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E a r n in g s a n d S u p p le m e n ta r y B e n e fits in H o s p ita ls LOS ANGELES-LONG BEACH, CALIFORNIA JA N U A R Y 1957 Bulletin No. 1210-14 UNITED STA TES D EPA RTM EN T OF LABOR James P. Mitchell, Secretary In cooperation with THE WOMEN'S BUREAU Alice K. Leopold, Director BUREAU OF LABOR STA TISTIC S Ewan Clague, Commissioner Earnings and Supplementary Benefits in Hospitals L O S A N G E L E S -L O N G B E A C H , C A L IF O R N IA JA N U A R Y 1957 B u lle tin No. 1210-14 UN ITED STA TES DEPARTM EN T OF LABOR James P. Mitchell, Secretary BUREAU OF LABOR STATISTICS Ewan Clague, Commissioner August 1957 For sale by the Superintendent of Documents, U S. Government Printing Office, Washington 25, D C. - Price 2 0 cents Preface Contents Page This report on a survey of earnings and related bene fits of nurses and other em ployees of Los A ngeles-Long Beach hospitals is one of a series of reports based on sim ilar studies undertaken by the U. S. Department of Labor* s Bureau of Labor Statistics and Women* s Bureau during the fiscal years 1956 and 1957. A summary of the results of the Los A n gelesLong Beach survey was issued in A p ril 1957; this report p ro vides more detailed information, both on wages and wage practices. Summary ____________________________________________________________ Tables: A: Occupational earnings A - l: Profession al and technical occupations _____________ A-2: O ffice occupations ____________________________________ A-3: Other nonprofessional occupations ___________________ The studies were designed to m eet a variety of gov ernmental and nongovernmental uses by providing areawide information on the lev e l and distribution of earnings and on the nature of supplementary benefits received by personnel in occupations selected to represent the pattern of em ploy ment in hospitals. In the planning of the surveys, the Depart ment of Labor received suggestions and guidance from other government agencies, hospital associations, and organizations representing professional and nonprofessional groups of hos pital em ployees. 3 4 4 B: Establishment practices and supplementary benefits B - l: Perquisites ___________________________________________ 6 B-2: Minimum weekly salaries paid general duty nurses and staff dietitians __________________________________ 7 B-3: Minimum entrance rates for nonprofessional workers (except office clerica l) ____________________ 7 B-4: Shift differential provisions __________________________ 8 B-5: Scheduled weekly hours ______________________________ 9 B-6: Weekly overtim e pay practices __________________________ 9 B-7: Paid vacations ________________________________________ 10 B-8: Paid holidays _________________________________________ 12 12 B-9: Sick leave, insurance, and pension p la n s ___________ The surveys were made by field staff representatives of the Bureau of Labor Statistics* Division of Wages and Industrial Relations. Direction of the survey work was under the s up erv isio n of L ily M ary David, with the assistance of Jack A. Wilson. Appendixes: A: Scope and method of s u r v e y _________________________________ B: Job descriptions ______________________________________________ Bulletins fo r the 16 cities included in this series of hospital surveys w ill be listed on the inside back cover of these bulletins as they become available. 1 iii 13 15 Earnings and Supplementary Benefits in Hospitals in Los Angeles-Long Beach, Calif., January 1957 Summary ably more common for the low er paid than for the higher paid workers within each job. Less than a tenth of the workers in most occupations in private hospitals and none in government hospitals received such perquisites. M ajor exceptions were those employed in the dietary department of private hospitals, most of whom received one or m ore meals a day (table B - l). A m ajority of the Los A ngeles-Lon g Beach hospitals provided meals and/or rooms that their employees could purchase by means of payroll deductions. Most commonly, charges w ere about 50 to 55 cents a m eal. Nurses paid rent ranging from $10 to $27.50 a month fo r a single room . Laundry of uniforms or laundry and uniforms w ere provided about 3 out of 5 of the workers (including virtu ally all workers in governmental hospitals) in a m ajority of occupations in which uniforms were required. About 38,000 workers were employed in hospitals with 51 or m ore workers in the Los A ngeles-Long Beach metropolitan area at the time of this survey. Of these, about 55 percent w ere employed in private (nongovernmental) hospitals, about 13 percent in Federal Gov ernment hospitals and almost a third in other government institutions. Four broad groups of hospital employees were included in this s u r v e y -r e g is te r e d professional nurses; workers in certain other professional and technical positions; office c lerica l em ployees; and various nonprofessional employees engaged in auxiliary nursing, main tenance, custodial, and food preparation activities. About a fourth of the workers w ere employed in nursing and other professional and technical position s,1 less than a tenth in office c le rica l positions, and slightly m ore than half in other nonprofessional positions. Entrance Rates and Rate Structure.— The m ajority of Los Angeles hospitals established salaries of general duty nurses according to a form al scale rather than on the basis of individual determination. G enerally, there was a range of rates with periodic salary increases. Usually, the increases were put into effect annually, up to a m axi mum of 3 to 5 years; although in some cases increments continued for 6 to 9 years. The annual increments in most cases amounted to $10 a month although in some hospitals other amounts, such as 5 p er cent a year or $16 to $20 a month, w ere provided. In those hos pitals that increased salaries every 6 months, the amount of each adjustment was generally sm aller. The range of earnings within each occupation was usually substantial. Typically, the level of earnings was higher in public than in privately operated hospitals. Earnings and P erq u is ite s. — Weekly salaries of women p ro fessional nurses in hospitals in the Los Angeles-Long Beach, Calif. , area in January 1957 varied from an average of $75 fo r those on general or flo o r duty to $116.50 fo r directors of nursing. In private hospitals, the corresponding averages w ere $71 and $106.50 a week (table A - l ) . Among other professional and technical occupations sur veyed, average weekly salaries fo r women ranged from $73.50 for X -ra y technicians to $99 fo r medical social workers ($73.50 and $82.50 in private hospitals). About 3 out of 4 Los Angeles hospitals with established m in i mum rates fo r general duty nurses paid $65 but less than $ 70 a week. A m ajority of the area* s hospitals did not have an established rate fo r dietitians (table B -2). Among the women office workers studied, salaries ranged from an average of $58 a week for switchboard operators to $71 for technical stenographers (table A - 2). Women practical nurses received $59.50 and nurses* aides, $52.50 a week— $1.49 and $1.31 an hour, respectively. The highest paid nonprofessional workers studied were maintenance electricians who earned an average of $2.63 an hour. Lowest average was $1.16 an hour for women dishwashers (table A -3 ). Meals or living quarters were seldom provided in addition to cash salaries, nor was provision of meals or living quarters notice- M ore than 1 out of 3 hospitals hired men and women non professional workers at $1 but less than $1.05 an hour. Alm ost another third of the institutions had starting rates of less than $1 (generally 90 cents but less than $1) fo r women nonprofessional w ork ers, whereas, only about 1 out of 9 hired men at such entrance rates. Most of the hospitals hiring workers (typically for kitchen work) for less than $1 an hour provided some meals in addition to cash salaries (table B -3). 1 M ost Los Angeles-Long Beach hospitals employed some parttime registered professional nurses in addition to those whose salaries are summ arized here, but the number was relatively sm all. Members of a religious order were on the nursing staff of several of the area hospitals and about half of the nurses in 1 F ederal hospital were members of the A rm ed F o rc es. A number of hospitals w ere training student nurses. Extra Pay fo r Late-S h ift Work and Other Types of Duty. — Most of the hospitals in the area did not have provisions fo r periodic rotation of workers among shifts. In a few hospitals, however, re g istered professional nurses were tran sferred from one shift to another at regular intervals with the period between changes in shift assign ments being 1 week in 1 instance, a month or 6 weeks in 3 hospitals, and 6 months in 2 other cases. The provisions for shift rotation gen erally applied to practical nurses as w ell. (i) 2 O f the r e g is te re d p ro fe s s io n a l n u rse s em ployed on late sh ifts, ap p ro x im ately 9 out of 10 (including a ll in private h o sp itals) w e re paid e x tra fo r this w o rk (table B - 4 ). The d iffe re n tia ls v a r ie d fr o m $10 to $26 a month ($ 2 .3 0 to $6 a w eek) with the m ost com m on amount being $15 a month. About 3 out of 4 of the other p ro fe s s io n a l and technical w o rk e rs and of the n o n p ro fessio n al w o rk e rs on late shifts re c e iv e d d iffe re n tia ls , m ost com m only about $17.50 a month. About h a lf the L o s A n g e le s hospitals p ro vid ed e x tra pay to w o rk e rs on c ertain units, m ost com m only those em ployed in the o p e r ating o r d e liv e ry ro o m . Som e p ro v id ed extra pay fo r w o rk e rs in the e m ergen c y ro o m , som e to those in m ental health o r p sy ch iatric units, and one h ospital paid h igh er s a la r ie s to those w ork in g with tu b e r c u la r patients. The m o st com m on e x tra pay fo r these w o rk e rs was $10 a month. H o u rs of W o rk and O v ertim e P a y . — A 40 -hou r week w as sch ed uled fo r m o re than 9 out of 10 h o spital w o rk e rs in the a r e a , including a ll governm ent e m p lo y ees. O f those not on a 40-h o u r schedule, m ost of the n u rse s w e re on a Zll/z -h o u r w eek , and m ost of the other e m p lo y ees w o rk ed a 44 -h o u r w eek (table B - 5 ). A num ber of L o s A n g e le s h ospitals had esta b lish ed split shifts fo r d ietary o r food s e rv ic e w o rk e rs with the in te rv a l betw een w o rk assign m ents fo r these em p loyees vary in g fr o m 2 to 4 hours in m ost c a s e s . M o st h o sp itals did not pay e x tra fo r these divided w o rk a s s ig n m ents, but 3 h ospitals paid 75 cents a day e x tra to these em ployees and 2 gave them $10 to $20 a month e x tra . D ivid ed shifts w e re also re p o rted fo r a few n u rs e s , n u rsin g a id e s , and ja n ito rs . M o st h o spitals re q u ire d som e w o r k e r s , g e n e ra lly those e m ployed in the o p eratin g ro o m and la b o ra to ry and X - r a y technicians, to be on c a ll beyond th eir re g u la r w o rk a s s ig n m e n ts . T y p ic a lly , these w o rk e rs w e re paid fo r tim e on c a ll but did not re c e iv e fu rth er pay if actually c a lle d back . In som e c a s e s , h o w e v e r, there w as no extra com pensation un less the em p loyees w e re actually re c a lle d to duty. A ll h ospitals p ro vid ed additional com pensation fo r h ours w ork ed in ex ce ss of the w o r k e r 1s w eek ly schedule. The m ost com m on o v e r time com pensation fo r r e g is te re d p ro fe s s io n a l n u rses and o ffice c le r ic a l w o rk e rs w as stra ig h t-tim e pay. E q u al tim e o ff w as the single m ost freq uen t method of com pensation fo r o v ertim e w o rk ed by other p ro fe s s io n a l and technical w o rk e rs and w as sligh tly m o re com m on fo r n o n p ro fessio n al w o rk e rs (other than o ffice c le r ic a l) than w as s tra ig h ttim e pay (table B - 6 ). V acation s and H o lid a y s . — A ll em p loyees w e re e lig ib le fo r p aid vacations after a y e a r 's s e r v ic e , with all but 4 percent of the n o n p ro fe s sio n al w o rk e rs (o th er than c le r ic a l w o r k e r s ) re ceiv in g at le a s t 2 w e e k s ’ vacation after this amount of s e rv ic e . About 3 out of 5 re c e iv e d at le a s t 3 w e e k s ’ vacation a fter 15 y e a r s ’ em ploym ent (table B -7 ). A ll but 1 p ercent of the a r e a 1s hospital em ployees re c e iv e d at le a s t 6 o r 8 paid holidays annually, with a third of the p ro fe s s io n a l n u rs e s and h alf of the other w o rk e rs re c e iv in g 8 to 11 holidays y e a rly . A lm o s t a ll of those e lig ib le fo r m o re than 7 holidays w e re in g o v e rn ment h o sp itals. E q u al tim e off w as the m ost freq uen t com pensation fo r w o rk on holidays (table B - 8 ). In surance and P e n s io n s . — L ife in su ran ce paid fo r at le a s t in p art by the h ospital w as p ro vid ed about 1 out of 5 n u rses and nonpro fe s s io n a l w o rk e rs other than o ffice em p lo y ees and about a th ird of the other hospital e m p lo y ees. Som ew hat s m a lle r p ro p o rtio n s w e re c o v e re d by accidental death and d ism em b erm en t in su ran ce. A ll e m plo y ees except about 1 p ercent of those in private h ospitals w ere co v e re d by sick leave p ro v is io n s , ty p ica lly at fu ll pay without a waiting p eriod . About 2 out of e v e ry 5 n u rse s and 3 out of 10 other e m ployees (a ll in private h o sp ita ls) w e re e lig ib le fo r h ospitalization b e n e fits and a som ew hat s m a lle r proportion w as entitled to s u r g ic a l and m ed ica l ben e fits. Som e type of re tire m e n t plan c o v ered all em p loyees in A n g e le s -L o n g B each h o sp ita ls. G overnm ent w o rk e rs had th eir pension plans and those in p riv a te h ospitals w e re c o v e re d by the A g e , S u rv iv o r s , and D isa b ility in su ran ce sy stem . A substantial nority of these nongovernm ental w o rk e rs w e re also included in a vate pension plan to which the hospital contributed (table B -9 ). Los own O ld m i p ri A: Occupational Earnings Ta b le A-1: P ro fe s s io n a l and technical occupa tions (Average straight-time weekly hours and earnings for selected occupations in Los Angeles-Long Beach, C a lif., by hospital proprietorship, January 1957) Average Sex, occupation, and hospital proprietorship Number of workers Weekly hours NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF- Weekly earnings Under 1/ 6 0.X $ 6 0.X and under 65.X $ 65.X $ 70.X $ 75.X £ 80.X $ 85.X $ 90.X $ $ 95.X I X . X 7 0.X 75.X 80.X 85.X 90.X 95.X 1 X . X 105.X 2 $ $ $ $ $ $ 105.X 110. X 115.X 120.X 125.X 130.X and 110. X 115.X 120.X 125.00 130.X over Nursing occupations Men Head nurses .................................................................. General duty nurses ..................................................... 