Full text of Monthly Labor Review : March 1963, Vol. 86, No. 3

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Labor
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MARCH 1963 VOL. 86 NO.

Local Union Trial Powers and Procedures
UN Papers on Manpower in Less Developed Countries
Effects of Private Pension Plans on Labor Mobility
W ages in Basic Iron and Steel, March 1962

UNITED STATES DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS

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UNITED STATES DEPARTMENT OF LABOR
W. Willard Wirtz , Secretary

BUREAU OF LABOR STATISTICS
E

w an

C lag u e,

Commissioner of Labor Statistics

J. M y e r s , Deputy Commissioner of Labor Statistics

R obert

P h il ip A r n o w ,

Associate Commissioner for Program Planning and Publications

W. D u a n e E v a n s , Associate Commissioner for Systems Analysis and Economic Growth
R. K e r s c h b a u m , Associate Commissioner for Management and Field Operations

P

aul

H

erm an

B. B y e r , Assistant Commissioner

J ack Altebman , Chief, Division of Economic Growth
G ertrude Bancroft, Special Assistant to the Commissioner
A rnold E. C hase , Assistant Commissioner for Prices and Living Conditions
H. M. D outy, Assistant Commissioner for Wages and Industrial Relations.
J oseph P. G oldberg, Special Assistant to the Commissioner
H arold G oldstein, Assistant Commissioner for Manpower and Employment Statistics
L eon G reenbero , Assistant Commissioner for Productivity and Technological Developments
P eter H enle , Special Assistant to the Commissioner
R ichard F. J ones, Deputy Associate Commissioner for Management
W alter G. K eim , Deputy Associate Commissioner for Field Operations
L awrence R. K lein , Chief, Division of Publications (on leave)
H yman L. L ewis , Economic Consultant to the Commissioner
L eonard R. L insenmayer, Deputy Associate Commissioner for Program Planning and Publications
F rank 8. M cE lroy, Chief, Division of Industrial Hazards
A be R othman, Chief, Division of Statistical Standards
W illiam C. Shelton, Chief, Division of Foreign Labor Conditions
R obert B. Steffes, Departmental Statistical Officer

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Monthly Labor Review
UNITED STATES DEPARTMENT OF LABOR • BUREAU OF LABOR STATISTICS
L a w r e n c e R. K l e i n , Editor-in-Chief (o n
M a r y S. B e d e l l , Executive Editor

leave)

CONTENTS
Special Articles
237
240
249
255
255
262
262
265
268
268
271
272
274
276
279
282
285

Manpower Resources and Use
Employment Projections to 1975
Recent Trends and Impact of Unemployment
Union Disciplinary Powers and Procedures
II. Trial Powers and Procedures at the Local Union Level
Human Resources and Economic Development
Population and Labor Force
High-Level Manpower Development
Papers From the IRRA Winter Meeting
Exportability of the American System of Industrial Relations
New Problems for Collective Bargaining
Influences of Employer Bargaining Associations in Manufacturing
Choosing the Objectives of National Wage-Price Policy
Interplant Transfers in the Automobile Industry
Flexible Versus Compulsory Retirement Policies
Labor Market Experience of Unemployed Older Workers
Effects of Private Pension Plans on Labor Mobility

Summaries of Studies and Reports
289
293

Wages in the Basic Iron and Steel Industry, March 1962
Supplementary Wage Benefits in Metropolitan Areas, 1961-62

Departments
hi

300
305
308
310
316
327


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The Labor Month in Review
Foreign Labor Briefs
Significant Decisions in Labor Cases
Chronology of Recent Labor Events
Developments in IndustrialRelations
Book Reviews and Notes
Current Labor Statistics

March 1963 • Voi. 86 • No. 3


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The Labor Month
in Review
A n estimated 26 million young people are ex­
pected to enter the labor market between 1960
and 1970; this number is far larger than the
United States has ever had to educate, train, and
absorb in the labor force during a similar period.
The implications of this prospect, along with those
presented by sluggish economic growth, changing
demand, and rising productivity, are considered
in the Manpower Report of the President and A
Report on Manpower Requirements, Resources,
Utilization, and Training, by the U.S. Depart­
ment of Labor. Required under section 104 of
the Manpower Development and Training Act of
1962, the reports are evidence of increasing aware­
ness of existing and expected manpower problems.
Excerpts of the reports, which were transmitted
to Congress by President John F. Kennedy on
March 11, 1963, are carried elsewhere in this
issue. The following discussion is confined pri­
marily to those aspects of manpower policy relat­
ing to the younger segments of the labor force.
During the past decade, the segment of the
population aged 14 to 24 years increased by only
11 percent, while the population as a whole grew
by almost 19 percent. Population figures for the
present decade, however, show a dramatic change:
Between 1960 and 1970, total population is ex­
pected to increase by about 16 percent, but the
14-24 age group will grow by almost 47 percent
during this same period. As a result, the labor
force will experience a net addition of 6 million
young workers, taking account of a slight decline
in the labor force participation rate of this age
group as more youths remain in school longer.
The expected 45 percent increase in this portion
of the labor force (after a 3 percent increase dur­
ing the 1950’s) will account for nearly half the
total increase expected in the labor force during
this period.
Meanwhile, for the past 5 years youth unem­
ployment has been growing until in 1962, persons
aged 14-24 represented over one-third of the un­
employed even though they accounted for less
than one-fifth of the labor force.


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S olutions to manpow er problems will, for the
most part, come from individual decisions and
actions of private citizens, organizations, and in­
stitutions. Certain parts of the evolving man­
power effort, however, are envisioned by the
reports as being necessarily carried out by agen­
cies of government. Increased governmentsponsored research and factfinding, for example,
can make possible a more thorough identification
of current manpower problems and their possible
solutions. A recent innovation in government
employment and unemployment statistics, for
instance, involves the distinction initiated at the
beginning of 1963 between the unemployed seek­
ing full-time work and those interested only in
part-time employment. Over 13 percent of those
listed as unemployed in February were looking
for part-time work. Separation of this group,
which includes many teenagers, from the rest of
the jobless enables more precise analysis of unused
manpower and jobs needed.
T he rising educational and skill requirements
induced by technological change insure that many
in the labor force will find it increasingly difficult
to obtain and hold employment. Those more
than 3 million persons currently in the labor force
who are categorized as functional illiterates be­
cause of their failure to complete the fifth grade
of schooling will remain hard-hit by unemploy­
ment since they lack the basic reading, writing,
and arithmetical tools to enable them either to
find a job or to upgrade their skills to the level
necessitated by an increasingly complex economy.
According to the report, at the present time
only 57 percent of white and 32 percent of non­
white workers have at least a high school educa­
tion. Even though the educational level of the
labor force has been increasing for many years,
the report expects that about 30 percent of the
young people entering the labor force during this
decade (about 7.5 million) will lack a high school
diploma. These young people are likely to lack
the job mobility which will be required by the
narrowing of employment opportunities for the
unskilled and the rising demand for workers with
high educational and skill attainment which are
expected to characterize the occupational structure
of the coming decade. The prevailing emphasis
on a high school diploma as a prerequisite to em­
ployment, even for many semiskilled jobs, creates
a bleak future for the large number of boys and
h i

MONTHLY LABOR REVIEW, MARCH 1963

IV

girls who drop out of school before high school
graduation.
At the other end of the scale, employment of
professional and technical workers, the fastest
growing occupational group during the last dec­
ade, is expected to grow more than twice as fast
as other occupations between 1960 and 1975.
At a time when many qualified high school grad­
uates do not continue their schooling for economic
or social reasons, shortages of trained personnel
for essential occupations, such as engineers,
teachers, and mathematicians, are becoming
increasingly acute.
T h e R eport on Manpower Requirements reiter­
ated the government’s longstanding interest in
obtaining information on manpower requirements
and shortages. Such information can help or­
ganizations concerned with these problems to plan
professional and vocational education to fit
changing employment demands. The report con­
siders that proper counseling, whether by schools
or other interested groups, can guide young people
into training for occupations for which they have
aptitude and in which they can reasonably expect
to obtain employment. Many high school drop­
outs, for example, may find themselves in un­
skilled marginal jobs because they do not realize
that even a minimum amount of training can
enable them to qualify for skilled or semiskilled
jobs.
Apprenticeship programs can be another success­
ful way of providing young people with the skills
that will enable them to fill the growing demand
for craftsmen. Although the number of persons
participating in programs registered with the
Department’s Bureau of Apprenticeship and Train­
ing declined by almost 20 percent from the begin­
ning of 1957 to the middle of 1962, the number
completing training remained steady at about
29,000 a year. According to the report, the
number of skilled workers currently supplied by
apprenticeship programs is not enough to replace
those who will die, retire, or transfer out of their
occupations. With total employment of journey­
men in construction and other trades expected to
rise substantially during the next decade, ap­
prenticeship training at its present level will pro­
vide only a small percentage of the skilled craftsment needed.


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Report on Manpower Requirements con­
cludes that strengthening and expanding educa­
tion and guidance at all levels will help to solve
the long-run problem of adjusting the skills of the
labor force to changing occupational requirements.
Meanwhile, the problem of the currently unem­
ployed remains. Although 32,000 workers were
to be trained under Manpower Development and
Training Act and Area Redevelopment Act
projects approved by January 31, 1963, only a
small proportion of the long-term unemployed
(1.3 million were out of work 15 weeks or longer
in February 1963), can be processed under these
limited capacity programs.
Both programs, however, have given consider­
able attention to the long-term unemployed.
Approximately one-half of the trainees under both
programs are listed among the long-term jobless,
while the comparable nationwide proportion is
26 percent of total unemployment. On the other
hand, an examination of MDTA and ARA trainee
characteristics reveals that almost 90 percent of
the participants have completed more than eight
grades of school. Unemployed workers who have
not attained this level presumably find it difficult to
pass the qualifying aptitude and proficiency tests.

T he

T he Report on.Manpower Requirements antici­
pates that certain rigidities in the labor market
which prevent worker mobility will have to be
overcome to achieve an efficient match between
qualified workers and job openings. Training is
expected to provide unemployed and underem­
ployed workers with the skill mobility that will
enable them to become fully employed. If the
pockets of unemployment persist in depressed
areas, however, no amount of retraining will as­
sure a worker employment unless he is willing
and able to move to another area. ARA attempts
to provide a solution by bringing industry to the
job seekers in these areas.
Barriers to employment mobility also lie in
continued discrimination in employment on the
basis of age, sex, race, or religion. Fringe benefits
provided to employed workers, particularly those
without vesting provisions, may deter workers
from moving to more advantageous employment.
These obstacles to full manpower utilization must
be removed through action by industry and labor
as well as government.

Manpower Resources and Use
E ditor ’s N ote .— The

following section contains three excerpts from the Secretary of
Labor's report on manpower requirements, resources, utilization, and training trans­
mitted with President John F. Kennedy's Manpower Report to the Congress on
March 11, 1963. The first portion is an excerpt of the major findings made in the
Secretary's report; the second and third portions are taken from, chapters on industrial
and occupational trends and unemployment. The text of the full Manpower Report
is available from the Superintendent of Documents, Washington 25, D.C., at $1.25
per copy. Reprints of the following section, with additional methodological notes, as
well as the report itself, are available from the Regional Offices of the Bureau of T^abor
Statistics listed inside the front cover; the reprints may also be obtained from the
Bureau's Washington office. Elisions and minor editorial changes have not
been noted.

T his F irst M anpow er R eport in our national
history comes appropriately during the 50th An­
niversary year of the Department of Labor—an
anniversary which caps a half century of effort by
the Department in “fostering, promoting, and de­
veloping the welfare of wage earners in the United
States.” The country has made enormous strides
during this period in employment, working con­
ditions, the national output of goods and services,
and the income levels of wage earners and of the
additional millions of people who depend on them
for a living. But these gains also serve to accen­
tuate the intolerable gulf between the great ma­
jority of citizens who have shared in the general
improvement in living standards and the many
unemployed or otherwise disadvantaged people
who are not contributing as workers, though they
would gladly do so if opportunities were made
available.
The Manpower Development and Training Act
of 1962, in accordance with which this report is
submitted, constitutes a new recognition of our
national responsibility for meeting the needs of
individuals who might otherwise be left stranded
by economic and technological progress. Through
its training provisions, we are making a begin­
ning at aiding unemployed and underemployed
workers to qualify for the changing job oppor­
tunities generated by our economy. The act also
provides for the first systematic effort to antici­
pate and prepare to meet the country’s future
manpower requirements, an essential condition for
achieving the optimum rate of economic and em­

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ployment growth in the years ahead. The act
thus represents a mandate to the Department of
Labor for new dimensions of leadership and action
in strengthening the Nation’s human resources.
Summary of Findings

Highlights of the substantive findings of this
report are as follows:
1. Employment has mounted in the United
States since the end of World War II, but the
number of people at work or seeking work has
grown even faster.
Total employment of all classes of workers—
wage earners, the self-employed, domestics, and
unpaid family workers—averaged 67.8 million in
1962. This all time record figure meant the em­
ployment of 10 million more people than in 1947,
or a gain of 17 percent over the 15-year period.
These employment increases were overshadowed
by the growth of 13 million, or 21 percent, in the
labor force during this same period—brought
about partly by population growth and partly by
a rise in the proportion of women working outside
the home. Although they currently constitute
only a third of the country’s workers, women ac­
counted for about three-fifths of the entire labor
force increase over the 1947-62 period.
2. Unemployment has consequently risen also.
An average of 4 million persons was unemployed
in 1962—about 5/2 percent of the civilian labor
force. This was the fifth consecutive year in
which the unemployment rate averaged at least
237

238
5/2 percent. In the immediate postwar years, the
average rate was less than 4 percent. These fig­
ures indicate that the economy not only has been
unsuccessful in recent years in approaching full
utilization of manpower resources but, in fact, has
moved further away from this objective.
3. The very sharp rise in long-term unemploy­
ment is a matter of particular concern.
Between 1957 and 1962, long-term unemploy­
ment (15 weeks or over) rose by 100 percent, and
very long-term unemployment (6 months or over)
rose by almost 150 percent. The overall increase
in unemployment during this period was not quite
40 percent, and the increase in short-term unem­
ployment (under 5 weeks) was not quite 20 percent.
The adequacy of unemployment compensation
benefits and other financial resources to tide work­
ers over more than 6 months of unemployment
becomes an urgent question in view of these facts.
The findings also suggest the extent to which
workers’ skills are being eroded by long-term
unemployment and the importance of emphasis on
the long-term unemployed in the planning and
operation of training programs.
4. In need of special attention also are the
serious and intractable unemployment prob­
lems of a (a) young people, (b) older workers,
(c) nonwhite workers, (d) workers attached to
declining or unstable industries, (e) those lo­
cated in depressed areas, and (f) unskilled workers
generally. Though no group of workers is im­
mune to unemployment, it has hit much harder
in these groups than in others, owing in large
measure to one common factor—lack of market­
able skills.
To solve the critical unemployment problems of
the groups hardest hit will require not only general
economic expansion, but also greatly increased
opportunities for education and training. In addi­
tion, efforts must be made to improve guidance
of young people, overcome discrimination against
older workers and minority groups, increase worker
mobility, and further the redevelopment of de­
pressed areas.
5. Recent employment and unemployment
patterns reflect the following major developments,
all of which underline the need for measures to
accelerate economic growth:
a.
The postwar gain in the gross national
product, although impressive, has been due chiefly
to increases in output per man-hour rather than
in employment or man-hours worked.

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MONTHLY LABOR REVIEW, MARCH 1963

Between 1947 and 1961, the real output of the
private economy increased by 59 percent. Well
over four-fifths of this rise was due to increases in
output per man-hour. At the same time, private
employment increased by only about 10 percent.
And the rise in total man-hours was much smaller
still—only 3 percent—because of a drop in aver­
age annual hours of work attributable in large
measure to the very sharp increase in part-time
employment. (More than half of the employ­
ment increase between 1947 and 1962 was in parttime jobs.)
b. The overall rate of economic growth in the
past 5 years was significantly below the growth
rate of the previous decade. From 1947 to 1957,
the gross national product (in constant dollars)
rose at an annual rate of 3.8 percent. But over
the past 5 years, the rate of increase has amounted
to only 2.9 percent.
c. The rate of job growth in the private sector
of the economy has likewise slowed down. From
700,000 more jobs per year between 1947 and 1957,
the average increase in private nonfarm employ­
ment dropped to 175,000 jobs per year between
1957 and 1962.
d.
Only the public sector of the economy has
had an increasing rate of employment growth
since 1957. This growth has been overwhelmingly
in State and local governments—largely in school
systems.
6. Industrial and occupational shifts in em­
ployment have increased the displacement of
workers and consequent reemployment problems.
The occupations with expanding employ­
ment opportunities generally demand prolonged
education and training. And displaced workers
without these qualifications have a hard time
finding jobs—accounting for the high unemploy­
ment rates in the lower skilled groups.
7. Current shortages of qualified personnel
exist in many professions and specialized occu­
pations.
The numbers of new entrants completing train­
ing have not equaled the rising demand in en­
gineering, mathematics, many of the natural and
social sciences, teaching, medicine, nursing, and
other professional, technical, and skilled occupa­
tions. Personnel shortages exist in many special­
ized fields, either nationally or in certain local
areas, despite the high general level of unem­
ployment.

MANPOWER RESOURCES AND USE

8. Worker mobility is substantial in the United
States but is still inadequate for a completely
effective matching of workers and jobs.
Eight million men and women—about 1 out
of every 10 who did any work in 1961—changed
jobs during the year. Some moved voluntarily, in
search of better jobs or for other reasons. Others
had to make changes because of job loss.
The sometimes excessive frequency of job
changes among 18- and 19-year-olds reflects the
difficulties faced by inexperienced workers not
trained in a particular skill. Their high rate of
job changes underscores the need for more exten­
sive and realistic vocational guidance of youth
and for improved vocational training.
9. Basic dimensions of our future manpower
problems are the unprecedented increase in the
labor force in prospect during the 1960’s and
the radically changing patterns of labor force
growth.
a. This country’s work force will grow by
about 13 million during the 1960’s and by another
7 million between 1970 and 1975, reaching a total
of 93 million in the latter year. The increase in
number of workers will be much greater than in
any previous 15 years of our history. It will pro­
vide the manpower potential for rapid economic
growth.
b. Young workers under 25 will make up
nearly half of the added labor supply during the
1960’s, and adult women will make up another 30
percent.
10. Future productivity gains will also add to
economic growth and have a major employment
impact.
Productivity has risen in the United States since
World War II at a rate somewhat above the long­
term trend. From 1947 to 1961, output per man­
hour in the private economy increased at an aver­
age rate of 3 percent per year, compared with an
average annual gain of 2.4 percent over the past
half century. If we assume no more than a con­
tinuation of the postwar rate of increase in pro­
ductivity, economic expansion equivalent to over
2 million jobs per year will be needed during the
1960’s to offset advances in technology.
11. Achieving full employment of the rapidly
growing labor force will involve large employ­
ment gains in many nonfarm industries, especially
since farm employment is expected to go on
decreasing.

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239
Farmers will continue to move into nonfarm
jobs at about the current rate.
Among nonagricultural industries, those fur­
nishing services will continue to show much the
most rapid employment growth. Employment in
these industries (mainly trade, finance, State and
local government, and the service industry group)
may increase by almost 30 percent during the
1960’s, according to projections on the assumption
of generally full employment. In goods-producing
industries, employment is expected to increase
only moderately. An exception is construction,
in which employment may rise by almost 40 per­
cent over the decade under full employment
conditions.
12. Professional and technical occupations
will be much the fastest growing during the
1960’s, but above-average employment growth is
expected also in other white-collar occupations,
for skilled workers, and for service workers.
Professions likely to grow especially fast dur­
ing this decade include, for example, engineering,
many of the natural sciences, and college teching.
Rapidly increasing demand for technicians is also
anticipated.
13. The prospective net changes in employment
are only a partial indication of future manpower
requirements; replacement needs create a large
additional demand for workers.
14. The future labor supply in specific occupa­
tions will depend not only on educational and
training facilities but also on such uncertain fac­
tors as the occupational choices made by individ­
uals; it is therefore very difficult to assess the
future labor supply in quantitative terms. Com­
parisons of projected manpower supply and man­
power requirements have, however, been made on
a preliminary basis for skilled trades and the pro­
fessions, to aid in the planning of training pro­
grams and other steps necessary to meet person­
nel needs in these critically important occupations.
a. Apprenticeship programs of the current
magnitude will not supply enough skilled workers
even to replace those who die, retire, or transfer
out of their occupations in the years ahead.
b. New entrants into professional and related
occupations, from colleges and universities and
other sources, would about equal the personnel
needs indicated by the tentative projections.
Nevertheless, personnel shortages are expected to
continue in many professions, especially at the
higher levels of training.

240

Employment Projections
to 1975*
In looking forward at labor force prospects, an
appropriate starting point is an examination of
the expected population changes, since the sup­
ply of workers always depends to a large extent
on the size and composition of the population
of working age.
The total population of the United States will
probably reach close to 210 million by 1970, about
28 million more than in 1960, according to the
set of projections by the Bureau of the Census
which are believed to be most reasonable. By
1975, the population may total 226 million, a fur­
ther gain of 17 million.
The expected population increases, [and changes
in the extent of labor force participation on the
part of men and women in various age groups,] will
bring about an unparalleled growth in the labor
force. The number of workers in the United
States is expected to rise by about 20 million
between 1960 and 1975.
Projected Employment in Major Industries

An assessment of the economy’s prospective
manpower requirements and of the consequent
needs for skill development can make an impor­
tant contribution to the attainment of higher em­
ployment levels and reduction of unemployment.
This is recognized by the Manpower Development
and Training Act of 1962, which specifies that the
Department of Labor shall appraise foreseeable
manpower needs and the adequacy of the Nation’s
efforts to meet these needs and make this infor­
mation available for use in educational, training,
counseling, and placement activities. Accord­
ingly, projections of future employment trends in
major industries [and occupational groups] are
presented in the following sections.
Making judgments about future events such as
are involved in these projections is, of course, dif­
ficult and hazardous. Manpower needs can be
affected by a great variety of possible events, in­
cluding new scientific discoveries and inventions,
worldwide political developments, natural catas­
trophes, and the vagaries of consumer preferences.
Even if these exogenous factors were not in the
background and economic influences were all we
had to consider, the task would still be difficult

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MONTHLY LABOR REVIEW, MARCH 1963

since our knowledge of past economic trends and
of the forces governing economic relationships
is nowhere perfect and, in some areas, hardly mor
than rudimentary. Nevertheless, drawing upon
research on [industry and occupational] employ­
ment trends and many related topics conducted
by the Department of Labor over a period of
years, it has been possible to develop employ­
ment projections which should serve as a guide
in planning training programs and dealing with
other manpower and educational problems.1
Civilian employment will rise from about 67
million in 1960 to more than 80 million in 1970
and nearly 88 million in 1975—a gain of nearly
one-third during the 1960-75 period—under the
conditions predicated. These projected increases
reflect the expected labor force growth and, also,
the added rise in employment involved in reducing
unemployment to the minimum implied by our
full employment assumption.
The overall growth in civilian employment will
be accompanied by significant changes in the
industrial distribution of employment. Many in­
dustries will gain or lose ground in production and
employment, relative to the total economy, be­
cause of changes in patterns of demand—including
not only the purchasing patterns of consumers but
‘From the chapter entitled “ The Manpower Future,” which was based
on materials prepared in the Division of Manpower and Occupational Out­
look, Bureau of Labor Statistics.
1
In interpreting these projections, a number of general points must be
borne in mind. The most important of these is that the future employment
picture presented assumes the realization of full employment. If we fail to
achieve this objective and so fall short of attaining the very high general
levels of employment the assumption implies, future employment in diff­
erent industries and occupations will similarly fall short of the projected
levels. Furthermore, the difference would be greater in fields where employ­
ment fluctuates widely with changing levels of business activity (such as
manufacturing and construction) than in those where employment tends to
be more stable.
It is further assumed that, along with the achievement of full employment,
the country will attain the rate of economic growth agreed to in discussions
with our fellow members of the Organization for Economic Cooperation and
Development—an increase of 50 percent in gross national product
from 1960 to 1970.
Other basic assumptions, necessary in any long-term economic projections,
have also been made here: That there will be a continuity of economic and
social patterns and relationships in our society, including patterns of con­
sumption, and that scientific and technological advances will continue to
affect methods of production as indicated by recent trends. In these projec­
tions, it has been further assumed that there will be no war or other cataclys­
mic event which would substantially alter the rate and nature of economic
growth, and it has been assumed that the size of the Armed Forces will not
change significantly from the current level.
Another point which needs emphasis is that more comprehensive and
accurate data are available on some of the factors involved in the estimating
procedures than on others. The best judgments of the staffs of government
agencies and of industry and union representatives were used in bridging
gaps in data and in our knowledge of underlying economic relationships.
But much work remains to be done, and the projections here presented are
only approximations. They are subject to revision as new data become
available, techniques are further refined, and the future unfolds.

241

EMPLOYMENT PROJECTIONS

also decisions about business investments and de­
cisions by government about expenditures for
highways, public buildings, defense production,
education, and a great variety of other products
and services. Advances in technology, the intro­
duction of new products, the emergence of new
industries, and changes in the availability of
natural resources are among the other factors
that will influence the industrial composition of
employment.
The only broad industry sector in which an ac­
tual decline in employment is expected between
now and 1975, even under conditions of generally
full employment, is agriculture. The rise in out­
put per farm worker, which underlies the long­
term decline in farm employment, is expected to
continue as a result of the increased use of ma­
chinery, fertilizers, feed additives, pesticides, and
other technological advances. The continuing de­
crease in the number of farms—particularly the
small, low-income-producing units—will result in
a significant decrease in the number of farmers.
And further mechanization may prevent any sig­
nificant rise in the number of hired farm workers,
despite the expected increase in large farms. As
a result, agricultural employment may decline
from 5.7 million in 1960 to 4.3 million in 1970 and
to about 4 million by 1975.
At the same time, nonagricultural employment
will increase rapidly. The Department of Labor’s
projections show a rise in nonfarm employment
from 61 million in 1960 to about 76 million in
1970 and nearly 84 million in 1975. Most of
the increase will be in wage and salary employ­
ment, which may rise from about 51.5 million in
1960 to about 71.5 million in 1975. The number
of other workers (self-employed, unpaid family
workers, and domestics) is likely to increase also,
but at a slower rate—from 9.5 million to a pro­
jected 12 million—over the 15-year period.
2 It should be noted that the discussion of employment trends in different
industries which follows is all geared to the estimates of wage and salary
employment derived by the BLS from payroll reports, whereas the overall
figures on farm and nonfarm employment cited in preceding paragraphs
relate to current employment figures derived from the monthly labor force
surveys. For a discussion of the differences in coverage and employment
levels between these two series, see Employment and Earnings.
3 If agriculture had been included with the goods-producing industries,
the employment rise in this broad industry sector would have been consid­
erably less than the 25 percent projected for manufacturing, construction,
and mining, and the relative shift toward service-producing industries
would therefore appear even greater. However, for technical reasons relating
to differences in the basic employment series, agriculture has been excluded
in the above comparisons of projected trends.
67 6 0 9 2 — 63------- 2


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Federal Reserve Bank of St. Louis

T a b l e 1. N on a gr ic u l t ur a l W age a n d S a lar y W or k er
E m ploy m en t , B y I n d u st r y D iv is io n , 1960 to 1975
Employment (in
millions)
Industry division

Actual
1960

Projected
1970

Per­
cent
change,
1960-75

1975

Total.................................................... ......

54.3

67.7

74.2

37

Service-producing industries...........
Wholesale and retail tra d e ............ ...........
Government________________________
Service and miscellaneous_____________
Transportation and public utilities..........
Finance, insurance, and real estate_____

34.0
11.4
8.5
7.4
4.0
2.7

43.7
14.0
11.5
10.2
4.4
3.5

48.8
15.6
12.8
11.9
4.5
3.9

44
37
51
61
13
44

Goods-producing industries...........
Manufacturing_________________ ____
Contract construction..... ..........................
Mining . . _______________________

20.4
16.8
2.9
.7

24.0
19.2
4.0
.7

25.4
20.3
4.4
.7

25
21
52

N ote: Individual items may not add to totals because of rounding.

Among the nonagricultural industries, those
furnishing services are expected to have a much
more rapid growth in employment than those
producing goods, continuing the long-term trend.2
Wage and salary employment in service industries
(including trade; transportation and public utili­
ties; finance, insurance, and real estate; govern­
ment; and all other services) may increase almost
45 percent between 1960 and 1975, while in goodsproducing industries (manufacturing, construc­
tion, and mining), the rise may be around 25
percent.3
The employment trends projected for each
major industry division are shown in table 1 and
are briefly discussed in the following sections.
Wholesale and Retail Trade. Employment in
trade, which has grown rapidly in recent decades,
will continue to increase substantially over the
next 15 years. As population and consumer
expenditures mount, wholesale and retail trade
establishments will distribute an increasing vol­
ume of goods and require a growing number of
employees. The rate of increase in employment
will be slowed, however, by technological de­
velopments such as increased use of vending
machines and other self-service techniques and of
computers for inventory control and billing, which
will tend to raise output per man-hour. Alto­
gether, employment in wholesale and retail trade
may increase by 23 percent between 1960 and
1970. It may reach 14 million by 1970 and
exceed 15% million by 1975, with retail trade
continuing to employ nearly 3 of every 4 workers
in the division, as it has since 1939.

242

A large part of the increased employment in
trade is expected to be among part-time workers,
including many women and younger workers. The
development of suburban shopping centers and the
trend toward keeping stores open during evening
hours is creating a demand for large numbers of
part-time workers, who are available from nearby
residential areas. Wholesale and retail trade will
also continue to provide many opportunities for
self-employment. According to the 1960 Census,
almost 60 percent of all self-employed nonfarm
proprietors were in this industry division.
Government. Government employment is expected
to increase by about one-third between 1960 and
1970—to more than 11 million persons. By 1975,
the total may approach 13 million. As in the
past 15 years, nearly all of the increase in govern­
ment employment will be in State and local gov­
ernment agencies. Population growth and the
movement of people from rural to urban areas and
from cities to suburbs will continue to raise re­
quirements for educational and public health
services, police and fire protection, sanitation,
street and highway maintenance, welfare, and
other services. As a result, State and local gov­
ernment employment is expected to rise by more
than 50 percent between 1960 and 1975, whereas
it is assumed that little change will take place in
Federal Government employment, under the con­
ditions of minimum unemployment and no major
wars or other catastrophes assumed in these
projections.
Services and Miscellaneous Industry Division. As
per capita income continues to rise, consumers are
expected to spend a larger and larger share of
their income on services of many kinds, continuing
a long-term trend. Employment is therefore ex­
pected to grow faster in the service industries than
any other division during the coming decade. By
1970, employment in service industries may total
10 million. By 1975, it may be nearly 12 million—
more than 60 percent higher than in 1960.
Within the service division, employment will
increase most rapidly in medical and health
services. Factors which will contribute to this
increase include the expected growth in popula­
tion, especially the increased numbers of older
people and children; rising income levels; increased
emphasis on public health and medical research;

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Federal Reserve Bank of St. Louis

MONTHLY LABOR REVIEW, MARCH 1963

changing patterns of health care; and the con­
struction of additional medical, dental, and public
health facilities.
Employment in business services of all kinds is
also expected to grow—as business firms rely in­
creasingly on advertising services to sell their
products; on accounting, auditing, and bookkeep­
ing services to handle their fiscal recordkeeping;
and on audit bureaus and collecting agencies to
cope with the increasing use of consumer credit.
In addition, more young people will be attending
schools at all levels, with a resulting increase in
employment not only in public schools but also
in the private educational institutions included in
the service industry division.
Transportation and Public Utilities. Widely differ­
ing employment trends are expected in the years
ahead, as in recent decades, in the different
transportation and public utility industries.
Taking into consideration diverse trends and the
full employment assumption basic to all these
projections, a rise in transportation and public
utility employment from about 4 million in 1960
to about 4.4 million in 1970 and 4.5 million in
1975 is a reasonable expectation.
Finance, Insurance, and Real Estate. Employ­
ment in finance, insurance, and real estate is
expanding steadily. There may be as many as
3.5 million workers in this industry division by
1970 and 3.9 million by 1975—which would be an
increase of around 45 percent over the 1960-75
period. Underlying the employment growth in
this group of industries will be the increasing
complexity of the Nation’s financial activities,
rising levels of income, and the general growth of
our industrial and urban society.
In banking, which employed every fourth worker
in the division in 1960, employment growth is
expected to be especially rapid in spite of greatly
increased use of electronic data-processing equip­
ment. By 1975, banking may employ about 40
percent of all workers in the division. In both
insurance and real estate, employment is likely to
increase by about one-third between 1960 and
1975.
Because women currently comprise almost half
of this industry division’s employment, the rapid
employment increase anticipated in finance, insur­
ance, and real estate has significant job implica­
tions for women.

EMPLOYMENT PROJECTIONS

Manufacturing. Employment in manufacturing
is expected to increase at a much slower rate than
employment in nonagricultural industries as a
whole. In 1960, manufacturing—the largest in­
dustry division—employed 16.8 million workers
and accounted for about 30 percent of all nonfarm
workers. By 1970, manufacturing employment
may rise to about 19 million, but even so, the
division’s share of nonfarm employment would fall
to about 28 percent. By 1975, manufacturing
employment may be over 20 million, given the
assumed full employment situation. If this high
general level of employment is not reached, how­
ever, manufacturing employment will be consider­
ably below the projected figures—since employ­
ment in this industry division varies widely with
changes in general business conditions.
Within manufacturing, employment trends will
differ among individual industries. The much
faster growth in employment in durable than in
nondurable goods industries, evident since the end
of World War II, is expected to continue. Dura­
ble goods employment may increase at nearly twice
the rate for nondurable goods between 1960 and
1975. Increasing government expenditures for
missiles, spacecraft, and electronic products are ex­
pected to result in large employment increases in
the industries making these products. Large in­
creases in employment will also occur in other
durable goods industries—including instruments
and industrial electrical equipment—which are in­
volved in the production of automation and other
advanced equipment. Among the nondurable
goods industries, the fastest growing will be chemi­
cals, printing, and paper.
Contract Construction. Employment in contract
construction will rise at a rate much above the
average for all nonfarm industries between 1960
and 1975, as a result of the substantial increase in
construction activity expected during this period.
Home and apartment house construction will be
stimulated by the anticipated large increases in
population and new families, by higher personal
income levels, and by continuing shifts of families
from cities to suburbs. Large government expend­
itures for construction of schools, hospitals, and
roads can be anticipated. Construction of indus­
trial plants and commercial establishments such
‘ “ Construction in an Expanding Economy, 1960-2000,” Construction
Review, September 1961 (U.S. Department of Commerce, Business and
Defense Services Administration).


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Federal Reserve Bank of St. Louis

243

as office buildings, stores, and banks is also likely
to expand, with the general growth of the economy.
Altogether, according to projections by the
Department of Commerce, new construction
activity may increase by 57 percent between 1960
and 1970 and almost double between 1960 and
1975.4 The volume of construction maintenance
and repair, wdiich now is about one-third that of
new construction, is also expected to grow signifi­
cantly during this period. The rise in construction
employment will probably not keep pace with this
growth, however, because of further mechanization
of work processes and materials handling, pré­
fabrication of components, and other changes
which will reduce manpower requirements per
unit of output.
On the basis of these considerations and other
factors, employment in contract construction is
projected at about 4 million in 1970, or some
38 percent above the 1960 level. By 1975, it
may approach 4% million, under the assumed full
employment conditions. In both years, however,
construction employment will be well below the
projected figures if the optimum general level of
employment is not reached. Of all the industry
divisions, there is none in which employment
fluctuates more widely with changes in general
business conditions than construction.
Mining. In mining, the remaining industry divi­
sion, employment is expected to remain fairly close
to the 1960 level of 700,000 over the next decade.
In bituminous coal mining, where the number of
production workers has dropped sharply in recent
decades, some further declines in employment
appear likely. But since minor employment
increases may occur in some other mining indus­
tries, notably crude petroleum and natural gas
production, relatively little change is anticipated
in the general level of employment for the division
as a whole.
Projected Occupational Employment

Great changes in occupational employment pat­
terns are in prospect in the United States, owing to
the differing growth trends in different industries,
the likelihood that technological progress will pro­
ceed at an accelerating rate, and the many other
kinds of factors which have brought about past
changes in the occupational structure of employ-

MONTHLY LABOR REVIEW, MARCH 1963

244
ment. An assessment of future employment trends
in major occupations is consequently essential if we
are to appraise future manpower needs and the
adequacy of present and prospective labor supply.
In assessing the demand for workers in a par­
ticular occupation, account must be taken both of
the number needed because of net growth in em­
ployment and of those required to replace work­
ers who are separated from the occupation because
of death, sickness, retirement, transfer, or other
reasons.
That shifts in employment among industries will
bring about further changes in the occupational
structure of the work force has already been sug­
gested. Each industry has its own occupational
pattern, which has been and will be subject to
frequent changes because of new products and
processes and other technological and economic de­
velopments. The changing occupational compo­
sition of the work force within industries and the
uneven growth of industries will, together, signifi­
cantly affect the demand for workers with specific
occupational skills in the years ahead, as in past
decades. And according to the studies made so far
by the Department of Labor, the effect will con­
tinue to be clearly toward a rising demand for
workers with high levels of education and skill,
and a narrowing of employment opportunities for
the unskilled. The importance of good educa­
tional preparation for employment will also be
increased by the rapidly changing nature of our
technology and the consequent frequent changes
of content in many occupations. Workers will
have unprecedented need for occupational flexi­
bility, and a good education is the essential base
upon which a flexible and responsive labor force
can be built.
T a ble 2. E m ploym ent

by

Professional, Technical, and Kindred Workers.
Employment of professional, technical, and kindred
workers, who have been by far the fastest growing
occupational group during the past decade, may
increase at more than twice the average rate for
all fields of work between 1960 and 1975. The
increase in professional and related employment is
projected at about 43 percent over the 1960 decade
and another 16 percent between 1970 and 1975—
which would raise the number of workers in the
group to more than 12 million by 1975.
8 The employment projections for major occupational groups presented in
this section have as a base the 1960 employment levels for these groups derived
from the monthly labor force survey. These data differ from the levels shown
by the 1960 Census of Population. [E ditor’s N ote.—See Monthly Labor
Review, November 1962, p. 1210.]

M ajor O ccu pa tion al G r o u p , 1960

Actual, 1960
Major occupational group

The chief occupational employment trends5 in­
dicated by the Department of Labor’s projections
are (1) a continuation through 1975 of the rela­
tively rapid growth of white-collar occupations,
especially professional and technical occupations;
(2) a slower growth in blue-collar occupations as
a group, with craftsmen experiencing the most
rapid employment gains and no increase at all in
employment of laborers; (3) a faster-than-average growth in service worker employment and
(4) a further decline in the numbers of farmers
and farm laborers. (See table 2.)
Contributing to the projected growth of approx­
imately 20 percent in total employment between
1960 and 1970 is an anticipated increase of about
30 percent in white-collar and 14 percent in bluecollar employment. Over the 15-year period 196075, employment may increase by about 31 per­
cent in all occupations taken together, 46 percent
in white-collar occupations, and 21 percent in bluecollar jobs.

Projected, 1970

1975

to

Projected, 1975

Percent change

Number
(in millions)

Percent

Number
(in millions)

Percent

Number
(in millions)

Percent

Total.................................................................

66.7

100.0

80.5

100.0

87.6

100.0

21

9

31

Professional, technical, and kindred workers.........
Managers, officials, and proprietors, except farm ..
Clerical and kindred workers___ ______________
Sales workers____________ . ______________
Craftsmen, foremen, and kindred workers_______
Operatives and kindred workers.............................
Service workers___________________ ________
Laborers, except farm and mine_______________
Farmers, farm managers, laborers, and foremen__

7.5
7.1
9.8
4.4
8.6
12.0
8.3
3.7
5.4

11.2
10.6
14.7
6.6
12.8
18.0
12.5
5.5
8.1

10.7
8.6
12.8
5.4
10.3
13.6
11.1
3.7
4.2

13.3
10.7
15.9
6.7
12.8
16.9
13.8
4.6
5.3

12.4
9.4
14.2
5.9
11.2
14.2
12.5
3.7
3.9

14.2
10.7
16.2
6.7
12.8
16.3
14.3
4.3
4.5

43
21
31
23
20
13
34

16
9
11
9
9
4
13

65
32
45
34
30
18
51

N ote: Individual items may not add to totals because of rounding.


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1960-70

-2 2

1970-75

-7

1960-75

-28

EMPLOYMENT PROJECTIONS

Personnel needs are expected to rise substan­
tially in practically every professional field—in­
cluding teaching, the health professions, the social
sciences, the clergy, and the law, as well as engi­
neering and the natural sciences. However, em­
ployment is likely to go on increasing much faster
in some professions than others.
In engineering and the natural sciences, em­
ployment requirements may be about 2.4 million
by 1975, roughly double the number currently em­
ployed. By 1970, nearly 1.4 million engineers may
be needed, an increase of about 550,000 over 1960
employment. For scientists, the employment de­
mand may reach 580,000 by 1970, compared with
a 1960 figure of 335,000, according to preliminary
estimates. Greatly increased requirements for
scientists are anticipated for the Nation’s aero­
space, health-related research, defense, and tech­
nical assistance programs, as well as to meet the
generally expanding needs of our growing econ­
omy. Requirements will be particularly high for
scientists with advanced training to the doctorate
level and beyond. Emphasis will be far from uni­
form across all fields of science; many specializa­
tions which will be important in 1970 cannot even
be envisioned at this time. Broadly speaking,
mathematics and physics will be among the fast­
est growing fields. The largest scientific fields—
chemistry and the biological sciences-—will also
grow rapidly. Still others—for example, geol­
ogy-—may experience considerably slower growth.
Interdisciplinary areas, such as those found in
oceanography, biophysics, engineering physics,
and metallurgy, can be expected to expand greatly.
In 1960, the number of technicians working with
engineers and scientists was about 775,000, accord­
ing to a rough estimate. It is anticipated that,
during the next 10 to 15 years, demand will in­
crease at least as fast in these occupations as in
engineering and the sciences, leading possibly to
a doubling in requirements by 1975.
In teaching, the largest profession, employment
may increase to nearly 2.5 million by 1970-—which
would be almost one-half million more full-time
teachers than were employed in schools and in­
stitutions of higher education in 1960. This pro­
jection assumes the expected increase in the
school age population, a continuation of recent
trends toward lengthening of school attendance,
and a realization of expected pupil-teacher ratios.


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Federal Reserve Bank of St. Louis

245
In college teaching, personnel needs will grow
much faster, in relative terms, than in elementary
and secondary school teaching-—though the num­
ber of positions involved will be smaller. In
1960, the total number of full-time college and
university teachers in the country was about
175,000; by 1970, this number will need to be about
80 percent greater to take care of the unprecedent­
ed numbers of young people expected to be seeking
a college education.
The extremely rapid growth in technician oc­
cupations is another noteworthy trend which is
expected to continue. Although the shortages of
engineers, and scientists—and the consequent
need to relieve these professional workers of tasks
which can be performed by less highly trained
persons—have helped to increase employment of
technicians in the past two decades, the growth
of these occupations has a more fundamental
cause. It is due basically to the increasing
complexity of modern technology, which has
created a need for workers who have some basic
scientific and mathematical knowledge and also
specialized training in some aspect of technology.
Managers, Officials, and Proprietors (Except
Farm). Relatively slow growth in the number of
proprietors is anticipated in the years ahead, since
the trend toward formation of larger businesses is
expected to continue and greatly restrict the
growth in the total number of firms. The num­
ber of managers and other salaried officials in
business organizations and government is likely
to go on increasing fairly rapidly.
The net result of these diverse trends will prob­
ably be a slower increase in employment in the
manager-proprietor group as a whole than in any
other major group of white-collar workers.
Nevertheless, the relative increase in the combined
group may be about the same as that for all oc­
cupations; it is projected at about 20 percent from
1960 to 1970 and about 9 percent during the fol­
lowing 5 years—which would bring the total num­
ber of proprietors, managers and salaried officials
in the country to 8.6 million in 1970 and 9.4 mil­
lion by 1975.
Clerical Workers. Employment of clerical workers
is expected to show a relatively large increase
during the next 10 to 15 years, since the ever-

246
mounting volume of communications, record­
keeping, and other paperwork characteristic of our
economy is likely to more than offset the laborsaving effects of electronic computers and other
new office equipment. By 1970, clerical employ­
ment may rise to 12.8 million and, by 1975, may
reach 14 million, some 45 percent above 1960.
One reason for anticipating this employment
growth is the expected rapid expansion of the
finance, insurance, and other industries employ­
ing many clerical workers. Another is the trend
toward transferring to clerical workers functions
which were formerly performed by sales person­
nel and proprietors. For example, the trend
toward self-service in retail stores will mean the
elimination of some sales jobs but the creation
of new positions for cashiers and checkers (who
are classed as clerical workers). Although the
use of electronic data-processing and other laborsaving office equipment will be extended steadily,
this will have an impact chiefly on the numbers
of clerical workers doing relatively routine work
in such functions as billing, inventory control,
and processing of insurance records, bank checks,
and payrolls.
Sales Workers. By 1970, sales employment may
total nearly 5% million. By 1975, it may be close
to 6 million—a figure more than one-third higher
than that for 1960.
Population growth and rising per capita income
are among the factors that will tend to bring about
the expected increases in sales employment. The
expected further growth in the numbers of parttime workers in sales jobs will also tend to increase
total employment in this occupational group.
These factors are expected to decidedly outweigh
the effects of self-service techniques and other
laborsaving innovations, which will tend to limit
the growth of retail sales employment.
Craftsmen, Foremen, and Kindred Workers. Among
blue-collar workers, the craftsmen, foremen, and
kindred workers will continue to have the most
favorable employment outlook. The number of
these skilled workers may increase by nearly 2%
million over the 1960-75 period—to more than 11
million by 1975.
Increased employment of mechanics and repair­
men, building trades craftsmen skilled metal


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Federal Reserve Bank of St. Louis

MONTHLY LABOR REVIEW, MARCH 1963

workers and foremen will probably account for
most of the growth in the skilled worker group.
Because of the mounting need for mechanics and
repairmen to install and maintain the ever-increas­
ing amount of complex equipment used by industry,
government agencies, and private households,
employment of these workers may reach 2%
million in 1970 and 3 million by 1975, compared
with only about 2 million in 1960.
The anticipated large volume of construction
activity may be reflected in a similarly rapid
rise in employment of building trades craftsmen—
from 2% million in 1960 to a projected 3% million
in 1975. The building trades craftsmen expected
to experience the most rapid employment growth
are operating engineers, cement masons, bricklay­
ers, construction electricians, sheet-metal workers,
and plumbers and pipefitters.
Relatively rapid employment gains are expected
also among some skilled metal workers—particu­
larly tool and die makers and instrument makers.
These skilled workers will benefit from the sub­
stantial expansion in production and consequent
rise in employment levels projected, under the full
employment assumption, for the metalworking in­
dustries where the majority of them are employed.
Operatives and Kindred Workers. Operatives and
kindred workers, currently the Nation’s largest
occupational group, are expected to have a slowerthan-average rate of employment growth in com­
ing years. The proportion these workers represent
of all employed persons may drop from about 18
percent in 1960 to about 16 percent in 1975.
Nevertheless, their employment may rise by some­
what more than 2 million over the 15-year period.
On this basis, more than 14 million operatives
would be employed in 1975.
Increasing automation of production processes
will undoubtedly eliminate a good many operative
jobs in the years ahead. However, the introduc­
tion of automated machinery in factories and
other business establishments has been and will
probably continue to be gradual. Moreover, the
growing use of motor vehicles for transport will
result in increasing employment of truck and bus
drivers—one of the large groups of workers in the
operative category; and our dynamic technology
is continuing to create some new semiskilled
occupations.

EMPLOYMENT PROJECTIONS

Industrial Laborers. Employment of industrial
laborers, which totaled 3.7 million in 1960, is
expected to show little or no change in absolute
numbers over the next decade under the predi­
cated full-employment conditions. Even under
these conditions, however, the proportion labor­
ers represent of the total employed labor force
will drop from 5% percent in 1960 to less than
4% percent in 1975.
The replacement of unskilled laborers by ma­
chinery in excavating, ditch digging, and similar
work will undoubtedly progress further. Powerdriven equipment, such as forklift trucks, der­
ricks, cranes, hoists, and conveyor belts, will take
over more and more of the materials-handling
work in factories, freight terminals, and ware­
houses. And integrated systems of processing and
materials-handling equipment, which represent a
more advanced stage of automation, will be in­
stalled in increasing numbers of plants. Never­
theless, the Department’s projections indicate con­
tinuing substantial employment of laborers during
the next decade, with many openings anticipated
each year because of the high turnover rates char­
acteristic of workers in the more casual tyes of
laboring jobs.
Service Workers. In this diverse occupational
group as a whole, employment is expected to
increase fairly rapidly—at a rate considerably
above the average for the entire work force.
From 8.3 million in 1960, the number of service
workers may rise to about 11 million in 1970
and 12% million in 1975, or by one-half over the
15-year period.
A relatively rapid rise in employment of pro­
tective service workers such as policemen and fire­
men is to be expected as the population increases,
especially in urban and suburban communities. A
very substantial increase in demand for practical
nurses and for attendants in hospitals and other
institutions is also anticipated. Other categories
of service workers expected to experience rapid
employment growth include waiters and wait­
resses, cooks, and charwomen and cleaners. The
chief reason for anticipating growth in these lat­
ter occupations is the expected expansion in the
food service business and in hospitals and other
types of public buildings and institutions.
Farm Occupations. Employment of farmers (in­
cluding farm managers and foremen) and farm

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247
laborers will continue to decrease. Between 1960
and 1970, the decline may be more than 20 per­
cent, with a further decrease of about 6 or 7 per­
cent likely between 1970 and 1975. Over the
15-year period, the drop in employment may be
as great as 1% million below the 1960 figure of
not quite 5% million.
Replacement Needs. Projections of occupational
employment trends such as are presented in
preceding sections provide one of the two major
components required for projections of future
manpower requirements—namely, estimates of
net employment growth. The other component—
demand created by replacement needs—is of
equal importance, however. In fact, the number
of persons who will be required to replace workers
who retire, die, or leave the work force for other
reasons between 1960 and 1970 will exceed the
13.8 million net growth in employment projected
for the economy as a whole during that period.
In some occupations, particularly those in which
many women are employed, the number of people
required as replacements is much greater than the
number needed for newly created jobs. For ex­
ample, it is estimated that about 8 percent of all
elementary and secondary school teachers must be
replaced each year, whereas net growth in the
occupation is expected to average only about 2%
percent per year during the 1960’s.
Considerable information is available on death
and retirement rates for male workers. In addi­
tion, studies of the working patterns of women
have made it possible to estimate net loss rates for
female workers. However, little is known about
the occupational mobility of the Nation’s work
force, and it is therefore difficult to estimate the
manpower needed to replace workers who trans­
fer from one occupation to another.
In order to arrive at minimum figures on re­
placement needs during the 1960-70 period for
workers at the various skill levels, death and
retirement rates have been applied to the age
distribution of workers in major occupational
groups, as shown in the 1960 Census of Population.
No allowance was made in this calculation for
transfers among occupations.
For men workers, this procedure yields an over­
all annual separation rate of approximately 2 per­
cent during the 1960’s. The rates for men in
selected occupational groups range from 1.7 per-

MONTHLY LABOR REVIEW, MARCH 1963

248
cent in the case of professional workers and oper­
atives—both relatively young groups—to 2.6 per­
cent for managers, officials, and proprietors—who
have a considerably higher average age. The
overall annual separation rate for women—which
allows for withdrawals because of family responsi­
bilities, as well as death and retirement—is around
5 percent. The rate for women shows little varia­
tion among the major occupational groups.
By applying the appropriate separation rates to
the number of workers of different ages in each
group, the following minimum figures on average
annual replacement needs have been computed for
some of the major occupational groups:
Separations expected annually,
1960-70
Occupational group

Total

Male

Female

Professional, technical, and
kindred workers________ 231, 300
Managers, officials, and pro-

83, 300

148, 000

209, 900
414, 900
142, 200

156, 300
59, 600
55, 200

53, 600
355, 300
87, 000

Craftsmen, foremen, and kin­
dred workers___________ 187, 500
Operatives and kindred

176, 000

11, 500

304, 200

148, 200

156, 000

Within each broad occupational group, there
may be wide differences in the separation rates for
specific occupations, owing largely to the sex and
age composition of the occupation. For example,
the profession of engineers, staffed largely by men,
has a much lower replacement rate than that of


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school teachers, in which women predominate.
Similarly, within the clerical group, mail carriers
and stock clerks (mainly men) have lower replace­
ment rates than typists and telephone operators
(mainly women). And among the craftsmen
group, locomotive engineers, whose average age is
high, have a replacement rate that greatly exceeds
that for electronics repairmen, who are a relatively
young group. Differences in separation rates by
occupation are also related to retirement prac­
tices—as in the medical professions, many of
whose members continue to practice long after
they reach the normal retirement age for other
occupations.
If transfers of workers among occupational
groups could have been included in these figures
on replacement needs, the indicated manpower re­
quirements would have been raised considerably in
some fields of work. But they would have been
lowered in others where the net effect of transfers
in and out of the occupation is a gain in workers.
In general, workers tend to move from the less
skilled to the more skilled occupations. For exam­
ple, a factory operator may eventually become a
foreman, thus moving from a semiskilled to a
skilled classification; similarly, a mechanic may
transfer to a job as a technician, thus shifting
from the craftsman to the professional, technical,
and kindred worker classification. This type of
transfer is usually the result of long experience,
often supplemented by additional training.

RECENT TRENDS AND IMPACT OF UNEMPLOYMENT

Recent Trends and Impact of
Unemployment*
Unemployment is a serious problem for the
United States. Although employment and output
increased during 1962, the Nation is still far short
of reasonably full utilization of its manpower re­
sources.
An average of 4 million Americans, about 5%
percent of the civilian labor force, were unem­
ployed in 1962. This was less unemployment than
in 1961—a recession year—and in the next preced­
ing recession year of 1958, but it still was more
than the average rate for the postwar period as a
whole.
The rate of unemployment 1has fluctuated con­
siderably in the past 15 years, reaching a low of
2.9 percent in 1953 at the end of the Korean con­
flict and a high of 6.8 percent in the recession year
1958. Since November 1957, however, the sea­
sonally adjusted rate of unemployment has been
consistently 5 percent or higher and has aver­
aged close to 6 percent. Not since the decade of
the 1930’s has unemployment remained this high
for so long a period of time. The 1962 unemploy­
ment rate of 5% percent is particularly disturbing
because the rate has held tenaciously to this level
many months after a substantial recovery from the
1960-61 business recession.
Unemployment and the Full Employment Goal

The definition of an acceptable level of unem­
ployment—that is, the unemployment rate that
accompanies “full employment”—is difficult to
determine and may indeed vary from time to
time. No universal agreement has been achieved
as to the goals in this area which are feasible in
a free society, and adequate information is lack­
ing on essential points (e.g., causes of unemploy­
ment and the extent and nature of job vacancies).
Nevertheless, even without agreement on a spe­
cific minimum rate, there is a national consensus
that the economy has been operating well below
its full potential utilization of manpower—and
also plant capacity—since 1957. One measure of
the economy’s recent failure in this respect is sim­
ply the lower levels of unemployment attained in
the preceding years. Of the 12 years between 1946


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249
and 1957, 6 had an average unemployment rate of
4 percent or less, and of the remaining 6 years,
2 had higher rates because of marked business
recessions.
An unemployment rate of 4 percent or less has
thus been achieved in actual practice, without the
application of special measures directed at reduc­
ing labor market limitations and without Govern­
ment assistance on any broad scale in qualifying
workers for new jobs. Therefore it seems reason­
able to assume that, given a national effort directed
at specific aspects of the unemployment problem
and accelerated economic growth, unemployment
could be reduced well below the 4-percent level
without undue strain on the economy.
Another yardstick of the degree to which the
current 5%-percent rate falls short of feasible
goals is the current experience in other industrial­
ized western countries. Even after allowance is
made for differences in concepts and definitions,
unemployment rates in many such countries are
in the neighborhood of 2 percent.
Upward Trends in Unemployment

This country has had three business recessions
during the past decade, and after each one the
rate of unemployment remained higher than be­
fore the preceding downturn.2 In 1953, the rate
of unemployment was under 3 percent before it
started to increase as business activity declined to­
ward the end of the year. During the subsequent
recovery period (1955-57), however, the unem­
ployment rate never fell significantly below 4 per* From the chapter entitled “ Unemployment and Manpower Utilization’’
based on materials prepared in the Division of Employment and Labor
Force Analysis, Bureau of Labor Statistics.
1 The rate of unemployment is a more meaningful measure for comparisons
over time than the number of unemployed, because the number tends to rise
along with the increasing size of the population and labor force.
2 Some observers have claimed that the problem has been exaggerated by
the concepts and methods used in gathering the unemployment statistics,
principally because the totals include some married women and teenagers
who presumably do not need jobs. It should be noted, however, that (1)
the concepts, definitions, and sampling and other procedures have remained
unchanged since 1957 (when unemployment last registered 4 percent) and
the data are basically comparable at least for the postwar period and for most
purposes since 1940; (2) that married women and teenagers who look for work
have always been included in the jobless count and that their needs for em­
ployment and income are probably much stronger than is commonly sup­
posed; (3) that unemployment rates have risen among adult men 20 to 64
years of age—a group which is strongly attached to the labor force and whose
need for work is obvious; (4) that the rise in unemployment since 1957 is
confirmed by data on insured unemployment which do not depend on sam­
pling and which include only experienced workers who have lost jobs through
no fault of their own.

250
cent. Then in 1959 and 1960, after the recovery
from the 1958 recession, unemployment dropped
only as low as 5 percent (for limited periods) in­
stead of returning to its 4 percent prerecession
level. And in 1962, the rate again stayed at a
higher plateau, 5% percent, after recovery than
it was prior to the downswing late in 1960.
In terms of human welfare, another disquieting
aspect of the unemployment situation since 1957
has been the disproportionate rise in long-term
unemployment—the increase in the proportion of
unemployed workers remaining out of work for
15 weeks or longer. Between 1957 and 1962,
when total unemployment increased by 36 per­
cent, short-term unemployment (less than 5 weeks)
increased by only one-fifth, whereas long-term
unemployment doubled.
There is a great deal of turnover among the
unemployed—that is, a large and continuing move­
ment of previously unemployed workers into jobs
or out of the labor force, while other workers lose
their jobs and nonworkers start looking for work
and thus join the ranks of the unemployed. In
terms of manpower utilization, however, this
turnover means only that aggregate weeks of idle
manpower during the course of a year are spread
among many more persons than are unemployed
at any given time. Moreover, the extent of
turnover is now less than it used to be and spells
of unemployment tend to last longer, with conse­
quently greater distress for the workers involved.
Prospects for unemployment improvement in
the years ahead depend to a great extent on our
ability to achieve a more satisfactory rate of
economic growth, but several special manpower
trends warrant comment since they will present
significant problems in efforts to achieve fuller
manpower utilization.
The anticipated rapid rate of labor force growth
is one such trend. With the labor force expected
to grow at an average rate of lji million a year
between 1960 and 1970 (compared with about
840,000 per year during the 1950’s), labor supply
pressures will increase. Moreover, in the years
immediately ahead, growth will be concentrated
to a great extent among young persons in their
late teens and early twenties, who cannot (unlike
many adult women who will be the second largest
source of additional workers in the near future)
long postpone their entry into the labor market.


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MONTHLY LABOR REVIEW, MARCH 1963

Added pressure on the labor force arises from
advances in productivity and technology. Auto­
mation and other kinds of technological progress
affect employment in varying degrees in different
situations, under the impact of many influences
which are in need of further study. Whatever the
overall effect, however, it is apparent that such
advances are drastically altering the composition
of labor demand, with consequent dislocations and
at least temporary unemployment for many work­
ers during the adjustment process.
The continuing outmigration of workers from
farm areas is another notable source of pressure
on the urban labor market. Inasmuch as most
persons of farm background have limited non­
farm work experience, their problems in finding
and retaining suitable employment in urban com­
munities are often particularly serious.
The Location of Unemployment

Unemployment has never been evenly distrib­
uted throughout the economy. There has always
been great variation in unemployment by area,
industry, and occupation and in the kinds of
individuals affected, so that certain communities
or groups are hit much more sharply than others.
These variations in impact explain the need for
special-purpose programs to meet the unemploy­
ment problems of particular groups and localities.
In December 1962, a total of 18 major areas, 103
smaller, and 436 very small areas were classified as
having “substantial and persistent unemploy­
ment.” (Areas are so classified when unemploy­
ment is currently 6 percent or higher and has been
at least 50 percent above the national average for
3 of the preceding 4 years or more than that for
fewer years.) Together, these areas accounted for
nearly one-fourth of the country’s unemployed,
but slightly less than one-eighth of the total work
force.
The 18 major areas of persistent unemployment
were located in 7 States—notably Pennsylvania,
West Virginia, and Massachusetts—and in Puerto
Rico. Three of the country’s principal industrial
centers—Detroit, Pittsburgh, and ProvidencePawtucket—are included in the group of major
labor market areas with persistent unemployment.
In nearly all these communities, the high level of
unemployment reflects a major decline or even

RECENT TRENDS AND IMPACT OF UNEMPLOYMENT

virtual disappearance of the area’s major industry
or industries. In the main, these areas have been
goods-producing centers. Among the branches of
manufacturing involved are basic producers’ goods
industries, led by primary metals; some consumer
durable industries, including automobiles; and
such nondurable goods industries as textiles and
apparel. Practically all areas dependent upon
coal mining are in distress. The decline in rail­
road transportation has also contributed to area
unemployment problems.
Recently, the Area Redevelopment Act of 1961
and the Public Works Acceleration Act of 1962
have made possible programs of local redevelop­
ment, retraining, and public works which should
contribute greatly to a solution of the problem of
many areas.
The Groups Hardest Hit by Unemployment

Although no group in the American labor force
is completely invulnerable to unemployment, the
most serious, persistent, and intractable unem­
ployment problems are those of (1) young people,
(2) older workers, (3) nonwhite workers, (4) the
relatively unskilled, and (5) workers attached to
declining industries or to those characterized by
highly seasonal or otherwise unstable employ­
ment. For those workers who fall in more than
one of these groups, the problems are, of course,
intensified.
Young Workers. Unemployment is always higher
among young persons than among adults, for a
number of reasons. The 14- to 24-year-old group
includes a high proportion of new labor market
entrants and jobchangers, groups that experi­
ence a great deal of transitional (and hopefully
short-term) unemployment. Young people start­
ing on their working careers are especially vulner­
able to layoffs, because of their lack of seniority
and inexperience.
In the past, the high rate of unemployment
among young people has often been accepted as
s The latest information on these subjects relates to October 1961. It
appears in Special Labor Force Reports Nos. 21 and 22, Employment of High
School Graduates and Dropouts in 1961 and The Employment of Students,
October 1961 (Bureau of Labor Statistics). An intensive study of the work
and unemployment experience of young people leaving school is described
in School and Early Employment Experience of Youth: A Report on Seven
Communities, 1952-57 (U.S. Department of Labor, Bureau of Labor Statistics
Bulletin 1277,1960). It should be noted that students are counted, just like
other workers, as employed if they have a job and as unemployed if they are
looking for a job.


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251
inevitable in a dynamic and free labor market such
as ours. But more recently a new sense of urgency
is being felt about it because—•
1. In 1962, the average unemployment rate was
about 13 percent for boys 14 to 19 years of age
and 9 percent for those in their early twenties,
while for men aged 25 or over it was 4 percent.
Young persons under 25 represented over one-third
of the unemployed but less than one-fifth of the
labor force.
2. The number of young persons reaching
working age is growing at an accelerated rate,
so that a continuation of exceedingly high unem­
ployment rates among young workers would mean
an increasingly large pool of unutilized manpower
resources as well as a social problem of greater
and greater dimensions.
3. The advances in technology are restricting
employment opportunities in unskilled jobs at
the same time that huge numbers of youngsters are
dropping out of school before they get enough
education to meet employers’ hiring standards for
anything but unskilled work.
Although the rate of unemployment is high
among all young people, it is far higher for the
high school dropout than for the high school grad­
uate.3 According to the most recent survey on
this subject, about 350,000 young people over age
16 dropped out of high school (before graduation)
between January and October 1961. And of this
350,000, an estimated 27 percent were unemployed
in October 1961, compared with 18 percent of that
year’s high school graduates.
Rates of unemployment for both dropouts and
graduates decline as they grow older and obtain
more job experience. However, school dropouts
have persistent difficulty in overcoming the handi­
cap of their limited education and continue to
suffer considerably more unemployment than
graduates. For example, those who had dropped
out of school in 1959 had a rate of unemployment
in October 1961 twice as high as that for gradu­
ates of the same year. Moreover, even when they
find employment, the kinds of jobs school dropouts
obtain—not only in their youthful years but in
later years as well—are much less desirable than
those held by high school graduates.
The problems of school dropouts in the labor
market are the result of a complex of factors and
are not amenable to simple solutions. Many
youngsters leave school because of such factors as

252
inability to learn, difficulty in adapting to the
school environment, emotional instability, inade­
quate motivation, and the limited cultural outlook
of their underprivileged homes. These factors, as
well as the dropouts’ limited education, affect
their subsequent unsatisfactory labor market
experience.
Older Workers. Workers over 45 years of age have
also been troubled by special unemployment prob­
lems. Although less likely than younger workers
to lose their jobs because they often have the pro­
tection of seniority rights, which give them jobretention preference in case of layoffs, older
workers who do become unemployed frequently
face serious difficulties in getting new jobs. These
difficulties are reflected in the fact that, even
during recovery periods, the rate of unemployment
of older men has not improved as fast as the general
unemployment rate—not because of any rise in
layoffs among them but because of their slower
reentry into employment.
Older workers’ skills may be outmoded. Their
education, even if relatively adequate at the time
they received it, is often limited compared with
the higher level of education of younger workers.
And their adaptability to new situations may be
more limited than that of workers under 40. Fur­
thermore, longtime ties to their community and
circle of family and friends usually limit their
mobility much more than is true for younger
persons.
As a result, long-term unemployment rates are
higher for older than for younger adults. In 1962
the proportion of unemployed men who remained
out of work for 15 weeks or longer was 4 out of 10
for those 45 to 64 year of age, compared with an
average of 3 out of 10 for all age groups.
Nonwhite Workers. Unemployment has been
much heavier among Negro than among white
workers. In 1962, nonwhites (nine-tenths of
whom are Negroes) made up 11 percent of the
civilian labor force but 22 percent of the unem­
ployed [and 28 percent of those unemployed for
6 months or longer]. On the average, there were
900,000 nonwhite workers without jobs during
1962, with an unemployment rate of 11 percent,
more than twice that for white workers. The
white-nonwhite differences were more striking
among adult men; in this group, the non white

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Federal Reserve Bank of St. Louis

MONTHLY LABOR REVIEW, MARCH 1963

workers’ unemployment rate was two and one-half
times higher than that of the white worker.
Non white teenagers have one of the highest job­
less rates of any age-sex-color group. In 1962, the
unemployment rate for non white boys stood at 21
percent; for girls, at 28 percent. The comparable
figure for white boys and girls was 12 percent.
Thus, although there has been substantial im­
provement in the economic status of nonwhites as
a group in recent decades, they remain especially
vulnerable to unemployment. In part, this is due
to their heavy concentration in occupations partic­
ularly susceptible to unemployment-—unskilled
farm and nonfarm labor, semiskilled production
jobs, and service occupations. It is estimated that
about half the racial difference in unemployment
rates is due to the heavy concentration of nonwhite
workers in occupations such as these, where there
is a great deal of unemployment. Nevertheless,
within each broad occupational group, unemploy­
ment is disproportionately high among nonwhite
workers partly because these workers tend to be
near the bottom of the skill ladder for their
occupational group.
Discrimination against nonwhites is also an ob­
vious factor in this picture, difficult though it may
be to assess precisely. Its presence accounts at
least in part for the limited access of nonwhite
workers to the skilled and professional occupa­
tions and for their restricted upward movement
even within the occupational groups in which they
are widely employed. The discrimination on the
employment front is undoubtedly fortified and its
elimination made more difficult by discrimination
in other areas, particularly education. Because
of their limited opportunities for education and
training, many nonwhite workers have been un­
able to prepare for skilled or professional occupa­
tions and hence could not qualify for them even
if the doors of employment were opened.
Unskilled Workers. In each of the groups singled
out so far, absence of education and skill looms
large as a cause of unemployment. The unem­
ployment rate is always higher among laborers
than any other major occupational group. And
in 13 of the last 16 years, the second highest rate of
unemployment was recorded for operatives and
kindred semiskilled workers. A third group for
whom the rate of unemployment has been con­
sistently above the overall average in each of the

RECENT TRENDS AND IMPACT OF UNEMPLOYMENT

past 16 years is service workers (not including
those in domestic service).
On the other hand, unemployment rates are ex­
tremely low among professional and technical
workers and among managers, officials, and pro­
prietors—although even these groups are not en­
tirely free of unemployment.
Unemployment rates also have a close though in­
verse relationship to the level of education-—prob­
ably due in large measure to the importance of
educational preparation in the determination of
workers’ occupations. With each step up the edu­
cational ladder, the rate of unemployment drops
significantly.
Industries With High Unemployment. High rates of
unemployment among skilled as well as unskilled
workers characterize certain industries which are
beset by long-term declines in production and
employment or are subject to particularly wide
fluctuations in employment-—either seasonally or
in response to changes in the general level of
business activity.
Construction has long been a prime example of
an industry subject to a high rate of unemploy­
ment. In 1962, workers in that industry had an
average unemployment rate of 12 percent, more
than twice that for all workers. Construction
employment is subject to sharp seasonal fluctua­
tions, especially in the northern States, where
outdoor work is often interrupted in the winter
months. It also varies sharply with the business
cycle, and in recent years has tended to decline.
Moreover, the industry has a pattern of short-term
projects and relatively loose attachment of em­
ployees to particular employers. All these factors
make for persistently high unemployment rates,
even among skilled construction craftsmen.
Unemployment also tends to be high among
hired workers in agriculture. The seasonality of
the work, disruptions due to unusually bad
weather or crop failures, and the uncertainties of
migratory farm work are the main factors in the
high unemployment rates for those who still re­
gard themselves as farm workers.
The rate of unemployment among mine workers
has been higher than the overall average rate in
each of the last 14 years because of the marked
decline in employment in this industry. And
mine workers who have been displaced are par­
ticularly subject to long-term unemployment, since

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253
most mining communities offer little in the way
of alternative employment opportunities.
Within manufacturing there is considerable
variation in the incidence of unemployment among
industries and also from year to year, depending
largely on the general state of business activity.
A major branch of manufacturing with a high
rate of unemployment is the automobile industry,
which responds sharply to declines in general
business conditions and has additional fluctuations
of its own. In 1961, unemployment averaged 14
percent among automobile workers, going as high
as 27 percent in some months. The industry has
some seasonal unemployment; during August or
September of each year automobile plants are in­
variably shut down for short periods for model
changeovers. Furthermore, automobile employ­
ment has had a downward trend during the past
decade as a result in part of technological changes.
Even in 1962, a boom year for automobile produc­
tion, the rate of unemployment of automobile
workers stayed about as high as the unemployment
rate for the labor force as a whole. Two of the
major automobile manufacturing centers-—Detroit
and Flint—have been on the list of high unem­
ployment areas for a long time, partly because of
the general employment decline in the industry
though also because of a shift of automobile
employment out of Michigan.
Another manufacturing industry group where
unemployment has been high is primary metals.
In 4 out of the last 6 years (including 1962),
unemployment in primary metals has averaged 7
percent or higher, owing mainly to the steel indus­
try’s declining employment. Nondurable goods
industries which have had relatively high unem­
ployment in recent years include food processing,
textiles, and apparel.
Comparison of Unemployment Here and Abroad

Unemployment in recent years has been rela­
tively greater in the United States than in most
other industrial countries. Recent studies have
concluded that wide differences in unemployment
rates do exist and are not due merely to differences
in unemployment measurement concepts and
techniques. When unemployment rates in other
countries are adjusted to conform to U.S. measure­
ment methods, they are usually increased, but they
are still consistently below the rates in the United

254

MONTHLY LABOR REVIEW, MARCH 1963

States. Western European and Japanese unem­
ployment rates have been below the U.S. rates not
merely in a single year but in general throughout
the full decade of the 1950’s.
Differences in unemployment rates between
countries are influenced by demographic, institu­
tional, and structural factors as well as by eco­
nomic ones. Institutional and legal forces in
these other countries, which induce firmer attach­
ments between workers and employers even during
business declines and tend to produce the ‘‘perma­
nent worker,” are significant factors in the
differential rates. Structural changes—often
cited as the reason for higher unemployment in
this country—have, if judged by the criterion of
relative increases in productivity, been taking
place at an equal or even more rapid pace in the
other countries, with the exception of the United
Kingdom. The considerable structural changes
in the economy of these countries have been
easily absorbed without creating unemployment,
in part because of special mechanisms they have
for aiding adjustments in the labor market.
In addition, the much slower rate of increase in
aggregate demand and, correlatively, of economic
growth in the United States has been a significant
factor in our higher unemployment rates. As
would be expected and is apparent from the in­
ternational comparison, structural changes can
be accommodated with greater ease in an econ­
omy which is expanding rapidly.

full time but which have been cut back because of
business conditions—represent a failure by the
economy to utilize human resources fully. In
1962, such workers numbered 2.3 million, account­
ing for 20 percent of the total employed part time.
If the hours they lost are added to the hours lost
by those totally unemployed, the combined rate of
idleness in 1962 would represent 6.7 percent of
the potential worktime of our labor force.
Although there has been an increase in recent
years in the numbers of workers on part time for
economic reasons, the great bulk of the increase in
part-timers since 1949 derives from those on
voluntary part time. For all part-timers taken
together, employment rose from not quite 7 mil­
lion in 1949 to over 11 million in 1962—or by 62
percent. During this same period, full-time em­
ployment in the United States rose by only 20
percent.
The growth of part-time employment may be
giving an impression of greater utilization of our
manpower resources than is actually warranted.
Indeed, in the private nonfarm economy most of
the increase in wage and salary employment since
1957 is accounted for by a rise in part-time employ­
ment, chiefly in the trade and service industries.
There has been relatively little change in full-time
employment in the private sector in these last 5
years. (In the government sector, specifically
State and local government employment, there has
been a full-time employment rise, however.)

Part-Time Employment

Other Types of Underutilization

One of the notable changes in this country’s
manpower utilization picture in the postwar years
is a marked increase in part-time employment—
that is, employment for fewer than 35 hours a
week. By 1962, almost a fifth of all nonfarm em­
ployment was part time.
Part-time workers are primarily housewives and
students who are not available or willing to work
full time because of family, school, or other obliga­
tions. Another large group is composed of
semiretired persons and others who prefer not to
work a full week or cannot do so because of ill
health or partial disability.
Workers on part time for economic reasons—
those who want full-time work but cannot find it
or who are employed on jobs which are ordinarily

Part-week employment for economic reasons
shows “visible” underemployment. Another form
of underemployment, difficult to measure, occurs
when workers are employed on jobs which do not
utilize their full capacity, or on which their
productivity is lower than it would be in some
other occupation.
In some industries, notably agriculture, there is
a chronic tendency toward disguised underem­
ployment even in good years. The rural areas of
the country have a relatively high rate of popula­
tion growth, while the labor requirements of
agriculture are declining. The result is an ac­
cumulation of surplus workers in agriculture, who
have low wage rates, low earnings, and relatively
low though rapidly increasing productivity.


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Union Disciplinary Powers and Procedures
E ditor ’s N ote .— This

is the second of jour articles based on Disciplinary
Powers and Procedures in Union Constitutions (BLS Bulletin 1350), which
will be published in the spring of this year. The first article, in the Febru­
ary issue (pp. 125-132), covered grounds for trial of members and local
officers. The third and fourth, scheduled for the April and May issues, will
cover rights of the accused and influence of the Labor-Management Re­
porting and Disclosure Act on constitutional provisions for discipline. The
bulletin also covers summary discipline, trials at the international level, and
discipline of international officers, as well as the topics discussed in these
articles.

II.

Trial Powers and Procedures
at the Local Union Level
Le o n E . Lu n d e n *

Of t h e 158 national and international union con­
stitutions studied,1only 12 did not explicitly grant
local unions the authority to conduct trials (table
1), although 10 others gave local affiliates such
powers but were silent on procedural details. The
remaining 136 constitutions specifically author­
ized locals to hold hearings, determine guilt or
innocence, and assess penalties.
While a few of these (11) were limited to trials
of members only, an overwhelming majority (125)
applied the local trial provision to both members
and officers. Identical trial procedures governed
in 106 constitutions. This classification includes
some which stipulated only, for example, that
“members” were subject to trial, but a close
reading of the discipline and related provisions
indicated that in this context “members” in­
cluded local officers as well. Most of the 106 were
nevertheless precise in setting forth trial juris­
diction. The remaining 19 constitutions stipu­
lated that members and officers would be tried
by the local union, but under different procedures.
Twelve of these provided impeachment proceed­
ings against local union officers, commonly on

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charges of neglect of duty or absence from meet­
ings. Generally, the officer’s status as an officer,
not as a member, could be affected by the out­
come.
Safeguards in the Trial Machinery

National and international unions have erected
a number of safeguards for the early stages of
the trial process by defining a variety of pro­
cedural steps designed to restrain frivolous actions
and abuses of disciplinary powers.2
Typically, any local union officer or member
was authorized to file charges against any other
officer or member, but the accuser had to write
and sign the charges. Preferring charges later
found to be false was generally a punishable
offense. Unions, as a rule, required that all
charges specifically state the alleged violation
*0f the Division of Industrial and Labor Relations, Bureau of Labor
Statistics.
1 For scope and method of survey, see Monthly Labor Review, February
1963, p. 125.
2 Selected due process safeguards for trials at the local union and inter­
national level will be discussed in an article in the April issue.

255

256

MONTHLY LABOR REVIEW, MARCH 1963

and the constitutional provisions or union laws
that were supposedly broken. Executive of­
ficers individually, or an executive body, were
usually designated as receiving agents. A few
unions identified an alternate receiving agent if
charges were preferred against the person nor­
mally designated. Charges could be read to a
membership meeting or otherwise published in
order to disseminate them to the widest possible
group. Their merit could also be given a pre­
liminary review.
The prevalence of these safeguards varied
considerably, but provisions stipulating the form
of charges (i.e., written, specific) were by far the
most frequent, appearing in nine-tenths of the
136 union constitutions that gave details on
local union trial procedures. Provisions desig­
nating those persons authorized to receive charges
were second most prevalent, found in about
three-fourths of the 136 union constitutions.
Safeguards to assure true charges (i.e., signatures,
penalties for false charges) were found in threefifths. Much less frequent were provisions re­
quiring the publication of charges and their
review for sufficiency, found in about a fourth
of the 136 constitutions.

T a b l e 1. P r o v isio n s for T rials of M e m b e r s a n d
L ocal U nio n O ffic er s at t h e L ocal U n io n L e v e l ,
N a t io na l a nd I n t e r n a t io n a l U nio n C o n st it u t io n s ,
E arly 1961

Filing Charges. As a general rule, both members
and local union officers were authorized to pre­
fer charges against other local union officers and
members. A few constitutions, in fact, obligated
officers and members to bring charges when aware
of violations, as, for example, in the following:

Accusations of charges must be made in writing by a
member of the union in good standing. In all cases,
charges . . . . shall be sufficiently specific . . . . to permit
defendant to prepare a proper defense.

It shall be the duty of any member of a local lodge who
may possess information that a member of his lodge has
violated the international constitutions to immediately
prefer charges in writing to the president of the lodge
. . . .
(International Die Sinkers’ Conference, Ind.).

Form of Charges. Of the 136 national and in­
ternational unions which specified local trial
procedures, 125 established the form of charges.
Uniformly, accusations had to be in writing, and
most constitutions also required that the charges
specify in detail the alleged offenses.
In 51 of the 125 unions, written charges were
the sole requirement:
Charges may be brought in writing by any officer or
member of the local union or of the international union
. . . .
(Office Employes)


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[Members in thousands]

Affiliation
Total studied
AFL-CIO

Type of provision
Unions

Mem­
bers

All constitutions studied- 158 16, 923.1
Constitutions specifying local
trial procedures_____ _____ 136 15,996.4
Members and local officers. 125 15,017.2
Identical trial pro­
cedures----- ----------- 106 12, 587. 7
Diflerent trial pro­
cedures..--------------- 19 2, 429.5
979.2
Members only__________ 11
Constitutions providing for
local trials, but not specify­
836.6
ing trial procedures 1---------- 10
Constitutions without reference
90.1
to local trials.......................... 12

Unaffiliated

Mem­
bers

Unions

Mem­
bers

122 14,228. 8

36

2,694.3

111 13,986.2
102 13, Oil. 4

25
23

2,010.2
2,005.8

87 10, 598.2

19

1, 989.5

15
9

2, 413.2
974.8

4
2

16.3
4.4

7

229.3

3

607.3

4

13.3

8

76.8

Un­
ions

1 Includes 9 constitutions that provided trials for members and local union
officers at the international level and 1 that provided international trials for
local union officers only.
N ote : Because of rounding, sums of individual items may not equal totals.

The remaining 74 unions required that charges
be both in writing and specific concerning the
offenses allegedly committed. As acknowledged
by the Typographical Union, the requirement for
specific charges afforded the accused the oppor­
tunity to defend himself:

Truth of Charges. Some 60 percent (81) of the
136 unions detailing local trial procedures included
various safeguards designed to deter reckless,
poorly based accusations (table 2). Three unions
directed that charges be sworn or notarized; for
instance—•
I do hereby declare upon my honor as a member of the
Order of Railroad Telegraphers, that the charges as sub­
scribed to by me are true, and the same are not made out
of malice or prejudice on my part; but with a desire to see
the best interests of the Order subserved, and in vindica­
tion of the vow taken when becoming a member of this
order. (Railroad Telegraphers)

More commonly (24 unions), the requirement
was that all charges be signed by the accuser,
thereby ruling out trials on anonymous accusa­
tions. Under some constitutions, the signature of
more than one complainant was necessary to
invoke the union’s trial machinery. The Street,

UNION DISCIPLINARY POWERS AND PROCEDURES

Electric Railway and Motor Coach Employes,
for example, directed that charges against mem­
bers be signed by at least 5 members and those
against officers by at least 10 members. Locals
of the American Communications Association
(Ind.) needed the endorsement of 15 percent of
their membership to activate the trial machinery
except that in locals of 100 or fewer members, at
least 20 signatures were required, whereas locals
having over 1,000 members needed only 150.
Two other internationals required accusers to leave
a deposit with the union at the time of filing
charges, the deposit to be forfeited if the charges
were not upheld.
The power to penalize accusers for issuing false
charges was granted in well over half the 81 con­
stitutions that provided the safeguards discussed.
Penalties ranged from reprimand (Auto Workers)
to expulsion (Meat Cutters). Other punishments
consisted of (1) suspension (i.e., Rubber Work­
ers) ; (2) fines in a fixed amount (i.e., Glass Bottle
Blowers); and (3) fines in a varying amount de­
signed to cover the costs of the trial which had
resulted from the original charges (i.e., Iron
Workers).
Publication of Charges and Preliminary Review.
Thirty-nine union constitutions offered an addiT a b l e 2. S a fe g u a r d s R e l a t in g to F orm a n d T r uth
of C ha r g es in L ocal U n io n T r ial P r o c ed u r es ,
N a tio na l a n d I n t e r n a t io n a l U n io n C o n s t it u t io n s ,
E arly 1961
[Number of constitutions]
Form of charges
Safeguard provision

All constitutions providing for charges
in local trial procedures___________
Constitutions providing safeguards___
Charges must be signed and accusers subject to penalties for filing
false charges........- ___________
Charges must be signed_________
Accusers subject to penalties for
filing false charges__ __________
Charges must be sworn or notari 7.prl
Other safeguards
Constitutions “without safeguard provisions_________________________

Total
Form of
studied Written Written charges
only
and
not
specific
stipu­
lated
136

74

51

11

81

58

21

2

26
24

22
17

3
6

1
1

23

12

11

3
15

3
4

1

55

16

30

9

1These 5 provisions were as follows: (1) the accuser must sign charges and
post a security deposit; (2) charges must be sworn and the accuser is subject
to penalties for filing false charges; (3) the accuser must sign the charges, post
a security deposit, and is subject to discipline for filing false charges; (4)
charges must be signed and accuser is subject to penalties for filing false
charges against a local officer; and (5) false accusers are subject to penalties,
and charges against local officers must be signed by 15 members.


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257
T a b l e 3. P r o v isio n s for P u blic a t io n of C ha r g es
a n d P r e l im in a r y R e v ie w B e fo re T rial at t h e L ocal
U n io n L e v e l , N a tio na l a n d I n t e r n a t io n a l U n io n
C o n st it u t io n s , E arly 1961
[Members in thousands]

Provisions for publication
of charges and preliminary
review

Total studied

Un­
ions
All constitutions providing for
charges in local trial pro­
cedures______ ______ _ -

Mem­
bers

136 15,996. 4

Constitutions providing for
publication of charges ..
39 4, 522. 4
Charges to be read at
membership meeting__ 134 4,415.0
1
Posted on bulletin board..
9.1
Published in union news1
paper___ _
40.0
Other publication provi­
sions___
33
58.3
Constitutions without publi­
cation of charges provisions. 97 11,474.0
Constitutions providing for
p r e lim in a r y re v ie w of
charges by—___
... ___
31 3,013. 0
Membership meeting___
13 1, 259. 9
Local executive board____
6
377.9
International president___
3
193.2
Local president reviewed
charges against officers;
no provision for review
of charges against mem­
3
bers__ _______ .
23.8
Two or more automatic
reviews— _ - ___ _ _ 3 1,105. 6
33
Other review bodies..
52.5
Constitutions without prelim­
inary review provisions____ 105 12,583. 5

Affiliation
AFL-CIO
Un­
ions

Mem­
bers

m

13,986. 2

Unaffiliated
Un­ Mem­
ions bers

25

2,010. 2

34

4.431.2

5

91.2

30
1

4.350.3
9.1

4

64.7

1

40.0

2

31.8

1

26.5

77

9, 555.0

20

1, 919. 0

26
13
6
3

2, 953. 7
1,259. 9
377.9
193.2

5

59.2

2

19.6

1

4.2

2

1,103.1

1
3

2.5
52.5

85 11,032.4

20

1,951.0

128 constitutions explicitly required reading of charges to the member­
ship; 6 contained provisions for preliminary review by the membership
which implied that charges were read at the membership meeting.
2 These 3 provisions were as follows: (1) the membership was to be noti­
fied by publication on bulletin boards, the union newspaper, or personal
notification; (2) charges against local officers were to be read at a member­
ship meeting but there was no reference to reading charges against local
members; and (3) the membership was to be notified but the method of
publication was not specified.
3 In 1 of these, the review body was 2 permanent committees; in the other
2, a committee appointed by the local union president.
N ote : Because of rounding, sums of individual items may not equal totals.

tional safeguard by requiring that local unions
bring charges to the attention of the membership
(table 3). Nearly half (17) of these also called
for a preliminary review of charges.
Reading of charges at a membership meeting
was by far the most frequently adopted form of
publication, appearing in 34 of the 39 constitu­
tions requiring publication.
Another union provided that charges be pub­
lished in the union newspaper and a second that
they be posted on the union’s bulletin board.
The Carpenters stipulated that charges would be
read at one meeting but that formal considera­
tion of the charges would be delayed until the
next meeting, thus allowing for a further dis­
semination of the accusations to those members
who had not attended the first meeting, but

258
who might be interested in participating in the
subsequent proceedings.
The Brotherhood of Locomotive Engineers
(Ind.) was 1 of the 17 unions that authorized
publication of charges preparatory to a prelimi­
nary review of their sufficiency:
The chief engineer of the division shall, at the next
regular meeting thereof, after charges are preferred,
cause the secretary-treasurer to read said charges in open
meeting and appoint a committee of three to investigate
and report its findings to the next regular meeting unless
further time shall be given.

Altogether, provision for a pretrial review of
charges appeared in 31 constitutions, including 14
of those that did not call for publication of
charges. In its intent, such a review was some­
what akin to that performed by a grand jury;
the preliminary investigation might prove that
the allegations had no merit, resulting in their
being dropped before trial, and if not, it served
as a procedure for gathering all pertinent in­
formation for later use by the trial body.
Three unions provided for more than one pre­
liminary review. The Machinists, for instance,
first allowed the local union president to evaluate
charges, but his decision to drop them was sub­
ject to a further automatic membership review.
The Typographers and the Watch Workers (Ind.)
in effect also authorized a two-step review by a
vote on two separate questions: (1) whether the
charges as presented were deemed cognizable;
and, after investigation by a special committee,
(2) whether the charges were worthy of trial.
Composition of the Trial Agency

An unbiased tribunal is fundamental to the
fair administration of justice. Therefore, the
composition of the trial body, the method of its
selection, and the provisions guaranteeing its im­
partiality are of particular relevance. Unions
select trial bodies in different ways, as described
in this section. Unlike the courts, however,
unions may divest the trial bodies of final decision­
making authority, as described in the next section.
Although all 136 union constitutions which pro­
vided for trials at the local union level referred
to trial bodies (table 4), in 19 they were not clearly
defined. Nine of the 19 simply provided for trial
* The 19 unions referred to above may also fall into this category.


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MONTHLY LABOR REVIEW, MARCH 1963
T a b l e 4. L ocal U n io n T rial B o d ie s , N a tio nal a n d
I n t e r n a t io n a l U n io n C o n st it u t io n s , E arly 1961
[Members in thousands]
Affiliation

Total studied

AFL-CIO

Trial body
U rions
All constitutions providing
local trial procedures..
Constitutions providing for
trial by a local governing
body__________ ________
Constitutions providing for
trial by local union mem­
bership_________________
Membership meeting.......
Committee selected by
the membership______
Constitutions providing for
trial by an agent appointed
by the local union presidentConstitutions providing panel
methods for selecting a trial
body_________ _________
Panel selected by drawing lots
Panel elected by the
membership
Other panel methods........
Constitutions providing for
trial by a “ committee,” no
reference to details
Constitutions providing for
trial by the “ local union,”
no reference to details_____
Constitutions providing for
trial by other bodies

Members

136 15,996. 4

Unaffiliated
Members

Unions

Members

Unions

in

13,986.2

25

2,010.2

62

7, ISO. 2

56

5,631.4

6

1,548.8

28
16

1,340.5
776.5

20
12

1,139.7
697.8

8
4

200.8
78.7

12

564.0

8

441.9

4

122.1

15

1,898.9

11

1,884.7

4

14.2

10

2,153.4

8

2,149.3

2

4.2

5

1,282.8

5

1,282.8

3
12

836.8
33.8

2
1

836.0
30.4

1
1

.8
3.3

9

1,710.2

7

1,633.5

2

76.6

10

1,540. 2

7

1,374. 6

3

165.6

>2

173.1

2

173.1

i In 1 case, a panel appointed by the local president; in the other, a panel
composed of presidents of nearby local unions.
* In 1 case, the trial body was an investigating committee in locals of more
than 200 members and the membership meeting in smaller locals; in the other,
a 5-member trial committee included 2 persons appointed by the president,
2 by the vice president, and 1 by the accused.
N ote : Because of rounding, sums of individual items m ay not equal totals.

by a “committee” of the local union, without
prescribing its makeup or selection. The re­
maining 10 were equally indefinite and usually
delegated this authority to the local union:
[The accused] shall be given an impartial trial by his
local affiliate as provided in the bylaws of said local
affiliate . . . .
(Leather Workers International Union of
America)

All other unions (117) clearly designated who
was to serve on the trial board. Most frequently,
the local’s governing body acted as the tribunal.
This was authorized in 62 unions having a com­
bined membership of 7.2 million. An additional
15 unions, accounting for another 1.9 million
members, empowered the local president to ap­
point the trial board. In 77 unions,3 therefore,
the local union’s executive officers either served
on or selected the trial committee, although in
most of these another body, usually the member­
ship, had the power to hand down a final decision.

259

UNION DISCIPLINARY POWERS AND PROCEDURES

Among the 62 naming a local governing body to
act as trial committee was the Hatters, which
provided the alternatives of trial by the full execu­
tive board or by a subcommittee responsible to the
executive board as follows:
Charges made by a member or officer of a local union
against another member or officer of the same local union
shall be tried by the local executive board or by a sub­
committee to be designated by such board, such com­
mittee to report back its findings to the executive board,
and its recomendations, if any.

