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Industry Wage Survey: Appliance Repair, November 1978 U.S. Department of Labor Bureau of Labor Statistics November 1980 Bulletin 2067 zotf Industry Wage Survey Appliance Repair, November 1978 U.S. Department of Labor Ray Marshall, Secretary Bureau of Labor Statistics Janet L. Norwood, Commissioner November 1980 Bulletin 2067 For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402 Preface This bulletin summarizes the results of a Bureau of Labor Statistics survey of wages and supplementary benefits in electrical appliance repair shops in 19 met ropolitan areas in November 1978. Separate releases were issued earlier for each of the areas covered by the survey. Copies of these may be obtained from the Bureau of Labor Statistics, Washing ton, D.C. 20212, or any of its regional offices. This study was conducted in the Bureau’s Office of Wages and Industrial Relations. Sandra L. King and Mary Kay Rieg of the Division of Occupational Wage iii Structures prepared the analysis in this bulletin. Field work for the survey was conducted by the Assistant Regional Commissioners for Operations. Other reports available from the Bureau’s program of industry wage studies, as well as the addresses of the Bureau’s regional offices, are listed at the end of this bulletin. Unless specifically identified as copyright, material in this publication is in the public domain and may, with appropriate credit, be reproduced without permission. Contents Page Summary ............................................................................................................... Industry characteristics ........................................................................................ Employment ................................................................................................... Type of establishment ................................................................................. Product .......................................................................................................... Occupational staffing and jobopenings ....................................................... Unionization . . '........................................................................................... Method of wage payment ............................................................................ Occupational earnings ......................................................................................... Establishment practices and supplementarywage provisions ........................... Minimum entrance rates .............................................................................. Weekly work schedules ................................................................................. Paid holidays ..................................... Paid vacations .............................................................................................. Health, insurance, and retirement plans ............ Other selected benefits ........................................ Text tables 1. Percent of repair technicians and apprentices by in d u s try ............... 2. Job vacancy rates for full-timeworkers in selected occupations . . . 3. Range of relative pay levels for full-time technicians ....................... 4. Pay comparison by size of repair facility ........................................ 5. Relative importance of commission payments in average earnings of workers receiving sales commissions ................................................... 1 1 1 1 1 2 2 2 3 4 4 5 5 5 5 5 1 2 3 4 4 Reference tables: 1. Employment by selected characteristics .............................................. 6 Occupational earnings: 2. Atlanta, Ga............................................................................................... 7 3. Boston, M a s s ......................................................................................... 8 4. Buffalo, N.Y. . . . . 9 5. Chicago, 111............................................................................................... 10 6. Cleveland, Ohio ................................................................................... 10 7. Dallas-Fort Worth, Tex.......................................................................... 11 8. Denver-Boulder, Colo............................................................................. 12 9. Kansas City, Mo.-Kans........................................................................... 13 10. Los Angeles-Long Beach, Calif.............................................................. 13 11. Memphis, Tenn.-Ark.-Miss..................................................................... 14 12. Miami, Fla............................................................................................... 14 13. Minneapolis-St. Paul, Minn.-Wis............................................................... 15 14. Nassau-Suffolk, N.Y. . ................................................... 16 15. Newark, N.J............................................................................................. 16 16. New York, N.Y.-N.J............................................................................... 17 17. Philadelphia, Pa.-N.J.............................................................................. 17 18. St. Louis, Mo.-111. . 18 19. San Francisco-Oakland, Calif................................................................ 18 20. Washington, D.C.-Md.-Va...................................................................... 19 v Contents— Continued Page Establishment practices and supplementary benefit provisions: 21. Method of wage payment ..................................................... 22. Minimum entrance rates: TV-radio technicians .................... 23. Minimum entrance rates : Appliance repair technicians . . . 24. Weekly work schedules .. .. .. 25. Paid holidays . . . . 26. Paid vacations . . . . ... . . 27. Health, insurance, and retirement plans . . .. 28. Other selected benefits Appendixes: A. Scope and method of survey B. Occupational descriptions . . VI 20 21 . 22 .2 3 24 25 27 28 .............................. .. . 29 32 Appliance Repair, November 1978 Summary In November 1978, full-time technicians who repaired major electrical consumer products typically averaged between $6 and $8 an hour in appliance repair facilities of the 19 metropolitan areas1 surveyed by the Bureau of Labor Statistics. Average hourly earnings for parttime technicians most frequently fell between $4.50 and $5.50. Apprentice repair technicians commonly aver aged between $3.50 and $5 an hour. The survey also measured the number and rate of job openings reported for full-time technicians and appren tices in the repair shops surveyed. Of the two, job va cancy rates for apprentices usually were higher. The rates for both groups, however, were generally rela tively low—5 percent or less. Paid holidays and vacations were provided to ninetenths or more of the full-time workers in all areas. Provisions for life, hospitalization, surgical, medical, and major medical insurance, as well as retirement pen sion plans applied to a majority of workers in most areas. San Francisco-Oakland to under 300 in Buffalo and Memphis. Type of establishment. Technicians and apprentices en gaged in the repair of major household appliances are found in a number of industries. Industries within this survey’s scope, and the percent of workers employed in each are shown in text table 1. The proportion of workers in each type of establishment, however, varied widely among areas (table 1). For example, seven-tenths of the workers in New York were in electrical repair shops, compared with one-fifth or less in Chicago, Dallas-Fort Worth, Los Angeles-Long Beach, and Wash ington, D. C. Product. The repair facilities studied service a wide variety of electrical consumer products, ranging from television sets, radios, and tape players (brown goods) to the larger household appliances such as refrigerators, freezers, washers, etc. (white goods). In the 19 areas combined, workers were about evenly divided among establishments primarily repairing brown goods and those repairing white goods. The proportion of work ers in establishments primarily repairing brown goods ranged from nearly four-fifths in Atlanta to slightly less than one-fifth in Miami (table 1). In all areas a majori ty of repair facilities serviced either brown goods or white goods exclusively. Brown goods repair was a secondary function in slightly less than two-fifths of the facilities primarily servicing white goods, while whitegoods repair was a subsidiary function in slightly less than one-fifth of the shops primarily servicing brown goods. Industry characteristics Employment. The 1,771 establishments covered by the survey employed about 16,300 nonsupervisory service workers in their appliance repair facilities. Four-fifths of these workers were employed as service technicians and apprentices. The area employment levels of technicians and ap prentices reflected the population sizes of the localities studied. About one-half of the 12,929 technicians and apprentices were employed in 5 of the 19 areas. The Los Angeles-Long Beach area had the largest number (1,960), followed by Chicago (1,440), New York (1,217), Washington, D.C. (978), and Philadelphia (970). Em ployment in the remaining 14 areas ranged from 730 in Text table 1. by industry 1 See appendix A for scope and method o f survey. Average hourly earnings data in this bulletin exclude premium pay for overtime and for work on weekends, holidays, and late shifts, as well as commis sions for the sales o f maintenance contracts, parts, or appliances. Pre miums paid for licenses, if any, held by employees are included. Ar eas are Standard Metropolitan Statistical Areas, defined by the U.S. Office o f Management and Budget through February 1974. See ap pendix B for job descriptions. 1 Percent of repair technicians and apprentices Industry Total, 19 areas Percent .................................................. 100 Electrical repair shops ............................................. Department stores .................................................... Retail television and radio stores ............................ Wholesalers of appliances, television sets, and radios ................................. .. Retail appliance stores ............................................. 34 37 15 7 7 Occupational staffing and job openings. Dividing the work force into 3 groups, the largest was TV-radio technicians (51 percent), followed by appliance techni cians (41 percent) and apprentices to both types of tech nicians (8 percent). Brown goods outnumbered white goods technicians in all areas except Boston, Buffalo, Miami, Newark, and Philadelphia (tables 2 through 20). In addition to employment, the study also measured the number of job openings available in November 1978 for which the firm was actively trying to recruit tech nicians and apprentices from outside the firm. The job vacancy rate (vacancies as a proportion of employment in the occupations plus reported vacancies in the facil ities visited) for full-time TV-radio technicians was 3 percent in the 19 areas combined; for their apprentices, the rate was 5 percent. Job vacancy rates for full-time electrical appliance technicians and electrical appliance apprentices were 1 percent and 3 percent, respectively. See text table 2 for the range of these job vacancy rates among the 19 survey areas.2 Long-term job openings—those remaining unfilled for a month or more—constituted at least one-third of total vacancies for fully qualified technicians working full time in a majority of the areas where openings were reported. Long-term vacancies for apprentices, on the other hand, were rare. Despite the low job vacancy rates reported, slightly more than one-third of the establishments visited indi cated that one or more full-time service technicians or apprentices would be hired if they applied for a posi tion at an acceptable wage level. The proportion of es tablishments with such a hiring attitude ranged from fewer than one-fifth in Atlanta, Cleveland, Miami, Minneapolis-St. Paul, and Philadelphia to two-thirds in Los Angeles-Long Beach and St. Louis. Further, just over one-tenth of the firms visited in the survey reported they would hire one or more part-time technicians or apprentices under the same circumstances. feurs, Warehousemen and Helpers of America and the International Brotherhood of Electrical Workers (AFLCIO) were the major unions in the industries. A num ber of other unions, including the United Electrical, Radio, and Machine Workers, also represented appli ance repair workers. Method of wage payment. An overwhelming majority of the full-time service technicians and apprentices were paid on a time-rated basis, most commonly under for mal plans providing ranges of rates for specified occu pations (table 21). Typically, the rate-range pay plans provided for automatic progression based on length of service. However, informal plans with rates based pri marily on the qualifications of the individual worker covered a majority of the time-rated workers in Atlan ta, Boston, St. Louis, and Washington. Incentive pay plans were usually individual bonus arrangements or a flat-rate percentage of the labor cost charged the customer. Incentive plans applied to about 15-25 percent of the workers in Buffalo, Dallas-Fort Worth, Denver-Boulder, Minneapolis-St. Paul, and Washington, D.C.; and to a tenth or less in the remain ing areas. In all areas except Chicago, Cleveland, Los-Angeles, and Memphis, State or local government licenses were required in some establishments visited (table 1). The proportion of TV-radio technicians in shops with li cense requirements ranged from nearly 90 percent in Boston, to between 40 and 50 percent in Buffalo and Kansas City, and to less than 10 percent in 4 areas. In most areas, licenses were required of a smaller propor tion of electrical appliance technicians than of TV-radio technicians. For purposes of this study, premiums paid for such licenses, if any, are included in the wage data. Slightly less than one-half of the workers covered by the survey were in facilities with formal provisions for paying commissions for the sale of maintenance con tracts, parts, or appliances (table 28). Commissions for Unionization. About one-fourth of the service techni cians and apprentices survey wide were employed in re pair facilities having labor-management contracts cov ering a majority of such employees. In most areas, a higher proportion of electrical appliance workers than of TV-radio workers were unionized (table 1). The pro portion of appliance repairers in union establishments ranged from 70 to 80 percent in Cleveland and Phila delphia to under 10 percent in Nassau-Suffolk. (No fa cilities visited in Memphis and Washington had labormanagement agreements covering electrical appliance workers.) The proportions for TV-radio workers ranged from 40 to about 50 percent in Cleveland, New York, and Philadelphia to under 10 percent in six areas. The International Brotherhood of Teamsters, Chauf Text table 2. Job vacancy rates for full-time workers in selected occupations Occupation 2 Insufficient data were reported for part-time workers to permit the publication o f their vacancy rates. 