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. Retirement pension plans provide for regular payments to the retiree for life. Included are deferred profit-sharing plans which provide the option of purchasing a lifetime annuity. 4 An establishment is considered as having a formal plan if it specifies at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances determined on an individual basis are excluded. 73 79 68 99 Office workers Appendix table 1. Establishments and workers within scope of survey and number studied, Seattle—Everett, W ash.,1December 1979 N u m b e r o f e s ta b lis h m e n t s In d u s tr y d iv is io n 2 M in im u m e m p lo y m e n t in e s t a b lis h m e n ts in sco p e of stu d y W o r k e r s in e s ta b lis h m e n t s W it h in s c o p e o f s tu d y W it h in sco p e o f s tu d y 3 Stu d ie d N um ber ALL IN D U S T R Y T o ta l4 P e rce n t F u l l- t i m e p r o d u c tio n and r e la t e d w o r k e r s F u l l- t i m e o f f ic e w o r k e r s T o ta l4 1 .2 7 6 165 3 6 7 .7 5 5 100 1 8 1 ,2 8 1 7 3 .9 9 4 2 0 9 .9 7 0 50 343 933 39 126 1 5 1 , C52 2 1 6 .7 0 3 41 59 8 0 ,1 0 9 1 0 1 ,1 7 2 2 8 ,5 1 7 4 5 .4 7 7 9 6 ,1 7 2 1 1 3 ,7 9 8 50 50 50 50 50 96 193 318 143 183 33 15 26 21 31 5 8 .3 1 5 2 3 .4 9 8 6 7 .3 5 8 3 2 ,6 6 4 3 4 .8 6 8 16 6 18 9 9 2 9 ,7 3 0 1 1 .0 0 4 <6 » <6 » <6 ) (‘ 1 5 7 .5 7 0 3 .3 4 1 2 3 .0 8 2 1 7 ,3 2 6 1 2 ,4 7 9 D I V I S I O N S -------------------------- M AN UFACTU RIN G -----------------------------------------N O NM ANUFACTURING -------------------------------------T R A N S P O R T A T IO N , C O M M U N IC A T IO N , AND OTHER P U B L I C U T I L I T I E S 5 ------------------------W H O LESA LE T R A n E -----------------------------------r e t a il trade ----------------------------------------------F IN A N C E . IN S U R A N C E . AND R E A L E S T A T E S E R V I C E S 7 --------------------------------------------- S tu d ie d <6 I <6 » I 6 » <6 ) ___________ 1 T h e S e a t t le —E v e r e t t S ta n d a r d M e t r o p o lit a n S t a t i s t i c a l A r e a , as d e fin e d b y th e O f f i c e o f M a n a g e m e n t and B u d g e t th r o u g h F e b r u a r y 1974, c o n s is ts o f K in g and S n o h o m is h C o u n tie s . The " w o r k e r s w it h in s c o p e o f s t u d y " e s t im a t e s p r o v id e a r e a s o n a b ly a c c u r a te d e s c r ip t io n o f th e s iz e and c o m p o s it io n o f th e la b o r f o r c e in c lu d e d in the s u r v e y . E s t im a t e s a r e n o t in te n d e d , h o w e v e r , f o r c o m p a r is o n w it h o t h e r s t a t i s t i c a l s e r i e s to m e a s u r e e m p lo y m e n t tr e n d s o r l e v e l s s in c e (1 ) p la n n in g o f w a g e s u r v e y s r e q u i r e s e s t a b lis h m e n t d a ta c o m p ile d c o n s id e r a b ly in a d v a n c e o f the p a y r o l l p e r io d s tu d ie d , and (2 ) s m a ll e s t a b lis h m e n t s a r e e x c lu d e d f r o m th e s c o p e o f th e s u r v e y . 2 T h e 1972 e d itio n o f th e S ta n d a r d In d u s t r ia l C l a s s i f i c a t i o n M a n u a l w a s u s e d to c l a s s i f y e s t a b lis h m e n t s b y i n d u s t r y d i v i s i o n . A ll g o v e r n m e n t o p e r a t io n s a r e e x c lu d e d f r o m th e s c o p e o f th e s u r v e y . 3 In c lu d e s a l l e s t a b lis h m e n t s w it h t o ta l e m p lo y m e n t a t o r ab o ve th e m in im u m l i m it a t io n . A l l o u t le ts ( w it h in th e a r e a ) o f c o m p a n ie s in in d u s tr ie s su c h as tr a d e , f in a n c e , auto r e p a i r s e r v i c e , and m o tio n p ic t u r e t h e a t e r s a r e c o n s id e r e d as one e s ta b lis h m e n t . 4 In c lu d e s e x e c u tiv e , p r o f e s s io n a l, p a r t - t im e , s e a s o n a l, and o t h e r w o r k e r s e x clu d e d f r o m the s e p a r a t e p r o d u c tio n and o f f ic e c a t e g o r ie s . 5 A b b r e v ia t e d to " p u b lic u t i l i t i e s " in th e A - and B - s e r i e s ta b le s . T a x ic a b s and s e r v i c e s in c id e n ta l to w a t e r t r a n s p o r t a t io n a r e e x c lu d e d . T h e lo c a l - t r a n s i t s y s t e m and e l e c t r i c u t i l i t ie s a r e m u n i c i p a l ly o p e r a t e d and t h e r e f o r e e x clu d e d b y d e fin it io n f r o m th e sc o p e o f th e s tu d y . 6 S e p a r a t e d a ta f o r th is d iv is io n a r e n o t p r e s e n te d in the A - and B - s e r i e s ta b le s , but the d i v i s i o n is r e p r e s e n te d in th e " a l l in d u s t r i e s " and " n o n m a n u fa c tu r in g " e s t im a t e s . 7 H o te ls and m o t e ls , la u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s in e s s s e r v i c e s ; a u to m o b ile r e p a i r , r e n t a l, and p a r k in g ; m o tio n p i c t u r e s ; n o n p r o f it m e m b e r s h ip o r g a n iz a t io n s (e x c lu d in g r e lig io u s and c h a r i t a b l e o r g a n iz a t io n s ) ; and e n g in e e rin g and a r c h i t e c t u r a l s e r v i c e s . 31 Appendix B. Occupational Descriptions The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to a ssist its field representatives in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from a r e a to area. This permits grouping occupational wage rates representing comparable job content. Because of this emphasis on inter establishment and interarea comparability of occupational content, the Bureau's job descriptions may differ sig nificantly from those in use in individual establishments or those pre pared for other purposes. In applying these job descriptions, the Bureau's field representatives are instructed to exclude working super viso rs; apprentices; and part-tim e, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Learners, beginners, and trainees, unless specifically included in the job description, are excluded. Office SECRET ARY— Continued SECRETARY Exclusions— Continued Assigned as a personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day activ ities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Perform s varied clerical and secretarial duties requiring a knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. a. Positions which do not meet the described above; secretary concept b. Stenographers not fully trained in secretarial-type duties; c. Stenographers serving as office assistants fessional, technical, or managerial persons; to a group of pro d. 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 s s is t ant, or Executive Assistant; Exclusions. Not all positions that are titled "se c r e ta r y " possess the above characteristics. Examples of positions which are excluded from the definition are as follows: "p erso n a l" Listed below are several occupations for which revised descriptions or titles are being introduced in this survey: Truckdriver Shipper and receiver (previously surveyed as shipping and receiving clerk) Guard Secretary Key entry operator Computer operator Drafter Stationary engineer Boiler tender The Bureau has discontinued collecting data for tabulating -machine operator, bookkeeping-machine operator, and machine biller. Workers previously classified as watchmen are now classified as guards under the revised description. 