The Transport Workers, on the other hand,
placed hearing authority exclusively in the hands
of an ad hoc executive board subcommittee rather
than in the full board:
In the event that the local executive board should de­
cide that the charges warrant investigation and hearing,
the local executive board shall elect a trial committee of
three of its own members and shall designate one of its
own members to present the charges before the trial com­
mittee. The members of the trial committee shall be
selected by the executive board specifically for the trial
of such charges . . . .

The Machinists were among the 15 unions giv­
ing local union presidents the power to appoint
trial boards. In this union, the hearing agency
also conducted a preliminary investigation of the
sufficiency of charges:
Whenever charges have been preferred against a mem­
ber, the president of the local lodge shall promptly ap­
point a trial committee of not more than five members,
one of whom shall act as chairman and one of whom shall
act as secretary. The trial committee shall conduct an
investigation of the charges and decide whether there is
sufficient substance to warrant a trial hearing being held.
If the trial committee decides a trial hearing is warranted,
the committee shall, within 1 week of its appointment,
notify the member of the charges against him and when
and where to appear for trial . . . .

The remaining 38 unions that defined the trial
board either vested responsibility in groups other
than local union officers or prescribed different
methods for choosing tribunal members. In 28
unions, for instance, local union members were
responsible. Sixteen of these unions required
that trials be held at regular or special member­
ship meetings, as in the United Textile Workers:
[Charges] will be presented to the executive committee
of the local union with complainant present. If suffi­
cient charged grounds are found to warrant a hearing, the
member or officer charged will be . . . told when to ap­
pear at the next regular meeting, or a special meeting
called for that purpose . . . . Any member or officer
against whom charges have been preferred, who refuses to

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appear at the investigation or hearing of the general body
shall stand suspended . . . .

The remaining 12 unions, including the Stone and
Allied Products Workers, authorized the member­
ship to select a committee to hear the evidence:
The local shall elect a trial committee of at least seven
members. Election of the trial committee will be held at
a regular meeting of the local or a special meeting called
for that purpose.

Another 10 unions adopted panel procedures
for selecting members to serve on boards. Half
of these unions provided for a random selection
from among the members present at the trial
meeting to establish a roster from which the final
trial committee could then be chosen.
Fifty-six unions provided various assurances
that trial committees would be impartial. Most
frequently, interested parties such as the accused,
accuser, and witnesses were automatically to
be disqualified from serving on the trial board.
Scope of Local Authority

International union constitutions differed con­
siderably concerning the scope of authority
granted to local union trial bodies. Less than
half of the constitutions gave the trial bodies
final powers to determine guilt and impose a
penalty; the majority, on the other hand, re­
duced trial committees to advisory roles by
placing final authority either fully or partially
in other local bodies. Overwhelmingly, whether
it constituted a trial or a nontrial body, the local
union membership was to be the final decision­
maker. Only rarely were local union powers to
impose punishment limited by supervision and
control of the international union, other than
through normal appeal procedures.
Constitutions of over half the unions giving
details on local union trial procedures specified
the vote necessary to impose sentence. Majority
votes were most prevalent, but two-thirds votes
were also frequently stipulated. Most commonly,
a majority or a two-thirds vote of those present
at a meeting was required, although counts
limited just to those voting were often stipulated.
Usually, the same margin was required for ex­
pulsion as for lesser penalties. In a significant
number of constitutions, however, the size of the
required votes differed, invariably requiring a
higher vote to expel.

260
The Trial Body's Power. Only 58 unions, with
nearly 6 million members, specifically authorized
local trial bodies to make final and binding de­
cisions. Typical was the brief statement of
authority incorporated in the constitution of the
Aluminum Workers:
If the charges, or any portion thereof, are sustained,
then the trial body shall render judgment and impose
disciplinary action as provided for in this constitution.
If the charges are not sustained, the same shall be dis­
missed and the accused shall continue to be entitled to
full rights of membership or office in the local union.

In an additional 59 unions, affecting 6.9 million
members, the trial board’s authority was limited
to issuing recommendations for ratification by
another body. The trial committee was to hear
witnesses, gather and summarize evidence, and
issue findings concerning guilt and proposed
penalties, but these penalties were to be ap­
proved by another body, usually the membership
meeting. For example:
. . . said committee shall hear all evidence and
render judgment in accordance therewith and report such
judgment and recommendations to the secretary of the
local union . . . The judgment and recommendations
shall be submitted to the next regular meeting of the local
union, or a special meeting called for such purpose . . .
its recommendation shall become effective only if ap­
proved by a vote of the majority of the local union mem­
bership present at such meeting . . . .
(Allied In­
dustrial Workers)

Included among the 59 unions were a few that
not only prohibited local trial committees from
making final decisions but also restricted their
authority to recommend penalties. The Boiler­
makers, for instance, permitted local trial boards
to issue findings as to the guilt or innocence of
the accused, but such boards could not advise
a penalty except to advocate leniency.
As a general rule, the trial body was to submit
its advisory report in writing to the nontrial body
empowered to issue the final decision so that the
report might be read and voted upon. The
Firemen and Oilers, for example, provided that
the written report be read at the first membership
meeting following the trial, and that a vote then
be taken to accept or reject the decision. Other
unions among the 59 made the choice broader
by allowing the ratifying nontrial body, in addi­
tion, to modify the report. Additional constitu­
tions established procedures whereby the nontrial
body could either consider separately each major

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part of the trial agency’s report or examine
each charge separately, voting first on guilt,
and, if guilt was found, voting on penalty.
In addition, in a small number of unions, some
or all parties to the trial were specifically author­
ized to state their case before the ratifying body.
Thus, in the American Flint Glass Workers’
Union, for one, only the accused was so author­
ized; in the Brotherhood of Maintenance of Way
Employes, both the accused and the accuser, or
their representatives, could avail themselves of
this right. To these two participants, the Stereo­
typers’ Union added the trial committee itself,
so that all three positions might be heard before
the final vote was held. Finally, in the Typo­
graphical Union the full membership debated the
trial committee’s report before reaching a verdict.
A similar prevote debate was held by the Up­
holsterers under the following procedures:
After the secretary has read the report of the trial
board, the chairman of the meeting shall offer the accused
and the accuser the privilege of presenting their respective
statements orally to the meeting. The accused shall have
the privilege of speaking first, followed by the accuser or
the accusers who in turn shall be followed by the accused
in final rebuttal. The accused and the accuser shall be
granted an equal amount of time, and shall be confined to
speaking only on matters germane to the case and pre­
sented during the trial. There shall be no other speakers
or debate . . . The members shall decide . . . on each
of the findings of the trial board in the following order:
1. Guilt or innocence; and
2. Penalty, if any.

Fifteen unions vested local union trial bodies
with decisionmaking powers that were partially
final and partially advisory. In five unions, for
instance, the trial body’s decision was to be final
on guilt, but only advisory on penalties, as illus­
trated n the Rubber Workers’ constitution:
The findings and recommendations of the trial board
shall be reported at the next regular meeting of the local
union following the trial board’s decision. A vote by
secret ballot shall then be taken on the penalty, if any,
recommended by the trial board, but the trial board’s
recommendations on penalties may be amended . . . .
The local union has no power to change the decision of the
trial board with respect to the guilt or innocence of the
accused . . . .

In seven unions, the report of the trial body was
to be final if approved by the nontrial body:
The trial committee shall render its findings and judg­
ment in writing . . . . In the event the judgment and
findings of the trial committee provide for disciplinary

UNION DISCIPLINARY POWERS AND PROCEDURES
T a b l e 5. F in a l D ec isio n A u th o r ity in L ocal U nio n
T r ia l s , N a tio na l a n d I n ter n a t io n a l U n io n C on ­
st it u t io n s , E arly 1961
[Members in thousands]
Total studied

Trial body

Decision authority
Un­
ions
All constitutions providing
local trial procedures______
Membership meeting or special committee elected at
membership meeting__ ____
Local executive board or subcommittee._______________
Local executive board or special trial body........................
Special trial committee selected by a panel method___
Subject to international executive board review and approval.............. ...............
Local union...............................
Unspecified committee______
Other....................... ................

Non trial
body

Mem­
bers

Unions

Mem­
bers

Un- Mem­
ions bers

136 15, 996.4

58

5, 945.2

178 10,051.1

89

9,875.2

18

604.8

71

9,270.4

29

5,010. 4

26

4,382. 5

3

627.9

4

223.8

4

223.8

2

4.9

2

4.9

1
7
1
3

6.3
547.4
76.2
252.1

6
1
21

493.9
76.2
159.1

1

63
53.5

‘2

93.0

1 In 59 of the 78 unions, the trial body’s decisions were advisory both as to
guilt and penalty; in another 15, the trial body retained partial final decision­
making power; in an additional 3, the final decisionmaking authority varied
with the trial body (the membership meeting or an appointed trial com­
mittee); and in 1 union, the decisionmaking power varied with the jurisdic­
tion of the local union (wire service or newspaper locals).
2 in locals having less than 200 members, the trial body was the member­
ship meeting, and in larger locals, it was an investigating committee. In
both cases, the designated body rendered the final decision.
* In 1 case, final decisions were rendered by the local union president; in
the other, the membership meeting was the final decisionmaker except
that the local might otherwise arrange its trial procedures should it so desire.
N ote: Because of rounding, sums of individual items may not equal
totals.

action . . . such findings shall be final unless rejected by
a two-thirds majority vote of the members by secret
ballot at the regular meeting at the headquarters of the
local. (Masters, Mates and Pilots)

One of these seven, the Cigar Makers, gave full
authority to the local union to discipline, subject
to approval by the international executive board.
In 3 of the 15 unions, trial committees were em­
powered to make final decisions except where ex­
pulsion or suspension was at issue, in which case
the final decision was to be referred to another
body.
Where, as in three unions, provision was made
for trial by the membership meeting or a specially
elected or appointed committee, the latter’s
findings were subject to review and ratification.
The Decisionmaking Body. In most unions,
the final decision as to guilt and penalty rested


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261
with the local union membership or in a special
committee composed of members elected or se­
lected at a membership meeting (table 5). In
contrast, only 29 unions vested final power in
the local’s executive board or in a subcommittee
of the executive council, while 18 unions create
a variety of other arrangements.
In the 78 situations where non trial bodies
were given the power to make final decisions, the
membership meeting was most frequently desig­
nated (71 cases). Only three constitutions re­
ferred final authority to the local executive board,
a fourth to the international executive board,
and a fifth to the “local union” without defining
further which local union body was to employ
this authority. Finally, the Barbers Union
ordered its trial bodies to report their findings
to the local union president who then would
render the final decision, and the Jewelry Workers’
Union gave final authority to the membership,
unless local union bylaws provided otherwise.
Local Powers of Suspension and Expulsion. Only
9 of 136 unions placed restrictions upon the rights
of their local affiliates to discipline either by
limiting the penalties that could be imposed or by
requiring international approval of such actions.
In the Railway Patrolmen, Hosiery Workers,
and the Stone and Allied Craftsmen (Ind.), for
instance, the disciplinary authority of subordi­
nate organizations was limited to the imposition
of fines. Similarly, local unions of the American
Communications Association (Ind.) were al­
lowed to suspend those members found guilty
of a variety of offenses, but were denied the right
to levy lesser or harsher penalties. To expel
members, the Bricklayers locals needed inter­
national executive board approval, as did the
Boilermakers locals for suspensions and expul­
sions, locals of the Tool Craftsmen (Ind.) for
fines and expulsions, and those of the Plumbers
for suspensions, expulsions, and fines over $100.
Locals of the Molders were required to submit
all proposed suspensions or expulsions to their
international president for approval.

Human Resources
and Economic
Development
E

N o t e .— The following two articles are ex­
cerpts from Volume X I, Part I —Human Re­
sources, a collection of United States papers
prepared for the United Nations Conference on
the Application of Science and Technology for
the Benefit of the Less Developed Areas. The
conference, held in Geneva on February 4-20,
1963, was “called by the U.N. Economic and
Social Council as a significant contribution
toward the objectives of the United Nations
Decade of Development.” For reading ease,
omissions from the text are not indicated.

d i t o r ’s

Population and
Labor Force
P hilip M. H auser *
E c o n o m i c d e v e l o p m e n t has as its objective the
raising of the level of living of a people. The
population of a nation, as the human resource,
plays a vital role in its achievement. In the con­
temporary situation, four aspects of population
in the less developed areas are operating to retard
economic development: The relatively high rate
of population growth, unfavorable age structure,
unbalanced population distribution, and inade­
quately educated and trained manpower. All
are amenable to control, but they cannot be con­
trolled unless the ways in which they hamper
efforts to raise levels of living are fully understood,
relevant policies are formulated, and necessary
programs put into operation.

High Rates of Population Growth

The standard of living cannot be raised unless
aggregate output increases more rapidly than
total population. It is clear that an increase in
262

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aggregate output does not result in any increase
in level of living if, simultaneously, there is a
corresponding increase in total population. The
greater the rate of population increase, then the
higher must be the rate of economic growth to
effect any increase in per capita income.
The implications may be readily seen in examin­
ing the United Nations “medium” population
projections and data for aggregate income.
Latin America, whose population is expected to
increase more than 3%-fold during the second
half of the century, would have to increase her
aggregate product 8-fold to match the 1950
European level of living by the year 2000 and
23-fold to match the 1950 North American level
of living. Comparable factors for Africa, which
may increase her population some 2%-fold
during the second half of this century, would be
13 and 38 to match the 1950 European and North
American level of living, respectively. Asia,
which may experience a population increase
during the second half of this century of some 2.5
billion, would have to increase her aggregate
income by factors of 21 and 62, respectively.
Calculations of this type demonstrate that con­
temporary and projected rates of population
increase in the economically less developed areas
impose stupendous burdens upon them in their
efforts to raise living levels. Yet, ironically
enough, there is an inverse relationship between
the level of living of a region and its current
and projected rate of population increase to the
end of the century.
Rapid population growth also adversely af­
fects investment to achieve economic growth.
Capital to income ratios indicate that to achieve
an increment of one unit of income approximately
three units of capital are required. Populations
increasing at a rate of 3 percent per year, already
approximated by Latin America and other parts
of the world and in prospect for most of the less
developed areas in this century, must therefore
achieve a savings of approximately 9 percent
per annum, merely to maintain their present
low levels of per capita income. Yet many of
the economically less developed societies find it
difficult to achieve a savings rate of more than
4 to 5 percent.
Rapid population increase, however, is not
necessarily a barrier to economic development.
•Chairman of the Department of Sociology, The University of Chicago.

POPULATION AND LABOR FORCE

In North America during the 19th century, for
example, a resource-rich unexploited continent,
rapid population increase undoubtedly contributed
to increased levels of living, for with its low manresources ratio, rapid population growth con­
tributed to economies of scale. In the less
developed areas today, where there is already a
high man-resources ratio, rapid population growth
contributes not to economies of scale but to
diminishing returns.
Unfavorable Age Structure

High fertility areas have larger proportions
of young persons than do low fertility areas.
In Asia, Latin America, and Africa in 1950, 40
percent or more of the total population was under
15 years of age. In contrast, in Europe and
North America, 26 and 27 percent of the total
population, respectively, were under 15 years of
age. By 1975, the age structures of the eco­
nomically less developed, because of their antici­
pated higher fertility rates, will still have larger
proportions of their total population under 15
years of age. These relatively large proportions
may be interpreted as unfavorable to economic
development for at least two reasons. First,
the relatively high proportion of young persons
below working age tends to reduce labor input
per capita and, all other things being equal,
tends therefore to reduce income per capita.
Second, the larger proportion of young persons in
the population requires that a greater part of
limited resources be allocated to “ social” in­
vestment rather than to “ economic” investment.
That is, the more youthful the population, the
greater is the proportion of total savings that
must be devoted to the rearing of the young,
and the smaller is the proportion of total savings
that is available for investment in agricultural
or industrial projects designed to increase per
capita production.
Many of the less developed areas of the world
are in the process of achieving an increase in ex­
pectation of life at birth from approximately 30
to 50 years. High fertility under conditions of
declining mortality has the effect of retarding
economic development not only in being responsi­
ble for high rates of total population growth but
also in producing an age structure which adversely
affects economic growth.

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263
Imbalance in Population Distribution

High urbanization generally is identified with
economically advanced areas and the advent of
industrialization. Yet despite their relatively
low rate of industrialization, the less advanced
areas in Asia, Latin America, and Africa contained
over 45 percent of the world’s residents of cities
of 20,000 or more in 1950, whereas Europe (ex­
cluding the U.S.S.R.) and North America con­
tained but 41 percent of the world population
living in cities of this size. Moreover, during the
20th century, the rate of urbanization of Asia,
Latin America, and Africa has exceeded that of
Europe and North America.
In the economically advanced nations, urbani­
zation is both an antecedent and a consequent of
high levels of living. In the less developed areas
of the world today, urbanization is less the result
of indigenous economic development and more the
product of economic development of a historical
imperial system focused largely on a “mother”
country. Urban agglomerations in the less de­
veloped areas are more the product of the push of
population from overpopulated rural areas than
the pull of population to urban centers by reason
of greater economic opportunity. Furthermore,
the recent acceleration in the rate of urbaniza­
tion in many of the less developed areas reflects
the disruption and disorganization produced by
the war and postwar political instability creating
a troubled countryside and large refugee popula­
tions. These areas may be said to be overur­
banized in the sense that larger proportions of
their population live in urban places than is justi­
fied by their degree of economic development.
More specifically, compared with the economically
advanced nations at comparable levels of urbani­
zation, a much smaller proportion of the labor
force in the less developed areas is engaged in
nonagricultural and especially mechanized indus­
trial occupations.
To state that a less developed area is overur­
banized is to pose its major economic problem:
it does not have an adequate economic base to
support its urban population by the standards of
the economically advanced nations. The funda­
mental economic problem of the less developed
areas is that of achieving increased productivity.
The many difficulties which obstruct the attain­
ment of this objective are likely to be exacerbated

264
rather than ameliorated by the present and pro­
spective rates of urbanization.
Given the present levels of productivity and
limited savings in the less developed areas, a
major common problem relates to the allocation of
resources for the improvement of agriculture,
on the one hand, and the development of industrial
sectors of the economy, on the other. In many
nations, improvement in the productivity of the
agricultural sector of the economy may contribute
more to rising levels of living than efforts to
induce industrialization. The claims of large
and growing urban populations and their growing
political importance may require disproportionate
allocations of limited resources to the develop­
ment of the urban, rather than the agricultural,
sectors of the economy, at the expense of a net
increase in product per head. Allocation of
resources to social purposes, such as the elimi­
nation of shanty towns, piped water, sewerage,
better housing, and social services for immigrants,
badly needed as they may be, can be made only
at the expense of decreased investment in agri­
cultural and industrial productive facilities—
investment designed to increase productivity
as in tractors and fertilizers or in powerplants,
factories, and transport.
The already acute problems of the urban areas
in the less developed areas are intensified by the
large internal migratory flows of population from
rural to urban areas. A number of nations are
making efforts to decelerate rural to urban migra­
tion by means of programs designed to raise
levels of living of the rural population.
Quality of Human Resources

Also operating as a barrier to economic devel­
opment in the less developed areas is the low gen­
eral educational level and low skill of the popula­
tion and most importantly of the labor force.
Perhaps the most important single type of invest­
ment for achieving economic development is
investment in human resources. In fact it is
being argued that “investment in the human
factor may well have a higher payoff in terms of
increased output than does any other input.” 1
There is little need for elaborating the im­
portance of increasing the level of education of a
population as an important element in achieving


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MONTHLY LABOR REVIEW, MARCH 1963

economic development. A major barrier to rais­
ing the educational level of a nation, however,
may be found in high fertility. As mortality
decreases while the birth rate remains fixed, total
school construction needs may increase from a
doubling to more than a quadrupling. Contrari­
wise, a decrease in birth rate produces a sub­
stantial decrease in school construction needs when
mortality is held constant. If the birth rate is
decreased along with declines in the death rate,
appreciable decreases in school construction needs
may be effected.
The gains that may be achieved from a re­
duction in birth rate in decreasing the investment
necessary for educational construction may, of
course, also be gained in decreasing the invest­
ment necessary for increasing teachers and educa­
tional facilities. Similar savings may be achieved
on training programs, that is, the teaching of
occupational skills.
Concluding Observations

To eliminate the adverse effects of population
factors on economic development, it is necessary
to dampen rates of total population increase,
to effect a more favorable age structure, to
achieve a more balanced urban-rural population
distribution, and to raise the quality of the
population by attaining higher levels of education
and training. Each of these goals is attainable,
and significantly enough, all may be achieved by
a decrease in the birth rate.
A decrease in birth rate seems a simple enough
solution. But it is not easy of attainment.
The hard fact is that in most of the less developed
areas there is neither incentive nor motivation
for regulating family size. Moreover, it is not
clear that the techniques for controlling fertility
are as yet available wdiich can be effectively
employed in these areas.
There is a great need, therefore, for increased
research both in the social sciences and in the
natural sciences to learn more about how to
increase motivation and incentive for the regu­
lation of the family size and about human repro­
duction so that more effective methods for con­
trolling fertility may be developed.
i Andrew Gunder Frank, “ Human Capital and Economic Growth,”
Economic Development and Cultural Change, January 1960, p. 170.

HIGH-LEVEL MANPOWER DEVELOPMENT

High-Level Manpower
Development
F rederick H. H arbison *
T h e w e a l t h o f a n a t i o n depends ultimately
upon the productive skills and the levels of edu­
cation of its people. Investment in the develop­
ment of man should be a primary concern of every
nation which hopes to make forward progress in
the modern world. Progress, of course, is related
to the general levels of education and skills of
a country’s entire population, but it is even more
intimately connected with the development of
its strategic or high-level manpower. This
paper is concerned with the logic of high-level
manpower development in relation to general
social and economic growth.
Any definition of strategic or high-level man­
power must be somewhat arbitrary. For the
purposes of this paper, we shall assume that it
includes all persons who have 12 years or more of
formal education or its equivalent in skill and
experience. Accordingly, in most countries, this
definition will encompass all (1) professional
personnel including scientists, doctors, engineers,
architects, agricultural officers, veterinarians,
lawyers, university professors, etc.; (2) senior
administrators, executives, managers, and prin­
cipals of sizable establishments in government,
industry, commerce, transportation, etc., as well
as political leaders, officers of police and Armed
Forces, judges, and senior union officials; (3)
subprofessional personnel in agriculture, industry,
commerce, and public services, such as nurses,
higher supervisory personnel, chief clerks, and
technicians of all lands; (4) highly skilled
artisans and craftsmen; and (5) teachers in
secondary schools, technical institutes, teacher­
training institutions, and vocational schools.
In the more advanced countries, primary school
teachers would also be classified as high-level
manpower, but in most of the less developed
•Director of Industrial Relations Section, Princeton University.
1 The data presented here regarding the relationship between human re­
source development and general economic growth are taken from a study in
progress by the author and his associates at Princeton University. This
study is entitled “ Models of Human Resource Development in Modernizing
Societies.”

676092- 63-

-3


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265
countries, their educational and skill level would
generally be beneath the high-level manpower
category.
A Measure of Economic Advancement

The stock of high-level manpower possessed
by a country is perhaps one of the best indicators
of its stage of economic and social advancement.
In the most advanced countries, for example,
the number of persons with 12 years’ education
or its equivalent probably exceeds 100 per 1,000
inhabitants. In such countries, primary edu­
cation for 6 years is both universal and compul­
sory. Well over 50 percent of the 14-17 year
age cohort is in secondary schools, and over 10
percent of the 18-20 cohort is in some form of
higher education. In the more primitive un­
derdeveloped countries, on the other hand, only
1 person per 1,000 inhabitants may have 12 years
or more of education. In these countries, less
than a third of the 7-13 year age cohort is in
primary school; less than 1 percent of the 14-17
group is in secondary school; and only a handful
of individuals is in higher education either at
home or abroad.
In general, the stage of a country’s development
as measured by these human resource indicators
shows a positive correlation with its stage of
development as measured by estimates of na­
tional income per capita.1 However, the relative
differences between some advanced and less de­
veloped countries may be greater in terms of highlevel manpower than in terms of per capita
national income. Italy, for example, has 39 times
more persons per 1,000 inhabitants with 12 years
or more education than Nigeria, but its national
income per capita is only about 9 times that of
Nigeria. Similarly, the U.S.S.R. has a per capita
stock of high-level manpower 11 times greater
than Egypt, but its national income per capita
is only 7 times greater. On the other hand, rela­
tive differences in stock of high-level manpower
and national income in the United States as
compared with Egypt are about the same, while
the comparison between the United States and
the U.S.S.K. shows a greater relative difference
in national income per capita than in stock of
high-level manpower.

266
Because of the obvious technical difficulties in
constructing accurate measures of the stock of
high-level manpower and national income, one
should be most cautious in relying too heavily on
statistics such as those presented above. The
only point being stressed here is simply the im­
portance of using some measure or measures of
human resource development when analyzing the
problems and prospects of economic and social
growth in newly developing countries.
High-Level Manpower and Economic Growth

On the basis of preliminary studies in 30
countries at various stages of development, it is
possible to make some tentative generalizations
regarding the relationship between high-level
manpower and general economic development.
Although these generalizations need to be refined,
qualified, and used with caution, they may serve
as rough guidelines for policy planners. In brief
they are as follows:
a. In all developing economies, the rate of
accumulation of high-level manpower exceeds the
rate of increase of the total labor force. In the
United States, for example, the increase in highlevel manpower during the past 50 years is cer­
tainly more than twice the increase in the Nation’s
labor force. This has been true also of the Soviet
Union. And it is probable that most newly
developing countries in their early stages of growth
may have to increase high-level manpower at
least three times as rapidly as their labor forces
if they are to achieve a rise in per capita income
of 2 percent or more a year. Within the highlevel manpower category, of course, certain criti­
cal occupational groups such as engineers, tech­
nicians, agricultural experts, and secondary school
teachers may need to increase at a much more
rapid rate, whereas lawyers and arts graduates
should probably increase at a more moderate
pace.
b. In most countries, the rate of increase of
high-level manpower also will exceed the rate of
economic growth. In newly developing countries
which already have critical shortages of highly
skilled persons, the ratio of the annual increase in
high-level manpower to the annual increase in
national income may need to be as high as 3 to 1,
or even higher in those cases where expatriates
are to be replaced by the citizens of the developing

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MONTHLY LABOR REVIEW, MARCH 1963

country. In more advanced societies, which al­
ready have a sizable stock of high-level manpower,
this ratio may be considerably lower. Here again,
the ratios of increases for particular occupational
groups within the high-level manpower category
are even more significant than the ratio for the
high-level manpower group in the aggregate.
c. Equally important as the rate of high-level
manpower accumulation is the efficiency with
which it is employed. In nearly all newly devel­
oping countries, highly trained people may be
employed on jobs beneath their skill merely be­
cause there is a more critical shortage of persons
with lesser intermediate skills. Here the patterns
of incentives which education generates, the types
of persons produced, and the manner in which
they become allocated to strategic activities are
of supreme importance.
d. The required rate of accumulation of highlevel manpower in a developing society is related
to change and innovation in economic, social, and
political life. A static society usually requires
very few persons in the high-level manpower
category. But as a static society begins to
modernize, it must accumulate high-level man­
power of all kinds to staff a new and expanding
government service, to introduce new systems of
land use and new methods in agriculture, to
develop new means of communication, to carry
forward industrialization, and to build a system
of education. Changes in all these fields require
large inputs of persons with professional and
technical skills and organizing ability. The more
rapid the changes, the more intensive will be the
use of high-level manpower.
Accumulation of High-Level Manpower

What are the major processes of human capital
formation in newly developing societies? Ob­
viously, high-level manpower may be developed
through investment in formal education, but this
kind of development takes a long time. For
example, it takes 8 to 10 years to make a qualified
engineer out of an 8-year primary school leaver.
In planning ahead, a country must assume that its
potential new additions to high-level manpower
stock from domestic sources for at least 15 years
in the future are presently in school. Thus,
no broadening of the base of primary education
will have much effect upon the development of

HIGH-LEVEL MANPOWER DEVELOPMENT

high-level manpower within that timespan. The
rate of accumulation of high-level manpower
within the 15-year period can be increased only
through investment in education at higher levels
of those who are already in school.
Fortunately, however, there are other ways of
accumulating high-level manpower and accel­
erating the rate of its development. High-level
manpower may be imported from abroad through
a variety of means such as technical assistance,
expatriate enterprises, hiring of consultants, or
encouragement of immigration. It may be de­
veloped in employment through on-the-job train­
ing, in-service programs of education, manage­
ment development seminars, part-time adult
education classes, and many other means. Highlevel manpower may also be developed in em­
ployment through better organization of work,
the creation of productive attitudes and incentives,
and better management of people. And, of
course, the development of people is assisted at
all levels by improvements in public health and
by better nutrition.
The task of the newly developing country,
therefore, is to devise a logical strategy of highlevel manpower development and to relate this
strategy to its broader objectives of economic
growth.
Strategy of High-Level Manpower Development

A strategy of high-level manpower development
has these essential components: The rational de­
velopment of formal education; the promotion of
effective training of employed manpower; the
building of incentives which are appropriate for a
productive society; and the temporary use of for­
eign personnel to fill positions requiring skills
which are unavailable within the country. Prog­
ress in any one area is usually dependent upon
coordinated progress in the other three as well.
A strategy of high-level manpower develop­
ment involves much more than a program for
development of formal education. Indeed, in­
vestments in formal education are likely to con­
tribute effectively to rapid growth only (a) if
there are adequate incentives to encourage men
and women to engage in the kinds of productive
activities which are needed to accelerate the
modernization process, and (b) if appropriate


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267
measures are taken to shift a large part of the
responsibility for training to the principal em­
ploying institutions whether they be public or
private.
The program for developing formal education,
however, is perhaps the most difficult and cer­
tainly the most costly element in the strategy.
And here, countries with limited resources have
some hard choices to make. In most of the newly
developing countries, priority must be given to
investment in and the development of broad sec­
ondary education, and in poor countries, this may
require the temporary postponement of achieve­
ment of universal primary education. With regard
to higher education, most of the newly develop­
ing countries may need to give priority to the
building of intermediate-level training institutions
and to the expansion of the scientific and engi­
neering faculties of universities. A country com­
mitted to rapid economic progress needs to make
careful assessments of the future demand for
various categories of high-level manpower, and to
some extent, it will have to shape its program of
investment in education to meet this demand.
For this reason, education policy should not be
left exclusively in the hands of educators or edu­
cation ministries. It must be influenced at stra­
tegic points by those who are concerned with the
general problems of economic growth.
The analysis set forth suggests that most newly
developing countries might be well-advised to
establish some kind of human resource strategy
board to plan and coordinate the various pro­
grams which are necessary for the rapid accumu­
lation of high-level manpower. Such a board
should have broader responsibilities than a sta­
tistical agency, a study commission, or a longrange planning organization. Although primarily
concerned with policy formulation, the human
resource strategy board should be involved in
day-to-day coordination of activities of various
ministries and employing institutions. It thus
would have both advisory and executive respon­
sibilities. Its top staff, therefore, should be
neither statisticians, professional educators, nor
economists as such. Rather, its key personnel
should be strategists—persons who combine po­
litical insight with a rational understanding of
the processes of economic and social growth in
this Century of Science.

Papers From the IRRA Annual Meeting
E

N o t e . — The following six articles were excerpted from papers
delivered at the Industrial Relations Research Association meeting in Pitts­
burgh on December 27-28, 1962. Space limitations prevented reprinting
sometimes extensive methodological notes and much of the data; an attempt
has been made, however, to select portions of the papers believed to be of par­
ticular interest to readers of this periodical. Full texts of the papers will be
published in IRRA proceedings, available in May from the association
(University of Wisconsin, Sterling Hall, Madison, Wis.). Minor changes
in wording and syntax have been made and signs to denote elisions have not
been employed. Additional papers from the meeting were presented in the
February issue.

d i t o r ’s

Exportability of the American
System of Industrial Relations
Charles A. M yers *

To w h a t e x t e n t is the American system of in­
dustrial relations exportable to other countries,
particularly to newly developing countries? Cul­
tural anthropologists and other students of
comparative societies have long pointed to [the
difficulty of attempting to transfer organizational
forms from developed to less developed coun­
tries]. Despite these caveats, I believe that some
elements in our system of industrial relations are
“exportable,” but this exportability is consider­
ably less than is implicity or explicitly assumed
in many of our private and public policies abroad.
Certainly the system as a whole is not exportable.
What parts, then, are relevant to the needs of
developing countries?
Exportable Elements
I believe that more of what management has
learned and practiced in the United States is
applicable in other industrializing countries than
is much of our trade union experience or our
governmental system of industrial relations. The
268

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distinctive American contribution is in man­
agerial organization, personnel administration,
and human relations. Good management is a
critical need in all developing countries, and the
American managerial experience in building effec­
tive organizations of people is, I think, widely
exportable.
Management approaches in dealing with trade
unions are less applicable because of the different
nature of our unions from those in many of the
developing countries. Nevertheless, I have found
widespread interest in the concrete experiences of
American managements and unions in building
constructive relations. However, to the extent
that we lack consensus on major issues, or if there
is a “hardening of antagonisms” in certain labormanagement relationships, we should be reluctant
to “export” these features.
While there are some universal in management,
especially in organizing human resources, trade
unions differ more widely among countries. To
be sure, trade unionism everywhere is a response
of industrial workers to the environment in which
they find themselves, but this environment is
quite different in a newly developed country—
especially if it has achieved independence since
the war. (Trade unions have frequently been
•Fellow at the Center for Advanced Study in the Behavlorial Sciences
(Stanford, Calif.); presidential address.

EXPORTABILITY OF AMERICAN INDUSTRIAL RELATIONS

part of the independence movement and are
necessarily often politically oriented and led by
outsiders who may also be political leaders or have
political ambitions.) The economic functions and
objectives of American unions operating in a
mature industrial society are not necessarily
relevant now in the less-industrialized and eco­
nomically poorer societies. There are, neverthe­
less, many features of American trade unionism
which commend themselves to consideration by
trade unions in developing countries. Examples
are the development of leadership from the ranks
of the workers as literacy becomes more wide­
spread ; union programs for training shop stewards
and local leaders; self-financing of union activities
through membership dues and the checkoff; the
increasing orientation of union activities toward
the industry or the labor market; collective
bargaining pressures on management at the plant
level for more humane and equitable treatment of
workers; and finally (but not least) the develop­
ment of definite procedures for handling worker
grievances. Furthermore, American unions have
considerable experience in ways of building mem­
bership loyalty to the union, not only through
collective bargaining services, but also through
housing, credit unions, recreational and cultural
activities, and even assistance on personal
problems.
I question whether the continuing emphasis in
some quarters on promoting “free and independ­
ent” trade unions in all developing countries, pre­
sumably on the pattern of American unionism, is
realistic or even helpful. The assumption is that
the present American labor movement is a model
for the world. But surely our labor movement
is a product of the relative freedom for private
interest groups in our pluralistic society, as much
as it is a factor contributing to this freedom.
Other societies reflect different degrees of freedom
for interest groups. Therefore, different degrees of
freedom for trade unions are found in developing
countries as well as in some of the more advanced,
just as there are different degrees of freedom for
other groups in the society, including management.
The more intimate relationship between unions
and political movements or governments in newly
independent countries is partly the result of ear­
lier identification of unions with movements for
independence from colonial powers and partly the
result of other pressures (economic development

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269

plans, Communist threats, etc.) which cause gov­
ernments to control labor movements more than
we have today in the West. Unions have some
freedom and influence even within the “one-party”
democracies, such as Egypt, India, and perhaps
even Ghana. In many developing countries, there
is, as Maurice Neufeld has put it, “the inevitabil­
ity of political unionism.” Thus, our view of the
trade union as virtually free of government influ­
ence or control will be a long time in developing
in these countries at their present stage of political
and economic growth.
Turning to the Government’s role in American
industrial relations, 1 believe that our labor legis­
lation and Government policy in the settlement of
labor disputes are also a product of our own ex­
perience and, therefore, do not constitute “a model
for the world.” The Wagner and Taft-Hartley
principle of secret ballot and exclusive bargaining
representation is found in few other countries.
The idea of legislating against “unfair labor prac­
tices” is also more or less uniquely American and
certainly not copied directly by many other coun­
tries. If anything, this legislation is the result of
tardy recognition and acceptance of unions by
American employers as compared to employer atti­
tudes in other advanced industrial countries. Nor
is the Taft-Hartley emergency dispute procedure
exportable in the sense that other countries have
found or necessarily should find merit in it. In­
deed, the American rejection of various forms of
compulsory arbitration does not find favor in many
other countries where there is more direct govern­
ment intervention in the settlement of labor dis­
putes. In the United States, we cannot claim to
have found the “answer” in dealing with critical
collective bargaining situations. Possibly on this
score, we can learn something from the experience
of other countries, particularly Sweden.
While our Government system of legislation
on labor relations may have less exportability
value, this is not true of our technical “know­
how” in administering a social security system,
a public employment service, or in developing
adequate labor statistics or manpower data.
Here our experience is understandably sought by
other countries. Developing countries, in partic­
ular, need a strategy for the development of
human resources. Technical assistance of this
character is more exportable than the total legal
framework within which it operates.

270
Finally, the research orientation of university
industrial relations centers has been a model for
similar developments in several foreign universi­
ties and deserves wider application. Similarly,
the close contacts between these institutions and
labor, management, and government are found
in some other countries, but the gap between the
academic community and the industrial relations
participants is usually wider than in this country.
We have done something to export these aspects
of our system, especially through university pro­
grams in other countries with government or
foundation support, hut a continuing effort is
needed.
Some Policy Implications

If some parts of [the American system of in­
dustrial relations] are exportable, what are the
implications for U.S. private and public policies?
1. U.S. firms operating abroad need to send
more representatives who can not only get a plant
built and operating technically, but who possess
the ability to develop nationals in the country
to positions of greater competence and responsi­
bility. Management seminars abroad, as well
as visits by management teams from other
countries to the United States, offer continuing
opportunities for American management to pre­
sent the best of American managerial philosophy
and practices in industrial relations.
2. U.S. trade unions can be more helpful in
giving technical assistance in the development
of grievance procedures, worker education, trade
union leadership training, and membership build­
ing programs based on various services to
members.
The effort (largely under U.S. Government
auspices) to bring trade union leaders from other
countries to the United States is also useful, if it
does not overwhelm them with the variety and size
of our present unions, their physical equipment in
the form of building's, office staffs, treasuries, and
so forth; however, much more thought and evalua­
tion need to be given to improving this program.
3. U.S. foreign aid programs should continue
to give assistance to the development of better
management and to the growth of professional


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MONTHLY LABOR REVIEW, MARCH 1963

management organizations in other countries as
well as to programs to train trade union leaders
and to educate workers, especially in literacy and
trade skills. With the assistance of the labor
attachés in each embassy, information and experi­
ence of American trade unions in these programs
can be offered. The productivity centers sup­
ported by U.S. foreign aid have in some countries
attempted overambitious programs, but the di­
rection is right, since it involves an effort to bring
together labor and management representatives to
increase productivity.
4. U.S. labor legislation and dispute settlement
procedures seem less applicable to the problems
of present developing countries, with the possible
exception of our experience with private voluntary
arbitration in the settlement of disputes arising
under collective agreements. As for higher labor
standards, the International Labor Organization
perhaps does enough to spread these, and possibly
even too much if developing countries do not
realize that economic growth makes possible these
higher standards, not the reverse. But in the
technical assistance area, better labor statistics,
improved social security administration and better
employment exchange organization are all useful,
if the countries ask for this assistance.
5. Finally, universities and professors in our
field have an obligation to respond to requests for
assistance in developing better research in educa­
tional and other centers in developing countries,
and helping to organize conference and extension
programs for labor and management representa­
tives. But they need to be prepared to shed some
of their preconceptions, to listen and learn as well
as to offer advice.
Our American philosophy of democratic plu­
ralism and free association is better left to grow by
example out of the way our representatives act
abroad, rather than by direct preachment. Fur­
thermore, the longrun U.S. objective of encour­
aging the growth of free institutions in developing
countries will be best advanced if we offer these
nations the means of helping them develop in their
own ways, not as direct copies of our industrial
relations institutions, but in their own forms of
democratic pluralism.

NEW PROBLEMS FOR COLLECTIVE BARGAINING

New Problems for
Collective Bargaining
L eonard W oodcock *
T h e g r e a t e s t n e w p r o b l e m of collective bar­
gaining involves measures designed to permit the
employment opportunities necessary to the po­
litical health of a democratic society. How does
collective bargaining tackle the problem of work
opportunity? It has, of course, been chipping
away at it since World War II, with more paid
holidays and longer vacations. On top of labor’s
agenda is the shortening of working time, not to
ease the burden of work, but simply to make
work available to all who need it. This is a joint
task of collective bargaining and legislative action.
The fight for the shortening of working time
must be geared to the creation of new job oppor­
tunities and not simply to the protection of the
existing work force. Schemes which depend on
attrition may meet the problem in a particular
establishment, but not in society as a whole.
This fight is meaningful only as it brings into the
work force the growing army of young people and
brings back the dispossessed.
The new problems are complex and social,
rather than specific and industrial. In a society
beset by the social problems created by the rev­
olutionary transformation of electronics and nu­
cleonics, the techniques of labor’s last generation
may have become outmoded.
This possibility may underlie the thinking of
those who question the value of the arbitrament
of the strike as the decider of collective bar­
gaining questions. Here, however, there seems to
be developing a double standard: The strike to
which exception is mostly taken is the one in
which the particular union is able to exercise its
strength effectively. If the reforms which are
proposed simply seek to dilute this power with­
out affording a democratic substitute to allow the
restoration of an equilibrium, then industry’s


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271

postwar subversion of collective bargaining will
go on apace. Concern about the new problem of
the undesirability of strikes should include all
strikes. An economic conflict between an em­
ployer and his employees brings pressure upon
both, but these pressures are unequal. In theory,
the pressures work to the point of bringing both
sides to a reasonable solution. The employer’s
right to bring in stranger replacements vitiates
the theory. A democratic society should prohib­
it the introduction of class warfare into individual
strikes by forbidding the introduction of strangers
into a private dispute; along with this should go a
mechanism for measuring from time to time the
wishes of the contestants in a fair and equitable
manner.
This brings me to the consideration of old
problems in the new context. In-plant working
conditions in many industries are still far from
ideal. There are in the plants of America com­
monly accepted invasions of individual privacy
which would not be tolerated in any other section
of society.
Collective bargaining must be accepted by both
sides, and in the context of our grave new prob­
lems, both sides must accept the new mechanisms
demanded by the solutions needed. If economic
action in vital industries is not a private matter,
then the process of solution determination is no
private matter. The experimental use of third
parties is a step toward finding a new way.
At the very least, the presence of an experienced third
party demands that logic shall clothe the opposing
arguments, and this has, on occasion, produced an
atmosphere of reason. The gravest threat to
handling the basic new problem of collective
bargaining is lack of agreement on the facts, or,
rather, lack of the facts. The chief tool needed
here is an acceptance of on-going study groups
which can force a facing of the facts as a first
step toward the solutions necessary to the health
of the national community.
*Vice President, International Union, United Automobile, Aerospace
and Agricultural Implement Workers of America.

272

MONTHLY LABOR REVIEW, MARCH 1963

Influences of Employer Bargaining
Associations in Manufacturing
M ax S. W ortman, Jr .*
D u r i n g t h e p a s t q u a r t e r c e n t u r y , the organi­
zation and operations of employer bargaining
associations in the United States have changed
considerably. Originally, most employer bar­
gaining associations were involved in the dual
roles of negotiation and administration of labor
agreements for their memberships. Today these
roles have changed and include not only labor
relations but also other aspects of manpower
management.
As a preliminary probe toward discovering some
of the important variables which an employers’
association affects in its constituent firms, this
study is directed at discovering whether there
were differences in various measures of employee
unrest between manufacturing firms which are
and manufacturing firms which are not members
of an employer bargaining association.1 This
investigation is important for the information
which it might reveal about possible relationships
between manpower management policies and
employer bargaining associations with respect to
employee unrest and the actual benefits derived
from membership in an employers’ association.
Apparently the employer bargaining association
attempts to achieve uniformity in wages, hours,
and conditions of employment throughout the
local labor market. Since an employee would
know that most employees in his occupation in
the local labor market are receiving the same
employment conditions, this effort at standard­
ized conditions of employment could conceivably
reduce employee insecurity. The hypothesis test­
ed in this study was: Manufacturing firms which
are members of the employers’ association tend to
‘Assistant Professor of Labor and Management, University of Iowa.
1 The term “employer bargaining association” is defined as a group of em­
ployers who are banded together primarily for labor relations, but who are
engaged extensively in other manpower management functions such as
staffing, training, employee benefits and services, wage and salary adminis­
tration, and personnel research. “ Employee unrest” is behavior arising out
of inadequate satisfaction of the basic drives of employees.
The universe in this study was all manufacturing firms employing 100 or
more salaried and hourly workers in the Minneapolis-St. Paul Standard
Metropolitan Statistical Area on June 5, 1961.
Since this study was an exploratory probe, little statistical analysis of the
data was planned. However, some measure of variability in the data was
desired to determine any significant statistical differences between the mem­
ber and nonmember firms involved in the study. For this purpose, the chi
square test of independence at the .95 level of significance was selected.


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have less employee unrest than manufacturing
firms which are not members of the association.
Several hypotheses were formulated to test the
major hypothesis including: Manufacturing firms
which are members of the association tend to have
(1) fewer work stoppages, (2) less severe work
stoppages, (3) higher levels of union security, (4)
fewer grievances annually, (5) lower absenteeism
rates, and (6) lower turnover rates than manu­
facturing firms which are not members of the
association.
Findings
Analysis of the data on incidence of work stop­
pages shows no significant difference between
association and nonassociation groups in the oc­
currence of work stoppages, but the lower differ­
ence in the frequency of work stoppages in the
association firms is significant, although this
should be qualified because of the small number
of nonassociation firms. (See table, p. 273.)
Although the severity of work stoppages was
not significantly different in the association firms
as contrasted with the nonassociation firms, there
was a consistently lower difference in the associa­
tion firms in regard to the length of stoppages.
The level of union security was not significantly
different for the two groups. However, the associ­
ation group had a sizable percentage of its firms
with the preferential shop.
With respect to the grievance procedure, there
was (1) no significant difference between the
association and nonassociation groups with regard
to the presence or absence of a grievance pro­
cedure within the firm, (2) a significantly lower
difference in the association group of firms in the
total number of grievances annually, and (3) no
difference between the groups with respect to the
number of grievances reaching arbitration.
The data for turnover rates indicate a lower
difference in the association group when compared
with the nonassociation group; however, the dif­
ference was not significant. Using quartiles, the
data in the nonassociation group are higher than
those in the association group at all points, con­
tinually increasing from the first to the third
quartile.
Lastly, the data on absenteeism rates indicate no
significant difference between the two groups.
However, the association group had a slightly
higher absenteeism rate.

EMPLOYEE UNREST AND EMPLOYER ASSOCIATIONS
I n dicato rs

of

E m ployee U n r e st

M a n u fa c t u r in g F irm s , by M e m b e r sh ip

in

All Associatior1
firms members

Indicator

W ork Stoppages in 10-Y ear P eriod

Nonasso­
eiation
members

67

12

work stoppage___________
work stoppages________________
3 work stoppages_________ _____
4 work stoppages_______ . _
5 work stoppages________________
6 work stoppages_____________
7 work stoppages....................... .
8 work stoppages.____ ______________
9 work stoppages______ _ .
10 work stoppages_____________
11 work stoppages or more_____________

49
19

45
15
4

4
4
2

Under 0.50 grievance
0.50 to 0.99 grievance
1.00 to 1.49 grievances
1.50 to 2.49 grievances
2.50 to 3.49 grievances
3.50 to 4.99 grievances
5.00 to 6.49 grievances
6.50 grievances nr more

2
1
1

1

Under 5 days_______________
5 to 9 days_____ _________ .
10 to 14 days__________________
15 to 19 days______________
20 to 24 days______________ .
25 to 29 days______________ _
30 to 34 days__________________
35 to 39 days___________ .
40 to 44 days________________
45 to 49 days_____________
50 days or more______________

___

All rates 10................................................
79

67

12

7
18

7
16
9
5
9
3

2
3
1
1

6

3

12
6
10

3
9
5

1
1

6

5

All types 8______________ _

169

136

33

17
137

« 17
107

30

1

1
11

3

14

145

110

35

60
9
9
15
u
9
14
18

46
4
7
15
10
5
g
15

14
5
2

4
4
0

3

188

144

44

Under 9 percent

78

66

12

18.0 to 26.9 percent
27.0 to 35.9 percent
36.0 to 44.9 percent
45.0 percent nr mnre

29

20

12
12

9

9
3

6

0

19

14

5

All rates

1
1

U nion Security
Preferential shop____ . .
Union shop________
Agency shop________ _______
Maintenance of membership______

Nonasso­
ciation
members

A nnual Absenteeism R ate- 711

5

1
2

All Association
firms members

Annttat. T urnover U ate ? ®

1

A verage D uration 4 of W ork Stoppages 2
All durations 3 ________ ____

E m ployer B a r g a in in g A s so c ia t io n 1

Annual T otal Grievances P er 100
E mployees 7

79

6
2
1
1

in

Indicator

2

All occurrences 3 ________ _
1
2

273

I

134

104

30

Under 0.50 percent
0.50 to 0.99 percent
1.00 to 1.49 percent______________________
1.50 to 1.99 percent______________________
2.00 to 2.49 percent_____________________
2.50 to 2.99 percent.

43
16
17
14
7
6

32

44

3.50 to 3.99 percent
4.00 to 4.49 percent
4.50 to 4.99 percent
5.00 to 5.49 percent________
5.50 to 5.99 percent______________________
6.00 percent or more_____________________

6
4

4
4

2
2

2
2
2

12

3
1

12
12

4

13
5
6

1
2

5

9
2

1
1

1 Based on responses during June-July 1961 from 216 manufacturing firms,
of which 162 were association members.
3 Stoppages occurred during the period 1951-61.
3 38 firms are nonunion, 98 had no stoppage, and 1 did not answer work
stoppage questions.
4 Average length of stoppage in calendar days.
8 38 firms are nonunion; 9 firms returned questionnaire but sent no contract.
8 Were primarily printing, publishing, and milk products firms.
7 For production and maintenance employees during June 1960-June 1961.
8 36 firms had no grievance procedure since they were not unionized; 2
firms, nonunion, returned questionnaire but did not respond to grievance

question; 33 firms also returned questionnaire but were unable to determine
total number of grievances.
8 The net turnover rate equals total number of accessions or separations
(whichever is lower) divided by average yearly employment times 100.
See Dale Yoder, Personnel Management and Industrial Relations, 5th ed.
(Englewood Cliffs, N.J., Prentice-Hall, Inc., 1956), p. 745.
i° 28 firms did not answer the turnover rate question, 17 of them because
they had no records.
» The annual absenteeism rate equals total days lost divided by scheduled
man-days (assuming 252 working days) times 100.
12 82 firms did not answer the total days lost question, 58 of them because
they had no records or records were insufficient.

Conclusions

member firms the relative employment conditions
in other local firms and perhaps in the same indus­
try. Thus each member firm may attempt to
keep employees satisfied by offering equivalent
terms and conditions of employment. Third,
information on techniques designed to reduce
employee unrest may be sent to all members.
Fourth, the association may help by measuring
employee unrest in the particular firm on a continu­
ing basis and encouraging it to adopt techniques to
reduce unrest. In addition, research on morale by
the association may aid the member firm. Fifth,
firms having better employment policies and pro­
grams may join the association. Therefore, the
good employment relations program in a member
firm may become even better with the assistance
of an effective employer bargaining association.

There may be relationships between member­
ship in employers’ associations and employee
unrest in member firms.2 Several reasons could be
posited for the possible effects which the employers’
association may have upon employee unrest.
First, the association may reduce employee unrest
through continuing advice and information from
its staff on many phases of manpower manage­
ment policy. Second, through surveys of wages
and personnel policies and practices and through
newsletters, the association may indicate to the
7 Another section of this study indicated a statistically significant lower
difference in member firms with respect to decisionmaking on labor relations
policy and a statistically significant higher difference in manpower manage­
m ent program costs. The median cost in the association firms was approxi­
mately double th at of the nonassoeiation firms.
676 0 9 2 — 63------- 4


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MONTHLY LABOR REVIEW, MARCH 1963

274

Choosing the Objectives of
National Wage-Price Policy
Lloyd U lman*
T he i n n o v a t i o n s of the Council of Economic
Advisers [in enunciating guideposts for judging
whether wage-price decisions were in the national
interest] lay in including numerical data on annual
rates of growth in output per man-hour over
various periods and in various sections of the
economy and in specifying desirable departures
from the “ general guide rate” which, while con­
sistent with stability of the general price level,
would reconcile the general guideposts with
“ objectives of equity and efficiency.” Discus­
sion of the first of these additional objectives
deals with the distribution of income and the
bargaining power of certain groups of low-wage
workers; the discussion of the efficiency objective
deals chiefly with allocational criteria and unionmanagement devices to raise productivity.

The Objectives of Equity and Efficiency

It has been suggested that extra large wage
increases ought not be allowed in all cases of
labor shortage for, as the British White Paper
on Incomes Policy maintains, “ In a fully employed
economy, there are bound to be scarcities of many
kinds of labor.” Hence, in fact if not in theory,
the allocational guidelines, which are designed to
promote the objective of efficiency, may not,
under conditions of full employment, satisfy the
requirements of price stability. The encourage­
ment given to joint private efforts to increase
productivity through the provision of monetary
rewards might also operate at cross-purposes
with the general (overall productivity) guide­
lines—and with the specified allocational criteria
as well, although increases in compensation in
exchange for abandonment of inefficient working
arrangements may result in lower costs than would
below-standard wage increases or even wage cuts.
Pro forma union-management arrangements or
the establishment of loose production standards
must be distinguished from genuine and efficient
efforts to reduce costs.
The allocational guidelines could, if given prior­
ity, restrict the scope of some of the Economic
Report’s concessions to the objective of equity,

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which have been widely emphasized by trade
unions. While the Council’s statements that
“there is nothing immutable . . . about the dis­
tribution of the total product between labor and
nonlabor income” and that “collective bargaining
within an industry over the division of the pro­
ceeds between labor and nonlabor income is not
necessarily disruptive of overall price stability”
may be accepted, such restricted bargaining could
result in wage behavior violative of the alloca­
tional criteria. So could wage increases which
might increase the share of the unionized sector
of the labor force without raising the general
level of prices. Various empirical studies have
indeed failed to reveal a significant positive as­
sociation between changes in labor’s share and
union strength (as measured by degree of organi­
zation), but no one can predict whether this lack
of association would persist if employers were
denied access to price increases.
Another question in the realms of equity and
income distribution concerns the admissibility of
wage increases to compensate for increases in the
cost of living—some of which might have been
produced by price increases justified by guideposts.
The productivity principle, of course, does not
rule out redistribution away from wages since it
is used as a guidepost for maximum wage increases.
In some instances, however, the price behavior
guideposts, as they now stand, may work inequity
upon employers. Even if wage increases are ex­
actly those required to keep the wage share stable,
the share of profits could decline in an industry if
its rise in productivity is associated with capital
deepening and if the latter entails increased
depreciation per unit of output.
One of the equity guideposts points the way to
extra-generous wage increases in industries “in
which rates are exceptionally low compared with
the range of wages earned elsewhere by similar
labor, because the bargaining position of workers
has been weak in particular local labor markets.”
However, under the allocational rules, low-paid
workers in markets characterized by disequilib­
rium due to excess supply are not entitled to such
favorable treatment, but only workers in markets
where wages are depressed by monopsonistic
bargaining power of employers and where wage
increases need not and should not induce employ•Professorof Economics and Industrial Relations, University of California
(Berkeley).

OBJECTIVES FOR WAGE-PRICE POLICY

ers to raise prices and reduce output and employ­
ment. Distinguishing the two low-wage situa­
tions and, in monopsony situations, determining
by how much the wage increase could appropriately
exceed the general guide rate could present sticky
problems of measurement. Yet failure to make
the indicated distinction could admit an infinite
variety of “inequity adjustments, “catch-ups,”
and similar tributes to the ingenuity of man in
time of great national emergency.
Enforcing the Policy

These and similar problems will have to be
faced up to if we are really in earnest about
pursuing this type of multiobjective wage policy.
They are not insoluble—at least they are re­
solvable on the level of policy—but it is evident
that questions of interpretation and application
in specific cases will remain and, therefore, that a
complex wage policy cannot be self-enforcing.
In addition, one must rate as doubtful a priori
the prospects of appeals to self-restraint, especially
when addressed to participants in decentralized
and frequently competitive bargaining and price
determining systems.
I should like to suggest that the type of en­
forcement required depends upon the nature of
the wage restraint program—and that the latter
entails the imposition of an ordering among the
stated economic objectives of full employment,
economic growth, price stability, and balance of
payments equilibrium. Thus, if high priority
is assigned to overall price stability as well as
full employment, the indicated wage (or wageprice) policy would have to be of indefinite dura­
tion and economywide in the scope of its intended
application—preferably with formal, legislated
machinery to interpret and administer the policy.
Such machinery would have to include union—
and therefore industry—representation. Even
during wartime, unions forced the abandonment
of wage stabilization policies and private enter­
prise obliged the Government to lift price ceilings;
and the prospect of “ permanent’’ guideposts in
peacetime would a fortiori tempt erosion, if not
outright defiance. Indeed, a tripartite policy of
indefinite duration would probably politicize
collective bargaining, price determination, and
the distribution of factor incomes to a degree
greater than most people would contemplate, let
alone approve.

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275
Finally, the objective of overall price stability
itself may be inconsistent with the objective of
achieving equilibrium in the balance of payments
under existing guideposts; this would be true if it
should be discovered that our chief export indus­
tries’ rates of increase in productivity were less
than the overall rate.
If, on the other hand, priority were assigned to
securing balance-of-payments equilibrium in addi­
tion to full employment, a wage stabilization
policy could be narrower in scope and probably
(in the light of international cost movements and
other measures taken by the United States or in
prospect) of limited duration. The loss in terms
of institutional freedom and independence would
be minimized; many industries that would be
subject to the policy have been traditionally sub­
ject to informal pressure mediation. If the spe­
cific-industry productivity criterion were adopted,
the objectives of allocative efficiency and of equity
as well would be sacrificed, in some instances, for
the duration of what is hopefully a temporary
period. Effective restraint in some of the highwage, high-unemployment industries covered by
such a program would, however, imply conformity,
rather than opposition, to reasonable allocational
criteria. The freedom of employees in uncovered
industries to secure what wage increases they
could would also presumably work inequities.
But the system of free collective bargaining has
worked inequities of its own; and, while two
wrongs don’t make a right, they not infrequently
have the effect of abating indignation. Finally,
stability of the overall price level could not be
guaranteed by a policy which seeks control over
only one of its component sectors, although con­
solation might be derived from the absence of a
theoretical commitment to the existing distribu­
tion of income.
The downgrading of overall price stability as
an end in itself would represent a hard choice
among competing objectives. But the two prin­
cipal alternatives—free collective bargaining and
full employment—alone enjoy the sanction of
legislative affirmation. Economists should have
no objection to practicing what they preach about
the need to make choices. And it is a hopeful
note that there are some policymakers who assign
priority to both full employment and free collec­
tive bargaining, recognizing that the associated
gains in productivity and output will act to
dampen inflationary pressures.

MONTHLY LABOR REVIEW, MARCH 1963

276

Interplant Transfers
in the Automobile Industry
P h il ip T a f t *
l t h o u g h collective bargaining agreements pro­
vide some job security to older and longer service
workers through seniority systems, no possibility
for exercising job rights exists in plant and
departmental closings. To provide some job
opportunities, a number of contracts give preferen­
tial employment rights to the affected employees
at another plant of the company.

A

Enforcement of Preferential Rights

Because of the changes in employment and
shifts of operation by the large companies in the
automobile industry, for example, the provisions
governing seniority and preferential job rights
have been extensively developed. The 1961
contract of General Motors with the United
Automobile Workers (UAW) provides that—
For 18 months after production begins in a new plant,
the corporation will give preference to the applications of
laid-off employees having seniority in other plants over
applications of individuals who have not previously
worked for the corporation, provided their previous
experience in the corporation shows that they can qualify
for the job.

Such employees retain their seniority in the plant
“ where originally acquired” until they establish
seniority in the new plant.
“ If the transfer of major operations between
plants results in the permanent release of em­
ployees with seniority,” the issue can be raised
with the company, and a solution in accordance
with the provisions giving preference to em­
ployees with seniority in a new plant will be made.
Employees transferred under this provision retain
their full seniority and, if the distance is at least
50 miles, are entitled to a relocation allowance of
$55 to $580, depending upon the distance between
the plants and upon marital status; the applicant
must change his residence permanently.
A similar provision is found in the contracts
between the UAW and the Chrysler Corp. and
the Ford Motor Co. It has, at times, been a
source of difficulty, but the international union
has not wavered in its insistence that the contract
be obeyed. A well-known example of the prob­

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lems of enforcement arose when the Chrysler
Corp. merged its stamping operations at the
Nine-Mile plant in Detroit. This was a new
plant and the workers that were directly em­
ployed held “ date of entry” seniority. The local
union at the Nine-Mile plant opposed the trans­
fers, but both the corporation and the inter­
national insisted that the provisions in the con­
tract be obeyed. An unsuccessful attempt to
decertify the international as bargaining agent
was initiated, but it was thrown out by the
National Labor Relations Board on the ground
that the bargaining unit was nationwide in scope.
Local employees often oppose transfers, al­
though such opposition may actually be the result
of misunderstanding. An example of the latter
was the reaction of the workers in the Lincoln
engine plant of the Ford Motor Co. in Lima, Ohio.
The job had been transferred from Dearborn,
Mich., and only 16 out of 439 employees expressed
a desire to transfer. The Lima plant was new
and the union’s request for bargaining rights was
rejected on the ground that no work was to be
transferred; the union, therefore, had to organize
the plant de novo. During the organizing cam­
paign, reports that workers were to be transferred
from other Ford operations to Lima were spread,
but the union assured the Lima workers that no
such step was planned. On June 2, 1957, the
union won the bargaining election, and on Sep­
tember 27, it learned that the company planned to
transfer work from the Dearborn engine plant to
Lima. Under the contract, employees have the
right to follow transferred work with full seniority
earned at their prior place of employment. This
meant that the workers from Dearborn would
have higher seniority than the new employees at
Lima. The Lima employees believed the union
guilty of bad faith and applied for a decertifica­
tion election to the National Labor Relations
Board; the petition was rejected on the ground
that the national Ford agreement was in effect.
At the insistence of the international union, the
local finally receded from its opposition and ac­
cepted 16 transferees.
Under the Ford contract of 1958, employees
who have exhausted their seniority within their
seniority unit can be offered available work at any
♦Professor of Economics, Brown University. This excerpt covers one
section of the author’s paper on Provisions Affecting Older Workers in Col­
lective Bargaining Agreements.

INTERPLANT TRANSFERS IN THE AUTOMOBILE INDUSTRY

of the plants “in the local labor market area as
defined by the State Employment Security Com­
mission of the State in which the plants affected
are located.’’
In addition, the firms in the automobile industry
have incorporated clauses giving laid-off em­
ployees preference in hiring over new employees.
Under the Chrysler agreement, employees who
accept work in another plant of the corporation
“start work as new employees in the plant. If
they are recalled to work in their former plant,
they may elect not to return, in which case their
seniority in their former plant shall be terminated.
If they elect to return to their former plant, their
seniority in the plant from which they were
recalled shall be terminated.”
Extent of Transfers

According to officers of the UAW, thousands
of workers have availed themselves of the oppor­
tunity to transfer under the provisions of the
contract with the motor companies. In the early
1950’s, a large group of Chrysler workers moved
from San Leandro to Los Angeles, Calif., although
the precise number is not available. During the
same period, between 400 and 500 workers shifted
from a Chrysler plant in San Francisco to one in
Los Angeles. When the Newark, Del., tank plant
was reorganized into an assembly plant in 1957-58,
many workers (600) transferred from Detroit,
despite the uncertainties that existed among mem­
bers of the union and the limited housing available.
A large shift of workers also took place when
Chrysler’s Evansville, Ind., assembly and body
plant was relocated in St. Louis, Mo., in 1957.
When union officers first sought confirmation of
the report of a contemplated move, it was denied
by the corporation. Subsequently the informa­
tion was released and the union demanded that
workers be allowed to move with the job according
to the contract. There were roughly between
4,000 and 5,000 seniority workers at the Evansville
plant, and more than half of the number shifted
to St. Louis. Two years later, more than 600
out of about 900 workers transferred from Detroit
to St. Louis when the Dodge Dart operation was
moved to the latter city. The union claims also
that over 800 workers moved from Detroit, Mich.,
to Twinsburg, Ohio, and that all the 260 workers


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277

employed in the Marysville, Mich., plant trans­
ferred—200 to Mopar and 60 to Delaware. Em­
ployment in the Chrysler Corp. has been declining
sharply, and it undoubtedly influenced the
response.
Propensity To Transfer

Willingness to move is influenced by employ­
ment opportunities existing in the residence area,
the outlook for permanent employment elsewhere,
and a variety of personal considerations which
differ among individuals. Under normal condi­
tions, the highly mobile are at the margin of deci­
sion; they are the ones who will respond to
relatively minor incentives. As one moves up
the range, he encounters workers with a declining
propensity to move. Age composition of the
plant’s work force, available housing at the point
of the new opportunities, and family position—
such as schooling—may influence the decision.
In addition, any firm planning a shift in its opera­
tions to another community faces the need for
mollifying public sentiment. It will, therefore,
try to minimize the effect of a plant shutdown and
will seek to assure the community that another
concern will take over the abandoned properties.
Such announcements inevitably affect the propen­
sity to transfer.
In March 1958, the Ford Motor Co. closed down
its plant in Somerville, Mass., and offered the
1,344 employees work at Lorain, Ohio, and at the
Mawah, N.J., assembly plant. Thirteen percent
accepted employment in Lorain and less than 2
percent (25 workers) in Mawah. Union officers
were asked to comment on the failure of more
workers to avail themselves of transfer rights,
especially in view of the character of the labor mar­
ket in Somerville. It is also significant that six
times as many workers transferred to Lorain, a
much longer distance from Somerville than Mawah.
The overall low transfer rate was, according to the
union, influenced by the high age of the Somerville
work force. A high correlation between the age
of an automobile plant and the age of the work
force is likely to exist. The automobile industry
is, from the point of view of the worker, a desirable
source of employment; its wages and fringe benefits
are among the highest in industry. Consequently,
there is a tendency of workers to remain attached

278
to it once they have been employed. It leads to
a perhaps higher correlation of age of plant and
work force than in other industries.
A larger percentage of employees accepted trans­
fers when the Memphis, Tenn., assembly plant
shut down in June 1958. All 1,124 hourly employ­
ees were offered work at the Lorain and Cincinnati
automatic transmission plants, and a number of
skilled employees were offered work at the Shef­
field, Ala., foundry and the Nashville, Tenn., glass
plant. Approximately 40 percent accepted work
at Lorain and 2 percent in Cincinnati. A few
others transferred to Sheffield and Nashville, and
a number retired.
In a shutdown of some operations in a Ford
plant in Monroe, Mich., 1,567 employees (the
total number) were offered transfers to the new
plant in Sandusky, Ohio. Three hundred twentyfour, or 20 percent, accepted transfer; a majority
of the remaining were “ soon utilized in other
jobs at the Monroe plant.”
When the company closed its operations at
Iron Mountain, Mich., in 1951, employment was
offered to the 1,323 affected workers in other
company plants. About 25 percent accepted
transfers, 18 percent initially agreed to move
but later refused to work in other plants of the
company, 25 percent were employed by the firm
that took over the plant facilities, and 6 percent
retired.
The closer the new plant is to the old one, the
greater the tendency of workers to accept transfer.
The shift of the standard transmission and radia­
tor job from the River Rouge Ford plant to
Livonia, Mich., a distance of 18 miles, was
accompanied by an 85-percent acceptance of trans­
fer by eligible workers. An even greater per­


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MONTHLY LABOR REVIEW, MARCH 1963

centage, between 98 and 99, accepted transfers
from the Long Beach to the Los Angeles plant
after the complete shift of operations to the new
location.
Inducements to Shifting

According to Ken Bannon of the Ford De­
partment, UAW, a mere announcement of the
existence of unfilled jobs is not sufficient to
induce transfers. In order to elicit a fairly large
response, the union and management must co­
operate in presenting the information to the
workers whether employed or on layoff. The
rate of transfers may be closely correlated with
the efforts made by the company and the union
to induce shifting. In April 1954, Ford’s Rich­
mond, Calif., operations were transferred to
Milpitas (near San Jose), 60 miles from the old
plant. The company was anxious to procure
experienced workers for its new location, and
under the April 2, 1954, transfer agreement be­
tween the union and the company, an “ additional
full-time representative will be accorded the
union for a period totaling 4 months. He will
serve as special coordinator for the union on
matters concerning the transfer from Richmond
to San Jose.” The task of the representative
was to seek housing for the employees moving
to the new location. As a result of the efforts
made, between 1,300 and 1,400 employees, or
98 percent of the total involved, shifted to the
new plant. The Ford Co. also cooperated in
postponing the closing down of its Hamilton,
Ohio, plant at the request of the union until
jobs were available at the Fairfax plant, 18 miles
away. Almost all workers accepted transfer.

FLEXIBLE VERSUS COMPULSORY RETIREMENT POLICIES

Flexible Versus Compulsory
Retirement Policies
F red Slavick

and

J ohn W. M cConnell *

A g r o u p of social scientists at Cornell University
has been gathering information about retirement
age policies and practices being followed through­
out the country, including (1) the factors associ­
ated with particular policies utilized by employing
organizations, (2) the experience and satisfaction
of organizations and individuals under various
approaches to retirement, and (3) the content,
nature, and effectiveness of programs preparing
employees for retirement. Except for the fol­
lowup of nonrespondents, collection and processing
of data dealing with retirement age policy have
been completed and analysis is now under way.1
The findings presented here are based on a
partial analysis of the responses to our first sub­
sample. These numbered 473, or 45 percent of
the plants in this first group. Fairly rough sta­
tistical techniques were used. A complete analy­
sis of this first subsample will be made with a view
toward utilizing the findings to establish hy­
potheses and perhaps draw some tentative con­
clusions. The analysis of the responses to the
second subsample, along with the data from our
20 field studies, will use more rigorous statistical
measures of association to test the hypotheses
established through the analysis of the first sub­
sample. Thus, the results presented here are
more in the nature of a progress report rather
than a complete statement of the preliminary
findings.
Analysis thus far has focused on ascertaining the
independent variables associated with the following
dependent variables: (1) presence or absence of a
pension or profit-sharing retirement plan; (2) gen­
eral character of the retirement age policy; and (3)
extent to which employees subject to policies
which are nominally compulsory are, in practice,
exempted from the rule and permitted to continue
at work beyond the compulsory age. We have
centered our attention on the following independ­
ent variables in relation to the three dependent
variables: size of the local plant; size of the entire
company of which the plant is a part; the presence
or absence of a collective bargaining agreement in


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Federal Reserve Bank of St. Louis

279

the plant; and classification of the plant as part of
a manufacturing or nonmanufacturing industry.
We have defined the normal retirement age as
the age at which an employee is eligible to retire
without reduction in his benefit because of age.
Of 346 establishments with pension or profitsharing plans which provided information on this
subject, 314 had a single age for all categories of
employees covered; of these, 287 used 65 as the
normal retirement age.
Two hundred and forty-seven plants with some
type of compulsory age policy provided informa­
tion concerning the age at which employees are
required to retire. In 194 cases, the same age ap­
plied to all employees in the plant. In 53 cases,
different compulsory ages applied to different
categories. Sixty-five is the predominant com­
pulsory age among the organizations in our
subsample.
The retirement age policies of employers
responding to our questionnaire were classified
into six types: (1) compulsory at normal retire­
ment age; (2) flexible with no upper age limit;
(3) compulsory at an age later than normal re­
tirement age; (4) flexible for some general cate­
gories of employees and compulsory at normal re­
tirement age for other categories; (5) compulsory
at normal retirement age for some categories,
and compulsory at an age later than normal
retirement age for other categories; (6) flexible
for some categories, and compulsory at an age
later than normal retirement age for other cate­
gories.
Our preliminary analysis confirms the fact that
plants which do not have a pension or profit-shar­
ing plan tend overwhelmingly (94 percent of the
cases) to have a completely flexible policy, and
that establishments with only a profit-sharing plan
are very likely to take a similar approach. We
have, therefore, restricted our initial analysis
to those plants which have formal pension plans
♦Associate Professor of Industrial and Labor Relations, Cornell Univer­
sity, and President, University of New Hampshire, respectively. John W.
McConnell was formerly Dean of the New York State School of Industrial
and Labor Relations, Cornell University.
1
Data were collected and processed from a questionnaire survey of em­
ploying organizations and from field studies of 20 employing organizations.
The sample of establishments used in the study is a weighted random sample
of all business and industrial units with 50 employees or more reporting to
the Bureau of Old-Age and Survivors Insurance in March 1956, stratified by
size. Railroads, nonprofit organizations, farms, households, and govern­
ment agencies were not included in the universe of reporting units from which
the sample was drawn. Mail questionnaires were sent to two independently
drawn subsample units of employers.

280
in order to ascertain more readily the possible
importance of the independent variables.
Among the six types of policies, all except Type 2
involve at least some “compulsion” for all or cer­
tain categories of employees. Type 2 thus con­
tains the greatest degree of flexibility, with Type 1
involving the greatest degree of compulsion. Our
discussion is concerned with the factors which may
be associated with the use of these two particular
policies.
Policy Type 2

Of the 311 plants with a pension plan responding
to our questionnaire, 75, or 26.7 percent, had a
Type 2 policy.2 When the relationship between
nominal retirement age policy and each of the
independent variables is examined, size of entire
company appears to be the only one to emerge
as significant.3 The percentage of plants which
have a completely flexible policy decreases as
size increases, ranging from 64.7 percent in the
size class 50-249 to 10 percent for the class 10,000
and over.4 The most important break occurs
between sizes 500—999 and 1,000-9,999. The
difference between sizes 50-249 and 250-499
(21.8 percentage points) is not quite significant
at the 5-percent level. However, the difference
between sizes 50-249 and 500-999 is significant,
as is the difference between class 50-249 and the
next two higher classes combined.5
The analysis of our data thus far indicates
that unionization appears to make no difference
as far as the prevalence of Type 2 policies is
concerned.
A rough check on possible association between
the prevalence of flexible policies and type of
industry as broadly dichotomized into manu­
facturing and nonmanufacturing did not reveal
any significant differences.6
Policy Type 1

Turning to an analysis of the Type 1 policy,
a somewhat different picture emerges, with size
of entire company seeming to play less of a
role. Given a choice between the degree of com­
pulsion represented by Type 1 and Type 3 policies,
factors other than size take on added significance.
Examining size in relation to the prevalence of


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Federal Reserve Bank of St. Louis

MONTHLY LABOR REVIEW, MARCH 1963

Type 1 policies, we find the only significant
differences to be those between category 50-249
and 1,000-9,999 and between category 1,0009,999 and 10,000 and over. However, when
union status is held constant while size is varied,
all differences by size disappear in the nonunion
group. When size is held constant, the nonunion
group with a Type 1 policy exceeds the union
group in the extreme size categories (50-249 and
10,000 and over). If there is an association
between the union-nonunion variable and fre­
quency of Type 1 policies, it is likely to be found
in the extreme size categories.
Scrutiny of the manufacturing-nonmanufac­
turing variable indicates that this may be of im­
portance. When all size categories are lumped,
the nonmanufacturing group with Type 1 policies
significantly exceeds the nanufacturing category.
Moreover, a greater percent of nonmanufacturing
firms appears in all size categories.
Frequency of Exceptions

Companies with compulsory policies frequently
make exceptions and permit employees who have
reached the compulsory retirement age to continue
at work for varying periods of time. We asked
employers who indicated they had a compulsory
policy to provide information as to the number of
employees in each plant who reached the compul­
sory retirement age since January 1, 1956 (or since
the present compulsory policy was instituted, if
later than that date), and how many of such em­
ployees were excepted from the rule and permitted
to continue at work.
2 For the remaining plants with pensions, the distribution was: Policy
1—40.8 percent; Policy 3—19 percent; Policy 4—5.1 percent; Policy 5—7.4
percent; Policy 6—1 percent. This distribution and the others in this article
refer to our weighted sample, not to the estimated actual distribution for the
country. In the later stages of our study, we shall attem pt to make estimates
of actual distributions.
3 Throughout this analysis, statistical significance is measured by the ttest at the 5-percent level.
* Five size classes were established: 50-249, 250-499, 500-999, 1,000-9,999,
and 10,000 and over.
5 We also explored the possible association of plant size (as distinct from
size of company of which the plant is a part) with frequency of Type 2 policies.
No differences of interest emerged either when size of plant by itself was
compared with policy, or when size of entire organization was held constant
while local size was varied.
3 In the later stages of the study, the manufacturing-nonmanufacturing
groupings will be broken down into finer industrial classifications as a means
of investigating the possible importance of the industry variable. Similarly,
it is hoped that the field studies will provide greater insight as to the possible
influence of the union status variable.

FLEXIBLE VERSUS COMPULSORY RETIREMENT POLICIES
P ercent

of

281

E m p l o y e e s R e a c h in g t h e C o m p u l s o r y R e t i r e m e n t A g e W h o W e r e E x c e p t e d F r o m t h e C o m p u l s o r y
R e t i r e m e n t R u l e U n d e r V a r io u s T y p e s o f C o m p u l s o r y R e t i r e m e n t P o l i c i e s 1

Type of compulsory
policy 2
All plants

Plants with no
employees excepted

Number
Total

174

Type 1___
Type 3.......
Type 4.......
Type 5.......
Type 6.......

110

36
12

13
3

103

Percent

Plants with 1-9 percent
of employees excepted

Number

Percent

59.2

8.6

54.5
72.2
58.3
61.5
66.7

10.0
2.8

Plants with 10-29
percent of employees
excepted

Plants with 30-49
percent of employees
excepted

Plants with 50 percent
or more of employees
excepted

Number

Number

Number

30

Percent

Percent

17.2

8.6

6.4

20.0

8.3
25.0
7.6
33.3

8.3
15.4

Percent

9.1
5.6
8.3
15.4

11.1

i Includes plants in which at least one employee reached the compulsory
retirement age. Period covered is January 1,1956 (or later, if the compulsory
policy was established after th at date) through June 30, 1961. All but a

few plants had formal pension plans; plants having profit-sharing plans were
also included.
2 See text for definition of types of compulsory policies.

Of the employers with compulsory policies who
responded to this question, some 174 indicated
that at least one employee in the plant had reached
the compulsory retirement age since the time
specified. Some 59.2 percent of the plants indi­
cated that no employees who had reached the com­
pulsory retirement age were excepted. (See ac­
companying table.) At the other extreme, 8.6
percent of the plants indicated that over 50 percent
of the employees reaching the compulsory age
were excepted.
In beginning our analysis, we have centered our
interest on the extreme type of compulsion in
which employees are required to retire at the nor­
mal retirement age (Type 1), and where there were
no exceptions made. In addition, we have re­
stricted our initial analysis to plants which have
a pension plan. Some 57 plants, or 56.4 percent
of the respondents with these characteristics, per­
mitted no exceptions during the period specified.
We have examined the strict enforcement of the
Type 1 policy (as represented by the absence of
exceptions) in relation to the variables. Of these,
size of entire company and union status appear
to emerge as significant. As was the case in our
analysis of “nominal” retirement age policies,
variations in size of local plants showed no differ­
ences concerning the propensity to make excep­
tions to the compulsory retirement rule.
When union and nonunion plants are compared
without reference to size, a significant difference
emerges, with 66.2 percent of the unionized plants
having had no exceptions in comparison to 38.9
percent of the nonunion plants. If size of entire
company is held constant, the difference of 30.4
percentage points between the union and nonunion
firms in the 1,000-9,999 category is significant.

In the remaining two categories, differences still
occur between the union and nonunion groups, but
the number of nonunion plants in these size cate­
gories is too small to warrant a test of significance.
However, a larger percentage of union plants with
no exceptions is found in each of these size
categories.
If the union status variable is held constant and
the size factor varied, the differences between
sizes discussed earlier hold up in the union cate­
gory, and in the nonunion category the difference
of 20.7 percentage points between the categories
50-999 and 1,000-9,999, although resulting from
too few cases to have statistical significance, is
clearly in the same direction as that found when
size is examined without reference to union status.
Thus, unionization and (largeness of) size seem
to be associated independently with a propensity
not to make exceptions to the compulsory retire­
ment rule.
Our examination of possible association between
the manufacturing-nonmanufacturing variable and
percentage exceptions yielded no differences of
interest.


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*

*

*

4s

*

Even after we have completed the analysis of
the first subsample, established our hypotheses,
and tested these through an analysis of our sec­
ond subsample, our work will only be partially
completed. In a sense, the most important task
will still remain to be done. This consists of
attempting to explain the extent to which the
associations uncovered actually represent cause
and effect relationships, and the forces giving rise
to such relationships.

MONTHLY LABOR REVIEW, MARCH 1963

282

Labor Market Experience of
Unemployed Older Workers
W alter H. F ranke *
T his a r t i c l e reports some of the findings of a
study of unemployed older persons in Peoria, 111.,
based on interviews conducted in July and August
1959 with 195 male workers age 45-64 who were
jobless during October 1957.1

Extent of Long-Term Joblessness

Most of the workers experienced very extended
periods of unemployment. Over half were with­
out work for a year or more. The high level of
extended joblessness reflects in part, of course,
the weak demand for labor generally during much
of the period covered.
Extended periods of unemployment were par­
ticularly frequent for workers who were age 55
and over, for those who had relatively little educa­
tion, for blue-collar workers with little skill, and
for those who had to leave their previous jobs for
reasons of health. Fifty-seven percent of those
with less than a ninth grade education were out of
work for a year or more, compared with only 44
percent of those with more education. The com­
bination of advanced age and low education had
particularly severe consequences. Sixty-five per­
cent of those age 55 and over with less than a
ninth grade education were without work for 12
months or more.
These data indicate that the market does
differentiate among older workers. The older
unemployed do not receive indiscriminate treat­
ment.
Work Experience

What kind of work records did these older
workers have to present to prospective employers?
The first point of significance is that half of them
had worked for their previous employer for 2
years or less. Only a third had worked as long
as 7 years on their previous jobs. The relatively
short tenure on previous jobs suggests that un­
employed older workers are not representative
of older workers generally. The average tenure of
employed workers of the same age in the Peoria

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labor market was almost certainly well above
that of these older unemployed workers.
Sixty percent of the workers had, however,
worked for a single employer for more than 10
years at some time. Those who found jobs
relatively quickly had substantial periods of work
with one employer more often than the long­
term unemployed, indicating that a steady work
record had some effect on employer decisions to
hire. Three-fourths had their major work ex­
perience as blue-collar manual workers. Only
about 1 in 5 could be classified as a skilled worker;
and among the long-term unemployed, only 15
percent had been employed in skilled work on
their longest job. Many of the jobs they had
worked on longest required either heavy or fast
work—jobs such as truck and tractor driver,
car loader, construction laborer, mine operative
and laborer, and machine operator. These are
not the kinds of jobs for which the greater ex­
perience of the older worker is a great advantage.
Few of the unemployed had taken any steps
to rectify deficiencies they might have had in
training or experience. Some of those who had
taken special occupational training within the
previous 5 years appear to have benefited in
shorter duration unemployment.
Involuntary permanent separations accounted
for a third of the reasons given for separation
from their longest job. The most common ex­
planation given for involuntary separation was
the permanent closing of the firm for which they
had worked. Among the long-term unemployed,
nearly 30 percent gave this reason.
Workers who said they left their longest job
voluntarily were more likely to be among the
short-term than among the long-term unemploy­
ed. A third of the long-term unemployed, how­
ever, had left their longest job voluntarily, either
because of dissatisfaction or to take what they
considered to be a better job. Also, a larger
proportion of the long-term unemployed than of
the others had left their longest job because of
•Assistant Professor of Labor and Industrial Relations, Institute of Labor
and Industrial Relations, University of Illinois.
1 The interviews constituted a part of a larger inquiry into the problems of
older workers. Their objective was to determine how personal and work
history characteristics, job market perceptions, and jobseeking patterns of
older workers relate to the duration of their unemployment.
Limiting factors in the study are as follows: The sample covers only work­
ers registered at an office of the State employment service; the Peoria area is
highly industrialized and the labor market heavily dominated by a few
large firms; and the time period was one of serious recession.

JOBLESS OLDER WORKERS IN THE LABOR MARKET

poor health, an injury, or because the work had
become too hard for them to continue.
The occupational distribution of the workers
at the time of their current period of unemploy­
ment is quite similar to the distribution on the
longest job. The major change is the substan­
tially greater proportion classified as service work­
ers. Agricultural workers, on the other hand,
declined to almost nothing. The occupational
shift is an indication that some of the skills learned
in previous employment had become obsolete.
The reasons given by the workers for separation
from their last jobs are indicative of the permanent
loss of security occasioned by an older worker’s
losing a long-tenure job. While only a small pro­
portion had been laid off of their longest job,
two-thirds had been separated from their most
recent job for this reason. For the long-term
unemployed, poor health was also an important
factor. One of every eight workers age 55-64
had left his last job for health reasons, compared
with only 1 of every 20 of those age 45-54.
Jobseeking Behavior

The conditions which an unemployed worker
considers as necessary requisites to accepting a
job give some indication of how “choosy” a job­
seeker he is. A majority in this study indicated
willingness to move their residence out of the
Peoria area in order to have a job, and nearly
all said they were willing to accept work other
than in their “regular” or usual occupations.
These answers indicate a willingness to adjust to
the kinds of jobs available. About three-fourths
of those willing to change occupations said they
would be willing to accept “any” kind of work.
Substantially fewer of the long-term than the
short-term jobless, however, had interest in
moving out of their home area for employment.
This difference is not attributable to the age
difference between the two groups. Those age
55 and over expressed willingness to move as
often as younger workers.
Most of the workers did specify a minimum
wage below which they would not be willing to
work. Only about one-quarter appeared to in­
dicate a wage as high as $2 per hour, and another
2 The data are based on worker statements of how they looked for work.


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283

fourth said they were ready to accept a job pay­
ing $1 or less an hour. Fifteen percent said they
were willing to accept any “living wage,” but did
not specify what this wage was.
Only 11 percent said they had refused a job
offer during their period of unemployment.
There are two possible explanations for the low
proportion who were offered jobs: (1) few jobs
were available for which they were acceptable
or qualified; and (2) the workers did not come in
touch with the jobs that were available.
Some of the findings indicate the efforts put
forth by the workers to find jobs.2 A large
majority made at least one direct application for
work to an employer. Nearly 20 percent, however,
made none. A minority said they had extended
their search outside normal commuting distance
of Peoria. As might be expected, fewer searched
for work outside the area than said they would be
willing to accept such work.
Only a small minority of the workers had
found such channels as mass media advertising
or the State employment service very helpful to
them in locating jobs when they were out of work.
In the experience of these workers, the most
fruitful method of job search was making direct
application to employers. The most common
pattern during this period of unemployment,
however, was to discontinue making applications
for work after a period of time. The most
frequent reasons given for this were discourage­
ment over repeated rejections by employers
because of age, fear of losing their “regular”
job if they accepted another job while on layoff,
conclusion that there just were no jobs available,
and expectation of recall or call to a job for which
they had applied earlier.
The data suggest that some of the workers
did not seek work with a high degree of urgency.
In part, at least, this appears to be the result of
discouragement with the prospect of finding work,
and of hope that former jobs or jobs they had
applied for would open up. Whether a more
diligent search would have been effective cannot
be answered.
Conclusions

The findings of this study suggest that it is
useful to distinguish three groups of unemployed

284
older workers. Different approaches to the prob­
lems of workers in these groups would seem to
be appropriate.
In one group are those whose level of education,
skill and training, health, or motivation to work
are such that their chances of obtaining work,
except in periods of extreme labor shortage,
appear to be very low. Many in this group are
over 55 years old. Consideration should be
given to making subsidized employment op­
portunities available to them or to making their
withdrawal from the labor force financially
feasible.
A second group, while they may be qualified
only for jobs at relatively low skill levels, appear
to have work records, levels of education and


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MONTHLY LABOR REVIEW, MARCH 1963

skill, and health which make them fully capable
of employment in private industry. Many are
out of work because of plant shutdowns or other
technological changes. Mitigation of their labor
market problems requires methods for minimizing
the permanent displacement of long-service
workers through such devices as interplant and
interdepartment transfers as well as special
efforts to assist them in finding jobs and to involve
them in retraining programs.
Finally, some older workers have skills and
abilities in such demand that loss of a job means
only a short period of unemployment. While
they could also benefit from the approaches sug­
gested above, they are able to manage in the
labor market through their own efforts.

Effects of Private
Pension Plans
on Labor Mobility
E

N o t e .— This article contains excerpts
from section I I of Private Pension Plans and
Manpower Policy, a U.S. Department of Labor
report prepared by Hugh Folk of the Uni­
versity of California with the assistance of staff
members of the department for the President’s
Committee on Corporate Pension Funds and
Other Private Retirement and Welfare Pro­
grams. Footnotes are not included, and for ease
of reading, omissions from the text have not been
indicated. The report will be published as BLS
Bulletin 1859.

d i t o r ’s

L a b o r m o b i l i t y in the United States has de­
creased in recent years. The causes of the decline
are by no means certain, and it is impossible to
say whether the forces leading to the decline are
growing in importance. It is true, however, that
some countries exhibit higher mobility and others
have lower mobility than the United States. Some
countries, such as Japan, the Federal Republic of
Germany, and Sweden typically exhibit low turn­
over. In Japan, the “lifetime job” is a wellestablished principle, and workers are very closely
bound to the employer. In Sweden and Germany,
efforts have been made to increase labor mobility.
Yet all of these countries have recently exhibited
high rates of economic growth. This suggests that
labor mobility is only one of the factors contrib­
uting to growth and development but not the
primary factor.
Movement of workers from one job to another is
but one adjustment needed in a growing economy.
While mobility in the United States has decreased,
it does not now appear that inadequate mobility
is a general problem of the economy, although in
certain occupations and industries more outward
movement is desirable. Movement out of these
industries and occupations is probably not im­
peded by unwillingness to change to other jobs,


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but rather by the shortage of other jobs to which
workers might change and by the educational and
training qualifications necessary for the jobs which
are available. If mobility is generally adequate,
then the prevalence of pension plans which in some
instances impede mobility cannot be criticized
from the point of view of economic policy for
reducing mobility below desirable levels.
Pensions are only one of the influences which tie
workers more closely to their jobs with increasing
age and length of service. Identification of the
effect attributable to pensions alone, and not to
seniority provisions, age composition of the work
force, size of firm, wages, or industry, is almost
impossible because firms with pensions frequently
are large and often have high wages and strict
seniority provisions, and are older with relatively
large numbers of older workers. Classification of
firms into pension and nonpension groups and com­
parison of total separation and hire rates therefore
throw little light on the independent effect of
pensions on turnover.
The possible effects of pensions on mobility may
be summarized briefly:
1. Rigid maximum hiring ages are often found
in firms with pension plans; by reducing the op­
portunity for older workers to change jobs, such
practices may inhibit mobility.
2. The expectation of additional pension bene­
fits to be earned in the future may induce workers
to continue their present jobs rather than change
to another firm which does not offer pension
coverage. The importance of pensions to different
workers will vary with the characteristics and
attitudes of the workers. Older workers may be
especially reluctant to move from a job with
pension coverage to an uncovered job, even if
benefits earned by completed service are fully
vested. The immobilizing effects of benefits to
be earned in the future do not appear to differ in
substance from the immobilizing effects of higher
wages or better working conditions, and therefore
should be no more subject to criticism.
3. Unvested benefits may be a large part of the
employee’s wealth, and thereby may make job
changing extremely costly to him. The greater
the length of service, the larger the benefits will
be; hence, unvested pensions tend to reduce the
mobility of workers with long service (who are
usually older workers) much more than shortservice workers. Even multiemployer plans,
which allow workers to keep their benefits while
285

286

MONTHLY LABOR REVIEW, MARCH 1963

T a b l e 1.
and

L abor T u r n o v er R a te s, by I n d u stry , A g e,
P e n s i o n C o v e r a g e , 1955,1 Six A r e a s 2
[Per 100 employees]
Years of age

pension class, and type
All U nder 25 to
of rate
ages
25
34

35 to
44

45 to
54

30
29
14

18
18

62
58

55 to 65 and
64
over

All I ndustries
P ension:
Hires___________
Separations______
Quits__ _____
No pension:
Hires..................... _
Separations______
Quits................

