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li.o'- *\REA WAGE SURVEY —R o m e , N e w Y o r k , Metropolitan Area, July 1971 B u l le t in 1 7 2 5 - 9 U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS BUREAU OF LABOR S T A T IS T IC S R E G IO N A L O F F IC E S ALASKA Region I Region II 4 0 6 Penn Square Building 13 17 F ilb ert S t. 1371 Peachtree S t. N E . Boston, Mass. 0 2 2 0 3 Phone: 9 7 1 -5 4 0 5 (A rea Code 21 2) Philadelphia, Pa. 19 107 A tla n ta , Ga. 3 0 3 0 9 Phone: 5 9 7 -7 7 9 6 (A rea Code 21 5) Phone: 5 2 6 -5 4 1 8 (A rea Code 404) Region V Region V I Regions V II and V I I I S uite 5 4 0 Regions IX and X 4 5 0 Golden Gate Ave. 2 1 9 South Dearborn S t. 1 1 0 0 Commerce S t., R m . 6B 7 Federal O ffice Building Chicago, III. 6 0 6 0 4 Dallas, T e x . 7 5 2 0 2 911 W alnut S t., 10th Floor Box 3 6 0 1 7 Phone: 3 5 3 -7 2 3 0 (Area Code 31 2) Phone: 7 4 9 -3 5 1 6 (Area Code 21 4 ) Kansas C ity , M o . 6 4 1 0 6 San Francisco, C alif. 9 4 1 0 2 Phone: 3 7 4-24 81 (A rea Code 81 6) Phone: 5 5 6 -4 6 7 8 (A rea Code 41 5) Regions V II and V I I I w ill be serviced by Kansas C ity . Region IV 341 N inth Ave., Rm. 1 0 2 5 N ew Y o rk , N .Y . 10001 Phone: 2 2 3 -6 7 6 1 (Area Code 6 1 7 ) •• Region III 1 6 0 3 -A Federal Building G overnm ent Center Regions IX and X w ill be serviced by San Francisco. AREA WAGE SURVEY B u l le t in 1 7 2 5 - 9 N o v e m b e r 1971 U.S. DEPARTM ENT OF LABOR, J. D. Hodgson, Secretary BUR EA U OF LABOR S TA TIS TIC S. Geoffrey H. Moore, Commissioner T h e U t i c a —R o m e . N e w Y o r k . M e t r o p o l i t a n A r e a , J u ly 1971 CO NTENTS Page 1. 5, Introduction W age tren ds fo r sele c te d occupational groups T ab les: 4. 6. 1. 2. E stablishm ents and w o rk e rs within scope of su rvey and num ber studied P e rc e n ts o f in c re a s e in standard w eek ly s a la rie s and s tra ig h t-tim e h ou rly earnings fo r sele c te d occupational groups fo r s e le c te d period s A. Occupational earnings: A - l . O ffice occupations—w om en A -2 . P r o fe s s io n a l and tech n ica l occupations—m en and wom en A -3 . O ffic e , p ro fe s s io n a l, and tech n ica l occupations—m en and w om en com bined A -4 . M aintenance and pow erplant occupations A - 5. C ustodial and m a te r ia l m ovem en t occupations B. E stablishm ent p ra c tic e s and supplem entary w age p ro v is io n s : B - l . M inim um entrance s a la rie s fo r w om en o ffic e w o rk e rs B -2 . Shift d iffe re n tia ls B -3 . Scheduled w eek ly hours and days B -4 . P a id h olidays B -5 . P a id vacations B - 6 . H ealth, in su ran ce, and pension plans 7. 8. 9. 10. 11. 12 . 13. 14. 15. 16. 19. 21. Appendix. O ccupational d escrip tio n s For sale by the Superintendent of Documents, U S . Government Printing O ffice, Washington, D.C., 2 0402 — Price 35 cents Preface The Bureau of L a b o r S tatistics p ro g ra m of annual occupa tion a l w age su rveys in m etro p o lita n a re a s is designed to p ro vid e data on occupational earn in gs, and establish m en t p ra c tic e s and supplem en ta r y w age p ro v is io n s . It y ie ld s d etailed data by s e le c te d industry d iv is io n fo r each o f the a re a s studied, fo r geograp h ic reg io n s, and fo r the U nited States. A m a jo r con sid era tion in the p ro g ra m is the need fo r g r e a te r insight into (1) the m ovem en t of w ages by occupa tion a l c a te g o ry and s k ill le v e l, and (2) the structure and le v e l of w ages am ong a re a s and indu stry d ivisio n s. N o te : S im ila r re p o rts in sid e back c o v e r .) A t the end of each su rvey, an individual a rea bu lletin p r e sents the re s u lts . A ft e r com pletion o f a ll individual a re a bulletins fo r a round o f su rv e y s , two su m m ary bulletins are issued. The fir s t b rin g s data fo r each of the m etrop olita n a rea s studied into one bulletin. Th e second p resen ts in form a tion w hich has been p ro je c te d fr o m in divid u al m etro p o lita n a re a data to re la te to geograp h ic regio n s and the U nited States. N in ety a rea s c u rre n tly a re included in the p ro g ra m . In each a re a , in fo rm a tio n on occupational earn in gs is c o lle c te d annually and on establish m en t p ra c tic e s and supplem entary w age p ro v is io n s b ien n ially. T h is b u lletin p resen ts resu lts o f the su rvey in U tica—R om e, N .Y ., in July 1971, under a con tract with the N ew Y o r k State D ep a rt m ent o f L a b o r. Th e Standard M etro p o lita n S ta tistica l A r e a , as d e fin ed by the O ffic e of M anagem ent and Budget (fo r m e r ly the Bureau of the Budget) through January 1968, con sists o f H e rk im e r and Oneida Counties. T h is study was conducted by the B u reau 's re g io n a l o ffic e in N ew Y o r k , N .Y ., under the g e n e ra l d ire c tio n of A lv in I. M a rg u lis , A s s is ta n t R eg io n a l D ir e c to r fo r O perations. ii a re a va ila b le fo r other a re a s . (See In tro d u c tio n T h is a rea is 1 o f 90 in which the U.S. D epartm ent o f L a b o r's Bureau o f L a b o r S tatistics conducts su rveys o f occupational earnings and re la te d b en efits on an area w id e b a s is .1 In this a rea , data w e re ob tained by p erso n a l v is its of Bureau fie ld econ om ists to re p re s e n ta tiv e establish m en ts within six broad industry d iv is io n s : M anufacturing; tra n sp orta tion , com m unication, and other public u tilitie s ; w h olesale tra d e; r e ta il tra d e; finance, insurance, and re a l estate; and s e r v ic e s . M a jo r in du stry groups excluded fro m these studies a re governm ent operation s and the constru ction and e x tra c tiv e in d u stries. E sta b lish m ents having fe w e r than a p re s c rib e d number of w o rk e rs a re om itted because they tend to furnish in su fficien t em ploym ent in the occupations studied to w arran t inclusion. Separate tabulations a re p ro vid ed fo r each o f the broad industry d ivisio n s which m e e t pu blication c r it e r ia . Th ese su rveys a re conducted on a sam ple basis because o f the u n n ecessary cost in volved in su rveyin g a ll establish m en ts. To obtain optim um a ccu racy at m inim um cost, a g re a te r p ro p o rtio n of la r g e than o f sm all establishm ents is studied. In com bining the data, h o w ever, a ll establishm ents a re given th e ir ap p rop riate w eight. E s t i m ates based on the establishm ents studied a re p resen ted , th e r e fo r e , as re la tin g to a ll establishm ents in the in du stry grouping and area , except fo r those below the m inim um s iz e studied. Occupations and Earnings The occupations s elected fo r study a re com m on to a v a r ie ty o f m anufacturing and nonm anufacturing in d u stries, and a re of the fo llo w in g typ es: (1) O ffic e c le r ic a l; (2) p ro fe s s io n a l and tech n ical; (3) m aintenance and pow erplant; and (4) cu stodial and m a te ria l m o v e m ent. Occupational c la s s ific a tio n is based on a u n iform set o f job d escrip tion s designed to take account o f in teresta b lish m en t v a ria tio n in duties within the sam e job. The occupations s elected fo r study a re lis te d and d escrib ed in the appendix. U nless oth erw ise indicated, the earnings data fo llo w in g the jo b title s a re fo r a ll in d u stries c o m bined. E arnings data fo r som e of the occupations lis te d and d e scrib ed , o r fo r som e industry d ivisio n s within occupations, are not p resen ted in the A - s e r ie s ta b les, because eith er (1) em ploym ent in the occu pa tion is too sm all to p ro vid e enough data to m e r it p resen tation , or (2) th e re is p o s s ib ility o f d is c lo s u re of individu al establishm ent data. E arn in gs data not shown sep a ra tely fo r in du stry d ivision s a re included in a ll in d u stries com bined data, w h ere shown. L ik e w is e , data are included in the o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n o f s e c r e ta r ie s o r tru c k d riv e rs is not shown o r in form a tion to su b cla ssify is not a v a ila b le . O ccupational em ploym ent and earnings data are shown fo r fu ll-tim e w o rk ers, i.e ., those h ired to w ork a re g u la r w eek ly schedule. E arn in gs data exclude p rem iu m pay fo r o v e rtim e and fo r w ork on weekends, h olid ays, and late sh ifts. Nonproduction bonuses a re e x cluded, but c o s t- o f- liv in g allow an ces and in cen tive earnings a re in cluded. W here w eek ly hours a re rep o rted , as fo r o ffic e c le r ic a l occu pations, r e fe r e n c e is to the standard w ork w eek (rounded to the n earest h alf hour) fo r which em p loyees r e c e iv e th e ir reg u la r stra igh t-tim e s a la rie s (e x c lu s iv e o f pay fo r o v e rtim e at regu la r and/or prem ium ra te s ). A v e r a g e w eek ly earnings fo r these occupations have been rounded to the n ea rest h alf d o lla r. T h ese su rveys m ea su re the le v e l of occupational earnings in an a re a at a p a rtic u la r tim e . C om parison s o f individual occupational a v e ra g e s o v e r tim e m ay not r e fle c t expected wage changes. The a v e ra g e s fo r individual jobs a re affected by changes in wages and em ploym ent pattern s. F o r exam ple, prop ortion s o f w o rk ers em ployed by high- o r lo w -w a g e fir m s m ay change or high -w age w ork ers m ay advance to b e tter jobs and be rep la ced by new w o rk e rs at lo w e r ra tes. Such shifts in em ploym ent could d e c re a s e an occupational avera ge even though m ost establishm ents in an a rea in c re a s e wages during the y e a r. T ren d s in earn in gs o f occupational groups, shown in table 2, a re better in d ica tors o f w age trends than individual jobs within the groups. The a v e ra g e s p resen ted r e fle c t com p osite, areaw ide e s ti m a tes. In du stries and establish m en ts d iffe r in pay le v e l and job staffin g and, thus, contribute d iffe r e n tly to the estim ates fo r each job. The pay rela tion sh ip obtainable fro m the a v e ra g e s m ay fa il to re fle c t a ccu ra tely the w age spread o r d iffe re n tia l m aintained among jobs in individual estab lish m en ts. S im ila rly , d iffe re n c e s in a vera g e pay le v e ls fo r m en and wom en in any o f the selected occupations should not be assum ed to r e fle c t d iffe re n c e s in pay treatm en t of the sexes within individual establish m en ts. O ther p o ssib le fa c to rs which m ay con tribu te to d iffe re n c e s in pay fo r m en and wom en include: D ifferen ces in p ro g re s s io n within establish ed rate ran ges, since only the actual ra tes paid incum bents a re c o lle c te d ; and d iffe re n c e s in sp ecific duties p e rfo rm e d , although the w o rk e rs a re c la s s ifie d a p p ro p ria tely within the sam e su rvey job d escrip tio n . Job d escrip tio n s used in c la ssify in g em p loyees in th ese su rveys a re usually m o re g e n e ra lize d than those used in individual establishm ents and allow fo r m in or d ifferen ces among establish m en ts in the s p e c ific duties p e rfo rm e d . Occupational em ploym en t estim a tes rep resen t the total in a ll 1 Included in the 90 areas are four studies conducted under contract with the New York State establishm ents within the scope o f the study and not the number actu Department of Labor. These areas are Binghamton (New York portion only); Rochester (office occupa a lly su rveyed . B ecause o f d iffe re n c e s in occupational structure among tions only); Syracuse; and U tica—Rome. In addition, the Bureau conducts more lim ited area studies estab lish m en ts, the estim a tes o f occupational em ploym ent obtained in 65 areas at the request of the Employment Standards Administration of the U .S. Department of Labor. 2 fro m the sam ple o f establishm ents studied s e rv e only to indicate the r e la tiv e im p orta n ce o f the jobs studied. Th ese d iffe re n c e s in occupational stru ctu re do not a ffe c t m a te r ia lly the a ccu ra cy o f the earn in gs data. E stab lish m en t P r a c tic e s and Supplem entary W age P ro v is io n s In form a tion is p resen ted (in the B - s e r ie s ta b les) on selected estab lish m en t p ra c tic e s and supplem entary w age p ro v is io n s as they re la te to plant- and o ffic e w o r k e r s . Data fo r industry d ivisio n s not p resen ted s e p a ra te ly a re included in the e stim a tes fo r " a ll in d u s trie s ." A d m in is tra tiv e , ex e c u tiv e , and p ro fe s s io n a l em p loyees, and con stru c tion w o rk e rs who a re u tiliz e d as a sep arate w ork fo r c e a re excluded. "P la n tw o r k e r s " include w orkin g fo re m e n and a ll n on su p ervisory w o rk e rs (including leadm en and tra in e e s ) engaged in n on office functions. " O ffic e w o r k e r s " include w o r k i n g s u p e rv is o rs and n on su p ervisory w o rk e rs p e rfo rm in g c le r ic a l or re la te d fu nctions. C a fe te ria w o rk e rs and routem en a re excluded in m anufacturing in d u stries, but included in nonm anufacturing in d u stries. M inim u m entrance s a la rie s fo r w om en o ffic e w o rk e rs (table B - l ) re la te only to the establish m en ts v is ite d . B ecau se o f the optimum sam pling techniques used, and the p ro b a b ility that la r g e e s ta b lis h m ents a re m o r e lik e ly to have fo r m a l entrance ra tes fo r w o rk e rs above the s u b c le ric a l le v e l than s m a ll establish m en ts, the tab le is m o r e - r e p r e s e n ta tiv e o f p o lic ie s in m edium and la r g e estab lish m en ts. Shift d iffe r e n tia l data (table B -2 ) a re lim ite d to plan tw ork ers in m anufacturing in d u stries. T h is in fo rm a tio n is p resen ted both in te rm s o f (1) establish m en t p o lic y , 2 p resen ted in te rm s o f total plantw o rk e r em p loym en t, and (2) e ffe c tiv e p r a c tic e , presen ted in te rm s o f w o rk e rs actu ally em p loyed on the s p e c ifie d shift at the tim e o f the su rvey . In establish m en ts having v a r ie d d iffe r e n tia ls , the amount applying to a m a jo r ity was used o r , i f no amount applied to a m a jo r ity , the c la s s ific a tio n "o th e r " was used. In establish m en ts in which som e la te -s h ift hours a re paid at n orm al ra te s , a d iffe re n tia l was re c o rd e d only i f it applied to a m a jo r ity o f the shift hours. The scheduled w e e k ly hours and days (table B -3 ) o f a m a jo r it y o f the fir s t - s h ift w o rk e rs in an establish m en t a re tabulated as applying to a ll o f the plant- o r o ffic e w o r k e r s o f that establish m en t. Scheduled w eek ly hours and days a re those which a m a jo r ity o f fu ll tim e em p lo yees w e re expected to w ork, w hether they w e re paid fo r at s tra ig h t-tim e o r o v e rtim e ra tes. P a id h olid ays; paid vacation s; and health, insu rance, and pen sion plans (tab les B -4 