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U. S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS ROYAL MEEKER, Commissioner MONTHLY LABOR REVIEW Vol. IX, No. 5 November, 1919 SPECIAL FEATURES IN THIS ISSUE Cost of Living in the United States— Clothing and Mis cellaneous Expenditures National Industrial Conference, Washington Trade-Union Attitude Toward Nationalization of Coal Mines Changes in Union Scales of Wages and Hours of Labor 1913 to 1919 Development of Shop Committee Systems Sixth Annual Meeting of the International Association of Industrial Accident Boards and Commissions https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis WASHINGTON GOVERNMENT PRINTING OFFICE 1919 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis U. S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ROYAL MEEKER, Commissioner WASHINGTON GOVERNMENT PRINTING OFFICE 1919 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Contents. Special articles: Page. Cost of living in the United States—Clothing and miscellaneous expendi tu re s...........................................................................„............................... 1-19 Disability among wage earners, by Boris Emmet, Ph. D............................. 20-39 Industrial relations: National Industrial Conference, Washington,D. C....................................... 40-49 Resolutions by Our-Country-First Conference, Chicago, September 8 and 9, 1919................................................................................................................ 49,50 First Canadian Industrial Conference, by LeifurMagnusson......................... 51-62 Trade-union attitude toward nationalization of coal mines, by Ethelbert Stewart........................................................................................................... 63-70 Socialization measures in Germany and Austria. Compiled by Alfred Mavlander..................................................................................................... 71-85 Proposed closer cooperation among Scandinavian Governments on labor matters................................................ 85-87 Labor turnover : Employment policy and labor stability in a Pacific coast department store, by Paul F. Brissenden............................................................................... 88-127 Prices and cost of living: Retail prices of food in the United States.................................................. 128-149 Comparison of retail food costs in 50 cities in the United States.............. 150-152 Index numbers of wholesale prices in the United States, 1913 to September, 1919............................................................................................................ 152-154 Changes in wholesale prices in the United States...................................... 154-158 Creation of commission to control rents in the District of Columbia........ 159-165 Increased cost of living in Australia during and since the war................ 165,166 Retail prices in Great Britain during the w ar................................... 166-168 Food prices in Germany in July, 1919...................................................... 169-171 Wages and hours of labor: Changes in union scale of wages and hours of labor, 1913 to 1919............. 172-190 Index numbers of changes in wages and cost of living.............................. 191-193 Wages of male farm labor, 1866 to 1918....................................................... 193,194 Recent application of the 8-hour day and 44-hour week........................... 194-199 An 8-hour day and a 6-day week in a continuous-operation industry...... 199-202 Wages of women in the millinery industry in Massachusetts..................... 202-204 Hours of labor in Canada............................................................................ 204, 205 Recent wage increases in Europe. Compiled by C. F. Stoddard............ 206-213 Great Britain and Ireland............ 206-210 Belgium......................................... 210-212 Italy....................................................................................................... 212,213 Proposed Prussian wages department........................................................ 213, 214 Minimum wage: Minimum wage and maximum hours for women in the United States and Canada......................... .......................................................... ..............215-220 Arkansas.................................................... : .............................................. 215 California......................................................... .............................. . . . 215-217 District of Columbia............................................................................217, 218 Kansas................................................ .................................................. 218, 219 British Columbia.............. ......... ......................................................219, 220 Manitoba........................................................ 220 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis in IV CONTENTS. Cooperation: Page. New Zealand farmers’ cooperative associations........ ................................. 221,222 Vocational education: Vocational training in railroad shops............................................................. 223 Agreement for apprenticeship training in Little Rock (Ark.) public schools 224 Employees’ representation: Development of shop committee systems, by Anice L. Whitney............. 225-233 Discussion of employees’ representation at Eighth Annual Safety Congress 234-236 Joint industrial councils in Great Britain.................................................. 236-237 Employment and unemployment: Employment in selected industries in September, 1919........................... 238-242 How the War Department handled its labor problem............................... 243-245 A permanent program for stabilizing employment in New York S tate... 245-248 Child labor: Child welfare standards............................................................................... 249, 250 A German program of protective legislation for juvenile workers............. 250,251 Child labor legislation in Hongkong........................................................... 251, 252 Industrial accidents: Prewar and war-time accident rates in the iron and steel industry, by Lucian W. Chaney.................................................................................... 253-257 Eighth Annual Safety Congress of the National Safety Council............... 258-260 Formal opening of Bureau of Mines experiment station at Pittsburgh__ 260,261 Accident experience of the Portland Cement Association, 1918.............. 261, 262 Industrial hygiene and medicine: Carbon monoxide poisoning in factories..................................... ............... 263,264 Advantages of mutual benefit associations to industrial medicine........... 264, 265 Workmen’s compensation: Sixth annual meeting of International Association of Industrial Accident Boards and Commissions, by Carl Ilookstadt........................................ 266-279 Minimum requirements in compensation legislation, by Royal Meeker, United States Commissioner of Labor Statistics.................................... 289-293 Employees engaged in interstate and foreign commerce, by Lindley D. Clark......................................................................................................... 294-310 Attitude of railroad transportation organizations toward Federal compensa tion, by D. L. Cease.............................................................................. . 311-316 The larger idea in workmen’s compensation, by Will J. French...............317-322 How can medical service be improved? by Otto P. Geier, M. D ............ 323-326 Infections of the upper extremities, by P. A. Bendixen, M. D................ 327-335 Compensation periods of widows and children........................................... 335-338 Labor laws: Summary of labor provisions of Massachusetts Consolidation Act, 1919... 339,340 Labor bureaus: Functions of German Ministry of Economics and Ministry of Labor............ 341 Strikes and lockouts: Appointment of New York State Board of A rbitration........ ...................... 342 Immigration: Immigration in August, 1919 ...................................................................... 343,344 Publications relating to labor: Official—United States................................................................................ 345-350 Official—foreign countries............................................................................ 350-353 Unofficial.............................. 354r-362 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis M0 NT HLY LABOR REVIEW vol. ix—n o . 5 WASHINGTON N o v e m b e r , 1913 Cost of Living in the United States—Clothing and Miscellaneous Expenditures. Clothing. N CONNECTION with the cost-of-living-survey articles which have been appearing in the M o n t h l y L a b o r R e v ie w for several months, Table 1, which follows, presents a sum m ary of expendi tures for clothing. I 11 order th a t the data presented m ight be as uniform as possible, families having three children under 15 years of age were selected; and in order to show enough cases to make the figures authoritative, data from a num ber of cities have been combined. As the clothing requirem ents in the N orth are different from those of the warmer climate of the South, the table has been divided into two parts, which are shown side by side. The following cities are included in the northern group: I Boston, Mass. Bridgeport, Conn. Buffalo, N. Y. Chicago, 111. Cincinnati, Ohio. Cleveland, Ohio. Columbus, Ohio. Des Moines, Iowa. Detroit, Mich. Duluth, Minn. East St. Louis, 111, Evansville, Ind. Fall River, Mass. Fort Wayne, Ind. Grand Rapids, Mich. Indianapolis, Ind. Kansas City, Kans. Kansas City, Mo. Lawrence, Mass. Manchester, N. H. Milwaukee, Wis. Minneapolis, Minn. Newark, N. J. New York, N. Y. Omaha, Nebr. Philadelphia, Pa. Pittsburgh, Pa. Portland, Me. Providence, R. I. St. Louis, Mo. St. Paul, Minn. Scranton, Pa. Syracuse, N. Y. Trenton, N. J. Wichita, Kans. Wilmington, Del. The following cities are included in the southern group: Atlanta, Ga. Baltimore, Md. Birmingham, Ala. Charleston, S. C. Dallas, Tex. El Paso, Tex. Houston, Tex. Jacksonville, Fla. Knoxville, Tenn. Little Rock, Ark. Louisville, Ky. Memphis, Tenn. Mobile, Ala. New Orleans, La. Norfolk, Va. Oklahoma City, Okla. Richmond, Ya. Savannah, Ga. Under each of these groups the figures are shown separately for males and for females; and under each sex division, for the husband and wife, respectively, and for children 12 and under 15 years of age, 8 and under 12 years of age, 4 and under 8 years of age, and under 4 years of age. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1303] 1 2 M O N TH LY LABOR REVIEW, The total num ber of families represented in the northern group of cities is 641; in the southern group, 207. These num bers appear in the first line of the table in the columns for husband and wife. The corresponding num bers in the columns for children are the num ber of families having children of the sex-and-age group nam ed in the box head; and the num ber of children shown in the same columns are the num ber of the sex-and-age group specified. For example, in the male group, under northern cities, there were 295 families having male children 4 and under 8 years of age, and there were 351 such children in these families. The table gives, for each person or group of persons in these families, the average num ber per family and per person of a long list of articles of clothing th a t were purchased during the year, together w ith the average cost per family, per person, and per article, of each article. As no families were included in the survey in which there was not a husband and a wife, in their case of course the average per family and per person is the same. T able 1.—A V ER A G E N U M B E R OF A R TIC L ES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V ER A G E COST P E R FA M ILY , P E R PE R SO N , A N D P E R ARTIC LE. Males. Northern cities. Southern cities. Average number and cost of articles of clothing for— Male children- Item. Male children- Hus Hus and 8 and 4 and and 8 and 4 and band. 12 band. 12 under under under Under under under under Under 4 4 12 8 15 12 15 8 years. years. years. years. years. years. years. years. Number of fam ilies........... ........ Average number of children 641 107 119 212 243 295 351 209 231 1.1 1.1 1.2 1.1 0.4 $0.43 0.3 $0.38 $1.18 0.6 $0.61 0.5 $0.51 $1.01 0.2 $0.21 0.2 $0.19 $0.90 0.2 $0.14 0.2 $0.12 $0.79 0.4 $0.35 0.3 $0. 29 $0.93 1.3 $0.99 1.2 $0.86 $0.74 0.9 $6.74 0.8 $5.88 $7.60 H ats, felt: 0.1 Average number per fa m ily . 0.7 Average cost per fam ily........ 11.94 $0.20 0.1 Average number per person. 0.7 Average cost per person........ *1.94 $0.18 Average cost per article........ *2.91 $1.44 H ats, straw: Average number per fa m ily . 0.4 0.04 Average cost per fam ily........ $0.80 $0. 02 Average number per person. 0.4 0.03 Average cost per person........ $0.80 $0. 02 Average cost per a rticle........ $2.25 $0.56 Caps: Average number per fam ily. 0.6 1.9 Average cost per fam ily........ $0.65 $1.59 Average number per person. 0.6 1.7 Average cost per person........ $0.65 *1.43 Average cost per a rticle........ *1.10 $0.82 Suits, wool: Average number per fam ily. 0.6 1.0 Average cost per fam ily........ $14.09 $9. 81 Average number per person. 0.6 0.9 Average cost per person........ $14. 09 $8. 82 Average cost per article........ $25.09 $10.00 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 31 34 82 96 103 122 62 66 1.1 1.2 1.2 1.1 0.8 $3.10 0.8 $3.10 $3.73 0.2 $0. 29 0.2 $0.26 $1.50 0.4 $0. 50 0.3 $0.43 $1.41 0.5 $0.56 0.4 $0.47 $1.14 0.2 $0.15 0.2 $0.14 $0.94 0.2 $0.21 0.2 $0.19 $0.90 0.4 $1.31 0.4 $1.31 $3. 20 0.1 0.1 $0.15 $0.19 0.1 __ 0.1 $0.13 $0.16 $1.13 $1.39 0.3 $0.33 0.2 $0.28 $1.22 0.1 $0.12 0.1 $0.11 $0.19 1.0 $0.66 0.8 $0.56 $0.69 0.9 $0.64 0.8 $0.58 $0. 70 0.3 $0.39 0.3 $0.39 $1.20 1.6 1.6 *1.19 $1.14 1.5 __ 1.4 $1.09 $0. 98 $0.74 $0. 71 1.1 $0.71 0.9 $0.60 $0.67 0.9 $0.51 0.8 $0.48 $0.60 0.7 $3.50 0.6 $2.94 $5.03 0.2 0.7 $0.52 $18. 87 0.2 0.7 $0.47 $18. 87 $3.02 $26.05 0.8 $7. 59 0.7 $6. 92 $9.80 0.6 $3.31 0.5 $2. 79 $ 5 . 77 0.05 $0.19 0.05 $0. 18 $4.00 [1304] 207 0.9 $7.95 0.8 $6. 79 $8. 57 3 M O N TH LY LABOE EEVIEW. T able 1 .—A V E R A G E N U M B E R OF A R TIC L ES OF CLOTHING P U R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V E R A G E COST P E R FA M IL Y , P E R P E R SO N , A N D P E R ARTIC LE—Continued. Males—Continued. N orthern cities. Southern cities. Average number and cost of articles of clothing for— Male children— Male children— Item. Hus Hus and 8 and 4 and and 8 and 4 and band. 12 band. 12 under under under Under under under under Under 4 4 12 12 15 8 15 8 years. years. years. years. years. years. years. years. Suits, cotton: 0.1 Average number per fam ily. Average cost per fam ily........ $0.91 0.1 Average number per person. Average cost per person........ $0.91 Average cost per article......... 113.52 Coats (separate): Average number per fam ily. 0.03 Average cost per fam ily........ SO. 19 Average number per person. 0.03 Average cost per person........ SO. 19 Average cost per article........ $6.43 Pants (separate), wool: Average number per fam ily. 0.4 Average cost per fam ily........ $1.88 0.4 Average number per person. A veragecost per person........ $1.88 A veragecost per article........ $4.93 Pants (separate), c o tto n : 0.3 Average number per f a m ity. Average co st per fa m ily ........ $0.94 0.3 Average number per person. Average co st per person........ $0.94 A veragecost p era rticle........ $3.00 Overcoats: 0.2 Average number per fam ily. Average cost per fa m ily ........ $4 . 72 0.2 Average number per person. Average cost per person........ $ 4 . 72 Average cost p er a rtic le ........ $20.73 Mackinaws: Average number per fam ily. 0.02 Average cost per fa m ily ........ $0.20 Average number per person. 0. 02 Average cost per person........ $0.20 Average cost per article......... $ 10.08 Raincoats: Average number per fa m ily . 0.04 Average cost per fam ily........ $0.40 Average number per person. 0.04 Average cost per person........ $0.40 Average cost per article........ $9.22 Sweaters and jerseys: 0.2 Average number per fam ily. Average cost per fa m ily........ $ 1.01 0.2 Average number per person. Average cost per person........ $1.01 Average cost per a rticle........ $4.39 Cleaning, pressing, and repair ing: Average cost per fam ily........ Average cost per person........ Overalls: 1.0 Average number per fa m ily . Average cost per fam ily........ $1.96 1.0 Average number per person. Average cost per person........ $1.96 Average cost per article........ $1.97 Jumpers: 0.4 Average number per fam ily. Average cost per fam ily........ $0. 75 0.4 Average number per person. Average cost per person........ $0. 75 Average cost per article........ $1.96 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.2 $1.40 0.2 $1.26 $7.50 0.3 $1.07 0.3 $0. 93 $3.66 2.0 $2.91 1.6 $2.44 $1.49 0.2 1.3 $1.34 $2.25 0.2 1.2 $1.21 $2. 25 $1.02 $12.94 0.01 $0.02 0.01 80.02 $2.50 0.03 $0.06 0.02 $0.05 $2.04 0.01 $0.01 0.01 $0.01 $3.98 0. 01 $0.02 0.01 $0.02 $4.00 0.01 $0.04 0.01 $0.04 $2.67 0.6 $1.07 0.6 $0.96 $1.74 0.6 $1.05 0.5 $0.91 $1.79 0.4 $0.57 0.3 $0.48 $1.48 0.02 $0.01 0.02 $0.01 $0.44 0.3 $1.98 0.3 $1.98 $5. 77 0.9 $1.49 0.8 $1.34 $1.63 0.9 $1.00 0.8 $0.87 $1.07 0.1 0.7 $0.64 $0.03 0.6 i_ 0.1 $0.53 $0.03 $0.91 $0.39 0.2 $1.10 0.2 $0.94 $4.76 2.6 $3.98 2.2 $3.36 $1.51 0.1 $0.16 0.1 $0.14 $1.50 0.1 $0.09 0.1 $0.07 $0.75 0.7 $1.77 0.6 $1.61 $2.49 0.5 $0.96 0.5 $0.82 $1.75 0.5 $0.65 0.4 $0.55 $1.27 0.03 $0.02 0.03 $0.02 $0.50 0.2 $0.81 0.2 $0. 81 $3.41 1.0 $1.58 0.9 $1.44 $1.63 1.8 $2.38 1.5 $2.04 $1.34 0.9 $0.84 0.8 $0. 71 $0.90 0.2 $0.07 0.2 $0.07 $0.44 0.3 0.5 $2.23 $2.85 0.30.4 $1.95 $2.40 $7.39 $6.23 0.2 0.3 $1.37 $3.77 0.2 0.3 $1.24 $3. 77 $4.22 $20.01 0.1 $0.84 0.1 $0. 76 $8.67 0.1 $0.81 0.1 $0.69 $6.04 0.3 $1. 74 0.3 $1.47 $5.44 0.4 $1. 75 0.3 $1.64 $4.72 0.2 $1.94 0.2 $1.74 $7.98 0.1 $0.74 0.1 $0.65 $6.55 0.05 $0.28 0.04 $0.23 $5.89 0.01 $0.07 0.01 $0.06 $4.83 0.01 $0.10 0.01 $0.10 $9.88 0.05 $0.18 0.04 $0.16 $3.75 0.1 $0.20 0.05 $0.17 $3.86 0.01 0.04 $0.14 $0.04 0.03 . 0.01 $0.12 $0.03 $3.89 $8.00 0.1 $0.62 0.1 $0.62 $8.00 0.2 $0.81 0.1 $0. 74 $5.00 0.04 $0.22 0.03 $0.19 $6.00 0.04 $0.11 0.03 $0. 09 $2.88 0.4 $1.51 0.4 $1.36 $3.37 0.4 $0.91 0.3 $0.79 $2.48 0.5 $1.12 0.4 $0.94 $2.39 0.4 $0.75 0.3 $0.68 $2.13 0.2 $0.65 0.2 $0.65 $3.64 0.4 $1.22 0.4 $1.11 $2.90 0.5 $1.22 0.4 $1.04 $2.62 0.4 $0.86 0.3 $0. 72 $2.10 $0.10 $0.09 $0.05 $0.04 $0.06 $0.05 $0.04 $0.04 $1.03 $1.03 $0.06 $0.05 0.3 $0.36 0.3 $0.32 $1.04 0.6 $0.55 0.5 $0.48 $0.90 0.8 $0.74 0.7 $0.62 $0.87 0.3 $0.25 0.3 $0.22 $0.80 1.0 $2.24 1.0 $2.24 $2.28 0.03 $0.05 0.03 $0.04 $1.50 0.03 $0 03 0 03 $0 02 0.1 $0.04 0.05 $0. 03 $0.69 0.3 $0. 77 0. 3 $0 77 $2.33 0.1 $1.27 0.1 $1.14 $10.46 0.04 $0.03 0.03 $0. 03 $0.75 [13051 0.2 $1.64 0.2 $1.50 $7.28 1.6 $1.47 1.5 $1.38 $0.91 0.3 $0.68 0.3 $0.64 $2.23 $0.01 $0.01 0.2 $0.16 0.1 $0.14 $1.04 0.3 $0.27 0.3 $0.23 $0.79 0.02 $0.01 0.02 $0.01 $0.50 4 M O NTH LY LABOR REVIEW, T able 1 .—A V ER A G E N U M B E R OF A R TIC L ES OF CLOTH ING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V E R A G E COST P E R F A M IL Y , PE R PE R SO N , A N D P E R A R TIC L E —Continued. Males—Continued. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Male children- Male children— Hus Hus 12 and 8 and and 8 and 4 and 4 and band. 12 under under under Under band. under under under Under 4 4 8 12 15 15 12 8 years. years. years. years years. years. years. years. Shirts, cotton: Average number per fam ily. 3.4 Average cost per fam ily........ . 14.29 Average number per person. 3.4 Average cost per person........ $4. 29 Average cost per article......... $1.26 Shirts, wool: Average number per fam ily. 0.2 Average cost per fam ily.. . . . $0.49 Average number per person. 0.2 Average cost per person........ $0.49 Average cost per article........ $2.51 Shirts, silk: Average number per fam ily. 0.1 Average cost per fam ily........ $0.24 Average number per person. 0.1 Average cost per person........ $0.24 Average cost per article........ $3.51 Undershirts, cotton: Average number per fam ily. 0.8 Average cost per fam ily........ $0. 75 Average number per person. 0.8 Average cost per person........ $0. 75 Average cost per article......... $0.95 Undershirts, wool: Average number per fam ily. 0.2 Average cost per fam ily........ $0.53 Average number per person. 0.2 Average cost per person........ $0. 53 Average cost per article......... $2.31 Drawers, cotton: Average number per fam ily. 0.7 Average cost per fam ily........ $0. 72 Average number per person. 0.7 Average cost per person____ $0.72 Average cost per article........ $0.98 Drawers, wool: Average number per fam ily. 0.2 Average cost per fam ily........ $0.48 Average number per person. 0.2 Average cost per person........ $0.48 Average cost per article......... $2.35 U nion suits, cotton: Average number per fam ily. 1.3 Average cost per fam ily........ $1.96 Average number per person. 1.3 Average cost per person........ $1.96 Average cost per a r tic le ___ $1.50 U nion suits, wool: Average number per fam ily. 0.3 Average cost per fam ily........ $0.94 Average number per person. 0.3 Average cost per person........ $0.94 Average cost per article........ $3.49 Underwaists: Average number per fam ily. Average cost per fam ily____ Average number per person. Average cost per person........ Average cost per article........ Rompers: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article. . . . . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis __ 4.9 $3.64 4.4 $3.28 $0. 75 4.7 $3.12 4.1 $2. 72 $0.66 3.2 $1.74 2.7 $1.47 $0.54 0.3 $0.12 0.3 $0.11 $0.43 4.3 $6.01 4.3 $6.01 $1.41 0.1 $0.07 0.1 $0.07 $1.33 0.05 $0.06 0.04 $0.05 $1.23 0.1 $0.07 0.05 $0.06 $1.19 0.01 $0.01 0.01 $0.01 $1.00 0.1 $0.19 0.1 $0.19 $3.27 0.01 $0. 02 0.01 $0. 02 $2.00 0.01 $0.01 0.01 $0.01 $1.00 0.6 $0.31 0.5 $0. 27 $0.53 0.9 $0.38 0.7 $0.32 $0.44 1.8 $0. 74 1.6 $0.67 $0.41 1.1 $1.14 1.1 $1.14 $1.08 0.1 80. 21 0.1 80.19 $1.48 0.1 0.2 $0. 04 $0.16 0.050.2 $0.04 $0.13 $0. 75 $0.88 0.3 $0.24 0.3 $0.22 $0.74 0.1 $0.14 0.1 $0.14 $1.64 0.3 $0.21 0.3 $0.19 $0.67 0.6 $0.31 0.5 $0.27 $0.54 0.8 $0.34 0.6 $0. 28 $0.45 0.8 $0.32 0.7 $0.29 $0.41 1.0 $1.06 1.0 $1.06 $1.05 0.1 $0.16 0.1 $0.14 $1.55 0.1 0.1 $0.05 $0.13 .0.1 0.1 $0 04 $0.11 $0.80 $0.94 0.1 $0.08 0.1 $0.07 $0.62 0.1 $0.09 0.1 $0.09 $1.58 2.2 $2.12 2.0 $1.91 $0.97 2.0 $1.83 1.8 81.60 $0.90 1.8 $1.57 1.5 $1.32 $0.85 0.5 $0.38 0.4 $0.34 $0.82 1.3 $2.15 1.3 $2.15 $1.63 0.3 $0.55 0.3 $0.50 $1.97 0.2 $0.41 0.2 $0.36 81.72 0.3 $0.35 0.2 $0.29 $1.34 0.1 , 0.04 $0.12 $0.14 0.1 0.04 $0.10 $0.14 $1.15 $3.50 0.5 $0.19 0.5 $0.17 $0.36 1.2 $0.33 1.0 $0. 29 0. 9 $0 27 $0 2fi $0. 28. $0.27 1.0 [1306] 7.1 $5.13 6.1 $4.38 $0. 72 4.3 $2.69 3.6 $2.27 $0.62 0.6 $0.25 0.6 $0.24 $0.41 0.04 1____ $0.02 0.03 $0.02 I0.48 0.01 $0.04 0.01 $0.04 $4.00 0.3 $0.20 0.3 $0.18 $0.66 0.4 $0. 27 0.3 $0.23 $0.69 6.6 $4.99 6.1 $4.55 $0.75 2.6 $1.72 2.3 $1.55 $0.67 0.5 $0.30 0.4 $0. 27 $0.66 0.4 $0. 22 0.3 $0.19 $0.57 1.0 $0.43 0.8 $0.36 $0.44 1.2 $0.50 1.2 $0.47 $0.40 0.2 $0.24 0.2 $0. 22 $1.04 0.3 $0.15 0.2 $0.14 $0.59 0.5 $0.23 0.4 $0.20 $0.46 1.1 $0.36 0.9 $0.31 $0.33 0.9 $0.33 0.9 $0.31 $0.35 1.8 $1.89 1.6 81.73 $1.07 1.9 $2. 05 1.7 $1. 75 $1.06 1.8 $1.71 1.6 $1.45 $0.92 0.5 $0.50 0.5 $0.47 $0.96 0.04 $0.05 0.03 $0. 05 $1.50 0.03 $0.06 0.03 $0.06 $2.00 0.4 1.4 $0 OP Ü&0.32 0 3 1.1 $o! 23 1 1 1 1 $0.23 $0.28 1 1 $0. 84 25 $1 KO 24 1 .0 $0 71 $0.74 $0.72 5 M O NTH LY LABOR REVIEW, T able 1 .—A V E R A G E N U M B E R OP A R TIC LES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V E R A G E COST P E R FA M ILY , P E R PE R SO N , A N D P E R AR TIC LE—Continued. Males—Continued. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Male children— Male children— Hus Hus and 8 and 4 and and 8 and 4 and band. 12 band. 12 under under under Under under under under Under 4 4 15 12 15 8 12 years. years. years. years. years. years. years. Pajamas: 0.1 Average number per fam ily. 0.4 0.3 Average cost per fam ily........ $0. 20 $0.37 $0. 26 0.1 Average number per person. 0.3 0.3 Average cost per person........ $0.20 $0.33 $0. 23 Average cost per article......... $1.50 $1.05 $0.88 Nightshirts: 0.3 0.3 0.5 Average number per fam ily. Average cost per fam ily........ $0.37 $0.21 $0.34 0.3 0.3 0.4 Average number per person. Average cost per person........ $0.37 $0.19 $0.30 Average cost per article......... $1.24 $0.72 $0.75 Socks, cotton: 11.5 11.8 Average number per fam ily. 10.4 Average cost per fam ily........ $2.89 $4.20 $3.92 10.3 Average number per person. 10.4 10.3 Average cost per person........ $2.89 $3. 77 $3.42 Average cost per article......... $0.28 $0.37 $0.33 Socks, wool: 0.2 Average number per fam ily. 0.6 0.3 Average cost per fam ily........ $0.47 $0.16 $0.13 0.2 0.2 0.6 Average number per person. Average cost per person........ $0.47 $0.14 $0.11 Average cost per article......... $0.80 $0.62 $0.65 Socks, silk: 0.2 Average number per fam ily. Average cost per fam ily........ $0.14 0.2 Average number per person. Average cost per person........ $0.14 Average cost per article......... $0.64 Shoes, high: 2.1 3.9 Average number per fam ily. 3.4 Average cost per fam ily........ $10.34 $12.08 $11.43 2.1 3.1 3.4 Average number per person. Average co st per person........ $10.34 $10. 86 $9.97 Average cost per a r tic le ......... $4.89 $3.51 $2.91 Shoes, low: 0.2 0.5 0.6 Average number per fam ily. Average cost per fam ily........ $0.84 $1.12 $0.69 0.4 0.2 0.6 Average number per person. Average cost per person........ $0.84 $1.01 $0.60 Average cost per article......... $4.19 $1.82 $1.43 Shoerepairing: Average cost per fam ily........ $2.67 $3.39 $2.65 Average cost per person........ $2.67 $3.05 $2.31 Shoe shines: 0.3 Average num ber per fam ily. 1.8 Average cost per fam ily........ $0.15 $0.03 1. 8 0.3 Average number per person. Average cost per person....... $0.15 $0.03 . Average cost per sh in e.......... $0.08 $0.10 Rubber boots: 0.1 0.03 0.04 Average number per fam ily. Average cost per fam ily........ $0.39 $0.14 $0.10 0.1 0.03 0.03 Average number per person. Average cost per person........ $0.39 $0.12 $0.09 Average cost per article......... $4.86 $4.83 $2.60 House slippers: 0.2 0.1 0.1 Average number per fam ily. Average cost per fam ily........ $0.26 $0.08 $U. (Jo 0.2 0.1 0.1 Average number per person. Average cost per person........ $0.26 $0.07 $0.05 Average cost per article......... $1.64 $1.10 $0. 79 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.3 $0.17 0.2 $0.15 $0.66 0.1 $0.14 0.1 $0.14 $1.79 0.03 $0.03 0.03 $0.02 $0.80 0.2 $0.16 0.1 $0.13 0.2 $0.20 0.2 $0.17 $0.91 0.1 $0.09 $0.39 0.5 $0.33 $0.66 0.7 $0.34 0.6 $0.31 $0.51 0.2 $0. 28 0.2 $0.28 $1.44 0.1 $0.09 $0.08 *1.38 0.3 $0. 27 0.2 $0.23 $0.94 0.5 $0.37 0.4 $0.31 $0.75 0.5 $0.29 0.5 $0.27 $0.60 12.2 $3.74 10.2 $3.14 $0.31 7.9 $2.12 7.2 $1.92 $0. 27 11.7 $3.32 11.7 $3.32 $0.28 13.7 $5.21 12.5 $4. 75 $0.38 12.3. 11.9 $4.51 $3.61 10.0 10.5 $3. 85 $3.05 $0.30 $0.37 $2.16 7.6 0.3 $0.17 0.2 $0.15 $0.67 0.6 $0.30 0.6 $0.27 $0.48 0.05 $0.04 0.05 $0.04 $0.76 0.01 $0.01 0.01 $0.01 $0.50 0.01 $0.01 0.01 $0. 01 $0.48 0.3 $0.21 0.3 $0.21 $0.79 3.7 $9.54 3.1 $8.02 $2.55 2.7 2.0 3.2 2.9 3.4 $5.16 $10. 71 $10.60 $11.17 $8.50 9 Q 2.5 2.0 2.6 2.7 $4.67 $10. 71 $9.67 $9. 54 $7.18 $1.77 $5.49 $3.87 53.25 $2.66 $4.89 2.4 $4.59 0.8 $1.23 0.7 $1.03 $1.45 0.4 $0.52 0.4 $0.47 $1.35 0.4 $1.82 0.4 $1.82 $4. 71 0.7 $1.36 0.7 $1.24 $1.84 0.8 $1.51 0.6 $1.29 $2.00 0.7 $1.38 0.6 $1.16 $1.84 0.4 $0.54 0.3 $0.51 $1.52 $1.78 $1.50 $0.32 $0.29 $2.56 $2.56 $2.85 $2.60 $2. 73 $2.33 $1.31 $0.17 $0.16 0.4 $0.33 0.4 $0. 28 $0. 77 o .e 3.2 $0. 28 3. 2 $0. 28 $0.09 0.1 $0.19 0.1 $0.16 $2.41 0.01 $0.02 0.01 $0.02 $1.87 0.1 $0.36 0.1 $0.36 $4. 70 0.1 $0.11 0.1 $0.09 $1.07 0.03 $0.03 0.03 $0.03 $1.04 0.1 $0.14 0.1 $0.14 $2.48 [13071 0.1 0.1 $0.09 $0.81 8.1 $2.02 $0.27 0.05 $0.02 0.05 $0.02 $0.50 $ 1.10 2.6 $1.88 6 M O NTH LY LABOR REVIEW, T able 1 .—A V E R A G E N U M B E R OF A R TIC LES OF CLOTH ING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R PE R SO N , A N D A V E R A G E COST P E R FA M IL Y , PE R PE R SO N , A N D P E R A R TIC L E —Continued. Males—Co n tin u e d . Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Male children— Male children— H us H us and 8 and 4 and and 8 and 4 and band. 12 band. 12 under under under Under mid er under under Under 4 4 12 15 8 12 15 8 years. years. years. years. years. years. years. years. Spats and leggings: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Rubbers: Average number per family. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Arctics: Average number per fam ily.. Averageeost per family.......... Average number per nerson. Average cost per person........ Average cost per article......... Gloves and mittens, leather, dress: Averagenumber per fam ily.. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article........ Gloves and m ittens, leather, work: Average number per family . Average cost per fam ily........ Averagenumber per person. Average cost per person........ Average cost per article.......... Gloves and mittens, cotton: Average number per fam ily.. Average cost per fam ily........ Averagenumber per person.. Average cost per person........ Average cost per article........ Gloves and mittens, wool: Average number per fam ily.. Averageeost perfamilv.......... Averagenumber per person.. Average cost per person........ Average cost per article......... Collars: Average number per fam ily.. Average cost per fam ily........ Averagenumber ner person.. Average cost per person........ Average cost per article........ Ties: Averagenumber per fam ily.. Average cost per fam ily........ Averagenumber per person.. Average cost per person........ Average cost per article......... Handkerchiefs: Average number per fam ily.. Average cost per fam ily........ Average number per person.. Average cost per person. . . . . Average cost per a rticle.. . . . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.01 $0.02 0.01 80.02 S3.10 0.02 $0.02 0.02 $0.02 $1.14 0.02 $0.03 0.02 $0.03 $1.56 0.1 $0.05 0.04 $0.04 80.96 0.1 $0.11 0.1 $0.10 $1.32 0.01 $0.01 0.01 $0.01 $2.50 0.03 $0.06 0.03 $0.06 $1.95 0.5 80.68 0.5 80.68 81.29 0.9 «L L1 $0.84 ~ 0 .9 0 1.0 0.8 $0.75 $0.79 $0.95 $0. 81 0.9 $0.68 0.8 $0.58 $0.72 0.3 $0.17 0.3 $0.16 $0.61 0.1 $0.17 0.1 80.17 $1.21 0.1 $0.11 0.1 $0.10 $0.88 0.3 $0. 20 0.2 $0.17 $0.77 0.1 $0.10 0.1 $0.09 $0.70 0.1 80.22 0.1 $0.22 $2.43 0.02 $0.04 0.02 $0.03 $2.00 0.1 $0.08 0.1 $0.07 $1.35 0.1 $0.11 0.1 $0.10 $1.36 0.01 $0.01 0.01 $0.01 $0.80 0.1 $0.11 0.1 $0.11 $2.05 0.2 $0.46 0.2 $0.46 $2.00 0.3 $0.26 0.2 $0.24 $1.04 0.2 80.22 0.2 $0.19 $0.93 0.2 $0.14 0.2 $0.12 $0.68 0.1 $0.04 0.05 $0.04 $0.80 0.1 $0.30 0.1 $0.30 $2.27 0.1 $0.05 0.1 $0.04 $0.75 0.1 $0.13 0.1 $0.11 $1.34 0.01 $0.01 0.01 $0.01 $1.00 0.7 $0.31 0.7 $0.31 $0.41 0.05 $0.09 0.05 $0.08 $1.83 0.03 $0.02 0.03 $0.02 $0.75 0.5 $0.38 0.5 $0.38 $0.76 4.1 $0.83 4.1 $0.83 $0.20 0.4, 0.5 $0.14 $0.17 0.4 0.3 $0.12 $0.15 $0.38 $0.36 0.4 $0.14 0.3 $0.12 $0.33 0.2 $0.04 0.1 $0.03 $0.24 1.8 $0.50 1.8 $0.50 $0.28 0.2 80.10 0.1 $0.09 $0.60 0.3 $0.11 0.2 $0.09 $0.43 0.1 $0.04 0.1 $0.03 $0.41 0.2 $0.19 0.2 $0.19 $1.08 0.7 $0.49 0.6 $0.44 $0.72 0.7 $0.38 0.6 $0.33 $0.56 0.7 $0.34 0.6 $0.28 $0.51 0.3 $0.13 0.3 $0.12 $0.45 0.04 $0.04 0.04 $0.04 $0.84 0.1 $0.06 0.1 $0.06 $0.67 0.1 $0.09 0.1 $0.07 $0.64 0.1 $0.06 0.1 $0.05 $0.63 4.8 $0.80 4.8 $0.80 $0.17 1.4 $0.27 1.3 $0.24 $0.19 0.4 80.08 0.4 $0.07 $0.20 0.2 $0.03 0.1 $0.03 $0.21 4.2 $0.85 4.2 $0.85 $0.21 0.5 $0.13 0.5 $0.12 $0.26 0.3 $0.06 0.3 $0 05 $0.18 0.1 $0.02 0.1 $0 01 $0.24 2.1 $1.17 2.1 $1.17 $0.55 2.1 $0.73 1.9 $0.66 $0.35 1.3 $0.38 1.1 $0.33 $0.29 0.9 $0.25 0.7 $0.21 $0.29 0.1 $0.03 0.1 $0.02 $0.27 2.1 $1.24 2.1 $1.24 $0.59 1.6 $0.61 1.5 $0.56 $0.37 1.6 $0.54 1.4 $0.46 $0.33 0.5 $0.16 0.4 $0.13 $0.32 5.4 $0.72 5.4 $0.72 $0.13 4.1 $0.45 3.7 $0. 40 $0.11 3.4 $0.28 3.0 $0. 24 $0.08 2.3 $0.18 1.9 $0.15 $0.08 0.5 __ 6.3 $0.03 $0.81 0.5 6.3 $0.03 $0.81 $0.06 $0.13 3.2 $0.35 2.9 $0.32 $0.11 2.9 $0.29 2.5 $0.25 $0.10 1.7 $0.14 1.4 $0.12 $0.08 [1308] 0.1 $0.03 0.1 $0.03 $0.44 0.1 $0.01 0.1 $0.01 $0.09 7 M O N TH LY LABOE EEVIEW, T able 1.—A V E R A G E N U M B E R OF A R T IC L E S OF CLOTH ING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V E R A G E COST P E R FA M ILY , P E R P E R SO N , A N D P E R A R TIC LE—Continued. Males—Concluded. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Male children- Male children- i Hus Hus band. 12 and 8 and 4 and Under band. 12 and 8 and 4 and Under under under under under under under 4 4 12 15 8 15 12 8 years. years. years. years. years. years. years. years. Mufflers and scarfs: Average number per family. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article-----Garters: Average number per fa m ily .. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article........ Belts: Average number per fam ily.. Average cost per fam ily........ Averagenumber per person.. Average eost per person........ Average cost per article........ Average number per fam ily.. Average cost per fam ily........ Average number per person.. Average cost per person....... Average cost per article........ Umbrellas’ Average number per fam ily.. Average eost per fam ily........ Average number per person. Average eost per person........ Average cost per article......... Focketbooks: Average number per fam ily.. Average cost per fam ily........ Average number per person. Average cost per person....... Average cost per article......... Watches and jewelry: Average cost per fam ily........ Average eost per person........ Other clothing: Average cost per fam ily........ Average cost per person........ 0.1 $0.09 0.1 $0.09 $1.48 0.1 $0.04 0.1 $0.04 $0.71 0.03 $0.02 0.02 $0.01 $0.60 0.1 $0.05 0.05 $0.04 $0.89 1.1 __ 1.9 $0.31 $0.28 1.1 1.7 $0.31 $0.25 $0. 27 $0.15 2.1 $0.34 1.9 $0.29 $0.16 2.3 $0.40 1.9 $0.34 $1.8 1.1 $0.19 1.0 $0.18 $0.17 0.4 $0.29 0.4 $0.29 $0.76 0.6 $0.26 0.5 $0.24 $0.47 0.2 $0.09 0.2 $0.07 $0.39 0.1 $0.03 0.1 $0.02 $0.34 0.02 $0.01 0.02 $0.01 $0.26 0.8 $0.43 0.8 $0.43 $0.55 0.3 $0.09 0.2 $0.08 $0.32 0.5 $0.15 0.5 $0.13 $0.27 0.1 $0.25 0.1 $0.25 $1.86 0.02 $0.03 0.02 $0.03 $1.50 0.03 $0.04 0.02 $0.03 $1.25 0.1 $0.04 0.1 $0.04 $0.01 0.05 $0.01 0.04 $0.01 $0.29 0.02 $0.01 0.02 $0.01 $0.28 $0.91 $0.91 $0.70 $0.63 $0.07 $0.06 $0.03 $0.02 $0.03 $0.03 $1.07 $1.07 $0.13 $0.12 $0.13 $0.11 $0.19 $0.19 $0.07 $0.06 $0.14 $0.12 $0.13 $0.11 $0.13 $0.12 $0.22 $0.22 $0.43 $0.39 $0.20 $0.17 0.02 $0.03 0.02 $0.03 $1.56 0.03 $0.01 0.03 $0.01 $0.25 1.1 $0.33 $0.33 $0.29 1.6 $0.22 1.4 $0.20 $0.14 1.7 $0.22 1.5 $0.19 $0.13 1,4 $0,20 1.2 $0 17 $0.14 0.5 $0.09 0.5 $0.09 $0.18 0.4 $0.34 0.4 $0.34 $0.81 0.5 $0.19 0.4 $0.17 $0.39 0.4 $0.18 0.3 $0.15 $0.50 0 05 $0. 02 0.04 $0.02 $0.41 0.02 $0.01 0.02 $0.01 $0.50 0.1 $0.02 0.1 $0.02 $0.30 0.6 $0.38 0.6 $0.38 $0.58 0.2 $0.07 0.2 $0.06 $0.37 0.2 $0.06 0.2 $0.05 $0.28 0.04 $0.01 0.03 $0.01 $0.20 0.01 $0.01 0.01 10.01 $0.75 0.1 $0.22 0.1 $0.22 $1.88 0 01 $0 02 0.01 $0.01 $1.25 0.1 $0.04 0.1 $0.04 $0.62 0.01 $0. 01 0.01 $0 01 $0.50 li $0.20 $0.17 $0.28 $0.26 I n f a n ts ’ w ea r. Dresses: Averagenumber per fam ily.. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Petticoats*. Averagenumber per fa m ily .. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Other infants’ wear (not specifled above): Average cost per fam ily........ Average cost per person. . . . . 1.9 $1.26 1.7 $1.14 $0.67 3 S &2 7?, 3 ft 0.7 $0.26 0.6 $0.24 $0.40 0 Q 5f0 33 OS %0 3ft $0.43 $0.70 $0.63 $0.72 $0-07 Total average cost per family $68.33 $54.67 *45.43 $39.90 $21.09 $75.79 $47.18 $47.. 15 $36.16 Total average cost per person $68.33 $49.16 *39.60 $33.53 $19.62 $75.79 $43.00 $40.27 $30,52 1 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1309] $0.72 $21.48 $20 J 8 8 M O NTH LY LABOR REVIEW, T a bl e 1 .—A V ER A G E N U M B E R OF A R TIC L ES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M IL Y A N D P E R PE R SO N , A N D A V E R A G E COST P E R FA M ILY , P E R PE R SO N , A N D P E R A R TIC L E —Continued. Females. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Female children - Female children - Wife. 12 and 8 and 4 and Wife. 12 and 8 and 4 and under under under Under under under under Under 15 yrs. 12 yrs. 8 yrs. 4 yrs. 15 jus. 12 yrs. 8 yrs. 4 yrs. Number of families..................... 641 Average number of children per fam ily.................................. Hats: Average number per fam ily.. 1.0 Average cost per fam ily........ $4. 39 Average number per person. 1.0 Average cost per person........ $4. 39 Average cost per article........ $4. 41 Veils: 0.1 $0. 08 0.1 $0. 08 $0.60 Caps: Average number per fam ily.. 0.03 Average cost per fam ily........ $0.02 Average number per person. 0. 03 Average cost per person........ $0.02 Average cost per article........ $0. 80 Suits, cotton: Average number per fam ily.. 0. 05 Average cost per fam ily. . “.. $0.90 Average number per person. 0.05 $0.90 Average cost per article. . . . $17.98 Suits, wool: Average number per fam ily.. 0.2 Average cost per fam ily. / . . . $3.91 Average number per person. 0.2 Average cost per person........ $3. 91 Average cost per article........ $21.22 Suits, silk: Average number per fam ily.. 0. 01 Average cost per fam ily. . ”.. . $0.16 Average number per person. 0.01 Average cost oer person........ $0.16 Average cost per a r tic le .. . $17.46 Skirts, cotton- * Average number per fam ily.. 0.3 Average cost per fami l y. . $0.85 Average number per person. 0.3 Average cost per person........ $0. 85 Average cost per article........ $2.73 Skirts, wool: Average number per fam ily.. 0.2 Average cost per family $1.24 Average number per person. 0.2 Average cost per person........ $1.24 Average cost per article........ $6.25 Skirts, silk: Average number per fam ily. 0.1 Average cost per fa m ily ...”.. $0.64 Average number per person. 0.1 Average cost per person........ $0.64 Average cost per article........ $5.73 Waists, blouses^ cotton: 1.3 Average cost per f ami l y. . . $1.98 Average number per person. 1.3 Average cost per person........ $1.98 Average cost per article........ $1.52 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 87 94 241 266 305 358 225 255 1.1 1.1 1. 2 1.1 1.3 $3.14 1.2 $2.91 $2.44 1.0 $2.33 0.9 $2.11 $2.23 1.1 $1.89 0.9 $1.61 $1.75 0.4 $0. 54 0.3 $0. 48 $1.43 0.02 $0.05 0.02 $0.05 $2.25 0.01 $0.02 0 01 $0.02 $1.95 0.4 $0.43 0.4 $0.40 $1.14 0.4 $0.43 ■0.4 $0. 39 $0.98 ______ 1.1 $5.15 1.1 $5.15 $4.56 40 41 78 87 92 112 59 64 1.0 1.1 1.2 1.1 1.1 $2.95 1.1 $2.87 $2.62 1.1 $2. 52 1.0 $2. 26 $2.26 0.8 $1.66 0.7 $1.36 $1.96 0.2 $0. 41 0.2 $0. 37 $1.71 0.5 $0.47 0.4 $0.38 $0.91 1.0 $0.96 1.0 $0.89 $0.93 0.1 $0.10 0.1 $0.10 $0.66 0.5 $0. 43 0.4 $0.37 $0.83 0. 01 $0. 01 0. 01 $0. 01 $2. 50 0. 01 $0.11 0.01 $0.11 $io. 00 207 1.0 $0. 84 0.9 $0.74 $0.84 0.1 $0.04 0.1 $0.04 $0.58 0.01 $0.04 0. 01 $0.04 $3.25 0.3 $0. 37 0.3 $0.36 $1.23 0.2 $0.25 0.2 $0.23 $1.03 0.1 0.1 $0.75 $14.09 0.01 $0.05 0.01 $0. 04 $5.00 0.01 0.2 $0.02 5.04 0.01 $0.2 $0.02 $5. 04 $5.00 $24.27 0. 01 $0. 01 0. 01 $0. 01 $2.98 0.03 $0. 49 0. 03 $0.49 $16. 74 0.2 $0. 29 0. 2 $0. 27 $1.47 0.1 $0. 08 0.1 $0.07 $1.02 0. 03 $0. 02 0. 03 $0.02 $0.73 0.4 $1.00 0.4 $1.00 $2.52 0.2 $0.26 0.2 $0.25 $1.49 0.1 $0.11 0.1 $0.10 $1.24 0. 02 $0.02 0.02 $0.02 $0.90 0.1 $0.31 0.1 $0.29 $2.99 0.1 $0. 09 0.05 $0. 08 $1.74 0.03 $0. 04 0.03 $0. 04 $1.35 0.1 $0. 47 0.1 $0. 47 $5.70 0.2 $0. 55 0.2 $0. 54 $2.44 0.1 $0.15 0.1 $0.13 $2.30 0.03 $0.05 0. 03 $0.04 $1.58 1.1 $1. 58 1.0 $1.54 $1.47 0.7 $0. 82 0.6 $0. 73 $1.20 0.3 $0.31 0. 2 $0.26 $1.14 0.1 $1. 02 0.1 $1.02 $7.05 0.02 $0.14 0.02 $0.13 $6.00 0.8 $0. 97 0. 7 $0. 90 $1.26 0.4 $0. 32 0.3 $0. 29 $0.89 0.2 $0.18 0.2 $0.15 $0.93 [1310] 1.5 $2. 42 1.5 $2. 42 $1.61 ....... 9 MONTHLY LABOR REVIEW, T able 1 .—A V E R A G E N U M B E R OF A R TIC L ES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M ILY AN D P E R P E R SO N , A N D A V ER A G E COST P E R FA M ILY , PE R PE R SO N , A N D P E R ARTIC LE—Continued. Females—Continued. N orthern cities. Southern cities. A verage n um ber and cost of articles of clo th in g for Item . F em ale children F em a le children W ife. 12 and 8 and 4 and U nder W ife. under under under lo y r s. 12yrs. 8 yrs. 4 yrs. 0.01 SO. 05 0. 01 $0.05 $4.43 0.1 $0.14 0.1 $0.13 $2.00 0.01 $0.03 0. 01 $0.02 $2.09 0.4 $1.59 0.4 $1.59 $4.12 0.1 $0.21 0.1 $0.19 $2.57 0. 01 $0. 01 0.01 $0.01 $1.69 3.0 $5.56 2.8 $5.14 $1.84 4.1 $8.22 3.7 $5. 63 $1.53 5.2 $5. 98 4.5 $5.09 $1.14 5.7 $4.27 5.0 $3. 77 $0. 75 0.4 $1.94 0.4 $1. 80 $4.82 0.4 $1.42 0.3 $1.28 $3. 71 0.1 $0. 50 0.1 $0.46 $7.22 0.1 $0.37 0.1 $0.34 $5.26 0.1 $0.09 0.1 $0.09 $0.62 0.1 $0.03 0.1 $0.03 $0.45 0.3 $0.15 0.3 $0 14 $0.54 0.2 $0.11 0.2 $0.10 $0.49 12 and 8 and 4 and under under under U nd er 15 yrs. 12 yrs. 8 yrs. 4 yrs. W aists, b lou ses, wool: W aists, blouses', silk: A verage n um b er per fa m ily .. D resses, cotton: A verage n um b er per fa m ily .. 0.4 A verage cost per fa m ily ........ $1.38 A verage n u m b er p er p erso n . 0.4 A verage cost per p erso n ........ $1. 38 A verage cost per a r tic le ......... $3.53 D resses, wool: A verage n um b er per fa m ily .. 0.1 A verage cost p er fa m ily ........ $1.36 A verage num b er per p erson . 0.1 A verage cost p er p erso n ........ $1.36 A verage cost per a r tic le ......... $12. 78 D resses, silk: A verage n um b er per fam ily 0 .2 $2.08 0 .2 A verage nu m b er per p erso n . $2.08 $13.61 H ouse dresses, bungalow aprons, wrappers: 2 .0 $2. 81 2.0 $2.81 $1.42 Aprons: A verage n um b er per fa m ily 1.2 A verage cost per fa m ily ........ $0.59 A verage n um b er per p erso n . 1.2 io . 49 Coats, cloaks, cotton : A verage num b er per fa m ily ■ 0.04 0.1 A verage cost per fa m ily ........ $0.76 $0.90 A verage num b er per p erso n . 0.04 0.1 A verage cost per p erso n ........ $0.76 $0.83 Average cost per a r tic le ......... $17.39 $8.66 C oats, cloaks, w ool: A verage n u m b er per f a m ily . 0 .2 0.6 A verage cost per fa m ily ......... $5.32 $6.47 A verage num b er p er p e r so n . 0.2 0.5 A verage cost per p erso n ........ $5.32 $5.99 $22.41 $11.48 R aincoats: 0 01 0 1 $0 02 $0 38 0 01 0. 1 $0 02 $0.35 $3.83 $4. 71 Sweaters, jerseys, cotton: 0.2 A verage n um ber per fa m ily . 0.04 A verage cost per fa m ily ........ $0.17 $0. 80 0.2 A verage num b er per p erso n . 0.04 A verage cost per p erso n ........ $0.17 $0. 74 A verage cost per a rticle......... $4.15 $3.66 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.01 $0.04 0. 01 $0.04 $4.33 0.4 $1.93 0 .4 $1.93 $4.44 0.1 $0. 08 0.05 $0. 07 $1.50 0.6 $2.31 0 .6 $2.31 $4.15 3.8 $7. 26 3 .7 $7. 08 §1.92 5 .7 $8. 79 5.1 $7. 88 $1.53 7.3 $8. 02 6.0 $6.59 $1.09 6.6 $5.25 6 .0 $4.84 $0.80 0.3 $0. 89 0.3 $0.76 $2.84 0.1 0.1 $0.15 $1.57 0.1 0.1 $0.13 $1. 57 $2.02 $16.21 0.3 $1.88 0.3 $1.93 $6.61 0 .2 $1.24 0.2 $1.11 $5.36 0 .4 $1.13 0.3 $0. 93 $2. 97 0.02 $0.06 0.02 $0.05 $3.50 0.04 $0.11 0.04 $0. 09 $2.58 0.02 0 .2 $0. 02 $2.38 0.02 0 .2 $0.02 $2.38 $1.23 $13.33 0.1 $1.15 0.1 $1.12 $9.20 0.1 $0.25 0.05 $0. 22 $4.88 0.02 $0.08 0.02 $0.07 $3.68 0.1 $0.04 0.1 $0.04 $0.49 2.1 $3.69 2.1 $3.69 $1.72 0.1 $0.14 0.1 $0.13 $1.83 0.04 $0.07 0. 03 $0. 06 $1.75 0.1 $0.06 0.1 $0.05 $0.94 0.3 $0.16 0.3 $0.14 $0.49 0.3 $0.10 0.2 10.09 $0.40 0 .9 $0.49 0 .9 $0.49 $0.53 0.1 $0.04 0.05 $0.04 $0.79 0 .6 $0.37 0 .5 $0. 30 $0.63 1.1 $0.53 1.0 $0.49 $0.50 0.2 $1.15 0.2 $1.04 $6.45 0.3 $1.31 0 .2 $1.12 $5.19 0.2 0.1 0.1 $0.63 $1.27 $0. 85 0 .2 0.1 0.1 $0.56 $1.27 $0.82 $2.96 $21.95 $11.27 0 .2 $1.14 0 .2 $1.02 $6.36 0 .2 $0.92 0 .2 $0. 75 $4. 68 0 .2 $0.67 0 .2 $0.62 $3.60 0 .4 $2.99 0.3 $2.71 $8.37 0.4 $2.36 0.3 $2.01 $6.49 0 .2 0.3 0 .2 0.3 0.3 $1.03 $4.17 $4. 22 $2.60 $1.49 0 .2 0 .2 0.2 0 .2 0.3 $0.91 $4.17 $4.12 $2.33 $1.22 $4.00 $24.00 $12.98 $10.14 $6.85 0 .2 $0.90 0 .2 $0.83 $4.41 0 1 $0 19 0.1 $0.17 $3.09 0.1 $0.16 0.1 $0.14 $2.61 0. 01 $0. 04 0. 01 $0.03 $4.00 0.1 $0.34 0.1 $0.31 $3.15 0 .2 $0. 41 0.1 $0.35 $2.39 0 .2 $0.33 0 .2 $0.29 $1.74 [1311 ] 0.04 $0.16 0.04 $0.16 $3.77 0.1 $0.32 0.05 $0.31 $6.30 0.04 $0.12 0.03 $0.11 $3.16 0.03 $0.09 0.03 $0.08 $2.91 0 .2 $0. 60 0.1 $0.59 $4.00 0 .2 $0.53 0 .2 $0. 48 $2.59 0 .2 $0.36 0.1 $0.30 $2.08 0 .2 $0.36 0 .2 $0.34 $1.95 10 MONTHLY LABOR REVIEW, T able 1 — A V E R A G E N U M B E R OF A R TIC L ES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R PE R SO N , A N D A V E R A G E COST P E R FA M ILY , PE R P E R SO N , A N D P E R A R TIC L E —Continued. Females—Continued. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Female children - Female children Wife. 12 and 8 and 4 and Wife. 12 and 8 and 4 and under under under Under under under under Under 4 yrs. 15 yrs. 12 yrs. 8 yrs. 15 yrs. 12 yrs. 8 yrs. 4 yrs. Sweaters, jerseys, wool: 0.1 Average number per fam ily. Average cost per fam ily........ $0.32 Average number per person. 0.1 Average cost per person------ SO. 32 Average cost per article......... 15.88 Sweaters, jerseys, silk: Average number per fa m ily . 0.01 Average cost per fam ily........ $0.05 Average number per person. 0.01 Average cost per person........ $0.05 Average cost per article........ $8.25 Furs, boas: Average number per fam ily. 0.03 Average cost per fa m ily .. . $0.38 Average number per person - 0.03 Average cost per person........ $0.38 Average cost per article........ $13. 49 Cleaning, pressing, and repairmg: Average cost per fam ily........ $0.24 Average cost per person........ $0.24 Petticoats, cotto n :' Average number per fam ily. 1.0 Average cost per fam ily........ $1.07 Average number per person. 1.0 Average cost per per -son---- $1.07 Average cost per article........ $1.12 Petticoats, wool: Average number per fam ily. 0.02 Average cost per fa m ily ........ $0.03 Average number per person. 0.02 Average cost per person........ $0.03 Average cost per article......... $1.38 Petticoats, silk: Average number per fa m ily . 0.04 Average cost per fa m ily ........ $0.14 Average number per person - 0. 04 Average cost per person........ $0.14 Average cost per article......... $3.63 Corsets: Average number per fam ily. 1.0 Average cost per fa m ily ........ $2.13 Average number per person. 1.0 Average cost per person........ $2.13 Average cost per article........ $2.07 Brassieres: Average number per fa m ily . 0.4 Average cost per fa m ily ........ $0.22 Average number per person. 0.4 Average cost per person........ $0.22 Average cost per article........ $0.58 Corset covers, camisoles: Average number per fa m ily . 1.0 Average cost per fam ily........ $0.62 Average number per person. 1.0 Average cost per person. . . . . $0.60 Average cost per article........ $0. 60 Combination, cotton: Average number per fam ily. 0.4 Average cost per fam ily........ $0.42 Average number per person. 0.4 Average cost per person........ $0. 42 Average cost per article........ $1.08 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.1 $0.64 0.1 $0.59 $4.65 0.2 $0.80 0.2 $0.72 $3.63 0.2 $0. 64 0.2 $0.55 $3.20 0.2 $0.42 0.2 $0.37 $2.14 0.1 $0. 44 0.1 $0.41 $5.50 0.1 $0.34 0.1 $0.31 $4.88 0.04 $0.16 0.03 $0.13 $4.00 0.03 0.01 $0.12 $0.21 0.01 0.02 $0 11 $0.21 $4.58 $21.50 $0.10 $0.09 $0.11 $0.10 $0 08 $0.06 SO 03 $0.02 fòO 24 $0.24 $0 09 $0.09 $0.04 $0.03 $0.02 $0.01 1.6 $1.25 1. 5 $1.16 $0.76 1.9 $1.14 1.7 $1.03 $0.61 2.2 $1.18 1.8 $1.00 $0.54 1.7 $0.75 1.5 $0. 66 $0.43 0.9 $1.08 0.9 $1.08 $1.25 2.0 $1.69 2.0 $1.65 $0.85 2.2 $1.53 1.9 $1.37 $0.71 3.1 $1.61 2.5 $1.32 $0.52 3.1 $1.60 2.8 $1.48 $0.53 0. 02 $0.02 0.02 $0.02 $0.75 0.1 $0.11 0.1 $0.10 $1.04 0.2 $0.13 0.1 $0.11 $0.79 0.2 $0.15 0.2 $0.13 $0.74 0.03 $0.04 0.02 $0.04 $1.50 0.04 $0.05 0.03 $0.04 $1.20 0.1 $0.10 0.1 $0.08 $0.99 0.3 $0. 28 0.3 $0.26 $0.82 0. 01 $0.02 0.01 $0.02 $5.00 0.4 $0.47 0.4 $0. 43 $1.16 0.04 $0. 22 0.04 $0.22 $5.69 0.1 $0.40 0.1 $0.39 $4.00 0.1 $0.53 0.1 $0.48 $4.15 0.2 $0.71 0.2 $0.58 $3.83 0.2 $0.47 0.1 $0.44 $3.11 0.01 $0.04 0.01 $0.03 $3.50 0.02 $0.08 0. 02 $0.08 $5.00 0.05 $0.22 0. 05 $0 22 $4.&1 0.02 $0.02. 0.02 $0.02 $0.75 0.6 1 .......... $1.55 O.à $1. 55 $2.'43 0.02 $0.01 0.02 $0.01 $0.25 0.2 $0. 26 0.2 $0.25 $1.28 0.2 $0.11 0.2 $0.11 $0.53 0.3 $0.17 0.3 $0.16 $0.59 0.04 $0.03 0.04 $0.03 $0. 78 0.3 $0.26 0.3 $0.24 $0. 86 0.1 $0.05 0.05 $0.04 $0.88 0.1 $0.07 0.1 $0.06 $1.05 0.9 $0. 61 0.9 $0.68 $0.61 0.02 $0. 02 0.01 $0.01 $1.00 [1312 ] 0.6 $0. 67 0.6 $0. 67 $1.19 0.3 $0.27 0.3 $0. 26 $0.83 0.1 $0.03 0.05 $0.03 $0.63 0.3 $0.07 0.2 $0.06 $0.28 11 MONTHLY LABOR REVIEW, T able 1 .—A V E R A G E N U M B E R OE A R TIC L ES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M IL Y A N D P E R P E R S O N , A N D A V E R A G E COST P E R FA M IL Y , P E R PE R SO N , A N D P E R A R TIC L E —Continued. Females—Continued. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Female children Female children Wife. Wife. 12 and 8 and 4 and under under under 15 yrs. 12 yrs. 8 yrs. Combination, silk: Average number per fa m ily . Average cost per fa m ily ........ Average number per person. Average cost per person-----Average cost per article........ Union suits, cotton: Average number per fa m ily . Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article........ Union suits, wool: Average number per fa m ily. Average cost per fa m ily ........ Average number per person. Average cost per person........ Average cost per article........ Shirts, cotton: Average number per fam ily. Average cost per fam ily........ Average number per person Average cost per person........ Average cost per article........ Shirts, wool: Average number per fam ily. Average cost per fam ily........ Average number per person. Average eost per person........ Average cost per article........ Chemises, cotton: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article........ Chemises, silk: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per a r tic le .___ Drawers, cotton: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Drawers, wool: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article........ Underwaists: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article........ Rompers: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.02 $0.05 0.02 $0.05 $2. 20 0.01 $ 0. 01 0.01 $0.01 12.83 1 .3 $1.37 1.3 $1.37 $1.05 1.4 $1.43 1.3 $1.33 $1.03 1.1 $1.05 1.0 $0.95 $0.96 1.1 $0.94 0.9 $0.80 $0.89 0.4 $0.32 0.3 $0.28 $0.91 0.7 $0. 81 0.7 $0. 81 $1.12 0.1 $2.13 0.1 $0.19 0.1 $0.17 $1.37 0.1 $0.20 0 1 $0.18 $1.60 0.2 $0.28 0. 2 $0.24 $1.57 0.1 $0 11 0.1 $0.10 $1.28 0.04 $0.13 0.04 $0.13 $3.06 1.7 $0.62 1.7 $0. 62 $0.36 2.00 $0.70 1.8 $0. 65 $0.36 1.6 $0.57 1.4 $0.51 $0.36 1.5 $0.48 1.2 $0.41 $0.33 1.4 $0.55 1.2 $0. 49 $0.39 2.2 $0. 70 2.2 $0.70 $0.31 0.1 0.1 $0.07 0.1 $0.06 $1.15 0.1 $0.10 0.1 $0.09 $1. 21 0.2 $0.14 0. 2 $0.12 $0.77 0.4 $0.31 0. 4 $0.27 $0.74 0.05 $0.05 0.04 $0.04 $1.00 0.02 $0. 01 0.02 $0.01 $0.45 0.01 $0.01 0.01 $0.01 $0.30 0.1 $0.11 0.1 $0.11 $0.92 2.6 $1.27 2.4 $1.17 $0.48 2.9 3.1 $1.22 $1.12 2.6 2.7 $1.11. $0.95 $0.43 $0.36 1.8 $0. 59 1.6 $0. 52 $0.32 1.3 $0.81 1.3 $0.81 $0.64 $0.21 0.1 $ 0.21 $0.06 0.1 $0.06 $1.17 0.1 $0.08 0.1 $0.08 $1.01 12 and 8 and 4 and under under under 15 yrs. 12 yrs. 8 yrs. 4 yrs. 0.7 $0.89 0.6 $0. 87 $1.37 0.8 $0.94 0.8 $0.84 $1.11 1 .0 $0.9 0.8 $0.81 $0.9>7 0.1 $0.12 0.1 $0.11 $1.58 0.1 $0.08 0.1 $0.07 $1.29 1.2 $0. 45 1.1 $0.40 $0.37 1.1 $0.44 0.9 $0.37 $0.39 1.6 $0.76 1.5 $0. 70 $0.48 0.03 $0.02 0.02 $0.01 $0.59 0.4 $0.15 0.3 $0.13 $0.41 0.3 $0.19 0.3 $0.18 $0.60 0.1 $0.10 0.1 $0.10 $0.80 0.04 $0.04 0.03 $0.03 $0.95 0.01 $0.01 0.01 $0.01 $0.75 ............ 2.8 $1.48 2.7 $1. 45 $0.53 3.7 $1. 50 3.3 $1.23 $0.41 4.8 $1.36 3.9 $1.12 $0.28 2.8 $0.66 2.6 $0.61 $0.24 0.3 $0.11 0.2 $0.09 $0. 40 0.1 $0.03 0.05 $0.02 $0.50 2.0 $0.52 1.7 $0. 43 $0.25 1.1 $0.27 1.0 $0.25 $0. 25 0.1 $0.09 0.1 $0.07 $0.89 0.5 $0.35 0.5 $0.32 $0. 65 1.4 $0. 39 1.4 $0.38 $0.28 0.3 $0.26 0.3 $0.24 $0.91 0.01 $0.03 0.01 $0.03 $4.12 0.9 $0.53 0 .9 $0.53 $0.57 0.1 $0.12 0.1 $0.06 $0.11 $1. 13- $0. S3 0.1 $0.08 0 1 $0.07 $0.67 0.2 $0.16 0. 2 $0.14 $0. 76 0.1 $0.09 0.1 $0.08 $0.63 0.1 $0.11 0.05 $0.11 $2. 25 0.8 $0.28 0.7 $0.25 $0.35 1.4 $0.43 1.2 $0.39 $0.32 1.7 $0. 45 1. 5 $0.38 $0.26 1.3 $0.33 1.1 $0. 29 $0.26 O.S $0. 21 0.8 $0. 20 $0.26 0.05 $0.03 0. 04 $0. 02 $0.58 0.7 $0.38 0. 6 $0.34 $0.50 0.1 $0.06 0.1 [1313 ] 1.2 $0.34 1.0 $0.30 $0.29 12 MONTHLY LABOR REVIEW, T able 1 .—A V E R A G E N U M B E R OF A R TIC L ES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R PE R SO N , A N D A V E R A G E COST P E R FA M ILY , P E R PE R SO N , A N D P E R A R TIC L E —Continued. Females—Continued. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item. Female children Wife. Nightdresses, cotton: Average number per fam ily. 1.1 Average cost per fam ily........ $1.21 Average number per person. 1.1 Average cost per person........ $1.21 Average cost per article,----- $1.14 Pajamas, cotton: 0.01 $0.01 0. 01 Average cost per person___ $0.01 $1.67 Kimonos, cotton: Average number per family 0.1 Average cost per fam ily___ $0.19 Average number per person 0.1 Average cost per person___ $0.19 Average cost per article___ $1.95 Kimonos, wool: Average number per family 0.01 Average cost per fam ily___ $0. 02 Average number per person 0.01 Average cost per person___ $0.02 Average cost per a r tic le .. . . $5.17 Stockings, cotton: Average number per family 5.8 Average cost per fam ily___ $2.01 Average number per person 5.8 Average cost per person___ $2.01 . $0.35 Stockings, wool! Average number per family 0.1 Average cost per fam ily___ $0.05 Average number per person 0.1 Average cost per person___ $0. 05 Average cost per article___ $0.81 Stockings, silk: Average number per family 0.4 Average cost per fam ily. . $0. 42 Average number per person 0.4 Average cost per person___ 10.42 Average cost per article___ $1.11 Shoes, high: Average number per family 1.3 Average cost per fam ily___ $6.39 Average number per person 1.3 Average cost per person___ $6.39 Average cost per article___ $4.79 Shoes, low: Average number per family 0.5 Average cost per fam ily___ $1.52 Average number per person 0.5 Average cost per person___ $1.52 Average cost per article___ $3.22 Shoe repairing: Average cost per fam ily___ $0.93 Average cost per person___ $0.93 Shoe shines: Average number per family 0.1 Average cost per fam ily___ $0.01 Average number per person 0.1 Average cost per person___ $0.01 Average ccet per shine......... $0.09 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Female children Wife. 12 and 12 and 8 and 4 and 8 and 4 and under under under Under under under under Under 15 yrs. 12 yrs. 8 yrs. 4 yrs. 15 yrs. 12 yrs. 8 yrs. 4 yrs. 1.1 $0.98 1.1 $0.91 $0.86 1.0 $0.76 0.9 $0.68 $0. 77 1.2 $0.74 1.0 $0.63 $0. 64 1.1 1.0 0.8 1.0 $0.62 $1.27 $0.68 $0.76 1.0 1.0 0.7 0.9 $0. 55 $1.27 $0.66 $0. 68 $0.54 $1.32 $0.91 $0. 75 1.1 $0.68 0.9 $0. 56 $0.63 1.0 $0.52 0.9 $0.48 $0.54 0.05 $0.04 0.04 $0.04 $0.94 0.1 $0.05 0.1 $0.04 $0.77 0.1 $0.09 0.1 $0.08 $0. 78 0.1 $0. 07 0.1 $0.06 $0.91 0.01 $0.10 0.04 $0.10 $2.50 0 02 SO. 02 0. 02 $0.02 SO. 88 0 03 $0.02 0 03 $0.02 $0.50 0.05 $0.13 0.04 $0.12 $2.75 0.04 $0.08 0.03 $0.07 $2.11 0.02 $0.02 0.01 $0.01 $0.99 0.03 $0.03 0.02 $0.03 $1.27 0.2 0.1 0.01 $0.39 $0.09 $0.01 0.2 0.05 0.01 $0.39 $0.09 $0.01 $2.39 $1.75 $1.15 0.01 $0.03 0.01 $0.02 $2.83 0.01 $0.03 0.01 $0.02 $2.00 0.02 $0.09 0.02 $0.09 $4.00 0.03 $0.03 0.03 $0.03 $0. 75 8.6 8.3 9.8 5.4 7.6 8.6 9.7 $2. 72 $2. 79 $2.96 $2.04 $2.10 $3.20 $3.39 7.8 7.6 8.3 5.4 8.4 6.7 8.7 $2. 52 $2.53 $2.53 $1.80 $2.10 $3.12 $3.04 $0.33 $0. 32 $0.30 $0. 27 $0.39 $0.37 $0.35 0.01 $0.02 0.01 $0.01 $1.35 0.2 $0.13 0.2 $0.12 $0.80 0.1 $0.08 0.1 $0.07 $0.66 0.03 $0.03 0.03 $0. 03 $0.83 2.6 $9.53 2.4 $8.82 $3.70 2.9 $8.66 2.6 $7.85 $3.00 0.2 $0.12 0. 2 $0.10 $0.60 3.1 $7. 73 2.7 $6. 59 $2.47 0.5 $0.25 0.5 $0. 22 $0.48 9.9 $2. 72 8.1 $2.23 $0.27 0.03 $0.01 0. 02 $0. 01 $0.50 0.01 $0.01 0,01 $0.01 $0.50 0.9 $1.15 0.9 $1.15 $1.33 2.6 $4.51 2.3 $3.98 $1.74 1.3 2.6 $6.81 $11.05 1.3 2.5 $6.81 $10. 78 $5.28 $4.29 7.9 $2.09 7.3 $1.93 $0.26 0.1 $0 04 0.1 $0.04 $0.40 0.1 0.03 $0.15 $0. 01 0.1 0.02 $0.14 $0.01 $1. 17 $0.50 2.9 $9.66 2.6 $8.66 $3.33 3.0 $7.92 2.4 $6.50 $2.68 2.6 $4. 43 2.4 $4.08 $1.69 0.8 0.8 0.8 0.4 0.7 1.0 0.9 0.9 $1.74 $1.49 $1.30 $0.50 $2.90 $2. 72 $2.17 $1.61 0.7 0.8 0.7 0.4 0.7 1.0 0.7 0.8 $1.61 $1.35 $1.10 $0.44 $2.90 $2.65 $1.95 $1.32 $2.10 $1.92 $1.61 $1.12 $4.11 $2.72 $2. 49 $1.87 0.5 $0.78 0.5 $0. 72 $1.4 $1.98 $1.84 $0.16 $0.15 $1.68 $1.52 $1.31 $1.12 1 [1314] $0.14 $0.12 $0.82 $0.82 $1.63 $1. 59 $1.32 $1.18 $1.20 $0.98 1 13 MONTHLY LABOR REVIEW. T able 1 .—A V E R A G E N U M B E R OF A R TIC L ES OF CLOTH ING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V E R A G E COST P E R F A M IL Y , P E R PE R SO N , A N D P E R A R TIC L E —Continued. Females—Continued. Northern cities. Southern cities. Average number and cost of articles of clothing forItem. Female children— Female c Wife. 12 and 8 and 4 and Wife. 12 and 8 and 4 and under under under Under under under under Under 4 yrs. 15 yrs. 12 yrs. 8 yrs. 4 yrs. 15 yrs. 12 yrs. 8 yrs. House slippers: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Spats, gaiters: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Rubbers: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person........ Average cost per article......... Arctics: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person.. ■ Average cost p er article. . Gloves, m ittens, kid: Average number per fam ily.. Average cost per fam ily........ Average number per person.. Average cost per person........ Average cost per article......... Gloves, m ittens, cotton: Average number per fam ily. Average cost per fam ily........ Average number per person.. Average cost per person. . . Average cost per article__ Gloves, m ittens, wool: Average number per fam ily. Average cost per fam ily........ Average number per person. Average cost per person....... Average cost per article____ Gloves, mittens, silk: Average number per family. Average cost per fam ily....... Average number per person Average cost per person.. Average cost per article. . Collars: Average number per family. Average cost per fam ily___ Average number per person Average cost per person----Average cost per article. . . . Collars, cuff sets: Average number per fam ily. Average cost per fam ily----Average number per person. Average cost per person___ Average cost per article----Ties: Average number per family Average cost per fam ily---Average number per person Average number per person Average cost per fam ily........ 142890 °— 19 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 0.3 $0.46 0.3 $0. 46 $1.67 0.1 0.1 $0.06 $0.79 0.03 $0. 02 0.03 $0.02 $0.62 $0.09 0.05 $0.09 $1.88 $0.05 0.05 $0.05 $1.06 0.01 $0.01 0.01 $0.01 $1.13 0.03 $0. 03 0.03 $0.02 $0.88 0.03 $0.03 0.03 $0.03 $0.92 0.01 $0.01 0.01 $0.01 $2.50 0.03 $0.05 0.02 $0.05 $1.95 0.01 $0.01 0.01 $0.01 $0.50 1.2 $0.92 1.1 $0.83 $0.76 0.9 $0.58 0.7 $0.50 $0.68 0.2 $0.13 0.2 $0.11 $0.64 0.1 0.3 $0.21 0.2 $0.20 $0.83 0.2 $0.16 0.2 $0.14 $0.77 0.05 $0 09 0.05 $0.08 $1.71 0.03 $0.05 0.03 $0.04 $1. 72 0.02 $0.03 0.02 $0.03 $1.53 0.3 $0.41 0.3 $0.41 $1.56 0.1 0.1 0.1 $0.09 0.1 $0.08 $1.08 $0.15 $0.07 0.1 0.1 $0.13 $1.07 0.02 $0.03 0.02 $0.03 $1.69 0.01 $0.01 0.01 $0.01 $0.59 0.4 $0.37 0.4 $0.37 $0.91 1.0 $0.85 1.0 $0. 79 $0.82 0 01 $0.01 0.01 $0.01 $2.03 0.03 $0.02 0.03 $0.05 $0.74 $0.10 $1.75 $0.75 0.4 $0.15 0.4 $0.13 $0.38 0.4 $0.15 0.4 $0.13 $0.35 0.2 $0.05 0.2 $0.04 $0.24 0.1 $0.09 0.1 $0.09 $0.73 0.2 $0.13 0.2 $0.13 $0.64 0.1 $0.05 0.1 $0.05 $0.38 0.2 $0.07 0.2 $0.06 $0.35 0.5 $0.30 0.5 $0.27 $0.58 0.5 $0.24 0.4 $0.21 $0.49 0.2 $0.11 0.2 $0.09 $0.47 0.1 $0.13 0.1 $0.08 0.1 0.1 0.04 $0.03 0.04 $0.13 $1.05 $0.07 $0.65 * 0.01 $0.01 0.01 $0.01 $0.55 0.1 $0.08 0.01 $0.01 0.01 $0.01 $1.00 0.3 $0.17 0.3 $0.16 $0.50 0.1 0.4 $0.30 0.4 $0.28 $0.67 . 0.1 $0.05 0.1 0.2 0.2 0.03 $0.22 $0.17 $0.03 0.2 0.2 0.03 $0.22 $0.16 $0.02 $0.99 $0.83 $0.80 $0.06 $0.05 $0.02 0.1 0.1 0.1 $0.06 $0.58 $0.05 $0.56 $0.02 $0.37 0.01 $0.01 0.01 $0.01 $0.42 0.04 $0.04 0.04 $0.04 $0.93 0.05 $0.03 0.04 $0.03 $0.65 0.02 $0.01 0.02 $0.01 $0.65 0.1 ....... 0.1 0.1 0.1 0.3 $0.15 $0.03 0.2 0 .1 $0.14 $0.03 $0.58 1 $0.51 0.2 $0.25 0.2 $0.25 $1.21 0.1 $0.05 $0.73 0.1 $0.11 0.1 0.1 0.1 $0.06 $0.06 0.1 0.1 $0.01 0.05 $0.06 $0.83 $0.05 $0.44 $0 .0 1 0.05 0.03 $0.05 $0.02 0.05 0.03 $0.05 $0.02 $0.55 ............ $1.07 0.03 $0.03 0.02 $0.03 $1.25 0.03 $0.02 0.02 $0. 02 $0.88 0.04 $0.01 0.03 $ 9 . 01 $0.38 [1315 ] 0.02 $0.01 0.02 $0.01 $0.79 0.01 $0.03 0.01 $0.02 $2.00 0.1 0.3 $0.18 0.3 $0.18 $0.70 . $1.50 0.3 0.20 0.2 0.16 0. 71 0.03 $0.06 0.02 $0.06 $2.50 0.2 $0.20 0.2 $0.18 $1.10 $0.05 $0.81 $0.09 $0.93 0.02 $0.02 • 0.2 $0.48 0.2 $0.48 $1.98 0.1 $0.18 0.1 $0.17 $1.43 0.1 0.1 0.02 $0.03 0.03 $0.01 0.03 $0.01 $0.47 0.3 $0.43 0.3 $0.43 $1.64 $0.05 $0.09 0.04 $0.04 0.04 10.03 80.94 $0.02 $0.02 $0.65 0.01 $ 0.01 0.01 $ 0.01 $1.00 $0.10 0.02 $0.03 0.02 $0.02 $1.30 0.1 0.1 0.02 $0.08 $0.06 $0.01 0.1 0.1 $0.08 $0.78 $0. 05 $0.57 0.02 $0.01 $0.38 0.1 $0.07 0.05 $0.06 $1.33 0.1 $0.02 0.1 $ 0.01 $0.23 0.02 $0.01 0.02 $0.01 $0.25 14 MONTHLY LABOR REVIEW. T able 1 .—A V E R A G E N U M B E R OF A R TIC LES OF CLOTHING PU R C H A SE D IN ONE Y E A R P E R FA M ILY A N D P E R P E R SO N , A N D A V E R A G E COST P E R FA M ILY , PE R P E R SO N , A N D P E R A R TIC L E —Concluded. Females—Concluded. Northern cities. Southern cities. Average number and cost of articles of clothing for— Item . Female children - Female children Wife. 12 and 8 and 4 and Wife. 12 and 8 and 4 and under under under Under under under under Under 4 yrs. 15 yrs. 12 yrs. 8 yrs. 15 yrs. 12 yrs. 8 yrs. 4 yrs. Ribbons: $0.01 $0.01 Handkerchiefs: Average number per fam ily. 3.8 Average cost per fam ily------ $0.47 Average number per person. 3.8 Average cost per person---- $0.47 Average cost per article........ $0.12 Scarfs: Average number per fam ily. 0.02 Average cost per fa m ily........ $0.03 Average number per person. 0.02 Average cost per person........ 10.03 Average cost per article____ $1.34 Garters:“ Average number perfam ily.. 0.1 Average cost per fam ily........ $0.02 Average number per person. __ 0.1 Average cost per person........ $0.02 Average cost per article. . . . . $0.18 Belts: Average number per family. 0.02 Average cost per fam ily....... $0.01 Average number per person. 0.02 $0.01 Average cost "per article----- $0.42 Hairpins, fancy combs, omam ents, nets, etc.: Average cost per fam ily........ $0.30 Average cost per person........ $0.30 Sanitary supplies: * Average cost per fam ily........ $0.12 Average cost per person........ $0.12 Umbrellas: Average number per fam ily. 0.1 $0.21 Average number per person. 0.1 Average cost per person........ $0.21 Average cost per article......... $1.67 Parasols: Average number per family. Average number per person. Average cost per article........ Watches", jewelry: Average cost per fa m ily........ Average cost per person........ Infants’ wear (not specified above): Average cost per fam ily........ Average cost per person........ Other clothing:" Average cost per fam ily........ Average cost per person. . . . . $1.69 $1.53 $1.17 $1.00 $0.18 $0.16 SI.56 $1.52 $1.77 $1.59 $0 05 $0.78 SO 32 $0.30 5.0 $0.56 4.6 $0.51 $0.11 3.5 $0.31 3.1 $0.28 $0.09 2.7 $0.23 2.3 $0.20 $0.09 0.4 *0.03 0.4 $0.03 $0.08 4.2 $0.57 4.2 $0.57 $0.14 4.6 $0.61 4.4 $0.59 $0.13 3.2 *0.35 2.9 $0.31 $0.11 2.3 $0.20 1.9 $0.16 $0.09 0.3 *0.02 0.3 $0.01 $0.06 0.1 $0.12 0.1 $0.11 $1.28 0.1 $0.12 0.1 $0.11 $1.01 0.1 $0.05 0.1 $0.04 $0.73 0.01 $0.01 0.01 so. oi $0.99 0.02 $0.02 0.02 $0.02 $0.94 0.1 $0.10 0.1 *0.10 $1.00 0.04 $0.04 0.03 *0.03 $0.92 1.5 $0.29 1.4 $0.27 $0.20 2.0 $0.37 1.8 $0.33 $0.19 2.1 $0.39 1.8 $0.33 $0.18 1.0 $0.16 0.9 $0.14 $0.17 0.1 $0.02 0.1 *0.02 $0.20 1.2 $0.17 1.1 $0.17 $0.15 1.4 $0.21 1.2 $0.19 *0.15 1.5 $0.24 1.3 *0.19 *0.15 0.5 $0.07 0.4 $0.06 *0.15 0.1 $0.06 0.1 $0.06 $0.46 0.1 $0.04 0.1 $0.04 $0.44 0.1 $0.02 0.05 $0.01 $0.28 0.02 $0.01 0.02 $0.01 $0.21 0.02 $0.01 0.02 $0. 01 $0.59 0.1 $0.07 0.1 SO. 07 80.57 0.01 $0.01 0.01 $0.01 80.35 0.04 $0.01 0.04 *0. 01 *0.30 $0.06 $0.05 $0.02 $0.02 $0.01 $0.01 $0.35 10.35 $0.05 $0.05 $0.02 $0.02 0.1 $0.20 0.1 $0.20 *2.00 0.1 $0.15 0.1 $0.15 $1.50 0.1 $0. 07 0.05 $0.06 *1.38 0.02 $0. as 0.02 *0.02 *1.25 0. 01 $0.05 0.01 $0.05 *3.17 0.03 $0 04 0.02 $0.04 $1.50 0.04 $0 05 0. 03 $0 04 $1.30 0.1 $0 05 0.1 SO 04 *0.64 0. 03 $0 02 *0.72 0.2 $0.38 " 0.2 *0.38 *1.68 0.03 $0. 06 0.02 SO 06 *2.50 0.1 $0 08 0.1 $0 07 $1.03 0.03 $0 01 0.03 $0 01 *0.37 0.03 $0 02 0.03 $0 02 $0.50 $0.85 *0.85 $1.05 $1.02 $0.31 $0.28 *0.09 *0.07 $0.08 *0.08 $0.23 *0.23 0.1 $0.10 0.1 $0.09 $1.25 0.05 $0.06 0.05 $0.05 $1.13 0.02 $0. 02 0.01 $0.02 $1.10 0.01 $0.01 0.01 $0.01 $1.00 0.02 $0.04 0.02 $0.03 $1.44 0.02 $0.01 0. 02 $0.01 $0.65 0.3 $0.37 0.3 $0.37 $1.31 0.1 $0.08 0.1 $0.08 $0.57 0.1 $0.06 0.1 $0.06 $0.52 0.05 $0.02 0.04 $0.02 $0.50 $0.38 $0.38 $0.63 $0.58 $0.25 $0.23 *0.17 $0.15 Average number per person. Average cost per article........ Handbags and purses, etc.: Average number per family. $1.75 $1.62 ...... ___ 0.01 so. oi 0. 01 *0.01 *0.65 *0.06 $0.05 . $0.93 $0.82 $0.38 $0.38 $0.16 $0.15 $0.22 $0.20 $0.17 $0.14 *0.20 $0.18 0.03 %() 02 $0.88 $0.82 $0.40 $0.40 *0.31 $0.25 $0.27 $0.24 Total average cost per fam ily.. $55.75 $53.18 $43.18 $37.57 $22.35 $62.08 *53.03 *45.46 $37.90 Total average cost per person.. $55.75 $49.24 $39.07 $32.02 $19.73 $62.08 $51.68 $40.65 $31.10 $23.98 $22.12 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1316 ] *0.51 *0.49 *0.27 *0.25 MONTHLY LABOR REVIEW. 15 Miscellaneous Expenditures. The table which follows is a sum m ary of expenditures of families for miscellaneous items. The figures show for all the families in each of 30 cities and towns the average am ount expended per family for each of the items named. Lack of tim e has prevented the ta b u lation of these data for all of the 92 localities included in the survey, b u t it is thought th a t the figures for the cities included in this table will fairly represent conditions in the various sections of the country. W ith the exception of car fares, no atte m p t has been m ade to show the num ber or q u a n tity of the items purchased. Most of the items are self-explanatory. The figures for life insurance include p ay m ents on both industrial and old line policies. The item under insurance of “ Life, other th an members of fam ily” refers to pay m ents m ade on insurance of relatives or friends from which the family m ight expect to benefit. The item “ tra v e l” includes expenses for business or other trips not chargeable to vacations or amusements. Expenses for music include cost of lessons, if any, and of music used in connection with them. Expenses for “ u n d e rta k er” and “ cem etery” refer to such expenses in connection with the death of a mem ber of the immedi ate family only. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis £1317 ] T able 2 .—AVERAGE E X P E N D IT U R E IN ONE Y E A R P E R FAM ILY FOR MISCELLANEOUS ITEMS IN 30 SE LEC TED C IT IES. Average expenditure per family for specified miscellaneous items in— Item. Number of fam ilies............................................................ Average persons per fam ily............................................. Average equivalent adult males per fam ily................ Atlanta, Ga. Bisbee, Ariz. Boston. Mass. Calumet, Mich. Chamburg, Pa. Charlest on, S. C. Charlotte, isr. c . Chicago, 111. Cleveland, Ohio. Danville, 111. Denver, Colo. 77 4.9 3.29 1Ò0 5.2 3.45 81 5.7 3.63 348 5.0 3-39 245 4.8 3.31 74 4.7 3.18 154 4.5 3.11 74 5-3 3.44 52 4.6 3.36 158 5.4 3.73 $20.65 '$48.80 2.38 .87 .17 1.83 $32.22 1.18 1.45 $38.73 .92 .89 $39-85 2.67 .39 $44-47 3.30 .42 $35.24 2.58 .60 $40.76 3.22 1.98 $31.82 4.88 1.29 $38.77 .51 3.72 80 5.0 3.33 407 5-3 3-54 102 4.6 3.10 73 5.3 3.57 Insurance: L ife................................................................................. $31.37 Accident and health.................................................. 1.83 Life, other than members of fam ily....................... 1.11 $35.79 30.97 $42.39 .95 1.36 $41.5)9 11.57 .22 $42.38 17.31 Fall River, Mass. [1318 ] T otal........................................................................... 34.31 66.75 44.70 53.38 59.69 28.20 51.50 •34.86 40.53 42.91 45.19 38.41 45.96 37.99 43.00 Dues, contributions, gifts, etc.: Church........................................................................... Labor organizations................................................... Lodges, clubs, societies, e tc ..................................... Charity............................................................... .......... Patriotic purposes...................................................... Gifts............................................................................... $6.07 5.03 2.83 1.17 4.87 6.66 $9.48 .85 7.09 .93 22.10 21.84 $12.72 5.27 2.84 .78 3.75 5.01 $9,. 24 5.61 4.81 1.57 13.90 11.27 $11.63 .44 2.67 1.58 12.52 8.60 $8.07 3 24 4.67 .23 3.77 7.89 $10.72 3.74 3 57 3.73 8.30 4.58 $13-36 .85 2.85 1.15 6.26 4.50 $8.86 7.00 3.22 1.11 5.02 7.09 $12.01 4.73 2.67 2.76 15.00 8.70 $11.44 8.40 4.03 1.32 5.32 6.21 $6.44 5.91 2.98 1.40 7.43 8.10 $8.12 6. 31 2.98 2.25 7.03 10.69 $7.13 3.43 3.92 .72 S. 54 11.90 $15.77 4-62 2-39 .60 2.74 4.10 T otal........................................................................... 27.53 62.29 30.36 46.40 37.43 27.88 34.64 28.97 32.29 45.88 36.73 32.26 37.38 35.63 30.23 Street car fares: To work— Average number per family.............................. 378.6 Average cost per family..................................... $19.21 249.9 $12.85 353.9 $20.33 427.4 $21.90 38.9 $3.01 10.5 $0.55 416.6 $21.23 205.2 $12.12 476.7 $24.66 421.8 $17.37 231.2 $12.91 382.3 $20.75 195.3 $21.10 146.8 $7.34 81.8 $5.74 22.8 $1.14 10.0 $0.50 16.0 $0.88 7.3 $0.31 0.7 $0.02 0-3 $0.02 20.5 $0.98 37.9 $1.54 1.4 $0.03 6.5 $0.30 3.4 $0.17 18.2 $0.91 6.6 $0.32 115.6 $5.77 89.7 $4.54 87.2 $4.87 170.6 $8.78 69.3 $3.49 14.5 $0.75 165.4 $8.22 52.5 $3.11 127.8 $6.42 172.8 $6.96 102.7 $5.20 113.6 $5.92 24.0 $1.26 49.2 $2.46 51.1 $2.98 Total— Average number per fam ily.......................... 517.0 349.7 Average cost per fam ily................................. $26.12 $17.90 457.0 $26.08 605.3 $30.99 108.2 $6.57 25.0 $1.30 582.7 $29.47 257.9 $15.25 625.0 $32.05 632.5 $25.87 335.3 $18.14 502.4 $26.97 222.7 $22.53 214.2 $10.71 139.5 $9.05 $1.18 $4.05 $1.92 $3.03 $2.90 $2.03 $1.59 $0.67 $2.53 $0.88 $3.95 $6.93 $2.86 Other— Average number per fam ily............................. Average cost per family..................................... Travel................................................................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $3.20 $13.50 MONTHLY LABOR REVIEW, 160 5.1 3.34 Everett, Wash. Amusements, vacations, etc.: Movies............................................ Plays, concerts, e tc ...................... Other amusements..................... Excursions.................................... Vacations....................................... T otal........................................... Education and uplift: Newspapers.................................. Magazines...................................... Books...... ...................................... Schools, tuition, books, etc -----Music.............................................. 1 1 .1 0 $ 6 .4 7 .9 3 1 .8 3 1 .4 5 4 .2 3 $ 1 1 .6 6 1 .6 1 2 .1 5 2 .0 8 1 8 .0 9 $ 6 .4 8 .4 0 1 .7 0 .9 1 4 .1 1 $3 .5 3 .1 3 1 .0 1 2 .2 7 3 .0 1 $ 9 .3 2 1 .4 6 1 .0 1 1 .2 7 1 0 .5 6 $ 6 .4 6 1 .1 4 .1 0 .2 6 6 .5 8 $ 8 .6 6 1 .4 5 1 .5 5 .6 0 3 .8 4 $ 9 .2 3 1 .2 7 5 .1 4 1 .3 3 6 .8 9 $ 8 .7 8 .2 5 2 .5 4 .6 6 7 .3 3 $ 5 .8 3 1 .0 3 1 .7 1 .5 9 1 2 .9 8 $ 9 .5 0 .9 8 3 .2 1 1 .0 4 7 .2 7 $ 1 0 .1 0 1 .1 2 1 .2 9 1 .7 2 4 .2 2 $ 7 .4 4 1 .0 6 1 .0 8 1 .1 3 3 .6 5 2 8 .4 4 1 4 .9 1 3 5 .5 9 1 3 .6 0 9 .9 5 2 3 .6 2 1 4 .5 3 1 6 .1 0 2 3 .8 5 1 9 .5 6 2 2 .1 3 2 2 .0 1 1 8 .4 6 1 4 .3 6 $ 8 .6 7 3 .4 8 2 .1 2 4 .4 7 3 .7 8 $ 7 .2 1 .9 9 .1 7 2 .5 7 2 .5 3 $ 9 .2 2 3 .1 7 2 .4 3 6 .0 5 3 -3 4 $ 5 .1 4 1 .4 6 .3 8 5 .9 1 2 .6 8 $6 .2 6 1 .6 1 .5 4 .8 7 . 45 $ 8 .0 7 1 .4 7 .3 7 5 .9 3 1 .1 3 $ 5 .8 4 1 .1 2 1 .4 6 7 .4 1 .9 5 $ 9 .4 3 1 .0 0 .5 1 8 .4 3 3 .5 6 $9 .7 5 2 .3 2 1 .3 0 9 .6 1 4 .5 9 $ 9 .3 2 2 .6 2 .9 5 2 .9 2 3 .5 7 $ 7 .2 4 1 .6 8 1 .0 1 3 .1 4 2 .4 8 $ 8 .6 0 1 .2 7 1 . 1-9 1 .9 1 1 .8 1 $ 6 .5 6 3 .2 5 1 .1 0 2 .2 7 2 .1 5 $ 8 .4 3 .9 2 .1 9 2 .4 3 1 .6 9 $ 5 .4 0 .4 6 1 .0 2 .4 7 9 .0 9 $ 1 4 .3 6 1 .0 6 1 .9 2 1 6 .4 4 $ 7 .7 6 1 .2 2 .2 2 5 .9 6 1 .1 7 T o t a l . .. .. .................................. 1 6 .3 3 2 2 .5 2 1 3 .4 8 2 4 .2 1 1 5 .5 8 9 .7 2 1 6 .9 7 1 6 .7 8 2 2 .9 2 2 7 .5 7 1 9 .3 8 1 5 .5 4 1 4 .7 8 1 5 .3 2 1 3 .6 6 Postage.................................................. $ 2 .0 4 $ 4 .1 9 $ 1 .5 6 $ 3 .3 6 $ 1 .4 8 $ 1 .8 6 $ 1 .4 0 $ 1 .3 7 $ 1 .6 0 $ 1 .9 6 $ 2 .3 8 $ 2 .5 9 $ 2 .8 0 $ 2 .6 4 $ 1 .3 7 Sickness: Physician, surgeon, oculist-----Medicine........................................ N urse.............................................. Hospital......................................... D entist........................................... Eye glasses.................................... Other sickness.............................. $3 4 .8 0 1 6 .7 6 2 .5 6 1 .9 2 5 .7 1 1 .5 6 .2 8 $ 3 1 .3 8 7 .2 6 3 .6 7 4 .7 9 1 3 .3 9 1 .5 8 .0 6 $ 2 4 .7 9 7 .5 1 2 .7 0 6 .9 0 5 .8 4 1 .7 1 .3 1 $ 3 3 .1 8 1 2 .5 6 1 0 .2 6 5 .3 2 1 6 .0 1 1 .7 8 .0 9 $ 1 3 .3 0 5 .1 4 2 -1 2 .7 8 7 .0 1 1 .5 4 1 .3 9 $ 2 6 .2 0 8 .7 9 3 -6 8 1 .9 9 8 .1 7 1 .4 2 $ 4 9 .0 2 2 5 .8 9 3 .5 3 5 .2 7 7 .8 6 1 .2 1 $ 4 1 .8 4 1 8 .8 1 5 .5 2 9 .1 7 6 .0 8 1 .8 3 .9 5 $ 2 7 .5 6 7 .7 0 2 .3 5 6 .8 9 9 .6 9 1 .3 4 .3 0 $ 3 0 .4 4 8 .2 2 3 .2 3 3 .3 5 8 .7 8 2 .1 1 .4 0 $ 4 0 .2 8 7 .8 8 1 .6 6 2 .6 1 7 .1 0 3 -3 0 .2 7 $ 3 8 .6 1 1 0 .7 8 3 .7 6 6 .8 0 8 .5 9 1 .9 0 .5 5 $ 3 5 .5 6 9 .4 6 6 .0 7 2 .0 3 4 .5 9 1 .0 2 $ 3 5 .4 2 7 .6 4 2 .6 7 3 -3 0 1 0 .0 7 1 .4 7 $ 1 9 .9 1 5 .5 8 2 .9 9 6 .4 9 5 .5 9 .9 4 .4 7 6 0 .5 7 4 1 .9 8 $ 1 1 .7 2 .5 0 .2 3 $ 2 .4 2 .5 9 6 .1 9 1 5 .4 8 .7 3 1 .9 6 4 .0 1 5 .3 0 1 1 .0 2 5 .5 9 6 .5 2 5 .2 2 2 .3 5 2 5 .5 3 3 .3 1 6 .4 8 .7 4 1 5 .4 3 8 .8 5 4 .7 6 7 .6 1 .9 1 .8 9 7 .1 8 1 .2 6 4 .3 1 2 7 6 .0 4 2 3 5 .8 2 O % [13193 T otal........................................... 6 3 .5 8 6 2 .1 2 4 9 .7 6 7 9 .2 2 3 1 .2 7 5 0 .2 3 9 2 .7 7 8 4 .1 9 5 5 .8 4 5 6 .5 1 6 3 .1 0 7 1 .0 0 5 8 .7 3 U ndertaker........... .............................. Cemetery............................................... Liquor................................................... Tobacco................................................. Insurance, personal property........... Tax, personal property and p o ll.. . Tax, incom e......................................... Tools...................................................... Laundry sent o u t............................... Cleaning supplies, soap, etc.............. Toilet articles and preparations---Barber................................................... Telephone............................................. Moving.................................................. Automobiles, bicycles, motorcycles Servant and day-work wages.......... Other miscellaneous item s............... $ 0 .9 4 .7 2 .0 4 2 0 .7 8 .9 1 2 .6 3 $ 2 .0 7 .1 9 1 2 .4 7 1 7 .4 1 . 55 1 .8 8 $ 1 .3 0 .4 5 3 .0 9 2 4 .7 0 .3 1 1 .5 3 $ 1 .9 9 1 .2 6 1 .4 3 2 1 -2 9 .0 3 1 .2 8 $ 5 .8 8 1 .1 1 1 .1 7 2 1 .8 5 .3 7 4 .3 1 $ 2 -2 2 .7 2 1 7 .0 1 1 7 .3 9 .9 7 .1 1 $ 1 .1 9 .0 9 1 2 .5 4 1 9 .7 1 1 .1 0 .1 7 $ 0 .4 1 .5 4 1 .3 4 2 1 .1 2 1 .3 0 1 .8 4 $ 0 .3 1 .1 6 1 .5 2 1 4 .5 1 .4 0 .7 2 1 .3 0 9 .0 8 1 1 .1 5 5 .0 3 7 .4 1 1 .9 5 2 .7 9 1 .2 5 2 .2 7 3 .8 7 $ 2 .9 4 .0 5 1 3 .8 4 1 5 .6 3 .5 5 4 .2 0 . 12 2 .8 4 1 1 .7 9 1 5 .1 3 9 .1 4 8 .4 3 9 .0 4 3 -5 5 2 6 .2 4 1 .6 7 9 .5 4 $ 1 .2 7 .2 2 8 .5 0 1 2 .2 0 .6 7 1 .3 4 3 3 .0 4 9 .9 9 6 .0 2 7 .0 5 2 .1 3 2 .3 3 3 .1 4 5 .3 7 6 .4 9 $ 2 .5 6 .4 5 1 .4 6 2 4 .4 9 .5 9 3 .5 6 .3 8 1 .4 5 8 .0 1 1 6 .1 4 7 .2 5 7 .9 6 4 .8 0 2 .6 7 6 8 .6 2 1 1 .1 9 1 4 .9 8 1 .4 9 2 .2 9 1 2 .1 9 5 .5 0 6 .6 4 2 .6 0 1 .2 1 6 .1 1 3 .2 4 6 .0 8 1 .3 8 8 .7 0 1 0 .0 5 6 .1 3 7 .1 2 1 .6 4 1 .0 1 8 .4 0 3 .5 1 3 .2 3 1 .1 5 5 4 .9 7 1 4 .8 5 7 .2 1 9 .1 2 3 .2 2 1 .4 2 2 4 .3 0 1 0 .8 7 4 .9 3 2 .7 1 2 0 .0 4 9 .7 6 7 .4 1 9 .1 1 1 .9 4 1 .1 0 8 .7 1 9 .4 6 5 .5 1 1 .8 7 8 .5 5 1 2 .7 1 6 .2 0 6 .7 2 6 .9 2 2 .5 7 3 .6 3 4 .3 1 6 .5 9 2 .5 7 1 0 .8 3 1 3 .9 6 8 .3 6 7 .2 5 2 .7 5 2 .0 0 1 8 .4 3 2 .2 5 6 .2 2 3 .1 6 1 7 .7 6 1 1 .8 6 7 .3 5 7 .0 4 4 .4 7 2 .4 6 4 .5 2 4 .7 1 1 4 .3 1 1 .5 9 1 3 .1 2 1 1 .7 2 6 .9 1 7 .5 3 4 .2 5 1 .7 5 1 5 .2 8 1 .3 1 8 .4 6 $ 4 .5 7 .7 0 1 2 .7 9 2 3 .9 5 1 .3 1 .8 9 .0 5 2 .0 0 6 .4 4 1 3 .9 8 7 .6 4 8 .0 5 1 .2 2 1 .5 4 4 9 .8 2 1 .9 0 6 .5 1 Total miscellaneous expenses 2 9 2 .4 8 4 5 4 .2 6 2 6 2 .7 1 4 1 1 .9 1 2 3 7 .6 6 2 1 4 .7 1 4 1 2 .5 8 3 0 8 .4 3 3 0 1 .4 2 3 3 4 .6 4 3 1 1 .2 0 2 9 9 .3 2 3 5 1 .5 1 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis H 3 T able 2 .—A V ER A G E E X P E N D IT U R E IN ON E Y E A R P E R FA M ILY FO R M ISCELLANEOUS ITEM S IN 30 SELECTED C IT IE S-C oncluded. Average expenditure per family for specified miscellaneous items in— Item. Minne apolis Grand Hous Hunts Johns Man ville, town, chester, and St. Island, ton, Paul, N . Y. N . H. Tex. Ala. Nebr. Minn. New Or leans, La. St. Louis, Sa-t San Fran Philadel N ew phia, Pa., Rich Mo., and Lake cisco and Seattle, mond, East St. and York, City, Oakland, Wash. Louis, Va. N . Y . Camden, Utah. Calif. 111. N . J. W il ming ton, Del. SI 5.0 3.37 78 4.5 3.06 112 5.3 3.51 240 4.8 3.35 147 5.3 3.48 518 4.9 3.45 301 4.9 3.42 153 5.2 3.63 227 4.6 3.20 103 l). 2 3. 41 301 4. 5 3.07 2. 92 98 4.6 3.16 ........................................................ $26.87 $39.51 1.29 3.52 .47 ............. Life, other than members of fam ily............ $33. 55 1.52 1.31 $35.69 .78 1.92 $38.68 4.04 1.06 $38.88 3.05 .38 $32.51 6.14 1.00 $44.68 .76 .77 $38.44 2. 74 1.02 $44.24 10.48 1.48 $45.44 3.61 .63 $34.76 5.30 .03 $27.56 2.59 .09 $36.89 4.52 .16 $43.70 4.24 .67 Average equivalent adult males per family— Insurance: Life [1320 ] Total............................................................... Dues, contributions, gifts, etc.: G if t s . .. .L . A .................................................. Total............................................................... Street car fares: To work— 30.86 40.80 36.39 38.3S 43.78 42.31 39.65 46.22 42.20 56.19 49.68 40.09 30.24 41.57 48.60 $9.99 5.75 2.94 .92 11.81 6.40 $6.80 6. 59 2.40 2.27 7. 77 11.52 $4.26 . 15 .94 1.11 6.52 2.04 .$10.67 .91 5.61 .24 3.85 5.08 $10.43 3.10 3.31 .50 6. 54 6. 73 $9.85 3.63 1.71 2.05 5. 41 9.18 $5.58 6.38 1.71 1.87 5.27 5.18 $10.21 3.08 3.15 1.15 6.01 6.07 $10.85 2.65 4.00 2.01 7.13 6.31 $11.30 2. 72 2.65 1.90 5.02 3.69 $8.82 6.32 2.23 . 61 8.25 7.05 $11.09 7.35 1. 70 1.13 6.96 11. 77 $6.94 9.38 6.65 .77 6.83 8.84 $10.20 10.95 3.35 3.03 10.02 14.76 $8.62 3.15 5.60 2.22 5.08 10.38 37.81 37.35 15.01 26.36 30.61 31.84 25.99 29.67 32.95 27.29 33.28 40.00 39.41 52.31 35.05 464.8 35.8 $1.79 92.5 $6.05 154.4 $8. 76 426.4 $21.75 511.9 $27.04 518.7 $27.43 496.2 $29.88 303. 2 $13.32 441.3 $25.37 389.8 $31.40 435.9 $24.03 505.0 $26.31 246.5 $20.94 12.2 14.9 $0.67 7.4 $0. 41 19.3 $0.95 3.6 $0.19 20.4 $1.06 13.3 $0.67 22.4 $0.67 8.3 $0. 44 7.6 $0.27 28.5 $0.98 21.9 $0. 75 1.2 $0.07 164.4 $8. 23 78.3 $3.93 27.0 $2.83 76.8 $4.21 150.9 $7.55 152. 5 $7.76 111.0 $5. 76 101.2 $5.37 118.5 $5.14 143.1 $8. 44 171.1 $9.24 190.7 $9.89 215.5 $10.81 72.9 $4.09 641.4 $35. 43 129.0 $6.38 119.5 $8.88 238.6 $13.38 596.6 $30. 25 668.0 $35.00 650.1 $34. 25 610.7 $35.93 444.1 $19.13 592.7 $34.25 568.5 $40.91 655.1 $34.89 742.5 $37.88 320.7 $25.09 $0. S3 $0.44 $1.87 $0. 