32 SECRETARY— Continued SECRETARY— Continued Exclusions— Continued Classification by Level— Continued e. f. Positions which do not fit any of the situations listed in the sections below titled ''Level of Su pervisor," e .g ., secretary to the president of a company that employs, in all, over 5 ,0 0 0 persons; Train ees. segment often involving as many as several hundred persons) of a company that employs, in a ll, over 25, 000 persons. LS— 4 Classification by Level Secretary jobs which meet the required characteristics are matched at one of five levels according to (a) the level of the secretary's supervisor within the company's organizational structure and, (b) the level of the secreta ry 's responsibility. The tabulation 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 a ll, 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 5,0 0 0 but fewer than 2 5 ,0 0 0 persons; or c. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that em ploys, in a ll, over 25,0 0 0 persons. Level of Secretary's Supervisor (LS) LS—1 a. Secretary to the supervisor or head of a sm all organizational unit (e .g ., fewer than about 25 or 30 persons); or b. Secretary to a nonsupervisory staff specialist, professional em ployee, administrative officer or assistant, skilled technician or expert. (NOTE: M a n y companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) LS—2 a. Secretary to an executive or managerial person whose respon sibility is not equivalent to one of the specific level situations in the definition for 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 em ploys, in all, fewer than 5 ,0 0 0 persons. LS— 3 N O TE: The term "corporate officer" used in the above LS def inition refers to those officials who have a significant corporatewide policy making role with regard to major company activities. The title "v ice 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— described below according to their level of responsibility. 2 a. Secretary to the chairman of the board or president of a company that em ploys, in a ll, fewer than 100 persons; or LR—1. Perform s varied secretarial duties including or comparable to m ost of the following: 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 a. Answers telephones, coming mail. c. Secretary to the head (immediately below the officer level) over either a m ajor corporatewide functional activity (e .g ., marketing, research , operations, industrial relations, etc.) or a major geographic or organizational segment (e .g ., a regional headquar te r s ; a m ajor division) of a company that em ploys, in all, over 5, 000 but fewer than 25,0 0 0 employees; or d. Secretary to the head of (or other equivalent level over 5 ,0 0 0 persons; or e. personal ca llers, and opbns in b. Answers telephone requests which have standard answers. reply to requests by sending a form letter. May 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. e. Types, takes and transcribes dictation, and files. an individual plant, factory, etc., of official) that em ploys, in all, Secretary to the head of a large and important organizational seg ment (e .g ., a middle management supervisor of an organizational greets calendar and makes appointments as SECRET AR Y— C ontinued STENOGRAPHER— Continued LR— 2. Perform s duties described under LR—1 and, in addition p er form s tasks requiring greater judgment, initiative, and knowledge of office functions including or comparable to most of the following: a. Screens telephone and personal ca lle rs, determining which can be handled by the supervisor's subordinates or other offices. b. Answers requests which require a detailed knowledge of of fice procedures or collection of information from files or other offices. May sign routine correspondence in own or su pervisor's name. c. Compiles or assists in compiling periodic reports on the basis of general instructions. d. Schedules tentative appointments without prior clearance. A s sem bles 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 tabulation shows the level of the secretary for each LS and LR combination: Level of secretary's ______supervisor_____ Stenographer, General. Dictation involves a normal routine vocabu lary. May maintain files, keep simple r e co rd s, or perform other relatively routine clerical tasks. TRANS CRIBING-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 secreta ry 's responsibility TYPIST LR—1 LS—1. LS—2. LS—3. LS— 4. OR Perform s stenographic duties requiring significantly greater in dependence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office pro cedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing steno graphic duties and responsible clerical tasks such as maintaining follow up files; assembling material for reports, memoranda, and letters; com posing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. Class Class Class Class E D C B LR— 2 Class Class Class Class D C B A STENOGRAPHER P rim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-M achine Typist). NOTE: This job is distinguished from that of a secretary in that a secretary norm ally works in a confidential relationship with only one manager or executive and perform s m ore responsible and discretionary tasks as described in the secretary job definition. Uses a typewriter to make copies of various m aterials or to make out bills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m aterials for use in duplicating p ro cesses. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming m ail. Class A . Perform s one or m ore of the following: Typing m aterial in final form when it involves combining m aterial from several sources; or responsibility for correct s-pelling, syllabication, punctuation, etc,, of tech nical or unusual words or foreign language m aterial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circum stances. C lass B. Perform s one or m ore of the following: Copy typing from rough or clear drafts; or routine typing of fo rm s, insurance p olicies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. FILE CLERK Stenographer, Senior. Dictation involves a varied technical or spe cialized vocabulary such as in legal briefs or reports on scientific research. May also set up and maintain file s, keep records, etc. F ile s, cla ssifies, and retrieves m aterial in an established filing system . May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. FILE CLERK— Continued ORDER CLERK— Continued C lass A . C lassifies 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 m aterial. May keep records of various types in conjunction with the files. May lead a sm all group of lower level file clerks. adequacy of information recorded; ascertaining credit rating of customer; furnishing customer with acknowledgement of receipt of order; following-up to see that order is delivered by the specified date or to let customer know of a delay in delivery; maintaining order file; checking shipping invoice against original order. Class B . S o rts, codes, and files unclassified m aterial by simple (subject m atter) headings or partly classified material by finer subheadings. P repares simple related index and cross-referen ce aids. As requested, locates clearly identified m aterial in files and forwards m aterial. May p er form related clerica l 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 . P erform 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 m aterial in files and forwards m aterial; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files. Positions definitions: MESSENGER P erform s various routine duties such as running errands, operating m inor office machines such as sealers or m a ile rs, opening and distributing m a il, and other m inor clerical work. Exclude positions that require