37
34
17

91
74
41

42
39

67
62
24

115
92
47

81
74
34

22

97
98
27

194
173
38

107
134
36

146
136

135
113

20

21

30
27
14

13
3

ii
50
9

53
51
16

38
37

31
50

12

11

108
104
23

84
65

72
71
5

48
99

186
173
24

143
136

139
132

21

21

144
148
18

157
170
9

83
64
38

39
34

24
27
12

15
14
5

10
2

49

21

53
46
23

115
81
43

64
59
34

47
41
19

34
30

25
9

14
36

11

25
25
13

57
41
31

29
29
16

28
29
15

10
12
2

5

34

45
41
24

50
40

20

2

9

32
23
7

12

16
5

2

60
55
25

125
106
51

63
62
30

49
46

28
28

20

10

68

65
35

123
104
60

86

81
47

54
56
30

42
44

29
29

52
48
37

30
31
24

96
83
49

135

118

120

101

90

65
62
18
67
69
26

22

6

12

C onstruction
Pension:
Hires___________
Separations______
Quits......... ......
No pension:
Hires___________
Separations.........
Quits_______

11

11

M anufacturing
Pension:
Hires___________
Separations______
Quits________
No pension:
Hires.......................
Separations______
Quits................
P ublic U tilities

9

20

8

8

10

3

Pension:
Hires___________
Separations..........._
Quits................
No pension:
Hires...... ................
Separations______
Quits________

22

8
8

4

7
70
6

3
1

T rade
Pension:
Hires................... .
Separations............
Quits________
No pension:
Hires.....................
Separations.........
Quits________

21

8

15
4

26

34
36
17

19
38

21

18
25
16

12

4

59

91
76
48

84
70

179
157
70

70
63
19

111

65
59
29

6

12

F inance 4
Pension:
Hires___________
Separations...........
Q u its..............
No pension:
Hires_______ ____
Separations______
Quits...... ..........

21

7
4

6

7
79

3

22

22

49
38
19

34
49
16

60
61
15

34
36

41
38

44

6

6

18

60
63

78
84
28

49
52
13

50
67
16

Services
Pension:
Hires___________
Separations______
Quits________
No pension:
Hires___________
Separations............
Quits_______

106
46

22

68

1 In establishments with 50 workers or more covered by State unemploy­
ment insurance laws or by the Railroad Retirement Act. "Years ending June
1955. except Los Angeles (March 1955) and Seattle (December 1955).
2 Detroit, Los Angeles, Minneapolis-St. Paul, Philadelphia, Seattle, and
Worcester. Turnover data from Miami not available.
3 Includes transportation, communication, and other public utilities.
4 Finance, insurance, and real estate.
Source: Derived from unpublished tabulations furnished by the Bureau
of Employment Security.


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shifting among firms within the plan, may tie
employees closely to the industry and union
which control the plan. These plans seldom in­
clude vesting (other than early retirement which
is often accompanied by restrictions on other
employment) and usually require long periods of
covered employment for receipt of benefits.
Influence of Pensions on Turnover

The most comprehensive data dealing in turn­
over rates for firms with and without pensions
come from the Seven City Study conducted in
1956 by the Bureau of Employment Security.
Firms with pensions had lower turnover in most
age brackets in all industry divisions (table 1).
Hiring and separation rates are nearly equal in
size for each age, industry, and pension class,
except for workers 65 years and older. Thus,
there is no noticeable tendency for firms with
pensions to separate more older workers than
they hire.
The ratio of the separation rate in nonpension
firms to the rate in pension firms appears to in­
crease with increasing age in most industries,
particularly for workers 45 and older. The
sharper decrease in separation rates with increasing
age in firms with pensions would be expected if
pensions made an important contribution to
lower turnover. For workers 55 to 64, the ratio
of separation rates ranges from about 1.4 in
services to 6.3 in finance, insurance, and real
estate (ignoring transportation, communication,
and utilities, in which the ratio is 0.5).
Classified by number of employees, firms with
pensions have lower turnover rates than firms
without pensions in each size-of-firm and age
class. Turnover rates generally are inversely
related to size of firm.
The same patterns prevail in quit rates for
pension and nonpension firms classified by in­
dustry division. The quit rates are actually
higher in pension firms for workers 25 to 44 years
old in construction, under 25, 35 to 44, and 55
to 64 in transportation, and under 25 in services.
On the whole, however, pension firms have lower
quit rates than nonpension firms.
Quit rates by age for pension firms classified by
size of firm also are lower than quit rates of simi­
larly classified nonpension firms (table 2). The
quit rates are inversely related to size of firm.

287

EFFECTS OF PRIVATE PENSION PLANS ON LABOR MOBILITY

Other Immobilizing Influences

These data do not prove that pensions reduce
mobility, but they clearly demonstrate that firms
with pensions have lower turnover and quit rates,
independently of industry or size of firm, although
the lower mobility of workers in pension firms
cannot be laid to pensions alone. There are
three major reasons why pensions may not be the
principal immobilizing influence.
First, characteristics other than industry or
size of firm which affect mobility may differ be­
tween pension and nonpension firms. Pensions
are more common in high wage firms, and much
more common in unionized firms [which] are
likely to have strict seniority rules and effective
grievance procedures which minimize the neces­
sity of changing jobs to obtain satisfactory work
situations. Firms in seasonal industries (with
characteristically high labor turnover) are less
likely to have pension plans than firms with
fairly steady year-round employment. In other
words, pension firms are likely to offer better
compensation, working conditions, and job se­
curity than nonpension firms, and might be ex­
pected to have lower turnover regardless of the
effect of pensions in holding workers.
Second, pension firms have lower accession rates
than nonpension firms. If the patterns of separ­
ation of pension and nonpension firms are similar
to those of all firms, the lower accession rates of
pension firms would mean that fewer short-service
workers who are prone to quit or are frequently
discharged are employed. The lower accession
rates of pension firms may be a result of lower
separation rates induced by pensions, but they are
also related to the lower rate of growth of em­
ployment in firms with pensions.
Third, pension firms have lower separation and
quit rates in most age groups in all industry and
size-of-firm classes, although the differences are
largest for older age groups. Since the effect of
pensions on the mobility of young workers is
probably quite small, this finding suggests that
factors other than pensions account for much of
the lower mobility of workers in firms with pensions.
Turnover among young workers is quite high
in pension firms, and quit rates in pension firms
in most industries drop below 10 percent only
1
If employment earns the employee a right to a future pension or a cash
refund of both the employee’s contribution (if any) and the employer’s
contribution, the pension is said to be vested.


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T a b l e 2. A n n u a l Q u i t R a t e s , b y S iz e o f E s t a b l is h ­
m en t, A g e, and
P e n s io n
C o v e r a g e , 1955,1 Six
A reas 2
[Per 100 employees]

Pension class and age

All
estab­
lish­
ments

Number of employees in establishments
50-99

100-499 500-999

1,0004,999

5,000
and
over

Workers under 45
years:
Pension.. _______
No pension...........

23
33

29
39

27
33

21
39

20
22

23

Workers 45-64 years:
Pension_____. . . _
No pension....... ......

15

6
21

7
14

3
12

4
7

4

1 See footnote 1, table 1.
2 See footnote 2, table 1.
Source: Derived from unpublished tabulations furnished by the Bureau
of Employment Security.

after age 45. The willingness of workers under
45 to quit jobs is probably sufficiently high to
accommodate necessary employment shifts even
in pension firms. In short, the immobilizing
effects of pensions which might be significant
for manpower policy are likely to be important
principally for older workers who stand to lose
large unvested benefits, are close to retirement,
and face special difficulties in finding new jobs.
Pension Trends Affecting Mobility

Three recent developments in pension plans
may have had the effect of reducing the immobiliz­
ing effects of pensions: (1) vesting has become
more common;1 (2) early retirement and dis­
ability retirement are being provided in an in­
creasing number of plans; and (3) collectively
bargained multiemployer plans have grown in
importance.
Vesting. In 1952, when collectively bargained
pension plans were relatively new, only onefourth of the 300 plans studied by the Bureau
of Labor Statistics included vesting provisions,
while in late 1958, almost six-tenths of the 300
plans included vesting. Vesting was more
common in single-employer plans than in multi­
employer plans.
How significant is the trend toward vesting for
labor mobility? The immobilizing effects of pen­
sions are likely to be most important for older
workers with long service. Workers with vested
pensions do not stand to lose benefits, so their
reluctance to change jobs is perhaps less than that
of workers with unvested pensions. The provision
of vesting with 10 years or more of required service

288
can probably do much to decrease the immobilizing
effects of pensions on the age and service groups
for whom pensions are likely to have the most
significance. Nevertheless, the propensity of longservice workers to change jobs is quite low even
in nonpension firms. It is unlikely, therefore, that
even liberal vesting provisions requiring attain­
ment of age 35 or 40 and as little as 5 years of
service would do much to increase the total amount
of jobchanging of workers with vested pensions.
If the independent effect of pensions in reducing
mobility is small, then the effect of vesting in
increasing mobility is also likely to be small.
However, the increase in mobility which results
from the spread of vesting may be quite significant
for senior white-collar workers to whom unvested
pensions may be important reasons for not chang­
ing jobs, since job-security provisions are uncom­
mon in this group.
Early Retirement. Many plans which make no
other provision for vesting provide for retirement
before the normal retirement age (usually 65) at
the option of the employee, sometimes with the
employer’s approval. In one or two instances,
early retirement is at the option of the employer.
The service required for early retirement is often
lengthy, as much as 30 years. When early retire­
ment provisions are included in pension plans, the
minimum age is often 55 or 60 years. Occasion­
ally, early retirement is accompanied by a larger
pension between retirement age and age 65 when
the worker becomes eligible for OASDI (or age 62
for women, and for men since 1961), and many
plans permit income equalization options.
Early retirement may make an important con­
tribution to decreasing the immobilizing effects
of pensions, since early retirement makes it
possible for the worker who is only a few years
away from normal retirement age to leave his
job without forfeiting his pension.
Early retirement provisions have undoubtedly
become more common in the past few years.
Of 300 collectively bargained plans in force in
1958, 218 included early retirement, and only
71 had neither vesting nor early retirement.
Early retirement nearly always results in the
worker receiving a smaller pension than he would
receive if he worked to the normal retirement age.
For some industries, however, the results are
favorable to workers as long as retirement is at

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MONTHLY LABOR REVIEW, MARCH 1963

their option. Early retirement may permit a
worker to quit a heavy job and find a light job
at which he may be able to work past the normal
retirement age.
Disability retirement provisions are unlikely
to have much effect on mobility, since disability
standards are usually quite restrictive. The
worker who draws a disability pension, however,
does have his pension rights protected.
Multiemployer Rians. Most multiemployer pen­
sion plans are negotiated by a union with a num­
ber of employers or with an employers’ association
and cover workers in one industry either nationally
or in some area. Such plans provide a limited
degree of pension portability. As long as workers
shift between employers who are members of such
plans, the workers’ pension rights are protected.
Multiemployer plans include vesting less fre­
quently than do other negotiated plans.
In industries where workers show high attach­
ment, multiemployer plans can provide sub­
stantial protection of pension benefits. Such
plans need not reduce interfirm or interarea
mobility, although they perhaps restrict inter­
industry and occupational mobility. Even these
immobilizing effects are likely to be small if the
plans provide that workers can continue member­
ship in the plan by making contributions after
ceasing to work in covered employment. Such
provisions are not common.
There is some tendency for several plans in the
same industry which are established by a single
international union to provide reciprocal transfer
of credits or to merge into a single plan. The
coordinated plans or single plans which result
naturally provide additional protection of pension
benefits for covered workers who change jobs.
The immobilizing effects of multiemployer plans
are probably much smaller than the effects of
unvested single-employer plans. Nethertheless,
in many industries, portability of pension credits
among employers in the same industry is an in­
ferior substitute for vesting. In others, it provides
protection of pension credits which is often superior
to vesting. Relatively few single-employer plans
provide vesting before age 40 and 10 years of
service, but multiemployer plans permit young
workers with short service to keep their pension
credits when they move to other employers who are
members of the plan.

Summaries of Studies and Reports
Wages in the Basic Iron and Steel
Industry, March 1962
W ag e r a t e s and supplementary benefits in the
basic iron and steel industry directly affect the
costs of an industry basic to the economy and the
welfare of a substantial group of workers. Nearly
a half million production and related workers
were covered by the Bureau of Labor Statistics
present study of wages in the industry.1 In the
study, information was obtained as of March
1962 on the distribution of workers by average
hourly earnings, earnings in selected occupations,
and the incidence of such establishment practices
as paid vacations, paid holidays, and other sup­
plementary wage benefits. For virtually all of
the workers, these conditions were established by
collective bargaining agreements, most of which
had been negotiated with the United Steelworkers
of America, which had contracts with companies
accounting for about nine-tenths of the produc­
tion and related workers.
The study covered establishments employing
250 workers or more and classified as blast fur­
naces, steel works, and rolling and finishing mills.2
Information was obtained from individual com­
pany reports submitted to the American Iron and
Steel Institute, in connection with that organiza­
tion’s regular data-reporting program, and ex­
panded to accommodate the occupational re­
quirements of the BLS study. BLS staff selected
the occupations studied separately, participated
in the development of the supplemental forms,
instructions, and definitions required, and re­
viewed all reports for completeness and con­
formity with definitions and instructions.
Information used in the development of the
average earnings and the earnings distribution for
all production and related workers (table 1) was
obtained from companies employing slightly more
than four-fifths of the 484,600 workers estimated
to be within the scope of the survey. The em­
ployment estimates in table 1, however, relate
to the entire industry as previously defined.


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The occupational portion of the study was
limited to plants (1) having a common job evalua­
tion system (developed jointly by the major steel
producers and the Steelworkers union and com­
monly ref erred to as the Cooperative Wage Study
(CWS) system) and (2) having the same minimum
rate of $2,285 (including an 18K-cent cost-of-living
adjustment) and the same wage increment (7
cents) between job classes. The estimates pro­
vided in this portion of the study (table 2) relate
to those plants reporting; such plants employed
325,100 production and related workers at the
time of the study and accounted for nearly all
workers employed under this common job evalua­
tion and rate system, and about seven-tenths of
the workers in the industry.3
Earnings

In March 1962, earnings of production and
related workers in the basic iron and steel industry
averaged $3.17 an hour, exclusive of premium
pay for overtime and for work on weekends,
holidays, and late shifts.4 Workers paid on an
incentive basis averaged $3.42 an hour, compared
with $2.70 an hour for workers paid time rates.
This difference is significantly influenced by the
occupational mix of workers in the two categories
of wage payment.
Earnings of all but 1 percent of the workers
within the scope of the study ranged from $2.20
1 The full report on the study appears in BLS Bulletin 1358, Industry
Wage Survey: Basic Iron and Steel, March 1962.
2 Industries 3312 (excluding merchant coke ovens), 3315, 3316, and 3317 as
defined in the 1957 edition of the Standard Industrial Classification Manual,
prepared by the Bureau of the Budget. Establishments manufacturing
electrometallurgical products (industry 3313) were excluded from the study.
Separate auxiliary units, such as central offices, and establishments producing
solely for the use of a parent company classified in other than the steel indus­
try were also excluded.
2
A few plants use the CWS system but have slightly different minimums
and/or wage increments. Such plants were excluded from the occupational
portion of the study.
4
The gross average hourly earnings published in the Bureau’s monthly
hours and earnings series for the blast furnace and basic steel products
industry group was $3.29 in March 1962. The difference between this figure
and $3.17 is accounted for largely by the inclusion in the series of premium
pay for overtime and for work on weekends, holidays, and late shifts. The
remaining amount may be due to differences in survey coverage. Unlike
the present wage survey, the Bureau’s monthly series includes all establish­
ments classified in industry group 331, as defined in the 1957 edition of the
Standard Industrial Classification Manual.

289

MONTHLY LABOR REVIEW, MARCH 1963

290
to $5 an hour. In the earnings array, the middle
half of these workers earned between $2.78 and
$3.51. This 73-cent spread compares with a 51cent interquartile range for time-rated workers
and a 56-cent range for incentive-paid workers.
Differences in the earnings levels for these two
groups of workers explain the wider range recorded
for all workers. Two-thirds of the time-rated
workers earned less than $2.80 an hour, compared
with less than 5 percent of the incentive-paid
workers. At the other extreme, 40 percent of
the workers receiving incentive pay earned $3.50
or more an hour, but less than 1 percent of the
time-rated workers earned as much as $3.50.
As indicated previously, the study of occu­
pational earnings was limited to plants using
common job evaluation and rate systems. Al­
though the common job evaluation system consists
of 32 job classes (job classes 1 and 2 have the same
rate), fewer than 3 percent of the workers were in
job class 17 or above at the time of the study, and
more than half were in the first 8 job classes.

Job class
__
_ _ ___

1 and 2
3______________________
4______________________
5______________________
6 ______________________
7______________________
8______________________
9______________________
10______________________
11______________________
12______________________
13______________________
14______________________
15______________________
16______________________
17 through 32 __
_ ___

Workers in steel plants having a
common job evaluation system, by
job classes, March 196S_________
Cumulative
Percent
percent

7. 0
5. 8
7. 1
8. 9
10. 4
8. 0
10. 1
6. 7
5. 4
4. 1
4. 6
3. 5
8. 4
3. 2
4. 2
2. 7

7. 0
12. 7
19. 9
28. 7
39. 1
47. 1
57. 3
64. 0
69. 3
73. 5
78. 0
81. 5
89. 9
93. 1
97. 3
100. 0

N o t e : Because of rounding, sums of individual percentages do not
equal 100.

The 79 jobs for which data are provided in table
2 are representative of some of the more important
types of occupations found in the industry. They
accounted for approximately 57,000 workers—
slightly more than a tenth of the industry’s pro­
duction and related workers at the time of the
study. The occupations were limited to the indi­
cated departments except that maintenance and
service jobs were found in several departments.
Among the occupations studied, average
straight-time hourly earnings ranged from $2.32

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T

a b l e 1.
P e r c e n t D is t r i b u t i o n o f P r o d u c t io n a n d
R e l a t e d W o r k e r s i n B a s ic I r o n a n d S t e e l E s t a b ­
l is h m e n t s ,
by
A v e r a g e S t r a ig h t - T im e H o u r l y
E a r n in g s 1 a nd M et h o d o f W a g e P a y m e n t , M a rch

1962
Average straight-time
hourly earnings1

All workers

Time-rated Incentiveworkers paid workers

Under $2.20 _ _ ______________
$2.20 and under $2.30 _________
$2.30 and under $2.40_______ ____
$2.40 and under $2.50___________

0.1
4.6
2.7
5.5

0.4
12.9
7.4
14.7

0.2
.5

$2.50 and under $2.60___________
$2.60 and under $2.70___________
$2.70 and under $2.80___________
$2.80 and under $2.90-.....................
$2.90 and under $3.00___________

3.5
3.9
6.2
6.4
8.0

9.0
7.8
14.7
5.5
7.4

.5
1.7
1.6
6.8
8.4

$3.00 and under $3.10___________
$3.10 and under $3.20.......................
$3.20 and under $3.30___________
$3.30 and under $3.40___________
$3.40 and under $3.50__________

4.6
8.0
8.7
5.2
6.4

3.4
9.6
4.7
.8
.8

5.3
7.2
10.9
7.6
9.5

$3.50 and under
$3.60 and under
$3.70 and under
$3.80 and under
$3.90 and under

$3.60.......................
$3.70___________
$3.80___________
$3.90___________
$4.00________ ___

7.1
4.1
2.7
5.1
1.2

.3
.1
(2)

10.8
6.2
4.2
7.8
1.8

$4.00 and
$4.10 and
$4.20 and
$4.30 and
$4.40 and

under $4.10___________
under $4.20___________
under $4.30___________
under $4.40__________
under $4.50______ _____

.9
2.3
.2
.4
.2

(2)
(2)
(2)
(2)
(2)

$4.50 and
$4.60 and
$4.70 and
$4.80 and
$4.90 and

under $4.60.____ _____
under $4.70___________
under $4.80_________ _
under $4.90___________
under $5.00_______ __

.4
.2
.4

(2)

(2)

.1

.2
.1

1.3
3.6
.3
.7
.3
.1

.5
.3
.6
.1
.2

(2)

1.1

$5.00 and over_________________

.7

Total.......................................

100.0

100.0

100.0

Total number of workers________
Average hourly earnings1................

484,600
$3.17

170, 400
$2.70

314,200
$3.42

1 Excludes premium pay for overtime and for work on weekends, holidays,
and late shifts.
2 Less than 0.05 percent.
N ote : Because of rounding, sums of individual items may not equal 100.

for janitors to $5.57 for tandem mill rollers. In­
clusion of premium pay for work on Sundays and
late shifts raised the averages by less than 2 per­
cent for 10 jobs, 2 and under 4 percent for 33 jobs,
4 and under 6 percent for 35 jobs, and 6 percent
for 1 job. The largest differences (5-6 percent)
were recorded in coke oven, blast furnace, and
open-hearth occupations. The percentage dif­
ferences in electric furnace and blooming and billet
mill occupations also tended to be greater than in
other processing jobs studied.
Within most of the occupations studied, indi­
vidual earnings varied widely. This is reflected
in the broad range of company averages recorded
for the same occupation. For example, company
averages for first helpers on open-hearth furnaces
ranged from under $4 to more than $6 an hour.
Similarly, averages for wire drawers ranged from
under $2.80 to about $4 an hour. Such variations
were due to company and establishment differ-

291

WAGES IN BASIC IRON AND STEEL INDUSTRY

ences in the job class (and, thus, the rate) for a
particular occupation and to the extensive use of
incentive wage systems.
Since the job class of each occupation in estab­
lishments using the CWS job evaluation system is
determined by point values assigned to a number
5 These factors are: Preemployment training, employment training and
experience, mental skill, manual skill, responsibility for material, responsi­
bility for tools and equipment, responsibility for operations, responsibility
for safety of others, mental effort, physical effort, surroundings, and hazard.
6 Only employees on standard or journeymen rates were included in the
repair and maintenance trade or craft occupations studied. Workers at the
intermediate and starting rates were excluded.

of rating factors,5 it would be expected that the
job class assigned to any one occupation would
vary somewhat among companies and among
plants within the same company. Two or more
job classes were, in fact, reported for each of the
occupations studied. For some occupations (par­
ticularly the maintenance trades) this variation
was relatively minor. Thus, virtually all of the
bricklayers were in job class 15, and all but a very
few of the carpenters were in job class 13.6 Among
many of the occupations, however, substantial

T a b l e 2. N u m ber a n d A v erage S traigh t -T ime H ourly E a r n in g s ,1 I n c l u d in g P rem ium P ay for S u n d a y a n d
L ate S h ift W ork 2 of W orkers in S elected O ccupations and J ob C l a sse s , in B asic I ron a n d S t e e l E s t a b l is h m e n ts H a v in g A C ommon J ob E valu a tio n S ystem ,3 M arch 1962__________________________________________________
Average hourly earnings
Department and occupation

Num­
ber of Straightworkers time i

Average hourly earnings

Straight-time
plus sh ift 2
and Sunday
premium pay

C oke W orks and B yproducts
Benzol stillmen_____________________
Door machine operators________ _____
Heaters____________________________
Lidinen____ __________ ___________
Pusher operators..... .............. ....................
W harfm en..___ ____________________

$3. 59
3. 29
3.78
2.92
3.36
2.63

$3.77
3.47
3.97
3.09
3. 55
2.79

522
248
527
964
607
291
160
599

3.09
3.39
3.65
3.16
3.31
3. 40
3. 25
2 . 82

3.26
3. 57
3.85
3.33
3. 49
3. 58
3. 43
2.97

655
1,645
1,064
867
1,640
347
691

4. 37
5. 26
4. 23
3.07
4.30
4.02
3.49

4. 59
5. 52
4.45
3.24
4. 52
4. 24
3.68

177
139
18

4.79
3.34
2.97

4.99
3. 49
3.06

Blooming and slabbing mill rollers
Bottom makers____ .1_______________
Guide setters___ ______ ________ . . .
Levermen___ _____________________
M anipulators.. ________________
Soaking-pit cranemen________ _
Soaking-pit heaters__ _____

174
257
48
62
197
676
439

5. 52
3.53
3.67
3. 98
4.26
4.13
4.6 6

5.75
3.71
3.82
4.11
4.45
4.33
4.89

B loom, Slab, and B illet Conditioning and Shipping
Hookers________________________
Scarfers_____________

895
1,344

2.93
3.53

3. 07
3.69

870
247
132
589

2. 59
3.22
4.18
3. 51

2 . 66
3.33
4.31
3. 64

B last F urnaces, D ocks, and Ore
H andling

Open H earth
Charging-machine operators___________
First helpers_____ ________ _________
Ladle cranemen_____________________
Raw materials Stockers..______ ______
Second helpers______________________
Second steel pourers_________________
Stockyard cranemen________________
E lectric F urnaces
First helpers___ _______________ ____
Moldmen_________ _ _______ . . . . . .
Stopper m ak ers...____ _____________
B looming, Slabbing, and B illet
M ills

1 Excludes premium pay for overtime and for work on weekends, holidays,
and late shifts.
2 Includes premium pay for work on Sundays and late shifts, but excludes
premium pay for overtime and work on holidays.


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Cold-strip slitters
Heaters __
Loaders... . .
Roughers. ..
Strip finishers
____
Strip-mill cranemen
Tandem-mill rollers__________________
Tractor operators.________ __________

387
97
80
249
443
905

$3.87
5.17
3.71
4. 80
4.78
3.51
5. 57
3.13

$3.98
5.36
3.81
4.96
4. 94
3. 69
5. 70
3. 24

133
133

3.51
3.51

3. 61
3.62

Assistant bar-mill rollers_____________
Bar catchers..
Bar-mill roughers____________________
Chargers__________________________
Coders_________ _. _______________
Rod finishers. _____________________
Shearmen_______ __________________

179
314
282
234
65
81
183

4.34
3.63
3.83
3.13
3.38
4.31
3.37

4. 46
3.74
3.93
3. 22
3.45
4.38
3. 47

W ire
Bundlers. _________________________
Nail-machine operators.. ____________
Straighten and cut operators ____ ___ _
Wire“drawers (continuous)................... .

192
153
89
1,097

2.93
3.73
3.15
3. 59

2. 97
3.78
3.21
3.65

368
185
273

3.10
3.15
3.14

3.18
3.22
3. 22

692

3.31
3.47
3. 55
3.27
3.39
2.32
2.34
3.23
3.60
3. 53
3.45
2.89
3. 44
3. 28
2.74
3.48
3. 51
3. 56

3.41
3. 53
3. 68
3.33
3.57
2.39
2.43
3. 35
3.78
3. 63
3.58
3.01
3. 60
3. 36
2.81
3. 54
3.52
3. 62

282
111

P lates
Burning-machine operators
Layerouts. _ .
B ars

T ube F inishing
Cut-off machine operators___ _________
Hydrastatic testers_______ _ ________
Pipe straighteners___________________
M aintenance

C ontinuous H ot-Strip M ills
Assorters_____ ____________________
Banders_______ _
C oders_____ ______________________
Coil feeders....... ........................................ .

Num­
Straight-time
ber of Straightplus sh ift 2
and Sunday
workers time 1
premium pay

C ontinuous H ot-Strip M ills—Con.
176
490
364
521
396
258

Cinder snappers____________________
First blowing engineers. ........................ .
Keepers___ I _______________________
Keepers’ helpers_______________ _____
Larrymen___ ______________________
Ore-bridge cranemen_________________
__.
Sinter-machine operator___
Stock unloaders.I_____________ _____

Department and occupation

and

Services

Automotive repairmen ____________
Boiler makers_______________________
Bricklayers__________ _____________
Carpenters___ ____________________
First power engineers________________
Janitors______ _________ _________
Laborers________ _________________
Locomotive cranemen________________
Locomotive engineers (general)________
Machinists_________________________
_____________________
Millwrights
Mdlwright helpers. ___ ____________
Motor inspectors____________________
Pipefitters____ ___________________
Pipefitters’ helpers___________ ______
Rod turners___ _____ _ . ________ _
Toolmakers _
_
._ _________
Wiremen electricians__ ______________

1 ,1 2 2

1,883
1,257
266
1,605
5,980
608
1,292
3,598
3,524
2,314
2,383
1,768
868

470

101

1,528

3 Tabulation limited to establishments having a common job evaluationsystem, the same minimum hourly rate of $2,285 (including an 18J4-cent
cost-of-living allowance), and the same wage increment (7 cents) between job
classes.

292
proportions of the workers were in several different
job classes; e.g., data for tandem-mill rollers in
continuous hot-strip mills included 13 job classes.
The majority of the workers in all but six of the
occupations studied were paid on an incentive
basis. Assorters in continuous hot-strip mills,
janitors, laborers, toolmakers, automotive repair­
men, and first power engineers were the only occu­
pations predominantly paid on a time-rate basis.
Incentive workers earned substantially more
than hourly rated workers employed in the same
occupation and job class in each of the 28 instances
where comparison was possible. The advantage
for incentive workers was approximately 30 per­
cent in 2 classifications (job class 4, hookers, and
job class 10, wire drawers), from 15 to 25 percent
more in 12 classifications, from 10 to 14 percent
more in 13 classifications, and 9 percent more in
1 classification (laborers, job class 2).
Establishment Practices

Provisions in the industry for premium payment
for work on late shifts, weekends, and hours out­
side the regular work schedule, as well as for sup­
plementary benefits applying to production work­
ers are practically uniform, with only minor
variations among the smaller companies.7 The
provisions summarized here were in effect at the
time of the study in nearly all steel companies
having agreements with the Steelworkers.
Shift Differentials. Hours worked on the after­
noon and night shifts were paid for at premium
rates of 8 and 12 cents an hour, respectively.
Because of the continuous operations required by
many steelmaking departments, a large proportion
of the workers in the industry are regularly
scheduled to work on late shifts. At the time of
the study, a fourth of the workers were employed
on the afternoon shift and a fifth on the night shift.
Sunday Premium Pay. Many employees were
also required to work on Sundays as part of their
regular workweek. A premium rate of 25 per­
cent based on the regular rate of pay (average
7 There may also be minor variations as to one or more of these practices
in those few cases in which production and maintenance employees are repre­
sented by independent unions.
8In April 1962, the Steelworkers and major producers signed new contracts
which provided improvements in some of these benefits and changes in other
agreement terms. (See Monthly Labor Review, May 1962, pp. 552-554.)


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MONTHLY LABOR REVIEW, MARCH 1963

straight-time hourly earnings for incentive work­
ers) applied to all hours worked on Sundays
which were not paid for on an overtime basis.
Overtime Provisions. Overtime at the rate of l lA
times the regular rate of pay was paid for: (1)
Hours worked in excess of 8 in a workday and 40
in a payroll week; and (2) hours worked on the sixth
or seventh workday (a) in a payroll week during
which work was performed on 5 other workdays
or (b) in a 7-consecutive-day period during which
the first 5 days were worked.
Paid Holidays. Seven holidays with pay were
provided: New Year’s Day, Good Friday, Memo­
rial Day, Independence Day, Labor Day, Thanks­
giving, and Christmas. (By local agreement,
another day may be selected in place of Memorial
Day.) Double time and a fourth (total) was
paid for all hours worked on a holiday.
Paid Vacations. The length of the vacation pe­
riod and the amount of pay provided depended
on the employee’s length of service with the
company. The following tabulation indicates
the provisions in effect at the time of the study,
as well as the changes effective January 1, 1963.
Years of service

Vacation time off

In effect during 1962
1 week
1 but less than 3-----1 week
3 but less than 5__ _
5 but less than 1 0 ____ __ 2 weeks-2 weeks-_
10 but less than 15__
3 weeks15 but less than 25—
_ 3 weeks. _
25 or more___
_ .
Effective January 1, 1963
1 week.
1 but less than 3__ _
2 weeks. _ _ _
3 but less than 10______
. 3 weeks _ _ -.
10 but less than 25__
- 4 weeks 1 _
25 or more..— .

Amount of pay

1 week.
1*4 weeks.
2 weeks.
2 weeks.
3 weeks.
3}4 weeks.
1 week.
2 weeks.
3 weeks.
4 weeks.

1 Slight variations may exist in practice.

Health, Insurance, and Pension Plans. A broad
program that includes group life insurance, hos­
pitalization and surgical insurance for active
employees and their dependents, accident and
sickness insurance, and pension benefits has been
in effect for many years in some companies, and
has been general in the industry since 1950.8
Workers are also covered by plans providing sup­
plemental unemployment benefits.
—L. E akl L ew is
Division of Occupational Pay

SUPPLEMENTARY BENEFITS IN METROPOLITAN AREAS

Supplementary Wage Benefits
in Metropolitan Areas, 1961-62
N early all office and plant workers received paid
holidays and vacations and were covered by some
form of health, insurance, or pension plan, ac­
cording to the Bureau of Labor Statistics third
annual survey of supplementary benefits in metro­
politan areas in the United States (except Alaska
and Hawaii).1 The study, conducted in late 1961
and early 1962, also revealed that among the
health, insurance, and pension plans studied, life
insurance coverage was most prevalent—applying
to 95 percent of the office workers and 91 percent
of the plant workers and representing a 3- and
2-percentage-point increase, respectively, since
I960.2 The greatest increase occurred in catas­
trophe (extended medical) insurance coverage,
which rose from 42 and 20 percent of office and
plant workers in 1960 to 55 and 26 percent, re­
spectively, in 1962.
There is no consistent pattern of benefits with
greater prevalence in one industry division or
region. For example, workers in the Northeast
had more holidays and generally received longer
vacations after shorter periods of service, but larger
proportions of the workers in the North Central
region were provided with health and insurance
plans.
The great majority of manufacturing plant
workers were employed in firms that had specific
pay provisions for late-shift work. More than a
fifth of all manufacturing plant workers within the
scope of this survey were employed on late shifts.

Scope and Method of Survey

The survey relates to all 188 Standard Metro­
politan Statistical Areas in the United States,
excluding Alaska and Hawaii, as revised by the
Bureau of the Budget through 1959. Data are
based on surveys conducted in 80 labor markets
selected to represent all areas. Supplementary
wage practices information was collected through
visits by field representatives in 48 areas during
the fiscal year ending June 30, 1962. Data for the
remaining 32 areas were included from the previous
year, as field visits are usually made in alternate
years.


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293

The survey covered establishments employing
50 workers or more, except in 12 of the largest
areas where the minimum size was 100 employees
in manufacturing, public utilities, and retail trade.
The following tabulation presents the number of
office and plant workers within the scope of the
survey by industry division3 and economic
region.
Number of nonsupervisory workers in scope
of survey

All areas 2...........................................................
Industry division:
Manufacturing.....................................................
Transportation, communication, and other
public utilities...................................................
Wholesale trade....................................................
Retail trade...........................................................
Finance, insurance, and real estate__________
Services.................................................................
Region:
Northeast..............................................................
South...................
North Central......................................................
West......................................................................

Office
workers •

Plant
workers 1

3,186, 900

10, 600, 700

1,221,900

6, 738,100

427,300
266.900
245,200
848.800
172,300

1,106, 600
443, 500
1, 639,000
a ■=,(;, 900
601,300

1,149,000
526.600
1,009.600
501,700

3,590,700
2,110,100
3,505,300
1.394,600

1 Office workers include all clerical employees but exclude administrative,
executive, and professional personnel. Plant workers include working fore­
men and all nonsupervisory workers (including leadmen and trainees)
engaged in nonoffice functions.
2 Inc ludes approximately 4,500 office workers and 15,400 plant workers not
distributed among the industry divisions,
3 Real estate only. Plant worker employment data were not collected in
banks or insurance companies.
N o t e : Because of rounding, sums of individual items may not equal totals.

Estimates of prevalence of supplementary bene­
fits are limited to plans under which the employer
contributes at least part of the cost. The estimates
are based on the assumption that the benefits
apply to all plant or office workers if a majority of
such workers are eligible or may qualify even­
tually. Varying length-of-service requirements
affect both the number of workers who receive any
particular benefit and the amount of the benefit.
For example, relatively long length-of-service re­
quirements in retirement programs limit the num­
ber of workers who qualify ultimately, or, in the
case of paid vacations, limit the number who
receive payment for 3 or 4 weeks at any given time.
1 A more complete report will be issued as Wages and Related Benefits,
Metropolitan Areas, United States and Regional Summaries, 1961-62 (Pt. II
of BLS Bulletin 1303-83).
2 See “Supplementary Wage Benefits in Metropolitan Areas, 1959-60,”
Monthly Labor Review, April 1961, pp. 379-387.
3 Government institutions and the construction and extractive industries
were excluded from the scope of the study, with the exception of the Okla­
homa City survey which included data for crude petroleum and natural
gas. The services division for the Los Angeles-Long Beach survey excluded
motion picture production and allied services. These data are included only
in the all-areas and regional estimates.

MONTHLY LABOR REVIEW, MARCH 1963

294
Paid Holidays

Virtually all office workers and 95 percent of the
plant workers in metropolitan areas were em­
ployed in establishments providing paid holidays
(table 1). The average number of annual paid
holidays amounted to 7.8 and 7.0, respectively,
for those office and plant workers who received
paid holidays. These averages include both whole
and half-day holidays; about 1 out of every 5
office and plant workers received 1 half-day holi­
day or more. The Northeast region—where office
T a b l e 1.

and plant workers averaged 9.2 and 7.7 days, re­
spectively—reported the most liberal holiday pro­
visions and was the only region in which the
average number of holidays exceeded the national
average.
Nearly all office workers in each region received
paid holidays; they averaged 6.6 days annually in
the South, 7.1 days in the North Central region,
and 7.6 days in the West. Among plant workers,
86 percent in the South received an average of 6.2
days; 98 percent in the North Central region had
6.8 days; and 95 percent in the West, 6.9 days.

P aid H oliday P r o v is io n s 1 for O ff ic e and P la nt W o rkers in M etr o po lita n A r e a s ,
P aid H olidays P r o v id ed , I n d u st r y D iv is io n , a n d R e g io n ,2 1961-623

N um ber

by

of

[Cumulative percent]
Region 3

Industry division
Paid holidays provided 1 and class of
worker

All
areas

Whole­
Public
Manu­
facturing utilities 4 sale trade

Retail
trade

Finance 5 Services

North­
east

1
1
1

1
2
10

South

North
Central

(8)
(8)
(8)
(8)

(8)

West

Office W orkers
1214 days Dr more
12 days nr more ___________________
11X4 days nr m o re ___________________
11 days Dr more
________________
10 bo days or more
_____________
10 days or more ____________________
days Dr more
________
9 days or m o re _____________________
RX4 days or more _ ________________
8 days Dr more _ _ _________________
7X4 days or more _ ________________
7 days or more ____________________
f]X4 days or more _ ________________
________________
fi days or more
days or more - ____ ______ ______
days or more
____ __________
Total receiving paid holidays

i
i
4
5
13
14
18
19
26
28
45
47
77
79
96
96
99
99

Average number of paid holidays............

7.8

13 days nr mnrp.

P

lant

W

(«)
(8)

1
1

(0)
(8)

3
4

2
2
10
11

1
1

3
5

89
97
98

24
39
43
61
62
92
92
96
98

14
32
34
41
44
57
59
74
76
94
95
99
99
99
99

6.7

8.9

7.5

9.2

8

7
13
14
38
41
83
85
97
98
99
99

43
56
67
70
92
93
99
99

7.5

7.9

7.5

1
2
11

15
34
35
41
43
52
56
67
69
77
80
95
96
99
99

1
2

3
5
5

9
13
15

15
16
26
26
45
45
91
91
99
99
99
99

6

(6)
(«)
(«)

20
22

8

9
16
17
47
49
88

4
10
11

13
15

22

(8)
(8)
1

3
3
5
5
9
9

1
1

4
4
7

1
1
2
2

49
51
76
77
96
99

24

4
5
9
13
52
54

68

86

6.6

7.1

7.6

8
21
22

22

87
99
99
99
99

73
99
99
99
99

orkers

-

11 days Dr more
10 u days Dr more
10 days Dr more __________ -________

9V£ days or more___________ - ________
9 days or more
_ ______________
81/2 days or more ___________________
8 days or more
_______________
7X4 days or more
______________
7 days or more
_ _________________
days or m o re ___________________
6 days or more ____________________
51/2 days or more ___________________
days or more
_ _________________
4X4 days or more
________________
4 days or more
____ _____________
Total r e c e i v i n g paid holidays____
Average number of paid holidays______

(8)
(«)

1
1
2
2

4
5

(8)
(8)
(6)
(8)

1
1

(0)
(6)

1
1

3
3
7

3

8

6

12

10
10

9

92
92
93
95

28
30
78
80
92
92
95
95
96
97

13
19
19
37
37
84
84
97
97
98
98
98
98

7.0

7.2

7.6

8

9
26
28
68

70

88
88

8

1 All combinations of full and half days that add to the same amount are
combined; for example, the proportion of workers receiving a total of 7 days
includes those with 7 full days and no half days, 6 full days and 2 half days,
5 full days and 4 half days, etc. Proportions were then cumulated.
2 The regions in this study are: Northeast— Connecticut, Maine, Massa­
chusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode
Island, and Vermont; South—Alabama, Arkansas, Delaware, District of
Columbia, Florida, Georgia, Kentucky, Louisiana, Maryland, Mississippi,
North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia,
and West Virginia, North Central—Illinois, Indiana, Iow a,Kansas, Michigan,
Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and


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Federal Reserve Bank of St. Louis

2

2
2

7

(8)
(«)
(8)
(8)

1
1
2

(«)
(8)
(8)
(8)

(8)
(8)
2
2

5
5
7

95
95
96
97

3
4
4
15
16
36
36
75
75
84
84
85
92

13
29
29
59
60
65

7.2

6.2

14
15
34
36
59
60
85
86

2
2

6

7

12

13

22

(8)
(8)

1
1
1
1

(8)
(8)
(8)
(8)

1
1

(8)
(8)

2
2

2

13
13
41
42
61
62
78
78

80
86

13
14
67
70
96
96
96
96
97
98

33
33
73
74

70
78

24
45
47
82
84
95
95
96
96
97
98

6.2

7.7

6.2

6.8

6.9

8
12

66

2

90
90
91

91
91
95

Wisconsin; and West—Arizona, California, Colorado, Idaho, M ontana,
Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming.
3 Information on establishment practices is obtained annually in 6 of the
largest areas and biennially in a rotating cycle in the remaining areas. Data
for a majority of the workers relate to late 1961 and early 1962, for the re­
mainder, to late 1960 and early 1961.
4 Transportation, communication, and other public utilities.
5 Finance, insurance, and real estate. Data are not shown separately for
plant workers in this industry group. Plant workers in real estate firms,
however, are included in the all-areas data.
« Less than 0.6 percent.

SUPPLEMENTARY BENEFITS IN METROPOLITAN AREAS
T a b l e 2.

295

P a id V acation P r o v isio n s for O ffic e a n d P la nt W orkers in M etropo litan A r e a s ,
L en g th of S er v ic e ,1 I n d u str y D iv is io n , a n d R e g io n ,2 1961-62 3

by

A m o un t

and

[Percent distribution]
Amount of vacation pay,
length of service,1and class
of worker

O f f ic e W

Industry division
All areas

Manu­
facturing

Public
Whole­
utilities 4 sale trade

Retail
trade

Region 3
Finance 8

Services

N orth­
east

99
31
99
99

99
82
99
99

99
60
99
99

99
76
99
99

99
52
99
99

99
51
99
99

99
46
99
99

98
37
90
96
98

99
12
96
99
99
99

98
6
74
90
94
97

99
10
86
93
97
99

97
2
67
84
92
97

99
2
72
90
98
99

99
3
73
93
99
99

92
2
10
48
88
90
92
92

72
6
22
49
71
71
72
72

90
3
14
50
89
90
90
90

72
1
4
30
69
71
72
72

92
2
6
47
89
90
91
92

86
3
9
42
85
86
86
86

55

22
6
9
13
22
22

53
2
4
19
52
53

34
1
2
14
32
34

41
1
2
15
40
41

38
1

South

North
Central

West

orkers

1 week or more........... ............
6 months______ _
1 y ear....................... ........
2 years...............................

99
61
99
99

99
62
99
99

99
46
99
99

99
45
99
99

2 weeks or m ore......................
6 months_________
1 year_________ ______
2 years................................
3 years................................
5 years____ __________

99
5
77
91
97
99

99
3
83
92
95
99

99
4
46
72
97
99

99
2
71
89
95
98

3 weeks or more___________
3 years________________
5 years___ ____________
10 years.................... _........
15 years_______________
20 years_______________
25 years_______________
30 years or more________

87
2
9
44
85
86
87
87

87
3
8
44
86
87
87
87

96
1
5
28
95
96
96
96

74
1
6
44
72
73
74
74

76
1
15
57
73
75
76
76

4 weeks or more___________
10 years_______________
15 years_______________
20 years_______________
25 years_______________
30 years or more....... ........

44
1
3
16
41
44

35
2
3
15
35
35

34
1
19
33
34

51
2
3
21
51
51

1 week or more..................... .
6 m onths______________
1 year_______________
2 years_____ _________

99
17
98
99

99
12
99
99

99
36
99
99

97
24
97
97

99
23
98
99

94
13
93
94

99
23
99
99

96
16
95
96

99
12
99
99

99
20.
99
99-

weeks or more........... ...........
1 year________________
2 years___ ____________
3 years.____ ______ ____
5 years....................... ........

95
21
42
63
94

95
16
29
50
94

99
34
60
90
99

93
37
65
81
92

93
27
73
89
93

82
19
49
68
80

95
25
41
61
94

86
23
42
60
85

98
12
33
57
98

97
28
67
87
97

3 weeks or more.......................
3 years________________
5 years________________
10 years.......... ...................
15 years___ ___________
20 years_______________
25 years_______________
30 years or more.... .........

76
2
7
32
75
76
76
76

78
2
5
27
77
78
78
78

97
2
5
29
96
96
96
97

67
2
9
39
66
66
67
67

69
1
18
55
67
68
69
69

39
1
3
16
37
38
39
39

76
3
8
32
74
75
76
76

55
1
3
23
54
55
55
55

87
1
5
32
85
86
87
87

81
3
12
44
81
81
81
81

4 weeks or more___________
10 years_________ _____
15 years___ ___________
20 years_______________
25 years____ ___________
30 years or more________

30
1
2
13
30
30

27
1
1
10
26
27

59
1
3
23
55
59

25

37
3
4
23
37
37

6
1
2
4
6
6

33
1
3
14
33
33

24

34
1
2
14
34
34

24
1
3
12
23
24

P

2

lant

W

58
(«)

2
13
53
58

(6)

(«)

(6)

3
18
49
55

2

14
31
38

orkers

(«)

2
16
24
25

1
Includes also payments other than “ length of time,” such as percentage
of annual earnings or flat-sum payments, converted to an equivalent time
basis; for example, a payment of 2 percent of annual earnings was considered
1 week’s pay. Periods of service were arbitrarily chosen and do not nec­
essarily reflect the individual provisions for progression; for example, the
changes in proportions indicated at 10 years' service include changes in pro­
visions occurring between 5 and 10 years. Estimates are cumulative. Thus.

Among industry divisions, paid holidays for
office workers ranged from an average of 6.7 in
retail trade to 8.9 in finance. A third of the
office workers in finance received 11 holidays or
more annually. Among plant workers who re­
ceived paid holidays, the average ranged from 6.2
days in retail trade and services to 7.6 days in
public utilities. The proportion of plant workers
provided paid holidays ranged from 78 percent

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Federal Reserve Bank of St. Louis

(6)

1
11
22
24

the proportion receiving 3 weeks’ pay or more after 5 years includes those
who receive 3 weeks’ pay or more after fewer years of service.
3 For definition of regions, see footnote 2, table 1.
3 See footnote 3, table 1.
4 See footnote 4 table 1,
* See footnote 5, table 1.
6 Less than 0.5 percent.

in the service industries to 98 percent in public
utilities.
Although paid holiday time received by office
workers exceeded that for plant workers in each
industry division, the difference was smaller
(except in services) than the 0.8 day’s difference
recorded for all industries combined. This is
largely explained by the more liberal provisions
in finance which accounted for over one-fourth

MONTHLY LABOR REVIEW, MARCH 1963

296
T a ble 3.

P er c e n t D ist r ib u t io n of O ffic e a n d P la nt W orkers in M etropo lita n A r e a s ,
V acation P ay A v a il a b l e ,1 I n d u st r y D iv is io n , and R e g io n , 196 1 -6 2 2
2 but less than 3 weeks

Less than 2 weeks
Industry division and region 3

Region: 3
Northeast_________________ - ____
South _ _ _____________________
North Central____________________
W est____ _______________________

4

1

4
(<)

5
6
1
15
4
12
1
2

1
(*)

w
(4)
(4)
(4)
(4)

1
2
2

(4)

45

4 weeks or more

46

34

44

30

52

51

28

35

27

38
40
25
37
50

37
41
32

58
34
51
55
22

59
25
37

33

59
28
39
52
10

43
32
52
57

38
26
36
28

53
34
41
38

33
24
34
24

43

5

17

13

18

5

16

12

17

51

7
7

4
25
22
8
25

3
26
24

18

4
26
24
9
38

42

37
41
31
38
37

5
14
2
3

16
30
11
16

9
25
9
14

19
31
12
16

41
33
52
55

37
38
49
48

' Includes also payments other than “length of time,” such as percentage of
annua! earnings or flat-sum payments, converted to an equivalent time basis;
for example, a payment of 2 percent of annual earnings was considered 1
week’s pay.

of all office workers but for comparatively few
plant workers.
Paid Vacations

Vacation pay was available to 99 percent of
all office and plant workers within the scope of
the survey (table 2). With very few exceptions,
the amount of pay was graduated on a sliding
scale, based on length of service, varying from as
little as 1 day’s pay for short service to as much as
4 weeks or more of pay for long service.
Vacation pay provisions for virtually all office
workers and for 85 percent of the plant workers
were expressed in terms of regular or average
weekly earnings for a stated number of weeks,
depending upon length of service with the em­
ployer. Almost 13 percent of the plant workers
were in firms (mostly manufacturing firms) in
which vacation pay was expressed as a percentage
of the workers’ annual earnings. Flat-sum and
other types of payments to those eligible for
vacation applied only to a negligible proportion
of all office and plant workers.
Nationally and regionally, vacation pay provi­
sions for employees with relatively short service
tended to be more liberal for office workers than
for plant workers. Sixty-one percent of the office
workers compared with 17 percent of the plant
workers qualified for 1 week or more of vacation
after 6 months’ service. Consistent with this
tendency, 2 weeks or more of vacation pay after


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Federal Reserve Bank of St. Louis

M a xim um

All
Office
Plant
Plant
Office
All
Plant
All
Office
Plant
All
Office
workers workers workers workers workers workers workers workers workers workers workers workers

All areas......... ................-........... ......
Industry division:
Manufacturing___________________
Transportation, communication, and
public utilities__________________
Wholesale trade __ _______________
Retail tr a d e ________ ___________
Finance, insurance, and real estate 5- Services_________________________

3 but less than 4 weeks

by

6

s See footnote 3, table 1.
• For definition of regions, see footnote 2, table 1.
« Less than 0.5 percent.
3 See footnote 5, table 1.

1 year of service were available to 77 percent of
the office workers and to 21 percent of the plant
workers. Provisions were also more liberal for
office workers as to maximum vacation pay; 4
weeks or more were available to 44 percent of the
office employees in contrast to 30 percent of the
plant workers (table 3).
The finance industries provided the most liberal
vacations for short-service office workers; 96 per­
cent of the finance workers with 1 year of service
qualified for at least 2 weeks of vacation pay.
Among other office workers, 2 weeks or more of
vacation pay after 1 year of service were available
to 83 percent in manufacturing, 74 percent in
services, 71 percent in wholesale trade, 46 percent
in public utilities, and 37 percent in retail trade.
Half of all long-service employees (25 years’
service) in public utilities, finance, and retail trade
were provided vacations of 4 weeks or more.
Long-service plant workers in public utilities
were provided more vacation pay than plant work­
ers in any of the other industries. The propor­
tions of plant workers in establishments that pro­
vided at least 3 weeks’ vacation after 15 years of
service were virtually all in public utilities, threefourths in manufacturing, two-thirds in wholesale
and retail trade, and almost two-fifths in services.
Health, Insurance, and Pension Plans

Coverage under some form of insurance or pen­
sion plan was extended to 99 percent of the office

SUPPLEMENTARY BENEFITS IN METROPOLITAN AREAS

workers and 97 percent of the plant workers in all
metropolitan areas (table 4).
The data on insurance and pension plans relate
only to the prevalence of such plans. No attempt
was made to evaluate either the money cost or the
benefits provided. All plans are included for
which at least a part of the cost is borne by the
employer, except for those legally required (such
as workmen’s compensation, social security, rail­
road retirement, and the compulsory temporary
disability insurance requirements in New York
and New Jersey). Plans included those under­
written by a commercial insurance company and
those provided through a union fund or paid
directly by the employer out of current operating
funds or from a fund set aside for this purpose.
Life insurance coverage—available to 95 per­
cent of the office workers and to 91 percent of the
plant workers—was the most common benefit
provision. The most widespread health insurance
T a b l e 4.

297

provision was for hospitalization, which covered
84 and 88 percent of the office and plant workers,
respectively. In recent years, the trend has been
toward comprehensive health plans encompassing
hospitalization, surgical, medical, and catastrophe
(extended medical) insurance. Nearly all workers
now covered by hospitalization provisions also
have surgical coverage. Medical-care insurance
was extended to 66 percent of the office workers
and to 63 percent of the plant workers. Castastrophe insurance covered 55 and 26 percent of the
office and plant employees, respectively. This
latter benefit is designed to protect employees
when sickness or injury involves expenses beyond
the normal coverage of hospitalization, medical,
and surgical plans.
About four-fifths of the office and plant workers
were covered by plans that provide payments
during illness or accident disability. Sickness
and accident insurance covered 64 percent of the

H ea lth , I n su r a n c e , a n d P e n sio n P la ns 1 for O ffic e a n d P la nt W orkers
by T y pe of P l a n , I n d u str y D iv is io n , a n d R e g io n ,2 1 9 6 1 -6 2 3

in

M etr o po lita n A reas

[Percent distribution]
Industry division
Type of plan 1 and class of worker

O f f ic e W

lant

W

Region 2

Manu­
fac­
turing

Public
utili­
ties 4

Whole­
sale
trade

Retail
trade

Fi­
nance 5

95
55
84
83
66
55
80
40

97
64
90
90
72
45
88
62

92
52
67
66
58
71
82
23

93
58
84
81
66
47
77
42

87
45
82
79
46
41
83
40

98
47
87
85
69
71
71
19

59
7
78
1

62
5
82
1

58
18
70

57
5
69
2

33
27
63
3

66
1
88

91
56
88
86
63
26
80
64

94
60
94
93
67
23
85
77

91
53
72
70
59
59
73
32

90
61
86
83
63
32
75
49

15
11
68
3

9
7
74
2

29
26
72
1

34
10
62
4

Serv­
ices

North­
east

South

North
Central

83
43
68
66
49
41
68
28

95
49
81
79
63
54
84
39

93
51
83
82
56
57
71
33

95
58
87
86
69
52
82
51

95
65
85
85
74
63
79
28

53
4
53
5

71
4
81
1

49
10
72
2

50
9
78
1

63
8
78
1

84
46
79
76
50
23
75
45

75
46
74
71
53
11
55
45

92
51
88
85
60
21
82
69

85
47
81
80
44
30
67
49

94
62
90
89
69
24
90
78

91
71
91
91
82
40
70
41

24
19
57
5

14
6
29
16

14
8
73
2

17
12
55
7

9
11
71
2

29
16
70
2

West

orkers

Insurance plans:
Life____ __________ _________ ____________
Accidental death and dismemberment________
Hospitalization.......................................................
Surgical________ _________________________
Medical_________________________________
Catastrophe______________________________
Sickness and accident insurance and/or sick leave ~3___
Sickness and accident insurance_____________
Sick leave:
Pull pay and no waiting period__________
Partial pay or waiting period____________
Retirement pension plan______________________
No health, insurance, or pension plan____________
P

All
areas

(7)

C)

orkers

Insurance plans:
Life_____________________________________
Accidental death and dismemberment________
Hospitalization___________________________
Surgical....................... ..................... ..................
Medical________ ____________ ____________
Catastrophe---------------------------------------------Sickness and accident insurance and/or sick leave
Sickness and accident insurance_____________
Sick leave:
Full pay and no waiting period__________
Partial pay or waiting period...................... .
Retirement pension plan_______________________
No health, insurance, or pension plan........... ...........

1 Includes those plans for which at least a part of the cost is borne by the
employer, except legal requirements such as workmen’s compensation,
social security, railroad retirement, and compulsory temporary disability
insurance required in New York and New Jersey.
2 For definition of regions, see footnote 2, table 1.
3 See footnote 3, table 1.
4 See footnote 4, table 1.
6760 9 2 — 63----- : 5


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5 See footnote 5, table 1.
. 8 Unduplieated total of workers receiving sick leave or sickness and accident
insurance shown separately. Sick leave plans are limited to those which
definitely establish at least the minimum number of days’ pay that can be
expected by each employee. Informal sick leave allowances determined on
an individual basis are excluded.
7 Less than 0.5 percent.

MONTHLY LABOR REVIEW, MARCH 1963

298

office workers and 68 percent of the plant workers
who ultimately qualify for benefits.
The proportions of office and plant workers
covered by insurance plans were generally highest
in manufacturing. Major exceptions were noted
in catastrophe insurance, available to 71 percent
of the office workers in public utilities and finance
and to 59 percent of the plant workers in public
utilities. Although manufacturing led in pension
plan coverage of plant workers (74 percent), 88

plant workers and 40 percent of the office workers.
Sixty-six percent of the office workers, however,
were employed in firms that provided paid sick
leave, compared with 26 percent of the plant
workers. As these figures indicate, some workers
were covered by both paid sick leave and sickness
and accident insurance.
Private retirement pension plans, which pro­
vide monthly payments for the remainder of the
worker’s life, were available to 78 percent of the
T a b l e 5. S h ift O per a tio n P r ov isio n s a n d E x t e n t
E sta b l ish m e n t s in M etropo litan A r e a s , by T y pe

of L a t e -S h if t W ork for P la nt W orkers in M a n u fa c t u r in g
a n d A m o unt of P ay D if f e r e n t ia l a n d R e g io n ,1 1 9 6 1 -6 2 2

Percent of manufacturing plant workers—
Actually working on late shift

In establishments having provisions
for late-shift operations 3

Shift operation arid shift-pay differential
All
areas

North­
east

North
Central

South

West

All
areas

N orth­
east

South

North
Central

West

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

Second shift.. __. . ' _________
_______ _
W ith shift-pay differential____
____ ..
Uniform cents (per hour) 4
Under 5 cents__ . . . . . . .
..
.
5 cents__ .. .
6 cents__ ___
.. -7 cents___ _ .
......
.. .
TYt cents___ _ _
..
. . . . __
8 cents___ . . . . .
. _ _
___
9 cents_____ __ . . . . . . . . . ....
10 cents___ . . . . .
... .....
11 cents_____ _ __
. ..... .
12 cents____ _____________________
13cents____________ ___ . . . . . . .
15 cents_____________ . . . ---- --------Over 15 cents__ .
l
. -------Average cents-per-hour differential.. ..
Uniform percentage4___________ . ____
5 percent . . ______
.. ________ .
7 percent. _ _______
____ . . ..
8 percent_____________ . ___ ___
10 percent___________ _____ _____
Average percentage differential. . . ..
Other 6____________ _ _______________
No shift-pay differential____ . . . ___
___

84.1
78.9
51.6
1.1
7.5
3.7
2.8
1.4
11.1
1.1
11.4
.5
5.8
.5
1.4
1.3
8.9
22.2
7.6
1.2
1.0
11. 1
7.9
5.0
5.3

78.7
73.2
46.4
1.2
7.3
2.7
3.2
1.9
10.5
1.1
9.9
.7
2.5
.2
1.5
1.3
8.7
23.4
3.9
1.5
.3
16.2
8.9
3.4
5.5

81.6
65.9
51.9
2.2
10.1
4.2
3.7
.6
14.3
1.4
6.2
.2
4.9
.3
.7
1.0
8.1
11.6
2.9
2.3
1.1
4.7
7.8
2.4
15.7

90.1
88.6
54.3
.4
6.4
5.0
2.5
1.2
11.1
.6
14.6
.3
6.5
1.0
1.4
1.4
9.1
29.3
14.7
.7
2.0
10.4
7.2
5.0
1.5

86.3
85.5
59.7
1.4
7.4
2.1
.7
1. 5
8.0
2.2
13.3
.7
15. 5
.6
1.8
2.1
9.9
11.2
3.7

15.5
14.3
9.9
.2
1.2
.8
.5
.3
2.2
.2
1.9
.1
1.1
.1
.2
.3
9.0
3. 3
1.2
.2
2
1.7
7.9
1.0
1.1

14.0
13.1
8. 9
.3
1.2
.6
.5
.4
2.3
.2
1.3
.2
.5
.1

16.1
15.8
10. 0
.1
1.0
1.1
.5
.2
1. 9
.1
2.7
.1
1.1
.2

.3
8.7
3.6
.8
.3
. 1
2.2
8.6
.6
.9

16.9
12.8
10.3
.3
1.8
1.0
.7
.1
3.0
.2
1.2
(5)
.9
.1
.1
.2
8.2
1. 9
.4
.4
.2
.7
7. 8
. 5
4.1

16.2
16.0
11. 9
.3
1.1
.5
.i
.4
1.7
.5
2.1
.2
3.3
.i
.5
.4
10.1
1. 9
.6

Third shift. . ___ _______
. . .....
With shift-pay differential__ . . . .
---Uniform cents (per hour)4___ _________
5 cents_____ . . . . . . .
. . . ________________
6 cents ________ . . . _________________
7 cents ________________________________________________
"tVi cents_____ ___________ ________ _______________
8 cents________ ________________________________________
9 cents. — . .
...
_________ __
_____ . .
10 cents ___________ . . __________________________
12 cents. ___________ . . . . . _____ __ . _ .
12)^ cents______
. . . ________ . . . -------13 cents _______ _____________ ________________________
14 cents
15 cents _____ __________________ _________________
16 cents _______________________________________________
Over 20 and under 25 cents. . ___________
Average cents-per-hour differential_______
Uniform percentage4----------------- -----------7 percent
10*percent.. . . . .
. . .
. ..
15 percent_________________________________ ________
Average percentage differential. . . . .
O ther8. . .
_____
...
.
No shift-pay differential.. . -------------------------- . . . .

75.8
74.0
44.4
2.8
1.6
1.1
.8
1.4
1.3
9.4
12.2
.8
.4
1.0
5.3
2.2
.5
11.7
19.8
.9
15.7
1.2
10.0
9.8
1.7

70.5
69.0
41.5
1.1
.6
1.8
1.4
.9
1.1
11.9
10.8
1.0
.6
1.7
4.5
.9
.3
11.5
21.8
1.3
17.1
1.8
10.1
5.7
1.5

71.3
65.6
48.7
9.7
.9
1.4
.3
3.6
1.7
5.3
10.6
.7
.7
.7
3.7
4.9
.3
11.0
11.3
2.2
6.8
.4
9.0
5.7
5.6

82.2
81.6
48.0
1.7
2.7
.3
.5
1.1
1.3
10.0
15.4
.7
.2
.7
6.2
2.3
.3
12.0
25.6
.3
21.5
.9
10.0
8.0
.6

78.8
78.5
35.2
1.8
2.0
.6
.9
.3
.9
5.3
8.5
.3
.2
(5)
7.6
2.2
1.7
12.9
7.2

6.0
5.8
4.4
.4
_2
.2
.2
.2
.1
.6
1.6
. 1
(5)
.1
.3
.2
(6)
11.4
.9
(5)
.7
(5)
9.8
. 5
.3

5.5
5.3
3.9
.1
.1
.3
. 1
.1
. 1
.8
1.4
.1
(5)
.1
.3
. 1
(5)
11.5
. 9
(5)
.7
(5)
9.9
. 5
.2

8.0
7.1
6.2
1. 8
.1
.1
(5)
.6
.2
.4
1.4
. 1
. 1
. 1
.3
.6
(5)
10.3
. 8
. 1
. 5
(5)
8.7
. 2
.9

5.9
5.8
4.2
. 1
.3
(5)
(6)
.1
. 1
.7
1.8
.1
(s)
(5)
.3

All plants ________________ ______ ___

1 For definition of regions, see footnote 2, table 1.
2 See footnote 3 table 1
* Includes establishments currently operating late shifts and establishments
with formal provisions covering late shifts, even though they were not
currently operating late shifts. _
* Includes differentials in addition to those presented separately.
2 Less than 0.05 percent.


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6.0
7.8
14.6
.8

5.4
1.8
11.3
36.1
.3

.3
9.1
4. 5
2. 0
.2
.2
1.8
7. 4
1. 3
.3

—

.9
7.6
2.2
.2
5.0
4.9
3.7
.3
.3
(5)
.

(5)

(6)
(5)
.4
.3

.2

(5)
11.7
1.3
(5)
1.1
.1
10.0
. 4

1

.2
. 2
1.5

.2

12. 7
. 1

. 1
(5)
10.8
. 2
(5)
1

6 Includes pay at regular rate for more hours than worked, a paid lunch
period not given to first-shift workers, a flat sum per shift, and other provisions. Most “other” workers, however, were in establishments which
provided one such provision in combination with a cents or percentage
differential for hours actually worked.
N o t e : Because of rounding, sums of individual items may not equal totals.
’

SUPPLEMENTARY BENEFITS IN METROPOLITAN AREAS

percent of the office workers in finance, compared
with 82 percent of those in manufacturing, were
in offices reporting pension plans.

299

order of importance held true in all regions except
the West, where a full day’s pay for reduced hours
and combination plans were more important than
uniform percentage additions.
A wide variety of cents-per-hour and percentage
differentials were included in the all metropolitan
area data. To simplify comparisons, average
cents-per-hour differentials and average percentage
additions to first-shift rates were computed. In
firms with provisions for a uniform cents-per-hour
differential for the second shift, the average differ­
ential was 8.9 cents and ranged from 8.1 cents in
the South to 9.9 cents in the West. The average
differential for third-shift workers was 11.7 cents,
ranging from 11 cents in the South to 12.9 cents
in the West.
In firms with uniform percentage additions to
first-shift rates, the average differential was 7.9
percent for second-shift workers and 10 percent
for third-shift workers. This type of differential was
more common in the Northeast and North Central
regions than in the South or West. Average
percentage differentials for the second shift ranged
from 7.2 in the North Central region to 8.9 in the
Northeast. For third-shift workers, the average
ranged from 9 in the South to 11.3 in the West.

Late-Shift Pay Provisions

Eighty-four percent of the manufacturing plant
workers were in plants having specific provisions
for second-shift operations, and 76 percent were
in plants with third-shift provisions (table 5).
These estimates were exceeded in the West and
North Central regions; corresponding figures for
the Northeast and South were somewhat below
the national estimates. About 22 percent of all
manufacturing plant workers were actually work­
ing on late shifts at the time of the survey.
Among regions, the proportions of late-shift
workers ranged from about 20 percent in the
Northeast to 25 percent in the South.
Among those plants having provisions for shift
differentials, the primary differential was the addi­
tion of uniform cents per hour to the first-shift
rate. Next in importance was the addition of a
uniform percentage to the first-shift rate. The
smallest number of workers received other types
of differentials, such as a full day’s pay for re­
duced hours or a full day’s pay for reduced hours
plus a uniform cents-per-hour differential. This

—D

o n a ld

J. B lack m o r e

Division of Occupational Pay

. . . a study of the policy of employers in granting vacations with pay,
made by the New York Bureau of Women in Industry, . . . showed that 90
percent of the establishments gave vacations with pay to their office workers,
68 percent to their factory foremen, and 18 percent to their production
workers. . . . In general, the vacation of factory workers was about half
as long as that of office workers . . .
*

*

*

*

*

That vacations with pay for factory workers have usually been successful
is shown by the fact that only 6 percent of the factories which have tried
them have given them up. Employers generally who maintained such a plan
. . . reported that vacations given to the factory force increased loyalty to
the firm, reduced turnover, and tended to make more contented workers
while they also stated that vacation policies stood for fair play and good
business.
The report suggests that “perhaps one of the reasons why young people
flock to the so-called white-collar jobs rather than taking factory work is
because of the little attention given by factory management to a definite
yearly let-up from work for rest and recreation.”
—From “Vacations with Pay for Office and Factory Workers,”
R e v ie w , September 1925, pp. 206-207.
6 7 6 0 9 2 — 63-

-6


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M o n th ly L a b o r

Foreign Labor Briefs*
Collective Bargaining Contracts
in India
E m plo y er s a n d u n io n s in I n d ia recently have
been expanding somewhat the scope and signifi­
cance of collective bargaining beyond the narrow
limits which confined it until well after the close of
World War II.1 Governmental support and the
parties’ acceptance of collective bargaining are
now widespread enough to discern some similari­
ties with United States practices. And despite
relatively detailed Government regulations, In­
dian bargainers have found opportunities to intro­
duce some provisions that are at least rare else­
where.
A recent compilation of 114 agreements by an
Indian employers’ group 2 provides enough infor­
mation to trace a tentative profile of bargaining
achievements over the 1954-61 period covered,
subject, of course, to the limitations imposed by
the sample size, selection, and coverage.
The cotton industry in Ahmedabad, a pioneer
of early union-management negotiations, is prom­
inently represented in this collection of agreements.
The cotton industry agreements, first concluded in
1920, remained India’s only examples throughout
that decade, and additional examples were long in
coming. The compilation of the Employers’ Fed­
eration of India is believed to be reasonably rep­
resentative of total present coverage. The fol­
lowing tabulation accounts for an estimated
450,000 workers, represented by 55 trade unions,
and 49 separate companies and members of two
industry associations.
‘ Prepared in the Division of Foreign Labor Conditions, Bureau of Labor
Statistics, from reports and information to that division from other American
and foreign sources.
1 See Van Dusen Kennedy, “ In-Plant Role of Unions in Labor Relations in
India,” Monthly Labor Review, March 1956, pp. 304-308.
2 Collective Agreements: A Study (Bombay, Employers’ Federation of India,
1962), Monograph 4.

300

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Industry

Total_____________________
Cotton textiles___________________
Chemical and allied industries______
Petroleum refining and distribution. _
Manufacture of electrical and other
machinery_____________________
Sugar___________________________
Automobile repairing_____________
Commerce_______________________
Asbestos and cement making_______
Cigarette manufacture____________
Iron and steel____________________

Agreemerits

114
31
16
14
13
12
7
7
4
3
2

Com- Trade
panics unions

151
17
8
4

55
10
8
3

11
7
4
4
2
2
5
4
1 4
3
2
1 1

Aluminum________________________

2

2

5

Other industries__________________

3

3

5

i Includes two associations of employers.
Source: Collective Agreements: A Study (Bombay, Employers’ Federation
of India, 1962), Monograph 4, p. 34.

Governmental specification of the terms of
employment historically has impinged upon bar­
gaining and has in some cases displaced it. The
state has, however, typically provided for in­
dustry and worker representation or consultation
in formulating and effecting industry orders (as,
for example, in the longshore and transportation
industries) or individual factory or enterprise
“ conditions of work” orders.
Governmental access to the subject matter of
bargaining is increased through provisions for
conciliation, compulsorj7 arbitration, and litiga­
tion before special tribunals. Conciliation is
frequently invoked in resolving grievance disputes
(still often the subject of strikes) as well as in
settling contract terms. In the 1954-61 period,
conciliators participated in about 57 percent of
the contract settlements. Frequent government
intervention at many levels of plant activity,
added to government preemption of many bar­
gaining subjects, is cited by the Employers’
Federation as a principal impediment to an
earlier development of collective bargaining.
Unassisted “ voluntary” agreements accounted,
nevertheless, for a substantial 39 percent of the
total compiled in the federation’s study (the
remainder—about 3.5 percent—are described as
“ consent awards” negotiated by the parties
during litigation of contract terms and adopted
as the tribunal’s award).

COLLECTIVE BARGAINING CONTRACTS IN INDIA

The federation’s endorsement of collective
agreements is warm: “ In promoting harmony
within the plant and in facilitating technical
changes, collective agreements are helping the
transition of our country from an underdeveloped
economy into a modern industrial society.” 3
Again, in its most recent annual report, the
federation’s director-general, Dr. N. Das, indi­
cated the vigor and limits of this endorsement:
“ • • • [during 1961] the federation urged
members to do all they could to promote col­
lective agreements [and] grant recognition to
such unions as were observing the Code of Dis­
cipline . . . . ” 4
Types of Clauses

The genesis and circumstances of Indian col­
lective bargaining have shaped some of its features.
Recognition clauses, for example, generally affirm
the worker’s right to organize; union security
is accomplished by granting the specified union
or unions the right to collect dues near the pay
office, by granting the union access to plant
bulletin boards, and by permitting stewards to
attend committee meetings and perform other
union business during worktime. In turn, man­
agement’s right to hire, discipline, and transfer
workers, to plan and direct plant operations,
and to require compliance with “reasonable”
rules and regulations is also typically stipulated.
In some agreements, employers agree to refrain
from antiunion activities, unions agree not to strike
during the period of the agreement, and both sides
agree to settle any future disputes by recourse to
joint consultation or other machinery. A consid­
erable number of the collective agreements provide
for joint consultation between workers and man­
agement not only for the settlement of individual
grievances and collective disputes but also for the
promotion of labor welfare, productivity, improved
personnel relations, and effective job evaluation.
The agreements usually establish specific wage
rates or provide for percentage or other increases
over existing wage rates, or for methods of calcu­
lating production-related or other incentive wages.
A majority also provide for a “dearness” (cost-of«Ibid., p. 33.
4
Employers’ Federation of India, Twenty-Ninth Annual Report, 1961
(Bombay, 1962), p. 4. The code, promulgated in 1957, enumerates rights
and duties for labor and management (see Labor in India, BLS Report 188,
1961, pp. 57-58).


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301
living) allowance. In some cases, provision is
made for incorporating existing dearness allow­
ances into basic wage rates.
Many of the agreements provide for the pay­
ment of overtime to white-collar workers. (Over­
time for manual workers is governed by the Fac­
tories Act of 1948.) Overtime is paid in some
cases for work in excess of normal daily hours and
in others for work in excess of normal weekly hours.
(Hours of work of white-collar workers are often
set by the agreements; those of manual workers
are set by the Factories Act.) Some agreements
provide for shift differentials for nightwork and
for handling hazardous materials and allowances
for the purchase of bicycles.
Provisions for payment of annual bonuses to the
workers vary greatly. Some call for payment of
a percentage of the basic wage or a percentage of
the combined basic wage and dearness allowance
to each worker once a year. Others provide for
a bonus based on the company’s output. Still
others provide for a bonus based on the company’s
surplus after deducting “prior charges” (income
tax, a return on capital, and amounts for deprecia­
tion and modernization) from the company’s net
receipts. Eligibility to receive the bonus is usually
restricted to employees who have served for a
specified period.
The Factories Act of 1948 provides for 1 day’s
paid leave for every 20 days of work, and the
Employees’ State Insurance Act of 1948 provides
for a minimum amount of sick leave. Many
agreements specify leave in excess of that provided
by these two acts. Agreements commonly pro­
vide for 3 to 9 paid holidays a year.
A number of these Indian agreements set the
age, ranging from 55 to 60 years, at which an em­
ployee may retire on a pension and provide for
additional pension payments over and above the
legislated amounts. Some agreements provide for
medical aid, educational facilities, subsidized can­
teens, housing, warm garments, and other special
items.
Sixty-three of the 114 agreements ran from 3 to
6 years. Thirty-seven did not specify any period
of duration; where such agreements are reached
under statutory conciliation, they are binding for
6 months, after which they continue until termi­
nated by either party. Fourteen were concluded
for less than 3 years.

302

Asian Productivity
Development
S in c e 1952, Asian countries have been rapidly
introducing new production methods and man­
agerial techniques. Substantial assistance has
been given by other countries individually and
through the International Labor Organization.
Perhaps Japan has adopted a greater variety of
techniques than any other Asian country, but
throughout Asia the tempo of interest in all
productivity-increasing methods is quickening.

Japan Productivity Center

From 1952 to 1962, Japan's real national product
increased at an average rate of over 9 percent a
year, its annual industrial production more than
quadrupled, and its urban population achieved a
“great breakthrough into the first modern con­
sumer-oriented economy in Asia." 1 This re­
markable growth, accomplished from the low
post-World War II base, was due in some measure
to productivity stimulation begun in 1955 with
assistance from the United States and Japanese
Governments.
The Japan Productivity Center was established
on March 1, 1955. In May of the same year, the
Joint Committee of the Productivity Center and
the Government of Japan adopted a set of three
guiding principles: Management, in taking steps
to improve output potential, should keep prices
low and should share with labor the fruits of
increased production; labor should help to keep
production high and should recognize manage­
ment’s need for adequate earnings and for im­
proved technology; the public, through legislation
and otherwise, should promote the efficient func­
tioning of economic and social institutions favor­
able to increased productivity.
During the early period, the center sent study
teams to the United States, exchanged professors
between Japanese and American universities,
brought specialists from the United States to
Japan, and began publicizing productivity through
pamphlets and periodicals, films and displays,
radio programs, and technical exchanges between
industries within Japan.


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In 1961, the center established a Labor Produc­
tivity Institute to educate trade union leaders in
the efficient administration of their unions. At
about the same time, it established a program for
management education. In this same year the
Japan Productivity Center reached such a point
that the United States ended its technical assist­
ance to the center.
The center is an organization of “supporting
members" who subscribe to the aim of increased
productivity and will provide monetary assistance
for carrying out that aim. The number of mem­
bers as of March 1962 was about 4,500, most of
them corporations.
The 39-man board of directors includes about 25
principals or executives of business firms or em­
ployers’ organizations, 5 heads or high officers of
labor organizations, 2 heads of universities, and
others; 7 were full-time or part-time heads of
regional productivity centers.
The Japan Productivity Center is comprised of
the national headquarters in Tokyo; regional
productivity affiliates; a special productivity
group for agriculture, forestry, and fishing; groups
for productivity in inventory control, material
handling, and marketing; regional and industry
labor-management productivity groups; and trade
union productivity committees; plus a 1,000member social club.
The special productivity groups concerned with
the role of labor and of labor relations in produc­
tivity promotion deserve additional comment.
One group consists of the National Trade Union
Productivity Planning and Implementing Com­
mittee and seven corresponding regional com­
mittees. The national committee was formed on
the initiative of the Japan Trade Union Congress
(ZENRO) and independent labor unions. The
other group consists of community labor-manage­
ment productivity councils. The social club is
made up of alumni both of productivity study
teams that went overseas and of productivity
seminars conducted in Japan.
The Japan Productivity Center is financed by
private funds, Government funds, and miscel­
laneous receipts. The private funds available
to the center are composed of membership fees,
i London Economist, Sept. 1, 1962, p. 793.

303

ASIAN PRODUCTIVITY DEVELOPMENT

participation fees for specific programs, income
from the sale of publications, and contributions.
The Government funds received by the center
comprise subsidies, loans and the profits derived
from the use of loans, and fees received for work
done on contract.
From 1955 to June 30, 1961, a total of 392
study teams and 152 long-term trainees visited
the United States. The study teams usually
comprised 8 to 12 participants who visited the
United States for 5 or 6 weeks. The long-term
trainees usually spent 3 to 12 months in intensive
study at American universities, government facil­
ities, or other training establishments. Consul­
tants, brought to Japan mainly from the United
States, conducted seminars and engaged in special
consultations. Usually, a group of three to five
seminar leaders conducted intensive lecture and
discussion programs in key locations.
Domestic activities of the Japan Productivity
Center have included industry programs, labororiented programs, research, and publicity. The
industry programs cover courses in management
techniques for the all management levels; seminars
on quality control, industrial financing, manage­
ment organization, and long-term planning; in­
dividual and group guidance for management
personnel in a given district or industry; and a
Case Clearing House, which receives or prepares
case studies and distributes copies of them.
The labor-oriented programs of the Japan
Productivity Center include the trade union
training provided by the Labor Productivity
Institute (established in 1961) in six courses or
groups of courses (one course each for leaders of
nationwide industry trade unions, for leaders of
trade unions in the Kanto and Koshinetsu Areas,
for other trade union leaders, for trade union
secretaries, and for staff labor specialists, and a
set of correspondence courses); job-oriented do­
mestic study teams; lectures on job analysis to
trade union leaders and members; and promotion
of the establishment of permanent labor-manage­
ment councils and special labor-management
roundtable conferences.
2
This account is based on ILO publications, chiefly The ILO and Asia
(Geneva, 1962).


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Research and publicity programs include the
special studies conducted by the Productivity
Research Institute (established in 1956) on the
effects of the seniority system, mechanizing
business routines, and other subjects; the main­
tenance of a library; and a publication program.
The technical cooperation of the Japan Produc­
tivity Center with Asian countries began in 1959
with the holding of the First Asian Productivity
Conference at Tokyo, 16 Asian countries par­
ticipating. By December 1961, a total of 31 pro­
ductivity teams from Asian countries, consisting
of 300 persons, had visited Japan, mostly under
the auspices of the Asian Productivity Organi­
zation, established in 1961 and reportedly the first
international body organized entirely on the initi­
ative of Asian nations, or the Japan-United States
Training Program for Third Countries.
ILO Activities2

Complementing such indigenous programs, the
International Labor Organization has been en­
gaged in efforts to increase productivity in Asian
countries as part of its program for promoting
economic development in the interests of workers
and the general population. The earliest of these
productivity-promotion efforts was the sending
of a productivity experts’ mission to India in
1952. The most recent is the provision of assist­
ance to Korea in the establishment of a produc­
tivity center.
Burma was 1 of 5 southeast Asian countries
visited for 3 months each in 1958-59 by a threeman demonstration team which gave courses and
demonstrations in each country in techniques for
improving productivity. The Government of
Burma in 1960 requested the services of a long­
term mission of productivity experts. The mis­
sion sent to Burma has been engaged mainly in
setting up a national productivity center and pro­
viding instructions in new work methods to machine
operators in Government-owned factories.
Cambodia in 1962 received an allocation of
$947,000 from the ILO to assist in establishing a
training and productivity center at Phnom Penh.
The Government of Cambodia is itself providing
over $1 million for the Center.

304
In 1957, Ceylon was assisted by an expert in
port management methods to speed ship turn­
around in the port of Colombo.
In Hong Kong, from 1956 to the end of 1957,
an ILO expert worked in the Technical College,
setting up a department of production engineering
and giving courses in productivity for industrial
management personnel. The Technical College
has continued to offer these courses.
In 1952, the ILO sent four experts to India,
where they carried out demonstration and training
projects in the engineering and textile industries.
Two years later, when the Indian Ministry of
Labour and Employment established a Productiv­
ity Center at Bombay, an ILO mission was
attached to the Center, and the mission continued
to guide and assist the Center for some years.
One result of the Center’s activity was a substan­
tial reduction in the time spent in servicing and
repairing vehicles in the workshops of the trans­
port authorities of Bombay State, Delhi, and
Kashmir.
The Government of India established a National
Productivity Council in 1957 composed of repre­
sentatives of the Government, employers’ and
workers’ organizations, and scientific and technical
institutions. Among the tangible results of the
ILO mission’s new activity was the conversion by
the Madras City Transport Authority of an
operating loss into a substantial profit without the
raising of fares.
The ILO contributed $669,000 in 1962, to
supplement the Indian Government’s appropria­
tion of $1.62 million, for the establishment of a
National Institute for the Training of Industrial
Engineers. When fully in operation, the Institute
will have the capacity to train 1,200 engineers
annually.
Indonesia was one of the countries visited by
the ILO productivity-demonstration mission to
southeast Asia in 1958-59. In 1960, the Govern­
ment of Indonesia requested the assignment to
Indonesia of a long-term mission of the same kind.
The ILO sent a two-man mission, which functioned
through 1961-62 and was expected to remain
longer. The mission has assisted in improving
working methods in the repair shops of the
Indonesian State Railways at Djakarta.
The ILO allocated $778,500 in 1962 to assist
the Government of Korea in establishing a


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MONTHLY LABOR REVIEW, MARCH 1963

Productivity Center at Seoul. The Government
itself has appropriated $830,000 for this purpose.
An ILO productivity mission visited Malaya for
3 months in 1958. The Government of Malaya
in 1961 requested the assignment to Malaya of a
long-term mission of this kind. Accordingly, two
ILO experts on productivity are now stationed in
Malaya. In addition, the ILO contributed $525,
400, to supplement the Government’s appropriation
of $380,210, for work in the field of management
development and productivity promotion.
The ILO sent two productivity experts to
Pakistan in 1955 to work in the textile industry.
During the first year of their 3-year stay in Paki­
stan, daily production in one privately owned
250-loom mill was increased from 14,000 to 21,000
yards, and the output of bleached and printed
doth in another privately owned mill (where the
finishing departments had been a bottleneck)
was increased by nearly 100 percent.
The ILO sent an expert in 1959 to study pro­
ductivity in the jute industry in East Pakistan,
and subsequently sent a full mission to improve
productivity in that industry; it has also provided
over $1 million in credits and $210,000 worth of
equipment for a training center at Dacca. Sixteen
more productivity and management experts were
also sent by the ILO to Pakistan, and 8 fellow­
ships to enable Pakistanis to study production
methods overseas for a period of 5 years were
sponsored by the organization.
Thailand, also assisted by the demonstration
mission which visited southeast Asia in 1958-59,
requested a long-term ILO productivity mission
in 1960. The ILO has provided $567,300 for the
activities of the productivity mission now stationed
in Thailand, supplementing the allocation of
$212,600 for this project by the Government of
Thailand.
Multilateral activities of the ILO in promoting
productivity in Asia include participation in a
2-week seminar held in Tokyo in March 1961.
In the ILO’s latest activities in the field of
productivity promotion in Asian countries, a
growing emphasis on the development of senior
managerial personnel is evident. This emphasis
derives from the feeling of the International
Labor Office that well-trained top managers in
the developing countries can make a significant
contribution to the improvement of production.

Significant Decisions
in Labor Cases *

Labor Relations

Seniority. The National Labor Relations Board
ruled 1 that a union committed an unfair labor
practice by causing an employer to decrease
the seniority of a union member for reasons found
to be arbitrary. The employer was also held to
have violated the Labor Management Relations
Act by agreeing to the union’s demand.
The contract between a union and an employer
provided that employees would be retained during
the slow season according to seniority as set forth
in a union-prepared list. Employees who were
not to be retained could take a leave of absence
without any reduction in seniority. A worker
began his leave of absence too early and the em­
ployer, under union pressure, reduced his seniority.
Subsequent litigation led to the U.S. Supreme
Court’s remanding the matter to the Board for
reconsideration in line with the Court’s decision
in Local 357, International Brotherhood oj Team­
sters v. NLRB.2
On reconsideration, the Board concluded that
the union’s action violated sections 8(b)(1)(A) and
8(b)(2) of the act, which forbid labor organizations
to restrain or coerce employees in the exercise to
their rights under the act or to induce employers
to discriminate against employees in regard to
employment and thus encourage union member­
ship. In discussing the 8(b)(1)(A) violation, the
Board examined the relationships between sec­
tions 9, 7, and 8(b)(1)(A). Since section 9 per­
mits a union to be designated as an exclusive
collective bargaining agent, the Board reasoned
that a union occupying this status must assume a
responsibility to represent all employees fairly and
impartially. It noted that the circuit court, in
its prior disposition of this case, had found that
the union had sought a reduction in the employee’s
seniority for a reason which violated the collective
bargaining agreement. It viewed the reduction
in seniority as an unfair retroactive imposition of


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a union-made rule. The Board concluded, there­
fore, that the union had breached its duty of fair
representation.
Section 7 guarantees the right of employees to
bargain collectively through representatives of
their own choosing. It was held by the Board
to protect employees from union violations of
the fair representation requirement implicit under
section 9. Since 8(b)(1)(A) deems it an unfair
labor practice for unions to restrain or coerce
employees in the exercise of their rights under
section 7, the Board concluded that the union
action in this case violated 8(b)(1)(A).
The Board also held that the employer had
interfered with employees in the exercise of rights
guaranteed by section 7, thus violating section
8(a)(1). While an employer does not have the
same statutory obligation toward his employees
as a union, he violates the act to the extent that
he participates in arbitrary union action against
an employee.
The Board ruled that the union and the em­
ployer unlawfully discriminated against the em­
ployee to encourage union membership. It inter­
preted the Supreme Court in Local 357 as holding
that the act is not necessarily violated by conduct
which encourages union membership, even where
such encouragement was the foreseeable conse­
quence of the conduct. Where the consequences
can be foreseen, however, the conduct must be
examined to determine whether it was arbitrary
or whether it was related to legitimate employer
or union purposes. Since the Board believed that
the decrease in seniority was arbitrary, it con­
cluded that sections 8(a)3 and 8(b)(2) had been
violated by the employer and union.
In light of the Supreme Court’s decision in
Local 357, dissenting members McCulloch and
Fanning questioned the Board’s and circuit
court’s reliance on the conclusion that union
action violated the collective bargaining agree­
ment. In the dissenters’ view, the real issue was
♦Prepared in the U.S. Department of Labor, Office of the Solicitor. The
cases covered in this article represent a selection of the significant decisions
believed to be of special interest. No attem pt has been made to reflect all
recent judicial and administrative developments in the field of labor law or to
indicate the effect of particular decisions in jurisdictions in which contrary
results may be reached based upon local statutory provisions, the existence
of local precedents, or a different approach by the courts to the issue pre­
sented.
1 Miranda Fuel Co. and Michael Lopuch. 140 NLRB No. 7, Dec. 19, 1962.
2365 U.S. 667 (1961); see Monthly Labor Review, June 1961, pp. 643-647.
The Court ruled that exclusive hiring arrangements are not in themselves
unlawful.

305

306
whether the Board can reasonably conclude that
the true purpose of the reduction in seniority was
to encourage his or other employees’ union mem­
bership. The dissenters concluded that there
was no evidence of unlawful motivation here nor
was any such discrimination the natural or fore­
seeable consequence of the reduction in seniority.
The employee was a union member. His treat­
ment resulted from his absence from the job. The
beneficiaries of the union efforts were the other
employees who rose on the seniority ladder
without regard to union membership. The fore­
seeable result of this loss in seniority could only
be to encourage timely return and continuous
work until the annual layoff.
With respect to the alleged 8(b)(1)(A) and
8(a)(1) violations, the dissenters argued that
even if the union’s action was arbitrary and a
breach of its section 9 obligation of fair represen­
tation, the appropriate remedy might be to re­
voke certification rather than to invoke the sanc­
tions imposed for violation of the unfair labor
practice provisions.
Arbitration. The U.S. Court of Appeals for the
Second Circuit held3 that although courts are
obliged under the Labor Management Relations
Act to determine whether a party has breached
its promise to arbitrate, the question of whether
the party seeking arbitration has complied with
the technical requirements of the grievance
procedures should be left for the arbitrator to
decide.
A publisher and a union had a collective bar­
gaining agreement containing arbitration provi­
sions. Prior to the expiration of the contract,
the publishing company and another firm con­
solidated. Since the contract did not expressly
purport to bind successors of the publisher, a
dispute arose regarding the obligations of the
new company to employees under the old agree­
ment. The union demanded that the matter be
submitted to arbitration. The company alleged
that the union had not complied with grievance
procedures set forth in the agreement and was,
therefore, not entitled to arbitration.
The court of appeals held that a State law
imposing upon consolidated ventures liabilities
assumed by their predecessors was inapplicable
to the present dispute. The court believed the
case to be governed by Federal rather than State

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MONTHLY LABOR REVIEW, MARCH 1963

law. It noted the Supreme Court’s holding in
Atkinson v. Sinclair Refining Co} that matters of
“substantive arbitrability” are for the courts to
decide. This decision imposed upon the courts a
duty to determine whether a reluctant party has
breached his promise to arbitrate.
The circuit court refused to hold that Federal
law or policy compels the termination of all em­
ployee rights upon consolidation of the two
publishing firms. A contrary ruling would, in its
view, be a manifest injustice, a source of disrupting
litigation and labor-management friction. On the
other hand, it refused to hold that all collective
bargaining agreements survive consolidation. It
merely stated that, as viewed in the light of public
policy, the present contract was not intended to
preclude arbitration to determine the employees’
rights under the consolidation.
The court drew a clear distinction between
questions of “substantive” and “procedural” ar­
bitrability. Questions of procedural arbitrability
involve determinations as to whether the parties
have complied with the grievance or arbitration
procedures set forth in the collective bargaining
agreement and are, therefore, entitled to arbitra­
tion. The Atkinson decision did not, in the court’s
view, expressly decide whether such determina­
tions are to be made by a court or by an arbitrator.
The court reasoned that the merits of a case should
be submitted to arbitration once it has been de­
cided that the reluctant party has breached his
obligation to arbitrate. The parties bargained for
a decision by an arbitrator because they desired
“the benefit of his creativity and expertise.” Im­
plementation of an arbitration clause and its proce­
dural requirements are matters to which this
expertise is particularly appropriate. The court,
therefore, charged the arbitrator with deciding
whether the union complied with the procedures
set forth in the collective bargaining agreement.
Jurisdiction, No. 1. The U.S. Supreme Court held5
that it was authorized to review a State court’s
temporary order enjoining a picketing which al­
legedly violated a State “right-to-work” law. The
Court found that the disputed conduct was argu3 Livingston v. John Wiley & Sons (C.A. 2, Jan. 11, 1963).
<370 U.S. 238 (1962); see Monthly Labor Review, August 1962, p. 903.
5Local 438, Construction and General Laborers’ Union v. Curry (U.S. Sup.
Ct., Jan. 21, 1963).

