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E a rn 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 SAN FRANCISCO-OAKLAND, CALIFORNIA N O VEM BER 1956 B u lle t n N o . 1 2 1 0 -1 3 UNITED STATES D E P A R T M E N T O F L A B O R James P. Mitchell, Secretary In cooperation with T HE WOMEN'S BUREAU Alice K. Le op o l d , Di re c t o r BUREAU OF LABOR STATISTIC S Ewan Clague, Commissioner Earnings and Supplementary Benefits in Hospitals SAN F R A N C IS C O -O A K L A N D , C A L IF O R N IA N O V E M B E R 1956 B u lle tin U N IT E D STATES N o. DEPARTM ENT Jam es P. OF M it c h e ll, 1 2 1 0 -1 3 LABOR S e c re ta ry BUREAU OF LABOR STATISTICS Ewan Clagua, Commissioner August 1957 For sale by the Superintendent of Documents, U. S. Government Printing Office, Washington 25, D. C. - Price 20 cents Contents Preface Page This report on a survey of earnings and related bene fits of nurses and other em ployees of San Francisco-O akland hospitals is one of a series of reports based on sim ila r studies undertaken by the U. S. Department of Labor*s Bureau of Labor Statistics and Women’ s Bureau during the fis c a l years 1956and 1957. A summary of the results of the San F ra n ciscoOakland survey was issued in March 19 57; this report provides m ore detailed inform ation, both on wages and wage p ractices. The surveys w ere designed to m eet a v a rie ty of govmental and nongovernmental uses by providing areawide in fo r mation 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 employment in hospitals. In the planning of the surveys, the Department of Labor received suggestions and guidance from other gov ernment agencies, hospital associations, and organizations representing professional and nonprofessional groups of hos pital em ployees. The surveys w ere made by field staff representatives of the Bureau of Labor Statistics* Division of Wages and Indus tria l Relations. D irection of the survey w ork was under the supervision of L ily M ary David, with the assistance of Jack A . Wilson. Bulletins fo r the 16 cities included in this series of hospital surveys w ill be listed on the inside cover of these bulletins as they becom e available. Summary -------------------------------------------------------------------------- ] Occupational earnings A - 1: P rofessio n a l and technical occupations -------------A - 2 : O ffice occupations ------------------------------------------A -3 : Other nonprofessional occupations --------------------- 3 4 4 Tables: A: B: Establishment practices and supplementary benefits B - l : Perquisites ---------------------------------------------------B-2: Minimum w eekly salaries paid general duty nurses and staff dietitians ------------------------------B-3: Minimum entrance rates fo r nonprofessional w orkers (except office c le r ic a l) -----------------------B-4: Shift differen tial provisions -----------------------------B-5: Scheduled w eekly hours ----------------------------------B-6: W eekly overtim e pay practices ------------------------B-7: Paid vacations -----------------------------------------------B-8: Paid holidays -------------------------------------------------B-9: Sick lea ve, insurance, and pension plans ---------- 6 7 7 8 9 9 10 12 12 Appendixes: A: B: Scopeand method of survey ---------------------------------------Jobdescriptions ------------------------------------------------------ 13 15 Earnings and Supplementary Benefits in Hospitals in San Francisco-Oakland, C alif., November 1956 Summary In D ecem ber 1956 and January 1957, salary in creases w ere put into effect fo r nurses in most private hospitals in the San F ra n ciscoOakland area. The San Francisco Hospital Conference and the C a li fornia State Nurses* Association agreed on increases in salaries of general duty nurses varying from $ 15 to $35 a month, effective D ecem ber 1, 1956. A greem ents on higher pay w ere also concluded by the Nurses* Association with some individual hospitals in the area, and before a dispute over certain contract term s was resolved fo r East Bay hospitals, the A ssociated Hospitals of the East Bay A rea announced salary increases fo r general duty nurses ranging from $25 to $40 a month, effective January 1, 1957. It is estim ated that these salary adjustments, subsequent to the date of the Bureau*s survey, raised average pay approxim ately $5.50 a week above the leve l of general duty nurses shown in table A - l fo r private hospitals; since rates in public hospitals w ere not affected, the estim ated average in crease fo r general duty nurses in a ll hospitals in the area was slightly m ore than $3 a week. A vailable inform ation indicates that increases comparable to those for general duty nurses w ere put into effect fo r nurses in su pervisory positions; the effect of these salary changes on pay levels in these positions, how ever, was not calculated. M ore than 28,000 w orkers w ere employed in hospitals with 51 or m ore w orkers in the San Francisco-O akland m etropolitan area at the time of this survey. M ore than 1 out of 4 w ere employed in F ederal Government institutions and alm ost the same proportion in other government hospitals, while slightly m ore than tw o-fifths of the employees w ere in private (nongovernmental) hospitals in the area. Four broad groups of hospital em ployees w ere included in the survey— re gistered professional nurses; w orkers in certain other professional and technical positions; o ffice c le ric a l em ployees; and various nonprofessional em ployees engaged in au xiliary nursing, m ain tenance, custodial, and food preparation a ctivities. Nurses and other professional and technical em ployees accounted fo r slightly m ore than a fourth of a ll w orkers at hospitals in the area, 1 office c le ric a l em ployees fo r a tenth, and other nonprofessional w orkers, fo r m ore than two-fifths of a ll em ployees. The range of earnings within each occupation was usually substantial. Typ ica lly, the leve l of earnings was higher in public than in p riva tely operated hospitals. Earnings and P erq u is ite s. — W eekly salaries of women p ro fess ional^m rsTs_iir^arr^:;rajnjcIsTo^Oakiand, C a lif., hospitals in N ovem ber 1956 ranged from an average of $121.50 fo r directors of nursing to $75.50 fo r those on general duty. In private or nongovernmental hospitals, the corresponding averages w ere $117 and $72, re sp ec tively (table A - l ) . Four out of 5 of a ll general duty nurses earned $65 but less than $80 a week. Among other professional and technical occupations surveyed, average w eekly salaries fo r women ranged from $9 5 fo r chief X -ra y technicians to $76 fo r other X -ra y technicians ($88 to $73.50 in private hospitals). P ro vis io n of meals and/or a room in addition to cash salaries was reported fo r virtu a lly none of the San Francisco-Oakland hospital em ployees with the exception of those employed in the dietary depart ment, most of whom received 2 or 3 m eals a day. Laundry of uni form s or laundry and uniforms w ere provided fo r at least 1 out of 4 of the w orkers in m ost occupations in which uniforms w ere required; in the dietary department, about half the w orkers w ere provided both uniforms and laundry (table B -l). About 2 out of 5 San Francisco-Oakland hospitals provided m eals and/or rooms fo r their em ployees that could be purchased by means of p a yroll deductions. Charges varied from about 30 to about 50 cents a m eal, with the latter amount being most common. When room fa c ilitie s w ere available, nurses gen erally paid $10 to $20 monthly fo r a single room . Among the women office w orkers studied, p a yroll clerks a v e r aged $74.50 a week and switchboard operator-reception ists $61.50 (table A -2 ). The highest paid nonprofessional w orkers studied w ere maintenance electricia n s, who earned an average of $2. 65 an hour. Lowest average was $1.38 an hour fo r women dishwashers. Women practical nurses received $63 and nursing aides $59 a week— $1.58 and $1.48 an hour, resp ectively (table A -3 ). Entrance Rates and Rate Structure.— The vast m a jo rity of San Francisco-O akland hospitals established rates of pay fo r general duty nurses in accordance with a fo rm al rate structure rather than on the basis of individual determination. Typ ica lly, this rate structure p ro vided fo r periodic increases in pay. The in terval at which salaries w ere increased and the number of years fo r which increases w ere put into effect varied among hospitals, although most hospitals provided fo r increasing pay annually. Some hospitals continued these annual increases until a nurse had been employed 3 years (that is, the final 1 About three-fifth s of the San F ran cisco hospitals employed some part-tim e nurses in addition to the fu ll-tim e w orkers whose salaries are described in this bulletin, but the number of such parttime nurses was sm all. In m ost F ed era l hospitals in the area, most of the nursing staff w ere com m issioned m em bers of the A rm ed F o rces; a few hospitals had m em bers of a religious order on their staff. A substantial m in ority of the area hospitals w ere training student nurses. (i) 2 increases became effective at the beginning of the fourth year of em ployment). Others continued the increases for 5 years with the final increment due at the beginning of the sixth year of s e r v ic e .2 The most common periodic increment was $5 a month. About three-fifths of the San Francisco hospitals reported a policy of hiring general duty nurses at $65 but less than $70 a week, and about a fifth at $70 but less than $75 weekly. The most common entrance rate for staff dietitians was $75 but less than $80 a week, and a number of hospitals supplemented the dietitians1 pay by 1, 2, or 3 meals daily (table B-2). F o r men and women hired fo r nonprofessional positions other than office c le ric a l, the most frequent entrance ra te , reported by about a third of the hospitals, was $1.25 but less than $1.30 an hour. These rates applied to dietary workers and a m ajority of these hospitals provided 2 or 3 meals to these employees (table B-3). Extra pay fo r Late-Shift Work and Other Types of Duty. — In a few hospitals, registered professional nurses w ere required to rotate among shifts with the period between changes in shift assign ments varying from a week to eve ry 2 or 3 months. M ore than 9 out of 10 registered professional nurses (including all those employed in private hospitals) on late shifts w ere paid extra for this work. The most common differen tial was about $10 to $11 a month ($2. 30 to $2. 50 a week). 3 A ll the other professional and tech nical w orkers scheduled to work on late shifts received a differen tial, as did m ore than 4 out of 5 of the nonprofessional workers (other than office cle ric a l) on late shifts (table B-4). Extra pay fo r certain types of duty was provided in a m ajority of San Francisco hospitals. Most frequently, this pay was reported for nursing personnel (registered professional nurses and in some cases nursing attendants or practical nurses) in the operating room. In some cases, extra pay was provided nurses in the psychiatric ward, those working with acutely ill patients, or those employed in com municable disease wards. The most frequent premium for these various types of duty was $10 a month. 2 Beginning in December 1956 or January 1957, annual increments w ere increased to $10 a month, and the period after which maximum salaries w ere reached was reduced from 5 years to 4 years in some hospitals. Those with a 3-year progression period did not change it. 3 A fter the date of the Bureau,s survey, shift differentials w ere increased in most private hospitals in the area: The $10-a-month differentials ($2.30 a week) w ere increased to $15 (about $3.50 a w eek). Extra pay fo r those nurses receivin g $10.83 a month ($2.50 a week) for work on the night shift was increased to $19.50 ($4.50 a week). 