78 $2. 41 $0. 74 $0.99 $0.61 $0.96 $0. 58 $0.73 $1.27 j $4.29 $2. 49 To school— Other— Average cost per family.......................... T o ta lAverage number per family............... Average cost per family...................... Travel........................................................................ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 197 $1.80 MONTHLY LABOR REVIEW. 98 4.9 3.33 77 4.5 3.05 Amusements, vacations, etc.: Movies................................................................ Plays, concerts, e tc ......................................... Other am usem ents.......................................... Excursions........................................................ Vacations........................................................... $7.75 .58 .65 .18 12. 75 $9.04 .60 .48 .19 8.69 $7.61 .70 .12 .02 2.69 $5.77 .49 .87 .56 2.81 $6.91 .96 1.31 1.11 5.64 $7.04 1.13 .50 .92 4.51 $8.17 .05 .65 .09 4.50 $8.58 2.07 .91 1.86 6.95 $10.18 1.63 .59 1.65 6.26 $4.31 .,83 2.00 .35 6.10 $7.17 .56 1.49 .60 6.11 $8.42 2.14 1.33 2.18 3.73 $10.16 2.00 .64 2.37 7.96 $7.54 1.72 2.01 2.29 10.38 $11.71 .21 2.07 1.16 10.15 T otal............................................................... 21.90 18.99 11.14 10. 50 15.93 14.10 13.47 20.36 20.31 13. 59 15.94 17.80 23.12 23.94 25.30 Education and uplift: Newspapers...................................................... Magazines.......................................................... B ooks................................................................. Schools, tuition, books, e tc ........................... Music.................................................................. $6.34 2.17 .92 1.84 1.68 $8.87 2.05 1.23 2.66 4.75 $4.40 .78 .95 6.47 .74 $6.16 .93 .68 .53 .57 $8.84 1.54 .46 3.40 4.09 $5.85 1.85 1.34 5.04 3.66 $7.30 1.12 .03 4.38 1.13 $9.48 .69 .67 5.99 1.55 $9.11 1.09 .48 4.92 1.90 $6.71 .82 .76 2.46 1.55 $7.90 1.31 .70 4.01 3.12 $8.35 2.85 2.68 .55 2.34 $7.01 1.88 1.14 3.96 3.20 $9.40 3.63 3.13 2.78 2.87 $9.39 2.20 1.77 3.27 2.50 12.95 19.55 13.35 8. 87 18.33 17. 74 13.95 18.37 17.50 12.29 17.03 16.77 17.20 21.81 19.12 $2.32 $3.02 $2. 25 $2.25 $2.16 $2. 49 $1. 45 $2.35 $1.67 $1.50 $2.07 $2.69 $2.63 $2.92 $2.35 Sickness: Physician, surgeon, oculist........................... $27.98 M edicine............................................................ 10.63 3.51 N urse.................................................................. 3.55 Hospital............................................................. 9.46 D entist............................................................... 2.13 Eyeglasses......................................................... .05 Other sickness.................................................. $30.67 13.44 1.63 2.53 9.73 1.73 .05 $41.07 21.05 1.41 2.19 2. 93 1.36 .33 $25.25 8.53 3.46 1.11 5.85 2.31 .10 $25.25 7.19 2.73 5.37 4.32 1.38 .12 $24.88 6.22 2.21 3.98 10.85 1.83 .31 $31.19 12. 64 1.55 3.96 6.00 1.19 .06 $26.51 7.89 3.05 4.26 8.22 1.50 .27 $32.53 10. 60 2.54 3.60 5.23 2.12 .38 $37.44 17.57 3.69 2.38 5.76 1.22 .15 $32.08 12.88 1.37 1.72 6.94 1.56 .08 $39.68 10.64 4.85 4.43 11.23 2.19 .12 $36.96 7.88 2.85 11.35 14.65 1.95 .25 $40.81 7.38 4.19 11.64 17. 60 2.60 .56 $28.61 12.12 3.45 .63 7.81 4.13 1.53 57.30 59.78 70.35 46.61 46.36 50.27 56.59 51.70 57.00 68.22 56.64 73.14 75.89 84.76 Undertaker............................................................... Cemetery................................................................... $0.19 .06 Tobacco..................................................................... Insurance, personal property.............................. 16.65 .65 5.91 .22 3.09 9.58 11.90 7.02 7.07 9.80 2. 56 29.11 1.04 7. 44 $1.31 .43 1.51 13.87 1.32 2. 73 $3.38 .37 .76 15.22 .27 1.65 $13.63 22.19 1.01 $3.70 .23 3.00 18.05 .94 1.97 $0.91 .12 5.25 9.92 2.07 .43 $3.27.51 10. 52 15.93 .68 .97 $0.91 .46 14'. 06 17.25 .86 .01 $2.39 .10 .85 16.69 .70 2.12 $1.03 .28 11.04 13.09 .89 .52 $10.42 .91 .57 1.16 10.71 10.14 5.94 7.05 .64 1.40 23.22 6.34 7.65 3.52 13.85 10.67 2.94 6.33 5.13 .85 31.47 .67 5.01 1.43 9.88 10.64 5.04 5. 69 6.35 1.38 8.93 1.12 5. 40 2.31 6.19 11.67 5. 47 5. 88 9.47 1.50 15.92 1.41 6.25 1.62 9.83 15.81 6.30 8. 75 .77 1.57 2.33 10.80 5.20 1.16 9.01 12. 21 5.55 8.82 1.76 1.75 1.12 2. 82 2.92 .27 22.87 12.61 5.89 8.30 3.12 .96 8.88 3.82 3. 55 $1.25 .18 11.59 19.80 .72 .41 .05 1.40 7.78 13.28 7.07 7. 22 2.50 2.36 7.83 3.40 7.22 $2.18 .35 .21 12.83 .60 2.25 2. 92 9.14 12.95 7.61 G. 01 7.15 1.78 40.98 9.05 5.67 §4.18 .18 16.36 20.66 .17 .47 .01 .144 11.85 13. 69 7.7S 9.89 1.03 1.15 2.85 1.28 3.86 2.55 20.19 13. 99 7.91 0.59 9.25 2.00 26.05 2.01 9.59 1.49 14.40 12.38 6.09 8.96 5.91 1.79 14.19 1.92 5.97 3.68 13.65 9.94 6.14 7.35 9.71 4.07 34.73 3.80 7.59 $4.96 1.60 12 15 25.53 .52 . 22 99 .84 11.03 11.82 5.09 9.56 2.38 .41 19. 64 3.91 3.26 305.05 292.30 304.20 3,50.70 324.61 382.04 330.80 T otal............................................................... Tools........................................................................... Laundry sent out.................................................... Cleaning supplies, soap, e tc .................................. Toilet articles and preparations.......................... Barber........................................................................ Telephone................................................................. Moving....................................................................... Automobiles, bicycles, motorcycles................... Servant and day-work wages.............................. Other miscellaneous item s................................... Total miscellaneous expenses................... 277.25 340.16 251.20 260.98 255.06 276.16 281.70 284.55 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 58. 29 MONTHLY LABOR REVIEW, [1321 ] T otal............................................................... Postage.................................................. .................... 20 M O NTH LY LABOR REVIEW . Disability Among Wage Earners. B y B oris E m m et , Ph. D. HE study of which this article presents but a summary is based upon the disability experience of the Workmen’s Sick and Death Benefit Fund of the United States of America, a sick benefit society organized largely by immigrants from Germany and Austria, in 1884, under the name of Arbeiter Kranken-und Sterbe Kasse fur die Vereinigten Staaten von Amerika. A brief description of the character and make-up of this society is given for the purpose of showing to what extent its composition may be considered as representative of the general wage-earning population of the United States. T Membership, Dues, and Benefits. Membership in the society is confined ahnost exclusively to wage earners, and any worker of reputable character, between the ages of 16 and 45, m ay join upon passing a satisfactory m edical exam ination. The m em bership is divided into three classes. Membership in Classes I and I I entitles to disability and death benefits, while m embership in Class I I I carries w ith it th e rig h t to receive a death benefit only. Membership in the first two classes is confined to males. Class I consists of persons over 18 years of age, who pay an initiation fee of from $4 to $7, according to age, and a flat disability assessment of 80 cents as frequently as called upon. The am ount of the average annual disability dues in the class, for the period covered by this study (1912 to 1916), was $5.60, exclusive of a special annual per capita adm inistrative assessment of 72 cents. This tax added to the annual dues brought the to tal average yearly cost to $6.32 for each member. The m axim um benefit am ount paid in this class is $540, the pay m ents being $9 per week for the first 40 weeks and $4.50 per week for the n e x t 40 weeks. Class I I consists of persons betw een the ages of 16 and IS and calls for the paym ent of an initiation fee of from $3 to $4, according to age. The regular disability dues are 45 cents, payable as frequently as necessary. The average annual dues in this class, during the period 1912 to 1916, am ounted to $3.60, in addition to the special annual per capita adm inistrative assessment of 72 cents, m aking a to tal annual cost to each m em ber of $4.32. Members of Class I I are entitled to a m axim um benefit am ount of $360, distributed as follows: $6 per week for the first 40 weeks of disability and $3 per week for the n ex t 40 weeks. In both classes cash benefits are paid for all disabilities, th a t is, for sickness as well as for industrial and nonindustrial accidents, the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1322 ] 21 MONTHLY LABOR REVIEW. benefits beginning with the first day on which the certificate of illness is presented. No medical or hospital care or benefits are furnished to any of the classes of membership. Verification of Claims. The society consists of many locals or branches. The verification of claims is in the hands of the officers of these local organizations, who are assisted by special control committees of members and a local branch physician. It is required that the physician’s certificate of disability be counteisigned by members of the control committees. Disabled members are visited at least twice a week, and when malin gering is suspected, special visiting committees may be appointed. The rules of the organization specify inability to attend to work as the principal requirement for securing benefit payment. A disabled person is required to submit to the control of the organization and to comply strictly with orders of the attending physician. He is not allowed to leave the house without permission of the physician, and then only during hours especially designated in the disability certificate. Management of Society. The management of the society is vested in a national executive committee (board of directors) of nine persons. This group includes a chairman, a financial secretary, a treasurer, a recording secretary, and five trustees. There is also a separate control committee of nine members, an arbitration committee of five members, and a supervisory committee of nine members, the latter for the purpose of managing the official monthly organ of the society. Members of all of the above committees, except the arbitration committee, are elected by the membership of the branches. Growth of Society and Occupational Distribution of Mem bership. The growth of the organization, during the period covered by the study, 1912 to 1916, is shown in Table 1. T able 1.—M EM BERSHIP OF SOCIETY, B Y Y E A R S. Number of Number of branches. members. Y ear. 1912 ............................................................ 1913.............................................................. 1914.............................................................. 1915.............................................................. 1916.............................................................. 313 329 337 339 347 40,294 42,075 42,821 43,300 . 44,188 The records of the organization are incomplete for the years prior to 1906. Between 1906 and 1911 the num ber of branches increased from 231 to 284 and the membership from 30,745 to 38,773. There https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1323 ] 22 MONTHLY LABOR REVIEW. was a further increase in membership to 44,080 in 1917, bu t it dropped to 42,630 in 1918, on account of the war, the num ber of branches remaining the same. The constitution of the society confines membership to conti nental U nited States. The organization has large num bers of mem bers in m any of the populous industrial States. A bout three-fifths of the membership (58.5 per cent of the branches, containing 62.24 per cent of the membership) is located in three eastern States— New York, New Jersey, and Pennsylvania, Fifteen per cent resides in Illinois, Ohio, Wisconsin, Indiana, and Michigan, and a some w hat similar proportion is located in three New England States— M assachusetts, Connecticut, and Rhode Island. The original charter, as well as the past and present constitution and by-laws, confine membership to wage earners. T h at the mem bership of the society is largely wage-earning m ay be seen from Table 2, which gives the occupational distribution of the membership in Classes I and I I during the period 1912 to 1916. The figures given in Table 1 represent not Classes I and I I only, upon which the study of disability is based, bu t the entire society. T a bl e 2 __ OCCUPATIONAL D IS T R IB U T IO N OF M EM BERSH IP.! Occupation. Num Per ber. cent. Auto, carriage, and wagon manufacturing employees (including Cartwrights, wheelwrights, wagon builders, ccaehsmiths, auto workers, auto repairers, auto trimmers, carriage 735 0.4 makers)............................................................................................................... ................................ .7 Barbers......................................................................................................................................................... 1,242 1.2 Bartenders (including saloon keepers).................................................................................................. 2,290 1.1 2,053 Blacksm iths (including horseshoers)................................................................................................. 1.2 Bricklayers (including masons).............................................................................................................. 2,241 Carpenters (inclu ding j oiners)................................................................ ............................................... 11,682 6.3 Clay products manufacturing employees (including brickmakers, potters, kiln workers, 652 terra-cotta workers and burners, tile makers, cem ent workers).............................. ................. .4 Clothing manufacturing employees (includingtailors, hatters, pocket makers, shirt pressers, clothing cutters, garment makers)............................................. ....................................................... 4, 847 2.6 Cooks and waiters (including porters, stewards, bell boys)............................................................ 2,335 1.3 3.7 D rivers................................................................................................................................................... ....... 6,890 748 D yers.............................................................................................................................................................. .4 Electrical workers (including electricians, and helpers, armature makers, magnet winders, 988 .5 lin em en )................... ............................................................................................................................... 1.8 Engineers and firemen (stationary or power house)......................................................................... 3,387 1,203 Farmers, gardeners, and florists...................................................................... ............................. .7 Food employees (other than in slaughtering and meat packing, and including bakers, restaurant workers, lunch-room m e n ).............................................................................................. 7,484 4.0 724 .4 Freight handlers (including longshoremen, stevedores, dock workers)...................................... 955 Glass workers (including glass cutters, glass polishers, glassers).................................................. .5 1.165 Jewelers (including watchmakers, goldsmiths, silversmiths, diamond cutters)....................... .6 Laborers, not specified.......................................................................... ................................................. 17,685 9.6 Leather workers (includingshoemakers,glove makers, harness makers, poeketbook makers, 4,314 saddlers.................................... .............................................................................................................. 2.3 7.7 Liquor manufacturing employees (including brewers, bottlers, malsters)............................... 14,324 8.7 Machinists (including die setters, tool makers, die m akers)........................................................ 16,025 7,067 3.8 Miners.......................................................................................................................................................... 9,258 5.0 Miscellaneous2........................................................................................................................................... 1 This classification of occupations is used throughout this study in showing group disability experience. 2 This group includes alsothe following: Mechanics, packers, bill posters, m ill w orkers, floatmen grinders, millers, street sweepers, framers, foremen, rollers, oilers, cutters, fitters, grain inspectors, lumber inspectors, polishers, backers, pavers, designers, turners, janitors, elevator men, gilders, compounders, ehiselers, pressers, estimators, watchmen, laundrymen, peddlers, door men, m ill builders, dock builders, postal service employees, truckmen, managers, carvers, students, fishermen, machine builders, riggers, superin tendents, overseers, valets, lamp repairers, drawers, sawyers, gas makers, henchmen, braiders, photogra phers, undertakers, enamelers, butlers, delaiters, examiners, modelers, helpers, piano movers, monument setters, shippers, steam drillers, stove mounters, piano tuners, silver chasers, splicers, sextons, chimney sweeps, stickers, case makers, boatmen, and individual members whose occupations were unknown. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1324 ] 23 MONTHLY LABOR REVIEW. T able 2 .—OCCUPATIONAL D IS T R IB U T IO N OF M E M B E R SH IP—Continued. Occupation. Miscellaneous building construction employees (including hod carriers, paper hangers, shinglers, roofers, slate roofers, floor layers, stair builders, tire layers)..................................... Miscellaneous manufacturing employees (including mattress makers, box makers, lamp makers, instrument makers, button; makers, basket makers, candle makers,factory workers). Miscellaneous metal workers (including ironworkers, brass finishers, boiler makers, copper sm iths, locksmiths, gunmakers, wire drawers, buffers, stove mounters, drop forgers, fillers, foundry workers, pipe makers, riveters)........................................................................... Molders.......................................................................................................................................................... Painters (including decorators)............................................................................................................... Plasterers............................................................................. ......................................................................... Plumbers (including gas fitters, pipe fitters, steam fitters)............................................................ Printers and engravers (including Dookbinders, compositors, press feeders, electrotypers, lithographers)........................................................................................................................................... Professional (including musicians, draftsmen, chemists, opticians, physicians, dentists, artists, writers, reporters, teachers, lawyers, nurses).............................. .................................... Railway employees (including motormen, conductors, trainm en, brakemen, guards ele vated road, railroad yardmen, signalmen, railroad workers)...................................................... Sheet-metal workers (including tinsm iths, tinners, cornice makers, tin roofers)..................... Slaughtering and meat-packing employees (including butchers, sausage makers)................... Stone and granite workers (including stone cutters, m arble workers, granite cutters, quarry m en)............................................................................................................................................... Tanners (including leather tannery em ployees)........................................... ..................................... T extile manufacturing employees (including weavers, spinners, loom fixers, knitters, embroiderers, finishers, bobbin cutters, tw isters).......................................................................... Tobacco and cigars (including cigar makers, tobacco workers, cigar packers)........................... Trade and clerical (including clerks, stenographers and typewriters, bookkeepers, store keepers, salesmen, hotel keepers, collectors, agents, m ilk dealers, coal dealers, merchants).. Woodworkers (including wood carvers, cabinet makers, coopers, piano makers, varnishers, wood turners, wood finishers)............................................................................................................ N um Per ber. cent. 588 0.3 4,164 2.3 6,907 2,841 4,389 558 1,448 3.7 1.5 2.4 .3 .8 3,391 1.8 1,189 .6 691 2,343 5,716 .4 1.3 3.1 1,169 1,466 .6 -.8 7,287 8, S97 3.9 4.8 5,587 3.0 6,093 3.3 T otal................................................................................................................................................... 185,018 100.0 I t is realized, of course, th a t while some of the occupational desig nations shown in Table 2 are indefinite or vague, in a great m a jority of the cases those given in the original records and presented here are sufficiently accurate to w arrant their utilization in this study. The occupational designations shown are as of the date on which members were initiated into the organization. The extent to which members changed their occupations while in the society is unknown, although it is thought th a t the m ovement of members from occupation to occupation was not very great. The average age of initiated members, for the period covered by the study, was about 30 years, an age at which changes of occupations do not fre quently occur. The extent to winch each principa_ occupation is represented is showui in Table 2. During the period covered by this study the average age of the members of the society wras 42.9 years. The age distribution of the membership of the organization m ay thus be considered to be considerably different from th a t of the male (white) wage-earning population of the country at large. As will be shown elsewffiere, this fact had a definite bearing upon the m ethod which was used for correcting the so-called crude disability averages of the various occupations. Nature of Disabilities. The individual records upon which the disability experience shown herein was based did not contain any inform ation regarding the origin https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 113251 24 MONTHLY LABOR REVIEW. or cause of disability. Inasm uch as the society pays benefits for accidental injuries as well as for ordinary sickness, its disability experience includes all disabilities—sickness and nonindustrial and industrial accidents. Although the original records of the organization did not perm it, for each disabled person, any separation of accidental disabilities from disabilities due to ordinary sickness, it was found possible to ascer tain, for the organization as a whole, the annual extent of disability due to accidents. The result is given in Table 3, which gives the annual num ber of cases and disability days attributable to sickness and to injuries. The la tte r term denotes accidental injuries of all kinds and descriptions: T able 3 .—E X T E N T OF D IS A B IL IT Y D U E TO SICKNESS AN D TO IN JU R IE S. Cases. Sickness. Year. Disability days. Sickness. Injuries. Num Per N um Per ber. cent. ber. cent. Total. Num ber. Injuries. Per N um -, Per cent. ber. cent. Total. 7,886 8,461 7,991 8,036 8,453 73 73 71 72 71 2,905 3,068 3,240 3,204 3,417 27 27 29 28 29 10,791 11,529 11,231 11,240 11,870 150,908 166,900 184,126 183,812 178,460 76 78 76 75 73 47,361 46,692 57,249 59,899 65,838 24 22 24 25 27 198,269 213,592 241,375 243,711 244,298 Average for 5-year period.. 8,165 72 3,167 28 11,332 172,841 76 55,408 24 228,249 1912 1913 1914 1915 1916 ...................................... ...................................... ...................................... ...................................... ...................................... During the five-year period, 1912 to 1916,28 per cent of the total num ber of cases, and 24 per cent of the disability days, were due to accidental injuries, there being very little variation in the percentage of accidental disabilities from year to year. The extent of nonindustrial accidents is unknown, b u t believed to be relatively small. Disability Frequency and Duration. To ascertain the annual variations in the disability frequency the society as a whole the following table was compiled: of T able 4 .—V A R IA T IO N S IN A N N U A L D ISA B IL IT Y R A TE S, 1912 TO 1916. Year. 1912 1913 1914 1915 1916 Number of cases per 1,000 mem Cases. Mem bers. ber ship on All De All cem Sick In disa Sick In disa ju bili ber 31. ness. juries. bili ness. ries. ties. ties. . 40,294 7,886 42,075 8,461 ...................... 42,821 7,991 ...................... ...................... 43,300 8,036 . 44,188 8,453 2,905 3,068 3,240 3,204 3,417 10,791 11,529 11,231 11,240 11,870 195.7 201.1 186. 6 185.6 191.3 72.1 72.9 75.6 74.0 77.3 267.8 274.0 262.2 259.6 268.6 D isability days. Number of disability days per 1,000 mem bers. Sick ness. All In Sick In disa ness. juries. juries. bilities. 150,908 166,900 184,126 183,812 178,460 47,361 46,692 57,249 59,899 65,838 198,269 3,745.2 1,175.4 213,592 3,966. 7 1,109.7 241,375 4,299. 9 1.336.9 243,711 4,245.1 1,383.3 244,298 4,038.5 1.489.9 All disaabilities. 4,920. 6 5.076.4 5,636.8 5.628.4 5.528.4 A v. for 5 yrs 42,535 8,165 3,167 11,332 192.0 74.4 266.4 172,841 55,408 228,249 4,063. 5 1,302. 6 5,366.1 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1326 ] MONTHLY LABOR REVIEW. 25 The above presented table shows the annual variations in dis ability extent, in two ways: In the num ber of cases of sickness per 1,000 members and in the num ber of disability days per 1,000 mem bers. The num ber of disability days is the more reliable indication of the variations in disability because it takes into consideration the frequency as well as the severity or duration of sickness. The results are interesting in view of the fact th a t the average age of the member ship— 42.9 years for the entire period—changed b u t slightly (approxi m ately one year) during the period. The duration of all disabilities per 1,000 m em bers increased more rapidly than the age, the increase over 1912 being 3 per cent in 1913, about 15 per cent each in 1914 and 1915, and 12 per cent in 1916. The increases are evident in all disabilities, in ordinary sicknesses as well as in accidental injuries. Average Disability. The disability experience shown in this report is based upon mem bership Classes I and II. The membership herein given is therefore num erically different from the membership of the entire society as given in Table 1. The total exposure or disability experience upon which the stu d y is based is equal to 185,018 annual full-tim e member ships. This m em bership was subjected to a disability extent meas ured by 43,485 sick persons, disabled an aggregate of 1,223,324 days, or an average of 6.6 days per mem ber and 28.1 days per disabled person. The figure 6.6 represents the actual extent of disabling sicknesses per wage earner of the entire group. I t is very close to the estim ated results arrived a t in the recent sickness survey made by the M etropolitan Life Insurance Co., 6.8 days.1 The slightly greater ex ten t of disability shown by the M etropolitan survey m ay be attributed, no doubt, to the following factors: (1) The Metro politan Life figures cover the experience of congested steel and coal industrial centers where the economic condition of the popula tion is considerably worse and the extent of accidents and sickness, as a rule, higher th an the average; (2) the M etropolitan Life studies include all persons 15 years of age and over, while the figures upon which this study is based exclude altogether persons of 15 years of age and include com paratively few persons under 20. As already stated , the records of the society were n o t sufficiently detailed to determine, for each individual, the proportion of dis ability due to industrial accidents. Figures for the society as a whole, as shown in Table 3, indicate th a t the extent of disability due to accidents of all kinds averaged about one-fourth of the total 1Sickness Survey of Principal Cities in Pennsylvania and West Virginia, Sixth Community Sickness Survey, by Lee K. Frankel and Louis I. Dublin, Metropolitan Life Insurance Co., New York, 1917, pp. 7&-78. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1327 ] 26 MONTHLY LABOR REVIEW. shown. Generally speaking, therefore, about three-fourths of 6.6 days, or about 5 days, m ay be said to be the average num ber of ordinary sickness days per year per wage earner of the sm all artisan type found in the society. The society pays a benefit of $1.50 per day or $9 per week and furnishes no medical care of any kind. The extent of benefits thus paid is relatively small. Only those actually unable to work are entitled to benefits. M any a member really sick, it is said, can not possibly afford, for the first few days a t least, to cut off his regular income by putting himself on the sick list. Nominally, a member m ay draw benefits beginning w ith the date of the filing of the physician’s certificate, even on the first day of disability. Actually, however, i t usually takes more th an a day for a mem ber to m ake up his m ind to p u t himself on the sick list and secure the physician’s certificate. This m eans th a t for all practical purposes the society has a waiting period of a day or two. The Age Factor in Disability. Age is the m ost im p o rtan t factor in determ ining disability. Table 5 gives the average annual num ber of disability days per mem ber of each indicated age group. As m ay be seen from the column entitled “ Average num ber of disability days per m em ber,” the extent of sickness up to the age of 44 is slightly below the average. Beginning with the age group 45 to 49 years the extent of sickness increases pro gressively. The disability figures show an unm istakable tendency for sickness to increase w ith age. This tendency is illustrated in C harts A and B, accompanying Table 5. T able 5 .—A V ER A G E A N N U A L N U M B E R OF D ISA B IL IT Y D A Y S P E R M EM BER A N D P E R D ISA B L E D PE R SO N OF EACH 5-Y E A R AGE GR OU P. Age group. Under 20 years.................................................... 20 to 24 years........................... ............................ Average Average number Total T otal of of number of number of Number of number disability disability disabled disability members days per persons. days per days. (exposure). disabled member. person. 2,108 34,296 406 7,168 127 1,778 5.2 4.8 16.6 19.3 29 years....................................................... 34 years....................................................... 39 years....................................................... 44 years....................................................... 49 years....................................................... 54 years....................................................... 59 years....................................................... 76,619 106,162 155,209 196,206 206,860 189,850 146,777 15,267 21,886 27,496 30,746 31,579 25,484 16,229 3,574 4,862 6,197 7,104 7,150 6,044 4,168 5.0 4.9 5.6 6.4 6.6 7.4 9.0 21.4 21.8 25.0 27.6 28.9 31.4 35.2 60 to 64 years....................................................... 65 to 69 years....................................................... 70 years and over............................................... 80,459 25,361 3,417 6,689 1,843 225 1,859 557 65 12.0 13.8 15.2 43.3 45.5 52.6 A ll ages...................................................... 1,223,324 185,018 43,485 6.6 28.1 25 to 30 to 35 to 40 to 45 to 50 to 55 to https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [13281 27 MONTHLY LABOR REVIEW. __________________ D A Y 'S A ge G roup £L j , ■L .n 2> 4 1 __ I & & 1 8 I I J. j— 9 t. to JL- 2S To 29 5 0 To 3 4 53 to 39 4 0 TO 4 4 45 to 49 5 0 To 54» S 5 To 5 9 Chart A.—Average annual number of disability days per member (all occupations) in certain age groups. A ge G roup 25 TO 29 30 TO 34 3 5 To 3 40 TO 45 To 4 9 50 TO 54; 55 To 59 9 44 Chart B .— Average annual number of disability days per disabled person (all occu pations) in certain age groups. The meaning of the illustrative charts just presented is so clear that they need not be commented upon at length. Table 5 shows the influence of age upon disability, in absolute num bers. Table 6 and C hart C, accom panying it, represent an a tte m p t to show in a relative way the influence of the age factor upon disability. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1329 ] 28 MONTHLY LABOR REVIEW T able 6 .—PE R C E N T A G E D E V IA T IO N S OF D IS A B IL IT Y D A Y S OF EACH IN D IC A T E D AGE GROUP FROM TH E A V ER A G E N U M B E R OF D ISA B IL IT Y D A Y S FOR A LL AGE GROUPS. Age group. Per member. Per disabled person. Per cent above(+ ) Average or number of disability below ( —) average days. for all age groups. Per cent above(+ ) Average or number of disability below ( —) average days. for all age groups. Under 20 years.............................................................. 20 to 24 years............................................................................... 5.2 4.8 - 21.2 - 27.3 16.6 19.3 -4 0 .9 -3 1 .3 25 to 30 to 35 to 40 to 45 to 50 to 55 to 5.0 1.9 5.6 6.4 6.6 7.4 9.0 ± + + 24.2 25.8 15.1 3.0 0 12.1 36.4 21.4 21.8 25.0 27.6 28.9 31.4 35.2 -2 3 .8 -2 2 .4 —11.0 — 1.8 + 2.9 +11.7 +25.3 + 81.8 + 109.1 + 130.3 43.3 45.5 52.6 +54.1 +61.9 +87.2 29 years........................................................................... 34 years.............................................................. 39 years................................................. 44 years............................................. 49 years.................................................... 54 years......................................... 59 years..................................................... 60 to 64 years......................................... 65 to 69 years................................ 70 years and over......................................... 12.0 13.8 15.2 A ll age groups................................................... 6.6 28.1 The standard of comparison in Table 6 and Chart C is the average num ber of disability days for all age groups, th a t is, for the society as a whole. By taking the disability for the entire group (per member, or per disabled person) as equivalent to 100, the disability of each particular group m ay be reduced to a percentage of this standard u n it and an index num ber arrived at. In the extent of average disability per mem ber each 5-year age group up to 45 to 49 years, inclusive, shows a negative deviation from the average, th a t is, an extent of sickness below the average. The least ex ten t of sickness (27.3 per cent less than the average) is found in group 20 to 24 years. The extent of disability increases w ith age. Age group 45 to 49 years shows an extent of sickness equivalent approxim ately to the average. This is to be expected in view of the fact th a t the average age of the mem ber is about 43 years. The extent of disability in the age group 55 to 59 years is about one-third greater th an the average, and in age group 60 to 64 years more th an four-fifths greater. The age groups 65 to 69 years and 70 years and over show disability extents more than twice as great as the average age. The figures given in Table 6 indicate th a t disability does not increase as rapidly w ith age per disabled person as it does per member. The average per disabled person is approxim ated in group 45 to 49 years. The num ber of disability days per disabled person in the 55 to 59 years age group is one-fourth greater than the average. Age groups 60 to 64 years, 65 to 69 years and 70 years https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1330] 29 MONTHLY LABOR REVIEW. _____ . Per P e r m e m b e r .: d i s a b l e d p a r s 0 /7 . Chart C.—P er cen t deviations of d isa b ility days of in d ic a te d age groups from th e average n u m b er of d isa b ility days for all age groups. 142890°—19 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis -3 [1331] MONTHLY LABOR REVIEW. 30 and over, show durations of disability 54.1 per cent, 61.9 per cent, and 87.2 per cent, respectively, greater th an the average. Table 7 shows the num ber disabled per 1,000 members, in certain 5-year age groups. T able 7 — N U M B E R D IS A B L E D P E R 1,000 M EM BERS OF EACH 5-YEAR AGE GROUP. Number disabled per 1,000 members. Total number of members. Total number disabled. 406 7,168 127 1,778 312.8 248.0 15,267 21,886 27,496 30,746 31,579 25,484 16,229 3, 574 4, 862 6, 197 7, 104 7, 150 6, 044 4, 168 234.1 222.2 225.4 231.1 226.4 237.2 256.8 60 to 64 years___ 65 to 69 years___ 70 years and over 6,689 1,843 225 1,859 557 65 278.0 302.2 288.9 A ll ages___ 185,018 43,485 235.0 Age group. Under 20 years 20 to 24 years. . 25 to 30 to 35 to 40 to 45 to 50 to 55 to 29 years. 34 years. 39 years. 44 years 49 years. 54 years. 59 years The figures shown in Table 7 exhibit a tendency for sickness to increase w ith age. Table 8 is an a ttem p t to establish the relative disability responsi bility of each 5-year age group. T able 8 .—R E LA T IV E D ISA B IL IT Y R E SP O N S IB IL IT Y OF EACH 5-Y E A R AGE GROUP. Per cent of dis Per cent Aggregate Total ability number of total disability days of member of days of entire members. ship. age groups. member ship. Age group. Under 20 years....................................................................................... 20 to 24 years.......................................................................................... 406 7,168 0.22 3.87 2,108 34,296 0.17 2.80 25 to 29 years.......................................................................................... 30 to 34 years.......................................................................................... 35 to 39 years.......................................................................................... 40 to 44 years.......................................................................................... 45 to 49 years.......................................................................................... 50 to 54 years.......................... ............................................................... 55 to 59 years.......................................................................................... 15,267 21,886 27,4S6 30, 746 31,579 25,484 16,229 8.25 11.83 14.86 16.62 17.07 13.77 8.77 76,619 106,162 155,209 196,206 206,860 189,850 146,777 6.26 8.68 12.69 16.04 16.91 15.52 12.00 60 to 64 years.......................................................................................... 65 to 69 years.......................................................................................... 70 years and over................................................................................... 6,689 1,843 225 3.62 1.00 .12 80,459 25,361 3,417 6.58 2.07 .28 All ages......................................................................................... 185,018 100.00 1,223,324 100.00 The relative disability responsibility in the above table is found by com paring the strength (per cent of total) of each group in the organization w ith the proportion of disability days for which it is responsible. W ithout the presence of disability variations due to https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1332] MONTHLY LABOR REVIEW. 31 age, the per cent strength of each group should bo equivalent to the per cent of disability days caused by it. For this reason, it m ay be said th a t the extent of discrepancy between the two figures indicates more or less correctly the relative disability responsi bility of the unit. Age group denoted as under 20 years, while 0.22 per cent strong, was responsible only for 0.17 per cent of the dis ability days. On the other hand, age group 70 years and over—• only 0.12 per cent strong—was responsible for an extent of sick ness more th an twice as great as its proportion, to wit, 0.28 per cent. Age group 30 to 34 years, which was 11.83 per cent strong, but responsible only for 8.68 per cent of the disability days, was the least costly to the society. Age and Occupation as Determinants of Disability. The two principal factors determ ining the extent of disability among wage earners are age and occupation. The la tte r factor, how ever, applies only to a relatively small num ber of occupations, those which, owing to the character of the work, are unusually hazardous. For the purpose of arriving a t a tru e m easurem ent of disability among wage earners the factors of age and occupation m ust be correlated. This result m ay be achieved in two ways: (1) By reducing all occupations to an identical age level, a m ethod known as correcting crude rates; and (2) by computing w hat is known in vital statistics as “ specific’’ disability rates. These rates are arrived at by breaking up each occupation into certain age groups and subsequently comparing different occupations in the same age group. Two m ethods m ay be used in correcting for the age factor in m ortality or disability rates. In the first m ethod the standard of correction chosen is the age distribution of the entire u n it under special observation, applying to it the varying age disability rates of each of the several p arts of the u n it—occupation, for instance. Under this m ethod the constant factor of com putation is the age distribution of the whole observed u n it (the m em bership of the fund in this study) and the variable, the average num ber of dis ability days for the specific age group of each p a rt or occupation. The result of this correction is a series of occupational disability rates which would have resulted had every p a rt (occupation) of the unit had the same age composition as the u n it as a whole—the whole organization, in this instance. In the second m ethod the standard of correction chosen is the population distribution of a large com m unity group of which the u n it studied is an integral p a rt—the age distribution, for instance, of the population of the S tate or of the country. U nder this m ethod https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1333] 32 MONTHLY LABOR REVIEW. the constant factor of com putation is the age distribution of the general population. The variable factor is the same as under the first m ethod. The result of correction by this m ethod is a series of occupational disability rates which would have occurred had each of the several p arts (occupation) of the u n it and the u n it as a whole (the m embers of the fund) had the same age composition as the general population. E ach of the two m ethods outlined above accomplishes the main object—the elim ination of the age factor in the extent of disability of the various occupations. This result is achieved b y puttin g all groups of the u n it on an identical age distribution level. The choice of m ethod to be followed in specific instances will vary w ith the object in view and w ith the age composition of the group under observation. If the age distribution of the group is typical of the age distribution of the general population (and similar therefore to it) the selection of m ethod is simple; either of the two will be found useful in every respect. The situation, however, is different when the age composition of the organization studied varies greatly from the age composition of the general population. In such instances the selection of the m ethod for correction would be guided largely by the object of the study. If the m ain object of the study is the analysis of the u n it under special observation, the first m ethod is preferable. If, however, the principal object of the investigation is to m ake the resultant disability rates avail able for comparison w ith the disability rates of the general popula tion, the second m ethod is more desirable. In the absence of disa bility rates for the general population such a comparison, of course, is impossible. Precisely this situation was found in this study and for this reason th e first m ethod furnishes a more valuable result. Both, however, were used. Corrected Average Number of Disability Days. Table 9 shows the so-called crude and corrected annual average num ber of disability days per m ember, age group 25 to 59 years. The corrections are m ade by both of the m ethods previously described. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1334] 33 MONTHLY LABOR REVIEW. T a b le 9 .—CRU D E A N D CORRECTED A N N U A L A V ER A G E N U M B E R OF D ISA B IL IT Y D A Y S P E R MEM BER IN -A G E GROUP 25 TO 59 Y E A R S. Annual average number of disabilitydays per member. Corrected for age factor according to method—• I. (Constant: Crude Age distri (irrespec bution of member tive of specific age ship of distribution fund. within Variable: occupa Average tion). days of dis ability for specific age group of particular occupa tion.) Occupation. Automobile, carriage, and wagon manufacturing employees. Barbers................................................................................................. Bartenders........................................................................................... Blacksmiths........................................................................................ Bricklayers.......................................................................................... Carpenters........................................................................................... Clay products manufacturing employees.................................... Clothing manufacturing employees.............................................. Cooks and w aiters............................................................................. Drivers................................................................................................. D yers.................................................................................................... Electrical workers............................................................................. Engineers and firemen.................................................................... Farmers, gardeners, florists............................................................ Food em ployees................................................................................. Freight handlers............................................................; .................. Glass workers...................................................................................... Jewelers............................................................................................... Laborers, not specified..................................................................... Leather workers............. .................................................................. Liquor manufacturing em ployees................................................. Machinists........................................................................................... Miners................................................................................................... Miscellaneous (all other occupations)........................................... Molders................................................................................................. Other building construction em ployees...................................... Other manufacturing em ployees................................................... Other metal workers............. '................. ........................................ Painters................................................................................................ Plasterers............................................................................................. Plumbers............................................................................................. Printers and engravers..................................................................... Professional......................................................................................... Railway employees........................................................................... Sheet-metal workers......................................................................... Slaughtering and meat-packing em ployees................................ Stone and granite workers............................ ................................ Tanners................................................................................................ Textile manufacturing employees................................................. Tobacco and cigar workers.............................................................. Trade and clerical............................................................................. Woodworkers.......................................................................... . . . ...... 5.99 5. 57 6.17 7.09 7.35 6.91 6.44 4.66 6.38 8.46 7.06 4.54 6.05 5.22 5.94 9.61 6.81 3.55 6.88 5.98 7.76 5.82 9.16 5.69 5.71 6.62 5.12 5.30 6.42 5.51 5.05 6.02 2.43 7. 80 5. 72 6. 45 7.69 6.61 4.59 7.03 4.54 6.48 5.86 5.88 5.98 6.89 7.13 6.69 6.55 4.44 6.15 8.59 6.44 4.79 6.01 5.28 6.22 9.56 7.09 3.59 6.92 5. 75 7.94 6.11 9.67 5. 72 5.84 6.57 5.14 5.36 6.35 5.62 5.56 6.10 2. 55 8.37 5.56 6.86 7.53 5.80 4.49 6.80 4.70 6.14 JLJL. (Constant: Age distri bution of male (white) population of U nited States. Variable: Same as under Method I.) 5.70 6.58 5.39 6.51 6.62 6.46 6. 71 4.25 5. 44 8.02 6. 44 4.56 5.73 4.84 5.73 9.02 6.39 3.88 6.64 5.80 7.20 5.71 8.91 5.42 5.60 5.94 4.80 5.15 6.25 6.11 5.24 5.61 2.60 7.45 5.07 6.08 6.89 4.82 4.40 6.80 4.45 5.47 Occupational disability extents, as shown by the correction in accordance w ith Method I, are illustrated in Chart D. The chart shows occupational disability, in order of m agnitude. Miners show the highest annual average num ber of disability days— 9.7 as against 6.4, the average for all occupations. Freight handlers are the next highest group in point of disability, w ith an average https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1335] 34 MONTHLY LABOR REVIEW, num ber of disability days per member of 9.6 per year. Drivers, with an average of 8.6 days of disability per member, come next. Jewelers and professional workers show the least extent of sickness, 3.6 and A nnual a v e r a g e number o f d i s a b i l i t y d a y s p a r member. O cc u p atio n . M iners F r e ig h t h a n d le r s » r iv e r « R ailw ay Employees L iq u o r lia u n fa o tu rlx ig Bfrp, S tone & G ra n ite B r ic k la y e r s G la ss Worker* L sb o ro re , n o t s p e c if ie d B la c k s a i to t S la u g h te r in g 4 meat p a c k in g e o p . Tobacco & G ig a rs C a rp e n te rs O th e r B u ild in g C o n o t r r a t io n e a p . C lay P r o d u c ts U fg. sa p . P a in te r s Dyerc Cooks & W alte re Food employeoe K a c h ln !e te P r i n t e r s & E n g rav e rs Woodworkera B a r te n d e rs E n g in e er# & Plreuiaa. B a r te r # Auto c a r r i a g e & wagon miß*, ©tap* lE n n e re L e a th e r WorkerE H o ld e rs A ll o th e r o c c u p a tio n s P la ite re rs Pltunbers Sh e e t M e tal W orkers O th e r M etal Woricera Farm ero, G ard en ers» F l o r le t® O ther M a n u fa c tu rin g amp. E l e o t r i o a l Workere Trad« 4 C l e r i c a l T e x t ile M a n u fa ctu rin g ewp. C lo th in g M a n u fa c tu rin g o&p. Jew ele rb P r o f e s s io n a l A ll o c c u p a tio n s C hart D .—C orrected a n n u al d isab ility days per m em ber for each occupation, age group 25 to 59 years. 2.6 days, respectively, per year. The high disability extent of the first three groups is accounted for by the hazardous character of the work, which makes for frequent industrial accidents. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1336] 35 MONTHLY LABOR REVIEW, While Table 9 and Chart D show the crude and corrected average number of disability days per exposed member, Table 10 and C hart E show the occupational average num ber of disability days per disabled person. These figures are intended to show the relative duration per annum of disabilities of specific occupations. T able 1 0 .—CRUDE A N D CORRECTED A N N U A L N U M B E R OF D IS A B IL IT Y D A Y S PE R D IS A B L E D PE R SO N IN AGE GROUP 25 TO 59 Y E A R S. Annual average num ber of disability days per disabled person. Occupation. Crude. Cooks and waiters___. . . . . . . . 7 . ................................................................................................................................................. Corrected.1 25.57 30.54 35.67 28.44 30. 94 29.25 30. 24 26.41 31.25 29.09 32.17 22.36 27.46 26. 55 29.03 35.29 29. 09 26.16 25.15 28.52 27.61 26.66 29.50 25. 74 22.38 31. 77 25.19 23. 57 30.22 28.88 23.14 35.57 22.50 30. 26 26.55 27.64 32.36 26.92 25.53 27. 48 27.19 29.86 24.84 30.28 34.18 27.83 29.45 28.26 33.40 24.96 29.50 29.54 30.69 24.26 26.84 25.78 28.98 33.46 30.92 25.65 25.18 27.03 27.69 27.56 30.11 25.60 22.72 30.22 25.31 23.54 29.96 31.40 25.81 37.04 21.06 32.99 25.95 28.00 32.32 24.21 25.01 26.50 28.07 28.21 27.56 27.6 i Corrected according to Method I referred to in the preceding table. In considering the result shown in Table 10 and Chart E it m ust be remembered th a t the influence of the age factor has been eliminated by the correction. The table and chart show th a t printers and engravers suffer the longest disability durations, an average of 37 days per year per disabled person, as against 27.6, the average. The long disability of these members m ay be attrib u ted perhaps to diseases of the eyes, as well as to the handling of lead working m aterials. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1337] 86 MONTHLY LABOR REVIEW. Annual a v erag e nommer of d i s a b i l i t y days p a r d is a b le d p e rso n ........................37.9 t . P r i n t e r s & e n g ra v ers ite ................ B a rten d e rs ........... !.......» .i ....... ........» d .........!.......».9 ..4- 11.. W .5. ........... ........ h a F r e ig h t h a n d le rs Clay pro d u o ts mfg. emp. Railw ay employees S to n e i g r a n it e w orkers P la ste re rs ..... Glaee w orkers Barbers .........¡.....-».I .1.............!..... 39A O ther b ld g , c o n s t. e*p. . ! ...................! ........ x a Dyers ......;.......?p. i M iners ........................! .............. 3?.e P a in te r s .. B ric k la y e rs Cooks & w a ite r s , . i .......................... a D riv ers . ! ............. , . \ . . . . a u ■A te Pood employees . * | S . .. . t » 1 1 C a rp en te rs > Woodworkers .A t A Trade and c l e r i c a l .AU. . = S la u g h te rin g 4 meat p a ck in g < .A M I 1 1 •A U ' .A U Blaok8ml the . . . . . . . li q u o r mfg. employees » l i M achinists L eather w orkers ‘ E ngineers & firem en . ■ . . * * < . . .A U . . 'U .A U : . Tobacoo 4 c ig a r s S i l t .A k r . . a Uq .a îA Sheet M etal w orkers . . .A M . . Plumbers . . . . . . ’ . .* îl Parm ers. g a rd e n e r s , f l o r i s t s Jew elerB A ll o th e r o c cu p a tio n s > C lo th in g mfg. employees T e x t ile mfg. employees Auto, c a r ria g e 4 wagon mfg.emp. . .AS."]' .AS<> .A-f.i ..¿te . L ab o re rs, n o t s p e c if ie d . . . . .A S 9 . . . . . « * i • » .AS,t .A Ü t « E l e c t r i c a l w orkers i T anners O ther m etal w orkers . . O ther mfg. employees H olders . . « i t i « . i 3 i . .rite ,.M<? ' ..M A. P ro fe ss io n a l ■ A ll oooupn tio n t . . . . . .AU. .AlJt C hart E . —Corrected annual disability days per disabled person for each occupation, age group 25 to 59 years. Specific Annual Average Number of Disability Days. Table 11 shows occupational disability (annual average num ber of disability days) per member and per disabled person in specific and identical age groups. The disadvantage of specific rates lies in the fact th a t their compilation reduces the ex ten t of exposure. The com putation involves the breaking up of the entire experience into a num ber of age groups. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1338] T able 11.—A N N U A L AVERAGE N U M BER OF D ISA BIL IT Y DAYS IN SPEC IFIE D AGE GROUPS, B Y OCCUPATION Per member. 25 to 29 years. Occupation. [ 1339] B lacksm iths........................................................................................ Bricklayers.......................................................................................... Carpenters............................................................................................ Clay products manufacturing employees..................................... Clothing manufacturing employees............................................... Cooks and waiters.............................................................................. D yers..................................................................................................... Electrical workers.............................................................................. Engineers and firemen..................................................................... Farmers, gardeners, and florists.................................................... Freight handlers................................................................................ Glass workers................................................................- .................... Jewelers................................................................................................ Laborers, not specified..................................................................... Leather workers................................................................................. Liquor manufacturing employees................................................. Machinists........................................................................................... Miners................................................................................................... Miscellaneous (all other occupations)........................................... M old ers.............................................................................................. Other building construction employees....................................... Other manufacturing employees................................................... Other m etal workers......................................................................... Painters............................................................................................... Plasterers............................................................................................. Plumbers............................................................................................. Printers and engravers..................................................................... Professional......................................................................................... Railway em ployees........................................................ I................ Sheet-metal workers......................................................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 35 112 145 129 167 520 37 230 106 643 56 217 166 122 479 26 126 125 1,732 243 1,321 1,767 772 739 249 48 430 624 260 31 307 398 137 65 184 Aver age dap disa bility. 3.8 11.6 1.9 5.7 5.5 5.9 3.6 4.5 3.5 5.8 9.5 3.9 5.3 2.7 3.6 11.0 4.3 4.6 5.8 8.4 4.8 4.8 6.2 4.9 4.6 5.6 3.7 4.9 6.3 9.2 5.6 3.9 2.6 2.4 3.5 35 to 39 years. Expo sure (num ber of mem bers). Aver age days of disa bility. Expo sure (num ber of mem bers). 83 125 257 5.7 5.7 4.7 4.0 82 188 385 281 277 1,531 96 604 329 1,149 97 143 471 126 1,322 142 116 147 2,423 465 2,330 2,944 1,162 1,322 564 103 621 220 237 1,088 66 390 246 823 47 178 351 132 828 68 142 89 2,134 401 1,922 2,621 1,077 1,057 415 45 457 910 409 45 277 357 136 122 236 2.8 5.5 11.4 2.7 3.1 6.9 2.5 5.1 3.5 4.4 5.2 2.6 3.6 4.8 5.9 2.3 5.4 4.4 6.7 3.7 5.7 2.4 4.7 4.1 5.7 6.0 3.3 4.0 3.4 7.2 4.2 1,101 604 61 209 467 154 133 307 Aver age dap disa bility. 8.9 3.0 7.5 6.8 8.7 6.4 9.1 3.2 4.1 8.3 4.7 3.0 6.3 3.9 5.1 6.8 6.8 4.5 6.1 5.1 6.9 4.7 9.3 5.3 4.7 5.1 3.6 4.4 5.9 3.7 3.8 6.0 1.4 8.8 4.2 40 to 44 years. 45 to 49 years. 50 to 54 years. Aver age dap Expo- Aver sine age (num days ber of of mem disa bers). bility. Expo sure (num ber of mem bers). Expo sure (num ber of mem bers). 91 253 479 385 351 1,676 110 749 476 1,427 '123 151 612 211 1,545 158 139 176 2,839 547 2,688 2,522 1,152 1,584 548 87 628 1,251 767 105 177 548 186 118 359 disa bility. 3.5 4.5 7.6 8.3 7.3 6.6 7.0 4.0 7.4 8.6 4.6 0.1 6.6 8.1 5.4 10.2 7.5 1.7 6.4 5.6 7.8 7.0 9.5 5.7 6.2 2.5 5.1 4.7 6.4 6.4 5.0 7.2 0.9 6.3 5.7 141 273 426 335 305 1,929 103 1,030 481 1,303 134 78 778 242 1,566 145 150 244 2,941 761 2,544 2,124 1,160 1,642 459 98 670 1,082 796 119 158 481 211 109 340 5.0 6.2 4.7 5.9 7.4 6.5 4.4 4.2 5.9 9.0 6.7 8.1 5.7 3.8 5.2 9.7 7.2 3.1 6.9 5.8 9.3 6.7 9.8 5.7 5.9 10.9 5.9 5.0 6.5 3.6 7.4 5.1 1.4 10.7 7.5 162 167 312 326 386 2,166 119 792 357 810 124 51 598 155 945 109 131 187 2,481 852 1,777 1,502 688 1,316 282 105 542 878 778 79 75 384 116 75 361 Aver age dap disa bility. 6.5 2.9 7.4 7.2 6.1 8.0 4.5 6.0 7.6 10.6 9.4 2.4 5.8 4.4 8.6 14.3 8.4 3.7 7.8 7.1 9.4 6.6 6.2 6.6 6.2 6.5 12.3 6.9 7.6 6.7 7.4 8.6 3.9 5.1 4.6 55 to 59 years. Expo sure (num ber of mem bers). 76 49 148 221 282 1,654 61 545 208 351 116j 20 291 91 421 57 81 131 1,446 567 912 1,080 473 726 177 42 403 598 463 63 26 324 77 30 302 Aver age days of disa bility. 7.8 12.3 6.2 10.8 12.6 8.0 5.0 7.5 12.1 10.0 10.2 5.0 9.4 10.1 11.8 13.3 11.9 3.8 10.4 7.1 11.4 8.4 13.6 9.2 7.1 15.5 6.3 8.5 5.7 5.7 6.1 7.1 6.6 19.4 9.1 M O NTH LY LABOR REVIEW, Automobile, carriage,and wagon manufacturing em ployees.. Barbers............................................................................. Expo sure (num ber of mem bers). 30 to 34 years. T able 11— A N N U A L AVERAGE N U M B E R OF D ISA BIL IT Y D A Y S IN SP E C IFIE D AGE GROUPS, B Y OCCUPATION—Concluded. Per member—Concluded. 25 to 29 years. Occupation. 40 to 44 years. 45 to 49 years. 50 to 54 years. 55 to 59 years. Expo Aver sure age (num days ber of of mem disa bers) bility Expo Aver sure age (num days ber of of mem disa bers). bility. Expo Aver sure age (num days ber of of mem disa bers). bility. Expo Aver sure age (num days ber of of mem disa bers). bility. Expo sure (num ber of mem bers). Expo sure (num ber of mem bers). Aver age days of disa bility. Expo sure (num ber of mem bers). 418 70 29 457 528 694 323 3.5 5.3 1.4 4.4 804 131 104 705 864 719 568 6.6 4.3 3.4 [1340 ] Automobile, carriage, and wagon manufacturing employees. Barbers............................................................................. Bartenders......................................................................... Blacksmiths...................................................................... Bricklayers........................................................................ Carpenters......................................................................... Clayproducts manufacturing employees.............................. Clothing manufacturing employees..................................... Cooks and waiters.............................................................. Drivers.............................................................................. Dyers................................................................................ Electrical workers............. ................................................ Engineers and firemen....................................................... Farmers, gardeners, and florists.......................................... Food employees................................................................. Freight handlers................................................................ Glass workers.................................................................... Jewelers............................................................................. Laborers, not specified....................................................... Leather workers................................................................. Liquor manufacturing employees....................................... Machinists......................................................................... Miners............................................................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 35 to 39 years. Aver age days of disa bility. 4.0 3.5 2.8 4.2 7.5 2.7 3.7 1,038 169 179 958 1,008 899 789 5.5 9.0 5.1 3.2 6.2 4.1 4.4 1,067 198 231 1,233 980 829 990 5 6 7.0 4.8 4.2 5.6 4.8 7.2 15 41 85 96 21.4 27.9 42.9 33.4 29. 7 27.3 28.4 1,031 213 297 1,422 1,216 844 1,198 7.3 8.3 9.5 4.7 28 43 25.0 39.6 30.3 26.4 29.5 29.3 19.7 26.5 28.7 29.1 34.3 39.6 2S.0 22.9 26.3 34.4 22.5 25.6 26.5 26.6 32.6 30.2 29.7 6.6 5.0 6.7 825 193 256 1,089 ll 349 573 1,011 9.0 11.1 6.5 4.5 7.9 5.3 7.1 278 124 187 768 1,425 274 661 Aver age days of disa bility. 14,4 6.5 88 73 8.0 7.5 10.4 Per disabled person. 9 24 21 37 42 137 6 42 21 178 15 44 49 22 11 96 28 19 482 59 318 383 240 14.9 54.0 13.0 19.8 21.8 22.3 22.2 24.8 17.9 20.9 35.4 19.3 17.8 15.0 17.9 26.1 19.3 30.1 20.9 34.7 20.1 22.1 20.0 18 30 43 46 44 248 13 61 45 226 26.3 23.8 28.2 19.2 15.2 24.3 57.8 17.5 16.9 25.0 39 74 23 147 9 23 18 598 74 508 553 300 23.2 16.8 25.1 29.5 19.4 11 10.8 22.1 23.7 20.9 12.7 20.5 21.0 24.0 24 36 72 60 68 377 14 91 62 330 17 25 108 25 255 36 30.5 15.6 40.3 31.8 35.6 25.8 62.1 21.2 23 620 21.9 29.0 27.0 17.0 27.3 19.8 26.2 27.0 37.4 28.8 24.0 638 605 355 25.1 23.0 30.3 21 111 21.2 86 406 27 143 93 417 15 34 127 49 301 38 32 22 774 115 751 578 333 21.1 37.7 29.5 37.9 22.7 32.0 34.8 27.6 42.3 32.7 13.3 23.3 26.4 28.0 30.5 33.0 66 75 76 430 23 165 99 402 26 16 159 40 307 41 48 30 762 167 728 468 359 42 25.3 26 .18.5 42.1 55 81 29.0 85 27.8 497 34.7 17.7 30 151 . 31.3 71 38.3 35.2 244 36 32.5 13.3 9 122 28.3 25 27.5 224 36.3 42.3 37 40.8 27 20 34.2 698 27.6 174 34.8 30.3 553 334 29.8 246 34.5 21 13 30 78 75 402 13 113 59 95 33 3 81 28 125 20 24 17 440 104 298 259 179 28.2 46.5 30.4 30.7 47.5 33.1 23.3 36.0 42.5 36.8 35.8 33.0 33.8 32.8 39.8 38.0 40.3 28.9 34.2 38.9 34.7 35.1 36.0 M O NTH LY LABOR REVIEW. Slaughtering and meat-packing employees................................. Stone and granite workers............................................................... Tanners.............................................................................................. Textile manufacturing employees................................................. Tobacco and cigar workers*.............................................................. Trade and clerical.............................................................................. Woodworkers...................................................................................... 30 to 34 years. [1341 ] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 165 54 14 88 139 58 6 79 72 11 12 43 91 11 3 79 163 128 75 21.9 21.1 19.1 18.2 21.9 28.2 47.5 21.7 21.6 32.5 12.8 15.0 16.0 33.8 13.7 25.6 21.3 23.3 14.8 207 122 8 94 184 78 5 55 56 15 31 52 165 25 20 122 110 248 114 19.0 19.4 13.5 22.7 20.1 29.9 54.4 16.8 25.7 30.7 28.5 19.0 19.3 18.2 14.6 24.5 26.2 17.7 18.5 305 124 22 113 248 127 11 68 45 16 44 51 244 52 36 152 281 143 142 19.3 28.1 20.5 17.6 41.5 13.6 26.6 25.3 23.2 29.3 25.4 356 149 13 128 280 169 25 28 105 13 26 70 230 47 48 25.7 24.3 277 135 217 23.0 21.3 24.0 20.0 20.2 22.2 210 25.5 22.7 16.7 24.9 21.2 29.1 26.7 31.4 37.8 13.0 28.7 29.4 25.8 29.4 23.0 24.7 19.9 29.7 33.0 362 110 24 130 223 167 22 36 72 18 29 82 244 44 89 257 288 136 2o9 25.7 24.7 44.7 30.5 24.4 31.0 19.6 32.6 34.1 16.9 40.0 31.2 31.0 40.0 31.8 26.0 27.8 31.0 30.9 274 73 19 115 214 174 1719 58 22 19 81 217 45 69 215 298 101 227 29.7 25.6 34.3 30.6 28.5 33.8 31.2 29.4 56.6 20.7 20.3 20.5 34.3 47.5 24.0 22.7 35.8 30.0 31.7 186 55 10 95 160 93 10 6 70 15 7 71 84 37 50 157 330 53 169 36.0 22.8 64.9 26.9 31.9 28.4 36.0 26.3 32.9 34.0 83.3 38.6 47.6 21.9 32.9 35.6 34.5 38.8 40.8 M O NTH LY LABOR REVIEW, Miscellaneous (all other occupations)........ Molders................................................... Other building construction employees--Other manufacturing employees............... Other metal workers................................ Painters.................................................. Plasterers................................................ Plumbers................................................ Printers and engravers............................ Professional............................................. Railway employees................................. Sheet-metal workers................................ Slaughtering and meat-packing employees Stone and granite workers.... ................... Tanners................................................... Textile manufacturing employees............ Tobacco and cigar workers....................... Trade and clerical................................... Woodworkers.......................................... 03 CD INDUSTRIAL RELATIONS. National Industrial Conference, Washington, D. C. O N SEPTEM BER, 3, 1919, following considerable public dis cussion on the subject, the President sent letters to repre sentatives of employers and of labor, as well as to representa tives of the public, inviting them to participate in a general industrial conference to m eet in W ashington, D. C., October 6. Among those who publicly supported or encouraged the holding of such a conference was Secretary Lane of the D epartm ent of the Interior. The specific purpose of the conference was stated by the President in his call as th a t of “ consulting together on the great and vital questions affecting our industrial life, and their consequent effect upon all our people.” I t would be the d u ty of the conference to “ discuss such m ethods as have already been tried out of bringing capital and labor into close co operation, and to canvass every relevant feature of the present indus trial situation for the purpose of enabling us to work out, if possible, in a genuine spirit of cooperation, a practicable m ethod of association based upon a real com m unity of interest which will redound to the welfare of all our people.” Nevertheless, as will appear, the confer ence was unable to work o u t any program , and after the withdrawal of the labor group and the departure of the employers’ group on October 22 following the President’s suggestion th a t the public group continue its sessions, the conference was finally declared abandoned on October 23. The public group m et briefly on the 23d and the 24th, and after m aking public a statem ent of the results of the conference adjourned. The Chamber of Commerce of the U nited States and the National Industrial Conference Board were each instructed to select 5 mem bers to represent it, and these, together w ith 3 representatives of the farm ers’ organizations and 2 representatives each of the investm ent bankers and railroad m anagem ents, composed the employers’ group. The President selected the 22 members of the group representing the public, and asked Mr. Gompers, president of the American Federation of Labor, to select the labor representatives. Mr. Gompers also selected the representatives of the four railroad brotherhoods. The employers7 group consisted of 17 delegates, the labor group of 19, and the public group of 22 members. 40 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1342 ] M O NTH LY LABOR REVIEW. 41 After the conference convened certain changes were made in the grouping of the appointed delegates, so th at, as finally constituted, the conference consisted of the following: 1. P u b lic G ro u p .—Bernard M. Baruch, mem ber of New York Stock Exchange; R obert S. Brookings, m erchant, St. Louis, Mo.; John D. Rockefeller, jr., capitalist, New York City; E lbert H . Gary, chairm an and chief executive officer, United States Steel Corpora tion, New York City; Dr. Charles W. Eliot, president-em eritus, H arvard U niversity, Cambridge, Mass.; John Spargo, author, New York C ity; O. E. Bradfute, Xenia, Ohio; W ard M. Burgess, Omaha, N ebr.; Fuller E. Calloway, textile m anufacturer, La Grange, Ga.; Thomas L. Chadbourne, New York C ity; H enry S. Dennison, paper m anufacturer, Fram ingham , Mass.; H. B. Endicott, shoe m anu facturer, Dedham, Mass.; Paul L. Feiss, garm ent m anufacturer, Cleveland, Ohio; George R. Jam es, with W. R. Moore D ry Goods Co., Memphis, Tenn.; Thomas D. Jones, retired attorney and business m an, Chicago, 111.; A. A. Landon, American R adiator Co., Buffalo, N. Y.; E. T. M eredith, editor, Successful Farm ing, Des Moines, Iowa; Gavin McNab, attorney, San Francisco, Calif.; L. D. Sweet, Carbondale, Colo.; Louis Titus, San Francisco, Calif.; Charles Edw ard Russell, journalist, author, New York C ity; B ert M. Jewell (re placed subsequently by Jam es W. Forrester, International Federa tion of Railw ay Clerks), American Federation of Labor, W ashing ton, D. C.; Lillian D. W ald, sociologist and settlem ent worker, New York C ity; G ertrude Barnum , ex-assistant director of the Investiga tion and Inspection Service, U nited S tates D epartm ent of Labor, Berkeley, Calif.; Id a M. Tarbell, author and publicist, New York City. 2. E m p lo ye rs’ G ro u p .—H arry A. Wheeler, Chicago, 111.; E rnest T. Trigg, Philadelphia, P a.; H erbert F. Perkins, Chicago, 111.; John J. Raskob, W ilmington, D el.; Hom er L. Ferguson, New port News, Va., representing the U nited States Chamber of Commerce; J. N. Tittemore, Omro, W is.; T. C. Atkeson, W ashington, D. C.; C. S. B arrett, Union City, Ga., representing farm ers’ organizations; Edgar L. M arston, New York City, and Howard W. Fenton, Chicago, 111., representing the Investm ent B ankers’ Association of America; Frederick P. Fish, Boston, Mass.; J. W. O ’Leary, Chicago, 111.; S. Pem berton Hutchinson, Philadelphia, P a .; Edwin Farnham Green, Boston, Mass.; Leonor Fresnel Loree, New York City, representing the N ational Industrial Conference Board; and R. H. Aishton, Chicago, 111., w ith.C arl R. Gray, Baltim ore, Md., representing rail road m anagements. 3. Labor G roup .—Samuel Gompers, president, American Federation of Labor, W ashington, D. C.; F rank Morrison, secretary, American https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1343 ] M O NTH LY LABOR REVIEW. 42 Federation of Labor, W ashington, D. C.; Daniel J. Tobin, Indian apolis, In d .; Joseph F. Valentine, molders, Cincinnati, Ohio; Frank Duffy, carpenters, Indianapolis, In d .; W. D. Mahon, street and electric railw ay employees, D etroit, Mich.; T. A. R ickert, clothing workers, Chicago, 111.; Jacob Fischer, Indianapolis, In d .; M atthew Woll, photo-engravers, W ashington, D. C.; John L. Lewis, Indian apolis, In d .; Mrs. Sara Conboy, textile workers, New Y ork; William H. Johnston, machinists, W ashington, D. C.; P aul Scharrenberg, seamen, San Francisco, Calif.; John II. Donlin, W ashington, D. C.; M. F. Tighe, steel workers, P ittsburgh, P a.; H . E. Wills, railroad engineers, W ashington, D. C.; P. J. M cNamara, railroad fire men, Buffalo, N. Y.; W. G. Lee, railroad trainm en, Cleveland, Ohio; L. E. Sheppard, railroad conductors, Cedar Rapids, Iowa. The Secretary of Labor, as tem porary chairman, opened the confer ence, after a welcome to the delegates by the Director of the PanAmerican Union, in whose building the conference was holding its m eet ings. The Secretary suggested th a t ‘‘ there are b u t two ways by which the general standard of living of the wage worker can be improved. One is by increased productivity, m aking more m aterial available for wages. The other is by taking the m eans of increased compensation out of the |>rofits of the employer. * * * The whole world is interested in returning to the highest productive efficiency, having due regard to the health, safety, and opportunities for rest, recrea tion and im provem ent of those wdio toil.” The Secretary affirmed the rig h t to strike and to lock out, b u t deprecated the exercise of those rights. Perm anent industrial peace m ust rest upon industrial justice. Secretary Lane, who a t the s ta rt of the second d ay ’s proceedings was m ade perm anent chairm an of the conference, referred to the conference as a possible constructive agency for the adm inistration of industrial justice. Organization of the Conference. Two com m ittees were constituted a t the s ta rt—one on nom ina tions and the other on organization. Each was composed of nine delegates, three from each of the com ponent groups of the con ference. The principal features of the organization of the conference, as proposed by the com m ittee on organization, were group voting and the presentation, through th e respective groups, of all proposals and resolutions for the consideration of the conference. I t was pro vided th a t the subject should be presented in w ilting and be con sidered by the conference only after its presentation had been as sented to by the group presenting it, “ and when presented and read https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1344 ] M O NTH LY LABOR REVIEW. 