DECISIONS IN LABOR CASES

ably under exclusive jurisdiction of the NLRB and
that the State court, therefore, lacked jurisdiction.
An employer entered into a municipal construc­
tion contract requiring that his employees be paid
wages prevailing for similar work in the locality.
A union claimed that the employer was breaching
this provision and placed a picket at the worksite.
In seeking a temporary injunction, the employer
charged that the picketing was designed to force
the exclusive hiring of union labor in violation of
the State’s right-to-work law. This contention
was sustained by the State’s supreme court, which
held that the trial court erred in refusing to issue
the injunction.
In overturning the temporary order, the U.S.
Supreme Court ruled that its review of the case
was not precluded by section 1257 of the United
States Code, which limits the Court’s jurisdiction
to final judgments of State courts. It found the
temporary injunction to be the State supreme
court’s final judgment within the meaning of this
provision. In its decision, the State court had
finally and definitively determined that it had
jurisdiction to hear the matter. The High Court
pointed out that although the union could clearly
appeal the granting of a permanent injunction,
that right might prove illusory. The temporary
injunction might, in the interim, do harm which
could not be cured by any future finding that the
State court had no authority to issue a permanent
order.
The High Court further noted that the State
Court had fully resolved this case on its merits.
There was no indication that a hearing to make
the order permanent would raise any additional
legal questions.
The U.S. Supreme Court distinguished the case
of Montgomery Building & Construction Trades
Council v. Ledbetter Erection Co.,6 which involved
an application of the rule that decisions upon
interlocutory injunctions are not final judgments.
That case was decided before a number of the
more recent preemption cases and before the
jurisdictional relationship between the NLRB and
State courts became clear. The Court further
pointed out that, unlike the instant situation, the
merits of the Ledbetter case had not been fully
determined by the State court which issued the
•344 U.S. 178 (1952); see Monthly Labor Review, February 1953, p. 176.
i N L R B v. Reliance Fuel Oil Corp. (U.S. Sup. Ct., Jan. 7, 1963).
676092— 63— 7


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307
temporary injunction. In any event, the Court
declined to follow Ledbetter to the extent that it
might be inconsistent with the decision in this
case.
Justice Harlan, though concurring in the result
reached by the majority, opposed any overruling
or weakening of the Ledbetter precedent. He
doubted that a determination of jurisdiction
should be regarded as a final judgment simply by
virtue of its separability from the rest of the case.
He preferred, rather, to rest his opinion on a
narrower ground articulated by the Court. Since
the State court had, in the instant case, decided
all of the legal issues and since the permanent
order would therefore be issued as a matter of
course, Justice Harlan regarded the judgment as
final in every significant sense.
Jurisdiction, No. 2. The U.S. Supreme Court, re­
versing a decision by a court of appeals, sustained 7
an NLRB finding of jurisdiction over an unfair
labor practice controversy involving a local fuel
oil distributor.
The distributor purchased more than $650,000
worth of fuel oil and related products within the
State during fiscal year 1959 from a large sup­
plier that received most of the products from out
of State. Gross retail sales during the calendar
year 1959 exceeded $500,000 and met the Board’s
self-imposed jurisdictional standards for retail
concerns.
The Board agreed to hear the case and found
that the distributor had engaged in unfair labor
practices. This decision was reversed by the
court of appeals and remanded to the Board for
further consideration because the court doubted
that the record adequately demonstrated the
existence of jurisdiction.
In a per curiam decision upholding the NLRB
finding, the Supreme Court noted that Congress
vested in the Board the fullest jurisdictional
breadth constitutionally permissible under the
Commerce Clause. It held that the activities
of the distributor were clearly within the con­
stitutional reach of Congress. Through the Na­
tional Labor Relations Act, Congress had regu­
lated, “not merely transactions or goods in
interstate commerce, but activities which in iso­
lation might be deemed to be merely local but in
the interlacing of business across State lines,
adversely affect such commerce.”

Chronology of
Recent Labor Events

on hot-cargo agreements by inducing a strike at a construc­
tion site allegedly for the purpose of protesting a breach
of an agreement on work subcontracting. The Board
held that although agreements on subcontracting are
permitted in the construction industry by the act, they
are merely voluntary and any attempts to enforce them
by means of strikes, picketing, or other inducements are
illegal. The case was Local 825, International Union of
Operating Engineers and Nichols Electric Co.
T he NLRB reestablished a principle on unit inclusion

January 2, 1963
A 6-c ent w age in c k ea se —3 cents on January 1 of 1963
and 1964—was among the terms of a 2-year pact agreed
upon by the United Shoe Workers and 50 Boston area
shoe factories. Similar wage increases appeared in a
contract agreed upon later in the month and covering
2,800 workers represented by the Brotherhood of Shoe
and Allied Craftsmen (Ind.) in Brockton, Whitman, and
Rockland, Mass. (See also p. 313 of this issue.)

under which an employee performing more than one func­
tion for an employer may be included in a bargaining
unit even though he normally devotes less than half of
his worktime to the work done in the unit, provided he dem­
onstrates a substantial interest in the unit’s conditions
of employment. The Denver-Color ado Springs-Pueblo
Motor Way and Brotherhood of Railroad Trainmen, Local
852 case, which had supplanted this principle, was over­
ruled. The present case was Berea Publishing Co. and
Cleveland Printing Pressmen Union 56.

January 4

January 8

T he N a tio n a l L a bo r R ela tio n s B oard —announced the
Communications Workers retained representation rights
of 17,000 telephone equipment installers in the 44-State
Western Electric system by winning a Board election
requested by the Teamsters union. The CWA polled
11,388 votes and the Teamsters 4,000; 696 employees
voted for no union. (See MLR, Jan. 1963, p. 67.)

R e p r e s e n t a t iv e s of the Hatters Union and the Eastern
Women’s Headwear Association agreed on a 3-year con­
tract, ending a strike of about 10,000 workers in the
New York City area. Over the 3-year period, wage
increases included in the pact amount to 10 percent
for pieceworkers and $7.50 a week for salaried employees.
(See also p. 313 of this issue.)

January 7

January 9

T he U .S . S u pr em e C ourt refused to review th e follow in g
low er court decisions:

A 3- y e a r a g r e e m e n t ratified between the International
Ladies’ Garment Workers’ Union and the Associated Cor­
set and Brassiere Manufacturers, Inc., and covering 7,000
workers provides weekly wage increases of $6 for cutters,
$4 for shipping clerks and samplemakers, and 5 percent
for operators and other crafts. Fringe benefits were also
increased.

Smith v. State of Florida. A State law requiring licensing
of union business agents is constitutional since it does
not apply to or interfere with the agents’ bargaining
functions.
Texas and New Orleans RR. Co. v. Brotherhood of Rail­
road Trainmen. The Norris-LaGuardia Act bars in­
junction against a threatened strike in connection with
employer-effected change of working conditions.
Kaiser v. Price Fewell. The Arkansas “right-to-work”
law bars a hiring-hall contract that makes the union the
only source of job referrals; the Taft-Hartley Act does
not prevent the State court from thus interpreting the
State statute.

On th e sam e d a y , the Supreme Court reversed a Federal
court of appeals decision that the NLRB could not assert
jurisdiction over a dispute involving a local fuel oil dis­
tributor who met the Board’s retail jurisdictional standards
without a finding on the actual or potential effect on com­
merce of a work stoppage against the distributor. The
case was N LRB v. Reliance Fuel Oil Corp. (See Chron.
item for Nov. 13, 1961, MLR, Jan. 1962, and p. 307 of
this issue.)
T he N a tio na l L a bo r R ela tio n s B oard ruled that a
union violated the Labor Management Relations Act’s ban
308


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January 10
a sid e an NLRB decision, the U.S. Court of
Appeals for the District of Columbia ruled that an em­
ployer was denied due process of law when, in a pro­
ceeding in which he was found guilty of an unfair labor
practice, he was not permitted by a trial examiner to
present bargaining history evidence, whereas presentation
of such evidence was permitted the charging parties and
the NLRB general counsel. The case was Wheeler v.

S e t t in g

NLRB.

January 14
T h e U.S. court of a pp e a l s in Philadelphia ruled that
action against a union for violation of its duty of impartial
representation under the Railway Labor Act must in­
clude allegations that the union’s discrimination was
motivated by bad faith. The court affirmed the dismissal
of a damage suit by railroad employees charging their

CHRONOLOGY OF RECENT LABOR EVENTS
union with failing to eliminate unjustified geographical
wage differentials but not ascribing to it either bad faith
or improper motive. The case was G a in e y v. B r o th e r ­
h o o d o f R a i l w a y C le r k s .

January 18
D a n ie l P a trc ik M o y n ih a n , executive assistant to the
Secretary of Labor, was nominated by President John F.
Kennedy to be Assistant Secretary of Labor for Em­
ployment and Manpower. Secretary Moynihan joined
the Department of Labor in 1960 as special assistant to
the Secretary and succeeds Jerry R. Holleman who re­
signed in the spring of 1962.
On January 1, Stanley Ruttenberg, former director of
the AFL-CIO’s research department, had become econom­
ic adviser to the Secretary of Labor.

January 21
T h e U.S. S u pr e m e C ourt ruled that a Georgia State
court had no authority to issue a temporary injunction
against picketing that violated the State’s ‘ right-towork” law, because the case arguably involved an unfair
labor practice exclusively within the jurisdiction of the
NLRB; it held further that the State court’s temporary
restraining order was reviewable because a Georgia
Supreme Court decision asserted final State jurisdiction
of the issues. The case was L o c a l 4 3 8 , C o n s tr u c tio n a n d
G e n e r a l L a b o r e r s ’ U n io n v. C u r r y .
(See also pp. 306-307
of this issue.)

January 22
B o b b ie B rooks , I nc ., and the International Ladies’
Garment Workers’ Union agreed on a 2-year contract—
subject to ratification by members—which establishes
craft minimums and raises wage rates for hourly employees
about 12H percent, according to union estimates. In
addition to the 3,000 Ladies’ Garment Workers in the
company’s plants who must ratify, the agreement is to
cover 4,000 workers in 40 shops doing contract work for
Bobbie Brooks. Hourly craft wage minimums estab­
lished in the contract and effective January 1 and Sep­
tember 3 include: Floor workers, $1.30 and $1.40; piece­
workers, $1.50 and $1.60; and plant receivers and shippers,
$1.40 and $1.50. Cutters and spreaders will receive
$2.75 and $1.80 an hour for the life of the contract.


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_______________________________________ 309
January 23
R evocation of a local union charter following a strike in
defiance of an international union’s orders was upheld by
the U.S. Court of Appeals in Richmond, reversing a lower
court’s decision. (Chron. item for Mar. 7, MLR, May
1962.) The position of the international president as
both prosecuter and judge in the local’s trial did not
violate due process of law. Further, the court found it
lacked jurisdiction, in absence of specific legislation, to
correct possible faults in the distribution of power within
an international union. The case was P a r k s v. I n te r n a ­
tio n a l B r o th e r h o o d o f E le c tr ic a l W o r k e r s .

T h e U.S. C om ptroller G e n e r a l found (in General Ac­
counting Office B-147602) that the Secretary of Labor’s
ruling that laborers be paid electricians’ wages for work
usually done by electricians exceeds his authority under
the Davis-Bacon Act. The Comptroller interprets the
act to permit the determination of prevailing wages only.

January 25
E ast a n d G u l f C oast longshoremen ended a strike lasting
39 d ays (Chron. item for Dec. 23, MLR, Feb. 1963) after
accepting recommendations of a special Presidential
board. (See p. 310 of this issue.) Economic terms of the
agreement amounted to about 37 cents an hour.

January 27
M e m b e r s of the Machinists union at Lockheed Aircraft
Corp.’s Burbank (Calif.) plant ratified a 3-year contract,
covering 17,500 employees, which continues existing main­
tenance-of-membership provisions. Machinists at the
Palmdale (Calif.) plant, a part of this same Division, ac­
cepted the contract, and a second agreement was ratified
at Lockheed Missile and Space Division plants at Sunny­
vale and Van Nuys (Calif.), Cape Canaveral, and Hono­
lulu. (See also p. 311 of this issue.) Under the new pacts,
the company is to recommend to new employees that they
seriously consider joining the union and is to assist in
training union stewards. Wage increases and improved
fringe benefits are provided, retroactive to July 23, 1962,
totaling 28.3 cents an hour over the duration of the
agreements. The contracts were accepted before the
expiration of an 80-day Taft-Hartley injunction which
followed a 36-hour strike. (See Chron. item for Nov.
30, 1962, MLR, Jan. 1963.)

Developments in
Industrial Relations*

Wages and Collective Bargaining

Transportation. A strike by the International
Longshoremen’s Association against East and
Gulf Coast shipowners, which lasted 34 days after
the expiration of a Taft-Hartley injunction,1
ended January 25 after involving some 52,000
longshoremen and tying up 556 ships. Terms pro­
posed by the Special Presidential Board, accepted
by the New York Shipping Association and ILA
New York locals, became the pattern for all East
and Gulf Coast ports after resolution of local
issues under the urging of Board Chairman
Senator Wayne Morse of Oregon and Assistant
Secretary of Labor James J. Reynolds, who had
participated in the negotiations.
The Board included Professor James J. Healy,
Associate Professor of Industrial Relations at
Harvard University, and Theodore W. Kheel,
New York attorney and arbitrator. They were
appointed by President John F. Kennedy on
January 16 to assist the parties in reaching a
settlement and were directed to propose legislation
to settle the strike if either party rejected their
recommendations.
Of the 23 injunctions issued under the TaftHartley Act, this was the sixth occasion on which
a strike had followed the 80-day cooling-off period
and the fifth dispute involving the East Coast
longshoring industry in which the emergency
provisions of the act had been invoked.
The 2-year contract provided wage-rate in­
creases of 15 cents an hour retroactive to October
1, 1962, and 9 cents on October 1, 1963. The
cost of the settlement was estimated by Senator
Morse to be about 37 cents an hour. Contribu­
tions to the pension fund (previously 14 cents a
man-hour) were increased 4 cents a man-hour,
retroactive to October 1, and an additional 5 cents
in October 1963, with 3 cents of the total reportedly
allocated for making the fund actuarially sound
310


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for existing benefit levels. The remainder was
to increase basic pension benefits, including those
of workers already retired, to $100 a month
(previously $75-$85, depending on the port), to
establish vesting of pension rights after 25 years’
service, and to increase death benefits by $500.
Contributions to the health and welfare fund
were increased 2K cents. For the first year of the
contract, employers were to contribute an addi­
tional 2 cents to the fund for medical clinics, with
a survey to be made during this year to improve the
effectiveness of the medical care program. An
additional paid holiday was to go into effect in
the second contract year.
The agreement incorporated a provision sug­
gested by Secretary of Labor W. Willard Wirtz
for a Department of Labor study of the problems
of manpower utilization and job security in East
Coast longshoring. In its report, the Presidential
Board stated that improvements in manpower use
were essential to support existing wage and bene­
fit levels and that the problem of job security was
“inseparably coupled” with the problem of effi­
cient manpower use. It was recommended that
the study extend to questions of gang size, work
force flexibility, severance pay, closing of eligible
work registers for hiring, and automation. Upon
completion of the study, there will be negotiations
regarding manpower use and job security. If
negotiation fails to produce agreement by July 31,
1964, an impartial panel will hear arguments and
make recommendations.
A 19-day strike was ended by agreement Febru­
ary 1 on a 2-year contract between the Philadelphia
Transportation Co. and the Transport Workers
Union, representing 5,600 workers. The contract
provided for a 10-cent-an-hour increase immedi­
ately and another 10 cents a year later, plus increased
benefits reportedly valued at 13 cents. It re­
tained a no-layoff clause that management had
sought to eliminate. Steps intended to halt the
stoppage had included a common pleas court order
placing the company under temporary receivership
which was subsequently voided by the Pennsyl­
vania State Supreme Court. Robert H. Stier,
president and chief negotiator for the company,
resigned after a settlement he had negotiated
•Prepared in the Division of Wage Economics, Bureau of Labor Statistics.
See
Monthly Labor Review, February 1963, p. 182.

1Longshoremen struck for 5 days preceding issuance of the injunction.

DEVELOPMENTS IN INDUSTRIAL RELATIONS

under the receivership was rejected by the com­
pany’s executive committee. Subsequently, Penn­
sylvania Governor William Scranton intervened
and the company accepted an agreement substan­
tially like the one previously rejected.
Newspapers. The New York newspaper work
stoppage,2 idling 20,000 workers of all crafts, con­
tinued into February as Local 6 of the Interna­
tional Typographical Union remained on strike
for higher wages and shorter hours and in opposi­
tion to management’s demands for changes in work
rules. After unsuccessful attempts by Federal
mediators to end the dispute, a panel of jurists
investigated the strike at the request of Governor
Nelson A. Rockefeller, Mayor Robert F. Wagner,
and Secretary of Labor Wirtz in an effort to bring
public opinion to bear on the parties. The panel,
which consisted of Harold R. Medina, a Federal
appellate judge, Joseph O’Grady, a criminal court
judge, and David W. Peck, a former appellate
justice of the New York Supreme Court, reported:
“Indeed it must be said that there has been no
real bargaining—bargaining was intended to be
postponed for a long period until the strike had
taken its toll.” Observing that 15 negotiating
sessions had taken place since December 8, the
report said “all those meetings can be summed up
with the statement that neither party moved.”
Meanwhile, in Cleveland, negotiations to end
the strike against the Cleveland Plain Dealer
and the Press News,3 which has idled 3,000
workers, continued through January. By early
February, the International Typographical Union,
the International Mailers Union (an affiliate of
the ITU), and the International Association of
Machinists, whose members had been respecting
picket lines of the American Newspaper Guild
and the Teamsters, had joined the strike. The
major issue was the Guild’s demand that future
employees join the Guild or pay dues; the other
unions were concerned with economic issues and
working conditions.
Metalworking. Lockheed Aircraft Corp. nego­
tiated two 3-year contracts with the Machinists
representing 32,000 workers—one for the Lock2 See Monthly Labor Review, January 1963, p. 70.
a Ibid.
* Ibid, p . 68.
*See Monthly Labor Review, September 1962, p. 1034.


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311

heed-California Co. Division plants at Burbank
and Palmdale, Calif., and the other for the Lock­
heed Missile and Space Co. Division plants at
Sunnyvale and Van Nuys, Calif ., and test ranges
at Cape Canaveral and Vandenberg Air Force
Base, Calif. Both contracts were ratified by
union members late in January. Agreement was
reached before a final report could be issued by a
board of inquiry established in late November
under the national emergency provisions of the
Taft-Hartley Act (invoked after the beginning of
a 36-hour strike 4 over the union’s demand for a
union shop).
An injunction, which covered the two Lock­
heed Divisions, was issued in December barring
the strike for 80 days. The primary issue of
union security was settled by continuing the
previous maintenance of membership clause, but
with provisions that the company ask new workers
to seriously consider joining the union, that stew­
ards be given company time to urge new workers
to join the union, and that the company partici­
pate in shop stewards’ training.
The economic provisions reportedly were valued
at 28.3 cents an hour over the life of the contract.
(The union stated that this was the largest eco­
nomic package of any 1962-63 West Coast air­
craft settlement.) A wage-rate increase of 5 to
8 cents an hour was made retroactive to July 23,
1962, while rate increases in July of 1963 and
1964 will be 6 to 8 cents and 6 to 9 cents, respec­
tively. Some 1,450 workers also received retro­
active increases of 3 to 16 cents an hour to remove
pay inequities. Cost-of-living adjustments to­
taling 7 cents under previous contracts were
incorporated into base rates and escalation was
continued.
Fringe changes included an additional paid
holiday (the day after Thanksgiving), and im­
provements in medical insurance, supplemental
layoff benefits, and paid vacation provisions.
Vacation changes consisted of a third week of
vacation after 10 instead of 12 years’ service and
a fourth week after 25 years. As in the North
American Aviation agreement, supplemental lay­
off benefits were raised from $50 to $75 for each
year of service, with a maximum of $1,125 after
15 years. The previous maximum was $500.
Under the ageney shop agreement5 reached
July 16, 1962, with the Machinists and the
Automobile Workers, Douglas Aircraft Co. an-

312
nounced in mid-January that it had discharged
22 employees who refused to join a union or pay
fees equivalent to union dues. The remainder
of the employees who had not been union members
complied with the contract provisions. An esti­
mated 25 to 30 percent of the affected workers in
the bargaining unit are paying the fee instead of
joining the union.
A similar agency fee clause is before the U.S.
Supreme Court in a test case involving the UAW
and General Motors. The unions and Douglas
have agreed to an election if the agency shop is
held illegal. If two-thirds of the Douglas workers
approve, the contract will contain a union shop
clause, which requires full union membership.
Contract negotiations between Boeing Co. and
the Machinists covering 45,000 workers were still
stalled on the issue of union security at the end
of January.6 In early January, a special Presi­
dential Board headed by Saul Wallen, Boston
attorney, criticized the attitude of Boeing manage­
ment in reporting the collapse of its mediation
efforts.
The union postponed a strike scheduled for
January 15 at the request of Federal mediators.
After the union membership overwhelmingly re­
jected the company’s offer on January 23, Presi­
dent Kennedy created a board of inquiry under
the Taft-Hartley Act to investigate the dispute.
A temporary injunction against a threatened
strike at midnight January 25, granted by U.S.
District Judge William J. Lindberg, was made
effective February 1 for 80 days, retroactive to
January 25, forestalling the possibility of a
strike until April 15. The injunction also included
the Rohr Corp. plant at Auburn, Wash., supplier
of jet engine accessories for Boeing civilian and
military planes.
Following President Kennedy’s decision in
December to cancel the Skybolt missile program,
Douglas Aircraft Co. announced in early January
plans to lay off 4,000 of the 6,000 workers employed
in the program in southern California. Northrop
Corp. announced that 2,000 of the 4,500 workers
engaged in Skybolt guidance system development
in southern California would be laid off immedi­
ately, with the layoff eventually amounting to
3,000. General Electric Co. at Utica, N.Y.,
announced layoffs of 600 employees. Douglas
and Northrop were attempting to absorb some


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MONTHLY LABOR REVIEW, MARCH 1963

laid-off workers in other company work and to
place them with other aerospace companies. The
National Aeronautics and Space Administration
expressed hope of recruiting some 1,500 scientists
and engineers among those who are laid off.
The Sikorsky Aircraft Division of United
Aircraft Corp., at Bridgeport and Stratford, Conn.,
signed its first contract with the Teamsters on
December 28. The UAW had represented the
workers for 10 years, but was decertified in an
NLRB election in November 1960 after an
unsuccessful 3-month strike.7 In an NLRB
runoff election in December 1961, the Teamsters
defeated the Independent Aircraft Guild.8 This
election was set aside on grounds that tne Team­
sters had erroneously claimed the backing of other
labor organizations. In a March 1962 election,
the Teamsters gained bargaining rights. Cover­
ing some 5,000 production workers, the 3-year
agreement provided an immediate 6- to 11-centan-hour wage increase and deferred increases of
6 to 11 cents an hour in each of the subsequent
contract years. It also increased life insurance
and accident and sickness benefits and extended
hospital, surgical-medical, and major medical
insurance coverage of dependent children from
age 19 to 23.
The Stanley Works and its Stanley Tool Divi­
sion of New Britain, Conn., reached agreement
with two Machinists locals on new 3-year con­
tracts covering about 400 skilled and 2,900 other
production workers. The contracts provide im­
mediately a 3-percent increase, with a minimum
of 7 cents an hour for skilled workers, and a uni­
form 7-cent increase for other employees; deferred
increases of 2% percent, with a minimum of 5
cents an hour for all workers, are due in 1964
and 1965. Both contracts provided a ninth paid
holiday (the day after Thanksgiving) in 1964,
improved sickness and accident and hospitaliza­
tion benefits, and established a full union shop.
A strike which began July 18 at the Climax
Molybdenum Co., a subsidiary of American Metal
Climax, Inc., was settled in early January when
the Oil, Chemical and Atomic Workers, represent­
ing 1,600 miners and plant workers, agreed to a
• See Monthly Labor Review, February 1963, p. 180.
1See Monthly Labor Review, October 1960, p. 1093 and January 1961, p. 68.
8See Monthly Labor Review, February 1962, p. 190.

DEVELOPMENTS IN INDUSTRIAL RELATIONS

new contract. In addition to the OCAW, mem­
bers of the International Brotherhood of Electrical
Workers, who were on strike at the same time,
agreed to a new contract. A total of some 2,000
workers, including employees of contractors, had
been idled. The issues in the strike included the
contracting out of work and management rights
as well as benefits and wages. A 2%-year contract
provided a 20-cent wage increase—10 cents effec­
tive immediately—and improved benefits totaling
another 18% cents an hour.
Apparel and Footwear. The Philadelphia Apparel
Producers’ Association and the Ladies’ Garment
Workers’ Union’s Philadelphia Joint Dress Board
announced in early January a 3-year contract for
4.000 workers, providing an increase of 5 percent
of the base rates for incentive workers, 10 cents
an hour for time workers, and $5 a week for
cutters. On September 3, 1963, when the Fair
Labor Standards Act minimum goes to $1.25 an
hour, the basic minimum under this contract will
become $1.40, in accordance with past industry
practice of maintaining minimums in excess of
those required by the FLSA. In addition, craft
minimums were established and a sixth paid holi­
day was added.
A similar agreement effective February 1 was
negotiated by the Fashion Apparel Manufacturers
Association of Philadelphia with the same union
affecting 3,500 workers.
After a week’s strike, agreement was reached
January 8, 1963, by the United Hatters, Cap and
Millinery Workers Union representing about
10.000 workers in five locals with the Eastern
Women’s Headwear Association representing 350
millinery manufacturers in the New York City
area, where an estimated 65 percent of women’s
hat production is concentrated. The contract
provided a 10-percent increase for piece-rate
workers: 2% percent on January 1, 1963, an
identical increase on January 1, 1964, and the
remainder on January 1, 1965. Salaried workers
were to get a $7.50-a-week increase, one-third
retroactive to January 1, 1963, and a third on
January 1 of 1964 and 1965. Employer contri­
butions to the pension fund were to be increased to
4 from 3 percent of payroll beginning in 1965, and
employers agreed to pay $100,000 to the union
label fund.


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313
About 50 shoe manufacturing factories in the
Boston and North Shore areas of Massachusetts
on January 2 agreed on a 2-year contract with the
United Shoe Workers of America. The 10,000
workers affected received a 3-cent wage increase
immediately plus an eighth paid holiday, with
another 3-cent wage-rate increase and an increase
in life insurance from $500 to $1,000 to become
effective on January 1, 1964. On September 3,
1963, when the Fair Labor Standards Act mini­
mum goes to $1.25, minimum rates under the
contract will be increased 3 cents, to $1.32. The
agreement provides that machine operators whose
jobs are eliminated by new or improved ma­
chinery will have priority for any new jobs created
by the new equipment and for job openings in
their department. Wage rates for such operators
will not be reduced to match any reductions in
skill or effort required on the new jobs, but if
skill or effort requirements are increased, their
wages will be resolved by contract grievance and
arbitration procedures.
A group of 11 shoe manufacturers in the Brock­
ton, Mass., area and the Brotherhood of Shoe and
Allied Craftsmen (Ind.) representing approxi­
mately 2,800 workers agreed to a contract on
January 18, 1963, providing a 6-cent hourly
increase over the 2-year contract period and in­
creased supplemental benefits. Management’s
demand for the sole right to set piece rates on
new or changed shoe patterns, the main issue in
the 2-week strike that preceded this settlement,
was referred to a union-management committee
for study and solution.
Retail Trade. The Women’s Apparel Chains
Association of metropolitan New York and the
International Ladies’ Garment Workers’ Union
agreed in mid-January to a 2%-year contract for
some 4,500 office and warehouse workers. The
contract provided weekly increases of $4 im­
mediately and an additional $3.50 in April 1964.
Minimum scales were increased and a severance
fund established. The workers ratifying the
contract assessed themselves $1,50 a week for a
strike fund.
Government. A settlement reached in late Decem­
ber between the U.S. Naval Ordnance Plant at
Louisville, Ky., and the IAM, representing 1,700

MONTHLY LABOR REVIEW, MARCH 1963

314
civilian employees, was the first reported under
Executive Order 10988 (January 17, 1962), in
which President Kennedy set forth a new policy
for labor unions in Federal agencies and
installations.9
Although the 1-year agreement did not cover
wages and related benefits, which under Federal
law cannot be negotiated by the parties, it in­
cluded a grievance procedure that stipulated
advisory arbitration of unresolved grievances,
merit promotion policies, seniority job bidding
in the event of layoff, a Monday-through-Friday
workweek with overtime for Saturday and Sunday
work, and the right to take birthdays and religious
holidays as annual leave.
The contract specified that there should be
union participation on safety committees. Exist­
ing practices continued by the agreement included
selection of shop personnel for membership in
teams used in area wage surveys.
Employees of the Reynolds Electrical and
Engineering Co., Inc., an electrical construction
contractor, members of the Office Workers Inter­
national Union, struck and picketed the Atomic
Energy Commission’s Nevada Test Site, Camp
Mercury, near Las Vegas in late January during
negotiations for a first contract. The union also
filed an unfair labor practice complaint with the
NLRB in San Francisco. The strike, in protest
against an AEC directive that cut daily sub­
sistence pay from $7.50 to $5 and eliminated travel­
time pay, involved some 500 office workers and
idled some 3,000 craft workers who honored picket
lines. Originally the remoteness of work sites
in Nevada had been the justification for the sub­
sistence and traveltime pay. The directive
implements AEC policy aimed at eliminating
uneconomic practices and imposing uniform labor
practices, including those concerned with report­
ing points, hazardous duty pay, and shift
premiums.
The Atomic Energy Labor-Management Rela­
tions Panel in Washington, D.C., assumed juris­
diction over the dispute and requested the union
to remove pickets and continue bargaining with
assistance from the Federal Mediation Service.
Both parties agreed to this proposal, thus ending
the 2-day strike.
» Ibid., pp.

hi

and rv.


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Union Affairs

AFL-CIO legislative goals were set forth in
a New Year’s statement by President George
Meany. He saw 1963 as a pivotal year for our
Nation and for the world in view of the major un­
resolved issues on which the AFL-CIO recom­
mends action. To forestall the “coming crisis in
employment,” he recommended a workweek of 35
hours ; increased public investment through aid to
education, better health facilities, and additional
public works; and tax reductions and reforms.
He further recommended health insurance for the
aged in the social security system, a national fair
employment practices law, and repeal of section
14(b) of the Taft-Hartley Act, that permits State
right-to-work laws.
David L. Cole, impartial umpire under AFLCIO Internal Disputes Plan, held that the Interna­
tional Brotherhood of Electrical Workers violated
the AFL-CIO constitution in interunion disputes
with the Machinists and International Union of
Electrical Workers. The IBEW had sought, in
July 1962, the bargaining rights for two groups of
elecrical maintenance workers who were moved to
a new building of the Westinghouse Baltimore
Works. One group was represented by the IUE
and the other by the IBEW. The IBEW struck
to enforce its demand and then petitioned the
NLRB for a clarification of bargaining units after
Westinghouse got a temporary order restraining
the strike.
Mr. Cole declared that IBEW should not ignore
established collective bargaining and work rela­
tionships and should also make use of the AFLCIO internal disputes machinery. He also declared
that to permit and condone this conduct would
defeat the purposes and procedures of the AFLCIO constitution.
The IBEW had also sought the bargaining
rights for 23 maintenance electricians employed
by Lockheed Missile and Space Co. at Vandenberg
AFB, Calif., in an NLRB hearing. The Board
found that these electricians were covered by Ma­
chinists’ agreement and contract and had been for
the past 4 years. In these circumstances IBEW
clearly violated the AFL-CIO constitution, Mr.
Cole concluded.
Thomas Kennedy, who died January 21, was
succeeded by W. A. Boyle as president of the

DEVELOPMENTS IN INDUSTRIAL RELATIONS

United Mine Workers of America. Mr. Boyle had
been named acting president last November be­
cause of Mr. Kennedy’s failing health.
Charles Luna succeeded William P. Kennedy as
president of the Brotherhood of Railroad Train­
men in January. Mr. Luna had been elected
assistant to the president at the 1960 convention
of the Railroad Trainmen and was designated as
successor when Mr. Kennedy retired.
Other Developments

On January 9, the first claim was filed under the
provisions of the Trade Expansion Act of 1962
which allow workers who are unemployed as the


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315
results of imports to apply for Federal adjustment
assistance. The claim was filed by the Interna­
tional Union of Mine, Mill and Smelter Workers
(Ind.) for 126 workers laid off at the Hanover,
N. Mex., zinc mine of New Jersey Zinc Co. The
Tariff Commission instituted an investigation on
January 14 to determine whether increased imports
have caused injury to the establishment; within 60
days it will make recommendations to the President.
The President’s authority to certify that a
group is eligible to apply for assistance has been
delegated by Executive Order to the Secretary of
Labor. Assistance includes trade readjustment
allowances, or money payments, and training and
relocation allowances.

Book Reviews
and Notes

o t e .—Listing of a publication in this
section is jor record and reference only and does
not constitute an endorsement of point of view
or advocacy of use.

E d it o r ’ s N

Special Reviews

British Journal of Industrial Relations. London,
England, The London School of Economics
and Political Science, Vol. 1, No. 1, February
1963. 137 pp. Annual subscription, $6.50;
3 years, $18; single issue, $2.50.
Publication of the first issue of the British
Journal of Industrial Relations introduces an
important newcomer to the growing family of
scholarly journals in this field. In sponsorship,
form, and content, it is closely comparable to the
Industrial and Labor Relations Review and In­
dustrial Relations in the United States and to
The Journal of Industrial Relations in Australia.
Three numbers are to be published annually.
The journal is, rather surprisingly, Britain’s
first to focus exclusively on industrial relations.
Its editor is the well-known scholar of British
trade unionism and labor economics, Professor B.
C. Roberts. Other members of the 15-man
editorial committee include a number of writers
familiar to American students, such as Professors
E. H. Phelps Brown and 0. Kahn-Freund of The
London School, A. Flanders of Oxford, D. J.
Roberston of Glasgow, E. Trist of the Tavistock
Institute, and H. A. Turner of Leeds.
According to its Introductory Note, the con­
tent of the journal will range widely over the
industrial relations field. “The focus of interest
will be on the entire field of employmental rela­
tionships and the environment in which they are
shaped. Problems of industrial relations can only
be effectively analyzed in the context of the social
changes that are being brought about by popula­
tion growth and movement, technological in316


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novation, economic development, and political
revolt against established systems of government,
since these are everywhere exerting a tremendous
pressure upon traditional patterns of individual
and institutional behavior.”
Although designed primarily for a British
audience of academicians and practitioners, and
therefore concerned with contemporary British
problems, the journal will strongly emphasize
studies of the European Economic Community and
of newly industrializing nations in Asia, Africa,
and Latin America. The editors feel that analyses
of a comparative (i.e., inter-cultural) nature afford
the best insights into the working of industrial
relations systems.
In keeping with these beliefs and objectives,
this issue includes articles on social and labor
policies in the European Economic Community,
British law protecting the rights of union members
who “contract out” of contributing to their union’s
political fund, immigration and unemployment
(especially of “colored workers”) in Britain since
1955, Soviet wages, the quality of British union
journals, and industrial peace and conflict in South
Africa. The technical quality of the articles
testifies to the professional competence and sub­
ject-knowledge of the authors. Writing style and
presentation compare favorably with other similar
academic journals in the field.
Apart from a short conventional book review
section (4 of the 6 books reviewed are by American
authors) and a brief note on two Japanese periodi­
cals, there are two special features which seem
particularly praiseworthy. One is a Chronicle of
industrial relations events in Britain during the
first 11 months of 1962. This serves somewhat
the same purpose, although on a much more
limited scale, as the “Chronology of Recent Labor
Events,” the “Labor Month in Review,” and the
annual review of American labor in the Monthly
Labor Review. A unique aspect of the Chronicle
is that although the main breakdown is by month,
once a topic is mentioned, the entire year’s events
relating to it are given forthwith so that it is not
necessary for the reader to search through all the
months for continuity.
The other special feature is a seven-page article
which examines a number of British books on
industrial relations published since 1960 in order
to detect changes in the approach and scope of
the field’s literature. The author, J. H. Smith,

BOOK REVIEWS AND NOTES

317

a lecturer in social science at The London School,
notes the contribution being made by “serious
journalism” (4 of the 7 volumes he selected for
study were written by journalists), the emergence
of a critical although sympathetic attitude toward
the established system of industrial relations and
its union, employer, and government participants,
and the considerable diversification of writings on
industrial relations. Smith contrasts these writ­
ings with the classic works of the Webbs and Cole,
whose purpose was social and economic reform of
society in which trade unionism was to play a
major role.
Not only will the new journal be of value to
British students and others interested in indus­
trial relations, it will also be an important source
of information and ideas to Americans who have
become, like the editors of the journal, increas­
ingly impressed by the virtues of travel to foreign
lands and study on a cross-cultural, comparative
basis. An added benefit to Americans is the op­
portunity to become acquainted with scholars
whose research and thought would otherwise
probably not come to their attention. It is hoped
that the editors will encourage contributions not
only from economists and political scientists but
also from other social scientists in Britain and on
the Continent who have much to contribute to
the field.
It may be picayune to offer, in conclusion, a
few minor editorial suggestions for a new pub­
lication which is overall exceedingly attractive to
the eye. However, the reader might benefit from
the identification of the book reviewer’s institu­
tional connection. And the “Chronicle, 1962”
might have been put in smaller type to conserve
space.
•— M

il t o n

D

erber

Institute of Labor and Industrial Relations
University of Illinois

Voluntary Health Insurance and Rate Making.
By Duncan M. MacIntyre. Ithaca, N.Y.,
Cornell University Press, 1962. 301 pp.
$6.50.
Are Blue Cross and Blue Shield becoming
“ just another insurance company” as they replace
uniform community rates with rates adjusted
to the experience of each subscriber and service
benefits with cash indemnities? Does the trend
away from community rates make it more difficult

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for the “ Blues” to attain their objective of enroll­
ing the entire community? Or is government
action required to enroll low-income high-losscost consumers, such as the aged, at prices they
can afford?
To obtain the facts necessary to answer these
and many other health insurance questions
objectively, Professor MacIntyre conducted a
prodigious amount of field work. From those
now active in ratemaking and rating activities
he learned the practices of insurance companies,
the Blues, and the independent companies. He
also rounded out the written history of group
health insurance through interviews and cor­
respondence with such Blue Cross pioneers as
C. Rufus Rorem and E. A. Van Steenwyk. And
most valuable of all, he has organized the infor­
mation on and discussions of ratemaking pro­
cedures scattered throughout the actuarial jour­
nals, texts and study materials, and the rest of
the health insurance literature.
This technical study, which was financed by a
grant from the Health Information Foundation
to the New York State School of Industrial
and Labor Relations, Cornell University, also
includes a well-balanced discussion of the advan­
tages and disadvantages of experience rating and
community rating to the Blues, the independent
medical care plans (e.g., Kaiser Foundation
Health Plan, Health Insurance Plan of Greater
New York, Group Health Association), the in­
surance carriers, the vendors of medical care, and
the consuming public. It concludes that (1) the
distinctions among various ratemaking and rating
schemes are less substantial than competing
carriers have alleged, (2) the advantages of pooled
or community rating schemes generally have been
exaggerated, and (3) the advantages of experiencebased rates are more tangible than most health
economists have conceded. This leads to the
prediction that we “ are developing an indigenous
approach to health care and health prepayment
which will rely heavily on private plans and private
financing supplemented, however, by more, rather
than less, public or governmental support and
activity, especially for high benefit-cost and lower
income groups [including the aged].”
—D

o n ald

M.

L anday

Division of Industrial and Labor Relations
Bureau of Labor Statistics

MONTHLY LABOR REVIEW, MARCH 1963

318
P sy c h ia tric In su ra n ce: F in a n cin g S h o rt-T erm A m ­
bu latory T reatm ent. By Helen Hershfield

Avnet. New York, Group Health Insurance,
Inc., 1962. 280 pp.
The author reports on a 30-month study of
utilization of psychiatric services by 76,000 enrollees of Group Health Insurance, Inc., of New
York, when they were allowed up to 15 visits to a
psychiatrist at a small fee per visit. The study
was conducted by GHI under a grant from the
National Institute of Mental Health to determine
the feasibility of financing short-term ambulatory
psychiatric care (STAPC) by examining the level
of demand for STAPC when financial barriers were
largely removed. To date, psychiatric care has
generally been excluded in prepaid medical care
because of the lack of underwriting data and the
belief that demand for such care would be so great
that the insurer might well face financial disaster.
The study documents the rates of demand by
occupation, sex, age, education, marital status, size
of family, and other pertinent variables, and shows
great variations in demand among groups. As
the report points out, the groups sampled are not
representative of the general population; therefore,
their general utilization rates should not unknow­
ingly be applied to the general population. In
general, demand seems to be lower than would
have been anticipated from other earlier estimates
of need and demand.
The only assessments made of the effect of the
psychiatric services were those of the psychiatrists
involved in the program. Their reactions give
rise to a general question in psychiatric care: Can
short-term, out-of-hospital care be beneficial, given
psychiatrists’ orientation toward long-term care?
Many of the psychiatrists stated that the limited
number of visits caused them to set realistic goals,
and that they were able to do much to relieve
symptoms even though they did not alleviate the
basic problem. This suggests that short-term care
might well be meaningful. Other psychiatrists,
however, felt that the short-term care simply left
the patient in a worse state than he had been in
when he arrived. Further study is essential before
firm conclusions can be reached. Most of the
psychiatrists did agree that the plan was beneficial
in promoting use, especially early use, of psychi­
atric services.
The study was prompted by current trends in
medical care toward growing demand for a broader

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spectrum of services under prepayment plans;
increasing acceptance of mental illness as a medical
problem with good chances of cure; increasing
emphasis on short-term care in the mental health
field; and the hypothesized need for and success of
early psychiatric treatment. These trends suggest
that there will be future demand for the inclusion
of psychiatric coverage in the health plan package.
Given the findings of the study, the conclusion
of the president of GHI that STAPC is insurable
seems to be unwarranted, except from a very
limited financial viewpoint. Until the medical
success of such programs is better documented, it
does not seem wise to promote prepayment cover­
age simply because it is financially feasible. The
GHI study does, however, provide a basis for
further research upon which general conclusions
about the success of STAPC could be based.
— R oy P e n c h a n s k y

Instructor in Medical Care Administration
Harvard School of Public Health
The

U n ited S ta tes a n d the C om m on M a rk e t: A
B a ck g ro u n d S tu d y . By Don D. Humphrey.

New York, Frederick A. Praeger, Inc., 1962.
176 pp. $4.50.
S h a p in g the W o rld E co n o m y: S u ggestion s f o r a n
In te rn a tio n a l E con om ic
P o lic y . By Jan

Tinbergen. New York, Twentieth Century
Fund, 1962. 330 pp. $4.
The establishment of the Common Market and
the rapid economic growth rate of Western
Europe are only two phenomena underlying the
profound structural changes transforming the
non-Communist world. These structural changes
in turn raise anew the problem of how to continue
the expansion of multilateral trade in the present
world setting. Both authors discuss the back­
ground of this transformation and suggest policy
guidelines for the future.
Professor Humphrey of Tufts University’s
Fletcher School of Law and Diplomacy illuminates
cogently four points. First, in tracing the history
of U.S. commercial policy since 1933, he reminds
us that there is no longer a dollar shortage world
but rather a dollar surplus world. Western
Europe’s dollar reserve affluence, along with its
rapid growth rate, creates both a new structural
setting for trade negotiations and, paradoxically,
our current balance of payments difficulties.

BOOK REVIEWS AND NOTES

Second, he builds a persuasive but modest case
for the expansion of international trade. Trade
liberalization, however, is not a panacea nor can
it be a substitute for a national growth policy,
which necessarily must be domestic in origin and
impetus. On the other band, wide-scale trade
liberalization will not aggravate seriously our
persistent unemployment problem.
His third contribution lies in demolishing many
of the myths surrounding international trade
issues. American exports, in the main, have not
been priced out of world markets. The reason
for the recent decline in our share of the world
export market lies, in part, in the lack of aggres­
sive pricing policies by our exporters. Importcompeting industries which suffer a tariff re­
duction may, in net terms, gain more from in­
creased exports than from domestic losses through
imports. His explanations of why imports create
exports and of our balance of payments dif­
ficulties also help clarify some persistent mis­
conceptions.
Finally, Professor Humphrey discusses our
trade liberalization legislation of 1962 and the
operational procedures of the Common Market.
Whether the latter will be trade creating or trade
diverting in impact will depend upon “how suc­
cessful the Common Market is in accelerating
the growth of income compared with thirdcountry losses from trade diversion.” Obviously,
rising levels of income will help mitigate adverse
effects stemming from the formation of regional
blocs.
The study by Professor Tinbergen, a Dutch
economist of international renown, is broader in
scope. The world faces three interrelated chal­
lenges: nuclear war, continuing poverty in the
developing nations, and the threat from the
Communist world. Stated in an oversimplified
manner, his main suggestion calls for the multi­
lateralization of policies, approached in an un­
doctrinaire fashion. This multilateralization can
be achieved either through better utilization of
existing international agencies, such as the Gen­
eral Agreement on Tariffs and Trade and the
International Monetary Fund, or through the
establishment of supranational agencies, such as
the Common Market or the European Coal and
Steel Community. The non-Communist world's
liquidity position, and therefore its monetary
system needs to be strengthened to help dampen

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319
cyclical disturbances, to help stabilize the reve­
nues of primary producing countries, and to pro­
vide better geographic distribution of funds for
development purposes. Beyond this, commodity
agreements and international insurance schemes
will be useful in stabilizing the insecure foreign
earnings of developing countries. He suggests a
larger role for both the United Nations and the
uncommitted nations within it. Finally, some­
thing akin to the spirit of the Marshall Plan is
needed. Some excellent material on underde­
veloped areas is included at the end of the study.
While some of Professor Tinbergen's suggestions
may be considered controversial, in general his
proposals are sound and civilized. Whether they
can be implemented in the near future is another
matter entirely.
Both studies contain much that is conventional
wisdom to the experts. It is to be hoped that
these studies reach the wide audience to which
they are addressed.
— T homas J. L eary
Washington, D.C.

Theories of Economic Growth and Development. By
Irma Adelman. Stanford, Calif., Stanford
University Press, 1961. 164 pp. $5.
Mrs. Adelman has chosen as her task to present
a “dynamic analysis'' of economic developments
that is sufficiently broad to permit inclusion of
both the phenomenon of “self-sustained progress”
and of “economic stagnation.” She feels that some
features of the international economic scene lend a
sense of urgency to the problem of economic de­
velopment; for example, the tremendous differ­
ences in real income that exist between advanced
countries and poor lands. Worse, one can expect
the income disparities to grow greater.
The aim of the book is twofold: (1) To obtain a
clearer picture of economic development; (2) to
suggest reasonable policies to speed development.
To achieve this purpose, the author analyzes the
“longrun dynamic behavior of economic systems
as seen by Smith, Ricardo, Marx, Schumpeter,
and the Neo-Keynesians.” In addition, she relies
heavily on a mathematical framework. For a few
definitions of terms used, the reader is referred to
other works. This review is restricted to the
nonmathematical portions of the book.
Although Mrs. Adelman has adopted a “mathe­
matical schema” as the basis of her book, her

320
conclusions seem more dependent on political con­
siderations. This is made evident in the last
paragraph of the final chapter, Summary and
Conclusions, where she writes, “governmental
agencies must play an active role in planning and
initiating economic development. . . . ”
Throughout the book, the author stresses the
“sociocultural milieu” in which an economic
system operates. She sides with Schumpeter in
his disagreement with Marx’s contention that
relations of production determine the character of
society. She comes to the conclusion that “there
is no simple explanation for underdevelopment,”
and that it must be understood in “the context of
the entire complex of interrelationships that
characterize the economic and social life of the
community.”
The reviewer agrees with the author that “we
must assign to the technical and sociocultural
variables the role of prime movers in the initiation
of economic development.” He also accepts her
conclusion that “investment in social capital
should not be neglected.” But he does not go
along with her emphasis on the development of
“ 'basic’ industries, such as metals andunvestment
goods in general. . . . ”
Mrs. Adelman’s treatment of Marx requires
some special comment. She finds Marx’s predic­
tions unfulfilled and his theoretical arguments
fallacious, but she devotes a generous 34 pages to
his work (as against 18 each to Smith and Ricardo
and only 15 to Schumpeter) and concludes that
his analysis of economic growth and development
“constitutes a tremendous intellectual achieve­
ment.” Furthermore, she argues that although
“his specific conclusions apparently have not been
borne out in the course of history, his framework
of analysis can still be extremely useful, provided
(and this is essential) that it is applied flexibly.”
Most authorities would question Marx’s “tre­
mendous intellectual achievement” in the field of
economics. Here, it seems to us, the reader should
judge for himself the following key passages from
Das Kapital:
(a) “Along with the constantly diminishing number of
magnates of capital . . . grows the mass of misery, op­
pression, slavery, degradation, exploitation. . . .”
(b) “The relative mass of the industrial reserve
army increases therefore with the potential energy of
wealth. . . . This is the absolute general law of capitalist
accumulation.”


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MONTHLY LABOR REVIEW, MARCH 1963

No economist, certainly not Mrs. Adelman, would
defend these statements today. This is not to
gainsay the obvious influence of Marx on history.
This influence has been great and—on balance—
disastrous. The present reviewer declines to
countenance, even most indirectly, the export of
economic confusion and attendant social mischief
to the underdeveloped nations.
— A lbert

S.

E p s t e in

Associate Director of Research
International Association of Machinists

Handbook of African Economic Development. By
Guy Benveniste and William E. Moran, Jr.
New York, Frederick A. Praeger (for Stanford
Research Institute), 1962. 178 pp. $5.50.
Essays on African Population. Edited by K. M.
Barbour and R. M. Prothero. New York,
Frederick A. Praeger, 1962. 336 pp. $7.50.
Despite the burst of interest in African affairs
during the past few years, useful economic studies
concerning Africa remain rare. In particular,
there is still no single volume on African economies
to which the general reader—or even the special­
ist—can go for an overview of the kinds of devel­
opment problems facing the new countries. An
awareness of this lack led Moran and Benveniste
to make a “ comprehensive review” of African
economic growth, but in the introduction to their
handbook, we are told that the vastness of the
undertaking forced them to draw back. They
then decided to limit themselves to the external
aspects of African economic growth.
The disparity between the title and the con­
tents of their book is disconcerting. It illustrates
a general trend which is making it increasingly
difficult to tell a book by its title. By no means
is this a handbook of African development. After
a short survey of some of the main features of
African economies, there are chapters on African,
European, and American attitudes (mainly politi­
cal), foreign aid to the public sector, aid in man­
power, private investment, and aspects of African
external trade.
Some of the material provides useful summary
information, and in places the writing is not with­
out insight. The chapter on aid in manpower
and an appendix on international economic co­
operation in Africa are especially helpful. But

BOOK REVIEWS AND NOTES

economists will find that the treatment of basic
questions is unsatisfactory; the discussion of the
effects of price fluctuations and of marketing
board policies, for example, is debatable, to say
the least. The level of discussion is very general—
too general even for most nonspecialist readers—
though this is hard to avoid in any broad treat­
ment of the continent as a whole. The sections
on “ suggested courses of action” at the end of
each chapter are usually so general as to be
meaningless.
The book of Essays on Ajrican Population
brings together a collection of 10 papers on African
population censuses, population mapping, demo­
graphic characteristics, towns, and movements of
people. As is inevitable, the essays are uneven
in quality and style. Most are addressed to a
specialized audience; for example, the papers on
postwar west African censuses and population
mapping in Ghana and the Sudan are pretty much
straight demographers’ fare. Of wider general
interest will be A. W. Southall’s article on popu­
lation movements in east Africa, R. W. Steel’s
piece on the towns of tropical Africa, J. Shaul’s
survey of demographic characteristics in central
Africa, and C. J. Martin’s discussion of trends in
east African population. These provide a good
survey of existing information.
Students of
labor market behavior will be particularly inter­
ested in J. Clyde Mitchell’s essay on wage labor
and population movements in central Africa,
which presents some interesting methodological
innovations in a study of labor force distribution.
— E lliot J. B erg
Center for International Affairs
Harvard University

Wage and Salary Administration. By David W.
Belcher. Englewood Cliffs, N.J., PrenticeHall, Inc., 1962. 598 pp. 2d ed. $10.60.
The first edition of this book appeared in 1955.
The present edition, substantially enlarged, reflects
the growth in recent years in the literature on the
theory and practice of employee compensation.
The exceptionally complete documentation of the
original edition has been continued, and this fea­
ture in itself makes the volume valuable as a refer­
ence source. The addition of questions and prob­
lems at the end of each chapter should serve to
increase its usefulness as a text.

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321

In Professor Belcher’s view, the most important
development in recent years has been a “gradual
convergence of compensation theory and com­
pensation practice.” Accordingly, he devotes a
new chapter of 50 pages to a review of both eco­
nomic theories of wage and salary determination
and theories having their roots in sociological and
psychological investigations. But the formidable
task of integrating theory and practice, or of
showing the impact of one on the other, has not
been achieved. It is probably asking too much
that this be done in what is basically a textbook.
But one wonders if any useful end is served in such
a book by brief summaries of the wage theories of
Ricardo, Mill, Marx, and others in the economic
tradition or of, say, Elliott Jaques of what can
loosely be called the behavioral school? It might
be better to attempt simply to chart the main cur­
rents of contemporary wage theory and to show,
to the extent that this can be done, their implica­
tions for decisionmaking in the art of wage ad­
ministration.
Among the other new material is an analysis of
compensation policy as reflected in legislation and
in employer and union views and objectives. The
introductory discussion of internal wage structure
has been greatly extended. More attention is also
directed to group incentive plans, including profit
sharing, and to the compensation of managerial
and professional employees. In addition, new
material has been incorporated at various places
throughout the book; in short, this edition repre­
sents a thorough-going revision of the original
volume.
Any work on wage administration will give a
central place to job evaluation as a procedure for
arriving at the structure of rates for broad groups
of employees within enterprises. Professor Bel­
cher devotes six chapters to an excellent account of
formal job evaluation methods. What appears to
be lacking is discussion of less formal procedures
through which viable wage rate structures can be
developed. The spread of formal plans has not
eliminated the use of other approaches in many
situations.
Considerable attention is given to the problem
of rate determination for individual employees
within the framework of formal wage structures,
including a balanced analysis of the nature and use
of performance rating. A long chapter is demoted
to incentive plans for individual workers. Yarious

322

MONTHLY LABOR REVIEW, MARCH 1963

arrangements for income security (guaranteed
wage, supplemental unemployment insurance, and
the like) are discussed. Only one comparatively
short chapter deals with fringe benefits, with the
discussion focusing largely on conceptual problems
and the measurement of company expenditures.
This is a book of substance in a difficult area of
administrative activity. In addition to its use as
a text, it should prove helpful to company wage
administrators and to union officials involved in
collective bargaining or the administration of
agreements.
—H. M. D o t j t y
Assistant Commissioner for Wages
and Industrial Relations
Bureau of Labor Statistics

Essays on Politics and Culture. By John Stuart
Mill; edited by Gertrude Himmelfarb. New
York, Doubleday & Co., Inc., 1962. xxxi,
494 pp. $4.95.
Eleven essays by John Stuart Mill on a variety
of social and cultural topics are reprinted in this
volume. Chronologically, the essays fall into
several distinct periods: (a) Those written be­
tween 1831 and 1839, which comprise the largest
group; (b) a few pamphlets of 1859 vintage;
and (c) a lengthier treatise on Theism published
posthumously in the early 1870’s. Substantively,
these studies are of different kinds, as their
titles reveal—Spirit of the Age, Civilization,
Bentham, Coleridge, two on DeTocqueville’s De­
mocracy in America, Reorganization of the Reform
Party, Thoughts on Parliamentary Reform, Re­

Education and Training

cent Writers on Reform, Nonintervention, Theism.
They range from early testing of literary wings—
almost juvenilia—to several pieces of first magni­
tude and maturity; they rise from the passable to
the superbly posited in thought and style.
The introduction, contributed by the editor,
gives the reader an understanding of the integral
nature of the selections. It is a stimulating piece
in itself, skillfully done, and no reader should
attempt any of the essays without reading it first.
This volume, beyond making available a number
of productions of John Stuart Mill which were
difficult to come by, throws light upon several
processes. There is evidence of facility and
power of expression on the part of Mill—from the
fledgling Spirit of the Age to Parliamentary
Reform, for example. Developing maturity of
thought is also apparent, certainly by the time
of the essays on Bentham and Coleridge. The
critical quality of Mill shows itself markedly
throughout these works, leaving an impression
different in nature of impact and judgment from
the finely chiselled and balance of sculpture of the
Liberty or the Representative Government.
Without entering into controversy as to whether
Mill is better portrayed as an individual thinker
by these lesser works in comparison with the
major ones of classic renown, it should be said
that this is an ably edited work from which much
of value can be drawn.
— C

harles

W.

S

hull

Department of Political Science
Wayne State University

I s M y Job For Y o u ?

T a lk s w ith M e n i n F if te e n E x c itin g

By Die Gardner. New York, John Day
Co., 1962. 128 pp., bibiliography. $3.
C a reers.

T h e E ff e c t o f F e d e r a l P r o g r a m s o n H ig h e r E d u c a tio n — A
o f 8 6 U n iv e r s itie s a n d C o lle g e s .
By Harold
Orlans. Washington, Brookings Institution, 1962.
361 pp. $5, cloth; $2, paper.
S tu d y

R e o r ie n ta tio n i n L a b o r E d u c a tio n : A S y m p o s i u m o n L ib e r a l
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Current Labor Statistics
TABLES
A.

—Employment

328
329
333
337

A -l. Estimated total labor force classified by employment status and sex
A-2. Employees in nonagricultural establishments, by industry
A-3. Production workers in nonagricultural establishments, by industry;
A-4. Employees in nonagricultural establishments, by industry division and selected groups,
seasonally adjusted
337 A-5. Production workers in manufacturing industries, by major industry group, seasonally
adjusted
338 A-6. Unemployment insurance and employment service program operations

B.
339 B -l.

C.

—Labor Turnover
Labor turnover rates, by major industry group

—Earnings and Hours

342 O—l.
354 C-2.
354 C-3.

Gross hours and earnings of production workers, by industry
Average weekly hours, seasonally adjusted, of production workers in selected industries
Average hourly earnings excluding overtime of production workers in manufacturing,
by major industry group
355 C-4. Average overtime hours of production workers in manufacturing, by industry
357 C-5. Indexes of aggregate weekly man-hours and payrolls in industrial and construction
activities
357 C-6. Gross and spendable average weekly earnings of production workers in manufacturing

D.

—Consumer and Wholesale Prices

358 D -l. Consumer Price Index—All city average: All items, groups, subgroups, and special
groups of items
359 D-2. Consumer Price Index—All items and food indexes, by city
360 D-3. Indexes of wholesale prices, by group and subgroup of commodities
362 D-4. Indexes of wholesale prices for special commodity groupings
363 D-5. Indexes of wholesale prices, by stage of processing and durability of product

E. —Work Stoppages
364 E -l.

Work stoppages resulting from labor-management disputes

F. —Work injuries
F -l.

Injury-frequency rates for selected manufacturing industries 1

» This table is included in the January, April, July, and October issues of the Review.
o t e : With the exceptions noted, the statistical series here from the Bureau of Labor Statistics are described in Techniques of Preparino Major B L S Sta­
tistical Series (BLS Bulletin 1168, 1954), and cover the United States without Alaska and Hawaii.

N


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327

328

MONTHLY LABOR REVIEW, MARCH 1963

A.—Employment
T able

A -l. Estimated total labor force classified by employment status and sex
[In thousands]
Estimated number of persons 14 years of age and over t

Employment status

1962

1963
Jan.

Dec.

Nov.

Oct.

Sept.

Aug.

July

June

Annual aver­
age
May

Apr.

Mar.

Feb.

Jan.

1961

1960

Total both sexes
Total labor force. ........................................... 73,323 74,142 74, 532 74,923 74,914 76,554 76,437 76.857 74,797 73,654 73,682 73,218 72,564 74.175

73,126

70,607 71,378 71,782 72,187 72,179 73,695 73, 582 74.001 71,922 70, 769 70,697 70,332 69,721 71, 603
4,672 3,817 3,801 3,294 3,512 3,932 4,018 4,463 3,719 3,946 4,382 4,543 4,663 4,806

70,612
3,931

Civilian labor force____________________
Unemployment--------- ---------------------Unemployment rate seasonally adjusted *.............................................
Unemployed 4 weeks or less_________
Unemployed 5-10 weeks____________
Unemployed 11-14 weeks __________
Unemployed 15-26 weeks___________
Unemployed over 26 weeks__________
Employment----------------------------------Nonagrioulturnl___________________
Worked 35 hours or more....................
Worked 15-34 hours______________
Worked 1-14 hours----------------------W ith a job but not at work*---------A gricultural.......................... ................
Worked 35 hours or more....................
Worked 15-34 hours______________
Worked 1-14 hours_______________
W ith a job but not at work *..............

5.8
5.6
1,996 1,697
1,162
840
361
300
612
525
453
541
65,935 67, 561
61,730 63,495
48,480 49,175
7,235 7,932
3,845 4,143
2,172 2,243
4,206 4,066
2,522 2,352
907
987
444
490
249
316

5.8
5.5
5.8
5.3
5.5
5.4
5.8
5.5
5.5
5.6
5.8
6.7
5.6
1,960 1,546 1,681 1,702 1,805 2,536 1,523 1,527 1,578 1,520 1.973 1,897
1,799
684
630
940 1,037
654
664
709
744 1,133 1,078
629
964
823
292
295
212 307 576 459 359 411
229
358
255
230
353
341
469
418
428
345
449
608
764
750
728
581
502
728
447
477
397
593
576
666 719 734 703 672 804
584
454
67,981 68,893 68,668 69,762 69, 564 69,539 68,203 66,824 66,316 65,789 65,058 66, 796 66,681
63,098 63.418 63,103 63,993 63,500 63.249 62,775 61.863 61,533 61,211 60,641 61 333 60 958
45,107 48,047 49,684 47,264 46,372 49,209 49,711 49.035 48,386 46; 418 46.127 47,257 46,388
11,894 9,426 7,265 6,849 6,598 6,927 7,209 7,213 7,304 8,452 8.003 7,522
8,249
4,074 3,811 3,475 3,222 3,185 3,365 3,912 3,794 3,915 4,012 4,125 3, 610 3,279
2,021 2,133 2, 680 6, 657 7,343 3,748 1,944 1,822 1,929 2,328 2,386 2,946 3,042
4,883 5, 475 5, 564 5,770 6,064 6,290 5.428 4,961 4,782 4,578 4.417 5, 463
5.723
3,262 3,688 3,693 3,900 4,270 4,377 3,801 3,196 3,032 2,817 2, 429 3,540
3,811
1,069 1,232 1,310 1,285 1,215 1,346 1,149 1,116 1,118 1,061 1,071 1,245
1,279
398
426
462
404
447
446
475
432
388
456
621
477
444
129
153
101 182 133 122 89 172 201 243 296 200 190
Males

Total labor force............................................. 49,269 49,574 49,719 49,974 50,110 51,657 51,733 51,832 50,272 49,568 49,436 49,304 48,911 49,918
Civilian labor force____________________
Unemployment_____________________
Employment....... ........................................
Nonagricultural.......................................
Worked 35 hours or m o re .................
Worked 15-34 hours.............................
Worked 1-14 hours............................. .
With a job but not at work *........ .
Agricultural................................. ...........
Worked 35 hours or m o re ..................
Worked 15-34 hours_________ _____
Worked 1-14 hours.___ __________
W ith a job but not at work *..............

46,585
3,080
43,505
39,839
33,648
3,251
1,593
1,351
3,666
2,281
751
400
232

46, 841
2,522
44,319
40,782
33,946
3,612
1,760
1,461
3,537
2,181
656
424
276

47,001
2,259
44,743
40,703
31,704
6,130
1,618
1,250
4,040
2,908
692
307
133

47,269
1,881
45,387
41,131
33,774
4,428
1,628
1,302
4,256
3,168
694
281
114

47,406
1,991
45,415
41,052
34,769
3,261
1,433
1,588
4,363
3,180
780
309
92

48,830
2,327
46,503
41,899
33,483
3,316
1,449
3,652
4, 604
3,327
819
293
165

48,911
2,406
46, 505
41,732
32,952
3,183
1,337
4,261
4,773
3,634
687
332

121

49,009
2,698
46,310
41,421
34,624
3,244
1,518
2,035
4,889
3,743
733
305
109

47,430
2,296
45,134
40,687
34.579
3,223
1,713
1,171
4,447
3,365
706
291
85

46,717
2,534
44,183
39,925
34,043
3,282
1,578

1,021

4,258
2,916
781
400
161

46,585 46,454
2,888 3,019
43, 697 43,435
39, 553 39,460
33, 505 32,494
3,300 3,884
1, 556 1,691
1,193 1,391
4,144 3,975
2,792 2,592
821
779
343
383
188
220

46,105
3,034
43,072
39,165
32,094
3,739
1.843
1, 488
3,906

47,378
3,060
44,318
39,811
32.984
3,587
1.511
1.729
4,508
2,221 3,132
861
827
551
370
274
179

49,507
47,025
2, 541
44,485
39.807
32,511
4,100
1.360
1,836
4,678
3,365
792
348
172

Females
Total labor force...................... ..................... 24,054 24,568 24,812 24,949 24,804 24,897 24,703 25,026 24,525 24,086 24,146 23,914 23,652 24,257

23,619

Civilian labor force.......................................
Unemployment_____________________
Employment_____ ___________ _____
Nonagricultural___ ________________
Worked 35 hours or m o re ................ .
Worked 15-34 hours_____________ _
Worked 1-14 hours_______________
W ith a job but not at work *..............
A gricultural...........................................
Worked 35 hours or more__________
Worked 15-34 hours______________
Worked 1-14 hours............... ..............
W ith a Job but not at work *..... ........

23.587
1.390
22,196
21,151
13,627
4.149
1.919
1,206
1,045
445
486
96
17

24,022
1,592
22,430
21,890
14,835
3,983
2,252
820
540
243
236
44
17

24,537
1,295
23,242
22,714
15,228
4,319
2,383
782
528
172
252

24,781
1,543
23,238
22,395
13,404
5,763
2,457
771
843
355
377
66 91
40
27

24,918
1,413
23,505
22,287
14,273
4,998
2,184
832
1,219
520
538
145
15

24,865
1,605
23,260
22,094
13,782
3,533
1,773
3,005
1,201 1,166
573
512
529
466
152
110
17
9

24,773
1,520
23,253
22,051
14,914
4,004
2,042
1,092

i Estimates are based on Information obtained from a sample of households
and are subject to sampling variability. Data relate to the calendar week
ending nearest the 15th day of the month. The employed total includes all
wage and salary workers, self-employed persons, and unpaid workers in
family-operated enterprises. Persons in institutions are not included.
Because of rounding, sums of individual items do not necessarily equal
totals.
* Unemployment as a percent of labor force.
* Includes persons who had a job or business but who did not work during
the survey week because of illness, bad weather, vacation, or labor dispute.
Prior to January 1957. also included were persons on layoff with definite
instructions to return to work within 30 days of layoff and persons who had


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Federal Reserve Bank of St. Louis

24,671
1,611
23,059
21,768
13,420
3,415
1,848
3,082
1,291
636
530
116

12

24,993
1,764
23,228
21,827
14,583
3,682
1,847
1,713
1,491
634
613
141
13

24,492
1,423
23,069
22,088
15,130
3,985
2,199
773
982
438
443
97
4

24,052
1,411
22,641
21,938
14,993
3,929
2,216
801
703
281
335
75

11

24,112
1.493
22,619
21,980
14,882
4,004
2,358
736
638
241
297
89
13

23,878
1,524
22,354
21, 751
13,923
4,569
2,322
936
603
225
282
73

22

23.616
1.629
21.986
21,476
14,032
4,265
2,282
898
511
209

24,225
1,747
22,478
21.523
14.273
3,934
2,098
1,217
955
408
211 419
70
107

21

22

new jobs to which they were scheduled to report within 30 days. Most of
the persons in these groups have, since that time, been classified as unem­
ployed.
N ote: For a description of these series, see Explanatory Notes (in Employ­
ment and Earnings, U.S. Department of Labor, Bureau of Labor Statistics,
current issues).
Figures for periods prior to April 1962 are not strictly comparable with
current data because of the introduction of 1960 Census data into the esti­
mation procedure. The change primarily affected the labor force and em­
ployment totals, which were reduced by about 200,000. The unemployment
totals were virtually unchanged.

A—EMPLOYMENT

32»

T able A-2. Employees in nonagricultural establishments, by industry 1
[In th o u s a n d s ]

1963

1962

Annual
average

Industry
Jan .2 Dec.2 Nov.
Total employees______________________
Minim;______________________________
Metal mining_______________________
Iron ores..I_______________________
Copper ores_______________________

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

1961

1960

54.842 56,482 56.214 56,333 56,252 55,709 55,493 55,777 55,209 54,849 54,056 53,823 53,737 54,077 54,347
626
78.2
24.3
27.8

638
78.9
25.1
27.8

645
79.4
25. 9
27.7

651
80.3
26.4
27.9

658
83.8
28.3
28.8

648
87.8
29.0
28.8

661
89.2
29.8
29.2

657
88. 5
29. 7
28.9

647
86. 9
28. 4
28.9

640
85. 8
27. 7
28. 8

642
86. 0
27. 9
28.8

647
85. 5
27. 8
28. 4

87 1
27 5
28. 9

666

709
0,3 3
28 3

Coal mining____________________ ____
Bituminous_______________________

140.4
131.8

142.2
133.4

143.8
135.2

142.6
134.2

141.9
133.4

129.9
120.7

142.8
134.2

145.0
135. 9

146. 5
137. 6

149.2
140.1

153.1
144.0

154 0
144 7

155 5
145 1

182 2
108 2

Crude petroleum and natural gas______
Grade petroleum and natural gas fields.
Oil and gas field services........... ............. ...........
Quarrying and nonmetallic mining..........

299.6
171.4
128.2

300.1
172.1
128.0

303.0
172.8
130.2

307.2
175. 5
131.7

309.2
178.0
131.2

310.1
178.0
132.1

307.9
177.5
130.4

304.0
174.9
129.1

302.0
173.8
128.2

301. 5
173.2
128.3

302 4
173.2
129.2

304 7 308 0
173.9 176.8
130.8 132.2

313 &
181.7
132.2

107.7

116.4

119.1

121.0

122.9

120.2

120.6

119.3

111. 7

103. 7

100. 9

102.3

114 9

110 5

Contract construction............................... .
Genera! building contractors__________
Heavy construction__________________
Highway and street construction_____
Other heavy construction___________
Special trade contractors_______ ______

G17

2,346

...............

2,533 2,801 2,936 2,978 3,031 2,982 2,839 2,749 2,589 2,328 2,282 2,298 2,760 2,882
786. 8 861.7 889.1 903.2 929.2 916. 4 873. 0 843.0 808.5 723.0 719 6 721 0 860 8 q'l j 7
471.1 579.3 648.4 667.6 685.4 675.0 624.5 594. 7 506.6 419. 5 397. 7 398 5 565 6 581 3
247.0 326.9 379.0 394.5 405.2 393.6 359.6 335. 4 268. 4 202. 4 188. 1 187 5 302 8 302 4
224.1 252.4 269.4 273.1 280.2 281.4 264.9 259.3 238.2 217.1 209.6 211.0 262. 9 278! 9
1,274. 7 1,360.4 1,398.8 1,407.1 1,416. 5 1,390.9 1,341.0 1,311.2 1,273.8 1,185. 9 1,164.6 1,178. 6 1,333.2 1,388.8

Manufacturing........................................... ... 16,550 16,733 16,891 17,028 17,127 16,931 16,782 16,870 16,682 16,636 16,525 16,452 16,370 16, 267 16,762
Durable goods_____________________ 9,412 9,4S1 9,533 9,562 9,571 9,402 9,463 9, 547 9,475 9,422 9,339 9,287 9,222 9,042 9, 441
Nondurable g o o d s.............................
7,138 7,252 7,358 7,466 7,556 7,529 7,319 7,323 7,207 7,214 7,186 7,165 7,148 7,225 7,321
D u r a b le goods

Ordnance and accessories.......................
Ammunition, except for small arms___
Sighting and Are control equipment__
Other ordnance and accessories.. __
Lumber and wood products, except
furniture________________________
Logging camps and logging contractors.
Sawmills and planing mills__________
Millwork, plywood, and related
products________________________
Wooden containers_________________
Miscellaneous wood products................

221.9

576.3

.......

Furniture and fixtures...............................
Household furniture________________
Office furniture____________________
Partitions; office and store fixtures____
Other furniture and fixtures_________

381.2

Stone, clay, and glass products________
Flat glass................................................
Glass and glassware, pressed or blown.
Cement, hydraulic_________________
Structural clay products.........................
Pottery and related products............... .
Concrete, gypsum, and plaster products.
Other stone and mineral products____

544.5

221.4
114.6
52.0
54.8

221.6

114.7
52.6
54.3

220.4
114.2
52.5
53.7

220.7
114.0
53.0
53. 7

221.6

115.0
53.4
53.2

217.0
113. 7
53.3
50.0

591.5
87.3
262.3

608.6
i 94.0
269.2

620.7
97.2
273.9

629.9

101.2

277.1

639.6
104.5
280.1

632.9
103.7
279.0

281. 6

101.8

39.0
60.0

143.9
40.0
60.7

150. 7
39.6
61.3

152. 9
40.5
61.6

149.2
40.8
60.2

149.6
41. 2
61.6

383.8
273.8
30.6
35.0
44.4

3S7.1
275.8
30.7
35.7
44.9

388.2
276. 9
28. 5
37.8
45.0

388.0
276 0
28. 2
38.0
45. 8

387.6
273.3
30.3
37.7
46.3

378.3
266. 5
29.2
37. 2
45.4

560.4
30.3
99.6
38.0

578.2
31.0
100.4
40.3
70.6
44.5
154.7
121.4

588.0
30.5

592.8
30. 4

40.8
71.4
45.3
160.7

41. 4
72.5
44.8
163.2
122. 7

595.6
30.1
103.1
41. 7
73.1
44.2
165.1
123.5

590.1 589.5
29. 7 29. 6
103.0 103.9
41.5
41. 3
72. 1 71.8
43.5
43.9
163.0 162.2
123.0 122.4

143.6
38.6
59.7

68.6

43.6
145.0
120.3

1146. 4

101.8 102.8

122.2

52. 5
50.3

209.5
107. 3
62. 5
49. 7

207.0
105. 4
52.3
49.3

206.8 200.6
105 6 103 1
52. 1 51 1
49.1
46.5

187.3
03 0
50 0

609.6
90.3
272. 5

591.3
82.6
266. 5

572.6
77.3
259. 6

576.7
83.5
258.8

570.0
83.6
253.6

600.5
91.5
268.9

636.8
92.6
294.7

145. 8
40. 3
60.7

142.6
39. 4
60.2

137. 3
38. 9
59.5

136 8
38 9
58.7

136 5
38 5
57.8

141 3
40 8
58.0

146 6
43 2
59 6

382.3 379.3
269. 1 268. 8
29. 7 29. 1
37. 1 36. 4
45.0
46.4

377.1
269.1
28. 5
35. 8
43. 7

375.9
267. 7
28. 6
36.1
43.5

374. 1 372.3
266 2 264 0
28 6 28 5
35 9 35 7
43. 4 43 2

367.4
250 6
27 4
36 2
44 2

383.4

566.2
29. 0
100.3
39.0
69.5
43.9
149.3

546. 1 543.4 542. 1 566.8
29.2
30 2 30. 4 27 0
100.0 99. 1 97.8 100.6
37 3 40 0
36. 3 36 0
66.8 64.9 66.1 70.7
43.2
44.6
44.1
43.4
136. 2 133.9 133.1 150 2
120.0 120.2 119.1 119. 5

595. a

2 11.8

110.7
52. 5
48. 6

635. 8

2 11.6

108.5
52. 4
50. 7

579.1
28. 6

101.8
40.0
71.0
43.5
157.9

211.0
108. 2

122.0 120.8

43.4

?8 3,

30 O,

45 1

31 1

102.9

76.1
47.1
155.4
124 O

Primary metal industries...... ..........
1,121.9 1,123. 7 1,118.7 1,123.1 1,136. 4 1,134. 7 1,134. 7 1,166.0 1,193.8 1,221.3 1,221.1 1,213.4 1,197.9 1,142.3 1,228. 7
Blast furnace and basic steel products..
554.8 550.8 555. 2 566.3 567.5 570. 8 594. 9 622. 5 650. 1 651. 2 646. 3 635. 0 599 9 652 5
Iron and steel foundries______
195.2 194.9 195. 5 196.6 193.8 194.0 196.9 196.5 197.0 195.9 195.9 191.7 186.0 203.6
Nonferrous smelting and refining_____
68.3
68.7
69.1
67. 8 68.8 68. 6 68. 5 68. 6
69. 4 68.9
68.6 68.0 67.4 70.8
Nonferrous rolling, drawing, and
extruding_______________________
176.7 176.7 177. 5 177. 5 176.8 177.3 178 0 177. 6 177. 5 177. 1 176 2 177 2 160 0 175 6
Nonferrous foundries_______ _______
68.3
67.5
67.1
67. 1 67.1
64. 7 66. 0
67. 4 66.6 67.0
66. 2 66.0 61. 4 65 1
Miscellaneous primary metal industries.
60.4
60.1
60. 1 61.4
58.7
60.6
61.2
61.6
61.3
59.5
60.2
60.0
57.8
61.1
Fabricated metal products........................ 1,113.5 1,124.0 1,128.3 1,134.1 1,135. 7 1,115.5 1,115.8 1,129.0 1,121.2 1,111.3 1,102. 2 1,096.1 1,098.5 1,076.4 1,128.6
Metal cans_______________ ________
58. 5 57.9
61.0
65. 4 65. 7 65. 2
62. 9 61. 6
65.3
59.7
58.9
57.9
60.6
62.5
Cutlery, handtools, and general hardware___ _________ ______________
141.5 141.3 140.0 138. 4 134. 7 133.6 138. 7 138. 4 137. 7 137. 9 137.4 137. 8 129.7 136.0
Heating equipment and plumbing
fixtures______________ __________
77.0
77.8
79. 0
76. 2
78. 6 78.8
76. 7 77. 0
76.3
76. 1 75. 8
75. 4 75 2
79 0
Fabricated structural metal products..
322.6 325.8 330.9 335.1 333.7 334.4 332.3 326. 9 321.4 317. 6 316.8 318. 6 325. 8 334.3
Screw machine products, bolts, etc___
87.0
87.8
87.8
87. 7 87.0
86. 1 87. 1 87.5 87.8 87. 5 87. 2 85. 9 80. 4 8 5 .6
M e t a l s t a m p i n g s .....................................................
C o a t i n g , e n g r a v in g , a n d a l li e d s e r v i c e s . .
M is c e ll a n e o u s f a b r ic a t e d w i r e p r o d u c t s .
M is c e ll a n e o u s f a b r ic a t e d m e t a l p r o d u c t s .

S e e f o o t n o t e s a t e n d o f t a b le .


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1 9 7 .0
6 8 .2
5 7 .1
1 1 4 .3

1 9 6 .4
7 0 .0
5 7 .4
1 1 3 .9

1 9 6 .4
6 9 .6
5 7 .7

1 9 3 .2
6 9 .2
5 6 .8

1 8 0 .2
6 7 .8
5 5 .7

1 8 4 .3
6 7 .4
5 5 .6

111.8 112.1 112.2 112.0

1 8 8 .3
68. 9
5 7 .1
1 1 4 .4

191. 1
6 7 .6
5 6 .8
1 1 3 .7

1 8 9 .0
6 7 .7
5 6 .0
1 1 3 .9

1 8 7 .7
66. 9
5 5 .5
1 1 3 .3

1 8 6 .9
65. 9
5 5 .3
1 1 1 .9

1 8 9 .9
6 5 .0
5 6 .4

111.6

1 7 9 .4
63. 9
5 3 .7
1 0 7 .8

1 9 7 .7
6 4 .2
5 6 .9
1 1 2 .4

MONTHLY LABOR REVIEW, MARCH 1963

330
T able

A-2. Employees in nonagricultural establishments, by industry 1—Continued
[In th o u s a n d s]
A nnual
average

1962

1963
In d u stry
J a n .2

D e c .2

N ov.

O ct.

S ep t.

A ug.

J u ly

June

M ay

A p r.

M ar.

F eb.

Jan.

1961

1960

M a n u fa c tu r in g — C o n tin u e d

jDurable

goods— C o n t i n u e d

M a c h i n e r y ____________________________________ 1 ,4 6 6 .9 1 ,4 6 4 . 7 1 ,4 6 2 .9 1 ,4 6 3 .1 1 ,4 6 6 .7 1 ,4 6 3 .9 1 ,4 6 8 .1 1 ,4 7 9 .5 1 ,4 6 8 . 6 1 ,4 6 6 . 4 1 ,4 5 4 .1 1 ,4 3 4 .1 1 ,4 1 9 .1 1 ,4 0 1 .1 1 ,4 7 1 .4
8 4 .0
8 0 .0
8 6 .5
8 5 .4
8 1 .2
8 6 .8
8 6 .6
8 6 .7
8 6 .8
8 5 .7
8 6 .5
8 6 .8
8 6 .3
8 7 .0
E n g in e s ”a n d t u r b i n e s _____________________
1 2 1 .0
1 2 1 .0
1 1 9 .5
1 1 4 .6
1 0 7 .9
1 1 9 .0
1 2 0 .5
1 1 2 .4
1 1 4 .1
1 1 8 .7
1 1 7 .7
1 1 7 .4
1 1 8 .0
1 2 0 .9
Fivrrn m a c h i n e r y a n d e q u i p m e n t _______
2
0
1
.8
2
1
2
.0
2
0
9
.0
2
0
7
.8
2
0
5
.4
1
9
9
.7
1
9
8
.1
2
1 9 .7
2
1
2
.3
2
1
1
.2
2
0
7
.8
2
1
1
.1
2 0 8 .6
2 0 9 .5
P .n n s t.n ir .tio n a n d r e la t e d m a c h i n e r y ___
M e ta lw o r k in g m a c h in e r y a n d e q u ip 2
5
7
.6
2
5
4
.9
2
6
0
.8
2
4
3
.8
2
5
9
.7
2
6
0
.5
2
5
1
.3
2
5 8 .2
2
5
5
.0
2
5
3
.1
2
5
6
.7
2
5
6
.4
2 5 8 .3
2 5 9 .5
m e r it ____________________________________
1 7 0 .9
1 6 9 .4
1 6 9 .1
1 7 3 .5
1 7 1 .5
1 6 8 .1
1 6 7 .9
1 7 2 .4
1 7 2 .9
1 7 3 .8
1 7 1 .6
1 7 1 .6
1 7 0 .8
1 7 1 .0
S p e c i a l i n d u s t r y m a c h i n e r y . . ......................
2
1
9
.9
2
1
8
.6
2
1
2
.6
2
2
2
.8
2
2
0
.1
2
1
6
.9
2
1
1
.1
2
2
3 .0
2
2
2
.9
2
2
2
.0
2
2
3
.2
2 2 3 .4
2 2 2 .5
2 2 0 .2
r ie n e r a l i n d u s t r i a l m a c h i n e r y ___________
O ffic e , c o m p u t i n g , a n d a c c o u n t i n g
1
5
1
.9
1
5
1
.7
1
5
1
.7
1
5
1
.0
1
5
1
.8
1
5
1
.7
1
5
1
.3
1
4
9
.3
1
5
2
.1
1
4
5 .7
1
5
1
.9
1 5 0 .5
150. 4
1 5 0 .0
m a c h in e s
_________________________
9 7 .4
1 0 1 .0
9 6 .5
9 9 .6
9 8 .7
9 4 .4
9 4 .1
9 6 .3
9 9 .7
9 9 .8
9 6 .7
9 6 .2
9 6 .0
9 5 .2
S e r v i c e i n d u s t r y m a c h i n e s _______________
1
4
9
.1
1
4
8
.5
1
4
8
.9
1
4
8
.9
1
4
8
.3
1
4
9
.9
1
5
1
.6
1
4
4
.6
1
5
0
.3
1
5
0
.4
1 5 1 .7
1 5 2 .7
1 5 1 .4
1 5 2 .6
M i s c e l l a n e o u s m a c h i n e r y .............................. .. —
E l e c t r i c a l e q u i p m e n t a n d s u p p l i e s ........... 1 ,5 4 9 .3 1 ,5 5 6 . 6 1 ,5 6 1 .1 1 ,5 6 1 .2 1 ,5 5 6 .7 1 ,5 3 8 .9 1 ,5 2 9 .1 1 ,5 3 4 .2 1 ,5 1 3 .1 1 ,5 0 5 .2 1 ,4 9 8 .2 1 ,4 9 4 .6 1 ,4 8 6 . 7 1 ,4 3 6 .0 1 ,4 4 5 .6
160. 5
1 6 2 .2
1 5 9 .3
1 5 9 .8
1 5 9 .3
1 6 0 .2
1 6 0 .9
1 6 3 .3
1 6 3 .2
1 6 1 .7
1 6 3 .2
1 6 3 .5
1 6 3 .5
1 6 3 .3
E l e c t r i c d i s t r i b u t i o n e q u i m n e n t ________
1 7 4 .2
1 7 4 .7
1 7 7 .0
1 7 8 .3
175. 5
1 7 4 .8
1 7 4 .5
1 7 6 .9
1 7 5 .7
1 7 0 .5
1 7 6 .6
1 7 7 .4
1 7 6 .9
176. 4
1 5 2 .0
1 5 4 .3
1 5 4 .5
1 5 3 .5
1 5 2 .0
1 5 1 .0
1 5 1 .9
1 5 0 .7
1 5 4 .8
1 5 5 .0
1 5 7 .2
1 5 5 .6
1 5 4 .8
1 5 4 .6
H o u s e h o l d a p p l i a n c e s ____________________
1
3
4
.2
1
3
3
.2
1
3
2
.4
1
3
3
.6
1
3
5
.4
1
3
4
.8
1
3
1
.7
1
2
8
.5
1
3
8
.8
1
3
6
.1
1
3 2 .7
1
3
9
.4
1
3
8
.9
1 3 8 .6
E l e c t r i c l i g h t i n g a n d w i r in g e q u i p m e n t .
1 1 8 .0
1 1 8 .3
1 1 9 .2
1 2 1 .0
1 2 9 .9
1 2 7 .8
1 2 2 .9
1 1 3 .1
1 3 5 .2
1 3 2 .2
1 3 5 .7
1 1 1 .5
1 3 2 .9
1 2 9 .4
R a d i o a n d T V r e c e i v in g s e t s ------------------4
0
5
.0
4
0
9
.3
3
9
8
.0
4
2
0
.0
4
1
6
.2
4
1
2
.3
4
1
0
.8
3
7
8
.4
4
2
2
.6
4
1
5
.7
3
6 6 .9
4
2
4
.7
4
2
7
.4
H o rn rm i n ic a t,io n e q u i p m e n t _____________
4 2 9 .1
2 4 0 .0
2 3 8 .2
2 3 7 .8
2 4 5 .7
2 3 8 .5
2 3 6 .7
2 2 7 .2
2 4 8 .0
2 4 6 .5
2 4 6 .7
2 2 5 .2
2 4 7 .6
2 4 6 .2
2 4 7 .6
■R W tron io. c o m p o n e n t s a n d a c c e s s o r i e s ..
M i s c e l l a n e o u s * e le c t r i c a l
e q u ip m e n t
1 1 2 .0
113. 5
1 1 4 .3
1 1 3 .5
1 1 4 .3
1 1 2 .6
1 0 6 .4
1 1 3 .3
1 1 3 .8
1 1 1 .4
1 1 8 .1
1 1 6 .9
1 1 9 .1
1 1 9 .0
a n d s u p p l i e s _____________________________
T r a n s p o r t a t i o n e q u i p m e n t --------------- ---------- 1, 7 0 6 .3 1 ,7 0 7 . 6 1, 6 9 5 .4 1 ,6 8 3 . 9 1 ,6 6 8 .7 1 ,5 3 6 .2 1 ,6 4 7 .4 1 ,6 6 0 .4 1 ,6 5 0 .6 1 ,6 3 2 .2 1 ,6 2 9 .0 1 ,6 2 5 .2 1 ,6 1 3 .1 1 ,5 2 2 . 5 1 ,6 1 7 .3
7 2 0 .9
7 1 5 .4
7 1 4 .8
6 0 7 .3
7 2 7 .5
7 4 6 .4
7 3 8 .3
7 1 5 .3
6 4 7 .9
7 4 6 .8
7 3 1 .8
7 2 7 .6
7 5 5 .1
7 6 3 .2
M o t o r v e h i c l e s a n d e q u i p m e n t , ______ .
6 9 9 .9
6 9 5 .6
6 9 1 .9
6 9 9 .7
696. 7
6 6 9 .4
7 1 9 .0
7 0 9 .7
7 0 5 .1
6 9 2 .8
7 1 9 .7
6 7 3 .8
7 3 0 .6
7 2 6 .5
A ircraft, a n d p a r t s _________________________
1 4 2 .6
1 4 3 .4
1 4 2 .1
1 4 2 .2
1 4 1 .8
1 4 4 .1
1 4 5 .5
1 3 9 .2
1 4 1 .0
1 4 4 .3
1 4 4 .3
1 4 5 .5
1 4 4 .0
1 4 5 .3
S h i p a n d b oat, b u i l d i n g a n d r e p a i r i n g ..
4 2 .5
4 1 .4
4 5 .5
4 5 .5
4 3 .8
3 7 .3
3 5 .8
4 4 .8
4 3 .6
4 4 .4
4 3 .8
4 3 .2
4 2 .0
4 2 .0
R a i l r o a d e q u i p m e n t ---------------------------------2
8
.0
2
7
.0
3
0
.3
3
1
.0
3
0
.1
2
4
.6
2
7
.3
2
9
.4
2
9
.4
3 1 .1
2
8
.7
2
8
.8
2
7
.8
2
6
.5
O t h e r t r a n s p o r t a t io n e q u i p m e n t ................
I n s t r u m e n t s a n d r e la t e d p r o d u c t s ________
E n g in e e r in g a n d s c ie n tific in s t r u m e n t s .
M e c h a n ic a l m e a s u r in g a n d c o n tr o l
d e v i c e s __________________________________
O p t i c a l a n d o p h t h a l m i c g o o d s .............. ..
S u r g i c a l, m e d i c a l , a n d d e n t a l e q u i p m en t
__________________________________
P h o t o g r a p h ic , e q u i p m e n t a n d s u p p l i e s . .
W a t c h e s a n d c l o c k s _______________________
M i s c e l l a n e o u s m a n u f a c t u r i n g i n d u s t r i e s ..
J e w e l r y , s il v e r w a r e , a n d p l a t e d w a r e ___
T o y s a m u s e m e n t ,, a n d s n o r t i n g g o o d s ..
P e n s ' p e n c i ls , o ffic e a n d a r t m a t e r i a l s . .
C o s t u m e j e w e lr y , b u t t o n s , a n d n o t i o n s .
O th e r m a n u f a c t u r i n g i n d u s t r i e s _________

3 6 1 .6

3 6 1 .7
7 4 .1

3 6 2 .1
7 4 .3

3 6 1 .6
7 4 .4

3 6 1 .3
7 4 .1

3 6 1 .3
7 3 .6

3 5 7 .4
7 2 .3

3 5 8 .2
7 2 .6

3 5 5 .8
7 2 .5

3 5 5 .2
7 2 .5

3 5 4 .6
7 2 .5

3 5 1 .9
7 0 .9

3 5 1 .9
7 2 .7

3 4 6 .4
7 3 .9

3 5 4 .2
7 5 .7

...... .