2 Number Job vacancy rate (in percent)1 of Less 1 and 5 and 10 and I5 and areas 0 than under under under over 1 5 15 10 TV-radio technicians ........ 19 1 2 11 5 — — TV-radio ap p ren tice s........ 19 15 — — — 3 1 Electrical appliance technicians ........ 19 8 2 8 1 — — Electrical appliance a p p re n tice s........ 19 14 — 1 2 - 2 1Vacancies as a percent of the sum of employment plus vacancies in facilities visited. Text table 3. technicians selling maintenance contracts were the most frequent and those for the sale of appliances were least common. The proportion of workers in establishments having commission sales provisions varied by area, and by item within area. For example, nearly three-fifths of the workers in Los Angeles were eligible for commissions on the sale of parts while one-tenth were in shops with similar provisions for the sale of appliances. Similar proportions in Dallas-Fort Worth were, respectively, one-fifth and two-fifths. Though varying by area and occupation, the propor tion of workers actually receiving commissions during November 1978 was usually somewhat less than the proportion that was eligible. In Dallas-Fort Worth, for example, 16 percent of the TV-radio technicians re ceived commissions in addition to their regular wages, compared with 41 percent of the electrical appliance technicians. In Philadelphia, the corresponding propor tions were 17 percent and 4 percent. The effect of these commission payments on worker earnings is illustrated in text table 5 and is discussed in the following sections on occupational earnings. (San Francisco-Oakland = 100) Area Range (in percent) Chicago, Cleveland, Minneapolis-St. Paul ....................... 95-99 Atlanta, Los Angeles-Long Beach, Memphis, Miami, Nassau-Suffolk, Philadelphia, St. Louis .................................................. 90-94 Boston, Kansas City, Newark, Washington ..................................................... 85-89 Buffalo, Dallas-Fort Worth, DenverBoulder, New York.......................................................... 80-94 NOTE: To minimize interarea differences in employment mix bet ween the TV-radio and electrical appliance technicians, weights were used to express constant employment relationships based on the total of workers in the respective jobs in all 19 areas. Aggregates were com puted for each area by m ultiplying the average straight-time hourly earn ings for the jobs by those weights and totaling. The ratio of these ag gregates to San Francisco-Oakland’s formed the basis for this index. Occupational earnings Straight-time average earnings of full-time TV-radio technicians typically ranged from $6 to $7.50 an hour in November 1978, while earnings of electrical appli ance repairers commonly ranged from $6.50 to $8.00 (tables 2-20). Among the 19 areas surveyed, the high est earnings for brown goods technicians were found in Chicago ($7.66), and the lowest, in Buffalo ($6.05). San Francisco-Oakland led in pay for white goods re pairers ($8.34), while the lowest average earnings were found in the New York and Washington areas ($6.40). Text table 3 presents the interarea spread in average earnings for the two full-time technician jobs combined. Part-time workers in the same occupations most fre quently earned between $4.50 and $5.50. Apprentice technicians working full-time under a qualified technician or other supervisor commonly av eraged between $3.50 and $5 an hour. Hourly earnings of full-time electrical appliance apprentices averaged from $3.58 in Boston to $5.59 in San Francisco-Oak land, and were higher than those for their TV-radio counterparts in six of 11 areas compared. Qualified tech nicians often averaged from 40 to 70 percent more than apprentices. In all but one of the 18 areas permitting comparison3, full-time electrical appliance technicians—those servic ing white goods such as refrigerators, freezers, and washers—had higher average hourly earnings than TVradio (brown goods) technicians. The earnings advan tage for white-goods workers typically fell between 5 3 Data for electrical appliance technicians in Memphis did not meet publication criteria. Range of relative pay levels for full-time 3 and 15 percent, with their pay differentials partially ex plained by two factors: Union status and size of repair facility. For example, union contracts covered one-third of the white goods technicians and apprentices com pared with one-fifth of those servicing brown goods. In addition, seven-tenths of the white-goods workers, compared with slightly more than one-half of their brown-goods counterparts, were in establishments with at least 10 repairers. Within areas, however, when com parisons were limited to establishments employing both types of workers (about 20 percent of the establishments studied), brown-goods technicians commonly received as much as or more than white-goods technicians. Separate earnings data were also developed for three categories of technician jobs—inside (bench), outside (home service calls), and a combination of the two. Full-time electrical appliance technicians in the repair facility averaged more hourly than their counterparts on either outside or combination work in 3 of the 5 ar eas permitting comparisons. In TV-radio repair, in con trast, inside workers nearly always averaged less than their counterparts on either outside or combination work. For example, hourly earnings of full-time TVradio technicians in Chicago averaged $7.08 for inside, $7.31 for outside, and $8.25 for combination service; in Memphis, respective averages were $6.13, $7.19, and $7.06; and in Buffalo, $6.68, $6.88, and $5.85. Full-time TV-radio technicians in repair facilities with at least 10 technicians and apprentices typically aver aged at least 20 percent an hour more than their coun terparts in establishments with fewer than five such em ployees; the corresponding advantage for electrical ap pliance technicians typically amounted to between 30 and 50 percent. Apprentices in establishments with larger service staffs also typically averaged more per hour than those with smaller staffs, but the differences varied widely by area. Text table 4 illustrates the range Text table 4. Pay comparison by size of repair facility (Average straight-time earnings of full-time workers in the largest repair facilities as a percent of those in the two smaller size shops) Earnings of workers in shops with 10 or more repairers Earnings of workers in shops with 10 or more repairers compared with t,hose in shops with fewer than 5 compared with those in shops having between 5 and 9 Item Electrical appliance TV-radio Technicians Apprentices Technicians Apprentices Number of areas compared 19 11 15 10 Electrical appliance TV-radio Technicians Apprentices Technicians Apprentices 19 13 3 4 5 3 2 2 — 1 2 1 1 — 1 6 3 3 8 2 — _ 1 1 19 8 Number of areas where earnings in the largest shops exceeded those in smaller shops by: Less than 10 percent ............. 10-19 percent ......................... 20-29 percent ......................... 30-39 percent ......................... 40-49 percent ......................... 50-59 percent ......................... 60 percent or more ................. Number of areas where earnings in smaller shops exceeded those in the largest ............. 3 2 7 — 2 3 4 4 — 2 3 — 2 1 — 3 2 — 2 — 1 2 2 3 2 5 — — — — of earnings advantages held by workers in the largest facilities (10 repairers or more). The basic earnings data in tables 2 through 20 ex clude commissions paid to technicians and apprentices for selling of maintenance contracts, parts, and appli ances. In the 19 areas combined, 11 percent of the TVradio technicians (8 percent of their apprentices) and 10 percent of the electrical appliance technicians (9 per cent of their apprentices) received commissions. Text table 5 illustrates the relative importance of commis sions to the regular salary. In seven-tenths of the areas permitting comparisons, TV-radio and electrical appli ance technicians received less than 10 percent of their income in commissions. During the survey month, those who received commissions earned less than 5 percent more than their straight-salary counterparts in St. Louis and Washington, but 30-32 percent more in Atlanta and Buffalo. TV-radio workers on commission, however, averaged less per hour than their straight-salary coun terparts in Chicago and Minneapolis-St. Paul. A more mixed pattern was observed for appliance technicians. Workers with commissions earned more than their straight-salary counterparts in 4 areas, earned about the same in 4 areas, and averaged less per hour in 8 areas. Within the same job and area, earnings varied wide ly. For example, the highest-paid worker earned at least $4.50 more than the lowest-paid in the same job and area. In some instances, the spread reached $8 an hour or more. This wide dispersion may be due to (1) length of service, (2) the wide range of skills required to re pair major household appliances, and (3) the incentive plan. Incentive-paid workers usually earned 30-40 per cent more than their counterparts in five of seven in stances when earnings of time- and incentive-rated workers could be compared. (See tables 3, 4, 7, 9, 13, and 20.) 4 2 2 1 — — 1 — 1 2 1 Establishment practices and supplementary wage provisions Information was also obtained on minimum entrance (hiring) rates for qualified full-time technicians, on work schedules, and the incidence of supplementary benefits, including paid holidays, paid vacations, and health, in surance, and retirement plans for technicians and apprentices. Minimum entrance rates. Minimum entrance (hiring) rates for qualified full-time technicians were determined by formally established policies in a minority (usually between 20 and 30 percent) of the repair facilities vis ited in each of the 19 survey areas (tables 22 and 23). For TV-radio technicians, the incidence of minimum entrance rate provisions among firms hiring such work ers ranged from 10 percent in Memphis to 50 percent or more in Kansas City, Los Angeles-Long Beach, Miami, and Newark. Minimum rates which were more frequent for appliance repair technicians occurred in 50 percent or more of firms in 12 areas; and in 25 to 50 Text table 5. Relative importance of commission payments in average earnings of workers receiving sales commissions Technicians Item Number of areas compared1 .. Apprentices TV- Electrical TV- Electrical radio appliance radio appliance 16 16 2 9 3 1 6 5 1 11 7 1 5 3 5 Percent of commissions to earnings plus commissions: Less than 1 p e rc e n t................. 1-4 p e rce n t.............................. 5-9 p e rce n t........................... 10-14 percent ......................... 15-19 percent ......................... 20-24 percent ......................... 25 p e rc e n t................................ — 1 ___ 4 — ___ ___ ___ ___ 1 1 1 1 10 n ly includes areas where sales commissions were paid during the survey month. the employer paid at least part of the cost, were pro vided to at least three-fourths of the workers in nearly all areas (table 27). At least one-half of the workers in most areas were provided other types of benefits, in cluding life, and basic medical insurance, and sickness and accident insurance, paid sick leave, or both. Retirement pension plans (other than social security), providing regular payments for the remainder of the retiree’s life, were available to slightly less than onehalf of the workers in Atlanta, Boston, and Dallas-Fort Worth, but ranged up to four-fifths in Philadelphia. Provisions for retirement severance pay (one payment or several over a specified period of time) applied to one-eighth of the workers in Kansas City and to onesixteenth or less of the workers in the other 6 areas in which such plans were found. percent in the remaining 7 areas. For each of the two technician jobs, minimum entrance rates generally were between $4 and $6 an hour. Weekly work schedules. Weekly work schedules of 5 days and 40 hours applied to at least seven-tenths of the full-time technicians and apprentices in each of the 19 areas studied (table 24). Most of the remaining work ers had longer weekly schedules. For example, about one-seventh of the workers in Cleveland, Denver-Boulder, and Memphis worked 44 hours per week, usually in 5 or 5-1/2 days. Paid holidays. Paid holidays were provided by estab lishments employing more than nine-tenths of the full time technicians and apprentices in all areas (table 25). However, provisions varied among and within areas. In Miami, for example, two-thirds of the workers re ceived 10 holidays annually, compared with only onefourth in Atlanta and Dallas-Fort Worth. In Boston, holiday provisions spanned a broad range with equal proportions of the workers (about 10 percent each) re ceiving 6, 8, and 12 days annually. Other selected benefits. A majority of the workers in nearly all areas were covered by formal provisions for jury-duty pay and paid leave for attending funerals of specified family members (table 28). At least one-half of the workers in most areas were employed in repair facilities providing either uniforms, uniforms and clean ing, or some monetary allowance for either. Among establishments requiring uniforms, however, these pro visions applied to virtually all workers in each area. Formal apprenticeship training programs for both TV-radio and electrical appliance work, requiring sup ervised training and experience for a specified period of time, were reported in virtually all areas surveyed. The proportion of workers in establishments having such programs ranged from under 10 percent in Atlan ta (for both types of repair) to nearly two-thirds for TV-radio work in Memphis, and appliance repair work in Newark. Paid vacations. Paid vacations after qualifying periods of service were provided to at least 90 percent of the full-time technicians and apprentices in each of the ar eas studied (table 26). Typical provisions were for 2 weeks after 1 year, 3 weeks after 10 years, and 4 weeks after 20 years of service or more. Between one-half and two-thirds of the workers in 9 areas were in establish ments providing at least 5 weeks of vacation pay after 30 years of service. Health, insurance, and retirement plans. Hospitalizati on, surgical, and major medical insurance, for which 5 Table 1. Employment by selected characteristics (Percent of appliance repair workers by selected characteristics, 19 selected areas, November 1978) Percent of TV-radio Percent of electrical appliance workers in workers in establishments with- establishments with- Percent of appliance repairers according to-- Atlanta...................................................... Boston...................................................... Buffalo...................................................... Chicago...... ;............................................. Cleveland.................................................. Dallas-Fort Worth .................................... Denver-Boulder........................................ Kansas C it y .............................................. Los Angeles-Long B e a c h ......................... M em phis.................................................. M iam i........................................................ Minneapolis-St. P a u l................................. Nassau-Suffolk......................................... Newark.......... .......................................... New Y o rk .................................................. Philadelphia.............................................. St. Louis................................................... San Francisco-Oakland............................. Washington .............................................. Estimates of fewer than 5 percent. Electrical repair shops Depart ment stores 39 34 37 17 42 17 38 27 20 32 22 34 52 58 71 32 33 49 20 13 25 29 50 53 32 34 43 52 54 55 23 39 21 15 38 25 30 41 Retail Appliance Appliance television whole retailers and radio salers stores 28 15 16 13 5 26 13 15 18 1 11 26 9 11 4 13 18 17 27 Size of facility Primary service Industry Areas 15 10 1 14 5 16 17 7 - - 9 7 11 9 4 11 14 15 8 4 2 9 1 3 10 - 3 6 10 1 3 6 12 15 3 10 Brown goods White goods 79 32 49 41 37 51 56 42 41 43 17 47 35 37 52 36 56 71 51 21 68 51 59 63 49 44 58 58 57 83 53 65 63 48 64 44 28 49 Fewer 5 to 10 than 5 re repairers pairers 14 24 22 15 14 24 25 25 14 27 19 37 21 20 20 21 27 32 24 49 27 19 12 19 24 2 22 8 14 15 9 20 15 23 13 19 4 16 NOTE: Dashes indicate no data. Union contract 10 re pairers or coverage more 38 49 59 72 67 51 73 53 78 59 66 54 59 65 56 66 54 64 60 5-9 10-14 25-29 20-24 50-54 5-9 5-9 15-19 1-4 1-4 10-14 25-29 20-24 20-24 45-49 40-44 25-29 35-39 5-9 Licenses required Union contract coverage 8 91 44 4 7 50 14 33 15 13 19 11 25 30 30-34 30-34 25-29 20-24 75-79 20-24 20-24 50-54 20-24 (1) 30-34 40-44 5-9 50-54 20-24 70-74 55-59 50-54 6 O Licenses required 4 3 1 27 2 5 7 15 8 1 3 6 " . Table 2. Occupational earnings: Atlanta, Ga.1 1 The A tlan ta Standard M etropolitan Statistical Area consists of Butts, Cherokee, Clayton, Cobb, DeKalb, Douglas, Fayette, Forsyth, Fulton, Givinnett, Henry, Newton, Paulding, Rockdale, and W alton Counties, Ga. 2 Excludes premium pay fo r overtim e and fo r work on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made w ith previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample com position, rnd shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 98 percent of the workers in the A tlanta survey were time-rated. 4 A ll or v irtually all workers were men. Table 3. Occupational earnings: Boston, Mass.1 (N umber and a v e ra g e stra ig h t-tim e h o u rly earn in g s 1 of w o rk e rs in sele cted occupations in a pp lian ce r e p a ir , N ovem b er 1978) NUM BER A V E R A G E 3 .8 0 HO URLY OF UNDER AND W O R K E R S E A R N IN G S 2 3 .8 0 UNDER 4 .0 0 O C C U P A T IO N SELECTED P R O D U C T IO N 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 .2 0 5 .4 0 V IN G S T R A IG H T -T IM E HOURL 6 . 0 0 6 . 20 6 .4 0 5 .6 0 5 .8 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 .2 0 5 .4 0 5 .6 0 5 .8 0 24 4 21 3 3 1 77 1 57 M EN: K irU CL KIT C. ♦ •* •••* ♦ * . * * ..* •* • ITN N I Ti VU C IN S ID E ( B E N C H ) ..................... .. .......................... T I M E .................................................................... T K1r C KIT T V C 1 00 $ 6 .6 4 6 .4 0 - 3 3 4 4 6 17 3 17 6 6 - 6 6 12 12 6 .4 0 6 .6 0 6 .8 0 7 .0 0 7 .4 0 - 15 14 7 .8 0 8.20 8 .6 0 9 .8 0 10. 20 AND O VER 8 .6 0 9 .0 0 9 .4 0 9 .0 0 9 .4 0 9 .8 0 10.20 5 5 2 2 3 3 1 1 2 2 8 7 23 23 17 17 8 8 - 3 80 6.68 6.22 - - - 6 14 - - - - - 3 14 - - 3 18 15 2 2 - 6 6 5 5 3 3 - - - 4 3 1 - 14 14 8 8 4 4 - 3 O U T S ID E ( H O M E R E P A I R ) 5.............................. C O M B I N A T I O N ? ........................................................ T E L E V IS IO N -R A D IO T E C H N IC IA N S , P A o T —T T f* F 7 fncuru i 55 6.88 - - - - 22 5 .8 5 - 3 4 - 13 10 10 6 .3 0 5 . 34 6 .6 9 16 3 .9 6 3 .5 4 4 .0 7 3 - 6 - - - 3 3 - 3 3 - 3 - 2 _ - - 6 1 _ 1 - - - - 2 - 4 7 7 - 7 2 9 - 4 - - 3 8 - 48 - 8 8 - - 8 3 3 3 4 4 3 3 3 4 3 3 M EN: T K ir C KIT TWC T E L E V IS IO N -R A D IO ^ p p d p | jy y r p 7 6.20 ( IN D O LLA R S ) OF — 7 .8 0 8 . 2 0 7 .0 0 7 .4 0 W O RKERS3 T E L E V IS IO N -R A D IO T E C H N IC IA N S , F U L L - T I M E ....................................................................... T I M E .................................................................... T k ir C X I T T U C T K ic T n c 6.00 E A R N IN G S 6 .6 0 6 .8 0 8 - - - - 4 4 - - 3 4 T E C H N IC IA N S , P it f 1 - J T ME 13 13 *9 g 6 3 2 3 3 2 3 E L E C T R IC A L A P P L IA N C E T E C H N IC IA N S , F U L L - T I M E 5 .................................................................................. O U T S I D E ( H O M E R E P A I R ) .................................... C O M B I N A T I O N ....................................................................... E L E C T R IC A L A P P L IA N C E T E C H N IC IA N S , p^DT-TTMF7 O UTSTPF funME p p P A j p ^ E L E C T R IC A L A P P L IA N C E T E C H N IC IA N S , *o A r rdKdt cl 'kIi IT r r c ® ............................................................ ... • » • • l L1 - TITl M rClUt L r iCt . .............................................. 255 228 8 20 7 .0 1 6 .9 3 6 .4 1 1 1 1 1 _ 5 .1 7 5 .1 7 3 . 58 - 2 2 - 17 17 2 2 29 29 8 8 *1 e, 8 8 17 13 4 12 12 1 1 - - 16 14 2 2 2 - 8 8 - 6 6 - - 4 3 - 5 3 - 78 34 27 - 2 68 1 10 10 - - - 4 4 - - * 3 1 The Boston Standard M etropolitan Statistical A rea consists o f Suffo lk County; 16 communities in Essex County; 34 in Middlesex County; 26 in N orfolk County; and 12 in Plym outh County. 7 Excludes premium pay fo r overtim e and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample composition and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 1 1 Approxim ately 92 percent of the workers in the B oston survey were time-rated. Workers were distributed as follows: 1 at $10.20 and under $10.60; 3 at $10.60 and under $11; 1 at $11 and under $11.40; and 3 at $12.60 and over. A ll or virtually all workers were time-rated. A ll or virtually all workers were men and were time-rated. A ll or virtually all workers were men. Workers were distributed as follows: 6 at under $3.20; and 3 at $3.40 and under $3.60. Workers were distributed as follows: 1 at under $3.20; 1 at $3.20 and under $3.40; 9 at $3.40 and under $3.60; and 3 at $ 3.60 and under $3.80. Table 4. Occupational earnings: Buffalo, N.Y.1 1 The Buffalo Standard M etropolitan Statistical Area consists of Erie and Niagara Counties, N.Y. 1 Excludes premium pay fo r overtim e and fo r work on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, are designed to measure the level o f occupational earnings at a particular tim e. Thus, comparisons made w ith previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample com position, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between periods being compared. 3 A pproxim ately 88 percent o f the workers in the Buffalo survey were time-rated. 4 Workers were distributed as follows: 1 at $9 and under $9.40; 3 at $9,40 and under $9,80; and 3 at $10.20 and under $10.60. s Workers were distributed as follows: 1 at $8.20 and under $8.60; 3 at $9.40 and under $9.80; and 4 at $10.20 and under $10.60. 6 A ll or virtually all workers were men and were time-rated. 7 A ll or v irtually all workers were time-rated. * A ll or v irtually all workers were men. Table 5. Occupational earnings: Chicago, III.1 (N umber and a v e ra g e s tra ig h t-tim e h o u rly e arn in g s 1 of w o rk e rs in sele c te d occupations in app lian ce re p a ir, N ovem b er 1978) O C C U P A T IO N SELECTED P R O D U C T IO N NUM BER A V E R A G E 3 .0 0 OF HO URLY AND W O R K E R S E A R N IN G S 3 U N D E R 3 .2 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 NUM BER OF W ORKERS 4 .0 0 4 .2 0 4 .4 0 4 .6 0 R E C E ][ V I N G S T R A ] G H T -1 r iM E H O UR LY E A R )JIN G S 4 .8 0 5 .0 0 5 .2 0 5 .4 0 5 .6 0 5 .8 0 6 . 0 0 6 .4 0 ( I N D O LLA I? S ) OF — 6 .8 0 7 .2 0 7 .6 0 8 . 0 0 8 .4 0 8 .8 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 5 .0 0 - - - - - - - 4 .6 0 4 .8 0 5 .2 0 5 .4 0 5 .6 0 6.00 6 .4 0 6 .8 0 7 .2 0 7 .6 0 8.00 8 .4 0 8 .8 0 9 .2 0 1 57 115 93 24 50 21 83 31 95 19 40 26 18 8 19 18 26 68 W ORKERS3 T E L E V IS IO N -R A D IO T E C H N IC IA N S , F U L L - T I M E ....................................................................... O U T S I D E f H f lM F R E P A I D ! M E N .................................................. C O M B I N A T I O N ........................................................... T E L E V IS IO N -R A D IO T E C H N IC IA N S , P A R T - T I M E ....................................................................... M E N ............................................................................. IN S ID E ( B E N C H ) 4. ............................................... T E L E V IS IO N -R A D IO T E C H N IC IA N S , A P P R E N T I C E .................................................................... M E N ............................................................................. F U L L - T I M E ................................................................. M E N ........................................................... ................. P A R T - T I M E ................................................................. E L E C T R IC A L A P P L IA N C E T E C H N IC IA N S , F U L L - T I M E ....................................................................... IN S ID E ( B E N C H ) .................................................. O U T S I D E ( H O M E R E P A I R ) .............................. E L E C T R IC A L A P P L IA N C E T E C H N IC IA N S , P A R T - T I M E ....................................................................... E L E C T R IC A L A P P L IA N C E T E C H N IC IA N S , A P P R E N T I C E .................................................................... F U L L - T I M E ................................................................. 72<t 6 7 .6 5 1 32 117 3 24 7*31 7' , 8 .2 5 AO 36 29 5 .1 9 4 .9 8 5 .3 3 50 41 36 32 14 4 .3 7 4 .2 7 4 .4 8 4 .4 1 4 .0 8 - - 16 16 - - 8 8 8 560 23 1 60 7 .8 2 6 .9 1 7 .9 0 - 16 - 23 5 .3 8 - 54 48 5 .3 7 5 .4 8 - 1 1 8 5 1 “ 13 11 21 12 4 \ - - - 3 3 7 7 - - - 1 - 8 8 8 3 8 1 - 8 8 8 - 2 2 2 2 1 1 1 - - - - 7 7 - - - - - 1 1 3 3 3 3 - - 3 3 3 3 1 3 3 3 3 - - 2 38 24 * on 24 10 20 Z * 9 2 4 3 3 3 4 4 4 3 3 3 _ 1 1 _ _ 1 1 1 ~ 1 1 4 3 27 3 - 3 - - 3 - 5 1 1 1 1 1 _ _ - 16 - - _ _ 1 3 3 10 1 1 _ 3 3 5 _ 2 4 2 5 1 The Chicago Standard M etropolitan Statistical Area consists o f Cook, DuPage, Kane, Lake, McHenry, and Will Counties, III. 3 Excludes premium pay fo r overtim e and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments are designed to measure the level o f occupatio nal earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments 7 58 17 ] 7 _ _ 18 _ 3 7 40 3 57 1 ~ 20 2 5 5 ~ 57 _ _ _ _ _ Z jj _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 10 43 81 140 77 _ 16 4 5 36 5 24 13 _ _ _ 2 1 7 6 13 35 6 16 _ 3 _ _ _ _ 1 _ _ 1 _ _ 2 2 19 19 8 8 _ _ _ _ _ _ ~ - “ ~ 1 3 _ _ 28 23 3 9 _ 22 3 9 2 _ ' with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 96 percent o f the workers in the Chicago survey were time-rated. 4 A ll or virtually all workers were men. Table 6. Occupational earnings: Cleveland, Ohio1 1 The Cleveland Standard M etropolitan Statistical Area consists o f Cuyahoga, Geauga, Lake, and Medina Counties, Ohio . 2 Excludes premium pay fo r w ork on weekends, holidays, and late shifts. These surveys, besed on a representative sample o f establishments, are designed to measure the level of occupational earnings at a particular time. Thus, comparisons made with previous studies may n ot reflect expected wage movements because o f changes in the universe over tim e and associated necessary change in the sample com position, and shifts in employment among establishments with different pay levels. Such shifts, for 20 ~ 7 ' 5 .8 0 9 .6 0 1 0. 