through B -6 ) a re tre a te d s ta tis tic a lly on the b asis that th ese a re ap p licab le to a ll plant- o r o ffic e w o r k e r s i f a m a jo r ity o f such w o rk e rs a re e lig ib le or m a y even tu ally qu alify fo r the p ra c tic e s lis te d . Sums o f in d ividu al item s in tab les B -2 through B -6 m ay not equal to ta ls because o f rounding. Data on paid h olid ays (table B -4 ) a re lim ite d to data on h o li days granted annually on a fo r m a l b asis; i.e ., (1) a re p rovid ed fo r in w ritten fo rm , o r (2) have been estab lish ed by custom . H olidays o r d i n a rily granted a re included even though they m ay fa ll on a nonworkday and the w o rk e r is not granted another day o ff. The fir s t part of the paid h olidays table p resen ts the num ber o f whole and h alf h olidays actu ally granted. The second p art com bines w hole and half h olidays to show tota l h oliday t im e . The su m m ary o f vacation plans (table B -5 ) is lim ite d to a sta tis tic a l m ea su re o f vacation p ro v is io n s . It is not intended as a m ea su re of the p ro p o rtio n o f w o rk e rs actu ally r e c e iv in g s p e c ific b en e fits . P r o v is io n s o f an establish m en t fo r a ll lengths o f s e r v ic e w e re tabulated as applying to a ll plant- o r o ffic e w o r k e r s o f the e s ta b lis h m ent, r e g a r d le s s o f length o f s e r v ic e . P r o v is io n s fo r paym ent on other than a tim e basis w e re co n verted to a tim e b asis; fo r exam p le, a paym ent o f 2 p ercen t o f annual earn in gs was con sid ered as the eq u iv alent o f 1 w e e k 's pay. Only b a sic plans a re included. E stim a tes e x clude vacation bonus and v a ca tio n -sa vin g s plans and those which o ffe r "e x te n d e d " o r "s a b b a tic a l" b en efits beyond b a sic plans with q u alifyin g lengths of s e r v ic e . Such exclu sion s a re ty p ic a l in the s te e l, alum inum , and can in d u stries. Data on health, in su ran ce, and pension plans (table B -6 ) in clude those plans fo r which the e m p lo y e r pays at le a s t a part o f the cost. Such plans include those u n d erw ritten by a c o m m e rc ia l insurance com pany and those p ro vid ed through a union fund o r paid d ir e c tly by the e m p lo y e r out o f cu rren t op era tin g funds o r fr o m a fund set aside fo r this pu rpose. An establish m en t was con sid ered to have a plan i f the m a jo r ity o f em p lo yees was e lig ib le to be c o v e re d under the plan, even i f le s s than a m a jo r ity e le c te d to p a rtic ip a te because em p loyees w e re re q u ire d to contribute to w a rd the co st o f the plan. L e g a lly r e qu ired plans, such as w o rk m en ’ s com pensation, s o c ia l secu rity , and ra ilro a d re tire m e n t w e re excluded. Sickness and accident insu rance is lim ite d to that type of in surance under which p re d e te rm in e d cash paym ents a re m ade d ir e c tly to the in su red during te m p o ra ry illn e s s o r acciden t d is a b ility . In fo r m ation is p resen ted fo r a ll such plans to which the e m p lo y e r co n trib utes. H o w e v e r, in N ew Y o rk and N ew J e r s e y , which have enacted te m p o ra ry d is a b ility insu rance law s which re q u ire em p lo y e r con tribu tion s, 3 plans a re included only i f the e m p lo y e r (1) contributes m o re than is le g a lly re q u ire d , o r (2) p ro v id e s the em p loyee with ben efits which exceed the req u irem en ts o f the law . Tabulations o f paid sick 2 An establishment was considered as having a policy if it m et either of the following condi tions: (1) Operated late shifts at the tim e of the survey, or (2) had formal provisions covering late 3 shifts. An establishment was considered as having formal provisions if it (1) had operated late shifts contributions. during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts. The temporary disability laws in California and Rhode Island do not require employer 3 le a v e plans a re lim ite d to fo rm a l p la n s 4 which p ro vid e fu ll pay o r a p ro p o rtio n o f the w o r k e r 's pay during absence fro m w ork because of illn e s s . Separate tabulations a re p resen ted accord in g to (1) plans which p ro v id e fu ll pay and no w aiting p e rio d , and (2) plans which p r o vid e eith er p a rtia l pay o r a w aitin g p erio d . In addition to the p re s e n tation of the p ro p o rtio n s o f w o rk e rs who a re p rovid ed sickness and accident insu rance o r paid sick le a v e , an unduplicated total is shown o f w o rk e rs who r e c e iv e e ith e r o r both types o f b en efits. the d is a b ility , a m axim um age, o r e lig ib ilit y fo r re tire m e n t ben efits. Paym ents m ay be at fu ll o r p a rtia l pay but a re alm ost always r e duced by so cia l s e c u rity , w o rk m en 's com pensation, and p riv a te pension benefits payable to the d isabled em p loyee. M a jo r m e d ic a l insurance includes those plans which a re d e signed to p ro te c t em p loyees in case o f sickness and in ju ry in volvin g expenses beyond the c o v e ra g e of basic h osp italization , m ed ica l, and su rg ica l plans. M e d ic a l insurance r e fe r s to plans p rovid in g fo r co m L o n g -te r m d is a b ility plans p ro vid e paym ents to to ta lly d is p lete or p a rtia l paym ent of d o c to rs ' fe e s . Dental insurance usually abled em p lo yees upon the ex p ira tion o f th e ir paid sick le a v e and/or c o v e rs fillin g s , extra ctio n s, and X -r a y s . Excluded a re plans which sickness and acciden t in su ran ce, o r a fte r a p red eterm in ed p e rio d o f c o v e r only o r a l s u rg e ry o r accident dam age. Plans m ay be under d is a b ility (ty p ic a lly 6 m onths). Paym ents a re m ade until the end o f w ritten by c o m m e ric a l insurance com panies or nonprofit organizations o r they m ay be paid fo r by the e m p lo y e r out o f a fund set aside fo r 4 An establishment was considered as having a formal plan if it established at least the mini this purpose. Tabulations o f re tire m e n t pension plans a re lim ited to those plans that p ro v id e re g u la r paym ents fo r the rem a in d er o f the mum number of days of sick leave available to each employee. Such a plan need not be written, w o r k e r 's life . but informal sick leave allowances, determined on an individual basis, were excluded. 4 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 an d n u m b e r s tu d ie d in U t ic a —R o m e , N . Y . , 1 b y m a jo r in d u s try d iv is io n ,2 J u ly 19 71 Number of establishments Industry division Minimum employment in establish ments in scope of study Workers in establishments Within scope of study Within scope of study3 Plant Number Office Percent T o ta l4 171 65 47,957 100 33,215 7,090 35,649 - 92 79 34 31 35,627 12,330 74 26 26,142 7,073 4,064 3,026 28,124 7,525 50 50 50 50 50 16 7 34 9 13 8 3 7 6 7 3, 383 420 4,233 2,745 1,549 7 1 9 6 3 2,350 A ll divisions_________________________________ Manufacturing____________________________________ Nonmanufacturing________________________________ Transportation, communication, and other public utilities 5____________ _________ W holesale tra d e ______________________________ R etail trade___________________________________ Finance, insurance, and real esta te----------Services 8______________________________________ Studied T o ta l4 Studied 50 0 (6) (J) (6) 422 (‘ ) 0 0 (6) 2,936 177 1, 184 2, 364 864 1 The Utica—Rome Standard Metropolitan Statistical A re a , as defined by the O ffice of Management and Budget (fo rm e rly the Bureau of the Budget) through January 1968, consists of H erkim er and Oneida Counties. The "w orkers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition o f the labor fo rc e included in the survey. The estimates are not intended, however, to serve as a basis of comparison with other employment indexes fo r the area to measure employment trends or levels since (1) planning of wage surveys requires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from the scope of the survey. 2 The 1967 edition o f the Standard Industrial Classification Manual was used in classifying establishments by industry division. 3 Includes a ll establishments with total employment at or above the minimum lim itation. A ll outlets (within the area) o f companies in such industries as trade, finance, auto repair s e rvice , and motion picture theaters are considered as 1 establishment. 4 Includes executive, professional, and other workers excluded from the separate plant and office categories. 5 Abbreviated to "public u tilities " in the A - and B -se rie s tables. Utica's transit system is municipally operated and is excluded by definition from the scope of the study. Taxicabs and services incidental to water transportation w ere excluded. 6 This industry division is represented in estimates for "all industries" and "nonmanufacturing" in the Series A tables, and fo r "a ll industries" in the Series B tables. Separate presentation of data fo r this division is not made for one or m ore of the following reasons: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the sample was not designed in itially to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is possibility of disclosure of individual establishment data. 7 Workers from this entire industry division are represented in estimates fo r "a ll industries" and "nonmanufacturing" in the Series A tables, but from the real estate portion only in estimates for "a ll industries" in the Series B tables. Separate presentation of data fo r this division is not made for one or m ore of the reasons given in footnote 6 above. 8 Hotels and m otels; laundries and other personal services; business services; automobile rep air, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services. Alm ost three-fourths of the workers within scope of the survey in the Utica—Rome area w ere employed in manufacturing firm s. The following presents the m ajor industry groups and specific industries as a percent of all manufacturing: Industry groups Machinery, except ele ctrica l__24 E le ctrica l equipment and supplies________________________ 17 P rim a ry metal industries_____ 13 Miscellaneous manufacturing industries_____________________ 7 Transportation equipment___ — 6 Fabricated metal products------ 5 Specific industries O ffice and computing m achines_____________________ 16 Communication equipment______________________12 Nonferrous rolling and Metalworking m achinery_______ A irc ra ft and p a rts _____________ J ew elry, silverw are, and plated w a re ------------------------ 7 6 6 This information is based on estimates of total employment derived from universe m aterials compiled p rior to actual survey. Proportions in various industry divisions may d iffer from proportions based on the results of the survey as shown in table 1 above. 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 P r e s e n te d in table 2 a re indexes 1 and p ercen ta ges o f change in a v e ra g e s a la rie s o f o ffic e c le r ic a l w o rk e rs and in d u strial nurses, and in a v e ra g e earnings of sele c te d p lan tw ork er groups. The indexes a re a m easu re of w ages at a given tim e , e x p ressed as a p ercen t of w ages during the base p erio d . Subtracting 100 fro m the index y ield s the p ercen ta ge change in w ages fro m the base p erio d to the date of the index. The p ercen ta ges of change o r in c re a s e re la te to w age changes betw een the in dicated dates. Annual ra tes o f in c re a s e , w h ere shown, r e fle c t the amount o f in c re a s e fo r 12 months when the tim e p e rio d betw een su rveys was other than 12 months. T h ese com putations w e re based on the assum ption that w ages in c re a s e d at a constant rate betw een su rveys. T h ese estim a tes a re m ea su res of change in a v e r ages fo r the a re a ; they are not intended to m easu re a vera g e pay changes in the establishm ents in the a rea. shows the p ercen ta ge change. Th e index is the product o f m u ltiplyin g the base y e a r re la tiv e (100) by the r e la tiv e fo r the next succeeding y e a r and continuing to m u ltip ly (compound) each y e a r 's re la tiv e by the p revio u s y e a r 's index. Method o f Computing L im ita tio n s of Data F o r o ffic e c le r ic a l w o rk e rs and in d u strial nurses, the w age trends re la te to re g u la r w e e k ly s a la rie s fo r the n orm al w orkw eek, e x clu sive o f earnings fo r o v e rtim e . F o r plan tw ork er groups, they m easu re changes in a v e ra g e s tra ig h t-tim e h ou rly earn in gs, excluding p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, holidays, and late shifts. The p ercen ta ges a re based on data fo r selected key o ccu pations and include m ost o f the n u m e ric a lly im portant jobs within each group. Each o f the fo llo w in g k ey occupations w ithin an occupational group was assign ed a constant w eigh t based on its prop ortion ate e m ploym ent in the occupational group: The indexes and p ercen ta ges o f change, as m easu res of change in a re a a v e ra g e s , a re influenced by: (1) g e n e ra l sa la ry and w age changes, (2) m e r it or oth er in c re a s e s in pay r e c e iv e d by in d i vidu al w o rk e rs w h ile in the same job , and (3) changes in a vera g e w ages due to changes in the la b or fo r c e resu ltin g fro m labor tu rn o v e r , fo r c e expansions, fo r c e reductions, and changes in the p r o p o r tions o f w o rk e rs em ployed by establishm ents with d iffe re n t pay le v e ls . Changes in the la b o r fo r c e can cause in c re a s e s or d ecrea ses in the occupational a v e ra g e s without actual w age changes. It is con ceivable that even though a ll establish m en ts in an a rea gave w age in c re a s e s , a v e ra g e w ages m ay have d eclin ed because lo w e r-p a y in g establishm ents en tered the a re a o r expanded th e ir w o rk fo r c e s . S im ila rly , w ages m ay have rem ain ed r e la t iv e ly constant, yet the a v e ra g e s fo r an area m ay have ris e n c o n sid era b ly because h ig h er-p a yin g establishm ents en tered the a rea. Office clerical (men and women): Office clerical (men and women)— Skilled maintenance (men): Bookkeeping-machine Continued Carpenters operators, class B Secretaries Electricians Clerks, accounting, classes Stenographers, general Machinists A and B Stenographers, senior Mechanics Clerks, file, classes Switchboard operators, classes Mechanics (automotive) A, B, and C A and B Painters Clerks, order Pipefitters Tabulating-machine operators, Clerks, payroll class B Tool and die makers Comptometer operators Typists, classes A and B Keypunch operators, classes Unskilled plant (men): A and B Industrial nurses (men and Janitors, porters, and Messengers (office boys or women): cleaners girls) Laborers, m aterial handling Nurses, industrial (registered) Th e use o f constant em ploym ent w eights elim in ates the effe c t o f changes in the p ro p o rtio n o f w o rk e rs rep resen ted in each job in cluded in the data. The p ercen ta ges o f change r e fle c t only changes in a v e ra g e pay fo r s tra ig h t-tim e hours. T h e y a re not influenced by changes in standard w o rk schedu les, as such, o r by p rem iu m pay fo r o v e rtim e . W h ere n e c e s s a ry , data w e re adjusted to rem o ve fro m the indexes and p ercen ta ges o f change any sign ifican t effe c t caused by changes in the scope o f the su rvey. The a v e ra g e (m ean) earnings fo r each occupation w e re m u lti p lied by the occupational w eigh t, and the products fo r a ll occupations in the group w e r e totaled. The a g g re g a te s fo r 2 con secu tive yea rs w e re re la te d by d ividin g the a g g re g a te fo r the la te r y e a r by the a g g r e gate fo r the e a r lie r yea r. The resultant r e la tiv e , le s s 100 p ercen t, Indexes of earnings referred to in this standard text are published for most areas but not in U tica-R om e because the area was not surveyed in the base year of the index series. 