operation of a m otor 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. ACCOljNTING CLERK SWITCHBOARD O PERATOR Operates a telephone switchboard or console used with a private branch exchange (P B X) system to relay incoming, outgoing, and intrasystem ca lls. May provide information to ca llers, record and transm it m e ssag es, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the w orker's tim e, and is usually perform ed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard O perator-R eceptionist. SWITCHBOARD OPERATOR-RECEPTIONIST At a single-position telephone switchboard or console, acts both as am operator— see Switchboard Operator— and as a receptionist. Receptionist's work involves such duties as greeting v isitors; determining nature of visitor's business and providing appropriate information; referring visitor to appro priate person in the organization or contacting that person by telephone and arramging an appointment; keeping a log of visitors. ORDER CLERK Receives written or verbal custom ers' purchase orders for m aterial or merchandise from custom ers or sales people. Work typically involves some combination of the following duties: Quoting prices; determining availa bility of ordered item s and suggesting substitutes when n ecessary; advising expected delivery date and method of delivery; recording order and customer 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 becom es familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the form al 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, perform s one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets ACCOUNTING CLERK— Continued COMPUTER SYSTEMS ANALYST, BUSINESS— Continued where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. Does not include employees 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. PAYROLL CLERK For wage study purposes, system s analysts are classified as follows: 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. Class A . Works independently or under only general direction on complex problems involving all phases of system s analysis. Problems are complex because of diverse sources of input data and m ultiple-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-matter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major system s installations or changes and for obtaining equipment. KEY ENTRY OPERATOR Operates keyboard-controlled data entry device such as keypunch machine or key-operated magnetic tape or disk encoder to transcribe data into a form suitable for computer processing. Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. Positions are definitions: May provide functional direction to lower level system s analysts who are assigned to assist. classified into levels on the basis of the following Class B . Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the implications of the data processing systems to be applied. Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching fo r, interpreting, selecting, or coding items to be entered from a variety of source documents. On occasion may also perform routine work as described for class B. N OTE: Excluded are operators above class A using the key entry controls to a cce ss, read, and evaluate the substance of specific records to take substantive actions, or to make entries requiring a sim ilar level of knowledge. Class B. Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous item s, codes, or missing information. OR Works on a segment of a complex data processing scheme or system , as described for class A. Works independently on routine assign ments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system . Professional and Technical COMPUTER SYSTEMS A N ALYST, BUSINESS Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. For example, may assist a higher level system s analyst by preparing the detailed specifications required by program m ers from information developed by the higher level analyst. 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 programm ers to prepare required digital computer program s. Work involves most of the following: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, file s, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised system s; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both system s analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) COMPUTER PROGRAMMER, BUSINESS Converts statements of business problem s, typically prepared by a system s analyst, into a sequence of detailed instructions which are re quired to solve the problems by automatic data processing equipment. Working from charts or diagrams, the program m er develops the pre cise instructions which, when entered into the computer system in coded 36 COMPUTER PROGRAMMER, BUSINESS— Continued COMPUTER PROGRAMMER, BUSINESS— Continued language, cause the manipulation of data to achieve desired results. Work involves most of the following: Applies knowledge of computer capa bilities, mathematics, logic employed by computers, and particular sub ject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects program s; prepares instructions for operating personnel during production run; analyzes, review s, and alters programs to increase operating effi ciency or adapt to new requirements; maintains records of program de velopment and revisions. (NOTE: Workers performing both systems anal ysis and programming should be classified as systems analysts if this is the skill used to determine their pay.) Does not include employees primarily responsible for the man agement or supervision of other electronic data processing employees, or program m ers prim arily concerned with scientific and/or engineering problem s. For wage study purposes, programmers are classified as follows: Class A . Works independently or under only general direction on complex problems which require competence in all phases of pro gramming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the prob lem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products. At this level, programming is difficult because computer equip ment must be organized to produce several interrelated but diverse prod ucts from numerous and diverse data 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 program s. Program s (or segments) usually process information to produce data in two or three varied sequences or formats. 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 programmer or supervisor. May assist higher level program m er by independently performing less difficult tasks assigned, and performing m ore difficult tasks under fairly close direction. May guide or instruct lower level program m ers. Class C . Makes practical applications of programming practices and concepts usually learned in formal training . courses. Assignments are designed to develop competence in the application of standard pro cedures to routine problems. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures. COMPUTER OPERATOR In accordance with operating instructions, monitors and operates the control console of a digital computer to process data. Executes runs by either serial processing (processes one program at a time) or multi processing (processes two or more programs simultaneously). The following duties characterize the work of a computer operator: - Studies needed. operating - Loads equipment paper, etc.). instructions with to required determine items equipment (tapes, setup cards, disks, - Switches necessary auxilliary equipment into system. - Starts and operates computer. - Responds to operating and computer output instructions. - Reviews error m essages and makes corrections during operation or refers problems. - Maintains operating record. May test-run new or modified programs. May a ssist in modifying system s or program s. The scope of this definition includes trainees working to become fully qualified computer operators, fully qualified computer operators, and lead operators providing technical assistance to lower level operators. It excludes workers who monitor and operate remote terminals. Class A . In addition to work assignments described for a class B operator (see below) the work of a class A operator involves at least one of the following: - Deviates from standard procedures to avoid the loss of infor mation or to conserve computer time even though the procedures applied materially alter the computer unit's production plans. - Tests new program s, applications, and procedures. - Advises program m ers techniques. and subject-m atter experts on s e t u p - A ssists in (1) maintaining, modifying, and developing operating system s or program s; (2) developing operating instructions and techniques to cover problem situations; and/or (3) switching to emergency backup procedures (such assistance requires a working knowledge of program language, computer features, and software sy stem s). An operator at this level typically guides lower level operators. COMPUTER OPERATOR— Continued COMPUTER DATA LIBRARIAN Class B . In addition to established production runs, work assign ments include runs involving new program s, applications, and procedures (i.e ., situations which require the operator to adapt to a variety of problems). At this level, the operator has the training and experience to work fairly independently in carrying out most assignments. Assignments may require the operator to select from a variety of standard setup and operating procedures. In responding to computer output instructions or error con ditions, applies standard operating or corrective procedures, but may deviate from standard procedures when standard procedures fail if deviation does not m aterially alter the computer unit’ s production plans. Refers the problem or aborts the program when procedures applied do not provide a solution. May guide lower level operators. Maintains library of media (tapes, disks, cards, cassettes) used for automatic data processing applications. The following or sim ilar duties characterize the work of a computer data librarian: Classifying, cataloging, and storing media in accordance with a standardized system ; upon proper requests, releasing media for processing; maintaining records of releases and returns; inspecting returned media for damage or excessive wear to determine whether or not they need replacing. May perform minor repairs to damaged tapes. Class C . Work assignments are limited to established production runs (i.e ., programs which present few operating problem s). Assignments may consist prim arily of on-the-job training (sometimes augmented by classroom instruction). When learning to run program s, the supervisor or a higher level operator provides detailed written or oral guidance to the operator before and during the run. After the operator has gained experience with a program , however, the operator works fairly independently in applying standard operating or corrective . procedures in responding to computer output instructions or error conditions, but refers problems to a higher level operator or the supervisor when standard procedures fail. Operates peripheral equipment w h i c h directly supports digital computer operations. Such equipment is uniquely and specifically designed for computer applications, but need not be physically or electronically connected to a computer. P rin ters, plotters, card read/punches, tape readers, tape units or drives, disk units or drives, and data display units are examples of such equipment. The following duties characterize the work of a peripheral equipment operator: - Loading printers and plotters with correct paper; adjusting controls for fo rm s, thickness, tension, printing density, and location; and unloading hard copy. - Labelling tape reels, disks, or card decks. Checking labels and mounting and dismounting reels or disks on specified units or drives. designated tape - Setting controls which regulate operation of the equipment. - Observing panel lights for warnings taking appropriate action. and error indications and - Examining tapes, cards, or other m aterial for crea ses, tea rs, or other defects which could cause processing problem s. This classification excludes workers (1) who monitor and operate a control console (see computer operator) or a remote term inal, or (2) whose duties are lim ited to operating decollaters, bu rsters, separators, or sim ilar equipment. Performs drafting work requiring knowledge and skill in drafting methods, procedures, and techniques. Prepares drawings of structures, mechanical and electrical equipment, piping and duct system s and other sim ilar equipment, system s, and a ssem blies. Uses recognized system s of sym bols, legends, shadings, and lines having specific meanings in drawings. Drawings are used to communicate engineering ideas, designs, and inform a tion in support of engineering functions. The following are excluded when they constitute the prim ary purpose of the job: - Design work requiring the technical knowledge, to conceive or originate designs; - Illustrating work requiring artistic ability; - PERIPHERAL EQUIPMENT OPERATOR - DRAFTER Work involving t h e preparation arrangements, floor plans, etc.; - Cartographic work involving the preparation of maps or plats and related m aterials, and drawings of geological structures; and - Supervisory work involving the management of a drafting program or the supervision of drafters. Positions definitions. of charts, skill, and ability diagram s, room are classified into levels on the basis of the following Class A. Works closely with design originators, preparing drawings of unusual^ complex or original designs which require a high degree of precision. Performs unusually difficult assignments requiring considerable initiative, resourcefulness, and drafting expertise. A ssu res that anticipated problems in manufacture, assem bly, installation, and operation are resolved by the drawings produced. E xercises independent judgment in selecting and interpreting data based on a knowledge of the design intent. Although working prim arily as a drafter, may occasionally perform engineering design work in interpreting general designs prepared by others or in completing missing design details. May provide advice and guidance to lower level drafters or serve as coordinator and planner for large and complex drafting projects. Class B. Prepares complete sets of complex drawings which include multiple views, detail drawings, and assem bly drawings. Drawings include complex design features that require considerable drafting skill to visualize and portray. Assignments regularly require the use of mathematical formulas to compute weights, load capacities, dimensions, quantities of m aterials, etc. Working from sketches and verbal information supplied by an engineer or designer, determines the m ost appropriate view s, detail drawings, and supplementary information needed to complete assignments. Selects required information from precedents, manufacturers' catalogs, and technical