00 1 0 .4 0 AND O VER 9 .6 0 1 0 .0 0 1 0 .4 0 9 .2 0 example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 92 percent o f the workers in the Cleveland survey were time-rated. 4 A ll or virtually all workers were time-rated. Table 7. Occupational earnings: Dallas-Fort Worth, Tex.1 1 The D a lla s -F o rt Worth Standard M etropolitan Statistical Area consists o f Collin, Dallas, Denton, Ellis, Hood, Johnson, Kaufman, Parker, Rockwall, Tarrant, and Wise Counties, Tex. 2 Excludes premium pay fo r overtime and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level of occupatio nal earnings at a particular time. Thus, comparisons made w ith previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample com position, and shifts in employment among establishments w ith different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 78 percent of the workers in the D a lla s -F o rt Worth survey were time-rated. 4 A ll o r virtually all workers were men and were time-rated. s A ll or virtually all workers were men. 6 A ll or virtually all workers were time-rated. Table 8. Occupational earnings: Denver-Boulder, Colo.1 1 The D en ver-Bou ld er Standard Metropolitan Statistical Area consists of Adams, Arapahoe, Boulder, Denver, Douglas, G ilpin, and Jefferson Counties, Colo. J Excludes premium pay fo r overtim e and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change In the sample composition, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 91 percent of the workers in the Denver-Boulder survey were time-rated. 4 A ll or virtually all workers were men. s A ll or virtually all workers were men and were time-rated. 6 A ll or virtually all workers were time-rated. Table 9. Occupational earnings: Kansas City, Mo.-Kans.1 (N um ber and a v e ra g e s tra ig h t-tim e h o u rly earn in g s 1 of w o rk e rs in s e le c te d occupations in ap p lian ce r e p a ir , N ovem b er 1978) OCCUPATION SELECTED NUMBER AVERAGE 2.60 2.80 3.00 OF HOURLY AND WORKERS EARNINGS12 UNDER 2.80 3.00 3.20 3.20 3.40 N U MBE R OF W O R K ER S R E C E I V I N G S T R A I G H T - T I ME HO U R LY EA RN I NG S 3.60 3.80 4.00 4 . 2 0 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 3.40 3.60 3.80 4 - - .00 4.20 4.40 4.60 (IN DOL LAR S) OF 6 . 2 0 6.40 6.60 6.00 5.40 5.60 5.80 5 5 - 5 5 - 6 6 6 6 - - 5 5 5 5 - 4 4 4 4 - - - 5 5 3 3 - 10 - 1 - 1 19 - - 2 1 - - - 5 9 - 6 2 9 - 1 2 4.80 5.00 5.20 6.80 7.00 7.20 7.60 8.00 7 .20 7.60 8.00 8.40 6.40 6.60 6.80 7.00 29 29 - 4 4 4 4 4 4 - - 9 9 - - 4 4 4 4 4 - - 6 6 - 4 4 4 4 4 - 2 - - - 1 - 2 1 1 1 1 - 14 1 6 5 25 1 _ 14 1 6 5 23 6.00 6.20 8.40 AND OVER P R O D U C T I O N W O R K E R S 3* T E L E V I S I O N - R A D I O T E CH N IC IA N S, F U L L - T I M E ............................... T I M E .............................. I N C E N T I V E ....................... MEN: I N C E N T I V E ....................... INSIDE ( B E N C H ) ...................... T I M E .............................. I N C E N T I V E ....................... M E N ................................. TIME .............................. I N C E N T I V E ....................... OU TS ID E (HOME R E P A I R ) 5......................................... 24 $ 6 .79 6.49 8.80 24 99 75 24 87 63 24 64 8.80 6.78 6.13 8.80 6.71 5.92 8.80 6 . 74 28 17 3.82 3.95 1 84 1 60 - - 4 4 - 4 4 4 4 - - - - - - - - - 3 3 - 3 3 3 3 - 3 3 3 3 3 3 13 9 4 12 4 - 8 2 2 4 4 8 4 4 12 - 1 1 - 6 6 6 6 10 10 10 10 2 2 2 2 - 19 19 - 28 28 - 18 18 - - - 8 8 7 7 12 12 - 12 12 - - 8 8 - 6 6 - 3 3 14 11 12 - - - - - - 22 40 36 - 22 33 5 5 - 5 5 - 12 41 2 - l U n D i N A I iU N...... ............................................ T E L E V I S I O N - R A D I O T E CH N IC IA N S, A P P R E N T I C E 6. ........................................................................................... F U L L - T I M E ........................................................................................... EL E C T R I C A L A P P L I A N C E TE CHN I CI AN S , F U L L - T I M E 5 ............................................................................................... 1 72 7.18 O U TS ID E (HOME R E P A I R ) ............. COMB INA T T O M 7 142 13 7.22 5.75 8 - - - 7 7 3 3 4 4 - - - - - 2 11 25 5 . 1 2 The Kansas C ity Standard M etropolitan Statistical Area consists of Cass, Clay, Jackson, Platte, and Ray Counties, Mo.; and Johnson, and Wyandotte C ou n ties, Kans. Excludes premium pay fo r overtim e and for work on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over time and associated necessary change in the sample com position, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 4 6 7 Approxim ately 94 percent of the workers in the Kansas C ity survey were time-rated. Workers were distributed as follows: 3 at $9.60 and under $10; and 9 at $10.80 and over. s A ll or v irtually all workers were time-rated. A ll or virtually all workers were men and were time-rated. A ll or virtually all workers were men. Table 10. Occupational earnings: Los Angeles-Long Beach, Calif.1 1 The Los Angeles—Long Beach Standard M etropolitan Statistical Area consists o f Los Angeles County, Calif. 2 Excludes premium pay fo r overtim e and for work on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, are designed to measure the level of occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage movements because o f changes in the universe over time and associated necessary change in the sample com position, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 95 percent o f the workers in the Los A n geles-Lon g Beach survey were time-rated, A ll or virtually all workers were men. 1 2 The Memphis Standard M etropolitan Statistical Area consists o f Shelby and Tipton Counties, Tenn.; Crittenden County, Ark.; and DeSoto County, Miss. Excludes premium pay fo r overtim e and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupatio nal earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. Approxim ately 90 percent o f the workers in the Memphis survey were timed-rated. A ll or virtually all workers were men and were time-rated. s A ll or v irtually all workers were time-rated. 3 4 Table 12. Occupational earnings: Miami, Fla.1 ( N u m b e r and average straight-time hourly earnings SE L EC T E D PRODUCTION 1 of workers in selected occupations in appliance repair, N o v e m b e r 1978) N U MBE R OF W O R K ER S 3.80 4.00 4 . 2 0 4.40 4.60 NUM BER AVERAGE 3.00 OF HO UR LY AND W O R K E R S E A R N IN G S 1 2*UNDER 3.20 3.40 3.60 3.20 3.40 3.60 3.80 4 .00 4 .20 4.40 4.60 RECE I V I N G S T R A 4.80 5.00 5.20 G H T- T I M E HOURL 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 8.00 4.60 5.00 5.60 5.80 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 8.00 8.40 8.80 - - - - 7 5 9 4 8 ~ 2 - 2 ~ 2 2 3 17 _ 15 _ 9 3 11 2 2 19 " 35 - 2 2 18 4 - - 3 4 2 - - 2 - 6 .0 0 W O R K ER S T E L E V I S I O N - R A D I O TE CH NI C IA NS , f u l l - t i m e ! ........................... INSIDE ( B E N C H ) ................... C O M B I N A T I O N 5. ...................... T E L E V I S I O N - R A D I O TE CH NI C IA NS , A P P R E N T I C E ? .......................... F U L L - T I M E .......................... E L EC TR I CA L AP P L I A N C E T EC HN I C I A N S , F U L L - T I M E ............................ I N C E N T I V E ..................... MEN: I N C E N T I V E ..................... EL EC TR IC AL AP P L I A N C E T E CH N IC IA N S, A P P R E N T I C E ? .......................... F U L L - T I M E .......................... $7.22 7.15 6.63 5 5 “ 10 " 5 5 - - 2 2 - - - - 4.56 4.67 7.73 6.45 4.65 4.85 - 4 4 ' 4 - 3 3 2 - - - - - - 4 4 1 The Miami Standard M etropolitan Statistical Area consists o f Dade County, Fla. 2 Excludes premium pay fo r overtim e and for w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made w ith previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments w ith different pay levels. Such shifts, for example, could decrease an occupational average, even though most establishments increased wages between the periods 5 . 2 0 5.40 8.40 6 3 5 ~ 2 ~ 2 8 - “ 24 5 19 6 6 2 2 - 18 18 18 being compared. Approxim ately 95 percent o f the workers in the Miami survey were time-rated. A ll or virtually all workers were time-rated. A ll or virtually all workers were men. 3 4 5 " 5 3 2 9 _ 1 49 28 1 1 19 - 1 10 8 8 - - - Table 13. Occupational earnings: Minneapolis-St. Paul, Minn.-Wis.1 (N u m b e r and a v e r a g e s t r a i g h t - t i m e h o u r l y e a r n i n g s 1 of w o r k e r s in s e l e c t e d o c c u p a t i i ons in a p p l i a n c e r e p a i r , N o v e m b e r 1978) 1 The Min neapolis—St. Paul Standard Metropolian Statistical Area consists of Anoka, Carver, Chicago, Dakota, Hennepin, Ramsey, Scott, Washington, and Wright Counties, Minn.; and St. C ro ix Cou n ty, Wis. 2 Excludes premium pay fo r overtim e and for work on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, are designed to measure the level of occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because of changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments with different pay levels. Such shifts, for example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. Approxim ately 83 percent of the workers in the M inneapolis—St. Paul survey were time-rated. A ll or virtually all workers were time-rated. A ll or virtually all workers were men. Workers were distributed as follows: 7 at $12.60 and under $13; and 7 at $13.40 and over. 3 4 5 6 Table 14. Occupational earnings: Nassau-Suffolk, N.Y.1 OCCUPATION SELECTED 2.60 NUMBER AVERAGE HOURLY UNDER AND OF WORKERS EARNINGS 2 2.60 JNDER 2.80 2.80 3.00 3.20 NUMB ER OF WO R K E RS RECE][VING S T R A I G H T - T I M E HOU RL Y EAR NI N GS 3.40 3.60 3.80 4.00 4 . 2 0 4.40 4.60 4.80 5 . 0 0 5 . 2 0 5.40 5.60 3.00 3.20 3.40 3.60 4.40 4.60 4.80 3.80 4.00 4.20 ( IN IDOLLARS) O F — 5.80 6 . 0 0 6 . 2 0 6.40 5.00 5.20 5.40 5.60 5.80 2 2 2 2 2 2 10 1 2 24 8 16 - - - - 6.00 6.80 7.20 7.60 8.00 8.00 8.40 8.80 6.40 6.80 7.20 7.60 2 2 3 3 - 14 5 9 5 4 14 13 1 1 26 - 1 - - 5 - - 6.20 8.40 PRODUCTION WORKERS3 T E L E V I S I O N - R A D I O T E C H N I CI AN S , F U L L - T I M E ............................... INSIDE ( B E N C H ) ...................... O UT SI DE (HOME R E P A I R ) ............. T E L E V I S I O N - R A D I O T E CH N IC IA N S, P A R T - T I M E ............................... T E L E V I S I O N - R A D I O T E C H N I CI AN S , A P P R E N T I C E .............................. M E N .................................. F U L L -T I M E s. ........................... P A R T - T I M E ............................ EL E C T R I C A L A P P L IA NC E T E C H NI CI A NS , F U L L - T I M E ............................... OU T S I D E (HOME R E P A I R ) ............. EL E CT R I C A L A P P L IA NC E T E C H N I CI AN S , A P P R E N T I C E .............................. F U L L - T I M E ............................ 74 61 $6 . 8 8 6.52 7.09 22 4.96 61 55 39 2.81 2.70 2.91 2.75 209 1 90 7.36 7.44 10 4.16 1 68 22 11 9 4 21 21 - - - 7 - - - - - 22 22 - 6 6 - 6 3 3 3 - - 3 - 1 2 15 7 21 3 3 3 - 6 4 4 - - 2 5 - 1 - - 1 - 1 1 The N a ssau-S u ffolk Standard M etropolitan Statistical Area consists of Nassau and Suffolk Counties, N.Y. Excludes premium pay for overtim e and fo r work on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, are designed to measure the level o f occupatio nal earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease ar occupational average, even though most establishments increased wages between the periods being 3 - 3 42 17 25 - 1 - - ~ - - - - - “ - - - - - - - - 6 7 3 - 6 6 2 2 6 - 3 14 14 2 2 - 18 18 9 7 12 12 13 13 2 2 3 3 1 07 99 - 3 - 3 3 - - - - - - - - - - - - ~ 1 3 - - 4 2 2 compared. V irtually all o f the workers in the N assau-S u ffolk survey A ll workers were at $2.20 and under $2.40. s A ll or virtually all workers were men. 3 4 time-rated. Table 15. Occupational earnings: Newark, N.J.1 (N um ber and a v e ra g e s tra ig h t-tim e h o u rly e arn in g s 1 of w o rk e rs in s e le cted occupations in appliance re p a ir, N ovem b er 1978) OCCUPATION NUMBER AVERAGE 3.20 3.30 HOURLY AND OF WORKERS EARNINGS 2 UNDER 3. 30 3.40 3.40 3.50 3.60 NU MBER C)F WO R K E RS 3.70 3.80 4.00 4 . 2 0 3.50 3.60 3.70 3.80 4 . 0 0 - 3 3 2 2 1 - - 2 2 2 2 - 2 2 1 4 .20 RECE) VING STRA CGHT-1riME f OURL^ f EARhIINGS 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 2 2 6.00 (IN I)0L LAI?S) O F — 6 .2 0 6.40 6.80 6.00 6.20 6.40 6.80 7.20 7.20 7.60 8.00 7.60 8.00 8.40 8.80 8.40 8.80 9 .20 SELECTED PRODUCTION WORKERS3 T E L E V I S I O N - R A D I O T EC HN I C I A N S , F U L L - T I M E ..... ......................... M E N .................................. INSIDE ( B E N C H ) ...................... M E N .................................. O UT SI D E (HOME R E P A I R ) ............. T E L E V I S I O N - R A D I O T E C H N I CI AN S , PAPT-TTMF4 EL E C T R I C A L A PP L I A N C E T EC HN I CI AN S , F U L L - T I M E ............................... TNR T n F ( R F K ir H t . OU TS ID E (HOME R E P A I R ) ............. E L EC TR I CA L A P P L I A N C E T E C H NI CI A NS , A P P R E N T I C E .............................. F U L L - T I M E ............................ M E N ............................................................................ 68 6.11 - 73 6.46 1 - 10 4.99 180 1 53 81 $ 6 .55 6.25 6.46 1 1 3 3 5 5 5 - 7 7 3 3 1 1 2 2 - 42 42 24 24 2 2 2 2 - 2 2 2 2 5 2 2 1 1 12 - 2 - - 9 - 10 8 1 8 8 8 8 10 10 10 10 22 20 1 5 - _ 2 2 - - 1 17 5 5 - 19 19 10 21 10 12 _ _ 33 - - - - - - - 1 1 - 1 - 17 1 3 2 3 14 1 2 25 18 12 77 51 _ 17 8.02 206 7.49 - - - - - _ _ 1 - _ 1 _ 17 1 3 2 3 14 1 2 24 18 5 69 45 I 20 18 5.17 5.24 5.42 - - - 1 - - 4 _ 3 _ _ _ _ _ _ _ - - - 3 _ - _ _ _ _ _ “ “ 4 4 1 _ " 1 1 1 _ - 3 3 - - - - 3 " - - - 229 7.54 15 1 - _ 3 3 2 1 1 1 1 1 1 2 2 2 1 The Newark Standard M etropolitan Statistical Area consists of Essex, Morris, Somerset, and Unio n Counties, N.J. with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the 1 Excludes premium pay fo r overtim e and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, periods being compared. are designed to measure the level o f occupatio nal earnings at a particular time. Thus, comparisons made w ith previous studies may not reflect expected wage move V irtually all of the workers in the Newark survey were time-rated. ments because of changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments A ll or virtually all workers were men. 3 4 Table 16. Occupational earnings: New York, N.Y.