9 6 .5
4 1 .7

9 6 .3
4 1 .6

9 5 .8
4 1 .8

9 5 .7
4 1 .8

9 5 .9
4 1 .7

9 5 .0
4 1 .8

9 4 .7
4 2 .4

9 5 .2
4 2 .1

9 5 .2
4 2 .2

9 5 .3
4 1 .8

9 4 .8
4 1 .4

9 4 .2
4 0 .7

9 1 .8
3 9 .3

9 5 .1
4 0 .6

4 9 .6
7 1 .2
2 8 .6

4 9 .7
7 1 .2
2 9 .0

4 9 .6
7 1 .0
2 9 .0

4 9 .6
7 1 .0
2 9 .1

4 9 .5
7 1 .8
2 8 .8

4 9 .2
7 1 .4
2 7 .7

4 9 .0
7 0 .5
2 9 .0

4 8 .2
6 9 .2
2 8 .6

4 8 .1
6 9 .1
2 8 .1

4 7 .8
6 8 .6
2 8 .6

4 7 .7
6 8 .8
2 8 .3

4 7 .7
6 8 .8
2 7 .8

4 7 .6
6 8 .4
2 5 .3

4 7 .3
6 9 .0
2 6 .6

3 8 5 .6
4 2 .0
9 8 .6
3 4 .4
5 5 .1
1 5 5 .5

4 0 9 .0
4 2 .8
1 1 6 .1
3 4 .9
5 7 .1
1 5 8 .1

4 1 8 .1
4 2 .6
1 2 3 .1
3 5 .1
5 6 .9
1 6 0 .4

4 1 4 .5
4 2 .3
1 1 9 .7
3 4 .6
5 6 .8
1 6 1 .1

4 0 7 .3
4 1 .5
1 1 7 .1
3 4 .1
5 6 .0
1 5 8 .6

3 9 2 .4
4 0 .0
1 1 2 .4
3 2 .6
5 3 .1
1 5 4 .3

3 9 9 .9
4 1 .2
1 1 2 .2
3 3 .2
5 6 .3
1 5 7 .0

3 9 1 .8
4 1 .2
1 0 7 .6
3 2 .6
5 5 .1
1 5 5 .3

3 8 4 .8
4 1 .3
1 0 3 .0
3 2 .6
5 3 .9
1 5 4 .0

3 7 5 .2
4 1 .5
9 3 .5
3 2 .2
5 4 .6
1 5 3 .4

3 7 0 .7
4 1 .5
8 9 .8
3 2 .4
5 3 .9
1 5 3 .1

363. 4
4 2 .0
S 4 .6
3 2 .2
5 3 .0
1 5 1 .6

3 8 1 .6
4 1 .8
1 0 1 .9
3 1 .2
5 4 .0
1 5 2 .7

3 9 2 .1
4 3 .2
1 0 2 .3
3 1 .0
5 7 .5
1 5 8 .1

3 6 8 .5

Nondurable goods
F o o d a n d k i n d r e d p r o d u c t s ________________ 1 ,6 8 1 .9 .1 ,7 3 8 .7 1 ,7 8 0 . 7 1 ,8 5 8 .5 1 ,9 3 1 .1 1 ,9 1 0 . 5 1 ,8 2 9 .6 1 ,7 7 7 . 9 1 ,7 1 1 .5 1 ,6 9 9 .1 1 ,6 7 2 .0 1 ,6 7 3 . 4 1 ,6 9 3 . 9 1 ,7 8 0 .2 1 ,7 9 2 .7
3 0 1 .1
3 1 3 .4
3 1 4 .4
3 0 5 .2
3 0 3 .5
3 0 9 .9
3 1 7 .0
3 1 5 .9
3 1 2 .7
314. 7
3 0 7 .7
3 2 1 .1
3 1 6 .0
3 1 1 .6
M e a t p r o d u c t s _____________________________
3 0 8 .5
3 0 3 .8
3 0 1 .9
3 0 2 .3
3 2 0 .5
3 2 2 .3
3 1 8 .8
3 1 1 .5
3 1 3 .3
3 1 6 .6
3 0 6 .1
3 1 2 .3
3 0 3 .0
3 0 1 .1
D a i r y p r o d u c t s ____________________________
C a n n e d a n d p r e ser v e d food , e x c ep t
2 3 6 .3
2 0 3 .1
1 8 6 .4
1 8 7 .5
3 5 9 .1
2 8 6 .7
2 0 4 .1
1 9 1 .7
2 4 3 .5
2 9 8 .1
3 7 9 .1
2 4 1 .8
2 0 3 .2
2 2 7 .5
m e a t s _____________________________________
1 3 1 .0
1 2 8 .7
1 2 4 .6
1 2 8 .2
1 3 0 .5
1 3 1 .1
1 2 7 .4
1 2 3 .8
1 2 4 .1
1 2 5 .2
1 2 8 .6
1 2 4 .9
1 2 8 .4
1 2 4 .7
G r a in m i l l p r o d u c t s ......................................... —
3 0 2 .0
3 0 8 .0
3 0 8 .0
3 0 8 .8
3 0 2 .1
3 0 1 .1
3 0 1 .2
3 0 2 .0
3 0 7 .3
3 0 8 .1
305. 7
3 0 8 .9
3 0 7 .5
3 0 6 .4
B a k e r y p r o d u c t s __________________________
3 0 .0
2 9 .3
2 8 .8
2 7 .2
2 8 .2
2 5 .5
2 7 .6
3 4 .3
3 3 .8
3 6 .9
4 5 .7
4 5 .1
3 2 .1
4 4 .0
S u g a r _______________________________________
7 6 .9
7 3 .2
7 6 .1
7 7 .3
7 8 .0
8 0 .0
8 3 .0
6 9 .1
7 3 .8
7 8 .3
7 9 .6
8 4 .2
8 7 .5
8 5 .1
C o n f e c t io n e r y a n d r e la t e d p r o d u c t s ____
2 2 7 .2
2 2 7 .7
2 1 2 .2
2 1 1 .7
2 0 7 .8
2 0 9 .5
2 1 6 .5
2 2 3 .5
2 2 8 .6
2 2 9 .1
2 1 7 .8
2 1 8 .2
2 1 7 .8
2 1 9 .7
B e v e r a g e s _________________________ _________
M i s c e l l a n e o u s fo o d a n d k i n d r e d p r o d 1 4 3 .0
1 4 1 .2
1 4 0 .9
1 4 0 .9
1 4 0 .5
1 4 1 .2
1 4 1 .4
1 4 0 .6
1 3 9 .9
1 4 2 .8
1 4 7 .5
1 4 8 .5
1 4 5 .5
1 4 5 .7
11o.t.s
_______________________________
T o b a c c o m a n u f a c t u r e s . ----------- ------------------C i g a r e t t e s __________________________________
C i g a r s _______________________________________

8 7 .7

9 2 .0
3 7 .2
2 3 .0

9 6 .2
3 7 .0
2 2 .9

1 1 1 .2
3 7 .0
2 2 .6

1 1 7 .6
3 7 .9
2 2 .8

1 0 2 .6
3 7 .9
2 2 .6

7 6 .9
3 7 .9
2 2 .0

7 6 .2
3 7 .6
2 2 .9

7 5 .7
3 7 .0
2 3 .1

7 7 .0
3 6 .6
2 3 .3

8 0 .5
3 6 .7
2 3 .5

8 6 .4
3 6 .6
2 3 .6

9 0 .2
3 6 .9
2 3 .4

9 0 .5
3 7 .0
2 4 .8

9 4 .1
3 7 .2
2 7 .9

T e x t i l e m i l l p r o d u c t s ..............................................
C o t t o n b r o a d w o v e n f a b r ic s _____________
S i l k a n d s y n t h e t i c b r o a d w o v e n f a b r ic s .
W e a v i n g a n d f in i s h in g b r o a d w o o l e n s . .

8 5 7 .6

8 6 S .4
2 4 2 .1
7 0 .6
4 9 .3

8 7 6 .2
2 4 3 .1
7 0 .3
4 9 .6

8 8 1 .3
2 4 3 .2
7 0 .1
50. S

8 8 3 .7
2 4 4 .2
7 0 .5
5 1 .5

8 8 5 .8
2 4 5 .0
7 0 .6
5 2 .2

8 7 2 .9
2 4 3 .4
6 8 .7
5 2 .2

8 9 0 .9
2 4 7 .0
7 0 .4
5 2 .9

8 8 4 .4
2 4 6 .1
6 9 .7
5 2 .2

8 8 3 .2
2 4 7 .2
6 9 .3
5 2 .0

8 8 1 .8
2 4 8 .4
6 9 .7
5 1 .4

8 8 0 .0
2 4 9 .3
7 0 .0
5 1 .5

8 7 9 .1
2 5 1 .6
7 0 .5
5 0 .3

8 7 9 .8
2 5 1 .2
6 9 .8
5 2 .3

9 1 4 .6
2 6 0 .4
7 3 .4

27.5
210.3
71.5
35.1
102.3
66.5

27.2
214.4
71.6
34.7
102.9
66.4

27.4
215.3
71.2
34.2
103.0
66.4

27.3
217.2
71.1
33.1
103.8
65.5

26.6
213.0
70.6
33.0
101.3
64.1

27.4
217.6
72.2
33.4
103.6
66.4

27.6
214.2
71.8
33.5
103.1

27.6
209.6
72.2
34.1
102.9
65.9

27.5
206.7
71.8
34.3
103.2
65.7

27.3
205.4
71.8
33.8
102.4

N a r r o w la b r ic s a n d s m a llw a r e s _________
K n it t in g
_____________________________
F in is h in g t e x tile s , e x c e p t w o o l a n d k n i t .
F lo o r c o v e r in g __________________________
Y a r n a n d th r e a d _ __ ________________
M is c e lla n e o u s t e x tile g o o d s...... ................. ..
S ee fo o tn o te s a t e n d o f ta b le .


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

27.3
203.9
71.6
35.1

102.1
66.4

27.6

212.1
72.1
33.8
103.1

66.2 66.0

66.0

26.6

211.1
70.8
33.1
100.4
64.6

56.0
27.6
214.4
74.3
35.9
103.7
69.0

A.—EMPLOYMENT
T able

331

A-2. Employees in nonagricultural establishments, by industry 1—Continued
[In thousands]
1963

A nnual
a v er a g e

1962

I n d u s tr y
J a n .2

D e c .3

N ov.

O ct.

S e p t.

A ug.

J u ly

June

M ay

A pr.

M a r.

Feb.

Jan.

1961

1960

Manufacturing—Continued

Nondurable goods— C o n tin u e d
A p p a r e l a n d r e la te d p r o d u c ts ____________ 1 ,2 1 6 .1 1,235. 7 1 ,2 5 2 .7 1, 258. 5 1 ,2 6 4 .2 1,266. 7 1 ,2 0 7 .8 1,230. 5 1 ,2 1 6 .3 1 ,2 3 2 .4 1 ,2 4 1 .2 1 ,2 2 7 .5 1 ,1 9 5 .1 1,199. 5 1 ,2 2 8 .4
119.2
118.5
119.3
120.2
119.8
115.2
119.4
115.6
117.2
121.5
M e n ’s a n d b o y s ’ s u it s an d c o a t s .............
115.9
116.8
116.4
116.4
331 .4
334.9
336.1
335.2
336 .4
324.7
33 1 .2
320 .5
307.5
324.7
317.8
314.1
M e n ’s a n d b o y s ’ fu r n is h in g s ___________
307 .4
30 2 .2
W o m e n ’s, m is s e s ’, a n d ju n io r s ’ ou ter343 .4
340.5
342.3
349.7
342.2
340.5
356 .2
361 .3
w e a r ___________________________________
356.7
335.5
3 5 5 .5
36 2 .2
342.5
34 8 .3
W o m e n ’s a n d c h ild r e n ’s u n d erg a rm e n ta
124.0
126.0
124.6
119.7
126.7
123.3
116.7
119.2
120.4
120.0
121.4
119.9
118.7
118.0
3 3 .5
3 2 .9
3 6 .2
3 6 .2
3 5 .8
4 0 .2
3 6 .8
3 2 .0
3 1 .8
3 8 .7
H a ts , ca p s, a n d m illin e r y .......... ...................
3 1 .7
41.1
3 7 .9
3 4 .9
7 6 .8
7 7 .2
75 .7
7 7 .2
7 8 .6
78 .2
7 9 .2
7 5 .3
76 .1
G ir ls ’ a n d c h ild r e n ’s o u te r w e a r ________
7 4 .0
7 8 .4
77 .9
74 .8
7 4 .4
68 .2
72.3
73.3
7 2 .2
7 1 .6
67 .8
6 9 .0
F u r g o o d s a n d m is c e lla n e o u s a p p a r e l .
68 .7
66 .2
6 7 .3
6 6 .8
66. 7
63 7
6 9 .5
M isc e lla n e o u s fa b ric a ted te x tile ' p rod n e ts
143.2
147.9
148.7
147.7
142.5
136.9
143.8
137.7
138.1
136.7
140.1
135.3
133.7
135.8
P a p e r a n d a llie d p r o d u c ts ________________
P a p e r a n d p u lp _________________________
Paperboard
C o n v e r te d p a p e r a n d p a p e rb o a rd
_____________ ______ _______
p r o d u c ts
P a p e r b o a r d c o n ta in e r s a n d b o x e s ._

598.5

P r in tin g , p u b lis h in g , a n d a llie d in d u s912.2
tr ie s ___________________________________
N e w s p a p e r p u b lis h in g a n d p r in tin g ___ _______
P e r io d ic a l p u b lis h in g a n d p r in tin g
B o o k s ___ _
C o m m e r c ia l p r in tin g ___________________
B o o k b in d in g a n d r e la te d in d u s tr ie s ____
O th er p u b lis h in g a n d p r in tin g in d u st r ie s . . . ______________
_________

605.2
226.3
6 8 .5

606.4
226.8
6 8 .3

608.8
227.9
68.3

610.7
229.0
67.7

610.4
231.4
6 6 .7

602 .2
227.7
66 .4

607.3
228. 5
68.1

598.7
224.9
67. 5

598.4
224.8
6 7 .5

59 3 .8
224. 6
65 .9

590.2
223. 8
65 .4

591.3
223. 6
65. 5

589.5
224. 5
66 8

593.3
224.4
6 9 .3

129.6
180.8

129.7
181.6

130.5
182.1

130.6
183.4

130.4
181.9

129.3
178.8

130.2
180. 5

128 .6
177.7

128.5
177. 6

126.9
176.4

126. 5
174.5

127.1
175.1

124.3
174.0

124.4
175.1

921.5
325.9
69 .3
75.1
294.4
48.5

945.7
348.5
6 9 .4
7 5 .7
293.8
4 8 .4

94 5 .0
3 4 6 .6
68 .9
7 6 .0
293.8
48 .7

941.3
345.1
6 8 .3
76.4
292.2
4 9 .3

934 .0
345 .5
66.1
7 5 .8
288.9
49 .5

930.7
343.1
6 6 .4
7 6 .1
289 .2
4 8 .3

933 .4
343 .7
66 .4
75 .4
2 9 2 .0
4 8 .0

9 2 9 .0
3 4 1 .0
68. 5
7 4 .4
291.1
4 7 .3

930 .8
3 4 2 .5
6 8 .7
7 4 .5
291.4
4 7 .2

9 3 0 .0
341.3
69. 5
74 .5
291 .2
4 7 .4

926 .6
339 .9
6 9 .9
7 4 .1
290.7
4 6 .6

925.4
3 3 8 .6
70. 8
74. 0
290 .5
46. 6

926.3
339 .1
7 1 .0
73. 0
2 8 9 .8
47 .1

917.2
3 3 2 .6
7 1 .0
71.1
289 .2
4 7 .0

108.3

109.9

111.0

110.0

108.2

107.6

107.9

106.7

106.5

106.1

105.4

104.9

106.3

106.3

848 .7
284.5
162.4
111.6
99 .9
61 .7
42.3
8 6 .3

852.0
285.2
163.3
111.3
101.2
6 2 .0
4 1 .6
8 7 .4

853.6
284.9
163.2
110.6
101.8
6 2 .8
4 2 .9
8 7 .4

855.9
285.1
164.3
110.5
101.8
6 3 .6
4 2 .7
8 7 .9

858 .0
287.8
163.4
111.4
101.2
64 .7
40 .7
8 8 .8

855 .0
288.9
162.9
110.7
9 9 .2
64. 5
4 0 .5
8 8 .3

851.2
287.7
158.4
110.0
9 9 .4
6 4 .2
4 3 .3
8 8 .2

851.9
284 .6
159.7
108.7
9 8 .0
6 3 .0
5 2 .5
8 5 .4

854.9
2 8 6 .0
159.7
108.8
98 .1
6 2 .2
5 3 .9
8 6 .2

843 .7
284 .2
158.3
108.3
9 7 .7
61. 6
48 .1
8 5 .5

838 .4
284. 6
158.1
108.3
9 5 .4
61 5
4 5 .1
8 5 .4

833.3
2 8 4 .8
157.1
107. 5
95 .1
61 0
4 2 .7
85 .1

8 3 0 .2
284 .8
152.3
106.6
9 6 .5
62 .4
4 4 .7
8 2 .9

829 .6
286.8
153.2
107.4
9 2 .2
6 3 .5
4 4 .8
8 1 .8

185.5

186.9
153.4
3 3 .5

189.1
154.3
3 4 .8

190.7
154.9
3 5 .8

192.8
156.4
3 6 .2

199.9
163.5
3 6 .4

200 .9
165 .0
3 5 .9

2 0 0 .9
165.3
3 5 .6

199.3
164 .6
3 4 .7

198.3
165 .0
3 3 .3

197.1
164 .8
32 .3

197 .6
165.2
3 2 .4

197.6
165.5
3 2 .1

2 0 3 .0
170.0
3 3 .0

211.7
177.6
3 4 .1

395.2

396.1
105.7
164.5
125.9

398.2
105.3
164.4
128.5

399.9
105.3
164.7
129.9

397.7
105.7
104.3
127.7

392.1
104.5
161.4
126.2

384 .5
103.5
157.1
123.9

391.4
104.5
161.5
125.4

3 8 5 .0
103 .0
158.8
123.2

3 8 0 .4
102.5
157.2
120.7

381 .8
103 .0
157.0
121.8

38 1 .3
103.3
157.1
120.9

3 8 0 .5
103.4
157.4
119.7

365.1
101.0
149.1
114.9

374 .0
106.8
153.3
113.8

353.6

358 .9
3 3 .0
238.1
8 7 .8

361 .0
33 .1
235.8
92 .1

3 5 8 .6
3 2 .9
233.4
9 2 .3

360 .8
3 2 .8
236.9
9 1 .1

36 8 .6
3 2 .8
243.5
9 2 .3

358 .4
3 1 .6
239 .2
8 7 .6

363 .5
3 2 .7
241.7
8 9 .1

35 5 .4
3 2 .2
23 6 .6
8 6 .6

359.5
3 2 .0
238 .8
8 8 .7

3 6 3 .7
3 2 .5
241.7
8 9 .5

3 6 3 .5
3 3 .1
24 1 .6
8 8 .8

361 .3
3 3 .5
241 .8
8 6 .0

3 6 1 .0
3 3 .0
239 .3
8 8 .7

365 .8
3 4 .1
2 4 2 .6
8 9 .1

3,804
R a ilr o a d tr a n s p o r ta tio n __________________ _______
C la ss I railroad s
L o c a l a n d in te r u r b a n p a ssen g er t r a n s it ..
L o c a l a n d s u b u r b a n tr a n s p o r ta tio n ____
T a x i ca b s
I n t e r c ity a n d ru ra l b u s lin e s ____________
M o to r freig h t tr a n s p o r ta tio n a n d sto r a g e . _
A ir t r a n s p o r t a t io n ___
A ir tr a n s p o r ta tio n , c o m m o n carriers___
P ip e lin e tr a n s p o r t a t io n ............. ................... ..
O th er tra n sp o r ta tio n
C o m m u n ic a tio n ___________________________
T e le p h o n e c o m m u n ic a tio n _____________
T e le g r a p h c o m m u n ic a tio n ________ _____
"Radio an d te le v is io n b r o a d c a stin g
E le c tr ic , gas, a n d s a n ita r y s erv ices.“______

3,939
789.5
681.6
269.1
8 6 .8
109.5
4 7 .9
925.8
210.1
189.1
2 0 .5
30 6 .0
815.6
686.0
3 5 .7
92 .0
602.5
247.6
151.3
173.7
2 9 .9

3,934
781.8
683.1
266.9
8 7 .1
107.0
47 .9
939.0
209.2
188.3
2 0 .6
296.6
816.9
687.5
3 5 .7
9 1 .8
603.4
247.7
151.7
174.0
3 0 .0

3, 959
792. 5
692.9
267 .0
87.7
105.7
4 8 .4
947 .9
210.8
189.5
2 0 .8
29 6 .0
818 .8
688.3
3 5 .8
9 2 .8
604.9
248 .3
151.8
174.5
3 0 .3

3, 959
784.4
68 5 .0
26 5 .2
87 .9
105.0
4 9 .7
942.1
21 0 .0
188.5
2 1 .2
3 0 0 .7
823 .6
693.2
3 6 .2
9 2 .3
612.1
251.4
153.4
176.8
3 0 .5

3, 963
810 .2
710.6
253 .6
8 7 .7
103.0
50.1
927 .5
199.2
177.8
2 1 .6
3 0 2 .6
829.1
699.1
3 6 .6
9 1 .5
619.2
253 .8
155.3
178.7
31 .4

3,948
811.1
711.8
254.4
8 7 .8
102.7
5 0 .4
920 .3
193.1
172.0
2 1 .6
299.9
829.1
698.5
3 6 .8
91 .9
618.3
253.9
154.9
178.1
3 1 .4

3, 965
819.2
719 .0
261 .0
8 8 .6
104.2
4 9 .6
919.2
2 0 7 .6
185.0
2 1 .6
30 1 .2
822.3
692 .5
3 6 .7
9 1 .2
612.7
251 .6
153.7
176.5
3 0 .9

3.924
815.1
715. 0
2 6 6 .0
8 8 .6
105 .5
4 8 .7
893 .2
206 .7
184.0
21 .3
3 0 2 .6
816.9
687.9
3 6 .6
9 0 .5
602 .3
247.6
151.1
173.2
3 0 .4

3,904
808.1
706.8
266 .6
8 8 .4
107.1
4 7 .9
887.1
204.9
182.3
2 1 .2
298.3
81 6 .6
68 7 .0
3 6 .5
9 1 .2
60 0 .9
247 .6
150.7
172.6
3 0 .0

3, 880
803 .2
702 .0
262 .5
8 2 .9
109 .6
4 6 .7
87 8 .8
2 0 3 .8
181.1
2 1 .3
2 9 6 .6
813 .8
685.2
3 6 .4
9 0 .3
600.1
247.4
150.7
172.3
29 .7

3,863
799.2
69 8 .9
267.4
8 8 .6
109.3
4 6 .5
872.2
200 .9
179.4
2 1 .3
289.3
812.9
684.3
3 6 .4
9 0 .3
600 .2
247.7
150.9
172.2
2 9 .4

3,8 6 3
8 0 0 .8
700 .6
270. 5
9 0 .0
109 .6
4 7 .9
866 .9
2 0 0 .4
179.5
2 1 .4
288 .2
813.3
684.2
3 6 .5
9 0 .7
60 1 .6
248 .0
151.2
172.9
2 9 .5

3,923
819.5
717. 4
27 0 .0
91. 5
109.5
4 8 .2
875.2
197.3
175.6
2 2 .2
30 2 .1
826 .2
694 .8
3 7 .1
9 2 .4
610.7
252 .2
153.1
175.3
3 0 .1

4.017
886.9
780. 5
2 8 2 .6
9 4 .6
120.4
4 7 .2
873.8
191 .0
171 .6
23 .1
3 0 8 .0
838 .7
706 .0
3 8 .3
9 2 .4
61 3 .0
254 .3
153.4
175.0
3 0 .3

84 9 .4

C h e m ic a ls a n d a llie d p r o d u c ts ........................
I n d u s tr ia l c h e m ic a ls ______
P la s t ic s a n d s y n t h e t ic s , e x c e p t g la s s ___
D ru gs
Soap“ clea n ers, a n d t o i l e t g o o d s .................
P a in ts , v a r n is h e s , a n d a llie d p r o d u c ts
A g r ic u ltu r a l c h e m ic a ls ___________ ______
O th e r c h e m ic a l p r o d u c ts ...............................

___

P e tr o le u m r e fin in g a n d r e la te d in d u s tr ie s .
P e tr o le u m r e fin in g ______________________
O th e r p e tr o le u m a n d c o a l p r o d u c ts ____

___

R u b b e r a n d m is c e lla n e o u s p la s tic p rodu c t s ......................................................................
T ir e s a n d in n e r t u b e s ___________________
O th er ru b b e r p r o d u c ts __________________
M is c e lla n e o u s p la s tic p r o d u c t s ________

___
___

L e a th e r a n d le a th e r p r o d u c ts _____________
L e a th e r ta n n in g a n d fin is h in g ....................
F o o tw e a r , e x c e p t r u b b e r ______________
O th e r le a th e r p r o d u c ts _________________

Transportation and public utilities______

Electric companies and systems______
Gas companies and systems____ _____
Combined utility systems______ ____
Water, steam, and sanitary systems__
See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

___

332

MONTHLY LABOR REVIEW, MARCH 1963
T

a b l e

A-2. Employees in nonagricultural establishments, by industry 1—Continued
[In th o u s a n d s]
1963

A nnual
a v er a g e

I n d u s tr y
J a n .2

Wholesale and retail trade_____________
Wholesale trade___________________
Motor vehicles and automotive equip­
m en t......... .......................................
Drugs, chemicals, and allied products..
Dry goods and apparel_____________
Groceries and related products_______
Electrical goods___________________
Hardware, plumbing and heating
goods________ ____________ _____
Machinery, equipment, and supplies.
Retail trade________________________
General merchandise stores__________
Department stores.............. ............
Limited price variety stores______
Food stores........... ............ .................
Grocery, meat, and vegetable stores
Apparel and accessories stores________
Men’s and boys’ apparel stores____
Women’s ready-to-wear stores_____
Family clothing stores___________
Shoe stores______________________
Furniture and appliance stores_______
Eating and drinking places__________
Other retail trade_________________
Motor vehicle dealers_____________
Other vehicle and accessory dealers.
Drug stores..................................... .
Finance, insurance, and real estate.........

3,0 8 6

H o te ls a n d lo d g in g p la c e s ________________
H o te ls , to u r is t co u r ts, a n d m o t e ls ..............
P e r so n a l services:
L a u n d r ie s, c le a n in g a n d d y e in g p la n ts .
M isc e lla n e o u s b u s in e ss serv ices:
A d v e r tis in g _____________________________
M o tio n p ic tu r e s ___________________________
M o tio n p ic tu r e film in g a n d d is tr ib u t­
in g ........................................................... ...............
M o tio n p ic tu r e th e a te r s a n d s e r v i c e s ...
M e d ic a l services:
H o s p it a ls ________________________________

Government____________________________
F e d e ra l G o v e r n m e n t 2___________ ______
E x e c u t iv e ____ _________________ _________
D e p a r tm e n t o f D e f e n s e ______________
P o s t O ffice D e p a r t m e n t ____ _________
O th er a g e n c ie s ________________________
L e g is la tiv e ______________________________
J u d ic ia l__________________________ _______
S ta te a n d lo c a l g o v e r n m e n t 4_____________
S ta te g o v e r n m e n t_______________________
L o ca l g o v e r n m e n t______________________
E d u c a t io n ______________________________
O th er S ta te a n d lo c a l g o v e r n m e n t_____

N ov.

O c t.

J u ly

June

M ay

A pr.

M ar.

Feb.

Jan.

1961

1960

12,426 11,842 11,082 11,627 11,558 11, 540 11,582 11, 476 11, 470 11,223 11,188 11,270 11, 368 11,412
3,0 7 4
3,028
3,0 2 2
3,021
3,1 1 3
3,113
3,105
3,107
3,091
3 , 034
3,021
3,1 2 6
3,008
3,009
226.0
199.2
135.1
502.7
215.8

226.4
198 .4
135.7
497.9
215.2

226 .9
196.8
135.1
492.8
214.1

226.8
196.9
135.9
491.8
21 5 .3

226.3
195.4
135.8
498.9
215.2

224.2
194.4
134.5
499.7
213 .5

221.1
193.2
132.5
490.1
210.2

220.4
192.5
132.1
491.2
210.1

219.4
191.6
131.9
491.3
209 .4

219.3
190.6
131.0
488. S
207.8

143.6
513.0
9,300
2,075. 4
1 ,2 6 0 .6
432.8
1 ,4 1 9 .7
1 ,2 3 9 .3
802 .8
147.4
304. 5
130.6
131.8
431.8
1 ,6 4 7 .2
2 ,9 2 3 .1
696.2
142.1
405.4

144.1
512.2
8,7 2 9
1 ,7 0 0 .9
1 ,0 1 4 .2
347.8
1 ,3 9 6 .7
1 ,2 2 6 .2
695.7
117.1
268.4
106.7
119.4
419.6
1,658. 7
2 ,8 5 7 .6
692.3
138.3
386.9

144.8
511.9
8,569
1, 590. 5
936.2
329.7
1 ,3 8 3 .6
1 ,2 1 6 .5
674.6
111.0
259.9
101.6
119.7
414.5
1,670. 5
2 ,8 3 4 .8
687.3
133.9
384 .7

145.0
514. 5
8,522
1 ,5 5 6 .8
911.0
326 .9
1,368. 7
1 ,2 0 4 .0
663.3
108.9
252.8
100.8
121.7
413.0
1 ,6 8 6 .0
2 ,8 3 4 .3
683.4
134.7
38 2 .2

145.4
513.5
8,451
1 ,5 1 2 .8
885.7
311 .5
1 ,3 6 5 .0
1 ,2 0 2 .2
630 .5
106.6
241.1
9 5 .7
114.7
409.1
1, 700. 9
2,832. 7
683.9
135.6
382 .5

145.3
512.1
8,4 4 9
1, 501. 5
878.1
308.4
1,376. 6
1 ,2 1 1 .3
630.2
107.9
242 .0
95 .8
114.7
407.8
1, 699.2
2,833. 5
681.8
136.3
378.0

144.9
508.5
8,508
1 ,5 2 6 .8
898. 5
312 .3
1 ,3 7 4 .9
1 ,2 0 8 .8
663.0
113.2
251 .7
100.3
120.5
410.0
1, 706.3
2,826. 7
675.3
136.4
37 9 .5

143.1
502.6
8,442
1, 523.9
897.4
317.9
1 ,370.1
1,201. 4
668.5
108.9
256 .9
9 9 .6
123.5
407.6
1,663. 7
2,808. 5
669.5
132.9
377.1

141.7
500.0
8,442
1 ,5 3 4 .6
901.9
32 4 .5
1 ,3 7 3 .8
1 ,1 9 8 .7
707.2
111.3
264.3
102.2
140.3
409.8
1 ,6 3 4 .2
2 ,7 8 2 .3
667.3
130.7
375.1

141.3
497.4
8,201
1 ,4 6 0 .6
858.4
3 0 4 .4
1 ,3 6 3 .6
1 ,1 9 7 .2
626.1
103.1
240 .9
9 5 .0
110.4
408.5
1 ,5 8 2 .3
2, 760.0
665.9
126.2
374.7

141.1
49 3 .6
8,1 6 7
1 ,4 4 3 .2
850 .8
295 .3
1 ,3 6 6 .5
1 ,1 9 5 .0
617.7
105.0
236.1
95.1
108.0
410.3
1 ,5 7 1 .8
2, 757.9
663.8
125.2
374.0

2,803

2,807
723.2
269.8
8 7 .4
142.0
120.1
871.1
474.2
5 2 .7
301.6
202.3
544.9
29.1
7 5 .2

2,808
720.9
268.6
8 7 .0
141.2
121.1
869.9
473.1
52 .8
301 .6
202.3
549.6
3 0 .8
75.1

2,807
720.0
267.3
8 6 .6
140.5
122.8
868.5
472.3
52 .7
300.9
201.0
551.9
32 .2
7 5 .7

2, 813
719.9
268.3
86.1
142.2
125.5
869.4
472.5
52.8
301 .7
201.2
553.0
31 .8
75.8

2,841
729.0
271.2
8 6 .6
143.9
1308
875.0
474.0
53 .3
304 .2
204.0
554.9
3 2 .4
76.0

2, 839
725.1
271.5
8 7 .4
143.5
132.4
871.7
472.3
53.2
302.8
203.0
559.4
3 2 .7
7 5 .7

2,808
715.4
268.2
85.1
143.0
131.9
864.0
469.6
52.8
298.9
201.0
552.6
3 0 .3
7 5 .2

2,780
705.1
264 .9
8 3 .6
141.5
131.8
859.0
468.7
52 .0
296.4
198.8
545.2
3 1 .0
75.4

2,770
7Ò4.2
265 .0
8 3 .9
141.2
133.0
860.4
469.9
52.2
296.4
198.9
533 .3
2 9 .9
75.0

2,754
7Ó2.8
264.2
8 2 .9
141.6
133.1
860 .5
469.9
52 .0
296.8
198.6
520.0
2 7 .0
74.9

2,749
701.5
264.2
8 2 .8
141.8
132.5
859.2
469.4
51 .9
296.0
198.7
518.2
2 5 .5
74.8

2,747
698.3
2 6 4 .6
8 2 .7
142.4
131.7
856.0
468.0
51.4
294.9
198.1
523.3
2 9 .2
74 .6

2,748
695.1
262 .5
7 8 .6
145.2
126.8
856 .7
468.4
51 .6
295.1
199.8
531.4
3 2 .5
75 .9

2, 684
674.7
256.2
72.4
146.0
114.2
839.0
459.0
50.9
287.3
196.2
527.3
36.1
7 6 .7

7,751

7,803
605.8
563.2

7,830
605.9
562.1

7,870
616.5
570.1

7,856
654.1
597.9

7,867
745.6
640.3

7,884
742.1
638.9

7,881
672.6
612.7

7,769
604 .6
554.4

7, 690
584.2
539.0

7, 573
565.7
524.0

7,545
563.0
521.9

7, 510
552.9
511.8

7, 516
587.7
531.3

7, 361
567. 7
511.1

494.1

498 .2

503.4

503.9

504.6

514.1

518.8

513.3

507.1

496.8

496.2

500.6

510.5

521.0

112.5
164.3

112.4
167.7

111.6
174.5

111.4
180.7

112.1
183.2

111.6
182.0

110.4
179.8

112.1
178.1

112.3
178.6

112.1
167.3

110.0
167.0

109.2
168.4

110.4
184.4

109.9
189.3

3 6 .6
127.7

3 6 .3
131.4

36 .2
138.3

3 7 .2
143. 5

3 6 .9
146.3

36.1
145.9

35 .2
144.6

3 5 .0
143.1

37.9
140.7

3 9 .6
127.7

3 9 .9
127.1

4 1 .0
127.4

4 3 .5
140.9

4 3 .5
145.8

8,4 4 6

218.5
189.4
130.4
492.0
206 .5

215 .6
188.3
130.7
491.5
204.8

2 13.6
183.8
130.8
494.0
208.1

141.3
142.6
490.5
4 8 3 .6
8,249
8,361
1, 507. 7 1, 554.8
894.8
910.6
308 .5
330 .0
1 ,3 6 1 .0 1 ,3 5 8 .3
1 ,1 9 4 .0 1 ,1 8 6 .9
638.7
645.7
111.3
107.7
24 1 .7
246 .2
9 9 .7
96 .8
110.6
116.0
412.1
405.4
1 ,5 6 9 .2 1 ,6 1 7 .6
2, 760.2 2, 776.9
659.9
656.5
129.2
138.3
375 .6
37 2 .9

145.1
479.1
8,403
1, 563.1
914.4
335.4
1, 356.1
1 ,1 8 1 .6
637.2
104.3
243.1
9 4 .7
119.0
409.2
1 ,6 2 6 .5
2 ,8 1 1 .1
674.6
142.8
369.5

1 ,2 0 1 .4 1 ,2 0 2 .4 1 ,1 9 6 .9 1 ,1 9 2 .8 1 ,1 9 2 .3 1,194. 5 1 ,1 8 6 .5 1 ,1 7 4 .2 1 ,1 7 3 .3 1 ,1 7 0 .2 1 ,1 6 6 .8 1 ,1 5 8 .9 1 ,1 4 1 .7 1 ,1 0 5 .0
9,439
9,015
9,470
2,492
2,336
2,348
2 ,4 6 2 .4 2 ,3 1 8 .8
961.9
965.1
742.7
587 .8
757.8
765.9
23 .7
2 3 .9
5 .6
5 .6
7,123
7,122
7,103
1 ,7 8 4 .8 1, 786.2
5,337. 8 5 ,3 3 6 .0
3 ,6 8 0 .0 3, 677.0
3, 4 4 2 .6| 3 ,4 4 5 .2

9, 406
2,3 3 3
2 ,3 0 3 .8
964.0
583.9
755. 9
2 4 .0
5 .6
7,073
1 ,7 7 9 .9
5, 293.0
3 ,6 2 9 .0
3 ,4 4 3 .9

9, 241
2,336
2 ,3 0 6 .4
962 .6
587.1
756.7
23 .9
5 .5
6,905
1 ,7 2 5 .2
5 ,1 8 0 .1
3, 410.9
3, 494. 4

1 B e g in n in g w it h th e D e c e m b e r 1961 is s u e , figu res d iffer from th o se p re­
v io u s ly p u b lis h e d for th ree rea so n s. T h e in d u s tr y s tru ctu re h a s b een c o n ­
v e r te d to th e 1957 S ta n d a rd I n d u s tr ia l C la ssifica tio n ; th e series h a v e b een
a d ju ste d to M arch 1959 b en ch m a rk le v e ls in d ic a te d b y d a ta from g o v e r n m e n t
s o c ia l in su r a n c e program s; a n d . b e g in n in g w ith J a n u a r y 1959, th e e s tim a te s
are p repared from a sa m p le stra tified b y e s ta b lis h m e n t size a n d , in so m e ca ses,
re g io n . F or co m p a ra b le b a ck d a ta , see Employment and Earnings Statistics
for the United States, 1909-60, (B L S B u lle tin 1312). S ta tis tic s from A p r il 1959
forw ard are su b je c t to fu rth er r e v isio n w h e n n e w b e n c h m a r k s b e c o m e a v a il­
ab le.
I n a d d itio n , d a ta in c lu d e A la sk a an d H a w a ii b e g in n in g in J a n u a r y 1959.
T h is in c lu s io n in cr eased th e n o n a g r ic u ltu r a l to ta l b y 212,000 (0.4 p e r c e n t) for
th e M a r ch 1959 b e n c h m a r k m o n th , w ith in cr ea ses for in d u s tr y d iv is io n s
ra n g in g from 0.1 p e r c e n t in m in in g to 0.8 p ercen t in g o v e r n m e n t.
T h e s e series are b ase d u p o n e s ta b lis h m e n t re p o r ts w h ic h co v e r a ll fu ll- a n d
p a r t-tim e e m p lo y e e s in n o n a g r ic u ltu r a l e s ta b lis h m e n ts w h o w o rk ed d u r in g .


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

A ug.

S e p t.

226.5
199.1
135.1
501. 4
216.3

B a n k in g ________________________________
C r e d it a g en cies o th e r t h a n b a n k s ...........
S a v in g s a n d lo a n a s s o c i a t i o n s .................
P e r so n a l c r e d it in s titu tio n s _ .......................
S e c u r ity d ea le rs a n d e x c h a n g e s ____ ______
I n su r a n c e carriers_________________________
L ife in s u r a n c e ___________________________
A c c id e n t a n d h e a lth in s u r a n c e _________
F ir e , m a r in e , a n d c a s u a lty i n s u r a n c e ..
I n su r a n c e a g e n ts, brok ers, a n d s e r v i c e s ...
R e a l e s t a t e ________________________________
O p e r a tiv e b u ild e r s ______________ _______
O th er fin a n c e , in su r a n c e , a n d re a l e s t a t e .

Services and miscellaneous............................ .

D e c .2

8, 870
8,860
2,3 6 5
2,368
2 ,3 3 5 .5 2,338. 5
973.4
972.9
589. 2 589.9
773.4
775.2
24. 1
2 3 .9
5 .5
5 .5
6,495
6, 502
1 ,6 7 0 .7 1 ,6 7 7 .6
4 ,8 2 4 .3 4,824. 4
2 ,9 3 3 .4 2 ,9 4 9 .2
3,556. 6 3 ,5 5 2 .8

9,171
2.354
2 ,3 2 4 .2
970.2
587.0
767.0
2 3 .9
5 .5
6,817
1, 729.9
5 ,0 8 7 .5
3,318. 7
3,498. 7

9,172
2,313
2 ,2 8 4 .0
961.3
582.2
740.5
2 3 .4
5 .5
6, 859
1 ,7 3 1 .8
5 ,1 2 7 .3
3,438. 7
3 ,4 2 0 .4

9,143
2,306
2,276. 9
958.6
580.2
738.1
2 3 .3
5 .4
6,837
1 ,7 2 1 .5
5,115. 6
3, 448.2
3 ,3 8 8 .9

9,133
2,294
2 ,2 6 4 .8
956.7
578.7
729.4
23 .5
5 .4
6,839
1 ,7 1 6 .5
5 ,1 2 2 .3
3 ,4 6 0 .0
3 ,3 7 8 .8

9,102
2,289
2 ,2 5 9 .8
956.9
578.2
724.7
2 3 .4
5 .4
6,813
1, 707.1
5 ,1 0 6 .3
3, 451. 5
3 ,3 6 1 .9

9, 032
2,281
2 ,2 5 2 .2
955.7
579.0
717.5
2 3 .4
5 .4
6, 751
1 ,6 8 6 .4
5,064. 6
3, 403. 5
3,347. 5

8, 828
2,2 7 9
2 ,2 5 0 .9
943.7
596.7
710.5
2 3 .2
5.1
6, 548
1,663. 6
4,884. 5
3,175. 4
3 ,3 7 3 .9

8,520
2,270
2 ,2 4 2 .6
940.6
586.7
715.3
2 2 .6
4 .9
6,250
1, 592.7
4 ,6 5 7 .0
2 ,9 8 3 .3
3 ,2 6 6 .4

or re c e iv e d p a y for, a n y p a r t o f th e p a y p erio d e n d in g n e a r e st th e 15th o f th e
m o n th . T h ere fo re, p e r so n s w h o w o rk ed in m ore th a n 1 e s ta b lis h m e n t d u r ­
in g th e re p o r tin g p erio d are c o u n te d m o re th a n o n c e . P r o p r ie to r s , selfe m p lo y e d p erso n s, u n p a id fa m ily w o rk ers a n d d o m e s tic se r v a n ts are
e x c lu d e d .
2 P r e lim in a r y .
3 D a t a re la te to c iv ilia n e m p lo y e e s w h o w o rk ed o n , or r e c e iv e d p a y fo r, th e
la s t d a y o f th e m o n th .
4 S ta te a n d lo c a l g o v e r n m e n t d a ta e x c lu d e , a s n o m in a l e m p lo y e e s , e le c te d
o fficia ls o f sm a ll lo c a l u n it s a n d p a id v o lu n te e r fir em en .
S o u r c e : U .S . D e p a r tm e n t o f L a b o r, B u r e a u o f L a b o r S t a t is t ic s for a ll
series e x c e p t th o se for th e F e d e r a l G o v e r n m e n t, w h ic h is p rep a re d b y th e
U .S . C iv il S erv ice C o m m is sio n , a n d th a t for C la ss I r a ilr o a d s, w h ic h is p re­
p a red b y th e U .S . I n te r s ta te C o m m erce C o m m is sio n .

A.—EMPLOYMENT
T able

333
A-3. Production workers in nonagricultural establishments, by industry 1
[In th o u s a n d s]
1963

1962

A nnual
a v er a g e

In d u stry
Jan

M ining______________ _____
M e ta l m in in g ................................... ..................
Ir o n o r e s ............. ...................................................
C o p p e r ores.........................................................

D ec.*

N ov.

O c t.

S e p t.

A ug.

J u ly

M ar.

F eb.

Jan.

1961

125 0
117 4

127 1
lip 1

128 6
120 8

131 6
123 6

135 1

135 9

221.5
107.0
114.5

220.1
107.2
112. £

216 4
105.0
111. 4

214 5
104.0
no 5

214 9
104.2
no 7

215 8
!
111 7

218 0
104.8
113 2

100.2

100.8

9 9 .9

9 2 .8

84 9

82 1

82 9

9 5 .4

2,529
2,5 7 0
2,621
2 186
2,131
2,397
2,573
2,431
2 344
76 9 .2
784 .2
667. 7 742.0
8Ó9.4
796 .5
753 .4
724 .6
690 .7
577. i
403.2
596.1
612. £ 602. i
552.9
510.0
523.6
436 .5
215.6
346 .6
3 6 1 .8
295.2
372 .4
3 6 1 .2
3 2 7 .8
3 0 3 .7
2 3 7 .5
231 .2
23 4 .3
241.1
187.6
239 .8
214 .8
225.1
2 1 9 .9
199.0
1,06 0 .1 1,145 2 1 ,1 8 1 .6 1 ,1 8 9 .6 1 ,1 9 9 .5 1,173. £ 1,125. C 1,095. 5 1,058 7

1 927
6Ó5.5
350 5
173* 0
177.5
971 4

1 882
601 .6
330 7
159 O
171.7
Q4Q 6

1 893
6 0 1 .8
329 0
157* 9
!i
962 4

2 344
740 4
492 8
271 2

50'
64.7
21.
22.

512
65.4
22.1
22.7

5H
68
23.
23.

50Í
72
24.
23.7

C o a l m in in g ..................................................
B it u m in o u s .......... .........................................

123.
115. £

125.0
117.3

126.6
118.9

125.0
117.6

124.7
117. S

113.7
105.6

C r u d e p e tr o le u m a n d n a tu r a l g a s .................
C r u d e p e tr o le u m a n d n a tu r a l ga s fie ld s .
O il a n d gas fie ld s e r v ic e s _______________

213.2
102.4
110. Í

214.0
103.0
111. C

215.8
103.2
112.6

219.8
105.2
114.6

221.2
107.2
114. (

88.4

9 7 .2

9 9 .6

101.3

102.8

G e n e ra l b u ild in g c o n tr a c to r s ................
H e a v y c o n s tr u c tio n ____________ _______
H ig h w a y a n d s tr e e t c o n s tr u c tio n .............
O th e r h e a v y c o n s t r u c t io n ................ .........
S p e c ia l tr a d e c o n t r a c t o r s ................................

A pr.

71
23
23 C]

501
64.4
20.8
22.8

Q u a r r y in g a n d n o n m e ta llic m in in g

M ay
517
73
25 f
23 8

48‘
63.
20.
22.

Contract construction......... .............. .

June
52fl
73 Ç
25 1
210

I960
567
7G. 9
2 8 .6

70
23
23

¿¿. 0

23 4

104 1

171

lu i . ¿
H o. y
223 1
108.4
114 6

221.6

M anufacturing______________

900 1
113.8

99.6
9 4KQ
7 8 8 .3
270 6
238 .4

12,193 12,371 12,518 12,661 12,751 12,544 12,403 12,516 §12,372 12,338 12,240 12,187 12,118 12,044 12,562
D u r a b le g o o d s ...................................................... 6,868
7,027
7,0 3 4
6,937
6 ,8 6 2
6,9 2 5
6,994
7,0 2 5
6,9 7 5
6,931
6,8 5 7
6,8 2 0
6 ,7 6 4
6 , 6Í3
N o n d u r a b le g o o d s .......................................
5,6 3 4
5,717
5,434
5,524
5 ,6 8 2
6,325
5,4 7 8
5,491
5,397
5,4 0 7
5,3 8 3
5,367
5,3 5 4
5; 431
5; 541

7,021

Durable goods
O r d n a n c e a n d a c c e sso r ie s__________
100.8
A m m u n it io n , e x c e p t for s m a ll a r m s ___ _______
S ig h tin g a n d fire c o n tr o l e q u ip m e n t
O th e r o r d n a n c e a n d a cc e sso r ie s________ ..............

101.5
4 1 .4
2 2 .1
3 8 .0

101.7
41 .7
2 2 .4
3 7 .6

100.9
4 1 .5
2 2 .2
3 7 .2

101.3
4 1 .8
2 2 .2
3 7 .3

101.5
4 2 .7
21.8
3 7 .0

9 8 .6
4 3 .0
2 1 .9
3 3 .7

9 6 .7
4 1 .7
21 8
3 3 .2

9 7 .5
4 0 .5
22 1
3 4 .9

9 7 .5
4 0 .6
22 3
34! 6

9 6 .4
4 0 .0
22
!

3 4 .0

529.6
81 .9
239.2

546.9
8 9 .2
245.7

558.4
9 2 .3
250.1

567.2
9 6 .3
25 3 .1

576 .0
9 9 .5
255 .6

568.4
9 8 .3
254 .3

571 .4
9 6 .4
25 6 .9

546.0
8 4 .8
248 .3

527 .4
7 7 .0
242 .6

509.3
7 1 .2
23 5 .7

121.9
3 4 .9
5 1 .7

124.7
3 5 .3
5 2 .0

127.0
3 6 .3
5 2 .7

128.6
3 5 .9
53 .3

130.4
3 6 .9
5 3 .6

126.7
3 6 .9
5 2 .2

127 3
3 7 .5
5 3 .3

123 9
36. 5
5 2 .5

120 3
35. 5
5 2 .0

316 .4

319.1
233 .7
2 4 .6
2 6 .5
3 4 .3

32 2 .5
236.1
2 4 .7
2 7 .0
3 4 .7

323 .7
237.3
2 2 .6
2 8 .9
3 4 .9

3 2 3 .0
235 .9
2 2 .4
2 9 .1
3 5 .6

3 2 2 .7
2 3 3 .8
2 4 .4
2 8 .8
3 5 .7

313 .3
226 .9
2 3 .2
2 8 .3
3 4 .9

3 1 6 .9
229 .4
2 3 .9
2 7 .8
3 5 .8

314 .1
229 .3
2 3 .3
2 7 .0
3 4 .5

S to n e , c la v . a n d g la ss p r o d u c t s ...
430.6
F l a t g la s s _____________ _____ ______
G la ss a n d g la ssw a r e , p r e sse d or b l o w n ..
C e m e n t, h y d r a u lic _________________
S t r u c t u r a lc la y p r o d u c ts _____
P o t t e r y a n d r e la te d p r o d u c ts ___
C o n c r e te , g y p s u m a n d p la s te r p r o d u c ts .
O th e r s t o n e a n d m in e r a l p r o d u c ts _____ ..............

447.1
2 4 .9
85.1
3 0 .2
5 8 .3
3 6 .8
111.8
8 7 .6

465.1
2 5 .6
8 5 .8
3 2 .5
60 .4
3 7 .8
121.3
8 9 .0

4 7 4.2
2 5 .3
8 7 .0
3 2 .9
6 1 .0
3 8 .6
126.9
8 9 .7

478.9
2 5 .0
8 7 .8
3 3 .5
6 2 .3
3 8 .0
129.4
9 0 .5

4 8 0.9
2 4 .8
8 7 .5
3 3 .9
6 2 .8
3 7 .5
131.4
9 0 .8

476.4
2 4 .4
8 7 .6
3 3 .7
6 2 .0
3 7 .1
129.6
9 0 .3

476.1
24. 5
8 8 .6
3 3 .4
6 1 .4
3 7 .2
12 9 .0
9 0 .1

466.6
2 3 .8
8 6 .5
3 2 .1
6 0 .8
3 6 .9
125.4
8 9 .4

P r im a r y m e ta l in d u s t r ie s ________
B la s t fu rn a ce a n d b a s ic s te e l p r o d u c t s ..
Ir o n a n d s t e e l f o u n d r ie s ___
N o n fe r r o u s s m e ltin g a n d r e fin in g ...........
N o n fe r r o u s r o llin g , d r a w in g , a n d e x t r a d in g _________________________ .
N o n fe r r o u s f o u n d r ie s _______________
M is c e lla n e o u s p r im a r y m e ta l in d u st r ie s _______________________________

897 .7

899.9
442.0
165.0
5 2 .8

89 4 .2
437.4
164.5
5 3 .0

8 9 7 .5
4 4 0 .8
165.0
5 3 .5

910 .9
451 .9
166.1
5 3 .8

9 0 6 .3
450.3
163.4
5 3 .0

9 0 3 .4
451 .9
163.1
5 1 .8

935 .5
4 7 5 .4
166.6
5 2 .9

135.3
5 6 .9

135.4
56 .0

135. 8
5 5 .9

136.2
5 5 .9

135.3
5 6 .1

135.4
5 3 .4

47 .9

47 .9

4 6 .5

4 7 .0

4 8 .2

F a b r ic a te d m e ta l p r o d u c ts ___
....
M e ta l c a n s ________________ _____ _____ __
C u tle r y , h a n d to o ls , a n d g en er a l h a rd w a r e ................ ................... .....................
H e a tin g e q u ip m e n t a n d p lu m b in g
fix tu r e s ________ _______ _____ .
F a b r ic a te d s tr u c tu r a l m e t a l p r o d u c t s ..
S c r e w m a c h in e p r o d u c ts, b o lts , e t c .........
M e ta l s t a m p in g s ______________ 1________
C o a tin g , e n g r a v in g , a n d a llie d s e r v ic e s .
M is c e lla n e o u s fa b r ic a te d w ir e p r o d u c ts .
M is c e lla n e o u s fa b r ic a te d m e t a l p rod u c ts ............................................................................

851.4

860.4
48.1

864.7
47.5

87 0 .7
5 0 .4

872.1
5 4 .8

111.9

111.8

110.6

5 7 .0
226.6
69.1
160.0
57 .0
45 .5

58.1
229.0
6 9 .2
159.4
5 8 .7
4 6 .0

5 8 .9
2 3 4 .7
6 8 .9
159.3
5 8 .4
4 6 .3

8 5 .2

8 5 .0

8 3 .2

L u m b e r a n d w o o d p r o d u c ts, e x c e p t furn it u r e ______ ____________________
516.1
L o g g in g c a m p s a n d lo g g in g c o n tr a c to r s. ______
S a w m ills a n d p la n in g m ilf s _____________ _______
M illw o r k , p ly w o o d , a n d r e la te d p ro d u c t s ___________________________ . . .
W o o d e n c o n ta in e r s _______ ________ ____
M is c e lla n e o u s w o o d p r o d u c ts __________ ..............
F u r n itu r e a n d fix tu r e s ____
H o u s e h o ld f u r n itu r e ______________
O ffice fu r n itu r e ____________________
P a r titio n s , office a n d s to r e f ix t u r e s ..
O th e r fu r n itu r e a n d fix tu r e s ......... ...........

S ee fo o tn o te s a t e n d o f ta b le .

676092— 63 ------------ 8


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

9 6 .4
4 0 .0

9 6 .8
4 0 .3
22 4

9 4 .3
3 9 .6

8 9 .4
3 7 .0

34.1

3 2 .2

2 9 .7

512 .9
7 7 .8
2 3 4 .5

50 6 .7
7 8 .2
229 .4

534 .8
8 5 .2
243 .4

570.3
8 7 .1
268 .5

115 Q
35 1
5 1 .4

35 0
50! 6

114 6
34 6
!

36 8

3Q 1
5 1 .4

3 1 2 .7
2 2 9 .9
2 2 .8
26. 5

3 1 1 .0
228 2
2 2 .9
26 7
3 3 .2

30 9 .7
227 2
22 9
26 5
33 1

3 0 7 .7
225 5
22 8
26 3
33 1

3 0 3 .9
221 5
21 8
26 6
34 0

318 .9
232 3
22 8
29 2
34 5

24 2
8 4 .9
31 1

117.2
8 8 .7

24 3
8 4 .5
28 5
5 6 .5
3 6 .5
104.6
8 7 .9

4 3 2.4
25 6
8 3 '8
28 2
54! 8
3 7 .9
102 .5
8 7 .6

4 3 1.5
25
!
2Q
55! 8
3 7 .5
101.7
8 7 .0

32 2
6 0 .4
3 6 .9
118.1
8 7 .4

34 9
6 5 .9
4 0 .3
123.5
9 1 .8

96 4 .5
503.3
16 6 .5
5 3 .0

9 9 1 .3
530 .0
167.1
5 3 .0

9 9 1 .4
631 .6
165.9
5 2 .9

9 8 3 .5
527 1
165.7
5 2 .8

969 .3
516 O
16L 9
5 2 .3

9 1 4 .5
482 0
156! 0
5 1 .7

992 .0
529 3
!

136. 9
5 4 .7

136.5
5 6 .4

136 5

136 2

134 Q

136 4

129 0
5 0 .4

133 6

4 7 .8

4 9 .0

4 8 .8

45 4

48 2

8 5 0 .9
5 4 .9

851 .6
5 5 .2

86 7 .6
5 5 .0

860 .7
5 2 .9

851 .2
5 1 .7

8 4 2 .8
5 0 .0

836 .7
4 9 .2

8 4 0 .0
4 8 .3

819 .6
5 1 .7

8 6 9 .0
5 4 .1

108.8

105.1

104.4

109.4

109.4

108.6

108 .8

108.4

108.8

101.4

107.3

5 8 .6
23 8 .4
6 8 .5
156.3
5 7 .9
4 5 .3

5 8 .5
236 .7
6 8 .2
143.4
5 6 .3
4 4 .2

5 6 .8
2 3 7 .2
6 7 .4
147.5
5 6 .0
4 3 .9

5 6 .9
2 3 6 .2
6 8 .8
152.3
5 7 .6
4 5 .3

5 6 .3
2 3 1 .3
6 9 .1
154.8
5 6 .4
4 5 .1

56 0
2 2 6 .8
6 9 .3
152.6
5 6 .4
4 4 .6

55 9
!
6 9 .1
151.6

55 7
222! 1
68 8
150 8
5 4 .7

55 2
230 3
62 6

58 7
238 1
67* 2
160 7
53 8
!

8 3 .5

8 3 .6

8 3 .2

8 6 .1

8 5 .4

8 5 .2

3
34 1

33.5
454.5 434.8
59.3
37.3

49 7 49.9

483.2
9 455.1
23 7
27 0
82 4
8 4 .5
86.9
5

55.6 55.8 55.2 55! 1
49 0
47 8
47 6
4 9 .1

223 1

55 4

223 8
67 7
154 2
53! 8

14-3 7

172 4
54.9
53.7

55.5
53 0
44.0 43.8 44.9 42! 2 45 5
8 3 .2
8 4 .8
8 3 .1
79.6 8 3 .6

MONTHLY LABOR REVIEW, MARCH 1963

334
T able

A-3. Production workers in nonagricultural establishments, by industry 1—Continued
[In thousands]
1963

Annual
average

1962

Industry
J a n .* Dec.*

Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

1961

1960

Manufacturing—Continued
Durable goods—Continued
Machinery__________ _____- .................. 1,018.8 1,018.7 1,016.7 1,018.1 1,020.7 1,015.3 1,019.6 1,034.5 1,026.5 1,024.9 1,013.8
58.2
57.4
58.6
58.6
58.1
57.7
57.5
57.8
56.8
57.5
Engines and turbines----------------------87.2
87.3
85.8
87.4
84.5
83.8
86.7
83.9
85.1
84.9
Farm machinery and equipment-------Honst,motion and related machinery
139.4 138.3 137.6 140.8 141.3 140.3 141.7 139.5 138.2 135.8
Metalworking machinery and equip193.7 192.5 191.2 189.8 187.4 191.1 194.2 195.2 195.6 192.4
m e n t__
____________________
Special industry machinery_________
118.1 117.9 119.0 118.7 119.0 119.2 120.1 118.6 118.1 117.2
147.9 151.0 151.7 151.6 151.6 150.9 152.3 150.0 149.9 148.8
General industrial machinery-----------Office, computing and accounting ma95.2
95.7
93.4
94.3
94.9
95.7
92.8
93.3
94.4
93.1
chines_________________________
64.4
65.3
66.0 65.3 68.7 70.1 69.1 68.3 67.2
64.8
Service industry machines---------------Miscellaneous machinery___________
116.9 117.5 117.7 116.8 114.8 114.6 116.3 113.1 113.2 113.5

997.4
56.5
82.0
132.5

981.6
53.3
75.2
130.4

964.5 1,030.4
51.2
56.:
78.6
79.1
128.2 144.

190.2
117.1
143.7

187.1
115.5
147.7

180.1
116.2
143.0

122 . :

95.6
66.5
113.3

112.8

95.4
64.2

94.5
63.8
109.0

95.
69.
114.

963.3
105.3
114.8
114.8
99.9
82.6
200.4
165.5

986.
108.
121.
120.
103.
82.
201.
164.

79.9

84.

Electrical equipment and supplies-------- 1,046.6 1,053.6 1,060.1 1,062.0 1,059.2 1,041.1 1,031.4 1,038.9 1,024.7 1,018.8 1,013.5 1,012.7 1,007.7
"Rlectric distribution equipment______
108.7 109.1 109.1 109.0 108.6 107.0 107.6 104.8 105.6 105.3 105.9 105.7
120.4 120.8 120.3 120.7 119.5 120.6 122.0 119.7 119.5 119.3 119.0 118.9
Electrical industrial apparatus_______
"FTonsehold appliances______________
118.5 118.8 119.5 118.8 115.4 114.3 117.7 118.6 118.2 117.1 115.8 115.8
Electric lighting and wiring equipment.
108.5 108.9 109.5 109.2 106.1 104.2 105.8 105.6 104.9 104.1 103.1 102.5
_ 96.3 100.2 102.7 102.3 99.7 97.6 95.4 90.8 86.2 86.0 87.7 90.1
Radio and TV “receiving sets..................
228.7 227.7 226.7 225.3 222.4 217.8 219.5 219.0 218.5 218.2 216.2 212.2
Communication equipment----- --------"Electronic components and accessories.181.3 183.4 183.8 184.5 183.4 183.1 183.3 179.6 178.2 178.0 177.7 176.3
Miscellaneous electrical equipment
91.2
90.4
89.4
86.0 86.8 87.6 86.6 87.7 85.5 87.3 86.2
and supplies
__ _____________
91.2

194.

154.

Transportation equipment------------------ 1,167.3 1,168.9 1,159.6 1,149.8 1,133.3 1,007.7 1,120.6 1,136.6 1,132.8 1,117.7 1,117.9 1,118.6 1,110.8 1,035.0 1,132.
596.7 589.3 581.0 566.3 441.2 561.3 580. C 573.1 557.0 551.1 552.8 554. 6 491.7 566.
Motor vehicles and equipment_______
Aircraft and p a r ts _ ______________
398.6 396.4 391.4 389.3 388.0 384.2 378.4 380.4 381.9 392.9 395.3 394.8 378.7 392.
121.7 120.7 122.2 121.0 120.7 118.6 119.6 121.0 122.1 120.3 118.8 115.9 117.8 116.
Ship and boat huilding and renairing__
33.8
33.0
32.3
26.2
30.7
30.8
33.3
32.5
33.9
31.1
30.3
31.9
24.8
32.
Railroad equipment________________
Other transportation equipment_____
21.2 22.4 23.3 23.4 24.0 24.0 24.7 25.3 24.4 22.5 21. 19.3 21.9 25.
Instrum ent and related products-------- .
Engineering and scientific instruments.
Mechanical measuring and control devices _________________________
Optical and ophthalmic goods_______
Surgical, medical, and dental equipm ent__ ________________________
Photographic equipment and supplies..
Watches and clocks________________

229.2

Miscellaneous manufacturing industries.. 292.7
Jewelery, silverware, and plated ware
Toys, amusement, and sporting goods..
Pens, pencils, office and art materials
Costume jewelery, buttons and notions.
Other manufacturing industries______ ...........

221.6
40.4

232.
42.

61.7
29.9

59.8
29.1

63.
30.

33. C
39.4
22.9

33. C
39.3
22.4

33. C
39.4

33.
41.

294.6
32. S
73.0
24.0
44.5

287.5
32. £

306.2
32.7
85.3
23.0
44.5
120.7

316.
33.
86.
23.
47.
125.

229.2
39.1

230.5
39.4

230.5
39.3

229.9
39.1

229.4
38.6

225.8
37.7

228.5
38.4

226.8
38.2

226.3
38.2

226.7
38.5

62.8
30.1

62.7
30.2

62.4
30.5

62.3
30.2

62.2
30.4

61.2
30.3

61.3
31.1

61.9
30.8

62.1
31.0

62.2
30.8

62. C
30.6

34.3
40.1

22.8

34.5
40.5
23.4

34.4
40.5
23.4

34.5
40.4
23.4

34.3
40.7
23.2

33. S
40.5

33.8
40.4
23.5

33.2
39.5
23.2

33.0
39.3
22.7

33. f
39.1
23.1

308.5
32.6
80.8
25.9
45.9
123.3

332.4
33.4
99.0
26.3
47.8
125.9

341.6
33. £
105.8
26.6
47.5
128.4

337.8 330.6
33. C 32.3
102.2 99.6
26.2
25.8
47.4
46.7
129.0 126.2

316.1
30.3
95.3
24.3
43.8
121.9

322.4 314.7 308.2 299.2
32. C 31.9
31.9
32.2
94.4
90.1
86.0 76.6
24.3
24.2
24.9
23.8
45.6
46.5
44.5
45.1
124.6 122.8 121.6 121.5

22.2

224.9 224.8
37. C 38.5

120.8

68.0

23.7
43.8
119.1

20.1 21.

Nondurable goods
Food and kindred products....................... 1,094.0 1,147. 6 1,187.6 1,265.6 1,329.7 1,303.5 1,223.8 1,175.8 1,121.0 1,110.9 1,086.0 1,088.3 1,108.6 1,190.8 1,211.
............
Meat products
251.3 254.7 255. C 251.0 253.1 251.5 253. ( 246.4 243.5 239.1 241.5 248.2 254.8 257.
148.6 149.9 152.1 156.9 162.4 164.8 163.2 158.6 155.8 152.6 151.6 152.4 163. 0 169.
Dairy products____________________
Canned and preserved food, except
165.8 190.4 260.6 338.1 318.2 246.4 197.5 166.5 166. C 149.7 151. ( 154.8 206.2 206.
meats. ____ _____________________
Grain mill products
86.7
90.2
92.1
88.6 85.2 85.9 86.3 86.8 89.6 89.
86.9
91.8
92.0
90.1
Fakery products
176.5 178.7 179.2 177.8 177.2 177.3 176.4 172.6 171.8 171.3 171.1 170.8 174.7 176.
21.5
38.1
24.1
23.4
22.4
Sugar____________________________
39.8
38.9
26.1
22.8
20.0 22.0 28.2 28.4 30.
67.9
Confectionery and related products___
69.4
61.4
57.2
57.8
61.2
62. 5 62.8
71.0
67.3
53.7
60.1
61.8
63.
Beverages__________________ _____
114.5 115.7 118.9 122.4 119.3 121.4 120.9 114.7 110.5 110.6 107.0 109.0 115.6 118.
Miscellaneous food and kindred prodnets
98.2 100.5 101. £
94.4
94. S 95.6
95.6
98.3
95.7
93.3
95.7
95.9
96.2
99.
Tobacco manufactures...............................
Cigarettes. ...
Cigars

76.0

Textile mill products.......... ......................
Cotton broad woven fabrics.......... ......
Silk and synthetic broad woven fabrics.
Weaving and finishing broad woolens
Narrow fabrics and smallwares_______
K n ittin g ..._______________________
Finishing textiles, except wool and knit.
Floor covering
Yarn and thread.
............
Miscellaneous textile goods__________
See footnotes at end of table.

768.8


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

___

80.1
31.1
21.3

84.1
30.9
21.3

780.0
224.7
64.0
43.5
24.0
182.8
61.1
29.3
94.6
56.0

787.7
225.4
63.6
43. S
24.2
189.4
61.2
29.2
94.8
56.1

98.7
30.8
20.9

105.1
31.7

21.1

90.4
31.8
20.9

792.5 795.7
225.5 226.5
63.3
63.9
44. Ç 45.7
23.9
24.1
193.2 194.2
61.3
61.1
28.8
28.4
95.4
95. 5
56.2
56.3

798.2
227.8
63.9
46.3
23.9
196.3
61.0
27.4
96.2
55.4

65.2
31.7
20.3

64.7
31.5
21.3

64.5
31. C
21.5

65.9
30.5
21.7

69.3
30.5
21.9

75.1
30.8

22.0

78.8
31.1
21.7

79.4
31.5
23.1

83.
32.
26.

786.0 803.4
226. C 229.7
62.1
63.7
46.3
47.2
23.3
24.1
192.5 196.7
62.1
60.5
27.4
27.5
96.2
93.9
54.0
55.9

797.4
228.5
63.1
46.5
24.2
193.6
61.6
27.9
95.9
55.8

796.2
229.9
62.8
46. i
24.3
191.6
62.0
28. Î
95.7
55.4

793.9
231.2
63.2
45.7
24.2
188.7
61.8
28.4
95.3
55.4

792.9
232.2
63.4
45.7
24.2
186.3
61.8
28.6
95.4
55.3

792.5
234.6
63.8
44.5
24.0
185.1
61.8
28.2
94.9
55.6

793.2
234.7
63.1
46.2
23.2
190.7
60.9
27. 8
93. 0
53.7

826.
244.
66.
49.
24.
194.
64.
30.
95.
57.

335

A.—EMPLOYMENT
T able

A-3. Production workers in nonagricultural establishments, by industry 1—Continued
[In th o u s a n d s]

1963

Annual
average

1962

Industry
Jan.2 Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

1961

1960

Manufacturing—Continued

Nondurable goods—Continued
Apparel and related products................. 1,080.4 1,098.2 1,113.1 1,118.5 1,125.3 1,12S. 7 1,071. 2 1,092.6 1,079.9 1,096.1 1,105.5 1,093.1 1,062.4 1,066.8 1,094.2
106.5 105.8 106.4 107.6 107.5 103.1 106.7 103. 6 103.7 104.6 105. 2 104.4 104.3 108.9
M en’s and boys’ suits and coats_____
300.4 303.7 304.4 305.7 305.8 294. 2 300.6 294.7 260.4 288.0 285.2 278.5 273.7 279.6
M en’s and bovs’ furnishings________
Women’s, misses’ and juniors’ outer305.4 307. 5 305. 7 313.5 320.9 300.2 306. 7 305. 0 319.9 327.0 320.8 307.8 313.7 325.8
wear____________________ ______
Women’s and children’s undergarments
109.7 111.5 112.0 110. 2 109.2 103.0 106. 2 105. 2 106. 5 107. 6 106.1 105.1 104.8 106. 2
29.5
28.8
31.8
32.1
32.7
28. 2 27.8
37.2
36.4
34.7
34.1
Hats, caps, and millinery___________
28.0
32.4
31.1
68.0 68.7 69.1 69.1 70.5 69.9 70.5 67. 1 66.1 70.2 69. 4 07.0 66.4 67.5
Girls’ and children’s outerwear______
63.2
57.5
59.4
64.1
62.3
58.8
59.4
58.5
57.7
57.9
Fur goods and miscellaneous apparel—
63.0
54.8
60.2
60.2
Miscellaneous fabricated textile* prod119.3 123.9 125.0 124.1 119.8 113.8 114.7 118.8 116.3 113.2 112.1 110.7 112.6 113.6
ucts___ ________________________
473.3
Paper and allied products.................... .
Paper and pulp____________ _______
Paperboard_______________________
Converted paper and paperboard products____________________________
Paperboard containers and boxes.......... ...........
Printing, publishing, and allied industries------- ------- -------------------------Newspaper publishing and printing _
Periodical publishing and printing___
Books___ ___ _ ________________
Commercial printing____ - _________
Bookbinding and related industries___
Other publishing and printing industries___________________________
Chemicals and allied products.................
Industrial chemicals.. __________ __
Plastics and synthetics, except glass__
______________
Drugs___ _ __
Soap, cleaners, and toilet goods__ ____
Paints, varnishes, and allied products..
Agricultural chemicals______________
Other chemical products............ ...........
Petroleum refining and related industries___ ____ __________________
Petroleum refining________ _______ _
Other petroleum and coal products___
Rubber and miscellaneous plastic products____________ _____ _________
Tires and inner tubes______________
Other rubber products_____________
Miscellaneousplastic products_______

479.6
182.6
55.0

480.8 483.9
183. 1 183.9
54.8
54.9

485.3
184.9
54.4

484.0
186.6
53.4

476.3
183.0
52.8

482.7
183.9
55.2

475.4
181.2
54.6

475.1
181.1
54.6

470.9
181.2
53.0

467.8
ISO. 5
52.5

469.8
180.8
52.7

469.5
181.4
54.0

474.0
181.9
56.4

97.5
144.5

97.5
145.4

98.6
146.5

98.6
147.4

98.3
145.7

97.5
143.0

98.7
144.9

97.3
142.3

97.3
142.1

95.7
141.0

95.5
139.3

96.4
139.9

94.9
139.1

95.7
140.1

581.2

590.4
167.2
28.1
45. 6
232.6
39.1

604.3
179.9
28.2
46.2
232.0
39.1

605.6
178.9
28.2
46.7
232.3
39.3

602.6
177.9
27.8
46. 7
231.4
39.8

595.9
177.4
26.7
40.0
228.0
40.1

592.1
175.0
26.4
46.4
228.0
39.0

596.8
177.1
26.4
46.1
230.8
38.5

594. 6
176.4
27.4
45.6
230.2
38.0

596.1
177.0
27.6
45.6
230.8
38.0

596.1
176.7
28.7
45.3
230.5
38.2

593.2
175.6
28.9
45.2
229.9
37.5

592.0
174.6
29.0
45.2
229.8
37.5

595.7
175. 5
29.7
44.4
230.3
38.0

591.5
172. 4
29.8
43.0
229.5
38.1

77.8

78.9

80.2

79.0

77.7

77.3

77.9

77.0

77.1

76.7

76.1

75.9

77.9

78.8

517.1

515.7
164.4
110.4
60.2
61.0
34. 7
28.1
56.9

518.6
164.9

520.3
164.6

522.9
166. 9

59.4
62.8
35.8
28.9
58.0

521.0
167.6
110.7
59.6
60.0
37.6
26.4
59.1

520.4
167.3
107.0
59.6
60.9
37.3
29.0
59.3

524.6
165.8
108.9
58. 7
59.4
36.3
38.4
57.1

527.1
106.6
109.2
58.9
59.6
35.5
39.8
57.5

517.8
165.1
108.1
58.8
59.5
35.1
34.2
57.0

512.5
164.9
107.9
59.0
57.2
34.9
31.4
57.2

509.4
165.9
107.2
58.6
56.7
34.7
29.3
57.0

506.1
164. 7

60.1
62.2
35.2
27.5
57.7

522.7
165.3
111.9
59.2
62.9
36.6
28.4
58.4

58. 2
58.4
35.5
30.9
55.8

510.8
169.0
103.5
58.8
56.1
36.7
31.0
55.6

118. 6
95.2
23.4

120.4
95.8
24.6

121.3
95.9
25.4

122.5
96.8
25.7

128.4

102.6

129.7
104.2
25.5

129.9
104.5
25.4

128.7
104.1
24.6

128.4
105. 1
23.3

126.9
104.7

22.2

127.4
105. 0
22.4

127.2
105.0

22.2

130. 6
107.1
23.5

137.7
113.1
24.6

306.7
77.1
129.9
99.7

308.9
76.5
130.1
102.3

310.9
76.5
130.7
103.7

308.5
77.0
129.9

303.4
75.8
127.5

296.1
75.0
122.9
98.2

303.5
76.1
127.7
99.7

297.6
74.8
125.1
97.7

293.5
74.2
123.7
95.6

294.9
74.8
123.7
96.4

294.9
75.1
124.2
95.6

294.1
75.2
124.4
94.5

280.2
73.0
117.0
90.2

288.7
78.2

317.0
29.3

318.8
29.1
210.3
79.4

316.6
29.0
208.1
79.5

319.1
28.8
211.6

326.6
28.8
218.1
79.7

316.4
27.7
213.8
74.9

321.3
28.7
216.4
76.2

313.3
28.1
211.3
73.9

317.7
28.1
213.4
76.2

321.8
28.5
216.3
77.0

322.0
29.1
216.7
76.2

319.3
29.4
216.6
73.3

318.8
28.9
213.8
76.2

322.9
29.9
216.4
76.5

83.5

83.9
44.9
867.1
17.9

84.2
46.2
862.7
18.2

83.9
46.6
848.7
18.5

84.1
46.9
840.8
18.6

85.0
46.4
840.5
18.5

85.0
45.5
814.8
18.2

7 8 .7

43.5
801.6
18.1

84.1
43.3
795.2
18.1

85.3
44.7
790.3
18.1

86. 7

809.5
18.2

45.0
800.0
18.8

89.2
44.6
801.8
19.3

559.1
26.0
77.3
531.7
213.2
134.5
157.5
26.5

563. 5
26.4
76.8
538. 7
216.1
136.0
159.9
26.7

569.3
26.7
76.6
545.8
218.5
137.9
161. 9
27.5

568.7
26.9
76.1
544.8
218.0
137.9
161. 4
27.5

563.3
26.7
76.4
539.3
215.7
136.6
160.0
27.0

560.2
26.6
75.4
529.3

559.5
26.5
76.1
527.4

557. 8
26.5
75.6
526.8

133.6
156.2
26.0

133.5
156.0
25.7

557.4
26.6
76.7
528.6
212.4
134.0
156.7
25.5

568.7
26.9
78.3
538.7
216.8
136.4
159.4
26.1

581. 9
27.9
77.9
543.6

134.1
156.9
26.5

557.3
26.4
76.0
527.4
212.3
133.8
155.9
25.4

117.5

305.4

Leather and leather products.................... 311.7
Leather tanning and finishing_______
Footwear, except rubber.............. .........
Other leather products........................... ............

212.6
75.1

111.0 110.8

101.6
78.7

110.8
60.0
62.2
37.3
26.5
59.2

25.8

100.1

102.6

120.8
89. 7

Transportation and public utilities:

Local and interurban passenger transit:
Local and suburban transportation___
Intercity and rural buslines_________
Motor freight transportation and storage.
Pipeline transportation______ ________
Communication:
Telephone communication.................
Telegraph communication 3_________
Radio and television broadcasting____
Electric, gas, and sanitary services^........
Electric companies and systems______
Gas companies and systems_________
Combined utility systems____ ___ ___
Water, steam, and sanitary systems__
S ee fo o tn o te s a t e n d o f t a b le .


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83.1
4 4 .4

4 4 .4

844.4
17.5

857.8
17.7

557.2
26.1
76.3
529.1
212.3
134.0
156.7
26.1

558.2
26.0
76.1
530.1

212.6
134.5
156.8
26.2

83.9
4 4 .4

211.8 211.6 211.6

220.2
137.3
159.4
26.7

MONTHLY LABOR REVIEW, MARCH 1963

336
T able

A-3. Production workers in nonagricultural establishments, by industry 1—Continued
[In thousands]
Annual
average

1962

1963
Industry
Jan.2 Dec.2 Nov.
Wholesale and retail trade <...........................

Wholesale trade_____________________
Motor vehicles and automotive equipm ent___________________________
Drugs, chemicals, and allied products .
Dry goods and apparel...........................
Groceries and related products________
Electrical goods___________________
Hardware, plumbing and heating
goods__________________________
Machinery, equipment, and supplies...
Betail trade h . . . . . ___ ______ . . . _____
General merchandise stores__________
Department stores_______________
Limited price variety stores................
Food stores_______________________
Grocery, meat, and vegetable stores.
Apparel and accessories stores_______
M en’s and boy’s apparel stores........
Women’s ready-to-wear stores______
Family clothing stores____________
Shoe stores__ T__________________
Furniture and appliance stores_______
Other retail trade <___________________
Motor vehicle dealers.____ _________
Other vehicle and accessory dealers___
Drug stores ___

Oct.

Banking___________________________
Life insurance____ ________________
Accident and health insurance_______
Fire, marine, and casualty insurance...

July

June

May

Apr.

Mar.

Feb.

Jan.

1961

1960

8,939 8,868 8,791 8,775 8,817 8,757 8,785 8,591 8,575 8,665 8,744 8,810
9,690 9,100
2,685 2,676 2,677 2,668 2,671 2,657 2,642 2,603 2,598 2,593 2,592 2,598 2,597 2,610
191.4 190.7 191.4 191.6 191.5 191.5 189.6 186.6 186.0 184.9 184.9 184.1 182.0 181.5
166.2 166.2 165.4 164.5 165.0 163.7 162.8 161.8 161.2 160.2 159.5 158.6 158.7 155.6
111.9 112.3 113.0 112.5 113.0 113.0 112.1 110.6 109.5 110.5 109.8 109.4 111.1 112.0
444.2 445.5 440.5 435.8 434.8 442.1 442.4 433.0 434.4 434.7 433.3 436.2 435.7 439.1
189.2 188.8 188.1 187.4 188.9 188.7 187.2 183.9 184.1 183.3 181.9 180.7 179.5 183.6
124.4 124.9 125.3 125.7 126.2 125.9 125.6 123.4 122.6 122.2 122.0 122.3 124.0 127.7
436.8 437.2 437.2 438.3 437.4 436.6 434.1 428.6 426.8 423.6 420.4 418.3 414.1 412.0
7,005 6,424 6,262 6,200 6,120 6,118 6,175 6,154 6,186 5,998 5,983 6,067 6,147 6,201
1,941.3 1,567.6 1,462.8 1,430.2 L 388. 2 1,377.1 1,402. 4 1,399.9 1,411.0 1,337. 6 1,321.5 1,386. 7 1,433. 5 1,447.9
1,179.9 935.2 859.3 834.7 810.2 802.5 823.0 822.4 827.2 784.4 777.7 820.7 837.6 843.6
408.6 322.5 307.7 304.9 290.4 287.3 291.9 297.5 303.9 284.0 275.1 289.4 309.3 316.8
1,325.3 1,301.1 1,290. 4 1,275.2 1,272.6 1,283.9 1,283.1 1, 279. 5 1,284. 5 1,274.7 1, 277.9 1,273.3 1,273.4 1,273.1
1,153.5 1,139.9 1,131.8 1,119.1 1,118. 5 i; 127. 6 1,126.0 1,119.7 1,118.6 1,116.6 1,114,4 1,115.0 1,109. 7 1,106. 5
739.3 632.7 611.9 601.0 569.5 569.5 601.9 607.3 645.6 565.0 557.8 578.3 586.9 582.3
97.9
95.6
95.3 101.4
98.9 101.2 93.0
98.6
96.2
98.0 103.1
136.3 106.3 100.5
281.1 245.2 236.6 229.9 218.4 219.4 229.1 234.2 241.4 218.4 213.9 219.6 225.0 223.3
89.8
88.7
92.3
88.1
94.2
88.5
88.2 92.5 92.0 94.3 87.3
123.2
99.2
93.1
95.2
97.7 102.9 106.3
97.7
118.4 105.9 106.4 108.3 101.5 101.6 107.5 110.6 127.4
387.0 373.9 368.9 367.8 364.0 363.4 365.4 362.7 365.7 363.5 365.7 368.4 364.2 368.9
2,611. 6 2,548.4 2, 527.7 2,525.7 2,526.1 2,524. 2 2,522. 2 2,504.9 2,479.6 2,456.9 2,460,1 2,459.9 2,489.7 2, 528.3
607.0 603.6 600.0 ' 596.2 596.8 594.6 589.0 583.6 581.7 579.9 579.8 576.4 576.1 596.2
123.2 118.8 114.1 114.3 115.4 116.2 116.3 112.9 110.6 106.0 104.9 107.6 117.7 123.1
377.6 359.8 357.5 355.5 355.1 351.1 353.1 351.0 348.9 349.1 348.8 349.9 348.4 347.5

Finance, insurance, and real estate:

Reenrlt.v dealers and e x c h a n g e s .............
Insurance carriers.. _

Aug.

Sept.

613.1
110.3
783.3
429.4
46.9
270.1

611.5
111.5
782.8
428.5
47.2
270.1

610.8
113.3
781.6
428.2
47.2
269.2

610.7
116.1
783.8
429.5
47.3
270.2

619.9
121.4
789.7
431.3
47.8
272.7

616.8
123.1
786.3
429.2
47.8
271.4

607.5
122.7
779.6
427.0
47.5
267.8

598.2
122.7
774.9
426.0
46.9
265.4

598.3
123.8
776.7
427.8
47.0
265.4

596.5
124.0
777.4
428.3
46.8
265.8

595.4
123.5
776.8
428.2
46.6
265.2

593.0

122.6

774.2
427.4
46.1
264.3

592.0
119.0
777.0
428.8
46.4
265.2

575.9
107.0
763.9
420.7
46.0
260.3

Services and miscellaneous:

Hotels and lodging places:
Hotels, tourist courts, and motels____
Personal services:
Laundries, cleaning and dyeing plants.
Motion pictures:
Motion picture filming and distributing

530.2

529.7

538.3

565.4

606.3

605.0

579.9

521.9

507.4

493.2

491.9

482.0

503.8

485.0

361.1

364.6

368.0

369.4

369.9

378.1

380.3

376.1

369.8

361.1

360.7

364.6

377.9

389.2

24.4

23.9

24.1

24.1

24.2

23.9

23.6

23.4

24.6

25.5

25.5

26.4

28.1

29.0

1For comparability of data with those published in issues prior to Decem­
ber 1961 and coverage of these series, see footnote 1, table A-2.
For mining, manufacturing, and laundries, cleaning and dyeing plants,
data refer to production and related workers; for contract construction, to
construction workers; and for all other industries, to nonsupervisory workers,
f Production and related workers include working foremen and all nonsuper­
visory workers (including leadman and trainees) engaged in fabricating,
processing, assembling, inspection, receiving, storage, handling, packing,
warehousing, shipping, maintenance, repair, janitorial and watchmen
services, product development, auxiliary production for plant’s own use
(e.g., power plant), and recordkeeping and other services closely associated
with the above production operations.

Construction workers include working foremen, journeymen, m echanics
apprentices, laborers, etc., engaged in new work, alterations, demolition,
repair and maintenance, etc., at the site of construction or working in shop
or yards at jobs (such as precutting and preassembling) ordinarily performed
by members of the construction trades.
Nonsupervisory workers include employees (not above the working super­
visory level) such as office and clerical workers, repairmen, salespersons,
operators, drivers, attendants, service employees, linemen, laborers, janitors,
watchmen, and similar occupational levels, and other employees whose
services are closely associated with those of the employees listed.
23Preliminary.
Data relate to nonsupervisory employees except messengers.
* Excludes eating and drinking places.

The revised series on employment, hours and earnings, and labor turnover in non­
agricultural establishments should not be compared with those published in issues prior
to December 1961. (See footnote 1, table A-2, and “ Technical Note, The 1961 Revision
of the BLS Payroll Employment Statistics,” M o n th ly L abor R eview , January 1962,
pp. 59-62.) Moreover, if future benchmark adjustments require further revisions, the
figures presented in this issue should not be compared with those in later issues which
reflect the adjustments.
Comparable data for earlier periods are published in E m p lo y m e n t a n d E arnin gs
S ta tis tic s for th e U n ited S ta te s , 1909-60 (BLS Bulletin 1312), which is available at
depository libraries or which may be purchased from the Superintendent of Documents
for $3. For an individual industry, earlier data may be obtained upon request to the
Bureau.


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Federal Reserve Bank of St. Louis

337

A.—EMPLOYMENT
T able

A-4. Employees in nonagricultural establishments, by industry division and selected groups,
seasonally adjusted1
fin thousands]
1963
Industry division and group

1962

Jan.2 Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

T otaL_____ ___________________________ _____ ____ 55,551 55,617 55,597 55.647 55, 583 55, 536 55,617 55, 535 55,403 55,260 54, 901 54,773 54,434
---------------------------------------------

623

623

636

638

641

646

648

652

659

656

654

653

653

Contract construction______________________ ________

2,648

2,655

2,696

2,716

2, 715

2,731

2,738

2,671

2, 716

2,734

2,648

2,694

2, 594

Mining----------------

Manufacturing___________ ________________________ 16,636 16,690 16,695 16,781 16, 805 16,795 16, 908 16,923 16,891 16,848 16,682 16,572 16,456
Durable goods------ ------------ ------------------------------- 9,406 9,429 9,413 9,470 9,486 9,461 9,552 9, 555 9, 544 9,490 9,385 9,312 9,217
222 220 221 222 220 222 217 213 213 211 210 207 207
Ordnance and accessories_____________________
604
603
605
602
603
Lumber and wood products, except furniture........
609
607
611
609
611
612
610
598
381
381
380
378
380
385
Furniture and fixtures_______________________
386
382
386
387
379
375
372
572
562
565
579
576
583
Stone, clay, and glass products________________
581
581
571
562
579
559
563
Primary metal industries.......................................... 1,119 1,121 1,115 1,119 1,134 1,141 1,149 1,163 1,199 1,223 1,217 1,211 1,194
Fabricated metal products........................................ 1,107 1,113 1,110 1,117 1,129 1,122 1,132 1,131 1,135 1,124 1,109 1,097 1,092
Machinery_________________________________ 1,464 1,469 1,481 1,482 1,471 1,480 1,474 1,470 1,460 1,453 1,437 1,421 1,416
Electrical equipment and supplies........................... 1,538 1,536 1, 527 1,546 1,528 1,541 1,555 1,554 1,541 1,528 1,510 1,495 1,477
Transportation equipment____________________ 1,660 1,671 1,652 1,674 1,694 1,619 1,688 1,687 1,663 1,637 1,611 1, 595 1,569
359
358
361
359
358
362
362
Instruments and related products............................
359
359
356
355
352
351
388
391
392
Miscellaneous manufacturing industries................
392
393
397
401
400
399
394
385
384
382
7,230
Nondurable goods____ ____________ ___________
Food and kindred products___________________ 1, 765
87
Tobacco manufactures_______________ _____ _
863
Textile mill products________________________
1,217
Apparel and related products..................................
601
Paper and allied products.........................................
913
Printing, publishing, and allied industries.............
852
Chemicals and allied products............... ..................
188
Petroleum refining and related industries_______
391
Rubber and miscellaneous plastic products............
353
Leather and leather products__________________

7,261
1,773

7,282
1,763
90

1,229
603
916
852
189
389
356

Transportation and public utilities...................................... 3,846

3,923

88
866

7,319
1,770
96
874
1,243
603
938
853
191
393
358

7,334
1,763
93
879
1,246
606
937
855
198
395
362

7,356
1,777
89
885
1,249
606
937
858
199
396
360

7,368
1,774
87
891
1,257
606
937
853
199
399
365

7,347
1,776

7,358
1,788

1,231
601
938
855
189
389
358

7,311
1,769
93
871
1,242
603
937
855
191
390
360

890
1,248
604
935
849
199
392
366

889
1,258
602
934
847
199
384
369

3,918

3,935

3,928

3,932

3,913

3,934

3,936

3,935

868

88

88

7,297
1,777
90

886

1,227
599
931
842
199
384
362
3,927

7,260
1,776
89
884
1,206
595
929
841

7,239
1,778
89
884
1,196
593
926
836

381
359

377
360

3,914

3,906

200

200

Wholesale and retail trade...................................................... 11, 649 11,595 11,600 11, 594 11,612 11,627 11,652 11,621 11, 596 11, 546 11,460 11, 447 11,384
Wholesale trade____________________________ ____ 3,083 3,071 3,076 3,085 3,090 3,082 3,100 3,096 3,077 3,062 3,049 3,036 3,018
Retail trade...................................................................... 8,566 8,524 8,524 8,509 8,522 8,545 8, 552 8,525 8, 519 8,484 8,411 8,411 8,366
Finance, insurance, and real estate____________________ 2,828

2,821

2,822

2,813

2, 799

2, 796

2,792

2,788

2, 786

2, 778

2,776

2, 774

2,772

Service and miscellaneous....................................................... 7,885

7,874

7,846

7,831

7,809

7,805

7,783

7,749

7,692

7,675

7,681

7,675

7,640

9,436
2,389
7.047

9,436
2,391
7,045

9,384
2,381
7,003

9,339
2,371
6, 968

Government____________ _____________ ___________
Federal____ ____ ______________________________
State and local_____________________ ___________
1 For coverage of the series, see footnote 1, table A-2.
2 Preliminary.

