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AREA WAGE SURVEY Trenton, New Jersey, Metropolitan Area, September 1972 Bulletin 1775-12 U.S. DEPARTMENT OF LABOR Rnrpaii of Labor Statistics Preface This bulletin provides results of a September 1972 survey of occupational earnings and supplementary wage benefits in the Trenton, New Jersey, Standard Metropolitan Statistical Area (Mercer County). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. The program is designed to yield data for individual metropolitan areas, as well as national and regional estimates for all Standard Metropolitan Areas in the United States, excluding Alaska and Hawaii, (as defined by the U.S. Office of Management and Budget through November 1971). A major consideration in the area wage survey program is the need to describe the level and movement of wages in a variety of labor markets, through the analysis of (l) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program de velops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract Act of 1965. Currently, 96 areas are included in the program. (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage bene fits, collected every second year in the past, is now obtained every third year. Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The first brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estimates, projected from individual metropolitan area data. The Trenton survey was conducted by the Bureau's regional office in New York, N .Y., under the general direction of Alvin I. Margulis, Assistant Regional Director for Operations. The survey could not have been accomplished without the cooperation of the many firms whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Note: Also available for the Trenton area are listings of union wage rates for building trades, printing trades, local-transit operating employees, local truckdrivers and helpers, and grocery store employees. Free copies of these are available from the Bureau's regional offices. (See back cover for addresses.) AREA WAGE SURVEY Bulletin 1775-12 U.S. D E P A R T M E N T O F LA B O R , James D. Hodgson, Secretary December 1972 B U R EA U OF LABOR S TA TIS TIC S, Geoffrey H. Moore, Commissioner Trenton, New Jersey, Metropolitan Area, September 1972 C O NTENTS Page 2 Introduction 6 Wage trends for selected occupational groups T ables: 5 7 8 10 11 12 13 14 15 16 17 18 19 20 23 1. Establishments and workers within scope of survey and number studied 2. Indexes of earnings for selected occupational groups, and percents of increase for selected periods A. Occupational earnings: A -l. Office occupations: Weekly earnings A -2 . Professional and technical occupations: Weekly earnings A -3 . Office, professional, and technical occupations: Average weekly earnings, by sex A -4 . Maintenance and powerplant occupations: Hourly earnings A -5 . Custodial and material movement occupations: Hourly earnings A - 6. Maintenance, powerplant, custodial, and material handling occupations: Average hourly earnings, by sex B. Establishment practices and supplementary wage provisions: B -l. Minimum entrance salaries for women officeworkers B -2 . Shift differentials B -3 . Scheduled weekly hours and days B -4 . Annual paid holidays B -4a. Identification of major paid holidays B -5 . Paid vacations B -6 . Health, insurance, and pension plans 25 Appendix. Occupational descriptions F o r sale b y th e S u p e rin te n d e n t o f D o c u m e n ts , U .S . G o v e rn m e n t P rin tin g O ffic e , W a s h in g to n , D .C ., 2 0 4 0 2 — P rice 5 5 ce n ts 1 In tro d u c tio n This area is 1 of 96 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide b asis.1 In this area, data were obtained by personal visits of Bureau field economists to representa tive establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establish ments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Sepa rate tabulations are provided for each of the broad industry divisions which meet publication criteria. the A -series tables, because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Earnings data not shown separately for industry divisions are included in all industries combined data, where shown. Likewise, data are included in the overall classification when a subclassification of electronics technicians, secretaries, or truckdrivers is not shown or information to subclassify is not available. Occupational employment and earnings data are shown for full-time workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are ex cluded, but cost-of-living allowances and incentive earnings are in cluded. Where weekly hours are reported, as for office clerical occu pations, reference is to the standard workweek (rounded to the nearest half hour) for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. These surveys are conducted on a sample basis. The sam pling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small establishments is selected. When data are combined, each establishment is weighted according to its proba bility of selection, so that unbiased estimates are generated. For ex ample, if one out of four establishments is selected, it is given a weight of four to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classifi cation if data are not available for the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit. These surveys measure the level of occupational earnings in an area at a particular time. Comparisons of individual occupational averages over time may not reflect expected wage changes. The aver ages for individual jobs are affected by changes in wages and employ ment patterns. For example, proportions of workers employed by high- or low-wage firms may change or high-wage workers may ad vance 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. Trends in earnings of occupational groups, shown in table 2, are better indicators of wage trends than individual jobs within the groups. Occupations and Earnings The occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3) maintenance and powerplant; and (4) custodial and material move ment. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. The occupations selected for study are listed and described in the appendix. 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 occupations, are not presented in Average earnings reflect composite, areawide estimates. In dustries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay aver ages may fail to reflect accurately the wage differential among jobs in individual establishments. Average pay levels for men and women in selected occupa tions 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, since only the rates paid incumbents are collected, and performance of spe cific duties within the general survey job descriptions. Job descrip tions 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. 1 Included in the 96 areas are 10 studies conducted by the Bureau under contract. These areas are Austin, Tex. j Binghamton, N .Y . (New York portion only); Durham, N. C . ; Fort Lauderdale— Hollywood and West Palm Beach, F la.; Huntsville, A la .; Lexington, K y .; Poughkeepsie—Kingston— Newburgh, N .Y . ; Rochester, N .Y . (effice occupations only); Syracuse, N .Y. ; and Utica—R ome, N.Y. In addition, the Bureau conducts more limited area studies in approximately 70 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. 2 3 Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actu ally surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative impor tance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data. Establishment Practices and Supplementary Wage Provisions Information is presented (in the B -series tables) on selected establishment practices and supplementary wage provisions for plantworkers and officeworkers. Data for industry divisions not presented separately are included in the estimates for "all industries." Admin istrative, executive, and professional employees, and construction workers who are utilized as a separate work force are excluded. "Plantworkers" include working foremen and all nonsupervisory work ers (including leadmen and trainees) engaged in nonoffice func tions. "Officeworkers" include working supervisors and nonsuper visory workers performing clerical or related functions. Cafeteria workers and routemen are excluded in manufacturing industries, but included in nonmanufacturing industries. Minimum entrance salaries for women officeworkers only to the establishments visited. (See table B -l.) Because optimum sampling techniques used and the probability that large lishments are more likely than small establishments to have entrance rates above the subclerical level, the table is more sentative of policies in medium and large establishments. relate of the estab formal repre Shift differential data are limited to plantworkers in manu facturing industries. (See table B -2.) This information is presented in terms of (1) establishment policy2 for total plantworker employ ment, and (2) effective practice for workers actually employed on the specified shift at the time of the survey. In establishments having varied differentials, the amount applying to a majority is used; if no amount applies to a majority, the classification "other" is used. In e s tablishments having some late-shift hours paid at normal rates, a dif ference is recorded only if it applies to a majority of the shift hours. The scheduled wec-kly hours and days of a majority of the first-shift workers in an establishment are tabulated as applying to all of the plantworkers or officeworkers of that establishment. (See table B -3.) Scheduled weekly hours and days are those which a m a jority of full-time employees £>re expected to work, whether they are paid straight-time or overtime rates. 2 An establishment is considered as having tions: (1) Operated late shifts at the time of the shifts. An establishment was considered as having during the 12 months before the survey, or (2) had a policy if it met either survey, or (2) had formal formal provisions if it (1) provisions in written form of the following condi provisions covering late had operated late shifts for operating late shifts. Paid holidays; paid vacations; and health, insurance, and pen sion plans are treated statistically on the basis that these are appli cable to all plantworkers or officeworkers if a majority of such work ers are eligible or may eventually qualify for the practices listed. (See tables B -4 through B -6.) Sums of individual items in tables B-2 through B -6 may not equal totals because of rounding. Data on paid holidays are limited to holidays granted annu ally on a formal basis; i.e ., (1) are provided for in written form, or (2) are established by custom. (See table B -4.) Holidays ordinarily granted are included even though they may fall on a nonworkday and the worker is not granted another day off. The first part of the paid holidays table presents the number of whole and half holidays actually granted. The second part combines whole and half holidays to show total holiday time. Table B-4a reports the incidence of the most common paid holidays. The summary of vacation plans is a statistical measure of vacation provisions rather than a measure of the proportion of workers actually receiving specific benefits. (See table B -5.) Provisions apply to all plantworkers or officeworkers in an establishment regardless of length of service. Payments on other than a time basis are con verted to a time period; for example, 2 percent of annual earnings are considered equivalent to 1 weeks' pay. Only basic plans are in cluded. Estimates exclude vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans. Such provisions are typical in the steel, aluminum, and can industries. Health, insurance, and pension plans for which the employer pays at least a part of the cost include those (1) underwritten by a commercial insurance company or nonprofit organization, (2) provided through a union fund, or (3) paid directly by the employer out of cur rent operating funds or from a fund set aside for this purpose. (See table B -6.) An establishment is considered to have such a plan if the majority of employees are covered under the plan even if less than a majority elect to participate because employees are required to con tribute toward the cost of the plan. Excluded are legally required plans, such as workmen's compensation, social security, and railroad retirement. Sickness and accident insurance is limited to that type of in surance under which predetermined cash payments are made directly to the insured during temporary illness or accident disability. Infor mation is presented for all such plans to which the employer con tributes. However, in New York and New Jersey, which have enacted temporary disability insurance laws requiring employer contributions,3 plans are included only if the employer (1) contributes more than is legally required, or (2) provides the employee with benefits which ex ceed the requirements of the law. Tabulations of paid sick leave plans 3 contributions. The temporary disability laws in California and Rhode Island do not require employer 4 are limited to formal plans 4 which provide full pay or a proportion of the worker's pay during absence from work because of illness. Sepa rate tabulations are presented according to (1) plans which provide full pay and no waiting period, and (2) plans which provide either partial pay or a waiting period. In addition to the presentation of proportions of workers provided sickness and accident insurance or paid sick leave, an unduplicated total is shown of workers who receive either or both types of benefits. tbo end of the disability, a maximum age, or eligibility for retire ment benefits. Full or partial payments are almost always reduced by social security, workmen's compensation, and private pension benefits payable to the disabled employee. Major medical insurance plans protect employees from sick ness and injury expenses beyond the coverage of basic hospitalization, medical, and surgical plans. Typical features of major medical plans are (1) a "deductible" (e.g., $50) paid by the insured before benefits Long-term disability insurance plans provide payments to begin; (2) a coinsurance feature requiring the insured to pay a portion totally disabled employees upon the expiration of their paid sick leave (e.g., 20 percent) of certain expenses; and (3) stated dollar maximum and/or sickness and accident insurance, or after a predetermined benefits (e.g., $ 10,000 a year). Medical insurance provides complete period of disability (typically 6 months). Payments are made until or partial payment of doctors' fees. Dental insurance usually covers 4 A n establishm ent is considered as having a form al plan i f it established at least the m inim um fillings, extractions, and X -ra ys. Excluded are plans which cover only oral surgery or accident damage. Retirement pension plans provide num ber o f days o f sick le a v e a v a ila b le to each e m p lo y e e . Such a plan need not be w ritten, but payments for the remainder of the worker's life. inform al sick le a v e allow an ces, determ ined on an individual basis, are exclu ded. 5 T a b le 1. E s ta b lis h m e n ts an d w o rk e rs w ith in s c o p e o f s u rv e y and n u m b e r s tu d ie d in T r e n to n , N .J .,1 by m a jo r in d u s try d iv is io n ,2 S e p te m b e r 1 9 7 2 W o r k e r s in esta b lish m en ts N um ber o f esta b lish m e n ts M inim um em ploym en t in e s t a b lis h m ents in s c o p e o f study Industry d iv is io n A ll d i v i s i o n s __________________________________ M a n u fa ctu rin g _____________________________________ N on m a n u fa ctu rin g _________________________________ T r a n s p o rta tio n , co m m u n ic a tio n , and oth er p u b lic u tilitie s 5____________ _________ W h o le s a le tr a d e ________________________________ R eta il t r a d e -------------------------------------------------------F in a n ce , in s u r a n c e , and r e a l e sta te_________ S e r v ic e s 8_______________________________________ W ithin s c o p e o f study W ithin s c o p e o f s tu d y 3 Studied T o t a l4 Studied Plant N um ber P ercen t O ffic e T o t a l4 192 88 4 9 .5 6 5 100 3 1 .6 2 2 7. 855 3 5 ,5 4 4 50 - 101 91 45 43 3 4 ,1 9 4 15,371 69 31 2 2 ,9 0 6 8, 716 5 ,0 5 6 2 ,7 9 9 2 4 ,9 2 5 10, 619 50 50 50 50 50 10 13 33 8 27 8 3 11 6 15 3, 750 1, 102 4 ,3 9 7 2, 249 3, 873 8 2 9 4 8 2, 008 (‘ ) (6) (J) (6) 3 ,6 2 0 344 2, 287 1,996 2, 372 929 (*) c> (> (6) 1 T h e T ren ton Standard M etro p o lita n S ta tis tic a l A r e a , as d efin ed b y the O ffic e o f M anagem ent and B udget th rou gh N o v e m b e r 1971, c o n s is t s o f M e r c e r County. Th e "w o r k e r s within s c o p e of stu dy" es tim a te s shown in th is table p r o v id e a re a s o n a b ly a c c u r a te d e s c r ip tio n o f the s iz e and c o m p o s itio n o f the la b o r f o r c e in clu d e d in the su rv e y . The e s tim a te s a r e not in ten ded, h o w e v e r , to s e r v e as a b a s is of c o m p a r is o n w ith o th er e m p lo y m e n t in d e x e s f o r the a re a to m e a s u r e e m p lo y m e n t tre n d s o r le v e ls s in c e (1) planning of w age su r v e y s re q u ir e s the use of esta b lish m en t data c o m p ile d c o n s id e r a b ly in advance o f the p a y r o ll p e r io d stu died, and (2) s m a ll e s ta b lis h m e n ts a r e e x c lu d e d f r o m the s c o p e o f the su rv e y . 2 Th e 1967 edition o f the Standard In d u stria l C la s s ific a t io n M anual w as used in c la s s ify in g e s ta b lis h m e n ts by in d u stry d iv is io n . 