guides. Independently resolves most- of the problems encountered. Supervisor or designer may suggest methods of approach or provide advice on unusually difficult problems. DRAFTER— Continued ELECTRONICS TECHNICIAN— Continued N O T E : Exclude drafters performing work of sim ilar difficulty to that described at this level but who provide support for a variety of organi zations which have widely differing functions or requirements. frequent engineering changes. Work involves: A detailed understanding of the interrelationships of circuits; exercising independent judgment in per forming such tasks as making circuit analyses, calculating wave form s, tracing relationships in signal flow; and regularly using complex text in struments (e .g ., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators). Class C . Prepares various drawings of parts and a ssem blies, including sectional p ro files, irregular or reverse curves, hidden lin es, and sm all or intricate details. Work requires use of most of the conventional drafting techniques and a working knowledge of the terms and procedures of the industry. Fam iliar or recurring work is assigned in general term s; unfamiliar assignments include information on methods, procedures, sources of information, and precedents to be followed. Simple revisions to existing drawings may be assigned with a verbal explanation of the desired results; m ore complex revisions are produced from sketches which clearly depict the desired product. C lass D. Prepares drawings of sim ple, easily visualized parts or equipment from sketches or marked-up prints. Selects appropriate templates and other equipment needed to complete assignments. Drawings fit fam iliar patterns and present few technical problems. Supervisor provides detailed instructions on new assignm ents, gives guidance when questions a rise, and reviews completed work for accuracy. Class E. Working under close supervision, traces or copies finished drawings, making clearly indicated revisions. Uses appropriate templates to draw curved lines. Assignments are designed to develop increasing skill in various drafting techniques. Work is spot-checked during progress and reviewed upon completion. NOTE: Exclude d r a f t e r s performing elementary receiving training in the m ost basic drafting methods. tasks while ELECTRONICS TECHNICIAN Works on various types of electronic equipment and related devices by performing one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. Work requires practical application of technical knowledge, of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. The equipment— consisting of either many different kinds of circuits or multiple repetition of the same kind of circuit— includes, but is not limited to, the following: (a) Electronic transmitting and receiving equipment (e .g ., radar, radio, television , telephone, sonar, navigational aids), (b) digital and analog com puters, and (c) industrial and medical measuring and controlling equipment. This classification excludes repairers of such standard electronic equipment as common office machines and household radio and television sets; production assem blers and testers; workers whose primary duty is servicing electronic test instruments; technicians who have administrative or supervisory responsibility; and drafters, designers, and professional engineers. Positions definitions: are classified into levels on the basis of the following Class A . Applies advanced technical knowledge to solve unusually complex problems (i.e ., those that typically cannot be solved solely by reference to m anufacturers' manuals or sim ilar documents) in working on electronic equipment. Examples of such problems include location and density of circuitry, electromagnetic radiation, isolating malfunctions, and Work may be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. May provide technical guidance to lower level technicians. Class B. Applies comprehensive technical knowledge to solve com plex problems (i.e ., those that typically can be solved solely by properly interpreting manufacturers' manuals or sim ilar documents) in working on electronic equipment. Work involves: A familiarity with the interrelation ships of circuits; and judgment in determining work sequence and in selecting tools and testing instruments, usually less complex that those used by the class A technician. Receives technical guidance, as required, from supervisor or higher level technician, and work is reviewed for specific compliance with accepted practices and work assignments. May provide technical guidance to lower level technicians. Class C. Applies working technical knowledge to perform simple or routine tasks In working on electronic equipment, following detailed in structions which cover virtually all procedures. Work typically involves such tasks a s: A ssisting 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 gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the prem ises of a factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and em ployees; and planning and carrying out programs involving REGISTERED INDUSTRIAL NURSE— Continued MAINTENANCE MACHINIST— Continued health education, accident prevention, evaluation of plant environment, or other activities affecting the health, w elfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded. 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 m etals; 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, Toolroom, and Powerplant MAINTENANCE CARPENTER MAINTENANCE MECHANIC (MACHINERY) P erform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, flo ors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to di mensions of work; and selecting m aterials necessary for the work. In gen eral, the work of the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a machinery maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and ex perience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines. MAINTENANCE ELECTRICIAN P erform s a variety of electrical trade functions such as the in stallation, maintenance, or repair of equipment for the generation, 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 equipment such as generators, tran sform ers, switchboards, controllers, circuit breakers, m otors, heating units, conduit System s, or other tran s m ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the main tenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MAINTENANCE MECHANIC (MOTOR VEHICLE) Repairs automobiles, buses, motortrucks, and tractors of an estab lishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and per forming repairs that involve the use of such handtools as wrenches, gauges, d rills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; r e assembling and installing the various assem blies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the motor vehicle maintenance mechainc requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification d o e s not i n c l u d e custom ers' vehicles in automobile repair shops. MAINTENANCE PAINTER 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 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 form al apprenticeship or equivalent training and experience. who repair MAINTENANCE PIPEFITTER Installs or repairs water, steam , gas, or other types of pipe and pipefittings in an establishment. Work involves m ost of the following: Laying out work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to 