11 49 4 0 .0 4 0 .0 $ 91.00 82.00 - - 2 24 5 7 116.50 154.50 106.50 98.00 116.50 85.50 87.00 103.00 76.50 75.00 86.50 71.00 93.00 82.50 _ - _ - _ _ 2 2 103 103 1136 85 1051 1 _ 1 22 22 86 _ 86 964 46 918 24 24 _ 21 21 154 1 153 943 253 690 3 3 1 2 1 1 6 6 _ 6 27 _ 27 54 49 5 107 107 7 _ 7 25 5 20 33 33 _ 164 164 - 3 2 1 - 14 _ 14 12 10 2 196 196 _ 49 49 _ 16 15 1 10 10 _ 9 9 - 3 - - Women Directors of n u rsin g ............................................... . Governmental hospitals ............................................ Nongovernmental hospitals ..................................... . Supervisors of n u rse s.................................................. Governmental hospitals ............................................ Nongovernmental hospitals ................................ . Head nurses ............................................................ . Governmental h o s p it a ls ............................. Nongovernmental hospitals ....................................... General duty nurses ..................................................... Governmental hospitals ............................................ Nongovernmental h o s p it a ls ...................................... Nursing instructors ..................................................... Nongovernmental hospitals ................. .................... 64 13 51 288 119 169 986 378 608 4,143 1,152 2,991 126 73 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 40.0 4 0 .0 4 0 .0 4 0 .0 - - _ 34 34 3X 3X - - - - _ 4 25 _ 25 191 7 184 242 210 32 9 9 4 45 45 61 18 43 163 163 3 _ _ 7 _ 7 16 12 4 52 52 _ 51 51 1 _ _ _ _ 25 25 3 3 4 4 1 7 7 _ 7 7 11 11 10 2 8 43 43 _ _ _ _ _ 2j 14 11 3 2 2 2 2 _ _ _ - _ _ _ _ _ - _ _ 20 20 14 11 16 - 12 5 9 1 4 - 9 " 1 " 4 1 - 1 12 _ 5 3 2 4 4 10 3 7 _ _ - 6 1 5 _ _ _ _ 2 1 1 2 _ 7 7 13 13 7 - _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 2 - - - - _ _ - - _ _ - - - _ - - 1 1 - Other professional and technical occupations Men X-ray technicians, chief ............................................. Governmental hospitals .............................. ............ Nongovernmental h o s p it a ls ............... . X-ray technicians 2/ .................................... Governmental hospitals ...................... ..................... Nongovernmental hospitals ....................................... Medical technologists 2J ............................................ Governmental hospitals ............................................ Nongovernmental hospitals .............................. . Medical social workers 2 / ....................... ...... Physical therapists 2J ................................................. Governmental hospitals ............................................ Nongovernmental hospitals ................. . 41 8 33 99 65 34 126 72 54 12 64 28 36 40.5 4 0 .0 40.5 40.5 4 0 .0 41.5 • 4 0 .0 4 0 .0 40.5 4 0 .0 41.5 4 0 .0 43.0 94.50 93.00 93.50 77.50 78.50 7 6.X 83.50 85.X 81.50 97.50 84.50 88.X 82.50 _ _ _ _ _ _ _ - 19 12 7 3 1 2 — _ - - _ _ - 1 22 18 14 9 5 19 9 10 - _ 3 27 11 16 25 9 16 13 7 4 3 22 10 12 1 6 4 2 4 - _ _ _ _ - - 13 8 4 4 1 36 19 17 11 2 9 15 2 13 3 21 4 17 26 9 17 4 2 2 2 24 3 21 27 7 20 14 2 12 1 19 2 17 67 8 59 3 1 2 5 _ _ _ - _ - _ _ 12 13 11 2 30 23 7 1 10 4 6 _ _ _ _ _ _ _ _ _ _ _ _ _ 2 _ _ _ _ _ _ _ _ _ 3 5 5 - 2 3 3 - 7 3 5 1 4 - _ _ _ _ _ _ - - - - - _ _ - 22 17 5 8 1 7 12 11 1 2 2 - - - - _ - - - 2 2 3 3 - 1 1 - _ - - - 14 14 12 12 - _ - _ - - _ _ _ _ - - _ - - - “ 1 5 3 2 1 2 Women X-ray technicians 2 / ................................................... Governmental hospitals ....................... ............... .. Nongovernmental hospitals ....................................... Medical technologists 2J ............................................. Governmental h o s p ita ls ....... .................................. Nongovernmental h o s p it a ls .......... ........................... Medical record librarians ............................................ Governmental hospitals ............................................ Nongovernmental hospitals ....................................... Medical social workers 2 / .............................. Governmental hospitals ........................................... Nongovernmental hospitals ....................................... Physical therapists 2 / .......................•....... • Governmental hospitals ........................................ . Nongovernmental hospitals ...................................... Dietitians 2 / ............................................................ . Governmental hospitals ............................................ Nongovernmental hospitals ....................................... 115 29 86 246 103 143 73 23 50 87 65 22 128 44 84 153 53 100 4 0 .0 4 0 .0 4 0 .0 40.0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 40.5 40.0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 73.50 73.X 73.50 83.50 85.50 81.50 36.50 96.50 81.50 99.X 104.50 82.50 82.X 86.X 80.X 78.50 82.50 76.X - 13 - _ - 13 - - - - - - - - - 6 6 1 - 3 4 2 9 _ - _ 2 6 4 19 9 27 13 14 1 2 - - - 1 6 19 1 21 14 7 46 12 34 5 41 8 33 13 7 6 2 1 1 83 55 28 9 - 9 4 1 3 19 10 9 24 10 14 10 5 5 10 6 4 15 9 6 14 4 10 11 5 6 3 2 1 13 13 _ 10 6 4 4 4 - _ 2 2 1/ H o u rs r e f l e c t th e workweek f o r w h ic h w o rk e rs re c e iv e t h e i r r e g u la r s t r a ig h t - t im e s a l a r ie s and th e e a r n in g s c o rre s p o n d t o th e s e w e e k ly h o u r s . e xc lu d ed fro m th e e a r n in g s i n fo r m a t io n , a s i s th e c ash v a lu e o f roo m , b o a rd , o r o th e r p e r q u i s i t e s p ro v id e d i n a d d it io n t o cash s a l a r i e s . 2 / W o rk e rs w e re d i s t r i b u t e d a s f o l l o w s : 1 a t $ 1 4 0 to $ 1 4 5 ; 5 a t $1 4 5 t o $ 1 5 0 ; 1 a t $ 1 6 0 t o $ 1 6 5 ; 6 a t $1 65 t o $ 1 7 0 ; 1 a t $ 2 15 t o $ 2 2 0 . D a ta f o r t h i s o c c u p a tio n e xc lud e c h ie f s i n h o s p it a ls e m p lo ying more th a n 1 w o rk e r i n th e o c c u p a tio n . E x tra 5 5 _ _ - “ _ _ - - - _ _ - - - - - pay f o r w o rk on e v e n in g and n i g h t s h i f t s _ - - - is 2/ E a r n in g s and S u p p le m e n ta ry B e n e f it s in H o s p it a ls , L o s A n g e le s- L o n g Beach, C a l i f . , Ja n u a ry 19 5 7 U . S . DEPARTM ENT CF LABOR B u re a u o f L a b o r S t a t i s t i c s 4 T a b le A -2 : O ffic e occupations (Average s t r a ig h t - t im e w e e k ly h o u rs and e a r n in g s f o r women i n s e le c te d o c c u p a tio n s i n L o s A n g e le s- L o n g Be ac h, C a l i f . , by h o s p it a l p r o p r i e t o r s h i p , J a n u a ry 1 9 5 7 ) NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— Avbbaqe Number of workers Occupation and hospital proprietorship hours’ earnings 1/ Clerks, payroll ........................................ ..................... Governmental hospitals ............................................ Nongovernmental hospitals ......................................... Stenographers, technical ............................................... Governmental hospitals ............................................. Nongovernmental hospitals ........................................ Switchboard operators ............................................. .. Nongovernmental hospitals ........................................ Switchboard operator-receptionists .............................. Governmental hospitals ............................................ Nongovernmental hospitals ........................................ Transcribing-machine operators, t e c h n ic a l.......... . Governmental hospitals ............................................. Nongovernmental hospitals ........................................ 80 30 50 282 149 133 223 66 157 89 31 58 141 58 83 4 0 .0 4 0 .0 40.5 4 0 .0 4 0 .0 4 0 .0 40.5 4 0 .0 40.5 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 i/ $70.50 76.50 67.50 71.00 72.00 70.00 58.00 67.00 54.50 61.00 70.50 56.00 67.00 67.50 66.50 Under $ 45.00 8 8 - $ 45.00 and under 47.50 17 17 5 5 - $ 47.50 _ fo.oo $ 52.50 50.00 52.50 55.00 12 12 - _ 28 28 5 5 2 2 _ $ $ 55.00 57.50 _ _ $ 60.00 *62.50 _ _ $ 6 5 .0 0 _ 57.50 60.00 62.50 65.00 67.50 2 2 12 12 11 11 10 10 - 5 5 7 7 20 1 1 5 4 1 29 3 26 8 8 23 11 12 14 2 12 30 17 13 26 16 10 5 5 16 8 8 20 14 6 8 4 4 9 3 6 20 11 9 1 1 1 1 28 28 15 15 5 5 9 11 9 9 7 7 1 / H o u rs r e f l e c t th e workweek f o r w h ic h w o rk e rs re c e iv e t h e i r r e g u la r s t r a ig h t - t im e s a l a r i e s and th e e a r n in g s c o rre s p o n d t o th e s e w e e k ly h o u r s . s h i f t s i s e xc lud ed fro m th e e a r n in g s i n fo r m a t io n a s i s th e c ash v a lu e o f ro o m , b o a rd , o r o th e r p e r q u i s i t e s p ro v id e d i n a d d it io n t o c a sh s a l a r i e s . 2 / W o rk e rs w ere d i s t r i b u t e d a s f o l l o w s : 4 a t $8 0 to $ 8 5 ; a t $8 5 t o $ 9 0 ; 1 a t $ 9 0 t o $ 9 5 . 2 / W o rk e rs w ere d i s t r i b u t e d a s f o l l o w s : 1 2 a t $ 8 0 t o $ 8 5 ; 1 7 a t $3 5 t o $ 9 0 . *67.50 *70.00 *72.50 ^5.00 _ _ _ _ 70.00 19 1 18 54 29 25 9 8 1 6 6 18 8 10 E x tra 72.50 75.00 3 2 1 52 37 15 13 13 2 2 24 16 8 10 3 7 17 8 9 14 13 1 13 13 12 12 80.00 16 16 55 21 34 2 2 14 4 10 *80.00 and over 2/ 2/ 9 6 3 29 19 10 - pay f o r w o rk on e v e n in g and n i g h t A T a b le A - 3 : O th e r n o n p ro fe ssio n a l occupations (Average s t r a ig h t - t im e w e e k ly h o u rs and e a r n in g s o r average h o u r ly e a r n in g s f o r s e le c te d o c c u p a tio n s i n L o s A n g e le s- L o n g B e a c h , C a l i f . , by h o s p it a l p r o p r i e t o r s h i p , J a n u a ry 1 9 5 7 ) Average Sex, occupation, and hospital proprietorship Number of workers Weekly hours Weekly earnings 1/ 1/ NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— Under 42.50 $ 42.50 and under 45.00 $ 45.00 47.50 $ $ $ $ 47.50 50.00 52.50 55.00 50.00 52.50 55.00 87 87 - 186 105 81 27 27 231 147 84 1 1 818 578 240 344 344 - 890 688 202 310 8 302 57.50 $ 57.50 i o . 0 0 60.00 62.50 182 142 40 117 110 7 27 17 10 49 22 27 50 45 5 120 100 20 246 209 37 355 175 180 - 116 in 5 160 68 92 - 60 57 3 270 119 151 6 $ 62.50 %5.00 65.00 67.50 70.00 72.50 75.00 19 19 n6 n6 - 26 26 _ 127 127 - 1 1 _ 6 87 83 4 176 176 - 562 562 182 182 18 18 15 15 $ 67.50 *70.00 $ $ 72.50 75.00 and over Men Nursing aides ................................................................ Governmental hospitals ............................................ Nongovernmental hospitals ....................................... Practical n u rse s................. ........................................ Governmental, hospitals ............................................ Nongovernmental h o s p it a ls ...................................... 1,037 671 366 1,023 935 88 4 0 .0 40.0 40.5 4 0 .0 4 0 .0 41.5 $56.00 58.50 51.50 66.00 67.00 57.00 2 2 - 4 4 - - 48 - AS - - 87 36 1 n i 105 _ 47 47 _ _ 2/132 132 Women Nursing aides ................................................................ Governmental hospitals ............................................ Nongovernmental h o s p it a ls ................. ............... . Practical nurses ........................................................... Governmental hospitals ............................................ Nongovernmental hospitals .................... ................. Housekeepers, chief ...................................................... Governmental h o s p it a ls ........................................... Nongovernmental hospitals ......................... : . . . . . . . See fo o t n o t e s a t end o f ta b le , 4,494 2,421 2,073 3,376 1,574 1,802 40 7 33 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 41.5 4 0 .0 41.5 52.50 57.00 47.50 59.50 67.00 52.50 77.50 91.00 74.50 163 163 2 257 257 26 - - 2 - 26 - 766 766 282 - 282 - 400 _ 400 333 333 - - - - _ _ _ 6 E a r n in g s and S u p p le m e n ta ry B e n e f i t s i n _ 303 238 65 _ . _ 245 233 12 2 _ 1 1 _ 10 10 7 7 95 89 6 5 _ _ _ _ 2 7 5 2 427 420 _ 2 _ _ 214 214 2/ 18 7 n H o s p i t a l s , L o s A n g e le s- L o n g Be a c h , C a l i f . , J a n u a ry 1 9 5 7 U . S . DEPARTM ENT CF LABOR B u re a u o f L a b o r S t a t i s t i c s 5 Table A -3 : O th e r nonprofessional occupations - Continued (Average straight-time weekly hours and earnings or average hourly earnings for selected occupations in Los Angeles-Long Beach, C a lif., by hospital proprietorship, January 1957) N U M B E R OF W O R K E B S R E C E IV IN G S T R A IG H T - T IM E H O U R LY E A R N IN G S OF— S e x , o c c u p a tio n , and h o s p it a l p r o p r ie to r s h ip Number of workers Average hourly earnings H nd e r u ¥ .0 0 $ 1 .2 9 1 .5 4 1 .1 9 2 .6 3 2 .9 0 1 .8 1 2 .2 0 18 18 14 - * 1 .0 0 and under 1 .0 5 $ 1 .0 5 $ 1 .1 0 * 1 .1 5 * 1 .2 0 * 1 .2 5 $ 1 .3 0 *1 .3 5 1 .1 0 1 .1 5 1 .2 0 1 .2 5 1 .3 0 1 .3 5 1 .4 0 16 5 11 85 79 6 13 7 85 - 9 2 7 35 33 2 1 38 38 * 1 .4 0 * 1 .4 5 1 .4 5 1 .5 0 $ 1 .5 0 * 1 .5 5 1 .5 5 1 .6 0 $ 1 .6 0 $ 1 .6 5 1 .6 5 1 .7 0 $1 .7 0 $ 1 .7 5 1 .7 5 1 .8 0 $ 1 .8 0 and over Men D is h w a s h e r s , m achine .............................. .............................. G ove rn m e n ta l h o s p i t a l s ......................... ................ .. N ong overn m en ta l h o s p i t a l s ........................................... E l e c t r i c i a n s , m aintena nce ......................... ........................ G o v e rn m e n ta l h o s p i t a l s .................................................. N o ng overnm enta l h o s p i t a l s ........................................... E n g in e e r s , s t a t i o n a r y ............................ ............................... G o v e rn m e n ta l h o s p it a ls .................................................. N ong overnm enta l h o s p i t a l s ........................................... K it c h e n h e lp e r s ........................................................................... G ove rnm e nta l h o s p i t a l s ....................... .......................... N ong overn m en ta l h o s p i t a l s .......................................... L a u n d ry f i n i s h e r s , f l a t w o r k , m achine . . . . . . . . . . N on g overn m en ta l h o s p i t a l s ........................................ .. G o v e rn m e n ta l h o s p it a ls .................................................. N on g overn m en ta l h o s p it a ls .......................................... W a s h e rs , m achine ....................................................................... G o v e rn m e n ta l h o s p i t a l s .................................................. Nongov< -n m e ntal h o s p i t a l s .......................................... 157 43 114 49 37 12 177 68 109 544 330 214 71 39 1 ,1 2 2 514 608 81 30 2 .4 6 2 .0 3 1 .3 0 1 .3 9 1 .1 5 1 .2 4 1 .2 0 4 4 - 18 18 - 39 - 24 - - 39 3 3 40 40 - 24 1 1 58 58 - 14 3 - 51 1 .4 1 1 .6 2 1 .2 3 1 .5 3 1 .6 5 1 .4 5 - - - 22 22 1 ,1 8 1 551 630 42 8 199 22 9 1 ,2 3 9 339 900 1 .1 6 1 .1 6 1 .2 3 1 .4 4 1 .0 6 1 .2 2 1 .3 4 1 .1 2 1 .2 5 1 .6 5 1 .1 0 - _ 123 - - 7 7 126 12 6 41 - 3 - 6 6 25 - 20 20 24 - 25 3 3 83 - 24 4 4 109 - 83 - 109 1 1 64 - 7 7 52 52 35 7 28 119 119 _ 9 - 5 - 9 77 43 34 21 21 5 6 6 100 64 - 54 46 25 49 - 7 3 4 36 36 82 58 9 1 8 4 4 3 3 - 32 30 2 7 4 3 5 - 12 5 76 49 5 1 5 4 3 _ _ _ 64 64 48 48 52 52 5 5 - - - 4 4 - 14 14 50 50 5 2 3 25 25 49 16 16 85 6 3 3 63 50 13 73 63 10 114 114 1 1 104 100 4 77 74 3 2 2 - 20 19 1 2 2 4 2 15 11 4 17 17 - 24 3 - 2 2 6 6 26 26 - _ 1 1 7 7 35 35 - - - - 98 29 29 6 4 2 94 4 8 2 6 12 12 10 10 - 6 6 _ 2 2 1 1 - _ _ _ 1 1 _ 1 1 J5/ 4 2 37 5 6/158 68 90 2 2 - 159 159 - 4 4 54 54 - 5 3 2 5 - 6 8 8 - 5 4 2 - Women D is h w a s h e r s , m achine ............................................................... N ong overnm enta l h o s p it a ls ........................................... G overnm enta l h o s p i t a l s .................................................. N ong overnm enta l h o s p it a ls ........................................... L a u n d ry f i n i s h e r s , f l a t w o r k , m achine ....................... G overn m en ta l h o s p it a ls ........................................ N ong overnm enta l h o s p it a ls ........................................... M a id s ................................................................................................... G overn m en ta l h o s p it a ls .................................................. N ong overnm enta l h o s p i t a l s ............................ .............. 123 22 22 10 7 107 215 - 21 5 43 43 14 1 141 41 33 1 33 1 4 4 57 57 17 17 44 44 71 36 35 69 8 61 40 40 34 34 _ _ 119 119 - - 77 77 - _ - - 10 10 2 2 2 2 - - 17 17 _ _ - - - 196 196 6 6 2 2 3 3 1 / H o u rs r e f l e c t th e workweek f o r w h ic h w o rk e r s r e c e iv e t h e i r r e g u la r s t r a ig h t - t im e s a l a r i e s and th e e a r n in g s c o rre s p o n d t o th e s e w e e k ly h o u r s . E x t r a pay f o r w o rk on e v e n in g and n i g h t s h i f t s i s e xc lu d e d fro m th e e a r n in g s in fo r m a t io n a s i s th e c a sh v a lu e o f ro o m , b o a rd , o r o th e r p e r q u i s i t e s p ro v id e d i n a d d it io n t o cash s a l a r i e s . W o rk e rs were d i s t r i b u t e d a s f o l l o w s : 1 0 9 a t $7 5 t o $ 8 0 ; 2 2 a t # 8 0 t o $ 8 5 ; 1 a t $8 5 t o $ 9 0 . 2/ W o rk e rs w ere d i s t r i b u t e d a s f o l l o w s : 5 a t $ 7 5 t o # 8 0 ; 1 a t $ 8 0 t o $ 8 5 ; 2 a t # 85 t o # 9 0 ; 5 a t $ 9 0 t o $ 9 5 ; 3 a t #95 t o $ 1 0 0 ; 1 a t # 1 1 0 t o # 1 1 5 ; 1 a t $ 1 2 0 t o $ 1 2 5 . E x c lu d e s premium pay f o r o v e rtim e and f o r w o rk on w e eke nds, h o lid a y s , and l a t e s h i f t s a s w e ll a s th e cash v a lu e o f ro o m , b o a rd , o r o th e r p e r q u i s i t e s p ro v id e d i n a d d it io n t o c a sh s a l a r i e s . j> / W o rk e rs w ere d i s t r i b u t e d a s f o l l o w s : 1 a t $ 1 .9 0 t o $ 2 ; 3 a t # 2 . 1 0 t o $ 2 . 2 0 ; 1 a t $ 2 .2 0 t o $ 2 . 3 0 ; 3 a t $ 2 .3 0 t o # 2 . 4 0 ; 9 a t $ 2 .4 0 t o $ 2 .5 0 ; 2 a t $ 2 .6 0 t o $ 2 .7 0 ; 2 a t $ 2 .7 0 t o $ 2 . 8 0 ; 21 a t # 3 . 2 0 to $ 3 .3 0 . 6/ W o rk e rs w e re d i s t r i b u t e d a s f o l l o w s : 2 a t $ 1 .8 0 to $ 1 . 8 5 ; 5 a t $ 1 .8 5 t o $ 1 .9 0 ; 13 a t $ 1 .9 0 to $ 2 ; 1 0 a t $2 to $ 2 .1 0 ; 23 a t $ 2 .1 0 t o $ 2 .2 0 ; 3 6 a t $ 2 .2 0 t o $ 2 . 3 0 ; 2 2 a t $ 2 . 3 0 t o $ 2 .4 0 ; 16 a t$ 2 .4 0 t o $ 2 .5 0 ; 13 a t $ 2 .5 0 t o $ 2 . 6 0 ; 3 a t # 2 . 6 0 t o # 2 . 7 0 ; 4 a t $ 2 .7 0 t o # 2 . 8 0 ; 11 a t $ 2 . 8 0 t o $ 2 . 9 0 . 2J ij 4 37 59 2 0 -57 -2 6 B: Establishment Practices and Supplementary Benefits Table B-l: Perquisites P e rc e n t <D f w o rk e rs i r l g o ve rn P e rc e n t o f w o rk e rs i n n o n go ve rn m e n tal h o s p it a ls who m e n ta l hiD s p it a ls who re c e iv e re c e iv e i n a d d it io n t o cash s a la r y in _ a d d it io n t o cash s a la ry U n i N e ith e r N e ith e r U n i N e it h e r Lam A ll A ll Laun A ll Laun N e ith e r la u n No N e ith e r fo rm s la u n 3 No N e it h e r fo rm s la u n 3 Laun La u n d ry w o rkers w o rk e rs d ry w o rk e rs Laun d ry d ry o n ly 1 2 m eals m ea ls m eals m eals d ry 1 2 3 m eals m eals m ea ls o n ly 3 d ry d ry d ry and and d ry and nor but nor (o r nor meal m eals m ea ls and nor meal m eals m ea ls and nor but (o r nor o n ly o n ly u n i u n i o n ly u n i room u n iroom room room u n i a llo w room room room a llo w u n i fo rm s fo rm s fo rm s ance) fo rm s fo rm s __ ance) fo rm s P e rc e n t o f w o rk e rs i n a l l h o s p it a ls who re c e iv e i n a d d itio n to cash s a la r y - O ccupation and sex P r o f e s s i o n a l o c c u p a t io n s N u rs in g o c c u p a t io n s D i r e c t o r s o f n u r s in g (women) . . . . . . . . S u p e r v is o r s o f n u r s e s (women) . . . . . . . Head n u r s e s (women) ...................................... G e n e ra l d u ty n u r s e s (men) ......................... G e n e ra l d u ty n u r s e s (women) .................... N u rs in g i n s t r u c t o r s (w o m e n )............... 100 10 0 TOO 100 10 0 10 0 100 _ - _ - 11 - _ _ _ _ _ _ _ _ - - ~ - - - - 5 * _ _ _ 7 _ 17 _ - - 9 _ * 80 98 10 0 10 0 10 0 100 100 25 38 36 37 65 26 42 _ - 95 98 97 95 96 97 10 0 98 100 98 59 32 23 34 28 44 - - _ - 13 7 18 11 18 16 11 63 55 45 52 16 58 47 22 62 10 48 33 - 46 15 57 24 23 10 0 42 36 31 24 44 10 0 10 0 100 10 0 62 82 38 18 _ - 10 0 10 0 12 - _ _ _ 14 _ 10 0 100 72 28 _ 10 0 _ _ _ 10 0 10 0 57 - _ - " 100 10 0 _ " 43 - - 100 10 0 10 0 10 0 100 10 0 10 0 100 100 100 10 0 10 0 13 14 59 19 41 - 88 85 a 81 59 - * 100 100 100 100 100 10 0 10 0 100 10 0 10 0 10 0 10 0 10 0 10 0 60 43 36 51 12 57 64 49 10 0 10 0 100 10 0 - _ 3 75 97 16 6 _ _ _ _ 10 0 16 _ * 84 _ _ _ - - - 14 19 _ - 10 0 10 0 - 6 - 80 81 6 6 5 11 7 4 _ _ _ - _ _ _ _ _ _ _ _ _ _ - 94 94 95 89 93 96 36 41 26 39 47 _ _ _ _ _ _ 6 18 _ 58 41 74 56 39 10 0 9 * 11 _ 26 _ - _ - 91 10 0 98 38 44 62 17 _ - _ - 6 _ 78 94 O t h e r p r o fe s s io n a l a n d t e c h n i c a l o c c u p a t io n s X - ra y t e c h n ic ia n s , c h ie f (men) ............. X - ra y te c h n ic ia n s (men) ............................. X - ra y te c h n ic ia n s (women) ........................ M e d ic a l te c h n o lo g is ts (men) .................... M e d ic a l t e c h n o lo g is ts (women) ............... M e d ic a l re c o rd l i b r a r i a n s (women) . . . M e d ic a l s o c ia l w o rk e rs (men) ................. M e d ic a l s o c ia l w o rk e rs (women) ............. P h y s ic a l t h e r a p i s t s (men) ......................... P h y s ic a l t h e r a p i s t s (women) .................... D i e t i t i a n s (women) ......................................... 100 100 10 0 10 0 10 0 10 0 100 10 0 100 100 10 0 3 5 4 3 * * 16 33 55 44 53 29 25 9 25 23 27 10 0 28 - 25 6 14 _ 16 59 56 37 67 4 4 _ - 44 8 31 9 15 40 74 33 80 61 14 8 - - - 14 - - 65 63 50 * 3 4 74 54 27 18 50 84 23 42 41 ' N o n p r o f e s s i o n a l o c c u p a t io n s N u rs in g a id e s (men) ................. ..................... N u rs in g a id e s (women) ........................... .. P r a c t i c a l n u r s e s (men) ........................... .... P r a c t i c a l n u r s e s (women) .................... .. H o u se ke e p e rs, c h ie f (women) .................... D is h w a s h e rs , machine (men) ...................... D is h w a s h e rs , machine (women) .................. E l e c t r i c i a n s , m aintenance (men) . . . . . E n g in e e r s , s t a t i o n a r y (men) .................... K itc h e n h e lp e r s (men) .................................. K itc h e n h e lp e r s (w o m e n )............... L a u n d ry f i n i s h e r s , f l a t w o r k , m achine (men) .................................... .. L a u n d ry f i n i s h e r s , f l a t w o r k , machine (women) ........................................... P o r t e r s ................. ................................................. M aids ........................................................................ W a s h e rs , machine (men) ................................ * L e s s th a n 2 . 5 p e rc e n t. NOTEs Dashes i n 100 100 10 0 10 0 100 6 * “ _ _ ~ _ _ _ - “ 94 100 99 100 100 8 5 - - - 15 7 3 5 - - 46 5 96 93 73 72 - - - - _ _ _ _ - « * * _ _ 13 64 - - 8 5 13 10 0 - 10 0 10 0 10 0 10 0 * * 3 * - - 100 100 100 10 0 10 0 100 A _ _ 17 32 _ _ _ _ 5 * 11 _ - 38 48 20 44 20 • * - 6 - 46 16 77 13 15 14 34 3 43 65 10 0 10 0 10 0 100 10 0 100 10 0 100 10 0 10 0 - 63 68 12 * 4 « * « 66 72 31 18 88 90 28 25 10 0 51 - * 48 - 99 96 98 93 23 27 22 16 - 29 35 40 26 48 36 36 56 100 10 0 10 0 100 14 8 * « E a r n in g s and Sup p le m e nta ry B e n e f it s i n " A l l w o rk e rs " colum ns in d ic a te e it h e r no w o rk e rs o r to o fe w w o rk e rs to j u s t i f y “ 47 22 81 17 14 * * 86 100 100 10 0 10 0 100 _ 58 - - 7 * 61 93 42 10 0 100 32 5 10 0 10 0 10 0 10 0 10 0 10 0 64 17 6 5 15 13 24 - - - 10 0 - 37 41 67 54 32 21 47 9 28 12 47 100 10 0 10 0 * * 100 100 100 10 0 10 0 100 52 77 19 83 10 0 10 0 10 0 100 100 100 10 0 10 0 100 7 17 - 83 10 0 91 100 10 0 11 13 36 11 24 9 - _ - _ _ _ _ “ “ ” - “ 18 23 32 15 _ _ 11 - 7 - - - 39 13 6 13 - - 25 5 83 39 30 47 - - - - 10 0 13 - - 87 _ - - 4 * 3 - - 98 93 97 11 16 6 - - - 8 4 88 22 4 7 33 47 14 82 43 44 61 - ~ 3 3 H o s p it a ls , L o s A n g e le s-Lo n g Beach, C a l i f . , Ja n u a ry 19 57 p r e s e n ta tio n o f d a ta . U . S . DEPARTMENT CF LABOR Bu re a u o f L a b o r S t a t i s t i c s 7 Table B-2: Minimum weekly salaries paid general duty nurses and staff dietitians Number of hospita. .s with established minimum weekly salaries for eeileral duty nurses in Minimum weekly salary Number of hospitals with established minimum weekly salaries for staff dietitians in - All hospitals Governmental hospitals All hospitals ....................................................................... 86 14 72 86 Hospitals having an established minimum ............................ $50.00 and under $55.00 .................................................. $60.00 and under $65.00 .................................................. $65.00 and under $70.00 .................................................. $70.00 and under $75.00 .................................................. $75.00 and under $80.00 .................................................. $80.00 and under $85.00 .................................................. $90.00 and under $95.00 .................................................. Hospitals having no established minimum or that did not employ workers in this category ................................. 63 11 52 - - 19 1 9 45 5 Nongovernmental hospitals - 7 4 - 23 3 20 4 All hospitals - 9 38 5 " 1 2/ Governmental hospitals . _ . Nongovernmental hospitals 14 72 11 8 x - - 3 8 3 4 8 1 2 67 3 _ 2/ 3 _ 2 2 64 l/ A ll workers with established minimum weekly salaries, with the exception of nurses in 2 hospitals at $60 to $65 (37.5-hour week) and dietitians in 2 hospitals at $90 to $95 (44-hour week), were paid for a 40-hour week. 2/ In 1 hospital, workers receive 1 meal and in 2 hospitals, workers receive 3 meals in addition to their cash salary. Table B-3: Minimum entrance rates for nonprofessional workers (except office clerical) Number of hospitals with established minimum rates for Men Minimum hourly rate All hospitals Governmental hospitals Women Nongovernmental hospitals All hospitals Governmental hospitals All hospitals ........................................................................ 86 14 72 86 14 Hospitals having an established minimum ............................. $0.85 and under $0.90 ...................................................... $0.90 and under $0.95 ...................................................... $0.95 and under $1.00 ...................................................... $1.00 and under $1.05 ...................................................... $1.05 and under $1.10 ...................................................... $1.10 and under $1.15 ...................................................... $1.15 and under $1.20 ...................................................... $1.20 and under $1.25 ...................................................... $1.25 and under $1.30 ...................................................... $1.30 and under $1.35 ...................................................... $1.35 and under $1.40 ...................................................... $1.40 and under $1.45 ...................................................... $1.50 and under $1.55 ...................................................... $1.65 ana under $1.70 .................................................. . 86 1 4 2/ 5 14 1 3 1 6 2 1 72 1 4 2/ 5 86 1 1/ 13 14 4 1 6 2 1 ” 1/ 2/ 2/ 4/ 2/ 6/ 2/ In In In In In In In y 32 6/ 2 6/ 5 10 4 7/ 15 2 2 3 1 y 32 6/ 2 6/ 4 7 3 7/ 9 2 3 - y y 13 32 2 10 6 6 2 1 ~ Nongovernmental hospitals _____________ 72__________ 72 1 1/ 13 y y 13 32 2 6 5 - 5 hospitals, workers receive 1 meal; and in 5 hospitals, workers receive 3 meals in addition to their cash salary. 1 hospital, workers receive 1 meal; in 2 hospitals, workers receive 2 meals; and in 1 hospital, workers receive 3 meals and room in addition to their cash salary. 4 hospitals, workers receive 2 meals; and in 6 hospitals, workers receive 3meals in additionto their cash salary. 9 hospitals, workers receive 1 meal; in 5 hospitals, workers receive 3meals; and in 6 hospitals, workersreceive 3 meals and room in addition to their cash salary. 5 hospitals, workers receive 1 meal in addition to their cash salary. 2 hospitals, workers receive 2 meals in addition to their cash salary. 5 hospitals, workers receive 3 meals in addition to their cash salary. Earnings and Supplementary Benefits in Hospitals, Los Angeles-Long Beach, C a lif., January 1957 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 8 Table B-4: Shift differential provisions Percent of workers on late shifts in A ll hospitals Second shift All registered professional nurses emoloyed Governmental hospitals Third or other shift Second shift Nongovernmental hospitals Third or other shift Second shift Third or other shift 100.0 100.0 100.0 100.0 100.0 100.0 With shift pay differential ............................................... Uniform amount per week ................................................. Under $2.50 ............................................................... $2.50 and under $5.00 ............................................... $5.00 and under $7.50 ............................................... Uniform percentage ......................................................... 10 percent between 6 p. m. and 6 a. m....................... Other .............................................................................. No shift pay differential .................................................. 91.0 90.1 20.3 64.. 1 5.8 .1 .1 .8 9.0 89.0 87.6 26. C 55.9 5.7 .3 .3 1.1 11.0 69.1 68.7 68.7 62.1 61.2 61.2 100.0 98.9 28.6 62.2 8.1 100.0 98.4 36.6 53.7 8.1 .4 .4 30.9 1.0 1.0 37.9 1.1 1.6 ' " AH other professional and technical workers employed on the shift .................................................................... 1C0.0 With shift pay differential ............................................... Uniform amount per week ............................................... Under $2.50 ............................................................... $2.50 and under $5.00 ............................................... $5.00 and under $7.50 ............................................... Uniform percentage ......................................................... 10 percent between 6 p. m. and 6 a. m....................... No shift pay differential .................................................. 64.7 64.7 10.1 54.6 35.3 92.5 88.1 7.5 79.1 1.5 4.5 4.5 7.5 100. C 100. C 100. All nonprofessional workers (except office clerical) employed on the shift ......................................................... 100.0 100.0 With shift pay differential ............................................... Uniform amount per week ................................................. Under $2.50 ............................................................... $2.50 and under $5.00 ............................................... Uniform percentage ......................................................... 10 percent between 6 p. m. and a. m....................... No shift pay differential .................................................. 68.0 54.7 15.7 38.9 13.4 13.4 32.0 79.7 57.5 14.8 42.7 22.2 22.2 20.3 6 - - - ___________ 100.0_________ __________ 100.0__________ _________ 100.0_________ __________ 100.0_________ - 100.0 100.0 94.4 94.4 30.0 30.0 20.0 10.0 5.6 5.6 ~ 70.0 61.5 61.5 38.5 15.4 7.7 38.5 1C0.0 100.0 100.0 100.0 72.2 49.8 49.8 22.4 22.4 27.8 83.9 51.8 51.8 32.0 32.0 16.1 61.8 61.8 38.9 22.9 38.2 70.4 70.4 48.1 22.3 29.6 - c ~ - - Earnings and Supplementary Benefits in Hospitals, Los Angeles-Long Beach, C a lif., January 1957 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 9 T a b le B-5: Scheduled w e e k ly h o u rs 1 Percent of Weekly hours Registered professional nurses in - Other 1professional and technic;al workerb in Govern Nongovern All mental mental hospitals hospitals hospitals A ll hospitals Govern mental hospitals Nongovern mental hospitals A ll workers ....................................................................... 100 100 100 100 100 372- hours .......................................................................... 4 0 hours ............................................................................ 4 4 hours ............................................................... ............ 4 8 hours ............................................................................ 4 96 _ 100 6 _ _ 98 100 l/ * - - * 94 * - « - Office clerical workers in A ll hospitals Govern mental hospitals Nongovern mental hospitals 100 100 100 100 _ _ 96 94 4 6 100 - * 89 11 * Othe]r nonprofessional workers in Govern Nongovern A ll mental mental hospitals hospitals hospitals 100 100 « _ 100 92 4 - * 100 4 85 9 3 Based on scheduled weekly hours for women. Less than 2.5 percent. Ta b le B-6: W e e k ly o ve rtim e p a y practices Percent of Weekly overtime policy Registered professional nurses in A ll hospitals Govern mental hospitals Nongovern mental hospitals Other 1srofessional and technicsal workers in Govern Nongovern All mental mental hopsitals hospitals hospitals Office clerical workers*in A ll hospitals Govern mental hospitals Nongovern mental hospitals Other nonprofessional workers in Govern Nongovern A ll mental mental hospitals hospitals hospitals 100 100 100 100 100 100 100 100 100 100 100 100 Workers in hospitals providing overtime pay ................... 100 100 100 100 100 100 10 0 100 100 100 100 100 Straight time ............................................................... 51 7 38 3 38 57 10 28 5 28 23 41 8 _ 57 3 38 * _ 66 3 27 4 31 - 18 34 17 24 48 28 Equal time off .............................................................. Straight time or equal time off .................................. * Less than 2.5 percent. - 62 41 44 15 37 17 27 19 36 27 37 64 11 20 5 Earnings and Supplementary Benefits in Hospitals, Los Angeles-Long Beach, C a lif., January 1957 ? U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 10 Ta b le B-7: Paid va ca tions Percent of Vacation policy Registered professional nurses in Nongovern mental hospitals Other professions .1 and techn Leal worker ; in Govern Nongovern A ll mental mental hospitals hospitals hospitals O ffice c le r ic a l workers in - Other ilonprofessional wDrkers in Govern Nongovern mental mental hospitals hospitals A ll hospitals Govern mental hospitals 100 100 100 100 100 100 100 48 48 52 4 4 96 24 5 76 44 44 56 8 8 92 24 4 20 76 40 40 60 8 8 92 100 75 21 4 “ 100 52 41 7 100 100 - 100 81 16 3 100 56 36 7 100 100 “ 100 4 76 12 8 ~ 100 60 24 15 ~ 100 7 93 - 100 75 21 4 “ 100 52 41 7 100 56 36 7 - 100 99 * - 100 79 13 8 “ 100 60 24 15 “ 100 98 * - 100 75 4 21 100 52 - 100 56 - 100 99 * - 100 79 * 8 12 100 60 15 24 100 98 * - A ll hospitals Govern mental hospitals 100 100 100 100 100 16 5 * 34 4 27 3 66 8 8 92 27 * 25 73 100 89 * * 10 100 66 * 100 100 - 100 87 * * 10 100 66 • 100 97 3 “ 100 87 * * 10 100 66 - 100 97 3 - Nongovern mental hospitals A ll hospitals Amount of vacation pay After 6 months of service Workers in hospitals providing paid vacations .................. 1 week .................................................................................... Over 1 and under 2 weeks ................................................... 2 weeks .................................................................................. 3 weeks .................................................................................. Workers in hospitals providing no paid vacations ........... 9 * 84 19 - After 1 year o f service Workers in hospitals providing paid vacations .................. 1 week .................................................................................... 2 weeks .................................................................................. Over 2 and under 3 weeks ................................................... 3 weeks .................................................................................. 4 weeks and over .................................................................. 3 30 ~ After 2 years o f service Workers in hospitals providing paid vacations .................. 2 weeks .................................................................................. Over 2 and under 3 weeks ................................................... 3 weeks .................................................................................. 4 weeks and over .................................................................. 30 3 100 100 - 100 81 16 3 _ “ A fter 3 vears of service Workers in hospitals providing paid vacations ................... 2 weeks .................................................................................. Over 2 end under 3 weeks ................................................... 3 weeks .................................................................................. 4 weeks and over ............................................r .................... 30 3 7 41 100 100 - 100 81 * 3 7 16 36 Earnings and Supplementary Benefits in Hospitals, Los Angeles-Long Beach, C a l i f . , January 1957 U.S. DEPARTMENT OF LABOR Bureau of Labor S tatistics 11 Ta b le B-7: Paid va ca tions - Continued Percent of Registered professional nurses in - Vacation policy A ll hospitals Amount off vacation pay - Govern mental hospitals Nongovern mental hospitals Other professional and technical workers in Govern Nongovern A ll mental mental hospitals hospitals hospitals Other nonprofessional workers in Govern Nongovern mental mental hospitals hospitals O ffice c le r ic a l workers in A ll hospitals Govern mental hospitals Nongovern mental hospitals A ll hospitals Continued A fter 5 years of service Workers in hospitals providing paid vacations .................... 2 weeks ................................................................................... Over 2 and under 3 weeks .................................................... 3 weeks ................................................................................... 4 weeks and over ................................................................... 