4 Shortly after this survey, a fourth week of vacation was added in most private hospitals fo r nurses with 10 or m ore y e a rs 1 service. Hours of Work and Overtim e P a y. — A 40-hour schedule was in effect fo r all employees studied in San Francisco-Oakland area hospitals. A ll employees w ere covered by form al policies regarding pay for weekly overtim e. Most common provision, applicable to about 8 out of 10 w orkers and an even higher proportion in private hospitals, was time and one-half pay fo r work in excess of 40 hours (table B-6). A number of San Francisco hospitals employed kitchen and fo od -service w orkers on divided shifts, with the interval elapsing between shifts being most often 2 to 3 hours. These hospitals generally paid 75 cents to $1.50 a day extra to such workers because they w ere on split shifts. Most hospitals required a sm all number of w orkers to be on call for some hours beyond their regular time on duty. This re q u ire ment most frequently applied to nurses employed on surgical duty, although frequently laboratory and in some cases X -ra y technicians w ere subject to this type of assignment. In some cases, no pay was provided fo r being on call, although the w orkers w ere paid extra if they w ere called back. In other cases, time on call was paid fo r, gen e ra lly at half the w o rk e r^ regular rate. Vacations and H olid a ys.— A ll employees w ere eligible fo r paid vacations after a y e a r,s service and about 2 out of 5 (m ostly govern mental em ployees) w ere entitled to vacations after 6 months1 service (table B-7). A ll but about 5 percent received at least 2 w eeks1 vacation after a year*s service and at least 3 weeks a fter 5 y e a rs 1 em ploym ent.4 At least 7 paid holidays annually w ere provided a ll employees within the scope of the survey. A ll private hospitals recognized 7 holidays, whereas in public institutions about 3 out of 4 nurses and about 90 percent of the other employees received 8 or m ore. Most commonly, employees required to work on holidays received equal time off, but m ore than a third of the w orkers in each occupational group except nurses received extra straight-tim e pay (a total of double tim e) fo r holiday work. Equal time off was the most usual provision in private hospitals (table B-8). Insurance and P en sion s.— L ife insurance paid fo r at least in part by the hospital was provided about 1 out of 5 nurses and m ore than a third of the other hospital w orkers in the San Francisco-Oakland area. Alm ost the same proportions w ere covered by accidental death and dismemberment ben efits. A ll employees w ere covered by sick -leave provisions, and about 9 out of 10 (including all governmental em ployees) w ere eligible fo r such leave at full pay without a waiting period. A ll employees in private hospitals and re la tive ly sm all proportions of those in public hospitals received hospital and surgical benefits fre e or at reduced cost (table B-9). Some type of pension arrangement covered all employees in government hospitals and a ll but about 7 percent in private hospitals. Th ree-fifths of the employees in private hospitals w ere under the OldA ge, Survivors, and D isability Insurance system with almost a third (including a few also covered by social security) being included in a private pension plan contributed to by the hospital. 3 A : O c c u p a t i o n a l E a r n in g s Ta b le A-1: P ro fe ssio n a l and technical occupations (Average straight-tim e weekly hours and earnings for selected occupations in San Francisco-Qakland, C a lif ., by hospital proprietorship, November 1956) Average Sex, occupation, and hospital proprietorship Number of workers NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— Weekly Weekly earnings 17 1/ Under 65.00 $ 65.00 and under 70.00 $ $ 70.00 75.00 $ $ 80.00 85.00 80.00 85.00 2 4 - 75.00 90.00 $ $ |$ 90.00 95.00 100.00 105.00 95.00 100.00 105.00 110.00 $ $ $ 115.00 120.00 125.00 130.00 and 115.00 120.00 125.00 130.00 over 1 1 0 .0 0 N u rs in g o c cu p a tio n s Men General duty nurses .................................................................. 14 4 0 .0 $90.00 - 56 20 36 225 108 117 529 214 315 3,715 1,587 2,128 69 13 56 4 0 .0 121.50 130.50 117.00 93.00 100.50 86.00 85.50 97.50 77.50 75.50 80.00 72.00 95.50 110.50 92.00 3 3 3 3 - 852 150 702 - 3 3 86 86 1,219 271 948 - 14 14 165 5 160 892 485 407 8 8 100.00 97.00 102.50 82.50 82.50 82.00 81.50 82.00 81.50 - 12 10 2 - 10 1 9 9 8 1 95.00 88.00 76.00 80.00 73.50 80.50 81.50 80.00 84.50 88.50 82.00 92.00 95.50 84.00 83.50 90.50 78.00 81.00 85.00 79.00 7 7 2 2 1 1 - 14 14 6 4 2 4 2 2 2 2 1 1 1 16 7 9 50 22 28 3 3 8 8 16 6 10 3 - 1 - 2 - - 2 - - 38 38 71 11 60 298 230 68 7 7 53 9 44 45 39 6 261 261 8 8 7 7 35 25 10 12 12 101 101 18 2 16 2 2 25 22 3 28 28 49 49 10 3 7 26 20 6 95 95 19 19 5 5 2 2 17 17 15 15 17 17 7 4 3 6 3 3 5 5 4 4 2 2 1 1 - _ 9 7 2 1 1 - 15 8 7 3 3 4 4 2 2 - 1 1 _ 3 1 2 2/ 20 8 12 _ _ 2 2 - 16 9 7 28 7 21 22 6 16 24 7 17 3 1 2 10 4 6 20 5 15 4 1 3 19 19 3 2 1 7 7 4 4 - 4 2 2 2 2 - _ - 2 2 2 _ 2 - _ _ - 2 2 _ - _ _ _ - _ _ _ _ _ - 30 12 18 83 34 49 15 1 14 1 1 16 4 12 34 6 28 3 3 15 7 8 64 22 42 25 11 14 6 2 4 11 3 8 23 3 20 9 7 2 51 20 31 6 3 3 12 10 2 6 3 3 18 15 3 5 4 1 1 10 6 4 5 5 8 5 3 8 8 10 4 6 1 1 5 5 2 1 1 3 2 1 4 4 _ 3 2 1 6 3 3 8 8 6 5 1 _ 3 3 1 1 8 7 1 _ 1 1 1 1 _ - 1 _ _ _ _ _ _ 1 _ _ _ _ 1 1 1 1 - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ - _ _ _ _ _ _ _ _ _ Women Directors of nursing ................................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Supervisors of nurses .............................................................. Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Head nurses ................................................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ General duty nurses .................................................................. Governmental h o s p it a ls .............. ...................................... Nongovernmental hospitals ................................................ Nursing instructors .................................................................. Governmental hospitals ...................................................... Nongovernmental hospitals ............................................... 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 4 0 .0 4 0 .0 4 0 .0 4 0 .0 O t h e r p ro fe s sio n a l a n d te c h n ic a l o ccu pa tio ns Men X-ray technicians, chief ........................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ X-ray technicians 2 / ................................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Medical technologists 2 / ........................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ 22 11 11 93 49 44 88 33 55 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 Women X-ray technicians, chief ........................................................ Nongovernmental hospitals ................................................ X-ray technicians 2 / ................................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Medical technologists 2 / ........................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Medical record lib ra ria n s ...................................................... Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Medical social workers 2 / ...................................................... Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ Physical therapists 2J ............................................................ Governmental hospitals ...................................................... Nongovernmental hospitals ................................................ D ie titia n s 2J .............................................................................. Governmental hosoitals ...................................................... Nongovernmental hospitals ................................................ 10 7 93 35 58 279 120 159 69 28 41 49 34 15 60 27 33 107 39 68 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 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 - - - 1 - 4 4 - 1 1 _ ' ' ' - _ _ ~ _ _ ~ 1/ Hours re fle c t the workweek for which workers receive th eir regular straight-tim e salaries and the earnings correspond to these weekly hours. Extra pay for work on evening and night shifts is excluded from the earnings information, as is the cash value of room, board, or other perquisites provided in addition to cash salaries. 2/ Workers were distributed as follows: 2 at $130 to $135; 5 at $135 to $140; 3 at $140 to $145; 8 at $150 to $155; 1 at $155 to $160; 1 at $160 to $165. 2/ Data for th is occupation exclude chiefs in hospitals employing more than 1 worker in the occupation. Earnings and Supplementary Benefits in Hospitals, San Francisco-Qakland, C a lif ., November 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor S ta tistics 4 T a b le A -2 : O ffic e occupations (Average s t r a ig h t - t im e w eekly h o u rs and e a rn 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 San F ra n c isc o - O a k la n d , 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 , November 19 56 ) NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY iEARNINGS OF— A verage Number of workers O ccupation and h o s p it a l p r o p r ie t o r s h ip C l e r k s , p a y r o l l ........................................................................................... G overnm enta l h o s p it a ls ................................................................... 54 36 18 S te n o g ra p h e rs , te c h n ic a l ...................................................................... G overnm enta l h o s p it a ls ................................................................... 220 1/ 1/ 53 6 3 .0 0 4 0 .0 4 0 .0 4 0 .0 6 4 .5 0 6 2 .0 0 6 1 .5 0 6 3 .5 0 5 9 .0 0 6 7 .0 0 40.0 6 6 .0 0 4 0 .0 6 9 .5 0 4 0 .0 4 0 .0 66 58 131 94 37 $ 5 5 .0 0 and unde r 5 7 .5 0 $ 5 7 .5 0 $ 6 0 .0 0 $ 6 2 .5 0 6 5 .0 0 6 7 .5 0 $ 7 0 .0 0 6 0 .0 0 6 2 .5 0 6 5 .0 0 6 7 .5 0 7 0 .0 0 7 2 .5 0 _ _ _ 2 _ 1 - - - 2 - 1 - - - - 2 15 14 4 36 1 31 27 23 4 Under $ 5 5 .0 0 $ 7 4 .5 0 7 4 .5 0 7 5 .0 0 7 0 .0 0 6 9 .0 0 7 2 .5 0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 106 12 4 S w itc h b o a rd o p e r a t o r - r e c e p t io n is t s .............................................. G overnm ental h o s p it a ls ................................................................... Nongovernm ental h o s p it a ls ............................................................ T ra n s c rib in g - m a c h in e o p e ra to r s , te c h n ic a l ............................. G overnm ental h o s p it a ls ................................................................... N ongovernm ental h o s p it a ls ............................................................ Weekly earnings 4 0 .0 157 63 159 S w itc h b o a rd o p e ra to rs ............................................................................. G overnm enta l h o s p it a ls ................................................................... Weekly hours - - 7 15 - 7 11 - 11 - 6 6 6 12 9 30 15 15 19 - 40 32 43 35 8 - $ $ 26 21 5 26 12 12 23 2 8 17 4 1 $ 8 0 .0 0 7 5 .0 0 8 0 .0 0 and o ve r 3 3 23 17 7 9 1 7 3 12 - 13 ~ - 10 12 8 4 5 3 3 12 9 39 29 - 10 8 4 4 13 6 8 41 32 1 9 21 14 13 7 5 .0 0 2 1 4 4 16 7 3 - 21 $ 7 2 .5 0 3 10 1 11 3 14 5 2 3 14 7 7 45 29 16 $ 5 - - - 22 21 1 8 6 2 6 2 4 - 4 4 1 / H o u rs r e f l e c t th e workweek f o r which 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 rn in g s c o rre sp o n d t o th e se w e ekly h o u rs . E x t r a ra y f o r w o rk on e ve ning and n i g h t s h i f t s i s excluded fro m th e e a rn in g s in fo r m a tio n as i s th e cash v a lu e o f room , 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 la r ie s . Ta 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 ekly h o u rs and e a rn in g s f o r average h o u r ly e a rn in g s o r s e le c te d o c c u p a tio n s i n San Fra n c isc o -O a k la n d , 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 , November 19 56 ) A verage Sex, o c c u p a t io n , an d h o s p i t a l p r o p r i e t o r s h i p Number of workers Weekly hv NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— Weekly earnings U U n der 5 0 .0 0 $ 5 0 .0 0 an d under 5 2 .5 0 $ 5 2 .5 0 $ 5 5 .0 0 $ 5 7 .5 0 5 5 .0 0 5 7 .5 0 6 0 .0 0 7 - 150 76 74 2 85 27 58 18 $ 6 0 .0 0 $ 6 2 .5 0 6 2 .5 0 6 5 .0 0 $ 9 6 5 .0 0 6 7 .5 0 6 7 .5 0 7 0 .0 0 $ $ $ $ $ 7 0 .0 0 7 2 .5 0 7 5 .0 0 8 0 .0 0 $ 8 5 .0 0 7 2 .5 0 7 5 .0 0 8 0 .0 0 8 5 .0 0 9 0 .0 0 8 - _ _ _ _ - - - - - _ 8 19 39 - 9 0 .0 0 an d over Men N u r s in g a id e s ....................................................................................... 