43 to the conference shall not be discussed or debated until reported back to the conference by the general com m ittee having same in charge.” The function of the general com m ittee referred to was to consider such proposals as were reported by the three groups. This comm ittee consisted of 15 conferees, five from each group. The conference appointed four supplem ental com m ittees to act upon various reso lutions introduced. All final recom m endations of the conference were to be arrived a t by a unanim ous vote of the three groups, each vote having been reached by a m ajority rule within the group. If, however, the three groups could n o t agree upon any proposal any one or all of the groups were perm itted to present their conclusions upon any subject and have them m ade a record in the proceedings of the conference. Subse quently the chair held th a t the unanim ous agreem ent of groups was necessary only to m atters of policy adopted by the conference and did n o t apply to procedure, which should be governed by a m ajority vote of the groups in open conference. Collective Bargaining. The conference split on the question of collective bargaining and trade-unionism . The introduction of a resolution by the labor group recommending the arbitration of the steel strike raised by im plication the crucial question of trade-unionism. The committee by group voting recommended against reporting this resolution as a m atte r germ ane to the conference, b u t a m ajority of the com m ittee voted in favor of its being reported in w ithout recom m endation. After considerable discussion a substitute m otion was introduced and accepted by the public and labor groups, to the effect th a t the decision on the steel strike arbitration be postponed until the com m ittee of 15 should report on the general collective bargaining resolution, which is as follows: The right of wage earners in trade and labor unions to bargain collectively, to be represented by representatives of their own choosing in negotiations and adjustments with employers in respect to wages, hours of labor, and relations and conditions of employment, is recognized. This must not be understood as limiting the right of any wage earner to refrain from joining any organization or to deal directly with his employer if he so chooses. The principal debate on the question was carried on by the public group, Mr. Rockefeller m aking the first statem en t in support of the resolution. He pointed o u t th a t the resolution was predicated upon the principle of representation in industry, which includes the right to organize and the right to bargain collectively. The principle of representation is one which is fundam entally ju st and vital to the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1345] 44 M O NTH LY LABOR REVIEW. successful conduct of industry. W ith its application in political life consistency demands its corresponding application in industry. O ther members of the public group pointed out th a t the adoption of the resolution m eant the giving of an im petus to the conservative trade-union m ovement. Num erous instances of successful collective bargaining and its widespread application, particularly in the railroad industry, were emphasized. The principal point m ade by the labor group was in reply to the contention of the employers in favor of shop councils or shop com m ittees as a form of collective bargaining, and was to the effect th a t such form of organization did no t leave un tram meled the right of the workers to choose their own representatives and th a t the demand on the p a rt of the employers was tantam ount to a demand on their p a rt th a t they be given the right to a voice or control in the appointm ent of the employees’ representatives. Various members of the employers’ group discussed the resolution a t length and finally summ ed up their argum ents in a brief sta te m ent. The m atter of collective bargaining, they held, was brought before the conference prem aturely and should have been taken up only after a full consideration of its im plication and the m ethods of its application. The employers held th a t the resolution was ambiguous and capable of inconsistent interpretations. They were willing to recognize the principle of establishm ent collective bargain ing and contended th a t all questions should be settled in the shop and not by men chosen from among employees outside of the shop. “ Outside labor union men can not be disinterested. They m ust necessarily be influenced b y loyalty to their union; they desire to promote its aspirations and to see it prosper.” They further held th a t the resolution excluded by its silence the right of workers to join shop councils or associations in individual establishments. Em ployers also contended th a t the resolution recognized the right of employees of the Governm ent to join labor unions. I t m ay order them to strike or otherwise control their action as against the Government. In view of these facts, therefore, the employers subm itted a sub stitu te resolution, the first half of which recognized the right of employees to organize and to bargain collectively and to be repre sented by representatives of their own choosing, and the second half of which granted to employers the corresponding rig h t to deal or not to deal with men or groups of m en who are n o t their employees and chosen by and from among those employees. The substitute resolution proposed was as follows: Resolved, That, without in any way limiting the right of a wage earner to refrain from joining any association or to deal directly with his employer as he chooses, the right of wage earners in private as distinguished from Government employment to organize https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1346 ] M O NTH LY LABOR REVIEW. 45 in trade and labor unions, in shop industrial councils, or other lawful form of associa tion, to bargain collectively, to be represented by representatives of their own choosing in negotiations and adjustments with employers in respect to wages, hours of labor, and other conditions of employment, is recognized; and the right of the employer to deal or not to deal with men or groups of men who are not his employees and chosen by and from among them is recognized; and no denial is intended of the right of an employer and his workers voluntarily to agree upon the form of their representative relations. In the course of furtner discussion of the problem the committee of 15 p r a c tic a lly withdrew its original resolution, intimating that its withdrawal had been governed by the fact that the labor group was putting a special interpretation upon it in insisting that it meant recognition only of the present form of trade-union and labor organi zations, and that the labor group was hostile to any system of shopcommittee organization or bargaining. In the substitute offered by the public group the words “ and other organizations” were inserted after the words “ labor unions.” Further debate on the resolution as amended by the public group was continued, but without effect, and the resolution was voted down by both the employers’ group and the labor group of the conference. After further adjournment a new collective-bargaining resolution was introduced by the labor group and a vote called for on it in open session of the conference without reference to the committee of 15 under the rules. The new resolution on collective bargaining was as follows: The right of wage earners to organize without discrimination, to bargain collectively, to be represented by representatives of their own choosing in negotiations and adjust ments with the employers in respect to wages, hours of labor, and relations and condi tions of employment is recognized. The discussion on the collective-bargaining resolution having been theretofore largely a m atter of definition as to the form of collective bargaining—i. e., w hether through the regularly organized tradeunions or through the new system of shop committees—a specific question was directed by a num ber of the public group to the labor group asking if the new resolution still left open for discussion by the conference the question of the m ethod and the m anner of collec tive bargaining. A reply in the affirmative was given by the labor group. The employers’ group replied th a t no m atte r w hat the word ing of the resolution there was still danger of m isinterpretation of its m eaning by the regularly constituted trade-union m ovement, and th a t to the trade-unionist the very phrase, collective bargaining, m eant one and only one thing—namely, bargaining w ith the spokes men of the organized labor movement. Hence this resolution was also defeated by the employers’ group. The employers’ substitute collective bargaining resolution and the steel strike resolution were also defeated. 142890 °— 19-4 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1347 ] 46 MONTHLY LABOE EEVIEW. Declaring that “ the action of the employers’ group legislated us out of this conference,” the labor group withdrew from the conference. The consideration of the question of collective bargaining raised the question of the control of industry by the workers. The recogni tion of collective bargaining means recognition of the desire of the worker to participate in the control of industry. Though the issue was never thus clearly defined before the conference it undoubtedly was in the background of the discussions. Programs of the Three Groups. At the opening of the conference specific proposals were made by the chairman of each group as bases upon which the conference could work in carrying out the purpose for which it had been assem bled- The abrupt dissolution of the conference, however, prevented definite action upon any of them. Plan of Public Group for Adjustment of Labor Disputes. Mr. Baruch, chairman of the public group, presented on behalf of his group an outline for a plan of adjustment of labor disputes submitted by the Secretary of Labor. There shall be created a board of equal numbers of employers and employees in each of the principal industries, and a board to deal with miscellaneous industries not having separate boards. The representatives of labor on such boards shall be selected in such manner as the workmen in the industry may determine. The representatives of the employers shall be selected in such manner as the employers in the industry may determine. Whenever any dispute arises in any plant or series of plants that can not be adjusted locally the question or questions in dispute shall be referred to the board created for that industry for adjustment. The board shall also take jurisdiction whenever in the judgment of one-half of its members a strike or lockout is imminent. Decisions of the board on questions of wages, hours of labor, or working conditions must be arrived at by unanimous vote. If the board shall fail to come to a unanimous deter mination of any such question, the question in dispute shall be referred to a general board appointed by the President of the United States in the following manner: One-third of the number to be appointed in agreement with the organization or organizations of employers most representative of employers; one-third of the number to be appointed in agreement with the organization or organizations of labor most representative of labor; one-third of the number to be appointed by the President direct. Any question in dispute submitted to the general board for adjudication shall be decided by the unanimous vote of the board. If the general board fails to arrive at a decision by unanimous vote, the question or questions au issue shall be submitted to an umpire for determination. The umpire shall be selected by one of the two following processes: First, by unanimous selection of the general board. Failing of such selection, then the umpire shall be drawn by lot from a standing list of 20 persons named by the President of the United States as competent umpires in labor disputes. In all disputes that may be pending locally, or before the industrial board, or before the general board, or before the umpire, the employers and employees shall each https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1348] MONTHLY LABOE EEVIEW. 47 have the right to select counsel of their own choice to represent them in presenting the matter in controversy. Whenever an agreement is reached locally, or by the unanimous vote of the indus trial board, or by the unanimous vote of the general board, or by the decision of the umpire, the conclusion arrived at shall have all the force and effect of a trade agree ment, which employers and employees shall be morally bound to accept and abide by. I t is understood that this plan would not interfere with any system of joint wage conferences now in existence unless or until the failure to agree in such a conference made a strike or lockout imminent. Organized Labor’s Plan. Mr. Samuel Gompers, chairman of the labor group, submitted 11 fundamental propositions, which he stated had the unanimous ap proval of the labor group, including the representatives of the railroad brotherhoods. These proposals included the right of wage earners to organize in trade and labor unions; to bargain collectively; to be represented by representatives of their own choosing in negotiations with employers; the right of freedom of speech, of the press, and of assemblage; and the right of employers to organize into associa tions and to bargain collectively through their chosen representatives. The resolution furthermore provided for an eight-hour day; one day of rest in each week; overtime paid for at a rate of not less than time and one-half; a living wage for both skilled and unskilled workers; and equal pay for equal work. Women’s work should be propor tionate to their strength; and the employment of children under 16 years of age for private gam should be prohibited. Labor’s plan for industrial peace called for the establishment in each industry, by agreement between the organized workers and associated employers in the industry, of a national conference board, composed of an equal number of representatives of workers and of employers, to secure continuously improved industrial relations be tween employers and employed, and to act in an advisory capacity to the Government. On the ground that the flow of immigration should at no time be greater than the Nation’s ability to absorb it, the resolution finally urged the prohibition of all immigration into the United States “ until two years after peace shall have been declared.” Employers’ Program. The employers’ program as submitted to the Industrial Conference was prepared by that part of the employers’ group known as the National Industrial Conference Board and was presented to the conference as an expression of that group by Mr. Harry Wheeler, chairman. Sound industrial development, it was urged, must be founded upon productive efficiency, which in turn depends not only upon loyalty https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1349] 48 MONTHLY LABOR REVIEW. and intelligence on the part of the management and men, but also upon a spirit of sincere cooperation between them. A satisfactory employment relation is one which encourages recognitions on the part of those concerned in the industry, of their obligation to increase production to an extent “ consistent with the health and well-being of the workers.” No intentional restriction of output should be resorted to for the purpose of increasing prices or wages. The establishment rather than the industry as a whole should be made the productive unit. Safety precautions in working conditions should be taken as far as the nature of the business permits. Efforts should be made to avoid labor turnover. Efficiency of the worker and local wage standards of the industry, as well as the law of supply and demand, should be considered in a determination of wages for any given industry. A living wage should be paid. Equal pay for equal work was also emphasized. The employers did not commit themselves on the question of hours of labor. The week was favored as the standard of the work schedule and overtime was discouraged. While the principle of collective bargaining was recognized, its arbitrary use was characterized as “ an infringement of personal liberty and a menace to the institutions of a free people.” In negotiations with employers, however, the right of workers to representatives of their own choosing was denied un less such representatives were selected “ by and from among them.” Freedom of contract and the principle of the “ open shop,” funda mentals of individual liberty, should be preserved. The right to strike should be limited to employees in private industry. Training of workers and their proper placement in industry were advised. Program of the Farmers. The three farmers’ delegates at the conference were seated with the employers’ group. However, they rarely voted with the employers and in principle frequently supported the labor group. The farmers’ part in the industrial world was given expression in a fairly definite program which emphasized the fact that the interest of the farmer is that of a wage earner and also that of an employer. Attention was called to the need of extending Government credit to the farm ers and of removing legal obstacles to the cooperative marketing of their products. Conclusion. Labor’s program is the clearly defined set of principles for which organized labor has striven for years, and with the possible exception of the proposed national conference boards in the various industries, it contains little that is new. The employers’ program confines itself https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1350] MONTHLY LABOR REVIEW. 49 to a statement of more or less general principles applicable to the management of industry and suggests practically no concrete methods for carrying them into effect. The adoption of the principle that the establishment rather than the industry should be made the unit of production would necessarily limit the settlement of difficult prob lems to the means of adjustment furnished by individual establish ments. In a few particulars the programs coincide. Both provide for a living wage, and both advocate equal pay for equal work, one day of rest in seven, and the discouragement of overtime. Several individual plans for the adjustment of disputes between labor and capital were submitted and resolutions dealing with prac tically all the varied industrial problems were put into the record of the conference. The Secretary of Labor’s plan, submitted by the public group, in keeping with the idea in calling the industrial con ference, presents a comprehensive program for the adjustment of industrial relations. Following the final adjournment the public group, as has been stated, held a few sessions at the urgence of the President, who tried vainly to save the conference, but the group finally disbanded and urged the calling together of a new committee to outline and formulate a series of industrial standards covering both the condi tions and the relations of employment. Resolutions by Our-Country-First Conference, Chicago, September 8 and 9, 1919. O N SEPTEM BER 8 and 9, 1919, there assembled in Chicago, in response to a call by the Illinois M anufacturers’ Associa tion, nearly 1,000 delegates from 36 States, representing industry, finance, transportation, agriculture, and labor. I t was called “ O ur-Country-First Conference,” the purpose being to offer opportunity for industry, business, agriculture, and labor to get to gether and discuss the great issues now absorbing the public mind, and to work out some plan by which the present unrest m ay be m itigated and the industrial preeminence of the U nited States assured. One of the first acts of the conference was the appointment of a resolutions committee headed by Charles Piez, formerly vice presi dent and general manager of the United States Shipping Board Emergency Fleet Corporation. This committee subsequently re ported a set of resolutions covering many topics of national interest, including questions affecting relations between employers and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1351] 50 MONTHLY LABOR REVIEW. employed. Excerpts from these resolutions bearing particularly upon labor subjects are reproduced as follows: Adequate and efficient production is the basis of social well-being and progress for the individual and the community. It is the duty of wage payer, wage earner, and the community to exert every reasonable effort for improving and increasing the quantity and quality of production. I t is in the public and individual interest to secure productive efficiency through the stimulus of adequate personal reward. It is essential to recognize that mental effort of management as well as physical labor must be encouraged and properly rewarded and that capital,without which industrial enterprise would be impossible, is equally entitled to receive its adequate compen sation, each in accordance with its contributory value. Both employers and employees must be free as a matter of right to associate them selves, separately or jointly, in a lawful manner, for lawful purposes. Any employer or employee who does not desire so to associate must equally be protected in his fun damental individual right to enter contractual employment relation mutually accept able and subject to the restrictions of law. No voluntary combination of employers, employees or both, organized for common purpose and action in respect to the employment relation, should in the public interest be permitted unless it accept legal responsibility for its actions and those of its offi cers and agents. The individual worker and his employer should each be free to cease the individual employment relation, provided no contractual obligation is thereby violated. Never theless, employee and employer in Government and public utility service, where the public interest is paramount, should be restrained by law from instituting by con certed action a strike or lockout and instead effective machinery should be estab lished in such service for prompt and fair hearing of any requests, differences or dis putes touching upon the employment, relation and for adequate redress of any griev ances proven to be justified. These provisions should be made a part of the written or implied employment contract in such service. The prevailing high cost of living is the inevitable consequence of such causes as lessened production of necessaries of life and decreased productive efficiency, infla tion of money, abnormally high wage rates and unduly high prices, continued exercise of war powers by the Government and governmental wastefulness of expenditures. Employers and employees, individually and by their duly instituted organizations, should pledge themselves to exert every reasonable effort for the elimination of dis turbances tending to interrupt or retard production, and for a speedy return of all industry to a normal basis. While efficiency in production is thus required by the Nation’s needs, this con ference demands that Congress shall repeal all provisions in its appropriation bills, such as the so-called Tavener amendment, providing that the appropriations shall not be available for any arsenal or public work wherein efficiency methods are adopted, and it demands that all such provisions be eliminated from subsequent legislation. This conference disapproves of the establishment of any department under the League of Nations in the interest of any special class of citizens. We refer specially to section 20, establishing an International Bureau of Labor and to part 13 of the Treaty of Peace enunciating some of the purposes thereof. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1352] M O NTH LY LABOR REVIEW. 51 First Canadian Industrial Conference. B y L e ifu k Magnusson . T H E Canadian Royal Commission on Industrial Relations, whose re p o rt1 was filed with the Government on June 29, of this year, recommended the calling of a national conference of employers and employees to discuss w ith the premiers of the Provinces the principles underlying industrial relations with a view to their enactm ent into law by the Provinces, in so far as such legis lation is not within the competence of the Federal Parliam ent of Canada. In pursuance of this recommendation, the Government called a national industrial conference to m eet in O ttaw a dur ing the week of Septem ber 15 to 20, to consider the subject of industrial relations, labor legislation, and the labor features of the peace tre a ty .2 The national industrial conference thus called into being was a further step taken by the Canadian Government in the hope of finding some means of allaying a widespread feeling of industrial unrest prevailing in Canada. E arly in 1919 the privy council had ap pointed a reconstruction and developm ent committee from persons in private life. This comm ittee then constituted a labor subcomm ittee, which has been the principal influence behind the Governm ent’s labor program. This labor committee urged and secured the appointm ent of the Royal Commission on Industrial Relations. The members of the committee also formed p a rt of the third group represented at the conference recommended by the royal commission. Membership of the Conference. The conference was composed of 194 delegates, 77 each representing employers and employees and 40 the general public. In addition the premiers of the Provinces and other provincial officials sa t with the gathering. The delegates to the conference were invited by the m inister of labor. The employees’ group represented the membership of the unions composing the so-called international unions, which are i Canada. R oyal Commission on Industrial Relations. Report of Commission appointed under order in council (P. C., 670), to inquire into industrial relations in Canada, together with a minority report and supplementary report. (Ottawa, Canada, 1919) 28 pp. (Printed as supplement to the Labor Gazette July, 1919.) A summary of the report appears in the M onthly L abor R e v ie w of September, 1919, pp. 36 to 43. 2Proposed agenda and various memoranda relating to the national industrial conference of Dominion and Provincial governments of Canada with representative employers and labor men on the subjects of industrial relations and labor laws, and for the consideration of the labor features of the treaty of peace, Ottawa, September, 1919, 42 pp. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1353] 52 M O NTH LY LABOR REVIEW. affiliated with the corresponding craft unions composing the American Federation of Labor. No representatives of the industrial unionist, i. e., of the so-called one big union m ovem ent, which has developed considerably in the basic industries of lumbering and mining of western Canada were present; nor did the group contain any repre sentatives from the Canadian Federation of Labor or unions organized among R om an Catholic workers. The labor delegates as a whole represented th e m oderate trade-unionists, although there were a few who represented socialists or revolutionary socialist doctrines. Three woman workers were in attendance—a boot and shoe operative, a telephone operator, and a garm ent worker. Three of the employees, delegates were officials of the Trade and Labor Congress and rep resented th a t body. The delegates on the employers’ side reflected all shades of opinion among Canadian m anufacturers, and were said to be very represent ative of the group interests. I t is interesting to observe th a t while the maj ority of the labor leaders were of British birth, those on the employers’ side were m ainly of Canadian or American birth. Some of the Canadian business interests represented a t the conference were branches of American establishments. The third or nonpartisan group was composed of various interests, employers, employees, educators, and public officials. All of the m embers of the labor com m ittee of the R econstruction and Devel opm ent Com m ittee of the P rivy Council or C abinet and some mem bers of the R oyal Commission on Industrial Relations were in this group, together w ith the secretary of the form er U nited States N ational W ar Labor Board. A representative of the U nited S tates Cham ber of Commerce and another of th e N ational Federation of Construction Industries in the U nited S tates briefly addressed th e conference as visiting delegates. The only Am erican representative of labor interests to appear a t the conference was the President of the Brotherhood of Locomotive Engineers. Purpose of the Conference and Summary of Results. The conference m et prim arily to discuss the recom m endations of the R oyal Commission on Industrial Relations. The agenda pre pared in advance for the conference—p a rtly revised the second day of th e proceedings—laid down nine principal topics for discussion, as follows: 1. U niform ity in labor legislation throughout the Dominion. 2. H ours of labor. 3. Minimum wage legislation. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1354] MONTHLY LABOR REVIEW. 53 4. Em ployees’ rig h t to organize, recognition of labor unions, col lective bargaining. 5. Proposed establishm ent of joint industrial councils. 6. S tate insurance against unem ploym ent, sickness, invalidity, old age, etc. 7. Proportional representation. 8. Application where possible of the principle of democratic m anagem ent recommended by the Commission on Industrial R ela tions in work controlled by the Government. 9. O ther features of report of the R oyal Commission on Industrial Relations or any other proposals bearing on relations of employers and employees. The conference opened w ith general addresses from certain invited men of prominence. Following these the m em bers of th e conference took up in detail the item s of the agenda. Each group, employers and employees, selected a speaker to present their respective Views on the topic in question. The tim e to be consumed on each topic obviously had to be lim ited. D uring the first four days the respec tive topics were referred to comm ittees after discussion, while during the rem ainder of the conference, to expedite m atters, it was found necessary to refer the topics to the comm ittees before discussion. Each com m ittee was composed of three employers, three employees, and two members from the third group, the last nam ed being w ithout voting power. Unanimous agreem ent was reached on five out of the eight prin cipal topics before the conference. In the case of three points (Nos. 2, 4, and 8) the various interests were unable to agree. Thus it came about th a t resolutions of contrary in te n t were filed by each group on the two crucial subjects before the conference, namely, trade-union recognition and collective bargaining, and the 8-hour day. Likewise on th e question of th e application of the principles of industrial democracy to the public service differing views were expressed. The nin th point in the agenda was the consideration of various miscellaneous topics upon which unanim ous resolutions were accepted. The employers refused to record themselves in favor of collective bargaining and th e control of industry by the workers implied therein. Nor were W hitley Councils approved by the employers who pointed o u t th a t these councils carried w ith them the im plications of tradeunions and collective bargaining. The feasibility of an eight-hour day was denied by the employers. In a closely reasoned statem en t they rested their case alm ost entirely upon the im m ediate needs of production and world competition. A gricultural labor did n o t figure in the conference except incident ally when the Prem ier of the Province of Saskatchewan called atten https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1355] 54 M O NTH LY LABOR REVIEW. tion to the probable effects of an eight-hour day upon his Province which is distinctively an agricultural region. Even under present conditions agricultural labor is drifting to the city to profit by the higher earnings and more favorable conditions of work. Resolutions and Discussions of the Conference. U n ifo rm ity i n labor legislation.— There was a general agreement that uniformity in the labor law of the Provinces was desirable, but that the matter should be further studied by commissions repre senting the parties in interest, employers, workers, and the public. The following resolution was passed by the unanimous action of the conference: That the advantage of uniformity in the laws relating to the welfare of those engaged in industrial work in the several Provinces of the Dominion of Canada be brought to the attention of the Government of Canada and of the Governments of the several Provinces respectively; and, that this National Industrial Conference suggests the following as a means toward the end desired, namely: The appointment of a board composed as follows: (1) As respects the Dominion: (a) A representative of the Government. (b) A representative of the employees. (c) A representative of the employers. (2) As respects each of the Provinces: (а) A representative of the Government. (б) A representative of the employers. (c) A representative of the employees. And that the Dominion Government be requested to ask the Government of each of the Provinces to select or have selected representatives in respect of the Province as above set forth. H ours o f labor .—Fundam ental difference of opinion arose on the question of hours of labor. The employees made the point th a t their dem and for an 8-hour day and a 44- or 48-hour week was no new thing and referred to the prevalence of the 8-hour day in various foreign countries. It was brought out th a t labor in asking for the 44-hour week is not putting forward its ideal; it is p utting forward a com promise. “ We are endeavoring to fix a compromise,” in the words of the only woman who addressed the conference, “ between w hat we consider an ideal working day and the working day which the average employer of labor thinks is absolutely necessary for sufficient pro duction to feed, clothe, and shelter the people of Canada, and also to m eet the expenses of the w ar.” The same speaker also pointed out th a t the 8-hour day and the 44-hour week is a m atter of custom in western Canada, and apparently has in no way impaired the com peting power of the western against the eastern section. The employers opposed a reduction in hours on the ground of its inopportuneness at the present time. They contended that Canada https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1356] MONTHLY LABOR REVIEW. 55 needs increased production to pay the war debt and to m aintain competition against other countries, and th a t the present average hours of 50 per week 1 throughout Canada assure to the worker an adequate standard of health and recreation. They charged th a t w hat organized labor sought was not an actual 8-hour day b u t the basic 8-hour day w ith the increase in pay th a t comes through over time. The three groups being unable to agree, each passed a resolution embodying its views on the subject, th a t of the employers being as follows: Resolved, That appropriate Government commissions, composed of an equal rep resentation cf employers and employees of the various industrial, producing, and distributing industries, should be appointed to undertake investigations as to the adaptability of the hours of labor principles of the Peace Treaty to the different indus tries of the country and to report as early as possible. The demands of the employees as respects the shorter workday are set forth in the following resolution: That we agree with the recommendations and finding of the Royal Commission on Industrial Relations, and urge the adoption of an 8-hour day by law throughout the Dominion, with due regard and recognition of the Saturday half-holiday where same prevails and its possible extension. In industries subjected to seasonal and climatic conditions such as “ farming,” “ fishing,” and “ logging. ” if it can be established by investigation that the operation of such a law is impracticable, then exemption shall be granted such industries from the operation of such law. The third group passed the following resolution: We approve erf the principle regarding employment and hours of labor set forth in the Treaty of Peace end in paragraphs 50 to 53 inclusive of the Report of the Royal Commission, and would recommend that the Governments of Canada enact legislation providing for such in all industries where it is novr established, by agreement, at the earliest opportunity, and, after due investigation by a commission, composed of rep resentatives of employers and employees representing the various industries, legisla tion be enacted by the Governments of Camada providing for the same to be extended in all industries where it can be applied, having due regard to the curtailment of pro duction and distribution. M in im u m -w a g e legislation .—The employers opened the debate on the minimum wage. They urged through their speaker th a t the minimum m ay ultim ately become the maximum, th a t it rewards the slothful no less than the efficient, and th a t it is now inoppor tune to fix such a minimum unless other countries do likewise. Canada m ay as a result suffer in the m arkets of the world. The employers acknowledged the justice of a minimum wage for women and children. i The Minister of Labor, presiding, subsequent to this introduced a statem ent showing the results o f a n inquiry by his department into the hours of labor in Canada. Returns from 6 1 2 ,0 0 0 employees showed that 46 per cent worked 8 hours or less per day (including those on basic 8-hour day). Those working 10 hours per day formed 1 9 .7 per cent of the whole. See pp. 2 0 4 , 2 0 5 of this issue o f the L a b o r R e v i e w . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1357] 56 M O NTH LY LABOR REVIEW. The employees called attention to the fact th a t the minimum was being asked for only in the case of unskilled workers. The skilled craft unionist can take care of himself. The minimum after all merely sets a certain level of economic life deemed proper, and above th a t leaves free the forces of competition and efficiency. Every argum ent advanced in behalf of a minimum wage for women and children applies equally in the case of men. The question is a national one to be looked at “ from the national point of view which demands the well-being of the whole people of the country, and the workers are the m ajority of the people.” The m inimum wage pre vents in fact the competition of the foreign low -standard worker w ith the higher-standard native worker. Labor in w estern Canada w ants the minimum wage to prevent the Chinese worker from driv ing out the Canadian workman. A unanimous resolution on the subject approved uniform m ini mum-wage laws for women and children throughout the Provinces, b u t the Governm ent was asked to investigate only the situation as respects wages paid to unskilled labor and to school-teachers: Whereas it is considered expedient that minimum rates of wage should be fixed throughout Canada for women and children, whether employed at a time rate or according to any other method of remuneration; Whereas minimum-wage laws for women and children have been enacted in five and are now in operation in four of the Provinces: Therefore be it Resolved, That this Industrial Conference ¿recommend to the Governments of all those Provinces which have not adopted minimum-wage laws for women and children the speedy investigation of the necessity for such laws, and, if so found, the enactment of such legislation. It is further recommended that the various Provinces throughout the Dominion adopt a uniform law and method of application, but that in all cases the m in im u m 0f wages for women and children is to be determined from time to time, due regard being given to local living conditions. It is the opinion of this conference that the Dominion Government should appoint a royal commission, composed equally of representatives of labor, employers, and the public, to investigate wages to unskilled workers and issue a report. Representation has been made to the committee that the remuneration paid female school-teachers in one of the larger Provinces of the Dominion is so low as to discourage the employment of the talent necessary to the proper education of its citizens. Your committee recommends that the various Provincial Governments be asked to investi gate such conditions in the respective Provinces, to the end that the children of all Provinces of the Dominion have equal educational opportunity. E m p lo ye es’ right to organize, recognition o f labor u n io n s, and collective b a rg a in in g . —The rig h t of employees to organize raised no question. The usual argum ents were presented in support of tradeunion recognition and collective bargaining, i. e., stability and order in in dustry and democracy in its conduct. I t was brought out th a t union recognition and collective bargaining do not necessarily imply a closed shop. The employers insisted th a t until the unions represent a larger proportion of the workers, until they assume responsibility https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1358] MONTHLY LABOE REVIEW. 57 as unions by incorporation, and until they show their ability to abide by their agreements it will be impossible to require employers to bargain and deal w ith them. A t the same tim e the employees pointed out the wisdom of furthering the peaceful evolution of the trade-union m ovem ent by giving the unions a degree of recognition. Otherwise labor m ight be driven into the arms of the less considerate union group. Mr. Tom Moore, president of the Trades and Labor Congress, said: “ 1 w ant to say to you th at, whether you will it or not, the trades-unions of this country will continue to exist and they will continue to be an ever-growing factor. If they are m et with resistance, if they have to build themselves up in the face of opposition, do not expect th a t the same tolerance can be exhibited by m en who have had to fight every inch of the way as if the same things were conceded to them in a spirit of equality. ” As the result of the differing views of the three groups, separate resolutions were passed on this point also. T hat of the employers was as follows: (а) Employers admit the right of employees to join any lawful organizations. (б) Employers should not be required to recognize unions or to establish “ closed shops. ” Employers insist on the right, when so desired, to maintain their plants as “ open shops,” by which they mean that no employer should discriminate against any employee because of the latter’s membership or nonmembership in any organi zation, and no employee should interfere with any other employee because of the latter’s membership or nonmembership in any organization. (c) Employers should not be required to negotiate, except directly with their own employees or groups of their own employees. The views of the employees are set forth below: 1. With a view to effecting and maintaining harmonious relations between employers and employees, this conference declares the following principles and policies, and urges their adoption by all employers, relative to their respective employees: (а) The right of employees to organize. (б) The recognition of labor unions. (c) The right of employees to collective bargaining. 2. In these recommendations, without changing the generality of their terms: (а) “ The right of employees to organize” means the right of employees to organize or form themselves into associations for lawful purposes. (б) “ The recognition of labor unions” means the right of employees, or their duly accredited representative or representatives, to recognition of their employer or employers, for the purpose of mutually arranging rules and regulations governing wages and working conditions. (c) “ The right of employees to collective bargaining” means the negotiation of agreements between employers or groups of employers, and employees or groups of employees, through the representative or representatives chosen by the respective parties themselves. Entering into agreements and bargaining collectively with an association or union of employees does not mean recognition of the “ closed shop,” unless the agreement eo provides. (d) “ Employer” or “ employers,” as used in clauses 1 and 2, means an employer or employers of any industry and of Federal, Provincial and municipal Governments. [1359] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 58 M O NTH LY LABOR REVIEW. 3. That the Federal and Provincial Governments be urged to enact legislation applicable-to industries within their respective jurisdiction, to make it unlawful for any employer who shall discharge or refuse to employ or in any manner discriminate against employees merely by reason of membership in labor unions or for legitimate labor-union activities outside of working hours. Proposed establishment of joint industrial councils .—The discussion of joint industrial councils was carried through at some length. Col. Carnegie, of London, who had come to Canada especially to attend the conference, outlined the working and advantages of Whit ley councils and recommended their establishment for Canadian industry. “ I would like to say, in conclusion, that the general impression I have formed in regard to Whitley councils, from per sonal observations at different council meetings and many interviews on the subject with leading employers of labor and leaders of labor unions, is that in spite of their limitations and the objections raised to them by sections of labor and capital, they have proved the best means yet devised for bringing together masters and men of the same industry for serious discussion and mutual help. The facts of their progress are indisputable; there is something, call it what one may, that has broken down suspicion and inspired mutual con fidence and conference between employers and employed where these councils have been established.” The discussion on the side of the employers was opened by a representative of the Imperial Oil Co., whose plan, modeled on the industrial representation plan of the Colorado Fuel & Iron Co., has been in force for a period of eight months, with very satisfactory results. The speaker did not think that Canadian industry was ready to commit itself to any particular plan of industrial councils. The representative on the employees’ side, the president of the Trades and Labor Congress, called attention to the fact that there were three kinds of joint industrial councils. The one most com monly known is the Rockefeller plan; the second is what is known as the Leitch plan, modeled on the lines of the American Govern ment; while the third type is that which involves the recognition of the trade-union as the authorized spokesman for labor. The speaker charged that the first-named plan was merely a device for the destruction of trade-unionism by granting their theoretical right to existence and seeing to it that they do not function effectively. In his opinion, the so-called Leitch plan brings either benevolent paternalism or malevolent autocracy. “ It simply means that if that individual at the top is benevolently inclined, there may be success, provided he remains so at all times; but if he is maliciously inclined, then it is autocracy in its worst form.” Naturally the third plan is the one favored by trade-unionists. At the same time it was urged: “ Even if the institution of these councils does https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1360] M O NTH LY LABOR REVIEW. 59 mean the complete unionization of this country, let us have them. It does not necessarily follow that if you have representatives from trades-unions every man must be a member of a trades-union, or that, in other words, there must be a closed shop. The railroad brotherhoods have not the closed shop in all instances. There are nonunion men working, but they are satisfied to have the repre sentatives of organized labor represent them on their industrial councils.’’ The Hon. W. L. Mackenzie King told at length of his connection with the Rockefeller Foundation in the study of industrial relations and the formulation of the Colorado Fuel & Iron Co. plan. He pointed out that the plan in the Colorado Fuel & Iron Co. has not weakened unionism, nor have similar plans at various plants of the Indiana Oil Co. had that effect. “ The representatives on the joint committees to-day are very largely union men. For the first time you have the employers and the officers of unions dealing together, and each is beginning to see the stuff that the other is made of; the employers are beginning to see the stamina of men who have to contend on behalf of those who have to struggle in the world’s battle for an existence. Both sides find there is not so much dividing them. Prejudice is being beaten down, because they are getting to know there is a common humanity that unites all of us; that men do not differ very much in individuality whether they be on one side of a question or the other.” It was unanimously agreed that the whole question be referred to a bureau of the Department of Labor for study: Your committee is of the opinion that there is urgent necessity for greater coopera tion between employer and employee. We believe that this cooperation can be furthered by the establishment of joint industrial councils. Your committee does not believe it is wise or expedient to recommend any set plans for such councils. We therefore recommend that a bureau should be established by the Department of Labor of the Federal Government to gather data and furnish information when ever requested by employers and employees or organizations of employers or em ployees that whenever it is desired to voluntarily establish such councils the fullest assistance should be given by the bureau. Unemployment, sickness, and old-age insurance .—On this subject the conference passed the following resolution: This committee unanimously indorses the recommendations of the Royal Com mission on Industrial Relations that a board or boards be appointed to inquire into the subjects of State insurance against unemployment, sickness, invalidity, and old age. For the effective carrying out of the above this committee recommends—1. That such board or boards shall be representative of the interests participating jn this conference, viz., the Government, the public, the employer, and the employee, and shall include a representative of the women of Canada. 2. That in order to collect necessary data, the Government shall forthwith attach to the proper branches of the labor or other departments concerned experienced https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1361] 60 M O NTH LY LABOR REVIEW. investigators, who shall do the necessary research work and furnish to the hoard at the earliest opportunity the results of their investigations. 3. That the Government shall set a time limit for the receipt of the report and recommendations as to the advisability of enacting legislation. 4. While this committee has been appointed to consider only the questions of State insurance against unemployment, sickness, invalidity, and old age, it respect fully recommends that the subject of “ widows’ pensions” be added. Proportional representation.—Proportional representation was in troduced into the agenda of the conference after the gathering con vened. The subject aroused no controversy, and the resolution below was unanimously accepted : Believing that there are defects in the system of the electoral representation in Canada, which defects are stated by the Royal Commission on Industrial Relations to be a contributory cause of social and political unrest, this conference welcomes the declaration of the Prime Minister, on behalf of the Government, that a speaker’s conference will be called to investigate the merits of the proportional system, and urges that such action be taken without delay. Democratic management o f Government work .—Unable to agree on the extent to which the idea of joint industrial councils should be applied to Government works, the employers washed their hands of the matter as not their concern. The undersigned members of your committee beg leave to report that the matter referred to them does not in their judgment come within their province, but that it is entirely a question between the Governments and their employees concerned. The third group, representing the public, supported the Royal Commission on Industrial Relations urging that its recommendations be put into effect in all work controlled by the Government, involving the establishment of the principles of collective bargaining and the formation of joint plant and industrial councils. The representatives of the third group on this committee believe that, in so far as the findings of this conference approve and such findings are to the benefit of the public weal, the suggestions of the Royal Commission should be put into effect in all departments and works controlled by the Government in this country. The employees went somewhat farther than the third group and urged that Government employees be entitled to the right of appeal under the Industrial Disputes Investigation Act and that the wages and working conditions of employees of the Government should not be less favorable than those which now exist for workers in similar employment under private management. We concur in the recommendations of the Royal Commission on Industrial Rela tions that the findings of the commission should be put into effect in all works con trolled by all Government bodies, where the principle of democratic management can be applied. We further recommend that employees of all Government bodies should be en titled to the right of appeal under the Industrial Disputes Act, so long as that act remains upon the Statutes of Canada. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1362] M O NTH LY LABOR REVIEW. 61 We further recommend that the wages and working conditions of employees of Governments should not be less favorable than those which now exist for similar workers in the employment of private individuals or corporations. Miscellaneous subjects bearing on industrial relations o f employers and employees.—The rem aining topics before the conference—unem ploym ent relief works, compulsory education, housing, and freedom of speech and press, did not give rise to any extended discussion, and the reports of the committees were duly accepted. One labor representative thought th a t the freedom of speech resolution should make it absolutely clear th a t the advocacy of any particular eco nomic doctrine was not to be denied under any circumstances. Free compulsory education.—Your committee has considered and unanimously adopted the following resolutions: That this conference indorses the recommendation of the Royal Commission on Industrial Relations, as to the necessity of the extension of equal opportunities in education; and, in view of bringing about this reform; That the Government of each Province in Canada be asked to establish compulsory education for full time at least up to and including the fourteenth year, and for part time in cities and towns for the two ensuing years; and That, in all Provinces, education in all grades should be made free, so that the child of the poorest-paid worker be given the opportunity of reaching the highest educa tional institution. Freedom of speech and press.—That we unanimously indorse paragraph 70 of the Report of the Royal Commission, as follows: “ (70) The restrictions placed upon the freedom of speech and the liberty of the press, and the denial of the right to read such literature as any portion of the public demanded, was given as one of the principal causes of the present industrial unrest. We have no comment to make upon the policy of the Government in this respect. During the war it was necessary in the interests of the whole country and of the Empire that individual liberty should in many directions be restrained, but we believe that restrictions should not be imposed upon either the freedom of speech or the freedom of the press unless such restrictions are urgent!y demanded in the interest of the peace of the whole community. We recognize that no person has a right to do anything that is liable to incite the people to commit unlawful acts. A line must be drawn between liberty and license, but care must be taken to avoid creating the impression that the restraints imposed upon the freedom of speech or the liberty of the press are intended to prevent criticism of legislative or governmental action.” Employment and unemployment.—(First) That in the opinion of this conference adequate provision by public works, or otherwise, should be made by the Federal, Provincial, and municipal Governments in connection with all interests represented at this conference, to avert any serious unemployment crisis which might occur during the ensuing eight months; (Second) That the various interests represented at this conference adhere strictly to the employment policy agreed upon by the Provincial Governments, which aims at the centralization of labor supply and demand in one agency; (Third) That provision be made for immediate and continuous survey of available and prospective employment, and for adequate employment machinery to direct unemployed workers to employment available. Housing.—This conference commends the action of the Dominion and Provincial Governments in their united efforts to improve housing conditions and to provide 142S900—19 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1363] 62 MONTHLY LABOR REVIEW. facilities for the proper and satisfactory housing of our people and recommends increased cooperation of, and investigation by, the Dominion and Provincial Govern ments to find a satisfactory solution of the problem. Conclusion. In form and manner of procedure the Canadian Industrial Con ference was a parliamentary gathering met to discuss the advisability of enacting into laws certain principles to govern industrial relations. Debate on the merits of each question proceeded in the usual par liamentary form. Not confronted, however, with the need of either enacting into law or of formulating a code of principles for the control of industry, the conference more readily disposed of matters by passing them on for further investigation by other Governmental bodies. The greatest significance of the conference lay in the fact that it brought face to face the workers and the employers of Canada who had hitherto been in rather bitter conflict with one another. There was on both sides of the conference a very evident desire to maintain friendly discussions. Reports going out to the newspapers as to a division of interest within the conference brought forth denials from both sides. On every hand there was the belief that this friendly sitting down together of employers and employees was exceedingly advantageous. The Minister of Labor, who presided, expressed the hope that it would not be necessary for the Government to take the initiative in arranging for future conferences. “ No greater tribute could be paid to the success of this gathering than for the parties affected to arrange by mutual desire and agreement to hold another such conference at some future date.” https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1364] M O NTH LY LABOR REVIEW. 63 Trade-Union Attitude Toward Nationalization of Coal Mines. By E thelbert Stewart . Action by British Miners. H E m onth of Septem ber m arked very significant action by organized labor in the two largest coal-producing countries of th e world upon the subject of the nationalization of coal mines. In t h e O ctober K e v i e w appeared an article on the English coal in dustry. This was a survey which brought the subject down to the definite rejection of the nationalization of mines recommended by the second Sankey report, and the proposed substitution of a plan somewhat vaguely outlined in Lloyd George’s speech in closing Parliam ent on August 18. The B ritish Trade-Union Congress m et hi Glasgow, Scotland, Septem ber 7. The agenda of the Congress previously published did n o t provide for a discussion of the nationalization of mines. I t was, therefore, confidently asserted by the newspapers opposed to nationalization th a t the Glasgow congress could n o t enlarge its program to include any resolutions th a t m ight come from the miners, and th a t, therefore, the congress would no t support the miners in any vigorous stand to force Governm ent adoption of the larger platform of the Sankey report. However, on Septem ber 3, a conference of m iners’ delegates wras called which represented every coal field in G reat B ritain, and this conference unanim ously adopted the recom m endation of the executive com m ittee of the Miners’ Federation of G reat B ritain to reject the G overnm ent’s offer. The resolution which the executive officers of the miners subm itted to this delegate conference was as follows: T Being convinced that the Government scheme is wholly unprofitable for the future working of the mines, the executive committee recommends the conference to reject the Government scheme, and records its regret that the Government has no better scheme than the creation of a great trust to secure the economic well-being of the industry. We are convinced that the only way to place the industry upon a scientific basis for the purpose of giving the advantage of a maximum production to the community, together with the maximum economic and social well-being of the miners, is to at once adopt in its entirety the scheme of nationalization recommended by the majority of the Coal Industry Commission. We do not, at this stage, recommend the miners to take industrial action to secure the adoption of the coal commission report, but we shall ask the Trades-Union Congress to take the fullest and most effective action to Becure that the Government shall adopt the majority report of the commission as to the future governance of the industry.1 1Manchester (E ngland) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Guardian, Sept. 3, 1919, [1365 ] 64 MONTHLY LABOR REVIEW. I t is significant that Mr. Robert Smillie, who presided, took occasion to refer to the recent Yorkshire strike, and stated “ that the Yorkshire miners were not responsible for the Yorkshire strike, but Government departments." The resolution above cited was transmitted to the officials of the Glasgow congress, which was to meet four days later, and on Septem ber 10, the General Trade-Union Congress of Great Britain took up the subject of the miners’ resolution. I t is significant that while the resolution was introduced by Mr. Smillie, the president of the Miners’ Federation, it was seconded by Mr. J. H. Thomas, the secretary of the National Union of Railway Men, and was carried by a vote of 4,478,000 to 77,000. The resolution was as follows:1 Thia congress having received the request of the Miners’ Federation to consider the Government rejection of the majority report of the Coal Industry Commission, and the adoption in its place of a scheme of District Trustification of the industry hereby de clares that, in conjunction with the miners, it rejects the Government scheme for the governance of the industry as a scheme contrary to the best interests of the nation, and it expresses its resolve to cooperate with the Miners’ Federation of Great Britain to the fullest extent, with a view to compelling the Government to adopt the scheme of national ownership and joint control recommended by the majority of the commis sion in their report. To this end the congress instructs the Parliamentary committee in conjunction with the Miners’ Federation to immediately interview the Prime Minister on the matter, in the name of the entire labor movement, to insist upon the Government adopting the majority report. In the event of the Government still refusing to accept this position, a special con gress shall be convened for the purpose of deciding the form of action to be taken to compel the Government to accept the majority report of the commission. The vote is significant in m any ways. First, the m embership of the congress has increased from about 3,500,000 members in 1914 to a present m em bership of 5,265,426, so th a t the fact th a t this body had, in previous conventions, gone on record as favoring the nationaliza tion of coal mines lost m uch of its significance in the face of the ques tion w hether the form er votes really represented the sentim ent of the enormous new additions to its membership. Again, p ast resolutions favoring nationalization had no im m ediate significance; there was no prospective sacrifice on the p a rt of the approving delegates to assist the miners in bringing it about. These resolutions were expressions of a general political philosophy. Now, however, the nationalization of mines in England is a live issue in a sense th a t it never was before. The delegates voting for the resolution, therefore, realized th a t the vote m ight m ean a locking of horns between the Governm ental party in power and every trade-union represented in th e Glasgow congress. The speeches of Mr. Smillie in introducing th e resolution, and Mr. Thomas, of the railway men, in seconding it, therefore, have peculiar significance.1 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis »The D ally Herald (London), Sept. 11, 1919. [1366] M O NTH LY LABOR REVIEW. 65 Speaking to a full house, Smillie reminded the congress that on 42 occasions since 1882 it had passed resolutions affirming the principle of nationalization. Sometimes there had been general resolutions, but on several occasions there had been nationalization resolutions dealing entirely with the coal mines. Dealing with the terrible death and accident roll of the mines, Smillie admitted the efforts of managers and others for safety, but declared that output had been the first consideration in the past, and very often safety had been sacrificed to private profit. Not only did they ask for the nationalization of the mines, they asked that the workers themselves should have an effective voice in the industry in which they invested their lives while their masters invested only their capital. That was their claim—a claim which they made not for themselves alone, although they would be entitled to ask it for themselves alone—in the interests of the men and boys and girls who were risking their lives. It was admitted that coal was the lifeblood of the country’s industries, and also that it was desirable that they should have the largest output at the lowest possible price, but they would never get the largest output at the lowest price so long as the mines were privately owned. Hundreds of millions of tons of coal had been left underneath the soil as barriers, miles in length, under private ownership. Coal which could have been produced should have been produced, and would have been produced, but for the private owner ship of the mines. Coal was valuable, but it was not inexhaustible, so, heasked: W asitwisethatitshould be wasted because of the small number of men who claimed the mineral wealth as well as the surface of the earth? Dealing with the campaign against the miners, Smillie declared, amid loud applause^ that he did not want the strike weapon used; he knew the sufferings and want of a strike, for he had been through them. But there were times when it would be criminal for a leader not to advise men to strike against the selfishness and brutality of their employers. They felt it was their duty to carry the whole trade-union movement of the country with them, and if the congress accepted the resolution he asked it not to let it rest and not to leave the fighting on the shoulders of the miners themselves. J. H. Thomas, seconding, said the resolution was not a mere repetition of what [the trade-union] congress had passed before. They ought to realize that they were asked as the greatest assembly of labor ever held to undertake a serious responsibility. If the resolution was carried that was not a miners’ question, except that the miners were entitled to say, with other workmen, that their lives must not be subordinated to private profit. It was a citizen’s question, and they approached it from the standpoint that the mines should be taken over for the national benefit. As railway men they were as keen on nationalized railways as the miners were for public ownership of the mines. There could be nothing more fallacious than to imagine that the form of State ownership they had had during the war was what they wanted now. Prejudice was being created against their demands by the alleged State misman agement, for which they were not responsible. During the war the 50 per cent in crease on train fares was not imposed to compensate the increased wages, but was enacted to prevent people from traveling on the railways, so that the fullest use of them could be had for war purposes. Further, the advance of 6s. a ton on coal had never been justified, and was one of the greatest political scandals he had ever known. It was no use appealing for output if the people who gave no output were allowed to receive the maximum benefit from the labor of the workers. The Government scheme for the trustification of mines was a danger to the com munity which must be thwarted. [1367] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 66 M O NTH LY LABOR REVIEW. He wanted to congratulate the miners on the way they had conducted their case, and for the great service they had rendered to labor’s cause. They had behaved like statesmen in asking [the] congress to take up their claim. If they had acted on their own he would have been an opponent, as he believed no section of the movement should act on a matter like that without the other sections. He wanted congress to realize that the present Government would very likely refuse to nationalize the mines, so that when they met again in London, two or three months hence, to again consider the matter, they would have a very serious responsi bility confronting them. It was well that they should not go away from the congress without understanding what they had decided. They were approaching a grave crisis. The political significance of the nationalization of coal in England has been thoroughly understood, by the Labor P a rty a t least, for m any m onths. T h a t the Labor P a rty , as a political organization, foresaw the political issues involved in the coal question is evidenced by the fact th a t the eighteenth annual conference of the Labor P a rty held in London June 26, 1918, passed the now som ew hat fam ous Resolution No. X X I. The resolution referred to is quoted from the report of the Labor P a rty conference as follow s:1 That the conference urges that the coal mines, now under Government control, should not be handed back to their capitalist proprietors, but that the measure of nationalization, which became imperative during the war, should be completed at the earliest possible moment by the expropriation on equitable terms of all private interests in the extraction and distribution of the nation’s coal (together with iron ore and other minerals). The conference asks that the supply of these minerals should henceforth be conducted as a public service (with steadily increasing participation in the management, both central and local, of the workers concerned), for the cheap est and most regular supply to industry of its chief source of power, the retail dis tribution of household coal, at a fixed price, summer and winter alike, and iden tical at all railway stations throughout the Kingdom, being undertaken by the elected municipal, district, or County council for the common good. Mr. Robert Smillie (Miners’ Federation) moved the resolution, and remarked that the best seams were being worked out, and the principle involved in the resolution was necessary if the coal supply was to be used for the benefit of the nation. The resolution was seconded and agreed to. Action of United Mine Workers of America. While the Glasgow congress was in session the tw enty-seventh convention of the U nited Mine W orkers of America m et in Cleve land, Ohio, and, among other things, passed a resolution demanding the nationalization of coal mines. In the background of this action lies the calling of a general policies com m ittee by President F rank J. Hayes, of the U nited Mine W orkers, on March 18, 1919. The call was issued under au th o rity of the execu tive board and m et in Indianapolis, Ind., on the date above named. i Report of the 18th Annual Conference of the Labor Party, pp. 76 and 77. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1368] M O NTH LY LABOR REVIEW. 67 Representatives, 150 in num ber, from all of the mine districts were present. In opening the m eeting Mr. H ayes emphasized the following as guiding principles to be followed in the negotiations w ith the coal operators: The establishm ent of a 6-hour day, 5 days a week, as a rem edy for the widespread whole or p a rt tim e unem ploym ent among miners; a substantial increase on all existing tonnage, to perm it the m iner to earn a wage comparing favorably w ith th a t earned in other skilled occupations; and nationalization of the mines. W ith regard to this third point, Mr. H ayes spoke as follows:1 I urge upon this conference to declare for nationalization of mines. I feel that we should use all the economic and political power of our great organization to attain this end. This recommendation is in accord with the past action of our international conventions. The nationalization of mines will substitute cooperation for competi tion and insure in a practical way the stability of the great basic industry in which we are engaged. As an indication of what governmental power in our industry can do in a stabilizing way we have but to refer to the progress achieved under the direc tion of the Federal Fuel Administration. To revert to the old days when competi tion ran wild would create industrial stagnation and hamper the rightful development of our great coal resources. Under the nationalization of mines we find a practical way to realize the reforms so necessary to the well-being of the mine worker. With the industry on a competitive basis, disorganized and demoralized, we can expect a recurrence of the economic evils which so vitally affected the coal industry a few years ago. Coal is the basis of all modern civilization, entering into every industrial process, and, in view of its utilitarian character, nationalization and control demo cratically administered will solve, in my judgment, one of the greatest industrial problems of our time. In emphasizing the need of the nationalization of mines we also want to emphasize the right of our people in the premises. First. The free and unrestricted right to organize. Second. The right to maintain the function of our economic organization, to col lectively bargain with the representatives of the Government with fair and equal representation in such conferences as will determine the wages and conditions under which we must work. Following the address of President Hayes, the Policy Committee created a subcomm ittee consisting of the presidents of the various districts. This subcomm ittee was in session for a day and a half when it brought in a report dated March 20, 1919, consisting of a series of recommendations and resolutions. Sections 3 and 4 of this report are as follows:1 3. We concur in the recommendation of President Hayes and declare for the nation alization and democratic management of all coal mines in the United States. 4. We recommend that the three resident international officials be empowered to draft or to have drafted for presentation to the special international convention,when convened, a tentative draft of bill to be presented to Congress and providing for nationalization of all coal mines. In the address of the acting president of the U nited Mine W orkers in opening the Cleveland convention, the action of the policy com- https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis i United Mine Workers’ Journal, Apr. 1, 1919. [1369] 68 M O NTH LY LABOR REVIEW. m ittee of March last was referred to and its report incorporated in the address, the acting president adding the following statem ent : 1 It will be noted that the fourth section of the report of the policy committee em powers the international officials to prepare for presentation to the international con vention a tentative draft of a bill to be presented to Congress, providing for the na tionalization of all coal mines. Your officers have given the most serious consideration to this matter, and for a number of reasons we have found it impossible to properly prepare such a measure in the limited length of time which has elapsed since this action was taken. The mag nitude of the mining industry and the multiplicity of matters to be considered in the preparation of such a measure would require the assembling of vast masses of statistics bearing upon the area of coal deposits; the extent of developed operations; the capi talization of corporations; the valuation of all deposits and manifold other matters, in cluding costs of production; profits of producers, etc. I t was accordingly deemed advisable by your officers not to undertake such a prodigious task, but to await the action of the regular international convention. I t is also understood that the present Congress will be unable to give serious consideration to other than the matters which are now pending before it. Your officers have secured, however, such data as have been developed and have likewise secured copies of the proposed measure introduced in the British Houses of Parliament, and have conferred with able legal counselors upon the matter. The Cleveland convention was, therefore, confronted w ith the nationalization of coal mines in a far more serious way than ever before. While it is true th a t local unions have passed nationaliza tion resolutions from tim e to tim e for 20 years, and occasionally such resolutions coming from a local union would be indorsed by the national convention, it was understood th a t this action was more or less perfunctory and had no im m ediate significance. There is every reason, however, to believe th a t the delegates a t the Cleveland con vention realized th a t they were taking a step which would lead them im m ediately into the fray, particularly as it was linked up w ith the issue of nationalization as raised by the Kailway Brotherhoods’ fraternal delegates who were in attendance a t the Mine W orkers’ Convention. The convention was confronted not only with the report of the Indianapolis policy comm ittee, b u t w ith num erous nationalization resolutions of local organizations, and the whole m atter was turned over to a resolutions com m ittee to form ulate and bring before the convention a resolution which should embody the entire m atter. This com m ittee subm itted, and the convention adopted, the na tionalization program as embodied in resolutions of which the follow ing is an official copy; N a tio n a liza tio n . Coal mining is a basic industry, indispensable to the economic life of the Nation and to the well-being of the Nation’s citizens. The all-important coal resources of our country are owned and controlled by. private interests. Under the prevailing system of private ownership coal is mined primarily https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 United Mine Workers’ Journal, Sept. 15,1919. [1370] M O NTH LY LABOR REVIEW. 69 for the purpose of creating profits for the coal owners. The production of coal under this system is characterized by an appalling economic waste. The incomparable natural resources of America, and particularly those of timber and coal, are being despoiled under a system of production which wastes from 33 to 50 per cent of these resources in order that the maximum amount of dividends may accrue to those capitalists who have secured ownership of these indispensable com modities. We hold that the coal supply of our Nation should be owned by the Commonwealth and operated in the interest of and for the use and comfort of all of the people of the Commonwealth. Countless generations of men and women will doubtless follow us, and the Ameri can people of this generation owe a solemn duty to them in protecting with zealous care and conserving with wise administration those great treasures that a bounteous nature has bestowed upon us in such generous measure. Our coal resources are the birthright of the American people for all time to come, and we hold that it is the immediate duty of the American people to prevent the profligate waste that is taking place under private ownership of these resources by having the Government take such steps as may be necessary providing for the na tionalization of the coal-mining industry of the United States. Under private ownership, where production is conducted for private gain, the spirit of the times seems to be “ After us the deluge.” This must be supplanted by a system where production will be for use and the common good, and economic waste will give way to conservation of the Nation’s heritage in the interest of posterity. We, the United Mine Workers of America, in international convention assembled, representing the workers who have their lives and the welfare of their dependents in vested in the coal mines of our country, do therefore Resolve, That we demand the immediate nationalization of the coal-mining indus try of the United States. That we instruct our international officers and the international executive board to have a bill prepared for submission to Congress containing the following provisions: 1. That the Government, through act of Congress, acquire title to all coal proper ties within the United States now owned by private interests by purchasing said properties at a figure representing the actual valuation of said properties as deter mined upon investigation by accredited agents of the Federal Government. 