100 64 * 100 66 3 30 100 63 3 34 ” 100 64 15 21 100 52 7 41 100 76 - 100 61 • 24 “ 100 46 « 100 66 100 46 100 52 100 40 29 22 3 30 100 37 3 42 18 28 26 7 41 50 10 100 37 * 100 66 - 100 38 100 52 31 30 29 7 30 100 23 3 44 29 33 100 23 100 38 26 36 24 10 100 64 * 100 61 « 100 60 23 16 100 56 7 36 36 - 25 12 15 24 100 46 * 31 23 100 56 _ 7 36 100 37 * 49 13 100 48 100 60 100 24 100 37 * 100 56 - 100 23 * 52 24 33 7 53 41 29 36 100 52 48 100 24 52 24 100 37 100 56 44 _ 100 62 • 36 A fter 10 years o f service Workers in hospitals providing paid vacations .................... 2 weeks ................................................................................... Over 2 and under 3 weeks .................................................... 3 weeks ................................................................................... 4 weeks and over ................................................................... - - - - * _ 29 21 15 24 100 36 * 43 18 100 60 100 22 24 100 41 # 32 26 15 24 49 27 100 23 100 41 100 53 24 34 100 60 40 After 15 years of service 1/ Workers in hospitals providing paid vacations .................... 2 weeks ................................................................................... Over 2 and under 3 weeks .................................................... 3 weeks ................................................................................... 4 weeks and over ................................................................... 3 - - - * A fter 25 years o f service Workers in hospitals providing paid vacations .................... 2 weeks .................................................................................... Over 2 and under 3 weeks ..................................................... 3 weeks ................................................................................... 4 weeks and over ................................................................... 1/ * 100 37 * 30 31 These provisions apply also to workers a fte r 20 years o f service, Less than 2.5 percent. 100 66 34 3 44 29 * 30 32 « 24 • 22 * 49 27 12 Table B-8: Paid holidays P e rc e n t o f O th e r p r o fe s s io n a l and te chn i c a l w o rk e rs i n - R e g is te r e d p r o fe s s io n a l n u rse s in - O ffic e c l e r i c a l w o rk e rs i n O th e r n o n p r o fe s s io n a l w o rk e rs i n - - Ite m W o rk e rs i n h o s p it a ls p r o v id in g p a id h o lid a y s ......................................... 6 days ............................................................................................................................. 7 days ............................................................................................................................. 8 days ............................................................................................................................. 9 days ............................................................................................................................. 1 1 days .......................................................................................................................... W o rk e rs i n h o s p it a ls p r o v id in g no p a id h o lid a y s .................................. W o rk e rs i n h o s p it a ls w it h fo rm a l p r o v is io n s re g a rd in g pay f o r w o rk on p a id h o lid a y s .................................................................................. D ouble tim e t o t a l ( r e g u la r pay p lu s s t r a i g h t tim e ) .................... D o uble tim e and o n e - h a lf t o t a l .................................................................... E q u a l tim e o f f ......................................................................................................... D ouble tim e t o t a l o r e q ua l tim e o f f ....................................................... W o rk e rs i n h o s p it a ls p r o v id in g no p a id h o lid a y s o r no fo r m a l p r o v i s i o n s re g a rd in g p a id h o lid a y s ............................................ * Nongovern m e n ta l h o s p it a ls A ll h o s p it a ls G overn m e n ta l h o s p it a ls 100 100 100 100 100 100 100 10 0 100 10 0 99 48 49 - 100 - 99 23 24 12 » 10 0 • 98 47 48 - - 30 3 « 59 ~ 99 25 27 16 5 28 « 100 36 - 70 100 34 58 8 - 99 44 47 - 100 17 29 21 4 38 « 76 « 99 100 27 « 99 99 99 18 20 « 100 24 - 98 16 3 69 8 66 6 60 15 71 - • A ll h o s p it a ls G overn m e n ta l h o s p it a ls 100 10 0 99 33 34 10 « 100 30 22 * 99 78 100 97 7 3 « — “ 13 « 19 " Nongovern m e n ta l h o s p it a ls a - “ A ll h o s p it a ls G overn m e n ta l h o s p it a ls Nongovern A ll m e n ta l h o s p it a ls h o s p it a ls 8 « 64 - 10 0 41 52 100 12 81 65 100 36 56 7 4 7 7 7 65 12 * ~ « * 3 * 26 « 4 71 G overn Nongovern m e n ta l m e n ta l h o s p it a ls h o s p it a ls 24 “ 3 9 L e s s th a n 2 . 5 p e rc e n t. Table B-9: Sick leave, insurance, and pension plans P e rc e n t o f R e g is te r e d p r o fe s s io n a l n u rse s i n - Type o f p la n A l l w o rk e rs ........................................................................................................................ W o rk e rs i n h o s p it a ls p r o v id in g * L i f e in su ra n c e .......................................................................................................... A c c id e n ta l d e ath and dismemberment in su ra n c e .................................. S ic k n e s s and a c c id e n t in su ra n c e o r s ic k le a ve o r b o th ............ S ic k n e s s and a c c id e n t in su ra n c e .......................................................... S ic k le a ve ( f u l l pa y, no w a itin g p e rio d ) ..................................... S ic k lea ve ( p a r t i a l pay o r w a itin g p e rio d ) ................................ H o s p it a li z a t io n in su ra n c e ............................................................................... H o s p it a li z a t io n p ro v id e d i n f u l l beyond in su ra n c e coverage ................................................................................................................... H o s p it a li z a t io n a t reduced c o s t ................................................................. S u r g ic a l in su ra n c e ................................................................................................ S u r g ic a l b e n e f it s p ro v id e d o u ts id e o f group in su ra n c e ............ S u r g ic a l b e n e f it s a t reduced c o s t ............................................................ M e d ic a l in su ra n c e .................................................................................................. M e d ic a l b e n e f it s p ro v id e d o u ts id e o f group in su ra n c e ............... M e d ic a l b e n e f it s a t reduced c o s t ............................................................... C a ta s tro p h e in su ra n c e ......................................................................................... R e tir e m e n t p e n s io n o r s o c ia l s e c u r it y o r b o th ................................ R e tir e m e n t p e n s io n ( o th e r th a n s o c ia l s e c u r it y ) .................... S o c ia l s e c u r it y ................................................................................................ * L e s s th a n 2 . 5 p e rc e n t. A ll h o s p it a ls G overn m e n ta l h o s p it a ls 100 10 0 23 17 99 15 89 11 23 30 30 100 38 10 0 4 16 17 4 9 17 « 16 * 10 0 45 68 “ - - 10 0 100 " Nongovern m e n ta l h o s p it a ls O th e r p r o fe s s io n a l and te c h n i c a l w o rk e rs i n A ll h o s p it a ls G overn m e n ta l h o s p it a ls 100 100 10 0 19 11 99 4 83 17 34 34 26 100 9 97 3 15 41 a 100 15 100 - 6 23 24 6 13 24 * 5 8 9 4 6 9 4 11 * 24 3 100 19 100 100 65 48 _ _ _ _ _ 100 100 O ffic e c l e r i c a l w o rk e rs i n Nongovern m e n ta l h o s p it a ls - O th e r n o n p r o fe s s io n a l w o rk e rs i n - - A ll h o s p it a ls G overn m e n ta l h o s p it a ls 10 0 100 10 0 10 0 10 0 100 100 27 11 100 4 93 7 31 32 22 99 19 95 5 17 36 36 100 37 100 _ 29 11 99 6 92 8 31 21 17 99 16 90 9 16 24 24 100 28 100 _ 18 10 99 4 80 19 32 10 16 18 8 12 18 8 23 5 100 29 100 3 8 12 3 5 12 5 12 « _ _ _ _ _ _ _ _ _ 5 14 21 5 9 21 8 21 3 11 11 3 6 11 * _ _ 100 60 56 100 100 - 10 0 29 100 100 59 49 - Nongovern A ll m e n ta l h o s p it a ls h o s p it a ls 4 11 « G overn m e n ta l " h o s p it a ls - _ _ _ _ _ Nongovern m e n ta l h o s p it a ls 5 23 22 6 13 22 3 23 4 100 10 0 - 100 18 100 E a r n in g s and Su p p le m e n ta ry B e n e f it s i n H o s p it a ls , E o s A n g e le s-Lo n g Beach, C a l i f . , Ja n u a ry 19 56 U . S . DEPARTMENT OF LABOR Bu re a u o f La b o r S t a t i s t i c s 13 Appendix A : Scope and Method of Survey The L o s A n g e le s -L o n g B each , C a lif. , a r e a 1 is one of 16 m a jo r m etropolitan a re a s in which the U . S. D epartm ent of L a b o r 's B u re a u of L a b o r S tatistics, in cooperation with the W o m e n 's B u re a u , has con ducted su rv ey s of s a la r ie s and w ork ing conditions of hospital p erso n n e l. Data w ere obtained by p erso n al v isits of B u re a u of L a b o r Statistics fie ld staff to re p resen ta tiv e h o sp itals, selecte d on the b a s is of s iz e , type of s e rv ic e (e. g. , g e n e ra l, m ental and a llie d , tu b e rc u lo s is ), and p ro p rie to rsh ip (F e d e r a l, State, o r lo c a l governm ent, or n o n go vern m ental o rga n iz atio n ). H o sp itals having fe w e r than 51 em p loyees w ere om itted since they em ploy re la tiv e ly few w o rk e rs in the occupations studied. A su m m ary of the nu m ber of h ospitals is presented in the table b e lo w . 1. R e g is te re d p ro fe s s io n a l n u rs e s . 2. O ther p ro fe s s io n a l and technical em p lo y ees. (T h is te rm includes em p loyees in occupations such as X - r a y techni cian s, m ed ica l tech n o logists, dietitians, p h y sical th e ra p ists, m e d ic a l lib r a r ia n s , m ed ica l re c o rd lib r a r ia n s , m ed ica l so c ia l w o r k e r s , and occupational th e ra p is t s .) 3. O ffice c le r ic a l e m p lo y ees. (T h is group includes em ployees doing c le r ic a l w o rk throughout the hospital in such places as the bu sin ess o ffice and the m e d ic a l r e c o rd l i b r a r y .) 4. O th er n o n p ro fessio n al em p lo y ees (including p ra c tic a l n u r s e s , n u rsin g a id e s , o r d e r lie s , m a id s , kitchen help, un sk illed la b o ra to ry help, m aintenance, lau n d ry , and s im ila r w o r k e r s ). studied and their size To im p ro ve the r e lia b ilit y of the data, a g re a te r p roportion of la r g e than of s m a ll h ospitals w as studied. In com bining the data, h o w e v e r, a ll h o spitals w e re given th eir ap p ro p riate weight. The e s t i m ates thus relate to a ll h ospitals of 51 o r m o re em ployees rath er than to those actually visited . Occupations and E arn in gs The occupations selected fo r study are com m on to m ost h o s pitals within the scope of the su rv e y , re g a r d le s s of th eir size o r type of s e rv ic e . O ccupational c la s s ific a tio n w as b a se d on a u n ifo rm set of job d escriptio n s designed to take account of the fact duties within the sam e occupation m ay v a r y som ew hat among h o sp ita ls. (T h ese d escription s are p resen ted in appendix B . ) 1 F o r p u rp o ses of this su rv e y , the L o s A n g e le s -L o n g a re a includes L o s A n geles and O ra n ge Counties. E a rn in g s data are p resen ted fo r occupations within the fo llo w ing groups: B each D ata are shown fo r fu ll-t im e em p lo y ees; i. e. , those h ired to w o rk the re g u la r schedule fo r the given occupational c la s s ific a tio n . Students w e re not co n sid ered as em p lo y ees. A ll occupational in fo r m ation excludes not only p a rt-tim e em ployees but m e m b e rs of r e l i gious o rd e r s and m e m b e rs of the A rm e d F o r c e s . E a rn in g s data exclude p rem iu m pay fo r o v e rtim e , fo r w o rk on holidays and late sh ifts, and fo r tim e on c a ll, as w e ll as the cash value of ro o m , b o a rd , and any other p erq u isite s provid ed in addition to cash s a la r ie s . The e a rn in g s , h o w ev er, include any c o s t -o f-liv in g bonuses as w e ll as e x tra pay fo r w o rk p e rfo rm e d in certain units such as T B , p sy c h ia tric , o r com m un icable d is e a s e w a r d s , o perating o r d e liv e ry ro o m s. N u m b e r o f h o s p i t a l s a n d w o r k e r s w it h in s c o p e o f s u r v e y ( l i m i t e d to h o s p i t a l s w it h 51 o r m o r e w o r k e r s ) N u m b e r o f h o s p ita ls T y p e o f h o s p ita l p r o p r ie t o r s h ip W it h in scope of s tu d y W o r k e r s in h o s p i t a l s W it h in scop^e o f s tu d y S t u d ie d T o ta l w o rk ers 1 P r o fe s s io n a l an d te c h n ic a l w o rk ers ( i n c lu d e s R . N . 