629 G o v e r n m e n t a l h o s p i t a l s ............................................................ N o n g o v e rn m e n ta l h o s p i t a l s ..................................................... 405 224 381 P r a c t ic a l n u rses ................................................................................ 4 0 .0 4 0 .0 4 0 .0 4 0 .0 $ 6 2 .5 0 6 3 .0 0 7 - - 6 2 .0 0 6 7 .5 0 7 - “ 4 7 2 4 0 .0 4 0 .0 4 0 .0 5 9 .0 0 6 3 .0 0 5 7 .0 0 6 3 .0 0 84 - 152 207 55 97 86 - 49 158 - 91 58 77 58 - 15 62 101 59 97 97 61 31 160 160 - 151 151 - 98 98 - 66 199 158 113 86 85 85 3 - 157 1 - 3 ~ 84 7 49 48 1 45 101 - Uomen N u r s i n g a i d e s ....................................................................................... G o v e r n m e n t a l h o s p i t a l s ............................................................ N o n g o v e rn m e n ta l h o s p i t a l s ...................................................... P r a c t i c a l n u r s e s ................................................................................ G o v e r n m e n t a l h o s p i t a l s ............................................................ N o n g o v e rn m e n ta l h o s p i t a l s ...................................................... H o u s e k e e p e r s , c h i e f ......................................................................... G o v e r n m e n t a l h o s p i t a l s ............................................................ N o n g o v e rn m e n ta l h o s p i t a l s ...................................................... 1 ,9 9 5 740 1 ,2 5 5 1 ,4 9 5 847 648 28 12 16 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 4 0 .0 6 7 .5 0 5 7 .0 0 8 4 .0 0 8 6 .5 0 84 3 3 - - 67 172 172 - 139 - 554 42 512 81 84 17 227 34 47 - 113 114 - 3 2 .5 0 “ See fo o tn o te s a t end o f t a b le . 86 376 309 149 10 " ' E a r n in g s and Sunn le m p n te ry B e n e f it s ' 6 60 46 28 18 _ _ _ _ - - - - _ - 238 23 238 - 23 74 74 - - - - - 2 - - 1 - 6 1 2/ 6 2 “ 1 9 7 2 1 1 ~ 5 3 in H o s p it a ls , San Fra n c isc o - O a k la n d , C a l i f . , 3 November 1956 U . S . DEPARTMENT OF LABOR Bu re a u o f La b o r S t a t i s t ! c s 5 Table A -3 : Other nonprofessional occupations - Continued (Average s t r a ig h t - t im e w e ekly h o u rs and e a rn in g s o r average h o u rly e a rn in g s f o r se le c te d o c c u p a tio n s i n San F ra n c isc o - O a k la n d , 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 , November 19 5 6 ) NUMBER OF WORKERS RECEIVING STRAIGHT-TIME HOURLY EARNINGS OFS e x , o c c u p a tio n , and h o s p it a l p r o p r ie t o r s h ip Number of workers Average hourly earnings i/ Under f .2 0 $ 1 .2 0 and under 1 .2 5 $ 1 .2 5 $ $ $ $ $ $ $ $ $ $ $ $ $ 1 .3 0 1 .3 5 1 .4 0 1 .4 5 1 .5 0 1 .6 0 1 .7 0 1 .8 0 1 .9 0 2 .0 0 2 .1 0 2 .2 0 2 .3 0 $ 2 .4 0 1 .3 0 1 .3 5 1 .4 0 1 .4 5 1 .5 0 1 .6 0 1 .7 0 1 .8 0 1 .9 0 2 .0 0 2 .1 0 2 .2 0 2 .3 0 2 .4 0 2 .5 0 2 2 21 17 4 - 24 12 12 91 33 58 20 20 - 27 14 13 57 43 14 37 8 29 41 39 2 16 8 58 no 8 2 6 21 21 57 50 7 - 3 3 82 82 167 167 6 3 3 12 2 10 19 13 6 42 42 17 16 1 2 2 26 26 80 18 62 7 3 4 4 26 26 - 16 6 10 - _ 117 51 66 - 10 9 8 1 - _ 8 14 12 2 - “ 7 5 2 26 26 140 136 4 27 5 22 22 22 1 2 2 18 18 2 2 “ 5 121 4 4 10 10 51 2 49 94 40 54 - - - - - - - 75 12 63 4 1 3 22 22 28 28 188 23 165 17 9 8 145 4 141 2 2 43 30 13 53 13 40 153 20 133 - 51 51 29 29 62 24 38 2 2 6 6 4 4 29 29 _ - _ - _ - _ - - - - - - $ 2 .5 0 and o ve r Men D is h w a s h e rs , machine ............................................................ G overnm ental h o s p it a ls ................................................ Nongovernm ental h o s p it a ls ......................................... E l e c t r i c i a n s , m aintenance ................................................ E n g in e e r s , s t a t i o n a r y ....................................................... G overnm ental h o s p it a ls ................................................ Nongovernm ental h o s p it a ls ......................................... K itc h e n h e lp e r s ........................................................................ G overnm ental h o s p it a ls ................................................ Nongovernm ental h o s p it a ls ............................. .. P o r t e r s ........................................................................................... G overnm ental h o s p it a ls ................................................ N ongovernm ental h o s p it a ls ......................................... W a s h e rs , machine ...................................................................... G overnm ental h o s p it a ls ................................................ Nongovernm ental h o s p it a ls ......................................... 154 80 74 34 223 110 113 47 1 32 0 151 903 516 387 78 30 48 $ 1 .4 9 1 .5 4 1 .4 3 2 .6 5 2 .3 2 2 .3 9 2 .2 6 1 .4 5 1 .5 3 1 .3 1 1 .5 2 1 .5 7 1 .4 4 1 .5 8 1 .7 3 1 .4 9 58 37 852 396 45 6 360 183 177 857 22 1 63 6 1 .3 8 1 .3 3 1 .4 1 1 .5 2 1 .3 1 1 .4 3 1 .4 6 1 .4 0 1 .3 9 1 .5 1 1 .3 4 _ 18 18 9 9 6 6 12 6 9 1 8 _ _ Un y _ _ 39 31 8 _ Women D is h w a s h e rs , machine ............................................................ N ongovernm ental h o s p it a ls ......................................... K itc h e n h e lp e rs ........................................................................ G overnm ental h o s p it a ls ................................................ N ongovernm ental h o s p it a ls ......................................... La u n d ry f i n i s h e r s , f l a t w o r k , machine ...................... G overnm ental h o s p it a ls ................................................ Nongovernm ental h o s p it a ls ......................................... M aids ................................................................................................ G overnm ental h o s p it a ls ................................................ N ongovernm ental h o s p it a ls ......................................... 14 14 27 3 24 57 57 183 188 24 22 2 34 11 23 5 5 83 73 10 110 36 74 23 9 19 220 21 93 90 3 51 45 6 78 76 2 56 56 21 21 38 38 ~ - _ 54 1 54 20 20 - 1 - “ - 1 / H o u rs r e f l e c t th e workweek f o r which w o rk e rs re c e iv e t h e i r re 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 rn in g s c orresp o n d to th e se w eekly h o u rs . E x t r a pay f o r work on eve ning and n ig h t s h a f t s i s th e e a rn in g s in fo r m a tio n a s i s th e cash v a lu e o f room , 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 itio n to cash s a l a r ie s . 2/ W o rk e rs were d i s t r i b u t e d as f o ll o w s : 2 a t $95 to $ 1 0 0 ; 1 a t $1 0 0 t o $ 1 0 5 ; 3 a t $1 05 and o v e r. 3/ E x c lu d e s premium pay f o r o v e rtim e and f o r work on weekends, h o lid a y s , and la t e s h i f t s as w e ll as th e cash va lu e o f room, 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 itio n t o cash s a l a r i e s . A/ W o rk e rs were d i s t r i b u t e d a s f o ll o w s : 2 a t $ 2 .8 0 t o $ 2 .9 0 ; 3 a t $ 3 .3 0 to $3.4-0; 6 a t $ 3 .5 0 to $ 3 .6 0 . 5/ W o rk e rs were d i s t r i b u t e d as f o ll o w s : 4 a t $ 2 .5 0 t o $ 2 .6 0 ; 18 a t $ 2 .6 0 to $ 2 .7 0 ; 11 a t $ 2 .7 0 to $ 2 .8 0 ; 6 a t $ 2 .9 0 ando v e r. 437685 O -57-2 _ _ _ _ - “ excluded fro m 6 B : E s t a b lis h m e n t P r a c t ic e s a n d S u p p le m e n ta r y B e n e f it s Table B-l: Perquisites P e rc e n t o f w o rk e rs i n go ve rnm e nta l h o s p it a ls 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 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 rece ve i n a d d itio n t o cash s a l s r y re c e iv e i n a d d itio n t o cash s a la r y whc) re c e iv e i n a d d it io n t o cash s a la r y N e it h e r N e ith e r U n i N e it h e r Laun La u n Laun A ll la u n A ll N e ith e r la u n fo rm s N e ith e r N e it h e r 3 la u n A ll 3 L a u n d ry d ry Laun La u n d ry 2 d ry 1 w o rk e rs 3 o n ly d ry 1 2 w o rk e rs 3 m eals m eals m eals m eals m eals d ry 3 w o rk e rs 2 1 d ry and d ry d ry and and nor meal m eals m eals nor (o r nor meal m eals m eals and nor nor nor meal m eals m eals and u n i o n ly o n ly u n i o n ly u n i uni a llo w room u n i room room room room u n i fo rm s fo rm s fo rm s fo rm s fo rm s ance) fo rm s 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 m orses (women) ....................................... G en e ra l d u ty n u rs e s (men) ........................ G e n e ra l d u ty n u rs e s (women) .................... N u rs in g i n s t r u c t o r s (women) .................... O t h e r p r o fe s s io n a l 100 100 100 100 100 100 - - - - - " 100 100 100 100 100 100 100 100 100 100 4 3 13 21 19 - 100 100 10 0 100 100 100 18 20 15 16 7 * 100 100 100 100 100 100 100 96 97 46 9 30 14 14 IS 13 3 8 - 4 9 14 36 11 12 79 72 72 64 72 81 100 100 100 100 100 - - - - “ 18 24 9 28 14 22 18 12 73 70 62 77 53 74 100 78 78 80 100 100 100 100 100 100 100 100 100 8 10 25 37 35 26 39 10 17 27 24 62 65 46 38 50 - 100 100 100 “ 1 / 100 100 - - 100 100 100 100 100 15 100 100 100 100 100 100 100 100 67 6 3 6 6 7 5 27 43 39 20 32 41 33 73 51 97 55 74 100 68 52 62 100 100 100 100 100 100 100 100 100 100 13 6 16 - _ - - 27 - - 14 3 # - 100 100 100 100 100 21 3 _ * 9 5 « - - 100 100 100 100 100 100 100 87 94 34 18 29 23 21 26 18 - 9 * 100 100 31 19 100 100 23 3 19 5 100 17 11 26 28 17 - 86 95 94 88 100 and t e c h n i c a l o c c u p a t io n s X - ra y te c h n ic ia n s , c h ie f (men) ............ X - ra y te c h n ic ia n s , c h ie f (women) . . . . X - ra y t e 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 t e c h n o lo g is ts (men) .................... M e d ica 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 (women) . . . . . . 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) ......................................... - 14 22 9 _ - 9 73 71 75 66 53 73 100 100 100 91 Nonprofessional occupations 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 rs 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) .................... 100 100 100 100 100 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 io 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 (women) ................. .. La 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) ................................ 100 100 100 100 100 100 3 12 * 8 20 72 16 29 100 100 100 100 - - - - - - 4 - 1/ * - Dashes i n - “ In c lu d e s l e s s th e n 2 . 5 p e rc e n t who re c e iv e L e s s th a n 2 . 5 p e rc e n t. NOTE; - “ _ 31 H 42 38 - - - - - 100 100 100 100 100 47 * 100 100 41 26 100 100 96 100 12 17 23 24 4 “ 9 _ 3 6 4 5 4 - 13 21 - 46 11 56 9 7 42 72 21 67 89 53 38 47 33 38 59 94 96 49 63 6 14 94 73 70 8 9 91 100 100 68 22 31 63 100 100 - - - - 100 100 40 8 17 17 44 75 100 100 - - - - ~ - 75 - 25 - 100 100 5 19 7 57 65 22 100 52 43 7 - 58 36 93 42 64 100 100 100 - 11 21 68 53 - 4 15 100 100 100 100 - 11 12 13 23 89 85 85 77 100 100 100 100 - - 6 - 4 * - 100 100 - - - “ ” 100 - _ - 31 - - 69 - 100 100 100 - 19 37 30 19 100 100 100 100 - - - u n ifo rm s o n ly . ’’A l l w o rk e rs ” columns in d ic a te e it h e r no w o rk e rs o r to o few w o rk e rs to j u s t i f y 15 - _ * 100 10 0 - _ E a r n in g s and Sup p le m e nta ry B e n e f it s i n H o s p it a ls , p r e s e n ta tio n o f da ta, - - - 100 100 94 100 7 4 62 78 * - “ - 98 100 30 60 51 35 - _ 15 7 23 31 100 63 62 - 7 100 57 65 100 San Fra n c isc o -O a k la n d , C a l i f . , November 1956 U . S . DEPARTMENT OF LABOR B u re a u o f La b o r S t a t i s t i c s 7 T a b le B-2 : M in im u m w e e k ly s a la rie s p a id g e n e ra l d u ty n u rs e s a nd s ta ff d ie titia n s N u m ber o f he s p i t a l s s a la r ie s M inim um w e e k l y A ll s a la r y h a v in g an e s t a b lis h e d h o s p ita ls h o s p it a ls h o s p ita ls 29 42 26 - 15 - 11 an d u n i e r $ 8 0 .0 0 ........................................................................ an d u n i e r $ 9 0 .0 0 ........................................................................ m inim um e m p lo y w o r k e r s p a id fo r in th is catego ry 3 - - 2 2 In 4 h o s p it a ls , w o rk e rs r e c e iv e 3 m e a ls in a d d itio n 2/ In 3 h o s p ita ls ,w o r k e r s 1 m e a l; in 5 h o s p ita ls , 4/ In 3 h o s p it a ls , w o rk e rs re c e iv e 1 m e a l; 2/ In 3 h o s p it a ls , w o rk e rs re c e iv e 2 m e a ls ; re c e iv e in to t h e ir an d in cash w o rk e rs 2 h o s p it a ls , M inim um h o u r l y 2 h o s p it a ls , 2 m e a ls ; r e c e iv e w o rk e rs an d 2 m e a ls ; re c e iv e in an d i n 3 m e a ls i n B-3 : M in im u m e n tra n c e ra te s fo r $ 0 .9 5 ................................................................................... 3 6 . 7 21 2 17 7 10 4 h o s p it a ls ,w o rk e rs r e c e iv e w o rk e rs r e c e iv e a d d itio n t h e ir to cash h o s p ita ls w ith e s t a b lis h e d m inim um r a t e s fo r - N o n g o v e rn m e n t a l G o vern m en ta l h o s p ita ls h o s p ita ls 29 42 71 29 42 42 71 29 42 ............................................................................ _ _ _ 3 _ $ 1 .1 0 an d u n d e r $ 1 .1 5 ............................................................................ - - _ $ 1 .1 5 $ 1 .2 0 an d u n d e r $ 1 .2 0 an d u n d e r $ 1 .2 5 ............................................................................. ............................................................................. y 7 $ 1 .2 5 an d u n d e r $ 1 .3 0 ............................................................................. y $ 1 .3 0 an d u n d e r $ 1 .3 5 ............................................................................ 23 10 $ 1 .3 5 a n d u n d e r $ 1 . 4 0 ........................ .. ................................................. 5 $ 1 .4 0 an d tin d e r $ 1 .4 5 ................... . ...................* ................................. $ 1 .4 5 an d u n d e r $ 1 .5 0 ............................................................................. 2/ 6 1 y 8/ 2 6 - 2/ 5 2/ 5 5 2 / 17 10 _ 9 - 9 - _ $ 1 .5 0 an d u n d e r $ 1 .5 5 ............................................................................. $ 1 .5 5 an d tin d e r $ 1 .6 0 ............................... .. 2 _ 2 - - $ 1 .6 0 an d tin d e r $ 1 .6 5 ........................................... ................................ 2 2 - $ 1 .6 5 a n d t i n d e r $ 1 . 7 0 ............................................................................ 2 2 - $ 1 .7 0 an d o v e r 2 • 2 ............................................................................................. 1/ W o rk e rs 2/ In 2 h o s p it a ls , 2/ In 1 h o s p ita l, w o rk e rs r e c e i v e 2 m e a ls ; In 1 h o s p ita l, w o rk e rs 2 m e a ls 3 m e a ls in w o rk e rs r e c e iv e a d d itio n re c e iv e h o s p ita l, to t h e ir 3 m e a ls w o rk e rs in ca sh in to t h e ir 2 h o s p ita ls , a d d itio n r e c e iv e to 2 m e a ls ; t h e ir in cash re c e iv e 3 h o s p ita ls , w o rk e rs re c e iv e 1 m e a l; In 5 h o s p ita ls , w o rk e rs re c e iv e 2 m e a ls ; 8/ In 2/ In w o rk e rs r e c e iv e w o rk e rs r e c e iv e y 12 y 2 y 5 i 5 1 1 / 19 3 _ 12/ 9 • _ 3 5 9 4 _ 4 - 2 - 3 6 / 10 1/ 2 “ 2 m e a ls 2 3 m e a ls ; w o rk e rs m e a ls and in and in in r e c e iv e in a d d itio n 2 h o s p ita ls , 9 h o s p ita ls , a d d itio n and in 1 m e a l; to t h e ir to t h e ir 9 h o s p ita ls , an d w o rk e rs in 2 cash ** s a la r y . h o s p it a ls , r e c e iv e 3 m e a ls w o rk e rs r e c e iv e cash w o rk e rs r e c e iv e in a d d itio n a d d itio n to cash s a la ry . t h e ir cash s a la r y . 3 m e a ls in a d d itio n t h e ir cash s a la ry . s a la ry . w o rk e rs re c e iv e h o s p ita ls , w o rk e rs re c e iv e 3 m e a ls i n a d d i t i o n to t h e ir cash s a la r y . 11/ In 10 w o rk e rs r e c e i v e 2 m e a ls ; an d in 9 h o s p ita ls , w o rk e rs re c e iv e 3 m e a ls i n a d d i t i o n to t h e ir cash s a la r y . cash in s a la ry . t h e ir 9 t h e ir 3 m e a ls cash a d d itio n to in to t h e ir in an d a d d itio n to 3 m e a ls r e c e i v e 2 m e a ls ; in 2 1 0 / 24 1/ w o rk e rs 2 m e a ls 1/ 2 6 12/ 12 h o s p i t a l s , re c e iv e - - y 4 10/ In w o rk e rs 3 - - - s a la ry . 3 h o s p ita ls , In h o s p it a ls , 3 _ cash s a la r y . w o rk e rs 6/ h o s p ita ls , _ s a la ry . a d d itio n and in 2/ s a la ry . 29 ......................................... - h o s p ita ls , cash 71 m inim um _ 12/ In 7 h o s p i t a ls , ca sh s a la r y . t h e ir (e xc e p t o ffic e c le ric a l) h o s p ita ls 3 - 2 to h o s p ita ls h o s p ita ls ............................................................................ 3 t h e ir a d d itio n A ll ............................................................................ 1 in N o n g o v e rn m e n ta l an d u n i e r $ 1 .0 5 In in a d d itio n to m e a ls Women G o v ern m en ta l an d u n d e r $ 1 .1 0 i j 3 s a la r y . $ 1 .0 0 2/ 3 m e a ls 2 h o s p it a ls , $ 1 .0 5 re c e iv e y 71 e s t a b lis h e d an d u n d e r $ 1 .0 0 3 28 n o n p ro fe s s io n a l w o r k e r s rate h o s p ita ls an io 4 - Men A ll h a v in g y 2/ s a la ry . re c e iv e w o rk e rs N u m ber o f h o s p it a ls 2 6 16 y - 1 - a 4 0 -h o u r w e e k . 2/ H o s p it a ls 2/ _ 2 ... 1 33 9 14 6 _ 8 ........................................ T a b le A ll h o s p ita ls 71 $ 7 5 .0 0 are h o s p it a ls 40 16 s a la r ie s - N o n g o v e rn m e n ta l 42 ........................................................................ A ll in 29 an d u n d e r $ 7 5 .0 0 \J G o vern m en ta l 29 - ♦ 7 0 .0 0 not m inim um w e e k l y 71 3 42 d id e s t a b lis h e d s t a f f d i e t i t i a i is 69 ........................................................................ th a t w it h fo r m i n i m u m ............................. .. ........................................................................ H o s p it a ls hoe i p i t a l s s a ls ir ie s .............. A ll an d u n d e r $ 5 0 .0 0 no e s t a b lis h e d - N o n g o v e rn m e n ta l and u n d e r $ 7 0 .0 0 h a v in g in h o s p ita ls ♦ 4 5 .0 0 $ 8 5 .0 0 nur s e s G o vern m en ta l ♦ 6 5 .0 0 H o s p it a ls N u m ber o f e s t a b l i s h e d . m inim um w e e k l y g e n e ra l d u ty A ll h o s p i t a l s .................................................. ................................................... H o s p it a ls w it h fo r to s a la r y . E a r n in g s an d S u p p le m e n t a ry B e n e f i t s in H o s p it a ls , S a n F r a n c is c o -O a k la n d , C a lif., N o v e m b e r 1 9 36 U . S . DEPARTMENT OF LABOR B u re au o f Labor S ta tis tic s 8 T a b le B-4: S h if t d iffe re n tia l p ro v is io n s Percent o f workers on Into sh ifts in A ll T y p e o f w o rk e r an d h o s p ita ls G o vern m en ta l h o s p it a ls S eo ori s h ift T h ir d o r o th e r S eo ori s h ift s h ift A ll r e g is t e r e d on th e W ith s h ift s h ift U n ifo r m p r o fe s s io n a l n u rses e m p lo y e d ............................................................................................ • • • • • pay d iff e r e n t ia l .......................................................................... am o u n t p e r w e e k .................................... .................................. .. 100.0 9 4 .6 9 4 .9 7 0 .2 7 3 .0 100.0 9 .4 5 .1 1 3 .3 o th e r p r o fe s s io n a l W ith s h ift U n if o r m an d p a y d i f f e r e n t i a l ......................................................... • • • • • • • am ount p e r w e e k ............ ............................................................ U n d e r $ 2 . 5 0 ................................................................................................. $ 2 . 5 0 a n d u n d e r $ 5 . 0 0 .......................................................................... U n i f o r m p e r c e n t a g e ................. ..................................................................... 5.0 p e r c e n t ........................................................... ..................................... 10.0 p e r o e n t b e t w e e n 6 p . m . a n d 6 a . m . ..................... .. A l l n o n p ro fe s s io n a l w o rk e rs (e x c e p t o f f i c e c l e r i c a l ) e m p lo y e d o n t h e s h i f t ........................................ ............. .................. .. W ith s h i f t U n ifo r m pay d iffe r e n t ia l .......................................................................... am o u n t p e r w e e k ...................... .................................... • • • • • • • U r i e r $ 2 .5 0 ................................................................................................. $ 2 .5 0 an d u r i e r $ 5 . 0 0 ...................... ....................................... .. $ 7 .5 0 an d u r i e r $ 1 0 . 0 0 ....................................................................... U n if o r m p e r c e n t a g e ................. ..................• • • • • ..........................• • • • • • 5.0 p e r c e n t ..................................... .............................. • • • • • • • • • • • • 6.2 p e r c e n t ...............• • • • • « ......................................... ......................... 10.0 p e r c e n t b e t w e e n 6 p . m . a n d 6 a . m . . . . . . . . . . . . . . O th e r ................. .................. ................................................................... ............. s h ift pay d iffe r e n t ia l 1.2 t e c h n ic a l w o rk e rs s h i f t ...................... .................... .. ................. ............................................................ 5 4 .4 - 2 2 .7 2 8 .8 5 1 .3 9 .5 e m p lo y e d o n t h e 4 5 .6 5 5 .5 - 3 3 .1 4 .5 A ll 4 4 .4 2 6 .5 7 .3 3 .3 2.2 o r o th e r s h ift 100.0 100.0 4 3 .7 2 3 .7 1 8 .2 T h ir d 100.0 100.0 2 3 .5 9 .5 .9 s h ift 100.0 8 7 .8 9 .6 5 .4 S eo ori 100.0 2 8 .3 - 2 6 .5 p a y d i f f e r e n t i a l ........................................... • • • • • • • . ................ o th e r 100.0 8 6 .7 4 6 .5 2 0 .7 O t h e r ..................................................................................................................... or 3 3 .1 - $ 2 . 5 0 a n d u n l e r $ 5 . 0 0 .......................................................................... U n i f o r m p e r c e n t a g e ........................................................................................ 5.0 p e r c e n t ............................. ......................... ................................ .. 6.2 p e r c e n t ................................................• • • • • • .............................. .. 10.0 p e r c e n t b e t w e e n 6 p . m . a n d 6 a . m . ............................. No 100.0 T h ird s h ift U n d e r $ 2 . 5 0 ................................................................................................. No s h i f t N o n g o v e rn m e n ta l h o s p i t a l s s h ift d iffe r e n t ia l 56.2 2 2 .7 - • - 10.8 2.8 - • - - 12.2 - - 100.0 100.0 100.0 100.0 100.0 100.0 100.0 88.6 100.0 96.2 100.0 100.0 7 1 .4 1 7 .1 1 9 .2 1 1 .4 5 .7 7 6 .9 3 .8 - 5 .7 3 .3 100.0 8 8 .4 5 4 .3 1 7 .6 32.6 4 .6 100.0 - 100.0 5 0 .0 5 0 .0 100.0 - 100.0 100.0 - 8 0 .6 100.0 100.0 20.0 - 1 9 .4 - 8 0 .0 - 100.0 - - 100.0 .............. I Q Q .O “ 100.0 100.0 8 2 .7 8 2 .7 7 6 .2 9 3 .9 8 9 .9 4 5 .1 1 3 .7 • 4 .0 _ 9 3 .9 8 9 .9 2 4 .6 5 9 .5 11.8 3 1 .7 4 .3 1.0 1 .5 9 .4 3 .0 3 4 .4 65.2 3 0 .5 3 3 .1 6 2 .5 6 3 .5 • 6 .5 5 .1 1 3 .3 9 .7 - 1 5 .1 2 2 .9 2 9 .0 - 1 2 .9 2 6 .3 - . 4 .5 6.5 24.8 1 7 .3 1 7 .3 2 3 .8 11.2 12.8 3 .2 11.6 8 .7 • - - 6.1 10.1 Earnings and Supplementary Benefits in Hospitals, Son Francisco-Oakland, C a l if ., November 1956 U.S. DEPARTMENT OF 1ABOR Bureau of Labor S tatistics 9 T a b le B -5 : S c h e d u le d w e e k ly h o u rs W o rk e rs i n T a b le a l l h o s p i t a l s w ere sc n e d u le d t o w o rk a 4 0 - h o u r w eek. B-6: W e e k ly o v e rtim e p a y p ra c tic e s P e rc e n t o f - W e e k ly o v e rtim e p o lic y R e g is t e r e d A ll h o s p it a ls A l l w o rk e r s W o rk e rs i n p r o f e s s io n a l n u r s e s G o v e rn m e n ta l h o s p it a ls in N ong overn m e n ta l h o s p it a ls - O tn e r p r o fe s s io n * i l and te c h n ic a l w o rk e r; i n G overn N ong overn A ll m e n ta l m e n ta l n o s p it a ls h o s p it a ls h o s p it a ls ........................................................... .................................................. 100 100 100 100 100 o v e rtim e p a y ............................ 