2. That the coal-mining industry be operated by the Federal Government and that the mine workers be given equal representation upon such councils or commissions as may be delegated the authority to administer the affairs of the coal-mining industry, authority to act upon the question of wages, hours of labor, conditions of employment, or the adjudication of disputes and grievances within the industry. 3. Realizing as we do that the masses of the American people, while they have been dispossessed of their right of ownership to the coal and other natural resources upon which their well-being depends, still own and control the Government of the United States whenever they care to exercise their power in the matter; and realizing that the success of our effort to secure nationalization of the coal-mining industry depends upon our ability to convince a majority of the American people of the justice of this proposal, we herewith further instruct our international officers and international executive board to use their influence to bring our demand for nationalization to the attention of the American people and to endeavor to secure the cooperation and support of every progressive force and every liberal, fair-minded individual, with a regard for our duty to posterity and a belief in the principle of common ownership of our natural resources, to the accomplishment of this end. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1371] 70 M O N TH LY LABOR REVIEW. We further instruct our representatives to urge in the coming conference with the representatives of the railroad workers’ unions a working alliance for the purpose of securing the adoption of the Plumb Plan for nationalization of railroads as the initial step in the fight for the principle of nationalization, with the understanding that such alliance will continue to press the issue with unabated vigor until the principle of nationalization has been extended to embrace the coal-mining industry of the Nation. And be it further resolved, That our organization, for the reasons set forth above, carry its fight for nationalization of mines into the Dominion of Canada and throw its influence wherever possible behind our members in Canada to the accomplishment of that end. After the adoption of this resolution on Saturday, Septem ber 13, a call was issued for a conference between the m iners’ officials and the chiefs of the Railw ay Brotherhoods, the date tentatively fixed as October 1. W hether or n o t this dual alliance will cover any agree m ents looking further th an joint action upon the specific item of nationalization, or w hether it will eventually result in something corresponding to the Triple Alliance in G reat B ritain, which is one of offensive and defensive along practically all lines, can no t a t this tim e he determined. I t m ust n o t be overlooked th a t during the early m onths of 1919, the Canadian Coal Miners’ Organization a t a general convention adopted two significant resolutions, one of which unites them w ith the U nited Mine W orkers of America, a United States organization, and another which declares for the nationalization of the coal mines of Canada. I t is significant th a t “ socialization” schemes prom ulgated March 14,1919, by Germany and A ustria were very different from “ nationali zation,” and did not, in fact, apply to the State-owned mines a t all. As is well known, Germ any has for years owned coal mines in Silesia and Lorraine, and in the Saar and R uhr districts, b u t the recently prom ulgated socialization schemes do not apply to these. While the A ustrian act of March, 1919, does empower the GermanA ustrian Coal Mining Corporation to expropriate private coal m ining concerns of a certain character and under certain conditions, and while this corporation is stated to be a “ socialized in stitu tio n ,” it is very apparent th a t the scheme does not conform to w hat is understood as nationalization in England and in this country. The action of Holland early in this year in regard to the conditions of labor in the mines did n o t apply to the State-owned mines of Holland which comprised over half of the mines of the country. D rastic action was taken by the French Governm ent in the m anage m ent of the mines during the w ar and legislation was passed in January, 1918, which paved the way for nationalization by limiting the period of years a cession or franchise to a corporation m ight run, b u t nothing specific pointing toward nationalization seems to have been enacted since th a t time. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1372] MONTHLY LABOR REVIEW. 71 Socialization Measures in Germany and Austria. C om piled b y A lfr ed Maylander . Germany. HE programs of the German National Provisional Government and of the various State Governments, as promulgated after the overthrow of the monarchy in the form of proclamations and addresses, generally contained vague announcements of proposed socialization or nationalization of industry and commerce, and in the second week of its existence the National Provisional Govern ment appointed a commission on socialization composed of wellknown economists and men with practical experience in economics and science. This commission was to inquire into all plans for socialization, to discover what undertakings were ripe for socialization and to put suitable plans before the Government, which would investigate them and probably adopt them. No branch of industry would be socialized before the commission had been heard. The word “ socialization” is a very indefinite term. I t is based upon the idea that it is impermissible that property which forms the foundation of the economic system and is incapable of increase should be administered in the interests of the individual instead of the community at large. The German Socialization Commission, in which the Independent Socialists were in a majority, has left the question “ What form is socialization to take?” as obscure as it was before; but on one point all the members of the commission were agreed, viz, that the worst solution of the problem was State man agement which is cumbrous and bureaucratic and fails to appoint efficient persons as managers. The fact is not without interest that even Lenin in his brochure recently issued, “ The First Duties of the Soviet Government,” admits that the attempt to substitute State management for private management in Russia has been a dire failure, and he himself now advocates the latter. There has been m uch friction between the Socialization Com mission and the M inistry of Economics. After having drafted a general socialization bill and several bills for the socialization of individual industries, it handed in its resignation to the D epartm ent of Economics on April 7, 1919. In a long document, signed byT K autsky and Prof. Francke, the commission declared 1 th a t from the very beginning it had to contend w ith opposition, either open or secret, from the M inistry of Economics. Dr. Müller, the m inister https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1Vorwärts, Berlin, Apr. 9,1919. [1373] 72 M O NTH LY LABOR REVIEW. of economics, it was claimed, had assigned it the rôle of a totally insignificant council, had placed difficulties in the way of its work, and had deprived it of all influence in decisive moments. The D epartm ent of Economics, under its present head, had kept back the provisional report of the commission on th e socialization of coal mines until its own draft had been forced through the N ational Assembly. General Socialization Law. The General Socialization Law, on which all subsequent socializa tion bills are based, was enacted by the N ational Assembly on March 23, 1919. Its tex t is as follows:1 A rticle 1. It is the moral duty of every German, so far as is compatible with his personal freedom, to make such use of his intellectual and physical powers as will be most beneficial to the community. The labor force is regarded as the most valuable economic asset of the nation and will be placed under the special protection of the National Government. Every German is to be given the opportunity of earning his livelihood by means of his own exertions. In cases where no such opportunity offers, he must be provided with means for subsistence. Further details will be made the subject of special national laws. A rt. 2. The National Government is authorized— 1. To provide, by means of legislation and on payment of suitable compensation for the transfer to the management of the community of all such economic under takings as are adapted for the purpose, more specially such as are concerned in the exploitation of mineral resources and in the utilization of the forces of nature. 2. To regulate in cases of urgent necessity the transfer to the management of the community of the production and distribution of economic commodities. Detailed regulations as to compensation will be issued by means of special national laws. A rt. 3. The tasks of socialization, as regulated by national laws, may be assigned to the National Government, to the Federal States, communes and communal unions or to economic autonomous bodies. The autonomous bodies will be placed under the supervision of the National Government. In the exercise of this supervision the National Government may make use of the authorities of the Federal States. A rt. 4. In the exercise of the authority conferred by article 2 the socialization of hard coal, lignite, briquets, coke, water power, and other natural sources of energy, as well as all forms of energy obtained therefrom will be regulated by special national laws. The coal-mining industry will be the first to be affected. A law regulating coal mining will come into force simultaneously with the enactment of the present law. A rt. 5. This law comes into force on the date of its promulgation. Die K onjunktur, a widely read economic journal, published the following criticism of the law on the socialization of in d u stry .3 Labor wants socialization as it has been preached and promised to them for decades in speeches and writings. To attain this end they are striking. The Government has recognized this and believes that it will be able to pacify the workers by con cessions. But what the National Government offers as socialism will not in the least satisfy the claims of labor. The text of the law on the socialization of industry is a 1Reichsgesetzblatt, p. 341. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 Die Konjunktur, Berlin, Mar. 20,1919. [1374] M O NTH LY LABOR REVIEW. 73 conglomerate of phrases, born of despair, which the workers will immediately recog nize for what it is. All this socialization is nothing but the continuation of the mis taken economic policy of the war disguised under other catchwords. According to article 2 of the law, economic undertakings are to be transferred to the management of the community. What is meant by ‘‘community’’ (Gemeinwirtschaft) is not explained. That is another one of those concepts, by which, from the beginning of the system of war control of industry, the people have been led astray in the most incredible fashion. No one will be attracted by that bait now. What this kind of socialization will look like in practice is evident from the way in which coal mining is to besocialized. That is to say, ‘‘Wash me, but do not make me wet. ” On the one hand, the capitalistic ownership remains as it is; on the other hand, labor remains as it is. But, in order to introduce some change which will warrant the use of the word “ socialization” the whole will be capped by a bureaucratic machine, in which repre sentatives of the workers, too, will be active. That will not, it is true, mean an improvement or an increase in output; but it will result in the State sharing directly and indirectly in any profits on the working. A fiscalism will be developed which will benefit neither capital nor labor, but will be in the highest degree injurious to national trade and industry. This fiscal bureaucratization of production is passed off as socialism, and people believe that the workers will be deceived and pacified by this kind of trick. We are afraid that such experiments will not only fail to pacify the workers, but will lead to still greater discontent. Coal Socialization Law. Oil March 2, 1913, the N ational Assembly passed a law dealing with the socialization of the coal industry. The te x t of the law is as follows: 1 A rticle 1. Coal in the meaning of the present law is p it coal, lignite, briquets, and coke. A rt . 2. The National Government shall regulate the coal industry on a basis of joint administration. The management of the coal industry wall be intrusted to a National Coal Council. The composition of the National Coal Council shall corre spond to that of the Council of Experts (art. 3). Details as to its formation will be arranged, in conjunction with the Council of Experts, according to the provisions laid down in article 4. The National Government shall concentrate the production of coal for specified districts in the hands of associations, which latter wall be included in one general association. The employees are to participate in the management of these associa tions. The provisions to be issued in pursuance of article 4 wall settle details. The associations shall regulate output, consumption for private purposes, and sales under the supervision of the National Coal Council. The National Government shall exercise the ultimate supervision and regulate the fixing of prices. The National Coal Council and the associations are to be instituted up to June 30,1919. A r t . 3. In pursuance of the provisions of article 2, the National Government shall convene a council of experts for the coal industry, which shall consist of 50 members. Of the members of the council of experts, 15 representatives of employees and 13 of employers shall be appointed by the National Government on the proposal of the trade organizations affiliated to the Joint Industrial League of German Employers’ and Employees’ Associations. The Prussian minister for industry and commerce shall appoint two representatives of employers. The other 20 members shall be appointed by the National Government in such proportion that three of them are i Frankfurter Zeitung, Frankfort on the Main, Mar. 14,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1375] M ONTHLY LABOE KEVIEW. 74 taken from trade circles, two from technical circles, one from those of commercial clerks, while there shall he two representatives of employers and two of employees from the coal-consuming industries, two representatives of retail dealers, two repre sentatives of cooperative societies, and one representative each from the circles of urban and rural coal consumers, as well as one representative from each of the circles of experts in coal mining, coal prospecting, transport and boiler engineering. The three representatives of salaried employees are to be proposed to the National Govern ment by the associations of clerks and minor officials affiliated to the joint council. In the appointment from the circles of the coal consumers the different groups and the different parts of the Empire must as far as possible be considered. A rt. 4. The National Government shall issue the more detailed regulations for the carrying out of the present law. It may provide that contraventions of the provisions issued be punished by fines up to 100,000 marks, and in case of repeated contravention with imprisonment up to one year. The regulations to be issued in pursuance of paragraph 1 require the previous approval of the National Council and of a committee of 28 members to be appointed by the National Assembly. The regulations issued are to be submitted to the National Assembly immediately, if the latter is in session, otherwise directly on its meeting. They are to cease to be valid if the National Assembly so resolves within a month of their submission. A rt. 4a. On submitting the budget for the coal industry regulated by this law, the National Government must make to the National Assembly a special report as to the output, sale, and price of coal, as well as to the general wage and working conditions. A rt. 5. This law comes into force at the same time as the General Socialization Law. The first set of regulations under the law are now in d r a f t1 and are designed m ainly to control the socialization of the m arketing of coal. The various syndicates into which coal mine owners were compulsorily formed by the law of 1915,2 and others yet to be formed, are to be combined into a N ational Coal Federation which will carry out the decisions of the N ational Coal Council. The Supervisory Council of the Federation will include three members nom inated by the m anual workers, one nom inated by the salaried staffs, and one nom inated by the consumers. In addition, a repre sentative of the m anual workers is to be a member of the executive comm ittee of the Federation. The syndicates of the various mining districts, along w ith the Gas-Coke Syndicate for the whole country, will be subordinate to the Coal Federation. The syndicates them selves are also to adm it delegates from the m anual workers and salaried staffs on their supervisory councils and executive committees, on which bodies there will also be a representative of the State. Finally, so-called “ Fuel Offices” are to be created in order to insure consideration of the wishes and suggestions of the consumers. G reat im portance is attached to publicity in the fixing of the coal prices. The consumers are to have the right to fix retail prices of coal, so th a t the am ount of profit m ade by the m erchants m ay at all times be verifiable. By the reduction of this profit to the absolute minimum, the gradual elimination of superfluous middlemen is iV o rw arts, Berlin, June 17,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 See M onthly R e v ie w , Novem ber, 1915, pp. 83-85. [1376] M O NTH LY LABOR REVIEW. 75 sought to be attained. Cooperative societies of consumers are to receive the same terms of delivery as the.coal merchants. Wissell, successor to Dr. Müller as minister of economics, speaking recently at the Socialist Party Congress,1 took occasion to defend the Government policy in the matter of the socialization of the coal indus try. He acknowledged that it was a compromise policy and continued: AVe are told that the coal law is not a genuine socialization law. The instruments of production still remain in the hands of the private owner. Apart from the ques tion whether it would have been possible to püt through such a measure, I have examined the matter from all sides and with a perfectly open mind, and have come to the conclusion that if we had introduced pure socialization of the coal-mining in dustry at the present time,, we should have seriously discredited the cause of sociali zation. The value of the coal mined in Germany in the year ending September 30, 1918, was 3,338 million marks. In May of this year the same output would have been worth 7,848 million marks. Within seven months the rise in price far exceeds four billion marks, being such as to double—and more than double—the value of the German prerevolution coal production, and the movement is still in the same direc tion. The coal tax alone now brings in one billion marks. If this inevitable devel opment had taken place after a measure of pure socialization, it would have sup plied a very powerful argument for the adversaries of socialism. The State as em ployer would have had to pay even higher wages than those now prevailing. For people think there is no limit to what they can demand from the State, and never think of the duty owed to the State. Under full socialization, that is to say, taking over all industrial undertakings as State property, we should to-day have to spend a sum for which no one in a position of authority could assume the responsibility. The most extreme socialists recognize the duty of paying compensation when ex propriating individual branches of industry. But what we should pay in the shape of compensation to-day would come to three times as much as what would have suf ficed before the revolution, owing to the depreciation of German paper currency. Germany can not pay the coal mine owners with immense sums of depreciated cur rency and then after a few years redeem her debt when the currency has greatly appreciated. Possibly the masses are unable to understand this. But it has to be remembered that the conditions prevailing when we came into power were altogether different from what our theory assumed. Recent experiences in Austria have shown that the worse the conditions in trade and industry the greater are the difficulties of socialization. A single false step now on the road to socialization might mean ruin. Failure must follow if more is attempted than is economically possible. We have not discredited the idea and we have taken no steps calculated to ruin the coun try. At the present time Germany has no superfluous means. The country needs 1,500 marks per annum for each family to pay the interest on the national debt alone. Then there is the huge foreign debt. In conclusion, Herr Wissell emphasized the importance of organi zation of trade and industry for the benefit of the community and not of the individual. Only thus could they continue to exist. The Government aimed at the formation in industry of self-governing bodies, but as these were not yet in existence, it must be careful not to relax the bonds of industrial discipline too much. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis V orw ärts, Berlin, June 17, 1919. [1377] M O NTH LY LABOR REVIEW. 76 Socialization of the Potash Industry. The various steps taken in the direction of the socialization of the potash industry are described in W irtschaftsdienst1 by Dr. Alfred Schmidt, who points out th a t this industry seemed eminently adapted for m anagem ent on socialistic lines, because under the pot ash law of May 25, 1910, its various branches had been amalga m ated in the P otash Syndicate, and a large measure of control in troduced. On April 24, 1919, the potash industry law was passed, which, intended as an enabling act, only introduced a provisional state of affairs and was to pave the way for the transition to socialistic m an agement. The law provided for the creation of a N ational Potash Council, and the Government was charged w ith the summoning of a council of experts which was to discuss the details of the new order of things. The final regulation of the socialistic m anagement of industry took place when the law of July 19, 1919, was passed, and a t the same tim e regulations were issued for the carrying out of the law of April 24, 1919. U nder these enactm ents the potash industry was regulated not by means of radical deviation from the existing order of things, but by employing the arrangem ents already existing, w ith due regard to the relationship of the existing régime to the ideals aimed at. The P otash Syndicate was retained, although the powers giving it its preponderating influence on the industry were transferred to a new body, the National P otash Council, to which the syndicate is sub ordinated. The N ational Potash Council is based on the idea of socialized m anagem ent by all those interested not only in the processes of production, b u t in any economic branch. This is shown by its composition, for to it belong representatives of the producers, workers, directors of the syndicate, technical and commercial em ployees, agricultural consumers, the potash trade, the chemical in dustry, an expert com m ittee for the mining, m anufacture, etc. of potash, as well as representatives of the Federal States and Prov inces. E qual representation is given to employers and employees. From the N ational Potash Council issue a num ber of com m ittees. The chairm an and vice chairm an of these committees are nom inated on each occasion by the Im perial Minister of Eco nomics, while the other members are elected by the N ational Potash Council under special rules. I t is the function of the National Council to conduct the industry from the standpoint of socialized m anagem ent. I t lays down general guiding principles for the in dustry, especially w ith a view to increasing home production and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 Wirtschaftsdienst, Berlin, Aug. 1,1919. [1378] M O N TH LY LABOR REVIEW. 77 encouraging home agriculture. I t m ay dem and from all taking part in the industry inform ation as to the economic conditions in it, b u t m ay not do this outside the domain of output and sale of potash if the inform ation would endanger trade secrets. In accordance w ith the law the potash producers have to combine in the P otash Syndicate not later than October 31,1919. By “ pot ash producer” is understood not only the owners of potash mines but also the owners of special factories. The general legal regulations for companies apply also to the legal status, b u t a few Special regulations have been issued. To the ex ecutive comm ittee of the Syndicate m ust belong one person appoint ed by the board of control from a list of five suitable persons sub m itted by the workers’ representatives of the N ational Potash Coun cil. Furtherm ore, the Syndicate m ust have a board of control, and to this m ust belong, among others, four persons; two m ust be represen tatives of the workers, one a representative of the salaried employees, and one a representative of the consumers, chosen from a list of two, three, or four suitable persons subm itted to the Syndicate. In this way the idea of socialized m anagem ent is realized in the form ation of the new Potash Syndicate as well. The worker is no longer regarded as an employee whose interests m ust run counter to those of the em ployer, b u t as himself a producer, and he is represented on the Syndi cate in accordance w ith th a t view. B u t due regard is paid to the character of the Syndicate as an am algam ation of producers by the fact th a t the executive of the Syndicate charged w ith the selection of the board of control is given a choice of several persons proposed as representatives of the workers, although the num ber of these persons is extrem ely lim ited. In this case the equal representation of work ers and employers is intentionally avoided in contrast to th a t of the N ational P otash Council. Moreover, in the N ational Potash Council the workers’ and producers’ representatives are directly elected by the organizations of the two groups concerned. The N ational Potash Council approves the b ^ w s of the Syndi cate and determines the activities of the “ p q B B jM ^ c e s,” which are composed of equal num bers of the rep^^SSroatives of the producers and workers. M ention m ust next be m ade of the “ potash inquiry office.” This determ ines the proportional shares in the general sales, the socalled “ participation figures” of the various measures, and controls a portion of the regulations issued by the N ational Potash Council in connection therew ith. These functions of the inquiry office are are of great im portance, and it should be emphasized th a t they do do not as heretofore appertain to the Syndicate. The inquiry office is empowered to dem and inform ation from the Syndicate and its members as to the quantities of potash sold, as to the 142890°—19---- 6 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1379] 78 M O N TH LY LABOR REVIEW. prices agreed upon and the conditions of delivery, as to storage and sales conditions, and as to other business arrangem ents. I t m ay inspect business premises, go down the mines, and, finally, demand an inspection of business ledgers and papers, w ith a view to confirm ing th e inform ation supplied. An appeal against decisions of the potash inquiry office m ay be m ade to the “ potash appeal office.” The activities of the Syndicate are circumscribed by the regula tions draw n up by the potash inquiry office or by the National P otash Council direct. The Syndicate regulates sales on the basis of th e participation figures and its by-laws. The im port from abroad of all potash salts, potash products, and potash com binations is per m itted only to the Syndicate. The participation figures will be rear ranged every five years, the first rearrangem ent taking place on Jan u ary 1, 1923. P o tash prices have been m ade the subject of special regulation. H ith erto m axim um prices were valid for the various potash salts; this regulation is retained. The N ational Potash Council is to fix th e selling price to home consumers. The N ational Potash Council m ay g ran t price rebates to consumers of large quantities, and in certain cases m ay order lower prices charged. All consumers are perm itted to combine w ith a view to obtaining rebates. The prices for foreign sale and delivery by the Syndicate m ay n o t be lower th a n th e home prices. The m inister of economics, who has suprem e control of the potash m dustry and is authorized to take p a rt in th e discussions of all organizations of th e socialistic manage m ent of the industry, m ay gran t exceptions to this rule. The N ational P otash Council, n o t the Syndicate, is authorized to forbid th e opening of new shafts, and to close down mines, factories, and sim ilar works, after paym ent of compensation, b u t it m ay make use of this rig h t only when fu rth er regulations on this subject have been issued by the legislature. As regards social policy the potash law establishes a lower and an upper wage board for safeguarding the average wages of the workers a n d g jj^ B « r ie s of the m inor officials and employees. This office m ay demffiScnnformation from the owners as to hours of labor, wages, and salaries, and it is w ithin its province to encourage the conclusion of wage-scale agreements. The whole structure of sociali zation regards workers and salaried employees as two distinct cate gories, and does not, as is so strenuously demanded in m any quarters, regard them b oth as mere workers. Propaganda in Germ any is carried on by an agricultural technical potash office. I ts expenses, like those of the entire organization of the socialistic m anagem ent of the potash industry, are borne by the Syndicate. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1380] M O N TH LY LABOR REVIEW. 79 Other Socialization Schemes. The general socialization bill and the bills on the socialization of the coal and potash industry are so far the only socialization bills which have been enacted into laws. Schemes and bills are, however, under consideration for the socialization of the m etal and chemical indus tries, electricity, w ater power, agriculture, deep-sea fishing, and the m unicipalization in large cities of all public utilities. Owing to lack of space, these schemes and bills can n o t be discussed here for the present. Austria. The session of the N ational Assembly th a t gave A ustria a demo cratic constitution also enacted a fundam ental law for sociali zation and established a commission, w ith plenary powers, whose function was to be the preparation of the way for the socialization of trade and industry. General Socialization Law. This law, dated March 14, 1919, has the following te x t:1 On grounds of public welfare, suitable industrial and commercial establishments may be expropriated in favor of the State, the provinces, or the com munes, and administered by the State directly, or placed under the administration of statutory corporations. The exercise of these rights shall be regulated by special expropriation, land reform, and home colonization laws. A r t . 2. Industrial and commercial establishments adapted to the purpose may be combined by law into statutory associations and placed under the supervision of the State or of other statutory associations. A r t . 3. Provision shall be made by a special law for the representation of the salaried and manual labor staffs in the administration of the establishments where they are employed. A r t . 4. A special State commission for socialization shall be set up and intrusted with the drafting of the laws provided for in articles 1 to 3. The executive committee of the commission shall consist of a president, a vice president, and three members, elected by the National Assembly on the proposal of the main committee of that assembly. The president of the commission shall possess the status of a secretary of state. A r t . 5. The executive committee shall nominate as members of the socialization commission for one year representatives of the various public departments concerned and the statutory associations, and experts from among the salaried and labor staffs and employers, in addition to other specialists. A r t . 6. The president of the commission shall have the right to make, either in person or through deputies, the requisite investigations for the preparation of the work intrusted to him, and with this object, to consult experts, to inspect commercial and industrial concerns, to examine their books and business records, and to collect from them any information relating to the working of their business. At the request of the president these investigations shall be carried out by com petent State officials. A r t ic l e 1. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1Neue Freie Presse, Vienna, Mar. 15,1919. [1381] 80 M O NTH LY LABOE REVIEW. A r t . 7. (Prescribes penalties to be inflicted on persons refusing to give the commis sion the requisite facilities for examining books, etc., or otherwise impeding it in the discharge of its duties.) A r t . 8. Official secrecy is strictly to be observed in carrying out the investigations provided for in article 6. (Breaches of confidence to be punished with imprisonment up to three months, or a fine not exceeding 20,000 crowns.) A r t . 9. Provision shall be made in the budget for the personal and administrative expenses of the office of the socialization commission. The amount of remuneration to be paid for work done by the members of the commission and other experts, whose services have been called in, shall be fixed by the executive committee. A r t . 10. This law shall come into operation on promulgation. The secretary of state shall be intrusted with the duty of putting the law into force. The first plenary session of the A ustrian Socialization Commission was held in Vienna on April 10, 1919. Dr. Bauer, the president of the commission, in his inaugural speech declared th a t the only ques tion to be discussed was th a t of m ethod.1 Consequently the com mission should no t lose a single day in finding a solution of the problems referred to it. He subm itted to the commission five prelim inary drafts of bills: (1) For the expropriation of the owners of economic concerns; (2) as to the public u tility institutions and sim ilar establishm ents; (3) as to socialization b y communes; (4) as to th e establishm ent of works councils; and (5) as to the socialization of th e electric supply system. The commission decided, on the proposal of its president, to appoint six sub commissions to deal with: (1) General purposes; (2) m anufacturing industry; (3) agriculture and forestry; (4) com m unal policy; (5) organization of industrial establishm ents; and (6) finance. The Governm ent Scheme. In a speech delivered to the conference of the executive committee of the A ustrian trade-unions, Dr. Bauer, the secretary of sta te for socialization, sketched the general scheme of the socialization laws, which, on April 24, 1919, were referred to a com m ittee b y the N ational Assembly. According to Die K o n ju n k tu r2 Dr. Bauer spoke as follows: We shall endeavor to build up a socialistic organization on tbe democratized estab lishments, an organization which shall subordinate the establishment to the interest of the community. This, of course, can not take place in equal proportions in the various branches of industry. In general, a distinction can roughly be made between partial and complete socialization. Partial socialization will be applied to institutions which have already been de veloped during the war. During the war industrial establishments have been largely organized into industrial unions for purposes of war economics. These where they exist, we shall not demolish; on the contrary, we must make an effort to organize new ones, but they must not resemble the old ones. For hitherto such partial socialization has only meant the banding together of capitalists, under the supervision of a State 1Neue Freie Presse, Vienna, Apr. 11,1919. [1382] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 D ie Konjunktur, Berlin, May 15,1919. MONTHLY LABOE REVIEW . 81 commissioner, whose supervision, however, meant little, since as a rule he knew less about the business than the employer. That, of course, was not socialization, and we must not imagine that it was. Rather must the industrial union be the means of sub ordinating the establishments, in so far as these are allowed to remain in the hands of the employers, to the domination of the State, the workers, and the salaried employees and the consumers, viz, those groups for whose sake the establishment maybe said to exist. To socialize all industries completely will for the present be scarcely possi ble on account of the many small and medium sized establishments in a number of industries. But it is precisely branches of industry of this kind that are already linked together into these industrial unions, and we shall only have to modify the constitu tion of their administrative body. Assuming that into these industrial unions, for instance, we place in equal numbers representatives of the employers of the industry, the workers and salaried employees, the consumers, and, lastly, experts appointed by the State, then we have a board of directors in which the employers constitute only one-fourth of the members. When a board of this kind fixes the prices of the goods and the wages and makes collective agreements, and when it regulates the production of the individual establishments, it does so no longer in the interests of the employers only, since these form only one-fourth of the board, but also in the interests of the workers and salaried employees, of the consumers, and of the com munity. By subordinating the individual employer to the control of an industrial union in which the decision rests not with the employers, but with the representatives of the whole nation, the position of the employer will be the following: His power is sub stantially limited from below in his establishment by the works council,1 and from above by the Union Board of Directors. Thus we attain a substantial limitation of the power of the employer, and the power left to him is that which under these cir cumstances is really due to him, i. e., the power of a manager of the establishment. But this is only a partial socialization, and although in many cases we shall have to content ourselves with this intermediate form, still I believe that, in large-scale in dustry, we shall have to go forward to complete socialization, viz., to the complete exclusion of the capitalists. This complete exclusion is effected in two stages. The first of these is represented by the act of expropriation: we take his establishment away from him. The second consists in the organization of the new administration which is to take his place. As to the expropriation procedure, many comrades have a very simple idea of the business, i. e., that the establishment shall be simply taken away from the employer without any compensation. But I confess that under present circumstances and for our country I consider this procedure to be quite impossible, because it would work terrible mischief among us. If we take away their establishments and leave them their other means, we should not have a single farthing with which to carry on the business. We should, therefore, have to confiscate not only factories, dwellings, and plots of ground, but all capitalistic property, and we should thus have to declare null and void paper securities and war loans. But everyone who knows who are the present owners of war loans is well aware that savings banks, rural cooperative banks, etc., would become bankrupt, and every peasant, every small burgher, every official, and every salaried employer and worker would lose his investments. But even this is not the chief hindrance; much more tremendous are the international difficulties which would result from it. Many of the largest enterprises in Austria belong wholly or partially to foreign capitalists. The foreign countries would not submit to it. And even if they did submit to it, we know that we are quite unable to do without foreign capital for the reconstruction of our national trade and industry. We can not i Works councils were established in Austria by a law which came into force July 25,1919. See M onthly L abor R e v ie w , September, 1919, p. 133. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1383] 82 M O NTH LY LABOR REVIEW. even pay for our food to-day without the help of foreign credit. Only with foreign credit can we get the raw materials which we need, and only with foreign capital can we develop our industry. But we can not obtain credit if we legalize confiscation of private property. We must, therefore, manage things differently. When we wish to expropriate com pletely the owners of large-scale establishments, We shall pay a compensation. For that purpose we must enact a law regulating the payment of compensation in cases of expropriation. The bill laid before the Socialization Commission regulates the matter provisionally in the following way. The decision to expropriate an industry shall be made by the Government. As soon as the Government shall notify the employers in question that they are to be expropriated it may also immediately take over the establishments. The actual process of expropriation and the assessment of the amount of compensation shall then come before a court of arbitration constituted for the purpose. As to the compensation, it is to be assessed according to the per manent (dauerhaft) value, and war profits are not to be considered in the computation. The payment of the compensation shall not be made in money, or at least not usually in money, for otherwise we should again have to print paper currency, which would be injurious, but in such a manner that the expropriated capitalist must accept at their face value special bonds, which he receives instead of the shares. The idea is simply this: The man has ceased to be an employer; he is now only a private person possessing an annuity. It is therefore fair that we should give him his 4 per cent on the capital which he invested in the establishment, but nothing more. What becomes of the enterprise when it is taken over? It seems to us obvious that it can not be managed by the State. We do not want to bureaucratize our industries, but the administration will be regulated by another law relating to socialized industrial organizations. These organizations will be constructed in the following manner: If we want to socialize any industry whatsoever, for example, an iron industry, we establish for this purpose, by means of an executive decree, an institution of our own, called, for instance, German-Austrian Iron Community Works. This body will possess legal personality; it will be completely separated from the State; it will be registered as a business concern in the trade register, and will take over the given establishment. How will the institution be administered? At its head will be a board of directors which will be composed of something like one-third each of (a) representatives of the workers and salaried employees, who will be elected either directly by the work ers and salaried employees or by their works councils; (b) representatives of the con sumers of the commodities in question; and (c) representatives of the State, possibly of the province, or of the commune which has a special interest in the establishment. This will be the composition of the board of directors, which chooses the managers, Who are to administer the establishment. The whole is under special State super vision. In particular, the decisions as to the use to be made of the net profits require the sanction of the Government. It will be provided that the net profits shall be divided between the State and the salaried employees and workers according to a fixed formula. The share falling to these last may either be divided between the in dividual workers and salaried staff, or it may be taken over by the administration of the works council, for the purpose of social welfare schemes. The decision as to what shall be done rests with the representatives of the workers alone, and the represen tatives of the State and of the consumers will have nothing to say about it. The decisive question is that of the acquisition of capital, for when we have the under taking in our hands we have still done nothing toward this; we must also be in a posi tion to invest capital in it and to carry on the business in a proper way. The under taking may not issue shares; for having once eliminated the capitalist we do not want him to get in again. I t can, therefore, borrow money for itself only at a fixed rate of interest; and the question also arises whether the capitalists will lend money, for a https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1384] M O NTH LY LABOR REVIEW. 83 bond has less power of attraction than a share. But in order to secure capital for the socialized industrial institutions a decree would be issued to the effect that the min ister of finance has the right to make it compulsory for all banks, savings banks, and credit societies to invest in the bonds of these socialized industrial undertakings a percentage of all capital held on deposit, this percentage to be fixed by the minister himself. The State can thus see to it that the funds required by the undertakings are forthcoming. This is the first step toward the socialization of banking. The State prescribes for the banks the uses to which they shall put their deposits. Hand in hand with these laws goes a further law, granting to the communes the right to expropriate establishments working to supply local needs, for example, the pro vision establishments, bakeries, breweries, transport establishments, brick works, pharmacies, etc., in order either to administer them municipally or to hand them over for administration to the socialized industrial institutions. This law also has already been drafted. It can indeed be said, and with truth, that even this so-called complete socialization is still incomplete. For the capitalist loses his power over the undertaking; he be comes a mere annuitant, but as such he still remains in existence, for he still has the right to receive interest from this undertaking. To put an end to this by degrees is a problem for taxation legislation, and possibly for a modification in the law of inheri tance. Thus, in the course of a few generations we shall be in a position to abolish absolutely all unearned incomes. The first step toward that is the property tax. The anxiety which is widespread among the working classes that this will in some way be postponed is quite unfounded. The matter is actually being worked out. If many feel it to be long drawn out, they must not forget that it is not easy so to construct the law that it shall be made as difficult as possible for people to evade it, and that for that purpose a number of preparatory measures must precede it. This som ew hat lengthy speech of the A ustrian M inister for Sociali zation has been reproduced here nearly in full because it gives a clear outline of the Governm ent’s socialization plans. Bills for the Socialization of the Coal and Electricity Industries. The principal provisions of the two m ost im portant socialization bills so far drafted by the A ustrian Government, those for the social ization of the coal and electricity industries, the te x t of which was published in the Neue Freie Presse, are reprinted below from the British Labor G azette.1 1. Coal.—Under the act of March 14,1919, the State is empowered to expropriatecoal-mining concerns which do not exclusively subserve local demands or the require ments of a single undertaking of which they are components. Royalties will be paid for 20 years as indemnification for mining rights, and. an indemnity will also be paid for surface plant and buildings. The royalty is to vary with the calorific value of the marketable coal obtained. Where new plant is required to get the coal, the royalty is to be reduced to one-third. The rights and liabilities of expropriated concerns will be taken over by the German-Austrian Coal Mining Corporation, a socialized institu tion to be organized for the purpose. The Corporation will be administered by a com mittee of 23 members: Representing the State (5), the provinces (5), the board of man agement (1), works managers (2), the works council (5), the Coal Trading Corporation (see below) (3), the financial institution issuing the corporation’s bonds (1), and the Federation of Austrian Manufacturers (1). Capital is to be advanced by the State and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis i Labor Gazette, London, July, 1919, p. 277. [1385] 84 M O NTH LY LABOR REVIEW. the provinces and repaid by fixed installments. Net profits are to be divided as ollows: 10 per cent to reserve fund. 10 per cent for extensions and exploration. 20 per cent to the salaried staff and workers. 60 per cent to the State and the Provinces. The marketing of coal is reserved to another specially created organization, the German-Austrian Coal Trading Corporation, whose functions of distribution will include the control of prices (including retail prices) and of export and import. Any coal not placed at the disposal of the corporation (at an equitable price) may be com mandeered without compensation by the Ministry of Commerce. The adminstrative committee is to consist of 22 members (at first nominated by the State and thereafter elected). These will appoint a president from outside their own number, and two vice presidents. The members of the committee will represent the State (7, in cluding 2 experts), the provinces (4), the municipality of Vienna (1), the board of management (1), the works committee (2), the coal mining corporation (see above) (2), the Federation of Austrian Manufacturers (2), agricultural federations (1), other consumers (2). The board of management will consist of the president of the cor poration and three others, not members of the administrative committee but persons devoting their energies exclusively to the work of the corporation. These will be appointed by the administrative committee. Initial capital will be advanced by the treasury and repaid in fixed installments. Net profits will be distributed aa follows: 20 per cent to general observe. 13J per cent to the works council for the benefit of the staff and Workpeople. 66§ per cent to the State, which may use it as a special reserve fund. 2. Electricity.—I t is proposed to establish in each province a socialized provincial electricity institution to supply electrical power and develop new sources of such power. The province, the State, the provincial capital, a federation of the remaining communes, the workers and salaried staff, the board of management, the financial houses issuing the bonds, leading statutory organizations of consumers, and engineer ing experts are to be represented on the administrative committee, which may also include representatives of private electricity works and of their managers. This committee will elect an executive and a board of management. The provincial institutions will combine to form a federation for German Austria. The federation will assist in procuring funds, drafting schemes and regulations, regulating prices with a view to their equalization, and constructing long-distance lines. I t will be admin istered by a committee similar to those described above, and will appoint an ex ecutive and a board of management. Uniformity will be further secured by the establishment of a “ water power and electric supply office ” directly subordinate to the cabinet. No further concessions will be granted to private firms or persons for the generation or sale of electric current, or for the utilization to these ends of water power; but sanction may be given to private persons or bodies to construct electrical works to supply electricity for their own consumption. Existing private installations may be extended to enable them to render sufficient supplies which they already partially afford. Private electricity works, however, are liable to be socialized in pursuance of an act for the commandeering of industrial concerns. A register of such installa tions is to be compiled and published. Six months’ notice must be given of any proposal to socialize any of these undertakings. Undertakings not on the register or not socialized within three years may not be socialized till fifteen years have elapsed. Compensation will be determined by the value of the outlay and average of the net profits for the preceding seven years (excluding the highest figure and the lowest and multiplying the average of the remainder by 12J). The compensation to be paid will https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1386] 85 M O NTH LY LABOR REVIEW. be the mean of the “ outlay value” and the “ going-concern value. ” The provincial institutions and the federation are to be held responsible for the utmost efficiency and coordination of their operations. In fixing scales of charges the economic need of the consumer is to be the primary consideration, but care must be taken to provide a minimum sum for the payment of interest and the repayment of advances by in stallments. Proposed Closer Cooperation Among Scandinav ian Governments On Labor Matters.1 H E w ar has brought the Scandinavian countries closer together politically, socially, and economically. E arly in the w ar a diplom atic conference took place and two other conferences were held during the w ar for the discussion of the high cost of living and the problems of food distribution. These gatherings were spon sored and participated in by Governm ent officials. Since 1907 the offi cials of the respective social insurance institutes, as well as persons interested in related problems, have m et in triennial conferences. Independent of official action the labor groups of the three countries, both prior to and during the war, worked in the closest harm ony. A more intim ate and wider cooperative effort in labor m atters was urged upon the Governments by a m em ber of the Scandinavian Inter-P arliam entary Union, a t the eighth m eeting in Stockholm, in August, 1916. Mr. Castberg, who is a Labor Dem ocratic P a rty member of the Norwegian Storthing, outlined for the Scandinavian countries the organization of an Inter-Scandinavian association for labor legislation. The organization and functions of this associa tion would be parallel to those of the International Association for Labor Legislation. In urging his m otion before the Inter-Parliam en tary LTnion Mr. Castberg said, among other th in g s: T I look upon social inequality and unrest as the most fundamental cause of the dis grace that Christianity and civilization have not yet been able to make impossible war between the nations. The prevailing competitive economic system which rests upon present social conditions has created among the nations an anarchy of distrust, envy, and hatred, bellum omnium contra omnes. Social ideals are international. Their triumph is a step in the direction of permanent peace among the peoples. If the Scandinavian people point the way they will be performing an undying serv ice for the cause of peace. As a result of the discussions in the Inter-P arliam entary Union in August, 1916, the following m eeting of the union in Christiania, 1917, urged the respective Scandinavian Governm ents to bring about closer cooperation in the field of labor, and a t the m eeting of May 24, 1918, the m atter was referred more directly to the m eeting 1Sociale Meddelelser, U tgitt av https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Departementet for Sociale Saker. [1387] Christiania, 1919. No. 5. 86 M O NTH LY LABOR REVIEW. of the Scandinavian Ministers of State, which was taking place in Copenhagen. In April, 1919, an invitation was issued by the Danish Government to the Governments of Norway, Sweden, Finland, and Iceland, to m eet in a conference on the 25th of th a t m onth, to discuss the m atters in question. This m eeting passed a resolution calling for imm ediate action by the various Governments, to bring about the cooperation desired in labor m atters, b u t suggested a t the same tim e th a t this cooperation be m ade broader and more inclusive, so as to include co operation in all fields of social legislation. This cooperation was to include exchange of opinion in ail m atters of social legislation, determ ination of uniform principles for the developm ent of such legislation, and the preparation of ways and m eans for far-reaching reciprocity in the field in question. The Copenhagen conference resolved th a t for the carrying out of this cooperative work a com mission should be appointed, assisted, in the handling of special problems, by experts. The special commission was directed to in vestigate a t the earliest date possible how far the Scandinavian countries shall in the future act together in m atters affecting labor, and to have especially in mind the need for a united front a t the International Labor Conference a t W ashington. The Copenhagen conference proceeded to d raft a set of by-laws for the perm anent commission. The d raft provides th a t each of the Governments represented shall appoint not exceeding seven dele gates, among whom shall be representatives of capital and labor. The commission is to m eet at least once every year. The officials of the Governments represented, who have to deal w ith labor and social problems in their respective countries, are authorized to com m unicate directly w ith each other. Uniform ity in the statistical output and the reports of the Governments is sought, and arrange m ents have been made for the publication of an inter-Scandinavian bulletin as a means of comm unication for those interested. A t the W ashington conference the special commission is directed to present the principles agreed upon by the respective Scandinavian countries. The principles which the commission is directed to present include the 8-hour d a y ; restriction of night work and Sunday work to indus tries in which they are absolutely necessary for technical reasons or in the interest of the public welfare; prohibition of the employment of children under 14 years of age; restriction in the em ploym ent of juvenile workers under 18 years of age to occupations which do not endanger physical developm ent and do n o t curtail school training; prevention of unem ploym ent by a system of relief works, unem ploy m ent insurance, and by establishing a close-knit unem ploym ent service which shall be a monopoly. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis M O NTH LY LABOR REVIEW. 87 The problems of, accident compensation were also discussed a t the conference, which declared th a t the workers of the Scandinavian countries should have equality of treatm en t w ith respect to accident compensation. The conference expressed itself as favoring the extension of the obligation to insure and demanded an investigation as to how far disability caused by industrial diseases should be com pensated. The negotiations among tile Scandinavian countries are still in a form ative state, b u t indicate a t the same time the fixed desire of these States to be considered as acting as units in all labor m atters and on questions of broad social policy. As the Scandinavian countries possess powerful labor m ovements it m ay be expected th a t this official drawing together of the countries will have consider able influence upon international labor legislation. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1389] LABOR TURNOVER. Employment Policy and Labor Stability in a Pacific Coast Department Store. B y P aul F. B r isse n d e n . Part I. Statistical Analysis of Employment Records. P TO the present tim e students of the labor stability problem have centered their attention alm ost exclusively upon factory labor. Such statistics of labor turnover as are avail able, therefore, throw light on the m obility of labor in m anufacturing rath er th an m ercantile establishments. “ O utdoor” industries (con struction work, farm labor, lumbering and mining, m arine and dock labor, etc.), transportation and public utilities and wholesale and retail trad e have been given very little study. The Bureau of Labor Statistics has published two detailed reports on individual m anu facturing establishm ents 1 and the great m ajority of the concerns included in its several sum m ary reports on the stability of labor in various localities 2 were m anufacturing concerns. In these summ ary articles there were included, however, two or three public utility and m ercantile establishm ents and a copper mine. The Bureau has published two detailed rejiorts dealing w ith labor m obility in indus tries of the “ outdoor” group ju st referred to: One on “ The Labor Turnover of Seamen on the G reat L akes” 3 and the other on “ Labor Turnover Among Employees of a California Copper Mining and Smelting Com pany.” 4 The report presented in the present article deals w ith a large Pacific Coast departm ent store which has had a comprehensive em ploym ent departm ent in operation for a num ber of years. The article presents figures showing the extent and dis tribution of the labor shift and describes the labor and employment policies of the store m anagem ent, and the various welfare and service activities carried on among its employees. U i Labor turnover and employm ent policies of a large motor vehicle manufacturing establishment, Monthly L abo r R e v ie w , October, 1918; Labor policies and labor turnover in the California oil refining industry (reporting two oil refineries), Monthly L abor R e v ie w , April, 1919. 8Published in the Monthly L abor R e v ie w , as follows; Cleveland and Detroit, January, 1919; San Francisco Bay region, February, 1919; Cincinnati, March, 1919; Milwaukee, April, 1919; Chicago, Sep tember, 1919. 8 M onthly L abor R e v ie w , June, 1918. 4 Monthly L abor R e v ie w , May, 1919. 88 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1390] M O NTH LY LABOK [REVIEW. 89 General Extent of Instability. The detailed statistical analysis presented in the following pages covers the 12-month period ending November 1, 1918. For th a t period the extent of labor shift is shown classified according to sex, season of the year, departm ent group (which to a certain extent reveals the occupation), and character of separation and reason assigned for it. There is also shown the proportion of the accessions in the different departm ents, etc., which are rehirings. Added to this detailed analysis of the labor turnover from November, 1917, to November, 1918, is a record of the accessions (persons hired and rehired) and classified separations by m onths from Novem ber 1, 1918, to June 1, 1919. Although detailed figures were no t available for any period prior to November 1, 1917/ it was possible to get sum m ary figures for the two years preceding the year reported in detail. The figures for the three years ending November 1, 1918, together w ith those for the 7 m onths following th a t date—thus bringing the whole record down to June 1, 1919—are given in Table 1: 1Except, in one or two cases, that detailed figures have been included for September and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ri39ii October, 1917. CO T able 1 __ LABOR T U R N O V E R , B Y Y E A R S , FROM N O V . 1, 1915, TO JU N E 1, 1919. O Character of separations. Hired. Period or year ending— Fe Total. Males. males. Fe To Males. males. tal. Total. Quit. Laid off. Discharged. Fe Total. Males. Fe Total. Males. males. males. Fe Males. males. Total. Aver age daily at tend ance. “ Per cent of turn over” Labor flux. Fe Total. Males. males. N u m b e r. 557 618 to June 1,1919 L 637 902 1,194 1,520 1,674 465 26 31 12 28 38 59 62 20 273 260 285 354 558 614 431 124 204 365 170 494 [1392] 374 859 1,075 240 503 656 429 467 878 1,139 970 1,534 1,568 384 39 56 69 63 100 100 100 100 100 100 100 100 2,665 1,543 807 851 899 913 120 180 174 72 1,060 1,274 1,104 1,780 2,164 3,054 3,242 849 P e r ce n t d istrib u tio n . 5 5 N ov. 1,1916. N ov. 1,1917. Nov. 1, 1918. 3 3 4 4 4 5 54 40 61 40 58 40 27 32 41 56 36 56 A n n u a l ra te p e r 1 ,0 0 0 fu ll-y e a r w o rk ers. N ov. 1,1916. Nov. 1,1917. Nov. 1, 1918. 1 480 i' 78R 1/862 ' 875 47 69 69 38 692 722 479 233 463 1,009 1 ,196 451 807 1,202 851 1,800 1,744 2 899 721 913 M O NTH LY LABOR REVIEW. N ov. 1,1916. Nov. 1,1917. Nov. 1, 1918. 2,682 3,586 3,606 1,596 2 There were on the pay roll Nov. 1,1918, 977 employees, of whom 175 were male and 802 female. Assuming that the average daily attendance figure, 899, is made up of the same proportions of male and female employees, the average daily attendance of males is 161 and of females, 738. The total separation rate figures for the tw o sexes are based upon these figures. See Table 8. s Rates for this period reduced to yearly basis by m ultiplying rate for 7 months by -V- https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis M O NTH LY LABOR REVIEW. 91 The table shows the num ber, per cent distribution, and annual rate per 1,000 full-year workers of accessions and classified separations for each of the four periods indicated. For the first two years the figures for accessions and for classified separations are given for each sex. The extent of the labor m obility is best shown by the rate of entering and leaving, th a t is to say, the num ber of accessions and separations taking place for each thousand equivalent full-year workers employed. The la tte r num ber in the case of the establish m ent under consideration is represented by the average daily attendance. The rates given in these pages are, therefore, rates per 1,000 employees in average daily attendance, which means exactly the same thing as the rate per 1, 000 equivalent full-year workers.1 The average daily attendance figures are obtained from daily atten d ance records kept for each departm ent in the store. The figures in the column headed “ Labor flux” are obtained by adding the total separation to the total accession figures. This labor flux figure represents, so far as any one figure can represent it, the total stability situation in the establishm ent. I t shows the whole am ount of move m ent, w hether it is m ovem ent in or m ovem ent out. The figures for the 7-month period ending w ith May 31, 1919, are n o t directly comparable in all parts of the table w ith the other figures. They are decidedly not comparable in the upper section of the table which shows the actual num bers entering and leaving. However, in the rate and per cent distribution sections of the table these figures can be fairly compared w ith the earlier ones. They are made strictly comparable in the rate section by m ultiplying the rate for the 7m onths period by twelve-sevenths. This gives us the annual rate of accession and separation for the p a rt of this year for which records are now available. The “ per cent of turnover” 2 is given not because it is really necessary, b u t to show its relation to the separation rate. If the to tal rates of separation, shown a t the bottom of the table, are divided by 10 the result is the same as the so-called “ per cent of tu rn o v e r.” In the one case we have the separation rate per 1,000, in the other the separation rate per 100, full-year workers. The advantage of using rates, instead of a “ per cent of tu rn o v er” which is rigidly defined as one particular rate, regardless of the actual turnover situation a t any given time and place, is th a t it is then possible to measure labor stability by the accession rate when it m ost accurately indicates stability, and by the separation rate when th a t m ost accurately measures it. W ith the “ per cent of tu rn o v er” 1 Except in so far as absentee or paid, vacation tim e may be included in computing the number of fullyear workers. If such time is included it results in a somewhat larger base figure and, therefore, in a some w hat smaller turnover showing, than is the case w ith the average daily attendance figures. 2 Based on gross separations as stipulated by the Rochester Conference of Employm ent Managers in May, 1 9 1 8 . See the M o n t h l y L a b o r R e v i e w , June, 1 9 1 8 , pp. 1 7 2 , 1 7 3 . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1393] 92 M O NTH LY LABOR REVIEW. m ethod—fram ed up on an a priori basis which takes it for granted th a t separations m ust always measure turnover—it is never possible to take any account of accessions as a factor in labor mobility. In this paper it is taken for granted th a t neither accessions nor sepa rations, as such, measure “ turnover,” b u t th a t it is m easured by the replacem ents. If the num ber of accessions is smaller than the num ber of separations, the form er num ber m ust represent replace ments. If the num ber of separations is smaller, the separations represent replacem ents and measure the tu rn o v e r.1 In Table 1 the replacem ents are set in bold-faced type. I t is evident th a t during the three years and seven m onths ending with May 31, 1919, there were 4,853 accessions and 4,456 separations required for the m aintenance of a working force which averaged 867 full-year employees during th a t period of 43 m onths. I t also appears th a t the annual replacem ent or labor stability rate was 1,202 per 1,000 full-year workers in 1916, 1,786 per 1,000 in 1917, 1,744 in 1918, and 721 in the first half of 1919. If the flux rates be taken, it is evident th a t in 1916 there were 2,682 movements hi or out for each 1,000 full-year employees; in 1917 there were 3,586; in 1918 there were 3,606; in the first half of 1919 there were 1,596. During the first p a rt of the whole period there was a considerable increase in the labor flux, this increase being due, however, rather to the increase in the separation rate th an to an increasing accession rate. The years 1917 and 1918 were no t greatly different from each other. They were both very heavy turnover years, 1918 being slightly worse th an 1917, although the rate of replacem ent was somewhat greater in the earlier year. The first half of 1919, however, shows a really rem arkable increase in stability. The annual flux rate for 1918 was 3,606. The annual rate for the first half of 1919 was 1,596. The corresponding replacem ent figures were 1,744 and 721. This means a decrease in the m obility of labor in this establishm ent from 1918 to 1919 of 56 per cent. A t the same tim e the accession rate has been cut down from 1,862 to 875, or 53 p e rc e n t, and the sepa ration (also, in this case, the replacem ent) rate from 1,744 to 721, or 59 per cent.2 This shows th a t the decrease in m obility which has been brought about has been th e result of large reductions in both accession and separation rates. B u t it is due rath e r more to cuts in the separation ra te th a n in the accession rate. I t is fu rth er evident th a t the biggest factor in the reduction of the separation and replace m ent rates was the reduction accomplished in th e quitting rate, which was 1, 196 per 1, 000 in 1918 and only 451 for the first half of 1919. 1 This whole matter has been more fully gone into in a preceding article: Labor turnover among em ployees of a California copper mining and smelting company, M o n t h l y L a b o r R e v i e w , May, 1 9 1 9 , sec tion on “ Method of computing the turnover.” 2This means the same thing as a reduction in the “ percentage of turnover” (Rochester fashion) of from 174 to 72 per cent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1394] M O NTH LY LABOR REVIEW. 93 B ut tins is not the whole story. The lay-off rate was cut down from 479 in 1918 to 233 in 1919, or 51 per cent. The discharge rate was reduced from 69 in 1918 to 38 in 1919, or 45 per cent. During the 43 m onths’ period there has evidently been an impor ta n t change brought about in the percentage distribution of the dif ferent kinds of separation. Discharges have remained about 4 or 5 per cent of all separations from first to last. Lay-offs, however, which in 1916 made up more than half (58 per cent) of the separations in 1919 constituted less than one third of them. And voluntary separations (quits), which in 1916 made up only 39 per cent of all separations, constituted in 1919 not less than 63 per cent of them. The data on sex given in this table are rather fragm entary. R ates are given by sex only up to 1918 and they indicate, as would be ex pected, th a t the turnover was much higher a t th a t tim e among males than among females. Seasonal D istribution of Turnover. More detailed figures in regard to labor stability in the establish m ent here reported are available only for the la tte r p a rt of the period covered by the figures of Table 1. For the 12-month period from November 1, 1917, to October 31, 1918, and on some points the 21-month period from September 1, 1917, to May 31, 1919,1 there are presented in the following pages figures indicating (1) the seasonal trend of labor m obility from m onth to m onth, (2) the proportion of the total labor flux due to hiring and rehiring and to discharges, lay offs, and quits, (3) the proportions discharged and quitting for specified causes, (4) the proportion of the turnover, as thus classified, a ttrib u table to each of 19 departm ent groups in the establishm ent, (5) the distribution of the turnover between the sexes, and (6) the relative responsibility for labor flux of long and short service employees, respectively. The m ost of this m aterial, as stated, refers to the year ending October 31, 1918. The following two tables give the detailed record of the labor flow from m onth to m onth. Table 2 shows, by m onths, the num ber, per cent distribution, and rate per 1,000 full-year workers of the different kinds of separations, and the num ber and rate per 1,000 of those rehired and hired. I t presents this analysis for the period from September, 1917, to May, 1919, inclusive. i Tables 2 and 3, presenting turnover statistics by months, include the 2 months (September and October, 1917) just preceding the 12-month period specially studied in this report, and Table 2 adds monthly figures for the 7 months (November, 1918, to May, 1919, inclusive), following the selected 12month period. 142890°—19-----7 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1395] 94 M O N TH LY LABOR REVIEW, T able 3 .—LABOR M O BILITY . B Y MONTHS, FROM SE PT E M B E R , 1917, TO M AY, 1919, SHOW ING T H E N U M B E R , P E R CENT D IST R IB U T IO N , A N D R A TE P E R 1,000 F U L L Y E A R W O R K ER S OF T H E D IF F E R E N T K IN D S OF SE PA R A T IO N S AN D T H E N U M B E R A N D R A TE P E R 1,000 FU L L -Y E A R W O R K E R S H IR E D . Month. Aver Total age Total acces daily D is attend rehired. sions. charged. ance. Separations. Laid off. Quit. Total. 104 47 79 110 80 50 81 77 85 91 85 160 109 68 38 27 35 24 39 38 39 126 63 105 423 169 69 86 87 90 94 93 163 117 72 54 57 70 75 44 42 42 Labor flux.i N um ber. September, 1917....................................... October, 1917............................................. February, 1918......................................... April, 1918................................................. May, 1918................................................... July, 1918................................................... September, 1918........................................ October, 1918............................................. November, 1918........................................ December, 1918........................................ February, 1919......................................... March, 1919............................................... April, 1919............................................... May, 1919............... .................................. 892 907 928 1,185 '837 793 847 856 868 884 875 874 929 914 970 1,175 907 747 844 881 870 37 23 32 37 15 16 38 14 25 20 26 40 17 11 3 31 40 31 190 111 183 324 36 94 134 92 91 170 120 163 172 95 168 76 15 7 58 72 69 18 9 11 8 7 6 4 7 15 305 82 13 7 4 3 6 3 1 3 2 8 2 1 4 4 1 2 3 5 2 8 28 35 50 1 2 316 174 288 747 205 163 220 179 181 264 213 326 289 167 222 133 85 82 102 114 111 P e r c e n t d is trib u tio n o f s e p a r a tio n s . H 14 10 2 4 9 6 8 March, 1918............................................... 4 3 July, 1918................................................... 6 September, 1918....................................... October, 1918..................................... ....... November, 1918...................................... 3 3 15 4 .lanuary, 1919............................................ February, 1917......................................... i 10 10 2 April, 1919................................................. May, 1919................................................... 3 11 14 72 49 19 3 1 2 2 4 3 15 49 50 67 2 5 83 26 47 72 94 89 94 96 91 98 93 94 70 47 50 32 89 90 93 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 A n n u a l ra te p e r 1 ,0 0 0 fu ll-y e a r w o r k e r s.2 November, 1917........................................ December ,1917......................................... February, 1918......................................... April, 1918............................................... May, 1918................................................... June", 1918.................................................. July, 1918................................................... August, 1918.............................................. September, 1918........................................ October, 1918............................................. November, 1918........................................ December ,1918......................................... April, 1919................................................. May, 1919................................................... 498 304 484 524 210 221 516 192 343 258 341 495 174 146 48 441 545 428 l' 469 2,366 3' 281 516 1,422 l' 899 1' 290 1,258 2,308 1,646 2,238 2 , 222 1 247 2 , 078 '776 198 113 825 981 952 242 119 142 81 100 91 71 98 41 82 39 26 99 20 16 57 54 14 54 93 194 3,089 1,176 197 42 14 27 41 65 26 99 286 463 803 14 28 1,399 622 1,022 1 ,114 1 147 '757 1,148 l' 079 1,175 l' 235 1 166 2' 197 l ' 408 '893 470 276 463 384 518 538 1,695 834 1,358 4 , 284 2 , 423 l'044 l' 218 1,220 l', 244 1,276 1,275 2 , 238 1,511 '945 668 582 926 1,203 626 572 579 4, 251 2,301 2 , 724 7'565 2 , 939 2,466 3'117 2' 510 2,502 3'584 2,921 4 , 476 3,733 2,192 2 , 747 1,358 1,125 l' 316 1,450 1,553 1 , 531 1 Sum of accessions and separations. 2 The actual m onthly rates on which these annual rates are based represent the ratio of total accessions, separations or flux, as the case m ay be, for each m onth to the average daily attendance for the same m onth. These m onthly rates were put on an annual basis, as shown in this table, by m ultiplying by 12. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1396] M O NTH LY LABOR REVIEW. 