's ) O ffic e c le r ic a l wo rk ers S t u d ie d O th e r non p ro fe s s io n a l w o rk ers T o ta l A l l h o s p i t a l s ----------------------------------- 86 36 3 7 , 930 9 ,2 3 0 3 ,4 3 0 1 9 ,8 4 0 2 5 ,9 7 0 F e d e r a l G o v e r n m e n t _____________ O t h e r g o v e r n m e n t a l a g e n c y ____ N o n g o v e r n m e n t a l ______________ _ 5 9 72 5 6 25 4, 990 1 1 ,6 6 0 2 1 ,2 8 0 1 ,2 0 0 2 , 2 70 5, 760 540 950 1 ,9 4 0 2 ,4 6 0 7, 620 9, 770 4 , 990 9 ,4 2 0 1 1 ,5 6 0 1 In c lu d e s s o m e w o r k e r s ( f o r e x a m p le , t h o s e in a d m i n i s t r a t i v e p o s i t i o n s ) n o t in c lu d e d in the o c c u p a t io n a l g r o u p s s h o w n s e p a r a t e l y . 14 A v e ra g e w eekly earn in gs data r e fe r to e m p lo y e e s 1 s tra ig h ttim e s a la r ie s fo r their r e g u la r w o rk w eek (refunded to the n e a re s t h alf d o lla r ). A v e ra g e w eek ly h o u rs , w h ere p resen ted , have been rounded to the n e a re s t h alf hour and r e fe r to the w o rk w eek fo r which em ployees re c e iv e these s a la r ie s . 6 months w ould have earn ed 15 days of vacation. H en ce, they are shown as being e lig ib le fo r 2 but le s s than 3 w eeks of paid vacation after 6 months of s e rv ic e even though they accum ulate vacation credits at the sam e rate a fte r this amount of s e rv ic e as a fter a y e a r o r m o re of em ploym ent. O ccupational em ploym ent estim ates re p re s e n t the total in all hospitals within the scope of the study and not the nu m ber actually su rv ey ed . B e c a u s e of d iffe re n c e s in occupational stru ctu re among h o sp itals, the estim ates o f occupational em ploym ent obtained fro m the sam p le of h o spitals studied s e rv e only to indicate the re lativ e im portance of the jo bs studied. The su m m a ry of in su ran ce and pension plans includes not only fo rm a l arran g em en ts that a re un derw ritten by an in su ran ce c o m pany o r p ooled fund and fo r which the ho spital pays at le a s t p art of the cost but a ls o fo rm a l h o sp ital p o lic ie s p roviding fo r ben efits to be paid out of c u rre n t o p eratin g in com e. Death benefits a re included as a fo rm of life in su ra n c e . M e d ic a l in su ran ce r e fe r s to plans p r o viding fo r com plete o r p a rt ia l paym ent of d o c to rs ’ fe e s . H o sp ital P r a c t ic e s and Su pplem entary B en efits In fo rm ation w as obtained on selected h ospital p ra c tic e s and sup plem en tary ben efits as these re la te to r e g is te re d p ro fe s s io n a l n u r s e s , other p ro fe s s io n a l and technical w o r k e r s , o ffice c le r ic a l, and other n o n p ro fessio n al em p lo y ees. (A ll of the in form ation on supplem en tary ben efits excludes m e m b e rs of re lig io u s o r d e r s and of the A rm e d F o rc e s as w e ll as p a rt-tim e e m p lo y e e s .) To a c o n sid e ra b le extent, d iffe ren c es am ong these grou ps in the p roportion s re c e iv in g v ario u s ben efits re fle c t v ariatio n s in the extent to which these groups a re em ployed in vario u s h o spitals rath er than d iffe re n c e s in p ra c tic e within the sam e h ospital. Scheduled h o u rs; o v ertim e pay p ra c tic e s ; p aid h o lid ay s; rates of pay fo r w o rk on holid ay s; p aid vacations; and health, in su ran ce, and pension plans a re treated sta tistic a lly on the assum ption that such benefits apply to a ll those em ployed within the occupational group in a given h ospital if a m a jo rity of such em ployees are e lig ib le fo r o r m ay eventually qualify fo r the p ra c tic e . B ecau se of rounding, sum s of individual item s in these tabulations do not n e c e s s a r ily equal totals. The length of vacation shown after 6 months of s e rv ic e r e fe r s to the total amount of vacation w o rk e rs can take after this amount of s e r v ic e , not to th eir annual rate of vacation; h o w e v e r, vacation p ro vision s shown fo r w o rk e rs with 1 o r m o re y e a r s of s e rv ic e r e fe r to th eir annual ra te . F o r ex am p le, V e te ra n s A d m in istratio n n u rse s r e ceive 2 l/a c a len d ar days of vacation p e r month and at the end of T abu lations of pension plans a re lim ited to those plan s that p ro vid e monthly paym ents fo r the re m a in d e r of the re tir e d w o r k e r ’ s life . D ata on the extent to which hospital em p lo y ees a r e co v e re d by O ld -A g e , S u rv iv o r s , and D is a b ility In su ran ce (s o c ia l secu rity ) are p resen ted , since m ost h o spitals a re not au tom atically co v e re d by the F e d e r a l S o cial S e cu rity System . Sickn ess and accident in su ran ce is lim ited to that type of in su ran ce under which p re d e te rm in e d cash paym ents a re m ade d ire c tly to the in su red on a w eek ly o r m onthly b a s is during illn e s s o r a c c i dent d isa b ility . P a id s ic k -le a v e plan s which provid e fu ll pay o r a portion of the e m p lo y e e ’ s pay d uring absence fr o m w o rk b eca u se of illn e s s a re included in the su rv ey of p aid sick le a v e . In addition to the pro po rtio n of w o rk e rs who a re p ro v id ed sick n ess and accident in su ran ce o r paid sick le a v e , the table show ing such benefits presen ts an unduplicated total of em p lo y ees who re c e iv e either o r both types of ben e fits. The value of any p erq u isite s re c e iv e d by hospital em p loyees has not been added to the earn in gs data. Separate in fo rm atio n is shown, h o w e v e r, on the extent to which hospital em p loyees re c e iv e ro o m , b o a rd , and other p erq u isite s in addition to th eir cash s a la r i e s . L im ite d in form ation is also included on a rran g em en ts w h ereb y e m p lo y ees p urch ase m e a ls o r rent a ro o m fr o m the hospital through p a y ro ll deductions. 15 Appendix B: Job Descriptions The p r im a r y p u rp o se of p r e p a rin g job d e sc rip tio n s fo r the B u reau *s w age s u rv e y s is to a s s is t its fie ld staff in c la s s ify in g into a p p ro p ria te occupations w o r k e r s who a r e em p lo y ed under a v a r ie t y of p a y ro ll titles and d iffe re n t w o rk a rra n g e m e n ts fr o m h o spital to h ospital and fro m a r e a to a r e a . T h is is e s s e n tia l in o rd e r to p e rm it the grou ping of occupational w age ra te s r e p re se n tin g c o m p a ra b le job content. B e c a u se of this e m p h a s is on in terh o sp ital and in te r a re a c o m p a ra b ility of occupational content, the B u r e a u ’s jo b d e sc rip tio n s m ay d iffe r sign ifican tly fro m those u sed in in dividual h o sp itals or those p re p a r e d fo r other p u rp o s e s . In applying these job d e s c r ip tio n s, the B u r e a u ’s fie ld re p re s e n ta tiv e s w e r e in stru cted to exclude students, m e m b e r s of re lig io u s o r d e r s , and of the A r m e d F o r c e s , and p a rt -tim e w o r k e r s . S u p e rv is o rs of other w o r k e r s in the sam e occupation w e r e om itted except w h e re the job d e sc rip tio n s p ro v id e c o n trary in stru ctio n s. Professional and Technical - Nursing D IR E C T O R O F N U R S IN G S U P E R V IS O R O F N U R S E S - Continued A r e g is t e r e d p ro fe s s io n a l n u rse who d ire c ts and s u p e rv is e s all n u rsin g s e r v ic e s co n cern ed w ith c are of patients in the h ospital: P la n s the nu rsin g s e r v ic e s needed to ach ieve the o bje ctive of the h o s p ita l. Is re sp o n s ib le fo r m aintaining such n u rsin g s e r v ic e in a c c o r d ance with accepted s ta n d a rd s . A n a ly z e s and evalu a tes n u rsin g and re la te d s e rv ic e s to im p ro v e quality of patient c a re and to plan b etter utilization of staff tim e and a b ilit ie s . P la n s and d ire c ts the o rie n ta tion and in -s e r v ic e educational p r o g r a m fo r n u rsin g p e rs o n n e l. In t e r p rets hospital perso n n el p o lic ie s . A d m in is t e rs the budget fo r the n u r s ing departm ent and m ay a s s is t in its p re p a ra tio n . M ay p articip ate in com m unity health education p ro g ra m s . M ay be re s p o n s ib le fo r the ad m in istratio n of a school of n u rsin g if such a school is o p erated by the h o sp ital. M ay d elegate any of these r e s p o n s ib ilitie s to an a ssista n t. M ay a s s u m e the functions of a s u p e rv is o r in a s m a ll h o s p ita l. M ay select and re co m m en d appointm ent of n u rsin g p e rs o n n e l. N u r s e s w hose p r im a r y re s p o n s ib ility is ad m in istra tio n of the h ospital and assista n t d ire c to rs who m ay be d ele gate d the re s p o n s ib ility for either n u rsin g s e rv ic e or the school of n u rsin g a re e x c lu d e d . the p ro c u re m e n t of su p p lie s and equipm ent fo r h e r unit o r un its. M ay spend p a rt of tim e in stru ctin g student n u rs e s or a u x ilia r y n u rsin g p erso n n e l or planning in stru ction fo r these g ro u p s . M ay p e r fo r m the functions of the head n u rse when th ere is no head n u rs e . M ay be in ch a rge of m o re than one m e d ic a l, s u r g ic a l, p s y c h ia tric , or other unit, or m o re than one operating ro o m , or m ay be in ch a rg e of a com bination of these units such as a m ed ica l w a r d and a s u rg ic a l w ard. E vening or night s u p e r v is o r s , n u rs e s who spend m o re than h a lf th eir tim e in in stru ction in the c la s s ro o m or on the o rg a n iz e d n u rsin g unit, n u rs e s a s s ig n e d to cen tra l supply m o re than h a lf tim e , and a ssista n t d ire c to rs who a re re s p o n s ib le fo r certain types of functions ( e . g . , p e rs o n n e l, bud get, n u rsin g education, n u rsin g s e r v ic e ) as d is tinguished fro m certain s e r v ic e s ( e . g. , s u r g ic a l, m e d ic a l, e t c .) and who p e rfo r m functions of d ire c to r as d elegated by h er (such as coordinating n u rsin g s e rv ic e with that of other s e r v ic e s ) a r e e x c lu d e d . S U P E R V IS O R O F N U R S E S A r e g is t e r e d p ro fe s s io n a l n u rse w ho is re s p o n s ib le for the n u rsin g s e rv ic e and patient c a re on one o rg a n iz e d n u rsin g unit: A s s ig n s patient c a re duties to (p r o fe s s io n a l and n o n p ro fe s s io n a l) n u rsin g p e r sonnel and s u p e rv is e s and ev a lu a te s w o rk p e r fo r m a n c e . P e rio d ic a lly v is its patients to in su re optim al c a re and to a s c e r ta in need for ad di tional or m o d ifie d s e r v ic e s . S u p e rv is e s the execution of d o c to rs ' o r d e r s and re la t e d treatm en ts and the m aintenance of n u rsin g re c o rd s . A s s i s t s in the orientation of new p erso n n e l to the unit. In su res the a v a ila b ility of sup plies and equipm ent. Identifies nu rsin g s e rv ic e p ro b le m s and a s s is t s in th eir solution. M ay give d ire c t nu rsing care in A r e g is t e r e d p ro fe s s io n a l n u rse who d ire c ts and s u p e rv is e s the nu rsing s e rv ic e in one or m o re o rg a n iz e d nu rsin g units: E v a lu ates the n u rsin g s e rv ic e in h e r unit or units and r e la t e s these ac tiv itie s to other hospital d epartm ents and to the total n u rsin g s e r v ic e . In te r p rets re s p o n s ib ilitie s and hospital p olicy to n u rsin g p e rs o n n e l. A s s i s t s in the evaluation of n u rsin g p e rs o n n e l. P a rtic ip a t e s in the o rientation and in -s e r v ic e education p ro g ra m s fo r n u rsin g p e rs o n n e l. M ay d ire ct H EAD NURSE 16 H E A D N U R S E - Continued GENERAL DUTY sele c te d situations ( i . e . , p e r fo r m s duties of g e n e ra l duty n u r s e ). M a y a s s is t in the i n -s e r v i c e education and guidance of n u rs in g p e rs o n n e l. M a y spend p a rt of tim e s u p e rv is in g o r in stru ctin g student n u r s e s . M a y be re s p o n s ib le fo r w a rd 24 h o u rs a day in the sen se evening and night n u rs e s re p o r t to h e r and she is re s p o n s ib le fo r as s ig n in g duties on other sh ifts. N u r s e s who spend m o re than h a lf th eir time in the c e n tra l supply unit o r in in stru ction in the c la s s r o o m o r on an o r gan ize d n u rsin g unit, and those who a re given the title of a s s is ta n t head n u rs e who r e c e iv e e x tra pay as a s s is ta n t s u p e r v is o r a re e x c lu d e d . head n u r s e s , s p e c ia liz e d in trav en o u s n u r s e s , those who spend m o re than h a lf th eir tim e in the c e n tra l supply d ep artm en t o r in in stru ction in the c la s s r o o m o r on the o rg a n iz e d n u rs in g unit a re e x c lu d e d . GENERAL DUTY NURSE A r e g is t e r e d p r o fe s s io n a l n u rs e who g iv e s n u rsin g c a r e to p atients w ithin an o rg a n iz e d n u rs in g unit: U tiliz e s s p e c ia l s k ill, k n o w l e d ge, and judgm ent in o b s e rv in g and re p o rtin g sym ptom s and condition o f p atient. A d m in is t e rs highly s p e c ia liz e d th erap y with co m p licate d equipm ent. G iv e s m ed icatio n and notes re a c tio n s . M ain tain s r e c o r d s on patient* s condition, m ed ica tio n , and treatm ent. A s s i s t s the p h y s i cian with treatm en t. M ay set up equipm ent, p re p a r e the patient, etc. M a y s u p e rv is e p ro fe s s io n a l and other n u rsin g p e rs o n n e l who a re w o r k ing as m e m b e r s of a n u rs in g team in c a rin g fo r a grou p of patien ts. M a y spend p a rt tim e in stru c tin g , s u p e rv is in g , o r a s s ig n in g duties to student n u rs e s , p ra c t ic a l n u r s e s , and n u rsin g a