3 Inclu des a ll e sta b lish m e n ts w ith to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim ita tio n . A l l ou tlets (within the a r e a ) o f c o m p a n ie s in such in d u s tr ie s as t r a d e , fin a n ce, auto r e p a ir s e r v ic e , and m otion p ic tu re th ea te rs a r e c o n s id e r e d as 1 e s ta b lis h m e n t. 4 In clu d es e x e c u tiv e , p r o fe s s io n a l, and o th e r w o r k e r s e x clu d e d fr o m the s e p a ra te plant and o ffic e c a t e g o r ie s . 5 A b b rev ■ I to "p u b lic u t ilit ie s " in the 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 ic e s in cid e n ta l to w a te r tr a n s p o r ta tio n w e r e e x clu d ed . 6 T h is in d u stry d iv isio n is re p r e s e n te d in e s tim a te s f o r " a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the S e r ie s A t a b le s , and f o r " a ll in d u s t r ie s " in the S e r ie s B ta b le s . S epa ra te presen ta tion o f data fo r th is d iv isio n is not m ade f o r one o r m o r e o f the fo llo w in g r e a s o n s : (1) E m ploym en t in the d iv is io n is t o o s m a ll t o p r o v id e enough data to m e r it sep a ra te study, (2) the sam ple w as not d esig n ed in itia lly t o p e r m it s e p a ra te p r e s e n ta tio n , (3) r e s p o n s e w as in s u ffic ie n t o r inadequ ate to p e r m it s e p a ra te p r e s e n ta tio n , and (4) th e r e is p o s s ib ilit y o f d is c lo s u r e o f individ ual esta b lish m en t data. 7 W o r k e r s fr o m th is e n tire in d u stry d iv is io n a r e r e p r e s e n te d in e s tim a te s fo r " a ll in d u s t r ie s " and "n o n m a n u fa ctu rin g " in the S e r ie s A t a b le s , but fr o m the r e a l estate portion only in estim a te s fo r " a l l in d u s t r ie s " in the S e r ie s B ta b le s . S epa ra te p r e s e n ta tio n o f data f o r th is d iv isio n i s not m ade f o r one o r m o r e o f the r e a s o n s given in footn ote 6 above. 8 H otels and m o t e ls ; la u n d rie s and o th er p e r s o n a l s e r v ic e s ; b u s in e s s s e r v ic e s ; a u to m o b ile r e p a ir , re n ta l, and park in g; m o tio n p ic tu r e s ; n on p rofit m e m b e r s h ip org a n iz a tion s (exclu d in g re lig io u s and c h a r ita b le o r g a n iz a tio n s ); and e n g in e e rin g and a r c h ite c t u r a l s e r v ic e s . In d u stria l c o m p o s itio n in m an u factu rin g A lm o s t tw o -t h ir d s o f the w o r k e r s within s c o p e o f the s u r v e y in the T re n to n a r e a w e re em p lo y e d in m an u factu rin g f ir m s . Th e fo llo w in g p r e s e n ts the m a jo r in d u s try g ro u p s and s p e c ific in d u s tr ie s as a p e r c e n t o f a ll m an u factu rin g: Industry g ro u p s E l e c t r ic a l equipm ent and s u p p lie s _________________________ F a b r ic a t e d m e ta l p r o d u c ts _____ M a ch in e r y , e x ce p t e l e c t r i c a l _______________________ R u bber and p la s t ic s p r o d u c ts _________________________ P r in tin g and p u b lis h in g _________ C h e m ic a ls and a llie d p r o d u c ts _________________________ S ton e, c la y , and g la s s p r o d u c ts _________________________ S p e c ific in d u s trie s 22 16 12 11 8 C u tle r y , h a n d to o ls, and h a r d w a r e ______ ________________ 11 C o m m u n ica tio n equipm ent_____ 10 E le c t r ic ligh ting and w ir in g equipm ent______________ 8 F a b r ic a t e d ru b b e r p r o d u c t s ________________________ 8 B o o k s _____________________________ 5 7 5 T h is in fo r m a tio n is b a s e d on e s tim a te s o f to ta l em p lo ym e n t d e r iv e d fr o m u n iv e r s e m a te r ia ls c o m p ile d p r io r to a ctu a l s u r v e y . P r o p o r t io n s in v a r io u s in d u stry d iv is io n s m ay d iffe r fr o m p r o p o r tio n s b a s e d on the r e s u lts o f the s u rv e y as shown in ta b le 1 a b o v e . L a b o r -m a n a g e m e n t a g reem en t c o v e r a g e Th e fo llo w in g tabu lation show s the p e r c e n t o f p la n tw ork ers and o ffic e w o r k e r s e m p lo y e d in e sta b lis h m e n ts in w h ich a c o n tr a c t o r c o n tr a c ts c o v e r e d a m a jo r it y of the w o r k e r s in the r e s p e c t iv e c a t e g o r ie s , T r e n to n , N .J ., S e p tem b er 1972: P la n tw o r k e r s A ll in d u s t r ie s ___________________ M a n u fa ctu rin g _______________ P u b lic u t ilit ie s _________________ 80 85 100 O ffic e w o r k e r s 15 4 91 A n e s ta b lis h m e n t is c o n s id e r e d to have a c o n tr a c t c o v e r in g a ll p la n tw ork ers o r o ffic e w o r k e r s i f a m a jo r it y o f such w o r k e r s a r e c o v e r e d by a la b o r -m a n a g e m e n t a g re e m e n t. T h e r e f o r e , a ll o th e r p la n tw o rk e rs o r o ffic e w o r k e r s a r e e m p lo y e d in es ta b lis h m en ts that eith er d o not have la b o r -m a n a g e m e n t c o n t r a c ts in e f fe c t , o r have c o n t r a c ts that app ly to fe w e r than h a lf o f th e ir p la n tw o rk e rs o r o f fic e w o r k e r s . E s tim a te s a r e not n e c e s s a r il y re p re s e n ta tiv e o f the extent to w h ich a ll w o r k e r s in the a r e a m ay be c o v e r e d by the p r o v is io n s of la b o r -m a n a g e m e n t a g r e e m e n ts , b e c a u s e s m a ll e s ta b lis h m e n ts a r e e x clu d e d and the in d u stria l s c o p e o f the s u r v e y is lim ite d . W a g e T re n d s fo r S e le c te d O c c u p a tio n a l G ro u p s Presented in table 2 are indexes and percents of change in average weekly salaries of office clerical workers and industrial nurses, and in average hourly earnings of selected plantworker groups. The indexes are a measure of wages at a given time, expressed as a percent of wages during the base period. Subtracting 100 from the index yields the percent change in wages from the base period to the date of the index. The percents of change or increase relate to wage changes between the indicated dates. Annual rates of increase, where shown, reflect the amount of increase for 12 months when the time period between surveys was other than 12 months. These compu tations are based on the assumption that wages increased at a constant rate between surveys. These estimates are measures of change in averages for the area; they are not intended to measure average pay changes in the establishments in the area. The index is a measure of wages at a given time and is ex pressed as a percent of wages in the base year. The base year is assigned the value of 100 percent. The index is computed by multi plying the base year relative (100 percent) by the relative (the percent change plus 100 percent) for the next succeeding year and then con tinuing to multiply (compound) each year's relative by the previous year's index. For office clerical workers and industrial nurses, the wage trends relate to regular weekly salaries for the normal workweek, exclusive of earnings for overtime. For plantworker groups, they measure changes in average straight-time hourly earnings, excluding premium pay for overtime and for work on weekends, holidays, and late shifts. The percents are based on data for selected key occu pations and include most of the numerically important jobs within each group. Method of Computing Each of the following key occupations within an occupational group is assigned a constant weight based on its proportionate em ployment in the occupational group: O ffice clerical (men and women): Bookkeeping-machine operators, class B Clerks, accounting, classes A and B Clerks, file, classes A , B, and C Clerks, order Clerks, payroll Keypunch operators, classes A and B Messengers (o ffice boys or girls) O ffice clerical (men and wom en)— Continued Secretaries Stenographers, general Stenographers, senior Switchboard operators, classes A and B Tabulating-machine operators, class B Typists, classes A and B Industrial nurses (men and women): Nurses, industrial (registered) Limitations of Data The indexes and percents of change, as measures of change in area averages, are influenced by: (1) General salary and wage changes, (2) merit or other increases in pay received by individual workers while in the same job, and (3) changes in average wages due to changes in the labor force resulting from labor turnover, force expansions, force reductions, and changes in the proportions of work ers employed by establishments with different pay levels. Changes in the labor force can cause increases or decreases in the occupational averages without actual wage changes. It is conceivable that even though all establishments in an area gave wage increases, average wages may have declined because lower-paying establishments entered the area or expanded their work forces. Similarly, wages may have remained relatively constant, yet averages for an area may have risen considerably because higher-paying establishments entered the area. Skilled maintenance (men): Carpenters Electricians Machinists Mechanics Mechanics (automotive) Painters Pipefitters Tool and die makers Unskilled plant (men): Janitors, porters, and cleaners Laborers, material handling NOTE: Comptometer operators, used in the computation of previous trends, are no longer surveyed by the Bureau. The use of constant employment weights eliminates the effect of changes in the proportion of workers represented in each job in cluded in the data. The percents of change reflect only changes in average pay for straight-time hours. They are not influenced by changes in standard work schedules, as such, or by premium pay for overtime. Where necessary, data are adjusted to remove from the indexes and percents of change any significant effect caused by changes in the scope of the survey. The average (mean) earnings for each occupation are multi plied by the occupational weight, and the products for all occupations in the group are totaled. The aggregates for 2 consecutive years are related by subtracting the aggregate for the earlier year from the aggregate for the later year and dividing the remainder by the aggre gate for the earlier year. The result times 100 shows the percent of change. 6 T a b le 2 . In d e x e s o f e a rn in g s fo r s e le c te d o c c u p a tio n a l g ro u p s in T re n to n , N .J., S e p t e m b e r 19 71 an d S e p te m b e r 1 9 7 2 , an d p e rc e n ts o f in c re a s e fo r s e le c te d p e rio d s A l l in d u s t r ie s W e e k ly e a rn in g s P e rio d O ffic e cle r ic a l (m e n a n d w om en) I n d u s t r ia l n u rses (m e n a n d w om en) M a n u fa c t u r in g H o u r ly e a r n i n g s S k ille d m a in t e n a n c e tra d e s (m e n ) U n s k i ll e d p la n t w ork ers (m e n ) W e e k ly e a rn in g s O ffic e cle r ic a l (m e n and w om en) I n d u s t r ia l n u rses (m e n and w om en) H o u r ly e a r n i n g s S k ille d m a in t e n a n c e tra d es (m e n ) U n s k ille d p la n t w ork ers (m e n ) I n d e x e s (N o v e m b e r 1967 = 100) S e p t e m b e r 197 1 ______________________________________ _ S e p t e m b e r 1 9 7 2 _______________________________________ 1 2 8 .0 1 3 3 .9 1 2 1 .6 1 3 2 .2 1 2 5 .5 1 3 4 .2 1 2 0 .7 1 2 9 .8 1 2 6 .7 1 3 1 .0 121.6 1 3 2 .2 1 2 4 .2 1 3 2 .6 1 2 0 .3 1 2 9 .7 2 .6 2 .6 2.1 P e r c e n ts o f in c r e a s e D e c e m b e r I 9 6 0 t o D e c e m b e r 1961 . . . _____________ D e c e m b e r 1961 t o D e c e m b e r 1 9 6 2 _______________ D e c e m b e r 1962 t o D e c e m b e r 1 9 6 3 _______________ D e c e m b e r 1963 t o D e c e m b e r 1 9 6 4 _______________ D e c e m b e r 1964 t o D e c e m b e r 1 9 6 5 _______________ D e c e m b e r 1965 t o D e c e m b e r 1 9 6 6 _______________ D e c e m b e r 1966 t o N o v e m b e r 1 9 6 7 : 1 1 - m o n t h i n c r e a s e _______________________________ A n n u a l r a t e o f i n c r e a s e _________________________ 2 .0 2 .2 4 .2 4 .3 1.7 3 .3 2 .3 2.2 3.1 2 .3 1 .9 2 .9 3 .3 4 .8 6 .6 1 .4 3 .5 3 .7 3 .4 3 .7 8 .5 9 .3 6 .5 7 .1 5 .2 5 .7 N o v e m b e r 1 96 7 t o O c t o b e r 1 9 6 8 : 1 1 -m o n t h i n c r e a s e ____________________________ A n n u a l r a t e o f i n c r e a s e _________________________ 4 .6 5 .0 4 .3 4 .7 5 .0 5 .5 O c t o b e r 1968 to S e p te m b e r 1969: 1 1 -m o n t h i n c r e a s e ________________________________ A n n u a l r a t e o f i n c r e a s e _________________________ 6 .3 6 .9 4 .9 5 .4 S e p t e m b e r 1 9 6 9 t o S e p t e m b e r 1 9 7 0 _______________ S e p t e m b e r 1970 t o S e p t e m b e r 1 9 7 1 _______________ S e p t e m b e r 1971 t o S e p t e m b e r 1 9 7 2 _______________ 6 .7 7 .8 4 .6 6 .2 8 .7 6 .9 2 .6 2 .2 1.6 3.1 3 .5 4 .7 7 .8 5 .2 4 .4 .9 7 .0 4 .7 7 .7 5 .1 4 .9 .9 2 .2 3 .2 5 .0 3 .7 3 .8 2 .4 5 .0 3 .2 3 .5 3 .8 8 .5 9 .3 6 .7 7 .3 6 .0 5 .4 5 .9 4 .5 4 .9 4 .3 4 .7 4 .7 5 .1 5 .3 5 .8 2 .8 2 .8 3.1 3 .1 5 .1 5 .6 4 .9 5 .4 2 .5 2 .7 3 .0 3 .3 7 .5 2 .6 8 .5 7 .5 7 .9 6 .9 3 .4 4 .7 8.2 .8 6 .0 2 .2 2 .8 5 .5 7 .0 4 .4 6 .2 8.2 6 .2 8 .7 6 .8 7 .8 8 A. Occupational earnings T a b l e A -1 . O f f i c e o c c u p a ti o n s : W e e k l y e a r n in g s (A v e r a g e s t r a ig h t - t im e w e e k ly h o u r s and e a r n in g s o f w o r k e r s in s e l e c t e d o c c u p a t io n s b y in d u s tr y d i v is i o n , T r e n t o n , N .J ., S e p te m b e r 1972) Weekly earnings * (standard)______ O cc upa tio n and in du st r y divis N u m b e r of w o r k e r s receiving straight-time w e e k l y earnings of— t Average weekly I 70 (standard) $ $ s $ 90 95 100 105 110 115 120 125 130 140 150 160 170 180 190 200 210 95 100 105 110 115 120 125 130 1 4 0 1 5 0 160 170 180 190 200 210 over 14 14 12 11 38 36 30 24 45 43 5 38 18 4 14 16 4 12 12 10 8 10 8 85 23 115 98 17 t 75 80 85 80 8 5 9 0 ( t S t I t s I s s s * $ under 75 MtN AND WlJMfcM CUMBINfcU BOOKKEEPING-MACHINE OPERATORS, CLASS B --------------------------------------------- 85.001 3 0. 00 12 6. 50 - 154.00 154.00 1 2 2 .0 0 1 1 8 . 5 0 10 5. 50 98.501 1 8. 00 - 130.00 131.00 130.00 88.00- 104.00 168 155 3 9 .0 3 9 .0 144.00 143.50 CLER KS, ACCOUNTING, CLASS B --------------MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------- 306 1 61 145 3 8 .0 3 9 .0 3 6 .5 118.00 1 2 6 .5 0 FIL E , CLASS B ---------------------------- 112.00 141 .0 0 140.50 CLERKS, ACCOUNTING, CLASS A -------------MANUFACTURING --------------------------------------- CLE RK S, 108.50 123 .0 0 46 3 8 .0 3 9 .5 93.5 0 103 .5 0 9 0 .5 0 79.50- 102.50 94.50 9 1 .0 0 - 1 3 2 .0 0 CLERKS, ORDER --------------------------------------------MANUFACTURING --------------------------------------- 3 9 .5 3 9 .5 145.00 1 45.50 1 52.50 152.50 1 1 9. 00 1 1 7. 50 - 163.50 163.00 CLE RK S, PAYROLL -------MANUFACTURING ----- 3 9 .0 3 9 .5 125 .0 0 124.50 1 2 7 .0 0 1 2 7 .5 0 10 6. 50 1 0 2. 00 - 147.00 151.50 KEYPUNCH OPERATOR S, CLASS A --------------MANUFACTURING --------------------------------------- 3 9 .0 3 9 .5 119.50 1 21.50 116.50 1 1 8.00 10 4. 50 1 0 6. 00 - 130.50 132.50 108 47 61 3 8 .0 3 9 .5 3 7 .0 104.00 1 03.50 1 05.00 1 0 0 .0 0 98.5 0 103 .5 0 91.5092.5089.50- 687 551 136 3 9 .0 3 9 .5 3 8 .0 143.50 143.00 144.00 14 1 .0 0 1 4 1.50 1 3 9.00 12 4. 50 12 4. 50 12 3. 00 15 2. 00 - 187.50 S E C R E T A R IE S , CLASS B - MANUFACTURING ---------------NONMANUFACTURING ---------- 134 84 50 3 9 .0 3 9 .0 3 8 .0 160.50 1 62.50 157.00 15 6 .5 0 1 6 1.00 1 4 7 .5 0 141.501 4 5. 50 13 3. 00 - 181.00 180.00 189.00 SE C R E T A R IE S, CLASS C MANUFACTURING ------------ 223 3 9 .5 3 9 .5 1 47.00 14 6 .0 0 1 4 4 .0 0 1 4 3 .5 0 13 3. 50 1 3 3. 00 - 159.00 158.00 SE C R E T A R IE S, CLASS 0 MANUFACTURING -----------NONMANUFACTURING ----- 296 240 3 9 .0 3 9 .0 3 8 .0 1 29.50 1 31.50 120.50 1 2 7.00 128.50 123.00 1 1 5. 50 116.50111.50- 142.50 144.50 134.50 STENOGRAPHERS, GENERAL MANUFACTURING -----------NONMANUFACTURING ----- 136 108 28 3 9 .0 3 9 .5 3 6 .5 123.00 125.50 1 13.00 121.50 123 .0 0 110.50 1 0 6. 00 1 0 9. 50 1 0 2. 00 - 142.00 143.00 119.50 C LER KS, F I L E , CLASS C MANUFACTURING ---------- KEYPUNCH OPERATOR S, CLASS B --------------MANUFACTURING --------------------------------------NONMANUFACTURING -------------------------------MESSENGERS (O FFICE CLASS A See fo ot n ot es at end o f tabl< 82.00- BOYSI SE CRETARIES ---------------MANUFACTURING ----NONMANUFACTURING S E C R E T A R IE S , 73 211 $ 119.50 107.50 122.50 5 5 1 24 25 22 3 21 3 1 12 33 2 12 6 2 20 2 8 1 7 27 20 7 9 3 6 118.00 159.50 159.00 166.00 38 33 5 30 26 4 17 17 30 26 26 22 4 4 25 2 20 2 5 42 30 12 29 27 78 67 63 57 6 43 34 26 19 7 11 15 14 53 50 30 29 11 8 3 17 17 45 35 10 41 39 2 1 9 T a b le A -1. O ffic e occu p atio n s: W e e k ly e arn in g s — C o ntin u ed (A verage straigh t-tim e w eekly hours and earnings o f w ork ers in s elected occupations by industry division , Trenton, N .J., Septem ber 1972) Weekly earnings (standard) Number Occupation and industry division workers 1 N u m b er o f w o r k e r s r e c e iv in g s tr a ig h t -t i m e w e e k ly e a r n in g s o f --- * 70 weekly (standard Mel" 2 Median 2 Middle ranged $ % 75 $ 80 t 85 $ 90 t 95 » » * 100 105 110 t 115 $ 120 i * 125 130 * $ 140 150 $ 160 t * 170 180 $ 190 t 200 and u n d er 210 and 100 105 2 2 - - 2 3 2 1 75 80 85 90 95 $ $ $ $ 39.0 131.00 127.00 118.50-143.00 39.5 133.00 125.50 117.50-145.00 38.5 129.50 128.00 119.50-142.50 * - - “ - 1 1 2 110 115 120 125 130 140 150 160 170 4 4 8 7 1 24 10 14 21 12 9 22 8 14 20 8 12 14 5 9 15 5 10 6 - 1 7 - 3 2 - 11 1G 5 3 3 3 11 11 3 “ 2 2 _ “ 5 5 180 190 200 210 o v e r M E N A N D W O M E N CUM U I JtU— CONTINUED STENOGRAPHERS, SENIOR --------------MA NU FA CT UR IN G --------------------NONMAN UF AC TU RI NG ----------- ----- 148 71 77 SWITCHBOARD OPERATORS, CLASS B ---- 25 38.0 119.00 122.00 89.50-139.00 - - 1 6 1 1 - - - SWITCHBOARO OPERATOR-RECEPTI ONISTSMA NU FA CT UR IN G --------------------- 71 48 39.0 116.50 115.00 105.00-128.50 39.0 119.50 118.00 112.00-131.00 _ - _ 4 2 1 “ 2 2 11 3 i i 17 11 TR AN SC RI BI NG -M AC HI NE OPERATORS, 37.5 102.50 104.00 98 .5 0- 10 9. 