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 prim arily 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 mechanics 40 MAINTENANCE SH E E T -M E T A L WORKER MACHINE-TOOL OPERATOR (TOOLROOM)— Continued Fabricates, in sta lls, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lock ers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves m ost of the following: Planning and laying out all types of sheet-m etal maintenance work from blueprints, models, or other specifica tions; setting up and operating all available types of sheet-m etal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assem bling; and installing sheet-m etal articles as required. In general, the work of the maintenance sheet-m etal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. work of a machine-tool operator (toolroom) at the skill level called for in this classification requires extensive knowledge of machine-shop and tool room practice usually acquired through considerable on-the-job training and experience. For cross-industry wage study purposes, this classification does not include m achine-tool operators (toolroom) employed in tool and die jobbing shops. TOOL AND DIE MAKER Constructs and repairs jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to m odels, blueprints, drawings, or other written or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate m aterials, tools, and processes required to complete task; making necessary shop computations; setting up and operating various machine tools and related equipment; using various tool and die m aker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to 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. m il l w r ig h t Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to str e sse s, strength of m aterials, and centers of gravity; aligning and balancing equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience. For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers). MAINTENANCE TRADES HELPER A ssists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and 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. STATIONARY ENGINEER Operates and maintains one or more systems which provide an establishment with such services as heat, air-conditioning (cool, humidify, dehumidify, filter, and circulate air), refrigeration, steam or high-tempera ture water, or electricity. Duties involve: Observing and interpreting readings on gauges, m eters, and charts which register various aspects of the system 's operation; adjusting controls to insure safe and efficient opera tion of the system and to meet demands for the service provided; recording in logs various aspects of the system 's operation; keeping the engines, machinery, and equipment of the system in good working order. May direct and coordinate activities of other workers (not stationary engineers) in per forming tasks directly related to operating and maintaining the system or system s. M A C H INE-TOOL OPERATOR (TOOLROOM) Specializes in operating one or more than one type of machine tool (e .g ., jig b o rer, grinding machine, engine lathe, milling machine) to machine metal for use in making or maintaining jig s, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or nonmetallic m aterial (e .g ., plastic, plaster, rubber, glass). Work typically involves: Planning and performing difficult machining operations which require complicated setups or a high degree of accuracy; setting up machine tool or tools (e .g ., install cutting tools and adjust guides, stops, working tab les, and other controls to handle the size of stock to be machined; determine proper feeds, speeds, tooling, and operation sequence or select those prescribed in drawings, blueprints, or layouts); using a variety of precision measuring instruments; making necessary adjustments during machining operation to achieve requisite dimensions to very close tolerances. May be required to select proper coolants and cutting and lubricating oils, to recognize when tools need dressing, and to dress tools. In general, the The classification excludes head or chief engineers in establishments employing m ore than one engineer; workers required to be skilled in the repair of electronic control equipment; and workers in establishments pro ducing electricity, steam , or heated or cooled air primarily for sale. BOILER TENDER Tends one or more boilers to produce steam or high-temperature water for use in an establishment. Fires boiler. Observes and interprets readings on gauges, m eters, and charts which register various aspects of boiler operation. Adjusts controls to insure safe and efficient boiler opera tion and to meet demands for steam or high-temperature water. May also 41 BOILER TENDER— Continued SHIPPER AND RECEIVER— Continued do one or more of the following: Maintain a log in which various aspects of boiler operation are recorded; clean, oil, make minor repairs or assist in repairs to boilerroom equipment; and, following prescribed methods, treat boiler water with chem icals and analyze boiler water for such things as acidity, causticity, and alkalinity. receipts, or other records; checking for damaged goods; insuring that goods are appropriately identified for routing to departments within the establishment; preparing and keeping records of goods received. For wage study purposes, workers are classified as follows: The classification excludes workers in establishments producting electricity, steam , or heated or cooled air prim arily for sale. Shipper Receiver Shipper and receiver Material Movement and Custodial WAREHOUSEMAN TRUCKDRIVER A s directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following: Verifying materials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored m aterials; examining stored m aterials and r e porting deterioration and damage; removing m aterial from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties. Drives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or workers between various types of establishments such a s: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and custom ers' houses or places of business. May also load or unload truck with or without h elpers, make minor mechanical repairs, and keep truck in good working order. Salesroute and over-th e-road drivers are excluded. For wage study purposes, truckdrivers are classified by type and rated capacity of truck, as follow s: Exclude workers whose prim ary duties involve shipping and r e ceiving work (see Shipper and Receiver and Shipping Packer), order filling (see Order F iller), or operating power trucks (see P ow er-Truck Operator). Truckdriver, light truck (straight truck, under IV2 tons, usually 4 wheels) Truckdriver, medium truck (straight truck, IV2 to 4 tons inclusive, usually 6 wheels) Truckdriver, heavy truck (straight truck, over 4 tons, usually 10 wheels) Truckdriver, tractor-trailer ORDER FILLER F ills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slip s, custom ers' ord ers, or other instructions. May, in addition to filling orders and in dicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties. SHIPPER AND RECEIVER 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 problem s, receives specific guid ance from supervisor or other officials. May direct and coordinate the activities of other workers engaged in handling goods to be shipped or being received. SHIPPING PACKER Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or m ore 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 pr crates are