95 The figures in this table show a distinctly favorable change in the direction of greater stability during the period of nearly two years ending w ith the middle of 1919. The m ost convenient and reliable index of the to tal m ovem ent of labor involved in m aintaining the requisite labor force is found in the flux rate a t the lower right-hand corner of the table. In September, 1917, this rate was 4,251 per 1,000 full-year workers; in May, 1919, it was 1,531 per 1,000. There were very wide changes from m onth to m onth, these being particu larly noticeable toward the end of the calendar year, a t the holiday season, b u t the trend has been on the whole downward. Comparing corresponding m onths, it will be seen th a t in May, 1918, the labor flux was 2,502, nearly 70 per cent higher than in May of this year. All of the m onths of 1919 reported are more stable than the corre sponding m onths of 1918. I t should be noted, however, th a t Novem ber of 1918 was slightly worse than the preceding November. The flux rate is m ade up of the separation and accession (hiring) rates. An inspection of these la tte r two rates in Table 2 indicates th a t both have been reduced in the p ast two years, b u t th a t the accession rate has been reduced more than the separation rate. The accession rate dropped from 2,556 to 952, the separation rate from 1,695 to 579. I t would appear, then, th a t the turnover has been reduced by eliminating unnecessary separations and unnec essary hirings, bu t m ost of all by cutting down on unnecessary hirings. Although the total hiring rate was cut down very considerably, it will be observed th a t the rehiring rate decreased very slightly or not a t all. E vidently the employee who had worked for the com pany before was considered as more likely to stick than the employee hired for the first time. The percentage distribution of the separations show all through the period a fairly constant uniform ity of distribu tion of the different types of separation. A bout 65 per cent, on the average, are quits, 30 per cent are lay-offs, and 5 per cent discharges. The proportion of lay-offs is higher than in m ost m anufacturing establishm ents and is made so by the abnorm ally large num ber of employees laid off during and after the holiday season, a t which time the percentage of those quitting is seen to be lower than usual. High hiring rates are in evidence in Novem ber and December, with high separation rates closely following. I t is evident th a t there was considerable im provem ent in the 1918 holiday record over th a t of 1917. The separation-rate figures in Table 2 show th a t for the greater p a rt of the year the separation ra te is practically determ ined by the quitting rate. The exceptional tim e is, of course, the holiday season, when the separation ra te is determ ined quite as much by the lay-off as by the quitting rate. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11397] T able 3 .—LABOR M O BILITY , B Y MONTHS, FROM SEPT E M BE R , 1917, TO OCTOBER, 1918, CLASSIFIED ACCORDING TO CHARACTER OF ACCESSIONS A N D N A T U R E AN D CAUSE OF SEPARATIONS. Hired. New. Separated. Rehired. Discharged. Laid-off. H [1398] 1917. S ep t___ O ct___ 29 153 5 88 35 23 40 18 57 12 27 38 17 48 54 66 23 68 20 107 72 60 42 12 4 28 12 10 12 15 11 20 15 62 97 77 75 132 106 138 152 69 29 34 i 8 13 3 1 18 18 7 24 11 24 1 3 352 429 127 908 139 CD CD ©* *43 03 Eh 3 H 2 37 23 190 111 2 183 324 2 3 2 4 4 2 1 2 3 2 i 3 Nov. D ec. 1918. Jan___ F e b .... Mar___ A pr---M ay. . . June. . . J u ly .... A u g .... S ep t. . . O ct___ © CD © "d d -d o d ;3 © t-i 'Tj P. 1 o d ‘ a 'CD © 3 rP oo d *© c i-1 o d o d d 3 - l-H ¡3 O 4-s d ( Laborers. Learners. 28 9 -43 £ j 96 74 *d W t-. © d d 3 'd © JM 2 3 1 1 1 5 32 37 15 16 38 14 25 20 26 36 94 134 92 91 170 120 163 172 95 71 13 223 1,674 2 1 1 i i 14 4 2 1 >> CD d o rg "d +3 a EH i 2 18 9 1 4 2 i i 2 2 1 2 2 2 3 2 7 6 5 7 4 3 6 82 13 2 21 2 i 8 8 5 1 dS-. O id *03 a EH e © W d) 2 4 4 7 2 2 15 305 7 5 82 13 10 18 28 12 35 23 29 16 26 19 3 2 2 2 3 1 1 2 1 1 © 11 15 8 305 1 2 © a © i-i O © "d 13 4 62 422 +3 d 3 1 1 1 2 3 5 2 3 h d PC3 © rd y 4 2 4 3 1 2 d d fe 16 12 23 1 38 17 4 10 5 8 IF 10 40 5 9 12 13 15 12 19 11 5 13 i 8 2 3 2 70 24 9 431 228 22 117 127 9 13 8 6 6 2 W) d 0 a o id © rd O 9 1 3 2 oo rd m © a rd "d •d © 'd © ¡5 22 12 7 26 7 2 1 © S -h © 'd © <d d "d od d S3* d £ 3 3 2 1 4 1 104 47 126 63 15 10 7 9 1 1 79 110 105 423 7 8 6 5 1 2 7 5 1 4 25 8 20 19 15 30 23 10 75 135 154 ft a 9 3 5 6 5 1 1 3 5 5 80 50 81 77 85 91 85 160 109 68 169 69 86 87 90 94 93 163 117 72 892 907 837 793 847 856 868 884 875 874 919 914 141 69 1,695 834 113 357 1,358 4,284 202 2,423 1,044 1,218 87 102 102 104 106 106 187 126 79 1,220 1,244 1,276 1,275 2,238 1,511 945 48 45 39 1 Totals are for 12-month period ending with October, 1918, except the subdivided accession figures, which are totals of the 9-month period ending w ith October, 1918, there being no figures reported for November and December, 1917, and January, 1918. 2 Going into business, 3; leaving c ity , 33; goinginto “ essential work,” 6; on account of housing conditions, 2; unknown, 17. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis M O NTH LY LABOR REVIEW, H Laborers. CD •d © o do © id Quit. 'd © o' id O i -i a Month and year. ■d © o d <D © co Cl M O NTH LY LABOR REVIEW. 97 The last table which shows the labor flux by m onths is Table 3. I t covers the 14-month period ending w ith October 31, 1918, and makes a still further subdivision of the accessions and separations to indicate (1) the num ber each m onth hired new and rehired, who were experienced, the num ber who were learners, and the num ber who were laborers; and. (2) to show th e num ber quitting and dis charged for various specified reasons. This same classification of reasons for leaving appears also in Tables 4 and 5, and it will be discussed in connection w ith them. T able 4 .—N U M B E R , P E R CENT D IST R IB U T IO N , A N D A N N U A L RATE P E R 1,000 FU LLY E A R W O R K E R S OF E M PLO Y EES H IR E D A N D R E H IR E D A N D OF THOSE LEAVING FO R SPEC IFIE D REASONS IN Y E A R E N D IN G OCTOBER 31,1918. Annual Per cent rate per Number. distribu 1,000 tion. full-year workers.1 Accessions:2 Hired new .............................................. R ehired...................................... .......... 90S 223 80 20 1,010 248 T otal........................................... 1,131 100 1,258 21 13 8 8 5 4 2 1 34 21 13 13 8 6 3 2 23 14 9 9 6 4 2 1 100 Separations: Discharged— Incompetent................................... Misconduct.................................... . Careless............................................ Unreliable....................................... Trouble breeder............ ................ D ishonesty...................................... L a z y ............................................... . Insubordinate................................ Total discharged........................ 62 Laid off.................................................... Left voluntarily— Wages............................................... Fam ily moving.............................. Other position................................ School............................................... Ill health.......................................... Needed at hom e............................. Dissatisfied...................................... Vacation; needed r e s t ................. W ar................................................... Marriage (w om en)......................... Work too heavy or disagreeable A ll other reasons5......................... 431 228 154 135 127 117 75 48 45 39 24 22 61 21 14 13 12 11 7 4 4 4 2 2 6 254 171 150 141 130 83 53 50 43 27 24 68 Total, left voluntarily........... Total separations............................... 1,075 1,568 100 1,196 1,744 69 479 > Based on standard working force of 899 full-year workers. 2 For nine months ending Oct. 31,1918. 8 See note 2, p. 96. N ature and Proxim ate Causes of Separations. Reference has already been made to the proportions of all sepa rations which are to be classified as lay-offs, discharges, and quits, respectively. The figures of Table 1 show th a t from 1915 to 1919 the proportion of discharges rem ained fairly constant, a t about 4 or 5 per cent. D uring the same period the proportion of quits increased from 39 to 63 per cent. The quitting rate and the discharge rate https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [13991 98 MONTHLY LABOR REVIEW. both increased very considerably from 1915 to 1918 and it is to these particular increases th a t the increase of turnover from 1915 to 1918 is due. I t is to be observed also th a t it is due rath er more to the increase in the quitting th an in the discharge rate. Between 1918 and 1919 both quitting and discharge rates have been very m aterially reduced, the former 62 per cent and the la tte r 45 per cent. As to lay-offs there has been a distinctly favorable showing, not only between 1918 and 1919, b u t all the w ay back through the four-year period. The proportion of lay-offs has been reduced from 58 to 32 per cent, running as low as 27 per cent in 1918, and the lay-off rate has dropped from 692 to 233 per 1,000. The large decrease in turnover accomplished between 1918 and 1919 has been achieved then, so far as separations are concerned, by cutting down quitting frequency 62 per cent, lay-off frequency 51 per cent, and discharge frequency 45 per cent. The increased stability is due m ost of all to the fact th a t fewer employees quit, b u t also it is very largely due to the fact th a t fewer have been laid off or discharged. Nor m ust it be forgotten th a t this is only one side of the shield. Labor stability m ay be increased no t only by reducing the num ber of unnecessary separations of various kinds b u t also by cutting down the num ber of unnecessary hirings. An inspection of Table 1 shows th a t the annual accession rate w ent through roughly the same course during the four-year period as did the discharge rate , the quitting rate, and the to ta l separation rate. From 1915 to 1918 it underw ent a considerable increase. From 1918 to 1919 it underw ent a much more considerable decrease. So th a t unnecessary hirings as well as unnecessary separations were responsible for the increased m obility between 1915 and 1918 and the elimination of needless hirings as well as the elimination of needless quits, lay-offs, and discharges was responsible for the increased stability achieved between 1918 and 1919. As noted in the discussion of Table 2, there has been practically no change in the proportions of quits, lay-offs, and discharges during the last two years. E xcept in the case of lay-offs, the fact th a t the nature of the separation is known does no t help m uch to a knowledge of the actual cause of the separation. A m an is laid off, in the sense in which the word is here used, because there is, a t the tim e, no more work for him in his custom ary occupation. A m an m ay be discharged, and he m ay quit, for any one of a score of reasons. A t the establishm ent here reported there was a consistent effort m ade to get a t the real reason behind each voluntary resignation. A t the same tim e a careful record was kept of the com pany’s reason for discharging.1 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1See page 96. [1400] MONTHLY LABOR REVIEW. 99 The sum m ary results of this record for the year ending October 31, 1918, are presented in Table 4. The only classification of the accessions is into “ hired new ” and “ rehired.” D ining the nine m onths for which d a ta were available it appears th a t 20 per cent of all of those hired had been in the com pany’s service a t some previous time. Among the reasons assigned for discharge the m ost frequent seem to have been incom petency , “ m isconduct,” carelessness, and unreliability. A m o n g those leaving voluntarily the m ost prevalent reasons given are dissatis faction w ith wages, desire to take another position (which in some cases is desired because of the higher wage offered), fam ily moving out of town, going to school, and ill health. Using the rate column as a basis, it is evident th a t, during the year reported, 1,744 employees left per 1,000 employed. Of this num ber 479 per 1,000 left because laid off for lack of work, 254 per 1,000 left because of unsatisfactory wage conditions, 171 left because of family moving, 150 left to take a more satisfactory position, 141 left for school, 130 left on account of ill health, and 83 left because needed a t home. These reasons account for 1,408 of the total of 1,744, In Table 5 the classification of causes m ade in the preceding table is presented in more detailed form by departm ent groups within the establishm ent. In Table 6 the departm ental group classification is retained, b u t only the general n ature of the separation is given. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1401] M OBILITY , INC L U D IN G N A T U R E O F ACCESSIONS A N D SE PA R A T IO N S A N D CAUSES OF SE PA R A T IO N S, Y E A R E N D IN G NOV. 1, 1918, CLASSIFIED B Y OCCUPATION GROUPS. Classified accessions—Feb. 1 to N ov. 1, 1918. C 7 8 9 10 11 12 13 14 15 If. 17 18 19 1 1 7 6 33 12 12 6 2 39 3 3 1 20 5 13 9 10 13 1 1 8 13 3 4 10 2 2 2 1 2 1 4 2 9 352 429 127 908 139 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 4 2 42 102 16 70 36 26 236 46 182 47 77 83 16 24 5 52 3 12 56 46 153 22 121 40 43 421 89 219 50 130 88 19 52 8 64 13 14 82 71 13 223 1,131 1,674 1 1 l 1 3 1 1 2 3 1 1 2 2 1 1 1 9 9 3 1 1 1 2 1 1 1 1 2 1 1 2 21 8 8 5 1 13 4 5 5 1 2 29 1 30 3 5 5 7 37 37 1 1 3 15 15 1 9 157 157 8 39 39 4 12 1 13 1 3 3 6 2 7 43 1 44 5 11 1 12 1 1 27 27 2 2 3 12 1 13 9 1 10 2 2 2 2 2 12 12 4 62 422 6 18 5 19 7 11 46 11 18 2 26 16 1 6 2 11 1 3 19 9 431 228 1 4 6 1 7 5 14 2 3 2 28 6 32 1 6 9 8 1 16 9 3 10 3 3 30 12 3 5 10 23 1 9 4 15 7 4 2 3 4 1 4 2 9 4 1 2 2 3 1 5 9 2 6 7 2 22 5 17 1 13 12 1 4 2 3 8 3 13 4 16 1 13 6 6 34 6 21 5 10 9 2 5 16 2 1 2 2 3 5 7 7 1 4 1 1 2 2 3 4 1 6 8 1 5 1 4 1 2 2 13 3 10 1 4 2 1 2 4 1 3 1 3 1 2 1 6 9 9 1 1 2 1 2 1 4 3 12 4 8 2 3 4 1 2 1 2 1 3 6 Total. [ Vacation; needed rest. | Fam ily moving. oo A o m | Dissatisfied. t? © [ Needed at home. c3 | Other position. Total. Employed temporarily. Total. | Misconduct. 1 j Dishonesty. | Trouble breeder. 9 1 1 | Insubordinate. Unreliable. | Incompetent. 2 1 2 5 So A ll other reasons. 7 32 4 14 8 2 28 5 27 18 15 21 2 15 2 4 2 2 15 Total (9 m onths). 3 C3 À -4-5 Marriage; pregnancy. 22 2 11 7 4 10 2 3 | Total. Total. j Experienced. | Laborers. 2 35 70 12 56 28 24 208 41 155 29 62 62 14 9 3 48 1 10 41 j Learners. 4 j Learners. Experienced. 2 3 9 26 27 41 9 3 24 32 14 13 7 16 86 115 20 15 76 46 23 6 9 41 23 27 5 3 1 8 1 2 7 1 5 2 12 26 >* Loft voluntarily. 38 103 13 61 34 26 213 52 155 16 88 S3 4 23 10 35 14 21 73 22 117 127 75 135 154 18 45 39 24 161 1,075 Going into business, 3; leaving city, 33; going into "essential work,” 6; account of housing conditions, 2; unknown, 17. 47 138 21 105 38 41 379 99 172 23 139 1,146 1.243 1,313 2,692 826 2,050 2.243 2,020 1,686 5 50 767 2,242 1,642 625 1,613 12 6,000 51 26 25 87 4,250 2,600 1,190 1,381 110 1,744 MONTHLY LABOR REVIEW. 1 H ÏH O <3 Laid oil. •rrJAi Occupation group. Total hired—12 months. Discharged. | To decrease force. Rehired. | Careless. Hired new. Separations. i Work too heavy or dis agreeable. 5.—LA BO R 100 T able M O NTH LY LABOR REVIEW. D E S C R IP T IO N 101 O F O C C U P A T IO N G R O U P S . 1. Sales people: Coats and suits; gowns and dresses; waists and petticoats. 2. Sales people: Women’s and children’s wear; millinery, laces, ribbons, etc.; patterns (Home and McCall), etc. 3. Shoe salesmen: Shoes; shoe repair shop. 4. Sales people: Men’s and boys’ furnishings and clothing. 5. Sales people: Dress goods; silks and velvets; dress linings; domestics; linens and Wash goods; bedding. G. Salespeople: Hardware and household goods; crockery; silverware, 7. Miscellaneous sales people: Art needlework; notions; rugs and draperies; jewelry and cutlery; leather and fancy goods; trunks, bags, etc.; drugs and sundries; stationery, books, toys, and sporting goods; music; 5,10, 15 cent section; bargain booth; bargain basement. 8. Candy and candy kitchen; bakery and candy kitchen; delicatessen. 9. Waiters and fountain attendants: Lunch counter; cafe; soda fountain; em ployees’ cafeteria. 10. Alteration and millinery workroom employees. 11. Stock-room employees: Mail service and wrapping department assistants; service assistants. 12. Miscellaneous service personnel: Receiving room; welfare service employees; matrons; detectives; contingent; hairdressing and manicuring; children’s barber shop; miscellaneous service personnel. 13. Craftsmen: Carpenters; electricians; engineers; painters. 14. Cashiers. 15. Messengers. 16. Porters. 17. Delivery department employees. 18. Telephone and elevator operators. 19. Office employees, clerical and administrative: Main office; cash office; auditing office; advertising office; window dressers; post office; purchasing office; commissary; miscellaneous. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1403] 102 M O NTH LY LABOR REVIEW, T able 6 .—LABOR M OBILITY B Y OCCUPATION GROUP,J Y E A R E N D IN G OCT. 31, 1918, SHOW ING THE N U M B E R , P E R C E N T D IST R IB U T IO N , A N D RA TE P E R 1,000 F U L L -Y E A R W OR K ER S OF THE D IF F E R E N T T Y P E S OF SE PA R A TIO N A N D THE N U M B E R A N D RATE P E R 1,000 H IR E D . Average daily attend ance. Occupation group. Separeitions. Number hired. Dis charged. Left vol Laid off. untarily. Total. Labor flux. N u m b e r. 1 2 3 4 5 6 7 § 9 10 11 12 13 14 15 1G 17 18 19 T otal...................................... 38 108 13 61 34 26 213 52 155 16 88 93 4 23 10 35 14 21 73 47 138 21 105 38 41 379 99 172 23 139 110 5 50 12 51 23 25 87 93 291 3 2 2 2 5 30 5 37 1 15 157 39 13 6 44 12 1 27 2 13 10 2 12 62 431 1,075 1,558 3,242 41 111 1G 39 46 20 109 49 102 30 62 67 8 31 2 12 10 21 63 46 153 22 121 40 43 421 89 219 50 130 88 19 52 8 64 13 14 82 4 2 3 7 3 899 1,674 9 8 4 1 7 5 43 226 78 84 800 188 391 73 269 198 24 102 20 115 39 39 1G9 P e r ce n t d istrib u tio n o f s e p a r a tio n s . 1 9 1 14 7 8 2 3 4 5 6 6 8 8 2 11 22 23 35 3 37 42 40 8 23 32 11 20 54 17 25 38 8 14 81 77 62 58 89 63 53 53 90 70 63 85 80 46 83 69 54 84 84 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 4 27 69 100 9 10 2 8 2 4 11 12 5 7 8 13 14 15 1G 17 18 19 A n n u a l r a te p e r 1,000 fu ll-y e a r w o rk ers, 1 2 3 4 5 C 7 8 9 10 11 12 13 14 15 1G 17 IS 19 Total....................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 41 111 16 39 46 20 169 49 102 30 62 67 8 31 2 12 10 21 63 1,122 1,378 1,375 3,103 870 2,368 2,491 1,816 2,147 1,687 2,097 1,313 2,375 1,677 4,000 5,333 1,300 667 1,302 899 1,862 250 200 95 32 121 270 313 949 22 750 929 796 127 200 710 179 125 871 1,000 1,083 1,000 95 190 927 955 813 1,564 739 1,300 1,260 1,061 1,520 533 1,419 1,388 500 742 5,000 2,917 1,400 1,000 1,159 1,146 1,243 1,313 2,692 826 2,050 2 , 243 2,020 1,686 767 2,242 1,642 625 1,613 6,000 4,250 2,600 1,190 1,381 2,268 2,621 2,688 5,795 1,696 4,418 4,734 3,836 3,833 2,434 4,339 2,955 3,000 3,290 10',000 9,583 3,900 1,857 2,683 69 479 1,196 1,744 3,606 98 18 188 179 65 74 163 39 33 113 75 xFor description of occupation groups, see p. 101. [1404] M O NTH LY LABOR REVIEW. 103 Departmental and Occupational Responsibility for Turnover. The employment records of this establishm ent are kept by store departm ents, of which there are about 90. The figures furnished b y ' the company for the 90 departm ents have been rearranged and grouped under 19 departm ental group heads, as shown in Tables 5 and 6. Other statistics by departm ental groups are presented in Tables 7, 8, and 11. Table 5 shows by departm ental groups the nature of the separations and accessions and the causes assigned for the separations. The highest separation rates are among messengers and porters; the lowest separation rate and the highest stability are found in groups 13, carpenters, electricians, etc.; 10, alteration and millinery workroom employees; and 5, sales people in dress goods, domestics, etc. As. to the last-nam ed groups, it appears th a t the oldest employees in length of service drift into these departm ents and are willing to rem ain year after year a t about the same salary. More over, as to all three of these high stability groups, it is evident from an inspection of the classified reasons for quitting shown in Table 5, th a t very small proportions of those who left did so on account of wages, which item appears to account for a fairly large p a rt of the turnover in the store as a whole.1 Table 6 shows by occupation groups and for the year ending October 31, 1918, the num ber, per cent distribution, and rate per 1,000 full-tim e workers of the-different types of separation and the num ber and rate per 1,000 hired. An inspection of the rate section shows th a t not only the separation b u t also the accession rate for messengers and porters is unusually high. The best single index for comparing the stability of the personnel of the different departm ent groups is the single column of labor flux figures at the lower righthand corner of the table. The average flux for all departm ents is 3,606 per 1,000 full-tim e persons employed. Nine departm ent groups have flux rates higher than the average and 10 rates lower th an the average. The relative stability of all the departm ent groups m ay be seen from the following list of the departm ents arranged in order of increasing m obility: Labor flux rate per 1,00J fufl-year workers. Group number. 5. 18. 1. 10. 2. 19. 3. Sales people: Dress goods, domestics, silks, velvets, etc............................ Telephone and elevator operators............ Sales people: Coats and suits, gowns and dresses........................................ Alteration and millinery workroom employees............................................ Sales people: Women’s and children’s wear, millinery, laces, etc............. Office employees, clerical and administrative, etc......................... ............ Shoe salesmen.................................................. *............................................ 1, 696 1,857 2,268 2, 434 2, 621 2, 683 2,688 1 The figures of Table 4 show that of a total separation rate of 1,744, voluntary quitting on account of wages was responsible for 254 or 15 per cent. ^ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1405] 104 M O NTH LY LABOR REVIEW. Labor flux rate per 1,000 full-year workers. Group number. ' 12. Miscellaneous service personnel: Receiving room, welfare, etc................. 2, 955 13. Carpenters, electricians, engineers, and painters......................................... 3, 000 14. Cashiers.......................................................................................................... 3,290 Average for entire store...................................... 3, 606 9. Waiters and fountain attendants, lunch counter, cafe, etc........................ 3, 833 8. Employees in bakery and candy kitchen.................................................... 3,836 17. Delivery department employees.................................................................. 3,900 11. Stock-room employees, mail service and wrapping department...... .......... 4, 339 6. Sales people: Hardware and household goods, crockery, etc....................... 4,418 7. Miscellaneous sales people, toys, sporting goods, art needlework, notions, etc................................................................................................................ 4, 734 4. Sales people: Men’s and boys’ clothing and furnishings............................. 5, 795 16. Porters............................................................................................................ 9, 583 15. Messengers...................................................................................................... 10, 000 There is evident here, a range of labor flux among departm ents of from 1,696 to 10,000 per 1,000 employees. In term s of the separation rate per 100 (the Rochester “ percentage of tu rn o v er” ) it involves a range of from 63 to 600 per cent with an average of 174 per cent. There appears among the sales people, the employees characteristic of the departm ent store, a very wide range in the flux rate, running from 1,696 to 5,795 per 1,000. I t is highest of all among m en’s and boys’ clothing salesmen. As would be expected the office and clerical employees prove to be relatively stable. On the other hand, porters, messengers, waiters, and other personal service employees are relatively unstable. I t appears from the lay-off rates in Table 6 th a t the highly mobile occupation groups in m ost cases have unusually high lay-off rates. Some of the comments m ade by the com pany upon the labor stability of the different departm ents m ay be sum m arized: Employees in Group 1 are relatively stable on account of good wages plus per centage on sales. The high turnover in sales group 4, m en’s and boys’ clothing and furnishings, is due to men leaving for m ilitary service or to go into some “ essential” occupation. In groups 8 and 9 the turnover is relatively high because full tim e is allowed only to the best workers and because a good m any of the woman employees are m arried and they leave frequently because needed a t home. High turnover in Group 7 is reported as largely due to the high labor flux among seasonal help used in toy and sporting goods depart m ents and to the same conditions prevailing more generally in the bargain basement, where, also, more inexperienced help is used, including a large percentage of school people. The seasonal factor enters, also, in the mail service and wrapping departm ent personnel in Group 11. Low stability among porters is attrib u ted (1) to the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1406] M O N TH LY LABOR REVIEW. 105 fact th a t it is “ common labor, ” (2) to the high proportion leaving for m ilitary service or “ essential” work, and (3) to the fact th a t women found this work too hard. In Group 6, hardw are and household goods salesmen, where the turnover is higher th an in m ost of the sales departm ents, the departure of men for m ilitary and “ essential service” is cited as the m ain factor. Additional figures for the 19 departm ent groups appear in Tables 7, 8, and 11. Tables 7 and 8 show for each group the num ber and rate per thousand full-year employees in each group of active and separated male and female employees who had served specified periods of time. Table 11 summarizes Table 7 by dividing the male and female active and separated employees of each depart m ent group into two p arts w ith respect to their length of service, viz, those who had served less than one year (“ un stab le” employees) and those who had served more th an one year (“ sta b le ” employees). Table 13 is sim ilar to Table 7, b u t instead of the total num bers and rates in each service group, it shows for five selected occupation groups and for each sex the average weekly num bers and rates assignable to each service period.1 Table 16 deals w ith three selected departm ent groups—groups selected to show three of the im portant occupational types in the store: sales people, waiters (and other per sonal service employees), and office and clerical employees. The figures are worked out by com bination and sum m ary of the figures in Tables 7 and 13. They compare for each of the three groups and for employees on the pay roll a t the end of the year—the “ active” employees as well as the separated employees, those leaving during the year—the rate distribution in each specified length of service period. Thus, 272 in each 1,000 full-year sales people wlio left during the year had, a t the tim e of leaving, served one week or less, b u t there were none on the pay roll a t the end of the year who had not been employed more than one week. A som ew hat sim ilar situa tion, if less serious, is found in the other two groups, b oth of which we have observed to be more unstable th an the working force as a whole. B u t they differ from the relatively stable group of office employees hardly a t all, except in the short-service groups—the one-year-or-less groups. They differ m ost of all in the under-oneweek group. Consequently, it seems fair to conclude th a t an im port a n t reason w hy the office employees in this establishm ent are more stable th an the waiters is th a t somehow they stick or are m ade to stick more num erously through the first week of service. i Calculated as explained in article on “ Labor turnover among employees of a California copper mining and smelting company,” M onthly L abor R e v ie w , May, 1919, p. 77. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11407] 106 T able 7.—N U M BER OF FU LL-Y EAR EM PLOYEES IN EACH OCCUPATION GROUP OF ACTIVE AN D SE PA R A T E D EM PLOY EES WHO H A D SE R V E D SP E C IFIE D PE R IO D S OF TIME D U R IN G Y E A R E N D IN G OCT. 31, 1918. Employees who had served continuously - Occupation group. Average number of full-year workers.1 One week or less. Over 1 to 2 weeks. Over 2 weeks to 1 month. Over 1 to 3 months. Over 3 to 6 months. Over 6 months to 1 year. Over 1 to 2 years. Over 2 to 3 years. Over 3 to 5 years. Over 5 years. Total. Fe Male. Fe Fe Fe Fe Fe Fe Fe Fe Fe Fe Fe Male. male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. [1408] 1...................................... 2....................................... 3 ....................................... 4....................................... 5....................................... 6....................................... 7 ....................................... 8 ....................................... 9 ....................................... 10....................................... 11........................ .............. 12....................................... 1 3 6 18 12 3 22 34 2 13 13 8 40 108 10 21 34 17 147 15 100 30 49 54 14....................................... 15....................................... 16....................................... 17....................................... 18....................................... 19....................................... 2 2 16 31 1 7 8 19 47 T otal..................... 161 738 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 1 3 2 1 1 2 2 2 2 7 1 4 3 7 1 1 1 1 2 1 2 5 1 1 3 1 1 1 1 5 5 36 11 2 . 2 1 12 33 2 3 9 10 39 5 30 12 15 13 2 5 1 2 2 3 3 2 1 9 1 13 4 U 1 5 1 3 21 2 32 2 8 10 1 2 1 1 f, 7 3 1 2 6 17 3 2 8 2 27 5 8 10 8 1 3 3 3 4 2 3 4 li 1 3 2 3 1 3 1 5 6 212 19 115 29 145 3 2 21 5 £ n 7 6 1 4 1 1 1 6 6 7 5 14 2 6 1 1 4 6 34 106 9 2 2 1 9 21 4 4 1 3 1 4 3 3 1 2 2 3 14 1 1 2 10 3 4 6 5 5 4 6 3 4 3 2 7 1 ot 19 13 4 25 12 3 4 6 1 3 6 5 3 1 8 5 9 1 1 5 1 3 1 14 17 10 1 2 3 2 12 7 9 23 1 2 21 52 26 71 39 53 175 43 109 9 18 31 20 143 22 123 40 49 60 31 1 25 3 21 54 802 M O N TH LY LABOR REVIEW, O n p a y ro ll a t en d o f year. S e p a ra te d d u rin g the ye a r. 40 108 10 12 . 22 34 34 17 147 15 13 13 49 54 1 1 3 15 3 6 2 2 1 9 7 3 4 37 6 18 1 4 8 8 1 10 6 5 4 1 1 3 i 2 39 3 14 2 10 4 8 1 3 1 16 13 7 9 9 2 ] 10 26 10 2 9 81 8 26 3 18 9 16 1 i 1 17 4 1 12 6 2 10 2 2 ........................ 16 47 6 5 4 3 2 6 2 5 4 1 12 T o ta l..................... 161 738 66 103 36 113 62 226 86 1 [1409] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 Based on daily 5 4 8 32 8 8 9 86 24 52 9 23 26 1 3 7 1 3 5 1 8 9 7 18 1 4 4 3 39 4 23 3 11 14 4 1 4 4 1 3 2 7 5 1 5 3 13 1 1 319 48 4 23 8 18 3 10 11 3 3 3 2 3 2 1 6 2 2 1 2 2 3 2 1 3 2 1 1 1 0 1 1 2 3 2 2 1 1 1 2 1 1 1 1 11 2 6 1 2 10 1 2 2 6 1 9 1 1 1 1 1 5 1 5 2 9 9 2 18 1 4 1 3 4 6 4 1 2 8 9 4 4 4 145 53 125 37 3 4 1 1 1 1 2 1 1 1 5 47 15 22 9 19 attendance figures. Sex distribution worked out as explained in note 2 to Table 1. 3 2 3 3 1 1 1 6 3 17 74 19 7 57 40 12 57 23 5 4 6 35 25 10 33 50 6 16 1 15 54 20 429 1,139 2 1 1 1 17 41 135 4 31 19 34 322 59 160 23 82 87 M O NTH LY LABOE REVIEW 3 1 4 16 O -5 a ble 8 .— A N N U A L R A TE P E R FULL-TIM E EM PLO Y EES IN EACH OCCUPATION GROUP OF ACTIVE A N D SE PA R A T E D E M PLO Y EES WHO HA D SE R V E D SP E C IF IE D PE R IO D S OF TIME D U R IN G Y E A R E N D IN G OCT. 31, 1918. 1 ,0 0 0 108 T Employees who had served continuously— Average number of full-year workers, i Occupation group. One week or less. Over 1 to 2 weeks. Over 2 weeks to 1 month. Over 1 to 3 months. Over 3 to 6 months. Over 6 months to 1 year. Over 1 to 2 years. Over 2 to 3 years. Over 3 to 5 years. Over 5 years. Total. Fe Male Fe Fe Fe Fe Fe Fe Fe Fe Fe Fe Fe Male. male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. Male. male. M03STT O n p a y r o ll a t en d o f yea r. [1410] 1.............................. 2....................................... 3 ................................. 4 .......................... M 5.......................... è 6 ...................................... O 7....................................... 8 ..................................... 9 ..................................... 10....................................... 11....................................... 12....................................... 13....................................... 14.rrr,.............................. 15...................................... 1 6 .................................... 17...................................... 18...................................... 19...................................... T o ta l.................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 3 6 18 12 3 22 34 2 13 13 8 40 108 10 21 34 17 147 15 100 30 49 54 25 28 19 95 59 14 48 29 99 48 20 1 7 8 19 47 161 738 136 70 77 41 93 20 31 1 5 2 2 16 167 222 200 143 53 1 12 15 200 154 154 125 429 500 63 53 106 37 49 81 300 100 102 306 100 333 200 143 278 238 20 265 588 178265 143 333 133 29 300 320 67 400 306 • 154 163 154 241 185 375 65 97 1,000 1,283 1,000 125 263 105 500 234 64 188 287 118 156 167 111 83 333 273 206 231 77 250 800 63 180 150 157 300 167 167 95 235 250 118 184 136 333 118 280 1,000 267 204 231 148 125 194 125 130 200 95 88 118 143 333 150 100 102 204 429 1,800 125 263 128 375 143 125 211 128 196 144 211 194 175 56 56 1S2 77 77 250 95 59 59 133 40 133 20 93 136 77 154 125 194 53 43 50 ; 167 222 250 71 75 130 100 48 59 200 40 200 93 333 167 500 1 000 182 500 308 462 97 600 500 125 83 1 333 1^167 1 056 88 1 083 118 1'333 48 ; .353 30 1,500 167 1 077 56 1, 250 161 1,000 143 192 188 105 255 438 155 96 242 ; 5,00 1 075 1 011 857 1 179 1 465 1; 333 U113 1 000 3 571 *375 312 1 ,149 72 1,087 1,086 K ir* Kj S ep a ra ted d u rin g the yea r. 142890°— 19----- 8 ...................... ....................................... ....................................... ....................................... ................................... • 1 3 6 IS 12 3 22 34 2 13 13 8 T o ta l.................... [1411] 738 410 140 224 153 385 306 534 432 298 196 329 169 230 56 83 29 59 500 14 133 30 91 29 20 133 333 166 56 417 333 45 59 231 41 37 77 33 20 37 77 77 83 333 75 133 60 33 41 185 25 19 50 56 32 143 32 1,000 64 800 500 500 63 53 43 500 500 63 106 64 90 29 56 26 1Based on daily attendance figures. Sex distribution worked out as explained in note 2 to Table 1. 500 500 106 75 6,000 19 1.000 2,833 4,111 88 176 2 ,333 7 2,591 1,176 6'000 1 025 1,250 4QD 1 476 550 2; OOO 2,190 3,933 1,600 767 1,673 1,611 20 4,385 IS 1,769 '625 65 6,000 7,000 12,500 5,000 85 2 ,065 1 613 6 000 2,286 125 947 1,149 27 2,665 1,543 109 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 161 25 83 M O N TH LY LABOR REVIEW. i 5 2 2 16 75 100 250 200 1,000 175 4,000 50 40 1,000 241 333 148 333 296 108 56 166 166 166 833 166 200 500 500 10 500 100 100 944 833 95 143 888 476 381 389 167 222 190 21 190 235 34 59 333 83 333 29 118 250 333 235 118 529 333 529 333 235 667 17 176 252 273 551 585 136 364 136 265 591 545 285 156 147 409 147 147 206 533 176 1,600 88 59 206 400 200 267 533 15 260 1,000 '520 500 180 140 1,000 230 1,000 180 500 100 1,500 33 67 100 300 100 100 30 204 469 615 204 615 82 308 692 367 769 224 538 462 49 74 154 154 204 54 149 77 167 481 692 259 385 154 77 125 125 125 250 97 516 258 290 161 161 31 1 2,000 1,000 1,000 1,000 1,000 2,000 2,000 1,000 286 BOOO 429 1,000 '143 11000 1,286 1,000 1,200 7 1,000 1,333 125 2,000 8 1,333 2; 000 2,000 2,000 158 '500 500 158 '500 421 2' 000 19 64 125 128 277 63 85 125 191 '250 375 106 250 750 47 110 M O N TH LY LABOR REVIEW. Length of Service and Labor Turnover. The length-of-service figures in this article are computed and de veloped along the same lines and by the same m ethods used in earlier articles.1 In Table 7, already referred to, there is given by departm ents a length-of-service classification of the 175 males and 802 females who were on the pay roll October 31,. 1918, and along side of this a sim ilar classification of the 429 males and 1,139 females who left during the year ending w ith th a t date. The table shows for each sex in each departm ent group and in the working force as a whole the num ber in each group of active and separated male and female employees who had served continuously specified periods of time. Table 8 shows the rates per 1,000 full-tim e workers for these employees. I t appears th a t the highest separation rate for 1-weekor-less “ q u itte rs” 2 which is the group m ost of all responsible for turnover, is to be charged to the messengers’ group, which has been seen to be the m ost unstable of the 19 departm ent groups. Turning to the active service rates, it is evident a t once th a t the highest long-term service rates are to be credited, generally, to those depart m ents which have been seen to have the lowest to tal labor flux rates. The length-of-service situation, for each sex, in the store as a whole, is shown in Table 9 and for the whole establishm ent, regardless of sex, in Table 10. The la tte r table shows the num ber, per cent distribution, and rate per 1,000 full-year workers, of active and separated employees, who had served continuously for specified periods of time. The figures show, as in Table 7, the length-of-service distribution of employees on the pay roll a t the end of the year. They m ay be assumed to indicate fairly closely the norm al length-ofservice distribution of the active working force throughout the 12m onth period covered in this report. I t is quite true th a t the length-of-service distribution of the active force m ight have proved m aterially different had a cross-section been taken a t some other date in the year studied. Allowance should be m ade for a possible margin of error on this score, b u t it is n o t believed th a t this difference is likely to be large enough to be of serious consequence. 1 See especially: Labor policies and labor turnover in the California oil refining industry, Monthly L aboe R e v ie w , April, 1919, and Labor turnover among employees of a California copper mining and smeltin company, M onthly L abor R e v ie w , May, 1919. 2 The word “ quitters ” is used in these pages in the sense of “ term inating/’ and refers to all employees leaving service for whatever reason. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1412] Ill M O NTH LY LABOE REVIEW. T 9 — N U M B E R , P E R CENT D IST R IB U T IO N , AND RA TE P E R 1 ,0 0 0 FU L L -Y E A R W O R K E R S OF EACH SET OF ACTIVE AN D SE PA R A T E D MALE A N D FEM ALE EM PLOY E E S WHO HA D SE R V E D SPEC IFIE D PE R IO D S OF TIME. a b l e Length of service. Number. Per cent distribution. On pay roll Separated during the at end of year. year. On pay roll Separated at end of during the year. year. Annual rate per 1,000 fullyear workers.1 On pay roll at end of year. Fe Male. Fe Male. Fe F e Male. male. male. male. Male. male. Male. 2 5 13 19 29 Over 1 to 2 w eeks.......... Over 2 weeks to 1 month Over 1 to 3 months........ Over 3 to 6 months........ Over 6 months to 1 year 1 11 36 212 115 145 One year and under___ 68 520 Over 1 to 2 years............ Over 2 to 3 years........... Over 3 to 5 years........... Over 5 years.................... 34 8 26 39 106 52 71 53 Total...................... 175 802 66 36 62 86 48 53 (2) 1 5 26 14 18 15 8 14 20 11 12 9 10 20 28 13 11 12 37 81 118 ISO 39 65 82 91 19 5 15 22 13 6 9 7 9 3 9 4 4 2 2 2 100 100.0 100 100 1,087 103 113 226 319 145 125 1 3 7 11 17 351 1,031 37 15 9 17 47 22 19 20 429 1,139 1 Based on average daily attendance of 161 males and 738 females. note 2 to Table 1. 2 Less than two-tenths of 1 per cent. Fe male. 1 15 49 Separated during the year. Fe Male. male. 410 224 385 534 298 329 140 153 306 432 196 169 428 705 2,180 1,397 211 50 155 242 144 71 96 72 156 196 230 90 56 106 64 29 26 27 1,086 2,665 1,543 Figures obtained as explained in foot T able 1 0 .—N U M B E R , P E R CENT D ISTR IB U TIO N , A N D R A TE P E R 1,000 F U L L -Y E A R W O R K E R S, OF ACTIVE A N D S E P A R A T E D E M PL O Y EE S, WHO H A D S E R V E D CON T IN U O U SL Y FO R SP E C IFIE D P E R IO D S OF TIME. Number. Per cent distribution. Annual rate per 1,000 full-year workers.1 Length of service period. On pay roll. Separated. One week or less......................... Over 1 to 2 weeks....................... Over 2 weeks to 1 m onth.......... Over 1 to 3 m onths..................... Over 3 to 6 m onths..................... Over 6 m onths to 1 year........... Over 1 to 2 years........................ Over 2 to 3 years........................ Over 3 to 5 years........................ Over 5 year's................................. 1 13 41 225 134 174 140 60 97 92 169 149 288 405 193 178 84 37 28 37 T o ta l.................................. 977 1,568 On pay roll. (2) Separated. On pay roll. Separated. 1 4 23 14 18 14 6 10 9 11 10 18 26 12 11 5 2 2 2 1 14 45 250 149 194 156 67 107 102 188 166 320 451 216 198 93 41 31 41 100 100 1,087 1,744 1 Based on standard working force of 899 full-year workers, derived from daily attendance records. 2 Less than tw o-tenths of 1 per cent. The figures of Table 10 show very clearly the enormous difference in length-of-service distribution between active and separated employees. An inspection of the rate and percentage columns makes it very evident th a t it is the short-tim e employee who con tributes the overwhelmingly greater proportion of the turnover. Thus, of those leaving, 188 per 1,000 full-year workers, or 11 per cent of all leaving, had served 1 week or less, whereas among the active employees the separation service rate for emnloyees with https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [14131 112 M O NTH LY LABOR REVIEW. service records of 1 week or less was only 1, and this shortest time group made up only one-tenth of 1 per cent of those on the active list. The data presented in the preceding pages make it quite evident th a t in all divisions both active and separated groups contain rather large proportions of persons w ith under-l-year service records. N aturally, this proportion of w hat m ay be term ed “ unstable” employees is a great deal higher among “ sep arated ” employees than among those found on the pay roll a t any given tim e—the “ a c tiv e ” employees. This difference between the active and separated groups is an im portant measure of the stability of the working force. If the proportion of under-l-year (“ unstable” ) employees in any occupation group is only slightly greater among separated than among active employees, it follows th a t the turnover in th a t group is relatively light. In Table 11, already referred to, a comparison is made between active and separated, stable and unstable, sections of each departm ent group and of the working force as a whole.1 The table shows the num ber and per cent distribution of active and separated male and female employees who had served one year or less and more than one year, respectively. A high proportion of under one year employees, either among the active or separated employees, b u t especially among the latter, indicates, of course, relatively high m obility for the group; and, conversely, a high proportion of over one year employees or ex-employees indicates relatively low mobility. Table 12 summarizes the figures of Table 11, leaving out the departm ent classification b u t retaining the classification by sex. i See the discussion of this method of analysis in the article on Labor turnover in Cincinnati, Monthly L abor R ev ie w , March, 1919, p. 50. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [14141 113 M O NTH LY LABOR REVIEW, T able 11.—N U M B E R A N D P E R CENT D ISTR IB U TIO N OF ACTIVE A N D SE PA R A T ED MALE A N D FEM A LE EM PLO Y EES WHO HAD SE R V ED ONE Y E A R OR LESS A N D MORE T H A N O N E Y E A R , R E SPE C T IV E LY , D U R IN G Y E A R E N D IN G OCT. 31, 1918.1 Number and per cent of active and s'eparated employees in the stable and unstable groups. Number. Occupation group. 1.......................... 2 .......................... 3 .......................... 4 .......................... 5 .......................... 6 .......................... 7 .......................... 8.......................... 9 .......................... 10.......................... 11.......................... 12.......................... 13.......................... 14.......................... 15.......................... 16........................... 17.......................... 18.......................... 19.......................... On pay roll at end of year. Per cent distribution. Separated during year. On pay roll at end of year. Separated during year. Over one year group. Under one year group. Over one year group. Under one year group. Over one year group. Under one year group. Over one year group. Under one year group. M. M. M. F. M. F. M. M. M. F. M. 7 19 6 2 13 69 9 3 51 33 10 34 116 4 31 15 31 305 53 151 21 76 72 17 14 100 21 9 5 10 6 9 7 17 32 43 89 82 83 79 91 95 90 81 87 100 93 83 6 89 94 82 74 82 91 4 3 8 12 3 14 4 3 6 12 4 F. 20 43 3 5 10 5 47 10 26 18 12 24 20 17 1 16 2 1 7 29 T o ta l... . - 107 282 4 11 1 1 11 8 8 5 6 F. 23 66 6 13 21 15 96 12 97 22 37 36 1 4 5 10 4 6 7 2 11 3 4 3 17 6 9 2 6 15 1 4 1 2 5 11 1 23 2 14 25 7 6 1 14 68 520 78 108 6 7 4 46 20 5 100 43 42 92 75 56 33 100 43 71 40 46 6 15 1 14 40 74 100 351 1,031 5 31 18 3 27 F. 47 39 33 28 32 25 33 45 21 45 24 40 65 76 8 33 33 54 61 35 F. 53 61 67 72 68 75 67 55 79 55 76 60 57 58 8 25 44 67 57 29 60 24 7 68 57 11 18 17 19 13 £ 100 24 35 100 92 67 67 46 n 28 70 18 7 26 39 65 18 9 26 F. 17 i Employees who had served more than one year and one year or less are designated, respectively “ stable” and “ unstable.” T able 1 2 .—N U M B E R , P E R CENT D IST R IB U T IO N AN D R A TE P E R 1,000 FU L L -Y E A R W O R K E R S OF EACH SE X W H O H A D SE R V E D ONE Y E A R OR L ESS A N D MORE THAN ONE Y E A R , R E SPE C T IV E L Y . Employees who had served one year or less and more than one year, respectively. Sex. On pay roll at end of year. Stable. “Unstable.” Separated during the year. Stable. “Unstable.” N u m b e r. M ale........................ .................................................................... Fem ale......................................................................................... 107 282 Total.................................................................................. 389 68 520 78 108 351 1,031 588 186 1,382 P e r cen t d is tr ib u tio n . M ale.............................................................................................. Female......................................................................................... 61 35 39 65 18 9 82 91 Total.................................................................................. 40 60 12 88 A n n u a l r a te p e r 1,000f u ll- y e a r w o rk ers . 1 Male.............................................................................................. Female......................................................................................... 665 385 422 710 484 147 2,180 1,407 Total............................................ .................................... 433 654 207 1,537 i Based on average number of full-time workers as follows: Males, 161; females, 738; total, 899. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1415] 114 M O NTH LY LABOB REVIEW. F or both the active and separated groups of employees, it quite obviously holds true th a t a3 the period of service increases the num ber of employees serving such period decreases—-and th a t usually a t a progressively increasing rate. The length-of-service figures already presented do not show up this tendency for the reason th a t the length-of-service records were no t tabulated on a scale m ade up of equal time intervals. For example, in Table 10, it is evident th a t about the same num ber of separated employees had service records falling w ithin a range of from 1 to 7 days as had service records falling w ithin a range of from 182 to 365 days— a range be it observed which is 26 times as great. The significant comparison to be m ade is not the one ju st indicated—between the num ber leaving in a 7-day period and the num ber leaving in a twice-7-day or a 26-times7-day period—b u t between the num ber of “ quitters ” who had worked one week or less and the “ average weekly n um ber” of “ quitters.” The im portant item is not so m uch the num ber leaving who had, say, over-6-months-to-one-year service records as it is the num ber of quitters assignable, on the average, to each of the 26 weeks of the over-6-m onths-to-l-year period—w hat m ay be called, briefly, the “ average weekly n u m b er” leaving (or working on the active force) in each classified service period. Such a weekly average is the basis of Table 13 which, w ith this very im portant difference, is built on the same plan as Table 7. It does n o t cover as much ground, however. Table 13 includes only 5 occupational groups.' These are groups selected because (1) they contain both sexes and (2) they represent fairly well differentiated occupation groups. I t is to be noted th a t the totals are not the sum of the items of the groups shown in the table b u t represent all em ployees in the store. The table gives the “ average -weekly n u m b er” and rate per 1,000 full-year employees in each group of active and separated male and female employees in the selected occupation groups who had served continuously specified periods of time. H ere the declining scales of num bers indicate much more truly than do the unsubdivided figures the relative im portance of long and short time employees as factors in the turnover situation. R elatively high average weekly separation rates, especially in the shorter time periods, indicate relatively low stability—th a t is to say, high turnover. Thus the very high rate for waiters in the shortest service group probably indicates th a t a m uch larger p a rt of the high turnover is concentrated in this short-tim e group than is the case w ith some other high-turnover groups. Group 2, on the other hand, w ith its low l-'week-or-less separation rate, shows considerably greater stability. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1416] T able 1 3 — “ AVER A G E W E E K L Y N U M B E R ” AN D RATE P E R 1,000 FU L L -Y E A R E M PLO Y EES IN EACH GROUP OF ACTIVE A N D S E P A R A T E D MALE A N D FEM ALE EM PLOY EES IN SELECTED OCCUPATION GROUPS, WHO HAD SE R V E D C O N TINUOUSLY SPEC IFIE D PE R IO D S OF TIME. Occupation group. Employees on pay roll at end of period (active employees) who had served Separated employees who had served continuously. continuously. Sex and average number of full 2 Over 6 Over 1 Over 2 Over 6 2 1 Over 1 Over 3 months 1 Over 3 months Over 3 1 week Over 1 Over Over 1 Over 2 Over 3 time 1 week Over weeks Over weeks Over to 2 to 3 to 3 to 6 to 2 to 2 to 5 to 6 to 3 to 2 to 3 to 5 workers. or less. to 1 to or less. to 1 to weeks. month. months. months. 1 year. years. years. years. weeks. months. months. month. 1 year. years. years. years. A ve ra g e w e e k ly n u m b e r . 3 108 18 21 22 147 2 100 16 47 11 employees. . M. F. 161 738 ■ 2.00 1.50 2.00 .50 1.00 3.50 2.00 1.00 2.00 11.00 0.12 .02 .04 .08 .17 1.08 .04 .23 0.27 .06 .04 .06 .40 .04 .29 .12 .12 .04 .04 .03 .12 1.00 6.00 15.00 2.00 9.00 37.00 3.00 18.00 6.00 5.00 1.12 5.58 .65 2.04 . 15 1.00 .25 .70 66.00 103.00 3.66 .33 .33 .33 4.33 0.84 .38 .38 0.65 * .08 .08 1.62 1.04 3.50 .50 2.50 3.33 1.22 2.46 .23 .23 2.50 18.00 1.44 23.56 1.46 8.85 .08 0.03 .13 .03 .01 .03 .10 16.00 10.00 3.00 6.00 39.00 14.00 4.00 3.00 13.00 8. 00 5.00 6.50 40.50 1.00 13.00 1.00 3.00 36.00 113.00 31.00 113.00 0.11 3.55 1.89 .89 1.33 9.56 2.22 0.69 15 .15 31 .88 .08 .69 .08 .35 0.17 .06 0.11 1.33 1.44 1.38 .54 .31 23 3.00 .08 1.77 .08 .31 .06 .21 .02 . 12 .08 .06 .04 .02 .06 .02 .04 9.50 35.40 3.60 11.10 2.04 4.80 .71 .90 .29 .42 .09 .18 12.78 27.00 14.76 10.45 20.40 .40 17.70 5.00 6.60 6.39 7.50 7.14 14.09 5.99 .40 6.90 5.00 7.45 1.58 3.00 1.02 0.19 .50 2.73 1.43 .10 1.20 5.00 1.28 .27 .10 .60 1.25 .85 .63 1.06 22.36 15.04 12.67 6.50 4.41 1.22 1.80 .57 .56 .24 0.02 .01 02 .03 01 .05 A n n u a l ra te p e r 1,000 fu ll-y e a r w o rk e rs in each g ro u p . M. F. M. F. M. F. M. F. M. F. 3 108 18 21 22 147 2 100 16 47 11 em ployees.. M. F. 161 738 11.02 7.07 25.96 24.60 14.38 4.89 8.94 31.92 9.07 11.99 33. S9 16.50 15.71 15.00 29.46 35.00 31.25 53.19 15.53 24.39 12.42 14.91 33.33 1.11 1.00 1.90 3.64 1.16 10.80 2.50 4.89 2.50 3.00 1.90 2.73 2.72 .20 2.90 7.50 2.55 6.96 7.56 4.04 2.76 .93 1.36 .80 .85 1.20 1.50 .48 1.36 .68 55.56 750.00 95.24 409.09 251.70 1,500.00 .40 180.00 1.88 375.00 2.55 106.38 140.00 250.00 63.83 32.87 120.37 400.00 94.50 238.10 42.38 295.45 60.45 275.51 65.03 500.00 1,110.00 130.00 ' 57.80 62.50 83.13 63.83 30.64 1.55 .95 223.60 153.12 192.55 153.12 409.94 139.57 1 For description of occupation groups, see p. 101. 148.14 500.00 142.86 272.73 265.31 59.01 47.97 1.36 .20 115 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 6.02 4.00 3.81 13.89 23.81 45.45 23.81 13.60 1.36 7.78 19.00 17.62 18.51 95,24 M O N TH LY LABOR REVIEW. • [1417] M. F. M. F. M. F. M. F. M. F. 116 M O NTH LY LABOR REVIEW. T able 1 4 .—TOTAL N U M B E R A N D “ AVER A G E W E E K L Y N U M B E R ” A N D A N N U A L RATE P E R 1,000 F U L L -Y E A R W O R K E R S OF EACH S E X , OF ACTIVE A N D SE PA R A T E D MALE A N D FEM ALE EM PLOYEES, WHO HA D SE R V ED CONTINUOUSLY SPECIFIED PER IO D S OF TIME. Length of service. Employees ass gnable, on the average, to eac h w eekly service Total number subdivision.2 Ap of employees proxi who had served continuously mate Rate per 1,000 number each classified Number. full-year period.1 of workers.3 weeks in period. Sepa Active. Sepa A ctive. Sepa Active. rated. rated. rated. A l l em ployee s. One week or less...................................................... Over 1 to 2 w eeks........: .......................................... Over 2 weeks to 1 m o n th ...................................... Over 1 to 3 m on ths................................................. Over 3 to 6 m onths............................................... Over 6 months to 1 year........................................ Over 1 to 2 years...................................................... Over 2 to 3 years...................................................... Over 3 to 6 years...................................................... 1 1 2 9 13 26 52 52 104 1 13 41 225 134 174 140 60 97 169 149 288 405 193 178 84 37 28 1.00 13.00 20. 50 25.00 10.31 6.69 2.69 1.15 .93 169.00 149.00 144.00 45.00 14.85 6.85 1.62 .71 .27 1.11 14. 46 22.80 27.81 11.47 7.44 2.99 1.28 1.03 187.99 165.74 160.18 50.06 16.52 7.62 4. 80 .79 .30 2 5 13 19 29 34 8 26 66 36 62 86 48 53 37 15 9 2.00 2.50 1.44 1.46 1.12 .65 .15 .25 66.00 36.00 31.00 9. 50 3.60 2.04 .71 .29 .09 12.42 15.53 8.94 9.07 6.96 4.04 .93 1.55 409.94 223. 60 192.55 59.01 22.36 12.67 4. 41 1.80 .56 1 11 36 212 115 145 106 52 71 103 113 226 319 145 125 47 22 19 1.00 11.00 18.00 23. 56 8. 85 5. 58 2 04 1. 00 .70 103.00 113.00 113.00 35. 40 11.10 4 80 .90 . 42 .18 1.36 14.91 24.39 31.92 i l. 99 7 56 2 70 1.36 .95 139. 57 153.12 153.12 47.97 15.04 6 50 1. 22 .57 .24 M a le em ployee s. F em a le em ployees. Over 3 to 5 years...................................................... 1 Obtained by dividing approximate number of weeks in period into the corresponding total number for the period. 2 For “ all employees” from Table 10; for male and female employees, from Table 9. 3 Based on following numbers of full-year employees: Entire force, 899 full-year workers; males, 161 full-year workers; females, 738 full-year workers. A sum m ary of the figures in Table 13 is presented in Table 14, which shows the total num ber and “ average weekly n u m b er” and rate per 1,000 full-year workers, of active and separated employees who had served continuously specified periods of time. The figures show how rapidly the u weekly r a te ” of separation declines and how entirely o u t of proportion these separation rates are to the active service distribution rates. I t dem onstrates also, ju st as in an article in the April R e v i e w 1 it was dem onstrated for certain oil refineries, th a t the great bulk of the turnover is caused by the separation from 1 Labor policies and labor turnover in th e California oil-refining industry, Monthly L abor R e v ie w April, 1919, pp. 44-46. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1418] 117 M O NTH LY LABOE EE VIEW. service of those who had worked less than one m onth and th a t after the over-3-to-6-months group is passed the decline in the separation ra te is roughly proportionate to the decline in the active service rate. This again seems to indicate th a t there is no very great am ount of avoidable turnover caused by the separation of employees who had served six m onths or more. Table 15, which m akes a comparison of stability between the female sales people of group 2 and the male sales people of group 4, shows the same average weekly service distribution of active and separated employees. I t will be referred to in the section devoted to the relation between sex and labor stability. Table 16, which m akes a sim ilar comparison between selected occupation groups, was discussed in connection w ith the subject of occupational and dep art m ental responsibility for turnover.1 T able 1 5 .—COMPARISON OF T H E “ AVER A G E W E E K L Y N U M B E R ” A N D R A T E P E R 1,000 F U L L -Y E A R W O R K E R S IN EACH GROUP OF T H E ACTIVE A N D SE PA R A T E D FEM ALE SALES PE O P L E OF OCCUPATION GROUP 2 W ITH TH E MALE SA LES P E O P L E OF GROUP 4. Employees assignable, on the average, to each weekly servie e subdivision. Length of service. Rate per 1,000 full-year workers.2 Number. Active. M a les. Over 1 to 3 m onths................................................................... Over 3 to 6 m onths.................................................................... Over 6 m onths to 1 year.......................................................... Over 1 to 2 years....................................................................... Over 3 to 5 years....................................................................... 0.33 .38 .08 .06 .02 .03 F e m a le s. Over 1 to 2 w eek s...................................................................... Over 2 weeks to 1 m on th ........................................................ Over 1 to 3 m onths.................................................................... Over 3 to 6 m onths.................................................................... Over 6 months to 1 year......................................................... Over 1 to 2 y e a r s ...................................................................... Over 2 to 3 years....................................................................... Over 3 to 5 years....................................................................... 2.00 1.50 3.66 .84 .65 .27 .12 .13 Separated. 15.00 10.00 8.00 1.89 .54 .15 .06 Active. Separated. 833.33 .01 18.33 21.11 4.44 3.33 l.il 1.67 6.00 16.00 13.00 3.55 1.38 .69 .17 .11 .02 18.51 13.89 33.89 7.78 6.02 2.50 1.11 1.20 444.44 105.00 30.00 8.33 3.33 .56 55.56 148.14 120.37 32.87 12.78 6.39 1. 58 1.02 .19 1 See page 105. 2 Occupation group 4—18 full-year male employees; occupation group 2—108 full-year female employees. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1419] 118 M O N TH LY LABOR REVIEW. T able 1 6 .—COMPARISON OF T H E "A V E R A G E W E E K L Y N U M B E R S” A N D R A TES PE R 1,000 F U L L -Y E A R W O R K E R S IN EACH GROUP OF T H E ACTIVE A N D SE PA R A T E D EM PLO Y EES IN T H E SE LEC TED OCCUPATION GROUPS. Employees assignable, on the average, to each weekly servie e subdivision. Length of service. Annual rate per 1,000 full-year workers.i Number. Active. Separated. Active. Separated. M iscellan eou s sa le s p e o p le (g ro u p 7). Over 1 to 2 w eeks...................................................................... Over 2 weeks to 1 m onth........................................................ Over 1 to 3 m onths................................................................... Over 3 to 6 m onths................................................................... Over 6 months to 1 year.......................................................... Over 1 to 2 years....................................................................... Over 2 to 3 years....................................................................... Over 3 to 5 years....................................................................... W aite rs, etc. (g ro u p ,9), 2.00 4. 50 4.70 1.50 1.30 .46 .25 .13 Over 2 weeks to 1 m on th........................................................ Over 1 to 3 m onths................................................................... Over 3 to 6 m onths............................................................ ....... Over 6 months to 1 year.......................................................... Over 1 to 2 years....................................................................... Over 2 to 3 years....................................................................... 3.50 3.33 2.50 1.08 .33 .08 .04 46.00 45.00 47.00 10. 80 3.23 1.20 .27 .04 .05 21.00 14.00 14.00 6.00 1.80 • .77 .13 .08 12.42 26.63 27. 81 8. 88 7.69 2.72 1.48 .77 34. 31 32.64 24.50 10.59 3.24 .69 .39 272.18 266.27 278.11 63.91 19.11 7.10 1.60 .24 .30 205.88 137. 25 137. 25 58.82 17. 65 7.55 1.27 .69 Office a n d clerical em p lo yees (g ro u p 19). Over 2 weeks to 1 m onth........................................................ Over 1 to 3 m onths................................................................... Over 3 to 6 m onths................................................................... Over 6 months to 1 year.......................................................... Over 1 to 2 years....................................................................... Over 2 to 3 years....................................................................... Over 3 to 5 years....................................................................... 3.00 1.20 .46 .27 .23 .04 .14 11 00 7 00 4.00 2.80 .38 .42 .13 .06 .06 47.61 19. 04 7.30 4.29 3. 65 .63 2.22 63. 49 44.44 6.03 6.66 2.06 .95 .95 i Based on the following numbers of full-year employees: Group 7, 169; group 9, 102; group 19, 63. As already explained in preceding articles of this series, it is possible to arrive a t a fairly accurate determ ination of the “ num ber of equivalent full-year jo b s” in any particular group of employees which are always occupied by men who have served one week or less, one to two weeks, and so on—the “ num ber of equivalent fullyear jo b s” which are, th a t is to say, affected by varying degrees of turnover. Quite detailed discussions of this m atter have appeared in earlier num bers of this R e v i e w , 1 and it is therefore treated very briefly here. The steps of the process are indicated in Table 17, which shows, for all employees and for each sex, the separation frequency distribution of the jobs affected by turnover. The items and relations involved in this table are exactly the same as those in Table 8 in the article already published on labor turnover among employees of a California copper mining and smelting com pany.2 An explanation of the whole analysis and of the m ethod of deriving the figures in the various columns has been made in a still earlier 1 “ Labor turnover in the San Francisco B ay region,” in the Monthly L abor R e v ie w , February, 1919, pp. 69-62; “ Labor policies and labor turnover in the California oil-refining industry,” M onthly L abor R e v ie w , April, 1919, pp. 47-51. 2 Monthly L abor R e v ie w , May, 1919, p. 80. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1420] 119 M O NTH LY LABOR REVIEW, num ber of this R e v i e w .1 The reasoning rests entirely upon the assumed mean-length-of-service figures of column 2. Columns 3 and 8 show, respectively, the standard scale turnover percentages for the different length-of-service groups and the num ber of equivalent full-year jobs affected by each per 1,000 full-year employees. These two columns show very plainly the relation between the intensity of turnover and the num ber of equivalent full-year jobs affected by it. Thus, it appears th a t in the over-1 -to-3-m onths, over-3-to6-months, and over-6-m onths-to-l-year groups there were 74, 79 and 149 equivalent full-year jobs (per 1,000 full-year workers) affected by turnover intensities of 508, 170, and 33 per cent, respec tively. In contrast w ith this, it is evident that, a t the heavy-turnover end of the scale, in the 1-week-or-less, over-l-to-2-weeks, and over2-weeks-to-1-rnonth groups there were 2, 5, and 19 equivalent full-year jobs (per 1,000 full-year workers) affected by turnover intensities of 9,025, 3,128, and 1,559 per cent, respectively. T a b l e 1 7 .—SEPA R A TIO N FR E Q U E N C Y D ISTR IB U TIO N OF JOBS D IR EC TLY A F F E C T E D BY TURNOVER. Length of service. Approxi Mean mate length num of ber of service weeks (days). in period. Separated em ployees who had served each specified Corre period. spondin g per centage of turn Aver over Total age for num w eek ly one ber. num year. ber. Total num ber of mandays worked N um by ber. each group. Aver age Rate weekly per Aver rate 1,000 age full- weekly per numi 1,000 year fullwork ber. year ers. work ers. (10) (8) O) (5) (6) (7) 169 149 288 405 193 178 84 37 28 169.00 149.00 144.00 45.00 14.85 6.85 1.62 .71 .27 676 1,639 6,336 24,300 26,055 48,772 46,032 33,781 40,880 1.85 4.49 17.36 66.58 71.38 133.62 126.12 92.55 112.00 2.06 4.99 19.31 74.06 79.40 148.63 140.29 102.95 124.58 1.85 4. 49 8.68 7.40 5.49 5.14 2.43 1.78 1.08 2.06 4.99 9.66 8. 23 6.11 5.72 2.70 1.98 1. 20 9,025 3,218 1,559 508 170 33 66 36 62 86 48 53 37 15 9 66.00 36. 00 31.00 9.50 3.60 2.04 .71 .29 .09 264 396 1,364 5,160 6,480 14,522 20,276 13^695 13' 140 .72 1.08 3.73 14.10 17.70 39.70 55. 60 37. 50 36.00 4. 47 6.71 23.17 87.58 109.94 246.58 345.34 232.92 223.60 .72 1.08 1.87 1.57 1.36 1.53 1.07 .72 .35 4.47 6.71 11.61 9. 75 8. 45 9.50 6.65 4. 47 2.17 9,025 3,218 1,559 508 170 33 103 113 226 319 145 125 47 22 19 103.00 113.00 113.00 35.40 11.10 4.80 .90 .42 .18 412 1,243 4,972 19,140 19,575 34,250 25,756 20,086 27', 740 1.12 3.40 13.62 52.43 53.63 93. 84 70. 56 55.03 76.00 1.52 4.61 18. 46 71. 04 72.67 127.15 95. 61 74. 57 102.98 1.12 3.40 6. SI 5.83 4.13 3.61 1.36 1.06 .73 1.52 4.61 9.23 7.90 5. 60 4. 89 1.84 1.44 .99 (2) (3) 1 1 2 9 13 26 52 52 104 4 11 22 60 135 274 548 913 1,460 9,025 3,218 1,559 508 170 33 1 1 2 9 13 26 52 52 104 4 11 22 60 135 274 548 913 1,460 1 1 2 9 13 26 52 52 104 4 11 22 60 135 274 548 913 1,460 (1) Equivalent full-year jobs in each group. (4) A l l em ployee s. One week or le ss .............. Over 1 to 2 w eek s............ Over 2 weeks to 1 m o n th . Over 1 to 3 m o n th s ...... Over 3 to 6 m onths.......... Over 6 months to 1 year.. M a le s. One week or less.............. Over 1 to 2 w eek s............ Over 2 weeks to 1 m on th. Over 1 to 3 m onths.......... Over 3 to 6 m onths......... Over 6 months to 1 year.. F em a les. One week or le ss-----. . . . Over 1 to 2 w eek s............ Over 2 weeks to 1 m o n th . Over 1 to 3 m onths......... Over 3 to 6 m onths.......... Over 6 months to 1 year.. Over 3 to 5 y e a r s ............ i Labor policies and labor turnover in the California oil-refining industry, Monthly L abor R e v ie w , April, 1919, p. 48. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1421] 120 M O NTH LY LABOR REVIEW. . The figures of columns 3 and 10 of Table 17 form the basis of Table 18, which makes a comparison of the num ber, in each sex and in the whole work force, of equivalent full-year jobs (expressed in rates per 1,000 full-year workers in each group) affected by the percentage of turnover in the various length-of-service groups. These figures bring out very clearly two fundam ental factors in any labor turnover situation: (1) The intensity of turnover of the sepa rating employees in the various stability groups and (2) the relative size of these groups—i. e., the num ber of equivalent full-year jobs affected. The figures show, in this case also, the quantitative stability relations between the sexes. I t is noticeable th a t it is the relatively large job groups which are affected by the heavy turnover rates. In other words, the relatively large job groups are tied up with under-l-year separations and high turnover and the relatively small job groups w ith the over-l-year separations and low turnover. I t appears th a t in all groups shown in the table the maximum equivalent weekly num ber of full-year jobs affected per 1,000 comes in the over-2-weeks-to-l-m onth group, which represents a turnover for all jobs in it of 1,559 per cent. T able 1 8 .—COMPARISON OF TH E E Q U IV A LEN T W E E K L Y N U M B E R IN EACH SE X OF FULL-TIM E JOBS (E X P R E SSE D IN R A TES P E R 1,000 F U L L -Y E A R W O R K ER S OF EACH SE X ) A FFEC T E D B Y C LASSIFIED PER C E NT A G E S OF T U R N O V E R . Corre sponding percentage of turnover. Length of service. Equivalent w eekly number of fullyear jobs affected (per 1,000 male and female workers) by percentage of turnover corresponding to the speciiled length-of-service period. A ll employees. One week or le s s ........................................................................ Over 1 to 2 w eek s.................................................................. Over 2 weeks to 1 m o n th .................................................... Over I to 3 m onths.................................................................... Over 3 to 6 m onths.................................................................... Over 6 months to 1 year.......................................................... Over 1 to 2 years................................................................ Over 2 to 3 years................................................................ Over 3 to 5 years........................................................................ 9,025 3,218 1,559 508 170 33 2.06 4.99 9.66 8. 23 6.11 5. 72 2 70 1 98 1.20 Male. Female. 4. 47 6. 71 11.61 9. 75 8. 45 9. 50 1.52 4.61 9. 23 7.90 5.60 4.89 2 .17 .99 R elative Stability of the Sexes. In considering the relative stability of the male and female em ployees of this establishm ent it is necessary to reexamine several of the tables already discussed. Referring first of all to the separation rates of Table 8, it is evident th at, generally, the rates for males exceed those for females.. A noticeable exception to t his is group 8, composed of employees in the bakery and candy kitchen, where the rates for females run uniformly higher than for males, m aking in the total a rate more than three times as high for females as for males. An inspection of the sum m ary figures in Table 9 shows th a t although https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1422] M O NTH LY LABOR REVIEW. 121 the num ber of active males and females having 1-year-or-less service records were 428 males and 705 females per 1,000, indicating th a t a m uch heavier proportion of women than of men had been recruited w ithin the preceding 12 m onths, nevertheless . the 1-year-or-less separation rate is 2,180 per 1,000 for males and only 1,397 per 1,000 for females. The total separation rate is 2,665 for males and 1,543 for females. The men are unquestionably more fickle than the women. B ut it is w orthy of note th at, as shown by the percentage distribution figures of Table 9, a larger proportion of the men than of the women endure unto the end. Twenty-two per cent of the males and only 7.6 per cent of the females on the pay roll at the end of the year had been in service over five years. The over-3-to-5 year period shows also a favorable, though diminished, stability balance in favor of the men. The conclusiveness of this tendency is no doubt somewhat weakened by the fact th a t women have only lately been taken on in appreciable num bers in some departm ents, w ith the necessary result th a t a high proportion of very long service records is for them quite impossible. The same relation is apparent in Table 11, and it is subject to the same qualification. Among the departm ent groups a noticeable and not unlooked-for exception is group 19, office employees, where the pro portion of separating over-l-year (“ stab le” ) females is well above the corresponding male group. Here female emplo 3rees are on a fairer footing for comparison w ith males, since the employment of women in offices dates farther back than it does in m ost of the other occupations represented. The rates in Table 12 show p re tty conclusively th a t, in this store during the (war) year studied, male employees were far more unstable than female. I t appears th a t 484 men and 147 women per 1,000 left during the year w ith over-l-year service records and th a t 2,180 men and 1,407 women per 1,000 left during the year with 1-year-or-less service records. The same excessive m obility of male employees in this establish m ent in 1918 is brought out in Table 14. From the figures in the last column it is evident th a t the average weekly separation rate is for males m uch more heavily concentrated in the 1-week-or-less service group than it is for females. The average weekly separation rate of all persons leaving w ith this minimum service record is 188 per 1,000; for the men it is 410 per 1,000; for the women it is 140 per 1,000. This difference appears in still more pronounced form in Table 15, which makes the same comparison b u t makes it between the female sales people of group 2 and the male sales people of group 4. The “ average weekly’’ separation rate for males who left w ith 1-week-orless records is 833 per 1,000. For females w ith the same service record it is 56 per 1,000. The same difference in stability in favor of females persists, w ith narrowing margins through nearly the entire service scale. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1423] 122 M O N TH LY LABOR REVIEW. The num ber of m en’s jobs affected per 1,000 full-year male workers appears, from the figures of Table 17 (column 8), to be much greater in every length-of-service division than the corresponding num ber of women’s jobs per 1,000 full-year female workers. Thus, in the overl-to-3-m onths, over-3-to-6-months, and over-6-m onths-to-l-year groups, respectively, there were 88, 110, and 247 equivalent full-year male jobs, as compared w ith 71, 73, and 127 equivalent full-year female jobs affected by turnover intensities of 508, 170, and 33 per cent, respectively. The “ average weekly” num ber of jobs affected per 1,000 are shown side by side for each sex in Table 18, which, as already rem arked, shows the quantitative stability relations between the two sexes. For example, for each week (on the average) of the 2-weeksto-1-m onth service group, its particular intensity of turnover— 1,559 per cent—affected 12 equivalent full-year m en’s and 9 equivalent full-year w om en’s jobs per 1,000 full-year male and female employees, respectively, in the establishm ent. The same differences of stability in favor of female employees are observable throughout the length-ofservice scale. Part II. Description of Employment System and Labor Policies.1 This department store operates a very comprehensive system of employment and service bureaus of various kinds, including not only the employment department proper, but also educational, research, clinical, and general service divisions. The work of these different agencies is well correlated, and they all cooperate to a greater or lessextent in the work of the employment department proper. Advisory to the divisions mentioned, and actively cooperating with most of them, is the employees’ cooperative association. The policy of the company with regard to its employees is dis tinctly liberal. The management is earnestly desirous of avoiding any spirit of paternalism in carrying out its policies. As the firm has officially expressed it in connection with the establishment of the employees’ clinic, these different personnel enterprises are intended to rest “ entirely upon a sound business basis, instead of upon a senti mental, charitable, or paternalistic basis.” System of Employment. The management has given a great deal of very careful attention for some years to the system of selecting, hiring, transferring, and discharging employees. As a result, the store has now developed a very complete and well-centralized employment department. This 1This part of the article is very largely based upon the detailed reports submitted to the Bureau of Labor Statistics by the store management. These original reports will be more fully utilized in a forthcoming bulletin on the subject. [1424] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis M O NTH LY LABOR REVIEW. 