50 38.0 106.50 107.00 102.50-112.50 _ _ - " _ M A N U F A C T U R I N G --------------------- 58 39 TYPISTS, CLASS A ---------- ----- ■---MA NUFACTURING --------------------- 100 46 37.5 108.00 106.00 39.0 108.50 104.00 99 .0 0- 11 8. 00 94.00-118.50 _ TYPISTS, CLASS B MANUFACTURING 167 84 37.5 38.5 83.50-105.50 84.00-109.50 1 See footnotes at end o f tables. 96.00 99.00 91.50 95.00 9 7 2 2 - - - i 2 - - - - - - - * * - _ * 1 1 7 1 4 “ 4 2 16 12 14 11 6 6 1 1 4 1 13 10 3 1 7 3 22 10 8 3 12 3 11 7 2 8 2 2 2 2 2 _ _ 6 - - - - - 1 1 - 43 17 23 4 25 15 13 7 11 4 12 11 5 4 1 12 11 4 3 4 - _ - - - - - 2 3 _ 10 T a b le A -2 . Professional and technical occupations: W eekly earnings (Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Trenton, N.J., September 1972) Weekly earnings 1 (standard) Occupation an d industry division Number of workeis N u m b e r of workers receiving straight-time weekly earnings of— * 120 weekly (standard) t Mean ^ Median £ Middle ranged 130 $ % t 160 150 * * 160 170 $ 180 S 190 * S t 200 210 220 $ t 230 260 t 250 * t 260 270 < S 280 290 t 300 and under * 120 130 310 and 160 150 160 170 180 190 200 210 220 230 5 3 2 2 15 16 12 8 6 6 8 7 4 3 2 2 — - — - ~ - 8 8 9 6 5 3 3 3 2 2 6 4 3 3 3 5 1 2 3 ~ 8 8 3 3 1 1 1 l - 1 1 3 2 260 250 260 270 280 290 300 1 1 1 1 310 over MEN AND WOMEN C O MBINED $ $ $ $ 179.00 176.00 165.50-192.00 181.50 178.00 165.50-192.50 160.00 161.00 127.50-156.00 162.50 163.00 130.50-156.00 - 3 COMP UT ER P R O G R A M E R S » 198.50 193.00 169.00-227.50 206.50 222.00 170.00-232.50 1 13 9 _ - 8 7 _ “ 2 COMP UT ER SYSTEMS ANALYSTS, 282.50 290.00 259.50-304.50 286.00 296.50 260.00-305.00 4 0 *0 228.50 226.50 197.00-252.50 228.50 226.50 197.00-252.50 - - * , ” _ 100 203.50 195.50 176.00-236.00 4 0 * 0 203.50 195.50 176.00-236.00 2 1 1 JJ 68 153.00 151.00 136.00-172.00 ■vo.o 153.00 151.00 136.00-172.00 - 6 6 22 22 8 8 9 9 36 36 3 9 .5 3 9 .5 - - 1 1 5 5 ® 1 1J■<LI,f vLN 33 ^ 93 NURSES, INDUSTRIAL (REGISTERED) --- 168.50 162.50 151.50-179.00 168.50 162.50 151.50-179.00 * W o rk er s we r e distributed as follows; 3 at $ 310 to $ 320; and 1 at $ 330 to $ 340. See footnotes at end of tables, _ 3 9 *0 - - _ 2 n ii - 1 1 - - - - - - _ 2 2 * 5 1 1 6 3 6 6 3 3 11 11 *6 6 5 * 3 3 5 6 6 16 16 11 11 6 6 11 11 6 6 7 7 13 13 3 3 * 1 1 3 3 8 8 - 5 6 26 26 10 10 12 12 6 9 9 1 1 7 7 5 9 9 8 8 - • - - - - - - 6 7 7 9 9 1 1 2 2 5 5 5 5 6 6 1 1 1 1 _ _ - • - - - - _ 6 6 6 5 3 3 “ 11 T a b le A -3 . O ffic e , p ro fe s s io n a l, and te c h n ic a l o c c u p a tio n s : A v e ra g e w e e k ly e a rn in g s , by sex (Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Trenton, N. J. , September 1972) Average Sex, occupation, and industry division Number of workers Weekly (standard) Weekly earnings 1 (standard) OFFICE OCCUPATIONS - MEN 54 $ 156.00 39.5 153.50 Average Sex, occupation, and industry division Average Number of workers Weekly Weekly earnings 1 (standard) (standard) BOOKKE EP IN G- MA CH IN E OPERATORS, 47 SECRETARIES - CO NTINUED 46 37.5 119.00 39.0 117.00 37*5 $ 38.5 179.50 38.5 181.50 CO MPUTER OPERATORS, CLASS B -------- 46 38.0 140.50 30 39.0 172.00 134 84 50 39.0 160.50 39.0 162.50 38.0 157.00 COMPUTER PR0GRAMERS, SECRETARIES, CLASS C -------------------------------- 223 211 39.5 147.00 39.5 146.00 CO MPUTER PROGRAMERS, SECRETARIES, CLASS D -------------------------------- 296 240 56 39.0 129.50 39.0 131.50 38.0 120.50 CO MPUTER SYSTEMS ANALYSTS, 108 28 39.5 125.50 36.5 113.00 148 71 39.0 131.00 39.5 133.00 129.50 25 38.0 119.00 71 39.0 116.50 39 38.0 106.50 NC NM AN UF AC TU RI NG ■***" 93.50 104.00 41 39.5 130.50 MANUFA CT UR IN G — — — — — — — — — — —— — —— NONMAN UF AC TU RI NG -^ — 44 46 39.0 120.00 39.5 117.50 72 34.5 121.50 ——————————————— Sw i t c h b o a r d o p e r a t o r s * c l a s s b — — SWITCHBOARD OPER AT OR -R EC EP TI ON IS TS MA NUFACTURING — —— — —— —— — —— — — — — — — — 38.0 104.50 39.5 103.50 TRAN SC RI BI NG -M AC HI NE OPERATORS, MANU FA CT UR IN G ------------------------------------------------- 39.0 143.50 39.5 143.00 38.0 144.00 DRAFTSMEN, CLASS C MANUF ACT UR IMG 167 37 ' 39.0 37.5 1UB. 0U 96.00 99.00 ------------------------------------------- 33 39.0 286.00 91 40.0 228.00 68 40.0 153.00 40.0 36 39.5 168.50 168.50 PROFESSIONAL AND TECHNICAL NURSES. | AJ| 100 SO 55 45 SECRETARIES* CLASS B --MA NU FACTURING ------------------------------------------------NONMAN UF AC TU RI NG ----------------------------------------- NONM AN UF AC TU RI NG See footnote at end of tables. Weekly earnings1 (standard) MANUFACTURING --------------------- 9,* .00 38.0 687 551 136 standard) SECRETARIES, CLASS A -------------- 138.00 137.50 72 106 Weekly 37.5 103.50 110 101 283 152 Number of workers PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN OFFICE OC CUPATIONS WO ME N— CONTINUED $ OFFICE OCCUPATICNS - WOMEN Sex, occupation, and industry division INDUSTRIAL (REGISTERED) -------- 12 T a b le A -4 . M a in te n a n c e and p o w e rp la n t o c c u p a tio n s : H o u rly e a rn in g s (A v e r a g e s t r a i g h t - t im e h o u r ly e a r n in g s o f w o r k e r s in s e l e c t e d o c c u p a t io n s by in d u s tr y d i v is i o n , T r e n t o n , N .J ., S e p te m b e r 1972) N u m b e r of workers receiving straight-time hourly earnings of— t t I I t $ * $ » s $ 3.20 3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00 4. 10 4.20 4.30 4. 40 4.60 4. 80 5.00 5.20 Hourly earnings ^ Occupation and industry divisi Number of workers s Mean 2 M edian 2 Middle range 2 s s $ s t t t ( > 5.40 5.60 5.80 6.00 6.20 s Unde ♦ and 3*20 under 3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00 4.10 4.20 4.30 4.40 4. 60 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6. 20 over MEN AND W U M t N COMBINED 49 46 $ 4.45 4.48 $ 4.29 4.32 $ $ 4.15- 4.78 4.15- 4.83 - 202 191 4.85 4.77 4.65 4.59 4.23- 5.66 4.19- 5.17 “ ENGINEERS, ST AT IO NA RY ----MANU FA CT UR IN G ----------- 53 42 4.80 4.69 4.49 4.43 4.15- 5.25 4.06- 4.71 - - - - * * FIREMEN, ST ATIONARY BOILER MANUFA CT UR IN G ----------- 129 128 3.85 3.85 3.87 3.88 3.56- 3.98 3.57- 3.98 1 * _ “ MACHINISTS, MAINTENANCE -MA NU FA CT UR IN G ----------- 186 186 4.89 4.89 4.64 4.64 4.32- 5.91 4.32- 5.91 “ MECHANICS, AU TO MO TI VE (MAINTENANCE) ------------N O NM AN UF AC TU RI NG — PUBLIC UT IL IT IE S -- 82 59 52 4.67 4.82 4.91 4.26 4.29 4.70 4.14- 5.54 4.22- 5.55 4.23- 5.57 MECHANICS, MA INTENANCE — MA NU FACTURING -------- 234 215 4.35 4.20 4.16 4.10 4.00- 4.75 3.94- 4.49 MI LLWRIGHTS -------------MA NU FA CT UR IN G -------- 66 66 5.34 5.34 5.80 5.80 4.97- 5.85 4.97- 5.85 PAINTERS, MA INTENANCE -MANUFA CT UR IN G -------- 30 30 4.50 4.50 4.10 4.10 4.03- 5.62 4.03- 5.62 _ - - - ~ PIPEFITTERS, MA INTENANCE MANU FA CT UR IN G -------- 92 86 5.08 5.06 5.24 5.22 4.33- 5.85 4.34- 5.84 - - _ - 314 314 5.52 5.52 6.02 6.02 4.72- 6.07 4.72- 6.07 CARPENTERS. HAIN7ENANCE MA NU FACTURING --ELECTRICIANS. MA IN TE NA NC E ■ MANU FA CT UR IN G ----------- TOOL AND DIE MAKERS ----MA NU FA CT UR IN G -------- v All workers we r e at $ 7 to $7-20. S ee fo o t n o t e s at en d o f t a b le s . “ - - _ 2 2 - ~ “ 3 3 16 13 9 9 1 1 3 3 3 3 1 1 4 4 _ * 3 3 “ * _ 4 6 6 _ 37 37 3 3 31 31 12 12 20 20 11 11 22 22 - 2 2 7 7 33 32 _ * 11 1 8 8 1 * * - 7 * - * *6 6 53 53 A - A - - - - 7 7 - - 2 2 2 2 - 5 5 3 3 3 3 - 4 4 12 9 3 3 21 21 12 12 12 12 8 8 11 11 38 38 - 1 1 - 9 9 13 13 “ _ _ - 2 2 _ 2 2 - 40 40 - 14 14 14 14 49 49 “ 7 7 1 1 _ _ “ * * _ _ — - “ * 5 5 4 11 - 23 23 17 1 “ * - 5 5 5 1 1 1 11 11 11 2 2 2 5 - 5 5 5 - ~ 7 7 7 - 2 2 _ 30 30 19 19 _ - 15 15 1 1 49 49 5 5 19 19 14 14 1 1 6 2 “ 4 * - - 50 50 - “ 8 8 _ - 11 * 6 6 3 3 2 2 _ - _ - - - 13 13 - - * 11 11 1 1 1 1 2 2 1 1 - - 8 8 2 2 10 10 5 3 16 16 - - _ _ “ * _ - - _ - - - 1 1 1 1 3 3 - - 1 1 - - - - _ _ - “ “ - - - - * ~ - - 6 - - _ _ _ - - - 1 1 _ - - - - 8 8 _ 1 1 - - 1 1 6 6 3 3 - 14 14 78 78 32 32 _ - * 7 7 • _ _ - 1 1 4 _ * 34 34 * * - - - “ * 41 37 - 2 2 163 163 - “ 23 23 13 T a b le A -5 . C u sto d ial and m a te ria l m o v e m e n t o ccu p atio n s: H o u rly e arn in g s (A v e r a g e s t r a ig h t - t im e h o u r ly e a r n in g s o f w o r k e r s in s e l e c t e d o c c u p a t io n s b y in d u s tr y d iv is io n , T r e n t o n , N .J ., S e p t e m b e r 1972) Hourly earnings^ Occupation and industry division Number of woikers % % % % $ % 1 I 1.70 1.80 1*90 2*00 2.10 2.20 2.40 Mean 2 M edian 2 Middle range 2 and under _ — * * t $ * * i $ * $ * I i i * 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 2.60 2.80 3.00 3.20 — — - — — — — — - - an(j 1,80 1,90 2,00 2,10 2.20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4. 40 4.60 4.80 5.00 5.20 5.40 5.60 over MEN AN0 WOMEN COMBINED $ bUARUj ArlU MA 1LnHtn SA nU rA wl UK ln b — $ $ $ 11 9 3 1 3 3 2 15 14 5 3 17 16 7 7 9 9 _ ** 18 18 - - 24 24 GUARDS 88 JANITORS. PORTERS. AN0 CLEA NE RS --- 637 250 3.68 2.60 2.33 1.87- 3.22 31 6 ^ ^ - 1 11 1 13 7 7 - 18 - - 24 - - - - - 21 12 20 13 37 33 70 62 61 54 42 30 8 1 18 “ 1 26 21 4 ” 7 - * - - 7 _ - " - - - - 1 5 10 7 17 1 5 4 - - - - - - 1 1 - 70 70 6 6 48 48 45 45 21 13 10 10 6 6 12 12 8 8 1 1 8 22 * - 8 * 8 ” 54 54 - - - - - - - 8 - - - - - - - 8 22 - - 10 10 8 _ 32 22 10 5 5 5 13 13 - 2 2 - _ “ _ * _ _ “ _ * - 8 14 4 21 18 13 13 23 23 - 94 96 “ 15 15 4 4 _ 1 10 10 5 4 8 3 9 9 7 1 - - _ - - - - _ ” _ 7 7 2 2 4 4 - 4 1 3 3 1 1 3 3 _ - - " ” 3 3 2 2 3 7 7 - 1 1 2 2 * 8 8 - “ - - 3 1 * 5 4 1 “ 21 11 10 “ 26 21 5 ~ 8 9 2 - - 5 5 - - - 90 - 4 20 10 26 _ 6 21 “ 6 6 20 20 47 47 151 150 22 21 6 4 36 1 3 3 _ 3*61 SHIPPING AND RECEIVING CLERKS ----- MA NUFACTURING --------------------- 2.97- 6.36 2.97 4.15 27 3.99 3.79 3.50- 4.64 3.52 3.46 57 103 5.33 5.5^ 3.31- 3.78 5.51 - - 5.57 - “ 2 2 - - “ 10 10 5 5 - * _ TRUCKORIVERS, ME0IUM (1-1/2 TO ^2 391 1 1 3.32- 3.54 3.72 3.40- 4.09 _ - - 9 9 18 18 16 See footnotes at end of tables - 4 3 4 in 3.53 - - 9 9 3.67 3.61 - 6 NONMANUF AC TU RI NG 36 33 - 35 8 NO NM AN UF AC TU RI NG ^ - 1 7 3 4 4 * 7 6 2 2 7 7 ~ — 90 90 - ' ” 33 32 1 10 10 . 71 71 - - 6 - - 14 T a b le A -6 . M ain te n a n c e , p o w erp lan t, custodial, and m a te ria l h andling o ccu p atio n s: A v e ra g e hourly earn in g s, by sex (Average straight-time hourly earnings of workers in selected occupations by industry division, Trenton, N.J., September 1972) Sex, occupation, and industry division Number of A verage hourly earnings $ CA RPENTERS* MA INTENANCE ------------MANUFA CT UR IN G --------------------- *9 46 4.45 4.48 ELECTRICIANS* MA INTENANCE ---------MA NU FA CT UR IN G --------------------- 202 191 4.85 4.77 ENGINEERS* ST ATIONARY --------------MANU FA CT UR IN G --------------------- 53 42 4.80 4.69 FIREMEN. ST ATIONARY BOILER --------MA NU FA CT UR IN G --------------------- 129 128 3.85 3.85 MACHINISTS* MAINTE NA NC E ------------MANUFA CT UR IN G --------------------- 186 186 4.89 4.89 MECHANICS, AUTOMOTIVE (MAINTENANCE) ------------N O NM AN UF AC TU RI NG ------PUBLIC UT ILITIES ----- 82 59 52 4.67 4.82 4.91 MECHANICS, MA IN TE NA NC E --MANUFA CT UR IN G ----------- 234 215 4.35 4.20 MI LLWRIGHTS ----------------MA NU FA CT UR IN G ----------- 66 66 5.34 5.34 PAINTERS, MAINTENANCE MANUFA CT UR IN G ------- 30 30 4.50 4.50 PIPEFITTERS, MAINTENANCE ----------MANUFA CT UR IN G --------------------- 92 86 5.08 5.06 TOOL ANO DIE MAKERS ----------------MANUFA CT UR IN G --------------------- 314 314 5.52 5.52 135 111 3.28 3.52 88 3.77 CUSTODIAL AND MATERIAL HANDLING OCCUPATIONS - MEN GUARDS MA NUFACTURING S e e fo o t n o t e s at en d o f t a b le s . Number of workers Average (m ean 2 ) hourly earnings3 CUSTODIAL AND MATERIAL HANDLING OCCUPATIONS - MEN--CUNT INUED MAINTENANCE AND POWERPLANT OCCUPATIONS - MEN GUARDS AND WA TCHMEN MA NU FA CT UR IN G ----- occupation, and industry division $ JANITORS, PORTERS, AND CLEA NE RS --MANUFA CT UR IN G --------------------NONM AN UF AC TU RI NG PUBLIC UT ILITIES --------------- 435 228 2.83 3.17 46 3.81 LABORERS, MATERIAL HAND LI NG -------MANUFA CT UR IN G --------------------NONM AN UF AC TU RI NG PUBLIC UTILITIES --------------- 314 276 3.33 3.11 38 4.91 ORDER FILLERS ----------------------MA NU FACTURING --------------------- 79 54 3.36 3.42 PACKERS, SH IPPING -------------------- 147 3.23 RE CEIVING CL ER KS --------------------MANUFA CT UR IN G --------------------- 41 33 3.41 3.41 SH IPPING C L ER KS ---------------------MANUFA CT UR IN G --------------------- 34 31 3.74 3.68 SHIPPING AND RECEIVING CLERKS ----MANUFA CT UR IN G --------------------- 27 26 3.99 3.92 TR UC KDRIVERS ------------------------MA NU FA CT UR IN G --------------------N O NM AN UF AC TU RI NG ----------------PUBLIC UTILITIES --------------- 176 57 119 103 4.56 3.52 5.06 5.33 TR UCKDRIVERS, MEDIUM (1-1/2 TO ANO INCLUDING 4 TONS) -------MA NU FA CT UR IN G ------------------ 57 42 3.39 3.42 TRUCKERS, POWER (FORKLIFT) -----MA NU FACTURING ------------------ 390 381 3.72 3.70 55 3.51 35 29 2.65 2.75 WAREHOUSEMEN CUSTODIAL AND MATERIAL HANDLING OCCUPATIONS - WOMEN PACKERS, SHIPPING MANUFA CT UR IN G ■ 15 B. E sta b lis h m en t practices and su p p lem en tary w a g e provisions T a b le B -1 . M in im u m e n tra n c e s a la r ie s f o r w o m e n o ff ic e w o r k e r s (Distribution of establishments studied in all industries and in industry divisions by m i n i m u m entrance salary for selected categories of inexperienced w o m e n officeworkers, Trenton, N.J., S e p t e m b e r 1972} In e x p e r ie n c e d ty p is ts M in im u m w e e k ly s t r a i g h t - t im e s a l a r y 4 E s ta b lis h m e n t s s tu d ie d E s ta b lis h m e n t s h a v in g a s p e c ifie d m in im u m $ 6 5 .0 0 $ 6 7 . SO $ 7 0 00 $ 7 2 .5 0 $ 7 5 .0 0 $ 7 7 .5 0 $ 8 0 .0 0 $ 8 2 .5 0 $ 8 5 .0 0 $ 8 7 .5 0 $ 9 0 .0 0 $ 9 2 .5 0 and and and and and and and and and and and and under under under under under under under under under under under under $ 6 7 . SO . $ 7 0 .0 0 _ $ 7 2 . 5 0 ___________ _______________________________ $ 7 5 . 0 0 _____ _____ _____________ ___ _____ $ 7 7 .5 0 „ $ 8 0 .0 0 , _____ _______ $ 8 2 . 5 0 ___________________________________________ $ 8 5 .0 0 _ _ _ _ , T $ 8 7 . 5 0 ____________________ __________ ______ $ 9 0 . 0 0 __________ ______________ ________ _________ $ 9 2 . SO . . . $ 9 5 . 0 0 ___________________________________________ 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 5 M a n u fa c t u r in g N o n m a n u fa c tu r in g M a n u fa c t u r in g B a s e d o n sta n d a rd w e e k ly h o u rs 6 o f— A ll in d u s t r ie s A ll s c h e d u le s A ll s c h e d u le s 40 88 45 XXX 27 20 1 - 1 3 7 Vz A ll sc h e d u le s 40 N o n m a n u fa ctu r m g B a s e d on sta n d a rd w e e k ly h o u r s 6 o f- A ll in d u s t r ie s 40 A ll s c h e d u le s 3 7 Vi 40 43 XXX XXX 88 45 XXX 43 XXX XXX 15 7 3 2 37 26 19 11 4 4 - - - - 1 - - - - 1 1 - - - - 1 - 9 2 4 1 4 1 2 1 4 2 2 1 4 1 2 2 2 2 - 5 - 2 - 2 “ - 2 1 - 1 - - - - - - - 1 - 2 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 - - 1 - - 4 4 4 - - 2 - 2 - 2 1 1 - 3 - 1 - - 1 - - - - 1 2 1 1 1 1 1 1 - 1 1 1 " - - - 3 3 3 “ Establishments having no specified m i n i m u m _________ ,___ 15 8 XXX 7 XXX XXX 30 13 XXX 17 XXX XXX Establishments wh ic h did not e m p l o y w o r k e r s in this category__________________________________________ 46 17 XXX 29 XXX XXX 21 6 XXX 15 XXX XXX $ $ $ $ $ $ $ $ 9 5 .0 0 a n d u n d e r $ 1 0 0 .0 0 1 0 0 . 0 0 a n d u n d e r $ 1 0 5 . 0 0 _____________________ _________________ 1 0 5 . 0 0 a n d u n d e r $ 1 1 0 . 0 0 ____________________ ________ __________ 1 1 0 . 0 0 a n d u n d e r $ 1 1 5 . 0 0 _______________________________________ 1 1 5 . 0 0 a n d u n d e r $ 1 2 0 . 0 0 _______________________________________ 1 2 0 . 0 0 a n d u n d e r $ 1 2 5 . 0 0 ___________________ ___________________ 1 2 5 . 0 0 a n d u n d e r $ 1 3 0 . 0 0 ______ ____ ____________________ ____ 1 3 0 . 0 0 and under $ 1 3 5 . 0 0 _______________________ ___ _ ___ S ee fo o tn o te s at end o f t a b le s . ~ - - 6 1 2 1 3 1 3 1 4 1 1 - 3 1 1 - 3 1 3 - - * - 1 - - 3 " - - - 2 “ 1 1 - - - T a b le B - 2 . S h if t d iffe r e n tia ls ( L a t e - s h i f t p a y p r o v i s i o n s f o r m a n u fa c t u r in g p l a n t w o r k e r s b y t y p e a n d a m o u n t o f p a y d i f f e r e n t i a l , T r e n t o n , N . J . , S e p t e m b e r 1 97 2) (All^lantworkers in manufacturing = 100 percent) Percent of manufacturing plantworkers— Late-shift pay provision In establishments having provisions 7 for late shifts Se co nd shift Third or other shift Actually working on late shifts Se co nd shift Third or other shift Total--------------------------------------- 87.7 87.7 N o pay differential for w o r k on late shift------ 0.8 0.8 P a y differential for w o r k on late shift--------- 86.9 96.9 17.9 U n i f o r m cents (per ho ur )________________ 39.8 39.0 8.6 3.0 5 c ents-------------------------------6 cents-------------------------------7 cents-------------------------------7 */2 cents-----------------------------8 cents-------------------------------9 cents-------------------------------10 cents------------------------------11 cents------------------------------12 cents------------------------------13 cents------------------------------13l/3 cents— ------------------------14 cents_______________________________ 15 cents------------------------------16 cents------------------------------17 cents------------------------------20 cents-------- ----------------------- 3.9 1.7 - - 8 .6 - 1.5 1.2 2.8 8.0 2.5 1.7 2.1 2.9 5.0 2.4 1.2 .8 12.1 .9 .5 1.6 .3 .6 .8 1.9 17.9 - 4 .4 _ 4 .4 T y p e and a m o u n t of differential: - .9 .8 1.1 4.1 4.3 _ 1 .1 - .2 .2 .2 .5 - - .3 .4 .1 .1 .2 .2 .8 .1 .7 .8 .8 7.1 * .1 - U n i f o r m perc en ta ge---------------------- 45.6 40.5 8 .9 4 percent-----------------------------5 percent------------------------------ 6.3 .7 15.5 6 pe rc en t-----------------------------8 percent-----------------------------10 percent----------------------------- 6.1 17.7 12.5 4.6 1.0 - 2 8 .1 2 .7 Other formal pa y differential------------ 1.5 See fo o tn o te a t en d o f t a b le s . 