excluded. Shippers typically are responsible for most of the following: Verifying that orders are accurately filled by comparing items and quantities of goods gathered for shipment against documents; insuring that shipments are properly packaged, identified with shipping information, and loaded into transporting vehicles; preparing and keeping records of goods shipped, e .g ., manifests, bills of lading. R eceivers typically are responsible for most of the following: Verifying the correctness of incoming shipments by comparing items and quantities unloaded against bills of lading, invoices, m anifests, storage 42 M A TERIAL HANDLING LABORER GUARD— Continued A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various hnaterials and merchandise on or from freight c a rs, trucks, or other transporting devices; unpacking, shelving, or placing m aterials or merchandise in proper storage location; and transporting m aterials or merchandise by handtruck, car, or wheelbarrow. Longshore w orkers, who load and unload ships, are excluded. Guards employed by establishments which provide protective ser vices on a contract basis are included in this occupation. For wage study purposes, guards are classified as follows: Class A . Enforces regulations designed to prevent breaches of security. E xercises judgment and uses discretion in dealing with em er gencies and security violations encountered. Determines whether first response should be to intervene directly (asking for assistance when deemed necessary and time allows), to keep situation under surveillance, or to re port situation so that it can be handled by appropriate authority. Duties require specialized training in methods and techniques of protecting security areas. Commonly, the guard is required to demonstrate continuing physical fitness and proficiency with firearm s or other special weapons. PO W E R -TR U C K OPERATOR Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. Class B . Carries out instructions prim arily oriented toward in suring that emergencies and security violations are readily discovered and reported to appropriate authority. Intervenes directly only in situations which require minimal action to safeguard property or persons. Duties require minimal training. Commonly, the guard is not required to demonstrate physical fitness. May be armed, but generally is not required to demonstrate proficiency in the use of firearm s or special weapons. For wage study purposes, workers are classified by type of powertruck, as follow s: Forklift operator P ow er-truck operator (other than forklift) JANITOR, PORTER, OR CLEANER Cleans and keeps in an orderly condition factory working areas and washroom s, or prem ises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trim m ings; providing supplies and minor maintenance services; and cleaning, lavatories, showers, and restroom s. Workers who specialize in window washing are excluded. GUARD Protects property from theft or damage, or persons from hazards or interference. Duties involve serving at a fixed post, making rounds on foot or by motor vehicle, or escorting persons or property. May be deputized to make a rrests. May also help visitors and customers by answering questions and giving directions. 43 Service Contract Act Surveys The following areas are su r veyed periodically for use in admin istering the Service Contract A ct of 1965. Survey results are pub lished in releases which are availa ble, at no cost, while supplies last from any of the BLS regional offices shown on the back cover. Alaska (statewide) Albany, Ga. Albuquerque, N. Mex. Alexandria—L eesville, La. Alpena— Standish— Tawas City, Mich. Ann Arbor, Mich. Asheville, N.C. Augusta, Ga.— S.C. Austin, Tex. Bakersfield, Calif. Baton Rouge, La. Battle Creek, Mich. Beaumont— Port Arthur— Orange and Lake Charles, Tex.—La. Biloxi— Gulfport and Pascagoula— Moss Point, M iss. Binghamton, N. Y. Birmingham, Ala. Bloomington— Vincennes, Ind. Bremerton— Shelton, Wash. Brunswick, Ga. Cedar Rapids, Iowa Champaign— Urbana— Rantoul, 111. Charleston— North Charleston— Walterboro, S.C. Charlotte— Gastonia, N.C. Clarksville-H opkinsville, Tenn.— Ky. Columbia— Sumter, S.C. Columbus, Ga.— Ala. Columbus, M iss. Connecticut (statewide) Decatur, HI. Des Moines, Iowa Dothan, Ala. Duluth-Superior, Minn.—W is. El Paso— Alamogordo—Las Cruces,. Tex.—N. Mex. Eugene— Springfieldr-Medford, Oreg. GOVERNMENT P R IN T IN G O F F IC E : 1980 & U .S . - 640-306/82 Fayetteville, N.C. Fort Lauderdale— Hollywood and West Palm Beach— Boca Raton, Fla. Fort Smith, Ark.—Okla. Fort Wayne, Ind. Gadsden and Anniston, Ala. Goldsboro, N.C. Grand Island— Hastings, Nebr. Guam, Territory of Harrisburg—Lebanon, Pa. Knoxville, Tenn. La C ro sse— Sparta, Wis. Laredo, Tex. Las Vegas—Tonopah, Nev. Lexington— Fayette, Ky. Lima, Ohio Little Rock— North Little Rock, Ark. Lorain— Elyria, Ohio Lower Eastern Shore, Md.— Va.— Del. Macon, Ga. Madison, W is. Maine (statewide) Mansfield, Ohio M cAllen— Phari^-Edinburg and Brownsville— Harlingen— San Benito, Tex. Meridian, M iss. Middlesex, Monmouth, and Ocean Counties, N. J. Mobile— Pensacola—Panama City, A la.— Fla. Montana (statewide) Nashville— Davidson, Tenn. New Bern— Jacksonville, N.C. New Hampshire (statewide) North Dakota (statewide) Northern New York Northwest Texas Orlando, Fla. Oxnard— Simi Valley-Ventura, Calif. Peoria, 111. Phoenix, A riz. Pine Bluff, Ark. Pueblo, Colo. Puerto Rico Raleigh— Durham, N.C. Reno, Nev. Riverside— San Bernardino— Ontario, Calif. Salina, Kans. Salinas— Seaside— Monterey, Calif. Sandusky, Ohio Santa Barbara— Santa Maria— Lompoc, Calif. Savannah, Ga. Selma, Ala. Sherman— Denison, Tex. Shreveport, La. South Dakota (statewide) Southeastern Massachusetts Southern Idaho Southwest Virginia Spokane, Wash. Springfield, 111. Stockton, Calif. Tacoma, Wash. Tampa— St. Petersburg, Fla. Topeka, Kans. Tucson— Douglas, A riz. Tulsa, Okla. Upper Peninsula, Mich. Vallejo— Fairfield— Napa, Calif. Vermont (statewide) Virgin Islands of the U.S. Waco and Killeen-Tem ple, Tex. Waterloo— Cedar Falls, Iowa W est Virginia (statewide) Western and Northern Massachusetts Wichita Falls— Lawton— Altus, Tex.— Okla. Yakima—Richland— Kennewick— Pendleton, Wash.—Oreg. ALSO AV AILA B LE — An annual report on salaries for accountants, auditors, chief account ants, attorneys, job analysts, d ire c tors of personnel, buyers, chem ists, engineers, engineering technicians, drafters, a n d clerical employees is available. Order as BLS B ulle tin 2004, National Survey of P r o fessional, Administrative, Technical and C lerical Pay, March 1978, $ 2.40 a copy, from any of the BLS r e gional sales offices shown on the back cover, or from the Superin tendent of Documents, U.S. Govern ment Printing Office, Washington, D.C. 20402. Area Wage Surveys A list of the latest bulletins available is presented below. Bulletins may be purchased from any of the BLS regional offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D .C . 20402. Make checks payable to Superintendent of Documents. A directory of occupational wage surveys, covering the years 1970 through 1977, is available on request. A rea Akron, Ohio, Dec. 1978 _______________________________________ A lbany-Schenectady-Troy, N .Y ., Sept. 1979________________ Anaheim— Santa Ana—Garden Grove, C alif., Oct. 1979______________________________________________ Atlanta, G a., May 1979________________________________________ Baltim ore, M d., Aug. 1979___________________________________ B illings, Mont., July 1979____________________________________ Birmingham, A la ., M ar. 19 7 8 ________________________________ Boston, M a ss., Aug. 1979_____________________________________ Buffalo, N. Y., Oct. 1979______________________________________ Canton, Ohio, May 1978 _______________________________________ Chattanooga, Tenn.