100 100 100 100 100 h o s p it a ls p r o v id in g S t r a i g h t tim e .......................................................................................... Tim e and o n e - h a lf a f t e r 40 h o u rs ................................................. E q u a l tim e o f f .......................... ................................................................... S t r a i g h t tim e o r e q u a l tim e o f f ...................................... .. 3 76 22 6 57 37 _ * 88 12 82 16 4 68 29 ... .1 0 0 . 100 - 100 - O ffic e A ll h o s p it a ls c l e r i c a l w o rk e r s i n G overn m e n ta l h o s p it a ls 100 ..... 100 100 100 # 76 20 O th e r n o n p r o f e s s i o n a l w o rk e r s i n G overn N on g overn m e n ta l m e n ta l h o s p it a l's h o s p it a ls - N on g overn m e n ta l h o s p it a ls A ll h o s p it a ls .......... 1 0 0 _ 4 65 32 - 96 - 100 100 100 100 100 100 11 82 19 71 96 7 10 _ 4 4 ( * L e s s th a n 2 . 5 p e r c e n t. d 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 in H o s p it a ls , San F r a n c is c o - O a k la n d , C a lif., November 1 9 5 6 U . S . D EPA RTM ENT OF LABOR B u re a u o f L a b o r S t a t i s t i c s 10 T a b le B-7: P a id v a c a tio n s P e rc e n t o f R e g is te r e d V a c a tio n p o l ic y A ll h o s p it a ls A l l w o rk e r s .............................................................................................................. Am ount o f v a c a t io n p r o f e s s io n a l n u r s e s G o v e rn m e n ta l h o s p it a ls 100 ... . - I S O 35 1A 13 8 in N ong overn m e n ta l h o s p it a ls - O th e r ' p r o f e s s io n a l and te c h r i c a l w o rk e r s i n - _______ N ong overn G o v e rn A ll m e n ta l m e n ta l h o s p it a ls h o s p it a ls h o s p it a ls O ffic e <c l e r i c a l w o rk e r s i n - N on g o v e rn m e n ta l h o s p it a ls O th e r n o n p r o f e s s io n a l VIr o r k e r s i n G o v e rn N on g overn A ll m e n ta l m e n ta l h o s p it a ls h o s p it a ls h o s p it a ls A ll h o s p it a ls G o v e rn m e n ta l h o s p it a ls 100 100 100 100 100 100 100 100 100 100 70 17 33 20 30 11 11 - A2 A 38 - 68 68 - 8 8 _ 55 31 _ 51 _ 12 12 _ A5 5 A0 _ 73 _ 81 _ 73 _ 10 10 _ _ 89 58 32 92 A5 19 88 55 27 90 100 - 100 100 - 100 100 - 100 12 - 100 100 _ * 100 11 _ 100 A * 100 _ 100 9 _ 88 - A5 29 21 19 A6 33 39 _ _ 100 100 - 100 7 57 20 100 12 88 - 100 6 100 * 17 3 32 36 30 - A5 29 21 19 A6 33 100 11 89 - - “ “ - _ “ 100 100 - 100 * 62 6 17 100 100 - 100 * 100 - 1A 25 A9 8 21 21 . pay A f t e r 6 m o n th s o f s e r v ic e W o rk e rs i n h o s p i t a l s p r o v id in g p a id v a c a tio n s ....................... 1 week .................................................................................... ............................. O ver 1 and u n d e r 2 w e e k s ................................................................ .. O ver 2 and u n d e r 3 w e e k s ..................... ............................................... W o rk e rs i n h o s p i t a l s p r o v id in g no p a id v a c a tio n s . . . . . . . 65 A A f t e r 1 v e a r o f s e r v ic e W o rk e rs i n h o s p i t a l s p r o v id in g p a id v a c a tio n s ........................ 1 week ................................................................................................................... O ver 1 and u n d e r 2 weeks ..................................................................... 2 w eeks ................................................................................................................. O ver 2 and u n d e r 3 weeks ..................................................... 3 w e e k s ..................................* ............ ............................................................... A w eeks and o v e r .................................... ..................................................... 100 * 79 A 8 8 A A8 9 20 20 5 * 57 20 17 3 32 36 30 A 5 56 2A 11 10 27 AA 19 100 5 60 100 10 27 2A 11 AA 19 “ - - - 100 * 100 _ 100 100 _ - 100 10 27 10 19 3A 100 - 19 13 33 33 H o s p it a ls , San F r a n c is c o - O a k la n d , C a l i f . , November 1 9 5 6 u .s . d e p a r tm e n t cf la bo r B u re a u o f L a b o r S t a t i s t i c s 91 _ _ A f t e r 2 v e a r s o f s e r v ic e W o rk e rs i n h o s p i t a l s p r o v i d i n g p a id v a c a tio n s ........................ O ver 1 and u n d e r 2 w eeks ..................................................................... 2 w e eks ............................................................................................ ................... O ve r 2 and u n d e r 3 w e e k s .......................... .......................................... 3 w eeks ................................................................................................................ A weeks and o v e r ......................................................................................... A fte r 79 A 8 3 100 A A8 9 20 20 100 100 _ 100 _ _ 3 v e a rs o f s e r v ic e W o rk e rs i n h o s p i t a l s p r o v id in g p a id v a c a t i o n s ............. .. O ver 1 and u n d e r 2 w eeks ..................................................................... 2 w eeks ................................................................................................................ O ver 2 and u n d e r 3 w e e k s ...................................................... .. 3 w eeks ................................................................................................................ A w eeks and o v e r ............. ........................................................................... 100 * 100 * 72 * 15 10 100 A 30 A 37 25 3 32 11 30 E a r n i n g s and S u p p le m e n ta ry B e n e f i t s in 5 60 5 11 19 100 _ 11 T a b le B-7: Pa id v a c a tio n s - C o n tin u e d P e rc e n t o f R e g is t e r e d p r o f e s s io n a l n u r s e s V a c a tio n p o lic y Amount off vacation pay A fte r W o rk e rs i n 2 w eeks 3 w eeks A w eeks - A ll h o s p it a ls G o v e rn m e n ta l h o s p it a ls 100 100 A 77 18 5A A6 in N ong overn m e n ta l h o s p it a ls - O th e r p r o f e s s io n s i l and te c h n : i c a l w o rk e rs i n G o v e rn N ong overn A ll m e n ta l m e n ta l h o s p it a ls h o s p it a ls h o s p it a ls O ffic e A ll h o s p it a ls c l e r i c a l w o rk e r s i n G overn m e n ta l h o s p it a ls - N on g overn m e n ta l h o s p it a ls O th e r n o n p r o f e s s io n a l w o rk e r s i n N o n g o v e rn G o v e rn A ll m e n ta l m e n ta l h o s p it a ls h o s p it a ls h o s p it a ls Continued 5 y e a r s o f s e r v ic e h o s p i t a l s p r o v id in g p a id v a c a tio n s ............. .. ................................................................................................................ ......................................... .............................................................. and o v e r ......................................................................................... - 100 7 93 - 100 100 5 75 20 6A 36 - 100 12 88 - 100 5 67 29 100 5A A6 100 12 88 10 0 100 7 68 56 100 17 33 - 2A AA - 100 12 69 13 100 7 53 A0 100 51 A9 100 17 55 23 100 * 100 100 100 3 57 A0 _ 8 51 A9 6A 28 100 - 10 0 _ A f t e r 1 0 y e a r s o f s e r v ic e W o rk e rs i n 2 w e eks 3 w e eks A weeks h o s p i t a l s p r o v id in g p a id v a c a tio n s ........................ ................................................................................................................ ................................................................................................................ and o v e r ......................................................................................... 100 100 - 100 7 5A A2 5A A6 5A 39 100 * 58 A2 100 100 * 60 100 * 66 39 3A 100 * 10 0 100 * A9 50 A0 60 56 AA A 100 5 61 100 - 100 12 62 25 100 100 5 55 A0 A7 53 100 * 100 * 59 A1 7A 25 60 A0 A7 53 13 100 * 100 _ 100 * 100 * 100 _ 100 * A9 33 67 33 61 17 33 73 51 59 30 3A 59 A1 _ _ A f t e r 1 5 y e a r s o f s e r v ic e W o rk e rs i n 2 w eeks 3 w eeks A w eeks h o s p i t a l s p r o v id in g p a id v a c a tio n s ....................... ................................................................................................................ ...................................................................................................... and o v e r ............................................................................... A f t e r 2 0 y e a rs o f s e r v ic e W o rk e rs i n 2 weeks 3 weeks A weeks l/ * 5A A6 100 _ 100 _ 81 l/ h o s p i t a l s p r o v id in g p a id v a c a tio n s ....................... ................................................................................................................ ................................................................................................................ and o v e r ........................................................... ............................. No change i n le n g t h o f v a c a tio n w i t h lo n g e r p e r io d s o f s e r v ic e L e s s th a n 2.5 p e r c e n t. - - 26 100 3 A3 A9 ✓ 39 61 8 53 3A 12 T a b le B -8 : Pa id h o lid a y s P e rc e n t o f - Item Other professions.1 and technical workers in - Regist ered professional nurses in - A ll hospitals Govern mental hospitals 100 100 100 100 100 - 100 49 20 15 17 100 9 36 26 30 100 7 36 8 47 100 - 3 5 Nongovern mental hospitals A ll hospitals Govern mental hospitals A ll workers ...................................................................................... 100 100 Workers in hospitals providing paid holidays ............................. 7 holidays ................................................................................... 8 holidays .................................................................................. 10 holidays ................................................................................. 11 holidays ................................................................................. 100 71 12 5 12 100 28 29 14 30 100 3 100 - 100 14 6 70 4-7 9 86 7 17 Workers in hospitals with formal provisions regarding pay fo r work on paid holidays .................................................................. Time and one-half total ............................................................ Double time total (regular pay plus straight time) .............. Double time and one-half total ................................................ Equal time o ff ............................................................................ Other (hospital gave either equal time o ff or extra day's pay) .............................................................................. * L e s s th a n 2 . 5 5« 35 63 32 Other nonprofessional workers in Nongovern Govern Nongovern A ll mental mental mental hospitals hospitals hospitals hospitals Office c le ric a l workers in - Nongovern mental hospitals A ll hospitals Govern mental hospitals 100 100 100 100 100 100 100 100 100 - 100 13 46 29 11 100 100 - 100 49 24 7 20 100 9 44 12 36 100 100 - - 100 46 29 18 7 100 16 « 17 66 100 7 35 10 48 100 100 19 * 16 100 6 42 7 100 100 15 8 8 70 " - - 55 7 38 64 45 - 70 5 25 - - — “ p e r c e n t. T a b le B-9: S ic k le a v e , in su ra n c e , a n d p e n sio n p la n s P e rc e n t o f - Ty p e o f p la n R e g is tc ;r e d p r o f e s s io n a l lu rs e s in A ll h o s p it a ls A l l w o rk e r s ...................................... ........................................................................................ W o rk e rs i n h o s p i t a l s p r o v i d i n g : L i f e in s u r a n c e ................................................................................................................ A c c id e n ta l d e a th and d ism e m b erm ent in s u r a n c e .................................... S ic k n e s s and a c c id e n t in s u r a n c e o r s ic k le a v e o r b o th ............. S ic k n e s s and a c c id e n t in s u r a n c e ............................................................. S ic k le a v e ( f u l l p a y , no w a i t i n g p e r io d ) ....................................... S ic k le a v e ( p a r t i a l pay o r w a i t i n g p e r io d ) .................................. H o s p i t a l i z a t i o n in s u ra n c e .................................................................................... H o s p i t a l i z a t i o n p r o v id e d o u t s id e g ro u p in s u r a n c e .......................... H o s p i t a l i z a t i o n a t re d u c e d c o s t ..................................................................... S u r g i c a l in s u r a n c e ............................................................. ........................................ S u r g i c a l b e n e f i t s p ro v id e d o u t s id e g ro u p in s u r a n c e ..................... S u r g i c a l b e n e f i t s a t re d u c e d c o s t ................................................................ M e d ic a l in s u r a n c e ............................................................. .......................................... M e d ic a l b e n e f i t s p ro v id e d o u t s id e g ro u p in s u r a n c e ....................... M e d ic a l b e n e f i t s a t re d u c e d c o s t .................................................................. R e t ir e m e n t p e n s io n o r s o c ia l s e c u r i t y o r b o th ................................. R e t ir e m e n t p e n s io n ( o t h e r th a n s o c ia l s e c u r i t y ) ..................... S o c i a l s e c u r i t y .......................................................................... ........................... * L e s s th a n 2 . 5 p e r c e n t. G o v e rn m e n ta l h o s p it a ls O th e r i p r o f e s s io n a l and te c h n ic pal w o rk e r s i n - N o n g o v e rn m e n ta l h o s p it a ls A ll h o s p it a ls G o v e rn m e n ta l h o s p it a ls O ffic e N o n g o v e rn m e n ta l h o s p it a ls A ll h o s p it a ls c l e r i c a l w o rk e r s i n G o v e rn m e n ta l h o s p it a ls 100 100 100 100 100 100 100 100 21 21 100 29 29 16 16 34 32 36 36 32 27 100 100 100 100 41 37 46 46 100 100 84 100 14 90 100 100 12 « 16 67 4 24 67 4 14 67 4 14 93 48 46 28 - 28 28 - 100 83 17 * 73 27 93 7 41 93 7 24 93 7 24 88 24 65 - 10 43 5 15 43 5 8 40 5 9 - 18 100 97 68 95 5 30 E a r n i n g s and S u p p le m e n ta ry B e n e f i t s 35 4 - 8 in 31 77 23 9 - H o s p it a ls , 88 12 88 12 88 12 18 93 33 61 94 6 42 4 14 42 4 3 37 4 3 99 70 29 - 100 13 13 - 6 - 100 93 7 San F ra n c is c o - O a k la n d , C a l i f . , - O th e r n o n p r o f e s s io n a l w o rk e r s i n - N o n g o v e rn A ll m e n ta l h o s p it a ls h o s p it a ls 100 32 23 100 33 83 17 89 11 37 89 11 8 88 11 8 100 37 31 100 44 44 100 100 14 89 100 11 _ 100 29 16 100 32 74 - 26 45 4 14 45 4 9 39 4 3 91 9 32 91 9 13 83 9 13 95 35 6 6 96 98 31 68 66 G o v e rn N o n g o v e rn m e n ta l m e n ta l h o s p it a ls h o s p it a ls 31 - 9 - - 100 95 5 62 November 1 9 5 6 U . S . DEPARTM ENT OF LABOR B u re a u o f L a b o r S t a t i s t i c s 13 Appendix A : Scope and Method of Survey The San Francisco-Oakland, C a lif., area 1 is 1 of 16 m ajor metropolitan areas in which the U. S. Department of Labor's Bureau of Labor Statistics, in cooperation with the Women's Bureau has con ducted surveys of salaries and working conditions of hospital personnel. Data were obtained by personal visits of Bureau of Labor Statistics field staff to representative hospitals, selected on the basis of size, type of service (e. g. , general, mental and allied, tuberculosis), and proprietorship (Federal, State, or local government, or nongovernmental organization). Hospitals having few er than 51 employees w ere omitted, since they employ re la tive ly few workers in the occupations studied. Earnings data are presented fo r occupations within the fo llo w ing groups: A summary of the number of hospitals studied and their size is presented in the table below. To im prove the relia b ility of the data, a greater proportion of large than of sm all hospitals was studied. In combining the data, however, a ll hospitals w ere given their appropriate weight. The esti mates thus relate to all hospitals of 51 or m ore employees rather than to those actually visited. Occupations and Earnings The occupations selected for study are common to most hos pitals within the scope of the survey, regardless of their size or type of service. Occupational classification was based on a uniform set of job descriptions designed to take account of the fact duties within the same occupation may va ry somewhat among hospitals. (These descriptions are presented in appendix B. ) 1 F or purposes of this survey, the San Francis co-Oakland area includes Alameda, Contra Costa, M arin, San Francisco, San Mateo, and Solano Counties. 1. R egistered professional nurses. 2. Other professional and technical em ployees. (This term includes employees in occupations such as X -ra y techni cians, m edical technologists, dietitians, physical thera pists, m edical librarians, m edical record librarians, m edical social w orkers, and occupational therapists. ) 3. Office c le rica l em ployees. (This group includes employees doing cle ric a l work throughout the hospital in such places as the business office and the m edical record lib r a r y .) 4. Other nonprofessional employees (including practical nurses, nursing aides, o rd e rlie s , maids, kitchen help, unskilled lab oratory help, maintenance, laundry, and sim ilar w orkers). Data are shown for fu ll-tim e em ployees; i. e. , those hired to work the regular schedule fo r the given occupational classification. Students w ere not considered as em ployees. A ll occupational in fo r mation excludes not only part-tim e employees but members of r e li gious orders and members of the Arm ed F o rces. Earnings data exclude premium pay for overtim e, fo r work on holidays and late shifts, and fo r time on call, as w ell as the cash value of room , board, and any other perquisites provided in addition to cash salaries. The earnings, however, include any co st-of-livin g bonuses as w ell as extra pay fo r work perform ed in certain units such as TB, psychiatric, or communicable disease wards, operating or d elivery rooms. N u m b e r of h o sp ita ls and w o r k e r s w ithin scop e of s u r v e y (lim ite d to h o sp ita ls with 51 o r m o re w o r k e r s ) W o r k e r s in h o sp ita ls N u m b e r of h o sp ita ls Type of h o sp ita l p ro p r ie t o r s h ip W ithin scope of study W ithin scop e of study Studied T o tal w o rk ers 1 Studied P r o fe s s io n a l and tech n ical w o rk ers (in clu d es R . N . *s) O ffic e c le r ic a l w ork ers O ther non p r o fe s s io n a l w o rk ers T o ta l ------------------------------- 71 35 28,230 7, 490 2, 870 12,050 19,340 F e d e r a l G o vern m en t ----------------O ther g o v e rn m e n ta l a g e n c y -----N o n g o v e rn m e n ta l ------------------------ 11 18 42 8 8 19 7, 810 7, 780 12,640 1,070 2, 320 4, 100 830 970 1,080 2,940 3, 780 5, 340 6, 370 5, 850 7, 120 A l l h o sp ita ls 1 In cludes som e w o r k e r s (fo r e x a m p le , those a d m in is tra tiv e p o s itio n s ) not in cluded in the occu p ation al gro u p s shown s e p a ra te ly . 1 4 A verage weekly earnings data re fe r to em ployees* straighttime salaries for their regular workweek (rounded to the nearest half dollar). A verage weekly hours, where presented, have been rounded to the nearest half hour and re fe r to the workweek fo r which employees re ceive these salaries. 6 months would have earned 15 days of vacation. Hence, they are shown as being eligible fo r 2 but less than 3 weeks of paid vacation after 6 months of service even though they accumulate vacation credits at the same rate after this amount of service as after a year or m ore of employment. Occupational employment estimates represent the total in all hospitals within the scope of the study and not the number actually surveyed. Because of differences in occupational structure among hospitals, the estimates of occupational employment obtained from the sample of hospitals studied serve only to indicate the relative importance of the jobs studied. The summary of insurance and pension plans includes not only form al arrangements that are underwritten by an insurance com pany or pooled fund and for which the hospital pays at least part of the cost but also form al hospital policies providing for benefits to be paid out of current operating income. Death benefits are included as a form of life insurance. Medical insurance refers to plans p ro viding fo r complete or partial payment of doctors* fees. Hospital P ractices and Supplementary Benefits Information was obtained on selected hospital practices and supplementary benefits as these relate to registered profes sional nurs es , other professional and technical w orkers, office c le ric a l, and other nonprofessional em ployees. (A ll of the information on supplementary benefits excludes m em bers of religious orders and of the Arm ed Forces as w ell as part-tim e em p loyees.) To a considerable extent, differences among these groups in the proportions receivin g various benefits reflect variations in the extent to which these groups are employed in various hospitals rather than differences in practice within the same hospital. Scheduled hours; overtim e pay practices; paid holidays; rates of pay fo r work on holidays; paid vacations; and health, insurance, and pension plans are treated statistically on the assumption that such benefits apply to a ll those employed within the occupational group in a given hospital if a m a jority of such employees are eligible fo r or may eventually qualify fo r the practice. Because of rounding, sums of individual items in these tabulations do not n ecessarily equal totals. The length of vacation shown after 6 months of service refers to the total amount of vacation w orkers can take after this amount of se rv ic e , not to their annual rate of vacation; however, vacation p ro visions shown fo r w orkers with 1 or m ore years of service re fe r to their annual rate. F or example, Veterans Adm inistration nurses r e ceive 2Va calendar days of vacation per month and at the end of Tabulations of pension plans are lim ited to those plans that provide monthly payments fo r the rem ainder of the retired w o rk er’ s life . Data on the extent to which hospital employees are covered by O ld-Age, Survivors, and Disability Insurance (social security) are presented, since most hospitals are not automatically covered by the F ederal Social Security System. Sickness and accident insurance is lim ited to that type of in surance under which predeterm ined cash payments are made d irectly to the insured on a weekly or monthly basis during illness or a c c i dent disability. Paid sick -leave plans which provide full pay or a portion of the em ployee’ s pay during absence from work because of illness are included in the survey of paid sick leave. In addition to the proportion of workers who are provided sickness and accident in surance or paid sick leave, the table showing such benefits presents an unduplicated total of em ployees who receive either or both types of benefits. The value of any perquisites received by hospital employees has not been added to the earnings data. Separate information is shown, however, on the extent to which hospital employees re ceive room , board, and other perquisites in addition to their cash salaries. Lim ited information is also included on arrangements whereby em ployees purchase meals or rent a room from the hospital through payroll deductions. 