7.4 .3 .9 . .4 .6 .5 17 T a b le B - 3 . S c h e d u le d w e e k ly h o u rs and d a y s (Percent of plantworkers and officeworkers in all industries and in industry divisions b y scheduled weekly hours and days of first-shift workers, Trenton, N.J., S e p t e m b e r 1972) Plantworkers W e e k l y hours and days All industries Officewprkers Manufacturing Public utilities All industries 100 1 10 10 2 2 70 70 ( 9) - - 7 1 28 1 1 34 - 100 1 00 100 100 3 4 2/3 hours— 5 da ys_____________________________ 3 5 h o u r s -------------------------------------------------------------- ------ 1 2 2 3 3 - 5 d a y s ------------- - __________________________ 5 Vz d a y s ------------------------------------------------------------------3 6 V4 hours— 5 days_____________________________ 3 7 hours— 5 da ys --------------------------------------------------------3 7 Vz hours — 5 da ys ---------------------------------------------------3 8 hours — 4 days --------------------------------------------------------3 8 3/4 hours — -5 days. ________________________________ 4 0 hours — 5 days --------------------------------------------------------4 2 hours — 5 Vz days ----------------------------------------------------4 Z lh hours ---- 5 days----------------------------4 4 hours — 5 Vz days_____________________________ 4 5 hours — 5 Vz days- --- — - — ---- See footnote at end of tables. (9) 5 1 2 85 2 5 2 3 85 3 1 ( 9) 1 - " - - - - 6 6 97 47 56 - 3 Public utilities 100 All w o r k e r s ---------------------------------------------------------- - Manufacturing " - - 30 - 18 T a b le B - 4 . A n n u a l p a id h o lid a y s ( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a l l in d u s t r i e s a n d in in d u s t r y d i v i s i o n s b y n u m b e r o f p a id h o l i d a y s , T r e n t o n , N . J . , S e p t e m b e r 1 972) Plantworkers It em All w o r k e r s ________________________________ W o r k e r s in establishments providing paid holidays__________________________________ W o r k e r s in establishments providing no paid holidays------------------------------ All industries Officeworkers Manufacturing Public utilities All industries 100 100 100 100 100 100 98 100 100 99 100 100 2 Manufacturing Public utilities - (*> - - (9) 2 (9 ) 3 4 (’ ) 33 4 18 20 12 (9 ) 3 1 (9 ) - - N u m b e r of days 1 holiday---------------------------------------6 holidays--------------------------------------6 holidays plus 2 half d a y s --------------------7 holidays_______________________________________ 8 holidays_______________________________________ 8 holidays plus 1 half da y ----------------------9 holidays--------------------------------------9 holidays plus 2 half d a y s --------------------10 holidays-------------------------------------11 holidays-------------------------------------12 holidays______________________________________ 12 holidays plus 1 half d a y _____________________ 13 holidays------ ------------------------------13 holidays plus 1 half d a y --------------------14 holidays-------------------------------------- 1 6 - - 7 8 1 33 5 24 2 3 n 8 1 5 3 1 6 39 8 30 2 n 1 a 1 9 37 8 40 " “ 4 (9 ) 36 6 23 26 (9 ) (9) 4 2 2 1 68 1 26 - “ (9 ) Total holiday t i m e 10 14 days__________________________________________ 1 3 V 2 days or m o r e -----------------------------13 days or m o r e ________________________________ 12 lh days or m o r e -----------------------------12 days or m o r e --------------------- ------ ---11 days or m o r e -------------------------------10 days or m o r e -------------------------------9 days or m o r e _________________________________ 8 V 2 days or m o r e -----------------------------8 days or m o r e --------------------------------7 days or m o r e --------------------------------6 days or m o r e _________________________________ 1 da y or m o r e ---------------------------------- See footnotes at end of tables. 1 1 8 9 12 14 43 76 76 84 91 97 98 1 1 u - " - 12 12 40 15 52 91 92 95 100 100 100 48 48 85 85 91 100 100 100 (9 ) 1 3 3 15 35 57 91 91 94 98 98 99 (!) (9 ) 4 4 4 31 60 96 96 96 100 100 100 - - 26 27 27 95 95 96 100 100 100 19 T a b le B -4 a . Id e n tific a tio n o f m a jo r p a id h o lid a y s (Percent of plantworkers and officeworkers in all industries and in industry divisions by paid holidays, Trenton, N.J., S e p t e m b e r 1972) Plantworkers Holiday All w o r k e r s -------------------------------N e w Year's D a y -------------------------------Lincoln's Birthday-----------------------------Washington's Birthday-------------------------G o o d F r i d a y --------------- --- ----------- Easter M o n d a y ---------------------------------M e m o r i a l D a y - --------------------------------Fourth of July---------------------------------L a b o r D a y ______________________________________ C o l u m b u s D a y ---------------------------------Veterans D a y ----------------------------------Election D a y -----------------------------------Thanksgiving D a y -----------------------------D a y after Thanksgiving------------------------C h ri st ma s E v e --------------------------------C h ri st ma s Eve, half da y ----------------------C h ri st ma s D a y --------------------------------All working days be tw ee n C h ri st ma s D a y and N e w Year's E v e 11------------------------N e w Year's E v e -------------------------------N e w Year's Eve, half d a y ---------------------E m p l oy ee 's birthday— -------------------------Floating holiday, 1 day------------------------Floating holiday, 2 d a y s ----------------------- S e e f o o t n o t e s a t en d o f t a b l e s . All industries Manufacturing Officeworkers Public utilities All industries Manufacturing Public utilities 100 100 100 100 100 96 3 36 65 18 95 96 97 9 6 9 97 47 36 6 94 98 (’ ) 35 83 20 100 98 99 5 1 8 100 61 49 8 93 100 40 91 54 99 14 57 78 10 99 99 99 42 24 14 99 59 19 5 99 100 (’) 49 91 14 100 99 98 29 (’) 2 100 85 27 6 99 100 26 96 28 8 25 5 8 17 4 11 33 6 9 23 2 3 11 3 5 19 3 4 15 4 5 25 1 100 - 100 100 100 85 77 54 100 - 100 - 11 - - 100 100 100 95 94 28 100 2 100 • . - 1 - 20 T a b le B - 5 . P a id v a c a tio n s ( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a l l in d u s t r ie s a n d in in d u s t r y d i v i s i o n s b y v a c a t i o n p a y p r o v i s i o n s , T r e n t o n , N . J . , S e p t e m b e r 1972) Officeworker s Plantworkers Vacation policy All industries All w o r k e r s -------------------- --- ---- Manufacturing Public utilities All industries Manufacturing Public utilities 100 100 100 100 100 100 100 81 19 100 74 26 100 100 - 100 100 - 100 100 - 100 100 ■ ■ ■ 6 76 3 7 6 87 - 73 22 - 15 (9 ) 85 - 5 95 - M e t h o d of p a y m e n t W o r k e r s in establishments providing paid vacations--------------------------------Length-of-time p a y m e n t -------------------Percentage p a y m e n t ------------------------W o r k e r s in establishments providing no paid vacations-----------------------------A m o u n t of vacation p a y 13 After 6 m o n t h s of service U n d e r 1 w e e k ___________________________________ 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------- _ 19 31 3 - 24 33 1 45 32 - - 63 13 18 3 2 63 18 12 4 3 23 69 9 13 (9 ) 87 - 38 23 33 3 2 42 30 21 5 3 12 3 76 5 2 77 17 - 2 21 69 1 4 2 1 28 63 1 5 3 - _ After 1 year of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------- - - After 2 years of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------- - 9 After 3 years of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ----------------------------------------O v e r 2 and under 3 w e e k s ---------------------3 we e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------- 3 88 - 9 V) 2 78 3 18 - 5 2 66 26 - .. ........... 2 67 4 26 - 5 (9 ) 95 - - 2 (9 ) 97 - - After 4 vears of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 we ek s O v e r 2 and under 3 w e e k s ---------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------- See footnotes at end of tables. 2 19 71 1 4 2 1 _ 25 - 65 1 5 3 91 - 9 (9 ) 2 78 3 18 _ 2 67 4 26 2 - 98 - 21 T a b le B - 5 . P a id v a c a tio n s ----- C o n tin u e d ( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a l l i n d u s t r i e s a n d in in d u s t r y d i v i s i o n s b y v a c a t i o n p a y p r o v i s i o n s , T ren ton , N. J . , S e p t e m b e r 1 97 2) Officeworkers Plantworkers Vacation policy All industries Manufacturing Public utilities All industries Manufacturing Public utilities A m o u n t of vacation p a y 1 3 - Continued After 5 years of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 we e k s ----------------------------------------O v e r 2 and under 3 w e e k s ---------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------- _ i 5 72 5 15 2 6 75 6 10 3 1 5 8 9 73 3 1 6 4 12 72 3 2 1 5 6 9 74 3 3 6 1 12 73 4 4 _ _ 85 - 6 9 (9 ) 69 1 30 . _ 63 _ 37 * 2 _ 97 _ 1 - After 10 years of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 we ek s ----------------------------------------O v e r 2 and under 3 w e e k s ---------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------------------- _ _ 91 9 - _ _ 11 (9 ) 65 3 21 3 (9) 62 4 31 _ 2 _ 98 •_ - After 12 years of service 1 w e e k -----------------------------------------O v e r 1 and under 2 w e e k s ---------------------2 w e e k s ------------------------- ---------------O v e r 2 and under 3 w e e k s --------------------3 w e e k s -------------------------------------- -— O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------- ------------ _ _ 91 9 - _ _ 10 (9 ) 66 3 21 (9 ) (9 ) 64 4 31 _ _ 2 98 _ - After 15 years of service 1 w e e k -----------------------------------------2 w e e k s ----------------------------------------3 weeks ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s _________________________________________ O v e r 4 and under 5 w e e k s ---------------------5 w e e k s _________________________________________ 1 6 62 5 25 (9 ) 1 _ 1 59 7 32 _ 91 - 1 9 - _ _ - _ 3 58 3 37 _ (9 ) 43 3 54 _ 2 98 _ _ - - - - - * _ _ (9 ) 5 57 37 2 7 90 1 After 20 years of service 1 w e e k -----------------------------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 we e k s ----------------------------------------O v e r 4 and under 5 w e e k s ---------------------5 w e e k s ----------------------------------------- 1 6 22 2 65 (’ ) 4 1 16 3 75 5 1 6 16 2 44 4 27 1 9 3 57 4 26 - 9 75 9 8 _ 2 15 58 24 After 25 years of service 1 w e e k -----------------------------------------2 w e e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------------------O v e r 4 and under 5 w e e k s ------------- ------ — 5 w e e k s ----------------------------------------See footnotes at end of tables, . . 9 6 9 76 _ 2 5 45 3 44 _ (9 ) 3 45 3 48 . 2 7 1 89 22 T a b le B - 5 . P a id v a c a tio n s -----C o n tin u e d ( P e r c e n t o f p l a n t w o r k e r s a n d o f f i c e w o r k e r s in a ll in d u s t r i e s a n d in in d u s t r y d i v i s i o n s b y v a c a t i o n p a y p r o v i s i o n s , T r e n t o n , N . J . , S e p t e m b e r 1972) Plantworkers Officeworkers Vacation policy All industries Manufacturing Public utilities All industries Manufacturing Public utilities A m o u n t of vacation pay 13— Continued After 30 years of service 1 w e e k -----------------------------------------2 we e k s ----------------------------------------3 w e e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 w e e k s ----------------------------------------O v e r 4 and under 5 w e e k s ---------------------5 we e k s ----------------------------------------6 we e k s ----------------------------------------- i 6 16 2 30 4 40 1 _ _ _ _ i 9 2 5 (9 ) 9 3 _ 3 2 7 - - - - 37 4 44 2 6 37 2 51 32 3 58 2 3 1 89 - 9 76 - M a x i m u m vacation available 1 w e e k ------------------------------------------2 we e k s ----------------------------------------3 we e k s ----------------------------------------O v e r 3 and under 4 w e e k s ---------------------4 we ek s ----------------------------------------O v e r 4 and under 5 w e e k s ---------------------5 we e k s ----------------------------------------6 we e k s ----------------------------------------O v e r 6 w e e k s ----------------------------------- _ 1 6 16 2 30 1 9 3 37 4 40 4 44 1 2 _ 9 6 9 76 - _ 2 5 37 2 51 1 1 _ _ (9 ) 3 32 3 58 2 7 - 2 1 89 - 1 See footnotes at end of tables. I T a b le B -6 . H e a lth , in s u ra n c e , and p e n s io n p la n s (Percent of plantworkers and officeworkers in all industries and in industry divisions e m p l o y e d in establishments providing health, insurance, or pension benefits, Trenton, N. J. , S e p t e m b e r 1972) Officeworkers Plantworkers T y p e of benefit and financing14 All w o r k e r s -------------------------------- W o r k e r s in establishments providing at least 1 of the benefits s h o w n b e l o w _ All industries Manufacturing 100 100 Public utilities All industries Manufacturing Public utilities 100 100 100 100 100 100 100 100 100 100 Life in su ra nc e-----------------------------Noncontributory pl an s------------------Accidental death and d i s m e m b e r m e n t insurance---------------------------------Noncontributory pl an s------------------Sickness and accident insurance or sick leave or bo th15----------------------- 95 90 99 99 100 68 99 78 99 91 100 79 68 66 74 74 61 61 62 53 63 55 78 78 63 62 94 92 96 97 Sickness and accident insurance--------Noncontributory pl an s ---------------Sick leave (full pay and no waiting period)------------------------Sick leave (partial pay or waiting period)-------------------------- 50 50 58 58 46 46 66 53 86 66 23 23 20 13 43 67 87 27 5 3 37 14 3 68 L o n g - t e r m disability insurance------------Noncontributory pl an s------------------Hospitalization insurance------------------Noncontributory pl an s------------------Surgical insurance-------------------------Noncontributory plans------------------Medical insurance-------------------------Noncontributory pl an s------------------M a j o r me di ca l insu ra nc e------------------Noncontributory plans------------------Dental i n su ra nc e---------------------------Noncontributory pl an s------------------Retirement pension__________________________ Noncontributory pl a n s ------------------- 30 22 99 89 99 89 97 88 47 43 3 3 91 78 36 25 100 92 100 92 99 92 48 47 3 3 98 82 39 39 100 100 100 100 100 100 75 75 6 6 94 87 50 13 99 71 99 71 99 70 90 58 1 1 88 49 69 14 100 62 100 62 100 62 88 46 i i 89 42 22 22 100 100 100 100 100 100 97 97 - S e e f o o t n o t e s a t e n d o f t a b le s . - 97 96 24 F o o tn o te s A ll of th ese standard footnotes m ay not apply to this bu lletin . 1 Standard hours r e fle c t the w orkw eek for which em p lo y ee s r e c e iv e their reg u lar s tr a ig h t-tim e s a la r ie s (e x c lu siv e of pay fo r o vertim e at regu lar a n d /o r p re m iu m r a t e s ), and the earnings co rresp o n d to th ese w eekly h o u r s. 2 The m ean is com puted for each job by totaling the earnings of a ll w o rk ers and dividing by the num ber o f w o r k e r s . The m edian design ates position— h alf of the em p lo y e e s su rveyed r e c e iv e m o r e than the rate shown; half r e c e iv e le s s than the rate shown. The m iddle range is defined by 2 ra tes of pay; a fourth of the w o rk ers earn le s s than the low er of th ese ra te s and a fourth earn m o r e than the higher ra te . 3 E xclu des p re m iu m pay for o v ertim e and for w ork on w eek en d s, h o lid a y s, and late sh ifts. 4 T h e se s a la r ie s rela te to fo r m a lly esta b lish e d m in im u m startin g (hiring) reg u lar s tr a ig h t-tim e s a la r ie s that a re paid for standard w o rk w eek s. 5 E xclu des w o rk ers in s u b c le r ic a l jo b s such as m e s s e n g e r . 6 Data a re p rese n te d for a ll standard w orkw eeks com b in ed, and for the m o st com m on standard w orkw eeks rep o rted . 7 Includes a ll plan tw o rk ers in esta b lish m en ts c u rren tly operating late sh ifts, and e sta b lish m en ts w hose fo r m a l p ro v isio n s cov er late s h ifts, even though the e sta b lish m en ts w ere not cu rren tly operating late sh ifts. 8 L e s s than 0 .0 5 p e rce n t. 9 L e s s than 0 .5 p e rce n t. 10 A ll com bin ation s of fu ll and h alf days that add to the sa m e amount are com bin ed; for ex a m p le , the proportion of w o rk ers receiv in g a total of 9 days in clu des th ose with 9 fu ll days and no h alf d a y s, 8 fu ll days and 2 half d a y s, 7 fu ll days and 4 h alf d a y s, and so on. P rop ortion s then w ere cum ulated. 11 T h e se days a re provided as part of a C h ristm a s—New Y e a r holiday p eriod which ty p ica lly begins with C h ristm a s E ve and ends with New Y e a r 's D ay. Such a holiday p eriod is com m on in the a u to m o b ile, a e r o s p a c e , and fa r m im p lem en t in d u s trie s . B eca u se of y e a r -t o -y e a r variation in the num ber of w orkdays during the p e rio d , pay fo r a Sunday in D e c e m b e r , frequ ently r e fe r r e d to as a "b o n u s h o l i d a y ," m ay be provided to eq u a lize each y e a r 's total holiday pay. 12 " F lo a t in g " holidays v a ry fr o m y ear to y ear accord in g to em p lo y er or em p loy ee c h o ic e. 13 Includes paym ents other than "le n g th of t i m e , " such as p ercen ta ge of annual earnin gs or fla t -s u m p a y m e n ts, con v erted to an equivalent tim e b a s is ; for e x a m p le , 2 percen t of annual earnings was co n sid e red as 1 w e e k 's pay. P e rio d s of s e r v ic e are ch osen a r b itr a r ily and do not n e c e s s a r ily r e fle c t individual p ro v isio n s for p r o g r e s s io n ; fo r e x a m p le , changes in p ro portion s at 10 y e a r s include changes betw een 5 and 10 y e a r s . E s tim a te s a re cu m u lative. T h u s, the proportion elig ib le for at le a s t 3 w e e k s ' pay after 10 y e a r s in clu des th ose elig ib le for at le a st 3 w eeks.' pay a fter few er y e a r s of s e r v ic e . 