5 6 T a b le 2 . P e r c e n ts o f in c re a s e in s ta n d a rd w e e k ly s a la r ie s an d s tr a ig h t-tim e h o u rly 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 U t ic a —R o m e , N .Y ., fo r s e le c te d p e rio d s Manufacturing A ll industries Period O ffice clerica l (men and women) Industrial nurses (men and women) Skilled maintenance trades (men) Unskilled plantw orkers (men) O ffice cle rica l (men and women) Industrial nurses (men and women) Skilled maintenance trades (men) Unskilled plantw orkers (men) Percents of increase July 1968 to July 1969___________________ _____ July 1969 to July 1970__________________________ July 1970 to July 1971. ________________________ 6.7 8.3 4.3 5.6 7.8 7.6 6.2 5.4 9.0 6.8 8.9 6.3 6.1 8.0 4.2 5.6 7.4 7.3 6.4 5.1 8.7 7.1 10.2 4.9 7 A. Occupational earnings T a b le A -1 . O ffic e o c c u p a tio n s —m en and w o m e n ( A v e r a g e s t r a i g h t - t i m e w e e k ly h o u r s and earnings for selected occupations studied on an area basis by industry division, Utica—Rome, N. Y. , July 1971) Weekly earnings 1 (standard) S ex , occu p ation , and in d u stry d iv is io n Number of workers 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-tim e w e e k ly earn in gs o f— $ * Average weekly t $ $ 8 * * $ * i 70 75 80 85 90 95 100 105 110 115 120 125 130 140 150 70 75 80 85 90 95 100 105 110 115 120 125 130 140 150 3 9 . 5 12 4 . 0 0 12 0. 00 1 0 9 . 0 0 - 1 3 9 . 0 0 40 .0 1 2 3 . 5 0 1 1 9 . 5 0 1 0 7 . 5 0 - 1 4 1 . 0 0 - - - _ 2 - - - - - 2 2 1 1 8 8 8 6 3 3 15 8 9 9 8 2 1 1 9 5.50-118.00 101.50-125.50 84.50 -112.00 - 2 2 4 9 4 9 5 5 8 5 3 12 6 6 19 15 4 20 13 7 5 2 3 7 5 2 3 1 2 14 10 4 - - - - 65 Mean2 Median2 Middle range2 (standard) 1--- 1--- 1----- 1------ 1- - 160 170 180 190 200 160 170 180 190 200 210 8 7 5 3 3 2 1 2 3 3 - 4 2 2 2 1 1 4 4 - - and under WOMEN $ BOOKKEEPING-MACHINE OPERATORS, tL A ii 0 C* $ $ $ 1• CLERKS, ACCOUNTING, CLASS A -----------MANUFACTURING -------------------------------- 76 54 CLERKS, ACCOUNTING, CLASS B -----------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------- 117 63 54 3 9 . 5 1 0 6. 00 10 5. 00 40 .0 1 1 1 . 5 0 1 0 7 . 5 0 99 .00 3 8 . 5 100.00 CLERKS, FI LE, CLASS C ---------------------NONMANUFACTURING------------------------- 137 123 39.0 38.5 7 8 .5 0 7 8 .5 0 7 7 .0 0 76 .0 0 7 3 . 5 0 - 80.50 7 3 . 0 0 - 80.00 3 3 48 48 49 44 25 19 7 4 1 1 “ “ - - CLERKS, ORDER -----------------------------------MANUFACTURING ------------------------------- 32 32 39.5 39.5 91.50 91.50 85.0 0 85.0 0 8 1.0 0 -111.0 0 8 1.0 0 -111.0 0 - 1 1 5 5 11 11 3 3 - - 3 3 1 1 5 5 1 1 - * - 2 2 CLERKS, PAYROLL -------------------------------MANUFACTURING ------------------------------- 57 40 3 9 . 5 10 6. 00 10 5. 0 0 40 .0 10 8 . 5 0 1 0 7 . 5 0 89.50-124.00 94.00-125.00 “ 1 4 1 3 3 7 3 7 4 1 1 6 6 5 5 ~ 5 2 6 6 5 5 6 3 - 1 1 KEYPUNCH OPERATORS, CLASS A ----------MANUFACTURING ------------------------------- 93 72 40 .0 40.0 110.00 113.00 10 9.00 1 0 3 . 0 0 - 1 1 7 . 0 0 113.00 10 6 .50 -118 .50 _ “ - - 2 3 * 8 1 18 13 19 15 13 13 19 19 2 2 7 7 1 1 1 1 - KEYPUNCH OPERATORS, CLASS B ----------MANUFACTURING ------------------------------- 104 60 39.5 40 .0 9 8 .5 0 98 .5 0 9 1.50 -10 5.5 0 92 .0 0-106 .50 “ SECRETARIES --------------------------------------MANUFACTURING------------------------------NONMANUFACTURING ------------------------PUBLIC UTILITIES ---------------------- 382 282 100 44 3 9 . 5 12 9 .0 0 1 2 7 . 0 0 1 1 5 . 0 0 - 1 3 9 . 5 0 40 .0 1 2 8. 00 12 9 . 0 0 1 1 7 . 0 0 - 1 3 8 . 0 0 3 8 .5 1 3 2. 0 0 1 2 1 . 5 0 1 1 0 . 5 0 - 1 5 1 . 5 0 3 8 . 5 14 5 .0 0 1 4 1 . 0 0 1 2 0 . 0 0 - 1 7 7 . 0 0 SECRETARIES, CLASS B -------------------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------- 59 31 28 SECRETARIES, CLASS C -------------------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------- 128 86 42 39.5 40.0 38.5 SECRETARIES, CLASS D -------------------MANUFACTURING ------------------------------- 173 152 3 9 . 5 1 2 3. 0 0 1 2 2 . 5 0 1 1 2 . 0 0 - 1 3 2 . 5 0 40 .0 12 0 . 5 0 1 2 2 . 5 0 1 1 2 . 0 0 - 1 3 1 . 5 0 STENOGRAPHERS, GENERAL -------------------MANUFACTURING ------------------------------- 87 64 40 .0 1 1 1 . 0 0 40 .0 1 1 0 . 5 0 98 .5 0-122.0 0 111.0 0 113.00 10 1.0 0 -12 2.50 STENOGRAPHERS, SENIOR ----------------------- 163 40 .0 1 1 5 . 0 0 SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING --------------------------------- 40 30 - 2 2 10 6 9 2 19 14 27 10 10 10 12 6 6 4 3 2 4 3 1 1 - 1 - * “ - - 2 2 - 17 16 1 * 8 1 7 1 16 12 4 1 26 14 12 2 25 12 13 6 40 31 9 1 46 33 13 5 31 27 4 3 82 77 5 3 26 21 5 3 26 17 9 7 132.50 10 5.00 -152 .0 0 143.50 9 4.50 -158 .5 0 122.50 107.00-143.00 - - - - - 10 9 1 3 3 2 3 - 2 3 5 1 4 1 1 “ 3 3 2 1 1 5 2 3 9 6 3 8 5 3 1 3 4 . 5 0 1 3 4. 00 1 2 2 . 0 0 - 1 4 7 . 0 0 137.50 136.50 12 9.50 -148 .0 0 128 .0 0 1 1 9 . 5 0 1 1 0 . 5 0 - 1 4 2 . 5 0 - - 3 3 3 1 2 5 10 3 7 6 1 5 14 8 6 13 10 3 37 36 1 8 8 “ 15 11 4 1 1 5 1 1 4 3 9 . 5 12 9 . 5 0 40 .0 1 3 3 .5 0 3 9 . 5 12 5 .0 0 97.50 98.00 - _ - “ - _ - _ - - * 2 2 7 7 2 1 11 11 18 14 10 8 22 22 29 25 16 16 39 39 9 7 _ 5 1 10 7 7 7 11 8 5 4 14 10 10 10 5 5 2 2 1 1 7 2 3 3 1 1 4 3 2 - 113.00 106.00-123.00 - - - - - 8 11 18 23 36 18 15 12 12 3 7 38.0 1 0 1 . 5 0 1 0 2 . 0 0 38.0 10 5. 00 1 0 9. 00 8 9.0 0 -119.0 0 91.0 0-122.0 0 - - 3 3 4 4 4 2 3 3 4 4 1 1 6 6 1 1 2 2 - - #* 3 3 4 “ 5 1 2 “ 2 7 3 2 1 2 2 2 2 1 1 “ - - 2 2 13 11 15 11 16 13 15 14 5 4 7 7 3 3 2 2 2 2 4 2 1 _ 16 10 31 8 28 4 14 7 12 7 9 5 11 11 3 3 5 5 6 5 1 1 27 39.0 104.00 10 0. 00 92.00-120.00 TYP IST S, CLASS A -------------------------------MANUFACTURING ------------------------------- 85 71 39.5 40.0 1 0 1. 0 0 10 0. 50 99 .00 9 9 .5 0 92.0 0-108 .50 92.50 -10 9.00 - TY PI ST S, CLASS B ------------------------------MANUFACTURING ------------------------------- 138 66 38.5 38.0 92 .5 0 98.00 88. 50 98.00 82.50-100 .50 8 4 .0 0 - 1 0 9 .0 0 - - “ TRANSCRIBING-MACHINE OPERATORS, GENERAL ----------------------------------------------- See footnotes at end of tables * 1 1 “ “ 2 S 3 2 8 1 1 7 7 1 1 8 T a b le A -2 . P ro fe ssio n a l and tech n ica l o ccu p a tio n s— men and wom en (Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Utica—Rome, N. Y. , July 1971) W eekly earnings 1 (standard) Sex, occupation, and industry division Number of workers Number of workers receiving straight-time weekly earnings of— $ Average * 115 weekly Middle range2 (standard) $ $ $ $ $ $ S S 1 20 1 2 5 1 30 135 $ 1 40 $ 1 45 * 1 50 155 1 60 165 170 180 190 200 2 10 220 230 2 40 250 260 125 130 1 35 140 145 1 50 155 160 1 65 1 70 180 1 90 200 210 220 230 2 40 250 260 270 3 6 6 - - - - $ S $ 1 20 COMPUTER OPERATORS, CLASS B ---- 1 3 9 .0 0 1 3 3 .5 0 123.00- 159.50 3 2 5 4 2 COMPUTER PR0GRAMERS, BUSINESS, CLASS B — 1 8 7 .0 0 1 9 4 .0 0 171.00- 210.00 - 2 1 5 2 COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS B ------------- 6 S * $ S and under 1 2 1 9 .0 0 220.00 2 0 5 . 0 0 - 235.00 - - - - 1 3 5 4 4 3 1 3 2 DRAFTSMEN, CLASS A ---------------------MANUFACTURING -------------------------- 4 0 .0 4 0 .0 1 8 1 .5 0 1 7 9 .5 0 1 8 0 .5 0 1 7 9 .0 0 171.00170.00- ie 8 .5 0 184.50 1 1 2 2 9 9 15 13 17 15 4 3 4 2 2 1 2 2 - _ _ - DRAFTSMEN, CLASS B ----------------MANUFACTURING -------------------- 4 0 .0 4 0 .0 1 5 3 .5 0 1 5 1 .5 0 1 5 1 .0 0 1 5 0 .0 0 1 4 3 .5 0 -1 6 9 .5 0 163.00 3 3 2 2 18 15 2 14 3 .0 0 - 9 7 NURSES, INDUSTRIAL (REGISTERED) MANUFACTURING ------------------------- 4 0 .0 4 0 .0 1 4 1 .5 0 1 4 0 .5 0 1 4 2 .5 0 1 4 2 .0 0 1 3 4 .0 0 1 3 3 .0 0 - 1 4 9 .5 0 1 4 9 .0 0 See footnotes at end of tables. 18 18 - - 9 T a b le A -3 . O f f i c e , p r o fe s s io n a l, a n d t e c h n ic a l o c c u p a t i o n s — m e n a n d w o m e n c o m b i n e d (Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Utica—Rome, N.Y., July 1971) Average Occupation and industry divis ion Number of Weekly Weekly hours 1 earnings 1 (standard) (standard) Occupation and industry division OFFICE OCCUPATIONS - OFFICE OCCUPATIONS BOOKKEEPING-MACHINE OPERATORS, CLASS B --------------------------------------------- Avenge NONMANUFACTURING ------------------------PUBLIC UTILITIES ---------------------- 100 44 38.5 132.00 3 8 . 5 14 5 .0 0 SECRETARIES. CLASS B -------------------MANUFACTURING ---------------------------------------NONMANUFACTURING --------------------------------- 59 31 28 39.5 129.50 40 .0 1 3 3 . 5 0 3 9 . 5 1 2 5 .0 0 MANUFACTURING ---------------------------------------NONMANUFACTURING --------------------------------- 128 86 42 39.5 40 .0 38.5 SECRETARIES, CLASS D -------------------------MANUFACTURING ---------------------------------------- 173 152 39.5 123.00 40 .0 12 0 . 5 0 STENOGRAPHERS, GENERAL -------------------------MANUFACTURING ------------------------------- 88 64 STENOGRAPHERS, SENIOR ---------------------- 163 94 3 9 . 5 12 8. 00 40 .0 1 2 5 .5 0 38.5 132.00 CLERKS, ACCOUNTING, CLASS B ----------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------- 128 CLERKS, F IL E , CLASS C NONMANUFACTURING - 137 123 3 9. 0 38.5 7 8 .5 0 7 8 .5 0 CLERKS, ORDER ------MANUFACTURING - 50 46 39.5 39.5 107.50 10 3. 0 0 CLERKS, PAYROLL --------------------------------MANUFACTURING ------------------------------- 57 40 3 9 . 5 10 6. 00 40 .0 10 8. 50 KEYPUNCH OPERATORS, CLASS A MANUFACTURING -----------------NONMANUFACTURING ------------ 100 72 28 40 .0 1 1 2 . 5 0 4 0 .0 1 1 3 . 0 0 39.5 1 1 1 .5 0 SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING ------------------------------- 41 31 KEYPUNCH OPERATORS, CLASS B -----------MANUFACTURING ------------------------------- 104 60 39.5 40 .0 98 .5 0 9 8 .5 0 TRANSCRIBING-MACHINE OPERATORS, GENERAL --------------------------------------------- 27 MESSENGERS (OFFICE BOYS AN0 GIRLS)— 31 3 8. 5 84.00 MANUFACTURING ------------------------------- 71 60 _________________________________________________________ See footn ote at end o f ta b le s . Number of Weekly hours * (standard) Weekly earnings 1 (standard) OFFICE OCCUPATIONS - CONTINUED CLERKS, ACCOUNTING, CLASS A -----------MANUFACTURING ------------------------------NONMANUFACTURING ------------------------- 68 Avenge Occupation and industry division $ $ 39.5 3 9. 0 3 9 . 5 10 7. 0 0 40 .0 1 1 3 . 0 0 Weekly earnings 1 (standard) 382 32 62 32 Weekly hours 1 (standard' CONTINUEC otLKt 1AK1 to 90.00 Number of 134.50 137.50 128 .0 0 130 38.5 PROFESSIONAL AND TECHNICAL OCCUPATIONS 161.50 COMPUTER OPERATORS, CLASS B --------------MANUFACTURING ---------------------------------------- COMPUTER PROGRAMERS, BUSINESS, CLASS B ----------------------------------40 .0 1 1 1 . 5 0 40 .0 1 1 0 . 5 0 COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS B --------------------------40 .0 1 1 5 . 0 0 DRAFTSMEN, CLASS A --------------------------38 .0 10 2.0 0 MANUFACTURING ------------------------------38. 0 106. 00 DRAFTSMEN, CLASS B --------------------------MANUFACTURING ------------------------------3 9. 0 10 4. 00 NURSES, INDUSTRIAL (REGISTERED! ----1 0 4. 00 WANU1" AL 1 UK 1 Mb ~ ——————————————— 40 .0 10 0 . 5 0 58 26 40 .0 13 8 .5 0 40 .0 1 53 .0 0 37 3 9 . 5 180.5 0 29 3 9 . 5 2 1 5 .5 0 60 52 40 .0 180.5 0 40 .0 17 9. 0 0 89 81 40 .0 153 .0 0 40 .0 1 5 1 . 5 0 42 40.0 141.50 14 0 .5 0 10 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 (Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Utica—Rome, N. Y., July 1971) 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-tim e h o u rly ea rn in gs o f --- Hourly earnings3 t t 3 .0 0 3 . 1 0 Sex, occupation, and industry division Median^ Middle range ^ i $ S i i $ $ * t t $ 3 .2 0 3. 30 3 .4 0 3 . 5 0 3 .6 0 3 .7 0 3.8 0 3 .9 0 4 . 0 0 4 . 1 0 4 . 2 0 $ * $ * $ S $ * $ 4 . 3 0 4 . 4 0 4 . 5 0 4 . 60 4 . 7 0 4. 80 4 . 9 0 5. 00 5 . 1 0 $ 5.20 and under 3 .10 3 .2 0 3 .3 0 3 . 40 3 . 5 0 3 .6 0 3 .7 0 3.80 3 .9 0 4 .0 0 4 . 1 0 4 .2 0 4 . 3 0 4 . 4 0 4 . 5 0 4 . 6 0 4 . 70 4. 80 4 .9 0 5 . 0 0 5 . 1 0 5 . 2 0 5 . 3 0 MEN $ 3 .8 5 3.8 8 $ 3 .7 9 3 .8 5 $ $ 3.6 6- 4.13 3.6 9- 4.14 1 1 - - 1 * 1 1 9 7 6 6 2 2 4 4 4.04 4.04 4.14 4.14 3 .9 2 - 4.25 3 . 9 3 - 4 .2 5 1 1 - - 11 7 - * 2 2 8 8 1 1 5 4 1 1 8 8 17 17 ENGINEERS, STATIONARY ---------------------MANUFACTURING ------------------------------- 40 32 3 .9 6 3 .9 0 3 .8 7 3 .8 5 3 .7 3 - 4.18 3 . 7 3 - 4. 08 - 2 - “ - 3 3 4 4 - 4 4 11 11 MACHINE-TOOL OPERATORS, TOOLROOM — MANUFACTURING ------------------------------- 35 35 3 .8 9 3 .8 9 3 .9 9 3 .9 9 3 . 3 5 - 4. 3 3 3 .3 5 - 4.33 - 6 6 2 2 2 2 - - - “ 1 1 MACHINISTS, MAINTENANCE ------------------MANUFACTURING ------------------------------- 11 5 115 4.05 4.05 4.12 4.12 4 . 0 2 - 4 .2 0 4 . 0 2 - 4 .2 0 - 2 2 - - 8 8 1 1 1 1 CARPENTERS, MAINTENANCE ------------------MANUFACTURING ------------------------------ELECTRICIANS, MAINTENANCE --------------MANUFACTURING ------------------------------- 34 31 lie “ 8 8 - - 1 1 1 1 - - 9 9 19 19 39 39 3 3 - 5 5 - 2 2 _ 6 4 1 1 _ - _ - 3 3 1 1 7 7 2 2 - “ 5 5 3 3 6 6 3 3 3 3 7 7 26 26 35 35 22 22 6 6 _ - - - - - — - - _ - - _ _ _ - ~ “ - - - 4 - - _ - ~ - - - - 1 1 - _ _ _ _ “ “ * MECHANICS, AUTOMOTIVE (MAINTENANCE) ----------------------------------- 38 4.78 5.10 4.54- 5.25 - - 1 2 - - - - - - 1 4 - - - 4 4 - 3 - - MECHANICS, MAINTENANCE--------------------MANUFACTURING ------------------------------- 122 112 4 .0 0 4.05 4.04 4.07 3 .9 3 - 4 .15 3 .9 5 - 4.16 _ 4 - 2 _ 2 2 - - 8 7 5 5 32 30 19 19 37 37 2 2 1 - 2 2 8 8 - _ _ _ _ _ - - - - - MILLWRIGHTS ---------------------------------------MANUFACTURING ------------------------------- 38 38 3.8 8 3 .8 8 3 .9 1 3 .9 1 3 .6 3 - 4.18 3 .6 3- 4.18 - - - 8 8 1 1 3 3 6 6 1 1 7 7 - 4 4 5 5 1 1 1 1 1 1 _ * - PIPEFITTERS, MAINTENANCE ----------------MANUFACTURING ------------------------------- 51 51 4.01 4.01 4.05 4.05 3 .9 2 - 4.16 3.9 2- 4.16 - - - - _ - - 2 2 2 2 3 3 4 4 10 10 11 11 12 12 5 5 2 2 TOOL AND DIE MAKERS -------------------------MANUFACTURING ------------------------------- 346 346 4.29 4.29 4.32 4.32 4 .2 3 - 4.43 4 . 