-N.J.1 1 2 The New Y o rk Standard Metropolitan Statistical Area consists of Bronx, Kings, New Yo rk , Putnam, Queens, Richm ond, Rockland, and Westchester Counties, with different pay levels. Such shifts, for example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. N.Y.; and Bergen C ounty, N.J. V irtu ally all o f the workers in the New Y o rk survey were time-rated. Excludes premium pay fo r overtime and fo r work on weekends, holidays, and late shifts. These surveys, based on a representative sample of establishments, A ll or virtually all workers were men. are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wages move ments because o f changes in the universe over time and associated necessary change in the sample com position, and shifts in employment among establishments 3 4 Table 17. Occupational earnings: Philadelphia, Pa.-N.J.1 1 The Philadelphia Standard Metropolitan Statistical Area consists of Bucks, Chester, Delaware, Montgomery, and Philadelphia Counties, Pa.; and Burlington, Camden, and Gloucester Counties, N.J. 1 Excludes premium pay for overtim e and for work on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made w ith previous studies may not reflect expected wage move ments because o f changes in the universe over time and associated necessary change in the sample com position, and shifts in employment among establishments with different pay levels. Such shifts, for example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. V irtu ally all o f the workers in the Philadelphia survey were time-rated. * A ll or virtually all workers were men. 3 Table 18. Occupational earnings: St. Louis, Mo.-lll.1 (N u m b e r a n d a v e r a g e s t r a i g h t - t i m e h o u r l y e a r n i n g s 1 of w o r k e r s in s e l e c t e d o c c u p a t i o n s in a p p l i a n c e r e p a i r , N o v e m b e r 1978) 1 5 The St. Louis Standard M etropolitan Statistical A rea consists of St. Louis City; Franklin, Jefferson, St. Charles, and St. Louis Counties, Mo.; and Clinton, being Madison, Monroe, and St. Clair Counties, III. Excludes premium pay for overtime and fo r w ork on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure th 'eveI of occupational earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage move ments because o f changes in the universe over tim e and associated necessary change in the sample composition, and shifts in employment among establishments with different pay levels. Such shifts, for example, could decrease an occupational average, even though most establishments increased wages between the periods 3 4 5 6 compared. Approxim ately 96 percent of the workers in the St. Louis survey were time-rated. A ll or virtually all workers were men. Workers were distributed as follows: 4 at $2.60 and under $2.80; and 2 at $3 and under $3.20. Workers were distributed as follows: 4 at $2.80 and under $3; and 3 at $3 and under $3.20. Table 19. Occupational earnings: San Francisco-Oakland, Calif.1 1 The San Francisco-O akland Standard M etropolitan Statistical Area consists o f Alameda, Contra Costa, Marin, San Francisco, and San Mateo Counties, Calif, 5 Excludes premium pay fo r overtime and fo r w o rk on weekends, holidays, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupatio nal earnings at a particular time. Thus, comparisons made with previous studies may not reflect expected wage movemerits because o f changes in the universe over tim e and associated necessary change in the sample com position, and shifts in employment among establishments with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared, 3 Approxim ately 97 percent o f the workers in the San Francisco-O akland survey were time-rated. 4 A ll or virtually all workers were men. Table 20. Occupational earnings: Washington, D.C.-Md.-Va. 1 The Washington Standard M etropolitan Statistical Area consists o f the District o f Columbia; Charles, Montgomery, and Prince Georges Counties, Md.; A le x andria, Fairfax, Falls Church, Manassas, and Manassas Park Cities, Va.; and Arlington, Fairfax, Loudon, and Prince W illiam Counties, Va. 2 Excludes premium pay fo r overtim e and fo r w ork on weekends, holiday, and late shifts. These surveys, based on a representative sample o f establishments, are designed to measure the level o f occupational earnings at a particular time. Thus, comparisons made w ith previous studies may not reflect expected wage movem en u because o f changes in the universe overtim e and associated necessary change in the sample com positio n, and shifts in employment among establishmenu with different pay levels. Such shifts, fo r example, could decrease an occupational average, even though most establishments increased wages between the periods being compared. 3 Approxim ately 82 percent o f the workers in the Washington survey were time-rated. 4 A ll or virtually all workers were time-rated. 5 A ll or virtually all workers were men and were time-rated. Table 21. Method of wage payment (Percent of full-time service technicians and apprentices in appliance repair facilities by method of wage payment1 19 selected areas, November 1978) Method Atlanta Boston Buffalo Chi cago Cleve land Los An Dallas- DenKansas geles- Mem verFort Long City phis Worth Boulder Beach MinNasneasau- Newark Miami polisSuffolk St. Paul New York Phila delphia St. Louis San FranciscoOakland Wash ington All workers ............................................ 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 Time-rated w orkers..................................... Formal p la n s............................................ Single ra te ............................................. Range of rates-merit review ................. Range of rates— automatic progression based on length of service ................. Range of rates— combination................. Individual rates ........................................ 98 29 5 86 83 30 4 95 63 3 7 92 66 19 78 40 89 54 - 100 63 6 13 - - 99 56 14 6 95 65 9 5 94 60 14 - 100 95 39 3 96 47 11 13 82 56 4 20 82 40 - 95 81 3 - 94 69 9 9 95 71 - 84 44 2 - 93 46 <*) - 11 13 68 30 16 47 26 24 4 42 11 32 47 25 17 40 46 5 25 44 14 24 54 36 63 15 14 31 26 27 38 26 51 5 37 26 27 5 35 1 43 47 4 30 26 10 49 46 33 33 42 2 _ 8 - 14 - 5 - 8 - 22 3 16 6 - 5 0 11 11 5 - 18 - _ _ - - 1 - 5 - - - - - - - - - - - - - - - - - 4 2 - 6 2 - 18 - - 7 1 4 9 2 3 8 - 18 1 - 6 - 2 3 - 5 - 14 4 - - 16 - - 1 - 1 3 1 1 4 “ 11 7 Incentive w orkers....................................... Flat-rate ho u rs......................................... Group piecework..................... ................ Flat-rate percentage of the labor cost charged the customer............................ Individual bonus p la n s.............................. 2 1 For definition of method of wage payment, see appendix A. 2 Less than 0.5 percent. - - - - - NOTE: Because of rounding, sums of individual items may not equal totals. - - - 8 - - Table 22. Minimum entrance rates: TV-radio technicians (Number of establishments studied by formally established minimum hourly entrance (hiring) rates1 for full-time TV-radio technicians, appliance repair facilities, 19 selected areas, November 1978) Minimum rate Atlanta Boston Buffalo Chi cago Cleve land Los An Dallas- DenKansas geles- Mem Miami verFort Long phis City Worth Boulder Beach Minneapolis-St. Paul Nassau- Newark Suffolk New York Phila delphia St. Louis San FranciscoOakland Wash ington Establishments studied ................................. 16 35 24 32 17 29 22 18 42 11 18 21 24 17 29 34 29 30 26 Establishments having workers in the category ....................................................... 13 25 19 24 12 25 17 16 30 10 10 17 15 13 24 26 22 23 23 Establishments having a specified minimum ... 4 9 7 10 4 9 6 8 16 1 5 6 6 9 8 6 5 6 6 Under $3.50.................................................. - 4 1 1 - - - 2 - - - - - - - - - - 1 $3.50 $3.60 $3.70 $3.80 $3.90 and and and and and under under under under under $3.60.................................. $3.70.................................. $3.80.................................. $3.90.................................. $4.00.................................. _ - 1 - _ 1 - _ - - _ - _ - _ - 1 - - - - 1 - 2 - - - - - 1 ~ $4.00 $4.10 $4.20 $4.30 $4.40 and and and and and under under under under under $4.10.................................. $4.20.................................. $4.30.................................. $4.40.................................. $4.50.................................. _ - _ - 2 - _ - _ - 1 1 - _ - _ - 2 1 - - - - 2 1 - 4 - 3 - 1 - - - ~ $4.50 $4.60 $4.70 $4.80 $4.90 and and and and and under under under under under $4.60.................................. $4.70.................................. $4.80.................................. $4.90.................................. $5.00.................................. _ - _ 1 1 - _ - 1 1 - - _ 2 1 - _ - 1 1 - _ 1 - - _ - 1 - - - - 1 - - 1 - 1 ~ $5.00 $5.10 $5.20 $5.30 $5.40 and and and and and under under under under under $5.10.................................. $5.20.................................. $5.30.................................. $5.40.................................. $5.50.................................. _ _ - - _ - 1 - _ - 2 - 1 1 1 2 - 4 - _ - 1 1 - - 1 - 1 1 - 1 - 1 - 1 - 1 1 - - $5.50 $5.60 $5.70 $5.80 $5.90 and and and and and under under under under under $5.60.................................. $5.70.................................. $5.80.................................. $5.90.................................. $6.00.................................. _ 1 1 _ 2 - 1 1 - _ 1 2 - 1 - _ 1 - 1 - _ 1 - _ 1 1 1 _ - _ 1 - - - - 2 - 1 - 1 1 - - 1 1 $6.00 $6.10 $6.20 $6.30 $6.40 and and and and and under under under under under $6.10.................................. $6.20.................................. $6.30.................................. $6.40.................................. $6.50.................................. _ _ 1 - - _ - 1 - _ - 1 - 1 - - 1 1 - _ 1 - _ - 1 1 - _ - _ - - - - $6.50 $6.60 $6.70 $6.80 $6.90 $7.00 and and and and and and under $6.60.................................. under $6.70.................................. under $6.80.................................. under $6.90.................................. under $7.00.................................. o v e r.............................................. _ - _ - _ _ - _ - _ - _ - _ - 1 1 - - - - - - - - - - - - - - 1 - 1 2 3 - 1 1 - _ - 1 1 1 2 1 1 1 1 1 1 2 ' _ _ 1 Minimum entrance rates refer to the lowest formal hiring rates established for journeyman technicians. - - - - 1 ~ 2 1 T a b le 23. M in im u m e n tra n c e ra te s : A p p lia n c e re p a ir te c h n ic ia n s (Number of establishments studied by formally established minimum hourly entrance (hiring) rates1 for full-time appliance repair technicians, appliance repair facilities, 19 selected areas, November 1978) Minimum rate Atlanta Boston Buffalo Chi cago Cleve land Los An Dallas- DenKansas geles- Mem verMiami Fort City Long phis Worth Boulder Beach Minneapolis-St. Paul Nassau- Newark Suffolk New York Phila delphia St. Louis San FranciscoOakland Wash ington Establishments stud ied................................. 16 35 24 32 17 29 22 18 42 11 18 21 24 17 29 34 29 30 26 Establishments having workers in the category..................................................... 7 17 12 13 10 11 10 9 16 4 10 10 12 10 10 19 15 11 9 Establishments having a specified'minimum ... 2 8 7 8 3 6 5 6 8 1 3 5 6 8 5 5 8 6 3 Under $4 .0 0.................................................. - 2 1 1 - 1 - - - - - - 1 1 - - - - 1 $4.00 $4.10 $4.20 $4.30 $4.40 and and and and and under under under under under $4.10.................................. $4.20.................................. $4.30.................................. $4.40.................................. $4.50.................................. - 1 - 1 - 1 - _ - _ - _ - _ - _ - _ - _ - _ - 2 - 2 - 2 - 1 - _ - - _ - $4.50 $4.60 $4.70 $4.80 $4.90 and and and and and under under under under under $4.60.................................. $4.70.................................. $4.80.................................. $4.90.................................. $5.00.................................. _ - 1 1 - _ - 1 - _ - _ 1 1 - _ -• - 1 1 - _ 1 - _ - _ - _ 1 - _ - _ - _ - _ - 1 - $5.00 $5.10 $5.20 $5.30 $5.40 and and and and and under under under under under $5.10.................................. $5.20.................................. $5.30.................................. $5.40.................................. $5.50.................................. _ - 1 - _ 1 1 1 1 1 1 - 1 - _ - 1 - _ - _ $5.50 $5.60 $5.70 $5.80 $5.90 and and and and and under under under under under $5.60.................................. $5.70.................................. $5.80.................................. $5.90.................................. $6.00.................................. $6.00 $6.10 $6.20 $6.30 $6.40 and and and and and under under under under under $6.10.................................. $6.20.................................. $6.30.................................. $6.40.................................. $6.50.................................. $6.50 $6.60 $6.70 $6.80 $6.90 and and and and and under under under under under $6.60.................................. $6.70.................................. $6.80.................................. $6.90.................................. $7.00.................................. $7.00 and o v e r............................................. _ _ - _ 1 - _ _ - - 1 - _ 1 - _ - 1 1 - _ - _ - - 2 - _ - _ _ _ - - 1 - _ _ 1 _ _ _ _ _ _ _ _ _ - - - 1 1 - 1 - 1 1 - 1 - - - - - - - _ - - - - 1 1 - - - - - - - - - - - - - - - 1 - - - - - 1 - - - - - - - - - - _ 1 _ _ _ _ _ _ _ 1 1 _ _ _ _ _ _ - - - - - - - - - - - - - - - - - - - - - - - - 1 - - - - - - - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - - - 1 - 1 - - - _ _ _ _ _ _ _ _ _ _ _ _ _ 1 _ _ _ - - - - - - - - 2 - - - - - 1 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1 - - - - - - 1 - - 1 - 2 1 3 - 1 1 1 - - 1 1 2 2 1 4 1 1 _ - 1 - - - 1 - 2 - - 1 _ _ - - 1 1 1 Minimum entrance rates refer to the lowest formal hiring rates established for journeyman technicians. 