14 E s tim a te s liste d a fter type of ben efit a re for a ll plans for which at le a st a part of the cost is borne by the e m p lo y e r . "N o n con trib u to ry p la n s " include only th ose financed en tire ly by the e m p lo y e r . E xclu ded a re le g a lly req u ired p la n s, such as w o r k m e n 's com p en sation , s o c ia l se c u r ity , and r a ilr o a d r e tir e m e n t. 1 Unduplicated total of w o rk e rs re c e iv in g sick leav e or sic k n e ss and accident in su ran ce shown s ep a ra tely b elo w . Sick le a v e plans are lim ite d to th ose which d efin itely e sta b lish at le a st the m in im u m num ber of d a y s ' pay that each em p loy ee can ex p ect. In form al sick leave allow an ces d eterm in ed on an individual B a sis a r e excluded. A p p e n d ix . O c c u p a tio n a l D e s c r ip tio n s T h e p r i m a r y purpose of preparing job descriptions for the Bureau's w a g e surveys is to assist its field staff in classifying into appropriate occupations w o r k e r s w h o are e m p l o y e d under a variety of payroll titles and different w o r k a r r a ng em en ts f r o m establishment to establishment and f r o m area to area. This permits the grouping of occupational w a g e rates representing c o mp ar ab le job content. B e ca us e of this em ph a s i s on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions m a y differ significantly f r o m those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers. OFFICE C L E R K , A C C O U N T I N G — Continued BILLER, M A C H I N E Prep ar es statements, bills, and invoices on a m a c h i n e other than an ordinary or electromatic typewriter. M a y also keep records as to billings or shipping charges or p e r f o r m other clerical w o r k incidental to billing operations. F o r w a g e study purposes, billers, machine, are classified by type of machine, as follows: Biller, m a c h i n e (billing m a c h i n e ) . U s e s a special billing m a c h i n e (combination typing and adding machine) to prepare bills and invoices f r o m customers' purchase orders, inter nally pr epared orders, shipping m e m o r a n d u m s , etc. Usually involves application of p r e determined discounts and shipping charges and entry of necessary extensions, which m a y or m a y not be c o m p u t e d on the billing machine, and totals which are automatically accumulated by machine. T h e operation usually involves a large n u m b e r of carbon copies of the bill being prepared and is often done on a fanfold machine. Biller, m a c h i n e (bookkeeping m a c h i n e ) . U s e s a bookkeeping m a c h i n e (with or without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable o p e r a tion. Generally involves the simultaneous entry of figures on customers' ledger record. T h e m a c h i n e automatically accumulates figures on a n u m b e r of vertical c o lu mn s and c o mp ut es and usually prints automatically the debit or credit balances. Do es not involve a kn o w l edge of bookkeeping. W o r k s f r o m uniform and standard types of sales and credit slips. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping m a c h i n e (with or without a typewriter keyboard) to keep a record of business transactions. Class A. K e e p s a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting sy st em used. De te rm in es proper records and distribution of debit and credit items to be used in each phase of the work. M a y prepare consolidated reports, balance sheets, and other records by hand. Class B. K e e p s a record of one or m o r e phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Ph as es or sections include accounts payable, payroll, customers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. M a y check or assist in preparation of trial balances and prepare control sheets for the accounting department. CLERK, ACCOUNTING P e r f o r m s one or m o r e accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, 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 m o r e complicated journal vouchers. M a y w o r k in either a m a n u a l or automated accounting system. T h e w o r k requires a knowledge of clerical m e t h o d s and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the w o r k e r typically b e c o m e s familiar with the bookkeeping and accounting t e r m s and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting. Positions are classified into levels on the basis of the following definitions. Class A . U n d e r general supervision, p e r f o r m s accounting clerical operations which require the application of experience and judgment, for example, clerically processing c o m plicated or nonrepetitive accounting transactions, selecting a m o n g a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. M a y be assisted by one or m o r e class B accounting clerks. Class B . U n d e r close supervision, following detailed instructions and standardized pr o cedures, p e r f o r m s one or m o r e routine accounting clerical operations, such as posting to ledgers, cards, or worksheets w h e r e identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding d o cu me nt s using a few prescribed accounting codes. CLERK, FILE Files, classifies, and retrieves material in an established filing system. M a y p e r f o r m clerical and m a n u a l tasks required to maintain files. Positions are classified into levels on the basis of the following definitions. Class A . Classifies and indexes file material such as correspondence, reports, tech nical documents, etc., in an established filing sy st em containing a n u m b e r of varied subject matter files. M a y also file this material. M a y keep records of various types in conjunction with the files. M a y lead a small group of lower level file clerks. Class B . Sorts, codes, and files unclassified material by simple (subject matter) he a d ings or partly classified material by finer subheadings. Prep ar es simple related index and cross-reference aids. A s requested, locates clearly identified material in files and for w a r d s material. M a y p e r f o r m related clerical tasks required to maintain and service files. Class C . P e r f o r m s routine filing of material that has already been classified or which is easily classified in a simple serial classification sy s t e m (e.g., alphabetical, chronological, or numerical). A s requested, locates readily available material in files and forwards m a terial; and m a y fill out withdrawal charge. M a y p e r f o r m simple clerical and m a n u a l tasks required to maintain and service files. CLERK, OR D E R Receives customers' orders for material or m e r c h a n d i s e by mail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; m a k i n g out an order sheet listing the items to m a k e up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. M a y check with credit department to determine credit rating o( customer, acknowledge receipt of orders f r o m customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders. CLERK, PAYROLL C o m p u t e s w a g e s of c o m p a n y e m pl oy ee s and enters the necessary data on the payroll sheets. Duties involve: Calculating workers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker's na m e , working days, time, rate, deductions for insurance, and total w a g e s due. M a y m a k e out paychecks and assist p a y m a s t e r in m a k i n g up and distributing pay envelopes. M a y use a calculating machine. NOTE: Since the last survey in this area, the B u r e a u has (1) discontinued collecting data for C o m p t o m e t e r operators, (2) changed the electronics technicians classification f r o m a single level to a three level job, and (3) begun collecting data for w a r e h o u s e m e n . 26 KEYPUNCH OPERATOR S E C R E T A R Y — Continued Operates a keyp un ch m a c h i n e tabulating cards or on tape. to record or verify alphabetic and/or n u m e r i c data on Positions are classified into levels on the basis of the following definitions. Class A . W o r k requires the application of experience and ju dgment in selecting p r o c e dures to be followed and in searching for, interpreting, selecting, or coding items to be ke yp un ch ed f r o m a variety of source documents. O n occasign m a y also p e r f o r m s o m e routine k e yp un ch work. M a y train inexperienced k e yp un ch operators. N O T E : T h e t e r m "corporate officer, " used in the level definitions following, refers to those officials w h o have a significant corporate-wide policymaking role with regard to m a j o r c o m p a n y activities. T h e title "vice president," though no rmally indicative of this role, does not in all cases identify such positions. Vice presidents w h o s e p r i m a r y responsibility is to act p e r sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for purposes of applying the following level definitions. Class A 1. Secretary to the c h a i r m a n of the board or president of a c o m p a n y that employs, in all, over 100 but fewer than 5,000 pe rs on s; or* 1 Class B . W o r k is routine and repetitive. U n d e r close supervision or following specific procedures or instructions, w o r k s f r o m various standardized source do c u m e n t s which have been coded, and follows specified procedures w hich have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to supervisor p r o b l e m s arising f r o m erroneous items or codes or missing information. 2. Secretary to a corporate officer (other than the c h a i r m a n of the board or president) of a c o m p a n y that employs, in all, over 5,000 but fewer than 25,000 p e rs on s; or 3. Secretary to the head, im mediately below the corporate officer level, of a m a j o r s e g m e n t or subsidiary of a c o m p a n y that employs, in all, over 25,000 p e r s o n s . Class B M E S S E N G E R (Office B o y or Girl) P e r f o r m s various routine duties such as running errands, operating m i n o r office m a chines such as sealers or mailers, opening and distributing mail, and other m i n o r clerical work. Exclude positions that require operation of a m o t o r vehicle as a significant duty. SECRETARY As signed as personal secretary, n o rm al ly to one individual. Maintains a close and highly responsive relationship to the day-to-day w o r k of the supervisor. W o r k s fairly independently re ceiving a m i n i m u m of detailed supervision and guidance. P e r f o r m s varied clerical and secretarial duties, usually including m o s t of the following: a. Receives telephone calls, personal callers, and incoming mail, inquires, and routes technical inquiries to the proper persons; answers b. Establishes, maintains, c. Maintains the supervisor's calendar and m a k e s appointments as instructed; d. Relays m e s s a g e s f r o m supervisor to subordinates; routine 1. Secretary to the c h a i r m a n of the board or president of a c o m p a n y that employs, in all, fewer than 100 p e r s o n s ; or 2. Secretary to a corporate officer (other than the c h a i r m a n of the board or president) of a c o m p a n y that employs, in all, over 100 but fewer than 5,000 p e rs on s; or 3. Secretary to the head, im mediately below the officer level, over either a m a j o r corporate-wide functional activity (e.g., marketing, research, operations, industrial rela tions, etc.) o r a m a j o r geographic or organizational s e g m e n t (e.g., a regional headquarters; a m a j o r division) of a c o m p a n y that employs, in all, over 5,000 but fewer than 25,000 e m p l o y e e s ; or 4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, over 5,000 p e r s o n s ; or 5. Secretary to the head of a large and important organizational s e g m e n t (e.g., a middle m a n a g e m e n t supervisor of an organizational s e g m e n t often involving as m a n y as several hundred persons) or a c o m p a n y that employs, in all, over 25,000 p e r s o n s . and revises the supervisor's files; Class C e. R e v i e w s correspondence, m e m o r a n d u m s , and reports pr epared supervisor's signature to assure procedural and typographic accuracy; f. by others for the 1. Secretary to an executive or managerial person w h o s e responsibility is not equivalent to one of the specific level situations in the definition for class B, but w h o s e organizational unit no rmally n u m b e r s at least several dozen e m pl oy ee s and is usually divided into organiza tional s e gm en ts w hich are often, in turn, further subdivided. In s o m e companies, this level includes a wide range of organizational echelons; in others, only one or two; o r 2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, fewer than 5,000 p e r s o n s . P e r f o r m s stenographic and typing work. M a y also p e r f o r m other clerical and secretarial tasks of co mp a r a b l e nature and difficulty. T h e w o r k typically requires knowledge of office routine and understanding of the organization, p r o g r a m s , and procedures related to the w o r k of the supervisor. Exclusions Not all positions that are titled "secretary" possess the above characteristics. of positions which are excluded f r o m the definition are as follows: Examples Class D 1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than about 25 or 30 persons); o £ 2. Secretary to a nonsupervisory staff specialist, professional employee, administra tive officer, or assistant, skilled technician or expert. ( N O T E : M a n y comp an ie s assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.) STENOGRAPHER a. Positions which do not m e e t the "personal" secretary concept b. Stenographers not fully trained in secretarial type duties; described above; c. Stenographers serving as office assistants to a group of professional, technical, or manage ri al persons; d. Secretary positions in which the duties are either substantially m o r e routine or substantially m o r e c o m p l e x and responsible than those characterized in the definition; P r i m a r y duty is to take dictation using shorthand, and to transcribe the dictation. M a y also type f r o m written copy. M a y operate f r o m a stenographic pool. M a y occasionally transcribe f r o m voice recordings (if p r i m a r y duty is transcribing f r o m recordings, see Transcribing-Machine Operator, General). N O T E : This job is distinguished f r o m that of a secretary in that a secretary no rmally works, in a confidential relationship with only one m a n a g e r or executive and pe rf o r m s m o r e responsible and discretionary tasks as described in the secretary job definition. Stenographer, General e. Assistant type positions which involve m o r e difficult or m o r e nical, administrative, supervisory, or specialized clerical duties which secretarial work. responsible tech are not typical of Dictation involves a n o r m a l routine vocabulary. M a y maintain files, keep simple records, or p e r f o r m other relatively routine clerical tasks. 27 S T E N O G R A P H E R — C o n t in u e d T A B U L A T I N G - M A C H I N E O P E R A T O R ( E l e c t r i c A c c o u n t i n g M a c h in e O p e r a t o r ) — C on tin u e d Stenographer, Senior Positions are classified into levels on the basis of the following definitions. Dictation involves a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research. M a y also set up and maintain files, keep records, etc. OR P e r f o r m s stenographic duties requiring significantly greater independence and r e sp on sibility than stenographer, general, as evidenced by the following: W o r k requires a high degree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organization, policies, p r o c e dures, files, workflow, etc. U s e s this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling material for reports, m e m o r a n d u m s , and letters; co m p o s i n g simple letters f r o m general instructions; reading and routing incoming mail; and answering routine questions, etc. SWITCHBOARD OPERATOR Class A . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. P e r f o r m s full telephone information service or handles c o m p l e x calls, such as conference, collect, overseas, or similar calls, either in addition to doing routine w o r k as described for switchboard operator, class B, or as a full-time assignment. ("Full" telephone information service occurs w h e n the establishment has varied functions that are not readily understandable for telephone information purposes, e.g., because of overlapping or interrelated functions, and consequently present frequent p r o b l e m s as to which extensions are appropriate for calls.) Class B . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. M a y handle routine long distance calls and record tolls. M a y p e r f o r m limited telephone information service. ("Limited" telephone information service occurs if the functions of the establishment serviced are readily understandable for telephone information purposes, or if the requests are routine, e.g., giving extension n u m b e r s w h e n specific n a m e s are furnished, or if c o m p l e x calls are referred to another operator.) T h e s e classifications do not include switchboard operators in telephone c o mp an ie s w h o assist c u st om er s in placing calls. SWITCHBOARD OPERATOR-RECEPTIONIST In addition to performing duties of operator on a single-position or monitor-type switch board, acts as receptionist and m a y also type or p e r f o r m routine clerical w o r k as part of regular duties. This typing or clerical w o r k m a y take the m a j o r part of this worker's time while at switchboard. TABULATING-MACHINE OPERATOR (Electric Accounting M a c h i n e Operator) Operates one or a variety of m a c h i n e s such as the tabulator, calculator, collator, inter preter, sorter, reproducing punch, etc. Excluded f r o m this definition are working supervisors. Also excluded are operators of electronic digital computers, even though they m a y also operate E A M equipment. Class A . P e r f o r m s complete reporting and tabulating assignments including devising difficult control panel wiring under general supervision. A s si gn me nt s typically involve a variety of long and c o m p l e x reports which often are irregular or nonrecurring, requiring s o m e planning of the nature and sequencing of operations, and the use of a variety of m a chines. Is typically involved in training n e w operators in m a c h i n e operations or training lower level operators in wiring f r o m di ag r a m s and in the operating sequences of long and c o m p l e x reports. Do es not include positions in which wiring responsibility is limited to selection and insertion of pr ewired boards. Class B . P e r f o r m s w o r k according to established procedures and under specific in structions. As s i g n m e n t s typically involve complete but routine and recurring reports or parts of larger and m o r e c o m p l e x reports. Operates m o r e difficult tabulating or electrical a c counting m a c h i n e s such as the tabulator and calculator, in addition to the simpler ma ch i n e s used by class C operators. M a y be required to do s o m e wiring f r o m diagrams. M a y train n e w e m pl oy ee s in basic m a c h i n e operations. Class C . U n d e r specific instructions, operates simple tabulating or electrical accounting m a c h i n e s such as the sorter, interpreter, reproducing punch, collator, etc. A s s i gn me nt s typically involve portions of a w o r k unit, for example, individual sorting or collating runs, or repetitive operations. M a y p e r f o r m simple wiring f r o m diagrams, and do s o m e filing work. TRANSCRIBING-MACHINE OPERATOR, GENERAL P r i m a r y duty is to transcribe dictation involving a n o r m a l routine vocabulary fr o m transcribing-machine records. M a y also type f r o m written copy and do simple clerical work. W o r k e r s transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A w o r k e r w h o takes dictation in shorthand or by Stenotype or similar m a c h i n e is classified as a stenographer. TYPIST U s e s a typewriter to m a k e copies of various materials or to m a k e out bills after calcula tions have been m a d e by another person. M a y include typing of stencils, mats, or similar m a t e rials for use in duplicating processes. M a y do clerical w o r k involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Class A . P e r f o r m s one or m o r e of the following: Typing material in final f o r m w h e n it involves combining material f r o m several sources: or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual w o r d s or foreign language m a t e rial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. M a y type routine f o r m letters, varying details to suit circumstances. Class B . P e r f o r m s one or m o r e of the following: C o p y typing f r o m rough or clear drafts; or routine typing of forms, insurance policies, etc.; or setting up simple standard tabulations; or copying m o r e c o m p l e x tables already set up and spaced properly. P R O F E S S IO N A L A N D T E C H N IC A L COMPUTER COMPUTER OPERATOR Monitors and operates the control console of a digital c o mp ut er to process data according to operating instructions, usually prepared by a pr og r a m e r . W o r k includes m o s t of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; m a k e s adjustments to c o m p u t e r to correct operating p r o b l e m s and m e e t special conditions; reviews errors m a d e during operation and determines cause or refers p r ob le m to supervisor or p r og ra me r; and maintains operating records. M a y test and assist in correcting pr og r a m . F o r w a g e study purposes, co mp u t e r operators are classified as follows: Class A. Operates independently, or under only general direction, a c o m p u t e r running p r o g r a m s with m o s t of the following characteristics: N e w p r o g r a m s are frequently tested and introduced; scheduling requirements are of critical importance to m i n i m i z e downtime; the p r o g r a m s are of c o m p l e x design so that identification of error source often requires a working knowledge of the total p r o g r a m , and alternate p r o g r a m s m a y not be available. M a y give direction and guidance to lower level operators. Class B . Operates independently, or under only general direction, a c o m p u t e r running p r o g r a m s with m o s t of the following characteristics: M o s t of the p r o g r a m s are established production runs, typically run on a regularly recurring basis; there is little or no testing O P E R A T O R — Continued of n e w p r o g r a m s required; alternate p r o g r a m s are provided in case original p r o g r a m needs m a j o r change or cannot be corrected within a reasonable time. In c o m m o n error situa tions, diagnoses cause and takes corrective action. This usually involves applying previously p r o g r a m e d corrective steps, or using standard correction techniques. OR Operates under direct supervision a co mp u t e r running p r o g r a m s or se gments of p r o g r a m s with the characteristics described for class A. M a y assist a higher level operator by inde pendently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed. Class C . W o r k s on routine p r o g r a m s under close supervision. Is expected to develop working knowledge of the co mp u t e r equipment used and ability to detect p r ob le ms involved in running routine p r o g r a m s . Usually has received s o m e formal training in c o mp ut er operation. M a y assist higher level operator on c o m p l e x p r og ra ms . COMPUTER PROGRAMER, BUSINESS Converts statements of business problems, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the p r o b l e m s by automatic data processing equipment. W o rk in g fr o m charts or diagrams, the p r o g r a m e r develops the precise in structions which, w h e n entered into the c o m p u t e r sy st em in coded language, cause the manipulation 28 COM PU TER P R O G R A M E R , B U S IN E S S — C o n t in u e d C O M PU TER SYSTEM S A N A LYST, of data to achieve desired results. W o r k involves m o s t of the following: Applies knowledge of c o m p u t e r capabilities, ma th em at ic s, logic e m p l o y e d by computers, and particular subject matter involved to analyze charts and d i a g r a m s of the p r o b l e m to be pr og r a m e d ; develops sequence of p r o g r a m steps; writes detailed flow charts to s h o w order in which data will be processed; converts these charts to coded instructions for m a c h i n e to follow; tests and corrects p r og ra ms ; prepares instructions for operating personnel during production run; analyzes, reviews, and alters p r o g r a m s to increase operating efficiency or adapt to n e w requirements; maintains records of p r o g r a m develo pm en t and revisions. ( N O T E : W o r k e r s p e rf or mi ng both s y st em s analysis and p r o g r a m i n g should be classified as sy st em s analysts if this is the skill used to determine their pay.) Do e s not include e m pl oy ee s primarily responsible for the m a n a g e m e n t or supervision of other electronic data processing employees, or p r o g r a m e r s primarily concerned with scientific and/or engineering problems. F o r w a g e study purposes, p r o g r a m e r s are classified as follows: Class A. W o r k s independently or under only general direction on c o m p l e x p r o b l e m s which require c o m p e t e n c e in all phases of p r o g r a m i n g concepts and practices. W o rk in g f r o m dia g r a m s and charts which identify the nature of desired results, m a j o r processing steps to be accomplished, and the relationships be tw ee n various steps of the p r o b l e m solving routine; plans the full range of p r o g r a m i n g actions n e eded to efficiently utilize the c o m p u t e r s y st em in achieving desired end products. At this level, p r o g r a m i n g is difficult because c o m p u t e r equipment m u s t be organized to produce several interrelated but diverse products f r o m n u m e r o u s and diverse data elements. A wide variety and extensive n u m b e r of internal processing actions m u s t occur. This requires such actions as de velopment of c o m m o n operations which can be reused, establishment of linkage points be tw ee n operations, adjustments to data w h e n p r o g r a m requirements exceed c o m p u t e r storage capacity, and substantial manipulation and resequencing of data elements to f o r m a highly integrated p r o g r a m . M a y provide functional direction to lower level p r o g r a m e r s w h o are assigned to assist. Class B. p rogram s, or Works on independently or s im p le se g m e n ts under o f c o m p le x only general direction on p rogram s. P rogram s (o r relatively simple se g m e n ts) u s u a lly process information to produce data in two or three varied sequences or formats. Reports and listings are pr oduced by refining, adapting, arraying, or m a k i n g m i n o r additions to or deletions f r o m input data which are readily available. While n u m e r o u s records m a y be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a fe w routine checks. Typically, the p r o g r a m deals with routine record-keeping type operations. OR W o r k s on c o m p l e x p r o g r a m s (as described for class A) under close direction of a higher level p r o g r a m e r or supervisor. M a y assist higher level p r o g r a m e r by independently p e r forming less difficult tasks assigned, and pe rforming m o r e difficult tasks under fairly close direction. M a y guide or instruct lower level pr o g r a m e r s . Class C. M a k e s practical applications of p r o g r a m i n g practices and concepts usually learned in formal training courses. A s s i g n m e n t s are designed to develop c o m p e t e n c e in the application of standard procedures to routine problems. Receives close supervision on n e w aspects of assignments; and w o r k is reviewed to verify its accuracy and c o nf or ma nc e with required procedures. COMPUTER SYSTEMS ANALYST, BUSINESS Analyzes business p r o b l e m s to formulate procedures for solving t h e m by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable p r o g r a m e r s to prepare required digital c o m p u t e r pr o g r a m s . W o r k involves m o s t of the following: Analyzes subject-matter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies n u m b e r and types of records, files, and do c u m e n t s to be used; outlines actions to be p e r f o r m e d by personnel and comp ut er s in sufficient detail for presentation to m a n a g e m e n t and for p r o g r a m i n g (typically this involves preparation of w o r k and data flow charts); coordinates the de velopment of test p r o b l e m s and participates in trial runs of n e w and revised systems; and r e c o m m e n d s equipment changes to obtain m o r e effective overall operations. ( N O T E : W o r k e r s performing both s y st em s analysis and pr o g r a m i n g should be clas sified as s y st em s analysts if this is the skill used to determine their pay.) Do e s not include e m pl oy ee s primarily responsible for the m a n a g e m e n t or supervision of other electronic data processing employees, or sy st em s analysts primarily concerned with scientific or engineering problems. F o r w a g e study purposes, sy st em s analysts are classified as follows: Class A. W o r k s independently or under only general direction on c o m p l e x p r o b l e m s involving all phases of sy st em s analysis. P r o b l e m s are c o m p l e x because of diverse sources of input data and multiple-use requirements of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which B U S IN E S S — C o n t in u e d ev er y item of each type is automatically p r oc es se d through the full s y s t e m of records and appropriate followup actions are initiated by the computer.) Confers with persons conc er ne d to determine the data processing p r o b l e m s and advises subject-matter personnel on the implica tions of n e w or revised s y s t e m s of data processing operations. M a k e s reco mm en da ti on s, if needed, for approval of m a j o r s y s t e m s installations or changes and for obtaining equipment. M a y provide functional direction to lower assist. level s y s t e m s analysts w h o are assigned to Class B . W o r k s independently or under only general direction on p r o b l e m s that are relatively uncomplicated to analyze, plan, p r o g r a m , and operate. P r o b l e m s are of limited complexity because sources of input data are h o m o g e n e o u s and the output data are closely related. (For example, develops s y s t e m s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons co ncerned to determine the data processing p r o b l e m s and advises subject-matter personnel o n the implications of the data processing s y st em s to be applied. OR W o r k s on a s e g m e n t of a c o m p l e x data processing s c h e m e or system, as described for class A. W o r k s independently on routine assignments and receives instruction and guidance on c o m p l e x assignments. W o r k is reviewed for accu ra cy of judgment, compliance with instructions, and to insure pr op er alinement with the overall system. Class C . W o r k s under i m m e d i a t e supervision, carrying out analyses as assigned, usually of a single activity. A s s i g n m e n t s are designed to develop and ex pa nd practical experience in the application of pr ocedures and skills required for sy st em s analysis work. F o r example, m a y assist a higher level s y s t e m s analyst by preparing the detailed specifications required by p r o g r a m e r s f r o m information developed by the higher level analyst. DRAFTSMAN Class A . Plans the graphic presentation of c o m p l e x items having distinctive design features that differ significantly f r o m established drafting precedents. W o r k s in close sup port with the design originator, and m a y r e c o m m e n d m i n o r design changes. Analyzes the effect of each change on the details of form, function, and positional relationships of c o m ponents and parts. W o r k s with a m i n i m u m of supervisory assistance. C o m p l e t e d w o r k is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings, or direct their preparation by lower level draftsmen. Class B . P e r f o r m s nonroutine and c o m p l e x drafting as signments that require the appli cation of m o s t of the standardized drawing techniques regularly used. Duties typically in volve such w o r k as: Pr ep a r e s wo rk in g drawings of su bassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares archi tectural drawings for construction of a building including detail drawings of foundations, wall sections, floor plans, an d roof. Us e s accepted formulas an d m a n u a l s in m a k i n g necessary computations to determine quantities of materials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and advice f r o m supervisor. C o m p l e t e d w o r k is ch ec ke d for technical adequacy. Class C . Pr ep a r e s detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prep ar ed include isometric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of c o m p o n e n t s and convey ne ed ed information. Consolidates details f r o m a n u m b e r of sources and adjusts or transposes scale as required. Suggested m e t h o d s of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete w h e n assignments recur. W o r k m a y be spot-checked during progress. DRAFTSMAN- TRACER Copies plans and drawings pr epared by others by placing tracing cloth or paper over drawings and tracing with pe n or pencil. (Does not include tracing limited to plans primarily consisting of straight lines and a large scale not requiring close delineation.) AND/OR Pr ep a r e s simple or repetitive drawings of easily visualized items. during progress. ELECTRONICS W o r k is closely supervised TECHNICIAN W o r k s on various types of electronic equipment and related devices by pe rf or mi ng one or a combination of the following: Installing, maintaining, repairing, overhauling, troubleshooting, modifying, constructing, and testing. W o r k requires practical application of technical kn owledge of electronics principles, ability to determine malfunctions, and skill to put equipment in required operating condition. 