2 3 - 4 .4 3 - 6 6 - - - 8 8 17 17 2 2 10 10 104 104 91 91 35 35 40 40 See footnotes at end of tables. _ ~ - 12 12 _ _ - _ 18 18 _ - _ - ~ - - - 2 2 1 1 _ _ 19 _ 11 T a b le A -5 . C u s t o d i a l a n d m a t e r ia l m o v e m e n t o c c u p a t i o n s (Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Utica—Rome, N. Y . , July 1971) Hourly earnings3 of workers Mean 2 Median2 Middle range 2 * O O S ex , occupation, and industry division Num ber of w o r k e r s re cei vin g s t ra ig ht -t im e hou rly earnings of— S % S $ S $ $ $ s $ $ $ S 1 . 8 0 1 . 9 0 2.0 0 2 . 1 0 2 . 2 0 2 . 3 0 2 .4 0 2 .5 0 2 .6 0 2 . 7 0 2.80 3 .00 3 .2 0 $ $ * s 3 .4 0 3 .6 0 3.8 0 S $ * * $ i 4 . 2 0 4 .4 0 4 . 6 0 4 .8 0 5.00 5 . 2 0 3.6 0 3.8 0 4 .2 0 4 . 4 0 4 .6 0 4 . 8 0 5.00 5. 20 5 . 4 0 and under 2.60 2 . 7 0 2 .8 0 3.0 0 3 .20 3 .4 0 O O * 1 . 9 0 2.0 0 2 . 1 0 2 . 2 0 2 . 3 0 2 . 4 0 2.5 0 MEN $ $ 17 jr 2.96 $ 2.14 2.13 $ 3 .11 2*12 11 4 3 .0 4 3.07 2 . 95- 3 .2 2 2.46 2 . 00- 18 15 14 13 9 1 8 J 33 33 r 1 GUARDS 27 44 33 32 38 7 1 30 c MATCHMEN 61 2.12 496 277 2.49 LABORERS, MATERIAL HANDLING ----------MANUFACTURING ------------------------------NONMANUFACTURING -------------------------PUBLIC UTILITIES ---------------------- 418 370 48 29 3 .0 3 2.94 3 .7 0 4.60 2.92 2.91 3.18 5.04 PACKERS, SHIPPING ----------------------------MANUFACTURING ------------------------------- 167 139 3.12 3 .17 RECEIVING CLERKS ------------------------------- 44 33 3.12 29 28 TRUCKDRIVERS -----------------------------------MANUFACTURING ------------------------------PUBLIC UTILITIES ---------------------- JANITORS. PORTERS, AND CLEANERS ----- 2.18 18 15 2.92 J.IHt 88 23 38 2.67- 3 .2 1 2 .6 7 - 3 .15 2 .6 3 - 5.07 3.80- 5.33 6 6 - 3 .1 2 3 .2 5 2.712.77- 3 .4 3 3 .4 5 3 .19 3.18 3 .0 5 - 3.36 3 .3 7 3 .41 ->• 3 .18 J. 1 3 .5 5 273 98 4.21 3 .2 0 4.36 3.18 3 .2 5 2.72- 5.27 3 .3 8 - - 132 5^24 5.28 5.17- 5.35 - - 51 3 .14 3 .5 1 2.49 3 .56 5.06 5 .2 1 84 5.25 5.25 j.16 5 .3 4 75 53 4.69 4.96 5.19 5.28 4.34 - 5 . 3 3 1 0 73 10 9 0 3 _ - - - - - - - 1 - - - - - - - 41 41 “ 11 11 - - - 5 5 5 - - 8 8 8 9 9 9 20 20 31 31 8 8 3 3 6 6 - 1 1 1 1 - _ - - - 12 4 2 - 2 - - - - _ - 2 2 9 9 - 32 32 - 14 14 - 19 16 3 - 35 31 4 * 54 50 4 - 97 97 - 44 37 7 7 31 31 - - - 5 5 7 7 6 6 7 3 16 12 7 3 8 4 41 29 3 - 3 _ - - - 2 1 15 3 20 9 13 4 1 28 ru 31 95 ** 1 3 1 1 * 8 - - 6 6 - 7 7 - - - - - - 4 5 8 8 15 15 31 23 31 3 4 2 1 1 - 17 17 - _ - - 46 - 84 - - - - - - 2 - - - - - - 46 84 ' 2 26 56 46 10 10 36 to 36 9 4 10 7 - - TRUCKDRIVERS, MEDIUM ( 1 - 1 / 2 TO 6 7 TRUCKDRIVERS, HEAVY (OVER A TONS, NONMANUFACTURING TRUCKDRIVERS, HEAVY (OVER A TONS, OTHER THAN TRAILER TYPE) ----------NUNHANUt At 1 UK I Nb — — — ———— —— — TRUCKERS, POWER ( F O R K L I F T ) ------------MANUFACTURING ------------------------------- 231 231 3.31 3 .31 3 .3 1 3 .31 3 . 0 9 - 3.3 8 3 . 0 9 - 3 .3 8 - 103 87 2.16 2. 08 1.95 1.90 1.8 6 - 2.63 1 . 8 5 - 2. 09 46 46 - - - - - 1 1 » * - 3 2 3 * - 8 8 20 20 69 69 1 9 1 " 5 WOMEN JANITORS, PORTERS, AND CLEANERS ---NONnANUFACTURING * See fo o tn o tes at end o f tab les. 12 12 9 1 _ 4 - - 20 16 2 98 98 - 2 2 17 “ 23 23 - - 10 10 - - - - - ' 12 B. E s t a b l i s h m e n t practices and s u p p l e m e n t a r y 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 rie s fo r w o m e n o ffic e w o rk e rs (Distribution of establishments studied in a ll industries and in industry divisions by minimum entrance salary fo r selected categories o f inexperienced women officew ork ers, Utica—Rome, N .Y ., July 1971) Inexperienced typists Manufacturing Minimum weekly straight-tim e sa la ry 4 Other inexperienced c le ric a l workers 5 Nonmanufacturing Manufacturing Based on standard weekly hours 6 of— A ll industries A ll schedules 40 A ll schedules 37 V2 A ll industries A ll schedules 40 Nonmanufactur mg Based on standard weekly hours 6 of40 A ll schedules Establishments studied_________________________________ 65 34 XXX 31 XXX XXX 65 34 XXX 31 Establishments having a specified minimum------------------- 22 12 12 10 6 4 33 18 16 1 1 1 1 1 1 l l l l 2 4 1 1 3 1 4 1 3 - - - - - - 2 1 1 - l l - 1 1 - 4 9 3 2 3 1 2 4 1 2 2 2 2 1 2 2 2 1 40 XXX XXX 15 6 7 2 5 2 1 1 2 1 1 - 2 l l 1 l - . 4 1 - $72.50_________________________________ $75.00_________________________________ $77.50-----------------------------------------$80.00____________________ _______ $82.50_________________________________ $85.00_________________________________ $87.50_________________________________ $90.00-----------------------------------------a n d u n d e r $92.50— — --- ------— - - and under $ 95.00-----------------------------------------and under $97.50_________________________________ 1 3 2 2 4 1 1 3 1 2 2 _ _ 2 1 1 3 1 1 1 2 2 1 1 3 1 1 1 2 Establishments having no specified m inim um ----------------- 6 5 XXX 1 XXX XX X 13 7 XXX 6 XXX XXX Establishments which did not employ workers in this category-------------------------------------------------------- 37 17 XXX 20 XXX XXX 19 9 XXX 10 XXX XXX $70.00 $72.50 $75.00 $77.50 $80.00 $82.50 $ 85.00 $87.50 $90.00 $92.50 $95.00 and and and and and and and and under under under under under under under under See footnotes at end of tables. _ 37*/2 1 1 - 2 - 1 1 - 13 T a b le B -2 . S h ift d iffe re n tia ls (Late-sh ift pay provisions fo r manufacturing plantworkers by type and amount of pay differential, Utica—Rome, N .Y ., July 1971) (A ll plantworkers in manufacturing - 100 percent) Percen t of manufacturing plantworkers— Late-shift pay provision Total_______________________________________ No pay differential fo r work on late shift------Pay differential fo r work on late shift________ In establishments having provisions 7 for late shifts Second shift Third or other shift 81.5 74.6 Actually working on late shifts Second shift Third or other shift 15.8 4.7 1.9 1.9 0.4 0.4 79.6 72.7 15.4 4.2 45.1 42.9 9.2 2.9 Type and amount of differential: Uniform cents (per hou r)________________ _ 5 cen ts________________________________ 7 cents________________________________ 10 cents_______________________________ 12 cents---------------------------------------13 cents---------------------------------------14 cents_______________________________ 15 cents---------------------------------------I 7 V3 cents---------------------- -------------19 cents-------------------------------------20 cents_______________________________ 25 cents--------------------------------------- 1.7 .8 2.1 22.6 2.3 8.7 .7 6.3 - 11.7 3.7 8.8 1.6 1.9 .7 1.4 12.3 .8 Uniform percen tage--------------------------- 34.5 5 percen t-------------------------------------6 percen t_____________________________ 7 percen t-------------------------------------8 percen t-------------------------------------10 percent_____________________________ 3.3 1.8 8.2 4.6 16.5 2 V2 cents_____________________________ See footnotes at end of tables. - _ .3 .5 4.2 .2 - 1.5 .6 - _ - .9 .4 1.1 .4 ( 8) 2.0 - .1 - 29.8 6.2 1.3 1.5 .1 .4 1.1 1.6 2.9 - - 1.8 26.5 - .4 .9 14 T a b le B -3 . S c h e d u le d w e e k ly h o u rs and days (Percen t distribution of plant- and officew orkers in all industries and in industry divisions by scheduled weekly hours and days of firs t-s h ift w o rk ers, Utica—Rome, N .Y ., July 1971) Plantworkers O fficew orkers Weekly hours and days A ll industries A ll w orkers_________________________________ 35 hours— 5 days________________________________ 36 hours— 6 days________________________________ 3 7 V2 hours— 5 days-------------------------------------38 hours— 5 days________________________________ 3 8 V2 hours— 5 days______________________________ 40 hours— 5 days----------------------------------------46 hours— 5 V2 days-------------------------------------48 hours— 6 days. -------------------------------------54 hours— 5 days________________________________ See footnote at end o f tables. 100 8 1 9 1 77 1 1 (9) Manufacturing Public utilities 100 100 5 10 1 80 2 2 100 - A ll industries 100 7 21 (9) 72 - Manufacturing Public utilities 100 100 (9) 3 96 - 9 40 50 - 15 T a b le B -4 . P a id h o lid a y s (Percent distribution of plant- and officew orkers in all industries and in industry divisions by number of paid holidays provided annually, Utica—Rome, N .Y ., July 1971) Plantworkers Officeworkers Item A ll industries Manufacturing Public utilities A ll industries Manufacturing Public utilities A ll w orkers________________________________ 100 100 100 100 100 100 W orkers in establishments providing paid holidays_________________________________ W orkers in establishments providing no paid holidays _ . 97 100 100 100 100 100 3 - - - - - 4 9 3 1 14 4 7 1 23 5 5 2 3 2 3 1 2 (9) 11 1 1 7 (9) 38 9 _ 15 14 5 6 1 28 7 - - 13 4 4 2 3 16 6 5 1 23 27 2 7 2 (9 ) 7 1 1 7 (9) 23 5' 9 11 3 21 1 2 3 4 13 13 26 31 55 55 62 66 81 84 93 97 1 1 11 11 28 35 64 64 69 74 90 93 95 100 27 50 50 50 50 50 59 59 93 93 100 100 100 100 Number of days 5 holidays plus 1 half day______________________ 6 holidays______________________________________ 6 holidays plus 1 half day______________________ 6 holidays plus 2 half days____________________ 7 holidays ____________________________________ 7 holidays plus 1 half day______________________ 7 holidays plus 3 half days ____________________ 8 holidays _____________________________________ 8 holidays plus 2 half days____________________ . 9 holidays______________________________________ 9 holidays plus 1 half day______________________ 9 holidays plus 3 half days____________________ 10 holidays_____________________________________ 10 holidays plus 2 half days___________________ 11 holidays_________________ __________________ 11 holidays plus 1 half day__________ _______ 12 h olid a y s____________________________________ - _ - 7 34 9 - - - 37 8 - - - 18 5 2 1 24 16 1 1 8 8 26 35 73 75 81 82 94 96 97 100 16 40 40 40 40 40 48 48 85 85 85 85 100 100 T otal holiday tim e 10 12 days_________________________________________ IIV 2 days or m ore_____________________________ 11 days or m ore________________________________ IOV2 days or m ore_____________________________ 10 days or m ore________________________________ 9 V2 days or m o r e ______________________________ 9 days or m o r e ________________________________ 8 V2 days or m o r e ______________________________ 8 days or m o r e ________________________________ 7 V2 days or m o r e ______________________________ 7 days or m o r e _________________________________ 6 V2 days or m o r e ______________________________ 6 days or m ore ______________________________ 5V2 days or m o r e ______________________________ See footnotes at end of tables. 2 3 27 36 47 52 75 76 83 83 90 91 98 100 16 T a b le B -5 . P a id v a c a tio n s (Percen t distribution of plant- and officew ork ers in all industries and in industry divisions by vacation pay provisions, Uticar-Rome, N .Y ., July 1971) Plantworkers O fficew orkers Vacation policy A ll industries A ll w orkers_________________________________ Manufacturing Public utilities A ll industries Manufacturing Public utilities 100 100 100 100 100 100 100 89 5 6 100 86 7 7 100 100 - 100 99 (9) 100 99 (9) 100 100 - - - - 24 15 5 30 12 1 59 15 26 - Method of payment Workers in establishments providing paid vacations_________________________ ________ Len gth-of-tim e payment____________________ Percentage payment_________________________ O ther_________________________________________ Workers in establishments providing no paid vacations______________________________ - “ - 31 27 7 52 14 13 43 7 31 16 62 20 18 - 14 86 - 7 1 86 5 8 2 90 - 13 87 - 35 17 48 (9) 41 21 38 - 100 - 3 2 90 5 4 3 93 - 5 95 - 18 20 59 1 2 21 25 51 2 100 - 3 2 87 6 3 3 3 89 4 95 5 18 20 59 1 2 21 25 51 2 100 - 3 2 78 15 3 3 3 89 - 4 4 3 5 68 13 11 _ 93 7 (9) (’ ) 70 20 10 Amount of vacation pay 11 A fte r 6 months o f service Under 1 week---------------------------------------------1 week___________________________________________ O ver 1 and under 2 w eek s______________________ _ _ A fter 1 year of service 1 week___________________________________________ O ver 1 and under 2 w eek s______________________ 2 w eek s__________________________________________ O ver 2 and under 3 w eek s______________________ A fter 2 years of service 1 week___________________________________________ O ver 1 and under 2 w eek s______________________ 2 w eek s__________________________________________ Over 2 and under 3 w eek s______________________ A fter 3 years of service 1 week___________________________________________ O ver 1 and under 2 w eek s______________________ 2 w eek s__________________________________________ O ver 2 and under 3 w eek s______________________ 3 w eek s----------------------------------------------------- _ A fte r 4 years of service 1 week___________________________________________ O ver 1 and under 2 w eek s______________________ 2 w eek s__________________________________________ O ver 2 and under 3 w eek s______________________ 3 weeks _________________________________________ _ _ 95 5 4 A fter 5 years of service 1 week___________________________________________ O ver 1 and under 2 w eek s______________________ 2 weeks _________________________________________ O ver 2 and under 3 w eek s______________________ 3 w eek s__________________________________________ See footnotes at end of tables. 