15 Appendix B: Job Descriptions The prim ary purpose of preparing job descriptions for the Bureau’s wage surveys is to assist its field staff in classifying into appropriate occupations w orkers who are employed under a va riety of payroll titles and different work arrangements from hospital to hospital and from area to area. This is essential in order to perm it the grouping of occupational wage rates rep resenting comparable job content. Because of this em phasis on interhospital and interarea com parability of occupational content, the Bureau’s job descriptions may differ significantly from those used in individual hospitals or those prepared for other purposes. In applying these job descrip tions, the Bureau’s field representatives were instructed to exclude students, members of religious orders, and of the A rm ed F orces, and part-tim e w orkers. Supervisors of other workers in the same occupation w ere omitted except where the job descriptions provide contrary instructions. Professional a nd Technical - Nursing DIRECTOR OF NURSING SUPERVISOR OF NURSES - Continued A re gistered professional nurse who directs and supervises all nursing services concerned with care of patients in the hospital: Plans the nursing services needed to achieve the objective of the hos pital. Is responsible for maintaining such nursing service in accord ance with accepted standards. Analyzes and evaluates nursing and related services to im prove quality of patient care and to plan better utilization of staff time and abilities. Plans and directs the orienta tion and in -serv ice educational program for nursing personnel. In ter prets hospital personnel policies. Adm inisters the budget for the nurs ing department and may assist in its preparation. May participate in community health education p rogra m s. May be responsible for the administration of a school of nursing if such a school is operated by the hospital. May delegate any of these responsibilities to an assistant. May assume the functions of a supervisor in a small hos p ita l. May select and recommend appointment of nursing personnel. Nurses whose prim ary responsibility is administration of the hospital and assistant directors who may be delegated the responsibility for either nursing service or the school of nursing are excluded^ the procurement of supplies and equipment for her unit or units. May spend part of time instructing student nurses or auxiliary nursing personnel or planning instruction for these groups. May perform the functions of the head nurse when there is no head nurse. May be in charge of m ore than one m edical, surgical, psychiatric, or other unit, or m ore than one operating room , or may be in charge of a combination of these units such as a medical ward and a surgical ward. Evening or night supervisors, nurses who spend m ore than half their time in instruction in the classroom or on the organized nursing unit, nurses assigned to central supply more than half tim e, and assistant directors who are responsible for certain types of functions (e .g . , personnel, budget, nursing education, nursing service) as dis tinguished from certain services (e . g . , surgical, m edical, e tc .) and who perform functions of director as delegated by her (such as coordinating nursing service with that of other services) are excluded. SUPERVISOR OF NURSES A registered professional nurse who is responsible for the nursing service and patient care on one organized nursing unit: Assigns patient care duties to (professional and nonprofessional) nursing p e r sonnel and supervises and evaluates work perform ance. P eriod ica lly visits patients to insure optimal care and to ascertain need for addi tional or m odified services. Supervises the execution of doctors' orders and related treatments and the maintenance of nursing records. A ssists in the orientation of new personnel to the unit. Insures the availability of supplies and equipment. Identifies nursing service prob lem s and assists in their solution. May give direct nursing care in A registered professional nurse who directs and supervises the nursing service in one or m ore organized nursing units: Evalu ates the nursing service in her unit or units and relates these activities to other hospital departments and to the total nursing service. In ter prets responsibilities and hospital policy to nursing personnel. A ssists in the evaluation of nursing personnel. Participates in the orientation and in -service education programs for nursing personnel. May direct HEAD NURSE 16 HEAD NURSE - Continued G EN ERAL DUTY NURSE - Continued selected situations ( i . e . , perform s duties of general duty nurse). May assist in the in -service education and guidance of nursing personnel. May spend part of time supervising or instructing student nurses. May be responsible for ward 24 hours a day in the sense evening and night nurses report to her and she is responsible for assigning duties on other shifts. Nurses who spend m ore than half their time in the central supply unit or in instruction in the classroom or on an or ganized nursing unit, and those who are given the title of assistant head nurse who receive extra pay as assistant supervisor are excluded. head nurses, specialized intravenous nurses, those who spend more than half their time in the central supply department or in instruction in the classroom or on the organized nursing unit are excluded. GENERA L DUTY NURSE A registered professional nurse who gives nursing care to patients within an organized nursing unit: U tilizes special skill, knowl edge, and judgment in observing and reporting symptoms and condition of patient. Adm inisters highly specialized therapy with complicated equipment. Gives medication and notes reactions. Maintains records on patient1s condition, medication, and treatment. Assists the physi cian with treatment. May set up equipment, prepare the patient, etc. May supervise professional and other nursing personnel who are work ing as members of a nursing team in caring for a group of patients. May spend part time instructing, supervising, or assigning duties to student nurses, practical nurses, and nursing aides. May instruct patients and fam ily. May assume some or all of the functions of the head nurse in her absence. May bathe and feed acutely ill patients. May take and record temperatures, respiration, and pulse. Nurse anesthetists, those who are given extra compensation as assistant Professional and NURSING INSTRUCTOR 1 A registered professional nurse who instructs student, p ro fessional, or practical nurses in theory and practical aspects of nursing art and science: A ssists in planning and preparing curriculum and outline for course. Lectures to students and demonstrates accepted methods of nursing service, such as carrying out medical and sur gical treatments, observing and recording symptoms, and applying principles of asepsis and antisepsis. Collaborates with nursing super viso rs to supplement classroom training with practical experience in various departments. Renders individual training assistance w herever needed, and observes perform ance of students in actual nursing situa tions. May prepare, adm inister, and grade examinations to determine student progress and achievement. May make recqmmendations re la tive to improved teaching and nursing techniques. May assist in c a r r y ing out hospital in -serv ice training program by initiating new p ro ce dures and practices and training graduate nurses in their application. May conduct refresh er training courses fo r graduate nurses in theory and practice of general nursing care or clinical specialties. May train auxiliary w orkers in administration of nonprofessional aspects of nursing care. May teach practical nursing techniques to classes of lay persons. Nurses who spend less than half of their time on such duties are excluded. Technical - Other D IE TITIA N D IE TITIA N - Continued A worker who organizes, adm inisters, and directs one or more phases of the hospital food service program and applies the principles of nutrition to the feeding of individuals and groups. Does at least one of the following: (a) Plans menus, (b) plans modifications of the normal diet for persons needing special diet treatment, or (c) instructs patients and/or hospital personnel in principles of nutri tion and in modifications of the normal diet. In addition, usually p e r form s several or all of the following duties: Purchasing or requesting food, equipment, and supplies; supervising food preparation; super vising the serving of food to patients and hospital personnel; selecting, training, and supervising nonprofessional personnel; maintaining food cost controls; inspecting work areas and storage fa cilities for sani tation and safety. N orm ally, dietitians w ill have a college degree with a m ajor in foods, nutrition, or institutional management plus a dietetic internship. Food service supervisors who are concerned with the day-to-day operations of preparing and serving meals but who do not apply the principles of nutrition to meal planning (other than ~to modify diets according to established patterns) and, in hospitals that have staff dietitians, chief and assistant chief dietitians are excluded. M ED ICAL RECORD LIB R A R IA N A worker who is re sponsible for the activities of the depart ment in which the medical records maintained on hospital or clinic patients are filed . These duties include several or all of the following: Reviewing patients1 records fo r completeness and accuracy according 1 This occupation was not studied in Portland, O reg. 17 MEDICAL, RECORD LIB R A R IA N - Continued M ED ICAL TECHNOLOGIST - Continued to standards established by the accrediting agencies of hospitals; coding or verifyin g coding of diseases, operations, and special therapy ac cording to recognized nomenclature and classification systems; index ing diseases, operations, and other special study m aterial; preparing or supervising preparation of periodic statistical reports such as on morbidity, births, and deaths, utilization of fa cilities; assisting the medical staff in research involving m edical records; abstracting case histories for special reports; selecting and tabulating information from patients1 records fo r specific purposes of the hospital or clinic and the community; answering inquiries for information recorded in patients1 records in accordance with prescribed hospital policies; filin g or su pervising filin g of records; participating in staff meetings representing a professional service; taking m edical or surgical dictation. Selects and trains any other em ployees in the department and assigns their duties. In addition, this worker may prepare the budget fo r the department and may serve as the hospital medical librarian. May direct program for training m edical record lib rary students.. M edical record librarians in hospitals below the leve l of chief are excluded unless they are registered by the Am erican Association of Medical Record L ib ra ria n s. study. May, under supervision of a pathologist, engage in research and teaching activities. May supervise laboratory assistants, or where no laboratory assistants are employed, perform their duties. May also perform some duties of X -ray technicians, take electrocard io grams and determine basal metabolic rate. In large hospitals and those engaged in research, medical technologists may be responsible for testing and examination in only one of several fields of clinical pathology. In small hospitals, they may perform clinical tests in any one or a combination of these field s. P erfo rm s duties normally requiring 12 months1 training in an approved school for medical tech nologists following at least 2 years of college. May be registered by registering agency. Chief technologists where more than one m edi cal technologist is employed; tissue technicians who m erely do routine preparation of tissue for study; those who perform only routine (quali tative rather than quantitative) tests such as urinalysis for PH factor or sugar by noting color change, testing hemoglobin by color, doing rough screening, or who perform only a lim ited range of tests within one field; and workers holding specialist certificates from the R egistry of the Am erican Society of Clinical Pathologists are excluded. M EDICAL SO CIAL WORKER PH YSIC A L TH ERAPIST A person who provides direct service to patients by helping them resolve personal and environmental difficulties that in terfere with obtaining maximum benefits from medical care or that predispose toward illn ess. P erfo rm s a variety of services such as counseling on social problem s and arranging for posthospital care at home or in institutions, fo r placement of children in foster homes or adults in nursing homes, and fo r financial assistance during illness; utilizes resources such as fam ily and community agencies to assist patient to resume life in community or to learn to live within disability. Prepares and keeps current a social case record. Provides attending physician and others with pertinent information to add to understanding of patient. May supervise social work students and beginning case workers. Social w orkers assigned p rim a rily to psychiatric wards and clinics; workers engaged p rim a rily in financial screening of patients and rate setting; those workers classified as case aides; and in hospitals where more than one social worker is employed, the head of the social service department and other supervisors of