9,274 9,204 9,183 9,197 9,127 9,088 9,073 9,044 9,029
2,369 2,374 2,375 2,366 2,343 2,325 2,322 2,312 2,332
6.905 6,830 6, 808 6.831 6. 784 6, 763 6, 751 6. 732 6, 697
N o t e : The seasonal adjustment method used is described in “ New Seasonai Adjustment Factors for Labor Force Components.” Monthly Labor
Review, August I960, pp. 822-827.

T able A-5. Production workers in manufacturing industries, by major industry group, seasonally

adjusted 1
[In thousands]

1962

1963
Major industry group

Jan.2 Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Manufacturing-------------------------------------------------------- 12,265 12,324 12,324 12,416 12,446 12,432 12, 551 12, 581 12, 566 12,541 12,387 12,300 12,197
Durable goods-------------------- ------------------------------ 6,860 6,888
100 101
Ordnance and accessories_____ _______________
541
545
Lumber and wood products, except furniture____
316
317
Furniture and fixtures........... ........................ .........
447
451
Stone, clay, and glass products......... .......................
895
898
Primary metal industries_____________________
Fabricated metal products........................................
845
850
Machinery___ ____________________ _________ 1,014 1,022
Electrical equipment and supplies_____ ________ 1,037 1,035
Transportation equipm ent____ ______ ________ 1,121 1,132
Instruments and related products_______ ______
228
227
Miscellaneous manufacturing industries________
312
314

6,875

101

543
317
459
885
847
1,031
1,029
1,119
228
316

6,933 6,953 6, 925
102 101 103
539
315
465
892
854
1,035
1,047
1,139
228
317

541
315
462
906

866

1,026
1,032
1,160
228
316

545
320
468
910
858
1,034
1,045
1,090
231
321

7,024

100

543
320
467
920

868

1,029
1,057
1,164
231
325

7,035
97
546
321
467
934
871
1,027
1,058
1,161
231
322

7,037
98
544
321
467
972
873
1,018
1,051
1,142
230
321

7,000
98
547
318
460
995
864

6,903
96
546
314
450
989
849
998
1,025

227
317

227
309

1,012
1,040
1,122 1,100

6,846
96
547
311
451
983
839
984
1,013
1,089
225
308

6,760
96
535
308
448
966
834
977
998
1,067
224
307

Nondurable goods---------------------------- ------------------ 5,405 5,436 5,449 5,483 5, 493 5,507 5,527 5. 546 5, 529 5,541 5, 484 5, 454 5, 437
Food and kindred products___________________ 1,168 1,176 1,168 1,178 1,179 1,170 1,181 1,180 1,184 1,193 1,182 1,181 1,184
77
77
77
78
79
82
84
81
77
76
76
76
Tobacco manufactures_____ _________________
75
802
798
803
803
799
798
799
780
783
787
791
Textile mill products_________________________
774
778
Apparel and related products____ _____________ 1,080 1,090 1,093 1,105 1,105 1,109 1,110 1,120 1,111 1,121 1,092 1,072 1,062
473
472
481
482
479
479
476
478
477
481
Paper and allied products______ ______________
475
478
476
594
599
600
599
598
697
596
597
598
599
598
583
585
Printing, publishing, and allied industries_______
512
521
515
515
521
524
528
523
518
Chemicals and allied products__________ _____
520
518
519
520
121 127 128 128 129 129 129 129 129
Petroleum refining and related industries_______
119
120 120 121 304
312
304
297
295
290
306
307
297
300
301
Rubber and miscellaneous plastic products...........
301
301
323
327
320
317
320
318
322
318
Leather and leather products...................................
318
316
314
316
310
1 For definition of production workers, see footnote 1, table A-3.
N o t e : The seasonal adjustment method used is described in “ New Sea2 Preliminary.
sonal Adjustment Factors for Labor Force Components.” Monthly Labor
Review, August 1960, pp. 822-827.


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Federal Reserve Bank of St. Louis

338

MONTHLY LABOR REVIEW, MARCH 1963
T able

A-6. Unemployment insurance and employment service program operations 1
[All Items except average benefit amounts are in thousands]
1962

Item
Dec.
E m p lo y m e n t serv ice:*
N e w a p p lic a tio n s for w o r k . . ____________
N o n fa r m p la c e m e n ts _____________________
S ta te u n e m p lo y m e n t in su r a n c e p rogram s:
I n it ia l c la im s * 4___________________________
I n s u r e d u n e m p lo y m e n t * (a v era g e w e e k ly
v o lu m e ) .................................................................. .
R a t e o f in su r e d u n e m p l o y m e n t 8_________
W e e k s o f u n e m p lo y m e n t c o m p e n s a te d ___
A v e r a g e w e e k ly b e n e fit a m o u n t for to t a l
u n e m p lo y m e n t ................................................... .
T o t a l b e n e fits p a id ................................................

766
434

Nov.

Oct.

Sept.

Aug.

July

1961

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

856
652

879
642

914
580

1,102

1,267

956

1,197

1,395

1,083

1,133

1,147

1,171

1,286

1,974

1,668

1,385
3.4
5,207

1,331
3.3
4,695

1,469
3.6
5,781

1,543
3.8
5,563

1,469
3.6
5,507

1,570
3.9
6,391

1,831
4.5
7,088

2,218
5.5
9,121

2,415

2,486

8,509

9,455

2,017
5.0
6, 621

907
633

948
643

1,747

1,353

2,063
5.1
6,307

1,625
4.0
5,702

605

899
656

847
577

860
511

821
425

6.0

991
465

6.2

713
448

$35.11 $34.95 $34. 69 $34. 42 $34.29 $34. 01 $34.20 $34. 04 $34. 52 $34.98 $34. 73 $34.44 $34.10
$214,203 $193,551 $176, 608 $160,559 $197,414 $186,985 $188,871 $215,015 $239,562 $310,246 $287,245 $314,884 $218,477

U n e m p lo y m e n t c o m p e n s a tio n for e x -serv ice­
m en: 7 *
I n it ia l c la im s * . . ....................................................
I n s u r e d u n e m p lo y m e n t 8 (a v era g e w e e k ly
v o lu m e ) _________________________________
W e e k s o f u n e m p lo y m e n t c o m p e n s a t e d ...
T o t a l b e n e fits p a id _______________________

31

29

31

27

39

30

25

22

25

26

21

24

20

65
235
$7,679

57

52
214
$7,019

52

52

46
175
$5,659

40
165
$5,420

40
177
$5, 703

45
190
$6,036

49
209
$6,545

49
196
$6,121

52
236
$7,424

49
192
$6,044

U n e m p lo y m e n t c o m p e n s a tio n for F e d e r a l
c iv ilia n e m p lo y e e s : * »
I n it ia l c la im s *____________________________
In s u r e d u n e m p l o y m e n t 8 (a v era g e w e e k ly
v o lu m e ) ___________________________ _____ _
W e e k s o f u n e m p lo y m e n t c o m p e n s a t e d ...
T o t a l b e n e fits p a id .............. ................... ..............

31
116
$4,262

29
115
$4,282

12

16

R a ilr o a d u n e m p lo y m e n t in su ra n ce:
A p p lic a tio n s 10____________________________
I n su r e d u n e m p lo y m e n t (a v era g e w e e k ly
v o lu m e ) ____ ____________________________
N u m b e r o f p a y m e n t s ■>___________________
A v e r a g e a m o u n t o f b e n e fit p a y m e n t ü ___
T o t a l b e n e fits p a id >*............................................
A ll program s: 44
I n su r e d u n e m p lo y m e n t *_________________

12

222

$7,298

12

200

$6,549

10

14
27

12

15

10

$4,182

111

25
98
$3,797

26
114
$4,354

16

32

22

65

7

61
61
60
65
50
132
133
148
124
129
$79.56 $78. 73 $74.47 $83. 26 $78.53
$10,358 $10,373 $11,081 $10,134 $10,081

52
98
$75. 84
$7,256

44
108
$71.91
$7,825

1,699

1,614

2,223

1,780

1,539

1,497

1Includes data for Puerto Rico, beginning January 1961 when the Com­
monwealth’s program became part of the Federal-State UI system.
* Includes Guam and the Virgin Islands.
3Initial claims are notices filed by workers to indicate they are starting
periods of unemployment. Excludes transitional claims.
4Includes interstate claims for the Virgin Islands.
» Number of workers reporting the completion of at least 1 week of unem­
ployment.
8The rate is the number of insured unemployed expressed as a percent of
the average covered employment in a 12-month period.
73Excludes
data on claims and payments made jointly with other programs.
Includes the Virgin Islands.
8Excludes data on claims and payments made jointly with State programs.
1 application for benefits is filed by a railroad worker at the beginning
of his first period of unemployment in a benefit year; no application is re­
quired for subsequent periods in the same year.


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Federal Reserve Bank of St. Louis

211

$6,934

1,628

26
97
$3,653

24
107
$4,172

11
26
114
$4,297

11

11

29
128
$4,711

34
152
$5,391

12
36
139
$4,947

19

13

36
150
$5,375

31
118
$4,138

4
4
5
7
16
13
52
64
74
80
8
6
77
125
155
187
172
205
167
$73. 03 $76. 76 $79. 55 $80.05 $79.65 $80.13
$9,052 $11,807 $14,791 $13, 696 $16,232 $13,363
1,719

1,986

2,381

2,581

2,661

2,175

11Payments are for unemployment in 14-day registration periods.
“ The average amount is an average for all compensable periods, not
adjusted for recovery of overpayments or settlement of underpayments.
13Adjusted for recovery of overpayments and settlement of underpay­
ments.
14Represents an unduplicated count of insured unemployment under the
State, Ex-servicemen and U CFE programs and the Railroad Unemployment
Insurance Act.
S o u r c e : U.S. Department of Labor, Bureau of Employment Security for
all items except railroad unemployment insurance, which is prepared by the
U.S. Railroad Retirement Board.

339

B.—LABOR TURNOVER

B.—Labor Turnover
T able

B -l. Labor turnover rates, by major industry group 1
[Per 100 employees ]
1962

1961

M ajor in d u stry group
D ec . 2

N ov.

O ct .

Sept .

A ug .

Ju ly

June

M ay

A p r.

A nnual
average

M ar .

Feb.

Jan.

Dec .

1961

1960

Accessions : T o t a l »

Manufacturing:
Actual___________________________
Seasonally adjusted______________________
Durable goods............................................
Ordnance and accessories.......................
Lumber and wood products, except fur­
niture.............................................. ......
Furniture and fixtures......................
Stone, clay, and glass products.............
Primary metal industries___________
Fabricated metal products__________
Machinery__________ _____________
Electrical equipment and supplies.......
Transportation equipment__________
Instruments and related products____
Miscellaneous manufacturing indus­
tries___________________________

2.3
3.3

3.0
3. 6

3.9
4-0

4.9
3.8

5.1
4.0

4.5
4.1

5.0
3.9

4.3
4-3

4.0
4.4

3.7
4. 3

3.5
4-1

4.1
4-4

2.6
3.8

4.1

3.8

2.3
1.4

2.8
1.9

3.6
2.4

4.5
2.5

4.6
2.6

3. 8
3. 0

4.5
3.9

4.1
2.9

4.0
2.8

3. 8
3.0

3.6
3.1

4.3
3.0

2.7
2.2

3.9
2. 8

3.5
2.6

2.5
2.8
1.7
2.4
2.3
2.0
2.1
2.6
1.9

3.2
3.3
2.4
2.5
3.0
2.3
2.7
3.5
2.4

4.5
4.3
2.8
2.7
3.9
2.8
3.4
4.5
2.6

5.4
5.0
3.3
2.7
4.5
2.9
3.8
8.0
2.6

5.4
6.0
4.0
3.3
5.5
3.2
4.0
6.1
3.4

6.3
5.2
3.8
2.8
4.0
2.9
3.5
4.2
2.8

8.8
4.7
4.8
2.8
4.6
3.7
4.4
4.4
3.9

7.5
5.1
4.6
2.5
4.5
3.1
3.8
4.3
2.7

7.3
4.6
5.4
2.2
4.3
3.1
3.6
4.5
2.6

5.2
4.5
4.3
2.6
4.0
3.2
3.6
4.4
2.6

4.7
4.4
3.8
2.7
3.8
3.2
3.4
3.9
2.5

6.4
4.7
3.3
3.7
4.1
3.8
3.7
5.2
3.1

2.5
2.9
1.9
2.7
2.8
2.6
2.9
3.0
1.8

5.3
4.1
3.6
3.4
4.4
3.0
3.6
4.7
2.6

4.8
3.9
3.4
2.4
3.9
2.9
3.2
4.3
2.4

2.5

3.6

5.8

6.8

6.9

6.0

6.2

6.4

6.4

5.8

5.6

6.4

2.6

5.6

5.3

2.3
2.9
4.6
1.9
2.8
1.6

3.1
3.9
5.5
2.7
4.4
1.9

4.2
6.4
4.4
3.5
5.3
2.4

5.3
9.2
16.0
3.8
5.2
2.8

5.8
10.0
19.8
4.2
6.2
3.0

5.4
9.1
8.9
3.9
6.7
2.9

5.7
9.0
3.2
4.2
6.6
4.1

4.5
6.6
3.0
4.1
6.1
2.8

4.0
5.6
2.7
3.7
5.1
2.8

3.6
4.2
1.8
3.6
5.1
2.5

3.5
3.9
2.1
3.4
5.6
2.3

3. 8
4.1
3.5
3.5
6.2
2.4

2.6
3.1
4.7
2.1
3.4
1.7

4.2
5.9
6.1
3.5
5.6
2.6

4.1
6.0
5.6
3.2
5.3
2.6

2.0
1.3

2.5
1.4

3.2
1.8

3.7
2.1

3.4
2.0

3.2
2.0

4.1
3.3

2.9
2.2

2.7
2.4

2.8
2.6

2.5
2.1

2.8
2.1

2.2
1.4

2.9
2.1

3.0
2.0

Nondurable goods......................................
Food and kindred products_________
Tobacco manufactures______________
Textile mill products_______________
Apparel and related products________
Paper and allied products......................
Printing, publishing, and allied in­
dustries________________________
Chemicals and allied products..............
Petroleum refining and related indus­
tries___________________________
Rubber and miscellaneous plastic
products________________________
Leather and leather products................

.6

.8

1.2

1.5

1.7

1.5

2.7

1.6

1.5

1.7

1.2

1.4

.7

1.3

1.2

2.1
3.6

3.0
4.4

3.7
4.8

4.5
4.7

4.3
5.5

4.1
6.1

4.4
6.1

4.1
5.3

3.6
4.2

3.4
4.3

2. 9
4.3

3.9
5.8

2.3
3. 8

3.8
5.0

3.1
4.8

N onmanufacturing:
Metal mining_____________________
Coalmining______________________

1.5
1.1

2.9
1.5

2.7
1.7

2.9
2.5

2.4
2.5

2.4
1.4

3. 8
1.2

3.4
1.8

4.1
1.6

2.4
1.6

2.6
1.4

2.9
1.8

2.0
1.0

2.7
2.1

3.4
1.6

Accessions : N ew hires
M anufacturing:
A c t u a l ........................... ................................................

Seasonally adjusted_________________
D u r a b l e g o o d s _______________________________
O r d n a n c e a n d a c c e s s o r i e s -----------------------L u m b er an d w o o d products, except
f u r n i t u r e ----------------------------- ------------ -------F u r n i t u r e a n d f i x t u r e s ___________________
S t o n e , c l a y , a n d g l a s s p r o d u c t s ....................
P r i m a r y m e t a l i n d u s t r i e s ________________
F a b r i c a t e d m e t a l p r o d u c t s .............................
M a c h i n e r y _________________________________
E l e c t r i c a l e q u i p m e n t a n d s u p p l i e s _____
T r a n s p o r t a t i o n e q u i p m e n t —.........................
I n s t r u m e n t s a n d r e l a t e d p r o d u c t s ---------M iscella n eo u s m a n u fa ctu rin g in d u s ­
t r i e s _______________________________________

1.2
2.2

1.8
2.3

2.5
2.3

3.1
2.3

3.2
2.4

2.9
2.5

3.4
2. 5

2.8
2.9

2.4
2.7

2.2
2.7

2.0
2.4

2.2
2. 6

1.4
2.5

2. 2.

2.2

1.1
.8

1.6
1.2

2.2
1.5

2.6
1.8

2.6
1.8

2.4
2.2

3.1
2.9

2.6
2.0

2.3
2.0

2.2
1.9

2.0
2.1

2.2
2.2

1.4
1.5

1.9
1.9

1.9
1.8

1.7
1.6
.8
.5
1.3
1.1
1.2
1.0
1.2

2.5
2.5
1.3
.7
1.8
1.4
1.7
1.8
1.7

3.6
3.4
1.8
.9
2.6
1.7
2.2
2.4
2.0

4.4
4.3
2.1
1.0
3.0
1.9
2.7
2.9
2.0

4.6
4.8
2.5
1.0
2.9
1.9
2.6
2.1
2.2

4.7
4.2
2.5
.9
2.5
1.9
2.2
2.0
2.2

6.2
3.9
3.3
1.3
3.2
2.7
3.2
2.5
3.3

5.4
4.1
3.1
1.1
2.9
2.2
2.6
2.2
2.1

4.7
3.3
2.8
1.0
2.4
2.1
2.3
2.1
2.0

3.3
3.4
2.2
1.2
2.2
2.1
2.3
1.9
2.0

2.9
3. 0
1.6
1.3
2.0
2.0
2.4
1.7
1.8

2.8
3. 2
1.4
1.5
2.3
2.1
2.5
1.9
2.2

1.6
1.9
.9
.8
1.5
1.3
1.8
1.4
1.2

3.3
2.7
1.8
.9
2.1
1.6
2.0
1.6
1.7

3.4
2.8
2.0
.8
2.1
1.7
2.0
1.7
1.7

1.6

2.4

4.3

5.3

5.2

4.2

4.7

4.3

3.7

3.3

3.3

3.4

1.8

3.6

3.4

1.3
1.4
2.9
1.2
1.4
.9

1.9
2.2
2.3
1.8
2.7
1.2

2.8
4.1
3.1
2.5
3.6
1.8

3.7
6.0
10.5
2.8
3.8
2.2

3.9
6.5
7.8
3.2
4.5
2.2

3.5
5.8
2.5
2.7
4.2
2.1

3.9
6.0
1.6
3.1
4.0
3.2

2.9
3.9
1.3
3.0
3.9
2.0

2.5
2.9
.8
2.6
3.4
1.9

2.3
2.2
.9
2.3
3.3
1.6

2.1
1.9
1.4
2.2
3.3
1.4

2.2
2.0
2.3
2.3
3.5
1.4

1.5
1.5
2.8
1.4
1.8
1.0

2.5
3.4
3.2
2.2
3.1
1.7

2.5
3.5
2.9
2.0
3.2
1.8

1.3
.7

1.9
1.0

2.5
1.2

3.0
1.5

2.7
1.4

2.6
1.5

3.3
2.6

2.3
1.6

2.1
1.7

2.1
1.8

1.9
1.4

2.1
1.4

1.5
.8

2.1
1.4

2.4
1.4

.4

.6

.9

1.1

1.3

1.2

2.2

1.2

.9

1.0

.7

.7

.5

.9

.8

3.3
3.2

3.0
3.9

2.3
3.7

3.1
4.1

2.6
3.2

2.1
2.5

2.0
2.7

1.8
2.7

2.1
3.5

1.2
2.4

1.9
2.9

1.7
2.9

1.4
.7

1.3
.7

1.3
.5

2.8
.4

2.0
.5

1.8
.4

1.3
.5

1.0
.5

1.2
.5

.9
.4

1.2
.6

1.9
.4

N o n d u r a b l e g o o d s ......................................................
F o o d a n d k i n d r e d p r o d u c t s _____________
T o b a c c o m a n u f a c t u r e s ___________________
T e x t i l e m i l l p r o d u c t s ________ _____________
A p p a r e l a n d r e l a t e d p r o d u c t s ___________
P a p e r a n d a l l i e d p r o d u c t s ...............................
P r in tin g , p u b lish in g , a n d allied i n ­
dustries—
C h e m i c a l s a n d a l l i e d p r o d u c t s --------------P e t r o le u m refining a n d re la te d i n d u s ­
t r i e s ________ ______________________________
Rubber
and
m iscella n eo u s
p lastic
p r o d u c t s _________________________________
L e a t h e r a n d l e a t h e r p r o d u c t s . ....................

1.1
2. 1

1.7
2.8

2.5
3.1

N onm anufacturing:
M e t a l m i n i n g ______________________________
C oal m ining.

1.1
.5

1.2
.6

1.4
.8

See footnotes a t end of tab le .


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Federal Reserve Bank of St. Louis

340

MONTHLY LABOR REVIEW, MARCH 1963
T able

B -l. Labor turnover rates, by major industry group 1—Continued
[ P e r 100 e m p l o y e e s ]

1962

1961

Annual
average

M ajor In d u stry group
Nov.

O ct.

Sept.

Aug.

Ju ly

June

M ay

Apr.

M ar.

Feb.

Separations: T o t a l 3

Manufacturing:
A ctual............................................ ........
Seasonally adjusted______________________
Durable goods.._____ _____________
Ordnance and accessories_______ I ___
Lumber and wood products, except
furniture________________________
Furniture and fixtures______________
Stone, clay, and glass products..............
Primary metal industries.......................
Fabricated metal products.....................
Machinery_______________________
Electrical equipment and su p p lies..!"
Transportation equipment.............. ......
Instruments and related products.........
Miscellaneous manufacturing indus­
tries___________________________
Nondurable goods___________________
Food and kindred p roducts.!.!.!!!!!!!
Tobacco manufactures________
Textile mill products............... !.!!!!!!!
Apparel and related products____
Paper and allied products....................
Printing, publishing, and allied indus­
tries.......................................................
Chemicals and allied p ro d u cts..!.!!!!!
Petroleum refining and related indus­
tries_______________ ____________
Rubber and miscellaneous plastic prod­
ucts......................................................
Leather and leather products________
N onmanufacturing:
Metal mining___________________
Coal mining__________!!!!!!!!!!

3.8
3 .9

4.0
3 .9

4.3
S .8

5.0
4 .1

5.2
4 -8

4.4
4 .6

3.8
4 .3

3.8
4 .1

3.6
3 .7

3.6
3 .8

3.4
3 .9

3.9
3 .9

4.0
4 .1

4.0

4.3

3.4
1.8

3.6
2.7

3.9
2.7

4.3
3.4

5.4
2.9

4.4
2.2

3.8
2.7

3.6
2.5

3.3
2.5

3.5
2.1

3.2
2.6

3.7
3.3

3.8
1.9

3.9
2.3

4.3
2.4

6.0
3.4
5.2
2.5
3.2
2.0
3.1
3.0
2.1

6.2
4.2
4.0
2.9
3.9
2.6
3.1
3.4
2 .8

5.6
4.6
4.1
3.5
4.7
2.9
3.4
3.8
3.0

6.7
5.2
4.9
3.8
4.9
3.5
4.0
4.1
3.3

6.8
5.7
4.5
3.6
4.7
3.8
3.9
10.6
3.1

5.7
5.2
3.5
4.1
5.4
3.0
3.3
6.5
2.4

4.7
4.6
3.3
4.4
4.1
3.0
3.2
3.9
2.6

4.7
4.7
3.7
4.5
3.6
2.9
3.1
3.6
2.3

5.0
4.2
3.3
3.2
3.4
2.6
2.9
3.5
2.1

6.1
4.9
3.4
2.3
3.9
2.8
3.4
3.8
2.6

4.8
3.9
3.3
2.0
4.0
2.3
3.1
3.9
2.1

5.4
4.1
4.7
2.3
4.8
2.5
3.0
4.6
2.6

6.5
3.8
4.8
2.0
4.4
2.4
3.1
3.7
2.6

5.5
4.3
3.8
2.8
4.5
3.2
3.2
5.0
2.6

6.1
4.6
4.1
4.0
4.8
3.4
3.5
5.2
2.7

1 2 .3

8.2

5.6

5.6

6.1

5.4

5.2

4.8

4.6

5.1

4.0

6.0

12.1

5.8

5.9

4.1
5.9
7.9
3.1
6.0
2.5

4.5
6.8
1 6 .9
3.7
5.1
2.7

5.0
8.2
1 0 .8
3.8
5.7
2.8

5.8
9.3
5.4
4.5
5.9
4.2

4.8
6.7
2.9
4.5
5.8
3.4

4.3
5.9
2.3
3.9
6.3
2.5

3.8
5.0
2.4
3.4
5.2
2.4

4.1
5.1
2.7
3.6
6.2
2.6

4.0
5.1
5.4
3.6
6.0
2.5

3.6
4.5
9.5
3.6
4.9
2.3

3.6
5.1
5.8
3.3
5.0
2.1

4.2
5.7
5.9
3.7
6.0
2.9

4.4
7.1
6.5
3.0
5.6
2.6

4.2
5.9
5.9
3.4
5.7
2.7

4.4
6.0
5.9
3.7
6.1
2.9

2.4
1.7

2.9
2.0

3.1
1.8

4.1
3.1

3.5
2.4

2.5
1.9

3.0
2.3

2.9
2.5

2.5
2.0

2.6
1.8

2.3
1.6

3.0
1.8

3.0
1.7

2.9
2.0

2.8
2.1

1.5

2.2

1.8

2.7

2.5

1.5

1.6

1.6

1.5

1.5

1.6

1.4

1.6

1.6

1.6

2.8
6.3

3.5
4.5

3.9
5.4

4.5
5.9

4.1
5.9

4.0
5.3

3.2
4.2

3.2
5.2

3.2
5.7

3.4
4.7

3.3
4.3

3.2
5 .1

3.2
5.1

3.5
5.0

3.9
5.0

3.1
1.3

3.8
3.2

3.6
2.6

6.0
2.0

4.9
2.3

3.2
5.2

3.2
3.4

2.6
4.5

2.5
2.1

2.3
1.8

1.9
2.1

2.4
2.1

3.4
2.3

3.1
2.5

3.8
3.6

S eparations: Q u its

Manufacturing:
Actual_________________________
Seasonally adjusted__________!!!!!!!!!

Durable goods........................... .............
Ordnance and accessories__________
Lumber and wood products except
furniture______________________
Furniture and fixtures___________!_.
Stone, clay, and glass products!!"!.......
Primary metal industries..............
Fabricated metal products............ !!!"
Machinery________________
Electrical equipment" and "supplies'."!!!!
Transportation equipment...................
Instruments and related products____
Miscellaneous manufacturing indus­
tries.................... .............................
Nondurable goods______________
Food and kindred products...!.
Tobacco manufactures____
Textile mill products........... !.!!!!!!!!!
Apparel and related products___!___ !
Paper and allied products...
Printing, publishing, and allied indus-"
tries________________________
Chemicals and allied products___!.!.!
Petroleum refining and related indus-"
tries...................................
Rubber and miscellaneous plastic
products.............................................
Leather and leather products_______ !
Nonmanufacturing:
Metal mining____________________
Coal mining_________ !!!!!!!!!!!!
S e e f o o tn o te s a t e n d o f table.


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Federal Reserve Bank of St. Louis

0.8
1 .2

1.1
1 .3

1.5
1 .4

2.4
1 .4

2.1
1 .5

1.4
1 .3

1.5
1 .5

1.5
1 .6

1 .3
1 .3

1.2
1 .5

1 .1
1 .5

1.1
1 .4

0.9
1 -4

1.2

1.3

.7
.6

.9
.8

1.2
1.0

2.0
1.7

1.8
1.5

1.2
1.1

1.3
1.3

1.3
1.0

1.2
1.2

1 .1
1.0

.9
1.0

1.0
1.0

.8
.8

1.0
1.0

1. 1
1.0

1.3
1.1
.6
.3
.7
.6
.8
.5
.8
.9

1.9
1.6
.8
.4
.9
.8
1.1
.7
1.1
1.6

2.6
2.1
1.2
.5
1.3
.9
1.3
1.0
1.4

4.2
3.0
2.0
.9
2.2
1 .5
2.2
1.6
1.9

3.7
3.1
1.9
.9
1.9
1 .4
1.9
1 .4
1 .6

2.6
2.2
1.2
.6
1.2
.9
1.3
.9
1.2

2.5
2.1
1.2
.6
1.4
1 .1
1 .5
1.0
1.3

2.6
2.5
1 .3
.6
1 .4
1.1
1 .4
1 .0
1.2

2.6
2.2
1. 1
.6
1.2
1.0
1.2
1.0
1.1

1 .8
2.0
1 .0
.6
1 .1
1.0
1.3
.8
1.2

1 .4
1.7
.8
.5
.9
.8
1.1
.7
.9

1.4
1.5
.8
.5
1.0
.8
1.2
.8
1.1

1.1
1.2
.6
.4
.8
.7
1.0
.6
.8

1.9
1.5
1.0
.5
1.0
.8
1 .1
.8
1 .0

2.3
1.7
1 .1
.6
1.1
.9
1.2
.9
1.1

2.2

3.0

3.0

1.9

2.2

1.9

1.8

1.7

1.5

1.6

1.3

1.8

1.9

.9
1.0
.6
1 .1
1.3
.6

1.3
1.3
.8
1.6
1.9
.8

1.8
2.1
.9
2.0
2.4
1.1

2.9
4.0
2.1
2.6
3.1
2.5

2.5
2.9
1.4
2.8
3.2
1.8

1.7
1.9
.8
2.1
2.6
1.0

1.7
1 .8
.6
2.0
2.4
1.1

1.7
1.8
.6
2.1
2.5
1 .1

1.5
1.4
.6
2.0
2.2
1.0

1.4
1.3
.8
1.8
2.1
.9

1.2
1.2
.6
1.6
1.9
.7

1.3
1.3
.7
1.6
2.0
.9

1.0
.9
.6
1.2
1.5
.7

1.4
1.6
.9
1.6
2.0
1.0

1.6
1.7
1.0
1.6
2.3
1.2

.9
.4

1.3
.5

1.5
.7

2.5
1.8

2.1
1.2

1.4
.6

1.7
.8

1 .5
.8

1.3
.8

1.3
.7

1.2
.6

1.3
.6

1.1
.5

1.4
.7

1.5
.8

.3

.6

.7

1.4

1.2

.6

.7

.6

.5

.5

.4

.4

.3

.5

.5

.7
1.3

1.0
1.9

1.5
2.5

2.2
3.1

1.9
3.3

1.3
2.4

1.5
2.4

1.5
2.4

1.3
2.3

1.3
2.2

1.1
1.9

1.2
2.0

.8
1.5

1.1
2.1

1 .1
2.2

.9
.3

.9
.3

1.1
.4

2.2
.5

1.8
.6

1.3
.4

1.1
.3

1.2
.3

1.4
.3

.9
.3

.9
.3

.9
.3

.6
.3

1.0
.4

1.5
.3

B.—LABOR TURNOVER
T

able

341

B -l. Labor turnover rates, by major industry group 1—Continued
[Per 100 employees]
1962

1961

Major industry group
D ec.3

Nov.

O ct.

Sept.

Aug.

July

June

M ay

Apr.

M ar.

Feb.

Jan.

Annual
average

Dec.

1961

2.2

2.4

1960

S eparations: L a y o ffs

Manufacturing:
Actual____ _____________________
Seasonally adjusted_____________________

Durable goods..........................................
Ordnance and accessories__________
Lumber and wood products, except
furniture_____ _______ ____ ___
Furniture and fixtures....... ..................
Stone, clay, and glass products.............
Primary metal industries............... ......
Fabricated metal products_________
Machinery______________________
Electrical equipment and supplies___
Transportation equipment_________
Instruments and related products____
Miscellaneous manufacturing indus­
tries.....................................................
Nondurable goods__________________
Food and kindred products_________
Tobacco manufactures_____________
Textile mill products______________
Apparel and related products_______
Paper and allied products.....................
Printing, publishing and allied indus­
tries____ ___ _________________
Chemicals and allied products_______
Petroleum refining and related indus­
tries......... ............ ..............................
Rubber and miscellaneous plastic
products................................ ............
Leather and leather products________
N onmanufacturing:
Metal mining_____________________
Coalmining__________ ___ ________

2.5
2 .0

2.3

2.3
.8

2.2

1.9

1.8

2.0

2.6

2.2

1.6

1.6

2 .i

2.0

1.8

1.6

1.6

1.7

2.1

1.9

2.6

1.9

2.1

2.0
1.3

1.8
1.1

1.6
1.1

2.8
1.0

2.4
.5

1.7

1.6
1.0

1.4
.8

1.6
.6

1.6
1.0

2.0
1.5

2.4
.6

2.2
.7

2.0

.7

4.1
1. 7
4. 1
1. 8

3.5
2.0
2.7
2.0

.9
1. 7
1.8
.8

1.2
1.3

2.1
1.6
2.2
2.4
2.7
1.3
1.3
1.9
.9

1.6
1.4
2.1
2.3
2.0
1.3
1.0
1.8
.7

2.2
1.7
1.9
2.1
2.0
1.5
1.2
8.3
.8

2.2
2.2
1.7
2.8
3.4
1.4
1.3
4.4
.7

1.3
1.8
1 .4
3.1
1.9
1.3
.9
2.0
.7

1.3
1.3
1.7
3.2
1.5
1.1
.9
1.7
.5

1.7
1.3
1.5
1.9
1.6
.9
.9
1.7
.5

3.6
2.2
1.8
1.0
2.0
1.0
1.3
2.0
.7

2.7
1.6
1.9
.8
2.3
.8
1 .1
2.3
.7

3.3
2.0
3.3
1.1
3.0
.9
1.0
2.8
.7

4.7
2.1
3.6
1.2
3 .0
1.0
1.3
2.4
1.3

2.8
2.1
2.2
1.7
2.9
1.7
1.4
3.5
.9

3.1
2.1
2.4
3.0
3.1
1.9
1.6
3.6
1.0

2.1

1.9

2. 4
1. 9
1.1


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

1.6

1.6

.9

10.8

5.8

2.4

1.7

2.0

2.4

2.0

2.0

2.0

2.4

1.7

3.5

10.0

3.2

3.2

2.7
4.5

2.7
5.0
1 5 .7
1.6
1.3

2.6
5.4
9.3
1.2
2.5
1.2

2.2
4.5
2.5
1.2
2.2
1.2

1.6
3.1
1.0
1.0
1.7
.9

1.9
3.2
1.1
1.2
2.9
.9

1.4
2.4
1.3
.8
2.1
.7

1.7
2.7
1.6
.9
2.9
.8

1.9
3.1
4.5
1.0
3.2
.8

1.6
2.6
8.3
1.2
2.1
.8

1.8
3.2
4.7
1.2
2.4
.9

2.2
3.8
4.8
1.5
3.2
1.5

2.8
5.6
5.6
1.4
3.6
1.4

2.2
3 .7
4.6
1.3
3.1
1 .1

2.2
3.6
4.5
1.5
3.2
1.2

1.2
1.1

1.1
.8

1.1
.8

.9
.7

.7
.8

.8
1.0

.9
1.2

.8
.7

.9
.6

.7
.7

1 .1
.7

1.4
.8

1.0
.9

.9

7.0
1.6

4.2
1.3
1 .1
.9

2.6

.9

.8

1.0

.6

.7

,6

.5

.3

.5

.6

.7

.8

.5

.8

.6

.6

1.6
4.5

1.9
2.0

1.6
2.3

1.5
2.0

1.4
1.6

1.9
1.9

1.0
1.1

.9
2.1

1.2
2.6

1.4
1.7

1.5
1.7

1.3
2.3

1.8
2.9

1.7
2.3

2.2
2.1

1.7

2.3
2.2

1.8
1.7

3.0

2.4
1.4

1.2
4.2

1.4
2.6

.4
1.0

.9

.3

.7

3.7

1.4

1.4

2.3
1.7

1.4
1.7

1.5
2.9

.7

1.0

1Beginning with the December 1961 issue, figures differ from those pre­
viously published. The industry structure has been converted to the 1957
Standard Industrial Classification, and the printing and publishing industry
and some seasonal manufacturing industries previously excluded are now
included.
Data include Alaska and Hawaii beginning in January 1959; this inclusion
has not significantly affected the labor turnover rates.
Month-to-month changes in total employment in manufacturing and nonmanufacturing industries as indicated by labor turnover rates are not com­
parable with the changes shown by the Bureau’s employment series for the
following reasons: (1) the labor turnover series measures changes during the

6 7 6 0 9 2 — 63------- 9

2.3

.7

.6

calendar month, while the employment series measures changes from mid­
month to midmonth; and (2) the turnover series excludes personnel changes
caused by strikes, but the employment series reflects the influence of such
stoppages.

3 Preliminary.

8Beginning with January 1959, transfers between establishments of the
same firm are included in total accessions and total separations; therefore,
rates for these items are not strictly comparable with prior data. Transfers
comprise part of “ other accessions” and “ other separations,” the rates for
which are not shown separately.

MONTHLY LABOR REVIEW, MARCH 1963

342

C.—Earnings and Hours
T able

C -l. Gross hours and earnings of production workers,1 by industry
1961

1962

Annual
average

Industry
Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

1961

1960

Average weekly earnings
Mining
___________________________
Metal m in in g .____________________
Iron ores. ___________________
Copper ores___________________

$ 1 1 2 .0 7 $ 1 1 0 . 4 3 $ 1 1 1 . 7 8 $ 1 1 2 . 8 8 $ 1 1 1 .9 0 $ 1 1 0 . 0 2 $ 1 1 1 . 1 0 $ 1 0 9 . 61 $ 1 1 0 . 7 0 $ 1 1 0 . 8 4 $ 1 1 0 . 3 0 $ 1 0 8 . 9 3 $ 1 0 9 . 8 9 $ 1 0 7 .1 8 $ 1 0 5 . 4 4
1 1 7 .7 1 1 1 6 . 4 4 1 1 6 .1 6 1 1 8 . 1 2 1 1 6 . 0 0 1 1 6 . 8 8 1 1 8 . 8 6 1 1 9 .2 8 1 1 8 . 01 1 1 8 .2 9 1 1 7 . 59 1 1 6 . 8 8 1 1 8 .3 0 1 1 3 . 4 4 1 1 1 . 1 9
1 1 8 .4 2 1 1 9 .5 6 1 1 7 . 8 7 1 2 2 . 6 1 1 1 9 .8 7 1 2 4 .4 3 1 2 7 .5 1 1 2 6 . 2 8 1 2 5 . 8 6 1 2 2 . 2 8 1 2 2 . 8 0 1 1 9 .2 5 1 2 1 .2 7 1 1 5 . 8 0 1 1 4 . 7 3

121 . 54

1 2 0 .1 3

1 1 9 .1 4

1 2 0 .9 8

1 1 7 .9 9

1 1 7 .4 6

1 2 1 .2 4

1 2 0 .4 0

11 9 . 84

1 2 4 . 52

1 2 2 .2 4

1 2 3 .8 8

1 2 6 .0 0

1 1 9 .0 3

1 1 6 .7 7

Coal mining______________________
Bituminous__________________ .

1 2 0 . 51
1 2 1 .6 6

1 1 1 .2 4
111. 65

1 1 4 .3 9
1 1 5 .1 3

1 1 3 .6 2
1 1 4 .3 9

1 1 3 .1 5
1 1 4 .2 5

1 0 2 .3 0
103. 60

115. 69
1 1 7 . 06

1 0 8 .1 5
1 0 9 .4 7

1 1 6 .1 2
1 1 7 .5 0

1 1 7 .6 9
1 1 8 . 76

1 1 6 .9 4
118. 63

1 1 7 .3 8
1 1 8 .4 4

117. 62
1 1 8 .6 9

1 1 1 .3 4
1 1 2 .7 3

1 1 0 .7 6
1 1 2 .7 7

natural gas_____
Crude petroleum and natural gas
fields_______________________
Oil and gas field services_________

111. 09

1 0 9 .3 0

1 0 9 .2 0

1 1 0 .9 9

1 0 9 .5 6

1 1 0 .8 3

1 0 7 . 74

1 0 8 . 52

1 0 9 .2 0

1 0 8 .5 2

1 0 8 .5 2

1 0 6 . 60

1 0 7 .1 7

1 0 5 . 75

1 0 3 .3 2

1 1 8 .2 8
1 0 4 .9 8

1 1 4 .3 7
1 0 4 .4 0

1 1 3 .0 0
1 0 5 .9 0

1 1 8 .6 9
1 0 3 .8 2

1 1 3 .9 8
1 0 4 . 84

1 1 8 .1 4
1 0 3 .8 2

1 1 2 .7 2
1 0 2 .6 7

1 1 2 .3 1
1 0 5 .0 3

1 1 4 .3 7
1 0 4 .3 5

1 1 2 . 84
1 0 4 .8 4

1 1 3 .2 4
1 0 4 .1 6

1 1 6 .0 3
9 7 .9 9

1 1 2 .3 1
1 0 2 . 53

1 1 3 .1 5
9 8 .6 7

1 0 8 . 54
9 8 .3 1

C r u d e p e tr o le u m a n d

9 8 .2 5

1 0 7 .2 1

1 1 0 .8 6

1 1 3 .2 4

1 1 3 .0 1

1 1 0 .6 6

1 0 7 . 62

1 0 7 .3 8

1 0 2 .9 3

9 9 .6 4

9 6 .3 3

9 2 .8 3

9 7 .8 6

1 0 0 .0 9

9 6 . 58

Contract construction__________________
General building contractors_________
Heavy construction________________
Highway and street construction—
Other heavy construction________
Special trade contractors____________

1 1 8 .3 1
1 0 9 . 54
1 0 9 .2 0
104. 54
114. 64
1 2 7 .0 6

1 2 0 .8 8
113. 34
1 1 7 . 61
1 1 5 .0 2
1 2 1 .1 3
1 2 7 .4 5

1 2 6 . 82
1 1 7 .1 2
1 2 7 .2 0
1 2 6 .5 8
1 2 8 .8 6
1 3 3 .1 6

1 2 8 .2 1
1 1 7 .8 1
1 2 9 .3 8
1 2 8 .6 2
1 2 9 .6 8
1 3 4 .2 3

1 2 7 .2 6
1 1 6 .9 2
1 3 0 . 50
1 2 9 .6 5
1 3 1 .0 4
1 3 2 .3 8

1 2 5 . 57
1 1 5 .9 2
1 2 7 .6 7
1 2 6 .4 4
1 2 8 . 54
1 3 1 . 65

1 2 1 .4 5
1 1 1 .9 1
1 2 2 .1 3
1 1 9 .1 3
126. 48
1 2 7 . 72

1 2 3 .4 4
1 1 4 . 14
1 2 4 .0 7
1 2 0 .7 0
128. 86
1 2 9 .4 6

1 2 0 .0 1
1 1 2 . 1C
1 1 6 .3 3
1 1 0 .0 9
1 2 4 . 09
1 2 6 .3 4

1 1 8 .0 5
1 0 9 . 55
1 1 4 .3 6
1 0 5 .7 6
1 2 2 . SO
1 2 3 .9 0

1 1 3 .3 7
1 0 6 .3 0
1 0 9 .1 6
9 9 .4 1
1 1 7 .9 5
1 1 9 .3 7

111. 22
1 0 2 .0 8
1 0 4 .7 2
9 9 .5 0
1 1 0 . 06
1 1 9 .3 4

114. 82
1 0 6 .1 3
1 1 1 .3 3
1 0 3 .4 3
1 1 9 .1 3
1 2 1 .8 0

1 1 7 . 71
1 0 8 .8 3
1 1 8 .4 8
1 1 3 .4 0
1 2 5 .1 1
1 2 3 .0 8

1 1 2 .6 7
1 0 3 .7 2
1 1 4 .7 7
1 1 0 .0 0
1 1 9 .6 0
1 1 8 .1 1

Manufacturing___ __________________
Durable goods_________________
Nondurable goods______________

9 8 .4 2
9 7 .3 6
1 0 7 .2 7 1 0 6 . 1 9
8 6 .7 2
8 6 .9 4

9 6 .7 2
1 0 5 .3 7
8 5 .7 2

9 7 .6 8
1 0 5 . 88
8 6 .8 0

9 5 .7 5
1 0 3 .8 9
8 6 .1 8

9 6 . 80
1 0 4 .4 5
86. 8(

9 7 .2 7
1 0 5 .4 7
8 7 .0 2

9 6 .8 0
1 0 5 .2 2
8 6 .3 7

9 6 . 56
1 0 5 .2 2
8 5 . 54

9 5 .9 1
1 0 4 . 45
8 5 .3 2

9 5 .2 0
1 0 3 . 53
8 4 .2 8

9 4 .8 8
1 0 3 .1 7
8 4 .2 4

9 6 .6 3
1 0 5 .3 2
8 5 .5 7

9 2 .3 4
1 0 0 .1 0
8 2 .9 2

8 9 .7 2
9 7 .4 4
8 0 .3 6

Quarrying and nonmetallic mining----

Average weekly hours
41.3
42.0
41.4
43.3

40.9
42.0
41.0
43.0

41.0
41.7
40.6
42.8

40.9
41.8
39.7
44.0

40.7
41.7
40.0
43.5

39.9
41.3
38.1
44.4

40.7
42.1
39.5
45.0

40.6
41.4
38.6
43.6

40.4
41.8
39.7
44.4

37.2
37.4

35.0
35.2

37.1
37.3

37.6
37.7

37.6
37.9

37.5
37.6

37.7
37.8

35.8
35.9

35.5
35.8

42.3

41.6

41.9

42.0

41.9

41.9

41.0

41.7

41.8

42.0

41.6
42.9

40.4
42.6

40.4
43.4

40.7
43.3

40.3
43.5

40.3
43.4

41.0
41.0

40.4
42.9

40.7
42.9

40.5
43.5

46.7

46.3

45.6

45.5

43.8

42.4

41.7

39.5

42.0

43.9

43.7

38.8
37.0
43.5
44.4
42.0
37.5

38.4
36.8
42.7
43.6
41.2
37.4

37.6
36.1
41.4
41.8
40.8
36.7

38.1
36.7
42.2
42.8
41.3
37.2

36.7
35.7
39.3
38.9
39.9
36.2

36.1
35.0
39.3
38.6
40.0
35.5

35.1
34.4
38.3
37.8
38.8
34.4

33.4
32.1
34.0
33.5
34.5
34.0

34.9
33.8
36. 5
35.3
37.7
34.9

36.9
35.8
40.3
40.5
40.1
36.2

36.7
35.4
40.7
41.2
40.0
35.9

40.4
40.9
39.9

40.5
40.8
40.0

40.7
41.2
40.1

40.5
41.1
39.8

40.4
41.1
39.6

40.3
40.8
39.5

40.0
40.6
39.2

39.7
40.3
39.0

40.6
41.3
39.8

39.8
40.2
39.3

39.7
40.1
39.2

40.9
41.3
38.7
43.1

40.9
41.0
39.2
42.6

41.4
40.9
38.9
42.1

41.5
41.3
40.2
42.3

41.6
40.7
39.3
41.4

Coal mining___
Bituminous.

38.5
38.5

36.0
35.9

36.9
36.9

36.3
36.2

36.5
36.5

Crude petroleum and natural gas.........
Crude petroleum and natural gas
fields_______________________
Oil and gas field services................

42.4

42.2

42.0

42.2

42.3

41.5
43.2

40.7
43.5

40.5
43.4

41.5
42.9

41.0
43.5

Quarrying and nonmetallic mining.

40.6

44.3

46.0

46.6

Contract construction..................................
General building contractors................
Heavy construction...............................
Highway and street construction..
Other heavy construction..............
Special trade contractors___________

34.9
33.6
36.4
35.8
37.1
35.1

36.3
35.2
39.6
39.8
39.2
35.6

38.2
36. 6
42.4
43.2
41.3
37.3

38.5
36.7
42.7
43.6
41.3
37.6

Manufacturing............................................
Durable goods_______________
Nondurable g oods.......................

40.5
41.1
39.7

40.4
41.0
39.6

40.3
41.0
39.5

40.7
41.2
40.0

Mining_____________________________
Metal mining...............................- ........
Iron ores_____________________
Copper ores___________________

40.9
41.3
40.4
41.8

Average hourly earnings
$2.74
2.85
3.06
2.82

$2.70
2. 84
3.05
2.82

$2.70
2.81
3.03
2.83

$2. 72

2.86
3.05
2. 86

$2.69
2. 85
3. 05
2.85

Coal mining___
Bituminous.

3.13
3.16

3.09
3.11

3.10
3.12

3.13
3.16

3.10
3.13

Crude petroleum and natural gas.........
Crude petroleum and natural gas
fields_______________________
Oil and gas field services................ .

2.62

2. 59

2.60

2.63

2.59

2.62

2.85
2.43

2.81
2.40

2.79
2.44

2.86

2. 78
2.41

2.84
2.42

M ining....................................... ...................
Metal mining......................................... .
Iron ores......................... .................
Copper ores___________________

2.42

$2.69
2.85
3.08
2.81

$2. 69
2. 85
3.08
2.80

$2.68
2. 84
3. 08
2. 80

$2.70
2. 85
3.1C
2.80

$2. 71
2.85
3.08
2. 83

$2. 71
2. 82
3. 07
2. 81

$2. 73
2.83
3.13
2.79

$2.70
2.81
3.07
2.80

$2.64
2.74
3.00
2.73

$2.61
2. 66
2.89
2.63

3.11
3.13

3.09
3.11

3.13
3.15

3.13
3.15

3.11
3.13

3.13
3.15

3.12
3.14

3.11
3.14

3.12
3.15

2. 59

2.59

2.60

2.59

2. 59

2.60

2. 57

2.53

2.46

2. 79
2.41

2.78
2.42

2. 81

2. 41

2.80
2.41

2. 81

2.40

2.83
2.39

2. 78
2.39

2.78
2.30

2. 68

2.35

2.35

2.31

2.35

2.33

2.28

2.21

2.42

2.42

2.41

2.43

2.42

2.39

2.36

2.36

Contract construction_________________
General building contractors................
Heavy construction___ ___________
Highway and street construction..
Other heavy construction...
Special trade contractors______

3.39
3.26
3.00
2.92
3.09
3.62

3.33
3.22
2.97
2.89
3.09
3.58

3.32
3.20
3.00
2.93
3.12
3.57

3.33
3. 21
3.03
2. 95
3.11
3. 57

3.28
3.16
3. 00
2.92
3.12
3.53

3.27
3.15
2.91
2.90
3.12
3.52

3.23
3.10
2. 95
2. 85
3.1(
3.48

3.24
3.11
2. 94
2. 82
3.12
3.48

3.27
3.14
2.96
2.85
3.11
3.49

3.27
3.15
2.91
2. 74
3. 07
3.49

3.23
3.09
2. 85
2.65
3.04
3.47

3.33
3.18
3.08
2.97
3.19
3.51

3.29
3.14
3. 05
2.93
3.16
3.49

3.19
3.04
2.94
2.80
3.12
3.40

Manufacturing...................
Durable goods___
Nondurable goods.

2.43
2.61
2.19

2. 41
2. 59
2.19

2.40
2.57
2.17

2.40
2. 57
2.17

2.37
2.51
2.16

2.39
2. 56
2.17

2.39
2. 56
2.17

2.39
2. 56
2.17

2.39
2.56
2.16

2.38
2. 56
2.16

2. 38
2. 55
2.15

2.39
2. 56
2.16

2.38
2. 55
2.15

2.11

Quarrying and nonmetallic mining.

See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

2.32
2. 49

2.26

3. 07
2.93

2. 82

2.67
2.99
3.29

2.26
2. 43
2.05

EARNINGS AND HOURS
T

able

343

C -l. Gross hours and earnings of production workers,1 by industry—Continued
1962

1961

Annual
average

Industry
Dec.* Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

1961

1960

Average weekly earnings

Manufacturing—Continued
Durable goods—Continued
Ordnance and accessories__________ $120.96 $118. 69 $117. 01 $117.01
Ammunition except for small
arms_______________________
119. 77 118.37 116. 69 117.38
Sighting and fire control equip­
ment_______________________ 132.14 128.87 125.58 125.40
Other ordnance and accessories___ 115. 65 113.44 111. 79 112.06
Lumber and wood products, except
furniture............................ .............. .
Sawmills and planing mills.............
Millwork, plywood, and related
products____________________
Wooden containers.___ _________
Miscellaneous wood products____

$115.34 $115.18 $116.88 $117.16 $118. 43 $117.31 $116.47 $115.21 $117.18 $113.42 $108. 67
116.00 114.97 116.00 116.72 117.26 116.28 116.16 114.45 118. 56 115.49 110. 29
122.78 122.36 126.48 126.60 129.60 129.33 124. 09 121.95 121. 72 117.27 113.16
110. 70 110.70 112.19 111.65 112. 88 111.37 111. 76 111.07 112.83 108.39 103.17

78.01
70. 8!

79.00
72.31

79.60
72.98

82.01
75.30

81.80
74. 48

80. 40
73. 75

80.40
73.60

79. 59
73.12

77.82
70.59

75.08
68.92

76.24
69.06

73.48
64. 79

68.02 68.99

76.63

77.03

73. 71
67.20

87.53
64.85
72.8C

86.90
65.76
73. 71

86.48
67.06
73.44

88.81
68. 21
74. 62

88.82
68.30
73.49

87.12
68. 71
72.00

87. 56
67.89
73. 49

88.81
67. 73
72.85

87.13
66. 90
72.62

85.88
65.44
71.91

84.02
64.94
70.40

83.13
60. 89
67. 61

85.88
65. 44
70. 40

84.03
63.12
69.77

81.19
62.17
69.32

75. 66 81.32 76. 21
70.05 77.10 71.46
93.79 95. 04 90. 54
99.94 103. 58 100.53
79.95 82.82 80.20

75.20
70. 45
90. 42
96. 72
78.78

-Furniture and fixtures...........................
81. 58 80.16 81.34 81.54 80. 54 78.18 79.95 78.38 78. 76 78. 76 77.59
Household furniture____________
78.02 76. 63 77.38 77.15 75. 99 73.38 74.85 73. 75 74.30 74.30 73.16
Office furniture________________
95. 63 91.77 91.39 92. 57 92.34 92.52 93. 61 92.80 92. 57 92.84 91.98
Partitions, office and store fixtures. 100. 95 100. 65 107.01 107.87 108.38 105.16 106.01 104.17 100.85 101. 75 101.34
Other furniture and fixtures______ 82.21 81.20 81. 61 82.41 81.79 80.39 83.43 81.20 81.00 80.39 80.39
Average weekly hours
Ordnance and accessories___________
Ammunition except for small arms.
Sighting and fire control equip­
ment____ ___________________
Other ordnance and accessories......

42.0
41.3

41.5
41.1

41.2
40.8

41.2
40.9

40.9
40.7

40.7
40.2

41.3
40.7

41.4
41.1

41.7
41.0

41.6
40.8

41.3
40.9

41.0
40.3

41.7
41.6

40.8
41.1

40.7
41.0

43.9
41. 6

43.1
41.1

42.0
41.1

41.8
41.2

41.2
41.0

41.2
41.0

42.3
41.4

42.2
41.2

43.2
41.5

43.4
41.4

41.5
41.7

41.2
41.6

41.4
42.1

40.3
40.9

41.0
40.3

Lumber and wood products except
furniture....... .......................................
Sawmills and planing mills.............
Millwork, plywood, and related
products.........................................
Wooden containers____ _________
Miscellaneous wood products____

39.2
38.5

39.5
39.3

40.0
40.1

40.8
40.7

40.9
40.7

40.4
40.3

40.4
40.0

40.4
40.4

39.5
39.0

38.9
38.5

39.3
38.8

37.3
35.6

38.9
38.0

39.5
39.2

39.0
39.3

40.9
39.3
40.0

40.8
40.1
40.5

40.6
40.4
40.8

41.5
40.6
41.0

41.7
40.9
40.6

40.9
40.9
40.0

41.3
40.9
40.6

41.5
40.8
40.7

41.1
40.3
40.8

40.7
39.9
40.4

40.2
39.6
40.0

39.4
36.9
38.2

40.7
39.9
40.0

40.4
39.7
40.1

39.8
39.6
40.3

Furniture and fixtures_____________
Household furniture............. ..........
Office furniture________________
Partitions, office and store fixtures.
Other furniture and fixtures_____

41.2
41. 5
41.4
39.9
40.3

40.9
41.2
39.9
40.1
40.2

41.5
41.6
40.8
41.8
40.4

41.6
41.7
40.6
42.3
41.0

41.3
41.3
40.5
42.5
41.1

40.3
40.1
40.4
41.4
40.6

41.0
40.9
40.7
41.9
41.3

40.4
40.3
40.7
41.5
40.2

40.6
40.6
40.6
40.5
40.1

40.6
40.6
40.9
40.7
39.6

40.2
40.2
40.7
40.7
39.6

39.0
38.7
40.6
40.3
39.0

41.7
41.9
41.5
41.6
40.6

39.9
39.7
40.6
40.7
40.3

40.0
39.8
41.1
40.3
40.4

Average hourly earnings
Ordnance and accessories___________
Ammunition except for small arms
Sighting and fire control equip­
ment_____ __________________
Other ordnance and accessories___

$2.88
2.90

$2.86

$2.84

$2.84
2.87

$2.82
2.85

$2. 83

2.86

$2.83
2.85

$2.83
2.84

$2.84

2.86

$2. 82
2.85

$2.82
2.84

$2.81
2.84

$2.81
2.85

$2.78
2.81

$2.67
2.69

3.01
2. 78

2.99
2. 76

2.99
2. 72

3.00
2.72

2. 98
2.70

2.97
2.70

2.99
2.71

3.00
2.71

3.00
2. 72

2.98
2.69

2.68

2.99

2. 96
2.67

2.68

2. 04

2.91
2. 65

2.76
2.56

2. 01 2.00

1.99
1.84

1.97
1.81

1.97
1.81

1.93
1. 79

1.94
1.78

1.97
1.82

1.97
1.79

1.95
1.76

1. 89
1.71
2.04
1. 57
1. 72

2.88 2.86

Lumber and wood products except
furniture_______________________
Sawmills and planing mills........... .
Millwork, plywood, and related
products____________________
Wooden containers_____________
Miscellaneous wood products____

1.99
1.84

2.00
1.84

1.99
1.82

2.14
1. 65
1.82

2.13
1.64
1.82

Furniture and fixtures......... .................
Household furniture...... ................
Office furniture________________
Partitions, office and store fixtures.
Other furniture and fixtures______

1.98

1.96

2.31
2. 53
2.04

1.88 1.86 11.96
.86
2.30
2. 51

1.96
1.85
2.28
2. 55

See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

1.85

1.83

1.99
1.82

2.13

2.14

2.13
2.12 2.14 2.12 .11
1.68 1.66 1.66 1.66 21.64

1.80

1.81

1.79

1.78

1.78

2.09
1.64
1. 76

1.65
1.77

1.64
1.76

2.

1.82

2.13
1.67
1.81

2.11 2.11

1.80

1.95
1.84
2.28
2. 55
1.99

1.94
1.83
2.29
2. 54
1.98

1.95
1.83
2.30
2. 53

1.94
1.83
2.28
2. 51

1.94
1.83
2.28
2.49

1.94
1.83
2.27
2.50
2.03

1.93
1.82
2.26
2.49
2.03

1.94
1.81
2.31
2.48
2.05

1.95
1.84
2.29
2. 49
2.04

1.91
1.80
2.23
2. 47
1.99

1.66 1.68

2.24
2. 56

2.02 2.02 2.01

2.02 2.02 2.02

1.59
1.74

1.88

1.77
2.20

2.40
1.95

MONTHLY LABOR REVIEW, MARCH 1963

344
T able

C -l. Gross hours and earnings of production workers,1 by industry—Continued

Dec.8 Nov.

Oct.

Aug.

Sept.

June

July

Annual
average

1961

1962
May

Apr.

Mar.

Feb.

Jan.

Dec.

1961

1960

Average weekly earnings
Manufacturing—Continued
Durable goods— Continued
Rt.nnp. clav, and glass p ro d u c ts..____ $97. 84 $100.28 $100.85 $101. 50 $101.57 $100. 67 $100.43
F iat glass. . __________________ 130.37 133.06 127.59 126.94 125.78 126.81 127.92
Glass and glassware, pressed or
98. 89 99.14 98.49 97.76 98.09 98.00 100.37
Cement, hydraulic...................... — 111. 50 115.21 114.26 116. 62 116.93 117. 60 114.12
85.41 86.90 87.56 87.34 87.97 87. 54 88.17
Structural play products-________
Pottery and related products.......... 89.67 90.45 90.68 89.82 87.64 87.69 86.85
Concrete, gypsum, and plaster
95. 36 102.96 105.36 108.14 108. 66 105. 67 104.28
p ro d u cts___________________
Other stone and mineral products— 99.14 99.88 99.55 99.80 100.12 100.60 99.87
Primary metal industries.................... . 120.39 117.91
Blast furnace and basic steel
products......................................... 126. 68 123.39
Tron arid stp.pl foundries
110. 29 107.73
Nonferrous smelting and refining— 116.76 116.47
Nonferrous rolling, drawing, and
extruding» __________________ 118.00 116.62
N o n ferro u s found ries
__,___ 105.73 103.79
Miscellaneous primary metal ind u strie s.____________________ 128.52 125.14

$99. 60 $98.16 $95.68 $94.33 $92.97 $95.04 $95.24 $92.97
125.02 120.01 123.00 122.06 125. 45 120.82 122. 68 127.35
99.06
113.85
88.60
85.58
103. 60
99.29

87.54
85.80

97. 53 96.56 97.36 95.44 91.94
105. 60 106. 40 105.87 106.52 102.87
85. 65 84. 59 81.79 85.03 84. 45 82.21
84.85 85.46 83.49 84.89 82.30 81.37

99.64
99. 05

93.61
97. 20

98.98

97.93

110.02 107. 46

89.72
97.44

86.71
95.92

92.06
97.92

97.10
96.05

93.04
93.79

116.92 118.80 116.23 116. 62 119.10 118.50 123.11 123.41 122.81 122.81 121.58 114.95 109.59
122.42 125.00 122.68 121.77 123. 71 124.68 132. 84 133.90 133.90 133. 50 130.00 122.92 116.13
96.61
106.52 107.45 103.34 106.9C 109.41 106. 9C 106.37 105.85 104.40 102.97 107. 30 98.81 108.09
114.52 116.47 116.03 114.80 116.05 113.85 113.02 112.48 112.48 113.30 112.20 109.48
115.09 116.05 113.98 115.35 118.80 115.90 117.85 116.18 114.11 114.93 117.82 111. 76 105.01
103. M 103.12 101. 3( 101.25 104. 42 103. Ti 104. 33 103.82 104.08 104.65 106.43 100. 35 97.51
123.60 126.12 123.49 121.88 124.38 123.19 123.79 125.82 123.60 122.48 125.28 116.98 112.92

1

Average weekly hours
Stone, clay, and glass products.............
Flat glass.........................................
Glass and glassware, pressed or
blown------- -------------------------Cement, hydraulic_________ ____
Structural clay products.................
Pottery and related products..........
Concrete, gypsum, and plaster
products.......................................
Other stone and mineral products...

40.1
38.8

41.1
39.6

41.5
38.9

41.6
38.7

41.8
38.7

41.6
38.9

41.5
39.0

41.5
38.0

40.9
36.7

40.2
37.5

39.8
37.1

38.9
37.9

40.1
36.5

40.7
38.7

40.6
40.3

40.2
40.4
40.1
39.5

40.3
41.0
40.8
40.2

40.2
41.1
41.3
40.3

39.9
41.5
41.2
40.1

40.2
41.7
41.3
39.3

40.0
42.0
41.1
38.8

40.8
41.2
41.2
38.6

40.6
41.4
41.4
38.9

40.4
40.9
41.1
39.0

40.3
40.4
40.4
39.1

40.3
39.7
39.9
39.2

39.9
39.7
38.4
38.3

40.4
39.8
40.3
39.3

40.1
40. 5
40.6
38.1

39.8
40.5
40.3
38.2

39.9
40.3

42.9
40.6

43.9
40.8

44.5
40.9

44.9
41.2

44.4
41.4

44.0
41.1

43.9
41.2

42.4
41.1

40.7
40.5

39.7
40.6

37.7
39.8

40.2
40.8

42.4
40.7

42.1
40. 6

Primary metal Industries...... ...............Blast furnace and basic steel
products____________________
Iron and steel foundries..................
Nonferrous smelting and refining...
Nonferrous rolling, drawing, and
extruding___________________
Nonferrous foundries........... ...........
Miscellaneous primary metal in­
dustries...................... .........

40.4

39.7

39.5

40.0

39.4

39.4

40.1

39.9

40.9

41.0

40.8

40.8

40.8

39.5

39.0

39.1
41.0
41.7

38.2
40.5
41.3

37.9
40.5
40.9

38.7
40.7
41.3

38.1
39.9
41.0

37.7
40.8
41.0

38.3
41.6
41.3

38.6
40.8
41.1

40.5
40.6
40.8

40.7
40.4
40.9

40.7
40.0
40.9

40.7
39.3
41.2

40.0
40.8
41.1

38.9
38.9
40.7

38.2
38.8
41.1

42.6
41.3

42.1
40.7

41.7
40.6

42.2
40.6

41.6
40.2

42.1
40.5

43.2
41.6

42.3
41.0

42.7
41.4

42.4
41.2

41.8
41.3

42.1
41.2

43.0
41.9

41.7
40.3

40.7
39.8

42.0

41.3

41.2

41.9

41.3

40.9

41.6

41.2

41.4

41.8

41.2

41.1

41.9

40.2

39.9

Average hourly earnings
Stone, clay, and glass products.

$2.44
3.36

$2.44
3.36

$2.43
3. 28

$2.44
3.28

$2.43
3.25

$2.42
3.26

$2.42
3.28

$2.40
3. 29

$2.40
3.27

$2.38
3.28

$2.37
3.29

$2.39
3.31

$2.37
3.31

$2.34
3.17

$2.29
3.16

2.46
2.76
2.13
2.27

2.46
2.81
2.13
2.25

2. 45
2.78

2.45
2.81

2.46
2. 77
2.14
2.25

2.45
2.69
2.13

2.42

2.42

2. 41

2.24

2.45
2.80
2.13
2.26

2.44
2. 75
2.14

2. 25

2.44
2.78
2.13
2. 23

2.43

2.12 2.12

. 66
2.66 2.66 2.68 22.11
2.12 2.12 2.13
2.17

2.18

2.18

2.16

2.38
2.63
2.08
2.16

2.31
2. 54
2.04
2.13

.
.

2.39
2.46

2.40
2.46

2.40
2. 44

2.43
2.44

2.42
2.43

2.38
2.43

2.37
2.43

2.36
2.41

2.35
2.41

2.30
2.40

2.26
2.40

2.30
2.41

2.29
2.40

2.29
2.36

2.21

.

2.98

2.97

2.96

2.97

2.95

2.96

2.97

2.97

3.01

3.01

3.01

3.01

2.98

2.91

2.81

3.24
2.69
2.8C

2. 6f

2.23

2.82

3.23
2.63
2.80

3.23
2.64
2.82

3.22
2.59
2.83

3.23
2.62
2.80

3. 23
2.63
2.81

3.23
2.62
2.77

3.28
2.62
2.77

3.29
2. 62
2. 75

3.29
2.61
2. 75

3.28
2. 62
2.75

3.25
2.63
2.73

3.16
2.54
2.69

3.04
2. 49
2.63

2.77
2.5C

2. Ti
2.5

2. 7C
2. 5C

2.75
2.54

2.74
2.52

2.74
2.5C

2.75
2.51

2.74

2.76
2.52

2.74
2.52

2.73
2.55

2.73
2.54

2.74
2. 54

2.49

2.68

2.58
2.45

3. Of

3.031 3.0C

3.01

2. 9£

2.98 J

2.99

2.53
2.99

2.99

3.01

3.00|

2.98

2.99

2.91

2.83

.

blown__________________
Cement, hydraulic..................
Structural clay products.........
Pottery and related products.
Concrete, gypsum, and pli
products..............................
Primary metal industries.
products______________
Iron and steel foundries.......
Nonferrous smelting and refining..
Nonferrous rolling, drawin
extruding...........................
dustries.
See footnotes a t end of table


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

’.

2.20 2.20

2.31

345

0.—EARNINGS AND HOURS
T able

C -l. Gross hours and earnings of production workers,1by industry—Continued
1962

Industry
Dec.3 Nov.

Oct.

Sept.

Aug.

July

1961

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

Annual
average
1961

1960

Average weekly earnings

Manufacturing—Continued
Durable goods—Continued
Fabricated metal products__________ $106.04 $105.63 $105. 73 $106.66 $105.32 $104.30 $106.75 $105. 73 $104.39 $103.48 $102.72 $102.36 $105.16 $100.85
Metal cans___________________ 121.58 119.99 123.26 133.11 131.50 133.15 131.67 127.02 125.28 122.54 121.95 120.36 124. 74 121.80
Cutlery, handtools, and general
hardware__________________ 103.25 103.34 101.27 100.37 96.88 97.53 101.43 100.70 98.09 96.08 95.76 97. 77 102.90 93.93
Heating equipment and plumbing
fixtures........ ........ .................. .
98.60 98.80 100.94 101.34 100.69 98.65 100.78 97.27 96.14 96.62 95.26 93.80 96.47 94.56
Fabricated structural metal prod­
ucts............................................... 104. 78 104. 75 106.19 107.38 107.49 105.37 106.40 105.37 105.01 103.31 102.66 100.74 104. 60 102.47
Screw machine products, bolts, etc. 108. 63 106.09 104. 75 107.60 105.00 104. 75 105.58 105.33 105.65 106.32 106.25 105.83 106.14 98.90
Metal stampings............................ 114.09 113.13 112.56 112. 56 111. 45 109.21 111. 72 113.25 110. 92 110.24 108.36 108.24 111. 30 105.01
Coating, engraving, and allied
services____________________ 93. 60 92.70 93.79 92.55 90.94 91.62 95.57 94.02 95.49 93.94 92.57 92. 97 93.60 90.32
Miscellaneous fabricated wire prod­
ucts.............................................. 98.12 96.17 96.64 97.29 96.64 95.94 98.65 97.53 97.11 97.53 96.82 96.59 98.05 94.48
Miscellaneous fabricated metal
products______________ ____ 105.41 104.75 105.41 105.67 102.51 100.15 104.30 102.72 102.82 101.50 101.40 100.90 103.57 100.19
Machinery..... ....................................... 114.26 112. 75 112.61 112. 74 112.32 112.59 114.09 114.09 113.67 112. 71 111.49 110.27 111.87 107.16
Engines and turbines................. .
122.29 120.80 120.80 120.80 119.69 115.34 120.77 121. 06 120.54 118.61 117. 74 113.94 119.02 114.11
Farm machinery and equipment__ 111.11 108.94 108.81 107.87 107. 33 106. 67 107.46 107.45 109.03 109.15 107.53 104. 40 105.04 103 46
Construction and related machinery.. 112. 75 111. 66 112. 75 112.61 112.88 113.42 113. 42 113.42 111. 78 111. 90 110.56 108.81 110.68 106.52
Metalworking machinery and
equipment_________________ 126.44 123.25 122.26 123.12 123.12 125.86 128.04 128.48 128.62 127.02 124.42 122.41 122.55 116.90
Special industry machinery______ 109.06 106.43 106.43 108.38 106.01 106.43 108.46 108.03 106.42 106. 85 104.75 104.50 106. 50 101.43
General industrial machinery____ 112.06 111. 52 111. 79 111. 38 111.24 111. 37 112.86 112.17 111. 49 109.21 109.61 109.06 110.92 105.04
Office, computing and accounting
machines___________________ 114.09 112.84 112.31 113.68 111.78 114. 96 112.06 111. 78 111. 78 112. 75 111. 93 112.61 113.30 111.24
Service industry machines.............. 100. 75 100. 75 99. 94 100.04 99.55 102.01 103.57 99.87 100.04 98. 58 96.96 97.36 98.82 95.84
Miscellaneous machinery___ ___ 112.14 109. 72 109.82 109.39 108.29 108. 45 108.29 108. 63 108. 54 107. 44 107.44 106.85 108.46 104.00
Fabricated metal products......... ...........
Metal c a n s ......................................
Cutlery, band tools, and general
hardware____________________
Heating equipment and plumbing
fixtures______________________
Fabricated structural metal prod­
ucts.................................................
Screw machine products, bolts, etc.
Metal stampings...............................
Coating, engraving, and allied
services.......................... ................
Miscellaneous fabricated wire
products.........................................
Miscellaneous fabricated metal
products____________________
Machinery________________________
Engines and turbines___________
Farm machinery and equipm ent...
Construction and related machinery..
Metalworking machinery and
equipment___________________
Special industrial machinery...........
General industrial machinery____
Office, computing, and accounting
machines____________________
Service industry machines_______
Miscellaneous machinery________
Fabricated metal products...................
Metal cans____________________
Cutlery, hand tools, and general
hardware____________________
Heating equipment and plumbing
fixtures______________________
Fabricated structural metal prod­
ucts.................................................
Screw machine products, bolts, etc.
Metal stampings...............................
Coating, engraving, and allied
services_____________________
Miscellaneous fabricated wire
products.........................................
Miscellaneous fabricated metal
products.........................................
Machinery.___ ______ ____________
Engines and turbines......................
Farm machinery and equipm ent...
Construction and related machinery.
Metalworking machinery and
equipment___________________
Special industry machinery.............
General industrial machinery.........
Office, computing, and accounting
machines____________________
Service industry machines...............
Miscellaneous machinery________
See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

41.1
40.8

41.1
40.4

41.3
41.5

41.5
43.5

41.3
43.4

40.9
43.8

Average weekly hours
41.1
41.3
41.7
41.9
42.2
43.6

40.9
41.4

40.6
41.2

$98.82
114.68
93.03
91.26
99.47
95.58
107.74
86.43
90.50
96.96
104.55
109. 69
99.85

102.66

117.27
99.72
101. 71
106.23
93.43
101.26

40.3
40.8

41.4
42.0

40.5
42.0

40.5
41.4

41.3

41.5

41.0

40.8

40.2

40.3

41.4

41.1

40.7

40.2

39.9

40.4

42.0

39.8

40.1

39.6

40.0

40.7

40.7

40.6

40.1

40.8

39.7

39.4

39.6

39.2

38.6

39.7

39.4

39.0

40.3
42.6
42.1

40.6
42.1
41.9

41.0
41.9
42.0

41.3
42.7
42.0

41.5
42.0
41.9

41.0
41.9
40.6

41.4
42.4
42.0

41.0
42.3
42.1

40.7
42.6
41.7

40.2
42.7
41.6

40.1
42.5
41.2

39.2
42.5
41.0

40.7
42.8
42.0

40.5
40.7
40.7

40.6
40.5
41.6

41.6

41.2

41.5

41.5

40.6

40.9

42.1

41.6

41.7

41.2

40.6

40.6

41.6

40.5

40.2

41.4

41.1

41.3

41.4

41.3

41.0

41.8

41.5

41.5

41.5

41.2

41.1

41.9

40.9

40.4

40.7
41.7
40.9
40.7
41.0

40.6
41.3
40.4
40.2
40.9

40.7
41.4
40.4
40.3
41.3

40.8
41.6
40.4
40.4
41.4

40.2
41.6
40.3
40.5
41.5

39.9
41.7
39.5
40.1
41.7

40.9
42.1
40.8
40.4
41.7

40.6
42.1
40.9
40.7
41.7

40.8
42.1
41.0
41.3
41.4

40.6
41.9
40.9
41.5
41.6

40.4
41.6
40.6
41.2
41.1

40.2
41.3
39.7
40.0
40.6

41.1
41.9
40.9
40.4
41.3

40.4
40.9
39.9
40.1
40.5

39.9
41.0
39.6
40.1
40.1

43.3
42.6
41.2

42.5
41.9
41.0

42.6
41.9
41.1

42.9
42.5
41.1

42.9
41.9
41.2

43.4
41.9
41.4

44.0
42.7
41.8

44.0
42.7
41.7

44.2
42.4
41.6

43.8
42.4
40.6

43.2
41.9
40.9

42.8
41.8
41.0

43.0
42.6
41.7

41.9
41.4
40.4

42.8
41.9
40.2

40.6
40.3
42.8

40.3
40.3
42.2

40.4
40.3
42.4

40.6
40.5
42.4

40.5
40.8
42.3

41.0
40.4
42.3

40.7
39.9
42.3

41.1
39.9
41.9

41.5
40.5
42.7

41.2
40.1
41.6

40.7
40.1
41.5

$2.58
2.98

$2. 57
2.97

$2.56
2. 97

$2.57
3.06

$2. 55
3.03

40.5
40.5
41.5
40.6
41.0
41.1
41.3
42.1
42.4
42.6
42.2
42.3
Average hourly earnings
$2. 55 $2.56 $2.56 $2.54
2.99
3.01
3.04
3.02

$2.53
2.96

$2.53
2.96

$2. 54
2.95

$2.54
2.97

$2.49
2.90

$2.44
2.77

2.50

2.49

2.47

2.46

2.41

2.42

2.45

2.45

2.41

2.39

2.40

2.42

2.45

2.36

2.32

2.49

2. 47

2.48

2.49

2.48

2.46

2.47

2.45

2.44

2.44

2.43

2.43

2.43

2.40

2.34

2. 60
2.55
2.71

2. 58
2.52
2.70

2.59
2. 50

2.60
2.52

2.59
2.50

2. 57
2.50
2.69

2.66

2.57
2.49

2. 57
2.49
2.69

2.66

2.58
2.48

2.57
2.49
2.65

2. 56
2.50
2.63

2. 57
2.49
2.64

2. 57
2.48
2.65

2.53
2.43
2.58

2.45
2.36
2.59

2.68 2.68 2.66

2. 25

2.25

2.26

2.23

2.24

2.24

2.27

2.26

2.29

2.28

2.28

2.29

2.25

2.23

2.15

2.37

2.34

2.34

2.35

2.34

2.34

2.36

2.35

2.34

2.35

2.35

2.35

2.34

2.31

2.24

2. 59
2.74
2.99
2.73
2. 75

2.58
2.73
2.99
2.71
2.73

2.59
2.72
2.99
2.70
2. 73

2.59
2. 71
2.99
2.67
2.72

2.55
2.70
2.97
2.65
2.72

2.51
2.70
2.92

2.55
2. 71
2.96

2.50
2.69
2.90
2.63
2.69

2.51
2.67
2.87
2.61

2.52
2.67
2. 91
2.60

2.48
2.62

2.86

2. 72

2.52
2.70
2.94
2.64
2.70

2.51

2.72

2.53
2.71
2.96
2.64
2.72

2.58
2.63

2.92
2. 56
2.72

2.90
2.54
2. 72

2. 87
2. 54
2.72

2.87
2.55
2. 71

2.87
2.53
2.70

2.90
2.54
2.69

2.91
2.54
2. 70

2.92
2.53
2.69

2.68

2.91
2.51

2.90
2. 52
2.69

2.68 2.68
2.88 2.86 2.85
2.50
2.50
2.50
2.68 2.66 2.66

2.43
2.55
2.77
2.49
2.56

2.79
2.45
2.60

2.74
2.38
2.53

2.81
2.50
2.62

2.80
2. 50
2.60

2.78
2.48
2. 59

2.80
2.47
2.58

2.76
2.44
2.56

2. 77
2.47
2. 57

2.76
2.46
2.56

2. 76
2.43
2.55

2.76
2.44
2.56

2.75
2.44
2.54

2.75
2.43
2. 54

2.73
2.44
2. 54

2.70
2.39
2.50

2.61
2.33
2.44

2.66 2.66

2.68
2. 90
2. 61

2. 69

2.74
2. 44
2.55

346

MONTHLY LABOR REVIEW, MARCH 1963
T

able

C -l. Gross hours and earnings of production workers,1 by industry—Continued
1961

1962
Industry
Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

Annual
average
1961

1960

Average weekly earnings

Manufacturing—Continued
Durable goods— Continued
Electrical equipment and supplies____
Electric distribution equipment__
Electrical industrial apparatus___
Household appliances__ ______ Electric lighting and wiring equipm ent________ ______________
Radio and TV receiving s e t s .- __
Communication equipm ent.. ___
Electronic components and accessories................
_ _________
Miscellaneous electrical equipment
and supplies___ _____________
Transportation equipment__________
Motor vehicles and equipment___
Aircraft and parts______________
Ship and boat building and repairing_______________ ______
Railroad equipment___________
Other transportation equipm ent...

$100.21
106.86
102.97
108. 62

$98. 66
104. 75
103. 65
105.41

$98. 49
104. 60
103.07
105.67

$99.22
105.22
103.98
105. 67

$97.20
102. 97
102.41
106. OS

$96. 72
103. 94
102.16
105.04

$98.16
104. 81
104. 33
105.15

$97. 68
102. 72
103. 57
103. 72

$97.44 $96.39 $95.91 $95. 91 $97.82 $94. 47 $90. 74
100. 50 99. 7C 99.1C 98.85 102.66 101. 00 97. 77
103.32 101. 59 100. 69 99. 94 102.34 99. 38 95.44
104.38 102.66 102.66 100.86 104.30 101.30 96.23

92.11 92.52 91.66 93.25 90.68 89.95 91.30 90.45 90. 68 89.02 88. 75 88.31 90.50 87.91
87.34 85. 67 87.64 89.76 87.67 85.75 87. 89 84. 32 85.72 83.46 83.46 83. 92 85.41 82. 50
108.05 106.86 107.12 107.9C 105.26 103. 94 105.47 106.66 106.40 105. 98 105. 73 105.98 107.26 102.31
83.41

82. 80

82. 4C 83.02

82.82

80. 40

76.24

111. 09 107.33 108.26 105.98 100.35 105. 41 105.92 105. 41 104.08 102.09 103.16 105. 25 106. 60

96.32

93.93

81.3fl

80.58

83.03

82.82

82.21

81.61

81.00

84. 71
80.11
98.82

81.61

129. 73 128.27 126.10 124.49 119.19 121. 93 121.09 121.96 119. 97 118. 69 117.26 118. 66 125.13 113.81 111. 52
137. 77 137.33 132. 24 131.02 121. 47 127. 25 125.38 128. 01 124. 66 121.06 119. 31 122. 60 133. 50 115. 09 115.21
123. 94 123.09 122. 80 120.38 119.11 118. 40 118. 56 118.14 118. 71 118. 58 118.29 118.43 120.13 115. 09 110.43
119. 02 115. 49 116. 06 116.35 118. 49 116.28 114. 74 113.68 111. 72 112.16 110.32 107.82 113.60 110.92 103. 75
115. 15 114. 07 115.63 118. 89 119. 99 118. 60 121. 99 122. 70 120. 99 119.29 116. 42 111.74 114. 20 108. 89 107. 86
86.94 83.85 88.07 88.78 89.01 86.24 89.24 87.33 87.91 82.18 82. 47 77.49 82. 60 83. 71 80.13
Average weekly hours

Electrical equipment and supplies____
Electric distribution equipment__
Electrical industrial apparatus___
Household appliances___________
Electric lighting and wiring equipm ent___
_____ __________
Radio and TV receiving sets_____
Communication equipment______
Electronic components and accessories_____ -- - _ _______ _ Miscellaneous electrical equipment
and supplies____ ____________
Transportation equipment__________
Motor vehicles and equipment.......
Aircraft and parts______________
Ship and boat building and
repairing___________________
Railroad equipment____________
Other transportation equipment__

40.9
41.1
40.7
41.3

40.6
40.6
40.8
40.7

40.7
40.7
40.9
40.8

41.0
41.1
41.1
40.8

40.5
40.7
40.8
40.8

40.3
40.6
40.7
40.4

40.9
41.1
41.4
40.6

40.7
40.6
41.1
40.2

40.6
40.2
41.0
40.3

40.5
40.2
40.8
40.1

40.3
39.8
40.6
40.1

40.3
39.7
40.3
39.4

41.1
40.9
41.1
40.9

40.2
40.4
40.4
40.2

39.8
40.4
40.1
39.6

40.4
39.7
41.4

40.4
39.3
41.1

40.2
40.2
41.2

40.9
40.8
41.5

40.3
40.4
40.8

39.8
39.7
40.6

40.4
40.5
41.2

40.2
39.4
41.5

40.3
39.5
41.5

40.1
39.0
41.4

39.8
39.0
41.3

39.6
39.4
41.4

40.4
40.1
41.9

39.6
39.1
40.6

39.4
38.7
40.5

40.1

40.0

40.0

40.3

39.7

39.5

40.5

40.4

40.3

40.2

39.9

40.2

40.8

40.2

39.5

42.4

41.6

41.8

41.4

40.3

41.5

41.7

41.5

41.3

41.0

41.1

41.6

42.3

39.8

39.8

43.1
44.3
42.3

42.9
44.3
42.3

42.6
43.5
42.2

42.2
43.1
41.8

41.1
40.9
41.5

41.9
42.7
41.4

41.9
42.5
41.6

42.2
43.1
41.6

41.8
42.4
41.8

41.5
41.6
41.9

41.0
41.0
41.8

41.2
41.7
41.7

43.0
44.5
42.3

40.5
40.1
41.4

40.7
41.0
40.9

40.9
39.3
39.7

40.1
39.2
39.0

40.3
39.6
40.4

40.4
40.3
41.1

41.0
40.4
41.4

40.8
39.8
40.3

40.4
40.8
41.7

40.6
40.9
41.0

39.9
40.6
40.7

40.2
40.3
38.4

39.4
39.6
38.9

38.1
38.4
36.9

40.0
39.4
38.6

39.9
38.3
39.3

39.3
38.8
38.9

Average hourly earnings
Electrical equipment and supplies___
Electric distribution equipment__
Electrical industrial apparatus___
Household appliances___________
Electric lighting and wiring equipm ent_____ _____________
Radio and TV receiving sets_____
Communication equipment___
Electronic components and accessories______________________
Miscellaneous electrical equipment
and supplies..................................

$2.45
2.60
2.53
2.63

Transportation equipment..... ........ ......
Motor vehicles and equipment___
Aircraft and parts______________
Ship and boat building and repairing______ ______________
Railroad equipment____ ________
Other transportation equipm ent...
See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

2.28

2.20

$2.43
2.58
2. 54
2. 59

$2.42
2. 57
2. 52
2. 59

$2.42
2. 56
2.53
2. 59

$2.40
2.53
2. 51
2.60

$2.40
2.56
2. 51
2.60

$2.40
2. 55
2.52
2. 59

$2.40
2.53
2.52
2.58

$2.40
2.50
2.52
2.59

$2. 38
2.48
2. 49
2.56

$2.38
2. 49
2. 48
2. 56

$2.38
2.49
2.48
2. 56

$2.38
2. 51
2.49
2.55

$2.35
2.50
2. 46
2.52

$2.28
2.42
2.38
2.43

2.29
2.18

2.28
2.18
2.60

2.28

2.25
2.17
2.58

2.26
2.16
2. 56

2.26
2.17
2.56

2.25
2.14
2. 57

2.25
2.17
2. 57

2.22

2.60

2.14
2.56

2.23
2.14
2. 56

2.23
2.13
2. 56

2.24
2.13
2. 56

2.22
2.11

2.15
2.07
2. 44

2.20

2.61

2. 60

2.08

2.07

2.06

2.06

2.05

2.04

2.05

2.05

2.04

2.03

2.03

2.03

2.03

2.00

1.93

2.62

2.58

2.59

2.56

2. 49

2.54

2.54

2.54

2.52

2.49

2. 51

2.53

2.52

2.42

2.36

3.01
3.11
2.93

2.99
3.10
2.91

2. 96
3.04
2.91

2.95
3.04

2.90
2. 97
2.87

2. 91
2.98

2.89
2. 95
2.85

2.89
2.97
2.84

2.87
2. 94
2.84

2.86 2.86 2.88

2.86

2. 91
2.83

2. 91
2.83

2.94
2.84

2. 91
3.00
2.84

2.81
2.87
2.78

2.74
2.81
2.70

2.91
2.93
2.19

2.91
2.15

2.92
2.18

2. 95
2.16

2.89
2.97
2.15

2.85
2.98
2.14

2.84
2.99
2.14

2.80
3.00
2.13

2.80
2.98
2.16

2. 79
2.96
2.14

2.12 2.10

2.80
2. 94

2.83
2.91

2. 84
2.90
2.14

2. 78
2. 83
2.13

2.64
2.78
2.06

2.88
2.88 2.88 2.88

2.52

C.—EARNINGS AND HOURS
T

able

347

C -l. Gross hours and earnings of production workers,1 by industry—Continued
1961

1962
Industry
Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb,

Jan.

Dec.