69 11 12 79 9 12 _ 78 22 17 T a b le B -5 . P aid v a c a t i o n s ----- C o n t i n u e d (Percen t distribution of plant- and officew orkers in all industries and in industry divisions by vacation pay provisions, Utica—Rome, N .Y ., July 1971) Plant worke r s O fficeworkers Vacation policy A ll industries Manufacturing Public utilities A ll industries Manufacturing Public utilities Amount of vacation p a y 11— Continued A fter 10 years of service 1 week___________________________________________ O ver 1 and under 2 weeks _____________________ 2 w eek s_________________________________________ Over 2 and under 3 w eek s______________________ 3 w eeks_________________________________________ Over 3 and under 4 w eek s______________________ 4 w eeks_________________________________________ _ 4 4 12 (9) 70 5 6 3 5 12 67 6 7 100 - 4 4 12 ( 9) 70 5 6 3 5 12 67 6 7 100 - 4 4 8 (9) 43 12 29 1 3 5 8 36 15 31 1 _ 87 13 - 4 4 8 (9) 10 2 56 10 5 1 3 5 8 8 3 53 12 7 1 _ 7 93 - 4 4 8 (9) 6 2 51 10 14 1 3 5 8 5 3 53 12 10 1 (9) (9) 12 15 70 1 2 6 89 1 4 (9) (9) _ _ _ _ 100 _ - A fter 12 years of service 1 week___________________________________________ Over 1 and under 2 w eek s______________________ 2 w eeks_________________________________________ Over 2 and under 3 w eek s______________________ 3 w eeks_________________________________________ Over 3 and under 4 w eek s______________________ 4 w eeks_________________________________________ _ _ 100 - 12 15 70 1 3 6 88 1 5 (9) (9: 3 5 60 5 26 - 5 46 9 39 - 92 8 - (9) (9) _ 3 5 13 1 71 4 2 - 5 2 1 79 8 4 - (9) 3 5 11 1 69 4 6 (9) 5 2 1 79 8 5 A fter 15 years of service 1 week___________________________________________ Over 1 and under 2 w eeks______________________ 2 w eeks_________________________________________ Over 2 and under 3 w eek s______________________ 3 w eeks_________________________________________ O ver 3 and under 4 w eeks---------------------------4 w eek s_________________________________________ 5 w eeks_________________________________________ . A fter 20 years o f service 1 week___________________________________________ Over 1 and under 2 w eek s______________________ 2 w eeks_________________________________________ Over 2 and under 3 w eek s______________________ 3 weeks _________________________________________ O ver 3 and under 4 w eeks______________________ 4 w eek s_________________________________________ Over 4 and under 5 w eeks______________________ 5 w eek s_________________________________________ 6 w eek s_________________________________________ 15 85 * A fter 25 years of service 1 week___________________________________________ Over 1 and under 2 weeks _____________________ 2 w eek s_________________________________________ Over 2 and under 3 w eek s______________________ 3 w eek s_________________________________________ O ver 3 and under 4 w eek s______________________ 4 w eeks_________________________________________ O ver 4 and under 5 w eek s______________________ 5 w eek s_________________________________________ 6 w eek s_________________________________________ See footnotes at end of tables. _ 7 43 50 _ 15 45 40 18 T a b le B -5 . P aid v a c a t i o n s ----- C o n t i n u e d (Percen t distribution of plant- and officew orkers in all industries and in industry divisions by vacation pay provisions, Utica—Rome, N .Y ., July 1971) Plantworkers O fficew orkers Vacation policy A ll industries Manufactur ing P ublic u tilities A ll in du stries M anufacturing Public utilities Amount o f vacation pay 11— Continued A fter 30 years o f service 1 week___________________________________________ O ver 1 and under 2 w eek s____________________ 2 w eek s__________________________________________ O ver 2 and under 3 w eek s---------------------------3 w eek s__________________________________________ O ver 3 and under 4 w eek s______________________ 4 w eek s__________________________________________ Over 4 and under 5 w eek s______________________ 5 w eek s__________________________________________ 6 w eek s__________________________________________ 4 4 8 (’ ) 6 2 38 10 26 2 3 5 8 5 3 37 12 25 3 4 4 8 (’ ) 6 2 38 10 21 7 3 5 8 5 3 37 12 18 9 - _ 7 43 50 - _ (9) (9) 3 5 11 1 49 4 25 - 5 2 1 45 8 38 - 15 45 40 - n 3 5 11 1 49 4 24 2 (9) 5 2 1 15 8 35 4 _ 15 45 40 - Maximum vacation available 1 week___________________________________________ O ver 1 and under 2 w eek s______________________ 2 w eek s__________________________________________ O ver 2 and under 3 w eek s---------------------------3 w eek s__________________________________________ Over 3 and under 4 w eek s______________________ 4 w eek s__________________________________________ O ver 4 and under 5 w eek s---------------------------5 w eek s__________________________________________ 6 w eek s----------------------------------------------------- See footnotes at end of tables. 7 ~ 43 50 19 T a b le B -6 . H e a lt h , in s u r a n c e , a n d p e n s i o n plan s (P ercen t of plant- and officew orkers in all industries and in industry divisions employed in establishments providing health, insurance, or pension benefits, Utica—Rome, N .Y ., July 1971) Plantworkers Type of benefit and financing 12 A ll industries Manufacturing O ffice workers Public utilities A ll industries Manufacturing Public utilities ----------- 100 100 100 100 100 100 Workers in establishments providing at least 1 of the benefits shown below ___________ 100 100 100 99 99 100 98 80 99 86 100 49 99 72 99 78 100 48 69 50 66 53 100 26 64 43 65 54 100 25 A ll w orkers---------------------------- L ife insurance_______________________________ Noncontributory plans_____________ ____ Accidental death and dismemberment insurance.---- --------------------------------------Noncontributory plans—__________________ Sickness and accident insurance or sick leave or both 13 ______________________ 81 79 94 98 98 91 Sickness and accident insurance_________ Noncontributory plans________________ Sick leave (fu ll pay and no waiting period)__ . ____ ____ _______ Sick leave (partial pay or waiting period) ___________ ____ __ 75 61 79 68 70 43 87 81 87 80 53 37 30 74 48 80 81 91 2 1 2 1 Long-term disability insurance_____________ Noncontributory plans____ ____________ Hospitalization insurance___________________ Noncontributory plans____________________ Surgical insurance____________________ ____ Noncontributory plans____________________ M edical insurance____________ ____________ Noncontributory plans _______ . ______ M ajor m edical insurance____________________ Noncontributory plans________________ — Dental insurance____________________________ Noncontributory plans____________________ Retirem ent pension____________________ ___ Noncontributory plans____________________ 11 3 96 77 92 73 88 69 69 52 13 6 82 7? 37 15 98 63 98 63 95 61 88 54 15 1 84 75 28 8 99 70 99 70 98 68 82 53 26 1 93 84 See footnotes at end of tables 9 1 99 82 94 77 90 74 68 53 10 1 84 84 31 31 100 73 100 73 100 73 92 65 20 20 94 94 “ 23 23 91 69 91 69 91 69 99 68 1 1 87 48 20 Footnotes A ll o f th e s e s ta n d a rd fo o tn o te s m a y n o t a p p ly to t h is b u lle t in . 1 Standard hours r e fle c t the w ork w eek fo r which em p loyees r e c e iv e th e ir re g u la r s tra ig h t-tim e s a la rie s (e x c lu s iv e of pay fo r o v e rtim e at re g u la r and/or p rem iu m r a te s ), and the earnings co rresp o n d to these w e e k ly hours. 2 The m ean is com puted fo r each job by totaling the earnings o f a ll w o rk e rs and d ividin g by the num ber o f w o rk e rs . The m edian d esign ates p osition — h a lf o f the em p lo yees surveyed r e c e iv e m o re than the rate shown; h a lf r e c e iv e le s s than the rate shown. The m id d le range is d efin ed by 2 ra tes o f pay; a fourth o f the w o rk e rs earn le s s than the lo w e r of these rates and a fourth earn m o re than the h igher rate. 3 E xclu d es p rem iu m pay fo r o v e rtim e and fo r w o rk on weekends, h olid a ys, and late shifts. 4 T h e s e s a la rie s re la te to fo r m a lly establish ed m inim um starting (h irin g) re g u la r s tra ig h t-tim e s a la rie s that are paid fo r standard w o rk w eek s. 5 E xclu d es w o rk e rs in s u b c le ric a l jobs such as m es s e n g e r. 6 Data a re p resen ted fo r a ll standard w orkw eeks com bined, and fo r the m ost com m on standard w ork w eek s rep o rted . Includes a ll p la n tw o rk ers in establishm ents cu rre n tly operatin g la te sh ifts, and establish m en ts w hose fo r m a l p ro v is io n s c o v e r late sh ifts, even though the establish m en ts w e re not c u rre n tly operatin g late shifts. 8 L e s s than 0.05 p ercen t. 9 L e s s than 0.5 p ercen t. 10 A l l com binations o f fu ll and h alf days that add to the sam e amount a re com bined; fo r exam p le, the p ro p o rtio n o f w o rk e rs re c e iv in g a to ta l o f 9 days includes those w ith 9 fu ll days and no h alf days, 8 fu ll days and 2 h alf days, 7 fu ll days and 4 h a lf days, and so on. P ro p o rtio n s then w e r e cum ulated. 11 Includes paym ents other than "le n g th o f t im e ," such as p ercen ta ge o f annual earnings o r fla t-s u m paym ents, co n verted to an equ ivalent tim e b a s is ; fo r exam p le, a paym ent of 2 p ercen t of annual earnings was co n sid ered as 1 w e e k 's pay. P e r io d s o f s e r v ic e w e r e chosen a r b it r a r ily and do not n e c e s s a r ily r e fle c t the individu al p ro v is io n s fo r p ro g re s s io n . F o r exam p le, the changes in p rop ortion s in dicated at 10 y e a r s ' s e r v ic e include changes in p ro v is io n s o c c u rrin g betw een 5 and 10 y e a rs . E s tim a te s a re cum ulative. Thus, the p ro p o rtio n e lig ib le fo r 3 w eek s' pay or m o r e a fte r 10 y e a rs includes those e lig ib le fo r 3 w e e k s ' pay o r m o re a fte r fe w e r y e a rs o f s e r v ic e . 12 E s tim a te s lis te d a fte r type of b en efit a re fo r a ll plans fo r which at le a s t a p a rt o f the cost is borne by the e m p lo y e r. "N o n co n trib u to ry p la n s" include only those plans financed e n tir e ly by the em p lo yer. E xclu ded a re le g a lly re q u ire d plans, such as w o rk m en 's com pensation, so c ia l s e c u rity , and ra ilr o a d re tire m e n t. 13 U nduplicated to ta l of w o rk e rs r e c e iv in g sick le a v e o r sickness and acciden t insurance shown s e p a ra te ly below . Sick le a v e plans a re lim ite d to those w hich d e fin ite ly estab lish at le a s t the m inim um number o f days' pay that can be expected by each em p lo yee. In fo rm a l sick le a v e allow an ces d eterm in ed on an in dividu al basis a re excluded. i A p p e n d ix . O c c u p a tio n a l D e s c rip tio n s The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This perm its the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may d iffer significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary workers. O F F IC E CLERK, ACCOUNTING— Continued B IL L E R , MACHINE Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typew riter. May also keep records as to billings or shipping charges or perform other clerica l work incidental to billing operations. F or wage study purposes, b ille rs , machine, are classified by type of machine, as follows: B iller, machine (billing m achine). Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from custom ers' purchase orders, in ter nally prepared orders, shipping memorandums, etc. Usually involves application of p re determined discounts and shipping charges and entry o f necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the b ill being prepared and is often done on a fanfold machine. B ille r, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a typew riter keyboard) to prepare custom ers' bills as part of the accounts receivable opera tion. Generally involves the simultaneous entry of figures on custom ers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowl edge of bookkeeping. Works from uniform and standard types of sales and credit slips. BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record of business transactions. Class A. Keeps a set of records requiring a knowledge o f and experience in basic bookkeeping principles, and fa m iliarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit item s to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Class B. Keeps a record of one or m ore phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, custom ers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of tria l balances and prepare control sheets for the accounting department. CLERK, ACCOUNTING P erform s one or m ore accounting clerica l 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 clerica l accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing m ore complicated journal vouchers. May work in either a manual or automated accounting system. The work requires a knowledge of clerica l methods and office practices and procedures which relates to the clerica l processing and recording of transactions and accounting information. With experience, the worker typically becomes fa m iliar with the bookkeeping and accounting term s and procedures used in the assigned work, but is not required to have a knowledge o f the form al principles of bookkeeping and accounting. Positions are classified into levels on the basis of the following definitions. Class A . Under general supervision, perform s accounting clerica l operations which require the application of experience and judgment, for example, cle rica lly processing com plicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or m ore class B accounting clerks. Class B . Under close supervision, following detailed instructions and standardized p ro cedures, perform s one or m ore routine accounting clerica l operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes. CLERK, F IL E F iles , cla ssifies, and retrieves m aterial in an established filing system. May perform cle rica l and manual tasks required to maintain file s. Positions are classified into levels on the basis of the following definitions. Class A . C lassifies and indexes file m aterial such as correspondence, reports, tech nical documents, etc., in an established filing system containing a number of varied subject m atter file s. May also file this m aterial. May keep records of various types in conjunction with the file s. May lead a small group of low er level file clerks. Class B . Sorts, codes, and file s ings or partly classified m aterial by cross-referen ce aids. As requested, wards m aterial. May perform related Class C . Perform s routine filin g of m aterial that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or num erical). As requested, locates readily available m aterial in files and forwards m a terial; and m ay f i l l out withdrawal charge. May perform simple clerica l and manual tasks required to maintain and service files. CLERK, ORDER Receives custom ers' orders fo r m aterial or merchandise by m ail, phone, or personally. Duties involve any combination of the follow ing: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating o^ customer, acknowledge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders. CLERK, P A Y R O L L Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating w orkers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as w orker's name, working days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine. NOTE: The Bureau has discontinued collecting data fo r oilers and plumbers. 21 unclassified m aterial by simple (subject m atter) head finer subheadings. Prepares simple related index and locates clearly identified m aterial in files and fo r clerica l tasks required to maintain and service files. 22 C O M PTOM ETER OPERATOR SECRETARY— Continued P rim a ry duty is to operate a Comptometer to perform mathematical computations. This job is not to be confused with that o f statistical or other type of clerk, which may involve fr e quent use of a Comptometer but, in which, use of this machine is incidental to perform ance of other duties. N O TE : The term "corporate officer, " used in the lev el definitions following, refers to those officials who have a significant corporate-w ide policymaking role with regard to m ajor company activities. The title "v ic e presiden t," though norm ally indicative of this role, does not in all cases identify such positions. V ice presidents whose prim ary 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 c le rica l staff) are not considered to be "corporate o ffic e rs " for purposes of applying the following level definitions. KEYPU NC H OPERATO R Operates a keypunch machine to record or v e rify alphabetic and/or numeric data on tabulating cards or on tape. Positions are classified into levels on the basis of the following definitions. 