— Ga., Sept. 1979__________________________ Chicago, 111., May 1979________________________________________ Cincinnati, Ohio— Ky.—Ind., July 1979 1______________________ Cleveland, Ohio, Sept. 1979___________________________________ Columbus, Ohio, Oct. 1979__________________________________ Corpus Christi, T ex., July 1979 1_____________________________ Dallas— Fort Worth, T ex ., Dec. 1979________________________ Davenport-Rock Islandr-Moline, Iowa— 111., Feb. 1979______ Dayton, Ohio, Dec. 1979______________________________________ Daytona Beach, F la ., Aug. 1979 1 ____________________________ Denver-B oulder, C olo., Dec. 19 7 8 ___________________________ Detroit, M ich., M ar. 1979 1__________________________________ Fresno, C alif., June 1979__________________________________ Gainesville, F la ., Sept. 1979_________________________________ Gary— Hammond— ast Chicago, Ind., Oct. 1979 1____________ E Green Bay, W is., July 1979___________________________________ Greensboro— inston-Salem — W High Point, N .C ., Aug. 1979_______________________________________________ Greenville— Spartanburg, S .C ., June 1979 1 _________________ Hartford, Conn., M ar. 1979___________________________________ Houston, T ex., A pr. 1979_____________________________________ Huntsville, A la ., Feb. 1979____________________________________ Indianapolis, Ind., Oct. 1979__________________________________ Jackson, M iss., Jan. 1979 1___________________________________ Jacksonville, F la ., Dec. 1978 ________________________________ Kansas City, M o .-K a n s., Sept. 1979 1_______________________ Los Angeles—Long Beach, C alif., Oct. 1979________________ Louisville, Ky.—Ind., Nov. 1979______________________________ Memphis, Tenn.— rk.—M i s s ., Nov. 1979 1___________________ A Bulletin number and price * 2025-63, $1 .0 0 2050-46, $ 1 .5 0 2050-48, 2050-20, 2050-42, 2050-43, 2025-15, 2050-50, 2050-65, 2025-22, 2050-39, 2050-21, 2050-28, 2050-47, 2050-61, 2050-33, 2050-67, 2050-10, 2050-64, 2050-41, 2025-68, 2050-7, 2050-25, 2050-45, 2050-60, 2050-31, 2050-49, 2050-29, 2050-12, 2050-15, 2050-3, 2050-54, 2050-9, 2025-67, 2050-58, 2050-59, 2050-66, 2050-56, $ 1.50 $1.30 $ 1 .7 5 $1.50 80 cents $ 1 .7 5 $ 2 .2 5 70 cents $1.50 $ 1 .7 5 $2 .0 0 $1 .7 5 $ 2 .2 5 $ 1 .7 5 $ 2 .2 5 $ 1.00 $2 .0 0 $1.50 $ 1 .2 0 $1.50 $1.50 $ 1.50 $ 2 .2 5 $ 1.50 $1.50 $1 .7 5 $ 1.10 $ 1 .3 0 $ 1.00 $ 2 .2 5 $1.20 $ 1 .0 0 $ 2 .7 5 $ 2 .2 5 $ 2.00 $ 2 .2 5 Area Miami, F la., Oct. 1979_______________________________________ Milwaukee, W is., Apr. 1979__________________________________ Minneapolis— St. Paul, Minn.—W is., Jan. 1979_______________ Nassau— Suffolk, N. Y ., June 1979____________________________ Newark, N .J ., Jan. 1979______________________________________ New Orleans, La., Oct. 1979__________________________________ New York, N .Y .-N .J ., May 1979_____________________________ Portsmouth, Va.— Norfolk—Virginia Beach— N .C ., May 1979 1 _____________________________________________ Norfolk—Virginia Beach— Portsmouth and Newport News— Hampton, Va.— .C ., May 1978------------------.. N Northeast Pennsylvania, Aug. 1979 1 ------------------------------------Oklahoma City, Okla., Aug. 1979____________________________ Omaha, Nebr.—Iowa, Oct. 1979_______________________________ Paterson— Clifton— assaic, N.J., June 1979____________ -— P Philadelphia, P a .-N .J ., Nov. 1979 1__________________________ Pittsburgh, Pa., Jan. 1979 1__________________________________ Portland, Maine, Dec. 1979___________________________________ Portland, Oreg.—Wash., May 1979____________________________ Poughkeepsie, N .Y ., June 1979_______________________________ Poughkeepsie— Kingston— Newburgh, N .Y ., June 1979_______ Warwick—Pawtucket, R. I.— Providence— M a ss., June 1979 1 __________________________________________ Richmond, Va., June 1979____________________________________ St. Louis, Mo.—111., Mar. 1979 1 _____________________________ Sacramento, C alif., Dec. 1978 ______________________________ , Saginaw, Mich., Nov. 1979 1 __________________________________ Salt Lake City—Ogden, Utah, Nov. 1979______________________ San Antonio, Tex., May 1979__________________________________ San Diego, C alif., Nov. 1978__________________________________ San Francisco— Oakland, C alif., Mar.1979____________________ San Jose, C alif., Mar. 1979___________________________________ Seattle— Everett, Wash., Dec. 1979 1_________________________ South Bend, Ind., Aug. 1979 1_________________________________ Toledo, Ohio-M ich., May 1979_______________________________ Trenton, N.J., Sept. 1979_____________________________________ Utica—Rome, N .Y ., July 1978_________________________________ Washington, D .C .-M d .-V a ., M ar. 1979______________________ Wichita, K ans., Apr. 1979____________________________________ W orcester, M a ss., Apr. 1979________________________________ York, P a., Feb. 1979__________________________________________ Bulletin number and price * 2050-55, 2050-8, 2050-1, 2050-36, 2050-5, 2050-53, 2050-30, $2.25 $1.30 $1.30 $1.75 $1.30 $2 .2 5 $1.75 2050-22, $1.75 2025-21, 2050-32, 2050-37, 2050-51, 2050-26, 2050-57, 2050-11, 2050-63, 2050-27, 2050-34, 2050-35, 2050-38, 2050-24, 2050-13, 2025-75, 2050-52, 2050-62, 2050-17, 2025-73, 2050-14, 2050-19, 2050-68, 2050-44, 2050-16, 2050-40, 2025-34, 2050-4, 2050-18, 2050-23, 2050-6, 5C Prices are determined by the Government Printing Office and are subject to change. | * Data on establishment practices and supplementary wage provisions are also presented. 80 cents $1.75 $ 1.50 $ 1.50 $1.50 $3.00 $1.50 $1.75 $1.75 $1.50 $1.50 $ 1.75 $1.50 $1.50 $1.00 $ 1.75 $2.00 $1.00 $1.00 $1.20 $1.10 $ 2.25 $ 1.75 $1.10 $1.50 $ 1.00 $1.20 $1.00 $1.50 $1.00 Postage and Fees Paid U.S. Department of Labor U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212 Third Class Mail Official Business Penalty for private use, $300 Lab-441 Bureau of Labor Statistics Regional Offices R g nI e io R g n II e io R g n III e io R g n IV e io 1603 JFK Federal Building Government Center Boston, Mass 02203 Phone: 223-6761 (Area C ode617) Suite 3400 1515 Broadway New York, N Y, 10036 Phone 399-5406 (Area Code 212) 3535 Market Street, P O Box 13309 Philadelphia, Pa 19101 Phone: 596-1154 (Area Code 215) Suite 540 1371 Peachtree St , N E 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 Colum bia Maryland Pennsylvania Virginia West Virginia Alabama Florida Georgia Kentucky M ississippi North Carolina South Carolina Tennessee R g nV e io Region VI Regions VII and VIII Regions IX and X 9th Floor. 230 S Dearborn St. Chicago, III 60604 Phone 353-1880 (Area Code 312) Second Floor 555 G riffin Square Building Dallas, Tex 75202 Phone: 767-69 71 (Area Code 214) Federal O ffice Building 911 Walnut St.. 15th Floor Kansas City, Mo 64106 Phone 374-2481 (Area Code 816) 450 Golden Gate Ave Box 36017 San Francisco, Calif 94102 Phone 556-4678 (Area Code 415) Arkansas Louisiana New Mexico Oklahoma Texas V II IX X Arizona C alifornia Hawaii Nevada Alaska Idaho Oregon Washington Illinois Indiana Michigan Minnesota Ohio Wisconsin Iowa Kansas M issouri Nebraska V III Colorado Montana North Dakota South Dakota Utah Wyoming