29 E L E C T R O N IC S E L E C T R O N IC S T E C H N I C I A N — C o n t in u e d T h e equipment— consisting of either m a n y different kinds Of circuits or multiple repetition of the s a m e kind of circuit— includes, but is not limited to, the following: (a) Electronic trans mitting and receiving equipment (e.g., radar, radio, television, telephone, sonar, navigational aids), (b) digital and analog co mputers, and (c) industrial and m e di ca l m e a s u r i n g and controlling equipment. This classification excludes r e p a i r m e n of such standard electronic eq ui pm en t as c o m m o n office m a c h i n e s and household radio and television sets; production as se m b l e r s and testers; w o r k ers w h o s e p r i m a r y duty is servicing electronic test instruments; technicians w h o have a d m i n i s trative or supervisory responsibility; and draftsmen, designers, and professional engineers. Positions are classified into levels on the basis of the following definitions. Class A . Applies advanced technical knowledge to solve unusually c o m p l e x p r o b l e m s (i.e., those that typically cannot be solved solely by reference to manufacturers' m a n u a l s or similar documents) in working on electronic equipment. E x a m p l e s of such p r o b l e m s include location and density of circuitry, electro-magnetic radiation, isolating malfunctions, and frequent engineering changes. W o r k involves: A detailed understanding of the interrelation ships of circuits; exercising independent j u dg me nt in pe rforming such tasks as m a k i n g circuit analyses, calculating w a v e forms, tracing relationships in signal flow; and regularly using c o m p l e x test instruments (e.g., dual trace oscilloscopes, Q - m e t e r s , deviation meters, pulse generators). W o r k m a y be reviewed by supervisor (frequently an engineer or designer) for general compliance with accepted practices. M a y provide technical guidance to lower level technicians. Class B . Applies c o m p re he ns iv e technical kn owledge to solve c o m p l e x p r o b l e m s (i.e., those that typically can be solved solely by properly interpreting manufacturers' m a n u a l s or similar documents) in working on electronic equipment. W o r k involves: A familiarity with the interrelationships of circuits; and judg me nt in determining w o r k sequence and in selecting tools and testing instruments, usually less c o m p l e x than those us ed by the class A technician. T E C H N I C I A N — C o n t in u e d Receives technical guidance, as required, f r o m supervisor or higher level technician, and w o r k is reviewed for specific compliance with accepted practices and w o r k assignments. M a y provide technical guidance to lower level technicians. Class C . Applies working technical knowledge to p e r f o r m simple or routine tasks in working on electronic equipment, following detailed Instructions which cover virtually all procedures. W o r k typically involves such tasks as: Assisting higher level technicians by pe rf or mi ng such activities as replacing components, wiring circuits, and taking test readings; repairing simple electronic equipment; and using tools and c o m m o n test instruments (e.g., multimeters, audio signal generators, tube testers, oscilloscopes). Is not required to be familiar with the interrelationships of circuits. This knowledge, however, m a y be acquired through assignments designed to increase co mp e t e n c e (including c l a s s r o o m training) so that w o r k e r can advance to higher level technician. Receives technical guidance, as required, f r o m supervisor or higher level technician. W o r k is typically spot checked, but is given detailed re vi ew w h e n n e w or advanced assignments are involved. N U R S E , I N D U S T R I A L (Registered) A registered nurse w h o gives nursing service under general me di ca l direction to ill or injured em p l o y e e s or other persons w h o b e c o m e ill or suffer an accident o n the p r e m i s e s 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 co mp ensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; an d planning and ca rr y ing-out p r o g r a m s involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or he ad nurses in establishments employing m o r e than one nurse are excluded. M A IN T E N A N C E A N D P O W E R P L A N T CARPENTER, MAINTENANCE P e r f o r m s the carpentry duties ne cessary to construct and maintain in good repair build ing w o o d w o r k and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim m a d e of w o o d in an establishment. W o r k involves m o s t of the following: Planning and laying out of w o r k f r o m blueprints, drawings, models, or verbal instructions; using a variety of carpenter's handtools, portable p o w e r tools, and standard m e a s u r i n g instruments; m a k ing standard shop computations relating to dimensions of work; and selecting materials ne cessary for the work. In general, the w o r k of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. ELECTRICIAN, M A I N T E N A N C E P e r f o r m s a variety of electrical trade functions such as the installation, maintenance, or repair of eq uipment for the generation, distribution, or utilization of electric en ergy in an estab lishment. W o r k involves m o s t of the following: Installing or repairing any of a variety of elec trical equipment such as generators, transformers, switchboards, controllers, circuit b r e a k e r s , motors, heating units, conduit systems, or other transmission equipment; working f r o m blue prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical sy s t e m or equipment; wo rk in g standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and m e a s u r i n g and testing instruments. In general, the w o r k of the ma intenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. ENGINEER, ST AT IO NA RY Operates and maintains and m a y also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which e m p l o y e d with power, heat, refrigeration, or air-conditioning. W o r k involves: Operating and maintaining equipment such as st e a m engines, air co m p r e s s o r s , generators, motors, turbines, ventilating and refrig erating equipment, s t e a m boilers and boiler-fed water p u m p s ; m a k i n g equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. M a y also s u pervise these operations. H e a d or chief engineers in establishments employing m o r e than one engineer are excluded. FIREMAN, STATIONARY BOILER Fires stationary boilers to furnish the establishment in which e m p l o y e d with heat, power, or steam. F e e d s fuels to fire by ha nd or operates a me ch an ic al stoker, gas, or oil burner; and checks water and safety valves. M a y clean, oil, or assist in repairing boilerroom equipment. HELPER, MAINTENANCE TRADES Assists one or m o r e w o r k e r s in the skilled ma in te na nc e trades, by performing specific or general duties of lesser skill, such as keeping a w o r k e r supplied with materials and tools; cleaning wo rk in g area, ma chine, and equipment; assisting j o u r n e y m a n by holding materials or tools; and pe rf or mi ng other unskilled tasks as directed by journeyman. T h e kind of w o r k the helper is permitted to p e r f o r m varies f r o m trade to trade: In s o m e trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to p e r f o r m specialized m a c h i n e operations, or parts of a trade that are also p e r f o r m e d by w o r k e r s on a full-time basis. MACHINE-TOOL OPERATOR, TOOLROOM Specializes in the operation of one or m o r e types of m a c h i n e tools, such as jig borers, cylindrical or surface grinders, engine lathes, or milling ma ch in es , in the construction of m a c h i n e - s h o p tools, gages, jigs, fixtures, or dies. W o r k involves m o s t of the following: Planning and pe rforming difficult m a ch in in g operations; processing items requiring complicated setups or a high degree of accuracy; using a variety of precision m e a s u r i n g instruments; selecting feeds, speeds, tooling, and operation sequence; and m a k i n g ne cessary adjustments during operation to achieve requisite tolerances or dimensions. M a y be required to recognize w h e n tools need dressing, to dress tools, and to select pr op er coolants and cutting and lubricating oils. Fo r cross-industry w a g e study purposes, machine-tool operators, toolroom, in tool and die jobbing shops are excluded f r o m this classification. MACHINIST, M A I N T E N A N C E Pr od u c e s replacement parts and n e w parts in m a k i n g repairs of me ta l parts of mechanical equipment operated in an establishment. W o r k involves m o s t of the following: Interpreting written instructions and specifications; planning and laying out of work; using a variety of machinist's 30 M A C H I N I S T , M A I N T E N A N C E — Continued PAINTER, M A I N T E N A N C E handtools and precision m e a s u r i n g instruments; setting up and operating standard m a c h i n e tools; shaping of me ta l parts to close tolerances; m a k i n g standard shop computations relating to d i m e n sions of work, tooling, feeds, and speeds of machining; knowledge of the wo rk in g properties of the c o m m o n metals; selecting standard materials, parts, and equipment required for his work; and fitting and as sembling parts into me ch a n i c a l equipment. In general, the machinist's w o r k no rmally requires a rounded training in m a c h i n e - s h o p practice usually acquired through a formal apprenticeship or equivalent training and experience. Paints and redecorates walls, w o o d w o r k , and fixtures of an establishment. W o r k involves the following; K n o w l e d g e of surface peculiarities and types of paint required for different applica tions; preparing surface for painting by r e m o v i n g old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. M a y m i x colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the w o r k of the ma in te na nc e painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. PIPEFITTER, M A I N T E N A N C E MECHANIC, A U T O M O T I V E (Maintenance) Repairs automobiles, buses, motortrucks, and tractors of an establishment. W o r k in volves m o s t of the following: E x a m i n i n g automotive equipment to diagnose source of trouble; dis assembling equipment and pe rf or mi ng repairs that involve the use of such handtools as w renches, gages, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts f r o m stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and m a k i n g n e ce ss ar y adjustments; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the w o r k of the automotive m e c h a n i c requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. This classification does not include m e c h a n i c s w h o repair customers' vehicles in auto mobile repair shops. MECHANIC, MAINTENANCE Repairs m a c h i n e r y or m e c h an ic al eq uipment of an establishment. W o r k involves m o s t of the following: E x a m i n i n g m a c h i n e s and mech an ic al equipment to diagnose source of trouble; dismantling or partly dismantling m a c h i n e s and pe rf or mi ng repairs that ma i n l y involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained f r o m stock; ordering the production of a re placement part by a m a c h i n e shop or sending of the m a c h i n e to a m a c h i n e shop for m a j o r repairs; preparing written specifications for m a j o r repairs or for the production of parts or de re d f r o m m a c h i n e shop; reassembling machines; and m a k i n g all ne cessary adjustments for operation. In general, the w o r k of a ma intenance m e c h a n i c requires rounded training and experience usually acquired through a fo rmal apprenticeship or equivalent training and experience. Excluded f r o m this classification are w o r k e r s w h o s e p r i m a r y duties involve setting up or adjusting machines. MILLWRIGHT Installs n e w m a c h i n e s or he av y equipment, and dismantles and installs m a c h i n e s or heavy equipment w h e n changes in the plant layout are required. W o r k involves m o s t of the following: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; m a k i n g standard shop computations relating to stresses, strength of materials, and centers of gravity; alining and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order p o w e r transmission equipment such as drives and speed reducers. In general, the millwright's w o r k no rmally requires a rounded training and experience in the trade acquired through a fo rm al apprenticeship or equivalent training and experience. Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. W o r k involves m o s t of the following; Laying out of w o r k and m e a s u r i n g to locate position of pipe f r o m drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and h a m m e r or oxyacetylene torch or pipe-cutting ma chines; threading pipe with stocks and dies; bending pipe by hand-driven or power- dr iv en machines; assembling pipe with cbuplings and fastening pipe to hangers; m a k i n g standard shop computations relating to pressures, flow, and size of pipe required; and m a k i n g standard tests to determine whether fin ished pipes m e e t specifications. In general, the w o r k of the ma intenance pipefitter requires rounded training an d experience usually acquired through a fo rm al apprenticeship or equivalent training and experience. W o r k e r s primarily engaged in installing and repairing building sanitation or heating s y s t e m s are excluded. SHEET-METAL WORKER, MAINTENANCE Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such as m a c h i n e guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. W o r k involves m o s t of the following: Planning and laying out all types of sheet-metal ma in te na nc e w o r k f r o m blueprints, models, or other specifications; setting up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the w o r k of the ma intenance sheet-metal w o r k e r requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and e x p e r ie n c e . TOOL AND DIE M A K E R Constructs and repairs m a c h i n e - s h o p tools, gages, jigs, fixtures or dies for forgings, punching, and other metal- fo rm in g work. W o r k involves m o s t of the following: Planning and laying out of w o r k f r o m models, blueprints, drawings, or other oral and written specifications; using a variety of tool and die m a k e r ' s handtools and precision m e a s u r i n g instruments; un d e r standing of the working properties of c o m m o n metals and alloys; setting up and operating of m a c h i n e tools and related equipment; m a k i n g nece ss ar y shop computations relating to dimensions of work, speeds, feeds, and tooling of machines; heat-treating of metal parts during fabrication as well as of finished tools and dies to achieve required qualities; wo rk in g to close tolerances; fitting and as sembling of parts to prescribed tolerances and allowances; and selecting appropriate materials, tools, and processes. In general, the tool and die m a k e r ' s w o r k requires a rounded training in m a c h i n e - s h o p and tool ro om practice usually acquired through a formal apprenticeship or equivalent training and experience. F o r cross-industry w a g e study purposes, shops are excluded f r o m this classification. tool and die m a k e r s in tool and die jobbing C U S T O D IA L A N D M A T E R IA L M O V E M E N T GUARD AND LABORER, MATERIAL HANDLING WATCHMEN Guard. P e r f o r m s routine police duties, either at fixed post or on tour, maintaining order, using a r m s or force w h e r e necessary. Includes g a t e m e n w h o are stationed at gate and check on identity of e m pl oy ee s and other persons entering. Watchman. M a k e s rounds of p r e m i s e s periodically in protecting property against fire, theft, and illegal entry. JANITOR, P O R T E R , OR A w o r k e r e m p l o y e d in a warehouse, manufacturing plant, store, or other establishment w h o s e duties involve one or m o r e of the following: Loading and unloading various materials and m e r c h a n d i s e on or f r o m freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or m e r c h a n d i s e in proper storage location; and transporting materials or m e r c h a n d i s e by handtruck, car, or wh ee lbarrow. L o n g s h o r e m e n , w h o load and unload ships are excluded. CLEANER ORDER Cleans an d keeps in an orderly condition factory working areas and w a s h r o o m s , or p r e m i s e s of an office, apartment house, or c o m m e r c i a l or other establishment. Duties involve a combination of the following: Sweeping, m o p p i n g or scrubbing, and polishing floors; r e mo vi ng chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fix tures or trimmings; providing Supplies and m i n o r ma in te na nc e services; and cleaning lavatories, showers, an d restrooms. W o r k e r s w h o specialize in w i n d o w wa sh in g are excluded. FILLER Fills shipping or transfer o rders for finished goods f r o m stored me r c h a n d i s e in a c c o r d ance with specifications on sales slips, customers' orders, or other instructions. Ma y , in addition to filling orders and indicating items filled or omitted, keep records of outgoing o r d e r s , requi sition additional stock or report short supplies to supervisor, and p e r f o r m other related duties. 