1. Secretary to the chairman of the board or president o f a company that em ploys, in all, over 100 but few er than 5,000 persons; or Class A . Work requires the application of experience and judgment in selecting p roce dures to be followed and in searching fo r, interpreting, selecting, or coding item s to be keypunched from a va riety of source documents. On occasion m ay also perform some routine keypunch work. May train inexperienced keypunch operators. Class B. Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. R efers to supervisor problem s arising from erroneous item s or codes or m issing information. 2. Secretary to a corporate o ffice r (other than the chairman of the board or president) of a company that employs, in all, over 5, 000 but few er than 25, 000 persons; or 3. Secretary to the head, im m ediately below the corporate office r level, of a m ajor segment or subsidiary of a company that employs, in all, over 25,000 persons. Class B 1. Secretary to the chairman o f the board or president of a company that em ploys, in all, few er than 100 persons; or 2. Secretary to a corporate o ffice r (other than the chairman of the board or president) of a company that employs, in all, over 100 but few er than 5,000 persons; or MESSENGER (O ffice Boy or G irl) P erform s various routine duties such as running errands, operating m inor office m a chines such as sealers or m a ile rs, opening and distributing m ail, and other m inor cle rica l work. Exclude positions that require operation o f a m otor vehicle as a significant duty. SECRETARY Assigned as personal secretary, norm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fa ir ly independently r e ceiving a minimum of detailed supervision and guidance. P erform s varied c le rica l and secretarial duties, usually including most of the following: a. R eceives telephone ca lls, personal ca llers, and incoming m ail, answers routine in quiries, and routes technical inquiries to the proper persons; b. Establishes, maintains, and revises the supervisor's files; c. Maintains the su pervisor's calendar and makes appointments as instructed; d. Relays m essages from supervisor to subordinates; e. Reviews correspondence, memorandums, and reports prepared by others for the supervisor's signature to assure procedural and typographic accuracy; f. Class A 3. Secretary to the head, im m ediately below the office r le v e l, over either a m ajor corporate-w ide functional activity (e.g., marketing, research, operations, industrial r e la tio n s ]e tc .) or a m ajor geographic or organizational segment (e.g., a regional headquarters; a m ajor division) of a company that employs, in all, over 5,000 but few er than 25,000 em ployees; or 4. Secretary to the head o f an individual plant, factory, etc. (or other equivalent lev el of officia l) that employs, in all, over 5,000 persons; or 5. Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor o f an organizational segment often involving as many as several hundred persons) or a company that employs, in all, over 25,000 persons. Class C 1. Secretary to an executive or m anagerial person whose responsibility is not equivalent to one o f the specific level situations in the definition fo r class B, but whose organizational unit norm ally numbers at least several dozen employees and is usually divided into organiza tional segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; _or 2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of officia l) that employs, in all, few er than 5,000 persons. Class D P erform s stenographic and typing work. May also perform other cle rica l and secretarial tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, program s, and procedures related to the work of the supervisor. Exclusions Not a ll positions that are titled "s e c re ta ry " possess the above characteristics. of positions which are excluded from the definition are as follows: a. Positions which do not m eet the "personal" b. Stenographers not fully trained in secretarial type duties; 1. Secretary to the supervisor or head of a small organizational unit (e.g., few er than about 25 or 30 persons); 0£ 2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistra tive o ffic e r, or assistant, skilled technician or expert. (NO TE: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory w orker.) Examples secretary concept described above; c. Stenographers serving as office assistants to a group o f professional, technical, or m anagerial persons; d. Secretary positions in which the duties are either substantially m ore routine or sub stantially m ore complex and responsible than those characterized in the definition; STENOGRAPHER Prim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May also type from w ritten copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if prim ary duty is transcribing from recordings, see Transcribing-Machine Operator, General). N O TE : This job is distinguished from that of a secretary in that a secretary norm ally works in a confidential relationship with only one manager or executive and perform s m ore responsible and discretionary tasks as described in the secretary job definition. Stenographer, General e. Assistant type positions which involve m ore difficult or m ore responsible tech nical, adm inistrative, supervisory, or specialized cle rica l duties which are not typical of secreta ria l work. Dictation involves a normal routine vocabulary. May maintain file s, keep simple records, or perform other rela tively routine cle rica l tasks. 23 STENOGRAPHER— Continued TA B U LATIN G -M AC H IN E O PERATO R (E lectric Accounting Machine Operator)— Continued Stenographer, Senior Positions are classified into levels on the basis of the following definitions. D ic ta tio n in v o lv e s a v a r ie d t e c h n ic a l o r s p e c ia l iz e d v o c a D u la ry su c h a s in le g a l b r ie f s o r r e p o r t s on s c i e n t if ic r e s e a r c h . M a y a ls o s e t up and m a in t a in f i l e s , k e e p r e c o r d s , e t c . OR P e rform s stenographic duties requiring significantly greater independence and respon sibility than stenographer, general, as evidenced by the following: Work requires a high degree o f stenographic speed and accuracy; a thorough working knowledge of general business and o ffice procedure; and of the specific business operations, organization, policies, proce dures, file s , workflow, etc. Uses this knowledge in perform ing stenographic duties and responsible c le rica l tasks such as maintaining followup file s; assembling m aterial for reports, memorandums, and letters; composing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc. SWITCHBOARD OPERATOR Class A . Operates a single- or m ultiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. P erform s full telephone information service or handles complex calls, such as conference, collect, overseas, or sim ilar calls, either in addition to doing routine work as described fo r switchboard operator, class B, or as a fu ll-tim e assignment. ("F u ll" telephone information service occurs when the establishment has varied functions that are not readily understandable for telephone information purposes, e.g., because of overlapping or interrelated functions, and consequently present frequent problems as to which extensions are appropriate fo r calls.) Class B . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. May handle routine long distance calls and record tolls. May perform lim ited telephone information service. ("L im ite d " telephone information service occurs i f the functions of the establishment serviced are readily understandable for telephone information purposes, or if the requests are routine, e.g., giving extension numbers when specific names are furnished, or i f complex calls are referred to another operator.) These classifications do not include switchboard operators in telephone companies who assist customers in placing calls. SWITCHBOARD OPE RATO R -RE CE PTIO N IST In addition to perform ing duties of operator on a single-position or m onitor-type switch board, acts as receptionist and may also type or perform routine clerica l work as part o f regular duties. This typing or cle rica l work may take the m ajor part of this w orker's time while at switchboard. TAB U LATIN G -M AC H IN E OPERATOR (E lectric Accounting Machine Operator) Operates one or a variety o f machines such as the tabulator, calculator, collator, in ter preter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. A lso excluded are operators of electronic digital computers, even though they may also operate EAM equipment. Class A . P erform s complete reporting and tabulating assignments including devising difficult control panel w iring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregu la r or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of m a chines. Is typically involved in training new operators in machine operations or training low er lev el operators in w iring from diagrams and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is lim ited to selection and insertion of prew ired boards. Class B. Perform s work according to established procedures and under specific in structions. Assignments typically involve complete but routine and recurring reports or parts of la rg e r and m ore complex reports. Operates m ore difficult tabulating or electrical ac counting machines such as the tabulator and calculator, in addition to the sim pler machines used by class C operators. May be required to do some w iring from diagrams. May train new employees in basic machine operations. Class C . Under specific instructions, operates simple tabulating or electrical accounting machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple w iring from diagrams, and do some filing work. TRANSCRIBING-MACHINE OPERATOR, G ENERAL P rim a ry duty is to transcribe dictation involving a normal routine vocabulary from transcribing-m achine records. May also type from written copy and do simple clerical work. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or sim ilar machine is classified as a stenographer. TY P IS T Uses a typew riter to make copies of various m aterials or to make out bills after calcula tions have been made by another person. May include typing of stencils, mats, or sim ilar m ate rials for use in duplicating processes. May do clerica l work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming m ail. Class A . P erform s one or m ore o f the following: Typing m aterial in final form when it involves combining m aterial from several sources; or responsibility fo r correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language m ate rial; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. Class B . Perform s one or m ore of the following: Copy typing from rough or clear drafts; or routine typing of form s, insurance policies, etc.; or setting up simple standard tabulations: or copying m ore complex 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 OPERATOR Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a program er. Work includes most of the follow ing: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; review s e rro rs made during operation and determines cause or refers problem to supervisor or program er; and maintains operating records. May test and assist in correcting program. F or wage study purposes, computer operators are classified as follows: Class A . Operates independently, or under only general direction, a computer running program s with most of the following ch aracteristics: New program s are frequently tested and introduced; scheduling requirements are of critica l importance to m inim ize downtime; the program s are of complex design so that identification of e rro r source often requires a working knowledge of the total program , and alternate programs may not be available. May give direction and guidance to low er lev el operators. Class B . Operates independently, o r under only general direction, a computer running program s with most of the following characteristics: Most of the program s are established production runs, typically run on a regu larly recurring basis; there is little or no testing COMPUTER O PERATO R— Continued of new program s required; alternate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonable tim e. In common e rro r situa tions, diagnoses cause and takes corrective action. This usually involves applying previously programed co rrective steps, or using standard correction techniques. OR Operates under direct supervision a computer running programs or segments of programs with the ch aracteristics described fo r class A . May assist a higher level operator by inde pendently perform ing less difficult tasks assigned, and perform ing difficult tasks following detailed instructions and with frequent review of operations perform ed. Class C . Works on routine program s under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine program s. Usually has received some form al training in computer operation. May assist higher lev el operator on complex program s. COMPUTER PROGRAMER, BUSINESS Converts statements of business problem s, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagram s, the program er develops the precise in-, structions which, when entered into the computer system in coded language, cause the manipulation 24 COMPUTER PROGRAM ER, BUSINESS— Continued of data to achieve desired results. Work involves m ost of the following: Applies knowledge of computer capabilities, m athematics, logic employed by computers, and particular subject matter involved to analyze charts and diagram s of the problem to be programed; develops sequence of program steps; w rites detailed flow charts to show order in which data w ill be processed; converts these charts to coded instructions fo r machine to follow; tests and corrects programs; prepares instructions fo r operating personnel during production run; analyzes, review s, and alters program s to increase operating efficiency or adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers perform ing both systems analysis and p ro graming should be cla ssified as systems analysts i f this is the skill used to determine their pay.) Does not include em ployees p rim a rily responsible fo r the management or supervision of other electronic data processing em ployees, or program ers p rim a rily concerned with scientific and/or engineering problem s. F or wage study purposes, program ers are classified as follows: Class A . Works independently or under only