id e s . M a y in stru ct patients and fa m ily . M a y a s s u m e som e o r a ll o f the functions of the head n u rse in h e r a b s e n c e . M a y bathe and fe e d acu tely il l patien ts. M ay take and r e c o r d te m p e r a tu re s , re s p ir a tio n , and p u ls e . N u rs e a n e sth etists, those who a re given e x t ra com p ensation as a s s is ta n t Professional and N U R S E - Continued N U R S IN G IN S T R U C T O R 1 A r e g is t e r e d p r o fe s s io n a l n u rs e who in stru c ts student, p r o fe s s io n a l, o r p r a c t ic a l n u rs e s in th eo ry and p ra c t ic a l a s p ects o f n u rs in g a r t and scie n ce: A s s i s t s in planning and p re p a rin g c u rric u lu m and outline fo r c o u r s e . L e c t u r e s to students and d em o n stra tes accepted m ethods of n u rsin g s e r v i c e , such as c a r r y in g out m e d ic a l and s u r g ic a l tre a tm e n ts , o b s e rv in g and re c o rd in g sy m p tom s, and ap plyin g p rin c ip le s of a s e p s is and a n t is e p s is . C o lla b o r a t e s with n u rs in g s u p e r v is o r s to supplem en t c la s s r o o m train in g with p ra c t ic a l e x p e rie n c e in v a rio u s d e p a rtm e n ts. R e n d e rs in d iv id u al train in g a s s is ta n c e w h e r e v e r n eeded , and o b s e r v e s p e rfo r m a n c e of students in actual n u rsin g s itu a tions. M a y p r e p a r e , a d m in is te r, and g ra d e exam in atio n s to d eterm in e student p r o g r e s s and ach iev em e n t. M a y m ake re cq m m en d ation s r e l a tive to im p ro v e d teaching and n u rs in g te ch n iqu es. M a y a s s is t in c a r r y ing out h o sp ital in -s e r v i c e train in g p r o g r a m by in itiating new p r o c e d u re s and p ra c t ic e s and tra in in g grad u ate n u rs e s in th eir ap plication . M a y conduct r e f r e s h e r tra in in g c o u r s e s fo r grad u ate n u rs e s in th eory and p ra c t ic e of g e n e ra l n u rs in g c a r e o r c lin ic a l s p e c ia lt ie s . M ay tra in a u x ilia r y w o r k e r s in a d m in istra tio n o f n o n p ro fe s s io n a l a sp ects of n u rs in g c a r e . M a y teach p ra c t ic a l n u rsin g techniques to c la s s e s of la y p e r s o n s . N u r s e s who spend le s s than h a lf o f th eir tim e on such duties a r e exclu d ed . Technical - Other D IE T IT IA N D I E T I T I A N - Continued A w o r k e r who o r g a n iz e s , a d m in is te r s , and d ire c ts one o r m o re ph ases o f the h o sp ital food s e rv ic e p r o g r a m and a p p lie s the p rin c ip le s of n utrition to the fee d in g of in d ivid u als and g ro u p s . D o es at le a s t one of the fo llo w in g: (a ) P la n s m en u s, (b ) p lan s m o d ific ation s o f the n o rm a l diet fo r p e rs o n s needing s p e c ia l diet treatm en t, o r (c ) in stru cts p atients an d /o r h o sp ital p e rs o n n e l in p r in c ip le s of n u tri tion and in m o d ific ation s of the n o rm a l diet. In addition, u s u a lly p e r fo r m s s e v e r a l o r a ll of the fo llo w in g duties: P u rc h a s in g o r re q u estin g fo o d , equipm ent, and su p p lie s; s u p e rv is in g food p re p a ra tio n ; s u p e r v is in g the s e rv in g of food to patients and h o sp ital p ers o n n e l; s e le c tin g , tra in in g , and s u p e rv is in g n o n p ro fe s s io n a l p e rs o n n e l; m aintainin g food c o s t c o n tro ls ; in sp ecting w o rk a r e a s and s to ra g e fa c ilit ie s fo r s a n i tation and safety . N o r m a lly , dietitians w ill have a c o lle g e d e g re e with a m a jo r in fo o d s , n u trition , o r institutional m anagem en t p lu s a dietetic in tern sh ip . F o o d s e r v ic e s u p e r v is o r s who a re co n cern ed with the d a y -t o -d a y o p e ratio n s of p re p a rin g and s e rv in g m e a ls but who do not ap ply the p rin c ip le s of nu trition to m e a l planning (o th er than to m o d ify diets a c c o rd in g to e s ta b lish e d p attern s) and, in h o s p ita ls that have s ta ff d ietitian s, ch ief and a s s is ta n t ch ief dietitians a re ex clu d ed . M E D IC A L R E C O R D L IB R A R IA N A w o rk e r who is re s p o n s ib le fo r the activ itie s o f the d e p a rt m ent in which the m e d ic a l re c o r d s m aintained on h o sp ital o r clin ic patients a re file d . T h e s e duties include s e v e r a l o r a ll of the fo llo w in g : R e v ie w in g patients* r e c o r d s f o r c o m p leten ess and a c c u ra c y a c c o rd in g 1 T h is occu pation w as not studied in P o rtla n d , O r e g . 17 M E D I C A L R E C O R D L I B R A R I A N - Continued M E D I C A L T E C H N O L O G IS T - Continued to stan dards e s ta b lish e d by the a c c re d itin g age n cie s of h o sp ita ls; coding o r v e rify in g coding of d is e a s e s , o p e ra tio n s , and s p e c ia l th erap y a c co rd in g to re c o g n iz e d no m en clature and c la s s ific a tio n sy ste m s; in d e x ing d is e a s e s , o p e ra tio n s , and other s p e c ia l study m a t e ria l; p re p a rin g o r s u p e rv is in g p re p a ra tio n of p e rio d ic s ta tis tic a l re p o rt s such as on m o rb id ity , b ir th s , and death s, u tilization of fa c ilit ie s ; a s s is tin g the m e d ic a l s taff in r e s e a r c h in volvin g m e d ic a l r e c o r d s ; a b s tra c tin g c ase h isto rie s fo r s p e c ia l re p o rt s ; selectin g and tabulating in fo rm atio n fr o m p atien ts1 re c o rd s fo r sp e c ific p u rp o s e s of the h o sp ital o r clin ic and the com m unity; a n s w e rin g in q u irie s fo r in fo rm atio n re c o rd e d in p a tie n ts 1 re c o r d s in a c c o rd a n ce with p r e s c r ib e d h o sp ital p o lic ie s ; filin g o r s u p e rv is in g filin g of r e c o r d s ; p a rtic ip a tin g in sta ff m eetin gs re p re s e n tin g a p r o fe s s io n a l s e r v ic e ; taking m e d ic a l o r s u r g ic a l dictation . S e le c ts and train s any other e m p lo y ees in the d epartm ent and a s s ig n s th eir d u ties. In addition, this w o rk e r m ay p r e p a r e the budget fo r the d epartm ent and m ay s e rv e as the h o sp ital m e d ic a l l ib r a r ia n . M a y d ire c t p r o g r a m fo r train in g m e d ic a l r e c o r d li b r a r y students.. M e d ic a l re c o r d lib r a r ia n s in h o sp itals b e lo w the le v e l of ch ief a re exclu d ed u n less they a re r e g is t e r e d by the A m e r ic a n A s s o c ia tio n of M e d ic a l R e c o r d L i b r a r i a n s . study. M a y , under s u p e rv is io n of a p ath o lo gist, engage in r e s e a r c h and teaching a c tiv itie s. M a y s u p e rv is e la b o ra t o r y a s s is ta n ts , o r w h ere no la b o ra t o r y as s is ta n ts a r e em p lo y ed , p e r fo r m th eir d u ties. M ay a lso p e r fo r m som e duties of X - r a y technician s, take e le c t r o c a r d io g r a m s and d eterm in e b a s a l m etab o lic ra te . In la r g e h o sp ita ls and those en gaged in r e s e a r c h , m e d ic a l technologists m ay be re s p o n s ib le fo r testing and exam ination in only one of s e v e r a l fie ld s of c lin ic a l p athology. In s m a ll h o s p ita ls , they m ay p e r fo r m c lin ic a l tests in any one o r a com bin ation of these fie ld s . P e r fo r m s duties n o rm a lly re q u irin g 12 m o n th s1 train in g in an ap p ro v ed school fo r m e d ic a l tech n o lo g ists fo llo w in g at le a s t 2 y e a r s of c o lle g e . M ay be r e g is t e r e d by re g is t e r in g agen cy . C h ie f tech n o logists w h ere m o re than one m e d i ca l tech n ologist is em p loyed ; tissu e technicians who m e r e ly do routine p re p a ra tio n of tissu e fo r study; those who p e r fo r m only routine (q u a li tative ra th e r than quantitative) tests such as u r in a ly s is fo r P H fac to r o r s u g a r by noting c o lo r change, testing h em o glo bin by c o lo r , doing rough s c re e n in g , o r who p e r fo r m only a lim ited ran ge of tests within one fie ld ; and w o rk e rs holding s p e c ia lis t c e r tific a te s fr o m the R e g is tr y of the A m e r ic a n Society of C lin ic a l P a th o lo g is ts a re e x c lu d e d . M E D I C A L S O C IA L W O R K E R P H Y S IC A L T H E R A P IS T A p e rs o n who p ro v id e s d ire c t s e rv ic e to patients by helping them r e s o lv e p e rs o n a l and en viro n m en tal d iffic u ltie s that in te r fe re with obtaining m axim u m ben efits fr o m m e d ic a l c a r e o r that p re d is p o s e to w ard illn e s s . P e r f o r m s a v a rie ty of s e r v ic e s such as co un selin g on s o c ia l p ro b le m s and a r ra n g in g fo r p osth o sp ital c a r e at home o r in in stitutions, f o r p la c e m e n t of c h ild re n in fo s te r ho m es o r adults in n u rsin g h o m e s , and fo r fin a n c ia l a s s is ta n c e d u rin g illn e s s ; u tiliz e s re s o u r c e s such as fa m ily and com m unity age n cie s to a s s is t patient to re su m e life in com m un ity o r to le a r n to liv e within d is a b ility . P r e p a r e s and keeps c u rre n t a s o c ia l c a s e r e c o r d . P r o v id e s attending p h y sician and others with pertin en t in fo rm atio n to add to un derstan ding of patient. M a y s u p e rv is e s o c ia l w o rk students and beginning case w o r k e r s . S o c ia l w o r k e r s a s s ig n e d p r im a r ily to p s y c h ia tric w a r d s and c lin ic s ; w o r k e r s en gaged p r im a r ily in fin a n c ia l sc re e n in g of patients and rate setting; those w o r k e r s c la s s ifie d as c a s e a id e s ; and in h o spitals w h ere m o re than one s o c ia l w o rk e r is em p lo y ed , the head of the s o c ia l s e rv ic e departm en t and oth er s u p e r v is o r s of m e d ic a l s o c ia l w o r k e r s un less they spend at le a s t 60 p e rc e n t of th eir tim e in d ire c t s e rv ic e to patients (in clu d in g re la te d c le r i c a l and other d uties) a r e excluded". A p e rs o n who tre a ts d is a b ilit ie s , in ju r ie s , and d is e a s e s through the use of m a s s a g e , e x e r c is e , and effective p ro p e rtie s of a i r , w a t e r, heat, cold radian t e n e rg y , and e le c t ric ity , a cc o rd in g to p re s c r ip tio n of a p h y sicia n . M ay in stru ct students, in te rn s, and n u rs e s in m ethods and o bjective of p h y sic a l th erap y and m ay s u p e rv is e p h y sic a l therapy a id e s . M a y consult with other th erap ists to coordinate therapeutic p r o g r a m s fo r in dividual p atien ts. N o r m a lly re q u ir e s train in g in a p p ro v e d school of p h y sic a l th erap y . In h o sp itals with m o re than one p h y sic a l th e ra p ist, the chief th erap ist and those who spend o v e r 20 p e r cent of th eir tim e s u p e rv is in g other p h y sical th erap ists a re e x c lu d e d . M E D I C A L T E C H N O L O G IS T A w o rk e r who p e rfo r m s v a rio u s c h e m ic a l, m ic ro s c o p ic , and/or b a c te rio lo g ic tests to obtain data used in d iagn o sis and treatm ent of patients. A p p lie s techniques used in fie ld s of b a c t e rio lo g y o r m y co lo g y , p a ra s ito lo g y , histo path o lo gy , h em ato lo gy , s e ro lo g y , a lle r g y , and/or ch e m ic a l, ra d io a c tiv e , o r m o rp h o lo g ic a l e x am in atio n s. Is r e sp o n sib le fo r c a r r y in g p ro c e d u r e s to com p letio n (and a n u m e ric a l an s w e r ). R e c o rd s la b o ra t o r y test re s u lt s (but does not p r e p a r e d ia g nostic r e p o r t s ). M a y p r e p a re tis s u e s fo r m ic ro s c o p ic p ath o lo gica l X -R A Y T E C H N IC IA N T ak es X - r a y p hotographs of v a rio u s p ortion s of body to a s s is t p h y sicia n in detection of fo re ig n bodies and d iagn o ses of d is e a s e s and in ju r ie s , and/or a s s is t s in treating d is e a s e d o r affected a r e a s under s u p e rv is io n of r a d io lo g is t . P r e p a r e s patient fo r ro en tgen o grap h ic e x am ination, flu o ro s c o p y o r th erapy re q u ested by the p h y sicia n , p e r fo rm in g such duties as poistioning patient, and a d m in iste rin g ch e m ical m ix tu re s to in c re a s e opaqu eness of o rg a n s . Sets up and o p e rates statio n ary and m o bile X - r a y equipm ent. D ev e lo p s ex p o sed film o r s u p e rv is e s its developm ent by d a rk ro o m h e lp e r. P r e p a r e s and m a in tains re c o r d s o r s u p e rv is e s th eir p re p a ra tio n by c le r ic a l h e lp e rs . M a y m aintain equipm ent in efficien t o p e ratin g condition, including c o r rection of m in o r fa u lts , and m ay c lean a p p a ra tu s. M ay p e r fo r m duties in other d ep a rtm e n ts, such as p h y sic a l th erap y, b a s a l m etab o lism , and e le c t ro c a r d io g ra p h y . M a y , under r a d io lo g is t 1s d ire ctio n , instruct n u r s e s , in te rn s , and students in X - r a y techniques. D ata fo r chief X - r a y technician s in h o sp itals w h ere m o re than one X - r a y technician is em p lo y ed a r e p re se n te d s e p a r a t e ly . 