Annual
average
1961

1960

Average weekly earnings
Manufacturing—Continued
Durable goods— Continued
Instruments and related products____ $102.18 $101. 76 $100.61 $100.61 $100.04 $99. 55 $100. 94
Engineering and scientific instruments________
118.43 119. 28 119.00 118.43 118. 44 117.03 118.02
Mechanical measuring and control
101.68 100.85 99. 71 98. 8C 98. 98 99.23 98. 98
devices............... _
92.60 90.64 91.30 89.84 88.78 87.29 90. 27
Optical and opthalmic goods____
Surgical, medical, and dental
equipment________
84. 42 85.47 84. 42 85.89 85. 69 85.27 86.31
Photographic equipment and supplies______ _ __ __ _
118.02 119.14 115. OS 115.37 114.13 115. OS 116.06
83.98 83.82 83. 79 84.00 83.41 82.95 84.00
Watches and clocks____________
Miscellaneous manufacturing Industries____ ___ ______ . __
Jewelry, silverware, and plated
ware________ _________
Toys, amusement and sporting
goods___________
Pens, pencils, and office and art
materials__________
Costume jewelry, buttons, and
notions____________
Other manufacturing industries___

$99.80 $100.04 $98.42 $98. 82 $99.14 $99.95 $97.27 $93.73
115. 79 114.39 107.20 115.34 115.23 115. 51 112. 48 110.95
98. 74
89.01

98.82
89.87

98. 5S
89.01

98. OS
87. 51

98.66
87.33

99.22
90.27

95.91
87.33

92.00
81.80

85.47

85.27

84.24

83.82

84.44

84.66

82.21

80.40

116.06 116.62 117. 74 115. 7S 115. 50 116. 72 111.61 106.14
83.16 84.00 83.39 81.90 82.08 81. 77 80.58 76.83

79. 40

78.01

78.60

78.60

77.42

77.03

78.60

78.60

78. 80

79.00

77.42

77.03

78.40

75.84

74.28

93.91

90. 20

88.51

86.88

84.77

82.68

86.27

86.67

86.24

85.24

80.81

83.20

90.31

82.62

80.40

69. 92

70. 77

72.07

71. 28

70.35

69.89

70. 98

71.74

72.10

71.74

70.84

69.00

70.25

70.17

67.73

76.17

75. 98

75. 55

75. 52

74. 61

74.07

74.82

74. 58

74. 99

75.39

71.25

73.32

76.36

72.86

71.92

72.47
85.60

69. 30
84.80

70.98
85.01

71.64
85.46

71.06
84.40

72.25
83. 79

74.07
85.03

72.72
84.02

73.02
84.23

72.98
84.65

70.25
84.02

71.50
82. 97

70.56
84.02

68.60
81.78

66.13
79.99

40.4

Average weekly hours
Instruments and related products.
Engineering and scientific instruments________
Mechanical measuring and control
devices___ _____
Optical and ophthalmic goods____
Surgical, medical, and dental
equipment_____________
Photographic equipment and supplies__________________
Watches and clocks............
Miscellaneous manufacturing industries_________________
Jewelry, silverware, and plated
ware_________ ____ _____
Toys, amusement, and sporting
goods_______ ___ . . .
Pens, pencils, and office and art
materials............. . . . ..
Costume jewelry, buttons, and
notions.... .................... _
Other manufacturing industries__

41.2

41.2

40.9

40.9

41.0

40.8

41.2

40.9

41.0

40.5

40.5

40.8

41.3

40.7

41.7

42.0

41.9

41.7

42.0

41.5

42.0

41.5

41.0

38.7

40.9

41.3

41.7

40.9

41.4

41.0
41.9

40.5
41.2

40.4
41.5

40.0
41.4

40.4
41.1

40. 5
40.6

40.4
41.6

40.3
41.4

40.5
41.8

40.4
41.4

40.2
40.7

40.6
41.0

40.0
41.6

40.3
41.0

40.0
40.1

40.2

40.7

40.2

40.9

41.0

40.8

41.1

40.7

40.8

40.5

40.3

40.4

40.7

40.3

40.0

42.0
39.8

42.4
40.3

41.4
39.9

41. 5
40.0

41.5
40.1

41.7
39.5

41.9
40.0

41.6
39.6

41.8
40.0

42.2
39.9

41.8
39.0

42.0
38.9

42.6
39.5

41.8
39.5

41.3
39.0

39.7

39.6

39.9

40.1

39.7

39.3

39.9

39.9

40.0

40.1

39.1

39.1

40.0

39.5

39.3

42.3

41.0

40.6

40.6

39.8

39.0

40.5

40.5

40.3

40.4

38.3

40.0

42.8

40.3

40.2

38.0

39.1

39.6

39.6

39.3

38.4

39.0

39.2

39.4

39.2

38.5

37.5

38.6

39.2

38.7

40.3

40.2

40.4

40.3

39.9

39.4

39.8

39.8

40.1

40.1

37.7

39.0

41.5

39.6

39.3

38. 5
40.0

39.0
40.1

39.8
40.5

39.7
40.0

39.7
39.9

40.7
40.3

40.4
40.2

39.9
40.3

40.1
40.5

38.6
40.2

39.5
39.7

39.2
40.2

39.2
39.7

38.9
39.6

$2.32

39. 6
40.0

Average hourly earnings
Instruments and related products____ $2.48 $2.47 $2.46 $2.46 $2. 44
Engineering and scientific instru2.84
2.84
2.84
2.82
ments..... ........... ......... ...
2.84
Mechanical measuring and control
2. 48
2.49
2. 45
2.47
2.47
devices_________ . _
2.16
Optical and ophthalmic goods........ 2.21 2.20 2.20 2.17
Surgical, medical, and dental
2.10 2.10 2.10 2.10 2. 09
equipment________ _____
Phonographic equipment and sup2.81
2.81
2.78
2. 78 2.75
plies___________ ___________
2.10 2.10 2.08
Watches and clocks_____________ 2.11 2.08
Miscellaneous manufacturing industries____ . . . _________
Jewelry, silverware, and plated
wTare_ ______________________
Toys, amusement, and sporting
goods_______________________
Pens, pencils, and office and art
materials___ ___ _ . _________
Costume jewelry, buttons, and
notions_________ __________
Other manufacturing industries__
See footnotes at end of table


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

$2.44

$2.45

$2. 44

$2. 44

$2. 43

$2.44

$2.43

$2.42

$2.39

2.82

2.81

2. 79

2. 79

2.77

2.82

2.79

2.77

2.75

2.68

2. 45
2.15

2. 45
2.17

2.45
2.15

2. 44
2.15

2.44
2.15

2.44
2.15

2.43
2.13

2.42
2.17

2.38
2.13

2.30
2.04

2.09

2.10 2.10

2. 09

2.08

2.08

2.09

2. 08

2.04

2.01

2.76

2.77

2.79

2. 79

2.79
2.09

2.77

2.75

2.10 2.11

2.74
2.07

2.67
2.04

2. 57
1.97

2.10 2.10 2.10 2.10

2.00 1.97
2.22 2.20

1.97

1.96

1.95

1. 96

1.97

1.97

1.97

1.97

1.98

1.97

1.96

1.92

1.89

2.18

2.14

2.13

2.12

2.13

2.14

2.14

2.11 2.11

2.08

2.11

2.05

2.00

1.84

1.81

1.82

1.80

1. 79

1.82

1.82

1.83

1.83

1.83

1.84

1.84

1.82

1. 79

1. 75

1.89

1.89

1.87

1. 87

1.87

1.88 1.88 1.88

1.87

1.88

1.89

1.88

1.84

1.84

1.83

1.83
2.14

1.80

1.82

1.80

1. 79

1.82

1.80
2.09

1.83
2.09

1.82
2.09

1.82
2.09

1.81
2.09

1.80
2.09

1.75
2.06

2.02

1.82

2.12 2.12 2.11 2.11 2.10 2.11

1. 70

348

MONTHLY LABOR REVIEW, MARCH 1963
T able

C -l. Gross hours and earnings of production workers,1 by industry—Continued
1962

In d u stry
Dec.*

Nov.

Oct.

Sept.

Aug.

July

Manufacturing—Continued

June

1961
M ay

Apr.

M ar.

Feb.

Jan.

Dec.

Annual
average
1961

1960

Average weekly earnings

Nondurable goods

Food and kindred products_________
Meat products________________
Dairy products...............................
Canned and preserved food, except
meats............................... ............
Grain mill products____________
Bakery products.............................
Sugar..................... ..................... .
Confectionery and related products.
Beverages_____ __________ ___
Miscellaneous food and kindred
products___________________
Tobacco manufactures_____________
Cigarettes........... .......... ........ ........
Cigars............... .......... ..................
Textile mill products............................
Cotton broad woven fabrics_____
Silk and synthetic broad woven
fabrics...........................................
Weaving and finishing broad
woolens____________________
Narrow fabrics and small wares.......
Knitting_____________________
Finishing textiles, except wool and
knit_______________________
Floor covering______ _________
Yarn and thread______________
Miscellaneous textile goods______

$94.12 $93.52 $91.21 $92.80 $91.46 $93.66 $92.70 $92.48 $91.13 $90.45 $90.00 $90.45 $90.80 $89.16
103.50 103.58 100.86 100.04 98.42 101.68 101.26 100. 60 98.09 96.43 96.08 98. 46 99.96 97. 58
97.33 96.64 95.79 98.01 95.63 98.08 96.54 95.63 94.53 94.53 93.66 93.66 93.04 92.65
71.97 70.88 72.96 79.07 76.00 75.81 71.06 74.69 75.04 72.56 71.42 71.43 69.75
106.18 106.65 104.41 105.33 103. 51 104.20 101.47 99.01 99.39 98.95 100.30 100.97 101.89
91.88 93.20 91.71 93.48 92.21 92.89 92. 66 91.35 89. 65 89.20 88.58 87. 69 89.47
100. 56 101. 23 91.76 108.36 108.88 111.02 112. 40 104.08 102.01 98.60 97.04 100.22 98.28
77.39 77.18 78.14 79.71 77. 78 75.86 76.82 76.63 74.68 75.83 74.86 73.88 74.00
104.01 103.88 103.46 105.30 104.30 107.94 104.81 103.02 101.75 100.98 98.53 96.89 100.84
92. 66
74.66
9ô. 53
58.67
68.45
67.49

92.00
72.35
95.94
61.23
68.45
67.16

90.50
68.17
86. 56
60.60
68.45
67.16

91.37
70.72
93.03
59.82
67. 54
65.27

91.38
68.04
89.38
59.28
68. 21
66.99

91.59
73.28
88.01
55.18
68. 21
66.99

90.10
76.03
91.31
57. 56
69.46
67.65

$86.30
94.83
89.68

71.04
99.46
87.64
97.65
73.23
99.85

68.71
94.15
83.81
93.70
69.34
96.72

89.68
75.65
91.77
56.06
69.12
67.49

88.41
74.10
90.00
55.85
68.38
67.24

89.45
72.01
87.17
56. 76
68. 54
67. 57

89.45
68.82
84.67
55. 57
66.83
65.44

88.82
66.25
79.92
55.63
66.17
64. 55

88.58
72.98
91.43
58.29
67.82
65.99

87.13
69.03
85.72
56.02
65.04
63.20

83.95
64.94
80.29
53.86
63.60
62.56

74.99

74.47

74.47

73.35

74.04

73.53

75.17

73.70

72.76

72.16

70.81

71.31

72.91

68.72

68.31

74.80
70. 69
60.48

73.67
70.07
61.82

74.44
70.07
61.99

76.80
71.45
62.15

77.96
70. 76
62.08

79.06
71.10
62.24

80.89
72.98
62.56

80.41
70.93
62.24

78.62
71.28
61.76

77.11
71.21
61.60

75.90
69.49
60.42

74.76
70.86
58.99

73.99
70. 79
61.53

72.28
68.11
59.21

69.83
66.07
56.93

80.22
76.86
61.14
80. 93

80.04
77.33
61.69
81.12

77.98
76. 72
62.00
79.73

76. 59
75. 58
61.85
79.32

75.26
74. 45
62. 52
78. 72

76.04
71.10
62. 22
80.10

79.00
71.81
63.29
78.31

76.99
72. 51
61.61
76.33

75. 48
70. 62
61.00
76. 55

77.47
76.01
62. 51
78. 66

74.70
72.04
59. 55
75.36

71.73
70.62
58.05
73.60

41.1
41.4
42.5

41.2
41.6
42.2

40.9
41.0
42.2

41.8
41.0
42.8

41.2
40.5
42.5

80. 97 79. 55 79.79
73. 69 72.16 70. 75
63. 55 63.24 62. 99
80.67 79.52 77.74
Average weekly hours
42.0
41.2
41.1
40.5
41.5
41.5
41.4
40.2
43.4
43.1
42.5
42.2

40.2
39.2
42.2

40.0
38.9
42.0

40.2
39.7
42.0

40.9
40.8
42.1

40.9
41.0
42.5

40.9
40.7
42.3

37.1
44.8
40.3
45.5
40.1
39.7

37.5
45.0
40.7
45.6
40.2
39.8

38.4
45.2
40.4
40.6
40.7
40.1

41.4
45.4
41.0
42.0
41.3
40.5

40.0
45.4
40.8
42.2
40.3
40.9

41.2
45.7
41.1
42.7
38.9
42.0

37.4
45.3
41.0
42.9
39.6
41.1

38.5
44.2
40.6
41.3
39.5
40.4

37.9
43.4
40.2
41.3
39.1
39.9

37.4
43.4
40.0
39.6
39.7
39.6

37.2
43.8
39.9
40.1
39.4
39.1

37.4
43.9
39.5
43.2
39.3
38.6

37.3
44.3
40.3
46.8
40.0
39.7

38.4
44.8
40.2
43.4
39.8
40.1

38.6
44.2
40.1
44.2
39.4
40.3

43.3
39.5
41.0
38.1
40.5
40.9

43.6
38.9
41.0
39.0
40.5
40.7

43.3
40.1
37.8
38.6
40.5
40.7

43.1
41.6
40.1
38.1
40.2
39.8

42.7
37.8
39.2
38.0
40.6
40.6

42.8
37.2
38.6
35.6
40.6
40.6

42.3
38.4
39.7
36.9
41.1
41.0

42.3
38.4
39.9
36.4
40.9
40.9

42.3
38.0
39.3
36.5
40.7
41.0

42.8
37.7
38.4
37.1
40.8
41.2

42.8
37.4
37.8
36.8
40.5
40.9

42.7
36.6
36.0
36.6
40.1
40.6

43.0
40.1
41.0
38.1
41.1
41.5

42.5
39.0
39.5
37.6
39.9
40.0

42.4
38.2
38.6
37.4
39.5
40.1

43.1

42.8

42.8

42.4

42.8

42.5

43.2

42.6

42.3

42.2

42.4

42.7

43.4

41.4

41.4

41.1
41.1
37.8

40.7
40.5
38.4

40.9
40.5
38.5

42.2
41.3
38.6

42.6
40.9
38.8

43.2
41.1
38.9

44.2
41.7
39.1

43.7
41.0
38.9

43.2
41.2
38.6

42.6
41.4
38.5

42.4
40.4
38.0

42.0
41.2
37.1

41.8
41.4
38.7

41.3
40.3
38.2

40.6
39.8
37.7

42.9
42.7
39.7
41.5

42.8
43.2
39.8
41.6

41.7
43.1
40.0
41.1

41.4
42.7
39.9
41.1

40.9
42.3
40.6
41.0

41.1
40.4
40.4
41.5

42.3
41.2
40.8
40.6

41.7
39.9
40.4
40.5

42.8
42.7
41.4
41.4

41.5
40.7
39.7
40.3

40.3
39.9
38.7
40.0

Food and kindred products_________ $2.29
Meat products_________________ 2.50
Dairy products................................. 2.29
Canned and preserved food, except
meats_________ _____________
1.94
Grain mill products_____________ 2.37
Bakery products_____ __________ 2.28
Sugar_________________________ 2.21
Confectionery and related products. 1.93
Beverages_____________________ 2.62
Miscellaneous food and kindred
products____________________
2.14
Tobacco manufactures______________ 1.89
Cigarettes_____________________ 2.33
Cigars______________________ _
1.54
Textile mill products_______________ 1.69
Cotton broad woven fabrics______ 1.65
Silk and synthetic broad woven
fabrics..___ ________________
1.74
Weaving and finishing broad
woolens.................................... ...... 1.82
Narrow fabrics and small wares___
1.72
Knitting.............. ............................. 1.60
Finishing textiles, except wool and
knit________________________
1.87
Floor covering_________________
1.80
Yarn and thread_____________ HI 1.54
Miscellaneous textile goods_______ 1.95
See footnotes at end of table;

$2.27
2.49
2.29

$2.23
2.46
2.27

$2.22
2.44
2.29

$2.22
2.43
2.25

43.3
43.0
42.9
42.7
41.4
41.0
40.2
40.8
41.0
40.8
40.9
41.1
41.2
41.8
40.7
41.0
Average hourly earnings
$2.23 $2. 25 $2. 25 $2.25 $2.25
2. 45
2.44
2.43
2.44
2.46
2.26
2.24
2.25
2.24
2.24

$2.25
2.47
2.23

$2.25
2.48
2.23

$2. 22
2.45
2.21

$2.18
2.38
2.18

$2.11
2.33
2.12

1.89
2.37
2.29
2.22
1.92
2.61

1.90
2.31
2.27
2.26
1.92
2.58

1.91
2.32
2.28
2.58
1.93
2.60

1.90
2.28
2. 26
2.58
1.93
2. 55

1.84
2.28
2. 26
2.60
1.95
2. 57

1.90
2.24
2. 26
2.62
1.94
2.55

1.94
2.24
2. 25
2. 52
1.94
2.55

1.98
2.29
2.23
2.47
1.91
2. 55

1.94
2.28
2.23
2.49
1.91
2.55

1.92
2.29
2.22
2.42
1.90
2. 52

1.91
2.30
2.22
2.32
1.88
2. 51

1.87
2.30
2.22
2.10
1.85
2.54

1.85
2.22
2.18
2.25
1.84
2.49

1.78
2.13
2.09
2.12
1.76
2.40

2.11
1.86
2.34
1.57
1.69
1.65

2.09
1.70
2.29
1.57
1.69
1.65

2.12
1.70
2.32
1.57
1.68
1.64

2.14
1.80
2.28
1.56
1.68
1.65

2.14
1.97
2.28
1.55
1.68
1.65

2.13
1.98
2.30
1. 56
1.69
1.65

2.12
1.97
2.30
1.54
1.69
1.65

2.09
1.95
2.29
1.53
1.68
1.64

2.09
1.91
2.27
1. 53
1.68
1.64

2.09
1.84
2.24
1.51
1.65
1.60

2.08
1.81
2.22
1.52
1.65
1.59

2.06
1.82
2.23
1.53
1.65
1.59

2.05
1.77
2.17
1.49
1.63
1.58

1.98
1.70
2.08
1.44
1.61
1.56

F o o d a n d k in d r e d p r o d u c ts ____________
M e a t p r o d u c ts ______________________
D a ir y p r o d u c ts ........ ..................................
C a n n e d a n d p re se r v e d food , e x c e p t
m e a t s . . . _______________ _______ _
G r a in m ill p r o d u c ts ________________
B a k e r y p r o d u c ts ........................................
S u g a r ................................................................
C o n fe c tio n e r y an d r e la te d p r o d u c ts .
B e v e r a g e s ___________________________
M isc e lla n e o u s food a n d k in d r e d
p r o d u c ts .................................................
T o b a c c o m a n u fa c tu r e s __________________
C ig a r e tte s ______ ____________________
C ig a r s ............................................. .................
T e x tile m ill p r o d u c ts______ ____________
C o tto n b road w o v e n fa b rics________
S ilk a n d s y n t h e t ic b ro a d w o v e n
fa b r ic s ____________________________
W e a v in g a n d
fin is h in g
b road
w o o le n s ............. .............................. ..........
N a r r o w fab ric s a n d sm a ll w a r e s ____
K n it t in g ____________________________
F in is h in g te x tile s , e x c e p t w o o l a n d
k n it _______________________________
F lo o r c o v e r in g ______________________
Y a r n an d th r e a d ____________________
M is c e lla n e o u s te x tile g o o d s ________


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

1.74

1.74

1.73

1.73

1.73

1.74

1.73

1.72

1.71

1.67

1.67

1.68

1.66

1.65

1.81
1.73
1.61

1.82
1.73
1.61

1.82
1.73
1.61

1.83
1.73
1.60

1.83
1.73
1.60

1.83
1.75
1.60

1.84
1.73
1.60

1.82
1.73
1.60

1.81
1.72
1.60

1.79
1.72
1.59

1.78
1.72
1.59

1. 77
1.71
1.59

1.75
1.69
1.55

1.72
1.66
1.51

1.87
1. 79
1.55
1. 95

1.87
1.78
1.55
1.94

1.85
1.77
1.55
1.93

1.84
1.76
1.54
1.92

1.85
1.76
1.54
1.93

1.87
1.78
1.55
1.93

1.85
1.76
1.55
1.93

1.86
1.76
1.54
1.91

1.85
1.76
1.54
1.91

1.82
1.76
1.51
1.88

1.81
1.77
1.51
1.89

1.81
1.78
1.51
1.90

1.80
1.77
1.50
1.87

1.78
1.77
1.50
1.84

C.—EARNINGS AND HOURS
T able

349

C -l. Gross hours and earnings of production workers,1 by industry—Continued
1962

1961

Industry
Dec.2 Nov.

Oct.

Sept.

Aug.

July

Manufacturing—Continued
Nondurable goods—Continued
Apparel and related products..............
Men’s and boys’ suits and coats...
Men’s and boys’ furnishings.........
Women’s, misses’, and juniors’
outerwear.....................................
Women’s and children’s undergar­
ments_____________________
Hats, caps, and millinery_______
Girls’ and children’s outerwear__
Fur goods and miscellaneous ap­
parel.............................................
Miscellaneous fabricated textile
products______ ____________
Paper and allied products__________
Paper and pulp_______________
Paperboard....................... .......... .
Converted paper and paperboard
products__________ ____ ___
Paperboard containers and boxes..
Printing, publishing, and allied indus­
tries_________________________
Newspaper publishing and printing.
Periodical publishing and printing.
Books......................................... .
Commercial printing......................
Bookbinding and related industries.
Other publishing and printing in­
dustries.......................................
Apparel and related products................
M en’s and boys’ suits and coats__
Men’s and boys’ furnishings...........
Women’s, misses’, and juniors’
outerwear_____________ ______
Women’s and children’s under­
garments____________________
Hats, caps, and millinery...... ..........
Girls’ and children’s outerwear___
Fur goods and miscellaneous ap­
parel.................................... ..........
Miscellaneous fabricated textile
products..................... ....................
Paper and allied products......................
Paper and pulp________________
Paperboard____________________
Converted paper and paperboard
products____________________
Paperboard containers and boxes...
Printing, publishing, and allied indus­
tries____________________________
Newspaper publishing and printing.
Periodical publishing and printing.
Books________________________
Commercial printing........................
Bookbinding and related indus­
tr ie s ...............................................
Other publishing and printing in­
dustries_____________________


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

May

Apr.

Mar.

Feb.

Jan.

Dec.

1961

1960

Average weekly earnings
$59.95 $60.62 $59.95 $61.32
72.93 72. 54 71.57 74. OS
52. 9. 53.77 53.77 54.48
62.79 63.17 62.32 65.23
55.33 57.22 56.92 57.07
65. U 62.46 63. 68 66.79
52.65 53. 61 53.35 54.72
64.26

64.79

63.89

64.05

64.73 64.90
104.68 103. 28
115.46 114.23
118.82 115.01

64.68
103. 28
113.45
113.45

63.96
104.49
114. 06
116.77

92.57
94.24
109.62
114. 95
114.40
100.04
110. 83
86.63

$62.16 $60.76 $61. OS $60. 58 $60. 96 $61.48 $59.95 $57.62
73.89 73.5; 74.0! 73.5( 72.17 71.39 69.67 68.68
54.81 53.58 54.95 53.58 53.30 53.82 53.39 49. 70
67.16 65.74 63.64 64.73 66.72 66.85 64.41 61.48
56. 47 55.12 55.02 54.77 55.39 55. 69 54.11 52.74
69.00 68.26 65.70 61.6( 66.07 68.6; 66.8( 63. 55
55.69 55.63 56.30 54.51 54.36 55.94 55.18 53.96
62.59

63.70

61.23

63.71
101.34
111.1C
112.46

90.20 90.42 91.52 91.10
94. 05 95.15 97.13 94. 73
108.49
113. 04
111.83
97.64
110.37
85.19

107.82
111.08
114.11
98.11
109. 70
85.63

109. 62
111.38
118.55
102.16
111.11
88.53

35.9
37.4
37.0

36.3
37.2
37.6

35.9
36.7
37.6

62.29

63.03 61.38 63.96
103.82 103.58 102.96
113.36 114.58 112. 75
117. 64 116. 59 115.58

108. 29
109.99
115. 83
101.18
110. 54
87.30

111.46 110.01 108. 77 110. 21 109.35
36.5
37.8
38.1

37.0
37.7
38.6

$59. 95 $57. 70 $56. 45
71.78 67.78 68.27
53.25 49.87 48.55
63.08

61.61

58.76

55.63
64.08
52.85

53.87
63.19
52.75

51.91
60.54
51. 54

62. 47 62.78 61.06 61.08 65.16 60.86 58.74
61.92 62.04 61.09 60.82 63.34 61.45 60.48
101.10 101.15 100.01 100.20 101.91 99.45 95.37
110. 85 110. 93 110.93 110.85 111.69 109.69 105.46
112.46 112.01 110.56 111. 51 113.48 109.44 105.16
89.60 90.69 89.60 89.40 88.97 88.32 88.32 91.79 87.13 83.23
94.05 94.08 92.74 91.88 92.77 90.17 89.95 92.18 90.47 86.10
107.34 107.62 107.90 107. 90 107.42 106. 68 105.36 107.97 105.05 102.80
109. 87 110.23 110.9C 110.23 107. 28 107.40 106. 68 112.04 107. 38 105.33
111. 95 114.62 108. 58 110.15 111. 44 109.09 110.09 109. 20 110.09 109.18
98.64 100.06 101. 75 99. 54 101.68 99.94 99.60 99.54 99.06 95.82
109.87 109.87 109. 87 110.04 110. 21 108. 70 106.81 109.30 106. 20 103.88
84.75 85.31 86.36 85. 58 84.92 83.82 83.82 84.42 82.13 78.87
110.11 110.11 109.16 110.88 111.84 111.94 110. 59 111.15 108.19 106.37
Average weekly hours
36.6 36.8 36.5 36.5 36.6 35.9 34.5 35.9 35.4
35.5
38.1 37.8 37.5 37.2 36.8 36.1 35.4 37.0 35.3
36.9
38.0 38.7 38.0 37.8 37.9 37.6 35.0 37.5 36.4
36.5

33.4

33.6

32.8

33.8

34.8

34.6

34.4

34.8

35.3

35.0

33.9

32.7

33.2

33.3

33.2

36.4
36.8
35.1

37.4
34.7
35.5

37.2
34.8
35.1

37.3
36.3
36.0

37.4
37.5
36.4

36.5
36.5
36.6

36.2
36.5
36.8

35.8
35.0
36.1

36.2
36.3
36.0

36.4
37.3
36.8

35.6
36.5
36.3

34.7
35.5
35.5

36.6
36.0
35.0

36.4
35.7
35.4

35.8
35.2
35.3

36.1

36.4

36.3

36.6

36.6

35.8

36.4

35.6

35.9

36.5

35.5

34.9

36.4

35.8

35.6

38.3
42.9
43.9
44. 5

38.4
42.5
43.6
43.4

38.5
42.5
43.3
43.3

38.3
43.0
43.7
44.4

38.2
42.9
43.6
44.9

37.2
42.8
43.9
44.5

38.3
42.9
43.7
44.8

37.7
42.4
43.4
44.1

37.3
42.3
43.3
44.1

37.6
42.5
43.5
44.1

36.8
42.2
43.5
43.7

36.2
42.1
43.3
43.9

37.7
43.0
43.8
44.5

37.8
42.2
43.4
43.1

41.7
41.7

41.0
41.8

41.1
42.1

41.6
42.6

41.6
42.1

41.1
41.8

41.6
42.0

41.1
41.4

41.2
41.2

41.0
41.6

40.7
40.8

40.7
40.7

42.3
41.9

37.7
42.5
43.7
43.6
41.1
41.5

38.6
37.2
40.0
39.7
39.3

38.2
36.7
39.1
38.9
39.0

38.1
36.3
39.9
39.4
38.9

38.6
36.4
40.6
40.7
39.4

38.4
36.3
40.5
40.8
39.2

38.2
36.5
39.7
39.3
39.1

38.3
36.5
40.5
40.0
39.1

38.4
36.6
39.2
40.7
39.1

38.4
36.5
39.2
40.3
39.3

38.5
36.0
39.8
41.0
39.5

38.1
35.8
39.1
40.3
39.1

37.9
35.8
39.6
40.0
38.7

38.7
37.1
39.0
40.3
39.6

38.2
36.4
39.6
40.6
38.9

38.5
36.7
39.7
40.6
39.2

38.7

38.6

38.9

38.9

38.6

38.1

38.1

38.2

38.2

38.1

38.1 38.5 38.3 38.5 38.7
Average hourly earnings
$1. 68 $1.66 $1.66 $1.66 $1.67 $1.68
1.96 1.93 1.96 1.96 1.94 1.94
1.42 1.41 1.42 1.41 1.41 1.42
1.93 1.90 1.85 1.86 1.89 1.90

38.6

38.4

39.0

38.5

38.4

$1.67 $1.67
1.94 1.94
1. 42 1.42

$1.63
1.92
1.37

$1.59
1.85
1.33

38.5

38.2

38.4

39.7

39.6

38.7

38.6

38.3

38.4

38.1

$1.67 $1.67
1.95 1.95
1.43 1.43

$1.68
1.96
1.43

Apparel and related products________ $1.67
Men’s and boys’ suits and coats__ 1.95
M en’s and boys’ furnishings........... 1.43
Women’s, misses’, and juniors’
outerwear___________________
1.88
Women’s and children’s under­
garments____________________ 1.52
Hats, caps, and millinery________ 1.77
Girls’ and children’s outerwear___ 1.50
Fur goods and miscellaneous ap­
parel............ .................................. 1.78
Miscellaneous fabricated textile
products____________________
1.69
Paper and allied products___________ 2.44
Paper and pulp________________ 2.63
Paperboard___________ ________ 2.67
Converted paper and paperboard
products____________________
2.22
Paperboard containers and boxes... 2. 26
Printing, publishing, and allied indus­
tries........................................................ 2.84
Newspaper publishing and printing. 3.09
Periodical publishing and printing. 2.86
Books________________________ 2.52
Commercial printing_______ ____ 2. 82
Bookbinding and related industries. 2.25
Other publishing and printing in­
dustries_____________________
2.88

Bee footnotes at end of table

June

Annual
average

1.88

1.90

1.93

1.53
1.80
1.51

1.53
1.83
1.52

1.53
1.84
1.52

1.51
1.84
1.53

1. 51
1.87
1.52

1.52
1.80
1.53

1.53
1.76
1.51

1.53
1.82
1.51

1.53
1.84
1.52

$1.67
1.93
1.42

40.8
41.0

1.90

1.88

1.90

1.85

1.77

1.52
1.83
1.52

1.52
1.79
1.52

1.52
1.78
1.51

1.48
1.77
1.49

1.45
1.72
1.46

1.78

1.76

1.75

1.71

1.74

1.75

1.72

1.74

1.72

1.72

1.75

1.79

1.70

1.65

1.69
2.43
2.62
2. 65

1.68
2.43
2.62
2.62

1.67
2.43
2.61
2.63

1.65
2. 42
2.60
2.62

1. 65
2.42
2.61
2.62

1.67
2.40
2. 58
2.58

1.69
2.39
2.56
2.55

1.66
2.39
2.56
2.55

1.65
2.38
2. 55
2.54

1.66
2.37
2.55
2.53

1.68
2.38
2. 56
2. 54

1.68
2.37
2. 55
2.55

1.63
2.34
2.51
2.51

1.60
2.26
2.43
2.44

2. 20
2.25

2.20
2.26

2.20
2.28

2.19
2.25

2.18
2.25

2.18
2.24

2.18
2.24

2.17
2.23

2.17
2.23

2.17
2.21

2.17
2.21

2.17
2.20

2.12
2.18

2.04
2.10

2.84
3.08
2.86
2.51
2.83
2.23

2. 83
3. 06
2. 86
2.49
2.82
2.23

2. 84
3.06
2.92
2.51
2.82
2.23

2.82
3.03
2.86
2.48
2.82
2.21

2.81
3.01
2.82
2.51
2.81
2.19

2.81
3.02
2.83
2. 50
2.81
2.21

2.81
3.03
2.77
2.50
2.81
2.22

2.81
3.02
2.81
2.47
2.80
2.20

2.79
2.98
2.80
2.48
2.79
2.20

2.80
3.00
2. 79
2.48
2.78
2.20

2.78
2.98
2.78
2.49
2. 76
2.20

2.79
3.02
2.80
2.47
2.76
2.21

2.75
2.95
2.78
2.44
2.73
2.15

2.67
2.87
2.75
2.36
2.65
2.07

2.85

2.84

2.87

2.87

2.89

2.86

2.85

2.88

2.89

2.90

2.88

2.85

2.81

2. 77

MONTHLY LABOR REVIEW, MARCH 1963

350

T able C -l. Gross hours and earnings of production workers,1 by industry—Continued
1961

1962

A nnual
average

In d u stry
D ecA

N ov.

O ct.

S ep t.

A ug.

June

J u ly

M ay

A p r.

M ar.

F eb.

Jan.

D ec.

1961

1960

A v e r a g e w e e k l y e a r n in g s
N o n d u r a b l e g o o d s— C o n t i n u e d
C h e m i c a l s a n d a l li e d p r o d u c t s . . ................ $ 1 1 2 .1 7 $ 1 1 1 .3 7 $110. 95 $1 1 0 .8 1 $ 1 1 0 .1 2 $ 1 1 0 .8 1 $ 1 1 1 .1 9 $109. 52 $ 1 0 8 .8 4 $ 1 0 8 .0 5 $ 1 0 8 .4 7 $109. 56 $ 1 0 8 .9 9 $ 1 0 6 .8 1 $ 1 0 3 .2 5
1 2 7 .2 6 126. 65 1 2 6 .0 5 1 2 5 .5 2 1 2 4 .0 9 1 2 4 .8 0 1 2 5 .1 6 123. 73 1 2 3 .4 3 1 2 2 .4 3 122. 72 1 2 4 .6 2 1 2 3 .1 9 1 2 0 .9 3 11 7 .3 1
I n d u s t r i a l c h e m i c a l s _________________
P la s tic s a n d s y n th e tic s , ex c ep t
1 1 1 .6 1 109. 8 f 109. 5t 110. 24 110. 24 111.41 1 1 2 .5 2 1 0 9 .6 2 109. 62 108. 9-i 1 1 0 .0 4 1 1 0 .4 6 110. 56 107. 74 1 0 4 .1 7
g l a s s ______________________________ . .
93. 96
9 0 .6 8
96. 52
9 6 .8 7
97. 58
9 7 .8 2
9 7 .1 0
98. 57
9 7 .9 2
9 8 .8 8
9 8 .1 6
98. 2;
101. 02 1 0 0 .1 2 1 0 0 .1 9
D r u g s . . . ______ __________________ _____
9 4 .7 7
98. 98
S o a p , c le a n e r s , a n d t o i l e t g o o d s . . . 103. 98 103. 98 1 0 3 .4 8 105. 32 1 0 3 .9 8 103. 79 103. 73 1 0 1 .5 0 1 0 1 .5 9 100. 53 1 0 0 .7 8 1 0 1 .3 4 1 0 1 .2 7
P a i n t s , v a r n i s h e s , a n d a l li e d p r o d 9 5 .6 5
9 9 .4 7
9 8 .2 5
98. 65
9 8 .6 5
u c t s ____________________________ _____
102. 06 101. 66 100. 75 101. 75 102. 31 102. Of 104. 25 1 0 5 .0 0 1 0 2 .4 2 100.01
8 4 .1 5
8 2 .3 7
8 7 .1 4
8 5 .8 0
86. 25
8 4 .4 6
8 7 .1 2
87. 77
92. 57
88. 2C
9 0 .3 1
86. 72
8 9 .6 8
A g r i c u lt u r a l c h e m i c a l s ..............................
89. 46
9 0 .7 3
9 7 .0 6
O th e r c h e m i c a l p r o d u c t s ____________
1 0 7 .3 6 105. 66 105. 57 1 0 6 .1 7 1 0 5 .0 8 1 0 4 .4 2 104. 75 1 0 3 .0 9 1 0 2 .6 7 1 0 2 .0 9 1 0 1 .4 3 102. 75 1 0 2 .8 4 1 0 1 .1 9
P e t r o l e u m r e f i n i n g a n d r e la t e d I n d u s t r i e s _______________________________________
P e t r o l e u m r e f i n i n g ___________________
O th e r p e t r o l e u m a n d c o a l p r o d u c t s .

1 2 6 .3 8
1 3 2 .1 6
1 0 4 .1 7

127. 71
132. 57
1 0 8 .0 3

127. IS
1 3 0 .8 8
1 1 3 .4 8

131. OS
135. 24
115. 57

1 2 6 .3 5
1 2 9 .3 4
1 1 3 .4 0

129.41
133. 54
113. 70

127. 68
131. 65
111. 95

1 2 6 .0 5
1 3 0 .6 0
1 0 6 .2 7

125. 55
129. 97
104. 73

123. 32
1 2 7 .5 8
103. 49

1 2 3 .0 2
12 8 .6 1
97. 77

128. 44
1 3 5 .1 4
98. 15

123. 62
129. 34
9 7 .4 4

1 2 4 .4 2
129. 24
1 0 2 .1 0

1 1 8 .7 8
1 2 3 .2 2
9 9 .2 6

R ubber
and
m is c e ll a n e o u s p l a s t i c
p r o d u c t s _______________________ ________ _
T i r e s a n d i n n e r t u b e s ________________
O t h e r r u b b e r p r o d u c t s ______________
M i s c e l l a n e o u s p l a s t i c p r o d u c t s ...........

103. 00
134. 55
9 7 .4 7
8 6 .1 0

101. 84
1 3 2 .7 5
96. 59
8 5 .2 6

1 0 1 .0 2
1 3 2 .1 1
9 5 .3 0
8 5 .4 8

101. 76
131. 78
9 6 .4 6
8 6 .5 3

1 0 1 .0 2
131. 70
9 4 .4 2
85. 28

1 0 1 .8 4
1 3 6 .8 3
93. 90
8 5 .8 9

1 0 4 .5 8
13$. 13
98. 05
87. 36

1 0 1 .1 9
1 3 0 .1 9
96. 05
8 5 .9 0

9 9 .6 3
1 2 5 .8 3
9 5 .1 7
8 5 .0 8

9 8 .2 5
122. 45
9 4 .0 7
8 5 .0 8

9 7 .2 8
121. 52
92. 69
8 4 .0 5

9 9 .3 1
1 2 7 .2 6
9 4 .4 8
8 3 .8 4

1 0 2 .8 3
1 3 7 .0 6
95. 87
84. 05

96. 72
1 2 1 .8 8
91. 53
8 2 .8 2

92. 97
1 1 6 .3 3
8 7 .8 2
7 9 .4 0

L e a t h e r a n d l e a t h e r p r o d u c t s ___________
L e a t h e r t a n n i n g a n d f i n i s h i n g ............
F o o t w e a r , e x c e p t r u b b e r ........ ........... ..
O th e r l e a t h e r p r o d u c t s ______________

6 4 .8 4
88. 40
6 2 .4 6
62. 58

6 2 .6 3
88. 44
5 9 .3 0
61. 79

64. 36
8 8 .2 6
6 1 .6 9
6 2 .7 5

6 5 .5 3
87. 82
63. 67
6 2 .3 7

65. 84
85. 89
6 4 .4 6
62. 21

6 5 .8 8
88. 70
6 4 .0 1
6 3 .0 8

03. 98
88. 29
61. 60
6 1 .5 5

63. 81
8 6 .8 0
6 1 .3 2
6 2 .3 7

6 5 .3 6
85. 57
6 3 .1 7
6 3 .2 0

6 4 .9 8
8 6 .4 0
6 3 .2 9
6 2 .0 4

6 6 .1 8
86. 55
6 4 .4 1
6 2 .3 7

6 6 .1 8
8 8 .1 0
6 3 .9 1
6 3 .5 3

62. 83
8 4 .3 5
6 0 .1 5
6 1 .0 7

60. 52
8 1 .7 4
5 8 .0 4
5 8 .6 2

64.
87.
60.
64.

03
78
67
05

A v e r a g e w e e k ly h o u rs
4 1 .7
4 2 .0

4 1 .4
4 1 .8

4 1 .4
4 1 .6

4 1 .5
4 1 .7

4 1 .4
4 1 .5

4 1 .5
4 1 .6

4 1 .8
4 2 .0

4 1 .8
4 1 .8

4 1 .7
4 1 .7

4 1 .4
4 1 .5

4 1 .4
4 1 .6

4 1 .5
4 2 .1

4 1 .6
4 1 .9

4 1 .4
4 1 .7

4 1 .3
4 1 .6

4 1 .8
4 1 .4
4 1 .1

4 1 .3
41 . z
4 1 .1

4 1 .2
4 1 .4
4 0 .9

4 1 .6
4 0 .9
4 1 .3

4 1 .6
4 1 .1
4 1 .1

4 2 .2
4 0 .8
4 0 .7

4 2 .3
4 1 .2
4 1 .0

4 2 .0
4 0 .9
4 0 .6

4 2 .0
4 0 .8
4 0 .8

4 1 .9
4 0 .7
4 0 .7

4 2 .0
4 1 .0
4 0 .8

4 2 .0
41. 1
4 0 .7

4 2 .2
4 0 .9
4 1 .0

41. 6
4 0 .5
4 0 .9

41. 5
4 0 .3
4 0 .5

4 0 .5
4 2 .2
4 2 .1

4C. 5
4 2 .0
4 1 .6

4 0 .3
4 2 .5
4 1 .4

4 0 .7
4 2 .6
4 1 .8

4 1 .1
4 1 .1
4 1 .7

4 1 .0
4 2 .2
4 1 .6

4 1 .7
4 2 .4
4 1 .9

4 2 .0
4 5 .6
4 1 .4

4 1 .3
4 4 .0
4 1 .4

4 0 .5
4 2 .9
4 1 .0

4 0 .1
4 2 .7
4 0 .9

4 0 .1
4 0 .8
4 1 .1

4 0 .6
4 2 .3
4 1 .3

4 0 .6
4 2 .5
4 1 .3

4 0 .7
4 2 .9
4 1 .3

P e t r o l e u m r e f i n i n g a n d r e la t e d i n d u s t r i e s _______________________________________
P e t r o l e u m r e f i n i n g ___________________
O th e r p e tr o le u m a n d c o a l p r o d u c ts .

4 1 .3
4 1 .3
4 1 .5

4 1 .6
4 1 .3
4 2 .7

4 1 .7
4 0 .9
4 4 .5

4 2 .7
4 2 .0
4 5 .5

4 1 .7
4 0 .8
4 5 .0

4 2 .3
4 1 .6
4 5 .3

4 2 .0
4 1 .4
4 4 .6

4 1 .6
4 1 .2
4 3 .2

4 1 .3
4 1 .0
4 2 .4

4 0 .7
4 0 .5
4 1 .9

4 0 .6
4 0 .7
4 0 .4

4 1 .7
4 2 .1
3 9 .9

4 0 .8
4 0 .8
4 0 .6

4 1 .2
4 0 .9
4 2 .9

4 1 .1
4 0 .8
4 2 .6

R ubber
and
m is c e lla n e o u s
p la s tic
p r o d u c t s _____________ ____________________
T i r e s a n d i n n e r t u b e s ________________
O th e r r u b b e r p r o d u c t s _______________
M is c e ll a n e o u s p l a s t i c p r o d u c t s ...........

4 1 .2
4 1 .4
4 1 .3
4 1 .0

4 0 .9
4 1 .1
4 1 .1
4 0 .6

4 0 .9
4 0 .9
4 0 .9
4 0 .9

4 1 .2
4 0 .8
4 1 .4
4 1 .4

4 0 .9
4 0 .9
4 0 .7
4 1 .0

4 0 .9
4 2 .1
4 0 .3
4 0 .9

4 2 .0
4 2 .5
4 1 .9
4 1 .8

4 1 .3
4 1 .2
4 1 .4
4 1 .3

4 1 .0
4 0 .2
4 1 .2
4 1 .3

4 0 .6
3 9 .5
4 0 .9
4 1 .1

4 0 .2
3 9 .2
4 0 .3
4 0 .8

4 0 .7
4 0 .4
4 0 .9
4 0 .7

4 1 .8
4 3 .1
4 1 .5
4 1 .0

4 0 .3
3 9 .7
4 0 .5
4 0 .6

3 9 .9
3 9 .3
4 0 .1
4 0 .1

L e a t h e r a n d l e a t h e r p r o d u c t s . _________
L e a t h e r t a n n i n g a n d f i n i s h i n g ______
F o o t w e a r , e x c e p t r u b b e r ____________
O th e r l e a t h e r p r o d u c t s ______________

3 7 .7
4 0 .0
3 7 .4
3 7 .7

3 6 .8
3 9 .9
3 5 .9
3 7 .9

3 6 .2
4 0 .2
3 5 .3
3 7 .0

3 7 .2
4 0 .3
3 6 .5
3 7 .8

3 8 .1
4 0 .1
3 7 .9
3 7 .8

3 8 .5
3 9 .4
3 8 .6
3 7 .7

3 8 .3
4 0 .5
3 8 .1
3 8 .0

3 7 .2
4 0 .5
3 6 .7
3 7 .3

3 7 .1
4 0 .0
3 6 .5
3 7 .8

3 8 .0
3 9 .8
3 7 .6
3 8 .3

3 8 .0
4 0 .0
3 7 .9
3 7 .6

3 8 .7
3 9 .7
3 8 .8
3 7 .8

3 8 .7
4 0 .6
38. 5
3 8 .5

3 7 .4
3 9 .6
3 6 .9
3 7 .7

3 6 .9
3 9 .3
3 6 .5
3 7 .1

C h e m i c a l s a n d a l li e d p r o d u c t s .....................
I n d u s t r i a l c h e m i c a l s _________________
P la s tic s a n d s y n th e tic s , ex c ep t
g l a s s __________________________________
D r u g s ___ ______ _______________________
S o a p , c le a n e r s , a n d t o i l e t g o o d s ____
P a i n t s , v a r n i s h e s , a n d a l li e d p r o d u c t s __________________________________
A g r i c u lt u r a l c h e m i c a l s . ____________
O th e r c h e m i c a l p r o d u c t s ____________

A v e r a g e h o u r l y e a r n in g s
$ 2 .6 9
3 .0 3

$2. 69
3 .0 3

$ 2 .6 8
3 .0 3

$ 2 .6 7
3 .0 1

$ 2 .6 6
2. 99

$ 2 .6 7
3 .0 0

$ 2 .6 6
2 .9 8

$ 2 .6 2
2. 96

$2. 61
2 .9 6

$2. 61
2 .9 5

$ 2 .6 2
2 .9 5

$ 2 .6 4
2 .9 6

$ 2 .6 2
2 .9 4

$ 2 .5 8
2 .9 0

$ 2 .5 0
2 .8 2

2 .6 7
2 .4 4
2 .5 3

2 .6 6
2 .4 3
2 .5 3

2 .6 6
2 .4 2
2 .5 3

2 .6 5
2 .4 0
2. 55

2 .6 5
2 .3 9
2 .5 3

2 .6 4
2 .4 0
2 .5 5

2 .6 6
2 .4 0
2. 53

2 .6 1
2 .4 1
2 .5 0

2 .6 1
2 .3 8
2 .4 9

2 .6 0
2 .3 8
2 .4 7

2 .6 2
2 .3 8
2. 47

2 .6 3
2 .3 8
2 .4 9

2 .6 2
2 .3 6
2. 47

2 .5 9
2 .3 2
2 .4 2

2 .5 1
2 .2 5
2 .3 4

2 .5 2
2 .1 5
2 .5 5

2 .5 1
2 .1 3
2 .5 4

2. 50
2 .1 1
2. 55

2. 50
2 .1 2
2. 54

2 .4 9
2 .1 1
2. 52

2 .4 9
2 .0 9
2 .5 1

2 .5 0
2 .0 7
2 .5 0

2 .5 0
2 .0 3
2 .4 9

2 .4 8
1 .9 8
2 .4 8

2 .4 7
2 .0 0
2 .4 9

2 .4 6
2 .0 2
2 .4 8

2. 46
2 .0 7
2 .5 0

2. 45
2 .0 6
2 .4 9

2 .4 2
1 .9 8
2 .4 5

2 .3 5
1 .9 2
2 .3 5

P e t r o l e u m r e f i n i n g a n d r e la t e d i n d u s t r i e s ____________________________ _____ ____
P e t r o l e u m r e f i n i n g ___________________
O th e r p e t r o l e u m a n d c o a l p r o d u c t s .

3 .0 6
3 .2 0
2 .5 1

3 .0 7
3 .2 1
2. 53

3 .0 5
3 .2 0
2 .5 5

3 .0 7
3 .2 2
2. 54

3 .0 3
3 .1 7
2 .5 2

3 .0 6
3 .2 1
2 .5 1

3 .0 4
3 .1 8
2 .5 1

3 .0 3
3 .1 7
2 .4 6

3 .0 4
3 .1 7
2 .4 7

3 .0 3
3 .1 5
2 .4 7

3 .0 3
3 .1 6
2 .4 2

3 .0 8
3 .2 1
2 .4 6

3 .0 3
3 .1 7
2 .4 0

3 .0 2
3 .1 6
2 .3 8

2 .8 9
3 .0 2
2 .3 3

R ubber
and
m is c e lla n e o u s
p la s tic
p r o d u c t s _________________________________
T i r e s a n d i n n e r t u b e s ................................
O t h e r r u b b e r p r o d u c t s .............................
M i s c e l l a n e o u s p l a s t i c p r o d u c t s _____

2 .5 0
3 .2 5
2 .3 6
2 .1 0

2 .4 9
3 .2 3
2 .3 5
2 .1 0

2 .4 7
3 .2 3
2 .3 3
2 .0 9

2. 47
3 .2 3
2 .3 3
2 .0 9

2 .4 7
3 .2 2
2 .3 2
2 .0 8

2 .4 9
3 .2 5
2 .3 3
2 .1 0

2 .4 9
3 .2 5
2 .3 4
2 .0 9

2 .4 5
3 .1 6
2 .3 2
2 .0 8

2 .4 3
3 .1 3
2 .3 1
2 .0 6

2 .4 2
3 .1 0
2 .3 0
2 .0 7

2 .4 2
3 .1 0
2 .3 0
2 .0 6

2 .4 4
3 .1 5
2 .3 1
2 .0 6

2 .4 6
3 .1 8
2 .3 1
2 .0 5

2 .4 0
3 .0 7
2 .2 6
2 .0 4

2 .3 3
2 .9 6
2 .1 9
1 .9 8

L e a t h e r a n d l e a t h e r p r o d u c t s ........... ...........
L e a t h e r t a n n i n g a n d f i n i s h i n g ............
F o o t w e a r , e x c e p t r u b b e r ____________
O t h e r l e a t h e r p r o d u c t s .............................

1 .7 2
2 .2 1
1 .6 7
1.6G

1 .7 4
2 .2 0
1 .6 9
1 .6 9

1 .7 3
2 .2 0
1 .6 8
1 .6 7

1 .7 3
2 .1 9
1 .6 9
1 .6 6

1 .7 2
2 .1 9
1 .6 8
1 .6 5

1 .7 1
2 .1 8
1 .6 7
1 .6 5

1 .7 2
2 .1 9
1 .6 8
1 .6 6

1 .7 2
2 .1 8
1 .6 8
1 .6 5

1 .7 2
2 .1 7
1 .6 8
1 .6 5

1 .7 2
2 .1 5
1. 68
1 .6 5

1 .7 1
2 .1 6
1 .6 7
1 .6 5

1 .7 1
2 .1 8
1 .6 6
1 .6 5

1 .7 1
2 .1 7
1 .6 6
1 .6 5

1 .6 8
2 .1 3
1 .6 3
1. 62

1 .6 4
2 .0 8
1 .5 9
1 .5 8

C h e m i c a l s a n d a l li e d p r o d u c t s .....................
I n d u s t r i a l c h e m i c a l s _________________
P la s tic s a n d s y n th e tic s , ex c ep t
g l a s s __________________________________
D r u g s _____________ ________ _____________
S o a p , c le a n e r s , a n d t o il e t g o o d s ____
P a in t s , v a r n ish e s , a n d a llie d p r o d u c t s _______ ____________ ________ _____
A g r i c u l t u r a l c h e m i c a l s ______________
O t h e r c h e m i c a l p r o d u c t s .........................

S e e f o o tn o te s a t e n d o f t a b le .


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

C.—EARNINGS AND HOURS
T able

351

C -l. Gross hours and earnings of production workers,1 by industry—Continued
1962

1961

Industry
Dec .3 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

Annual
average
1961

1960

Average weekly earnings
Transportation and public utilities:
Railroad transportation:
Class I railroads 3..............................
Local and interurban passenger transit:
Local and suburban transportation.
Intercity and rural buslines......... .
Motor freight transportation and
storage................................ ..................
Pipeline transportation______ ______
Communication:
Telephone communication_______
Telegraph communication *______
Radio and television broadcasting.
Electric, gas, and sanitary services____
Electric companies and systems__
Gas companies and systems______
Combined utility systems _____
Water, steam, and sanitary systems.

$114.26 $118.21 $116.45 $115.33 $114.65 $112.02 $113.48 $117.12 $114.54 $112.44 $112.41 $108. 84
$100.14 $100. 62 $100.38 100. 20 101.01 100. 49 101.48 100.58
116.33 117. 73 119.14 125.65 129. 44 126.62 121.80 117.85
115.23 113.30 113. 3( 115.78 115.35 114.81 114.39 112 . 61
136. 94 131. 78 130.07 135.05 130.09 137. 37 133.50 130.17
101.35 103.07 102.06 102. 31 99.29 99. 54 97.66 96.14
106. 97 105. 78 107. 74 109.98 110.08 1 1 1 . 11 111.28 108. 61
131. 60 132. 78 131.14 130.81 126.1C 127. 5i 124. 68 126.16
121. 47 119.48 118. 78 118. 91 116.85 117. U 115.87 115. 46
12 1 . 60 119.89 120.30 120.06 318.82 119.11 117.14 116. 31
115.09 1 1 1 .1 1 110. 70 111.51 106. 92 107. 75 106.80 107.06
130.94 129. 27 128.23 127. 82 125. 97 125.87 125.26 125.66
96.70 97.34 95.47 97.29 95.06 96.59 94.37 93.96

99.30 99. 22 100.11 99 33 98 24 94 82
115.37 112.61 117.23 117.15 113.63 112.14 105.22

100.11

112.06 110.70 109.47 108. 79 111. 72 108 16 1Q4 17
129.85 130. 40 131.13 135. 38 133.50 131. 78 124.53
95.65
105.42
126.81
115. 46
316.03
107. 20
125.46
94.37

95.89
105.00
124. 68
115.34
117.58
105.18
125.46
93.09

96.14
105.00
124.23
114.65
114. 65
106.11
125.05
94.02

95. 88
104. 50
123.65
115. 77
115.62
109.30
125.25
95.26

96.38
103. 58
124. 41
114.80
114.80
107.01
124.94
92.75

93 38
104 08
119. 74
112. 48
112. 75
104.19
121. 77
93.02

89 flQ
100 01

121 13
108 fiS
109. 46
100. 69
117 26
89.84

Average weekly hours
Transportation and public utilities:
Railroad transportation:
Class I railroads 3_______________
Local and interurban passenger transit:
Local and suburban transportation.
Intercity and rural buslines............
Motor freight transportation and
storage..... ............................................
Pipeline transportation...........................
Communication:
Telephone communication..............
Telegraph communication
.......
Radio and television broadcasting .
Electric, gas, and sanitary services........
Electric companies and systems__
Gas companies and systems______
Combined utility systems...............
Water, steam, and sanitary systems.

41.1

43.3

42.5

42.4

43.1

41.8

42.9

41.8

42.1

41.7

41.9
41.4

42.1
41.6

42.0
42.4

42.1
44.4

42.8
45.9

42.4
44.9

43.0
43.5

42.8
42.7

42.6
41.8

42.8
41.1

42. 4
43.1

42.6
42.6

43 0
42 4

42 9
42 8

43 1
42 6

41.6
41.0

41.2
40.3

41. 5
39.9

42.1
40.8

42.1
40.4

41.9
41.5

41.9
40.7

41.4
40.3

41.2
40.2

41.0
40.0

41.0
40.1

40.9
41.4

42. 0
40.7

41.6
40.3

41 fi
40.3

39.9
41.3
39.4
41.6
41.5
41.7
41.7
40.8

40.9
41.0
39.4
41.2
41.2
41.0
41.3
40.9

40.5
41.6
39.5
41.1
41.2
41.0
41.1
40.8

40.6
42.3
39.4
41.3
41.4
41.3
41.1
41.4

40.2
42.5
38.8
41.0
41.4
40.5
40.9
40.8

40.3
42.9
39.0
41.1
41.5
40.5
41.0
41.1

39.7
42.8
38.6
40.8
41. 1
40.3
40.8
40.5

39.4
43.1
38.7
40.8
41.1
40.4
40.8
40.5

39.2
42.0
38.9
40.8
41.0
40.3
41.0
40.5

39.3
42.0
38.6
40.9
41.4
40.3
41.0
40.3

39.4
42.0
38. 7
40.8
40.8
40.5
41.0
40.7

39. 3
41 8
38.4
41.2
41.0
41.4
41.2
41.6

39 5
41 6
39.0
41.0
41.0
41.0
41.1
40.5

39 4
41 8
38* fi
40. 9
41 O
40. 7
41 O
40.8

3Q 6
42 2
38 7
41 O
41 3
40 6
41 0
41.4

Average hourly earnings
Transportation and public utilities:
Railroad transportation:
Class I railroads 3..............................
Local and interurban passenger transit:
Local and suburban transportation.
Intercity and rural buslines______
Motor freight transportation and
storage..................................................
Pipeline transportation..................... .
Communication:
Telephone communication
__
Telegraph communication *______
Radio and television broadcasting..
Electric, gas, and sanitary services
Electric companies and systems__
Gas companies and systems
Combined utility systems , .
Water, steam, and sanitary systems.
See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

$2.78

$2.73

$2.74

$2.72

$2 . 66

$2.68

$2. 67

$2.73

$2.67

$2.69

$2. 67

$2 . 61

$2.39
2 . 81

$2.39
2.83

$2. 39
2 . 81

2.38
2.83

2.36
2.82

2.37
2.82

2.36
2.80

2.35
2.76

2.35
2.76

2.32
2.74

2.34
2.72

2.35
2. 75

2. 31
2 . 68

2. 29
2 62

2 20
2 47

2. 77
3.34

2.75
3.27

2.73
3. 26

2. 75
3.31

2. 74
3.22

2.74
3.31

2.73
3.28

2.72
3.23

2.72
3.23

2.70
3.26

2.67
3.27

3. 27

2.66

2.66

2 . 60

2 fil
3.09

2.54
2.59
3.34
2.92
2.93
2. 76
3.14
2.37

2. 52
2.58
3.37
2.90
2.91
2. 71
3.13
2.38

2.52
2. 59
3.32
2.89
2.92
2.70
3.12
2.34

2.52
2.60
3.32

2.47
2.59
3.25
2.85
2.87
2.64
3.08
2.33

2.47
2.59
3.27
2.85
2.87

2. 46
2.60
3. 23
2.84
2.85
2.65
3.07
2.33

2.44
2.52
3.26
2.83
2.83
2.65
3.08
2.32

2.44
2.51
3.26
2.83
2.83

2. 44
2.50
3.23
2.82
2.84
2.61
3.06
2.31

2.44
2. 50
3.21
2.81
2 . 81
2.62
3.05
2.31

2. 44
2.60
3.22
2.81
2.82
2.64
3.04
2.29

2. 44
2. 49
3.19
2.80
2.80
2 . 61
3.04
2.29

2. 37
2 49
3 11
2. 75
2. 75
2 fifi
2. 97
2.28

2.88

2. 90
2.70
3.11
2.35

2.66

3.07
2.35

2.66

3.06
2.33

3.28

3.27

2 26
2, 37
3 13
2 fifi
2 fifi
2 48
2 86

2.17

MONTHLY LABOR REVIEW, MARCH 1963

352
T able C - l .

Gross hours and earnings of production workers,1 by industry—Continued
1962

1961

Industry
Dec.»

Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

Annual
average
1961

1960

Average weekly earnings
Wholesale and retail trad e 5........... -............. $75.47
Wholesale trade___ ________________ 98.33
Motor vehicles and automotive
equipment------------- --------------- 93.83
Drugs, chemicals, and allied products________________________ 99.45
Dry goods and apparel..................... 93.21
Groceries and related products........ 92.20
Electrical goods................... - ........... 103.07
Hardware, plumbing, and heating
goods------------- ------ --------------- 95.30
Machinery, equipment, and supplies__________ _____________ 106.34
Retail trade 5_-------------- ---------------- 66. 47
General merchandise stores---------- 53.85
Department stores......... ........... 57.87
Limited price variety stores— 39. 56
Food stores------- ------ ---------------- 64.95
Grocery, meat, and vegetable
stores------------------------------ 66.20
Apparel and accessories stores------ 56.21
Men’s and boys’ apparel stores. 67.03
Women’s ready-to-wear stores.. 50.40
Family clothing stores----------- 54.75
Shoe stores— ................ ........... 57.61

$75. 65 $75.46 $76.05 $76.44 $76.44 $75.86 $74.88 $74.31 $74.50 $73.92 $73.92 $73.32 $72.94
97. 44 97.03 98.09 96. 87 97.10 96.87 96.22 95.82 95.18 94.30 94.13 95.47 93. 56
93. 41

93.04

92.84

93.46

92.84

91.98

92.20

91.79

89.46

86.53

94.24
92.86
87.14
97.53

91.20
90.68
84.67
95.11

89. 91

86.86

106.19 105.37 107.38 103.98 103.66 106.04 104.14 102.75 101.84 100.94 100.37 103.48 101. 59
66.38 66. 55 66.88 67.55 67.38 66.85 65. 98 65. 42 65.39 65.22 64.84 64. 73 64.01
51.68 52.67 53.48 53.35 53. 55 53.09 52.48 52.29 51.75 61.64 51.45 52.06 50. 52
55.61 57.80 58.82 58.12 58.12 58.13 57.28 56.77 56.07 55.42 56.10 56.25 55.04
38.32 38.20 39.15 40.00 39. 96 39.12 38.16 38.44 38.96 38.16 38.68 38.65 37.28
65.66 64.94 65.50 66.25 66.43 65.16 63. 88 63. 35 63.00 63.00 63. 53 63.55 63.01

99.80
62.37
48.58
53.09
35.53
60.98

67.45
53. 54
64.06
48.10
52. 55
54.28

94.60

66.53

53.35
64. 59
48.05
52.00
53. 77

93.86

93. 26

99. 70 98.80 99.94 97.84 98.09 96.96 96. 47 97.04 96.24 96.32 95.84 96.00
92.12 92.74 93.25 92. 74 91.99 91.37 91.85 94.96 94.35 92.10 91.96 93.70
91.96 91.30 92.35 91.96 91. 76 90.49 89.66 88.60 87. 76 86.69 87.33 88.20
102.97 102. 97 102.91 100.04 101.84 100.12 100.12 100.37 100.12 100.37 100.37 100.45
94.54

93.86

94.83

66.95
54.13
65.45
48.33
53.04
56.95

92.92

67.71
54.82
66.70
48.23
53. 58
56.83

93.79

68.26
54.87
67.44
48.85
53. 64
57.93

92.57

67.15
54.13
64. 93
48.08
53.04
56.28

92.80

65. 66
53.35
65.65
47.57
51.60
55.23

92.03

64. 77
52.88
64. 75
47.24
51.83
53.80

90. 50

90.72

91.56

$70.98
91.13

90.76

91.98

64.77
52.63
63. 44
46. 84
50. 69
54.94

64. 77
53.32
65. 65
46.43
51.10
56.95

64.95
53.82
66. 55
47.24
51.10
56.61

65.16
55.13
66.05
49.28
54.02
56.94

64. 44
52.40
64.67
46.24
51.98
52.81

62.95
51.30
63.29
44.41
51.01
52.33

38.5
40.3

38.5
40.4

39.0
40.8

38.8
40.5

39.0
40.5

Average weekly hours
Wholesale and retail trade 8-------------------Wholesale trade----------------------------Motor vehicles and automotive
equipment.....................................
Drugs, chemicals, and allied products.............................. .................
Dry goods and apparel--------------Groceries and related products-----Electrical goods..............................Hardware, plumbing, and heating
goods---- ------ ---------------- ------Machinery, equipment, and supp l i e s __________________________________

Retail trade 8______________________
General merchandise stores---------Department stores........ ...........
Limited price variety stores—
Food stores..................... ................
Grocery, meat, and vegetable
stores_____ ______________
Apparel and accessories stores-----Men’s and boys’ apparel stores.
Women’s ready-to-wear stores..
Family clothing stores...............
Shoe stores..................................

38.9
40.8

38.4
40.6

41.7
40.1
38.2
42.1
40.9

38.5
40.6

38.8
40.7

39.2
40.7

39.2
40.8

38.9
40.7

38.6
40.6

38.5
40.6

38.6
40.5

41.7

41.9

41.9

42.2

42.1

42.2

42.1

42.2

42.0

42.1

42.0

42.3

42.0

41.8

40.2
37.6
41.8
40.7

40.0
37.7
41.5
40.7

40.3
37.3
41.6
41.0

40.1
37.7
41.8
40.5

40.2
37.7
41.9
40.9

39.9
37.6
41.7
40.7

39.7
37.8
41.7
40.7

40.1
38.6
41.4
40.8

40.1
38.2
41.2
40.7

39.8
37.9
40.7
40.8

40.1
38.0
41.0
40.8

40.0
38.4
41.8
41.0

40.1
37.9
41.3
40.3

40.0
38.1
41.3
40.3

40.9

40.4

40.6

40.7

40.4

40.6

40.6

40.7

40.9

40.4

40.5

40.7

40.7

40.5

40.4

40.9
38.2
35.9
35.5
34.1
35.3

41.0
37.5
34.0
33.5
32.2
35.3

41.0
37.6
34.2
34.0
32.1
35.1

41.3
38.0
34.5
34.4
32.9
35.6

41.1
38.6
35.1
34.8
33.9
36.4

41.3
38.5
35.0
34.8
33.3
36.5

41.1
38.2
34.7
34.6
32.6
35.8

41.0
37.7
34.3
34.3
31.8
35.1

41.1
37.6
34.4
34.2
32.3
35.0

40.9
37.8
34.5
34.4
32.2
35.0

40.7
37.7
34.2
34.0
31.8
35.0

40.8
37.7
34.3
34.0
32.5
35.1

40.9
38.3
35.9
35.6
34.2
35.7

40.8
38.1
34.6
34.4
32.7
35.8

40.9
38.5
34.7
34.7
32.6
36.3

35.4
35.8
38.3
35.0
36.5
33.3

35.5
34.1
36.4
33.4
34.8
32.5

35.2
34.2
38.7
33.6
34.9
32.2

35.8
34.7
37.4
33.8
35.6
33.5

36.6
35.6
37.9
34.7
36.2
35.3

36.7
35.4
38.1
34.4
36.0
34.9

36.1
34.7
37.1
34.1
35.6
33.3

35.3
34.2
37.3
33.5
35.1
32.3

35.2
33.9
37.0
33.5
35.5
31.1

35.2
34.4
37.1
33.7
35.2
33.5

35.2
34.4
37.3
33.4
35.0
34.1

35.3
34.5
37.6
33.5
35.0
33.9

35.8
35.8
38.4
35.2
36.5
34.3

36.0
34.7
37.6
34.0
36.1
32.8

36.8
34.9
37.9
33.9
36.7
32.5

$1.88
2.34

$1.88
2.31

$1.82
2.25

Average hourly earnings
Wholesale and retail trade 5.......................... $1.94 $1.97 $1.96 $1.96
2 41
2. 40 2.39
Wholesale trade-------------- —................ 2.41
Motor vehicles and automotive
2.24
2.24
2.24
equipment--------------------- ------- 2.25
Drugs, chemicals, and allied prod2.48
2. 47 2.48
ucts.......... .....................................- 2.48
2.50
Dry goods and apparel—................. 2. 44 2. 45 2.46
2.20
2.20
2.22
Groceries and related products....... 2.19
2.53
2. 53 2.51
Electrical goods________________ 2.52
Hardware," plumbing, and beating
2.33
2.34
2.33
2.33
goods _____________________
Machinery, equipment, and sup2.59
2 . 60
2. 57 2.60
plies
1.77
1.74
1.77
1.76
R e t a i l trado_______________________
1.52
1.54
np.np.rftl mprphfvndise stores
1.50
1.55
1.63
1 .6 6
1.70
1.71
Department stores__________
1.19
1.16
1.19
1.19
Limited price variety stores—
1.84
1. 86
1.85
Food stores __________________ 1.84
Grocery, meat, and vegetable
1.90
1.87
1.89
stores____________________ 1. 87
Apparel and aoeessories stores____
1. 57 1.56
1.57
1.56
1. 76
1.76
1.75
M en’s and boys’ apparel stores. 1.75
1.44
Women’s ready-to-wear stores.. 1. 44
1.43
1.43
F am ily clothing stores
1. 50
1.51
1.49
1.49
1.70
1.67
1.67
Shoe stores_________________ 1.73

See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

$1. 95
2.38

$1.95
2.38

$1.95
2.38

$1.94
2.37

$1.93
2.36

$1.93
2.35

$1.92
2.34

$1.92
2.33

2 .2 1

2 .2 1

2.20

2.22

2.20

2.19

2.19

2.18

2.17

2.13

2.07

2.44
2. 46

2.43
2.43
2.17
2.46

2. 43
2. 43
2.15
2.46

2.42
2. 46
2.14
2.46

2. 40
2. 47
2.13
2.46

2.42
2.43
2.13
2. 46

2.39
2. 42
2.13
2.46

2.40
2.44

2.35
2.45

2. 47

2. 44
2.44
2.19
2.49

2.11

2 .1 1

2.28
2. 38
2.05
2.36

2.30

2.31

2.28

2.28

2.25

2.24

2.24

2.23

2.26

2 .2 2

2.15

2.53
1.75
1.62
1.67
1.18
1.82

2.51
1.75
1.53
1.67

2.58
1.75
1.53

2.50
1.74
1.52

2.49
1.73
1.50
1.63

2.48
1.73
1.51
1.63

1.2 0

2. 53
1.69
1.45
1.58
1.13
1.78

2.49

1.68
1.2 0

2. 54
1.75
1.63
1.67

2.44
1.62
1.40
1.53
1.09

1.85
1.54
1.76
1.39
1.48
1.61

1.86

1.86

1.82
1.54
1.72
1.40
1.48

1.79
1.51
1.72
1.36
1.44
1 . 61

2.20

1.82

1.55
1.77
1.42
1.49
1.66

1.82
1.56
1.75
1.41
1.49
1.69

1.2 0

1.82

1.86

1.56
1.76
1. 42
1.47
1.71

1.66

1.19
1.81

1.84
1.56
1.75
1.41
1. 46
1.73

1 .2 1

1.20

1.80

2.46
1.72
1.50
1.65
1.19
1.81

1.84
1.53
1.71
1.39

1.84
1.55
1.76
1.39
1. 46
1.67

1.84
1.56
1.77
1.41
1.46
1.67

1.80

1 .4 4

1.64

2.45

1.66

2. 42

1.68

1.46
1.60
1.14
1.76

1 .8 8

1.72
1.47
1.67
1.31
1.39
1.61

353

C.—EARNINGS AND HOURS
T a ble

C -l. Gross hours and earnings of production workers,1b y industry—Continued
1961

1962

Annual
average

Industry
Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Average weekly earnings
Wholesale and retail trade 8—Continued
Retail trade 5—Continued
Furniture and appliance stores___ $83.83 $81.39 $80.38 $81.38
Other retail trad e............................. 77.19 76. 63 76.22 75. 76
Motor vehicle dealers............... 93.96 95.05 93.08 90.48
Other vehicle and accessory
dealers___________________ 82.28 78.58 79.64 80.70
Drug stores________________ 57.93 57.31 57.31 57.72
Finance, insurance, and real estate:
Banking.................... ............................. 72.74 72.72 72.54 71.97
Security dealers and exchanges.............. 114.78 112.66 109.10 111.25
Insurance carriers.................................... 94.55 94.26 94.07 93. 76
Life insurance................................... 99.80 99.57 99.44 98.92
Accident and health insurance___ 79. 83 79.14 78.20 78.45
Fire, marine, and casualty in­
surance_____________________ 89. 83 89. 58 89.44 89.27
Services and miscellaneous:
Hotels and lodging places:
Hotels, tourist courts, and motels *_ 47.86 47.99 47.72 46.05
Personal services:
Laundries, cleaning and dyeing
plants______________________ 50. 57 50. 70 50.83 50.83
Motion pictures:
Motion picture filming and dis­
tributing____________________ 121. 89 116.99 120.82 120.01
W h o le sa le a n d r e ta il tr a d e * — C o n tin u e d
R e ta il tr a d e 8— C o n tin u e d
F u r n itu r e a n d a p p lia n c e s to r e s .........
O th er r e ta il tr a d e ......................................
M o to r v e h ic le d e a le r s __________
O th er v e h ic le a n d a c c esso ry

dealers.......... .........................

D r u g s t o r e s .........................................
F in a n c e , in su r a n c e , a n d re a l e s ta te :
B a n k in g _______________________ _________
S e c u r ity d ea le rs a n d e x c h a n g e s ..............
In su r a n c e carriers.................. ............................
L ife in su r a n c e ..............................................
A c c id e n t a n d h e a lth in s u r a n c e _____
F ire, m a rin e , an d c a s u a lty in ­
s u r a n c e ___________________________
S e r v ic e s a n d m isc e lla n e o u s:

Hotels and lodging places:

H o te ls , to u r is t co u rts, a n d m o te ls *.
P e r so n a l services:
L a u n d r ie s, c le a n in g a n d d y e in g
p la n ts ....................................... ...................
M o tio n p ictu re s:
M o tio n p ic tu r e film in g a n d d is tr ib ­
u t in g ___________ ___________ ______

$81. 56 $82.17 $80. 54 $79.90 $79.93 $79. 71 $79.10 $79.54 $81.90 $77. 64
76.68 76.49 76. 54 75. 76 75.17 74.57 73.98 74.34 74.64 73. 57
93.07 93.73 94.60 93.73 92.64 91.33 89.18 88.94 90.02 88.44
80.70
57.13

80.15
56.58

79.82
56.06

79.02
56.06

77.25
56.21

78.92
56.52

81.77
58.75

81.51
58.06

71.80

72.56

71.80

71.42

71.62

71.62

71.23

71.24

94.35 94.89
100.61 100.82
78.30 77.97

93.21
98.65
78.00

93.25
98.70
78.42

93. 20
98. 55
78.34

92.62
98.00
78.34

92.60
97. 99
77.44

92.19
97.57
76.70

$74.98
71.57
87.91

78.59
55.80

77.26
53.34

70.87

69.19

91.72
97.32
76.21

89.83
95.11
74. 41

67.15
117.12
87.41
93.32
71.33

78.32
57.29

110.68 116.29 123.73 117.09 120.03 119.37 121.50 125.63 134. 63 133.35

88.50

89.71

88.32

88.09

88.23

87.72

87.98

87.31

86.75

85.14

81.96

45.89

45.94

47.64

46.77

46.29

46.53

46.41

46.29

46.80

45.54

43.89

50.83

50.70

51.35

51.87

50.83

49.41

48.64

48.89

49.54

49.28

48.11

117.50 115.37 114.19 111.97 115.92 114.57 114.88 114.02 111.91 116.45
Average weekly hours

113.69

41.5
41.5
43.7

40.9
41.2
43.6

40.8
41.2
43.7

41.1
41.4
43.5

41.4
41.9
43.9

41.5
41.8
43.8

41.3
41.6
44.0

41.4
41.4
43.8

41.2
41.3
43.7

41.3
41.2
43.7

41.2
41.1
43.5

41.0
41.3
43.6

42.0
41.7
43.7

41.3
41.8
44.0

41.2
42.1
44.4

44.0
36.9

43.9
36.5

44.0
36.5

44.1
37.0

44.2
37.9

44.3
37.7

44.1
37.1

43.8
36.5

44.1
36.4

43.9
36.4

43.4
36.5

43.6
36.7

44.0
37.2

44.4
37.2

44.4
37.3

37.3

37.1

37.2

37.1

37.2

37.4

37.2

37.2

37.3

37.3

37.1

37.3

37.3

37.0

37.1

38.6

38.7

38.8

38.7

39.9

39.6

39.7

39.3

38.9

39.1

39.0

38.9

39.0

39.6

39.9

38.6

38.7

39.1

39.1

39.1

39.3

39.5

39.9

39.4

38.6

38.0

37.9

38.7

38.8

38.8

$1.92
1.80
2.05

$1.94
1.80
2.04

$1.95
1.79
2.06

$1.88
1.76
2.0 1

$1.82
1.70
1.98

1.78
1.54

1.81
1.54

1.78
1.54

1.77
1. 50

1.74
1.43

1.92

1.91

1.90

1.87

1.81

1.19

1.19

1.2 0

1.15

1 .1 0

1.28

1.29

1.28

1.27

1.24

Average hourly earnings

Wholesale and retail trade 8—Continued
Retail trade 8—Continued
Furniture and appliance stores___ $2.02 $1.99 $1.97 $1.98 $1.97 $1.98 $1.95 $1.93 $1.94 $1.93
1.81
1.82
1.83
1.84
1.83
1.83
1.85
1.83
1.86
Other retail trade______________ 1.86
2.09
2 .1 2
2.15
2.14
2.14
Motor vehicle dealers_______ 2.15 2.18 2.13 2.08 2 .1 2
Other vehicle and accessory
1.80
1.84
1.83
1.81
1.85
1.83
1.83
1.79
1.81
1. 87
dealers_________________
Drug stores_______________ 1. 57 1. 57 1. 57 1.56 1.55 1.54 1.54 1.55 1.54 1.54
Finance, insurance, and real estate:
Banking................................................ 1. 95 1.96 1.95 1.94 1.93 1.94 1.93 1.92 1.92 1.92
Security dealers and exchanges.............
Insurance carriers________________
Life insurance________________
Accident and health insurance___
Fire, marine, and caiualty insurance..
Services and miscellaneous:
Hotels and lodging places:
1.19
1.19
1.19
Hotels, tourist courts, and motels 8. 1.24 1.24 1.23 1.19 1.15 1.16 1.20
Personal services:
Laundries, cleaning and dyeing
1.29
1.28
1.30
1.30
1.29
1.30
1.30
1.30
1.31
plants_____________________ 1.31
Motion pictures:
Motion picture filming and distrib____ uting __________ _________
1 For comparability of data with those published in issues prior to Decem­
ber 1961, see footnote 1, table A-2. For employees covered, see footnote 1,
table A-3.
2 Preliminary.
* Based upon monthly data summarized in the M-300 report by the Inter­
state Commerce Commission, which relate to all employees who received pay
during the month, except executives, officials, and staff assistants (ICC
Group D .


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

r Data relate to nonsupervisory employees except messengers.
8 Excludes eating and drinking places.
8 Money payments only, additional value of board, room, uniforms, and
tips not included.
S ource: TJ.S. Department of Labor, Bureau of Labor Statistics for all
series except that for Class I railroads. (See footnote 3.)

354
T able

MONTHLY LABOR REVIEW, MARCH 1963

C-2. Average weekly hours, seasonally adjusted, of production workers in selected industries1
1962

Industry division and group
Dec.2 Nov.

Oct.

Sept.

Aug.

1961

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

M ining.............................................

40.6

41.1

41.1

41.3

41.2

40.9

40.6

41.0

41.5

41.3

41.4

40.2

40.4

Contract construction..................................

35.5

37.3

37.2

37.7

37.3

37.4

36.7

37.5

36.6

37.3

37.0

34.4

35. 5

Manufacturing..............................

40.3

40.4

40.1

40.5

40.2

40.5

40.5

40.6

40.8

40.5

40.3

39.8

40.4

Durable goods.............................
Ordnance and accessories__
Lumber and wood products except furniture____
Furniture and fixtures_____ ____
Stone, clay and glass products...................
Primary metal industries.............. .........
Fabricated metal products.................... .............
Machinery______________
Electrical equipment and supplies___________
Transportation equipment__________
Instruments and related products. .
Miscellaneous manufacturing industries__

41.0
41.6
39.7
40.4
40.5
40.2
40.7
41.6
40.4
42.3
41.2
39.5

41.1
41.4
39.7
40.6
40.9
40.1
41.3
41.7
40.5
42.9
40.9
39.3

40.7
41.1
39.4
40.5
41.0
39.7
41.1
41.5
40.5
42.2
40.7
39.4

41.0
41.2
40.2
40.8
41.3
39.9
41.0
41.7
40.6
42.4
40.8
40.0

40.9
41.4
40.3
40.5
41.2
39.7
41.0
41.9
40.5
41.5
41.0
39.7

41.0
40.9
40.4
40.6
41.4
39.6
41.1
41.8
40.7
42.1
40.8
39.8

41.0
41.5
39.6
41.3
41.0
39.6
41.4
41.8
40.7
41.9
41.1
39.9

41.1
41.3
40.2
41.3
41.2
39.9
41.3
41.9
40.7
42.2
41.1
40.1

41.3
41.8
39.7
41.5
41.1
40.9
41.5
42.0
41.1
42.1
41.2
40.3

41.0
41.5
39.3
40.9
40.9
40.9
41.3
41. 7
40.7
41.5
40. 6
40. Ì

40.9
41.3
40.1
40.6
40. 6
40. 9
41.1
41. 7
40.5
41.2
40 7
39.3

40.3
40.6
38.1
39. 4
39.5
40. 0
40.5
41.3
40.3
40 8
40 8
39.3

41.2'
41.3
39. 4
40.8
40. 5
40 fi
40.9
41. 8
40.6
42. 2
41 3
39.8

Nondurable goods..........
Food and kindred products__________
Tobacco manufactures_______
Textile mill products...__
Apparel and related products ............
Paper and allied products____
Printing, publishing and allied industries.........
Chemicals and allied products__ ____
Petroleum refining and related industries___
Rubber and miscellaneous plastic products ..
Leather and leather products____________ ___

39.6
40.9
38.5
40.2
36.3
42.8
38.3
41.4
41.7
41.0
37.5

39.4
41.0
39.4
39.9
36.1
42.5
38.1
41.4
41.6
40.9
36.9

39.3
40.7
38.7
40.0
35.8
42.2
37.9
41.5
41.8
40.6
36.9

39.7
4L 1
39. 5
40.3
36.4
42.6
38.3
41.5
42.1
41.0
37.8

39.4
40.7
37.4
40.3
36.1
42.5
38.3
41.5
41.7
40.5
37.5

39.8
41.6
37.1
40.7
36.4
42.7
38.3
41.5
41.7
40.5
37.6

40.0
41.1
37.9
41.0
36.8
42.8
38.4
41.6
41.7
41.5
38.0

40.1
41.3
38.6
41.3
36.6
42. 6
38.4
41.7
41. 6
41.5
38.0

40.2
41.2
39.6
41. 5
37.1
42. 7
38.6
41. 7
41.3
41.8
38.6

39. 9
40. 9
39.6
40.9
36. 7
42. 7
38. 5
41. 5
40. 9
41.0
37.9

39. 5
40. 7
38. 7
40. 6
35. 8
42 6
38. 3
41. 6
41 1
40. 6
37.4

39.2
40. 4
36. 6
40. 3
34. 7
42 3
38 1
41. 5
41 9
40. 9
37.8

39 7
40. 7
39.040 R
3fi 3
42 9’
38 4
41 3
41 9:
41. fi
38.5

38.7
40.6
38.0

38.7
40.6
37.9

38.6
40.5
37.8

38.7
40.6
38.0

38.7
40.6
37.9

38.7
40. 6
37.9

38.7
40.7
37.9

38.8
40.7
38.0

38. 7
40.8
37.8

38.8
40.7
38.0

38.8
40.5
38.0

38. 7
40.4
37.9

38.8
40. 6
38.1

Wholesale and retail trade 3.........
Wholesale trade_________
Retail trade 3...................
i For employees covered, see footnote 1, table A-3.
8 Preliminary.
3 Excludes eating and drinking places.

T able

N o t e : T h e seasonal adjustment method used is described in “ N e w
Seasonal Adjustment Factors for Labor Force Components,” Monthly Labor
Review, August 1960, pp. 822-827.

C-3. Average hourly earnings excluding overtime of production workers in manufacturing, by
major industry group 1
1962

1961

Major industry group

Manufacturing.
Durable goods_____ ________________
Ordnance and accessories........... .........
Lumber and wood products except
furniture_______________________
Furniture and fixtures_____________
Stone, clay, and glass products______
Primary metal industries.......................
Fabricated metal products__________
Machinery_______________________
Electrical equipment and supplies___
Transportation equipment__________
Instruments and related products........
Miscellaneous manufacturing indus­
tries___________________________
Nondurable goods___________________
Food and kindred products_________
Tobacco manufactures_________ ____
Textile mill products___ ___________
Apparel and related products________
Paper and allied products___________
Printing, publishing, and allied indus­
tries___________ _______ ________
Chemicals and allied products_______
Petroleum refining and related indus­
tries___________________________
Rubber and miscellaneous plastic
products_________________ ______
Leather and leather products________

Dec.2 Nov.

Oct.

Sept. Aug.

July

June

May

Apr.

Mar.

$2. 35 $2.33

$2. 31 $2.31

Jan.

Dec.

1961

1960

$2. 31 $2.30

$2.32

$2.31

$2.29

$2.31

$2.31

$2. 31

$2.31

$2. 25

$ 2 . 20

2.51
2. 79

2.50
2. 78

2.48
2.76

2.48
2.77

2.46
2.75

2.47
2. 75

2. 47
2. 76

2.47
2.76

2.48
2. 76

2. 48
2. 75

2.47
2. 74

2.48
2.73

2. 46
2.73

2. 42
2.71

2.36
2.60

1.91
1.90
2.36
2.90
2. 49
2. 65
2.37
2. 86
2. 40

1.93
1.89
2.35
2. 89
2. 48
2.64
2. 36
2. 84
2. 40

1.91
1.89
2.33
2. 89
2.47
2.63
2.35
2.83
2. 39

1.93
1.88
2.33
2. 89
2.48
2. 62
2. 35
2.83
2 38

1.91
1.88
2.32
2. 88
2. 46
2.60
2. 33
2.80
2.37

1.91
1.8S
2.32
2.88
2. 47
2. 60
2.34
2. 80
2.37

1.91
1.88
2.32
2. 88
2. 46
2.60
2.34
2.78
2. 37

1.89
1.89
2. 30
2. 89
2. 47
2. 60
2.34
2. 78
2.38

1.90
1.88
2.31
2. Q2
2.46
2. 60
2. 34
2. 77
2.37

1.87
1.88
2.30
2.92
2. 45
2. 59
2.32
2. 77
2.36

1.87
1.87
2.29
2.92
2.45
2. 59
2. 32
2.78
2.37

1.91
1.88
2.31
2.91
2.46
2. 58
2.31
2. 78
2.36

1.90
1.87
2.28
2.90
2. 45
2. 57
2.31
2.78
2.35

2. 25
2.84
2.42
2.54
2.30
2.72
2.32

2.75
2.36
2.47
2.23
2. 65
2.26
1.84

1.88
1.86

1.82
1.82

2.20

1.95

1.92

1.91

1.90

1.90

1.92

1.91

1.91

1.92

1.92

1.92

1.92

1.90

1.87

2.12
2. 20
1.87
1. 63
1. 64
2.32

2.11
2.17
1.83
1. 63
1.64
2.31

2.10
2.15
1.68
1.63
1.64
2.31

2.10
2.13
1.67
1.62
1.65
2.30

2. 09
2.13
1.78
1.62
1.64
2.30

2.10
2.13
1.95
1.62
1.63
2. 29

2.10
2. 16
1.96
1.62
1.62
2. 28

2.09
2.16
1.95
1.62
1.63
2. 27

2. 09
2.17
1.93
1.62
1.64
2.27

2.09
2.17
1.88
1.61
1.65
2. 27

2.08
2.17
1.83
1.59
1.64
2.26

2.09
2.16
1.80
1.59
1.65
2. 26

2.08
2.13
1.79
1.58
1.65
2.25

2.05
2.09
1.74
1.57
1.61
2.23

(3)
2. 62

(3)
2. 61

(3)
2.60

(3)
2. 59

(3)
2.59

(3)
2. 58

(3)
2. 57

(3)
2. 54

(3)
2.53

(3)
2. 53

(3)
2.54

(3)
2. 56

(3)
2.55

2.51

2. 43

(3)

1.99

2.02

1.67
1.56
1.56
2.15
(3)

2.99

2.98

2. 96

2. 96

2.95

2.97

2. 95

2. 95

2.97

2. 97

2. 97

2.99

2. 97

2. 94

2.82

2.41
1. 69

2.39
1.71

2. 38
1.70

2.38
1.70

2.38
1.69

2.40
1.68

2. 38
1.69

2.36
1.69

2.35
1.69

2.34
1.68

2.34
1.68

2.35
1.67

2.36
1.67

2.32
1.65

2.26

1 For comparability of data with those published in issues prior to Decem­
ber 1961, see footnote 1, table A-2. For employees covered, see footnote 1,
table A-3. Average hourly earnings excluding overtime are derived by as­
suming that overtime hours are paid for at the rate of time and one-half.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

Feb.

Annual
average

1.61

2 Preliminary.
3 Not available because average overtime rates are significantly above
time and one-half. Inclusion of data for the group in the nondurable good
total has little effect.