1 - 1 1 - Table 24. Weekly work schedules (Percent of full-time service technicians and apprentices in appliance repair facilities by scheduled weekly hours and days,1 19 selected areas, November 1978) Weekly hours All w orkers............................................. 35 ho u rs.................................................... 5 days ..................................................... 37.5 hours................................................. 5 days ..................................................... Over 37.5 and under 40 hours ................... 5 days ..................................................... 40 h o urs.................................................... 5 days ..................................................... 5.5 d a y s.................................................. 6 days ..................................................... Over 40 and under 42.5 hours ................... 5 days ..................................................... 5.5 d a y s.................................................. 42.5 hours................................................. 5 days ..................................................... 44 h o urs.................................................... 5 days ..................................................... 5.5 d a y s.................................................. 45 h o urs.................................................... 5 days ..................................................... 5.5 d a y s.................................................. Over 45 and under 48 hours...................... 5 d a y s ...... .............................................. 6 days ..................................................... 48 h o urs.................................. ................. 6 days ..................................................... Over 48 h o u rs........................................... 6 days ..................................................... Atlanta Boston Buffalo 100 Cleve land 100 100 100 _ 2 2 81 81 - _ 79 79 _ 4 4 6 6 6 2 4 5 4 1 100 100 94 94 1 1 92 92 - - _ 95 95 _ 4 4 85 85 _ - - - - 6 6 - 1 1 - _ - - - - - - 1 1 15 15 - - 4 4 1 1 - - - - - - - _ 1 - - - - 3 3 - - - - 1 1 4 4 - - - - - - 1 7 7 2 2 _ - - - - - Los An Dallas- DenKansas geles- Mem verFort Long City phis Worth Boulder Beach Chi cago _ - _ - 100 _ _ 83 83 _ _ _ _ 13 4 9 _ _ 95 95 _ _ _ _ _ _ _ 100 1 1 1 1 93 93 _ _ _ _ _ _ _ 3 _ 3 1 1 _ _ _ _ _ _ _ _ _ _ 100 . 4 4 _ 71 71 _ _ _ _ 7 7 14 9 5 5 _ New York Phila delphia St. Louis San FranciscoOakland Wash ington 100 100 100 100 100 100 100 2 2 _ _ 95 95 _ _ 4 _ 4 _ _ _ _ _ _ _ 100 100 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 97 96 _ 13 13 _ _ 87 87 _ _ 100 100 1 1 _ _ _ _ 98 98 _ _ _ _ _ 100 100 _ _ 1 1 _ _ _ _ _ _ _ _ _ _ _ _ _ 5 _ _ _ _ _ _ _ _ _ _ _ _ _ 4 4 5 5 1 1 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ - - _ _ _ _ - _ _ _ _ _ _ _ _ _ - - - - - - - - - - 1 Data relate to the predominant schedule for full-time day-shift workers in each establishment. 100 MinNasneaMiami sau- Newark polisSuffolk St. Paul _ 2 2 3 3 4 4 88 88 _ _ _ _ 2 _ _ _ _ _ _ _ _ _ _ _ _ _ 2 _ 2 1 _ 1 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 100 100 _ 91 91 1 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 2 _ 2 _ _ _ _ _ _ _ _ _ _ _ _ _ _ 3 3 1 1 _ _ 7 7 _ _ _ _ _ _ _ _ _ _ _ _ - - - - - NOTE: Because of rounding, sums of individual items may not equal totals. Table 25. Paid holidays (Percent of full-time service technicians and apprentices in appliance repair facilities with formal provisions for paid holidays, 19 selected areas, November 1978) Number of paid holidays All w orkers............................................. Workers in establishments providing paid holidays............................................ 3 days ..................................................... 4 days ..................................................... 5 days ..................................................... 5 days plus 2 half d a y s............................ 6 days ..................................................... 6 days plus 1 or 2 half days .................... 6 days plus 4 half d a y s ............................ 7 days ..................................................... 7 days plus 2 or 3 half days .................... 8 days ..................................................... 8 days plus 1 or 2 half days .................... 9 days ..................................................... 9 days plus 1 or 2 half days .................... 10 d a y s................................................... 10 days plus 2 half d a y s.......................... 11 d a y s................................................... 11 days plus 1 half d a y ............................ 12 days ................................................... 12 days plus 3 half d a y s.......................... Less than 0.5 percent. Atlanta Boston Buffalo Chi cago Cleve land Los An Dallas- DenKansas geles- Mem verFort Long City phis Worth Boulder Beach MinNasneaMiami sau- Newark polisSuffolk St. Paul New York Phila delphia St. Louis San FranciscoOakland Wash ington 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 93 22 27 10 7 4 24 - 94 1 5 4 3 12 10 3 1 39 5 10 - 99 3 48 4 6 1 36 - 98 39 1 3 3 11 38 4 - 100 17 8 2 9 4 6 55 - 100 2 30 28 6 12 23 - 100 2 23 3 9 14 7 37 5 - 100 4 2 37 6 9 7 36 - 96 3 O 20 4 9 10 3 47 - 100 1 38 7 54 - 93 1 7 16 4 66 - 97 35 4 23 8 27 - 100 18 3 10 6 4 54 5 - 100 32 57 6 5 100 0 3 2 2 20 5 2 4 7 3 35 9 4 1 98 3 98 34 15 19 3 27 - 98 2 1 1 7 17 19 2 49 1 - 92 11 17 23 8 3 30 - - - 0 - - - . 22 2 3 2 1 2 2 54 3 4 - NOTE: Because of rounding, sums of individual items may not equal totals. - _ - - Table 26. Paid vacations (Percent of full-time service technicians and apprentices in appliance repair facilities with formal provisions for paid vacations after selected periods of service, 19 selected areas, November 1978) Vacation policy Atlanta Boston Buffalo Chi cago Cleve land Los An Dallas- DenKansas geles- Mem verFort City Long phis Worth Boulder Beach MinNasneaMiami sau- Newark polisSuffolk St. Paul New York Phila delphia St. Louis San FranciscoOakland Wash ington All w orkers............................................. 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 Method of payment Workers in establishments providing paid vacations ......................................... Length-of-time payment ........................ Percentage payment................................ Flat sum ................................................. O th e r....................................................... 100 93 7 - 92 82 10 - 100 100 - 99 99 - 100 85 15 100 100 - 100 83 13 4 - 100 100 100 94 6 _ 98 95 _ 3 - 97 92 100 100 100 100 98 98 99 99 96 92 _ _ 100 98 2 5 - 100 100 _ _ - 99 96 2 1 0 - - - - - - 43 7 50 - 35 57 - 42 58 - 34 64 _ - 31 _ 67 2 _ 51 6 43 _ _ 13 34 _ 52 _ _ _ 29 _ 71 _ 34 _ 65 33 46 34 65 53 _ _ _ 64 2 13 80 7 - 12 79 1 15 85 - 8 92 _ _ 13 _ 85 2 _ 17 19 64 _ _ _ 22 _ 12 _ 88 _ 15 _ 84 22 3 74 3 13 80 7 - 10 77 5 5 _ 93 2 5 _ 93 2 2 _ 92 6 _ _ 17 19 64 _ _ _ 8 9 83 5 51 26 18 3 68 13 9 1 84 7 8 2 91 7 _ 2 _ 71 6 21 _ 13 19 54 8 6 _ 6 9 71 7 7 5 44 7 37 7 - 3 29 60 _ - 1 25 4 70 _ 2 27 68 _ _ _ 9 2 90 _ _ 13 6 36 _ 45 _ _ 1 13 25 _ 60 _ - 2 - - - Amount of vacation pay2 After 1 year of service: Under 1 w e e k ......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks...................... 2 w e e k s.................................................. Over 2 and under 3 w e eks...................... 3 weeks .................................................. After 2 years of service: Under 1 w e e k .......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks...................... 2 weeks .................................................. Over 2 and under 3 w e eks...................... 3 weeks .................................................. After 3 years of service: Under 1 w e e k ......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks...................... 2 weeks .................................................. Over 2 and under 3 w e eks...................... 3 weeks .................................................. After 5 years of service: Under 1 w e e k ....................................... 1 w e e k .................................................... Over 1 and under 2 w e eks...................... 2 weeks .................................................. Over 2 and under 3 w e eks...................... 3 weeks .................................................. After 10 years of service: Under 1 w e e k .......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks...................... 2 weeks .................................................. Over 2 and under 3 w e eks...................... 3 weeks .................................................. Over 3 and under 4 w e eks...................... 4 w e e k s.................................................. See footnotes at end of table. 78 _ _ _ _ _ _ _ _ 8 _ 92 _ _ _ _ _ - _ _ _ _ _ 28 _ 22 72 74 _ 60 1 1 29 3 68 _ 12 3 17 _ _ _ _ _ 23 12 9 88 78 _ _ 72 1 1 88 91 14 5 78 3 20 1 78 3 9 _ _ _ 9 12 6 86 _ _ 85 1 1 87 94 3 5 _ _ 4 _ _ 78 11 1 87 1 5 82 9 9 70 28 2 _ 4 _ _ _ _ _ 21 _ 23 3 37 78 77 1 - 3 22 71 _ 73 _ _ _ _ _ _ _ 9 _ 12 91 _ 85 _ 4 _ _ _ 2 6 1 75 4 13 1 87 7 5 _ _ 95 _ 4 _ _ _ _ 1 3 5 27 6 1 17 35 20 70 _ 75 _ 64 70 28 1 64 - - - - - _ 2 _ _ _ _ _ 35 29 _ _ _ _ _ _ _ _ 4 _ 95 2 4 29 10 51 2 4 7 2 72 11 1 3 3 91 3 14 3 82 1 2 _ 13 1 84 _ _ 65 8 27 4 5 1 62 4 21 59 19 2 79 4 5 1 22 2 47 - - 17 3 1 76 13 7 72 10 13 3 3 37 56 27 1 68 3 - 3 83 11 3 96 2 2 4 5 1 76 11 5 Table 26. Paid vacations— Continued (Percent of full-time service technicians and apprentices in appliance repair facilities with formal provisions for paid vacations after selected periods of service, 19 selected areas, November 1978) Vacation policy Amount of vacation pay2— Continued After 15 years of service: Under 1 week .......................................... 1 w e e k .................................................... Over 1 and under 2 w e ek s....................... 2 weeks ................................................... Over 2 and under 3 w e ek s....................... 3 w e e k s................................................... Over 3 and under 4 w e eks....................... 4 w e e k s... ............................................... 6 w e e k s........................... ....................... After 20 years of service: Under 1 week .......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks....................... 2 weeks ................................................... Over 2 and under 3 w e ek s....................... 3 weeks ................................................... Over 3 and under 4 w e eks....................... 4 weeks ................................................... 5 w e e k s................................................... 8 weeks ................................................... After 25 years of service: Under 1 week .......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks....................... 2 weeks ................................................... Over 2 and under 3 w e eks....................... 3 weeks ................................................... Over 3 and under 4 w e eks....................... 4 weeks ................................................... 5 weeks ................................................... 8 weeks ................................................... After 30 years of service:3 Under 1 w e e k .......................................... 1 w e e k .................................................... Over 1 and under 2 w e eks....................... 2 weeks ................................................... Over 2 and under 3 w e eks....................... 3 w e e k s................................................... Over 3 and under 4 w e ek s....................... 4 w e e k s................................................... 5 weeks ................................................... 6 w e e k s................................................... 8 w e e k s................................................... Los An Dallas- DenKansas geles- Mem verFort Long City phis Worth Boulder Beach b o i V iO d V v d id St. Louis San FranciscoOakland Wash ington 19 19 63 - 3 37 29 2 29 - 3 27 1 16 53 - 3 33 16 47 - 17 2 54 27 - 4 5 1 22 2 17 40 7 21 18 61 - 15 17 68 - 3 37 21 3 36 - 3 27 1 7 62 - 3 30 14 52 - 17 2 28 51 2 - 4 5 1 22 2 4 53 7 4 23 1 14 4 52 - 21 18 15 45 - 15 17 6 62 - 3 37 21 3 10 26 - 3 27 1 7 7 54 - 3 30 11 23 32 - 17 2 28 3 50 - 4 5 1 22 2 4 12 41 7 4 - 15 17 6 62 - 3 37 21 3 10 26 - 3 27 1 7 7 54 “ 3 30 8 25 17 15 17 2 28 3 44 6 4 5 1 22 2 4 10 41 3 7 Atlanta Boston Buffalo 5 44 7 17 27 - 3 29 24 _ 36 - 1 25 4 18 52 - 2 27 21 7 43 - 9 2 35 55 - 13 6 22 10 22 27 - 1 13 21 30 34 - 2 23 35 40 - 6 1 17 22 52 - 1 31 14 54 - 3 5 20 4 66 - 4 23 1 38 32 - 21 23 56 - 5 44 7 7 37 - 3 29 _ 19 41 - 1 25 _ 22 49 4 - 2 27 2 66 2 - 9 2 19 71 - 13 6 22 12 47 - 1 9 26 11 54 - 2 23 22 53 - 6 1 17 11 63 (1) - 1 31 14 54 - 3 5 20 1 69 - 4 23 1 14 56 - 5 44 7 7 13 24 - 3 29 19 3 38 - 1 25 22 12 40 - 2 27 2 14 54 - 9 2 19 17 55 - 13 6 22 12 9 37 - 1 9 26 11 16 37 - 2 23 22 5 49 - 6 1 17 11 21 42 - 1 31 14 54 - 3 5 20 1 3 66 - 5 44 7 7 13 14 9 - 3 29 1 25 2 27 - 13 6 22 1 9 26 2 6 1 17 11 17 41 4 - 1 3 5 - - - - 19 3 27 10 - 22 12 30 10 - 2 14 36 18 - - 9 2 19 17 55 - - - 12 9 30 8 - 11 16 30 7 - -■ srt.-f - 23 22 5 29 20 - - - - - 31 14 54 - 20 1 3 66 - 23 1 14 4 52 - 21 18 15 45 - - - changes that occurred between 5 and 10 years. 