m edical social workers unless they spend at least 80 percent of their time in direct service to patients (including related cle ric a l and other duties) are excluded. A person who treats disabilities, injuries, and diseases through the use of massage, ex erc ise, and effective properties of a ir, water, heat, cold radiant energy, and elec tricity, according to prescription of a physician. May instruct students, interns, and nurses in methods and objective of physical therapy and may supervise physical therapy aides. May consult with other therapists to coordinate therapeutic program s for individual patients. Norm ally requires training in ap proved school of physical therapy. In hospitals with m ore than one physical therapist, the chief therapist and those who spend over 20 p er cent of their time supervising other physical therapists are excluded. M EDICAL TECHNOLOGIST A worker who perform s various chem ical, m icroscopic, and/or bacteriologic tests to obtain data used in diagnosis and treatment of patients. Applies techniques used in fields of bacteriology or m y cology, parasitology, histopathology, hematology, serology, a llerg y, and/or chem ical, radioactive, or m orphological examinations. Is r e sponsible for carrying procedures to completion (and a numerical an sw er). Records laboratory test results (but does not prepare diag nostic rep orts). May prepare tissues for m icroscopic pathological X -R A Y TECH NICIAN Takes X -ra y photographs of various portions of body to assist physician in detection of foreign bodies and diagnoses of diseases and injuries, and/or assists in treating diseased or affected areas under supervision of radiologist. Prepares patient for roentgenographic ex amination, fluoroscopy or therapy requested by the physician, p er form ing such duties as poistioning patient, and administering chemical mixtures to increase opaqueness of organs. Sets up and operates stationary and mobile X -ra y equipment. Develops exposed film or supervises its development by darkroom helper. Prepares and main tains records or supervises their preparation by clerica l helpers. May maintain equipment in efficient operating condition, including c o r rection of minor faults, and may clean apparatus. May perform duties in other departments, such as physical therapy, basal metabolism, and electrocardiography. May, under ra d iologist1s direction, instruct nurses, interns, and students in X -ra y techniques. Data for chief X -ra y technicians in hospitals where more than one X -ray technician is employed are presented separately. 18 Office B IL L E R , MACHINE 2 SWITCHBOARD OPERATOR 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 billing operations. A worker who operates a single- or multiple-position telephone switchboard. Duties involve handling incoming, outgoing, and intra hospital or office ca lls. May record toll calls, and take m essages. May give information to persons who call in. F or workers who also act as receptionists see switchboard operator-receptionist. C LE R K , P A Y R O L L A w orker who computes wages of company em ployees and enters the necessary data on the payroll 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 information such as worker* s name, working days, tim e, rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating m achine. SWITCHBOARD O PE R ATO R -R E C E PTIO N IS T A worker 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 cle ric a l work as part of regular duties. This typing or cle ric a l work may take the m ajor part of this worker* s time while at switchboard. STENOGRAPHER, TE C H N IC A L A worker whose prim ary 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 varied technical or specialized vocabulary such as reports on scientific research, and to transcribe this dictation on a typew riter. May also type from written copy. May also set up and keep files in order, keep simple record s, etc. Does not include transcribing-machine w ork . Other TRANSCRIBING-M ACHINE O PER ATO R, TEC H NICAL A w orker whose prim ary duty is to transcribe dictation in volv ing a technical vocabulary from transcribing-machine records. May also type from written copy and do simple clerica l work. A worker who takes dictation in shorthand or by stenotype or sim ilar machine is classified as a stenographer. Nonprofessiona 1 C A R P E N TE R , M AIN TEN AN CE 2 DISHWASHER, MACHINE A w orker who p erform s the carpentry duties necessary to construct and maintain in good repair 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 variety of carpenter* s handtools, portable power tools, and standard m easur ing instruments; making standard shop computations relating to dimen sions of work; selecting m aterials necessary 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 worker who operates a dishwashing machine and perform s most of the following duties: Cleans dishes, glassware, and silverw are by machine. R eceives tableware from dining room and/or patients* 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 Buffalo, N. Y . , Portland, O reg. , and St. Louis, Mo. in E L E C TR IC IA N , M AINTENANCE 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 B altim ore, Md. , pital. Work involves most of the following: Installing or repairing 19 E LE C TR IC IA N , M AINTENANCE - Continued F INISHER, F L A T WORK, MACHINE any of a variety of electrica l equipment such as generators, trans fo rm ers, switchboards, con trollers, circu it b rea k ers, m otors, heating units, conduit systems, or other transmission equipment' working from blueprints, drawings, layout, or other specifications; locating and di agnosing trouble in the elec trica l system or equipment; working stand ard computations relating to load requirements of w iring or elec trica l equipment; using a va riety of electrician* s handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. A worker 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 flatwork pieces into the flatw ork ironing machine by placing the articles on the feeder ro lle rs ; catching or receiving articles as they em erge from the machine and partially folding them. E LEV ATO R O PE R ATO R , PASSENG ER3 A w orker who operates a passenger elevator. Supplies information to passengers regarding location of wards and offices. 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, STA TIO N AR Y A w orker who operates and maintains and may also super vise the operation of stationary engines and equipment (mechanical or electrica l) to supply the hospital in which employed with power, heat, refrigeration , or air conditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigera tin g equipment, steam b oilers, and b o iler-fed water pumps; making equipment repairs; keeping a record of operation of machinery, tem perature, and fuel consumption. May also supervise these operations. Head or chief engineers in hospitals employing m ore than one engineer are excluded. EXTRACTOR O P E R A T O R 4 A worker who rem oves surplus moisture from m aterials (such as wet cloth, clothing, knit goods, and yarn) by operating a centrifugal extractor. Work involves most of the following: 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, CHIEF A w orker who is charged with the responsibility fo r house keeping activities, 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 or 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 determine whether established standards of sanitation and cleanliness are being met. Su pervises housekeeping personnel, including conduct of in -serv ice 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 draperies, rugs, upholstery, and furniture to be used when needed fo r replacement. KITCH EN H E LPE R * A w orker who perform s one or m ore of the follow ing unskilled kitchen duties: Cleans worktables, 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 arries dirty utensils to be washed and returns cleaned utensils and polished silv e r to proper place in kitchen. Cleans pots and kitchen utensils. C a rries out garbage. D elivers food trays to flo or diet kitchens and collects dirty dishes from trays. A ssists in setting up trays. Dishes up food. Cuts, peels, 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 erform tasks such as making salad dress ing or soup stock; preparing special beverages such as eggnogs or milk shakes; cooking or fryin g eggs; weighing, measuring, and mixing ingredients for bakery products, e tc ., are excluded. MAID OR PO RTER 3 Buffalo, 4 Buffalo, These N. Y . , These N. Y. , occupations w ere studied only in B altim ore, Md. , and St. Louis, M o. occupations w ere studied only in B altim ore, Md. , Portland, O reg. , and St. Louis, Mo. A w orker who cleans and services hospital prem 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 AIDE - Continued trash baskets, and arranges furniture and equipment in an orderlyfashion. Scours and polishes bathtubs, sinks, m irro rs , and sim ilar equipment, replenishing supplies of soap and tow els. Polishes 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 erfo rm s a variety of related duties. May be assigned to specific areas, such as wards, o ffices , or surgery. Those w orkers who work with patients in mental hospitals are excluded. ments and equipment. May clean rooms or equipment upon discharge of patients. Makes occupied beds. May take and record tem pera ture, pulse, and respiration rate. May escort newly admitted patients from admitting office to hospital room or ward. May or may not be licensed. May be called ord erly and may transport and arrange p o rt able X -ra y , oxygen, or heavy equipment. In mental hospitals or psy chiatric units w ill have very lim ited responsibility fo r participation in care of patients, being lim ited to physical care rather than so cia l izing and w ill work under close supervision. M ED IC AL LA B O R A TO R Y ASSISTANT * 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 ing one or m ore of the following duties: P reparin g, under instruction, sterile media for use in grow ing cultures (does not identify bacteria); sorting bacterial 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, following standard laboratory formulas and p rocedu res. May clean and s te riliz 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 erfo rm s three or m ore of the following duties: Measures and ad m inisters simple medications as directed; applies simple dressings; administers enemas, douches, perineal ca re, and other treatments as directed; reports general observation of patients* condition; sets up treatment trays; keeps under constant surveillance patients recoverin g from anesthesia or receivin g prolonged intravenous or subcutaneous injections, notifying professional nurse of unusual reactions; takes and records tem perature, pulse, and respiration. In a mental hospital, may be called a psychiatric aide or attendant and may have duties such as socializing and custodial functions peculiar to mental hospitals. Some w orkers called o rd erlies may p erform these duties and are in cluded. May be licensed and may also p erform duties of a nursing a id e. Those regu larly supervising other practical 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 erfo rm s several of the fo llo w ing patient care services: Bathes bed patients or assists them in bathing. Cares fo r patients* hair and nails. Feeds or assists patients to eat and brings patients between-m eal nourishment. A ssists patients with bedpans and urinals. Keeps records of patients* food intake and output when ordered. Assists 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 stretcher. Cleans and ste rilize s instru5 These occupations w ere Buffalo, N. Y . , and St. Louis, Mo. studied only in WASHER, MACHINE A w orker who operates one or m ore washing machines to wash hospital linens, garments, curtains, draperies, and other a rticles. Work involves the following: Manipulating v a lv e s , switches, and leve rs to start and stop the machine and to control the amount and tem pera ture of water fo r the sudsing and rinsing of each batch; mixing and adding soap, bluing and bleaching solutions; loading and unloading the washing machine, if not done by loaders or unloaders (pu llers). May B altim ore, Md. , make minor repairs to washing machine. U. S. GOVERNMENT PRINTING OFFICE : 1957 O -437685
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