355

C.—EARNINGS AND HOURS
T able

C-4. Average overtime hours of production workers in manufacturing, by industry 1
1962

1961

Annual
average
1961

I960*

Industry
Dec.2 Nov.
Manufacturing_________________ _____
Durable goods------------------------------Nondurable goods...................................
Durable goods
Ordnance and accessories_____________
Ammunition except for small arms----Sighting and fire control equipment---Other ordnance and accessories.........
Lumber and wood products except
furniture...................... ........................
Sawmills and planing mills__________
Millwork, plywood, and related products_______________ ____________
Wooden containers_________________
Miscellaneous wood products.............
Furniture and fixtures________________
Household furniture__ _____________
Office furniture____________________
Partitions; office and store fixtures........
Other furniture and fixtures_______
Stone, clay, and glass products.................
Flat g lass...................... ...... ..................
Glass and glassware, pressed or blown..
Cement hydraulic_________________
Structural clay products____________
Pottery and related products................
Concrete, gypsum, and plaster products.
Other stone and mineral products---Primary metal industries................ ..........
Blast furnace and basic steel products...
Iron and steel foundries_____________
Nonferrous smelting and refining-------Nonferrous rolling, drawing, and extrading..................................................
Nonferrous foundries...................... ........
Miscellaneous primary metal industries.
Fabricated metal products......... ...............
Metal cans___________ _____ _____ _
Cutlery, hand tools, and general hardware.......................................................
Heating equipment and plumbing fixtures----------------------- ----------------Fabricated structural metal products. „
Screw machine products, bolts, etc___
Metal stampings___________ _______
Coating, engraving, and allied services..
Miscellaneous fabricated wire products.
Miscellaneous fabricated metal products________ _____ ___ __________
Machinery------------------------ -------------Engines and turbines_____ _________
Farm machinery and equipment...........
Construction and related m achinery...
Metalworking machinery and equipment___________________________
Special industry machinery_________
General industrial machinery________
Office, computing and accounting machines_______________ __________
Service industry machines__________
Miscellaneous machinery................ . . .
Electrical equipment and supplies_____
Electric distribution equipment.......... .
Electrical industrial apparatus______
Household appliances............................
Electric lighting and wiring equipment.
Radio and TV receiving sets_________
Communication equipment_________
Electronic components and accessories..
Miscellaneous electrical equipment and
supplies________ _____ __________
Transportation equipment............ ...........
Motor vehicles and equipment..............
Aircraft and parts______ ___________
Ship and boat building and repairing.. .
Railroad equipment........ ...... ........ ........
Other transportation equipment___
Instruments and related products______
Engineering and scientific instruments.
Mechanical measuring and control dev ic e s .____ ______________ _____ _
Optical and ophthalmic goods...........—
Surgical, medical, and dental equipm ent________________ ___________
Photographic equipment and supplies..
Watches and clocks________________
See footnotes at end of table.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

2.9
3.1
2.7

2.9
3.0
2.8

2.8
2.9
2.7

3.0
3.1
2.9

2.8
2.8
2.7

2.8
2.8
2.8

2.9
3.0
2.9

2.8
2.8
2.8

2.7
2.7
2.6

2.6
2.7
2.6

2.5
2.5
2.5

2.6
2.6
2.5

2.9
3.0
2.7

2.4
2.3
2.5

2.4
2.4
2.5

2.8
2.1
4.2
2.7

2.6
2.0
3.4
2.7

2.4
2.1
2.8
2.5

2.2
1.7
2.7
2.5

2.2
1.9
2.8
2.1

2.3
2.0
3.0
2.2

2.1
1.8
2.4
2.4

2.1
1.9
2.4
2.2

2.5
2.0
3.1
2.6

2.4
1.6
3.2
2.7

2.2
1.6
2.9
2.4

2.2
1.7
2.8
2.3

2.3
1.7
3.0
2.6

1.9
1.6
2.2
2.1

2.0»
1.7
2.7
1.8

3.1
2.9

2.9
2.9

3.2
3.2

3.8
3.6

3.7
3.6

3.5
3.4

3.5
3.4

3.3
3.5

3.0
3.0

2.8
2.7

2.9
2.8

2.5
2.3

2.8
2.7

2.9
2.9

2.9
3.0

3.4
2.5
2.6
3.3
3.7
2.2
2.0
2.9
2.9
1.7
3.5
1.4
2.5
2.1
3.6
2.5
2.3
1.1
3.3
3.1

3.2
2.5
2.7
3.0
3.2
1.6
2.5
2.9
3.4
2.2
3.6
1.7
2.9
2.1
5.0
2.7
2.1
1.0
3.0
2.8

3.2
2.8
3.0
3.3
3.4
2.0
3.7
2.8
3.7
1.5
3.5
1.8
3.0
2.3
6.0
2.7
2.0
.9
2.9
2.3

3.8
3.2
3.1
3.4
3.4
2.4
4.6
3.2
3.9
2.0
3.4
2.3
3.1
2.0
6.4
2.9
2.2
1.3
2.7
3.0

3.7
3.3
3.1
3.2
3.2
2.0
4.0
3.4
3.9
1.6
3.4
2.1
3.2
2.1
6.7
2.8
1.9
.9
2.5
3.1

3.5
4.0
2.8
2.7
2.6
2.4
3.6
2.6
3.8
1.8
3.8
2.1
3.2
1.7
6.3
2.7
2.0
1.1
2.8
2.6

3.5
3.4
3.2
3.1
3.1
2.4
3.6
3.0
3.7
1.6
3.7
1.8
2.9
1.6
6.3
2.9
2.3
1.1
3.4
2.9

3.4
3.3
3.0
2.5
2.6
1.7
2.8
2.4
3.6
1.3
3.5
1.9
3.2
1.2
6.2
2.8
2.0
1.0
3.2
2.3

3.3
2.9
3.1
2.7
2.9
1.8
2.2
2.4
3.2
1.0
3.3
1.6
2.8
1.3
5.2
2.6
2.3
1.7
2.8
2.2

3.0
2.8
3.1
2.7
2.9
2.1
2.2
2.2
2.8
1.4
3.4
1.4
2.6
1.6
4.1
2.4
2.5
2.0
3.0
2.3

2.8
2.6
2.9
2.5
2.6
2.0
2.6
2.0
2.7
1.7
3.4
1.4
2.3
1.7
3.7
2.3
2.5
2.1
2.6
2.5

2.5
1.8
2.6
2.3
2.4
2.3
2.3
1.8
2.6
2.2
3.3
1.5
2.1
1.8
3.3
2.3
2.7
2.4
2.6
2.7

2.9
2.5
2.7
3.5
3.7
2.9
2.8
3.0
2.9
2.6
3.7
1.3
2.4
1.8
3.9
2.4
2.4
1.5
3.1
2.3

2.8
2.5
2.6
2.4
2.4
2.0
2.4
2.5
3.1
2.1
3.6
1.5
2.7
1.5
5.0
2.3
1.9
1.3
2.1
2.5

2.6
2.6
2.7
2.5
2.5
2.3
2.3
2.7
3.1
2.4
3.6
1.6
2.7
1. 5>
4.8
2.4
1.8»
1.3
2.1
3.0

3.8
3.2
3.7
2.9
2.0

3.8
2.9
3.2
3.0
2.5

3.4
2.9
3.2
3.0
2.8

3.7
3.0
3.5
3.3
4.9

3.2
2.6
2.9
3.1
4.3

3.3
2.8
2.7
2.9
4.7

4.1
3.2
3.4
3.1
4.0

3.4
2.9
2.8
2.9
3.5

3.8
2.9
2.9
2.8
3.4

3.6
2.9
3.3
2.6
3.0

3.3
3.0
3.0
2.6
2.9

3.5
3.0
3.0
2.6
2.5

3.9
3.3
3.3
3.0
3.0

3.1
2.3
2.3
2.4
3.2

2.4
2.3»
2.3
2.6
2.8

3.1

3.1

2.4

2.5

2.1

2.3

2.9

2.8

2.3

2.0

2.0

2.3

3.5

2.0

2.1

1.9
2.3
4.2
3.6
3.5
2.9

1.9
2.5
3.7
3.8
3.3
2.9

2.5
2.6
3.6
3.8
3.6
3.1

2.5
3.0
4.2
4. 1
3.6
3.2

2.2
3.0
3.6
3.7
3.1
3.0

1.9
2.8
3.6
3.2
2.8
2.7

2.2
2.8
4.0
3.4
3.7
3.1

1.6
2.6
3.8
3.6
3.3
2.9

1.4
2.3
4.0
3.3
3.6
3.0

1.4
2.0
4.1
3.4
3.0
2.9

1.4
2.0
4. 4
3.2
3.1
2.9

1.3
2.0
4.3
3.1
3.1
3.0

1. 5
2.2
4. 2
3.7
3.5
3.2

1. 5
2.3
2.6
2.9
2.8
2.7

1.4
2.4
2. 5>
3.7
2.7
2.6

2.6
3.1
2.5
2.0
2.4

2.6
2. S
1.9
1.6
2.2

2.7
2.9
1.9
1.8
2.5

2.7
3.0
2.3
2.1
2.7

2.5
3.0
2.3
1.9
2.8

2.2
3.2
2.1
1.7
3.0

2.7
3.4
2.3
2.1
2.9

2.6
3.3
2.5
2.2
2.8

2.6
3.3
2.7
2.5
2.8

2.4
3.2
2.4
2.7
2.7

2.5
3.1
2.3
2.5
2.5

2.5
2.9
1.6
2.1
2.3

2.5
3.1
2.2
1.7
2.4

2.3
2.5
1.7
1.6
1.9

1.9
2.7
1.3
1.9
1. &

4.7
3.7
2.6

4.3
3.3
2.5

4.1
3.3
2.6

4.2
3.6
2.6

4.5
3.3
2.7

4.9
3.4
3.0

5.2
3.8
3.2

5.3
3.5
2.9

5.4
3.6
2.9

5.0
3.6
2.8

4.7
3.5
2.8

4.2
3.2
2.7

4.3
3.8
3.0

3.4
2.8
2.0

4.3
3.3
2.1

1.5
1.7
4.3
2.4
2.4
2.2
2.5
2.0
2.2
2.5
2.1

1.3
1.6
4.2
2.3
2.2
2.3
1.9
2.1
1.7
2.4
2.1

1.4
1.8
4.3
2.3
2.3
2.3
1.8
2.1
2.2
2.5
1.9

1.4
2.0
4.4
2.5
2.4
2.3
2.1
2.4
2.6
3.0
2.1

1.3
2.1
4.1
2.1
2.0
2.1
2.2
1.8
2.4
2.3
1.9

1.6
2.5
4.2
2.0
2.2
2.1
2.0
1.6
2.0
1.8
1.8

1.5
3.0
4.0
2.3
2.2
2.6
2.0
1.9
2.5
2.2
2.2

1.5
2.2
4.0
2.1
1.9
2.4
1.6
1.7
1.6
2.5
2.1

1.4
2.2
4.0
2.1
1.6
2.3
1.6
1.8
1.4
2.5
2.0

1.5
1.9
4.0
2.1
1.6
2.3
1.5
1.8
1.3
2.7
2.2

1.8
1.6
4.0
2.1
1.6
2.0
1.7
1.7
1.6
2.7
2.1

2.1
1.6
3.9
2.2
1.5
2.0
1.6
1.6
1.8
2.9
2.2

2.4
1.8
4.1
2.5
2.2
2.3
2.1
2.1
2.2
3.1
2.3

2.2
1.6
3.5
1.9
1.8
1.9
1.9
1.6
1.6
2.1
1.9

1.9
1.9
3.4
1.9
1.9
1.3
1.6
1.7
1.4
2.5
1.6

3.8
4.7
6.0
3.4
3.4
1.5
2.4
2.6
3.1

3.7
4.5
5.9
3.2
3.0
1.2
1.9
2.5
2.7

3.5
3.9
4.9
3.2
2.9
1.7
2.7
2.5
2.8

2.9
3.6
4.5
3.0
2.5
1.7
3.0
2.5
2.9

2.3
3.1
3.6
2.7
3.0
2.1
3.3
2.4
2.7

3.1
3.3
4.0
2.5
2.8
1.8
2.5
2.4
2.7

3.3
3.3
3.9
2.6
2.7
2.5
3.6
2.5
2.6

3.2
3.4
4.0
2.7
2.9
2.8
3.5
2.2
2.2

3.0
3.0
3.4
2.5
2.6
2.7
2.8
2.3
2.0

2.8
2.8
2.9
2.8
2.5
2.4
1.5
2.3
2.1

3.0
2.4
2.4
2.4
2.4
1.7
1.5
2.3
2.5

3.6
3.1
3.5
2.9
2.6
1.8
.7
2.5
2.5

3.8
4.2
5.4
3.2
3.0
1.6
1.2
2.7
2.8

2.1
2.5
2.6
2.4
2.5
.9
1.8
2.1
2.2

1.9
2.7
3.2;
2.2
2.4
1.2;
1.7
2.1
2. S'

2.6
2.1

2.5
1.7

2.3
2.5

2.3
2.5

2.3
2.0

2.5
2.1

2.3
2.5

1.9

1.9
2.3

2.0

2.1
2.1

2.2

2.2

1.9

2. 5
2.4

1.9
2.0

1.9
1.8

2.2

2.4
2.7
2.1

2.5
2.7
2.1

2.5
2.5
2.0

2.4
2.6
1.6

2.3
2.8
2.3

2.1
2.9
1.7

2.5
3.2
2.1

2.2

3.5
1.8

2.3
2.9
1.8

2.5
3.5
2.1

2.6
3.9
1.5

2.1
2.9
1.5

2. 2
2. 5
1.0

2.0
3.4
1.7

3.4
2.0

2.2

356
T able

MONTHLY LABOR REVIEW, MARCH 1963

C-4. Average overtime hours of production workers in manufacturing, by industry 1—Continued
1962

1961

Industry
Dec.* Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

2.3
4.1
1.7
2.1
2.2
2.3

2.3
3.4
2.1
1.8
1.9
2.5

2.5
3.4
2.3
3.1
2.0
2.6

2.6
3.2
2.4
2.2
2.1
2.9

2.3
2.7
1.9
2.2
2.4
2.5

1.9
2.2
1.6
1.6
2.0
2.1

2.3
2.9
2.0
1.6
3.0
2.4

2.4
3.1
2.2
1.9
2.5
2.3

2.2
2.9
1.8
1.9
2.5
2.3

2.3
3.0
2.0
1.9
2.2
2.6

2.2
2.1
1.9
1.7
2.0
2.6

2.1
2.5
1.4
1.6
2.2
2.4

2.7
5.2
1.8
2.9
1.8
2.8

3.5
4.0
3.4
2.2
6.4
2.8
3.9
2.9
2.4

3.6
4.5
3.2
2.1
6.4
3.3
4.5
3.1
2.5

3.4
3.8
3.2
2.3
6.9
3.1
2.9
3.3
2.5

3.9
3.8
3.7
3.4
7.0
3.7
4.9
3.4
3.2

3.4
3.1
3.4
2.6
6.9
3.3
4.4
2.6
3.1

3.9
3.9
4.0
3.5
6.9
3.4
4.6
1.7
4.0

3.6
3.8
3.8
2.5
6.5
3.4
4.7
2.0
3.3

3.5
3.9
3.6
2.5
6.2
3.1
3.9
1.9
3.2

3.1
3.3
3.3
2.3
5.4
2.8
3.6
1.7
2.6

3.0
2.9
3.0
2.1
5.1
2.9
2.6
2.1
2.6

2.9
2.7
2.9
2.3
5.6
2.7
3.2
2.1
2.3

3.1
3.4
2.9
2.0
6.0
2.5
5.8
2.1
2.1

3.3
4.0
3.0
2.0
5.9
2.8
5.0
2.6
2.4

4.3
1.1
1.2
1.0
3.0
2.9
4.3
3.1
3.2
1.6
4.5
4.7
2.6
3.7
1.2
1.3
1.0

4.3
1.2
1.5
1.6
3.3
3.2
4.5
3.2
3.3
2.2
4.7
5.1
2.8
3.8
1.4
1.1
1.3

4.1
1.2
1.0
1.4
3.2
3.1
4.4
3.4
3.4
2.3
4.2
5.0
3.1
3.5
1.4
1.3
1.3

4.1
1.6
1.4
1.3
3.0
2.8
4.2
3.7
3.2
2.3
3.7
4.7
2.8
3.4
1.4
1.3
1.4

4.0
1.0
.8
1.2
3.1
3.0
4.4
4.1
3.3
2.3
3.3
4.9
3.3
3.2
1.5
1.2
1.6

4.0
.6
.7
.4
3.1
2.9
4.2
4.4
3.3
2.4
3.2
3.4
3.2
3.7
1.3
1.0
1.3

3.9
.9
.9
.9
3.5
3.1
4.6
6.2
3.4
2.5
4.7
3.8
3.5
4.2
1.4
1.3
1.4

3.9
.7
.9
.5
3.3
3.3
4.3
4.9
3.3
2.3
4.3
3.4
3.4
3.4
1.3
1.2
1.2

3.7
.7
.5
.9
3.3
3.4
4.3
4.6
3.3
2.2
4.4
3.2
3.4
3.0
1.4
1.4
1.1

3.9
1.0
1.2
.9
3.3
3.5
3.8
4.6
3.4
2.1
4.5
3.8
3.5
3.3
1.4
1.2
1.2

4.0
.6
.5
.5
3.3
3.4
4.2
4.6
3.2
2.0
4.3
3.7
3.4
3.3
1.2
1.0
1.1

3.8
.5
.5
.4
3.2
3.4
4.2
4.0
3.3
1.8
4.1
3.4
3.2
3.4
1.0
.8
.8

3.9
1.4
1.8
1.0
3.4
3.4
4.6
3.5
3.2
2.3
4.4
4.9
3.5
3.4
1.2
1.0
1.1

Annual
average
1961

1960

Manufacturing—Continued
Durable goods—Continued
Miscellaneous manufacturingindustries.,
Jewelry, silverware, and plated ware...
Toys, amusement, and sporting goods..
Pens, pencils, office and art materials..
Costume jewelry, buttons, and notions.
Other manufacturing industries..........
Nondurable goods
Food and k indred products____________
M eat products______________________
D airy products.............. ............................
Canned and preserved food, except meats.
G rain mill products_________________
B akery products........ ............ ..................
Sugar.............................................................
Confectionery and related products___
Beverages__________________________
M iscellaneous food and kindred prod­
ucts______ _____ _____ ____________
Tobacco m anufactures________________
C igarettes__________________________
Cigars____ ____ ___________ _______ _
Textile mill p ro d u c ts .................. ...............
C otton broad woven fabrics__________
Silk and sy n th etic broad woven fabrics.
W eaving and finishing broad w oolens..
N arrow fabrics and smallwares......... ..
K n ittin g .......................... ................. .........
Finishing textiles, except w ooland k n it.
Floor covering______________________
Y am a n d th re a d ___________ _________
M iscellaneous textile goods.....................
A pparel and related p roducts.....................
M en’s and boys’ suits and coats______
M en ’s and boys’furnishings_________
W om en’s, misses’, and jun io rs’ o u ter­
w ear................... ....................... .............
W om en’s a n d children’s undergar­
m ents____________________________
H a ts, caps, and m illinery........................
G irls’ and children’s outerw ear_______
F u r goods and miscellaneous a p p arel...
M iscellaneous fabricated textile prod­
u cts...................... ............. .......................

Paper and allied products_____________
Paper and pulp........................................
Paperboard................. ........ .................. .
Converted paper and paperboard prod­
ucts.................................................
Paperboard containers and boxes..........
Prin ting, publishing, and alliedindustries.
Newspaper publishing and printing__
Periodical publishing and printing........
Books____________________________
Commercial printing......................... .
Bookbinding and related industries___
Other publishing and printing indus­
tries.......................................................
Chemicals and allied products_________
Industrial chemicals_______________
Plastics and synthetics, except glass__
D r u g s ................... .................................
Soap, cleaners, and toilet goods............
Paints, varnishes and allied products..
Agricultural chemicals______________
Other chemical products........................
Petroleum refining and related industries.
Petroleum refining_________________
Other petroleum and coal products___
Rubber and miscellaneous plastic prod­
ucts........................................................
Tires and inner tubes_______________
Other rubber products.___ _________
Miscellaneous plastic products..............
Leather and leather products__________
Leather tanning and finishing_______
Footwear, except rubber.........................
Other leather products______________

2.1

1.8
1.9
2.2

1.9
1.5
1.7
2.3

3.3
3.7
3.1
2.4
6.2
2.9
4.5
2.5

3.3
3.7
2.9
2.3

2.8

3.9
1.1

1.2
1.0

2.7
2.7
3.2
3.3
2.9

2.0

3.7
3.3

2.8

6.0

2.9
4.2
2.4
2.8
3.9
1.0
1.1
1.0
2.6
2.8
3.3
3.1
2.4
1.9
3.2

2.8
2.9
1.1

2.8
2.4
2.8
1.2

.9

1.0

.8

1.4

1.2

1.3

1.2

1.4

1.6

1.5

1.5

1.5

1.6

1.6

1.3

1.1

1.1

1.1

1.1

1.2
1.1
.7
1.0

1.7
1.2
.9
1.3

1.7
1.5
1.1
1.4

1.6
1.2
1.2
1.2

1.5
1.6
1.6
1.1

1.2
1.3
1.5
1.1

1.1
1.2
1.5
1.1

1.0
1.1
1.2
.9

1.3
1.8
1.4
1.1

1.4
2.2
1.4
1.2

1.0
1.8
1.2
1.1

.9
1.4
.9
.8

1.4
1.3
.8
1.4

1.4
1.5
1.3
1.1

1.1
1.3
1.3
1.1

1.8
4.5
5.2
6.3

2.0
4.5
5.2
6.0

2.2
4.5
5.1
5.5

2.1
4.8
5.3
6.4

1.8
4.6
5.2
5.9

1.5
4.7
5.5
6.8

1.8
4.5
5.2
6.1

1.7
4.4
5.4
5. 4

1.4
4.3
5.2
5.7

1.5
4.3
5.2
5.7

1.3
4.2
5.2
5.4

1.1
4.2
5.3
5.6

1.7
4.5
5.1
5.5

1.6
4.3
5.0
5.6

1.7
4.1
5.1
5.1

3.2
3.8
3.0
3.0
3.6
2.9
3.2
2.1

2.8
4.0
2.8
2.9
3.6
2.8
2.9
2.3

3.0
4.3
2.8
2.7
3.8
3.0
3.0
2.4

3.3
4.6
3.1
2.8
4.4
3.6
3.2
3.2

3.4
4.1
2.9
2.5
3.4
3.6
3.0
2.7

3.0
4.2
2.7
2.4
2.6
3.4
2.8
2.4

3.3
4.0
2.6
2.6
2.6
3.3
2.7
2.1

2.8
3.7
2.8
2.8
2.3
3.9
2.9
2.5

2.8
3.5
2.7
2.4
2.5
3.6
3.0
2.4

2.9
3.7
2.8
2.0
3.3
3.8
3.2
2.4

2.9
3.2
2.6
1.8
3.0
3.7
3.0
2.2

2.9
3.3
2.5
1.8
3.4
3.2
2.7
2.0

3.8
3.8
3.1
3.0
3.1
3.5
3.3
2.1

3.0
3.6
2.7
2.4
3.1
3.7
2.9
2.1

2.8
3.3
2.9
2.7
3.6
3.7
3.1
2.1

2.5
2.4
2.4
2.1
2.6
2.4
1. 5
3.7
2.8
1.9
1.5
3.7

2.4
2.3
2.4
1.9
2.5
2.5
1.5
3.1
2.6
2.5
1.9
4.8

2.7
2.5
2.4
2.0
2.7
2.8
1.8
3.6
2.6
2.5
1.6
5.9

2.7
2.7
2.6
2.3
2.5
3.2
2.3
3.9
2.8
3.0
2.0
6.6

2.8
2.4
2.4
2.3
2.3
2.7
2.3
2.6
2.8
2.2
1.3
5.9

2.6
2.6
2.6
2.6
2.3
2.5
2.4
3.2
2.6
2.6
1.7
6.2

2.4
2.6
2.4
2.6
2.4
2.8
2.8
3.3
3.0
2.5
1.6
6.1

2.2
2.7
2.3
2.3
2.1
2.3
3.1
7.2
2.8
2.2
1.6
4.7

2.5
2.6
2.3
2.3
2.1
2.4
2.3
6.0
2.4
2.0
1.6
3.8

2.5
2.4
2.3
2.3
2.2
2.6
1.7
4.4
2.5
1.6
1.2
3.7

2.7
2.5
2.4
2.4
2.6
2.9
1.5
3.8
2.2
1.5
1.3
2.6

2.6
2.6
2.9
2.6
2.5
2.8
1.5
2.9
2.4
2.6
2.4
3.5

3.0
2.4
2.4
2.3
2.1
2.8
1.5
3.1
2.5
1.6
1.3
3.0

2.5
2.3
2.3
2.0
1.9
2.6
1.9
3.8
2.5
2.0
1.5
4.5

2.6
2.3
2.5
2.0
1.9
2.3
1.9
4.3
2.5
2.0
1.4
4.5

3.3
3.8
3.1
3.0
1.3
2.4
1.1
1. 5

3.1
3.3
3.0
3.2
1.4
2.5
1.0
2.1

3.0
3.3
2.8
3.1
1.3
2.7
.9

3.3
3.6
3.2
3.3
1.4
2.8
1.0
1.8

3.1
3.5
2.9
3.0
1.5
2.8
1.2
1.8

3.0
3.6
2.6
3.0
1.4
2.3
1.3
1.5

3.7
4.4
3.5
3.5
1.5
3.0
1.2
1.8

3.2
3.3
3.1
3.3
1.2
2.8
1.0
1.3

2.9
2.5
2.8
3.3
1.4
2.6
1.1
1.7

2.7
2.3
2.6
3.0
1.6
2.4
1.3
2.0

2.8
2.7
2.7
2.9
1.6
2.6
1.3
1.9

3.1
3.5
3.0
2.8
1.5
2.6
1.3
1.8

3.6
4.6
3.2
3.2
1.6
2.9
1.2
2.0

2.6
2.7
2.4
2.9
1.4
2.3
1.1
1.7

2.4
2.3
2.2
2.5
1.2
2.1
1.1
1.4

ber 1961, see footnote 1, table A-2. For employees covered, see footnote 1,
table A-3.
These series cover premium overtime hours of production and related
workers during the pay period ending nearest the 15th of the month. Over­
time hours are those paid for at premium rates because (1) they exceeded


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

2.1

3.0
1.9

either the straight-time workday or workweek or (2) they occurred on week­
ends or holidays or outside regularly scheduled hours. Hours for which
only shift differential, hazard, incentive, or other similar types of pre­
miums were paid are excluded.
8 Preliminary.

C.—EARNINGS AND HOURS
T able

357

C 5. Indexes of aggregate weekly man-hours and payrolls in industrial and construction activities1
[1957-59=100]
1963

1962

Annual
average

Activity
Jan.2

Dec.

Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

1961

1960

Man-hours
Total.......................
Mining________
Contract construction...................................
Manufacturing__

93.5
77. 7
75.7
97.6

96.4
79.4
80.9
100.1

99.2
81.3
94.9
100.9

101.7
83.3
105.3
102.0

103.4
84.3
107.7
103.6

102.0
85.4
110.6
101.3

100.6
82.4
107.7
100.2

100.8
85.4
99.5
101.8

99.1
84.0
97.3
100.1

97.1
82.7
87.3
99.6

94.4
81.5
75.7
98.4

92.9
81.5
72.0
97.3

91.4
80.3
68.8
96.1

95.1
84.9
94.3
95.8

99.0
91.1
98.3
99.6

Durable g o o d s ..____
Ordnance and accessories________
Lumber and wood products, except furniture.................................
Furniture and fixtures__________
Stone, clay, and glass products___
Primary metal industries________
Fabricated metal products..............
Machinery________
Electrical equipment and supplies..
Transportation equipment_______
Instruments and related products..
Miscellaneous manufacturing industries....... ........................ .........

98.7
129.4

100.8
130.7

101.2
129.5

101.8
127.4

102.4
128.0

99.0
127.4

99.8
123.1

102.2
122.4

101.2
123.8

100.5
124.6

98.8
123.0

97.7
122.2

96.1
121.6

93.9
118.1

99.4
111.7

90.6
102.1
88.0
92.3
98.9
99.7
114.0
97.1
102.4

92.4
105.8
91.8
92.1
100.3
100.3
116.0
100.7
103.4

96.2
106.0
98.0
90.0
100.7
99.1
115.8
99.5
104.1

99.6
107.9
100.8
89.8
101.9
99.6
116.4
97.9
103.3

103.1
108.0
102.1
92.5
102.7
100.2
116.9
95.7
103.0

105.0
107.3
103.0
90.5
99.6
99.6
113.4
82.9
103.1

102.3
101.6
101.6
90.3
98.8
100.4
111.8
93.9
101.0

102.7
104.5
101.3
95.2
102.6
102.8
114. 5
95.2
103.1

98.2
102.1
99.2
97.5
100.8
101.9
112.2
95.6
101.6

92.9
102.1
95.1
102.8
99.2
101.7
111.4
93.4
101.7

88.2
101.5
89.5
103.0
97.6
100.1
110.4
92.8
100.7

89.9
100.2
88.2
101.8
96.2
97.9
109.9
91.8
99.9

84.2
96.6
86.0
100.1
96.0
95.7
109.3
91.5
100.6

94.0
97.7
94.8
91.6
94.1
93.2
104.1
83.8
98.8

99.2
102.6
100.4
98.0
99.9
99.7
105.8
92.1
102.8

93.7

100.0

107.6

111.2

110.7

107.2

101.5

105.1

102.6

100.6

97.9

94.1

91.9

98.8

101.4

96.0
88.1
90.6
90.4
99.6
101.8

99.2
93.3
96.5
93.4
103.5
105.0

100.6
96.8
99.6
94.4
105.8
104.4

102.2
102.5
120.5
94.8
105.4
105.1

105.2
110.0
133.2
94.6
107.8
106.6

104.3
106.4
104.1
95.7
109.5
106.1

100.8
101.8
74.0
94.2
102.7
104.1

101.2
95.9
75.6
97.7
105. 5
105.8

98.8
91.3
75.4
96.4
103.3
103.0

98.4
89.1
76.3
95.9
105.1
102.8

97.9
86.5
79.6
95.8
106.1
102.3

96.8
86.3
85.7
94. 9
102.8
100.8

96.0
88.3
87.8
93. 9
96.2
101.0

98.2
96.5
94.4
93. 5
99.1
102.0

99.8
98.0
97.1
96.5
101.8
102.1

101.4
103.4

104.8
103.6

106.0
103.5

106.0
103.7

106.8
104.5

105.1
104.3

104.0
104.2

105.1
104.8

104.8
105.7

105.2
105.7

105.3
103.2

103.9
102.3

103.1
101.7

104.6
100.8

104.4
101.6

Nondurable goods_________________
Food and kindred products______
Tobacco manufactures________
Textile mill products.......................
Apparel and related products.........
Paper and allied products.......... .
Printing, publishing, and allied industries.........................................
Chemicals and allied products
Petroleum refining and related
industries____________________
Rubber and miscellaneous plastic
products_______ _____________
Leather and leather products__

81.3

81.0

82.7

83.5

86.5

88.4

90.7

90.2

88.4

87.5

85.4

85.5

87.7

89.0

93.5

110.6
97.1

111.4
97.8

111.3
95.9

112.0
93.7

112.0
97.0

109.2
101.7

106.8
99.5

112.3
100.6

108.2
95.3

105.9
96.4

105.5
99.9

104.4
100.2

105.4
101.0

99.5
97.4

101.5
97.5

90.3
111.6
113.2

89.7
101.2
112.6

88.7
87.6
110.9

88.4
82.4
109.5

87.8
81.3
108.5

89.9
106.4
105.2

95.2
106.9
106.6

Payrolls
M ining______
Contract construction...
Manufacturing__ _

112.2

87.2
97.2
115.0

87.9
111.9
115.3

90.2
123.9
115.7

92.0
127.0
117.4

* 1 For comparability of data with those published in issues prior to Decem­
ber 1961, see footnote 1, table A-2.
Por mining and manufacturing, data refer to production and related workers

T

able

92.2
128.5
113.6

88.8
124.8
113.2

92.0
114.0
115.1

and for contract construction, to construction workers, as'defined in footnote
1, table A-3.
2 Preliminary.

C-6. Gross and spendable average weekly earnings of production workers in manufacturing1
[In current and 1957-59 dollars]
1962

1961

Item
Dec.2 Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan.

Dec.

Annual
average
1961

1960

Manufacturing
Gross average weekly earnings:
Current dollars_____________
$98.42 $97.36 $96. 72 $97.68 $95. 75 $96.80 $97.27 $96.80 $96.56 $95.91 $95.20 $94. 88 $96.63 $92. 34
1957-59 dollars____ __________
93.02 91.85 91.25 92.06 90. 76 91. 75 92.37 92.02 91. 79 91.34 90.84 90.79 92.47 88.62
Spendable average weekly earnings:
Worker with no dependents:
Current dollars________________ 79.35 78.50 77.99 78.76 77.21 78.05 78. 43 78.05 77.86 77.34 76. 77 76.51 78.04 74.60
1957-59 dollars____________
75. 00 74.06 73. 58 74.23 73.18 73.98 74.48 74.19 74.01 73.66 73.25 73.22 74.68 71.59
Worker with 3 dependents:
Current dollars______________
87.05 86.19 85. 66 86.45 84. 87 85. 73 86.11 85.73 85.53 85. 00 84. 41 84.15 85.70 82.18
1957-59 dollars_________________ 82.28 81.31 80.81 81.48 80. 45 81.26 81.78 81.49 81.30 80.95 80.54 80.53 82.01 78. 87
v.1 For comparability of data with those published in issues prior to Decem­
ber 1961, see footnote 1, table A-2. For employees covered, see footnote 1,
table A-3.
Spendable average weekly earnings are based on gross average weekly
earnings as published in table 0-1 less the estimated amount of the workers’
ii vm soclal security and income tax liability. Since the amount of tax
liability depends on the number of dependents supported by the worker as
well as on the level of his gross income, spendable earnings have been com­


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$89. 72
87.02
72.57
70.39
80.11
77.70

puted for 2 types of income receivers: (1) A worker with no dependents,
and (2) a worker with 3 dependents.
The earnings expressed in 1957-59 dollars have been adjusted for changes
in purchasing power as measured by the Bureau’s Consumer Price Index.
2 Preliminary.
N ote: These series are described in “ The Calculation and Uses of the
Spendable Earnings Series,” Monthly Labor Review, January 1959, pp. 50-54.

MONTHLY LABOR REVIEW, MARCH 1963

358

D.—Consumer and Wholesale Prices
T able

D -l. Consumer Price Index.1 All-city average. *A11 items, groups, subgroups, and special
groups of items
[1957-59 = 100]
Annual
average

1962
1963
Jan. Î Dec.

Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar.

Feb.

Jan,

1962

1961

All items................................................... ...... 106.0

105.8

106.0

106.0

106.1

105.5

105.5

105.3

105.2

105.2

105.0

104.8

104.5

105.4

104.2

Food 1____ _____ ____________________
Food at home__________________ --Cereals and bakery products_____
Meats, poultry, and fish_________
Dairy products________________
Fruits and vegetables_________ ..
Other foods at home 3___________

104.7
103.2
108.7
102.5
103.8
106.4
97.6

103. 5
101.9
108.2
102.5
103.9
100.2
97.2

104.1
102.6
108.4
103.5
104.2
102.1
97.2

104.3
102.9
108.0
104.1
104.3
102.0
98.1

104.8
103.5
107.9
106.3
104.2
102.2
97.8

103.8
102.3
107.8
102.6
103.9
105.2
95.2

103.8
102.4
107.9
100.8
103.5
109.9
94.1

103.5
102.1
107.4
99.7
102.7
111.9
93.4

103. 2
101.9
107.5
99.6
103.0
109.4
94.4

103.4
102.1
107.3
100.1
103.7
108.6
95.1

103.2
101.9
107.3
100.6
105.0
104.4
96.1

103.1
101.9
107.1
100.6
105.1
102.9
97.4

102.5
101.2
106.6
99.8
105.6
100.6
97.2

103.6
102.2
107.6
101.7
104.1
105.0
96.1

102.6
101.5
105.4
99.3
104.8
104.2
97.6

H ousing4____________________________
Rent___ _________________________
Gas and electricity... . . . . . . . .
Solid and petroleum fuels___________
Housefumishings_____ ____________
Household operation_______________

105.4
106.3
108.2
104.9
97.9
109.3

105.2
106.2
108.1
104.8
98.6
108.1

105.1
106.2
108.1
103.6
98.7
107.8

105. 0
106.1
108.0
102.4
98.8
107.6

104.9
105.9
108.0
101.3
98.7
107.6

104.8
105.8
108.0
100.1
98.5
107.4

104.8
105.7
108.0
99.7
99.0
107.5

104. 8
105.6
107.7
99.4
99.1
107.4

104.7
105.5
107.7
100.1
99.0
107.4

104.6
105.4
107.8
102.4
99.3
107.1

104.6
105.3
107.9
103.6
99.5
107.1

104.6
105.2
107.9
104.0
99.3
106.9

104.4
105.1
107.8
103.9
98.7
106.5

104.8
105.7
107.9
102. 1
98.9
107.4

103.9
104.4
107.9
101.6
99.5
105.9

Apparel...................... .....................................
Men’s and boys’___________________
Women’s and girls’________ _____ _
Footwear__________ ______________
Other apparel4. . __________________

103.0
103.5
100.2
109.8
100.3

103.9
104.3
101.5
109.9
101.3

104.3
104.3
102.5
109.7
101.1

104.9
104.2
104.0
109.6
101.6

104.6
104.0
103.6
109.5
101.2

102.5
102.9
99.9
109.3
100.3

102.9
103.2
100.4
109.2
100.8

102.8
103.1
100. 5
109.1
100.4

102.7
103.1
100.0
109.1
100.6

102.7
102.9
100.3
109.2
100.3

102.7
102.8
100.4
109.1
100.3

102.0
102.8
99.0
108.8
99.8

101.8
102.4
98.6
108.9
100.0

103.2
103.3
100.9
109.3
100.6

102.8
102.8
101.0
107.8
100.9

Transportation............................................... 106.6
Private_________ _______________ . 105.3
P u b lic............................................... — 115.7

108.0
106.8
115.7

108.3
107.2
115.4

108.1
106.9
116.0

107.8
106.7
115.7

107.4
106.2
115.7

106.8
105.4
115.6

107.3
106.0
115.6

107.3
106.0
115.6

107.2
106.0
115.6

105.9
104.6
114.9

106.0
104.7
114.8

106.0
104.8
114.7

107.2
105.9
115.4

105. 0
104.0
111.7
111.3

Medical care...................................... ............. 115.5

115.3

115.0

114.9

114.7

114.6

114.6

114.4

114.1

113.9

113.6

113.0

112.6

114.2

Personal care_________________________

107.4

107.6

107.1

106.9

106.8

106.8

106.8

106.1

106.4

106.3

105.9

105.8

105.6

106.5

104.6

Reading and recreation________________

110.2

110.0

110. 1

109.5

110.0

110.3

110.0

109.2

109.5

109.4

109.2

109.1

108.5

109.6

107.2

•Other goods and services...___ _________ 105.7

105.6

105.6

105.6

105.6

105.5

105.6

105.2

105.1

105.1

105.1

105.0

104.9

105.3

104.6

Special groups:
All items less food_______ _________ 106.5
All items less shelter__________ _____ 105.9
All commodities less food___________ 102.6

106.7
105.8
103.4

106.7
106.0
103.5

106.7
106.1
103.6

106. 6
106.1
103.4

106.2
105.5
102.6

106.1
105.4
102.5

106.1
105.3
102.6

106.0
105.2
102.6

106.0
105.2
102.8

105.7
105.0
102.4

105. 5
104.8
102.2

105. 3
104.4
102.0

106.1
105.4
102.8

104.8
104.2
102.1

All commodities______________ _____
Nondurables 4........ ................... ......
Nondurables less food......................
Nondurables less food and apparel .
Durables 7__ __________________
Durables less cars....... ...............

103.6
104.3
104.0
104.7
100.4
98.5

103.6
104.0
104.6
105.1
101.7
98.6

103.9
104.2
104.4
104.5
102.2
98.6

104.0
104.4
104.6
104.5
102.0
98.6

104.1
104.7
104.6
104.6
101.6
98.6

103. 2
103.5
103.2
103.7
101.7
98.7

103.1
103.5
103.3
103.5
101.5
98.7

103.1
103.4
103.4
103.8
101.6
98.8

203.0
103.2
103.5
104.0
101.5
98.9

103.1
103.5
103.8
104.4
101.4
98.9

102.8
103.2
103.5
104.0
100.9
99.0

102.7
103. 1
103.3
104. 1
100.8
99.0

102.3
102.6
102.9
103.6
100.8
98.7

103.2
103.6
103.8
104.2
101.5
98.8

102.4
102.8
103.2
103.3
100.5
98.9

All services 8______________________
All services less rent____ ________
Household operation services,
gas, and electricity.................
Transportation services______
Medical care services.................
Other services.................... ........

110.5
111.2

110.1
110.8

110.0
110.6

109.8
110.5

109.8
110.5

109.9
110.6

109. S
110.5

109.5
110.2

109.4
110.1

109.2
109.8

109.0
109.6

108.9
109.5

108.7
109.3

109.5
110.2

107.6
108.3

109.9
111.1
118.5
109.7

109.1
110. 9
118.2
109.3

108.8
110.7
118.0
109.3

10S.7
110.8
117.8
109.1

108.6
110.5
117.5
109.3

108.5
111.7
117.3
109.3

108.6
111.7
117.2
109.1

108.5
111.5
116.9
108.7

108.4
111.5
116.6
108.7

108.2
111.5
116.2
108.2

108.2
111.3
115. 8
108.0

108. 1
111.2
115.5
107.9

107.9
110.7
115.1
107.9

108.5
111.2
116.8
108.7

107.2
109.5
113.1
106.8

*The Consumer Price Index for January 1963 calculated from a 1947-49
=100 base was 130.1.
1 The Consumer Price Index measures the average change in prices of
■goods and services purchased by urban wage-earner and clerical-worker
families. Data for 46 large, medium-size, and small cities are combined for
the all-city average.
1 In addition to subgroups shown here, total food includes restaurant meals
and other food bought and eaten away from home.
* Includes eggs, fats and oils, sugar and sweets, beverages (nonalcoholic),
and other miscellaneous foods.
4 In addition to subgroups shown here, total housing includes the purchase
price of homes and other homeowner costs.
4 Includes yard goods, diapers, and miscellaneous items.
4 Includes food, house paint, solid fuels, fuel oil, textile housefumishings,
household paper, electric light bulbs, laundry soap and detergents, apparel


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(except shoe repairs) gasoline, motor oil, prescriptions and drugs, toilet
goods, nondurable toys, newspapers, cigarettes, cigars, beer, and whiskey.
7 Includes water heaters, central heating furnaces, kitchen sinks, sink
faucets, porch flooring, household appliances, furniture and bedding, floor
coverings, dinnerware, automobiles, tires, radio and television sets, durable
toys, and sporting goods.
8 Includes rent, home purchase, real estate taxes, mortgage, interest, prop­
erty insurance, repainting garage, repainting rooms, reshingling roof, re­
finishing floors, gas, electricity, dry cleaning, laundry service, domestic
service, telephone, water, postage, shoe repairs, auto repairs, auto insurance,
auto registration, transit fares, railroad fares, professional medical services,
hospital services, hospitalization and surgical insurance, barber and beauty
shop services, television repairs and motion picture admissions.

D.— CONSUMER AND WHOLESALE PRICES

T able

359

D-2. Consumer Price Index 1—A ll items and food indexes, by city
[1957-59=100]

1963

A nnual
average

1962

C ity

Jan.

N ov.

O ct.

S ep t.

A ug.

J u ly

June

M ay

1963
(194749 = 100)

1961

1960

104.2

103.1

130.1

106.2
103.8

103.2
104.4
105.1
103.6
102.6

102.7
103.4
103.6
103.0
102.2

0
0

0

105.2
105. 7

104.5
105.4

103.1
104.1

131.0
133.8

0

104.3
105.6
104.5
105.2
103.8

104.2
104.8
104.4
105.0
104.1

103.1
103.9
103.2
104.1
102.9

131.1
129.5
130.0
131.2
131.0

0
0
0
0
0

A p r.

M ar.

F eb.

105.0

104.8

104.5

103.7
104.6

0
0
0
104.4
0

Jan.

A ll I te m s

A ll-city average 3.........

-

A t l a n t a , G a __________
B a l t i m o r e , M d .............
B o s t o n , M a s s ________ C h ic a g o , 111..................... C i n c i n n a t i , O h i o ____ C l e v e l a n d , O h io .........
D e t r o i t , M i c h ...............
H o u s t o n , T e x _______
K a n s a s C i t y , M o ___
L o s A n g e le s , C a lif ...
M in n e a p o lis , M in n .
N e w Y o r k , N . Y ____
P h i l a d e l p h i a , P a ____
P i t t s b u r g h , P a ______
P o r t l a n d , O r e g ______
S t . L o u i s , M o _______
S a n F r a n c isc o , C a lif.
S c r a n t o n , P a _________
S e a t t l e , W a s h ...............
W a s h in g to n , D . C . . .

-

106.0

105.8

106.0

106.0

106.1

105.5

105.5

105.3

105.2

105.2

0

104.5
105. 7

0
0
0
105.0
0

108.2
105.0

0
0

104.7
106.0

0
0
0
104.4
0

107.2
104.5

0
0

104.0
104.8

0
0
0
104.6
0

107.1
104.8

(3)
108.6
104.7
(3)

104. 7
104.0

(3)
102.5

1Ò2.5

105.9
107.3

103.7
102.6
104. 5

107.2

107.1

106.0
107. 5
105.9
106. 5
105. 7

106.9
105.7

0

(3)
(3)
(3)
(3)
(3)

0

0
0
0

0

0
0

106.0
107.8

0
0
0

0

0

107.1
105.8

0
0
0
0

1Ò6. 5
107.0
105. 'Ó

0
0
102.8
0

0

105.2
104.3

0
0
0

102.8

107.1
107.2

103.8
102.3
104.6

107.2

106.6

105.9
107.2
105.8
106.3
105.3

107. 3
106.0

0
0
0
0
0

0

0
0

105.6
107.5

0
0
0

0
0
101.9
0

0

104.5
103.3

0
0
0

101.8

103.5
102.0
104.7
106.9

0

106.0
106.8

107.0

0

105.7
106. 4
105.3
106.0
104.8

105.8
104.9

106.6
105.2

0
0
0
0

106.0
106.7
104.8

0
0
0
0
0

0

0
0

104.4
107.5

0
0
0

0
0

0
0
102.2
0

0

104.5
103.3

0
0
0

102.0

103.1
102.0
104.5
105.7

0

105.7
106.3

106.1

0

105.5
106.0
105.1
105.7
103.9

105.9
105.0

105.7
104.7

0
0
0
0

0

0
0

105.9
105.0

0
0
0
0

0
0

0
103.2 102.3
0
101. 1 101.9 101.3
102.6 102.1
0

105.7
106.3
104.2

0
0
0
0
0

104.8
107.3

0
0
0

105.5
105. 9
104.0

0
0
0
0
0

103.9
105.8
104.1
104.9
103.7

102.4
104.5
102.5
103.3
102.2

134.6
132.0

0
0
126.4
0

Food
All-city average ».

104.7

103.5

104.1

104.3

104.8

103.8

103.8

103.5

103.2

103.4

103.2

103.1

102.5

102.6

101.4

A t l a n t a , G a ______
B a lt im o r e , M d . . .
B o s t o n , M a s s ____
C h ic a g o , 111.............
C i n c i n n a t i , O h io .

104.0
104. 6
106. 4
105. 6
103.1

102.7
103.4
105.7
104.3
101.7

103.1
103.6
106.4
105.7
102.8

103.9
104.2
105.7
105.7
103.0

104.3
104.5
105.7
106.7
103.7

103.4
104.2
105.0
105.8
102.2

102.9
103.4
104.3
105.7
102.4

103.0
103.0
104.2
105.2
101.5

103.1
102.7
103.7
104.6
101.2

102.7
102.7
103.5
105.6
101.5

102.5
102.4
104.0
105.2
101.3

102.2
102.8
103.3
105.2
101.0

101.8 101.8
102. 5 102.4
103.5 102.4
103.8 103.2
100.3 101.8

101. 1
101.0
101.4
101.9
100.9

C l e v e l a n d , O h io _____
D e t r o i t , M i c h .......... ..
H o u s t o n , T e x ________
K a n s a s C i t y , M o ____
L o s A n g e l e s , C a l i f ___

101.7
101.3
103.2
103.2
106.8

100.8
100.6
102.4
103.2
105. 6

101.3
101.6
102.8
104.4
105.3

101.7
101.5
103.6
104.5
105. 6

102.4
101.6
104.0
105.1
105.9

101.5
100.8
102.9
104.2
104.7

101.4
101.2
103.1
103.7
105.0

101.2
100.9
102.2
103.0
106.1

101.1
101.4
103.1
102.6
106.2

100.6
101.2
102.9
101.8
105.4

100.4
100.9
102.9
103.1
105.5

100.1
100.8
102.9
102.5
105.2

99.2
100.5
102.1
101.9
105.2

100.9
101.4
101.3
101.9
104.5

100.8
100.1
100.0
100.2
103.7

Minneapolis,

N e w Y o r k , N . Y _____
P h i l a d e l p h i a . P a ..........
P i t t s b u r g h , P a ...............
P o r t l a n d , O r e g _______

101.5
106.6
104. 5
103. 2
lU5. 3

100.8
104.9
103.0
101.7
103.9

100.9
105.8
103.5
102.5
104.1

101.5
106.3
104.8
102.8
104.5

102.5
107.0
104.8
103.4
104.8

101.8
105.7
103.6
102.5
103.4

102.5
104.8
103.8
102.4
103.6

102.3
103.7
102.6
102.5
104.2

102.4
103. 5
102.3
102.4
104.3

102.4
104.5
102.6
101.7
103,0

101.7
104.4
102.5
102.5
102.5

102.0
104.5
102.5
102.3
102.4

101.1
103.8
101.5
101.7
102.5

101.2
102.9
101.9
102.3
103,0

101.3
102.8
101.1
101.4
101.3

S t . L o u i s , M o ________
S a n F r a n c isc o , C a lif.
S c r a n t o n , P a __________
S e a t t l e , W a s h . ...............
W a s h i n g t o n , D . C ____

104.9
108.7
104.1
106.3
103.9

104.6
105. 6
102.9
105.9
101.8

104.5
105.8
103.6
105.9
102.1

103.8
105.6
104.1
105.9
103.4

104.2
105.0
103.8
106.6
103.0

102.7
104.3
102.3
106.0
102.6

102.8
105.5
103.1
106.1
102.2

102.3
105.9
103. 5
106.5
101.1

102.3
105.4
103.2
105.5
101.5

102.2
105. 4
102.9
106.3
101.6

102.5
105.7
102.6
105.0
101.7

102.2
105.5
102.3
105.1
101.3

102.1
104.6
102.4
104.0
101.4

102.0
104.0
101.3
104.5
101.6

100.3
102.6
100.0
102.5
100.7

M in n

1 S e e f o o t n o t e 1, t a b l e D - l . I n d e x e s m e a s u r e t i m e - t o - t i i n e c h a n g e s i n
p r i c e s o f g o o d s a n d s e r v i c e s p u r c h a s e d b y u r b a n w a g e - e a r n e r a n d c le r ic a lw o r k e r f a m i li e s . T h e y d o n o t i n d i c a t e w h e t h e r i t c o s t s m o r e t o l i v e i n o n e
c it y t h a n in a n o th e r .


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

3 A v e r a g e o f 46 c it i e s .
3 A l l i t e m s in d e x e s a r e c o m p u t e d m o n t h l y fo r
m o n t h o n a r o t a t i n g c y c l e fo r 15 o t h e r c it i e s .

5

c itie s a n d o n c e

every

360

MONTHLY LABOR REVIEW, MARCH 1963
T able

D-3. Indexes of wholesale prices,1 by group and subgroup of commodities
[1957-59=100, unless otherwise specified] >
Annual
Average

1962

1963
Commodity group

Mar.

Feb.

Jan.

1961

1960

100.4

100.7

100.7

100.8

100.3

100. 7

98.7

100.1

100.1

100.1

98.6

98."o

96.2
107.1
101.0
91.4
98.9
96.7
75.3
107.6
93.4
99.6
107.4
95.5
104.5

96.9
99.0
98.5
94.1
98.9
98.8
91.7
107.4
93.2
100.2
108.0
95.6
106.0

98.4
106.0
97.4
95.7
98.5
102.7
90.8
105.5
93.6
101.6
107.4
98.4
108.0

98.2
104.3
96.7
94.5
98.2
104.8
97.5
104.7
93.5
101.8
107.3
98.7
109.1

97.9
97.0
97.2
95.7
98.0
105. 3
97.9
104.2
93.5
102.0
106.9
99.2
109.1

96.0
93.7
95.6
92.5
94.8
103.9
99.0
107.2
93.2
100.7
105.1
95.4
107.5

96. 9
100. 6
94. 2
96. 0
93..1
103..2
103. 2
95. 2
92. 3
100. 0
103. 2
97. 8
105. 0

99.1
102.4
82.6
85.7
80.8
88.8
100.1
101.8
100.6
100.7
100.8
102.0
99.1
94.6
130.7
101.5
123.9

98.6
102.1
82.6
87.7
87.1
89.9
101.9
100.7
100.7
100.9
100.7
102.1
98.9
94.5
126.4
101.4
119.7

99.0
102.3
82.6
86.2
91.4
94.9
101.9
101.2
100.8
100.9
100.5
102.4
98.6
93.7
121.6
101.3
118.5

99.3
101.7
82.4
89.1
92.9
104.5
102.5
102.7
100.9
100.8
100.5
102.4
98.3
93.5
116.3
101.3
122.3

99.8
101.8
82.4
88.2
93.9
106.9
103.3
102.0
101.0
100.8
100.4
102.2
98.1
93.3
113. 2
101.2
121.7

99.3 101.7
101.3 101.3
83. 7
82.4
94.4
84.3
96.2 102.6
111.7 108.3
103.4 102.7
102.2 105.8
101.2 100.8
101.0 100.8
100.3
99.7
102.0 100.4
97.1
97.8
93.4
93.3
111.5 113.2
101.2 101.0
122.4 <123.3

99. 5
101. 8
86..7
86..6
82.,4
86.,8
90. 5
106..2
101.,1
101.,3
101.,5
104.,4
98. 2
97. 5
105.,7
101. 3
111. 9

107.5
104.2
108.4
108.8
105. 0
100.0
95.3
103.6
119.7
102.8
98.2
98.0
97.2
96.1
103.8
96.0
95.1
73.5
103.9
101.0
99.4
92.7
92.4
86.4
99.1
97.5
98.0
102.3
92.4
100.0
93.6
96.8
102.6
94.0

108.0
108.5
110.0
108.7
104.9
99.6
94.6
103.6
113.8
102.8
98.2
98.1
97.6
96.2
103.8
96.2
97.0
73.4
103.9
103.6
99.4
93.0
93.5
86.4
99.4
97.3
97.6
101.9
92.9
100.5
93.6
96.4
103.1
93.8

107.2 106.9
105. 4 103.3
110.6 109.5
108.7 108.7
101.7 102.6
99.7 100.2
94.6
95.3
103.6 103.6
116.6 115.3
102.9 103.0
98.2
98.2
97.9
98.9
97.7
97.9
96.3
96.5
103.8 103.7
96.4
96.6
97.0
97.0
77.1
79.3
103.9 104.3
103.6 103.7
99.4
99.3
93.2
92.9
94.1
94.9
86.4
86.1
99.4
99.1
97.1
96.8
97.5
96.8
101.8 101.3
92.2
94.2
100.8 101.3
93.6
95.0
98.0
96.2
103.1 103.1
93.8
93.8

107.4
103.8
109.6
108.7
104.5
98.9
98.7
103.6
119.4
103.1
98.2
95.3
98.0
96.6
103.7
96.5
97.1
81.3
104.3
103.7
99.3
93.6
94.3
87.6
99.5
96.2
95.8
101.1
94.2
101.0
95.0
103.2
102.7
92.8

107.7
105. 4
110.6
108.5
104.6
100.4
98.7
103.6
122.0
103.0
98.2
97.8
98.1
96.8
103. 7
97.0
97.1
77.0
104.0
106.3
99.3
93.5
94.6
87.0
99.5
95.2
94.8
100.7
92.8
99.9
95.0
100.1
102.5
89.7

108.2
110.1
110.9
108.5
104.7
101.0
98.7
103.6
118.1
102.5
98.2
99.6
98.4
97.3
103.7
97.4
97.2
83.0
103.7
105.8
99.2
94.1
94.5
88.5
99.4
94.7
94.0
100.9
92.2
99.9
95.0
100.9
102.0
89.7

106.2
107.9
106.0
107.4
103.2
100.7
97.7
103.6
118.7
102.4
98.0
99.3
99.1
98.4
103.6
99.6
98.3
87.5
102.6
104.3
99.2
96.1
96.3
92.4
100.0
95.9
94.7
101.9
95.7
98.8
95.0
80.5
102.2
92.5

105..2
100..5
103.,5
107. 0
104.,2
99., 6
98. 8
103. 6
116. 6
101..9
97.,7
97. 6
100..2
100..5
100.,7
101.,7
100..2
81.,5
100..9
102.,2
100. 3
99. 9
109..3
93..0
102..6
100..4
99., 8
104..5
97..8
101..8
100..2
90..3
102..0
99..4

101.0
96.3

101.6
95.5

102.1
97.7

102.5
98.2

101.3
98.4

101.4
98.6

99.5
100.8

102..8
101..4

.Tan.3

Dec.

Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

All commodities.............................................

100.6

100.4

100.7

100.6

101.2

100.5

100.4

100.0

100.2

Farm products and processed foods.............

99.8

99.3

100.4

100.3

102.1

99.8

98.9

97.7

98.0

Farm products.............................. .............
Fresh and dried fruits and vegetables..
Grains___________________________
Livestock and live poultry__________
Plant and animal fibers. ___________
Fluid milk................................................
Eggs........... .............. .............................
Hay, hayseeds, and oilseeds_________
Other farm products......... ...................
Processed foods........... ...............................
Cereal and bakery products____ _____
Meats, poultry, and f is h ......................
Dairy products and ice cream________
Canned and frozen fruits and vege­
tab les......... ............ ............................
Sugar and confectionery______ _____
Packaged beverage m aterials........... .
Animal fats and oils_____ ___________
Crude vegetable oils________________
Refined vegetable oils______________
Vegetable oil end products__________
Miscellaneous processed foods 8______
All commodities except, farm products........
All commodities except farm and foods.. ..
Textile products and apparel...................
Cotton products___________________
Wool products............................. ..........
Manmade fiber textile products______
Silk products............. ..........................
Apparel_________________ _____
Miscellaneous textile products 6.......
Hides, skins, leather, and leather prod­
ucts____ _____ _______
Hides and skins_____ _____
Leather___________________
Footwear_______________
Other leather products_________
Fuel and related products, and power . . .
Coal__________________
Coke______________
Gas fuels 7_________________
Electric power 7____
Crude petroleum and natural gasoline..
Petroleum products, refined...............
Chemicals and allied products...........
Industrial chemicals_____________
Prepared paint_______________
Paint materials______________
Drugs and pharm aceuticals............ .
Fats and oils, inedible___________
Mixed fertilizer_______________
Fertilizer materials_______
Other chemicals and allied products.
Rubber and rubber products
Crude rubber............................
Tires and tubes____
Miscellaneous rubber products 8. _ ___
Lumber and wood products__
Lumber___________ . . .
Millwork_____________
Plywood........................................
Pulp, paper, and allied products_______
Woodpulp________________
Wastepaper_____________
P a p e r...................................................
Paperboard............ ................ ................
Converted paper and paperboard prod­
ucts________ _____
Building paper and board___________
See footnotes at end of table.

98.5
104.1
102.0
95.1
99.3
101.3
100.1
111.7
87.4
100.9
107.4
97.9
107.9

99.3
97.3
* 88. 5 <96.4
99.5
101.1
96.2 98.3
97.6
98.1
4101. 9 4102.4
99.3 112.4
108.2 106.9
89.0 90.1
100.9 101.3
107.6 107.7
4 99.4 100.1
4108.1 108.0

98.7
97.5
98.5
98.6
97.5
102.5
103.1
103.1
89.7
101.5
107.6
100.0
107.7

100.6
94.9
98.6
104.4
97.4
101.6
110.7
99.8
90.8
103.3
107.6
106.8
106.0

97.6
90.9
98.1
98.5
98.4
100.8
98.0
105.2
89.9
101.5
107.8
101.0
106.1

96.5
92.2
99.1
95.8
99.3
99.8
86.2
105. 3
92.5
100.8
107.9
99.0
105.7

95.3
98.7
99.9
91.6
99.6
97.0
80.0
106.3
92.5
99.8
107.6
95.7
105.0

100.2
105.0
80.2
82.5
81.0
88.4
91.9
100.2
100.8
100.7
100.4
100.6
100.7
93.8
149.8
101.5
123.2

95.7 96.3
102.8 102.5
80.2 80.2
85.2 4 92.2
478.9 4 79.8
90.0 88.7
91.8 91.8
100.4 4101.2
4100.8 100.8
100.7 100.7
100.6 100.5
4100.8 100.7
100.2 100.1
93.7 93.6
143.3 130.3
4101.7 101.7
127.9 127.8

96.4
103.0
80.2
95.2
80.9
86.2
90.9
104.6
100.8
100.7
100.5
101.0
99.6
93.6
129.5
101.7
121.6

96.6
102.1
82.4
91.4
76.7
84.6
92.6
102.8
101.2
100.8
100.6
101.3
99.4
94.0
125.2
101.6
122.1

97.1
102.7
82.6
89.5
77.9
85.2
92.9
101.1
100.8
100.6
100.8
101.7
99.3
94.3
132.4
101.8
119.4

98.7
102.2
82.6
85.8
78.2
85.2
94.5
101. 0
100.8
100.8
100.9
101.9
99.3
94.7
130.2
101.8
121.6

106.1
95.2
105.2
108.5
105.4
100.5
98.3
103.6
121.8
102.6
98.1
98.2
96.9
96.0
103.8
93.0
95.3
71.7
103.0
100.8
99.6
94.3
94.1
89.0
99.7
95.9
95.9
102.3
90.4
99.0
89.4
94.7
102.2
94.1

4106. 9
101.6
106.1
108.7
4105.5
4100. 8
98.3
103.6
4123.1
102.7
98.1
4 98.6
96.8
95.9
103.8
92.9
4 94.8
72.8
102.8
99.6
99.5
94.4
94.7
89.0
99.7
4 95.8
4 95.8
102.1
4 90.4
99.0
89.4
94.6
102.2
94.1

107.3
107.1
106.8
108.6
105. 0
100.8
97.7
103.6
4122.3
102.7
98.1
498.9
97.0
95.9
103.8
4 93.9
95.1
4 75.9
4103.1
99.2
99.5
493.7
92.8
<88.0
4 99.7
96.3
96.3
102.3
91.5
99.1
89.4
96.0
4102. 2
4 94.1

107.4 107.5
108.8 110.8
106.5 106.6
108.6 108.8
104.8 104.0
100.8 100.8
97.2
96.6
103.6 103.6
122.7 120.1
102.7 102.8
98.1
98.2
98.9
99.2
97.1
96.9
96.1
95.9
103.8 103.8
93.9
94.5
95.0
95.1
76.7
72.3
103. 4 103.9
99.0
98.6
99.5
99.5
93.1
92.8
92.7
92.0
86.4
86.4
100.0
99.4
96.6
97.0
96.7
97.2
102.3 102.3
91.9
92.2
09.3
99.5
91.3
93.6
96.1
96.4
102.3 102.4
94.0
94.0

107. 0
105.1
106.9
108.8
103.9
99.5
95. 6
103.6
117.8
102.8
98.2
97.2
97.0
95.9
103.8
95.3
95.0
73.0
103.9
98.4
99.4
92.7
92.3
86.4
99.1
97.4
97.7
102.7
92.1
99.7
93.6
95.1
102.6
94.0

99.6 4 99.6
95.6 4 96.2

99.7
96.6

100.0
96.3

100.4
97.1


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

100.0
97.1

103.0
97.9

D.—CONSUMER AND W HOLESALE PRICES
T able D -3 .

361

Indexes of wholesale prices,1by group and subgroup of commodities—Continued
[1957-59=100, unless otherwise specified] *
1962

1963

Annual
Average

Commodity group
Nov.

Oct.

Sept.

Aug.

July

June

May

Apr.

Mar,

Feb.

Jan.

1961

1960

99.4 <99.3 *99.3
98.8
98.7 98.4
97.9
97.7 98.3
104.6 103.7 103.7
103.8 103.8 103.8
97.5
97.5 97.5
92.3 4 93.3 4 92.8
98.1 4 98.1
98.1

99.4
98.7
97.9
103.7
103.7
97.2
92.7
98.2

99.7
99.0
98.9
103.7
103.7
96.8
92.6
98.2

99.8
99.1
99.0
103.7
103.7
96.8
92.9
98.3

99.7
98.9
99.0
103.7
103.7
97.1
92.9
98.3

99.8
98.9
99.3
103.7
104.2
98.5
92.9
98.3

100.2
99.2
99.9
103.7
104.1
103.8
93.1
98.3

100.3
99.6
99.8
103.7
104.1
103.7
93.7
98.1

100.4
99.8
100.1
103.7
104.4
103.9
93.7
98.1

100.6
100.4
100.3
103.7
104.4
104.1
93.8
98.2

100.7
100.6
100.5
103.7
104.5
104.1
93.8
98.3

100.7
100.7
100.4
102.0
103.8
103.1
94.6
99.0

101.3
100.6
103.9
100.3
102.8
103.1
98.2
100.8

103.7 103.8 4103.9
102.3 4102.3 «102.2
110.8 4110. 5 110.2

103.8
102.2
109.6

103.9
102.3
109.4

103.9
102.3
109.4

103.9
102.3
109.5

103.9
102.4
109.5

104.1
102.3
109.3

104.4
102 3
109.2

104.1
102.3
109.4

103.3
102.3
109.2

103.2
102.3
108.8

103.1
102.3
107 4

100.6
102.4
105.4

J a n .3 Dec.
All commodities except farm and foods—
Continued
Metals and metal products____________
Iron and steel.............. ............................
Nonferrous metals............. .................. —
Metal containers....................................
H ardw are...._______ _____ ________
Plumbing fixtures and brass fittings__
Heating equipment................................
Fabricated structural metal products..
Fabricated nonstructural metal prod­
ucts............................................ ...........
Machinery and motive products..............
Agricultural machinery and equipment.
Construction machinery and equip­
m ent................................................... .
Metalworking machinery and equip­
m e n t....................................................
General purpose machinery and equip­
m e n t..________________________
Miscellaneous machinery................ ......
Special industry machinery and equip­
ment *....................................................
Electrical machinery and equipment__
Motor vehicles.........................................
Transportation equipment, railroad
rolling stock 9______ _____________
Furniture and other household durables.
Household furniture................ ......... .
Commercial furniture______________
Floor coverings.......................................
Household appliances_____ _____ ___
Television, radio receivers, and phono­
graphs----------------- ------ -------------Other household durable goods______
onmetallic mineral products..................
Flat glass........ .............. ........................
Concrete ingredients_______________
Concrete products_________ ________
Structural clay products____________
Gypsum products........ .................. ........
Prepared asphalt roofing____________
Other nonmetallic minerals_________
Tobacco products and bottled beverages.
Tobacco products.............. .....................
Alcoholic beverages.. ______________
Nonalcoholic beverages..........................
Miscellaneous products..............................
Toys, sporting goods, small arms, am­
munition _____________________
Manufactured animal feeds..__
Notions and accessories........... ..............
Jewelry, watches, and photographic
equipment______________________
Other miscellaneous products________

108.3

108.3

108.2

108.0

107.7

107.7

107.6

107.7

107.7

107.7

107.6

107.6

107.7

107.5

105.8

109.2

109.3

109.3

109.3

109.3

109.5

109.6

109.7

109.5

109.4

109.2

109.0

108.9

107.0

105.5

103.9 4103.8 103.7 103.7 103.6 103.3
103.6 4103. 6 4103. 4 «103.4 «103.4 4103. 6

102.9
103.6

103.1
103.2

103.2
103.1

103.1
103.2

103.2
103.4

102.8
103.3

102.9
103.2

102.8
102.8

103.6
101.8

102.9 4102. 8 102.5
98.0 4 98.1 4 98.1
100.4 100.4 100.4

102.2
«98.4
100.4

102.0
4 98.4
100.9

102.0
98.0
100.9

102.0
98.1
100.9

101.8
98.4
100.9

101.8
98.6
100.1

101.7
98.6
100.1

101.5
98.7
100.1

101.5
98.8
100.2

101.4
98.8
100.3

100.4
100.0
100.7

(»)
101.3
101.0

100.5 100.5 100.5
98.3 498.4 «98.6
104.4 104.2 104.1
102.3 4102.3 102.5
96.2
96.8
96.4
92.2 4 93.0 «93.1

100.5
98.5
104.0
102.5
96.8
93.0

100.5
98.6
103.9
102.5
96.7
93.2

100.5
98.7
104.0
102.5
96.7
93.6

100.5
98.8
104.1
102.4
96.7
93.9

100.5
98.9
103.9
102.2
96.9
94.3

100.5
99.0
103.7
102.2
97.0
94.3

100.5
98.9
103.4
102.2
97.0
94.7

100.5
99.0
103.4
102.2
97.0
94.9

100.5
99.1
103.5
102.2
97.0
95.0

100.5
99.3
103.4
102.2
98.9
95.0

100.2
99.5
102.8
101.8
99.3
95.2

(8)
100.1
101.6
102.2
100.5
97.0

92.3
91.2
91.4
90.8
90.9
91.7
92.4
103.0 103. 2 103.2 103.2 103. 2 102.9 103.1
101.6 101.9 102.1 102.4 102.2 102.1 101.9
98.0
98.0
98.0
97.9
96.2
96.2
96.2
103.3 103.2 103.2 103.1 103.1 103.0 102.8
4102.7 4102. 5 4102. 5 4102. 6 4102. 6 4102.6 4102.2
103.6 103.6 103.6 103.6 103.6 103.5 103.4
105.0 105.0 105.0 105.0 105.0 105.0 105.0
99.0 101.4 101.4 101.4 102.1
89.4
95.3
101.7 102.0 102.0 102.8 102.8 102.8 101.7
104.0 104.1 104.1 104.0 104.0 103.8 103.8
102.0 102.0 102. 0 102.0 102.0 102.0 102.0
100.7 101.1 101, 1 100.8 100.8 100.7 100.7
116.7 116.7 116. 7 116.7 116.7 116.2 116.2
107.6 105.4 106.0 106.0 105.6 105.6 106.7

95.3
102.5
101.8
96.8
102.8
102.5
103.2
103.8
98.6
102.2
103.2
102.0
100.6
112.8
103.9

97.3
102.8
101.4
97.9
102.7
102.4
103.1
101.9
91.6
102.8
102.5
101.9
100.3
110.3
99.3

90.7
90.8
90.4 4 90. 4 90.4
90.7
102.7 102.8 102.9 102.9 103.1 102.9
101.4 101.5 101.6 101.6 101. 5 101.6
96.6
96.6
96.6
96.6
96.6 96.6
102.9 103.2 103.3 103.3 103.3 103.3
102.5 4102. 5 4102.8 4102.7 4102.6 4102. 6
103.5 103.5 103.4 103.4 103.6 103.6
105.0 105.0 105.0 105.0 105.0 105.0
89.4
89.4
89.4
89.4
89.4 89.4
102.4 102.4 102.4 102.2 101.5 101.7
104.3 104.3 104.5 104.5 104.2 104.2
102.2 102.2 102.2 102.2 102.0 102.0
101.1 4101.1 101.5 101.5 101.1 101.1
117.4 117.4 117.4 117.4 117.1 117.1
111.7 110.2 109.8 108.7 109.1 107.2
101.2
118.3
98.7

101.3 101.2
115. 7 4114. 9
98.7 98.7

101.2
112.8
98.7

101.1
113.7
98.7

101.0
110.2
98.7

101.0
111.0
98.7

100.7
107.2
98.7

100. 5
108.2
98.7

100.5
108.3
98.7

100.5
107.5
98.7

100.3
107.6
98.8

100. 5
109.7
98.8

100.9
104.6
98.9

100.2
96.4
99.5

104.4
101.8

104.4 104.4
101.5 «101.7

104.4
101.6

104.4
101.2

104 4
101.0

104.3
101.0

104.2
100.9

104.1
100.9

104.1
101.3

103.7
101.6

103.8
101.6

103.6
101.2

103.5
101.2

102.7
101.0

1 As of January 1961, new weights reflecting 1958 values were introduced
into the index. See “Weight Revisions in the Wholesale Price Index 18901960,” Monthly Labor Review, February 1962, pp. 175-182.
3 As of January 1962, the indexes were converted from the former base of
1947-49=100 to the new base of 1957-59=100. Technical details and earlier
data on the 1957-59 base furnished upon request to the Bureau.
1 Preliminary.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

4 Revised.
5 Formerly titled “other processed foods.”
8 Formerly titled “other textile products.”
7 January 1958=100.
8 Formerly titled “other rubber products.”
• January 1961=100.

362

MONTHLY LABOR REVIEW, MARCH 1963
T able

D-4. Indexes

of

wholesale prices for special commodity groupings 1
[1957-59=100, unless otherwise specified] 1

1963

1962

Annual average

Commodity group
Jan .5 Dec. Nov. Oct.
All foods.............................................................................
All fish.......................................... ....................................
All commodities except farm products— .....................
Textile products, excluding hard fiber products...........
Bituminous coal—domestic sizes.....................................
Refined petroleum products............................................
E ast Coast markets............ ......................................
M idcontinent markets_______________________
Gulf Coast m arkets....................................................
Pacific Coast markets............................................
Midwest m ark ets 5................................................... Soaps........-........ ................................................................
Synthetic detergents.........................................................
Pharmaceutical preparations..............- ...........................
Ethical preparations 5....... ........................................
Anti-infectives 4.................................. ................
Anti-arthritics 4—................ ...............................
Sedatives and hypnotics 5...................................
Ataractics 6------------------------------- -...............
Anti-spasmodics and anti-cholinergics4_____
Cardiovasculars and anti-hypertensives 4.........
Diabetics 4_______ ___ ___________________
Hormones 4_____________________________
Diuretics 4__________________ ___________
Dennatologicals 4____ ___________________
H erm atinics 4_________ _________________
Analgesics 4_____________________________
Anti-obesity preparations 4------------------------Cough and cold preparations 4............. -............
Vitamins 4............................................................
Proprietary preparations 4____________________
V itam ins 4______________________________
Cough and cold preparations 4_________ ____
Laxatives and elimination aids 4____________
Internal analgesics4....... .....................................
Tonics and alteratives 4___________________
External analgesics 4__________________ ___
Antiseptics 4.........................................................
Antacids 4___________ ____ -...........................
Lumber and wood products (excluding millwork)___
Softwood lumber— ........................................................
Pulp, paper, and allied products (excluding building
paper and board)_____________________________
Special metals and metal products 4_______________
Steel mill products_________________ ______ _ . .
Machinery and equipment___ ______ ______ _____
Agricultural machinery (including tractors)_________
Metalworking machinery.................................... ...........
All tractors_____________________ ______ _______
Industrial valves.......... ........... ...... .................................
Industrial fittings___________ ________ ___________
Antifriction bearings and components_____________
Abrasive grinding wheels.................................................
Construction materials—..................................................
1 See footnote 1, table D-3.
2 See footnote 2, table D-3.
8 Preliminary.

* Revised.


https://fraser.stlouisfed.org
Federal Reserve Bank of St. Louis

Sept. Aug. July June May Apr. Mar. Feb.

Jan.

10 1.1 4 99.9 101.3 10 1.2 102.9 100.6 99.6 98.9 99.3 99.7 101.4 101.7 101.3
121.9 120.9 118.3 119.0 119.8 121.6 119.0 118.3 119.4 118.9 120 .Ì 119.7 115.2
100.8 4100.8 100.8 100.8 10 1.2 100.8 100.8 100.6 100.7 100.8 100.9 101 . ( 10 1.2
98.5 4 98.5 98.3 98.4 98.7 99.0 99.2 99.2 99.2 99.0 98.9 98.6 98.5
101.5 101.5 100.4 99.1 98.1 95.9 95.0 94.0 93.6 95.4 102 .] 102.3 102.3
98.7 4 98.6 4 98.6 98.9 99.2 97.2 98.0 98.1 97.9 98.9 95.Ì 97.8 99.6
99.6 100.1 98.9 97.8 97.8 97.8 97.8 97.8 99.0 100. C 101.5 102.2 102.2

94.4 97.5 101.4 101.4 101.4 101.4 101.4 101.4 98.6 99.4 85.1 91.6
98.1 97.4 95.6 97.9 99.2 99.2 99.2 97.2 96.0 97.9 99.7 102. C
91.7 91.7 91.7 91.4 91.4 91.4 91.4 92.9 92.9 89.3 89.Ì 89.3
97.6 97.7 98.2 97.2 97.2 87.0 90.8 93.4 95.9 98.4 88.2 90.7
103.5 103.5 103.5 103. 5 103.5 102.2 102.2 102.2 10 2.1 10 2.1 10 2.1 10 2.1
99.6 99.6 99.6 99.8 99.8 99.8 99.8 99.8 99.8 99.8 99.8 99.8
96.7 96.1 96.4 96.3 96.3 96.3 96.4 98.5 98.4 98.3 98.3 98.3
95.7 95.0 95.4 95.4 95.4 95.4 95.5 98.4 98.4 98.3 98.4 98.4
88.5 86.6 87.6 87.6 87.7 87.7 87.9 98.7 98.7 98.7 98.7 98.9

97.5

102.0
88. C

95.8

10 2.1

1961
100.0

107.9
100.8

97.7
99.9
99.3
100.9
99.6
10 1.2

89.9
93.5
101.4

99.8
98.3
98.4
98.9

100.8

112.7 112.5 112.5 112.5 112.5 112.5 112.5 112.5 112.5 112.5 112.5 112.5 112.5

102.6
100.0
100.0

100.6 100.6 100.6 100.6 100.6 100.6 100.6 100.6 100.6 100.6 100.6 100.6 100.6

100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0
101.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0
100.7 4 98. 7 101.6 100.9 100.9 100.9 100.9 100.9 100.9 100.9 100.9 100.9 100.9

103.8 103.8 103.8 103.8 103.8 103.8 104.2 104.2 104.2 104.2 104.2 103.8 103.8
99.6 99.6 99.6 99.6 99.6 99.6 99.6 99.6 99.6 98.5 100.0 100.0 100.0

98.9
99.3
99.3
100.3

100.5
101.9

100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0
100.8 100.8 100.8 100.8 100.8 100.8 100.8 100.8 100.8 100.6 100.6 100.6 100.6

100.0
100.0
100.2

10 1.8 10 1.8 10 1.8 10 1.8 10 1.8 101.8 10 1.8 10 1.8 101.8 10 1.8 10 1.8
100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0
100.6 100.6 100.6 100.6 100.6 100.6 100.6 98.9 98.9 98.9 98.9
88.1 88.1 88.1 88.1 88.1 88.1 88.1 88.1 88.1 88.1 88.1

100.0

109.0 108.5 108.5 108.5 108.5 108.5 108.5 108.5 108.5 108.5 108.5 108.5 108.5
101.8 101.8
100.0 100.0
100.7 100.6
88.0 88.1
10 1.1 100.7

100.7 100.5 100.5 100.5 100.5 100.7 100.7 100.4 100.3 100.3 100.3
100.3 100.3 100.3 99.6 100.3 100.3 100.3 100.3 100.3 100.0 100.0 100.0 100.0

100.1 100.1 100.1 100.1 100.1
101.6 101.6 101.6 101.6 101.6
101.7 101.3 101.3 101.3 1 0 1 .1
100.0 100.0 100.0 100.0 100.0
101.5 101.3 101.3 100.8 100.7
102.1 100.9 100.9 100.1 100.1
100.0 98.9 98.9 9S.9 98.9
94.6 4 94.6 95.2 95.6 96.1
95.0 4 95.0 95.6 96.1 96.8

100.1 100.0 100.0
101.5 101.5 102.0
1 0 1 .1 10 1 .1 10 1 .1
100.0 100.0 100.0
100.7 100.7 10 1.2
100.1 100.0 100.0
98.9 98.9 100.6

96.4
97.3

96.8
97.6

96.6
97.1

100.0
102.0
10 1 .1
100.0
10 1.2
100.0
100.6

96.4
67.0

100.0
10 1.2
10 1 .1
100.0
10 1.2
100.0
100.6

96.2
96.1

100.0 100.0 100.0

99.7

99.7

99.7

10 1 .1
100.0
100.2
100.0
100.0

10 1.1
100.0
100.2
100.0
100.0

1 0 1 .1
100.0
100.2
100.0
100.0

95.5
95.0

99.1 4 99.1 99.2 99.4 99.6 99.9 100.2 100.7 101.0 101. 5 1 0 1 .1
100.2 100.1 100.1 100.1 100.4 100.5 100.5 100.5 100.5 100.6 100.7
101.4 101.3 101.3 101.4 101. 5 101.5 101.5 10 1 .5
4103.0 102.8 102.8 102.9 103.0 103.1 103.1 103.1
110.7 110.5 110.4 110.5 110.5 110.3 110 .2 110.4

101.3 101.3 101.3
103.0 4103.0 102.8
111.8 111.4 111.3
108.6 108.7 108.7
110.4 4110.2 110.0
107.8 108.0 108.0
94.6 94.6 94.6
90.8 90.8 90.8
97.7 97.7 97.7
97.7 4 97.7 97.9

108.8 108.7 109.0 109.1 109.2 109.0 109.0 108.8
109.5 109.2 109.1 109.3 109.4 109.4 109.3 109.6
108.0 107.7 107.3 4104.6 106.6 107.2 107.9 107.9
94.6 93.9 93.9 93.9 92.7 92.7 92.7 92.7
90.8 90.8 90.8 90.8 90.8 90.8 90.8 90.8
97.7 97.7 97.7 97.7 97.7 98.3 98.3 100.4
98.0 98.1 98.3 98.4 98.5 98.9 98.9 98.7

94.3
93.8

93.5
92.9

100.0 100.0

100.9 101.0
101.5 101.5
102.8 103.0
110 .2 109.7
108.5 108.5
109.3 108.8
107.4 109.0
89.8 89.8
90.8 90.8
100.4 100.3
9S.4 98.2

106.1
100.9
99.4
95.0

10 0 .1
100.0
100.0

99.8
100.4
100.0
100.0
100.0
100.0

94.7
93.5

98.7
101.0

101.7
102.9
108.3
106.6
108.0
108.7
88.2

92.5
96.2
98.6

1960
100.0
102.0
1 0 1 .1

101.4
101.3
97.6
97.7
99.0
99.0
88.7
(4)
100.2
10 1.2

100.5
(s)
(5)
(4)
(4)
(4)
(6)
(5)
(4)
(4)
(4)
(s)
(4)
(«)
(s)
(4)
(4)
(4)
(4)
(s)
(4)
(4)
(4)
(4)

s

99.5
98.6

10 1.8

101.4
10 2.1

102.9
106.1
104.5
106.0
110 .8

96.2
94.4
96.6
100.5

5 New series. January 1961=100.
8 Metals and metal products, agricultural machinery and equipment, and
motor vehicles.

D.—CONSUMER AND WHOLESALE PRICES
T able

363

D-5. Indexes of wholesale prices,1 by stage of processing and durability of product
[1957-59 = 100] »

Commodity group

1963

1961
Annual average

1962

Jan.» Dec. Nov. Oct. Sept. Aug. July June May Apr. Mar. Feb.

Jan.

All commodities________________________________ 100.6 100.4 100.7 100.6 10 1.2 100.5 100.4 100.0 100.2 100.4 100.7 100.7 100.8
Stage of processing
Crude materials for further processing.......... .............. .
Crude foodstuffs and feedstuffs................................
Crude nonfood materials except fuel___ ________
Crude nonfood materials, except fuel, for
manufacturing___ _____________________
Crude nonfood materials, except fuel, for construction............ ..............................................
Crude fuel..................... ........................ ...... .............
Crude fuel for m anufacturing.........................
Crude fuel for nonmanufacturing___________
Intermediate materials, supplies, and components___
Intermediate materials and components for manufacturing_________________________________
Intermediate materials for food manufacturingintermediate materials for nondurable manufacturing___ _________________________
Intermediate materials for durable manufacturing__ ... . ________ ____ __________
Components for m anufacturing..___ ______
Materials and components for construction........
Processed fuels and lubricants..................................
Processed fuels and lubricants for manufacturing...............................................................
Processed fuels and lubricants for nonmanufacturing________ ______ ______ _______
Containers, nonreturnable______________ _____
Supplies.............. ........... ...........................................
Supplies for manufacturing______________
Supplies for nonmanufacturing___ _________
Manufactured animal feeds........................
Other supplies.............. ..........................
Finished goods (goods to users, including raw foods
and fuels)........................................................................
Consumer finished goods_____________________
Consumer foods.__________ ______________
Consumer crude foods............................
Consumer processed foods________
Consumer other nondurable goods___ _____
Consumer durable goods_________________
Producer finished goods______ _ . .
________
Producer finished goods for manufacturing___
Producer finished goods for nonmanufacturing-

96.8
97.1
95.8

96.8
97.1
95.8

95.2

95.1

102.9 103.2
103.6 * 104.0
103.5 * 103.9
103.8 <104.3

97.6
98.2
95.9

10 1.1

1960

100.3

100.7

96.1
94. 9
97.9

96 6
96 2
96.8

97.4 99.2
97. £ 100.6
96.0 96.3

97.2
97.4
96.6

96.5 95.2
96. C 94.0
97.0 97.3

95.8
94.7
97.9

96.5
95.5
98.3

97.6
96.9
98.7

97.5
96.3
99.3

97.8
96.7
99.5

95.3

95.3

96.0

96.5

97.4

97.9

98.3

99.1

99.3

97.4

96.2

103. a
103.4
103.4
103.7

103.3
103.2
103.2
103.5

103.3 103.3 103.3 103.2 103.3 103.1 103.1 103.0 102.9
102. C 100.6 10 1 . C 98.7 99.6 99.7 103.1 104.0 102.7
102. C 100.6 101 . C 98.8 99.6 99.7 103.0 103.9 102.6
102.2 100.8 10 1.2 98.8 99.7 99.7 103.3 104.2 102.9

102.8

102. 7
102 . 5
102.4

95.7

96.8

100.2 100.1 100.1 100.1 100.2 100.1 100.3 100.2 100.4 100.5 100.3 100.2 100.3

98.8

1961»

98.7 98.8 98.9 99.0
99.9 100.2 100.8 100.4

99.1
99.8

99.2
99.4

99.3
99.5

98.8 99.4 99.5 99.4 99.5
99.6 100.4 101.5 101.9 102.2

97.3

97.8

98.1

98.3

98.4

102.3
102.2

102. 4

102.6

100.3

10 1.0

99.8

100 Q

102.6

99.5

98.4

98.6

100.8

100.1 100.4 100.5 100.6 100.6 100.7 100.7 100.6 100.4 100.3
98.7 <98.8 98.6 98.6 98.7 98.7 98.7 98.9 98.8 98.9 99.1 99.0 99.1
98.8 98.9 99.0 99.1 99.2 99.3 99.3 99.5 99.7 99.8 99.7 99.4 99.2
100.7 <101.4 101.7 102.0 10 2.1 100.8 101.4 10 1.2 10 1.2 101.5 99.5 100.6 101.3
102.0 <102.6 102.7 102.9 102.9 100.9 102.4 10 2.1 10 2.2 102.4 10 1.1 102.0 102.3
98.4 *99.4 100.0 100.4 100.6 99.0 99.6 99.7 99.5 99.9 96.8 98.2 99. 5
101.6 <101.5 101.6 101.4 101.4 101.6 10 2.1 102.6 102.7 103.4 103.1 102.3 102.4
106.6 <105.9 105.6 105.0 105.2 104.3 104.7 103.8 104.2 104.2 103.9 103.5 104.1
105.8 * 105.9 105.9 106.1 106.0 105.8 105.9 105.9 105.7 105.5 105.5 105. 4 105.2
106.4 105.3 104.9 104.0 104.3 103.2 103.7 102.4 103.0 103.1 102.7 102.2 103.1
111.5 109.1 108.3 106.2 107.0 103.7 104.5 100.8 101.8 101.9 10 1.1 10 1.2 103.2
101.3 10 1.1 10 1.0 100.9 100.8 10 1 .1 101.3 101.6 101.9 10 2.1 10 1.8 1 0 1 .1 10 1.2

100.5
99.6
99. 7

100 6
101 1

97.3

97.4

97.6

97.7

98.5

98.3

98.2

100.0 <99.9 100.1

101.8 101.6 102.0
101.3 101.0 101.5
101.5 100.7 10 2.1
103.5 <95.9 102.8
10 1.1 101.4 101.9
101.7 101.8 101.7
99.9 99.9 100.0

101.9
101.5
101.9
100.9

102.6 101.7 101.5 10 1.1 10 1.2 101.4 10 1.8 10 2.1 10 2.1
102.3 10 1 .1 100.8 100.4 100.5 100.7 101.3 101.7 101.7
103.9 101.3 100.3 99.3 99.5 100.1 101.9 102.3 101.9

101.5 96.3
102.0 104.3 10 2.1
10 1.8 101.7 101.4
99.9 100.1 100.1
103.1 <103.0 102.9 102.8 102.9 103.0
104.7 * 104.7 104.6 104.5 104.5 104.5
101.5 <101.4 101.3 101.3 101.3 101.5

93.4 93.7 96.7 97.6 101.7
101.4 100.2 99.9 100.4 101.9
101.5 101.4 101.5 10 1.6 101.3
100.2 100.0 100.0 99.9 100.0
103.0 102.8 102.9 102.9 102.8
104.6 104.4 104.4 104.4 104.3
101.5 101.3 101.4 101.4 101.4

102.9

99.4
102.2 102.3

101.8 102.0
100.1 100.2
102.8 102 . 8

104.3 104.3
101.4 101.4

101.9

101.6

100.4

102.5

10 1.2

100.1

100.9
102.3
105.2
100.6

97. 5
100.5
101.4
100. 9
100.4
97.6
100.8

101. 5
100. 5
102. 5
103.8
10 1.2

99 0
10 1.8
101 0

106 4
98 2
88. 8
101. 5
101 4
101
100
102
100
101
100
102

1
8
2
6

5
9

8

103 4

10 1.2

Durability of product
Total durable goods__ __________________________
Total nondurable goods...................................................
Total manufactures_____________________________
Durable m anufactures..............................................
Nondurable manufactures_______ __________
Total raw or slightly processed goods............................
Durable raw or slightly processed goods.......... ......
Nondurable raw or slightly processed goods
1 See footnote 1, table D-3.
* See footnote 2, table D-3.
* Preliminary.
«Revised.


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100.7 * 100.7 100.7 100.7
100.3 <100.0 100.5 100.4
100.6 100.6 100.7 100.7
10 1.1 * 101.1 10 1.1 10 1.1

100.9 10 1.0 10 1.0 10 1.0 1 0 1 .1 10 1.2 10 1.2 10 1.2 1 0 1 .1
10 1.2 100.0 99.8 99.3 99.5 99.7 100.2 100.3 100.5
10 1.1 100.7 100.8 100.6 100.7 100.7 100.7 100.8 10 1.0

101.3 101.3 101.4 101.4
99.8
97.3
86.7
97. 9i

100.0 100.0 100.2 100.2 100.9 100.0 100.1
100.2 99.4 100.5 100.2 10 1.1
99.2 98.4
87.7 86.4 85.4 86.3 87.8 88.3 86.8
100.9 <100.1 j 101.4 10 1.0 101.9 99.9 99.0

101.5 101.5 101.4 101.3 101.3
99.8 99.9 100.0 100.1 100.6
98.1 98.8 100.1 100.3 100.0
89.1 90.8 91.9 95.1 96.1
98.6 99.2 100.6 100.7 100.3

101.3
99. 6
100.7
101.4
100.0

98. 3
95.2
98.5

101 7
99. 9
1 0 1 .1

101.9
100 2
98. 8

93. 5
99.1

N ote: For description of the series by stage of processing, see “New BLS
Economic Sector Indexes of Wholesale Prices,” Monthly Labor Review,
December 1955, pp. 1448-1453; and by durability of product and data be­
ginning with 1947, see Wholesale Prices and Price Indexes, 1957, BLS Bul­
letin 1235 (1958).

364

MONTHLY LABOR REVIEW, MARCH 1963

E.—Work Stoppages
T able

E -l. Work stoppages resulting from labor-management disputes 1
Workers involved in stoppages

Number of stoppages
M onth and year

1935-3Q (avp,rage)

In effect dur­
ing month

Beginning in
month or year

3 .1 0

80,000
50,000

3 940,000
808,000
1,180,000
1,240,000
2,650,000
2,880,000
2,040,000
1,950,000
1,590,000
1, 440,000
1.000,000
1,400,000

75,000

185,000

2,340,000

.23

265
225
260
320
440
410
350
335
350
275
215
105

400
330
350
460
625
650
575
570
580
500
430
265

3 70,000

1963: January 2------------------------------------------------------

230

360


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Percent of
estimated
working time

136,000
155,000
240,000
300,000
189,000
186,000
170,000
168,000
125,000
150,000

1962: January 2------------------------------------------------------February 2---------------------------------- ------- ----------M arch 2_______________ _______ _______ ______
A pril 2______________________________________
May 2----------------------------------------------------------June 2------------ ---------------------------------------- -----Ju ly » .---___ ________________________________
August 2_____________________________________
September 2__________________________________
October 2---------- ----------- ---------------------- -----Novem ber 2---------------------------------------------------December 2---------------- ----------------------------------

1 The data include all known strikes or lockouts involving 6 or more
workers and lasting a full day or shift or longer. Figures on workers involved
and man-days idle cover all workers made idle for as long as 1 shift in estab­
lishments directly involved in a stoppage. They do not measure the indirect

Number

0.27
.46
.47
1.43
.41
.37
.59
.44
.23
.57
.26

2,862
3,573
4, 750
4,985
3,693
3,419
3,606
4,843
4,737
5,117
5,091
3,468
4,320
3,825
3; 673
3,694
3,708
3,333
3,367

1946
1947
1948
1949
1950
1951
1952
1953
1954
1955
1956
1957
1958
1959
I960
1 %I

In effect dur­
ing month

16,900,000
39,700,000
38,000,000
116,000,000
34,600,000
34,100,000
50, 500,000
38, 800,000
22,900,000
59,100,000
28,300,000
22,600,000
28,200,000
33,100,000
16, 500,000
23,900,000
69,000,000
19,100,000
16,300,000

i ___................................... ......... ..............................
................... -................................. ........... ........ .........._ _ ....... ........................................................... ......
___________ ________________________ ____................... ...... .............................. ............ ..........
_______________________________________
_____________________ _________ -_________
__________ ______ _________ ______________
_____ ________ ___________ _______________
___ ____ ______ __________________________
________ ______ _________________ _______
________ ____________________ _____ ____
......... ................ .....................................................
______________________________________
_________________ ______ _____________
- - ________________ ___________________
___________ ______ ______________________

1945

__________________________

Beginning in
month or year

Man-days idle during month
or year

1,130,000
2,380,000
3,470; 000
4,600,000
2,170,000
1,960,000
3,030,000
2,410,000
2 , 220,000
3, 540,000
2,400,000
1,530,000
2,650,000
1,900,000
i; 390,000
2,060,000
1 , 880, 000
1,320,000
1,450,000
67,000
98,000
125,000
195,000
155,000
90,000

120,000
95,000
110,000

3 95,000
100,000

.2 1

.26
.29
.14

.2 2

.61
.17
.14
.09

.1 2

.13
.26
.29

.21

.18
.18
.13

.11

.15

or secondary effect on other establishments or industries whose employees
are made idle as a result of material or service shortages.
3 Preliminary.
3 Revised preliminary.

U.S. GOVERNMENT PRINTING OFFICE: 1963

New Publications Available
For Sale
Order sale publications from the Superintendent of Documents, Government Printing Office, Washington 25 D C
Send check or money order, payable to the Superintendent of Documents. Currency sent at sender’s risk. Copied
may also be purchased from any of the Bureau’s regional offices. (See inside front cover for the addresses of these offices.)

BLS Bulletin 1303-83: Wages and Related Benefits, Part I: 82 Labor Markets, 1961-62 138 dd
75 cents.
*
BLS Bulletin 1338-1: Employee Earnings at Retail Building Materials, Hardware, and Farm Equipment
Dealers, June 1961. 25 pp. 25 cents.
BLS Bulletin 1338-2: Employee Earnings in Retail General Merchandise Stores, June 1961 61 do
40 cents.
'
BLS Bulletin 1338-3: Employee Earnings in Retail Food Stores, June 1961. 43 pp. 35 cents.
BLS Bulletin 1338-4: Employee Earnings at Retail Automotive Dealers and in Gasoline Service
Stations, June 1961. 61 pp. 40 cents.
BLS Bulletin 1338-5: Employee Earnings in Retail Apparel and Accessory Stores, June 1961.
40 cents.

63 pp

BLS Bulletin 1338-6: Employee Earnings in Retail Furniture, Home Furnishings, and Household
Appliance Stores, June 1961. 61 pp. 40 cents.
BLS Bulletin 1338-7: Employee Earnings in Miscellaneous Retail Stores, June 1961. 43 pp.
Occupational Wage Surveys:
BLS Bulletins—
1345-4: Seattle, Wash., August 1962. 28 pp. 25 cents.
1345-5: Scranton, Pa., August 1962. 18 pp. 15 cents.
1345-9: San Bernardino-Riverside-Ontario, Calif., September 1962. 18 pp. 20 cents.
1345-12: Omaha, Nebr.-Iowa, October 1962. 20 pp. 20 cents.
1345-13: Sioux Falls, S. Dak., October 1962. 16 pp. 20 cents.

35 cents.

For Lim ited Free Distribution
Single copies of the reports listed below are furnished without cost as long as supplies permit. Write to Bureau
of Labor Statistics, U.S. Department of Labor, Washington 25, D.C., or to any of the Bureau’s regional offices. (See
inside front cover for the addresses of these offices.)

BLS Report 234: Wage Chronology: North Atlantic Longshoring, 1934-61. 26 pp.
BLS Report 236: Work Stoppages—Metropolitan Areas, 1952-61. 25 pp.


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