3 Vacation provisions were virtually the same after longer periods of service. Ha establishment provisions for progression. For example, changes indicated at 10 years may include Phila delphia Cleve land Less than 0.5 percent. Vacation payments, such as percent of annual earnings, were converted to an equivalent time r oi iu ub New York MinNasneasau- Newark Miami polisSuffolk St. Paul Chi cago NOTE: Because of rounding, sums of individual items may not equal totals. " ' Table 27. Health, insurance, and retirement plans (Percent of full-time service technicians and apprentices in appliance repair facilities with specified health, insurance, and retirement plans,1 19 selected aYeas, November 1978) Type of benefit All w orkers............................................. to -n i Workers in establishments providing: Life insurance.......................................... Noncontributory p la n s......................... Accidental death and dismemberment insurance ............................................... Noncontributory p la n s......................... Sickness and accident insurance or sick leave or both2 .................................. Sickness and accident insurance........... Noncontributory p la n s......................... Sick leave (full pay, no waiting period) ................................ Sick leave (partial pay or waiting period)..................................... Long-term disability insurance.................. Hospitalization insurance ......................... Noncontributory pla n s............................ Surgical insurance................................... Noncontributory pla ns............................ Medical insurance................................... Noncontributory pla n s............................ Major medical insurance.......................... Noncontributory pla n s............................ Dental insurance..................................... Noncontributory pla n s............................ Retirement plans3 .................................... Pension p la n s ....................................... Noncontributory p la n s ...................... Severance p a y ...................................... MinNasneaMiami sau- Newark polisSuffolk St. Paul New York Phila delphia St. Louis San FranciscoOakland Wash ington 100 100 100 100 100 100 100 100 100 100 87 38 78 5 86 31 78 33 75 35 72 45 69 53 85 48 76 48 68 32 83 10 50 33 44 27 16 5 31 28 60 33 35 30 17 11 45 41 38 36 52 40 61 32 50 10 62 27 12 78 42 25 82 8 6 70 4 4 85 7 3 80 52 32 84 19 19 71 31 31 83 32 31 78 32 32 77 27 27 71 36 13 74 29 5 25 33 27 28 7 26 56 45 50 67 39 47 41 17 27 37 91 46 91 46 77 46 91 46 26 16 50 46 22 4 17 41 84 32 84 32 67 32 84 32 12 7 58 58 38 - 30 47 91 38 91 38 65 38 91 38 17 7 61 61 30 13 52 52 95 31 95 31 57 31 95 31 4 1 62 60 56 2 59 59 85 5 85 5 31 5 85 5 6 6 62 62 54 - 55 55 90 29 90 29 38 29 90 29 59 1 69 69 66 - 24 24 83 37 83 37 68 37 83 37 21 10 64 64 34 - 39 45 91 48 91 48 30 28 76 36 34 25 70 66 59 4 21 52 91 59 91 59 66 55 88 53 22 1 67 67 32 - 15 31 88 63 88 63 52 48 72 53 13 8 59 58 47 1 38 45 92 46 92 46 52 46 80 38 52 49 79 79 73 1 27 27 90 56 90 56 78 56 90 56 18 10 60 60 41 - 7 43 92 44 92 44 85 44 92 44 12 5 51 51 9 - 31 51 91 17 91 17 64 17 91 17 11 3 66 66 38 - Los An Dallas- DenKansas geles- Mem Fort verLong City phis Worth Boulder Beach Atlanta Boston Buffalo Chi cago Cleve land 100 100 100 100 100 100 100 100 100 89 54 61 24 63 38 92 54 87 22 90 54 73 51 75 38 58 51 26 19 32 32 48 25 31 14 52 28 55 33 46 20 16 76 27 17 77 22 19 74 35 26 92 35 28 76 32 22 24 43 49 16 23 13 15 86 45 86 45 86 45 86 45 30 5 45 45 28 - 26 27 91 33 91 33 66 33 89 33 33 28 49 49 38 - 31 47 96 41 96 41 64 41 93 49 6 3 64 64 53 - 47 47 98 29 98 29 51 29 98 29 23 13 70 64 53 6 26 36 93 52 92 52 56 52 81 52 16 10 55 55 42 - 1 Includes those plans for which the employer pays at least part of the cost and excludes legally required plans such as workers’ compensation and social security; however, plans required by State temporary disability laws are included if the employer contributes more than is legally required or the workers receive benefits in excess of legal requirements. “Noncontributory plans” include only those plans financed entirely by the employer. 2 Unduplicated total of workers receiving sickness and accident insurance and sick leave shown separately. 3 Unduplicated total of workers covered by pension plans and severance pay shown separately. Table 28. Other selected benefits (Percent of fuli-time service technicians and apprentices in appliance repair facilities with provisions for specified benefits,1 19 selected areas, November 1978) Item Workers in establishments with provisions for: Funeral le a v e ........................................... Jury-duty leave........................................ Commissions paid to technicians for the sale of: Maintenance contracts............................. Pa rts........................................................ Appliances (including television sets, radios, etc.) .................................... Employer provides: Uniforms................................................. Monetary allowance for uniforms and/or cleaning..................................... Formal apprenticeship training program for: TV-radio technicians................................ Electrical appliance technicians................ 1 For definition of items; see appendix A. 2 Less than 0.5 percent. Atlanta Boston Buffalo Chi cago Cleve land Los An Dallas- DenKansas geles- Mem verFort Long phis City Worth Boulder Beach MinNasneaMiami sau- Newark polisSuffolk St. Paul New York Phila delphia St. Louis San FranciscoOakland Wash ington 46 62 79 68 52 52 71 75 65 78 59 77 44 62 68 82 73 64 74 78 79 76 69 78 84 69 68 57 79 70 83 81 82 72 51 60 50 52 28 14 22 12 8 25 8 9 2 58 19 54 21 53 8 62 58 65 55 66 59 35 10 22 18 21 11 33 17 66 9 28 7 43 19 38 5 10 - - 4 - 40 7 - 9 19 11 12 4 - 8 2 14 - 23 47 61 43 54 62 47 36 48 66 65 72 67 68 59 47 57 33 36 47 - - 8 9 - 1 4 13 3 - 11 2 - 3 - 0 6 - 17 7 7 34 39 43 49 34 35 16 - 25 28 20 20 50 55 59 57 64 54 55 55 38 40 52 60 55 68 33 27 44 51 23 24 26 30 38 30 - NOTE: Because of rounding, sums of individual items may not equal totals. Appendix A. Scope and Method of Survey Scope of survey The survey included the appliance repair facilities of establishments classified in the following industry groups, as defined in the 1972 Standard Industrial Clas sification Manual, prepared by the U.S. Office of Man agement and Budget: Wholesale trade (5064)—electrical appliances, television sets and radio sets; retail trade (5311, 5732, and part of 5722)—department stores, household appliance stores, and radio and television stores; services (762)—electrical repair shops primarily engaged in the repair of major electrical appliances, such as stereos, refrigerators, television sets, and wash ers. The survey included only those establishments which employed four workers or more. The universe of establishments in the above indus tries was refined to include only those establishments which had a least one employee involved in repairing najor electrical household appliances. Appliance repair 'acilities owned and operated by public utilities were excluded. The number of establishments and workers ictually studied by the Bureau, as well as the number estimated to be within the scope of the survey during the payroll period studied, is shown in table A-l. Method of study Data were obtained by personal visits of the Bureau’s field representatives to a probability-based sample of establishments within the scope of the survey. To ob tain appropriate accuracy at a minimum cost, a greater proportion of large than of small establishments was studied. In the combined data, however, all establish ments were given an appropriate weight. All estimates are presented, therefore, as relating to all establishments in the industry, excluding only those below the mini mum size at the time of reference of the universe data. Establishment definition An establishment is defined for this study as all out lets of a company within a specified area. Employment Estimates of the number of workers within the scope of the study are intended as a general guide to the size Table A-1. Estimated number of establishments and employees within scope of survey and number studied, electrical appliance repair facilities, November 1978 Number of establishments2 Areas1 Total, 19 a re a s ...................................................... Atlanta........................................................................ B oston........................................................................ Buffalo........................................................................ Chicag o...................................................................... Cleveland................................................................... Dallas-Fort W orth....................................................... Denver-Boulder .......................................................... Kansas City ................................................................ Los Angeles-Long B each............................................ Memphis .................................................................... M iam i......................................................................... Minneapolis-St. P a u l................................................... Nassau-Suffolk........................................................... New ark....................................................................... New Y o rk ................................................................... Philadelphia........................ ....................................... St. Lo u is..................................................................... San Francisco-Oakland............................................... Washington................................................................. Within scope of study 1771 51 102 48 172 66 95 72 57 183 25 59 85 65 51 162 129 87 136 126 Within scope of study Actually studied 474 16 35 24 32 17 29 22 18 42 11 18 21 24 17 29 34 29 30 26 1 See individual area tables 2-20 for definitions of selected areas. 2 Includes only those establishments with at least one service Workers in establishments Nonsupervisory service workers3 Technicians and apprentices 16,330 427 701 331 2,130 499 829 632 546 2,224 232 652 647 600 498 1,410 1,317 663 879 1,113 12,929 353 498 283 1,440 383 605 479 420 1,960 186 499 445 502 447 1,217 970 534 730 978 Actually studied 9,563 209 422 263 1,126 339 538 394 375 1,394 175 330 347 411 346 692 839 398 347 618 worker at the time of reference of the universe data. 3 Includes all nonsupervisory, nonoffice workers engaged in the major household repair activities of the establishments. 29 single rate for special reasons, but such payments are the exceptions. Range-of-rate plans are those in which the minimum, maximum, or both of these rates paid ex perienced workers for the same job are specified. Spe cific rates of individual workers within the range may be determined by merit, length of service, or a combi nation of these. Incentive workers are classified under piecework, bonus plans, flat-rate hours, or flat-rate per centage plans. Piecework is work for which a prede termined rate is paid for each unit of output. Produc tion bonuses are for production over a quota or for completion of a task in less than standard time. Flatrate hours is a method of pay computed by multiplying the number of hours established for the job by an hour ly rate, regardless of the time actually required to com plete the work. Flat-rate percentage is a stipulated per centage of the labor cost charged to the customer. ‘and composition of the industry’s labor force, rather than as precise measures of employment. Nonsupervisory service workers The term “nonsupervisory service workers,” as used in this bulletin, includes all nonsupervisory, nonoffice workers engaged in the major appliance service (repair) function in the establishment. Occupations selected for study Occupational classification was based on a uniform set of job descriptions designed to take account of in terestablishment and interarea variations in duties with in the same job. (See appendix B for these descriptions.) The criteria for selection of the occupations were: The number of workers in the occupation; the usefulness of the data in collective bargaining; and appropriate rep resentation of the entire job scale in the industry. Work ing supervisors, handicapped, and temporary workers were excluded. Minimum rates Minimum entrance rates are the lowest formal mini mum entrance or hiring rates for journeyman (quali fied) technicians. Wage data Information on wages relates to straight-time hourly earnings, excluding premium pay for overtime and for work on weekends, holidays, and late shifts, as well as commissions paid for the sales of maintenance contracts, parts, or appliances. Premiums paid for licenses held by employees, if any, are included. Incentive payments, such as those based on flat-rate hours, flat-rate percent ages or other piecework or production bonus systems, and cost-of-living bonuses were included as part of the workers’ regular pay. Nonproduction bonus payments, such as Christmas or year end bonuses, were excluded. Average (mean) hourly rates or earnings for each oc cupation were calculated by weighting each rate (or hourly earnings) by the number of workers receiving the rate, totaling, and dividing by the number of indi viduals. The hourly earnings of salaried workers were obtained by dividing straight-time salary by normal rather than actual hours. Scheduled weekly hours Data on weekly hours refer to the predominant work schedule for full-time classified workers employed on the day shift. Supplementary benefits Supplementary benefits in an establishment were con sidered applicable to all classified workers if they ap plied to half or more of such workers in the establish ment. Similarly, if fewer than half of the workers were covered, the benefit was considered nonexistent in the establishment. Because of