31 PA CK ER , SHIPPING T R U C K D R I V E R — Continued P r e p a r e s finished products for shipment or storage by placing t h e m in shipping c o n tainers, the specific operations p e r f o r m e d being dependent upon the type, size, and n u m b e r of units to be packed, the type of container employed, and m e t h o d of shipment. W o r k requires the placing of items in shipping containers and m a y involve one or m o r e of the following: K n ow le dg e 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 d a m a g e ; closing and sealing container; and applying labels or entering identifying data on container. Packers w h o also m a k e w o o d e n boxes or crates are excluded. SHIPPING A N D follows: F o r w a g e study purposes, truckdrivers are classified by size a nd type of equipment, as (Tractor-trailer should be rated on the basis of trailer capacity.) Truckdriver Truckdriver, Truckdriver, Truckdriver, Truckdriver, (combination of sizes listed separately) light (under IV 2 tons) m e d i u m (IV 2 to and including 4 tons) he av y (over 4 tons, trailer type) he a v y (over 4 tons, other than trailer type) RECEIVING CL ER K TRUCKER, P r e p a r e s m e r c h a n d i s e for shipment, or receives and is responsible for incoming ship m e n t s of m e r c h a n d i s e or other materials. Shipping w o r k involves: A knowledge of shipping p r o cedures, practices, routes, available m e a n s of transportation, and rates; and preparing records of the goods shipped, m a k i n g up bills of lading, posting weight and shipping charges, and keeping a file of shipping records. M a y direct or assist in preparing the m e r c h a n d i s e for shipment. Receiving w o r k involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting d a m aged goods; routing m e r c h a n d i s e or materials to proper departments; and maintaining ne cessary records and files. F o r w a g e study purposes, w o r k e r s are classified as follows: Receiving clerk Shipping clerk Shipping and receiving clerk TRUCKDRIVER Drives a truck within a city or industrial area to transport materials, me rc handise, equipment, or m e n between various types of establishments such as: Manufacturing plants, freight depots, wa re ho us es , wholesale and retail establishments, or between retail establishments and customers' houses or places of business. M a y also load or unload truck with or without helpers, m a k e m i n o r me ch an ic al repairs, and keep truck in good working order. Dr iv e r - s a l e s m e n and over-the-road drivers are excluded. POWER Operates a m a nu al ly controlled gasoline- or electric-powered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment. F o r w a g e study purposes, w o r k e r s are classified by type of truck, as follows: Trucker, p o w e r (forklift) Trucker, p o w e r (other than forklift) WAREHOUSEMAN A s directed, p e r f o r m s a variety of warehousing duties which require an understanding of the establishment's storage plan. W o r k involves m o s t of the following: Verifying materials (or me rc handise) against receiving documents, noting and reporting discrepancies and obvious d a m a g e s ; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in ac cordance with prescribed storage methods; rearranging and taking inventory of stored materials; ex amining stored materials and reporting deterioration and da ma ge ; remo vi ng material f r o m storage and preparing it for shipment. M a y operate hand or p o w e r trucks in pe rforming wa rehousing duties. Exclude w o r k e r s w h o s e p r i m a r y duties involve shipping and receiving w o r k (see shipping and receiving clerk and packer, shipping), order filling (see order filler), or operating po w e r trucks (see trucker, power). A v a i l a b le O n R e q u e s t ---The following areas are surveyed periodically for use in adm inistering the Service Contract A ct of 1965. will be available at no cost while supplies la st fro m any of the BLS regional offices shown on the back cov er. Alam ogordo—Las C r u c e s, N . M ex. Alaska Albany, G a. A m a r illo , T ex . Atlantic C ity , N . J. Augusta, G a .—S. C. B a k ersfie ld , C alif. Baton Rouge, La. B ilo x i, G ulfport, and P ascagou la, M is s . B rid geport, N orw alk, and Stam ford, Conn. Cedar R apids, Iowa Champaign—Urbana, 111. C h arleston , S .C . C la rk sv ille , Tenn. , and H opkinsville, Ky. Colorado Sp rin gs, C olo. C olum bia, S. C. C olum bus, G a .—A la . Corpus C h risti, T ex. C ran e, Ind. Dothan, A la . Duluth—Su p erior, M in n .—W is. El P a so , T ex . Eugene—Springfield, O reg. Fargo—M oorhead, N . D a k .—Minn. F a y e ttev ille, N . C. Fitchburg—L e o m in ste r , M a s s . F red erick —H agerstow n, M d . - P a . - W . V a. F r e sn o , C alif. Grand F o rk s, N . Dak. Grand Island—H astin gs, N ebr. G reen sboro—Winston Salem —High Point, N . C. H arrisb u rg, Pa. K n oxville, Tenn. Copies of public re le a se s are or L a re d o , T e x . L as V e g a s , N ev. Lower E astern Sh ore, M d .-V a , M acon, Ga. M arquette, E scan ab a, Sault Ste. M a r ie , M ich. M elbourne—T itu sv ille —C o c o a , F la . (B revard C o .) M erid ian , M is s . M id d le sex , Monmouth, O cean, and Som erset C o s. , N . J. M o b ile, A la . , and P e n sacola, F la . M on tgom ery, A la. N a sh v ille, Tenn. N ortheastern Maine N orw ich -G roton —New London, Conn. Ogden, Utah Orlando, F la . Oxnard—Sim i V a lley —Ventura, C alif. P a n a m a C it y , F l a . Portsm ou th , N . H .—Maine—M a s s . P u eblo, C olo. R eno, N ev. Sacram en to, C alif. Santa B arbara—Santa M a ria —L o m p o c, C alif. Sherman—D en ison , T ex . Shreveport, L a . Springfield—Chicopee—H olyoke, M a s s . —Conn. Topeka, Kans. T u cson , A r iz . V a lle jo —F a irfield —Napa, C alif. W ilm ington, D e l. —N . J. —Md. Y u m a, A r iz . Reports for the following surveys conducted in the prior year but since discontinued are also available: Alpena, Standish, and Tawas C ity, M ich . A sh e v ille , N . C . A u stin, T e x .* F o rt Sm ith, A rk. —OklaL G reat F a lls , Mont. * Expanded to an area wage survey in fisc a l year 197 3. Lexington, Ky. * Pine B lu ff, A rk. Stockton, C alif. T a co m a , Wash. Wichita F a lls , T ex . See inside back cover. The twelfth annual report on sa la ries for accountants, auditors, chief accountants, attorn eys, job a n a ly sts, directors of person n el, b u y e rs, ch e m ists, en gin eers, engineering tech n ician s, dra ftsm en , and c le ric a l em p loyees. O rder as BLS Bulletin 1742, National Survey of P ro fe s s io n a l, A d m in istrative, T ech n ical, and C le ric a l P a y, June 1971, 75 cents a copy, from any of the BLS regional sales offices shown on the back c o v e r, or from the Superintendent of D ocu m en ts, U .S . Governm ent Printing O ffic e , Washington, D . C . , 20402. U. S. GOVERNMENT PRINTING OFFICE: 1972— 7 4 6 -1 8 5 / 4 5 A r e a W a g e S u rveys A list of the latest available bulletins is presented below. A directory of area wage studies including m ore lim ited studies conducted at the request of the Em ploym ent Standards Adm inistration of the Department of Labor is available on request. Bulletins m ay be purchased from any of the BLS regional sales offices shown on the back cov er, or from the Superintendent of D ocum ents, U .S. Government Printing O ffice, Washington, D .C ., 20402. A rea A k r o n , O h i o , J u l y 1 9 7 1 1 _________________________________________ A l b a n y —S c h e n e c t a d y —T r o y , N . Y . , M a r . 1 9 7 2 ---------------------A l b u q u e r q u e , N . M e x . , M a r . 1 9 7 2 1 ___________________________ A l l e n t o w n —B e t h l e h e m —E a s t o n , P a . —N . J . , M a y 1 9 7 2 1 __ A t l a n t a , G a . , M a y 1 9 7 2 1 _________________________________________ A u s t i n , T e x . , D e c . 1 9 7 2 1 (t o b e s u r v e y e d ) B a l t i m o r e , M d . , A u g . 1 9 7 1 ______________________________________ B e a u m o n t —P o r t A r t h u r - O r a n g e , T e x . , M a y 1 9 7 2 ________ B i n g h a m t o n , N . Y . , J u l y 1 9 7 2 ___________________________________ B i r m i n g h a m , A l a . , M a r . 1 9 7 2 __________________________________ B o i s e C i t y , I d a h o , N o v . 1 9 7 1 ___________________________________ B o s t o n , M a s s . , A u g . 1 9 7 1 _______________________________________ B u f f a l o , N . Y . , O c t . 1 9 7 1 _________________________________________ B u r l i n g t o n , V t . , D e c . 1 9 7 1 ______________________________________ C a n t o n , O h i o , M a y 1 9 7 2 * ________________________________________ C h a r l e s t o n , W . V a . , M a r . 1 9 7 2 1 ______________________________ C h a r l o t t e , N . C . , J a n . 1 9 7 2 1 ____________________________________ C h a t t a n o o g a , T e n n . - G a . , S e p t . 1 9 7 1 __________________________ C h i c a g o , 111., J u n e 1 9 7 2 __________________________________________ C i n c i n n a t i , O h i o —K y . —I n d . , F e b . 1 9 7 2 ________________________ C l e v e l a n d , O h i o , S e p t . 1 9 7 1 _____________________________________ C o l u m b u s , O h i o , O c t . 1 9 7 1 ______________________________________ D a l l a s , T e x . , O c t . 1 9 7 1 __________________________________________ D a v e n p o r t —R o c k I s l a n d —M o l i n e , I o w a —111., F e b . 1 9 7 2 1 __ D a y t o n , O h i o , D e c . 1 9 7 1 1 __ *.___________________________________ D e n v e r , C o l o . , D e c . 1 9 7 1 1 ______________________________________ D e s M o i n e s , I o w a , M a y 1 9 7 2 1 _________________________________ D e t r o i t , M i c h . , F e b . 1 9 7 2 _______________________________________ D u r h a m , N . C . , A p r . 1 9 7 2 1______________________________________ F o r t L a u d e r d a l e —H o l l y w o o d an d W e s t P a l m B e a c h , F l a . , A p r . 1 9 7 2 1 _______________________________________ F o r t W o r t h , T e x . , O c t . 1 9 7 1 ____________________________________ G r e e n B a y , W i s . , J u l y 1 9 7 2 1 ___________________________________ G r e e n v i l l e , S . C . , M a y 1 9 7 2 _____________________________________ H o u s t o n , T e x . , A p r . 1 9 7 2 ________________________________________ H u n t s v i l l e , A l a . , F e b . 1 9 7 2 1 ___________________________________ I n d i a n a p o l i s , I n d . , O c t . 1 9 7 1 ____________________________________ J a c k s o n , M i s s . , J a n . 1 9 7 2 _______________________________________ J a c k s o n v i l l e , F l a . , D e c . 1 9 7 1 __________________________________ K a n s a s C i t y , M o . - K a n s . , S e p t . 1 9 7 1 __________________________ L a w r e n c e —H a v e r h i l l , M a s s . —N . H . , J u n e 1 9 7 2 1 ----------------L e x i n g t o n , K y . , N o v . 1 9 7 2 1 (t o b e s u r v e y e d ) L i t t l e R o c k —N o r t h L i t t l e R o c k , A r k . , J u l y 1 9 7 2 1 ________ L o s A n g e l e s —L o n g B e a c h an d A n a h e i m —S a n t a A n a G a r d e n G r o v e , C a l i f . , M a r . 1 9 7 2 ____________________________ L o u i s v i l l e , K y . —I n d . , N o v . 1 9 7 1 1 ___________ _ ________________ L u b b o c k , T e x . , M a r . 1 9 7 2 1 --------------------------------------------------------M a n c h e s t e r , N . H . , J u l y 1 9 7 2 1 _________________________________ M e m p h i s , T e n n . —A r k . , N o v . 1 9 7 1 1 __________________________ M i a m i , F l a . , N o v . 1 9 7 1 ___- ___________ ___________________________ M i d l a n d an d O d e s s a , T e x . , J a n . 1 9 7 2 1 _____________________ l Data on establishment Bulletin number and price 1 6 8 5-87, 1 7 2 5-49, 1725-59, 1 7 2 5-87, 1 7 2 5-77, 40 30 35 35 45 cents cents cents cents cents 1725-16, 1 7 2 5-69, 17 7 5 -5, 1 7 2 5-58, 1725-27, 1725-11, 1 7 2 5-34, 1725-25, 1725-75, 1 7 2 5-63, 1725-48, 1 7 2 5-14, 1725-92, 1 7 2 5-56, 1 7 2 5-17, 1725-19, 1725-26, 1725-55, 1725-36, 1 7 2 5-44, 1 7 2 5-86, 1 7 2 5-68, 1 7 2 5-64, 35 30 45 30 30 40 45 25 35 35 35 30 70 35 40 30 35 35 35 35 35 40 30 cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents 1725-74, 1725-21, 1775-1, 1725-66, 1 7 2 5-79, 1725-50, 1725-23, 1 7 2 5-38, 1 7 2 5-39, 1 7 2 5-18, 1 7 2 5-81, 35 30 55 30 35 35 30 30 30 35 35 cents cents cents cents cents cents cents cents cents cents cents 1775-2, 55 cen ts 1 7 2 5-76, 1 7 2 5-29, 1725-57, 1775-8, 1 7 2 5-40, 1725-28, 1725-37, 45 35 35 55 35 30 30 practices and supplementary w a g e provisions are also presented. cents cents cents cents cents cents cents Area M ilw aukee, W i s ., M ay 1972 1----------------------------------------------Minneapolis—St. P au l, M inn., Jan. 1972 1 ________________ Muskegon—Muskegon H eights, M ich ., June 1972 1 ______ Newark and J ersey C ity, N .J ., Jan. 1972 1 _______________ New Haven, Conn., Jan. 1972 1-------------------------------------------New O rlean s, L a ., Jan. 1 9 7 2 ----------------------------------------------New York, N .Y ., Apr. 1972 1________________________________ N orfolk—Virginia Beach—Portsm outh and Newport News—Hampton, V a ., Jan. 1 9 7 2 -----------------------Oklahoma City, O k la ., July 1 9 7 2 __________________________ Omaha, N eb r.-Io w a , Sept. 1971 1__________________________ P a terso n -C lifton —P a s s a ic , N .J ., June 1972 1 -----------------Philadelphia, P a .-N .J ., Nov. 1971 1 _______________________ Phoenix, A r i z ., June 1972 1_________________________________ Pittsburgh, P a ., Jan. 1 9 7 2 _________________________________ P ortland, M aine, Nov. 1971 1_______________________________ P ortland, O reg.—W a sh ., M ay 1972 1 _______________________ Poughkeepsier-Kingston—Newburgh, N .Y ., June 1972 1 ___________________________________________________ P roviden ce-W arw ick-P aw tuck et, R. I.—M as s ., Bulletin number and price 1 7 2 5 -8 3 , 1 7 2 5 -4 5 , 1 7 2 5 -8 5 , 1 7 2 5 -5 2 , 1 7 2 5 -4 1 , 1 7 2 5 -3 5 , 1 7 2 5 -9 0 , 45 50 35 50 35 30 50 cents cents cents cents cents cents cents 1 7 2 5 -4 2 , 1 7 7 5 -6 , 1 7 2 5 -1 3 , 1 7 2 5 -8 8 , 1 7 2 5 -6 2 , 17 2 5 -9 4 , 1 7 2 5 -4 6 , 1 7 2 5 -2 2 , 1 7 2 5 -8 9 , 30 45 35 40 50 55 40 35 35 cents cents cents cents cents cents cents cents cents 1 7 2 5 -8 0 , 35 cents 1 7 2 5 -7 0 , Raleigh, N .C ., Aug. 1 9 7 2 ------------------------------------------------------ 1 7 7 5 -7 , Richmond, V a ., M ar. 1972 * ------------------------------------- -—__ — 1 7 2 5 -7 2 , R iverside—San Bernardino—O ntario, C a lif., 1 7 2 5 -4 3 , R och ester, N .Y . (office occupations only), July 1 9 7 2 ___ 1 7 7 5 -4 , Rockford, 111., June 1972 1 --------------------------------------------------- 17 2 5 -8 4 , St. L ou is, M o.—111., M ar. 1 9 7 2 _____________________________ 1 7 2 5 -6 1 , Salt Lake City, Utah, Nov. 1 9 7 1 ------------------------------------------ 1 7 2 5 -2 4 , San Antonio, T e x ., M ay 1 9 7 2 _______________________________ 1 7 2 5 -6 7 , San D iego, C a lif., Nov. 1971 1______________________________ 17 2 5 -3 2 , San F ran cisco —Oakland, C a lif., Oct. 1971 1 ______________ 17 2 5 -3 3 , San J ose , C a lif., M ar. 1972_________________________________ 1 7 2 5 -6 5 , Savannah, G a ., M ay 1972 1 __________________________________ 1 7 2 5 -7 3 , Scranton, P a ., July 1972-------------------------------------------------------- 1 7 7 5 -1 0 , Seattle—E v erett, W a sh ., Jan. 1 9 7 2 -------------------------------------- 1 7 2 5 -4 7 , Sioux F a lls , S. D ak., Dec. 1971------------------------------------------- 1 7 2 5 -3 0 , South Bend, Ind., M ay 1972 1 ----------------------------------------------- 1 7 2 5 -6 0 , Spokane, W a sh ., June 1972 1------------------------------------------------- 1 7 2 5 -9 1 , Syracu se, N .Y ., July 1972___________________ ______________ 1 7 7 5 -1 1 , Tampa—St. P e te rsb u rg, F la ., Aug. 1972__________________ 1 7 7 5 -9 , Toledo, Ohio—M ic h ., A p r. 1972 1 ---------------------------------------- 1 7 2 5 -7 8 , Trenton, N .J ., Sept. 1972 1--------------------------------------------------- 1 7 7 5 -1 2 , Utica—R om e, N .Y ., July 1972----------------------------------------------- 1 7 7 5 -3 , Washington, D .C .—Md.—V a ., M ar. 1972 1 --------------------------- 1 7 2 5 -9 3 , W aterbury, Conn., M ar. 1972 1 ____________________________ 1 7 2 5 -5 3 , W aterloo, Iowa, Nov. 1 9 7 1 __________________________________ 1 7 2 5 -2 0 , W ichita, K a n s., Apr. 1972 1-------------------------------------------------- 1 7 2 5 -8 2 , W o r c e ste r, M a s s ., M ay 1972 1_____________________________ 1 7 2 5 -7 1 , York , P a ., Feb. 1 9 7 2 1 ______________________________________ 1 7 25 -5 4, Youngstowrr-Warren, Ohio, Nov. 1971 1 __________________ 1 7 2 5 -5 1 , 30 cents 45 cents 35 cents 30 45 35 35 30 30 35 50 30 35 45 30 25 35 35 45 45 35 55 45 70 35 30 35 35 35 35 cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents cents FIRST U.S. DEPARTMENT OF LABOR CLASS MAIL BUREAU OF LABOR STATISTICS WASHINGTON, D C. 20212 OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300 POSTAGE AND FEES PAID U.S. DEPARTMENT OF LABOR LAB-4 4 6 B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E S Region 1 1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617) Connecticut Maine Massachusetts New Hampshire Rhode Island Vermont Region II 1515 Broadway New York, N.Y. 10036 Phone: 971-5405 (Area Code 212) New Jersey New York Puerto Rico Virgin Islands Region III 406 Penn Square Building 1317 Filbert St. Philadelphia, Pa. 19107 Phone: 597-7796 (Area Code 215) Delaware District of Columbia Maryland Pennsylvania Virginia West Virginia Region IV Suite 540 1371 Peachtree St. N.E. Atlanta, Ga. 30309 Phone: 526-5418 (Area Code Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee Region V 8th Floor, 300 South Wacker Drive Chicago, III. 60606 Phone: 353-1880 (Area Code 312) Illinois Indiana Michigan Minnesota Ohio Wisconsin Region VI 1100 Commerce St. Rm. 6B7 Dallas, Tex. 75202 Phone: 749-3516 (Area Code 214) Arkansas Louisiana New Mexico Oklahoma Texas Regions V II and V III Federal Office Building 911 Walnut St.. 10th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816) V II V III Iowa Colorado Kansas Montana Missouri North Dakota Nebraska South Dakota Utah Wyoming Regions IX and X 450 Golden Gate Ave. Box 36017 San Francisco, Calif. 94102 Phone: 556-4678 (Area Code IX X Arizona Alaska California Idaho Hawaii Oregon Nevada Washington