general direction on complex problems which require competence in all phases of programing concepts and practices. Working from dia grams and charts which identify the nature of desired results, m ajor processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range o f programing actions needed to efficiently utilize the computer system in achieving desired end products. At this lev el, program ing is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide va riety and extensive number of internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program . May provide functional direction to low er level program ers who are assigned to assist. Class B . Works independently or under only general direction on rela tively simple program s, or on simple segments o f complex program s. Program s (or segments) usually process information to produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making m inor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine record-keeping type operations. OR Works on complex program s (as described fo r class A ) under close direction of a higher level program er or supervisor. May assist higher le v e l program er by independently p e r form ing less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly close direction. May guide or instruct low er lev el program ers. Class C . Makes practical applications of programing practices and concepts usually learned in form al training courses. Assignments are designed to develop competence in the application of standard procedures to routine problem s. Receives close supervision on new aspects o f assignments; and work is review ed to v e r ify its accuracy and conformance with required procedures. COM PUTER SYSTEMS A N A L Y S T , BUSINESS Analyzes business problems to formulate procedures fo r solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable program ers to prepare required digital computer program s. Work involves most of the follow ing: Analyzes subject-m atter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, file s , and documents to be used; outlines actions to be perform ed by personnel and computers in sufficient detail for presentation to management and fo r program ing (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in tria l runs of new and revised systems; and recommends equipment changes to obtain m ore effective ov era ll operations. (NOTE: Workers perform ing both systems analysis and programing should be cla s sified as systems analysts if this is the skill used to determine their pay.) Does not include em ployees p rim a rily responsible fo r the management or supervision of other electronic data processing em ployees, or systems analysts p rim a rily concerned with scientific or engineering problem s. F or wage study purposes, systems analysts are classified as follows: Class A . Works independently or under only general direction on complex problems in volving all phases o f systems analysis. Problem s are complex because of diverse sources of input data and m ultiple-use requirements of output data. (F o r example, tjevelops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which COM PUTER SYSTEMS A N A L Y S T, BUSINESS— Continued every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the im plica tions of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of m ajor systems installations or changes and fo r obtaining equipment. May provide functional direction to low er level systems analysts who are assigned to assist. Class B . Works independently or under only general direction on problems that are rela tively uncomplicated to analyze, plan, program , and operate. Problem s are of lim ited complexity because sources of input data are homogeneous and the output data are closely related. (F o r example, develops systems fo r maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-m atter personnel on the im plications of the data processing systems to be applied. OR Works on a segment of a complex data processing scheme or system, as described fo r class A . Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is review ed for accuracy of judgment, compliance with in structions, and to insure proper alinement with the overall system. Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. F or example, may assist a higher le v e l systems analyst by preparing the detailed specifications required by program ers from information developed by the higher le v e l analyst. DRAFTSM AN Class A . Plans the graphic presentation of complex items having distinctive design features that d iffer significantly from established drafting precedents. Works in close sup port with the design originator, and may recommend m inor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships of com ponents and parts. Works with a minimum o f supervisory assistance. Completed work is review ed by design originator for consistency with p rior engineering determinations. May either prepare drawings, or direct their preparation by low er level draftsmen. Class B. P e rform s nonroutine and complex drafting assignments that require the appli cation o f m ost of the standardized drawing techniques regu larly used. Duties typically in volve such work as: Prepares working drawings of subassemblies with irregu la r shapes, multiple functions, and precise positional relationships between components; prepares archi tectural drawings for construction of a building including detail drawings o f foundations, wall sections, flo or plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities o f m aterials to be used, load capacities, strengths, stresses, etc. R eceives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. Class C . Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to c la rify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source m aterials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress. D RAFTSM AN -TRACE R Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans p rim a rily consisting of straight lines and a la rge scale not requiring close delineation.) AND/OR Prepares simple or repetitive drawings of easily visualized item s. Work is closely supervised during p rogress. ELEC TRO N IC TECHNICIAN Works on various types of electronic equipment or systems by perform ing one or m ore of the following operations: Modifying, installing, repairing, and overhauling. These operations require the perform ance of m ost or all of the following tasks: Assem bling, testing, adjusting, calibrating, tuning, and alining. Work is nonrepetitive and requires a knowledge o f the theory and practice of electronics pertaining to the use o f general and specialized electronic test equipment; trouble analysis; and the operation, relationship, and alinement of electronic systems, subsystems, and circuits having a variety of component parts. 25 ELECTRONIC TECHNICIAN— Continued NURSE, IND USTRIAL (R egistered ) E lectronic equipment or systems worked on typically include one or m ore of the following: Ground, vehicle, or airborne radio communications systems, relay systems, navigation aids; airborne or ground radar systems; radio and television transmitting or recording systems; e le c tronic computers; m iss ile and spacecraft guidance and control systems; industrial and m edical measuring, indicating and controlling devices; etc. A registered nurse who gives nursing service under general m edical direction to i l l or injured employees or other persons who become i l l or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following: Giving fir s t aid to the ill or injured; attending to subsequent dressing of em ployees' injuries; keeping records of patients treated; preparing accident reports fo r compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and c a rry ing out program s involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, w elfa re, and safety of a ll personnel. Nursing supervisors or head nurses in establishments employing m ore than one nurse are excluded. (Exclude production assem blers and testers, craftsm en, draftsmen, designers, engineers, and repairm en of such standard electronic equipment as office machines, radio and television receiving sets.) M A IN T E N A N C E A N D P O W E R P L A N T C AR PE NTER , MAINTENANCE MACHINIST, MAINTENANCE P erform s the carpentry duties necessary to construct and maintain in good repair build ing woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; mak ing standard shop computations relating to dimensions of work; and selecting m aterials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Produces replacement parts and new parts in making repairs of m etal parts of mechanical equipment operated in an establishment. Work involves most of the following: Interpreting written instructions and specifications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of m etal parts to close tolerances; making standard shop computations relating to dimen sions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m aterials, parts, and equipment required for his work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work norm ally requires a rounded training in machine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience. ELE C TRIC IAN , MAINTENANCE P erform s a variety of electrica l trade functions such as the installation, maintenance, or repair of equipment fo r the generation, distribution, or utilization of electric energy in an estab lishment. Work involves most of the follow ing: Installing or repairing any of a variety of e le c trical equipment such as generators, transform ers, switchboards, controllers, circuit break ers, motors, heating units, conduit systems, or other transmission equipment; working from blue prints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrica l system or equipment; working standard computations relating to load requirements of w iring or electrical equipment; and using a variety of electrician 's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. ENGINEER, STATIONARY Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or ele ctrica l) to supply the establishment in which employed with power, heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and r e fr ig erating equipment, steam boilers and b o iler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, tem perature, and fuel consumption. May also su pervise these operations. Head or chief engineers in establishments employing m ore than one engineer are excluded. FIREM AN , STATIO N ARY BOILER F ires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fir e by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. H ELPE R , M AINTENANCE TRADES A ssists one or m ore w orkers in the skilled maintenance trades, by perform ing specific or. general duties of les se r skill, such as keeping a w orker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and perform ing other unskilled tasks as directed by journeyman. The kind of work the helper is perm itted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding m aterials and tools, and cleaning working areas; and in others he is perm itted to perform specialized machine operations, or parts of a trade that are also perform ed by w orkers on a fu ll-tim e basis. M AC H INE -TO O L OPERATOR, TOOLROOM Specializes in the operation of one or m ore types of machine tools, such as jig borers, cylindrical or surface grinders, engine lathes, or m illing machines, in the construction of machine-shop tools, gages, jig s, fixtures, or dies. Work involves most of the following: Planning and perform ing difficult machining operations; processing items requiring complicated setups or a high degree of accuracy; using a variety of precision measuring instruments; selecting feeds, speeds, tooling, and operation sequence; and making necessary adjustments during operation to achieve requisite tolerances or dimensions. May be required to recognize when tools need dressing, to dress tools, and to select proper coolants and cutting and lubricating oils. F or cross-industry wage study purposes, machine-tool operators, toolroom , in tool and die jobbing shops are excluded from this classification. MECHANIC, AUTO M O TIVE (Maintenance) Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work in volves most of the follow ing: Examining automotive equipment to diagnose source of trouble; d is assembling equipment and perform ing repairs that involve the use of such handtools as wrenches, gages, d rills , or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. This classification does not include mechanics who repair custom ers' vehicles in auto mobile repair shops. MECHANIC, M AINTENANCE Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and perform ing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending of the machine to a machine shop for m ajor repairs; preparing written specifications for m ajor repairs or for the production of parts ordered from machine shop; reassembling machines; and making all necessary adjustments fo r operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Excluded from this classification are workers whose prim ary duties involve setting up or adjusting machines. M ILLW RIG H T Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of m aterials, and centers of gravity; alining and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the m illw right's work normally requires a rounded training and experience in the trade acquired through a form al apprenticeship or equivalent training and experience. PA IN TE R , M AINTENANCE Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applica tions; preparing surface fo r painting by rem oving old finish or by placing putty or fille r in nail 26 P A IN TE R , M AIN TEN AN CE— Continued SH E E T-M E T A L WORKER, M AINTENANCE— Continued holes and interstices; and applying paint with spray gun or brush. May m ix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. up and operating all available types o f sheet-m etal working machines; using a variety of handtools in cutting, bending, form ing, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-m etal w orker requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. P IP E F IT T E R , M AINTENANCE Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves most of the following; Laying out of work and measuring to locate position of pipe from drawings or other written specifications; cutting various sizes of pipe to co rrect lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressu res, flow, and size of pipe required; and making standard tests to determine whether fin ished pipes m eet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Workers p rim a rily engaged in installing and repairing building sanitation or heating systems are excluded. S H E E T-M E T A L WORKER, MAINTENANCE Fabricates, installs, and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, m etal roofing) of an establishment. Work involves most of the follow ing: Planning and laying out all types o f sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting TO O L AND DIE MAKER (Die maker; jig maker; tool maker; fixture m aker; gage m aker) Constructs and repairs machine-shop tools, gages, jigs,' fixtures or dies for forgings, punching, and other m etal-form ing work. Work involves m ost of the following: Planning and laying out of work from models, blueprints, drawings, or other oral and written specifications; using a va riety of tool and die m aker's handtools and precision measuring instruments; under standing of the working properties of common m etals and alloys; setting up and operating of machine tools and related equipment; making necessary shop computations relating to dimensions of work, speeds, feeds, and tooling of machines; heat-treating of m etal parts during fabrication as w ell as of finished tools and dies to achieve required qualities; working to close tolerances; fitting and assembling of parts to prescribed tolerances and allowances; and selecting appropriate m aterials, tools, and processes. In general, the tool and die m aker's work requires a rounded training in machine-shop and toolroom practice usually acquired through a form al apprenticeship or equivalent training and experience. F or cross-industry wage study purposes, tool and die m akers in tool and die jobbing shops are excluded from this classification. 