18 Office B IL L E R , M ACHINE 2 SW ITCHBOARD O PER ATO R A w orker who prepares statements, b ills , and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or p erform other c le ric a l work incidental to billin g operations. A w orker who operates a single- or m ultiple-position telephone switchboard. Duties involve handling incoming, outgoing, and intra hospital o r o ffice ca lls. May record toll calls and take m essages. May give inform ation to persons who call in. F o r w orkers who also act as receptionists see switchboard operator-reception ist. C LE R K , PAYRO LL A w orker who computes wages of company em ployees and enters the n ecessary data on the p a yroll sheets. Duties involve: C a l culating w o rk e r1s earnings based on time or production records; post ing calculated data on payroll sheet, showing inform ation such as w o rk e r1s name, working days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and assist paym aster in making up and distributing pay envelopes. May use a calculating m achine. SWITCHBOARD O PE R A T O R -R E C E PTIO N IS T A w orker who in addition to perform ing duties of operator, on a single position or m onitor-type switchboard, acts as receptionist and may also type or perform routine c le ric a l work as part of regular duties. This typing or c le ric a l work may take the m ajor part of this w o rk er1s time while at switchboard. STENO G RAPH ER, TE C H N IC A L A w orker whose prim a ry duty is to take dictation from one or m ore persons, either in shorthand or by stenotype or sim ilar m a chine, involving a va ried technical or specialized vocabulary such as reports on scientific research , and to transcribe this dictation on a typew riter. May also type from w ritten copy. May also set up and keep files in o rd er, keep sim ple record s, etc. Does not include transcribing-m achine w o rk . Other TRAN SC RIB ING -M AC H INE O PE R A T O R , TE C H N IC A L A w orker whose prim ary duty is to transcribe dictation in volv ing a technical vocabulary from transcribing-m achine records. May also type from written copy and do sim ple c le ric a l work. A worker who takes dictation in shorthand or by stenotype or sim ilar machine is cla ssified as a stenographer. Nonprofessional C A R P E N T E R , M A IN TE N A N C E 2 DISHWASHER, MACHINE A w orker who perform s the carpentry duties necessary to construct and maintain in good rep a ir building woodwork and equipment such as bins, crib s, counters, benches, partitions, doors, flo o rs , stairs, casings, and trim made of wood in a hospital. Work in volves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a va riety of carp en terr s handtools, portable power tools, and standard m easur ing instruments; making standard shop computations relating to dim en sions of work; selecting m aterials n ecessary fo r the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equiva lent training and experience. A w orker who operates a dishwashing machine and perform s most of the follow ing duties: Cleans dishes, glassw are, and silverw a re by machine. R eceives tableware from dining room and/or patients1 room s, or stacks tableware fo r transporting to dishwasher. Scrapes food from dishes. Transports cleaned and dried ware to proper places May also clean working area, steam tables, and kitchen equipment, arrange dining tables and chairs, polish fixtures, and perform other duties. May rem ove garbage from dishwashing area. 2 These occupations w ere studied only in B altim ore, Md. , Buffalo, N. Y . , Portland, O reg. , and St. Louis, Mo. E L E C T R IC IA N , M A IN TE N AN C E A w orker who perform s a variety of electrica l trade functions such as the installation, maintenance, or repair of equipment fo r the generating, distribution, or utilization of elec tric energy in a hos pital. Work involves most of the following: Installing or repairing 19 E L E C T R IC IA N , M A IN TE N AN C E - Continued F INISHER, F L A T W O R K , MACHINE any of a variety of elec trica l equipment such as generators, trans fo rm e rs , switchboards, co n trollers, circu it b rea k ers, m otors, heating units, conduit system s, or other transm ission equipment; working from blueprints, drawings, layout, or other specifications; locating and di agnosing trouble in the ele c tric a l system or equipment; working stand ard computations relating to load requirem ents of w irin g or e le c tric a l equipment; using a v a rie ty of ele c tric ia n 1s handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. A w orker who perform s flatwork finishing operations by m a chine. Work involves one or m ore of the following: Shaking out the creases in sem idry washing to prepare it fo r the flatw ork ironing machine; feeding clean, damp flatw ork pieces into the flatw ark ironing machine by placing the a rticles on the feeder ro lle rs ; catching or receivin g a rticles as they em erge from the machine and p a rtia lly folding them. E LE V A T O R O PE R A T O R , PASSE NG ER3 A w orker who operates a passenger eleva to r. Supplies information to passengers regarding location of wards and o ffices . A ssists patients in and out of elevator and may push in wheelchairs and carriages to or from elevator. May move freigh t in and out of elevator. May distribute m ail. ENGINEER, S TA TIO N A R Y A w orker who operates and maintains and may also super vise the operation of stationary engines and equipment (m echanical or elec trica l) to supply the hospital in which em ployed with pow er, heat, refrig era tion , or air conditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and re frig era tin g equipment, steam b o ilers, and b o ile r-fe d water pumps; making equipment rep a irs; keeping a record of operation of m achinery, tem perature, and fuel consumption. May also supervise these operations. Head or chief engineers in hospitals employing m ore than one engineer are excluded. E X TR A C TO R O P E R A T O R 4 A w orker who rem oves surplus m oisture from m aterials (such as wet cloth, clothing, knit goods, and yarn) by operating a centrifugal extractor. Work involves most of the follow ing: Loading m aterial into perforated drum of machine by hand or hoist; closing lid and starting machine, allowing it to run a predeterm ined time or until fluid stops flowing from drain; rem oving partly dried m aterials; hand trucking m aterials within the department. May assist the washer in loading, operating, or unloading the washing machine. HOUSEKEEPER, CH IEF A w orker who is charged with the responsibility fo r house keeping a ctivities, which include maintenance of clean and sanitary conditions in all areas of the hospital except fo r engineering and d ie tetic areas; conduct of studies fo r better housekeeping products and equipment. In this capacity, the housekeeper form ulates and im p le ments procedures for effective utilization of housekeeping personnel, supplies, and equipment; sets standards fo r cleaning, sanitation, and preservation of flo o r and wall surfaces; conducts continuing program to im prove housekeeping techniques and practices; makes budget e s ti mates; schedules activities and makes inspection to determ ine whether established standards of sanitation and cleanliness are being m et. Su pervises housekeeping personnel, including conduct of in -s e rv ic e train ing, interview ing and final selection of personnel, recommending p ro motions and discharge of em ployees. May give advice to management on selection of color scheme, type of d rap eries, rugs, upholstery, and furniture to be used when needed fo r replacem ent. KITCH EN H E L P E R A w orker who perform s one or m ore of the follow ing unskilled kitchen duties: Cleans w orktables, meat blocks, re frig e ra to r , and grease trays; sweeps and mops kitchen flo o rs , obtains and distributes supplies and utensils; watches and stirs cooking foods to prevent burn ing. C a rries dirty utensils to be washed and returns cleaned utensils and polished s ilv e r to proper place in kitchen. Cleans pots and kitchen utensils. C a rries out garbage. D elivers food trays to flo o r diet kitchens and collects dirty dishes from trays. A ssists in setting up trays. Dishes up food. Cuts, p eels, and washes fruits and v e g e tables. Makes toast and beverages. W orkers who work with patients in mental hospitals or who p erfo rm tasks such as making salad d ress ing or soup stock; preparing special beverages such as eggnogs or m ilk shakes; cooking or fryin g eggs; weighing, m easuring, and mixing ingredients fo r bakery products, e t c ., are excluded. MAID OR PO R TE R 3 Buffalo, 4 Buffalo, These occupations w ere studied only in B a ltim ore, Md. , N. Y . , and St. Louis, M o. These occupations w ere studied only in B a ltim ore, Md. , N. Y. , Portland, O reg. , and St. Louis, Mo. A w orker who cleans and services hospital p rem ises: P e r form s one or m ore of the follow ing duties: Cleans, mops, and waxes flo o rs . Dusts furniture and equipment. Cleans window s ills , empties 20 MAID OR PO RTER - Continued NURSING AID E - Continued trash baskets, and arranges furniture and equipment in an orderlyfashion. Scours and polishes bathtubs, sinks, m ir ro rs , arid sim ila r equipment, replenishing supplies of soap and tow els. Polish es brass and cleans and polishes glass panels in doors and partitions. Keeps utility storage rooms in good order by cleaning lockers and equipment, arranging supplies, and sweeping and mopping flo o r. P e rfo rm s a variety of related duties. May be assigned to specific areas, such as wards, o ffices , or su rgery. Those w orkers who work with patients in mental hospitals are excluded. ments and equipment. May clean room s or equipment upon discharge of patients. Makes occupied beds. M ay take and record tem p era ture, pulse, and respiration rate. May esc o rt newly admitted patients from admitting office to hospital room or ward. May o r may not be licensed. May be called o rd erly and may transport and arrange p o rt able X -ra y , oxygen, or heavy equipment. In mental hospitals or p sy chiatric units w ill have ve ry lim ited respon sib ility fo r participation in care of patients, being lim ited to physical care rather than s o c ia l izing and w ill work under close supervision. M E D IC A L L A B O R A T O R Y ASSISTANT 5 P R A C T IC A L NURSE A w orker who assists one or m ore m edical technologists or w orkers of equivalent status by perform in g one or m ore of the follow ing duties: P rep a rin g, under instruction, sterile media fo r use in grow ing cultures (does not identify bacteria); sorting b a cterial cultures p rio r to examination by m edical technologists; preparing solutions, nonc ritic a l reagents ( i . e . , those not requiring a high degree of accuracy— such as salt solutions or dye solutions), or stains, follow ing standard laboratory form ulas and p roced u res. May clean and s te r iliz e labora tory equipment, glassw are, and instruments. May do charting under supervision. May co llect some types of specimens from patients. Does not p erform tests. A person who, under supervision of a prbfessional nurse, perform s selected and delegated nursing tasks in care of patients. P e rfo rm s three or m ore of the follow ing duties: M easures and ad m in isters sim ple m edications as directed; applies sim ple dressings; adm inisters enemas, douches, perineal ca re , and other treatments as directed; reports general observation of patients* condition; sets up treatm ent trays; keeps under constant su rveillance patients recoverin g from anesthesia o r receivin g prolonged intravenous or subcutaneous injections, notifying p rofession al nurse of unusual reactions; takes and records tem peratu re, pulse, and resp ira tion . In a mental hospital, may be called a psychiatric aide or attendant and may have duties such as socializin g and custodial functions peculiar to mental hospitals. Some w orkers called o rd e rlie s may p erfo rm these duties and are in cluded. May be licen sed and may also p erfo rm duties of a nursing a id e. Those re gu la rly supervising other p ractical nurses or nursing aides and those supervising units to which no professional nurses are assigned are excluded. NURSING AIDE A w orker who assists the nursing staff by perform in g routine duties in the care of hospital patients. P e rfo rm s severa l of the fo llo w ing patient care services: Bathes bed patients or assists them in bathing. Cares fo r patients1 hair and nails. Feeds o r assists patients to eat and brings patients betw een-m eal nourishment. A ssists patients with bedpans and urinals. Keeps records of patients* food intake and output when ordered. A ssists patients in undressing and provides hospital clothing, storing patients* clothing and valuables. A ssists patients in walking and transports patients to various hospital rooms by means of wheelchair o r stretch er. Cleans and s te riliz e s instru5 These occupations w ere Buffalo, N. Y . , and St. Louis, M o. studied only in WASHER, MACHINE A w orker who operates one or m ore washing machines to wash hospital linens, garm ents, curtains, d rap eries, and other a rtic le s . W ork involves the follow ing: Manipulating va lves , switches, and le v e rs to start and stop the machine and to control the amount and tem p era ture of w ater fo r the sudsing and rinsing of each batch; m ixing and adding soap, bluing and bleaching solutions; loading and unloading the washing machine, if not done by loaders or unloaders (p u llers). May B a ltim o re, Md. , make m inor repairs to washing machine. U. S. GOVERNMENT PRINTING OFFICE : 1957 O -437592
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