length-of-service and other eligibility requirements, the proportion of workers re ceiving the benefits may be smaller than estimated. Paid holidays. Paid holiday provisions relate to fullday and half-day holidays provided annually. Paid vacations. The summaries of vacation plans are limited to formal arrangements and exclude informal plans whereby time off with pay is granted at the dis cretion of the employer or supervisor. Payments not on a time basis were converted; for example, a payment of 2 percent of annual earnings was considered the equiv alent of 1 week’s pay. The periods of service for which data are presented represent the most common prac tices, but they do not necessarily reflect individual es tablishment provisions for progression. For example, changes in proportions indicated at 10 years of service may include changes which occurred between 5 and 10 years. Method of wage payment Tabulations by method of wage payment relate to the number of workers paid under the various time and incentive wage systems. Formal rate structures for time rated workers provide single rates or a range of rates for individual job categories. In the absence of a formal rate structure, pay rates are determined primarily by the qualifications of the individual worker. A single rate structure is one in which the same rate is paid to all experienced workers in the same job classification. (Learners, apprentices, or probationary workers may be paid according to rate schedules which start below the single rate and permit the workers to achieve the full job rate over a period of time.) An experienced worker occasionally may be paid above or below the Health, insurance, and retirement plans. Data are pre sented for health, insurance, pension, and retirement 30 severance plans for which the employer pays all or a part of the cost, excluding programs required by law such as workers’ compensation and social security. Among plans included are those underwritten by a com mercial insurance company and those paid directly by the employer from current operating funds or from a fund set aside for this purpose. Death benefits are included as a form of life insur ance. Sickness and accident insurance is limited to that type of insurance under which predetermined cash pay ments are made directly to the insured on a weekly or monthly basis during illness or accident disability. In formation is presented for all such plans to which the employer contributes at least a part of the cost. How ever, in New York and New Jersey, where temporary disability insurance laws require employer contribu tions,1plans are included only if the employer (1) con tributes more than is legally required, or (2) provides the employees with benefits which exceed the require ments of the law. Tabulations of paid sick leave plans are limited to formal plans which provide full pay or a proportion of the worker’s pay during absence from work because of illness; informal arrangements have been omitted. Sep arate tabulations are provided for (1) plans which pro vide full pay and no waiting period, and (2) plans pro viding either partial pay or a waiting period. Medical insurance refers to plans providing for com plete or partial payment of doctors’ fees. Such plans may be underwritten by a commercial insurance com pany or a nonprofit organization, or they may be a form of self-insurance. Major medical insurance, sometimes referred to as extended medical or catastrophe insurance, includes plans designed to cover employees for sickness or in 1The temporary disability insurance laws in California and Rhode Island do not require employer contributions. 31 jury involving an expense which exceeds the normal coverage of hospitalization, medical, and surgical plans. Tabulations of retirement pensions are limited to plans which provide regular payments for the remainder of the retiree’s life. Data are presented separately for re tirement severance pay (one payment or several over a specified period of time) made to employees on re tirement. Establishments providing both retirement sev erance payments and retirement pensions to employees were considered as having both retirement pensions and retirement severance plans; however, establishments having optional plans providing employees a choice of either retirement severance payments or pensions were considered as having only retirement pension benefits. Paid funeral and jury-duty leave. Data for paid funeral and jury-duty leave relate to formal plans which pro vide at least partial payment for time lost as a result of attending funerals of specified family members or serv ing as a juror. Commissions. Data refer to formal plans providing the employee with monetary payments for the sale of main tenance contracts, parts, or appliances. Uniform allowances. Data relate to formal provisions for uniforms worn in lieu of or over the employee’s personal clothing. Apprenticeship training program. Data relate to formal plans providing supervised training and experience for a specified period of time. Job openings. Data relate to the unweighted number of full-time job openings and the number of these open ings that have remained unfilled for 1 month or long er. A job opening is defined as a vacancy immediately available for filling and for which the firm is actively recruiting workers from outside the establishment. Appendix B. Occupational Descriptions Television-radio technician, apprentice Assists in the repair and adjustment of radio, television, and stereo sets, tape players, and tape recorders under the direction of a qualified technician or other supervisqr, while in a learning or apprenticeship (either formal or informal) period. The primary purpose of preparing job descriptions for the Bureau’s wage surveys is to assist its field representa tives 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 permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on comparability of occupational content, the Bureau’s job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes . In applying these job descriptions, the Bureau’s field representatives were instructed to exclude working supervisors and handicapped, temporary and probationary workers. F ull-tim e P art-tim e Electrical appliance technician Services and repairs major electrical appliances (and the electrical components of gas-operated appliances) such as ranges, refrigerators, freezers, dishwashing machines, disposers, washers, dryers, and window air conditioners. (As a general rule, the distinction between major and small household appliances is that the former require installation while the latter do not.) Work includes most o f the following: Checks operation of appliance by sight and sound, using test meters to locate and isolate trouble area; as required disassembles appliance and examines mechanical and electrical parts; traces electrical circuits, following diagram, and locates trouble; cleans and washes parts; replaces worn or defective parts; repairs and adjusts appliance motors; reassembles appliance; and lubricates moving parts. May install appliances and test for satisfactory opera tions. Includes only qualified technicians servicing con sumer products and does not include learners or apprentices assigned to assist technicians. Does not include repairers of central air conditioning units or repairers of radios or television sets. Also excludes those who principally repair such smaller items as sewing machines, vacuum cleaners, shavers, etc. and those who work exclusively on heavy industrial equipment. For wage study purposes, workers are to be classified in the same categories as under television-radio techni cian. Television-radio technician Repairs and adjusts radio, television, stereo sets, tape players, and tape recorders, either in shop or house holds, using handtools and electronic testing instru ments. Work includes most o f the following: Tunes sets and adjusts controls to locate source of trouble; tests voltages and resistance of circuits to isolate defects following schematic diagram and using voltmeter, oscilloscope, signal generator, and other electronic testing instruments; tests and changes tubes; solders loose connections: and repairs or replaces defective parts. May install television sets. Includes only qualified technicians servicing consumer products and does not include learners or apprentices assigned to assist technicians. Excludes technicians who principally repair public address systems, two-way radios, car radios, car tape decks, and similar items not commonly for home use. Excludes also antenna installers. For wage study purposes, workers are to be classified as follows: Full-time: Inside (bench) Outside (home repair) Combination Part-time: Inside (bench) Outside (home repair) Combination Electrical appliance technician, apprentice Assists in the installation or repair of major electrical appliances (except radios and television sets) under direction of qualified technician or other supervisor, while in a learning or apprenticeship (either formal or informal) period. F ull-tim e Part-tim e 32 Industry Wage Studies The most recent reports providing occupational wage data for industries included in Bureau’s program of industry wage surveys are listed below. Copies are for sale from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402, or from any of its regional sales offices, and from the’ regional offices of the Bureau of Labor Statistics shown on the inside back cover. Copies that are out of stock are available for reference purposes at leading public, college, or university libraries, or at the Bureau’s Wash ington or regional offices. Manufacturing Basic Iron and Steel, 1978-79. BLS Bulletin 2064 Candy and Other Confectionery Products, 1975. BLS Bulletin 1939 Cigar Manufacturing, 1972. BLS Bulletin 1796 Cigarette Manufacturing, 1976. BLS Bulletin 1944 Corrugated and Solid Fiber Boxes, 1976. BLS Bulletin 1921 Drug Manufacturing, September 1978. BLS Bulletin 2077 Fabricated Structural Steel, 1974. BLS Bulletin 1935 Fertilizer Manufacturing, 1971. BLS Bulletin 1763 Flour and Other Grain Mill Products, 1977. BLS Bulletin 2026 Fluid Milk Industry, 1973. BLS Bulletin 1871 Footwear, 1975. BLS Bulletin 1946 Hosiery, 1976. BLS Bulletin 1987 Industrial Chemicals, 1976. BLS Bulletin 1978 Iron and Steel Foundries, 1973. BLS Bulletin 1894 Leather Tanning and Finishing, 1973. BLS Bulletin 1835. Machinery Manufacturing, 1978. BLS Bulletin 2022 Meat Products, 1974. BLS Bulletin 1896 Men’s Shirts and Separate Trousers, 1978. BLS Bulletin 2035 Men’s and Boys’ Suits and Coats, April 1979. BLS Bulletin 2073 Miscellaneous Plastics Products, 1974. BLS Bulletin 1914 Motor Vehicles and Parts, 1973-74, BLS Bulletin 1912 Nonferrous Foundries, 1975. BLS Bulletin 1952 Paints and Varnishes, 1976. BLS Bulletin 1973 Paperboard Containers and Boxes, 1970. BLS Bulletin 17191 Petroleum Refining, 1976. BLS Bulletin 1948 Pressed or Blown Glass and Glassware, 1975. BLS Bulletin 1923 Pulp, Paper, and Paperboard Mills, 1977. BLS Bulletin 2008 Semiconductors, 1977. BLS Bulletin 2021 Shipbuilding and Repairing, 1976. BLS Bulletin 1968 Southern Sawmills and Planing Mills, 1969. BLS Bulletin 1694' Structural Clay Products, 1975. BLS Bulletin 1942 Synthetic Fibers, 1976. BLS Bulletin 1975 Textile Dyeing and Finishing, 1976. BLS Bulletin 1967 Textiles, 1975. BLS Bulletin 1945 Wages and Demographic Characteristics in Work Clothing Manufacturing, 1972. BLS Bulletin 1858 West Coast Sawmilling, 1969. BLS Bulletin 17041 Women’s and Misses’ Coats and Suits, 1970. BLS Bulletin 17281 Women’s and Misses’ Dresses, 1977. BLS Bulletin 2007 Wood Household Furniture, Except Upholstered, 1974. BLS Bulletin 1930 Nonmanufacturing Appliance Repair Shops, 1978. BLS Bulletin 2067 Auto Dealer Repair Shops, 1978. BLS Bulletin 2060 Banking and Life Insurance, 1976. BLS Bulletin 1988 Bituminous Coal Mining, 1976. BLS Bulletin 1999 Communications, Oct.-Dec. 1978. BLS Bulletin 2071. Computer and Data Processing Services, 1978. BLS Bulletin 2028 Contract Cleaning Services, 1977. BLS Bulletin 2009 Contract Construction, 1973. BLS Bulletin 1911 Department Stores, 1977. BLS Bulletin 2006 Educational Institutions: Nonteaching Employees, 1968-69. BLS Bulletin 1671» Electric and Gas Utilities, 1979. BLS Bulletin 2040 Hospitals and Nursing Homes, September 1978. BLS Bulletin 2069 Hotels and Motels, 1978. BLS Bulletin 2055 Laundry and Cleaning Services, 1968. BLS Bulletin 16451 Metal Mining, 1977. BLS Bulletin 2017 Motion Picture Theatres, 1966. BLS Bulletin 15421 Nursing Homes and Related Facilities, 1976. BLS Bulletin 19741 Oil and Gas Extraction, 1977. BLS Bulletin 2014 Scheduled Airlines, 1975. BLS Bulletin 1951 Wages and Tips in Restaurants and Hotels, 1970. BLS Bulletin 17121 1Bulletin out of stock. 33 GOVERNMENT PRINTING OFFICE: 1980-0-335-560/6910 Employment and Earnings |f :f; ri j 1 Empl0^ >1ti I ■ I ■ jane1979 u$af t i l "I : us «^£s**w* ; :li : ve*** .one of six periodicals published by the Bureau of Labor Statistics, U.S. Department of Labor, gives monthly figures on those tw o topics for the Nation as a whole, for in dividual States, and for more than 200 areas. Included are household and establishment data, seasonally and not seasonally adjusted. The data are collected by the Bureau of the Census (Department of Com merce), State Employ ment Security Agencies, and State Departments of Labor in cooperation with BLS. A supplement is in cluded in the subscription price. i * NO 6 ' 1 :l 1 " Subscription Order Form: Enter my Subscription to: E m ploym ent and Earnings $22; ($5.50 additional for foreign mailing). □ Remittance is enclosed. □ Charge to GPO deposit account no.QZDZPDD~D Credit Card Orders Only-Master Charge and Visa. Total charges $___________________________ Credit Card N o.□ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ □ Expiration Date Month/Year □ □ □ □ Mail Order Form to: Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402 Make checks payable to Superintendent of Documents. Name________________ Address______________ City, State, and Zip Code Order No.
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