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 WATCHMAN PACKER, SHIPPING— Continued Guard. P erform s routine police duties, either at fixed post or on tour, maintaining order, using arms or fo rce where necessary. Includes gatemen who are stationed at gate and check on identity of em ployees and other persons entering. and size o f container; inserting enclosures in container; using ex celsior or other m aterial to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. Watchman. Makes rounds of prem ises periodically in protecting property against fire , theft, and illeg a l entry. SHIPPING AND RECEIVING C LER K JANITOR, PORTER, OR C LEANER (Sweeper; charwoman; janitress) Cleans and keeps in an ord erly condition factory working areas and washrooms, or prem ises of an office, apartment house, or com m ercial or other establishment. Duties involve a combination of the follow in g; Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing m etal fix tures or trim m ings; providing supplies and m inor maintenance services; and cleaning lavatories, showers, and restroom s. W orkers who specialize in window washing are excluded. Prepares m erchandise fo r shipment, or receives and is responsible fo r incoming ship ments of m erchandise or other m aterials. Shipping work in volves: A knowledge of shipping p ro cedures, practices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping records. May direct or assist in preparing the merchandise fo r shipment. Receiving work in volves; V erifyin g or directing others in verifyin g the correctness of shipments against bills of lading, invoices, or other records; checking fo r shortages and rejecting dam aged goods; routing merchandise or m aterials to proper departments; and maintaining necessary records and file s. F or wage study purposes, workers are classified as follows: Receiving clerk Shipping clerk Shipping and receivin g clerk LABORER, M A T E R IA L HANDLING (Loader and unloader; handler and stacker; warehouseman or warehouse helper) shelver; trucker; stockman or stock helper; TRUCKDRIVER A w orker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or m ore of the following: Loading and unloading various m aterials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing m aterials or merchandise in proper storage location; and transporting m aterials or m erchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are excluded. D rives a truck within a city or industrial area to transport m aterials, merchandise, equipment, or men between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and custom ers' houses or places of business. May also load or unload truck with or without helpers, make m inor mechanical repairs, and keep truck in good working ord er. D river-salesm en and over-th e-road drivers are excluded. ORDER F IL L E R follows: (O rder picker; stock selector; warehouse stockman) F ills shipping or transfer orders fo r finished goods from stored merchandise in accord ance with specifications on sales slips, custom ers' orders, or other instructions. May, in addition to fillin g orders and indicating items fille d or omitted, keep records of outgoing orders, requi sition additional stock or report short supplies to supervisor, and perform other related duties. F or wage study purposes, truckdrivers are classified by size and type of equipment, as (T ra c to r-tra ile r should be rated on the basis of tra ile r capacity.) Truckdriver Tru ck driver, Tru ckdriver, Tru ckdriver, Tru ckdriver, (combination of sizes listed separately) light (under lV2 tons) medium (IV 2 to and including 4 tons) heavy (over 4 tons, tra ile r type) heavy (over 4 tons, other than tra ile r type) TRUCKER, POWER PACKER, SHIPPING P repares finished products for shipment or storage by placing them in shipping con tainers, the specific operations perform ed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing o f item s in shipping containers and may involve one or m ore of the follow ing: Knowledge of various item s of stock in order to v e rify content; selection of appropriate type Operates a manually controlled gasoline- or electric-pow ered truck or tractor to transport goods and m aterials of all kinds about a warehouse, manufacturing plant, or other establishment. F or wage study purposes, w orkers are classified by type of truck, as follows: Trucker, power (fo rk lift) Trucker, power (other than fo rk lift) A re a W a g e S u rv ey s A l i s t o f th e l a t e s t a v a i l a b l e b u l l e t i n s i s p r e s e n t e d b e l o w . A d i r e c t o r y o f a r e a w a g e s tu d i e s i n c l u d i n g m o r e l i m i t e d s tu d ie s c o n d u c te d at the r e q u e s t o f the E m p l o y m e n t S t a n d a r d s A d m i n i s t r a t i o n o f th e D e p a r t m e n t o f L a b o r is a v a i l a b l e on r e q u e s t . B u l l e t i n s m a y be p u r c h a s e d f r o m the S u p e r in t e n d e n t o f D o c u m e n t s , U.S . G o v e r n m e n t P r i n t i n g O ffic,e, W a s h i n g t o n , D . C . , 204 02, o r f r o m any o f the BLS r e g i o n a l s a l e s o f f i c e s show n on th e i n s i d e f r o n t c o v e r . Area Akron, Ohio, July 1970_________________________________ Albany—Schenectady—T ro y , N .Y ., M ar. 1971 1________ Albuquerque, N. M e x ., M ar. 1971_____________________ Allentown—Bethlehem—Easton, Pa.—N.J., M ay 1971__ Atlanta, G a ., M ay 1971_________________________________ B altim ore, M d ., Aug. 1970 1 ___________________________ Beaumont—P o rt Arthui—Orange, T ex ., May 1971 1 ---Binghamton, N .Y ., July 1971 1 ________________________ Birm ingham , A la ., M ar. 1471 1________________________ B oise City, Idaho, Nov. 1970 1 ________________________ Boston, M ass., Aug. 1970 * ____________________________ Buffalo, N .Y ., Oct. 1970 1______________________________ Burlington, V t., M ar. 1971 1---------------------------------Canton, Ohio, M ay 1971---------------------------------------Charleston, W. V a ., M ar. 1971----------------------------Charlotte, N.C ., Jan. 1971----------------------------------Chattanooga, Tenn.—G a., Sept. 1970 1 _________________ Chicago, 111., June 1970________________________________ Cincinnati, Ohicr-Ky.—Ind., Feb. 1971 1--------------------Cleveland, Ohio, Sept. 1970 1--------------------------------Columbus, Ohio, Oct. 1970 1---------------------------------Dallas, T e x ., Oct. 1970 1 -------------------------------------Davenport—Rock Island—M oline, Iowa—111., Feb. 1971----------------------------------------------------------Dayton, Ohio, Dec. 1970 1______________________________ Denver, Colo., Dec. 1970--------------------------------------Des M oines, Iowa, May 1971__________________________ D etroit, M ich., Feb. 1971 1-----------------------------------F o rt Worth, T ex ., Oct. 1970 1_________________________ Green Bay, W is ., July 1971----------------------------------G reen ville, S.C., May 1971 1--------------------------------Houston, T ex ., Apr. 1971 1---------------------------------- — Indianapolis, Ind., Oct. 1970 1_________________________ Jackson, M iss., Jan. 1971 1____________________________ Jacksonville, F la ., Dec. 1970 1------------------------------Kansas City, Mo.—K an s., Sept. 1970 1---------------------Law rence—H averh ill, M ass.—N .H ., June 1971----------L ittle Rock—North L ittle Rock, A rk ., July 1971-------Los Angeles—Long Beach and Anaheim—Santa A n aGarden G rove, C a lif., M ar. 1971 1-----------------------L ou isville, Ky.—Ind., Nov. 1970-------------- --------------Lubbock, T ex., M ar. 1971-------------------------------------M anchester, N .H ., July 1971---------------------------------M em phis, Tenn.—A r k ., Nov. 1970---------------------------M ia m i, F la ., Nov. 1970 1_______________________________ Midland and Odessa, T ex., Jan. 1971----------------------M ilw aukee, W is ., May 1971 ----------------------------------Minneapolis—St. Paul, Minn., Jan.1971-------------------- B u lletin num ber and p r i c e 1660-88, 1685-54, 1685-58, 1685-75, 1685-69, 1685-18, 1685-68, 1725-6, 1685-63, 1685-21, 1685-11, 1685-43, 1685-59, 1685-71, 1685-57, 1685-48, 1685-10, 1660-90, 1685-53, 1685-28, 1685-33, 1685-22, 30cents 35cents 30cents 30cents 40cents 50cents 35cents 35cents 40 cents 35cents 50 cents 50cents 35cents 30cents 30cents 30cents 35cents 60cents 4 5 cents 50 cents 40 cents 50 cents 1685-51, 1685-45, 1685-41, 1685-70, 1685-77, 1685-25, 1725-3, 1685-78, 1685-67, 1685-31, 1685-39, 1685-37, 1685-16, 1685-83, 1725-4, 30cents 40 cents 35cents 30 cents 50cents 35cents 30cents 35cents 50 cents 40cents 35cents 35cents 45cents 30cents 30cents 1685-66, 1685-27, 1685-60, 1725-2, 1685-30, 1685-29, 1685-40, 1685-76, 1685-44, 50cents 30cents 30cents 30cents 30cents 40 cents 30cents 35 cents 40cents 1 Data on establishment practices and supplementary wage provisions are also presented. Area B u lletin num ber and p r i c e M u s k e g o n —M u s k e g o n H eigh ts , M i c h . , June 1971______ 1685-82, N e w a r k and J e r s e y City, N . J . , Jan. 1971---------------------- 1685-47, N e w H av en , C o n n . , Jan. 1971_______________________________ 1685-35, N e w O r l e a n s , L a . , Jan. 1971 1_____________________________ 1685-36, N e w Y o r k , N . Y . , A p r . 1 9 7 0 1 _______________________________ 1660-89, N o r f o lk r - P o r t s m o u t h and N e w p o r t N e w s — H am pton, V a . , J an. 1971 1 --------------------------------------------- 1685-46, O k la h o m a City, O k l a . , July 1971 1 ________________________ 1725-8. O m a h a , N e b r . - I o w a , Sept. 1970 1 _________________________ 1685-14, P a t e r son—C li fto n —P a s s a i c , N . J . , June 1971_____________ 1685-84, P h i l a d e l p h i a , P a . —N . J . , No v. 1970________________________ 1685-34, P h o e n ix , A r i z ., June 1971__________________________________ 1685-86, P i t t s b u r g h , P a . , Jan. 197 1 1 ---------------------------------------------- 1685-49, P o r t l a n d , M a i n e , N o v . 1970----------------------------------------------- 1685-19, P o r t l a n d , O r e g . —W a s h . , M a y 1971________________________ 1685-85, P r o v i d e n c e —P a w t u c k e t —W a r w i c k , R.I.—M a s s . , M a y 1971 1 -------------------------------------------------------------------------- 1685-80, R a l e i g h , N . C . , Aug . 1971____ _______________________________ 1725-5, R ichm ond , V a . , M a r . 1971 ----------------------------------------------- 1685-62, R o c h e s t e r , N . Y . (o f fi c e occu pa tio ns o nly ),' J u ly 1971 1 -------------------------------------------------------------------------- 1725-7, R o c k f o r d , 111., M a y 1971____________________________________ 1685-79, St. L o u i s , M o .—111., M a r . 1971 1___________________________ 1685-65, Salt L a k e Ci ty, Utah , No v. 1970 1 _________________________ 1685-26, San A n t o n i o , T e x . , M a y 1971 1 _____________________________ 1685-81, San B e r n a r d i n o —R i v e r s i d e —O n t a r i o , C a l i f . , D e c . 1970 1-------------------------------------------------------------------------- 1685-42, San D i e g o , C a l i f . , No v. 1970---------------------------------------------- 1685-20, San F r a n c i s c o —O ak la n d , C a l i f . , Oct. 1970_______________ 1685-23, San J o s e , C a l i f . , A u g . 1970_________________________________ 1685-13, Savann ah, G a . , M a y 1971___________________________________ 1685-72, Scr an ton , P a . , Ju ly 1971____________________________________ 1725-1, Seattle—E v e r e t t , W a s h . , J an. 197 1 1_____________________ 1685- 52, 1685-38, Siou x F a l l s , S. D a k . , D e c . 1970 1__________________________ South B end , In d ., M a r . 1971--------------------------------------------1685-61, Spokane, W a s h . , June 1970 1 _______________________________ 1660-86, S y r a c u s e , N . Y . , July 1970-----------------------------------------------1685-8, Tampar-St. P e t e r s b u r g , F l a . , N o v . 1970________________ __ 1685-17, T o le d o , O h i o ^ M i c h . , A p r . 1971 1 _________________________ 1685-74, T r e n t o n , N . J . , Sept. 1970 1 _________________________________ 1685-15, Utica—R o m e , N . Y . , July 1971 1---------------------------------------- 1725-9, W a sh in g t o n , D . C . —M d .—V a . , A p r . 1971___________________ 1685-56, W a t e r b u r y , C o n n . , M a r . 1971------------------------------------------- 1685-55, W a t e r l o o , Io wa, N o v . 1970 1________________________________ 1685- 32, W i c h i t a , K a n s . , A p r . 1971-----------------------------------------------1685-64, W o r c e s t e r , M a s s . , M a y 1971 ------------------------------------------- 1685-73, Y o r k , P a . , F e b . 1971----------------— -------------------------------------- 1685- 50, Y o u n g s t o w n - W a r r e n , O h io , N o v . 1970____________________ 1685-24, 30cents 40cents 30cents 40 cents 75 cents 35cents 35 cents 35cents 35cents 50cents 30 cents 50cents 30cents 35cents 40 cents 30 cents 30 cents 35cents 30cents 50cents 35cents 35 cents 40 cents 30cents 40 cents 30cents 30cents 30cents 35cents 35cents 30cents 35cents 30cents 30 cents 40 cents 35cents 35cents 40 cents 30cents 35 ce nts 30cents 30cents 30 cents 30 cents U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS W A S H IN G T O N , D .C . 2 0 2 1 2 O F F IC IA L B U S IN E S S PENALTY FOR P R IV A TE USE, $300 r FIRST CLASS MAIL P O S TA G E A N D F E E S P A ID U.S. DEPARTMENT OF LABOR U.S.MAIL