123 department is under the charge of an employment manager who has complete authority in regard to the hiring and discharge of em ployees, and who is directly responsible for the conduct of these mat ters to the general manager of the store. The employment manager also has large powers in regard to transfers, promotions, rate setting, etc. In handling the work of the department the employment man ager is assisted by one or more employment “ selectors” and other assistants with the cooperation, as already indicated, of the educa tional, research, and other service divisions. The employment department has kept unusually detailed and comprehensive employment records, especially during the last few years. Particular care is exercised in the matter of classifying the reasons for and circumstances surrounding the separation of em ployees from the sendee of the company. It is an invariable rule to interview carefully all employees- who leave and to record the reasons assigned by them for quitting or the reasons given by the company in case of discharge. The employment department has the benefit of the planning and routine development activities of the research department. This latter division has drawn up very detailed and comprehensive out lines and instructions for handling every phase of the employment and personnel end of the business. Education and Training of Employees. The educational department carries on two main lines of work—the general education of employees, whether new or old, and the special training and technical education of the new employees, especially those new recruits who are inexperienced. The company announces that this division was installed “ to increase the success of the store and its employees by the following means: By studying every phase of the store’s business to discover where real excellence exists and where improvements can be made; by giving instructions, either in dividually or in class work, as the need and desire are found; by in terpreting to the store employees the wishes and policy of the man agement and by suggesting and recommending to the management methods of coordinating employees7 personnel and management.” Perhaps the most important line of work undertaken by the edu cational department is that of the training of the new employees in store methods and department technique. To assist in this work, there are designated from different parts of the store more than a score of the older employees. These are known as “ service assist ants.” They are really vocational instructors, who give special attention to the trade instruction and general coaching at the start of the new employees in their respective sections. For the special https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1425] 124 M O NTH LY LABOE REVIEW. training of these service assistants, various teacher classes have been organized by the educational departm ent and detailed courses of instruction given them as to the subjects to be tau g h t new employees, m ethods of teaching, and so on. Related to this general system of training for new employees is the practice of training understudies, which is now being more and more fostered in this establishm ent. This is very sim ilar to the rather well-known 3-position plan in which each employee is no t only training some one else to be ready to occupy his position b u t is also studying the work of some designated higher position. Employees are thus instructed in the work more as a whole, which tends, it is believed, to greater stability of employment and more general satis faction. In addition to the w ork.already m entioned, the educational departm ent conducts a num ber of special courses, such as those for assistant buyers, and other special occupational groups in the store. Closely correlated w ith the work of the educational departm ent is th a t of the research division, which draws up plans and develops m ethods for use in all of the various service divisions of the estab lishments. This research division, in cooperation w ith the various heads of other divisions, has done m ost of the work of developing the present system of records kept in the tim e office and the employ m ent bureau, and designed the various employment and other organization charts for the use of the different divisions. A wellequipped library is m aintained by this departm ent. I t is well stocked w ith books, including fiction and technical works on sales m anship and pertinent vocational subjects, and regularly receives a num ber of the current magazines. Wages and Working Conditions. The com pany’s policy in regard to wages is very liberal. On October 21, 1918, the com pany adopted a m inimum wage of $15 per week for all women who had been in the employ of the company for one year or longer. W omen over 18 years of age, employed for the first time in this store and w ithout any previous training in this particular field of work, are paid a weekly wage of $13.50. The legal m inimum in the State of W ashington is $13.20. A t the end of each 4-m onths’ period the salary is autom atically increased 50 cents until the $15 m inimum is reached. Girl employees 16 years of age are paid a t the rate of $10 per week, and the salary autom atically increased $1 a t the end of each six-m onths’ period until the employee is 19 years of age, when the $15 minimum goes into effect. In the commissary departm ents, the wage rates are $10 per week for the first six m onths, $11 for the second six m onths, and $12 thereafter; these rates being in addition to https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1426] M O NTH LY LABOR REVIEW. 125 “ two thirty-cent meals each day.” Short-hour employees in the commissary or food departm ents are not employed for less than four hours’ work a day and are paid for th a t tim e, a t the rate of 35 cents per horn.’, w hether there is th a t m uch work for them or not. Six-hour employees in these departm ents are paid a t the rate of 30 cents per hour. No bonuses of any description are paid in this estab lishment, b u t in certain of the sales departm ents, the sales people receive percentages on sales of 4 or 5 per cent, depending upon the departm ent. The am ount of salary increase between July, 1917, and July, 1918, for 304 employees, who had been in the service for one year and over, was 33.7 per cent. I t is the policy of the m anagem ent to base the salary adjustm ents made upon not only the employees’ efficiency and ability b u t also upon current changes in the cost of living, as determined by some com petent authority. The work and salary of every employee are considered every six m onths by a comm ittee consisting of the employment manager, educational director, and the departm ent m anager of the departm ent in which the employee is working. This committee makes its recom mendations to the store m anager. If, a t the end of any period, an employee’s record does not justify the autom atic increase, the change of rate will neverthe less be made, and the employee placed on probation for a definite period. The hours of labor are eight and nine per day, depending upon the kind of work. Sanitary conditions throughout the store are excellent, and ade quate conveniences in the way of rest rooms, cloak rooms, etc., are provided. In the basem ent there has been recently installed a new ventilating system which changes the air every 3^ m inutes. An employees’ cafeteria, w ith rest room adjoining, is m aintained in the building under the m anagem ent of the employees’ cooperative asso ciation. An up-to-date clinic is m aintained by the company for the tre a t m ent of employees who m ay become ill. Salaries are paid for the full day when employee leaves w ith permission of the clinic, regard less of the term of employment. Employees not appearing for work because of illness are required to notify their departm ent m anager before 9.30, and the departm ent m anager im m ediately notifies the clinical director so th a t the la tte r m ay inquire into the health of the employee. In case of prolonged illness, full salary up to four weeks will be paid by the com pany to any employee who has been on the pay roll for six consecutive m onths preceding the date of illness. The doctor is in attendance a t the clinic for an hour three days a week for consultation w ith employees. 142890°— 19 -9 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11427] 126 MONTHLY LABOR REVIEW. Employees' Cooperative Association. The cooperative association of employees is established, in the words of its constitution, “ to increase efficiency, to add to social opportunities, and to create and sustain a just and equitable relation between employer and employee." Supplementary to the main association are a number of special organizations of employees, such as the Athletic Association, Women’s Club, Girls’ Club, Red Cross Auxiliary, etc. The main association is organized to include a number of standing and special committees. Among the former are employees’ journal committee, cafeteria committee, and social, educational, and wel fare committees. Among the special committees are the following: Employees’ benefit, cooperative buying, library and roof garden. The business of the association is managed by the council, which is made up of the president, vice-president, secretary, treasurer, and a board of eleven other councilmen elected by the employees from nine different designated sections of the establishment. The association publishes an attractive monthly paper, which is now running in its fourth year. The staff of the paper is manned by store employees. The object of the journal is stated to be “ to ad vance the cause of industrial cooperation and to create efficiency in its highest form.’’ As already remarked, the cooperative association owns and operates the employees’ cafeteria. I t is evident, from what has been said in regard to the nature of the committees that, except for the management of the cafeteria, the association is primarily social and educational in its nature and activities. Within these limits the asso ciation takes an active part in counseling and advising with the man agement. Policies affecting the employees are passed upon by the council of the association before going into effect and this, it is said, has often resulted in changes and modifications advantageous on both sides. It has close relations with some of the service departments in an advisory capacity. This seems to be particularly true of the educa tional department, and to a less degree of the employment department, but the cooperation between this association and the management or any of the store departments seems to be limited to purely advisory cooperation. The employees’ association has nothing to do with the management in any direct sense. The company and the associa tion cooperate very cordially, of course, in the matter of employees’ social activities, the company furnishing the large establishment tea room for dancing parties and other social affairs undertaken by the association ; and employees, through their association, are occasionally invited for outings at the country summer home of one of the officials. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1428] M O NTH LY LABOR REVIEW. 127 Other Policies. All employees receive two weeks' vacation w ith pay, and all em ployees who have served for six m onths receive, as has been already noted, full pay up to four weeks when absent because of illness. Moreover, when the loss of wages would be a hardship and the employee has not yet been in the store six m onths, the m anagem ent reserves the privilege of m aking a special exception. I t was noticed in the statistical section of this article th a t this com pany had achieved a very striking reduction in the proportion of em ployees laid off and th a t this achievm ent accounted, in alarge measure, for the turnover reduction between 1918 and 1919 and undoubtedly made less severe the inevitably large turnover of the preceding w ar period. The company has been following this policy up still more thoroughly and has recently determ ined not to lay off a t any tim e any of the perm anent force, as distinguished from seasonal help, except for continuing inefficiency; and separation in the la tte r case, would not be a lay-off, a t all, b u t a discharge. Every effort is m ade by the m anagem ent to tre a t all employees as individuals and to consider the m erits and needs of each person sepa rately. This, however, is not to be taken, the com pany states, as a disapproval of collective bargaining. The m anagem ent, on the con trary, is striving continuously to improve its m ethods and m achinery and to bring about more and more efficient collective bargaining w ith em ployees upon such m atters as wages, hours of work, and working con ditions. The collective bargaining aimed a t by the com pany appears to be on the whole a nonunion type of collective bargaining. The store is an open shop, b u t there is no opposition w hatever to the em ploym ent of members of unions and the union scale is paid to w hatever craftsmen, such as engineers, electricians, etc., are employed. The company policy can be summed up from this point of view as one of neutrality as to unionism. As already intim ated, the com pany has entered upon its present policy of em ploym ent and employee welfare work w ith the idea th a t it is a business proposition, w ith the m ost pro nounced opposition to m aking it a t all philanthropic, and w ith an intense desire to avoid hand-me-down welfare work. The policies described are believed by the m anagem ent to be excellent business m ethods, because through them the cooperation and loyalty of em ployees is secured to a degree which compensates for the extra expenses. B ut despite this, it is clear th a t this institution, so far, provides no m achinery for joint m anagem ent of the d ep artm ent store business, or even for a genuinely cooperative settlem ent of such m atters as wages, hours, and general conditions of employment in the departm ent store. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1429] PRICES AND COST OF LIVINGRetail Prices of Food in the United States. H E R E was a decrease of 2 per cent in the retail price of 22 articles 1 of food combined, for which consum ption weights are secured by the Bureau, in Septem ber, 1919, as compared w ith August, 1919. This is the first decrease shown since June, 1919, when food was less than five-tenths of 1 per cent cheaper th an in May. Of the 43 articles for which comparison can be m ade during the m onth period, 19 cost less than in August. Onions declined 17 per cent; potatoes, 14 per cent; lard, 9 per cent; cabbage, 8 per cent; p late beef, 6 per cent; chuck roast and lam b, 5 per cent each; round steak, rib roast, and bacon, 4 per cent each; sirloin steak and ham , 3 per cent each; pork chops, Crisco, and bananas, 2 per cent each; and hens, cheese, flour, and sugar, 1 per cent each. The articles which increased in price were raisins, 8 per cent; rice, 6 per cent; eggs, 5 per cent; canned salmon, 4 per cent; b u tte r, corn meal, rolled oats, coffee, and prunes, 2 per cent each; fresh and evaporated m ilk, oleomargarine, navy beans, canned corn, peas, and tom atoes, 1 per cent each; and oranges less than five-tenths of 1 per cent. N u t m argarine, bread, corn flakes, Cream of W heat, m acaroni, baked beans, and tea rem ained the same price. I n Septem ber, 1919, the cost of th e 22 articles of food for which weights were secured was 6 per cent higher th an in Septem ber of last year. There was less of an increase during this year period th an was shown from August, 1918, to A ugust, 1919, the cost on the latte r date being 12 per cent higher th an August, 1918. From August to Septem ber, 1918, there was an increase of 4 per cent, while from A ugust to Septem ber, 1919, there was a decrease of 2 per cent. During the 12 m onths from Septem ber, 1918, to Septem ber, 1919, coffee and prunes increased 61 per cent each; onions, 30 per cent; raisins, 26 per cent; rice, 20 per cent; cheese, 19 per cent; sugar, 15 per cent; lard, 14 per cent; b u tter, 11 per cent; canned salmon, fresh m ilk, and potatoes, 10 per cent each; eggs, 8 per cent; flour, 7 per cent; ham and tea, 6 per cent each; hens, 5 per cent; and bread, 2 per cent. Articles which decreased were: N avy beans, 27 per cent; T 1Sirloin steak, round steak, rib roast, chuck roast, plate beef, pork chops, bacon, ham, lard, hens, flour, Corn meal, eggs, butter, milk, bread, potatoes, sugar, cheese, rice, coffee, tea. 128 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1430 ] 129 M O N TH LY LABOR REVIEW, plate beef, 17 per cent; chuck roast, 11 per cent; lam b, 6 per cent; round steak and rib roast, 5 per cent each; corn meal, 3 per cent; sirloin steak, 2 per cent; and bacon, 1 per cent. Pork chops decreased less than five-tenths of 1 per cent. A VERAGE R E TA IL PRICE AN D P E R CENT OF INCREASE OR D ECR EA SE SE PT E M BE R 15, 1919, COMPARED W ITH SE PT E M B E R 15, 1918, A N D A UGUST 15, 1919. Average retail price on— Article. Sirloin steak............................................ Unit. Pound___ Sept. 15, 1918. Aug. 15, 1919. Sept. 15, 1919. Cents. Cents. C ents. 41.7 39.8 32.7 28.4 21.9 46.1 56.2 51.9 36.9 39.4 30.5 14.3 Butter. .7 ............. 1...................... .......... Pound___ 59.2 36.0 33.6 58.6 9.9 6.8 6.9 Flour.............................................. 13.7 16.9 3.9 5.0 Sugar, granulated........................... Pound__ 22 weighted 9.6 66.4 30.3 17.4 15.4 articles combined............ 42.1 39.5 32.4 26.6 19.3 46.9 57.7 56.9 36.4 41.8 32.3 15.5 16.3 64.1 42.5 35.8 40.9 37.9 31.2 25.3 18.2 46.0 55.6 55.2 34.6 41.4 33.6 15.7 16.5 65.7 42.8 35.8 43.5 42.0 40.5 60.2 10.1 7.4 6.6 8.9 14.0 25.1 19.4 15.5 12.3 5.0 7.8 5.3 17.1 19.1 19.1 15.9 11.1 70.7 47.8 27. 4 18.0 39.1 53. 7 43.0 38.2 39.5 63.2 10.1 7.3 6 .7 9.1 14.0 25.1 19.4 16.5 12.4 4.3 6 .5 4.9 17.1 19.2 19.2 16.0 11.0 70. 7 48. 7 28.0 19.4 Per cent of increase ( + ) or decrease ( —) Sept. 15,1919, com pared with— Sept. 15, 1918. (!) Aug. 15, 1919. - 2 - 5 —5 -1 1 -1 7 - 3 - 4 - 4 —5 - 1 + 6 - 6 + 5 + 10 + 10 + 11 (2) - + 19 (2) (2) (*) (2) 38. 4 —8 + + + - (*) (4) + 6 1 Decrease of less than five-tenths of 1 per cent. 8 No change in price. - 1 + 2 + 2 -1 4 -1 7 (2) 53.9 —2 + 5 + 6 + 1 +20 —27 + 10 + 30 + 15 + 6 +61 +61 +26 1 —9 + 14 + 8 + 2 + 7 —3 - 6 —2 - 4 —3 —5 - 1 + 4 + 1 + 1 + 2 + 1 1 1 1 1 + 2 + 2 + 8 —2 - 2 3 Baked weight. 4 Increase of less than five-tenths of 1 per cent. During the six-year period, September, 1913, to Septem ber, 1919, the increase in the retail price of the 22 articles of food combined was 83 per cent. Five articles show an increase of over 100 per cent, namely, pork chops, 103 per cent; corn meal, 116 per cent; flour, 121 per cent; potatoes, 126 per cent; and lard, 137 per cent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11431] 130 M O NTH LY LABOR REVIEW, AVERAGE R E TA IL PR IC E A N D P E R CENT OF INC R EA SE OR D ECR EA SE SE PT . 15 OF EACH SPEC IFIE D Y E A R COM PARED W ITH SE PT . 15, 1913. Average retail price Sept. 15— Unit. Article. Per cent of increase ( + ) or decrease (—) Sept. 15 of each specified year compared with Sept. 15,1913. 1913 1914 1915 1916 1917 1918 1919 1914 1915 1916 1917 1918 1919 Cts. 2G.2 23.3 19.9 16.4 12.3 22. 7 28.1 ...d o ....... 28.2 Lamb................................ ...d o ....... 18.7 21.5 C ts. 27.0 24.7 20.8 17.9 13.1 23.6 29.0 29.1 19.7 21.9 C ts. 26.5 23.8 20.4 16.5 12.3 22.5 27.0 26.2 20.1 20.8 19.8 8.9 8.8 Cts. Cts. C ts. C ts. 28.4 25.7 21.8 17.7 13.1 26.1 29.6 33.2 23.3 24.3 20.2 9.1 33.3 29.6 25.9 21.8 16.3 38.8 44.2 40.9 31.4 30.2 27.7 11.8 41.7 39.8 32.7 28.4 21.9 46.1 56.2 51.9 36.9 39.4 30.5 14.3 40.9 37.9 31.2 25.3 18.2 46.0 55.6 55.2 34.6 41.4 33.6 15.7 16.5 Sirloin steak.................... Round steak................... R ib roast.......................... Chuck roast..................... Plate beef......................... Pork chops...................... Pound. . ...d o ....... ...d o ....... ...d o ....... ...d o ....... ...d o ....... Milk, fr e s h .................... Q uart... 8 .9| 15-16 oz. can. P o u n d . . 37.8 37.8 33.5 39.0 49.6 59.2 65.7 42.8 35.8 . ..d o ........ 22.1 22.9 22.7 23.0 33.5 36.0 43.0 16.1 15.6 13.8 22. 2 29.6 33.6 38.2 39.5 37.5 36. 8 34.9 41.3 52.5 58.6 63.2 Pound 2. 6.6 6.4 7.0 7.7 9.9 9.9 10.1 Pou nd. . 3.3 3.7 3.8 4.8 7.3 6.8 7.3 ...d o — j 3.1 3.3 3.3 3.4 8.2 6.9 6.7 9.1 14.0 | 25.1 1 19.4 8.7 8 .8| 9.1 9.1 10.8 13.7 16.5 7.6 12.1 18.8 16.9 12.4 ...d o ....... 1.9 1.8 1.4 2.8 3.0 3.9 4.3 3.0 4.6 4.6 5.0 6.5 4.9 17.1 19.2 19.2 16.0 Pou nd. . 5.7 7.9 6.5 7.7 9.8 9.6 11.0 54.5 54.7 54.6 54.6 61.2 66.4 70.7 29.8 29.7 29.9 29.9 30.5 30.3 48.7 13.5 13.4 16.3 17.4 28.0 12.5 12.9 14.8 15.4 19.4 38.4 53.9 sweetened). B utter.............................. Bread................................ Flour................................ Com m e a l....................... Potatoes. . I..................... Sugar, granulated.......... T ea.................................... Oranges............................. + + + + + + + + + + 3 6 5 9 7 4 3 3 5 2 + 1 + 2 + 3 + 1 i1) - 1 - 4 - 7 + 7 - 3 + 8+ +10 + +10 + + 8+ + 7+ +15 + + 5+ + 18 + +25 + + 13 + 27 + 59 + 56 27 + 71 + 63 30 + 64 + 57 33 + 73 + 54 33 + 78 + 48 71 +103 +103 57 +10C + 98 45 + 84 + 96 68 + 97 + 85 40 + 83 + 93 « - 1 + 2 + 33 + ¿i + 76 « -1 1 + 3 + 31 + 57 + 74 + 4 + 3 + 4 + 52 + 63 + 95 — 3 — 3 +38 + 84 +109 +137 —2 +14 + 12 + 6 —7 +25 + 15 + 6 +10 +40 + 56 + 69 +38 + 77 + 77 + 80 +45 + 121 +106 + 121 + 10 + 165 + 123 + 116 + 2 + 5 + 5 + 24 + 57 + 90 - 5 - 2 6 +47 + 58 + 105 +12è +39 + 14 +35 + 72 + 68 + 93 (3 ) ( 3) + 12 + 22 + 30 (3) V) (3) (3) + 2 + 2 + 63 + 4 — 2 +14 + 48 + 72 + 83 combined. i No change in price. 8 Baked weight. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 8 Increase of less than five-tenths of 1 per cent. * Decrease of less than five-tenths of 1 per cent. [ 1432 ] R E LA T IV E R E TA IL PRICES OF T H E PR IN C IPA L ARTICLES OF FOOD IN T H E U N IT E D STA TES, JA N U A R Y , 1913, TO SE PT E M BE R , 1919. Year and month. All Sirloin Round Rib Chuck Plate Pork Ba Ham. Lard. Hens. Eggs. B ut Cheese. Milk. Bread. Flour. Com Rice. Pota Sugar. Coffee. Tea. articles ter. meal. toes. steak. steak. roast. roast. beef. chops. con. com bined. 1913: Av. for y ea r... 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 101 104 104 104 104 102 101 92 93 98 101 101 101 101 101 102 102 102 102 89 90 97 103 100 99 103 104 108 107 102 97 94 95 97 99 100 101 104 105 104 103 101 99 93 94 97 99 99 102 104 106 104 102 100 99 97 98 99 100 100 100 101 102 102 101 101 100 95 97 100 104 104 103 102 101 101 100 97 98 108 91 77 73 76 81 87 96 109 121 144 138 107 108 108 106 94 92 91 92 98 100 101 104 100 100 100 100 99 99 99 100 100 101 102 102 100 100 100 100 99 99 99 99 100 101 102 102 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 101 101 101 100 100 99 99 99 99 98 98 98 98 98 98 100 102 103 104 104 99 99 99 99 99 99 100 100 100 100 100 100 91 90 88 87 91 104 110 109 110 106 107 106 106 100 99 98 97 97 100 102 104 101 99 98 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 102 106 103 104 104 105 102 102 102 94 104 100 104 105 101 108 108 100 100 102 102 103 102 103 103 104 106 109 108 106 104 103 98 98 99 99 99 100 101 107 108 106 104 103 98 99 99 99 99 100 103 108 108 105 102 100 100 99 99 99 98 97 97 99 99 98 99 97 100 104 105 108 106 103 103 104 103 100 97 94 112 100 101 101 102 102 103 105 108 105 104 103 101 99 100 100 103 106 103 106 119 113 110 104 93 102 102 102 103 103 105 106 109 113 110 107 105 103 102 102 102 102 103 103 104 107 107 106 105 103 99 99 99 100 100 102 103 106 110 107 103 100 101 110 110 110 110 110 110 110 112 114 114 114 116 98 99 99 99 99 99 98 106 113 111 112 113 104 103 103 103 103 103 103 105 109 109 109 107 100 100 100 100 100 100 101 101 101 101 101 101 108 108 107 105 112 132 155 111 105 89 83 84 95 94 93 91 91 93 95 143 145 132 113 110 99 99 100 100 100 100 99 100 100 99 99 99 100 100 100 100 101 101 101 101 101 101 101 101 104 101 99 97 98 99 102 107 107 105 105 105 101 103 101 101 100 96 100 97 93 97 124 126 89 101 100 101 88 85 85 94 99 98 100 103 107 110 99 87 101 99 98 98 98 99 100 100 100 101 101 101 98 96 95 94 95 97 98 98 97 99 100 100 97 97 96 96 96 95 93 89 88 91 92 92 95 97 99 100 101 98 97 97 97 97 95 95 120 126 126 126 128 128 126 126 124 124 122 122 124 138 136 137 139 130 125 124 117 113 113 114 104 104 104 104 104 104 104 104 104 104 104 104 85 84 82 86 89 99 85 82 79 94 97 106 120 101 99 98 99 101 103 103 103 102 101 99 99 108 109 110 110 109 109 109 108 108 108 108 107 107 104 101 100 99 100 101 103 104 104 103 102 101 100 101 101 101 101 101 101 101 101 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 103 101 98 99 100 100 100 100 101 103 104 105 94 94 97 101 101 102 104 104 103 101 100 99 1914: Av. for y ea r... January................ February............. March................... April..................... May....................... June...................... Ju ly ....................... A ugust................. September........... October................ November............ December............ 1915: Av. for yea r... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 100 98 97 99 101 103 105 104 104 103 101 99 92 93 96 99 100 102 100 99 100 103 105 107 107 106 104 102 101 100 100 102 101 100 100 101 101 101 101 101 99 98 98 104 93 92 86 85 88 89 94 98 98 103 103 104 104 105 104 103 103 103 103 104 104 104 104 99 93 105 99 129 98 74 75 76 78 81 88 101 117 133 135 101 98 94 94 91 90 90 88 88 92 95 101 105 106 106 105 106 106 105 103 103 104 105 107 101 100 99 99 98 98 98 99 99 100 100 100 126 106 90 74 77 82 87 96 107 113 131 139 102 102 101 100 100 100 100 100 100 101 101 101 no 118 120 122 124 126 127 123 118 111 119 124 100 98 97 97 98 97 98 100 101 102 104 105 104 131 January................ February............. March................... A pril..................... M ay....................... June...................... Ju ly ....................... A ugust................. September........... October................ November............ December............ 100 M O N TH LY LABOR REVIEW . ri433] 100 93 95 93 95 98 98 101 101 101 - 101 102 9 102 102 103 102 103 103 101 101 103 102 100 100 101 100 January................ February............. March................... April..................... May....................... June...................... Ju ly ....................... A ugust................. September........... October................ November............ December............ Year and m onth. All Sirloin Round Rib Chuck Plate Pork Ba Com Pota B ut articles steak. steak. roast. roast. beef. chops. con. Ham. Lard Hens. Eggs. ter. Cheese. Milk. Bread. Flour. meal. Rice. toes. Sugar. Coffee. Tea. com bined. 1916: At. for year... 108 January............... February............. March................... A pril..................... May....................... June...................... July....................... A ugust................. September........... October................ November........... December............ 101 101 104 106 109 112 111 108 106 106 1917: At. for y ea r... 124 113 113 110 107 107 106 108 109 99 99 103 106 109 113 112 110 110 108 107 106 99 100 102 105 107 111 109 107 107 106 106 106 106 111 101 101 103 104 105 107 107 108 110 110 111 110 101 102 104 107 109 110 111 111 114 114 114 114 93 94 96 100 106 108 110 111 118 123 135 137 109 103 89 92 104 107 109 110 111 116 125 118 111 106 I ll 117 102 116 115 115 111 108 107 101 102 104 106 110 113 112 111 110 108 106 106 101 104 107 111 113 114 113 112 113 114 112 112 123 101 82 79 82 87 93 105 120 132 149 154 100 99 105 108 97 95 93 95 102 109 114 118 110 112 113 113 112 111 110 111 116 122 132 140 100 100 100 99 99 99 100 101 102 105 109 112 130 128 131 130 109 116 128 131 134 137 137 136 137 136 132 134 108 116 121 132 135 137 136 134 135 136 134 134 152 152 142 134 139 110 114 123 141 155 158 159 160 164 178 179 181 175 127 113 125 133 146 146 148 151 164 185 185 165 161 114 118 125 136 144 145 147 147 152 159 159 161 136 138 151 167 176 177 174 176 188 198 207 211 119 126 129 136 138 136 131 131 142 146 138 143 158 147 101 112 116 119 122 134 152 160 168 184 118 122 121 133 122 123 120 124 129 133 138 142 150 141 142 146 150 153 153 149 148 152 158 156 156 170 186 196 211 177 163 160 161 170 175 177 180 201 220 216 206 197 180 179 181 183 187 191 194 200 208 214 216 217 165 208 209 210 209 208 206 206 209 213 216 216 216 154 170 195 182 128 128 123 123 142 155 170 186 215 235 151 148 151 144 132 133 133 137 141 155 170 174 190 162 156 158 159 154 151 150 152 157 163 174 184 193 102 102 104 108 112 117 January............... February.............. March................... A pril..................... May................... . June...................... July....................... A ugust................. September........... October................ November............ December............ 109 113 116 125 127 129 129 130 131 130 124 126 1918: Av. for y ea r... 153 165 155 166 129 131 133 144 157 168 166 163 164 161 159 159 137 141 143 155 170 1S2 181 178 178 175 173 171 130 133 135 148 161 169 168 165 165 163 162 116 138 142 145 159 174 184 182 177 178 174 172 171 January............... February............. March................... A pril..................... May....................... June...................... July....................... A ugust................. September........... October................ November............ December............ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 111 117 119 130 133 135 137 138 133 138 133 134 109 114 118 127 130 132 130 129 131 130 127 128 142 146 150 164 181 188 185 199 181 178 175 174 178 162 163 164 166 170 173 181 180 193 193 195 198 178 177 178 181 185 183 185 180 130 122 124 124 124 124 124 124 126 136 144 150 138 135 120 125 120 119 119 117 116 134 148 155 174 167 125 112 112 112 114 117 119 125 128 132 143 144 147 164 140 142 144 150 168 170 176 182 176 176 176 166 211 171 171 174 206 266 246 220 229 223 214 208 205 156 151 151 151 148 148 146 148 153 161 166 173 176 172 165 167 1G8 172 174 175 174 174 174 172 172 172 203 200 200 200 200 200 203 203 206 206 203 203 203 113 105 155 107 108 107 108 108 108 108 110 113 117 126 131 105 104 104 104 104 105 105 105 105 105 105 105 146 100 136 141 140 138 140 167 134 141 161 165 198 198 123 125 137 145 156 158 160 155 141 149 157 151 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 192 119 105 104 104 108 121 125 123 122 124 128 131 133 253 169 101 107 146 225 290 297 339 352 366 246 206 172 178 183 178 146 148 160 175 183 170 166 181 179 177 174 172 100 100 101 101 101 101 103 102 102 102 102 102 100 100 101 101 103 104 110 111 112 113 114 114 128 133 133 145 151 152 146 149 153 157 155 157 148 134 136 138 12Q 141 144 148 154 157 161 161 160 188 176 102 119 188 188 147 12Q 129 171 229 229 229 206 194 188 173 193 1fV7 IfiR 165 165 167 169 175 193 196 196 132 136 137 154 178 182 195 219 272 232 235 235 227 233 233 240 233 223 223 227 230 227 217 213 102 102 102 101 101 101 101 101 102 102 103 109 100 115 112 11R 117 117 119 120 121 122 124 125 124 114 107 106 107 109 109 112 111 113 118 121 126 126 168 160 161 154 154 158 162 167 171 178 181 183 187 M O NTH LY LABOR REVIEW, two 132 R E L A T IV E R E T A IL PR IC ES OF T H E PR IN C IP A L A RTICLES OF FOOD IN T H E U N IT E D STA TES, JA N U A R Y , 1913, TO SE P T E M B E R , 1919—Concld. 1919: Janu ary... February.. March........ April.......... May........... June........... July........... A ugust___ September. 162 162 165 172 175 170 171 166 161 165 165 169 175 178 171 169 164 158 175 174 178 184 186 176 173 166 158 181 181 183 187 181 174 168 160 150 193 180 184 197 205 202 220 223 219 217 205 203 212 210 212 215 214 206 199 193 191 197 203 205 211 212 205 211 203 211 223 246 254 266 266 242 188 186 193 202 204 200 197 196 194 218 147 140 143 154 155 164 174 183 184 149 174 186 177 165 164 167 172 201 185 183 190 191 192 195 197 195 175 174 166 169 167 169 169 174 176 172 172 172 172 172 174 175 177 177 200 203 206 218 227 227 227 224 221 207 200 197 200 207 210 217 220 223 159 164 154 154 154 159 168 178 190 188 182 171 182 194 224 282 294 253 196 195 193 193 193 193 198 202 200 117 123 126 129 136 143 155 160 163 127 126 129 128 128 129 130 130 130 185 172 175 182 185 184 190 192 188 M O N TH LY LABOE EEYIEW. [1435] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 175 174 177 182 187 181 183 177 170 CO CO ' https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis M O NTH LY LABOR EEVIEW . 135 Trend in Retail Prices of 22 Food Articles,1 Combined, by Months. The chart on page 134 shows the curve in the retail cost of 22 of the m ost essential foods/ for the U nited States, for each m onth from January, 1913, to and including Septem ber, 1919. The logarithm ic chart is used because the percentages of increase or decrease are more clearly seen th an on an arithm etic chart.2 The ch art is the result of a weighted aggregate of actual prices in order th a t each commodity m ay have an influence equal only to its relative im portance. The price of each com m odity to he included in the aggregate for each m onth has been m ultiplied by a num ber representing the im portance of th a t comm odity in the average fam ily consumption. These weighted products of the several commodities to be combined are added, and computed as percentages of the aggregate, sim ilarly com puted, for the year 1913. The resulting index num bers show the trend in the retail cost of the several articles combined. From September, 1915, there has been a steady increase in the cost of these 22 articles of food. In December, 1918, the cost of these foods was 87 per cent above the 1913 average. In January, 1919, there was a slight decline. February prices declined 7 per cent, b u t from th a t date until June the prices advanced. In June, there was a decline of less th an five-tenths of 1 per cent. July prices increased 3 per cent. August prices showed a further increase of 1 per cent, which m onth becam e the high-w ater m ark. In Septem ber there was a decrease of 2 per cent. Using the average cost in the year 1913 as the base, or 100, the relative figure representing the Sep tem ber cost was 188, or an increase of 88 per cent over the year 1913. Retail Prices of Food in 50 Cities on Specified Dates. Effort is made by the Bureau to secure quotations on similar grades of commodities in all cities. There are, however, some local customs which must be taken into consideration when any comparison is made of the prices in the different cities. The method of cutting sirloin steak in Boston, Mass.; Manchester, N. IT.; Philadelphia, P a. ; Providence, R. I . ; and Portland, Me., differs from that in other cities. The cut known as “ sirloin” in these five cities would be in other cities known as “ por terhouse.” There is in these cities, owing to the methods of dividing the round from the loin, no cut that corresponds to that of “ sirloin ” in other cities. There is also a greater amount of trimming demanded by the retail trade in these cities than in others. This is particularly true of Providence, R. I. These, together with the fact that almost all the beef sold in these cities is of better grade, are the main reasons why the retail prices of beef in these cities are higher than in others. 1See note on page 128. a discussion of the logarithmic chart, see article on Comparison of arithmetic and ratio charts, by Lucian W. Chaney, M onthly L abor R e v ie w for March, 1919, pp. 20-34. Also, The ‘ratio” chart b y Prof. Irving Fisher, Reprinted from Quarterly Publications of the American Statistical Association, June, 1917, 24 pages. 2 For https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1437] M O NTH LY LABOR REVIEW, 136 AVERAGE RETAIL PRICES OP THE PRINCIPAL ARTICLES OP FOOD [The prices shown in the tables following are computed from reports sent monthly to the Bureau by retail Baltimore, Md. Atlanta, Ga. Article. Unit. Lb. Sirloin steak. Lb.. Round steak. Lb. Rib roast__ Lb. Chuck roast.. Lb. Plate beef__ Lb. Pork chops.. Lb. Bacon.......... Lb. Ham............ Lb. Lamb......... . Lb. Hens.......... . Lb. Salmon, canned Qt. Milk, fresh...... Milk, evaporated unsweetened) Lb. Butter............ Lb. Oleomargarine. Lb. Nut margarine. Lb. Cheese............. Lb. Lard............... Lb. Crisco.............. Doz Eggs, strictly fresh, Lb. 3. Bread.................... Lb.. Flour.................... Lb.. Corn meal.............. Lb.. Rolled oats............ Com flakes............ (4) Cream of Wheat................... (5) Macaroni................................. Lb.. Rice........................................ Lb.. Beans, navy........................... Lb.. Potatoes................ ................. Lb.. Lb. Onions.......... Lb. Cabbage........ Beans, baked. Com, canned. Peas, canned.. Tomatoes, canned............... 6 Lb. Sugar, granulated............... Lb. Tea.................................... Lb. CoSee................................. Prunes...................................... Lb. Raisins..................................... Lb. Bananas................................... Doz Oranges.................................... ! Doz Sept. 15— Aug. Sept. Aug. Sept. 15, 15, 15, 15, 1919. 1919. 1919. 1919. 1913 1914 1917 1918 1913 1914 1917 1918 Sept. 15— Cts. CIS. Cts. Cts. Cts. Cts. Cts. Cts. Cts. Cts- Cts. Cts. 31.2 28.1 23.7 20.3 15.4 40.6 37.1 31.4 27.3 39.5 37.5 29. 23.8 19.4 37.3 43 41.3 20.0 21.0 32.4 20.5 21.1 28.8 22.9 10.0 10.6 15.0 39.'7 38.'7 53.1 45.6 58.9 52.5 38.9 37.7 44.3 61.0 57.9 38.8 37.3 26.8 20.0 17.0 69.1 43.1 38.9 43.2 43.7 38.7 56.5 24.0 21-5 19.6 16-0 9.5 24.0 33.1 31.0 28.3 24.1 19. 16.8 10.5 24.8 32.5 32.6 21.2 24.7 20.0 60.5 25.0 25.0 34.1 36.1 15.8 16.1 29.4 34.7 33.7 33.3 47.5 53.8 10.0 3.4 3.6 7.2 7.0 7.4 2-7 2.8 6.1 5.7 6.2 10.3 14.1 8.6 '¿.’3 8.6 ' 2.'2 25.4 20.7 10.4 14.2 16.1 18.6 18.7 14.1 3.3 5.0 6.4 5.9 6.3 9.7 7.3 16.3 20.1 5.9 8.0 10.4 9.4 60.0 60.0 75.3 89.7 32.0 33.0 28.5 31.1 17.6 18.6 15.0 17.2 20.4 14.1 12 87.3 48.1 21.8 33.4 31.9 25.9 22.5 17.1 39.5 45.4 44.5 32.6 31.5 25.4 11.7 52.8 46.1 45.6 36.4 31.2 24.2 5.2 7.3 9.2 ' 56. C 56. C 63. f 24.8 24.4 27.9 ..... 16.4 ..... 14.5 9.1 70.2 28.5 17.8 15.5 25.0 23.0 19.0 16.0 12.6 22.0 26.5 32.0 19.3 21.8 24.8 23.8 19.8 16.2 13.9 [1438] 41.8 40.5 33.1 26.9 20 9 47.3 52.3 60.4 35.8 45.4 50.4 55.9 57.2 40.9 42.7 ..... 27.5 28.7 29.9 16.0 15.0 15.5 8.7 8.7 16.1 16.1 38.6 38.6 61.7 67.8 68.4 ..... 39.1 40.4 ..... 35.0 35.7 22.5 23.3 35.0 36.9 44.4 43.3 15.3 14.8 29.9 33.7 41.9 37.7 40.2 37.8 34.7 32.3 49.1 57.4 55.7 59.4 9.6 9.6 .. .. 3.2 3.7 7.5 7.1 7.7 7.5 2.5 2.7 6.3 6.5 5.8 6.0 ..... 7.6 8.1 13.0 13.2 ..... 23.2 23.4 ..... 17.6 17.9 9.0 9.0 11.0 13.5 15.4 17.0 ..... 18. t 17.7 12. 5 12.7 1.8 1.8 2.8 4.3 4.6 4.0 5.2 6.0 7.3 6.5 4.6 4.4 ..... 15.5 15.7 18. 5 19.3 ..... 17.8 18.8 21.7 26.0 32.0 18.8 21.1 ..... 17.9 ..... 30.6 59.1 58.9 ..... 1 The steak for which prices are here quoted is known a s “porterhouse” in most In this report, but in this city it is called “sirloin” steak. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 42.7 41.1 33.7 28.1 21.6 47.8 53.6 60.6 37.1 46.0 of 14.5 10.8 73.1 44.9 14.7 10.8 72.4 45.1 28.3 29.1 18. 0 19.3 31.5 56.2 59.2 the cities included M O NTH LY LABOR REVIEW, 137 ON SE PT . 15, 1913, 1914, 1917, 1918, 1919, A N D AUG. 15, 1919, FOR 19 CITIES. dealers. As some dealers occasionally fail to report, the number of quotations varies from m onth to month.) Birmingham, Ala. Sept. 15— Boston, Mass. Buffalo, N. Y. Sept. 15— Sept. 15— Aug Sept, Aug. Sept. 1Ò, 15, 15, 15, 1919. 1919. 1913 1914 1917 1918 1913 1914 1917 1918 1919. 1919. 1913 1914 1917 1918 1919. 1919. Aug. Sept. as. as. as. as. as. as. Os. as. as. as. as. as. as. as. Os. as. 28.1 22.5 20.6 16.3 10.5 29.4 24.4 21.3 17.5 12.5 35.0 31.6 26.2 21.2 16.5 42.0 38.5 33.8 29.2 22.6 42.6 40.2 34.1 28.8 19. S 40.7 38.8 30.5 26.1 18.6 21.4 35.0 32.5 23.3 18.0 24.4 36.3 35.0 22.5 18.5 37.7 49.1 42.7 33.3 26.6 43.7 60.1 51.0 38.8 34.2 43.8 63.4 57.5 39.4 35.0 42.0 61.1 56.0 37.0 36.5 49.3 51.5 53.6 39.5 43.7 49.1 53.4 60.6 40.6 46.2, 50.0 52.2 59.8 37.4 46.8 26.7 30.0 10.3 10.4 15.2 19.0 33.2 20.0 17.8 67.7 45.1 34.1 29.4 32.0 21.7 8.9 8.9 13.0 15.0 17.5 67.5 37.4 37.2 51.2 55.8 44.6 40.0 43.1 42.1 39.2 54.2 38.8 40.0 54.0 60.2 23.0 23.1 34.4 36.9 15.3 15.7 29.3 32.6 32.6 34.0 48.9 53.0 3.5 2.5 8.2 2.2 3.6 2.7 7.4 5.7 7.0 5.6 7.9 12.0 14.2 19.7 18.4 2.3 3.7 4.7 5.6 5.5 5.8 8.1 10.2 9.5 61.3 61.3 76.2 81.0 28.8 28.8 33.3 32.0 16.3 16.2 15.1 15.8 .....1..... ‘ 35.8 ‘ 40.t 35.6 37.7 25.6 25.7 18.7 19.5 ‘46.< ‘59. t ‘ 62.0 1 62.7 23.3 24.2 46.7 58.3 58.4 56.2 19.8 21.8 32.7 40.3 41.1 40.2 17.0 18.0 27. £ 34.9 31.9 31.0 15.5 16.6 11 ß 13 0 as. as. 46.6 52.3 50.9 34.1 40.2 49.8 50.4 57.1 32.0 43.3 49.2 48.9 56.3 28.9 42.4 28 n 14.0 29.2 16.0 15.6 61.4 41.6 30.8 16.0 15.9 63.5 42.2 34.1 41.3 40.6 38.8 62.1 34.0 41.6 3.1.7 37.9 63.8 10.0 6.9 6.3 7.5 10.0 31.8 29.8 25.1 21.8 17 .3 40.6 38.3 31.7 28.2 41.5 43.3 42.5 28.3 31.4 30.9 15.4 16.5 64.4 42.5 26.5 33.2 16.0 8.0 8.0 11.0 16.6 65.4 35.8 36.7 49.3 42.4 39.5 41.3 22.4 23.4 32.4 33.8 36.6 15.8 15.4 29.5 34.2 39.1 56.4 47.1 45.9 65.2 74.3 35.5 42.7 42.4 41.2 78.2 35.6 42.0 19.5 Ì9.5 32.5 39.1 14.4 14.0 28.6 40.0 81.7 33.8 35.6 53.6 9.7 7.6 6.0 11.1 14.5 10.0 7.5 3.7 5. el 3.5 11.21 14.5 9.7 7.9 7.4 7.8 13.5 9.8 7.8 7.5 8.0 13.3 25.7 20.4 15.8 14.1 6.3 25.8 20.7 16.7 15.0 5.3 24.8 21.5 15.0 11.6 5.3 24.8 21.6 16.0 11.6 3.6 8.1 6.2 18.8 20.0 22.0 7.3 6.0 18.9 19.4 22.0 5.1 7.4 5.2 18.0 21.7 21.2 6.2 4.1 17.9 21.4 20.9 14.2 11.4 88.3 47.9 14.5 11.2 5.6 8.0 9.7 10.0 88.4 58.6 59.4 65.2 65.3 49.3 33.0 33.0 34.0 36.6 25.0 17.9 40.6 52.9 27.5 18.8 40.3 53.8 2 15-16 ounce can. » Baked weight. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 25.0 25.8 32.0 20.5 26.2 9.4 1.7 24.8 26.8 35.0 22.8 26.0 4.2 3.8 40.5 43.9 44.7 34.6 32.9 7.8 7.5 6.9 7.5 9.4 11.2 13.4 18.4 17.8 1.7 2.7 3.8 5.7 16.7 18.1 15.0 15.4 3.0 2.6 9.3 24.0 23.2 29.0 16.7 21.6 3.6 2.7 6.9 6.2 57.9 33.8 32.3 61.4 6.3 6.4 9.3 10.6 18.5 1.7 2.9 12.9 Iß 8 3.7 5.6 4.3 16.8 10.7 66.0 52.5 16.8 10.8 5.6 8.0 9.5 66.2 45.0 45.0 49.6 52.8 29.3 29.3 28.6 9.3 61.6 29.6 30.4 17.2 47.8 61.2 31.1 18.4 45.9 56.4 * 8-ounce package. * 28-ounce package. [ 1439 ] 23.0 23.3 28.0 15.3 21.0 2.0 15.0 13.0 18.3 13.9 6 No. 2 can. 40.8 38.0 31.8 27.0 19.6 39.0 36.2 31.2 26.3 19.5 6.8 12.8 6.4 7.7 12.8 24.2 19.5 15.0 24.0 19.8 16.0 11.6 5.0 11.8 4.2 8.4 5.3 13.9 18.2 17.6 7.2 5.7 13.9 18.4 17.5 16.2 10.4 66.9 44.6 10.6 66.2 29.6 16.6 43.0 58.8 30.2 17.2 42.2 57.7 16.3 45.7 188 M O NTH LY LABOR REVIEW. A V ER A G E R E T A IL PR IC ES OF T H E PR IN C IP A L A R TIC LES OF FOOD Cleveland, Ohio. Chicago, 111. Sept. 15— Aug. Sept. Aug. Sept. 15, 15, 15, 15, 1919. 1919. 1913 1914 1917 1918 1919. 1919. 1913 1914 1917 1918 Sept. 15— Article. Unit. Cts. Cts. Cts. Cts. Cts. Cts. CoS. Cts. C ts. Cts. Sirloin steak..................................... Round steak.................................... Rib roast........................................... Chuck roast...................................... Plate b e e f........................................ L b .. L b .. L b .. L b .. L b .. 24-3 21.4 20.3 15.9 11.9 26.7 23.6 21.7 18.1 12.9 31.5 28.1 25.8 22.0 16.5 38.6 35.9 32.6 28.7 21.6 41-1 36.1 32.5 27.2 19.5 38.4 34.1 30.7 20.1 19.2 25.4 22.9 18.9 10.9 11.7 20.7 23.7 19.9 17.7 12.4 31.2 29.1 23.8 21.4 15.8 38.5 36.1 29.5 27.5 20.5 40.2 30.7 30.3 25.9 17.9 38.7 35.6 28.8 24.9 17.6 Pork chops........................................ Bacon................................................. Ham ................................................... Lamb................................................. Hens................. ................................. L b .. L b .. L b .. L b .. L b .. 21.8 32.6 32.2 19.9 19.2 22.0 33.1 34.1 20.3 20.7 37.4 47.6 43. 9 32.0 29.4 42.6 57.7 51.7 36.2 36.8 44.7 61.7 59.8 35.8 38.3 43.9 58.6 57.9 34.1 37.9 24.4 29.6 37.3 18.7 21.9 24.3 30.5 35.0 21.1 22.6 41.5 45.2 42.1 30.8 32.7 49.3 54.2 53.8 35.2 40.3 47.5 54.0 60.1 37.2 42.6 47.2 52.6 59.6 35.2 41.4 Cts. Cts. Salmon, canned............................. L b .. 28.3 31.3 33.7 34.7 26.2 29.5 31.3 33.0 Milk, i'rbsh........................................ Q t . . 8.0 8.0 10.0 12.9 15.0 15.0 8.0 8.0 12.0 14.0 15.0 15.0 13.7 16.8 Milk, evaporated (unsweetened). (!) 15.2 15.3 B u tte r ..? ...................................... L b .. 35.3 34.0 48.4 57.5 58.4 60.3 38.3 38.5 51.6 61.2 63.2 64.8 41.3 41.1 44.3 43.3 L b .. N u t margarine................................ Cheese. .......................................... Lard................................................... Criseo................................................. Eggs, strictly fresh......................... L b .. 33.8 33.7 L b .. 25.7 25.0 34.4 37.6 44.6 44.8 24.0 25.0 33.2 34.8 L b .. 15.0 15.2 28.3 32.6 39.9 30.3 16.4 16.3 30.2 33.7 L b .. 38.3 37.7 Doz. 30.4 29.8 46.5 52.1 54.9 56.1 36.8 36.1 54.2 59.9 35.7 43.6 41.4 39. £ 62.4 Bread................................................. Flour.................................................. Corn meal.......................................... Rolled oats........................................ Corn flakes.. . ................................ Lb.2. L b .. L b .. L b .. (3) 2.9 2.8 3.4 2.8 10.1 10.0 7.6 7.2 6.1 6.3 8.7 9.2 14.3 14.2 Cream of W heat.............................. Macaroni............................................ R ice........................................ Beans, n a v y .................................... P otatoes. . I...................................... L b .. L b .. L b .. L b .. 9.0 23.9 18.2 9.0 10.3 13.3 14.8 18.3 16.6 11. £ 1.7 2.7 3.2 5.2 Onions................................................ L b .. Cabbage............................. .............. L b .. (6) Beans,“baked................................... (6) Corn, canned.................................... (5) Peasj canned.................................... 1.8 6.9 6.5 3.9 6.5 6.8 4.2 10.0 10.0 7.2 7.1 6.1 6.8 6. 7 6.9 12.8 12.9 23. 9 18.3 15.4 12.1 4.4 3.2 2.9 3.9 3.4 9.0 24. 5 18. 6 9.5 10.6 14.1 15.8 18. 6 14.8 12. 4 1.9 2.9 4.1 5.5 2.0 6.3 5.3 16. 8 16.6 17.8 17. 5 17.9 17.3 6.9 7.3 6.9 4.9 6.8 6.7 4.6 Tomatoes, canned........................... (6) 15.4 Sugar, granulated........................... L b .. 5.2 7.5 9.1 9.0 11.9 T ea......................... .......................... L b .. 55. ( 55. C 56.1 59.8 63.1 Coflee................................................. L b .. 30.7 30.0 28.4 28.3 43.1 15.8 11.3 5.6 8.2 9.8 9.4 63.7 50.0 50.0 56.5 63.6 44.5 26.5 26.5 29.4 29.7 Prunes............................................... L b .. Raisins.............................................. L b .. Bananas............................................ Oranges.............................................. 29.9 19.6 35.6 49.8 1 15-16 ounce can. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 15.9 17.2 28.5 14. 7 15.2 18.3 36. 8 49.7 Baked weight. [ 1440 ] ..... 35.6 43.2 37.7 39.5 64.0 24.4 18. 6 16.9 12. 6 5.0 fi. fi 5.5 6.1 6. 2 16.3 16.3 19. 6 19.7 19.2 18.9 16.7 11. ( 70.6 48.4 16. 6 10.9 72.8 49.4 16.5 17.2 26.8 24. 9 14.3 14.4 19.8 90 7 4 0 . 8 45. 0 54.1 53.4 3 8-ounce package. M O N TH LY LABOE EE VIEW . ON 139 SEPT. 15,1913,1914,1917,1918,1919, A N D A UG. 15,1919, FO R 19 CITIES-Continued. Denver, Colo. Detroit, Mich. Los Angeles, Calif. S6pt. 15— Sept. 15— Sept. 15— Aug. Sept. Aug. Sept. 15, 15, 15, 15, 1919. 1919. 1913 1914 1917 1918 1913 1914 1917 1918 1919. 1919. 1913 1914 1917 1918 Cts. C ts. 24.3 21.4 17.8 15.8 9.7 24.3 23.1 18.1 16.8 10.7 20.4 29.0 33.3 16.0 19.7 22.9 30.5 33.3 17.9 21.2 8.4 as. as. C ts . Cts. Cts. 34.0 31.7 27.7 22.2 14.5 26. a 21.0 20.0 15.0 11.0 Cts. 24.9 21.8 19.5 16.4 12.2 C ts . 31.3 28.3 25.2 20.5 16.1 39.3 36.1 30.5 26.4 21.3 42.0 37.5 32.1 25.5 18.4 24.0 21.0 19.6 15.8 12.1 Cts. C ts. 24. a 2i. a 19.9 15.8 12.7 27.2 24.6 22. Ç 18.1 14.9 C ts. C ts . 23.9 29.3 20.6 26.2 14.0 18.1 38.0 35.1 29. ? 23.5 16.0 32.8 31.5 29.4 24. C 19.7 32.0 28.6 27.3 20.3 16.0 31.5 28.0 26.5 19.6 15.5 39.9 48.0 46.4 30.2 28.5 44.0 53.8 54.0 34.8 35.4 44.9 60.0 62.1 33.9 38.7 44.5 57.0 60.9 30.2 37.7 22.3 24.7 27.0 16.0 20.5 22.6 25.7 30.0 18.5 21.6 40.3 44.8 42.5 31.6 33.1 46.9 54.5 53.6 36.7 40.4 48.4 57.7 61.9 37.9 43.7 25.4 33.1 35.8 18.8 26.2 26.9 35.7 37.8 18.7 27.0 36.3 49. C 47.1 28.5 27.7 44.5 63.5 59.6 33.3 40.0 50.6 66.0 64.0 30.7 45.4 48.5 62.5 62.6 30.7 45.6 27.5 29.4 8.4 11.5 11.8 32.5 12.8 16.1 61.2 40.2 28 q 20 O 33.9 13.0 8.0 8.0 12.0 14.8 16 3 63.9 35.9 36.5 49.7 58.8 40.7 31.5 16.0 15.7 62.6 43.4 25.7 10.0 10.0 12.0 38 7 14.0 43.5 36.9 49.9 59.9 38 3 14.0 14 6 64.7 44.9 40 4 14.0 14 fi 70.5 46.8 35.3 44.7 41.5 39.2 57.3 35.3 44.7 20.7 22.0 32.9 35.6 39.0 16.9 15.7 30.3 33.5 38. 4 58.6 32.0 31.7 51.1 58.2 84.5 43.6 42.4 40.4 61.5 19.5 20.0 33.2 17.9 17.1 28.9 37.2 33.7 36 4 44.5 39.7 41 0 60.9 3fi 4 44^9 39.7 37 1 66.6 11.7 6.1 6.1 8.6 14.6 11.2 6.1 5.9 8. 6 14.7 3.1 2.8 9 4 7.4 7.4 8 8 13.4 9 4 7.2 7.5 8 7 12 8 25.2 19.4 14.9 12.8 4.8 25.1 19.0 15.9 13.4 3.6 8.4 24.3 15 7 14.7 10 8 3.9 24 2 17 O 15.6 10 4 3.7 7.1 3.2 17.9 18. 2 19.7 5.0 2.7 17 6 18.3 19.5 5. 2 3. 4 17.7 18 9 19 4 a 3 3.3 17 8 18 5 18 6 15.9 11.1 70.8 48.4 15.5 11.2 5.7 8.1 9.9 9.5 69.5 43.3 43.3 55.9 58.7 48.9 29.3 30.0 31.0 30.1 15 1 10.2 67.9 44.9 15 0 10.8 68.7 47.1 24.9 18.4 42.5 50.2 25.4 19 7 43.3 49.9 17 0 18 0 14.0 15.0 29 5 16.9 41.0 38.3 28 7 18 1 40 0 40.9 26.1 26.1 35.2 37.2 16.5 15.8 31.0 33.9 32.1 34.3 49.3 54.2 8.6 1.8 as. C ts . 31.7 38.1 28 . a 35.4 38.6 34.6 49.4 58.0 2.6 2.6 as. Aug. Sept. Id, 15, 1919. 1919. 3.1 2.7 5.8 5.9 6.0 6.9 8.6 11.3 14.5 19.1 16.2 1.6 2.5 3.4 3.9 4.6 5.9 7.9 9.5 10.4 52.8 52.8 57.2 62.1 29.4 29.4 30.4 30.4 18.3 17.8 14.5 14.7 1.9 3.7 3.4 7.1 7.2 38.4 62.3 46.3 42.8 53.3 7.1 13.3 8.3 13.8 8.1 5.1 24.9 19.8 15.6 4.0 3.9 6.8 6.9 7.1 7.6 7.7 8.0 10.3 17.2 1.9 3.1 13.8 16 5 3.8 2.8 4.3 9.5 65.0 30.4 5.5 4.3 8.3 4.9 16.2 19.2 6.5 4.5 16.0 20.4 19.3 17.4 11.3 63.1 47.7 17.7 11.1 5.7 7.8 9.0 62.1 54.5 54.5 58.9 48.6 36.3 36.3 32.3 29.3 17.9 31.8 53.8 29.4 19.8 30.5 52.7 1.7 »No. 2 can. [1441] 65.9 3.5 3.3 11.6 20.1 « 28-ounce package. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Cts. 10.4 6.9 7.3 7. Of 6.7 8.4 11.3 13.6 19 0 1.7 2.8 3.7 4.8 C ts . 16.1 14.1 17.8 14.1 M O NTH LY LABOR REVIEW, 140 A V E R A G E R E T A IL PR IC ES OF T H E P R IN C IP A L A R T IC L E S OF FO O D ON New Orleans, La. Milwaukee, Wis. Article. Unit. Sept 15— Aug. Sept. Aug. Sept. 15, 15, 15, 15, 1919. 1919. 1919. 1919. 1913 1914 1917 1918 1913 1914 1917 1918 Sept. 15— Cts. Cts. Cts. Cts. Cts. Cts. Cts. Cts. Cts. Cts. Cts. Cts. L b .. L b .. Lb L b .. Plate beef.......................................... L b .. 23.6 21.6 19.2 16.4 12.0 25.0 22.7 19.5 17.5 12.9 30.0 28.1 24.0 21.9 16.1 37.3 35.8 29.8 2/. 5 20.8 40.1 37.8 31.3 28.4 20.0 38.7 36.6 30.6 27.4 19.3 22.5 18.5 17.5 14.3 11.2 23.0 20.4 19.3 14.9 12.8 27.7 24.2 23.2 18.1 15.3 32.5 30.2 29.3 22.6 19.2 33.9 31.1 29.9 22.6 18.9 32.3 29.3 28.6 21.7 18.5 Pork chops....................................... TA L b .. L b .. L b .. H ens................................................... L b .. 21.6 28.6 29.0 20.5 19.8 22.3 29.7 30.2 20.4 20.2 38.3 45.2 41.8 32.1 29.7 42.8 54.4 50.2 35.2 36.6 44.7 58.1 55.9 38.2 39.3 45.2 56.8 55.4 36.7 38.6 25.0 32.1 28.8 20.0 22.5 26.2 33.1 30.0 22.2 21.9 36.8 48.8 39.7 31.6 30.0 47.4 58.9 48.0 37.6 39.1 48.9 60.0 57.1 39.1 40.7 46.4 59.1 52.7 36.7 42.1 26.6 29.5 34.6 9.0 12.0 13.0 16.7 B utter................................................ L b .. 34.8 35.5 48.5 58.4 61.7 42.9 Lb Milk, fresh........................................ L b .. Q t.. (2) 7.0 7.0 28.5 32.8 36.9 35.8 35.1 13.0 9.5 9.7 11.6 14.8 16.5 16.0 16.1 16.3 17.0 63.9 36.8 37.9 50.5 56.8 64.0 65.7 43.5 44.5 42.9 34.7 34.7 Lb L b .. 21.3 21.3 33.1 35.7 43.5 42.8 21.4 22.8 33.0 35.5 L b .. 15.8 16.3 29.4 33.5 42.2 38.4 15.1 14.7 28.1 33.3 38.1 39.3 L b .. Eggs, strictly fresh......................... D oz. 30.0 31.7 45.4 49.7 51.9 52.8 32.0 33.5 44.3 52.7 Lb.3 Flour.................................................. L b .. Corn meal.......................................... L b .. Lb 0) O') L b .. L b .. L b .. Potatoes. A ...................................... L b .. L b .. Lb (6) (6) (6) 3.1 3.3 3.7 3.6 7.3 8.0 6.6 6.9 10.0 10.0 7.5 7.4 6.1 6.3 8.5 8.5 14.2 14.2 ' 9.0 1.6 25.2 19.3 9.5 11.3 14.4 15.3 18.8 15.1 11.7 1.8 2.9 3.4 5.5 4.6 4.7 7.3 6.2 3.8 3.3 16.4 16.5 18.0 17.9 17.4 17.8 17.5 (6) Sugar, granulated........................... L b .. 5.5 5.5 9.4 9.6 11.1 L b .. 50. t 50.5 59.1 62.2 67.5 Coffee................................................. L b .. 27.5 27.5 27.3 26.6 45.9 L b .. L b .. 25.3 19.4 16.7 11.7 4.3 15.9 15.7 26.6 15.0 14.8 18.5 36.3 54.7 7.9 7.2 7.3 6.6 4.0 3.1 7.4 25.0 11.1 7.5 10.1 12.4 15.1 17.1 16.2 11. C 2.4 3.9 4.5 4.8 2.3 3.5 4.8 36.3 43.0 38.5 38.9 58.1 9.1 9.1 7.5 7.4 6.0 6.1 8. f 8.6 14. 1 14.2 3.8 2.9 24.9 11.1 15.2 11.3 5.5 7.6 5.7 4.8 4.7 17.5 17.4 17.4 17.4 18.2 18.7 14.7 10.8 68.4 43.8 14.9 10.9 68.2 43.3 17.4 17.9 31.5 15.5 16.6 19.0 21.3 61.0 34.0 18.6 20.0 66.8 17.5 11.1 5.4 8.1 9.7 9.3 69.1 62.1 62.1 61.5 62.5 47.5 26.1 25.7 26.6 24.9 26.0 18.8 35.7 56.5 36.7 44.1 42.7 39.2 55.6 i The steak for which prices are here quoted is known as “ porterhouse” in most of the cities included in this report, but in this city it is called “ sirloin ” steak. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1442] 141 M O NTH LY LABOR REVIEW. SE PT . 15, 1913, 1914, 1917, 1918, 1919, A N D AUG. 15, 1919, FO R 19 CITIES—Continued. New York, N . Y . Philadelphia, Pa. Pittsburgh, Pa. Sept .15— Sept .15— Sept. 15— Aug. Sept. Aug. Sept. Aug. Sept. 15, 15, 15, 15, 15, 15, 1919. 1919. 1919. 1919. 1913 1914 1917 1918 1913 1914 1917 1918 1913 1914 1917 1918 1919. 1919. Cts. Cts. Cts. Cts. C ts. 26.4 25.7 21.5 16.1 14.6 28.0 27.8 23.2 17.6 16.1 C ts. 36.8 36.8 29.8 23.5 21.1 46.3 48. C 38.7 32.3 29.0 44. C 45.6 38.3 28.9 26.0 42.5 131.7 27.1 37.5 22.3 27.8 18.2 24.0 12.5 132.4 29.7 23.5 19.3 12.4 140.2 37.4 29.5 25.8 17.1 153.4 152.6 151.3 27.7 29.3 36.5 49.7 48.4 47.3 24.7 26.3 33.7 39.3 39.6 39.4 22.2 23.0 27.9 34.8 32.1 31.1 17.5 18.7 24.2 23.7 20.6 19.6 12.8 13.3 17.0 23.0 26.2 30.0 15.3 21.8 24.9 26.8 31.3 17.0 22.6 39.4 44. C 45.4 29.5 31.6 47.7 54.8 38.1 33.3 41.3 47.8 53.6 61.3 31.4 41.8 47.4 51.3 59.3 29.6 40.3 23.5 29.1 32.8 20.3 24.1 40.3 44.7 47. C 33.6 32.7 51.0 56.8 57.2 40.4 44.3 51.1 56.5 63.0 41.9 46.0 49.8 55.5 60.5 39.9 44.9 33.2 34.5 9.0 12.4 14.0 37.5 16.0 15.4 63.0 42.8 39.6 25.1 28.3 16.0 8.0 8.0 11.0 13.0 15.5 65.3 42.5 42.9 55.9 63.7 42.7 34.2 42.8 41.6 39.1 68.5 9.0 37.4 38.1 50.7 59.9 19.6 19.8 33.8 34.3 16.3 16.2 29.4 33.5 44.2 4Î. 6 59.2 65.7 3.2 3.4 3.8 3.6 8.0 8.3 10.7 13.6 18.5 17.4 2.2 3.3 3.8 2,5 7.9 7.6 5.0 7.3 7.8 5.3 5.1 7.1 9.2 9.8 43.3 43.3 53.6 53.6 27.2 26.3 25.6 27.7 16.4 18.9 14.5 15.1 Cts. Cts. Cts. Cts. C ts. C ts. Cts. Cts. Cts. C ts. C ts. C ts. 48.0 44.3 36.2 32.0 23.1 44.8 40.9 34.7 28.9 19.0 44.6 40.0 34.0 28.4 18.3 40.3 46.2 45.3 35.3 37.1 49.0 59.1 57.9 39.2 45.3 49.0 59.7 63.0 39.2 48.8 46.2 57.1 61.9 38.0 46.1 29.4 14.0 15.6 68.8 44.8 30.7 29.7 14.0 8.6 9.0 12.5 15.7 70.3 39.3 38.8 51.7 45.4 31.6 14.0 32 4 15.3 15. 8 65.1 41.9 33.6 15.0 16.1 66.7 43.1 34.7 42.5 25.0 28.0 35.5 37.0 38.3 15.9 15.0 30.3 33.6 37.8 70.9 39.7 37.6 53.1 60.3 37.4 46.1 41.0 39.0 62.9 38.0 45.7 24.5 25.0 33.8 38.4 15.7 15.5 30.8 38.1 65.3 34.8 32.6 50.9 35.6 43.3 41.9 41.4 57.7 36.7 43.5 38.0 39.7 60.0 10.0 7.8 7.3 7.8 12.1 10.0 7.7 7.3 7.8 12.0 9.4 7.4 5.7 7. 8 12.3 9.4 7.5 6.0 8.3 12.4 3.2 2.8 3.9 3.2 7.5 7.9 6.8 7.5 10.3 7.6 7.0 8. 8 13.6 10.3 7.5 7.6 9.3 13.7 24.2 20.0 16.1 12.5 4.9 24.1 19.5 16.5 12.6 4.5 24.3 20.2 16.6 12.2 5.2 24.4 20.4 17.1 12.3 4.9 9.2 9.2 10.6 18.4 1.7 3.0 14.1 17.2 4.0 25.1 18.1 15.5 12.3 5.2 25.1 17.4 16.9 12.4 4.4 8.6 4.0 15.5 19.4 18.2 6.8 4.1 15.8 19.2 18.0 5.4 8.9 5.2 14.3 18.6 18.2 7.1 6.8 14.3 18.7 18.2 5.0 5.5 9.1 5.2 16.3 19.1 19.0 6.8 4.8 16.8 18.7 18.5 15.3 10.6 55.6 45.4 16.1 10.6 5.0 7.6 9.1 9.7 55.6 54.0 54.0 58.3 58.6 45.5 24.5 24.5 27.7 26.7 14.3 10.3 61.0 43.1 15.3 10.5 5.8 8.3 9.9 61.1 58.0 60.0 69.3 44.9 30.0 29.3 30.3 9.8 75.8 29.8 15.2 11.3 82.7 47.6 15.3 11.0 82.4 48.7 31.9 17.3 35.5 58.1 32.7 18.5 36.1 60.3 30.7 16.7 37.0 52.7 30.1 18.8 36.5 54.1 27.2 18.7 42.5 52.7 27.4 19.9 41.0 52.3 44 .4 23.2 28.2 32.6 19.7 22.9 3.2 2.7 3.9 2.9 7.6 6.6 7.0 6.9 9.8 10.0 11.2 14.7 18.2 16.8 2.2 2.0 3.5 4.3 5.4 15.7 18.2 13.8 14.7 25.2 30.4 31.6 20.0 25.8 2.1 24.8 31.1 32.5 21.3 25.0 16.2 14.7 61.0 37.1 33.6 57.5 18.9 14.8 i 2 15-16 ounce can. 3 Baked weight. 142890°—19 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis -10 4 8-ounce package. [1443] 6 28-ounce package. 6 No. 2 can. MONTHLY LABOE REVIEW, 142 A V E R A G E R E T A IL PR IC ES OF T H E PR IN C IP A L A R TIC L ES OF FOOD ON San Francisco, Calif. St. Louis, Mo. Sept. 15— Aug. Sept. Aug. Sept. 15, 15. 15, 15, 1919. 1919. 1919. 1919. 1913 1914 1917 1918 1913 1914 1917 1918 Sept. 15— Article. Unit. Cts. Cts. Cts. Cts. Sirloin steak.................................... Round steak.................................... R ib roast.......................................... Chuck roast...................................... Plate beef......................................... L b .. L b .. L b .. L b .. L b .. 26.0 24.3 19.5 15.6 12.4 27.5 25.3 20.0 16.1 12.6 30.8 30.7 25.3 21.4 16.3 38.1 37.7 30.3 26.0 20.9 37.0 37.0 30.3 22.6 18.8 36.6 36.1 29.2 21.9 18.1 21.3 19.7 21.1 15.0 13.8 20.7 20.0 21.7 15.5 15.0 23.0 22.5 22.6 15.9 15.4 32.6 32.0 30.1 23.4 21.7 29.4 28.2 28.3 19.8 17.5 30.0 28.7 29.2 20.7 17.7 Pork chops....................................... Bacon................................................ H am .................................................. Lam b................................................. H ens.................................................. L b .. L b .. L b .. L b .. L b .. 21.0 27.5 27.3 18.3 17.1 21.4 27.0 27.5 19.3 18.3 38.2 46.3 43.9 29.6 27.1 43.7 53.7 52.9 33.7 33.6 44.6 54.8 58.7 34.5 36.9 42.0 52.0 58.2 33.7 33.6 23.7 34.4 33.0 16.5 24.2 26.2 35.0 35.0 18.3 24.5 33.5 47.0 45.6 27.4 29.1 44.2 58.7 54.3 33.9 43.1 49.2 64.2 59.7 32.1 46.4 48.6 63.5 58.7 33.2 46.3 as. as. Cts. as. Cts. as. Cts. Cts. 24.5 27.8 28.4 30.0 27.7 31.4 31.5 33.0 Lb Milk, fresh........................................ Q t... 9.0 8.8 11.0 14.0 15.0 16.0 10.0 10.0 12.1 14.0 14.0 14.0 (i) 15.0 15.0 15.9 15.7 B utter............................................... L b .. 36.8 36.5 50.9 60.9 63.2 64.4 42.9 37.9 53.0 63.2 63.9 70.2 39.6 39.2 36.7 37.3 Lb 34.9 35.4 Lb Cheese............................................... L b .. 19.3 20.5 34.0 36.5 42.5 42.3 19.5 Î8.5 31.6 36.6 Lard................................................... L b .. 14.3 13.2 29.1 31.4 38.6 31.7 18.7 17.7 29.0 32.9 Lb . 39.1 37.1 Eggs, strictly fresh......................... Doz. 27.3 28.1 45.9 51.1 51.3 & .9 46.4 45.8 53.8 67.1 3.4 3.5 3.9 3.6 24.4 18.3 16.5 12.5 4.2 8.5 24.8 16.3 8.5 10.2 Î3.6 14.9 18. C 15.1 10.4 1.9 3.2 3.5 3.4 2.9 2.5 3.6 2.6 (4) L b .. L b .. L b .. P otato es.. I...................................... L b .. 8.4 24.2 18.1 8.7 10.0 13.9 15.1 19.1 16. C 11.6 1.9 2.8 3.6 4.3 R ice................................................... L b .. L b .. (6)... (5)--(5)... 2.0 6.6 6.5 4.3 6.5 6.1 4.8 (5)... Sugar, granulated........................... L b .. 5.5 7.7 9.3 9.6 T ea..................................................... L b .. 55. ( 55.8 61.7 68. ( Coffee................................................. L b .. 24.4 24.8 28.0 27.4 L b .. Lb. 1 15-16 ounce can. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1444] 2.6 6.5 5.8 5.3 5.1 15.4 15.5 16.6 16.9 16.4 16.6 14.1 11.9 73.2 46.3 16.9 17.7 27.5 17.0 16.3 18.7 32.7 45.2 2 Baked weight. 1.7 6.8 7.1 6.9 7.3 3.0 37.3 43.3 39.7 42.0 71.6 10.0 10.0 7.3 7.1 6.9 7.0 8.5 8.2 14.1 14.1 10.0 10.0 6.9 6.8 6.0 6.1 6.5 6.6 13.6 13.5 Lb 2 L b .. L b .. L b .. (S) Flour................................................. Com meal......................................... 36.2 44.2 41.2 42.3 62.4 4.5 24.6 15.2 15.1 10.1 3.2 4.1 19.1 18.9 19.6 18.8 17.8 18.3 14.1 13.9 14.5 11.2 5.6 7.2 8.9 9.2 10.1 10.5 73.8 50. ( 50. ( 54. C 54.8 57.4 58.1 46.5 32.0 32.0 30.4 30.8 44.8 45.1 27.9 ........ 19.5 31.1 . . . 44.9 . . . 14.6 14. S 24.0 23.1 14.3 13.6 16.6 17.8 38.8 42.0 54.4 55.5 3 8-ounce package. 143 M O N TH LY LABOR REVIEW, SE P T . 15, 1913, 1914, 1917, 1918, 1919, A N D AUG. 15, 1919, FO R 19 C ITIES—Concluded. Seattle, Wash. Sept. 15— 1913 1914 1917 1918 C ts. C ts. C ts. C ts. Washington, D. C. Aug. 15, 1919. Sept. 15, 1919. 24.0 20.7 19.3 16.0 13.0 23.0 20.6 18.8 14.6 12.0 26.4 25.0 21.8 17.8 15.0 36.6 35.1 30.5 25.4 21.1 Cits. 37.4 35.4 29.4 23.6 18.8 24.3 32.5 30.0 19.3 23.3 24.6 35.0 32.0 18.1 22.0 40.1 49.4 41.0 26.9 26.2 48.2 59.5 53.8 36.0 38.2 51.2 64.6 61.2 34.0 41.9 50.0 63.2 59.0 33.2 42.6 8.6 8.7 26.9 12.0 30.7 14.5 40.0 40.1 53.0 62.7 32.4 15.0 15.1 66.2 40.4 34.0 15.0 15.5 71.0 39.0 21.7 17.6 22.4 16.0 30.8 28.5 34.8 33.9 43.3 43.8 52.8 69.8 36.8 43.6 42.1 43.3 67.2 2.9 3.2 3.3 3.4 6.5 7.5 6.6 7.6 7.7 8.6 1.4 i. 6 10.4 19.1 2.4 14.4 17.1 3.7 3.1 4.3 9.5 53.3 31.3 9.8 59.0 31.9 14.7 14.5 16.1 14.9 6.6 50.0 28.0 8.1 50.0 30.0 C ts . 36.3 33.7 28.3 22.7 18.3 Sept. 15— 1913 1914 1917 1918 as. Cts. C ts. C ts. Sept. 15, 1919. as. C ts. 51.4 49.8 40.3 35.3 26.8 51 3 48.3 38.2 31.3 19.3 43.1 46.2 43.3 34.7 31.0 53.7 56.1 54.2 44.0 43.5 53.8 57.9 61.1 43.3 46.8 52.4 55.7 59.8 38.6 46.0 8.0 24. 8 11.0 30.8 14.7 38.7 39.9 52.3 60.3 32.1 15.0 16.1 67.6 40.6 32.3 15.0 16.2 68.4 42.4 36.7 43.7 40.7 42.6 74.7 23.5 15.3 23.5 14.8 34.6 30.3 36.9 34.5 34.5 36.1 54.5 59.0 36.7 43.8 42.6 40.5 60.1 36.2 43.5 38.5 39.5 65.9 11.7 6.5 7.3 8.4 14.9 11.5 6.4 7.4 8.7 14.9 3.8 2.6 4.2 2.9 7.7 6.4 6.9 5.9 10.0 7.9 5.8 9.5 13.8 10.0 7.8 5.8 10.0 13.8 27.2 16.5 16.3 11.3 3.7 27.1 16.3 17.5 12.0 3.3 9.4 9.4 2.0 1.8 11.2 19.3 2.8 12.8 16.8 3.9 24.6 20.7 16.0 13.2 5.0 24.7 21.1 17.3 13.0 4.2 6.6 5.8 21.9 20.4 20.8 5.6 5.2 21.7 20.1 20.7 6.6 5.6 8.7 6.2 14.9 19.9 19.4 6.8 6.1 14.8 19.8 19.1 17.4 10.7 62.8 46.2 16.9 10.8 63.6 47.9 9.2 59.2 28.4 9.2 73.0 28.7 16.4 10.9 78.1 48.1 16.7 10.9 76.4 49.5 26.8 19.1 48.8 54.1 27.3 20.9 50.0 54.7 16. 7 14.8 17.8 16.0 26.4 16.7 43.3 54.4 28.4 17.5 43.0 55.0 4 28-ounce package. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Aug. 15, 1919. 27.4 24.1 21.3 17.3 12.4 29.3 26.0 21.7 18.4 14.0 36.4 34.8 28.1 23.8 18.2 24.1 28.5 30.0 19.4 22.5 24.9 28.8 31.0 21.3 21.9 8.2 5.3 57.5 28.8 7.5 57.5 28.8 6 No. 2 can. [1445] 49.6 45.6 37.2 30.6 18.3 M O N TH LY LABOR REVIEW, 144 A V E R A G E R E T A IL PR IC ES OF T H E PR IN C IP A L A R TIC L ES Bridgeport, Conn. B utte, Mont. Charleston, Cincinnati, C olum bus, S. C. Ohio. Ohio. ' Article. U nit. C ts. C ts. C ts. C ts. C ts. C ts. C ts. C ts. C ts. Cts. Sirloin steak.................................... Round steak.................................... Rib roast........................................... Chuck roast...................................... Plate beef...... .................................. L b ... L b ... L b ... L b ... L b ... 51.6 49.1 37.5 31.5 19.3 50.3 47.8 36.4 28.7 15.6 34.2 30.3 26.2 19.0 12.4 32.6 27.3 25.8 16.9 11.6 38.8 37.9 32.5 26.4 20.2 36.9 36.8 30.0 24.8 18.8 34.7 34.6 28.3 22.1 19.7 31.5 30.6 26.5 20.6 17.5 39.3 37.9 32.2 27.6 20.8 39.4 37.2 31.2 26.3 20.5 Pork chops....................................... B acon................................................. H am ................................................... Lam b................................................. H ens................................................... L b ... L b ... L b ... L b ... L b ... 45.4 59.9 64.6 33.7 44.5 47.2 58.3 63.2 36.1 45.2 48.0 64.7 61.9 29.0 36.7 46.3 62.3 60.0 28.1 35.9 45.6 62.2 56.8 40.0 48.3 45.3 60.0 54.2 41.1 49.1 43.3 51.5 58.5 30.8 41.0 40.4 48.3 56.0 29.4 39.9 43.7 56.1 58.8 30.0 37.5 41.4 53.8 57.7 27.5 37.5 Salmon, canned............................... Milk, fresh........................................ Milk, evaporated (unsweetened). B u tter............................................... Oleomargarine................................. L b ... Q t.... O) L b ... L b ... 34.3 16.0 16.2 62.4 41.1 37.3 16.0 16.3 63.7 41.6 42.5 15.6 17.4 66.7 43.1 15.6 17.7 66.2 30.2 20.5 16.3 63.8 44.8 31.0 20.7 16.6 65.1 44.8 29.3 14.0 15.4 61.8 42.3 31.4 14.0 15.4 64.4 42.1 30.0 14.0 15.2 61.6 42.6 32.7 14.0 16.2 64.2 42.5 Cheese................................................ L ard................................................... Crisco................................................. Eggs, strictly fresh......................... L b ... L b ... L b ... L b ... D o z .. 35.0 42.7 41.4 40.7 76.3 35.2 42.6 36.7 39.1 78.8 44.8 43.9 44.9 67.9 45.0 43.2 44.5 69.1 45.7 42.8 42.9 39.7 55.4 45.7 42.1 40.2 39.3 56.8 35.0 34.7 45.1 43.8 38.8 33.3 37. S 35.7 49.6 55.3 35.0 43.0 39.8 40.7 48.3 35.0 42.7 36.3 36.5 52.7 Bread................................................. Flour.................................................. Corn m eal......................................... Rolled oats....................................... Corn flakes........................................ Lb 3 10.7 L b ... 7.5 L b ... 8.0 L b ... 9.3 13.7 («) 10.7 7.3 7.7 9.1 13.6 12.2 7.9 7.6 9.2 14.6 12.5 7.9 7.7 9.3 14.4 10.0 7.7 6.2 9.7 14.9 10.0 7.6 6.1 10.1 14.9 9.9 7.5 5.8 8.3 13.8 9.9 7.2 6.1 7.7 13.3 10.2 7.0 6.4 8.5 14.2 10.3 7.0 6.5 9.1 14.0 Cream of W heat.............................. Macaroni........................................... Rice.................................................... Beans, n a v y .................................... Potatoes................................... v----- (5) L b ... L b ... L b ... L b ... 24.1 22.4 16.1 11.9 4.6 23.9 22.1 16.5 11.8 3.9 30.0 19.2 14.6 12.1 4.6 30.3 19.8 14.8 12.6 3.2 25.0 20.9 14.4 13.6 5.7 25.0 21.1 14.1 14.3 4.9 25.1 15.4 15.1 11.0 4.6 25.1 15.5 16.6 11.1 4.5 25.0 18.6 16.3 11.3 5.4 25.0 18.3 16.5 11.8 4.8 Onions................................................ L b ... 9.0 Cabbage............................................. L b ... 4.0 16.4 Beans, baked................................... (6) 22.1 Corn, canned................................ .. (6) 20.6 Peas, canned.................................... <6) 7.1 4.0 16.6 21.8 20.8 7.0 6.6 22.4 18.7 18.6 6.5 5.2 23.1 18.6 18.6 9.4 7.4 15.3 21.6 22.3 7.8 6.5 15.3 21.8 22.4 5.9 6.1 14.6 17.1 17.2 5.1 5.7 15.3 16.9 17.1 8.1 6.4 16.4 15.6 15.4 7.0 6.4 16.3 16.5 16.0 Tomatoes, canned........................... (6) Sugar, granulated........................... L b ... Tea...................................................... L b ... L b ... 16.1 10.9 63.1 45.3 16.6 11.0 63.3 46.7 17.6 12.1 75.3 56.9 17.7 12.1 75.3 57.5 15.7 11.0 76.4 46.6 16.1 11.0 80.0 48.0 14.3 11.6 77.1 43.1 14.6 11.1 75.8 43.3 14.2 10.9 82.2 47.7 14.9 11.0 82.5 49.3 L b ... L b ... D o z .. D o z .. 29.2 19.4 39.0 58.9 28.2 20.6 37.2 60.4 27.5 18.6 51.3 52.4 27.9 18.9 51.3 53.2 26.1 17.9 45.0 65.0 28.8 19.6 43.3 56.7 24.0 20.1 37.5 43.0 25.0 20.2 35.9 43.3 23.2 18.6 38.1 55.0 24.8 19.3 38.3 51.1 Prunes................................................ Raisins............................................... Bananas............................................. Oranges.............................................. Aug. Sept. Aug. Sept. Aug. Sept. Aug. Sept. Aug. Sept. 15, 15, 15, 15, 15, 15, 15, 15, 15, 15, 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. i The steak for which prices are here quoted is known as “ sirloin” in most of the cities included in this report, but in this city it is called “ rum p” steak. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis r14461 145 M O N TH LY LABOE REVIEW, OF FOOD FO R 31 C ITIES ON AUG. 15 A N D SE PT . 15, 1919. Dallas, Tex. Aug. 15, 1919. Sept. 15, 1919 Cts. Cts. Fall River, Mass. Aug. 15, 1919. Houston, Tex. Indianapolis, Ind. Jacksonville, Fla. Kansas City, Mo. Sept. 15, 1919. Aug. 15, 1919. Sept. 15, 1919. Aug. 15, 1919. Sept. 15, 1919. Aug. 15, 1919. Sept. 15, 1919. Aug. 15, 1919. Sept. 15, 1919. Cts. C ts. Cts. Cts. Cts. C ts. Cts. Cts. Cts. Cts. 38.1 37.3 33.3 28.5 23.3 35.4 34.5 30.0 23.3 21.9 1 60.2 50.4 36.1 29.9 1 60.4 50.0 34.9 27.8 34.4 35.0 27.6 25.6 20.3 34.3 33.8 27.1 23.5 19.3 38.4 38.4 27.6 25.7 18.7 36.2 36.4 26.5 24.5 17.8 40.6 38.1 30.6 26.2 19.6 38.9 36.6 30.0 23.8 17.4 36.8 34.7 27.7 22.9 18.6 36.1 33.3 26.6 21.1 16.5 43.8 62.1 58.8 38.8 38.3 40.7 59.6 56.4 37.0 35.3 47.2 54.1 58.1 37.5 46.5 47.4 54.8 57.5 35.0 46.2 43.7 64.4 53.8 40.0 36.0 42.7 63.3 50.8 37.5 38.3 44.8 56.7 59.9 42.0 35.6 44.4 55.0 59.4 39.0 36.7 45.0 59.6 57.9 38.3 38.8 44.0 58.1 56.7 33.7 41.8 42.4 58.3 56.8 30.6 36.7 41.8 56.3 55.0 28.4 35.5 31.9 18.0 16.8 61.8 36.7 32.5 18.0 17.2 64.5 38.3 30.4 15.3 16.1 62.4 40.3 32.3 15.0 16.1 63.5 40.4 30.9 18.2 16.3 61.0 42.6 32.0 19.4 16.5 64.7 43.5 26.6 13.0 16.7 62.3 44.9 27.9 13.0 16.8 64.4 45.1 31.5 18.0 16.9 66.2 44.0 30.5 18.0 16.8 66.2 43.4 31.9 15.0 16.8 63.2 40.7 33.1 16.0 17.2 64.5 41.8 37.4 44.5 38.6 42.0 50.3 36.9 43.7 38.7 39.6 55.4 36.5 42.7 42.1 41.7 79.4 36.5 42.9 36.8 39.6 86.0 36.7 40.5 39.1 37.5 52.0 37.5 39.4 39.0 35.6 53.2 35.8 45.0 41.2 41.3 51.9 35.8 43.4 36.0 39.1 52.8 38.2 43.2 40.3 41.0 58.4 38.7 42.7 37.4 39.8 60.0 35.8 45.3 43.5 43.7 52.9 35.6 45.1 39.4 41.6 52.1 10.0 7.3 7.0 10.3 14.2 10.0 7.2 6.7 10.9 14.0 10.9 7.9 8.2 9.5 14.5 10.9 7.8 8.7 9.7 14.3 8.8 7.6 6.4 9.4 14.4 8.9 7.0 6.3 9.7 14.3 9.7 7.2 6.2 9.5 14.6 9.7 7.2 6.3 10.1 14.8 10.0 7.7 6.2 10.9 14.7 10.0 7.9 6.2 10.7 14.9 10.0 6.9 7.5 10.6 15.0 10.0 6.7 7.3 11.1 15.0 25.4 19.9 15.9 13.6 6.6 26.0 19.8 18.9 13.8 4.9 24.8 22.2 15.1 11.9 4.6 25.1 22.1 16.0 12.0 4.1 24.7 18.7 14.7 12.4 5.4 24.8 19.4 16.4 12.6 4.7 26.2 20.9 16.7 12.7 6.4 25.7 21.2 18.1 12.6 4.9 25.4 21.0 15.1 14.1 6.7 25.5 21.0 16.1 13.7 5.2 25.0 18.5 15.2 12.7 4.7 25.4 19.1 18.3 13.0 4.0 5.7 6.0 19.0 19.4 21.2 5.9 5.8 18.5 19.7 20.0 9.4 4.4 16.4 20.4 21.3 7.6 4.4 16.5 20.4 20.9 6.5 6.0 18.3 17.7 18.5 5.9 5.6 18.0 18.4 19.3 8.2 6.9 17.9 18.1 17.4 6.8 6.7 18.1 18.5 17.7 9.9 7.6 17.4 20.6 22.6 8.4 6.5 16.9 20.1 21.8 8.6 5.6 17.0 16.8 17.5 7.4 4.7 17.0 16.5 17.6 15.1 11.3 80.0 53.7 14.8 11.3 84.8 54.2 15.5 10.9 56.6 47.4 16.1 10.9 56.3 48.1 13.7 10.9 63.2 45.5 14.0 11.0 66.1 46.0 16.2 11.2 83.7 51.3 16.1 11.0 84.6 51.4 15.4 11.3 86.8 53.8 15.2 11.1 86.3 53.8 16.0 11.9 80.7 49.0 15.6 11.6 81.1 47.6 27.5 18.0 37.5 51.8 30.0 18.6 38.3 51.8 25.2 19. S 42.7 50.1 24.9 21.9 41.6 48.1 25.5 17.4 36.9 50.0 27.8 17.4 36.7 47.5 30.1 19.8 31.4 47.2 32.1 21.0 28.8 43.8 30.5 19.5 41.7 32.5 22.6 35.0 23.6 18.6 45.0 55.3 27.1 22.1 42.5 55.4 2 15-16 ounce can 3 Baked weight. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 8-ounce package. 6 28-ounce package. [1447] 6 No. 2 can. M O NTH LY LABOR REVIEW, 146 A V ER A G E R E T A IL PR IC ES OF T H E PR IN C IP A L A R TIC L ES L ittle Rock, Ark. Article. Louisville, K y. Manchester, N . H. Memphis, Tenn. U nit. Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept. 15, 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. C ents. C ents. Cents. C en ts. C ents. C ents. C ents. C ents. Sirloin steak............................... Round steak.............................. Rib roast..................................... Chuck roast................................ L b ... L b ... L b ... L b ... Lb 37.2 34.8 30.8 24.5 19.5 35.4 33.5 28.7 24.0 18.0 36.7 35.6 29.1 25.1 20.7 34.8 33.1 27.3 23.4 19.6 1 57.2 50.8 33.6 30.0 1 55.1 48.6 31.5 28.5 40.8 38.1 32.8 27.1 21.6 36.4 33.8 31.4 24.7 1Ü.3 Pork chops................................. Bacon........................................... H am ............................................. Lamb............................................ H ens............................................. L b ... L b ... L b ... L b ... L b ... 43.4 59.4 57.5 36.9 34.7 41.6 57.1 55.3 33.9 35.0 43.3 59.8 59.5 32.1 38.9 43.4 58.1 57.9 30.0 39.4 48.7 53.2 53.7 40.5 48.1 49.3 53.2 54.1 37.4 47.9 45.0 61.1 59.4 38.9 36.6 43.3 58.5 55.7 37.3 35.4 Salmon, canned........................ Milk, fresh.................................. Milk, evaporated (unsweetened). B u tler.......................................... Oleomargarine........................... L b ... Q t . .. (*) 34.4 18.0 16.9 34.8 18.0 17.5 30.2 15.0 16.1 29.5 15.0 16.9 31.3 15.0 17.4 33.5 15.0 17.6 35.1 18.0 17.4 35.2 18.0 17.5 L b ... L b ... 62.7 43.7 62.6 44.5 63.4 44.6 66.3 44.4 68.3 42.1 68.7 42.9 64.1 44.7 64.1 45.4 N ut margarine.......................... Cheese.......................................... Lard............................................. Crisco........................................... Eggs, strictly fresh................... L b ... L b ... L b ... L b ... D o z.. 37.3 43.4 44.5 40.4 53.3 38.6 42.5 40.1 40.5 56.5 35.0 42.1 41.0 38.6 48.2 35.8 42.0 35.1 35.3 52.9 35.3 42.6 43.3 40.8 73.3 35.0 42.9 39.5 39.3 76.2 42.3 43.5 42.6 38. 9* 52.4 42.3 41.7 38.0 38.7 54.2 Bread........................................... Flour............................................ Corn m ea l.................................. Rolled oats................................. Corn flakes.................................. Lb.*.. L b ... L b ... L b ... (<) 10.0 7.5 6.5 11.0 14.8 10.0 7.4 6.0 10.9 14.8 10.0 7.4 6.2 9.0 14.4 10.0 7.4 6.2 9.2 14.6 9.5 7.7 7.0 9.4 14.8 9.5 7.6 7.3 9.6 14.9 10.0 7.4 6.0 10.6 14.1 10.0 7.4 5.7 10.3 14.0 Cream of W heat........................ (5) Macaroni..................................... L b ... R ice.............................................. L b ... Beans, n a v y ................................ i L b . . . Potatoes...................................... L b ... 25.4 18.6 15.2 14.2 5.6 25.0 18.6 17.3 13.9 4.4 25.6 18.2 14.9 12.4 4.2 25.0 18.8 17.3 12.8 4.9 25.3 23.5 15.5 12.1 5.9 25.3 23.3 15.7 12.2 3.7 24.1 18.5 15.4 13.3 5.7 24.2 18.3 16.6 13.7 5.2 Onions......................................... L b ... Cabbage....................................... L b ... Beans, baked............................. («) Corn, canned.............................. (6) Peas, canned.............................. (6) 9.2 7.8 16.9 17.9 18.5 7.6 6.1 16.8 17.9 18.0 5.9 6.8 16.5 18.2 18.7 5.5 5.9 16.5 18.3 18.3 9.1 4.4 17.6 21.7 20.6 6.8 3.8 18.0 22.0 21.0 8.0 6.5 18.3 18.5 18.8 6.7 5.7 17.4 18.2 18.1 Tomatoes, canned..................... (6) Sugar, granulated..................... L b ... T ea............................................... L b ... Coffee............................................ L b ... 14.9 11.6 89.5 52.8 14.7 11.1 88.3 54.1 15.3 11.4 81.7 49.8 15.4 11.1 80.6 49.6 17.8 11.0 61.9 49.3 16.7 11.0 60.8 50.5 16.8 11.4 88.5 52.3 15.6 11.2 89.8 53.5 L b ... L b ... D o z .. D oz.. 23.8 20.3 36.8 57.7 25.0 20.7 32.1 56.9 27.0 17.6 37.4 45.5 25.0 18.8 38.3 46.3 26.8 18.9 40.0 50.8 28.9 20.9 38.0 52.3 28.4 17.0 40.0 51.8 32.5 20.3 37.5 56.1 Prunes......................................... Raisins......................................... Bananas...................................... Oranges........................................ 1 The steak for which prices are here quoted is known as "porterhouse” in m ost of th e cities included in this report, but m this city it is called "sirloin” steak. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1448] MONTHLY LABOR REVIEW. 147 OF FOOD FO R 31 C IT IES ON AUG. 15 A N D SE PT . 15,1919—Continued. Minneapolis, Minn. Mobile, Ala. New Haven, Conn. Newark, N . J. Omaha, Nebr. Norfolk, Va. Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept. 15, 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. C ents. C ents. Cents. C ents. Cents. C ents. Cents. Cents. 35.5 34.1 29.7 23.7 15.7 34.9 32.5 27.6 21.9 15.0 34.6 34.6 30.4 25.4 21.4 33.2 32.3 30.0 24.1 20.0 47.7 48.2 38.3 29.9 21.6 45.1 45.5 36.3 26.8 19.6 55.4 50.1 40.3 34.3 54.1 48.6 38.7 32.5 47.5 43.2 38.0 30.8 21. 7 46.8 41. 5 36.1 27.4 18.3 43.1 61.1 60.8 30.9 34.9 41.9 58.5 57.9 27.5 34.1 49.6 62.5 55.5 37.1 42.0 47.3 61.0 54.5 32.9 40.0 49.2 50.9 55.0 38.8 44.5 49.2 49.7 55.0 37.4 42.8 49.0 59.9 63.1 41.9 47.1 49.6 58.8 62.8 39.3 47.7 45.3 58.8 50.0 42.1 45.3 40.0 13.0 16.8 39.8 13.0 17.1 32.1 18.3 17.9 32.2 18.3 18.1 34.6 16.7 15.2 34.2 16-7 15.1 33.6 16.0 16.3 34.0 16.0 16.5 58.0 41.1 59.6 39.5 66.5 44.9 65.8 43.8 64.8 42.0 67.2 42.8 63.4 42.9 32.3 41.7 40.9 40.5 50.1 32.8 41.6 36.4 39.9 50.9 43.0 42.5 43.3 39.3 57.4 41.6 43.0 40.1 39.3 60.5 35.1 44.9 43.8 40.0 68.3 35.4 44.5 40.0 39.5 71.1 9.6 7.2 6.5 7.0 14.4 9.6 7.1 6.5 7.5 14.6 9.6 7.4 6.5 11.2 14.7 9.6 7.3 6.6 11.1 14.6 9.8 7.6 7.0 8.6 12.5 25.4 18.8 15.6 10.8 3.7 25.4 17.5 16.9 11.1 3.7 25.4 19.1 15.4 13.9 6.2 25.9 18.9 17.1 14.3 5.7 7.8 3.6 19.1 17.1 17.3 5.9 2.6 18.7 17.1 17.2 9.1 5.5 17.6 20.0 19.7 16.5 11.2 62.8 52.9 16.6 11.2 63.2 53.1 27.2 16.9 41.4 54.7 27.1 17.6 41.4 57.8 Cents. C ents. C ents. C ents. 40.5 37.9 29.4 25.3 18.5 37.6 34.9 27.1 23.5 lfi.8 44.5 54.5 53.0 35.8 45.7 42.6 60.3 60.3 35.8 37.2 43.0 58.8 59.4 31.8 35.3 30.5 21.0 11.1 32.2 21.0 16.0 33.1 14.4 17.3 35.7 15.2 17.3 64.4 43.5 68.9 48.0 69.1 47.3 61.8 43.8 63.4 44.6 36.4 43.5 42.1 40.3 76.8 35.9 42.3 37.7 38.6 82.0 39.0 43.5 43.3 39.6 55.6 39.5 42.9 41.1 38.6 59.6 35.5 44.2 44.3 41.3 50.1 36.2 44.1 39.8 41.2 50.2 9.8 7.4 7.5 8.6 12.4 10.5 7.5 7.8 9.1 13.9 10.6 7.4 7.4 9.6 13.8 9.9 7.7 6.2 10.3 14.4 9.9 7.6 6.0 10.5 14.8 10.0 7.0 6.4 8.3 14.7 10.0 6.8 6.1 9.3 15.0 23.6 19.8 16.5 12.6 5.2 23.6 19.9 16.7 12.7 4.9 24.3 20.7 15.7 12.5 4.5 24.3 20.8 16.1 12.6 4.0 25.2 20.2 16.6 13.3 5.4 25.4 19.3 16.6 13.3 4.7 25.3 18.8 15.0 12.5 4.9 25.3 20.5 15.9 13.0 4.4 7.8 5.6 17.3 19.9 19.2 8.4 4.4 15.3 20.6 19.7 7.1 4.2 15.0 20.7 19.6 8.5 4.2 18.2 22.1 21.5 7.2 4.2 18.1 21.7 21.6 8.8 5.4 14.6 21.9 22.5 8.3 5.5 15.0 21.8 22.4 7.6 5.1 19.5 17.5 18.2 6.6 4.9 20.5 17.7 18.0 14.9 11.3 79.1 43.6 15.0 11.3 77.4 45.9 14.7 10.7 56.1 45.2 14.8 10.8 56.4 45.9 16.7 11.1 61.4 48.5 16.0 11.0 61.2 49.5 17.7 11.2 85.3 51.1 17.8 11.1 85.1 53.3 16.8 11.1 75.3 49.7 17.1 11.3 76.9 53.4 26.9 19. 5 30.0 60.0 27.0 19.0 31.1 51.9 30.4 16.8 40.0 60.3 29.7 17.5 38.2 61.5 26.8 17.7 36.4 56.2 27.7 18.4 36.1 54.3 26.2 16.9 39.2 52.3 27.5 17.0 39.2 54.8 27.0 18.7 40.0 53.5 28.8 19.9 46.7 56.3 2 15-16-ounce can. 3 Baked weight. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 8-ounce package. * 28-ounce package. [14491 6 No. 2 can. 148 MONTHLY LABOR REVIEW, A V E R A G E R E T A IL PR IC ES OF T H E PR IN C IP A L A R TIC LES Peoria, 111. Article. Portland, Me. Portland, Oreg. Providence, R .I . Unit. Aug. 15, Sept.15, Aug. 15, Sept.15, Aug. 15, Sept.15, Aug. 15, Sept.15, 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. Cents. Cents. Cents. C ents. C ents. C en ts. C ents. Cents. Sirloin stea k ............................... Round steak.............................. Rib roast..................................... Chuck roast................................ L b ... L b ... L b ... L b ... L b ... 36.6 36.1 27.4 25.4 18.7 33.6 31.6 25.1 21.2 16.2 i 58.2 52.8 33.1 26.2 155.1 50.2 31.9 25.6 33.4 31.8 29.4 22.8 16.7 32.1 30.7 28.6 21.5 16.5 166.5 53.9 42.3 36.1 165.6 52.4 41.5 35.2 Pork chops................................. B acon.......................................... Ham ............................................. Lamb........................................... H ens............................................. L b ... L b ... L b ... L b ... L b ... 42.0 57.6 57.0 37.1 36.2 40.8 55.0 55.8 33.6 35.0 48.9 54.2 57.0 37.6 47.8 48.3 52.3 55.6 35.7 48.3 48.2 61.4 59.8 33.2 38.6 46.2 60.6 57.9 31.8 38.6 52.6 54.5 66.8 41.9 48.3 53.8 53.9 66.8 40.2 48.4 Salmon, canned......................... L b ... Milk, fresh.................................. Q t . .. Milk, evaporated (unsweet(2) 31.1 14.3 17.6 32.0 14.3 18.0 29.9 14.3 17.2 31.6 14.3 17.1 36.5 15.2 16.7 39.6 15.6 16.7 35.7 15.5 16.8 38.0 16.0 16.9 B u tter.......................................... L b ... Oleomargarine........................... L b ... 61.0 43.8 62.7 44.4 69.1 43.2 69.3 43.9 66.5 40.8 71.8 42.2 64.6 40.3 65.3 40.2 N u t margarine........................... Lard............................................. Crisco........................................... Eggs, strictly fresh................... L b ... Lb L b ... L b ... D o z.. 36.8 44.1 41.9 41.5 50.5 36.1 43.6 37.8 39.6 52.6 35.8 43. 8 44.0 42.5 74.9 35.6 44.4 39.2 41.4 77.2 36.6 45. 7 41.2 44.0 59.8 38.5 44. 8 4L 2 44.6 66.0 34.4 42. 7 42.6 40.6 76.3 34.5 42.3 37.9 40.8 79.7 Bread........................................... Flour............................................ Corn meal.................................... Rolled o ats................................. Com flakes.................................. Lb.3 . L b ... L b ... L b ... 0) 10.0 7.8 6.7 9.5 14.9 10.0 7.8 6.5 9.7 14.8 11.0 7.5 6.7 7.9 14.0 11.0 7.5 6.9 8.2 14.2 9.9 6.4 7.3 8.5 14.8 9.9 6.5 7.4 8.8 14.3 10.7 8.0 6.3 8.4 13.8 10.6 7.9 6.7 8.3 13.9 Cream of W heat....................... Macaroni...................................... R ice.............................................. Beans, n a v y .............................. Potatoes...................................... 00 L b ... L b ... L b ... L b ... 26.8 19.3 14.9 12.3 5.0 26.7 19.0 15.4 12.7 4.2 25.1 22.6 14.9 12.1 5.6 25.0 22.7 15.6 11.9 3.3 29.0 17.6 15.2 10.7 3.3 27.9 18.7 15.2 11.8 3.6 24.5 21.1 14.6 11.9 5.1 24.5 21.1 16.8 12.0 4.3 Onions.......................................... L b ... Cabbage....................................... L b ... Beans, baked............................. 00 Corn, canned.............................. 00 Peas, canned.............................. 00 9.1 4.8 18.8 17.6 18.3 8.0 5.2 18.3 17.3 18.8 8.0 3.9 19.1 21.5 21.3 5.9 2.5 19.3 20.9 20.5 5.9 4.7 23.3 22.3 21.9 5.2 4.6 21.8 22.1 22.1 8.0 3.9 16.7 20.2 20.1 6.8 4.1 16.4 20.4 20.2 Tomatoes, canned..................... 00 Sugar, granulated..................... L b ... T ea............................................... L b ... Coffee............................................ L b ... 15.2 11.8 73.3 47.6 15.5 11.0 73.4 49.4 20.3 10.5 64.0 49.6 18.8 10.7 63.9 49.9 19.7 10.7 64.2 50.0 19.9 10.9 65.4 48.9 16.9 10.8 60.7 52.7 17.4 10.9 59.9 52.7 29.4 19.6 27.3 16.6 42.0 59.6 27.0 17.9 38.0 60.9 21.9 17.7 44.0 58.3 22.6 18.1 43.1 60.4 31.1 19.1 41.3 60.8 30.9 20.2 40.0 62.6 Prunes.......................................... R aisins........................................ Bananas...................................... Oranges........................................ L b ... L b ... D o z .. D o z .. 28.5 18.4 1 10.2 ■>10.2 51.0 49.4 1 The steak for which prices are here quoted is known as “ porterhouse” in m ost of the cities included in this report, but in this city it is called “ sirloin” steak. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1450] 149 M O N TH LY LABOR REVIEW. OF FOOD FO R 31 C ITIES ON AUG. 15 A N D SE PT . 15, 1919—Concluded. Richmond, Va. Salt Lake City, Utah. Rochester, N. Y. St. Paul, Minn. Scranton, Pa. Springfield, 111. Aug. 15, Sept. 15, Aug. 15, Sept. 15, Aug. 15, Sept.15, Aug. 15, Sept. 15, Aug. 15, Sept.15, Aug. 15, Sept.15, 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. 1919. Cents. C ents. C en ts. C en ts. C en ts. C en ts. C ents. 38.7 34.6 31.5 25.0 16.5 35. 5 31.4 28.2 23.4 15.9 33.9 80.7 26.7 22.6 16.3 34.1 80.5 26.4 21.4 15.9 45.9 42.0 37.1 31.1 19.6 45.4 41.1 36.5 29.9 18.9 36.6 35.9 27.4 24.6 19.6 33.8 32.9 24.8 21.8 16.9 46.6 ■ 48.4 54.9 32.6 44.8 41.6 57.8 58.8 31.2 35.9 40.8 53.6 56.9 29.3 33.7 47.5 60.0 57.9 28.5 36. 4 47.5 58.6 67.0 28.8 37.5 48.8 60.6 60.0 43.4 47.1 48.3 59.4 60.0 40.9 47.0 42.5 56.2 55.6 36.5 36.3 40.7 53.0 53.9 32.8 37.0 81.0 14.0 16.3 83.3 14.0 16.6 32.4 13.0 16.8 35.3 13.0 17.2 31.8 . 12.5 16. Si 32.1 12.5 17.1 36.4 14.0 15.8 37.9 14.0 15.8 32.7 14.3 17.8 35.0 14.3 18.4 69.6 42.8 63.2 43.8 64.8 43.9 57.3 40.6 59. 4 40.4 66.7 42.0 70.1 43.0 63.9 43.8 64.6 43.6 62.0 45.2 64.3 45.3 36.9 43.9 42. 2 39.8 57.1 i 36.2 43.8 38.6 40.6 60.1 34.4 41.5 41.6 39.3 61.1 34.4 41.7 89.0 38.8 64.6 34.9 41.0 42.0 39.4 51.4 34.7 41.9 37.3 42.4 51.8 40.4 43.4 44.7 46.3 56.7 40.5 43.2 41.8 45.5 63.6 36.3 42.8 44.0 40.6 65.2 37.3 41.3 39.7 39.8 67.4 35.7 44.2 42.6 42.8 50.2 37.3 44.2 38.7 43.0 51.9 10.9 7.6 6.3 10.5 14.8 10.9 7.6 6.4 10.5 14.7 10.0 7.4 6.7 7.0 13.7 10.0 7.4 6.6 7.2 13.6 9.3 7.3 6.5 7.5 14.5 9.5 7.3 6.5 7.8 14.5 10.0 6.1 7.3 9.3 14.8 10.0 6.0 7.6 9.2 15.0 10.0 7.8 9.0 10.3 14.2 10.0 7.8 8.9 9.9 14.1 10.0 7.5 6.7 9.6 14.9 10.0 7.3 7.1 10.4 15.0 25.4 19.1 15.9 14.0 4.9 25.4 18.1 17.0 14.1 5.1 24.6 19.0 15.7 12.0 5.6 24.5 19.7 16.4 12.1 4.1 25.8 19.2 15.6 10.8 3.3 25.8 19.2 17.5 11.3 3.5 25.9 19.5 16.0 12.4 4.2 26.1 19.8 16.9 12.3 3.9 25.1 22.0 15.9 14.2 5.3 25.1 21.7 16.8 14.8 4.1 27.3 17.4 15.6 12.8 5.1 27.2 18.4 17.7 13.2 4.2 6.5 5.8 15.1 18.9 22.2 6.8 6.2 14.9 18.9 22.1 8.8 5.0 15.1 19.2 19.1 6.4 4.7 15.0 19.6 19.5 6.6 3.2 19.1 17.3 16.6 4.8 2. 2 19.4 18. 1 17.1 7.2 5.8 19.8 18.4 18.3 5.2 5.1 20. 2 18.1 18.4 8.8 3.9 16.4 20.4 18.8 6.9 2.7 16.6 20.1 18.5 8.0 5.7 18.8 17.0 18.4 6.6 5.3 19.0 17.7 18.9 17.0 11.1 81.4 45.7 16.6 11.0 79.1 47.3 16.8 10.8 61.0 44.9 17.2 10.9 61.0 45.9 16.0 11.1 62. 7 48.4 16.2 11.2 64.3 50.4 17.2 11.0 73.1 54.4 17.4 11. 1 77.6 53.6 17.6 10.9 66.2 48.8 17.3 11.0 65.3 48.9 16.9 12.3 86.0 48.9 17.4 12.0 86.5 51.3 27.5 16.4 44.2 51.1 27.5 17.1 43.9 53.1 27.9 16.9 42.1 55.4 25.4 18.2 40. 8 55.6 25.7 17. 2 40.0 55.1 26.1 17. 8 50.0 56.8 23.8 17.0 49.0 55.8 20.0 19.3 45.0 57.5 24.5 18.3 37.7 56.6 25.0 19.6 34.6 58.1 23.4 20.9 37.5 48.3 20.0 20.9 42.5 41.7 Cents. C ents. C ents. 44.0 40.9 35.4 30.2 24.1 43.1 39.6 34.0 28.5 23.7 41.7 38.8 32. l ì 29.3 20.3 ' 45.9 53.9 54.8 40.9 43.7 44.9 53.1 52.6 39.2 42. 1 47. 7 i 49.7 66.4 35.6 45.2 26.4 15.7 17.3 26.1 15.7 17.2 : 69.4 42.3 C ents. a 15-16 ounce can. 8 Baked weight. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 40.4 87.6 81.428.2 19.5 1 4 8-ounce package. * 28-ounce package. [1451] 8 No. 2 can. i Per pound. C en ts. 150 M O N T H L Y LABOR R E V IE W . Comparison of Retail Food Costs in 50 Cities in the United States. H E table following shows for 39 cities the percentage of increase or decrease in the retail cost of 22 food articles1 combined, in September, 1919, compared with the average cost in the year 1913, in September, 1918, and in August, 1919. For 11 other cities, comparisons are given for the one-year and one-m onth periods. These cities have been scheduled by the Bureau a t different dates since 1913. The average fam ily expenditure is based on the prices sent to the Bureau each m onth by retail dealers, and on the average fam ily con sum ption of these articles in each city. The am ounts given as the expenditures in September, 1918, and in August and September, 1919, represent the am ounts necessary to buy a year’s supply of these 22 food articles when purchased a t the aver age retail prices charged in the m onths specified. This m ethod makes it easier to compare the increase w ith the year 1913. This year has been selected for the comparison because it was the last year before the war when prices were normal. No a ttem p t should be m ade in this table to compare one city with another, as the average num ber of persons in the fam ily varies accord ing to the city, and these 22 food articles represent a varying propor tion of the entire food budgets according to locality. This table is intended to show merely comparisons in the retail cost of these 22 food articles for each city. Effort is m ade to secure prices on similar grades of commodities in all cities. Local customs, however, m ust be taken into consideration. For example: 1. In Boston, Mass.; Fall River, Mass.; M anchester, N. H .; New H aven, Conn.; P ortland, Me.; and Providence, R . I., very little fresh plate beef is sold, and prices are not secured from these cities for this article. 2. The cut of beef known as “ sirloin” in Boston, Mass.; Manches ter, N. H .; Philadelphia, P a .; and Providence, R. I., would be known as “ porterhouse” in other cities. In these four cities, owing to the m ethod of dividing the round from the loin, there is no cut th a t corre sponds to “ sirloin ” in other cities. There is also a greater am ount of trim m ing demanded by the trade in these cities. 3. The m ost of the sales in Newark, N. J., are on whole ham instead of the sliced, as in other cities. While it is advised th a t comparisons should not be m ade as be tween cities, w ithout taking these and other facts relative to local cus toms and transportation into consideration, the figures do represent a trend in the retail cost of these articles to the average fam ily in each city. 1 Sirloin steak, round steak, rib roast, chuck roast, plate beef, pork chops, bacon, ham, lard, hens, flour, com meal, eggs, butter, milk, bread, potatoes, sugar, cheese, rice, coffee, and tea. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [14521 151 M O N TH LY LABOR REVIEW, R E T A IL COST OF 22 FOOD ARTICLES,! COM BINED, IN SE P T E M B E R , 1919, COM PARED W ITH TH E COST IN A U G U ST, 1919, SE PT E M B E R , 1918, A N D W ITH TH E A V ER A G E COST IN THE Y E A R 1913, B Y CITIES. Percentage increase, Percen September, 1919, compared with— tage de crease, Septem ber, 1919, 1919 compared with Septem Septem 1913 ber, 1918. August, ber, 1918.2 Septem 1919. August.2 ber.2 Average family expenditure for 22 food articles, combined. City. 1913 Atlanta............................................. Baltimore........................................ Birmingham................................... B oston.............................................. $361.00 335.15 377.53 388.16 $645.00 659.65 688.89 675.48 649.38 $701.04 683.45 758.46 730.70 685.07 $683.89 674.41 734.14 719.21 672.70 590.64 463.21 634.80 596.92 598.06 638.05 484.44 699.19 664.25 636.28 626.93 468.33 683.46 646.90 619.66 634.07 618.02 676.04 435.78 625.87 685.42 659.03 747.02 464.05 695.93 672.77 650.67 720.48 447.63 663.74 Buffalo............................................. 318.15 Charleston........................................ Chicago............................................. Cincinnati........................................ 348.60 336.48 338.26 Cleveland......................................... 354.01 D allas............................................... D enver............................................. D etroit............................................. 395.41 247.36 335.02 89 101 94 85 6 2 7 6 4 2 1 3 2 2 97 6 1 8 8 4 2 3 2 6 5 7 3 6 2 1 96 92 83 90 82 81 98 Fall River........................................ 375.51 Indianapolis.................................... Jacksonville.................................... Kansas City, Mo............................ 345.23 377.10 340.12 660.78 647.64 604.11 632.34 602.80 708.27 712.44 669.46 699.82 654.34 704.04 702.71 645.48 682.08 636.46 87 81 87 7 9 7 8 6 L ittle Rock..................................... Los Angeles.................................... Louisville........................................ Memphis.......................................... 390.14 284.84 363.85 366.01 368.46 688.48 447.49 661.07 653.37 670.20 734.55 459.38 708.28 710.78 746.09 707.18 464.12 702.81 687.05 716.76 81 63 93 88 95 3 4 6 5 7 Milwaukee....................................... Minneapolis.................................... 327.25 319.98 364.92 376.96 663.72 623.31 748.83 672.20 717.94 647.78 612.18 732.98 662.07 710.13 98 91 Newark............................................ N ew H aven.................................... 589.23 546.25 679.90 643.63 680.16 10 12 8 3 4 N ew Orleans................................... N ew York........................................ 369.29 355.36 334.52 716.72 669.50 710.67 657.52 650.90 705.40 660.10 698.47 643.85 624.40 91 86 Omaha............................................. 652.46 634.02 665.82 600.35 589.06 Philadelphia................................... Pittsburgh...................................... 352.19 350.35 266.03 380.85 674.42 667.87 711.02 461.53 742.13 669.25 653.18 683.48 468.80 736.09 90 86 Portland’ Oreg............................... Providence...................................... 641.48 629.86 654.96 444.72 689.15 646.62 596.37 602.10 561.35 425.42 690.23 641.81 644.30 618.84 455.42 682.61 627.40 631.34 608.10 457.58 97 448.15 616.01 460.15 603.89 666.47 453.30 674.30 481.55 654.82 719.22 463.90 659.97 481.83 632.38 705.85 Richmond....................................... 346.40 St. Louis.......................................... 326.36 Salt Lake City................................ 261.87 San Francisco................................. Scranton.......................................... Seattle.............................................. 271.48 335.98 265.35 Washington, D. C ................. ....... 354.82 87 81 88 92 76 93 93 75 3 3 4 4 5 1 1 4 3 3 4 *1 1 3 4 2 2 2 2 1 2 8 4 5 7 6 1 2 2 4 4 4 4 5 7 1 2 4 32 6 5 5 8 8 1 2 2 2 1 (4) »2 2 4 71 91 82 7 99 6 5 5 (<) 3 2 1 See footnote on page 150. 2 Cost of year’s supply at prices charged in specified m onth. * Increase. 4 Increase of less than five-tenths of 1 per cent. As m ay be seen in the table, the average family expenditure for these 22 foods was less in September th an it was in A ugust in all b u t https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1453] 152 M O N T H L Y LABOR R E V IE W . five of the fifty cities from which prices were secured. In these five cities the expenditures increased 2 per cent in Portland, Oreg., and San Francisco, 1 per cent in Los Angeles, and less th an five-tenths of 1 per cent in Salt Lake City and Seattle. In the 45 other cities the average expenditure decreased 1 per cent in 10 cities, 2 per cent in 19 cities, 3 per cent in 8 cities, 4 per cent in 7 cities, and 5 per cent in 1 city. The five western cities which showed an increase in Sep tem ber have, w ith the exception of Seattle, increased less since 1913 th an any of the other cities. Twenty-nine cities show an increase in this six-year period greater th an th a t of Seattle. Dallas showed the same percentage increase since 1913, while eight cities showed a less percentage increase in the six-year period th an did Seattle. Index Numbers of Wholesale Prices in the United States, 1913 to September, 1919. OR the first time since February of the present year wholesale prices in the U nited States, as measured by the B ureau’s weighted index num ber, have declined in' comparison with the preceding m onth. The index num ber for Septem ber, built on 328 articles or individual price series, stood a t 221 as compared w ith 226 for August, a decrease of slightly more than 2 per cent. Notice able decreases from August to Septem ber occurred in the groups of farm products, food, etc., and miscellaneous articles, the index num bers for these groups dropping from 243 to 226, from 228 to 212, and from 225 to 217, respectively. A slight decrease also took place in the m etals and m etal products group. On the other hand, the index num ber for fuel and lighting increased from 175 to 181, while th a t for lum ber and building m aterials increased from 209 to 229, or nearly 10 per cent. Slight increases also occurred in the cloths and clothing, chemicals and drugs, and the house-furnishing goods groups. F Among the important commodities whose wholesale prices averaged lower in September than in August were cotton, flaxseed, barley, corn, oats, rye, timothy hay, hides, cattle, hogs, sheep, poultry, beans, cheese, coffee, rye flour, glucose, lard, corn meal, bacon, beef, hams, lamb, mutton, veal, olive oil, rice, potatoes, ingot copper, pig tin, steel plates, linseed oil, turpentine, bran, and cottonseed oil. Wheat, alfalfa hay, hops, peanuts, tobacco, butter, canned goods, eggs, milk, molasses, oleomargarine, hosiery, underwear, leather, silk, worsted yarns, anthracite and bituminous coal, coke, refined petroleum, bar silver, window glass, lumber, shingles, and muriatic and sulphuric acid were higher in September than in August, while wheat flour, salt, sugar, tea, vinegar, shoes, carpets, cotton and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1454] 153 M O NTH LY LABOR REVIEW, woolen goods, gasoline, matches, crude petroleum, iron and iron products, steel, wire products, brick, cement, plate glass, ammonia, borax, glycerine, earthen and glass tableware, cutlery, paper, rope, soap, and wood pulp were practically unchanged in price. IN D E X N U M B E R S OF W H O LESA LE PRICES IN SP E C IFIE D M ONTHS, 1913 TO SEPTEM B E R , 1919, B Y GROUPS OF COMMODITIES. [1913=100.] Metals Lum ber and Chem House and icals furnish Mis m etal build cella ing and prod ming ate drugs. goods. neous. ucts. rials. Farm prod ucts. Food, etc. Cloths and cloth ing. Fuel and ligh t ing. 1913. Average for yea r___ January....................... April............................ July.............................. October....................... 100 97 97 101 103 100 99 96 102 102 100 100 100 100 100 100 103 98 99 100 100 107 102 98 99 100 100 101 101 98 100 101 101 99 100 100 100 100 100 100 100 100 98 101 100 100 100 98 100 101 1914. January....................... April............................ Ju ly .............................. October....................... 101 103 104 103 102 95 104 107 98 99 99 97 99 98 95 93 92 91 85 83 98 99 97 96 100 100 99 105 99 99 99 99 99 101 97 96 100 98 100 99 1915. January....................... April............................ July.............................. October....................... 102 107 108 105 106 105 105 104 96 99 99 103 93 89 90 96 83 91 102 100 94 94 93 93 103 102 108 124 99 99 99 99 100 99 98 99 99 100 101 102 1916. January....................... April............................ July...................... ....... October....................... 108 114 118 136 114 118 122 141 110 119 126 138 105 108 108 133 126 147 145 151 99 102 99 101 150 172 156 ISO 105 108 121 124 107 110 120 132 111 117 120 134 1917. January...................... February.................... March.......................... April............................ May.............................. June............................ July.............................. August........................ Septem ber................. October....................... N ovem ber.................. December................... 148 151 163 181 197 197 199 205 204 208 212 205 151 160 161 183 192 188 182 181 180 184 185 186 161 162 164 169 173 179 187 193 193 193 198 202 176 185 188 184 194 201 192 165 160 146 155 158 183 190 199 208 217 239 257 249 226 182 174 174 106 108 110 114 117 127 132 133 134 134 134 135 159 160 165 170 179 180 198 209 223 252 240 238 132 132 132 139 139 144 152 152 152 152 155 155 138 141 143 149 150 152 153 156 155 163 166 170 151 156 161 173 182 185 187 186 183 181 183 183 1918. January....................... February.................... March.......................... April............................ May.............................. June............................. July.............................. August........................ September................. October....................... Novem ber.................. December................... 207 208 212 217 214 217 224 230 237 224 221 222 188 187 179 180 179 180 186 193 200 202 208 212 211 216 223 232 237 245 249 252 254 256 255 250 157 157 158 157 160 159 166 166 167 167 171 171 174 176 176 177 178 178 184 185 184 187 188 184 136 138 144 146 148 150 154 157 159 158 164 164 232 232 232 229 223 219 216 222 220 218 215 195 161 161 165 172 173 198 199 221 226 226 226 227 178 181 184 191 194 196 190 191 194 196 203 204 185 187 187 190 191 193 198 203 207 205 206 207 1919. January....................... February.................... March.......................... April............................ May.............................. June............................ July............................. August........................ Septem ber1............... 222 218 228 235 240 231 246 243 226 209 197 205 212 216 206 218 228 212 234 223 216 217 227 258 282 303 306 170 169 168 167 167 170 171 175 181 172 168 162 152 152 154 158 161 160 161 163 165 162 164 175 186 209 229 191 185 183 178 179 174 171 172 173 218 218 218 217 217 233 245 259 262 212 208 217 216 213 212 221 225 217 203 197 201 203 207 207 219 226 221 Year and m onth. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Preliminary. [1455] All com modi ties. 154 M O N T H L Y LABOR R E V IE W . Comparing prices in September, 1919, w ith those of a year ago, it is seen th a t the index num ber for food articles increased from 200 to 212, th a t for cloths and clothing from 254 to 306, and th a t for fuel and lighting from 167 to 181. During the same time the index num ber for lum ber and building m aterials increased from 159 to 229, th a t for house-furnishing goods from 226 to 262, and th a t for miscel laneous commodities, including such im portant articles as cottonseed meal and oil, jute, m alt, lubricating oil, new sprint paper, rubber, starch, soap, plug tobacco, and wood pulp, from 194 to 217. On the other hand, the index num ber for farm products dropped from 237 to 226, th a t for m etals and m etal products from 184 to 160, and th a t for chemicals and drugs from 220 to 173. Changes in Wholesale Prices in the United States. NFORM ATION collected by the Bureau of Labor Statistics in representative m arkets shows th a t during the third quarter of 1919 the wholesale price of m any im portant commodities de creased. Among the articles showing a decrease are beef, hogs, bacon, hams, lard, salt pork, m utton, w heat flour, corn meal, oats, rye, cotton, and pig tin. On the other hand, b u tter, eggs, milk, leather, worsted yarns, shoes, anthracite and bitum inous coal, coke, pig lead, and petroleum increased in price during the quarter. A num ber of articles, as cattle, sheep, wheat, corn, rye flour, barley, sugar, cotton goods, wool, steel billets, spelter, copper, and gasoline showed prac tically no change in price. I Comparing prices in September with those in January of the present year, it is seen that cattle, beef, hogs, bacon, sheep, mutton, butter, eggs, milk, rye and rye flour, coke, pig iron, steel billets, tin plate, and pig tin averaged lower in price. Lard, wheat and wheat flour, corn and corn meal, oats, barley, rice, potatoes, cotton and cotton goods, wool, hides, leather, shoes, anthracite and bituminous coal, copper and copper wire, pig lead, and crude and refined petro leum were higher, while hams, salt pork, sugar, worsted yarns, gaso line, and spelter showed practically no difference in price for these two months. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [14561 W H O LESALE PRICES IN JULY, 1914, 1915, 1916, AND 1917, AND TN CERTAIN MONTHS OF 1918 AND 1919, AS COMPARED W ITH A VERAGE PRICES IN 1913. Average Money Prices. Article. Unit. 1913 1914 1915 1916 1917 $8.507 . 130 18.923 8.365 .127 .166 .110 22.471 4.687 .103 .310 .226 .035 $9.219 .135 17.250 8.769 .141 .177 .102 23.625 4.538 .095 .270 .187 .030 | 9 . 213 .132 17.500 7.281 .111 .161 .081 18.500 5.469 .109 .261 .169 .030 89.985 .141 18.250 9.825 .157 .190 .131 27.167 6.545 .131 .276 .223 .031 $12.560 .164 30.500 15.460 .248 .240 .201 42.250 8.600 .145 .376 .318 .050 .874 4.584 .625 1.599 .376 .636 3.468 .625 .051 .614 .043 .897 4.594 .710 1.780 .369 .618 3.075 .533 .054 1.206 .042 1.390 7.031 .783 1.750 .529 1.036 5.533 .743 .049 .444 .058 1.170 6.100 .808 1.982 .405 .966 5.035 .746 .045 .863 .075 Jan. Apr. July. Oct. Jan. Apr. July. Aug. Sept. FOODSTUFFS. (o) A n im a l. [1457] $13.113 $15.175 $17,625 $17.856 $18,413 $18,325 $16.869 $17,638 .245 .208 .235 .245 .245 .240 .205 .175 31.500 31.900 34.875 35.500 35.500 35.500 34.300 31.250 16.300 17.150 17.720 17.850 17.538 20.500 22.225 21.325 .333 .276 .286 .289 .326 .337 .293 .271 .384 .384 .349 .303 .336 .360 .295 .308 .306 .264 .238 .313 .351 .258 .266 .250 50.400 53.200 48.500 42.500 50.375 55.000 58.900 57.063 9.469 8.125 8.375 9.556 13.500 11.144 14.950 10.975 .229 .159 .155 .151 .176 .192 .243 .205 .512 .533 .432 .554 .618 .615 .415 .487 .419 .406 .374 .579 .403 .55/ .330 .497 .091 .073 .059 .054 .082 .066 .071 .081 $16,805 .228 26.700 16.995 .274 .348 .271 50.150 7.075 .118 .569 .457 .075 2.525 12.006 1.938 4.280 .728 1.538 8.300 1.373 .144 2.415 .088 2.535 11.620 1.553 3.250 .693 1.433 7.390 1.281 .127 1.506 .088 (6) Vegetable. Sugar, granulated............................................... 2.170 2.216 2.582 2.170 2.170 12.750 1 10.085 1 9.985 110.702 • 10.210 1.775 1.665 1.665 1.385 2.044 4.825 3.370 4.835 5.350 4.880 .872 .799 .765 .693 .764 1.915 2.648 1.705 1.625 2.226 9.169 10.356 13.687 10.500 11.417 1.391 1.534 1.722 1.125 .957 .094 .079 .091 .087 .070 1.272 1.035 .993 2.375 .687 .074 .074 .088 .075 .073 2.223 10.275 1.401 3.150 .653 1.613 8.738 .956 .091 1.084 .088 2.589 12.215 1.609 3.525 .681 1.741 10.060 1.133 .087 1.152 .088 2.680 12.155 1.920 4.488 .764 1.555 8.050 1.268 .133 1.683 .088 1 Standard war flour. 155 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis B u......... B b l........ B u......... 100 l b s . . B u ......... B u......... B b l........ B u ...: .. L b ......... B u......... L b......... M O NTH LY LABOR REVIEW. 100 lb s... L b ......... B b l....... lOOlbs... L b ......... L b ......... L b ......... B b l........ Sheep, ew es.......................................................... 100 lb s... L b ......... L b......... D oz....... Milk........................................................................ Q t.......... Cattle, good to choice steers............................. 156 W HOLESALE PRICES IN JU L Y , 1914, 1915, 1916, A N D 1917, A N D IN CERTAIN M ONTHS OF 1918 A N D 1919, AS COMPARED W ITH A V E R A G E PRIC ES IN 1913—Continued. Average Money Prices—Concluded. Unit. 1919 1918 July— Article. 1913 1914 1915 1916 1917 Jan. Apr. July. Oct. Jan. Apr. July. Aug. Sept. $0.128 .221 .073 .082 .471 .777 1.382 .563 .184 .270 .449 3.113 $0.131 .215 .070 .085 .444 .650 1.328 .505 .194 .275 .475 3.150 $0.092 .160 .060 .075 .557 .850 1.508 .539 .258 .280 .495 3.250 $0.130 .253 .078 .088 .686 1.100 2.000 .760 .270 .460 .635 3.750 SO.261 .450 .140 .160 1.200 1.600 3.250 1.176 .330 .540 .815 4.750 $0.324 .536 .171 .180 1.455 2.000 4.065 1.308 .328 .530 .830 4.750 SO. 317 .616 .240 .230 1.455 2.150 4.275 1.308 .272 .550 .800 5.000 SO. 312 .641 G) .250 1.437 2.150 4.450 1.470 .324 .640 .830 5.645 SO. 325 .610 C) .250 1.437 2.150 (l ) 1.642 .300 .630 .770 6.500 SO.296 .445 .191 .209 1.200 1.750 (l) 1.642 .280 .660 .785 6.500 SO. 290 .417 . 150 .176 1.091 1.500 (l) 1.054 .295 .680 .825 6.500 SO.351 .591 .219 .274 1.236 1.600 0) 1.223 . 486 1.100 .950 7.476 SO. 320 .613 .230 .294 1.236 1.624 0) 1.372 .520 1.250 1.030 7.750 SO. 311 .590 .224 .294 1.218 1.750 0) 1.372 .464 1.250 1.025 7.750 2.175 2.260 2.350 2.750 3.500 3.500 3.500 4.500 4.850 4.850 4.850 6.250 6.750 6.750 5.313 2.200 2.538 .157 .167 17.133 25.789 3.558 .449 .044 .058 2.450 .123 .168 5.241 2.200 2.000 .134 .148 14.900 19.000 3.350 .311 .039 .051 1.750 .120 .140 5.200 2.200 2.750 .199 .210 14.950 21.380 3.175 .391 .058 .220 1.350 .120 .120 5.507 2.200 2.750 .265 .325 21.950 41.000 5.875 .389 .069 .113 2.600 .120 .240 5.933 5.000 15.000 .318 .338 57.450 100.000 12.000 .620 .114 .093 3.100 .120 .240 6.600 3.600 6.000 .235 .263 37.250 47.500 7.750 .842 .068 .079 3.750 .160 .240 6.370 3.600 6.000 .235 .263 36.150 47.500 7.750 .880 .070 .070 4.000 .160 .240 6.693 4.100 6.000 .255 .285 36.600 47.500 7.750 .932 .080 .087 4.000 .171 .241 7.000 4.100 6.000 .260 .290 36.600 47.500 7.750 .796 .081 .091 4.000 .175 .245 8.050 4.100 5.781 .204 .228 33.600 43.500 7.350 .715 .056 .074 4.000 .175 .245 8.017 4.000 3.900 .153 .175 29.350 38.500 7.000 .725 .051 .065 4.000 .185 .245 8.304 4.000 4.095 .215 .244 29.350 38.500 7.000 .702 .056 .079 4.000 .205 .245 8.414 4.000 4.219 .228 .268 29.350 38.500 7.000 .633 .058 .079 4.000 .218 .245 8.501 4.500 4.592 .222 .268 29.350 38.500 7.000 .558 .061 .076 4.250 .225 .245 TEXTILES AND LEATHER GOODS. MINEEAL AND METAL PRODUCTS. Coal, anthracite, chestnut............................... . Coal, bituminous, run of m ine........................ Coke, furnace, prompt sh ip m en t.................. Copper, electrolytic........................................... . Copper wire, bare, No. 8 .................................. Pig iron, Bessemer............................................. Steel billets........................................................... Tin plate, domestic, coke................................ Pig tin .................................................................. Pig lead................................................................ . Spelter................................................................. Petroleum, cm de................................................. Petroleum, refined, water-white..................... Gasoline, motor.................................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2,240 lbs. 2,000 lbs. 2,000 lbs. L b ......... L b ......... 2,240 lbs. 2,240 lbs. 100 l b s . . L b ......... L b ......... L b ......... B b l........ Gal........ G al........ M O NTH LY LABOR REVIEW [1468] Cotton, upland, middling................................ L b ......... Cotton yam , carded, 10/1................................. L b......... Sheeting, brown, Pepperell............................ Y d ......... Bleached muslin, Lonsdale............................ Y d ......... Wool, 1/4 and 3/8 grades, scoured.................. L b ......... Worsted yarn, 2/32’s ......................................... L b ......... Clay worsted suitings, 16-oz............................ Y d ......... Storm serge, all-wool, 50-in............................. Y d .......... Hides, packers’ heavy native steers............... L b ......... Leather, chrome calf......................................... Sq. f t . . . Leather, sole, oak............................................... L b ......... Shoes, men’s, Goodyear welt, vici calf, Pair....... blucher. Shoes, women’s, Goodyear welt, gun metal, Pair....... button. R e la tiv e P r ic e s . 142890°— 19----- 11 July— Article. 1918 1919 1913 1915 1916 1917 Jan. Apr. July. Oct. Jan. Apr. July. Aug. 100 100 100 100 100 100 100 100 100 100 100 100 100 108.4 103.8 91.2 104.8 111.0 106.6 92.7 105.1 96.8 92.2 87.1 82.7 85.7 108.3 101.5 92.5 87.0 87.4 97.0 73.6 82.3 116.7 105.8 84.2 74.8 85.7 117.4 108.5 96.4 117.5 123.6 114.5 119.1 120.9 139.6 127.2 89.0 98.7 88.6 147.6 126.2 161.2 184.8 195.3 144.0 182.7 188.0 183.5 140.8 121.3 140.7 142.9 154.1 134.6 166.5 194.9 230.7 177.7 227.3 224.3 237.8 186.4 157.1 246.5 231.4 178.4 157.7 168.6 205.0 213.4 185.5 234.5 236.7 319.0 235.9 133.9 146.0 168.6 207.2 184.6 184.3 211.8 217.3 182.5 240.0 215.8 234.2 199.0 139.4 165.5 154.3 209.9 188.5 187.6 213.4 225.2 202.4 241.8 189.1 202.0 146.6 178.7 219.9 234.3 216.4 188.5 187.6 209.7 227.6 210.2 216.4 224.2 203.9 170.9 199.4 256.2 260.0 215.4 188.5 187.6 245. 1 256.7 216.9 284.5 244.8 288.0 222.3 198.4 178.3 188.6 198.3 160.0 181.3 265.7 265.4 231.3 319.1 262.1 173.4 154.4 165.2 184.1 202.9 207.3 180.8 165.1 254.9 262.2 231.3 278.2 253.9 178.7 150.5 171.9 185.4 208.6 197.5 175.4 141.1 203.2 215.7 209.6 246.4 223.2 151.0 114.6 183.5 202.2 214.3 100 100 100 100 100 100 100 100 100 100 100 102.6 100.2 113.6 111.3 98.1 97.2 88.7 85.3 105.9 196.4 97.7 159.0 153.4 125.3 109.4 140.7 162.9 159.5 118.9 96.1 72.3 134.9 133.9 133.1 120.3 124.0 107.7 151.9 145.2 119.4 88.2 140.6 174.4 295.4 278.1 327.0 305.2 203.2 350.0 329.2 222.6 137.3 386.6 174.4 248.3 2 220.0 284.0 302.4 212.5 301.1 298.6 245.4 154.9 207.2 172.1 248.3 2 217. 8 266.4 334.6 231.9 416.4 394.7 275.5 170.6 111.9 169.8 248.3 2 233.5 266.4 301.8 203.5 268.1 302.8 180.0 154.3 168.6 172.1 253.5 2 222.7 221.6 210.8 184.3 255.5 264.4 153.1 178.4 161.7 204.7 254.3 224.1 224.2 197.0 173.7 253.6 252.0 153.0 178.4 176.5 204.7 296.2 266.5 257.4 220.4 181.1 273.7 290.1 181.3 170.6 187.6 204.7 306.6 265.2 307.2 280.7 203.2 244.5 232.1 202.9 260.8 274.1 204.7 288.9 261.9 310.1 267.7 193.6 241.8 239.3 219.7 282.4 393.3 204.7 290.1 253.5 248.5 203.3 184.3 225.3 213.1 205.0 249.0 255.1 204.7 Sept. FOODSTUFFS . ( a ) A n im a l. Cattle, good to choice steers............................................................ Beef, fresh, good native steers........................................................ Beef, salt, extra mess......................................................................... Hogs, heavy......................................................................................... Bacon, short, clear sides................................................................... Hams, smoked, loose......................................................................... Lard, prime, contract....................................................................... Pork, salt, m ess.................................................................................. Sheep, ew es.......................................................................................... Mutton, dressed.................................................................................. Butter, creamery, extra -.................................................................. Eggs, fresh, firsts................................................................................ (5) Vegetable. Wheat, No. 1, northern.................................................................... Wheat flour, standard patent......................................................... Corn, No. 2 , m ixed............................................................................ Com m eal............................................................................................. Oats, standard, in store -. -.............................................................. R ye, No. 2 ............................................................................................................ R ye flour.............................................................................................. Barley, fair to good m alting............................................................ Rice, Honduras, head....................................................................... Potatoes, w h ite .................................................................................. Sugar, granulated.............................................................................. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 No quotation. M O N T H L Y LABOR REV IEW , [1459] 1914 2 Standard war flour. Ox 158 W HOLESALE PRICES IN JULY , 1914, 1915, 1916, A N D 1917, A N D IN CERTAIN MONTHS OP 1918 A N D 1919, AS COMPARED W ITH A V ER A G E PRICES IN 1913— Concluded. R e la tiv e P r ic e s —-Concluded. July— Article. 1918 1919 1913 1914 1915 1916 1917 Jan. Apr. July. Oct. Jan. Apr. July. Aug. 100 100 100 100 100 100 100 100 100 100 100 100 100 102.3 97.3 95.9 103.7 94.3 83.7 96.1 89.7 105.4 101.9 105.8 101.2 103.9 71.9 72.4 82.2 91.5 118.3 109.4 109.1 95.7 140.2 103.7 110.2 104.4 108.1 101.6 114.5 106.8 107.3 145.6 141. 6 144.7 135.0 146.7 170.4 141.4 120.5 126.4 203.9 203.6 191.8 195.1 254.8 205. 9 235.2 208.9 179.3 200.0 181.5 152.6 160.9 253.1 242.5 234.2 219.5 308.9 257.4 294.1 232.3 178.3 196.3 184.9 152.6 160.9 247.7 278.7 328.8 280.5 308.9 276.7 309.3 232.3 147.8 203.7 178.2 160.6 160.9 243.8 289.6 0) 304.9 305.1 276.7 322.0 261.1 176.1 237.0 184.9 181.3 206.9 253.9 276.0 C1) 304.9 305.1 276.7 G) 291.7 163.0 233.3 171.5 208.8 223.0 231.3 201.4 261.6 254.9 254.8 225.2 G) 291.7 152.2 244.4 174.8 208.8 223.0 226.6 188.7 205.5 214.6 231.6 193.1 C1) 187.2 160.3 251.9 183.7 208.8 223.0 274.2 267.4 300.0 334.1 262.4 205.9 (») 217.2 264.1 407.4 211.6 240.2 287.3 250.0 277.4 315.1 358.5 262.4 209.0 G) 243.7 282.6 463.0 229.4 249.0 310.3 243.0 267.0 306.9 358.5 258.6 225.2 C1) 243.7 252.2 463.0 228.3 249.0 310.3 100 100 100 100 100 100 100 100 100 100 100 100 100 100 98.6 100.0 78.8 85.4 88.6 87.0 73.7 94.2 69.3 88.6 87.9 71.4 97.6 83.3 97.9 100.0 69.0 126.8 125.7 87.3 82.9 89.2 87.1 131.8 379.3 55.1 97.6 71.4 103.7 100.0 108.4 168.8 195.6 128.1 159.0 165.1 86.6 156.8 194.8 106.1 97.6 142.9 111.7 227.3 591.0 202.5 202.4 335.3 387.8 337.3 138.1 259.1 160.3 126.5 97.6 142.9 124.2 162.7 236.4 149.7 157.5 317.4 184.2 217.8 187.5 154.5 136.2 153.1 130.1 142.9 119.9 162.7 236.4 149.7 157.5 211.0 184.2 217.8 196.0 159.1 120.7 163.3 136.6 142.9 126.0 186.4 236.4 162.4 170.7 213.6 184.2 217.8 207.6 181.8 151.7 163.3 139.0 143.5 131.8 186.4 236.4 165.6 173.7 213.6 184.2 217.8 177.3 184.1 156.9 163.3 142.3 145.8 151.5 186.4 227.8 129.9 136.5 196.1 168.7 206.6 159.2 127.3 127.6 163.3 142.3 145.8 150.9 181.8 153.7 97.5 104.8 171.3 149.3 196.7 161.5 115.9 112.1 163.3 150.4 145.8 156.3 181.8 161.3 136.9 146.1 171.3 149.3 196.7 156.3 124.7 136. 2 163.3 166.7 145.8 158.4 181.8 166.2 145.2 160.5 171.3 149.3 196.7 141.0 129.2 136.2 163.3 177.2 160.0 204.5 180.9 141.4 160.5 171.3 149.3 196.7 124.3 135.9 131.0 173.5 178.9 Sept. TEXTILES AND LEATHER GOODS. MINERAL AND METAL PRODUCTS. Coal, anthracite, chestnut................................................................ Coal, bituminous, run of m ine........................................................ Coke, furnace, prompt shipm ent................................................ Copper, electrolytic........................................................................... Copper wire, bare, No. 8............................................................ Pig iron, Bessemer..................................................................... Steel b illets.......................................................................................... Tin plate, domestic, coke................................................................. Pig t i n .................................................................................................. Pig lead.......................................................................................... Spelter................................................................................................. Petroleum, crude.......................................................................... Petroleum, refined, water-white..................................................... Gasoline, m otor.................................................................................. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1No quotation. 145.8 145.8 M O N T H L Y LABO R REV IEW , [1460] Cotton, upland, middling........................................................... Cotton yarn, carded, 10/1............................................................ Sheeting, brown, Pepperell...................................................... Bleached m uslin, Lonsdale.............................................................. Wool, 1/4 to 3/8 grades, scoured................................................... Worsted yam , 2/32s........................................................................... Clay worsted suitings, 16-ounce.............................................. Storm serge, all wool, 50-inch............................................... Hides, packers’ heavy native steers............................................... Leather, chrome calf............................................................... Leather, sole, oak............................................................................... Shoes, m en’s, Goodyear welt, vici calf, blucher......................... Shoes, women’s, Goodyear welt, gun metal, b u tto n ................ M O N T H L Y LABOR R E V IE W . 159 Creation of Commission to Control Rents in the District of Columbia. N AN effort to reduce the high cost of living and to prevent ren t profiteering in the D istrict of Columbia, Congress on October 10, 1919, finally passed House bill 8624, which amends the Food Control Act approved August 10, 1917, and it received the approval of the President on October 22. The first p art of the amending act extends the provisions of the food control law to include clothing, and the second p a rt deals w ith D istrict of Columbia rents and is designed to prevent profiteering and exces sively high rentals for real property. This p a rt is in the nature of an entirely new law and expressly repeals the so-called Saulsbury resolution (ch. 90, vol. 40, p. 593, S tatu tes a t Large). The act is declared to be emergency legislation and is tem porary in nature, being operative for a period of two years. A ren t commission is created consisting of three members to be appointed by the President by and w ith the advice and consent of the Senate. E ach is to hold office for a period of two years, and to receive an annual salary of $5,000. A secretary is to be appointed by the commission a t a salary of $3,000 per annum and all other necessary employees are to be appointed through the civil service. The sum of $50,000 is appropriated for the purpose of carrying out the provisions of the act. The assessor of the D istrict of Columbia is m ade an ex officio advisory assistant to the commission and is given a salary of $1,000 in addition to his salary as assessor. The commission is given full power to compel the production of evidence and the attendance of witnesses, and is charged w ith the determ ination of w hat rents are reasonable and is authorized to hold hearings after notice and fix w hat m ay be regarded as a fair and rea sonable rental. Appeals w ithin 10 days are allowed to the Court of Appeals of the D istrict of Columbia. All leases which expire shall continue a t the option of the tenant, subject, however, to the regulations of the commission. Pending an appeal from the rulings of the commission the regulations and conditions fixed by the commissions shall be in force. If any land lord charges or collects any rental in excess of an am ount fixed by the commission he shall be liable, through an action in the municipal court of the D istrict of Columbia, to pay double the am ount of the excess, together w ith the cost of the proceeding which shall include an attorney’s fee of $50. Violations of the act by the acceptance of bonuses or through fictitious sales are punishable by a fine of not more than $1,000 or imprisonm ent for not more than one year or both. Rules of procedure before the commission m ay be fixed by I https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1461] 160 M O N T H L Y LABOR R E V IE W . it as well as standard forms of leases and other contracts. Sub leases of rental property at rates higher than those contained in the original lease are forbidden without the consent of the commission. The text of that portion of the new law relating to District of Columbia rents is as follows: Title II. District of Columbia rents. S e c t i o n 101. When used in this title, unless the context indicates otherwise— The term “ rental property” means any building or part thereof or land appurte nant thereto in the District of Columbia rented or hired and the service agreed or required by law or by determination of the commission to be furnished in connec tion therewith; but does not include an hotel or apartment. The term “ person” includes an individual, partnership, association, or corporation. The term “ hotel” or “ apartment” means any hotel or apartment or part thereof, in the District of Columbia, rented or hired and the land and outbuildings appurtenant thereto, and the service agreed or required by law or by determination of the commis sion to be furnished in connection therewith. The term “ owner” includes a lessor or sublessor, or other person entitled to receive rent or charges for the use or occupancy of any rental property, hotel or apartment, or any interest therein, or his agent. The term “ tenant” includes a subtenant, lessee, sublessee or other person, not the owner, entitled to the use or occupancy of any rental property, hotel or apartment. The term “ service” includes the furnishing of light, heat, water, telephone or ele vator service, furniture, furnishings, window shades, screens, awnings, storage, kitchen, bath and laundry facilities and privileges, maid service, janitor service, removal of refuse, making all repairs suited to the type of building or necessitated by ordinary wear and tear, and any other privilege or service connected with the use or occupancy of any rental property, apartment or hotel. The term “ commission” means the Rent Commission of the District of Columbia. S e c . 102. A commission is hereby created and established, to be known as the Rent Commission of the District of Columbia, which shall be composed of three commis sioners, none of whom shall be directly or indirectly engaged in, or in any manner interested in or connected with, the real estate or renting business in the District of Columbia. The commissioners shall be appointed by the President by and with the advice and consent of the Senate. The term of each commissioner shall be two years, except that any person chosen to fill a vacancy shall be appointed only for the unexpired term of the commissioner whom he succeeds. The commission shall at the time of its organization and annually thereafter elect a chairman from its own mem bership. The commission may make such regulations as may be necessary to carry this title into effect. All powers and duties of the commission may be exercised by a majority of its members. A vacancy in the commission shall not impair the right of the remaining commissioners to exercise all the powers of the commission. The commission shall have an official seal, which shall be judicially noticed. S ec. 103. Each commissioner shall receive a salary of $5,000 a year, payable monthly. The commission shall appoint a secretary, who shall receive a salary of $3,000 a year, payable in like manner; and, subject to the provisions of the civilservice laws, it may appoint and remove such officers, employees, and agents and make such expenditures for rent, printing, telegrams, telephone, law books, books of refer ence, periodicals, furniture, stationery, office equipment, and other supplies and ex penses as may be necessary to the administration of this title. All of the expenditures of the commission shall, upon the presentation of item ized vouchers therefor approved https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1462] M O N T H L Y LABOR R E V IE W . 161 by the chairman of the commission, be audited and paid in the same manner as other expenditures for the District of Columbia. With the exception of the secretary, all employees of the commission shall be ap pointed from lists of eligibles supplied by the Civil Service Commission and in accord ance -with the civil-service law. S ec. 104. The assessor of the District of Columbia shall serve ex officio as an advis ory assistant to the commission, but he shall have none of the powers or duties of a commissioner. H e shall attend the meetings and hearings of the commission. Every officer or employee of the United States or of the District of Columbia, whenever re quested by the commission, shall supply to the commission any data or information pertaining to the administration of this title w hich may be contained in the records of his office. The assessor shall receive for the performance of the duties required by this section a salary of $1,000 per annum, payable monthly, in addition to such other salary as may be prescribed for his office by law. S ec. 105. For the purpose of this title the commission or any officer, employee, or agent duly authorized in writing by it, shall at all reasonable times have access to, for the purpose of examination and the right to copy, any books, accounts, records, papers, or correspondence relating to any matter which the commission is authorized to consider or investigate; and the commission shall have power to require by subpoena the attendance and testimony of witnesses and the production of all such books, ac counts, records, papers, and correspondence relating to any such matter. Any mem ber of the commission may sign subpoenas, administer oaths and affirmations, examine witnesses, and receive evidence. Such attendance of witnesses and the production of such books, accounts, records, papers, and correspondence may be required from any place in the United States at any designated place of hearing. In case of disobedience to a subpoena or of the con tumacy of any witness appearing before the commission, the commission may invoke the aid of the Supreme Court of the District of Columbia or of any district court in the United States. Such court may thereupon issue an order requiring the person sub poenaed to obey the subpoena, or to give evidence touching the matter in question. Any failure to obey such order of the court may be punished by such court as a con tem pt thereof. No officer or employee of the commission shall, unless authorized by the commission or by a court of competent jurisdiction, make public any information obtained by the commission. S ec. 106. For the purposes of this title it is declared that all (a) rental property and (b) apartments and hotels are affected with a public interest, and that all rents and charges therefor, all service in connection therewith, and all other terms and condi tions of the use or occupancy thereof, shall be fair and reasonable; and any unreason able or unfair provision of a lease or other contract for the use or occupancy of such rental property, apartment, or hotel with respect to such rents, charges, service, terms, or conditions is hereby declared to be contrary to public policy. The commission upon its own initiative may, or upon complaint shall, determine whether the rent, charges, service, and other terms or conditions of a lease or other contract for the use or occupancy of any such rental property, hotel, or apartment are fair and reasonable. Such complaints may be made (a) by or on behalf of any tenant, arid (b) by any owner except where the tenant is in possession under a lease or other contract, the term speci fied in which has not expired, and the fairness and reasonableness of which has not been determined by the commission. In all such cases the commission shall give notice personally or by registered mail and afford an opportunity to be heard to all parties in interest. The commission shall promptly hear and determine the issues involved in all complaints submitted to it. All hearings before the commission shall be open to the public. If the commission determines that such rents, charges, service, or other terms or conditions are unfair or unreasonable, it shall determine and fix such fair and reasonable rent or charges https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1463] 162 M O N T H L Y LABOR R E V IE W . therefor, and / or fair and reasonable service, terms, and conditions of use or occupancy. In any suit in any court of the United States or the District of Columbia involving any question arising out of the relation of landlord and tenant with respect to any rental property, apartment, or hotel, except an appeal from the commission’s determination as provided in this title, such court shall determine the rights and duties of the parties in accordance with the determination and regulations of the commission relevant thereto. S e c . 107. A determination of the commission fixing a fair and reasonable rent or charge made in a proceeding begun by complaint shall be effective from the date of the filing of the complaint. The difference between the amount of rent and charges paid for the period from the filing of the complaint to the date of the commission’s determination and the amount that would have been payable for such period at the fair and reasonable rate fixed by the commission may be added to or subtracted from, as the case demands, future rent payments, or after the final decision of an appeal from the commission’s determination may be sued for and recovered in an action in the Municipal Court of the District of Columbia. S e c . 108. Unless w ithin ten days after the filing of the commission’s determina tion any party to the complaint appeals therefrom to the Court of Appeals of the Dis trict of Columbia, the determination of the commission shall be final and conclusive. If such an appeal is taken from the determination of the commission, the record before the commission or such part thereof as the court may order shall be certified by it to the court and shall constitute the record before the court, and the commission’s de termination shall not be modified or set aside by the court except for error of law. If any party applies to the court for leave to adduce additional evidence and shows to the satisfaction of the court that such additional evidence is material and that there were reasonable grounds for the failure to adduce such evidence in the proceeding before the commission, the court may order such additional evidence to be taken before the commission and to be adduced upon the hearing in such manner and upon such terms and conditions as the court may deem proper. The commission may modify its find ings as to the facts, or make new findings, by reason of the additional evidence so taken, and it shall file such modified or new findings, which shall be conclusive, and its recommendations, if any, for the modification or setting aside of its original determi nation, with the return of such additional evidence. In the proceedings before such court on appeal from a determination of the commission, the commission shall appear by its counsel or other representative and submit oral or written arguments to support the findings and the determination of the commission. S e c . 109. The right of a tenant to the use or occupancy of any rental property, hotel, or apartment, existing at the time this act takes effect, or thereafter acquired, under any lease or other contract for such use or occupancy or under any extension thereof by operation of law, shall, notwithstanding the expiration of the term fixed by such lease or contract, continue at the option of the tenant subject, however, to any determination or regulation of the commission relevant thereto; and such tenant shall not be evicted or dispossessed so long as he pays the rent and performs the other terms and conditions of the tenancy as fixed by such lease or contract, or in case such lease or contract is modified by any determination or regulation of the commission, then as fixed by such modified lease or contract. All remedies of the owner at law or equity, based on any provision of any such lease or contract to the effect that such lease or contract shall be determined or forfeited if the premises are sold, are hereby suspended so long as this title is in force. Every purchaser shall take conveyance of any rental property, hotel, or apartment subject to the rights of tenants as provided in this title. The rights of the tenant under this title shall be subject to the limita tion that the bona fide owner of any rental property, apartment, or hotel shall have the right to possession thereof for actual and bona fide occupancy by himself, or his wife, children, or dependents, or for the purpose of tearing down or razing the same https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1484] M O NTH LY LABOR R E V IE W . 163 in order immediately to construct new rental property, hotel, or apartment if approved by the commission, upon giving 30 days’ notice in writing, served in the manner provided by section 1223 of the act entitled “ An act to establish a code of laws for the District of Columbia,” approved May 3, 1901, as amended, which notice shall contain a full and correct statement of the facts and circumstances upon which the same is based; but in no case shall possession be demanded or obtained by such owner in contravention of the terms of any such lease or contract. If there is a dispute between the owner and the tenant as to the accuracy or sufficiency of the statement set forth in such notice, as to the good faith of such demand, or as to the service of notice, the matters in dispute shall be determined by the commission upon complaint as provided in section 106 of this title. Se c . 110. Pending the final decision on appeal from a determination of the com mission, the commission’s determination shall be in full force and effect and the appeal shall not operate as a supersedeas or in any manner stay or postpone the enforcement of the determination appealed from. Immediately upon the entry of a final decision on the appeal the commission shall, if necessary, modify its determination in order to make it conform to such decision. The difference, if any, between the amount of rent and charges paid for the period from the date of the filing by the commission of the determination appealed from and the amount that would have been payable for such period under the determination as modified in accordance with the final decision on appeal may be added to or allowed on account of, as the case demands, future rent payments or may be sued for and recovered in an action in the Municipal Court in the District of Columbia. Se c . 111. The determination of the commission in a proceeding begun by com plaint or upon its own initiative fixing fair and reasonable rents, charges, service, and other terms and conditions of use or occupancy of any rental property, hotel, or apartment shall constitute the commission’s determination of the fairness and reasonableness of such rents, charges, service, terms, or conditions for the rental property, hotel, or apartment affected, and shall remain in full force and effect not withstanding any change in ownership or tenancy thereof, unless and until the com mission modifies or sets aside such determination upon complaint either of the owner or of the tenant. Se c . 112. If the owner of any rental property, apartment, or hotel collects any rent or charge therefor in excess of the amount fixed in a determination of the com mission made and in full force and effect in accordance with the provisions of this title, he shall be liable for, and the commission is hereby authorized and directed to commence an action in the Municipal Court in the District of Columbia to recover double the amount of such excess, together with the costs of the proceeding, which shall include an attorney’s fee of $50, to be taxed as part of the costs. Out of any sums received on account of such recovery the commission shall pay over to the tenant the amount of the excess so paid by him and the balance shall be paid into the Treasury of the District of Columbia: Provided, That if the commission finds that such excess was paid by the tenant voluntarily and with knowledge of the commission’s determi nation, the whole amount of such recovery shall be paid into the Treasury of the Dis trict of Columbia. Se c . 113. If in any proceeding before the commission, begun by complaint or on the commission’s own initiative, and involving any lease or other contract for the use or occupancy of any rental property, hotel, or apartment the commission finds that at any time after the passage of this act but during the tenancy the owner has, directly or indirectly, willfully withdrawn from the tenant any service agreed or required by a determination of the commission to be furnished, or has by act, neglect, or omis sion contrary to such lease or contract or to the law or any ordinance or regulation made in pursuance of law, or of a determination of the commission, exposed the tenant, directly or indirectly, to any unsafe or insanitary condition or imposed upon him [1465] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 164 M O NTH LY LABOR REVIEW. any burden, loss, or unusual inconvenience in connection with his use or occupancy of such rental property, hotel, or apartment, the commission shall determine the sum which in its judgment will fairly and reasonably compensate or reimburse the tenant therefor. In any such proceeding involving a lease or other contract, the term specified in which had not expired at the time the proceeding was begun, the commission shall likewise determine the amount or value of any bonus or other consideration in excess of the rental named in such lease or contract received at any time directly or indirectly by the owner in connection with such lease or contract. The tenant may recover any amount so determined by the commission in an action in the Municipal Court of the District of Columbia. S ec. 114. Whenever under this title a tenant is entitled to bring suit to recover any sum due him under any determination of the commission, the commission shall, upon application by the tenant and without expense to him, commence and prosecute in the Municipal Court of the District of Columbia an action on behalf of the tenant for the recovery of the amount due, and in such case the court shall include in any judgment rendered in favor of the tenant the costs of the action, including a reasonable attorney’s fee, to be fixed by the court. Such costs and attorney’s fee when recovered shall be paid into the treasury of the District of Columbia. S ec. 115. The commission shall, by general order, from time to time prescribe the procedure to be followed in all proceedings under its jurisdiction. Such proce dure shall be as simple and summary as may be practicable, and the commission and parties appearing before it shall not be bound by technical rules of evidence or of pleading. S ec. 116. Any person who with intent to avoid the provisions of this title enters into any agreement or arrangement for the payment of any bonus or other considera tion in connection with any lease or other contract for the use or occupancy of any rental property, hotel, or apartment, or who participates in any fictitious sale or other device or arrangement the purpose of which is to grant or obtain the use or occupancy of any rental property, hotel, or apartment without subjecting such use or occupancy to the provisions of this title or to the jurisdiction of the commission shall upon con viction be punished by a fine of not exceeding $1,000 or by imprisonment for not exceeding one year or by both. S ec. 117. The commission shall prescribe standard forms of leases and other con tracts for the use or occupancy of any rental property, hotel, or apartment and shall require their use by the owner thereof. Every such lease or contract entered into after the commission has prescribed and promulgated a form for the tenancy provided by such lease or contract shall be deemed to accord with such standard form; and any such lease or contract in any proceeding before the commission or in any court of the United States or of the District of Columbia shall be interpreted, applied, and enforced in the same manner as if it were in the form and contained the stipulations of such standard form. The owner of an hotel or apartment shall file with the commission plans and other data in such detail as the commission requires, descriptive of the rooms, accommo dations and service in connection with such hotel or apartment, and a schedule of rates and charges therefor. The commission shall, after consideration of such plans, schedules, data, or other information, determine and fix a schedule of fair and reason able rates and charges for such hotels and apartments; and the rates and charges stated in such schedule shall thereafter constitute the fair and reasonable rates and charges for such hotel or apartment. The commission’s determination in such case shall be made after such notice and hearing and shall have the same force and effect and be subject to appeal in the same manner as a determination of the commission under section 106 of this title. S ec. 118. No tenant shall assign his lease of or sublet any rental property or apart ment at a rate in excess of the rate paid by him under his lease without the consent of https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1466] M O N T H L Y LABOR R E V IE W . 165 the commission upon application in a particular case, and in such case the commission shall determine a fair and reasonable rate of rent or charge for such assignment or sublease. S e c . 119. The public resolution entitled “Joint resolution to prevent profiteering in the District of Columbia,” approved May 3 1 ,1 9 1 8 , as amended, is hereby repealed, to take effect sixty days after the date of the confirmation by the Senate of the com missioners first nominated by the President under the provisions of this title; but a determination by the commission made within such period of sixty days shall be enforced in accordance with the provisions of this title, notwithstanding the pro visions of such public resolution. All laws or parts of laws in conflict with any pro vision of this title are hereby suspended so long as this title is in force to the extent that they are in such conflict. S ec . 120. The sum of $50,000, or so much thereof as may be necessary, is hereby appropriated and made immediately available to carry out the provisions of this title, one-half thereof to be paid out of money in the Treasury of the United States not otherwise appropriated and the other one-half out of the revenues of the District of Columbia. S ec . 121. If any clause, sentence, paragraph, or part of this title shall be adjudged by any court of competent jurisdiction to be invalid, such judgment shall not affect, impair, or invalidate the remainder thereof, but shall be confined in its operations to the clause, sentence, paragraph, or part directly involved in the controversy in which such judgment shall have been rendered. S ec . 122. I t is hereby declared that the provisions of this title are made necessary by emergencies growing out of the war with the Imperial German Government, resulting in rental conditions in the District of Columbia dangerous to the public health and burdensome to public officers and employees whose duties require them to reside within the District and other persons whose activities are essential to the maintenance and comfort of such officers and employees, and thereby embarrassing the Federal Government in the transaction of the public business. It is also declared that this title shall be considered temporary legislation, and that it shall terminate on the expiration of two years from the date of passage of this act, unless sooner repealed. Increased Cost of Living in Australia During and Since the War. CCORDING to a published statement on the cost of living in Australia by the Commonwealth statistician, reference to which is made in the United States Commerce Reports for September 9, 1919, the increase in the cost of meat and groceries since the outbreak of the war has been greatest in Queensland (61.6 per cent). New South Wales comes second with 51.8 per cent; Victoria next, with 42.6 per cent, then Tasmania, with 41.1 per cent, and Western Australia, with 24 per cent. In April of this year the cost was greatest in New South Wales, and in that month it rose 2 per cent compared with March. The monthly statement issued by the Government statistician shows the price levels of food and groceries in Sydney between July, 1914, the month before the outbreak of war, and May, 1919. The A https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1 4 6 7 ] 166 M O NTH LY LABOR REVIEW. prices in July, 1914, are taken as a basis and called 100, and the commodities for which the price levels are computed are those in everyday consumption. In the statem ent, m eat is distinguished from other food and groceries, and in the last column the two groups are combined: IN C R E A SE IN COST OF FOOD IN A U ST R A LIA , JU L Y , 1914, TO MAY, 1919. Month. July, 1914................. May, 1915................. May, 1916................. May, 1917................. May, 1918................. December, 1918....... Meat. Meat, Other other food and food and groceries. groceries. 100.0 128.6 166.4 162.4 163.2 166.5 100.0 106.1 118.6 122.0 126.8 134.3 100.0 111.9 131.0 132.4 136.2 142.6 Month. Meat. January, 1919............ February, 1919.......... March, 1919................ April, 1919................. May, 1919................... 166.6 166.6 169.9 173.0 173.1 Meat, Other other food and food and groceries. groceries. 140.2 143.4 144.7 142.9 144.5 147.0 149.4 151.2 150.7 151.9 Retail Prices in Great Britain During the War.1 H E statistics relating to the increase in the retail prices of food, which have been published in the Labor G azette since Septem ber, 1914, are summarized in the following table, which shows, for th e whole period, the average percentage increase since July, 1914, in retail prices of the principal articles of food 2 in the U nited Kingdom. In order to obtain a continuously com parable record of price m ovem ents it has necessarily been assumed th a t the relative im portance of the various articles included has been the same throughout the period, and the figures thus afford a m easure of the increased cost of a prew ar dietary, so far as the articles included in the statistics are concerned. T A V ER A G E P E R CENT OF IN C R EA SE IN PRICE OF FOOD IN GREAT B R IT A IN SINCE JU LY, 1914. Month (beginning of). 1914 3 15 10 12 13 16 1915 1916 18 22 24 24 26 32 32 34 35 40 41 44 45 47 48 49 55 59 61 60 65 68 78 84 1917 87 89 92 94 98 102 104 102 106 97 106 105 1918 106 108 107 106 107 108 110 118 116 129 133 129 1919 130 130 120 113 107 104 109 117 1 From the Labor Gazette (London), A ugust, 1919. 2 The articles included are beef, mutton, bacon, fish, flour, bread, tea, sugar, milk, butter, cheese, mar garine, eggs, and potatoes. s On Aug. 8. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1 4 6 8 ] M O N TH LY LABOE EEVIEW . 167 An almost continuous rise in prices is shown from September, 1914, to the summer of 1917. The period of most marked increase was in the latter part of 1916, the percentage rising from 60 at the beginning of August of that year to 84 at the beginning of December. The increase continued with less rapidity up to June, 1917, but in the following twelve months there was only a relatively small advance, the percentage increase at the beginning of July, 1917, being 104 and a year later 110. In part this was due to the subsidy on flour and bread the effect of which is evident in the percentage for Octo ber 1, 1917 (the date following its introduction), though it was soon neutralized during October by increases in the prices of other food stuffs. The measures taken by the Food Controller also served to check the further advance in prices, but conditions in the latter part of 1918 were such that large increases in prices were again recorded, and at the beginning of November, 1918, prices of food averaged 133 per cent above the prewar level. Between November, 1918, and June, 1919, there was a fall in the prices of food, which a t the la tte r date averaged 104 per cent above those of July, 1914. The decrease resulted from reductions of 4d. (8 cents) per pound in the prices of im ported beef and m utton and of about 2d. (4 cents) per pound in those of British beef and m u t ton, cheese, m argarine, and tea. Milk was 2d. (4 cents) per q u art dearer and eggs were over 24d. (5 cents) each dearer a t the beginning of November th an a t the beginning of June, while fish also was dearer a t the earlier date. Potatoes, on the other hand, were cheaper in No vember than in June. Increases in prices between the beginning of June and the beginning of August have raised the average percent age increase over July, 1914, from 104 to 117, which is about the same as a year ago. If it is desired to exclude from consideration the am ount of in crease due to additional taxation, the necessary deductions from the percentages given would be 1 for the m onths December, 1914, to September, 1915; 5 for October, 1915, to April, 1916; 6 for May, 1916, to April, 1918; 10 for May, 1918, to May, 1919; and 9 for June to August, 1919. Average Increase on All Items. The foregoing figures relate to the prices of food only. The move ment of prices of all the items ordinarily entering into the working class family budget (including, in addition to food, rent, clothing, fuel, and light) is shown in the following table, which like the pre vious one, shows the increased cost of maintaining a prewar standard of living, no allowance being made for such varying economies as have been effected. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1469] 168 M O NTH LY LABOR REVIEW. A V ER A G E PE R CENT OF IN C R EA SE IN COST OF LIVING IN GREAT B R IT A IN SINCE JU LY, 1914. 1914 Month (beginning of). 1915 1 f [under 10 \ 1 10 10-15 15 15-20 15-20 20 25 25 25 25 30 30-35 35 1916 35 35 35-40 35-40 40-45 45 45-50 45-50 50 50-55 60 65 1917 65 65-70 70 70-75 75 75-80 80 80 80-85 75-80 85 85 1918 85-90 90 90 90-95 95-100 100 100-105 no no 115-120 120-125 120 1919 120 120 115 no 105 105 105-110 115 The above percentages are unaffected by w ar increases in the tax a tion on commodities up to September, 1915. From October, 1915, to April, 1916, about 3 per cent was added to the prew ar level on account of such increases; from May, 1916, to April, 1918, the cor responding figure was betw een 4 and 5 per cent; from May, 1918, to May, 1919, nearly 7 per cent; and from June to August, 1919, about 6 per cent. Up to the middle of 1917 the increase in respect of all the items included in the statistics averaged about three-quarters of th a t for food. D uring the following 12 m onths, however, the prices of food advanced very little while those of other item s continued to increase considerably, and in July, 1918, the average percentage advance in the prices of “ all item s” was w ithin 10 of th a t recorded for food. A t the present tim e the average increases for food and for all the items included are approxim ately the same, and prices, w hether for food only or for all the item s (including rent), are substantially more than double the prew ar level. Food Prices in Germany in July, 1919.1 ROM numerous articles in the German press it becomes evident th a t an appreciable reduction in food prices has taken place in Germany during the summ er of 1919. The lowering of m axim um retail prices by the Government, the im portation of food which has now become possible, and the approaching increase of rations are the chief causes contributing toward the reduction, which seems likely to continue. F 1 In view of the unsettled condition of German exchange and the great depreciation of the mark, food prices quoted in this article are not converted to their equivalents in American money. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1470 ] I M O NTH LY LABOR REVIEW. 169 New Price Regulations. The food m inister has issued the following instructions to the States, communal unions, and communes:1 The willing cooperation of communes and communal unions is necessary in order that the cheapening of imported foodstuffs may prove effective. The reduction of prices by the Government has been so arranged that the communal unions will be able to obtain foodstuffs at cheap rates. Care must be taken to prevent the levying of additional charges by middlemen, which would render the reduction in part ineffec tive. The following regulations are therefore to be followed: Communes and communal unions must fix local maximum retail prices for imported foodstuffs wherever the prices do not correspond with the existing maximum prices of home-grown foodstuffs. The observance of the following price schedule is urgently recommended: Additional Price per charge to kilogram i communes charged by and whole State Control sale dealers, Department including to communal cost of de unions. livery to retail dealers. Article. M a rk s. Leguminous produce.............................................. Flour............*.......................................... Condensed milk, per t in ....................................... Potatoes, old, per*J kilogram.............................. Potatoes^ new, per J kilogram............................ 3. 50 2.00 1. 30 1. 50 . 20 .30 P fe n n ig s . 20 20 22 (2) (2) Maximum charge to retaûer. Maximum re tail selling price per \ kilogramd P fe n n ig s . M a rk s . 30 30 14 to 16 (2) (2) 2.00 1. 25 0.82 to .84 1.80 (2) (2) 1 One kilogram is equivalent to 2.2046 pounds. 2 Charges to be based on rates for home-grown potatoes on July 1. Prices for meat and bacon are to be calculated according to the standards fixed by the State Department for the control of meat. Meat can thus be sold as follows: Price deliv ered to com munal unions per kilogram. Article. Meat, in small and medium-sized tow n s........................................ Meat' in large towns (salt meat is included)............................. Edible fats...................................................................................................... M a rk s. 7. 60 7.60 6.80 9.00 Retail selling price per kilo gram. M a rk s. 9.00 9.50 8.00 « 1 Charges to be fixed according to regulations of Pat Control Department. Communal unions and communes must arrange that there shall be no surplus after imported foodstuffs have been distributed. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 Vorwärts, Berlin, July 5,1919. 114711 170 M O NTH LY LABOR REVIEW. Cheaper Food in Berlin from July 7. On July 2, 1919, the Berlin Municipal Council m ade the following announcem ent: 1 On Monday, July 7, the reduction of food prices announced a short time ago will come into force. Retail prices will be as follows: Article. Former price per J kilogram. N ew price per \ kilogram. M a rk s. M a rk s. Flour..................................................................................................................... 2.20 9. 60 to 11. 00 7.40 6.00 .25 Potatoes] new...................................................................................................... 0. 88 4. 50 to 5. 00 4.00 to 4. 20 5.00 .15 .20 Fall in “ Profiteering ” Prices. According to V orw ärts2 illicit trading (Schleichhandel ) in food stuffs is still being carried in Germany in spite of vigorous efforts of the Governm ent to prevent it, b u t in view of the lower prices for rationed foods illicit dealers now content themselves w ith smaller profits. In an article on this subject Vorwärts says: There has been a specially rapid fall in the price of butter. A fortnight ago butter could not be obtained under 32 to 34 marks per one-half kilogram; now it is offered at 18 or 20 marks. The railway strike of the last few weeks, which had almost stopped the people in towns from scouring the country in search of food, brought about such a reduction of prices in rural districts that farmers are now offering smoked bacon at 15 marks per one-half kilogram. Good white flour, from home-grown grain, has gone down from 5 to 3 marks per one-half kilogram, and even lower. Lard now costs from 14 to 18 marks per one-half kilogram. Cheaper prices for meat, procured by illicit slaughtering, are noticeable. Fresh pork has gone down from 19 and 20 marks to 14 and 15 marks per one-half kilogram; veal from 12 marks to 6.50 and 7 marks. * * * Berlin rolls, which were sold as a rarity at 1 mark a short time ago, are now supplied at 40 or 50 pfennigs in hotels. Buttered rolls, with ham and sausage, are 75 pfennigs everywhere. Chocolate is sold in shops, and still more in the streets, at 26 marks per one-half kilogram, as against 60 marks a few weeks ago. Even 26 marks is an iniquitous price, as the chocolate has been smuggled out of the occupied districts, where it is sold at 6 or 7 marks per one-half kilogram. The Frankfurter Zeitung 3 writes th a t hardly a day passes b u t it receives advertisem ents for insertion from firms in the occupied ter ritories offering foodstuffs for sale, regardless of all German laws against im port. For instance, a firm in territory under French occupation recently sent to this paper an advertisement in which it offered American lard, salt bacon, ham, marga rine, pure olive oil, etc., the goods to be taken over in territory on the left bank of the Rhine. These advertisements, needless to say, are not accepted, but 1 Vorwärts, Berlin, July 2, 1919. 2 Idem, July 10, 1919. 3 Frankfurter Zeitung, Frankfurt on the Main, June 1,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1472] Second edition. 171 M O N TH LY LABOR REVIEW. the goods evidently find their way into unoccupied Germany by some means or other, and much as the country wants these foods, this channel of trade means shameful over charging of the German merchants, and an enormous waste of German money. The following list of prices paid in various German cities in illicit trading has been taken from the Vossische Zeitung:1 FOOD PRIC ES CHARGED B Y ILLICIT T R A D E R S IN V ARIOUS GERMAN CITIES, JULY, 1919. Article. Price per £ kilo gram. 2 Berlin: Coffee........................................ Bacon....................................... F on ev...................................... Chocolate................................. Altmark: Chocolate.......................... Soap.......................................... Coburg: Butter...................................... F at........................................ V eal.......................................... Weimar: Butter...................................... Bacon....................................... Cocoa........................................ Stuttgart: Tea............................................ Cocoa........................................ Coffee, roasted....................... American lard...................... Hamburg: Coffee...................................... Coffee, roasted..................... Cocoa.................................. Tea.......................................... M a rk s . 13.50 18.00 7.00 17.00 24.00 24.00 8.00 to 12.00 11.00 6.00 16.00 8. SO 10.00 Article. Hamburg—Concluded. Cheese................................ Tilsit: Pork................................ Fulda: Farm b u tte r ................ Ham............................ 25.00 20.00 14.00 14.50 8.00 to 10.00 to 12.00 to 11.00 to 10.00 12.00 15. 00 14.00 Island of Usedom:3 1 Vossische Zeitung, Berlin, July 24, 26, and 28,1919. » One kilogram is equivalent to 2.2046 pounds. 8 Health resort. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1473 ] Price per £ kilo gram. 8 M a rk s. 15.00 4.00 to 5.00 15.00 9.00 9.50 23.00 8.00 to 10.00 10.00 to 15.00 6.00 10.00 1.00 to 1.50 7.00 to 9.00 10.00 18.00 12.00 to 15.00 15.00 10.00 5.50 25.00 8.00 14.00 25.00 WAGES AND HOURS OF LABOR. Changes in Union Scale of Wages and Hours of Labor, 1913 to 1919.1 H E Bureau of Labor Statistics during the p ast sum m er has col lected inform ation concerning the union scale of wages and hours of labor in the principal time-work trades in the leading industrial centers of the U nited States, and a full compilation of the m aterial is now in progress. An abridged compilation has been made for certain trades and cities, and the rates and hours of labor as of May 15,1919, are brought into comparison in the following table w ith like figures for preceding years back to 1913. The union wage scale figures here published represent the mini mum wage of union members employed in the trades stated, b u t these figures do no t always represent the m axim um wage th a t is paid, as in some instances p a rt or even all of the organized workers in the trades receive more th an the scale. Notes state the instances of such higher wages paid and wage increases since May 15, 1919, when the facts are known. T U N IO N SCALE OF W AGES A N D H O U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS. Blacksmiths, manufacturing shops. [Double quotations represent low and high of a city.] Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 Atlanta, Ga........................... Buffalo, N . Y ....................... Charleston, S. C................... Chicago, 111........................... 37.5 40.0 36.0 43.2 37.5 50.0 36.0 43.2 37.5 50.0 36.0 43.2 37.5 55.0 41.7 46.2 39.0 55.0 41.7 56.0 55.0 65.0 72.5 75.0 New Orleans, La.................. 36.1 36.1 36.1 36.1 36.1 68.8 New York, N . Y .................. 44.4 44.4 44.4 53.1 53.1 72.5 /4 4 .4 \50.0 j-72.5 Pittsburgh, Pa..................... 37.5 37.5 37.5 37.5 46.9 57.5 Portland, Oreg..................... 45.0 45.0 45.0 45.0 50.0 72.2 Richmond, V a ..................... St. Louis, M o....................... Salt Lake City, U tah......... San Francisco, Calif........... 32.5 33.3 44.7 50.0 32.5 33.3 44.7 50.0 140.0 32.5 35.0 \52.0 J-52.0 33.3 33.3 40.0 50.0 44.7 45.7 56.3 62.5 50.0 72.5 50.0 75.0 1 A brief summary of t h e changes from 1 9 0 7 t o March, 1 9 1 9 . 2 44 hours per week, June to August, inclusive. 3 Worked 53 hours, paid for 54. 172 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1918 is [1 4 7 4 ] 1919 68.0 72.5 80.0 90.0 1913 1914 1915 1916 1917 1918 1919 54 54 54 49£ 54 54 54 49J 54 54 54 49J 54 80.0 54 81.3 2 53 3 53 80.0 48 70.0 48 54 80.0 54 54 2 53 55 54 48 48 55 54 48 48 68.0 80.0 75.0 80.0 80.0 g iv e n in 55 54 48 48 48 54 60 50 54 49J 60 50 54 48 54 44 48 48 54 44 148 44 54 48 48 54 48 48 / 54 | 44 l 48 48 1 48 48 48 54 48 48 48 44 48 44 55 i/ 48 50 } 4 8 54 54 54 48 48 48 48 48 48 48 48 48 44 44 ..... th e Monthly L abor R e v ie w for 173 M O N T H L Y LABOR R E V IE W . UNION SCALE OF W AGES A N D H OURS OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Boiler makers, manufacturing and jobbing shops. Rate per hour (cents). Hours per week. Citv. 1913 1914 1915 1916 1917 1918 35.0 30.6 40.0 36.0 36.1 35.0 30.6 40.0 36.0 36.1 1919 1913 1914 1915 1916 1917 1918 1919 Atlanta, Ga.............. Baltimore, M d........ Birmingham, A la .. Buffalo, N . Y .......... Charleston, S. C___ 40.0 30.6 40.0 36.0 36.1 35.0 30.6 42.5 40.0 44.0 48.0 47.5 46.0 42.8 55.0 50.0 67.5 70.0 72.5 68.0 80.0 80.0 80.0 80.0 Chicago, 111.............. Cincinnati, Ohio__ Cleveland, Ohio___ Dallas, T e x .............. Denver, Colo............ 40.0 40.0 40.0 40.0 40.0 35.0 35.0 35.0 35.0 35.0 35.0 40.0 43.5 43.5 43.5 41.0 41.0 41.0 41.0 42.0 38.0 50.0 50. 0 42.5 52.0 40.0 60.0 68.0 52.0 60.0 55.0 70.0 3 68. 0 68.0 54 54 54 54 54 54 49* 49* 49* 49* 54 2 49* 2 49* 2 49* 2 49* 54 54 54 54 54 54 54 54 51 54 49* 49* 54 48 Detroit, M ich.......... Indianapolis, I n d . . Jacksonville, F la ... Kansas City, M o ... Little Rock, A rk.. . 40.0 35.0 40.0 38. 0 41.0 40.0 35.0 40.0 40.0 42.5 40.0 35.0 40.0 40.0 42.5 40.0 37.5 40.0 40.0 42.5 40.0 42. 0 40.0 45. 0 45.0 62.5 50.0 50.0 45.0 58.0 85.0 55.0 70.0 4 68. 8 68.0 55 50 54 54 60 55 50 54 54 60 55 50 54 54 60 55 50 54 54 60 55 50 54 54 60 54 54 48 48 54 148 54 44 60 45 Louisville, K y ........ Memphis, T en n___ New Orleans, L a ... New York, N . Y . . . Philadelphia, P a .. . 32.0 41.0 38.9 41.7 33.3 32.0 41.0 38.9 41.7 33.3 32.0 41.0 38.9 41.7 33.3 32.0 41.0 38.9 46.9 33.3 35.0 45.0 45.0 55.0 43.8 62.5 49.4 70.0 50.0 /65.0 \70.0 65.0 70.0 80.0 70.0 65.0 80.0 } 54 54 54 54 49 54 54 54 54 49 54 54 54 54 49 54 54 54 48 49 50 50 50 54 54 54 48 48 48 48 48 48 48 148 48 \P 44 44 Pittsburgh, Pa.......... Portland, Oreg.......... St. Louis, Mo............ Salt Lake City, U tah 40.0 44.4 40.0 43.0 40.0 44.4 40.0 43.0 40.0 44.4 40.0 43.0 44.0 44.4 40.0 44.0 46.0 53.0 40.0 56.3 66.0 54 54 54 50 50 80.0 54 54 54 54 48 70.0 6 491 6 49) 5 49* 6 49* 6 49* 75.0 54 54 54 54 48 50 48 48 48 50 44 48 44 San Francisco, Calif. Seattle, W ash............ Washington, D . C ... 50.0 50.0 50.0 53.1 53.1 72.5 50.0 50.0 50.0 50.0 56.3 75.0 53.7 68.8 80.0 80.0 75.6 48 48 48 44 44 44 60.0 72.5 50.0 62.5 1 54 54 60 54 54 48 48 54 54 60 54 54 \ 54 54 60 54 54 48 48 48 48 54 54 60 54 48 48 50 49* 60 54 54 48 48 48 50 50 44 44 48 48 54 48 48 148 54 49* 49* 54 48 Bricklayers. Atlanta, Ga.......... Baltimore, M d ... Birmingham, Ala Boston, Mass....... Buffalo, N . Y . . . . 45.0 62.5 70.0 65.0 65.0 45.0 62.5 70.0 65.0 65.0 45.0 70.0 70.0 65.0 65.0 50.0 70.0 70. 0 65.0 65.0 60.0 75.0 70.0 70.0 70.0 60.0 «70.0 53 50 50 50 50 50 75.0 100.0 7 45 7 45 745 7 45 44 44 87.5 87.5 8 44 8 4 4 44 44 44 44 80.0 8 80.0 44 44 44 44 44 44 75.0 io 85.0 48 48 1 48 148 1144 11 44 Charleston, S. C .. Chicago, 111........... Cincinnati, Ohio. Cleveland, Ohio.. Dallas, T ex .......... .............. 40.0 75.0 65.0 65.0 87.5 40.0 75.0 65. Ü 70. Ü 87.5 40.0 75.0 70.6 70.6 87.5 40.0 75.0 70.6 70.6 87.5 40.0 75.0 75.0 75.6 87.5 75.0 1253 12 53 12 53 1253 12 53 50.6 75.6 w 87.5 44 44 44 44 44 90.6 90.6 45 45 45 45 45 90.6 14 90. 6 48 « 44 44 44 44 100.0 100.0 44 44 44 44 44 Denver, Colo........ Detroit, M ich. . . Fall River, Mass. Indianapolis, Ind Jacksonville, Fla. 75.0 65.0 55.0 75.0 62.5 75.0 65. C 60.6 75.0 62.5 75.0 65.6 60.6 75.6 62.5 87.5 70.6 60. C 75.6 62.5 87.5 75.6 65.6 75.6 62.5 100.0 80.6 75.6 85.6 62.5 100.0 44 44 90.0 is 48 16 48 85.6 48 48 «85.6 44 44 48 75.0 48 44 1744 48 44 48 1 44 hours per week, June to August, inclusive. 2 54 horns per week, October to April, inclusive. 3 Scale became 70 cents, on May 26, 1919. 4 Scale became 71.9 cents on July 1, 1919. s 54 hours per week, September to April, inclusive. 6 Scale became 90 cents on June 1, 1919. i 44 hours per week, November to March, inclusive. 8 48 hours per week, October to December, inclusive. 8 Scale became 90 cents on June 30,1919. 10 Scale became 95 cents on Sept. 1,1919. 11 48 hours per week, N ov. 16 to Mar. 15, inclusive. 42 Work 53 hours, paid for 54. 13 Scale became $1 on July 1,1919. 14 Scale became SI on May 29, 1919. 16 48 hours per week, September to April, inclusive. 16 44 hours per week, October to April, inclusive. 17 48 hours per week, November to April, inclusive. 18 48 hours per week, December to February, inclusive. 142890°—19-----12 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1475] 44 is 44 44 48 44 45 44 44 44 44 44 44 44 1144 48 44 45 44 44 44 18 4 4 is 44 18 4 4 44 1144 44 44 48 48 44 44 48 44 44 44 M O N T H L Y LABOR R E V IE W . 174 U N IO N SCALE OE W AGES A N D H O U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Bricklayers—Concluded. Hours per week. Rate per hour (cents). City. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 44 44 44 44 44 44 44 44 48 144 144 44 44 44 44 44 44 44 44 144 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 87.5 5 100.0 80.0 70.0 87.5 75.1 85.1 100.1 75.0 87.5 44 44 45 44 48 44 44 44 44 44 44 45 6 45 6 45 44 44 44 48 48 44 44 44 44 44 6 45 6 45 44 44 44 144 44 44 45 44 44 100.0 112.5 44 44 844 44 »45 Kansas City, Mo................. L ittle Rock, Ark................. Los Angeles, Calif............... Louisville, K y ........ ............ Manchester, N . H ............... 75.0 75.0 75.0 65.0 55.0 75.0 75.0 75.0 65.0 60.0 75.0 75.0 75.0 65.0 60.0 75.0 75.0 62.5 65.0 60.0 75.0 87.5 62.5 70.0 65.0 87.5 87.5 75.0 75.0 75.0 100.0 100.0 87.5 85.0 90.0 44 144 44 48 48 44 144 44 48 44 Memphis, T en n ................... Milwaukee, W is.................. Minneapolis, M inn.............. Newark, N . J ....................... New Haven, Conn.............. 75.0 67.5 65.0 65.0 60.0 75.0 67.5 70.0 65.0 60.0 75.0 67.5 70.0 65.0 60.0 75.0 67.5 70.0 70.0 60.0 82.5 72.5 75.0 75.0 65.0 87.5 72.5 75.0 75.0 70.0 2 87.5 90.0 87.5 87.5 82.5 44 44 48 44 44 N ew Orleans, L a................ New York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a ................. 62.5 70.0 70.0 62.5 70.0 62.5 75.0 70.0 65.0 70.0 62.5 75.0 70.0 65.0 70.0 62.5 75.0 75.0 65.1 70.1 62.5 75.0 75.0 70.0 75.0 62.5 81.3 75.0 80.0 75.0 75.0 87.5 87.5 »80.0 4 90.0 Portland, Oreg..................... Providence, R. 1 ................. Richmond, V a ..................... St. Louis, Mo....................... St. Paul, Minn..................... 75.0 65.0 65.0 70.0 65.0 75.0 65.0 65.0 75.0 70.0 75.0 65.0 65.0 75.0 70.0 75.0 65.1 65.1 75.1 70.0 75.0 70.0 75.0 75.0 75.0 Salt Lake City, U ta h ........ San Francisco, Calif............ Scranton, P a......................... Seattle, W ash....................... Washington, D. C............... 75.0 87.5 60. C 75. C 62.5 80.0 87.5 60. C 75. C 66.7 80.0 87.5 60. C 75.1 66.7 80.0 87.5 65.1 75.1 70.0 87.5 87.5 70.1 81.3 70.0 87.5 100.1 75. C 100.1 75.0 1 75.0 112.5 87.5 44 144 44 44 44 44 144 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 844 144 144 44 44 44 44 44 9 45 9 45 9 45 9 45 44 44 44 44 9 45 44 44 44 40 44 44 48 44 50 44 44 48 44 50 44 44 48 44 50 44 Building laborers. 75.0 56.3 40.0 10 40.0 U 57.5 50.0 40.0 35.0 57.5 55.0 35.0 35.0 35.0 40.0 40.0 40.0 25.0 25.0 31.3 35.0 42.5 25.0 31.3 48 3 37.5 45.0 30.0 40.0 30. 0 Kansas City, M o.................. 27.5 30.0 35 0 Los Angeles, Calif................ 34.4 34.4 34.4 Louisville, K y ..................... 27.9 27.9 22.2 37.5 30.0 35.0 34.4 22.2 43.8 50.0 12 50.0 65.0 57.5 37.5 37.5 50 0 34.4 43.8 22.2 30.0 35.0 N ew York, N . Y ................. 22.5 22.5 25.0 25.0 30.0 Pittsburgh, Pa..................... 25.0 25.0 25.0 30.0 Portland, Oreg..................... 37.5 37.5 37.5 37.5 Providence, R . I ................. 25.0 25.0 25.0 25.0 30.0 30.0 30.0 37.5 30.0 40.5 45.0 45.0 50.0 35.0 40.5 50.0 50.0 62.5 47.5 133.3 1340.0 } 25.0 25.0 25.0 25.0 30.0 \40.0 13 45.0 50.0 62.5 27.8 31.3 31.3 31.3 37.5 43.8 Scranton, P a......................... 25.0 25.0 22.5 30.0 30.0 30.0 44 50. 0 68.8 Seattle, W a s h ..................... 37.5 37.5 37.5 37.5 43.8 56.3 50.0 W ashington, D . C............... 25.0 25.0 25.0 25.0 31.3 40.0 48 44 48 44 50 48 44 50 48 48 44 50 4S 48 48 44 48 54 48 44 54 44 54 48 44 54 44 48 44 48 48 44 54 48 44 50 48 44 48 44 50 48 48 44 54 48 50 54 48 50 54 48 50 44 44 48 48 50 44 54 48 48 50 44 54 48 48 50 44 48 48 44 50 44 44 44 44 44 44 48 54 48 54 44 48 48 48 44 48 48 48 44 44 48 48 44 44 44 48 48 48 40 44 54 54 44 48 44 48 148 hours per week October to April, inclusive. 2 Scale became 11.25 on Oct. 1,1919. s Scale became 87.5 cents on June 1,1919. 4 Scale became $1,125 on Aug. 15,1919. * Scale became $1,125 on June 10,1919. 6 44| hours per week, December to February, inclusive. I Scale became $1 on Nov. 1,1919. 8 48 hours per week, September to April, inclusive. ° 44J hours per week, October to April, inclusive. 10 Scale became 60 cents on June 30,1919. II Scale became 70 cents on Sept. 22,1919. 12 Scale became 62.5 cents on Aug. 1, 1919. 18 Scale became 45-50 cents on June 1, 1919. 14 Scale became 56 cents on Aug. 2, 1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1476] 175 M O N T H L Y LABOR REV IEW . U N IO N SCALE OF W AGES AND HO U R S OF LA BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Carpenters. Hours per week. Rate per Lour (cents). City. 1913 1914 1915 1916 1917 1918 1919 50.0 1 60.0 62.5 80.0 55. C 65.0 65.0 3 75.0 70.0 4 70.0 1913 1914 1915 1916 1917 1918 1919 Atlanta, Ga.............. Baltimore, M d........ Birmingham, A la . . Boston, Mass........... Buffalo, N . Y .......... 40.0 43.8 52.5 50.0 50.0 40.0 43.8 45. 0 55. 0 50.0 40.0 43.8 45.0 55.0 50.0 40.0 43.8 45.0 57.0 50.0 50.0 50.0 45.0 60.0 62.5 50 50 50 50 48 2 44 a 44 244 48 48 48 48 44 44 44 44 48 48 «48 «48 50 44 48 44 44 Charleston, S. C___ Chicago, 111.............. Cincinnati, O hio. . . Cleveland, Ohio___ Dallas, T ex .............. 33.3 05.0 50.0 50.0 55.0 33.3 65.0 50.0 55.0 55.0 33.3 65. C 55.0 55. C 60.0 33 3 70 0 60.0 60.0 60.0 5 33.3 /37. \50.0 } 70.0 «53 «53 «53 «53 « 53 44 44 70.0 70. C 1 80.0 44 44 44 62.5 65.0 70.0 44) 44) 44) 44) 44) 70. C 80.0 8 85.0 48 44 44 44 44 62.5 62.5 87.5 44 44 44 44 44 Denver, Colo............ Detroit, M ich.......... Fall River, Mass. . . Indianapolis, I n d .. Jacksonville, F la ... 60.0 50.0 42.0 50.0 31.3 60.0 50.0 44.0 50.0 37.5 60.0 60.0 70.0 75.0 50.0 60.0 60.0 44.0 48.0 50.0 62.5 55.0 55.0 57.5 60.0 37.5 37.5 37.5 /40.0 \45.0 j- Kansas City, Mo___ Little Rock, Ark___ Los Angeles, C alif... Louisville, K y .......... Manchester, N . H . .. 55.0 50.0 50. 0 45.0 40.0 60.0 50.0 50.0 45.0 40.0 65.0 50.0 50.0 45.0 40.0 65.0 50.0 50.0 45.0 40.0 65.0 60.0 50.0 50.0 50.0 Memphis, T en n........ Milwaukee, W is........ M inneapolis, M in n . . Newark, N . J ............ New Haven, C o n n .. 50.0 50.0 50.0 50.0 47.5 50.0 50. 0 50.0 50.0 50.0 50.0 50. 0 50.0 50. 0 50.0 50.0 50.0 50.0 56.3 50.0 New Orleans, L a___ New York, N . Y ..„ . Omaha, N ebr............ Philadelphia, P a ___ Pittsburgh, Pa_____ 40.0 62. 5 50.0 50.0 55.0 40.0 62.5 50.0 55. 0 56.3 40.0 62.5 50.0 55.0 62.5 Portland, Oreg.......... Providence, R . I ___ Richmond, V a.......... St. Louis, M o ._____ St. Paul, M inn.......... 50.0 50. 0 37. 5 62.5 50.0 50.0 50.0 37.5 62.5 50.0 Salt Lake City, U tah San Francisco, Calif Scranton, P a............. Seattle, W ash............ Washington, D . C ... 62.5 62. 5 42.5 56.3 50.0 62.5 62.5 47.5 66.3 50.0 50 44 48 40 44 44 44 44 40 44 48 44 44) 44 44 48 44 44) 44 44 87.5 80.0 75.0 75.0 65.0 44 48 48 41) 48 44 48 48 44) 48 44 44 44 48 44 44 44 44 48 44 44 44 44) 48 44 44 44 44) 48 44 44 44 44) 43 65.0 60.0 62.5 60.0 60.0 85.0 80.0 75.0 60.0 60.0 44 48 48 44 48 44 48 48 44 48 44 48 48 44 48 44 44 44 44 48 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 55.0 56.3 55.0 65.0 55.0 65.0 56.3 60.0 70.0 55.0 75.0 70.0 75.0 80.0 65.0 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 44 40.0 62.5 50.0 55.0 62.5 40.0 68.8 57.5 60.0 71.0 50.0 9 60.0 68.8 1» 75.0 60.0 75.0 70.0 80.0 71.0 H 80. 0 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 50.0 50.0 37.5 62.5 50.0 50.0 50.0 37.5 62.5 50.0 56.3 50.0 43.8 65.0 55.0 75.0 86.0 60.0 4 70.0 62.5 62.5 70. C I2 82 5 60.0 75.0 44 44 48 44 48 44 44 48 44 48 44 44 48 44 48 44 44 48 44 48 44 14 48 44 48 44 44 48 44 44 44 44 48 44 44 62.5 62.5 47.5 56.3 55.0 62.5 62.5 50.0 56.3 55.0 75.0 68.8 50. 0 65.0 62.5 75.0 100.0 75.0 is 87. 5 60.0 70.0 93.8 82.5 62.5 87.5 44 44 48 44 441 44 44 48 44 44) 44 41 44 44 44) 44 44 44 44 44) 44 44 44 44 44) 44 44 44 44 44) 44 44 44 40 « 48 48 44 43 44 44 44 48 48 44 44 48 is 48 44 44 Cement finishe rs. 75.0 48 50.0 50.0 62.5 Birmingham, A la............... 50.0 50.0 50.0 62. 5 62. 5 62.5 75.0 48 48 48 48 44 Boston, Mass’........................ 62.5 62.5 62. 5 62.5 62.5 70. C 3 75. C 48 44 44 50. 0 50. 0 50. 0 65. 0 14 65.0 48 48 Chicago, 111............................ 65.0 65.0 65.0 65.0 67.5 75.0 1« 80.0 44 44 44 44 1 Scale became 75 cents on Aug. 1,1919. 2 48 hours per week, November to March, inclusive. 2 Scale became 90 cents on June 30,1919. 4 Scale became 80 cents on July 1,1919. 5 44 hours per week, June to August, inclusive. 6 Work 53 hours, paid for 54. i Scale became SI on Sept. 22,1919. ®Scale became 90 cents on Oct. 1,1919. 9 Scale became 75 cents on July 1,1919. n> Scale became 81.3 cents on July 19,1919. 11 Scale became 90 cents on June 1,1919. 12 Scale became 87.5 cents on Sept. 1,1919. 13 Scale became SI on July 1,1919. 14 Scale became 70 cents per hour and 44 hours per week on June 1,1919. 19 Scale became SI on Sept. 22,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1477] MONTHLY LABOR REVIEW, 176 U N IO N SCALE OF W AGES AN D HO U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Cement finishers—Concluded. Hours per week. Rate per hour (cents). City. 1914 1915 1916 1917 1918 Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T e x ........................... Denver, Colo......................... D etroit, M ich....................... 50.0 50.0 55.0 57.5 60.0'[60.0 65.0 77.5 55.0 62.5 62.5 62.5 62.5 6 8 .8 68.8 75. 0 75.0 50.0 50.0 50.6 50.0 55.0 60.0 50.0 /60.0 150.0 50.0 50.0 60.0 55.0 62.5 1919 60.0 i 80.0 87.5 87. 5 80.0 60.0 50.0 55.0 57.5 57.5 62.5 65.0 65.0 65.0 55. 55.6 55. 55.6 45.0 45.0 45.0 45.0 65.0 60.0 65.0 75.0 75.0 62.5 75.0 75.0 60.0 85.0 70.0 87.5 87.5 70.0 60.0 Manchester, N . H ............... Milwaukee, W is................... 45.0 45.0 45.0 45.0 50.0 50.0 50.0 Minneapolis, Minn.............. Newark, N . J ....................... 62.5 62.5 65.0 70.0 60.0 N ew Haven, Conn.............. 60.0 50.0 55.0 75.0 65.0 75.0 60.0 55.0 75.0 70.0 90.0 70.0 75.0 87.5 82.5 Fall River, Mass............... Indianapolis, In d .............. Kansas C ity, Mo................ L ittle Rock, Ark............... Louisville, K y ................... 1913 1914 1915 1916 1917 1918 1919 5048 48 44 54 50 50 2 48 2 48 48 48 44 54 54 50 44 48 54 50 44 48 44 48 50 44 54 60 50 44 54 60 50 44 54 60 44 50 44 54 60 48 48 48 44 48 48 ^4 44 48 48 44 44 44 48 48 44 44 44 44 48 48 44 44 44 44 48 44 44 50 44 54 50 44 48 44 44 50 44 48 44 44 44 44 50 50 44 44 8 44 3 44 44 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 62.5 62.5 62.5 (55. O' >62.5 162.5, 45.0 47.5 50.0 50.0 50.0 62.5 62.5 62.5 62.5 50.0 50.0 62.5 70.0 62.5 55 0 56.3 62.5 70.0 62.5 65.0 75.0 87.5 75.0 4 75.0 5 72.5 8 75.0 7 87. 5 48 44 44 48 48 48 Providence, R . I ................. 50.0 50.0 St. Louis, Mo....................... 60.0 60.0 60.0 St. Paul, Minn..................... 50.0 50.0 55.0 Salt Lake City, U tah......... 62.5 62.5 62.5 62.5 (62.5 165.0 60.0 62.5 62.5 62.5 62. 5 j-75.0 65.0 60.0 60.0 75.0 75.0 80.0 82.5 75.0 87.5 44 48 48 44 44 48 48 44 44 48 48 44 44 48 48 44 44 48 48 44 44 48 48 44 44 44 48 San Francisco, C alif.......... 75.0 75.0 75.0 75.0 75.0 87.5 Seattle, W ash....................... 62.5 62.5 62.5 62.5 68.3 81,3 62.5 70.0 70.0 Washington, D . C............... 100.0 100.0 8 87.5 44 48 44 48 44 48 44 48 44 44 48 44 44 48 44 44 40 44 New York, N . Y . Omaha, N ebr___ Philadelphia, Pa. Pittsburgh, P a ... Portland, Oreg... 44 49J Compositors: Book and job. A tlanta, Ga........................... Baltimore, M d..................... Birmingham, A la ................ Boston, Mass........................ Buffalo, N . Y ....................... 34.4 37.5 40.6 41.7 39.6 37.5 37.5 40.6 43.8 39.6 37.5 37.5 40.6 43.8 41.7 37.5 37.5 40.6 43.8 41.7 37.5 43.8 44.8 45.8 43.8 37.5 43.8 44.8 50.0 45.8 8 43.8 54.2 44.8 55.2 59.4 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Charleston, S. C................... Chicago, 111............................ Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T ex........................... 33.3 46.9 40.6 39.6 52.1 33.3 50.0 43.8 41.7 52.1 33.3 50.0 43.8 41.7 52.1 33.3 50.0 43.8 41.7 52.1 37.5 50.0 46.9 43.8 52.1 37.5 57.3 46.9 50.0 57.3 37.5 75.0 51.0 62.5 70.8 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 4S 48 48 48 48 48 48 48 48 D enver, Colo......................... Detroit, Mich........................ F all River, Mass.................. Indianapolis, In d ................ Jacksonville, F la.................. 54.2 38.5 33.3 43.8 37.5 54.2 39.6 33.3 43.8 43.8 54.2 43.8 33.3 45.8 43.8 54.2 45.8 35.4 45.8 43.8 54.2 50. € 37.5 45.8 43.8 59.4 65.6 54.7 72.9 39.6 41.7 52.1 18 54.2 52.1 43.8 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Kansas City, Mo.................. L ittle R ock, Ark................. Los Angeles, Calif............... Louisville, K y ...................... Manchester, N. H ............... 41.7 37.5 46.9 37.5 35.4 41.7 37.5 50.0 39.6 35.4 43.8 41.7 50.0 39.6 35.4 43.8 41.7 50.0 39.6 35.4 45.8 43.8 50.0 39.6 37.5 50.0 43.8 52.1 43.8 39.6 54.2 43.8 58.3 45.8 41.7 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 Scale became 90 cents on N ov. 1,1919. 2 44 hours per week, June to September, inclusive. 8 48 hours per week, October to March, inclusive. 4 Scale became 87.5 cents on June 1,1919. 8 Scale became 75 cents on Oct. 1,1919. 6 Scale became 82.5 cents on N ov. 1,1919. 7 Scale became .11 on July 1,1919. 8 Scale became 90 cents on Sept. 1,1919. 9 Scale became 50 cents on May 28,1919. 10 Scale became 62.5 cents on July 21,1919. [1478] 177 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OE W AGES A N D H OURS OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Compositors: Book and job—Concluded. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 Memphis, T enn................... Milwaukee, W is................... Minneapolis, Minn.............. Newark, N . J........................ New Haven, Conn.............. 40.0 41.7 43.8 47.9 40.6 40.0 43.8 43.8 47.9 40.6 45.0 45.8 43.8 47.9 40.6 45.0 45.8 43.8 50.0 40.6 47.1 47.9 45.8 50.0 40.6 48.1 47.9 45.8 56.3 44.8 155.4 54.2 2 54.0 72.9 8 45.8 48 48 48 48 48 48 48 48 48 ,48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 New Orleans, La................. New York, N. Y ................. Omaha, Nébr................... Philadelphia, P a................. Pittsburgh, P a..................... 43.8 50.0 37.5 39.6 39.6 43.8 50.0 37.5 41.7 41.7 43.8 50.0 43.8 41.7 41.7 43.8 52.1 45.8 41.7 43.8 43.8 52.1 46.9 43.8 43.8 43.8 58.3 53.1 50.0 47.9 50.0 75.0 68.8 4 60. 4 60.4 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Portland, Oreg..................... Providence, R. I ................. Richmond, V a ............... St. Louis, Mo........................ St. Paul, Minn..................... 53.1 37.5 33.3 43.8 43.8 53.1 37.5 33.3 43.8 43.8 53.1 37.5 37.5 43.8 43.8 53.1 37.5 37.5 45.8 43.8 53.5 37.5 37.5 47.9 45.8 59.4 45.8 37.5 52.7 45.8 75.0 50.0 48.5 6 52.7 6 54.0 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Salt Lake City, U tah......... San Francisco, Calif............ Scranton, P a......................... Seattle, W ash....................... Washington, D. C............... 50.0 50.0 43.8 53.1 40.0 50.0 50.0 43.8 53.1 40.0 52.1 50.0 43.8 53.1 40.0 54.2 52.6 43.8 53.1 43.8 54.2 54.2 47.9 56.3 47.9 54.2 58.3 47.9 59.4 50.0 62.5 7 62.5 6 52.1 75.0 62.5 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 «48 8 48 8 48 Compositors, day work: Newspaper. Atlanta, Ga........................... Baltimore, M d..................... Birmingham, A la................ Boston, Mass'........................ Buffalo, N. Y ....................... 43.8 50. C 52.5 63. C 50.0 43.8 57.1 53.0 63. C 50.0 43.8 59.5 54.5 63. C 50.0 43.8 59.5 55.5 63.0 50.0 43.8 61.9 56.5 68. C 53.1 50.0 61.9 57.5 68.0 59.4 Charleston, S. C................... Chicago, 111............................ Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, Tex........................... 33.3 62.0 52.1 53.8 55.0 33.3 62. t 54.2 53.8 55.0 33.3 62. C 56.3 53.8 55.0 33.3 62.0 56.3 53.8 59.4 42.9 62.0 56.3 62.5 59.4 42.9 42.9 48 48 48 48 42 11 42 11 42 79.0 12 45 12 45 12 45 12 45 12 45 9 45 9 45 66.0 56.3 87.5 13 472 48 48 48 48 48 48 62.5 » 68.8 48J 48 48 48 48 48 48 62.5 76.0 48 48 48 48 48 48 48 Denver, C o lo .-,................... Detroit, Mich........................ Fall River, Mass................. Indianapolis, In d ................ Jacksonville, F la................. 63.3 55.0 37.5 50.0 37.5 63.3 55.0 40.6 50.0 46.9 63.3 55.0 43.8 50.0 46.9 63.3 55.0 43.8 50.0 46.9 63.3 60.5 44.8 56.3 46.9 72.7 72.7 60.5 74.5 45.8 49.0 56.3 is 60.4 52.1 65.6 45 48 48 48 48 45 45 45 45 45 45 48 15 48 15 48 is 48 15 48 15 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Kansas City, Mo................. Little Rock, Ark................. Los Angeles, Calif............... Louisville, K y ...................... Manchester, N . H ............... 59,. 4 47.9 62.2 49.0 35.4 59.4 50.0 64.4 50.0 35.4 59.4 50.0 64.4 50.0 35.4 59.4 50.0 64.4 50.0 35.4 59.4 52.1 66.7 54.2 37.5 59.4 52.1 66.7 54.2 39.6 48 48 45 48 48 48 48 45 48 48 Memphis, T enn................... Milwaukee, W is................... Minneapolis, Minn.............. Newark, N . J ......................... N ew Haven, Conn.............. 60.6 48 65.5 42 67.5 9 42 83.0 1042 65.6 48 68.8 62.5 75.6 62.5 41.7 48 48 48 48 48 48 42 42 42 42 42 42 9 42 9 42 9 42 9 42 9 42 9 42 10 42 10 42 10 42 10 42 9 42 9 42 48 48 48 48 48 48 48 48 45 48 48 48 48 45 48 48 48 48 45 48 48 48 48 45 48 48 48 48 45 48 48 57.8 57.8 57.8 57.8 57.8 60.0 66.7 45 45 45 9 45 9 45 45 45 45.8 47.9 50.0 50.0 54.2 56.3 56.3 48 48 48 48 48 48 48 54.0 54.0 54.0 54.0 54.0 54.0 62.5 48 48 48 48 48 48 48 60.9 60.9 60.9 60.9 63.0 69.6 76.1 46 46 46 46 46 46 46 46.9 46.9 47.9 47.9 50.0 50.0 50.0 48 48 48 48 48 48 48 1 Scale became 56.3 cents on July 1,1919. 2 Scale became 70 cents on June 1,1919. 8 Scale became 46.9 cents on July 1,1919. 4 Scale became 81.3cents on Sept. 1,1919. s Scale became 61.1 cents on June 1,1919. 8 Scale became 58.3 cents on July 1,1919. 8 Scale became 81.3 cents on July 26,1919. 8 44 hours per week, June to September, inclusive. » Minimum; m axim um, 8 hours per day, 48 per week. 10 Hours actually worked ¡m inim um , 6 hours per day, 36 per week; m axim um, 8 hours per day, 48 per week. u Hours actually worked; maxim um, 48hours per week. 12 Hours actually worked; minimum , 7 hours per day, 42 per week; m axim um, 8 hours per day, 48 per week. is Worked 47§ hours, paid for 48. 11 Scale became 79.4 cents on June 11,1919. is M aximum; minimum, 7 hours per day, 42 per week. i6 Scale became 68.8 cents on July 21,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1479] 178 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OE W AGES A N D H O U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Compositors, day work: Newspapers—Concluded. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 N ew York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a................. Pittsburgh, Pa..................... Portland, Oreg..................... 66.7 50.0 41.7 55.0 68.3 66.7 50.0 41.7 60.0 68.3 66.7 53.1 41.7 60.0 68.3 66.7 53.1 41.7 60.0 68.3 66.7 53.1 41.7 61.0 68.3 71.1 53.1 50.0 65.0 72.7 96.7 68.8 66.7 77.0 100.0 45 45 45 45 48 48 48 48 48 48 48 48 48 145 145 145 45 45 45 45 Providence, R . I ................. Richmond, V a..................... S t. Louis, Mo........................ S t. Paul, Minn..................... Salt Lake City, U tah......... 47.9 33.3 58.7 54.5 62.5 47.9 33.3 58.7 54.5 62.5 50.0 37.5 58.7 54.5 62.5 50.0 37.5 58.7 54.5 62.5 50.0 37.5 63.4 61.0 62.5 52.1 45.8 63.4 54.5 62.5 66.7 58.3 263.4 63.0 71.9 48 48 46 48 48 48 48 46 48 48 48 48 46 48 48 48 48 48 48 48 48 48 48 46 46 46 46 48 3 48 3 48 348 48 48 48 48 San Francisco, Calif............ Scranton, Pa......................... Seattle, W ash....................... W ashington, D . C............... 64.4 47.9 75.0 60.7 64.4 47.9 75.0 60.7 69.0 47.9 75.0 60.7 69.0 47.9 75.0 60.7 69.0 52.1 78.6 60.7 68.9 52.1 78.6 69.8 75.6 45 48 42 42 45 48 42 42 42 48 42 42 42 48 42 42 42 48 42 42 45 48 42 42 45 48 42 42 * 60.4 100.0 92.9 45 45 48 48 48 48 45 1 45 45 45 45 48 48 145 45 Electrotypers: Finishers. A tlanta, Ga............. Baltimore, M d........ Birmingliam, A la .. Boston, Mass........... Buffalo, N . Y .......... 45.8 41.7 50.0 50.0 43.8 50.0 43.8 50.0 50.0 43.8 50.0 45.8 50.0 50.0 43.8 50.0 45.8 50.0 50.0 43.8 50.0 47.9 50.0 50.0 43.8 50.0 47.9 50.0 52.5 50.0 6 57.3 50.0 6 50.0 1 52.5 56.3 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Chicago, 111............... Cincinnati, Ohio__ Cleveland, Ohio___ Dallas, T ex.............. Denver, Colo............ 49.0 43.8 41.7 37.5 43.8 52.1 45.8 44.8 37.5 43.8 52.1 45.8 47.9 37.5 43.8 52.1 45.8 47.9 37.5 43.8 56.3 45.8 47.9 37.5 47.9 58.3 47.9 52.1 43.8 47.9 77.1 52.1 58.3 65.6 54.2 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Detroit, Mich.......... In d ia n a p o lis,In d .. Kansas City, M o ... Los Angeles, Calif.. Memphis, Term---- 37.5 43.8 43.8 50.0 45.8 47.9 45.8 43.8 50.0 45.8 47.9 45.8 46.9 50.0 45.8 52.1 47.9 46.9 56.3 45.8 52.1 50.0 50.0 56.3 45.8 56.3 50.0 50.0 56.3 45.8 8 56.3 63.6 62.5 70.8 62.5 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 44 48 48 48 48 44 48 48 48 48 44 48 48 48 48 44 48 48 48 Milwaukee, W is___ Minneapolis, Minn. N ew Haven, Conn.. N ew Orleans, L a ... N ew York, N . Y . . . 43.8 43.8 43.8 43.8 36.1 43.8 43.8 45.8 37.4 39.6 40.7 40.7 40.0 62.5 62.5 65.6 68.8 50.0 50.0 44.9 40.0 68.8 50.0 50.0 44.9 40.0 68.8 56.3 59.4 46.7 55.6 75.0 48 54 54 48 48 53 48 48 54 44 44 44 48 48 54 45 44 48 48 48 48 48 48 531 531 531 45 9 45 9 45 44 48 44 Omaha, N ebr.......... Philadelphia, P a ... Pittsburgh, P a........ Portland, Oreg........ Richm ond, V a ........ 43.8 41.7 43.8 50.0 43.8 47.9 43.8 50.0 43.8 47.9 43.8 50.0 46.3 43.8 50.0 43.8 50.0 46.3 52.1 52.1 45.8 56.3 52.1 52.1 10 66.7 64.2 n 70.0 45.8 45.8 56.3 90.6 60.4 57.3 48 48 48 48 48 48 48 48 48 48 48 48 54 48 48 48 48 54 48 48 48 48 48 48 48 48 48 48 48 48 48 44 48 S t. Louis, Mo........... S t. Paul, Minn........ San Francisco, Calif Scranton, P a............ Seattle, W ash.......... W ashington, D. C.. 45.8 43.8 56.3 41.7 52.1 50.0 45.8 43.8 56.3 41.7 52.1 50.0 45.8 43.8 56.3 41.7 52.1 52.1 45.8 45.8 56.3 41.7 52.1 54.2 47.9 50.0 56.3 43.8 52.1 56.3 55.0 12 55.0 50.0 59.4 62.5 62.5 43.8 13 50. C 77.8 66.7 58.3 11 58.3 48 48 48 48 48 44 48 48 48 48 48 44 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 45 48 48 48 48 48 45 48 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 Minimum; m axim um , 8 hours per day, 48 per week. 2 Scale became 75.3 cents on June 1,1919. 8 Maximum; minimum , 7 hours per day, 42 per week. « Scale became 70.8 cents on July 1,1919. 6 Scalebecam e62.5cents on July 15,1919. ®Scale became 72.9 cen ts on July 5,1919. 7 Scale became 68.8 cents on June 5,1919. 8 Scale became 77.1 cents on Sept. 1,1919. s Hours actually worked; m axim um 48 hours per week. 10 Scale became 75 cents on July 7,1919. u Scale became 83.3 cents on Sept. 13,1919. i2 Scale became 68.8 cents on July 1,1919. 12 Scale became 60.4 cents, on July 1,1919. 11 Scale became 75 cents on Aug. 4,1919. [ 1480 ] 179 M O N T H L Y LABOR R E V IE W . UNION SCALE OF W AGES A N D HO U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Electrotypers: Molders. R ate per hour (cents). Hours per week. caiy. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 Atlanta, Ga........................... Baltimore, M d..................... Birmingham, A la ................ Boston, Mass........................ Buffalo, N . Y ....................... 45.8 43.8 50.0 50. U 43.8 50.0 45.8 50.0 50.0 43.8 50.0 50.0 50.0 50.0 43.8 50.0 50.0 56.3 50.0 50.0 50.0 52.1 50.0 50.0 50.0 50.0 52.1 50.0 52.5 50.0 157.3 54.2 2 50.0 3 52.5 56.3 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Chicago, 111........................... Cincinnati, Ohio.................. Cleveland, Ohio................... Balias, T ex ........................... Denver, Colo......................... 54.2 47.9 43.8 43.8 52.1 56.3 50.0 52.1 43.8 52.1 56.3 50.0 52.1 41.7 52.1 56.3 50.0 52.1 41.7 52.1 60.4 50.0 52.1 41.7 54.2 60.4 52.1 56.3 43.8 54.2 77.1 52.1 60.4 65.6 60.4 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Detroit, M ich....................... Indianapolis, In d ................ Kansas C ity, Mo................. Los Angeles, Calif............... Memphis, T en n ................... 37.5 45.8 43.8 50.0 45.8 47.9 47.9 43.8 50.0 45.8 47.9 47.9 46.9 50.0 45.8 52.1 50.1 46.9 50.0 45.8 52.1 52.3 50.0 56.3 45.8 56.3 52.3 50.0 56.3 45.8 «56.3 65.9 62.5 70.8 62.5 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 44 48 48 48 48 44 48 48 48 48 44 48 48 48 48 44 48 48 48 Milwaukee, W is................... 43.8 43.8 43.8 43.8 50.0 50.0 Minneapolis, M inn.............. 36.1 50.0 50.0 52.1 56.3 56.3 New Haven, Conn.............. 37.4 39.6 40.7 40.7 44.9 44.9 40.0 40.0 N ew York, N . Y ................. 62.5 62.5 65.0 68.8 68.8 68.8 56.3 59.4 46.7 55.6 75.0 48 54 54 48 48 53 48 48 54 48 48 54 44 44 44 48 48 48 48 53i 531 5 45 5 45 44 44 44 Omaha, N ebr....................... Philadelphia, P a ................. Pittsburgh, Pa..................... Portland, Oreg..................... 43.8 45.8 50.0 50.0 43.8 52.1 50.0 50.0 43.8 52.1 50.0 50.0 46.3 43.8 54.2 50.0 50.0 46.3 52.1 56.3 52.1 56.3 52.1 52.1 64.2 53.1 56.3 57.3 6 66.7 ^ 70.0 53.1 90.9 60.4 48 48 48 48 48 48 48 48 48 48 48 48 54 48 48 48 48 54 48 48 48 48 48 48 48 48 48 48 48 48 48 44 48 St. Louis, Mo....................... St. Paul, M inn..................... San Francisco, Calif............ Scranton, Pa......................... Seattle, W ash....................... Washington, D . C............... 47.9 50.0 56.3 47.9 52.1 50.0 47.9 50.0 56.3 47.9 52.1 50.0 47.9 50.0 56.3 47.9 52.1 52.1 47.9 52.1 56.3 47.9 52.1 54.2 50.0 56.3 56.3 50.0 52.1 56.3 57.3 56.3 62.5 50.0 66.7 58.3 8 57.3 59.4 62.5 9 56.3 77.8 4 58.3 48 48 48 48 48 44 48 48 48 48 48 44 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 45 48 48 48 48 48 45 48 44 44 44 44 44 48 48 53 J 5 45 48 Granite cutters, inside. Atlanta, Ga........... Baltimore, M d___ Birmingham, A la. Boston, Mass......... Buffalo, N . Y ........ 41.3 41.3 41.3 50.0 50.0 60.0 1» 70.0 50.0 50.0 50.0 50.0 50.0 62.5 75.0 62.5 62.5 45.6 45.6 45.6 50.0 50.0 60.0 75.0 43.8 43.8 50.0 53.1 53.1 63.1 ii 75.0 Charleston, S. C ... Chicago, 111............. Cincinnati, Ohio.. Cleveland, O hio... Dallas, T e x ............ 45.0 45.0 45.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 45.0 53.1 50.0 50.0 50.0 45.0 56.3 50.0 50.0 50.0 Denver, Colo.......... Detroit, M ich........ Fall River, M ass.. Los Angeles, Calif, Louisville, K y . .. . 57.0 45.0 43.0 62.5 45.0 57.0 50. 0 50. 0 66.3 50.0 57.0 51.3 50.0 67.5 50.0 57.0 45.0 43.0 62.5 45.0 57.0 45.0 43.0 62.5 47.5 50.0 12 69.0 66.3 is 76.3 62.5 75.0 62.5 81.3 81.3 62.5 68.8 62.5 62.5 . 70.0 60.0 85.0 75.0 75.0 87.5 75.0 45 44 45 44 45 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 45 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 441 45 48 45 44 441 45 44 45 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 441 45 48 45 1 Scale became 62.5 cents on July 15,1919. 2 Scale became 72.9 cents on July 5,1919. s Scale became 68.8 cents on June 5,1919. « Scale became 77.1 cents on Sept. 1,1919. * Hours actually worked; maxim um, 48 hours per week. ®Scale became 75 cents on July 7,1919. 2 Scale became 83.3 cents on Sept. 13,1919. 2 Scale became 68.8 cents on July 1,1919. ®Scale became 62.5 cents on July 1,1919. Scale became 75 cents on Aug. 1,1919. ii Seale became 78.1 cents on Aug. 1,1919. i* Scale became 75 cents on July 1,1919. i® Scale became 81.3 cents on Aug. 1,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1481] 180 M O N T H L Y LABOR REV IEW , 1 U N IO N SCALE OF W AGES A N D H O U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Granite cutters, inside—Concluded. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 Manchester, N . H ............... Minneapolis, M inn.............. Newark, N . J ....................... N ew Haven, Conn.............. N ew Orleans, La................. 40.6 47.5 50.0 41.0 45.0 40.6 47.5 50.0 41.0 45.0 40.6 47.5 50.0 45.5 45.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 50.0 60.0 62.5 60.0 50.0 72.5 70.0 179.0 2 72.5 3 75.0 44 44 44 44 45 44 44 44 44 45 44 44 44 44 45 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 N ew York, N . Y ................. Philadelphia, P a................. Pittsburgh, P a ................... Providence, R . I ................. Richmond, V a ..................... 50.0 50.0 50.0 40.6 43.8 50.0 50.0 50.0 40.6 45.0 50.0 56.3 50.0 40.6 45.0 50.0 56.3 53.1 50.0 50.0 50.0 56.3 54.4 50.0 50.0 68.8 65.0 62.5 60.0 50.0 4 79.0 80.0 5 81.3 70.0 2 70.0 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 St. Louis, Mo....................... St. Paul, Minn..................... Salt Lake City, U tah......... San Francisco, Calif........... Seattle, W ash....................... Washington, D . C............... 50.0 47.5 62.5 62.5 62.5 45.0 50.0 47.5 62.5 62.5 62.5 45.0 50.0 47.5 62.5 62.5 62.5 45.0 50.0 50.0 62.5 66.3 62.5 50.0 50.0 50.0 62.5 67.5 62.5 50.0 60.0 60.0 75.0 70.0 75.0 62.5 75.0 70.0 81.3 87.5 87.5 87.5 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 51 44 45 44 44 44 44 51 8 44 44 44 45 45 44 44 1913 1914 1915 1916 1917 1918 1919 Rod carriers. Baltimore, M d.......... Boston, Mass............. Buffalo, N . Y ............ Chicago, 111................ Cincinnati, Ohio___ Cleveland, Ohio........ Dallas, T e x ................ Denver, Colo............. Detroit, M ich............ Indianapolis, In d __ Kansas City, Mo___ L ittle Rock, Ark___ Los Angeles, C alif... Louisville, K y .......... Memphis, T en n ........ Milwaukee, W is........ Newark, N . J ............ Now York, N . Y . . . . Omaha, N eb r............ Philadelphia, P a___ Pittsburgh, P a .......... Portland, Oreg.......... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 75.0 «45 «45 «45 «45 31.3 31.3 34.4 34.4 40.0 56.3 35.0 35.0 35.0 35.0 40.0 42.5 7 50.0 44 44 44 44 30.0 40.0 45.0 55.0 51 40.0 40.0 40.0 42.5 45.0 50.0 8 57.5 44 44 44 44 2 .5 j-50.0 65.0 42.5 42.5 42.5 42.5 /4 45 45 45 45 (45.0 2 .5 31.3 31-o 40.0 10 44 31.3 /3 57.5 48 /i«44 (35.0 35.0 35. 45.0 j-55.0 ( 48 J-1044 /25.0 30.0 j-35.0 35.0 44 44 35.0 44 (28.1 35.0 (37.5 37.5 37.5 37.5 43.8 53.1 } 65.6 44 44 44 44 (40.6 40.6 40.6 40.6 46.9 56.3 35.0 '6h. 0 40.0 j-50.0 ii 65.0 35.0 35.0 J(40.0 48 12 48 491 491 40.0 43.8 /40.0 40.0 40.0 40.0 42.5 47.5 ju 55.0 44 44 44 44 (42.5 42.5 42.5 42.5 45.0 50.0 44 44 44 37.5 37.5 45.0 45.0 47.5 50.0 is 62.5 44 50.0 30.0 40.0 [34.4 34.4 34.4 34.4 44 44 44 53.1 44 (40.6 40.6 40.6 40.6 |40.6 50.0 /35.0 35.0 35.0 35.0 |45.0 45.0 50.0 44 44 (38.0 35.0 38.0 38.0 48 48 30.0 30.0 30.0 30.0 37.5 ,50.0 50.0 44 44 44 44 J40.0 32.5 35.0 35.0 35.0 (42.5 /50.0 55.0 48 48 48 48 35.0 35.0 35.0 37.5 45.0 45.0 50.0 44 44 44 44 37.5 37.5 37.5 37.5 42.5 47.0 17 50.0 44 44 44 44 40. C 40.0 50.0 55.0 44 44 44 35.0 35.0 35.0 /25.0 70.0 44 44 (40.0 j-45.0 60.0 /25.0 25.0 25.0 30.0 30.0 45.0 | 18 60.0 r 44 44 } 44 44 (40.0 40.0 40.0 45.0 45.0 55.0 ( 4 9 491 50.0 50.0 50.0 50.0 50.0 62.5 75.0 48 48 48 48 1 Scale became 85.9 cents on Aug. 7,1919. 2 Scale became 75 cents on Aug. 1,1919. 3 Scale became 80 cents on Aug. 1,1919. 4 Scale became 85.9 cents on Aug. 1,1919. 6 Scale became 84.4 cents on Aug. 1,1919. 6 44 hours per week, November to March, inclusive. 7 Scale became 60 cents on June 1,1919. 8 48 hours per week, N ov. 16 to Mar. 14, inclusive. 8 Scale became 70 cents on July 7,1919. 10 48 hours per week, September to April, inclusive. 11 Scale became 75 cents on Sept. 1,1919. 12 44 hours per week, October to April, inclusive. 18 48 hours per week, December to February, inclusive. 14 Scale became 62.5 cents on Aug. 5,1919. 16 Seale became 68.8 cents on July 1,1919. 18 48 hours per week, November to April, inclusive. 17 Scale became 57.5 cents on July 1,1919. 18 Scale became 70 cents on June 1,191° [14821 44 44 48 48 44 44 44 13 44 44 44 44 54 44 44 44 54 44 44 44 491 44 44 44 48 44 44 44 44 50 50 44 44 48 16 44 44 44 44 44 44 44 44 44 44 48 44 48 44 44 181 M O N T H L Y LABO E REV IEW , U N IO N SCALE OF W AGES A N D H OURS OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Hod carriers—Concluded. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 /28.1 28.1 28.1 Providence, R . I ................. \30.0 30.0 30.0 j-30.0 35.0 38.0 /42. 5 47.5 47.5 47.5 47.5 St. Louis, Mo........................ \45.0 50.0 50.0 50.0 50.0 37.5 40.6 Î37.5 37.5 37.5 37.5 43.8 Salt Lake City, U tah......... \50.0 50.0 50.0 50.0 56.3 San Francisco, Calif............ 50.0 50.0 50.0 50.0 50.0 Scranton, Pa......................... 30.0 30.0 30.0 35.0 35.0 Seattle, W ash....................... 43.8 43.8 43.8 43.8 50.0 23.1 28.1 31.3 Washington, D . C............... /23.1 \28.1 28.1 j-28.1 50.0 50 50 50 50 50 50 50 50.0 45 46.9 1 62.5 j 44 44 44 44 44 44 44 55.0 65.0 40.6 60.0 44 48 44 44 56.3 } 68.8 44 44 44 44 44 44 44 62.5 62.5 J *75.0 44 44 44 44 44 44 44 35.0 = 50.0 48 48 4 44 4 44 4 44 4 44 44 62.5 44 75.0 44 44 44 44 44 40 50.0 62.5 6 45 6 45 8 45 8 45 6 45 6 45 6 45 Inside wiremen. A tlanta, Ga........... Baltimore, Md — Birmingham, A la. Boston, M ass......... Buffalo, N . Y ........ 44.5 43.8 62.5 55.0 45.0 43.8 62.5 55.0 46.9 43.8 50.0 60.0 50.0 43.8 50.0 62.5 56.3 38.9 50.0 50.0 65.0 62.5 55.0 70.0 62.5 70.0 70.0 Charleston, S. C ... Chicago, 111............ Cincinnati, Ohio. . Cleveland, O h io ... Dallas, T e x ............ 33.3 75.0 50.0 57.5 56.3 33.3 75.0 50.0 60.0 56.3 75.0 53.1 68.8 62.5 33.3 75.0 56.3 70.0 62.5 33.3 75.0 62.5 75.0 65.0 57.0 80.0 81.3 12 87.5 71.9 68.8 81.3 13 90.0 80.0 87.5 Denver, Colo.......... Detroit, M ich........ Fall River, M ass. . Indianapolis, In d . Jacksonville, F la .. 56.3 46.9 37.5 47.5 45.0 56.3 50.0 37.5 47.5 45.0 56.3 53.1 37.5 47.5 45.0 60.0 59.4 41.0 53.0 45.0 62.5 60.9 50.0 57.0 45.0 82.5 n 82.5 44 44 44 75.0 is 93) 8 48 16 48 16 48 60.0 70.0 48 48 48 67.5 72.0 16 48 16 48 16 48 65.0 85.0 48 45 45 Kansas City, M o .. L ittle Rock, Ark.. Los Angeles, Calif. Louisville, K y ----Manchester, N . H . 62.5 50.0 50. C 40.0 31.3 62.5 50.0 50.0 40.0 34.4 68.8 50.0 50.0 40.0 34.4 65.0 50.0 50.0 40.0 37.5 68.8 50.0 50.0 45.0 42.5 75.0 87.5 55.0 17 75.0 62.5 80.0 50.0 75.0 60. Ó 75.0 48 48 48 48 48 48 48 48 48 48 44 44 44 44 44 48 18 48 is 48 1848 18 48 48 44 48 48 48 48 48 48 48 44 48 44 44 44 48 Memphis, T e n n ... Milwaukee, W is .. Minneapolis, Minn Newark, N . J ........ New H aven, Conn 45.0 45.0 50.0 56.3 50.0 50.0 50.0 62.5 50.0 50.0 56.3 62.5 50.0 50.0 56.3 62.5 44.5 56.3 56.3 56.3 62.5 50.0 62.5 19 75.0 56.3 75.0 68.8 so 68.8 68.8 21 75.0 60.0 75.0 48 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 New Orleans, L a .. New York, N . Y . . Omaha, N ebr........ Philadelphia, P a .. Pittsburgh, P a___ 45.0 56.3 50.0 45.0 57.5 50.0 60.0 50.0 45.0 57.5 50.0 60.0 50.0 45.0 57.5 50.0 60.0 57.5 50.0 62.5 50.0 65.0 57.5 56.3 62.5 56.3 22 70.0 65.0 75.0 70.0 87.5 65.0 8 75.0 68.8 22 75.0 48 44 44 44 48 48 44 44 44 48 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 75.0 70.0 80.0 7 77.5 8 70.0 54 48 44 44 48 54 48 48 48 48 44 44 44 44 44 44 44 44 48 9 48 9 48 9 48 54 44 44J 48 44 54 44 44i 44 44 1 Scale became 70 cents on July 1,1919. 2 Scale became 87.5 cents on June 10,1919. * Scale became 56 cents on Aug. 2,1919. 4 48 hours per week, October to April, inclusive, s 44£ hours per week, October to April, inclusive. 8 44 hours per week, August to December, inclusive. * Scale became 90 cents on June 30,1919. 8 Scale became 80 cents on June 1,1919. 9 44 hours per week, June to August, inclusive. »o 491 hours per week, June 15 to Sept. 15. u 44 hours per week, June 15 to Sept. 15. i* Scale became 81 on Sept. 22,1919. 1« Scale became $1 on July 1,1919. 1« Scale became 87.5 cents on July 15,1919. is Scale became 81 on Oct. 1,1919. n 44 hours per week, June to September, inclusive. 1» Scale became 87.5 cents on June 1,1919. 18 44 hours per week, July to September, inclusive, is Scale became ,80 cents on June 28,1919. 29 Scale became 81.3 cents on June 1,1919. Scale became 87.5 cents on July 1,1919. 22 Scale became 90 cents on June 1,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1483] 44 44J 44 44 1054 1054 n 44 44 44J 441 44 44 44 44 44 48 44 44 48 44 44 44 44 48 48 648 44 44 44 44 44 44 44 44 48 n 44 441 44 44 48 44 44J 44 44 44 44 44 44 48 44 44 44 44 44 182 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OF W AGES A N D H O U R S OF L A BO R , 1913 TO 1919,B Y OCCUPATIONS—Contd. Inside wiremen—Concluded. Hours per week. R ate per hour (cents). City. 1913 1914 1915 1916 1917 .1918 1919 Portland, Oreg..................... Providence, R . I ................. Richmond, V a ..................... St. Louis, M o....................... St. Paul, M inn.................... 56.3 43.8 43.8 65.0 46.9 56.3 50.0 43.8 70.0 50.0 56.3 50.0 43.8 75.0 53.1 56.3 50.0 43.8 75.0 56.3 56.3 55.0 50.0 75.0 62.5 72.2 60.0 60.0 75.0 68.8 Salt Lake City, U ta h ......... San Francisco, Calif........... Scranton, I'a........................ Seattle, W ash....................... Washington, D . C............... 56.3 62.5 46.9 62.5 55.0 56.3 62.5 46.9 62.5 60.0 62.5 62.5 46.9 62.5 60.0 62.5 62.5 50.0 62.5 60.0 62.5 75.0 60.0 75.0 60.0 75.0 4 87.5 75.0 5 87.5 62.5 75. C 87.5 100.0 75.0 100.0 80.0 170.0 75.0 2 87.5 8 68.8 1913 1914 1915 1916 1917 1918 1919 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 40 44 Linotype operators: Booh and job. A tlanta, Ga.......................... Baltimore, M d..................... Birmingham, A la............... Boston, Mass........................ Buffalo, N . Y ....................... Chicago, 111........................... Cincinnati, Ohio................. Cleveland, Ohio................... Dallas, T e x ........................... 46.9 46.9 54.5 47.9 50.0 46.9 46.9 54.5 47.9 50.0 37.5 37.5 50.0 50.0 50.0 49.0 52.1 52.1 53.8 53.8 53.8 7 12.5 ^ 12.5 712.5 37.5 50.0 52.1 53.8 712.5 43.8 46.9 52.5 45.8 50.0 46.9 46.9 52.5 47.9 50.0 46.9 50.0 57.3 54.2 59.4 6 46.9 60.4 57.3 59.4 59.4 48 48 48 48 46 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 50.0 50.0 50.0 60.2 54.2 54.2 62.5 62.5 7 12.0 7 12.0 50.0 77.9 58.3 68.8 7 12.0 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 69.8 . 48 50.0 48 70.8 48 54.2 48 48 41.7 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 46.9 50.0 57.3 50.0 53.1 54.2 54.2 54.2 54.2 54.2 55.0 55.0 55.0 55.0 60.5 45.8 Indianapolis, In d ................ 50.0 50.0 50. Ò 50.0 56.3 Jacksonville, F la................. 43.8 52.1 52.1 52.1 53.1 D enver, Colo........................ Detroit, M ich....................... 59.4 60.5 46.9 56.3 53.1 65.6 85.0 46.9 8 60.4 58.3 Kansas City, M o................. L ittle Rock, Ark................. Los Angeles, Calif............... Louisville, K y ..................... Manchester, N . H ............... 55.2 50.0 58.3 49.0 35.4 55.2 50.0 60.4 50.0 35.4 57.3 50.0 60.4 50.0 35.4 57.3 50.0 60.4 50.0 35.4 57.3 50.0 60.4 50.0 37.5 62.5 50.0 62.5 52.1 39.6 Memphis, T en n ................... Milwaukee, W is................... Minneapolis, M inn............. Newark, N . J ....................... N ew Haven, Conn.............. 62.5 47.9 50.0 47.9 45.8 62.5 50.0 50.0 47.9 45.8 56.3 52.1 50.0 47.9 45.8 56.3 52.1 50.0 50.0 45.8 56.3 54.2 52.1 50.1 45.8 68.8 56.3 60.4 54.2 52.1 8 61.5 72.9 56.3 45.8 1« 45.8 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 N ew York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a ................. Pittsburgh, P a..................... 54.2 50. C 43.8 47.9 54.2 50.1 45.8 50.0 53.3 54.2 53.1 45.8 50.0 53.3 54.2 53.1 45.8 52.1 53.3 54.2 53.1 47.9 52.1 53.3 53.3 75.0 58.3 68.8 53.1 54.2 1164.6 56.3 68.8 48 48 48 48 48 48 48 48 45 48 48 48 48 45 48 48 48 48 45 48 48 48 48 45 48 48 48 48 45 48 48 48 48 Portland, Oreg..................... Providence, R . I ................. Richmond, V a ..................... St. Louis, M o....................... St. Paul, M inn..................... 65.6 47.9 41.7 50. C 50.0 65.6 47.9 41.7 50.0 50.0 65.6 47.9 45.8 50.0 50.0 05.6 47.9 45.8 52.1 50.0 65.6 47.9 45.8 54.2 52.1 68.8 100.0 54.2 52.1 54.2 45.8 59.6 12 63.8 52.1 »61.5 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 48 Salt Lake, U ta h .................. San Francisco, Calif........... 56.3 56.3 56.3 64. A 64.4 64.4 45. f 45.8 45.8 75.0 50.0 50.0 50.0 56.3 65. C 45. ê 75.0 50.0 56.3 65.1 50.0 78.6 56.3 64.6 56.3 68.8 H 68.8 50.1 1» 54.2 I6g5.7 is 107.1 56.3 75.0 48 45 48 48 is 48 1*48 1* 48 13 48 13 48 48 45 45 48 48 48 48 48 48 48 48 48 42 42 42 42 42 48 48 48 48 17 48 48 Washington, D . C. . . . . . . . 1 Scale became 85 cents on Sept. 1,1919. 2 Scale became SI on July 15,1919. * Scale became 81.3 cents on June 1, 1919. 4 Scale became SI on Aug. 1,1919. 6 Scale became SI on July 19,1919. e Scale became 50 cents on May 28,1919. ’ Per 1,000 ems nonpareil. 8 Scale became 08.8 cents on July 21,1919. * Scale became 70 cents on June 1,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 48 i° Scale became 46.9 cents on July 1,1919. 11 Scale became 85.4 cents on Sept. 1,1919. n Scale became 67.9 cents on June 1,1919. is 45 hours per week, June to August, inclusive, u Scale became 81.3 cents on July 26,1919. is Scale became 60.4 cents on July 1,1919. '« For machinist operators. n 44 hours per week, June to September, inclusive. [1484] 183 M O N T H L Y LABO R REV IEW . U N IO N SCALE OF W AGES A N D H OURS OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Linotype operators, dayworlc: Newspaper. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1913 1914 1915 1916 1917 1918 1919 Atlanta, Ga........................... Baltimore, M d..................... Birmingham, A la ................ Boston, M ass....................... Buffalo, N . Y ....................... 18.5 53.6 52.5 63.0 50.0 Charleston, S. C.................. Chicago, 111............................ Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T e x ........................... 1 9.0 19.0 19.0 19.0 19.0 19.0 19.0 4 39 4 39 3 39 *39 3 39 *39 *39 5 50.0 5 50.0 «50.0 «50.0 «50.0 7 53.0 8 64.0 48 48 45 45 45 4 45 4 45 52.1 54.2 56.3 56.3 56.3 56.3 87.5 9 47$ 48 48 48 48 48 48 53.8 53.8 53.8 53.8 62.5 62.5 10 68.8 48 48 48 48 48 48 48 112.5 112.5 1 12.5 112.0 1 12.0 U 2.0 1 12.0 39 39 n 39 1139 11 39 » 3 9 » 3 9 Denver, Colo......................... Detroit, M ich....................... Fall River, M a ss................ Indianapolis, I n d ................ Jacksonville, F la ................. 63.3 55.0 45.8 50.0 i 9.0 63.3 55.0 45.8 50.0 52.1 63.3 55.0 45.8 50.0 52.1 63.3 55.0 45.8 50.0 52.1 63.3 60.5 45.8 56.3 52.1 72.7 72.7 60.5 74.5 46.9 50.0 56.3 is 60.4 55.2 58.3 45 48 48 48 45 45 45 45 48 1248 1248 48 48 48 48 48 48 48 1*48 1*48 48 48 48 45 48 48 48 48 45 48 48 48 48 Kansas City, Mo.................. L ittle Rock, Ark................. Los Angeles, Calif............... Louisville, K y ...................... Manchester, N . H . ............ 59.4 19.5 62.2 49.0 35.4 59.4 65.0 64.4 50.0 35.4 59.4 65.0 64.4 50.0 35.4 59.4 65.0 64.4 50.0 35.4 59.4 65.0 66.7 54.2 37.5 59.4 65.0 66.7 54.5 39.6 48 42 45 48 48 48 42 45 48 48 48 42 45 48 48 48 42 45 48 48 48 42 45 48 48 48 42 45 48 48 Memphis, T en n................... Milwaukee, W is................... Minneapolis, M inn.............. Newark, N . J ............................ N ew Haven, Conn.............. 19.5 19.5 19.5 45.8 47.9 50.0 1 10.0 i 10.0 i 10.0 60.9 60.9 60.9 46.9 46.9 47.9 *45 3 45 *45 48 48 48 48 48 48 46 46 46 48 48 48 3 45 N ew York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a ................. Pittsburgh, P a..................... Portland, Oreg..................... Providence, R . I ................. Richmond, V a ..................... St. Louis, M o....................... St. Paul, Minn..................... Salt Lake City, U tah.......... San Francisco, Calif............ Scranton, P a......................... Seattle, W ash....................... Washington, D . C............... 66.7 50.0 45.8 55.0 68.3 18.5 57.1 53.0 63.0 50.0 1919 18.5 59.5 54.5 63.0 50.0 66.7 50.0 45.8 60.0 68.3 66.7 53.1 45.8 60.0 68.3 47.9 47.9 41.7 41.7 1 11.0 ill.O 54.5 54.5 i 10.0 110.0 50.0 45.8 ill.O 54.5 64.4 47.9 75.0 60.7 64.4 47.9 75.0 60.7 18.5 59.5 55.5 63.0 50.0 18.5 61.9 56.5 68.0 53.1 28.5 48 65.5 42 67.5 3 42 83.0 4 42 65.6 48 18.5 61.9 57.5 68.0 59.4 68.8 78.6 75.6 62.5 41.7 19.5 «45 19.5 19.5 19.5 56.3 48 50.0 54.2 56.3 110.0 110.0 1 10.0 1 10.0 48 60.9 63.0 69.6 76.1 46 47.9 50.0 50.0 50.0 48 48 42 45 48 48 45 48 48 46 48 3 45 *45 48 48 48 48 46 46 48 48 45 48 48 48 45 45 45 45 45 45 45 48 48 48 48 48 48 48 48 48 48 48 48 *45 *45 *45 1 45 *45 *45 45 45 45 45 45 45 50.0 50.0 52.1 66.7 48 45.8 45.8 56.3 66.7 48 1 11.0 111.5 U 1.5 1 11.5 i«39 54.5 54.5 63.0 63.0 48 110.0 110.0 »10.0 110.0 1 1 1 .0 48 48 48 48 48 48 48 48 48 48 48 48 48 i*39 i* 39 ‘*39 1* 42 l* 42 1*42 48 48 48 u 48 48 48 16 48 16 48 16 48 16 48 16 48 1« 48 69.0 47.9 75.0 60.7 66.7 53.1 45.8 60.0 68.3 69.0 47.9 75.0 60.7 66.7 53.1 45.8 61.0 68.3 69.0 52.1 78.6 60.7 71.1 96.7 53.1 68.8 52.1 66.7 65.0 14 77.0 72.7 100.0 48 48 48 48 48 48 42 42 42 42 42 42 3 42 3 42 3 42 8 42 3 42 3 42 4 42 4 42 4 42 5 42 * 42 *42 48 48 48 48 48 48 68.9 52.1 80.1 69.8 75.6 60. 4 100.0 17 92.9 45 48 42 42 45 48 42 42 42 48 42 42 42 48 42 42 42 48 42 42 45 48 42 42 45 48 42 42 1 Per 1,000 ems nonpareil. 2 Per 1,000 ems nonpareil. Scale became 9 cents per 1,000 ems, on July 1,1919. * Minimum; maximum, 8 hours per day, 48 per week. 4 Hours actually worked; minimum, 6 hours per day, 36 per week; maximum, 8 hours per day, 48 per week. 6 Minimum 6, maximum, 8 hours per day. 6 For 3,500 ems per hour; 55 cents lor 4,500 ems, and 1 cent for each 100 ems over 4,500 per hour. 7 For 3,500 ems per hour; 58 cents for 4,500 ems, and 1 cent for each 100 ems over 4,500 per hour. 8 For 3,500 ems per hour; 70 cents for 4,500 ems, and 1 cent for each 100 ems over 4,500 per hour. 8 Work 47§ hours, paid for 48. 10 Scale became 79.4 cents on June 11,1919. 11 Maximum; minimum, 5J hours per day, 33 per week. 12 Maximum; minimum, 7 hours per day, 42 per week. 18 Scale became 68.8 cents on July 21,1919. 14 Scale became 87.5 cents per hour, and 8 hours per day on Sept. 1,1919. 18 Minimum; maximum, 7 | hours per day, 46 per week. 14 Maximum; minimum, 6J hours per day, 39 per week. 17 Scale became 70.8 cents on July 1,1919'. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1485] 184 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OF W AGES A N D H O U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Machinists, manufacturing shops. Hours per week. Rate per hour (cents). Oity. 1913 1914 1915 1916 1917 1918 Atlanta, Ga........................... 35.0 35.0 35.0 35.0 40.0 (47.0 Baltimore, M d.......... .......... 33.3 37.5 37.5 37.5 \65.0 (35.0 j i o . o 45.0 47.5 Birmingham, A la ................ 35.0 CO. 0 (38.9 ‘38.9 28.0 35.0 j>50.0 Boston, Mass......................... \43.8 43.8 42.0 42.0 Buflalo, N . Y ....................... 37.5 37.5 37.5 40.0 40.0 36.1 38.9 42.8 (41.7 41.7 |46.9 55.0 Chicago, 111............................ 39.0 \4 3 .5 43.5 (25.0 25.0 j-32.5 35.0 42.0 Cincinnati, Ohio.................. \35.0 35.0 Cleveland, Ohio................... 33.3 33.3 35.0 45.0 45.0 40 0 40 0 42.0 42.0 1919 54 } 60 \( 60 54 48 54 } 60 \( 60 ( 48 48 65.0 \ 54 54 54 54 73.0 i 73.0 48 54 \( 54 80.0 70.0 55.0 62.0 } 75.0 68.8 60.0 68.0 55.0 55.0 59.0 65.0 42.0 60.0 Denver, Colo......................... 40.0 40.0 40.0 40.0 42.5 52.0 (42.0 72.5 Detroit, M ich....................... 39.0 39.0 39.0 40.0 \47.0 75.0 | 47.5 62.5 Jacksonville,' F la ................. 36.5 36.5 36.6 38.0 40.0 65.0 Kansas City, M o.................. 37.0 40.0 40.0 50.0 50.0 75.0 L ittle Rock, Ark................. 42.5 42.5 Memphis, T en n................... 40.0 42.0 33.5 33.5 Newark, N . J ....................... 36.1 36.1 (33.3 33.3 N ew Haven, Conn.............. \35.0 35.0 N ew Orleans, La................. 38.9 38.9 (38.2 38.2 N ew York, N . Y ................. \40.6 40.6 Omaha, N ebr....................... 40.0 40.0 Philadelphia, P a ................. Portland, Oreg..................... Richm ond, V a ..................... St. Louis, Mo....................... St. Paul, M inn..................... Salt Lake City, Utah......... San Francisco, Calif............ Seattle, W ash....................... W ashington, D . C............... 33.3 45.0 35.5 33.0 33.5 44.0 43.8 45.0 40.6 33.3 45.0 35.5 37.0 (33.5 \35.0 44.0 43.8 45.0 40.6 42.5 42.0 33.5 36.1 1913 1914 1915 1916 1917 1918 1919 38.9 43.8 50.0 68.8 38.2 jd6. 9 56.3 (73.0 40.6 182.0 (45.0 |60.0 40.0 40.0 \50.0 (65.0 35.0 45.0 48.0 \72.5 45.0 45.0 50.0 75.0 (37.5 J-57.0 35.5 35.5 \51.0 37.0 37.0 44.0 60.0 }35.0 40.0 40.0 40.0 43.0 43.0 56.3 62.5 43.8 50.0 50.0 72.5 45.0 45.0 50.0 75.0 (40.6 40.6 50.0 57.5 \50.0 50.0 55.0 68.0 54 54 54 48 48 48 60 50 54 54 54 48 | 54 52* 54 48 54 54 54 50 45 j* 45 54 50 48 54 \( 54 } 54 54 1 54 54 48 48 2 48 48 45 54 48 44 48 50 48 50 48 50 44 54 54 50 \( 50 55 54 50 55 54 54 54 48 51 50 55 50 54 48 48 50 55 48 54 48 48 50 55 48 3 48 48 54 54 59 54 54 59 54 54 54 54 54 54 59 59 54 \( 48 54 54 54 } . . . . 48 59 54 48 54 48 54 48 54 48 54 48 j50 48 54 48 51 54 54 48 51 54 48 48 54 48 55 54 54 59 48 48 48 48 54 54 48 48 55 55 54 54 54 59 } 54 48 54 48 48 48 48 48 48 48 48 48 ( 44 l 48 54 54 48 48 48 48 54 \( 48 54 54 54 44 48 48 48 ( 48 55 \ 55 } 50 48 54 54 48 48 48 54 54 54 44 54 48 48 44 48 48 3 48 48 44 48 48 48 48 48 48 60 54 54 54 54 60 54 54 /\ 54 54 55 54 54 52* 54 54 68.0 85.0 70.0 80.0 75.0 54 50 54 54 54 54 80.0 73.0 90.0 5 70.0 72.0 } 80.0 80.0 75.0 70.0 ( 72.5 \ 75.0 80. C 80.0 68.8 | 78.0 * 60 48 48 50 48 50.0 60.0 70.0 42.5 45.0 60.0 . 68.0 42.0 50.0 55.0 71.5 40.0 40.0 72.5 (40.0 40.0 45.0 65.0 | \45.0 45.0 55.0 75.0 42.5 50.0 60.0 60.0 /\ 60 48 54 48 51 54 48 } 48 48 48 48 48 43 Molders, iron. A tlanta, Ga........................... Baltimore, M d..................... Birmingham, A la ................ Boston, Mass......................... Buffalo', N . Y ....................... 35.0 36.1 36.1 38.9 36.1 35.0 36.1 36.1 38.9 36.1 35.0 36.1 36.1 38.9 36.1 35.0 36.1 36.1 44.4 41.7 41.7 46.9 (36.1 \37.5 50.0 47.2 50.0 68.8 44.4 72.0 58.3 58.3 70.0 60 68.8 54 70.0 } 54 72.0 54 558.3 7 58.3 54 60 54 54 54 54 1 Seale became 80 cents on June 1,1919. 2 44 hours per week, June to September, inclusive. 8 44 hours per week, June to August, inclusive. 4 Scale became 80 cents on Sept. 1,1919. 6 Scale became 75 cents on July 1,1919. 8 Scale became 64.4 cents on July 1, 1919. 7 Scale became 75 cents per hour and 44 hours per week on Sept. 1,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [I486] 54 48 54 60 54 54 54 48 54 j60 54 54 54 48 48 54 754 185 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OF W AGES A N D H O U R S OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Molders, iron—Concluded. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 Chicago, 111............................ Cincinnati, O h io ................. Cleveland, Ohio................... Denver, Colo......................... Detroit, M ich....................... 44.4 36.1 38. £ 44.4 38.9 44.4 38.9 38.9 44.4 38.9 44.4 38.9 38.9 44.4 38.9 50.0 44.4 38.9 44.4 44.4 56.3 44.4 44.4 50.0 50.0 68.8 55.5 61.1 59.4 61.1 80.0 58.3 i 61.1 4 75.0 80.0 54 54 54 54 54 2 54 54 54 54 54 Fall River, Mass.................. Indianapolis, In d ................ Kansas City, M o.................. L ittle Rock, A rk ... Louisville, K y ..................... 33.3 36.1 40.0 38.9 33.3 36.1 40.0 38.9 33.3 36.1 40.0 38.9 36.1 38.9 45.0 38.9 41.7 44.4 50.0 41.7 30.0 50.0 55.6 60.0 44.4 45.0 65.6 655.6 67.5 68.0 45.0 54 54 54 54 Memphis, T en u................... Minneapolis, M inn.............. Newark, N . J ....................... N ew Orleans, La__ N ew York, N . Y ................. 38.9 36.7 38.9 36.1 38.9 40.0 38.9 38.9 36.1 41.7 40.0 38.9 38.9 36.1 41.7 40.0 38.9 41.7 38.9 41.7 40.0 44.4 47.2 50.0 47.2 56.0 55.6 55.6 62.5 52.8 68.0 72.5 75.0 80.0 75.0 Omaha, N ebr..................... Philadelphia, P a ................. Pittsburgh, P a..................... Portland, Oreg.................... Providence, R . I ................. 36.7 36.1 44.4 41.7 30.6 40.0 38.9 44.4 (37.5 \41.7 30.6 40.0 38.9 44.4 W .7 40.0 44.4 44.4 41.7 30.0 45.0 50.0 50.0 56.3 40.0 55.6 68.8 65.6 72.5 40.0 Richmond, V a ..................... St. Louis, Mo....................... St. Paul, Minn..................... Salt Lake City, U tah.......... 33.3 38.9 38.9 41.7 33.3 38.9 38.9 41.7 33.3 38.9 38.9 41.7 33.3 41.7 42.8 44.4 47.2 50.0 47.2 56.3 58.3 61.1 55.6 62.5 San Francisco, Calif............ 50.0 50.0 50.0 50.0 Scranton, Pa......................... 25.0 27.5 27.5 27.5 Seattle, W ash....................... 44.4 44.4 44.4 44.4 Washington, D . C............... 30.6 30.6 34.4 53.1 38.9 56.3 43.8 72.5 /55.6 \58.3 '82.5 68.8 1913 1914 1915 1916 1917 1918 1919 54 54 2 54 54 54 48 54 2 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 60 54 54 54 54 54 48 54 48 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 48 54 54 54 54 48 54 54 48 48 48 48 6 68.0 68.8 75.0 87.5 71.9 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 ■>54 54 54 54 48 54 48 48 48 48 44 55 55 54 48 48 48 55 44 70.0 75.0 72.5 75.0 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 54 48 54 54 54 48 54 48 48 48 80.0 48 65.0 } 60 71.9 87.5 54 68.8 48 60 54 54 48 60 54 54 48 60 54 48 48 8 48 54 54 48 4S 48 48 44 48 44 48 »53 » 53 »53 »53 »53 48 48 48 48 48 48 44 48 48 48 48 44 44 44 44 44 40 40 40 48 48 u 48 1148 1148 12 48 44 44 44 40 12 48 48 48 48 54 54 54 54 3 50 3 50 48 48 48 54 54 48 Painters. Atlanta, Ga.......................... Baltimore, M d..................... Birmingham, A la............... Boston, Mass........................ Buffalo, N . Y ....................... 33.3 33.3 33.3 37.5 37.5 37.5 45.0 45.0 45.0 50.0 j-55.0 50.0 /155.0 43.8 46.9 46.9 33.3 37.5 45.0 60.5 46.9 36.1 43.8 50.0 62.5 50.0 Charleston, S. C................... Chicago, 111............................ Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T e x ..................... . 25.0 65.0 50.0 50.0 50.0 25.0 70.0 50.0 50.0 50.0 25.0 70.0 50.0 50.0 50.0 25.0 70.0 55.0 55.0 50.0 50.0 25.0 /31.3 \50.0 65.0 72.5 75.0 87.5 55.0 60.0 62.5 55.0 67.5 is 75.0 60.0 70.0 87.5 Denver, Colo......................... Detroit, Mich....................... F all River, Mass................. Indianapolis, In d ................ Jacksonville, F la ................. 50.0 45.0 37.5 47.5 37.5 50.0 45.0 37.5 50.0 37.5 50.0 45.0 37.5 50.0 37.5 55.0 50.0 41.0 50.0 37.5 62.5 60.0 41.0 55.0 45.0 68.8 70.0 55.0 55.0 50.0 Kansas City, Mo................. L ittle Rock, Ark................. Los Angeles, Calif............... Louisville, K y ..................... Manchester, N . H ............... 60.0 50.0 43.8 45.0 60.0 50.0 43.8 50.0 31.3 60.0 50.0 43.8 50.0 31.3 60.0 65.0 43.8 50.0 37.5 60.0 55.0 50.0 50.0 37.5 1 Scale became 75 cents on June 1,1919. 2 491 hours per week, June to August, inclusive. 8 54 hours per week, November to April, inclusive. 4 Scale became 80 cents on June 15,1919. • Scale became 75 cents on Sept. 1,1919. 6Scale became 72.5 cents on June 15,1919. 1 49J hours per week, May 19 to September 15. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 50.0 60.0 56.3 68.8 62.5 75.0 75.0 « 82.5 56.3 62.5 } 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 /1 44 44 44 44 48 48 44 44 44 44 48 48 44 44 44 44 85.0 80.0 62.5 70.0 75.0 44 4S 44 44 48 44 48 44 44 48 44 48 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 70.0 14 82.5 60.0 80.0 56.3 75.0 50.0 62.5 50.0 62.5 44 48 48 48 44 48 48 48 48 44 48 48 48 48 44 44 48 48 4S 44 44 48 48 48 44 44 44 48 44 44 44 44 44 44 B44 hours per week, June to August, inclusive, » Work 53 hours, paid for 54. 10 Scale became 90 cents on June 30,1919. u 44 hours per week, June to August, inclusive. i2 44 hours per week, July to March, inclusive, is Scale became 80 cents on Oct. 1,1919. 11 Scale became 87.5 cents on Sept. 1,1919. [1487] 186 M O N T H L Y LABOR REV IEW , U N IO N SCALE OF W AGES AN D H O U R S OF LA BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Painters—Concluded. R ate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 Memphis, T en n................... Milwaukee, W is........... ....... Minneapolis, M inn.............. Newark, N . J ....................... New Haven, Conn.............. 50.0 50.0 50.0 44.0 40.9 52.5 50.0 50.0 44.0 40.9 52.5 50.0 50.0 44.0 40.9 52.5 50.0 55.0 46.9 40.9 60.0 55.0 55.0 50.0 45.5 62.5 60.0 62.5 62.5 53.1 N ew Orleans, La................. New York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a ................. Pittsburgh, P a..................... 40.0 50.0 50.0 42.5 55.0 40.0 50.0 50.0 42.5 56.3 40.0 50.0 50.0 42.5 58.1 40.0 62.5 55.0 42.5 58.1 40.0 62.5 62.5 45.0 65.0 Portland, Oreg..................... Providence, R. I ................. Richmond, V a ..................... St. Louis, Mo....................... St. Paul, Minn..................... 50.0 45.5 37.5 57.5 50.0 50.0 45.5 30.6 60.0 50.0 50.0 45.5 30.6 62.5 50.0 50.0 45.5 30.6 62.5 55.0 Salt Lake City, U tah......... San Francisco, Calif............ Scranton, P a......................... Seattle, W ash....................... Washington, D . C............... 56.3 56.3 40.0 56.3 50.0 56.3 59.4 40.0 56.3 50.0 56.3 62.5 42.5 56.3 50.0 62.5 62.5 45.0 56.3 50.0 1919 1913 1914 1915 1916 1917 1918 1919 75.0 70. C 70.0 75. C 62.5 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 50.0 65.0 62.5 i 75.0 62.5 2 75.0 60.0 75.0 67.5 87.5 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 144 44 44 44 50.0 50.0 37.5 62.5 55.0 70.0 62.5 50.0 75.0 62.5 90.0 62.5 60.0 75.0 70.0 48 44 48 44 44 44 44 54 44 44 44 44 54 44 44 44 44 54 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 75.0 62.5 50.0 65.0 56.3 75.0 75.0 50.0 75.0 75.0 90.0 3 87.5 * 65.0 6 90.0 6 75.0 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 40 44 44 44 44 40 44 7 60.0 87.5 75.0 8 80.0 9 85.0 53 53 53 53 44 44 44 44 44 44 44 44 44 41 44 40 48 i° 44 10 44 1044 53 44 44 40 44 49* 44 44 40 44 49* 44 44 40 44 53 n 53 n 44 44 44* 44* 44 44 44 44 53 u 44 44* 44 44 53 a 44 44* 44 44 53 44 44* 44 44 48 44 44* 44 44 48 44 44* 44 44 44 44 44 44* 48 44 44 44 44* 48 44 44 44 44* 44 44 44 44 44* 44 Plasterers. A tlanta, Ga................. Baltimore, M d............ Birmingham, A la ___ Boston, Mass............... Buffalo, N . Y ............. 45.0 62.5 62.5 65.0 60.0 45.0 62.5 62.5 65.0 60.0 45.0 62.5 62.5 65.0 60.0 45.0 62.5 62.5 70.0 60.0 45.0 68.8 62.5 70.0 65.0 Charleston, S. C.......... Chicago, 111..... ............ Cincinnati, Ohio........ Cleveland, Ohio.......... Dallas, T ex .................. 40.0 75.0 68.8 62.5 75.0 40.0 75.0 75.0 62.5 87.5 40.0 75.0 75.0 68.8 87.5 40.0 75.0 75.0 68.8 87.5 40.0 75.0 75.0 75.0 87.5 50.6 75.0 a 81.3 12 87.5 87.5 75.0 85.0 90.0 100.0 112.5 Denver, Colo............... Detroit, M ich.............. Fall River, Mass........ Indianapolis, In d ___ Jacksonville, F la ........ 75.0 68.8 55.0 62.5 56.3 75.0 68.8 60.0 65.0 62.5 75.0 68.8 60.0 68.8 62.5 75.0 68.8 60.0 68.8 56.3 87.5 75.0 65.0 72.0 56.3 87.5 13 87.5 75.0 H 87.5 75.0 85.0 75.0 87.5 68.8 15 75.0 44 44 48 44* 48 44 44 48 441 48 44 44 48 44* 48 Kansas City, Mo........ L ittle Rock, Ark........ Los Angeles, Calif___ Louisville, K y ............ Manchester, N . H ___ 75.0 62.5 75.0 65.0 50.0 75.0 62.5 75.0 65.0 50.0 75.0 62.5 75.0 65.0 50.0 75.0 62.5 75.0 65.0 60.0 75.0 75.0 62.5 65.0 60.0 87.5 100.0 75.0 87.5 75.0 87.5 70.0 77 75.0 75.0 90.0 44 48 44 44 48 44 48 44 44 44 44 48 44 44 44 50.0 72.0 62.5 70.0 70.0 Memphis, Term. . . . . . Milwaukee, W is.......... Minneapolis, M inn. . . Newark, N . J .............. New Haven, Conn. . . 44 16 4 4 75.0 75.0 75.0 75.0 75.0 87.5 87.5 44 44 44 65.0 65.0 65.0 65.0 65.0 70.0 87.5 44 44 44 70.0 70.0 70.0 70.0 75.0 75.0 90.0 44 44 44 65.0 65.0 65.0 70.0 75.0 75.0 87.5 44 44 44 44 82.5 44 44 60.0 60.0 60.0 60.0 65.0 70.0 1 Scale became $1 per hour and 40 hours per week on Aug. 15,1919. 2 Scale became 87.5 cents on June 15,1919. 3 Scale became $1 on July 28,1919. 4 Scale became 70 cents on Sept. 1,1919. 6 Seale became $1 on June 15,1919. 6 Scale became 90 cents on Sept. 2,1919. 7 Scale became 70 cents on Oct. 1,1919. 8 Scale became 90 cents on June 30,1919. 9 Scale became 95 cents on Sept. 1,1919. 10 48 hours per week, N ov. 16 to Mar. 15. 11 Work 53 hours, paid for 54. 15 Scale became $1 on July 1,1919. 13 Scale became SI on Aug. 1,1919. 74 Seale became SI on June 1,1919. ** Scale became 87.5 cents on Sept. 3,1919. 48 hours per week, October to March, Inclusive. 77 Scale became 87.5 cents on June 21, 1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1488] 44 44 44 44 44 44 44 44 44 44 i6 44 io 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 16 4 4 44 44 44 44 44 44 44 44 187 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OF W AGES A N D HOURS OF LABOR, 1913 TO 1919, B Y OCCUPATIONS—Contd. Plasterers—Concluded. R ate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 N ew Orleans, La................. New York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a ................. Pittsburgh, P a ..................... 62.5 68.8 75.0 62.5 62.5 62.5 68.8 75.0 62.5 68.8 75.0 93.8 87.5 1 80.0 2 85.0 48 44 44 44 44 48 44 44 44 44 48 44 44 40 44 48 44 44 40 44 45 44 44 40 44 45 44 44 40 44 45 44 44 40 44 Portland, Oreg..................... Providence, R . I ................. Richmond. V a ..................... St. Louis, Mo....................... St. Paul, Minn..................... 75.0 62.5 37.5 75.0 62.5 75.0 75.0 75.0 75.0 87.5 3 100.0 62.5 62.5 62.5 68.8 68.8 80.0 * 62.5 75.0 75.6 75.0 75.0 87.5 100.0 62.5 62.5 70.0 70.0 75.0 90.0 44 44 48 44 44 44 44 44 44 44 44 44 40 44 40 44 44 44 44 44 44 44 44 44 44 44 40 44 44 44 Salt Lake City, U tah......... San Francisco, Calif............ Scranton, P a ......................... Seattle, W ash..................... Washington, D . C............... 75.0 87.5 55.0 75.0 62.5 75.0 87.5 55.0 75.0 62.5 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 40 44 40 44 44 40 44 40 44 44 40 44 40 44 44 40 44 40 44 8 60.0 8 62.5 65.0 57.5 35.0 44 44 45 48 44 44 44 45 48 44 44 44 45 44 40 44 45 44 40 44 45 44 40 44 45 44 4&I 40 44 45 44 48 43.8 50.0 59.4 68.8 43.8 50.0 50.0 75.0 42.5 45.0 50.0 i° 55. 0 38.0 45.0 50.0 55.0 68.8 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 50.0 68.8 75.0 62.5 71.9 75.0 87.5 60.0 75.0 62.5 50.0 75.0 75. C 65.0 75.0 75.0 87.5 65.0 75.0 62.5 62.5 75.0 75.0 70.0 75.0 87.5 87.5 65.0 87.5 70.0 62.5 75.0 80.0 75.0 75.0 87.5 6 100.0 100.0 112.5 70.0 «80.0 100.0 112.5 70.0 i 87.5 1913 1914 1915 1910 1917 1918 1919 Plasterers' laborers. Boston, M ass........................ Chicago, 111............................ Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T ex........................... (40. 0 141.5 48.0 45.1 35.1 30. C 40.0 41.5 W .5 50.0 50.0 45.1 45.1 35.1 35.0 35.0 Denver, Colo......................... 43.8 43.8 43.8 Detroit, M ich....................... 37.5 43.1 43.8 Indianapolis, I n d ................ Jacksonville, F la .................. Kansas City, Mo.................. 37.5 45.0 45.0 Los Angeles, Calif......... Louisville, K y ...................... Memphis, T en n ................... Milwaukee, W is................... Minneapolis, M inn.............. 61.4 38.0 32.5 32.5 40.6 56.3 38.0 37.5 35.0 40.6 Newark, N . J ....................... N ew Orleans, L a ................. N ew York, N . Y ................. Philadelphia, P a ................. Pittsburgh, P a .................... 22.5 40.6 43.8 40.0 22.5 40.6 43.8 40.0 45.0 50.0 45.1 35.0 45.0 50.0 45.0 45.0 50.0 56.3 50.0 55.0 35.0 44 44 44 44 44 44 75.0 55.0 50.0 55.0 60.0 44 44 44 48 48 44 44 44 48 44 44 44 44 44 44 44 48 44 48 44 48 44 44 44 44 44 44 44 48 »44 44 44 45.0 50.0 35.0 28.3 56.3 13 62.5 50.0 n 62.5 55.0 is 60.0 48 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 40 44 44 45 44 40 44 44 45 44 44 44 44 45 44 44 44 48 48 48 48 48 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 45 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 40 44 56.3 56.3 50.0 62.5 38.1 38.0 45.1 45.0 50.0 37.5 37.5 42.9 50.0 1245.0 1*45.0 50.0 55.0 35.0 22.5 40.6 44.0 40.0 37.5 22.5 43.8 44.0 45.0 45.0 28.3 46.9 46.9 45.0 Portland, Oreg................... '250.0 1250.0 1250.0 '250.0 Providence, R. I ................. Richmond, V a ..................... ">56.3 1656.3 56.3 56.3 Salt Lake City, U tah......... 56.3 56.3 56.3 56.3 50.0 62.5 45.0 50.0 Sah Francisco, Calif........... 62.5 62.5 62.5 62.5 35.0 Seattle, W ash....................... 50.0 50.0 50.0 50.0 W ashington, D . C............... 31.3 31.3 31.3 31.3 62.5 35.0 62.5 37.5 56.3 62.5 62.5 68.8 75.0 55.0 50.0 75.0 75.0 87.5 68.8 35.0 ” 50.0 75.0 87.5 50.0 is 50. 0 1 Scale became 90 cents on July 1,1919. 2 Scale became 97.5 cents on Aug. 15,1919. 8 Scale became $1,125 on July 1,1919. 4 Scale became 75 cents on July 15,1919. 8 Seale became Si. *25 on Aug. 8,1919. 6 Scale became 85 cents on Oct. 1,1919. 2 Scale became 90 cents on Sept. 1,1919. 8 Scale became 70 cents on June 30,1919. s Scale became 76.3 cents on Sept. 22,1919. io Scale became 62.5 c.ents on Aug. 5,1919. u 48 hours per week, November to April, inclusive. 12 For tenders. 13 Scale became 68.8 cents on July 1,1919, and 75 cents on Aug. 15,1919. 14 Scale became 70 cents on June 10,1919. Scale becam e 70 cents on June 1,1919. 18 For helpers. 12 Scale became 56 cents on Aug. 2,1919. 18 Scale became 62.5 cents on June 15,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1489] 188 M O N T H L Y LABOR REV IEW . U NION SCALE OF WAGES AN D HOURS OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Contd. Plumbers. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 Atlanta, Ga........................... Baltimore, M d..................... Birmingham, A la................ Boston, Mass........................ Buffalo, N . Y ....................... 44.4 5Ü.Ü 68.8 60.0 56.3 44.4 50.0 75.0 65.0 56.3 44.4 50.0 75.0 65.0 56.3 44.4 50.0 75.0 65.0 56.3 44.4 56.3 75.0 68.8 62.5 75.0 153 68.8 68.8 2 75.0 48 87.5 112.5 44 75.0 80.0 44 68.8 3 75.0 48 Charleston, S. C................... Chicago, 111........................... Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T e x ........................... 75.0 61.8 62.5 68.8 43.8 75.0 61.8 62.5 75.0 43.8 75.0 61.8 62.5 75.0 43.8 75.0 61.8 68.8 75.0 50.0 75.0 65.6 75.0 81.3 59.0 75.0 75.0 6 84.4 75.0 65.6 81.3 «90.0 87.5 100.0 44 44J 44 44 48 44 44J 44 44 48 44 441 44 44 48 44 44 44 44 Denver, Colo......................... Detroit, M ich....................... Fall River, Mass................. Indianapolis, In d ................ Jacksonville, F la................. 62.5 56.3 43.8 62.5 62.5 62.5 56.3 43.8 62.5 62.5 62.5 60.0 43.8 62.5 62.5 62.5 62.5 50.0 62.5 62.5 75.0 68.8 50.0 67.5 62.5 87.5 75.0 56.3 75.0 75.0 87.5 7 90.0 67.5 87.5 8 80.0 44 48 48 44 48 44 48 48 44 48 44 48 48 44 48 Kansas City, Mo................. L ittle Rock, Ark................. Los Angeles, Calif............... Louisville, K y ..................... Manchester, N . H ............... 62.5 56.3 56.3 60.0 31.3 68.8 62.5 56.3 60.0 31.3 68.8 62.5 56.3 60. 0 31.3 75.0 62.5 56.3 60.0 47.7 75.0 68.8 62.5 60.0 47.7 87.5 75.0 68.8 70.0 50.0 100.0 48 44 44 9 87.5 10 4g 44 44 44 44 9 81.3 48 48 48 42 70. 0 44 44 44 is 70.0 48 48 48 Memphis, T en n................... Milwaukee, W is.................. Minneapolis, M inn.............. Newark, N . J ...................... New Haven, Conn.............. 62.5 62.5 56.3 62.5 50.0 62.5 62.5 62.5 62.5 50.0 62.5 62.5 62.5 62.5 54.5 62.5 62.5 62.5 62.5 54.5 62.5 62.5 62.5 62.5 54.5 81.3 68.8 68.8 75.0 62.5 N ew Orleans, La................. New York, N . Y .................. Omaha, N ebr....................... Philadelphia, P a .................. Pittsburgh, P a..................... 56.3 68.8 68.3 /4 3 .8 \5 0 .0 62.5 56.3 68.8 68.3 43.8 50.0 62.5 56.3 68.8 68.3 43.8 50.0 68.8 56.3 68.8 68.3 43.8 50.0 68.8 Portland, Oreg..................... Providence, R. I ................. Richmond, V a ..................... St. Louis, M o....................... St. Paul, M inn..................... 75.0 56.3 50.0 66.3 62.5 75.0 56.3 50. 0 75.0 62.5 75.0 56.3 50.0 75.0 62.5 Salt Lake City, U tah......... San Francisco, Calif............ Scranton, Pa......................... Seattle, W ash....................... W ashington, D . C............... 75.0 75.0 50.0 81.3 50.0 75.0 75.0 53.1 75.0 56.3 75.0 75.0 53.1 75.0 56.3 4 53 4 53 48 48 44 44 44 44 448 4 48 4 53 153 48 44 44 44 44 44 4 48 4 48 44 44 44 44 44 44 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 4444 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 93.8 75.0 75.0 87.5 75.0 48 44 48 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 56.3 68.8 75.0 }56.3 75.0 68.8 80.0 75.0 44 75.0 75.0 87.5 62.5 is 80.0 75.0 93.8 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 75.0 56.3 50.0 75.0 62.5 75.0 62.5 50.0 75.0 62.5 81.3 100.0 75.0 75.0 62.5 75.0 81.3 100.0 68.8 48 75.0 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 75.0 75.0 53.8 75.0 56.3 75.0 81.3 53.8 81.3 56.3 87.5 100.0 87.5 17 100.0 62.5 75.0 90.0 100.0 75.0 87.5 44 44 48 44 48 44 44 44 44 48 48 44 44 44 48 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 40 44 53 48 44 44 48 53 48 44 44 48 Sheet-metal workers. Atlanta, Ga........................... Baltimore, M d..................... Birmingham; A la ............... Boston, Mass........................ Buffalo, N . Y ....................... 33.3 33.3 33.3 33.3 33.3 40.0 40.0 40.0 40.0 45.0 55.0 55.0 55.0 50.0 50.0 55.0 55.0 55.0 60.0 60.0 45.0 50.0 50.0 50.0 50.0 1 Work 53 hours, paid for 54. 2 Scale became 87.5 cents on July 19,1919. 3 Scale became 87.5 cents on Oct. 1,1919. 4 44 hours per week, June to August, inclusive. 6 Scale became $1 on July 1,1919. 6 Scale became $1 on July 7, 1919. TScale became $1 on Aug. 28,1919. 8 Scale became 87.5 cents on July 1,1919. 9 Scale became $1 on June 1,1919. 10 44 hours per week, June to September, inclusive. 1148 hours per week, November to April, inclusive. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 60.0 60.0 62.5 80.0 65.0 75.0 70.0 2« 80.0 56.3 24 62.5 50 50 19 50 48 48 48 48 48 44 44 44 44 44 44 44 44 44 44 44 44 <48 4 48 4 48 4 48 44 12 Scale became 80 cents on July 1,1919. 13 Scale became 75 cents on July 1,1919. 14 Scale became 81.3 cents on June 1,1919, and 87.5 cents on July 1,1919. 15 Scale became 90 cents on Aug. 1,1919. 16 Scale became 98.4 cents on July 1, 1919. 17 Scale became $1,125 on July 15,1919. 18 48 hours per week, October to April, inclusive. 19 54 hours per week, July to-August, inclusive. 20 Scale become 90 cents on June 30,1919. 21 Scale became 70 cents on June 1,1919. [1490] 189 M O N T H L Y LABOR R E V IE W . U NION SCALE OF W AGES AND HOURS OF LABOR, 1913 TO 1919, B Y OCCUPATIONS—Contd. Sheet-metal workers—Concluded. Rate per hour (cents). Hours per week. v-'iiy. 1913 1914 1915 1916 1917 1918 1919 65.0 45.0 45.0 50.0 56.3 1913 1914 1915 1916 1917 1918 1919 70.0 50.0 50.0 62.5 56.3 70.0 50.0 60.0 68.8 62.5 70.0 52.5 80.0 75.0 75.0 175.0 56.0 2 85.0 87.5 87.5 44 44 48 48 44 Detroit, M ich....................... 40.0 50.0 50.0 50.0 37.5 47.5 50.0 55.0 55.0 57.5 60.0 62.5 62.5 50.0 52.5 52.5 52.5 60.0 43.8 57.5 62.5 60.0 70.0 50.0 60.0 67.5 65.0 3 80.0 62.5 4 60.0 70.0 80.0 Chicago, 111........................... Cincinnati, Ohio.................. Cleveland, Ohio................... D allas,Tex............................ Denver, Colo......................... 68.8 45.0 45.0 56.3 56.3 68.8 50.0 50.0 62.5 56.3 Indianapolis, In d .............. Kansas City, M o................. Little Rock, Ark................. 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 48 44 44 44 44 48 44 44 44 48 48 48 48 44 48 44 44 48 44 44 48 48 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 48 5 48 44 44 68.5 44 48 44 65.0 48 48 48 44.3 48 48 6 75.0 48 48 60.0 1 48 7 48 7 48 44 44 48 48 7 48 44 44 48 48 8 48 44 44 44 44 44 44 44 48 8 48 8 48 56.3 45.0 34.4 50.0 47.5 56.3 45.0 34.4 50.0 50.0 56.3 47.5 34.4 53.1 52.5 68.5 50.0 37.5 62.5 60.0 Minneapolis, M inn............. 50.0 50.0 50.0 Newark, N . J ....................... 60.0 60.0 60.0 New Haven, Conn.............. 47.7 47.7 47.7 40.0 40.0 New York, hi. Y ................. 59.4 62.5 62.5 50.0 60.0 50.0 40.0 62.5 50.0 62.5 54.5 45.0 62.5 56.3 75.0 59.1 68.8 70.0 70.0 87.5 75.0 80.0 75.0 48 44 44 42.5 50.0 60.0 56.3 50.0 50.0 56.3 60.0 65.6 52.0 68.0 75.0 70.0 9 75.0 70.0 16 80.0 82.5 86.0 57.0 65.0 41.9 50.0 70.0 St. Louis, M o....................... 60.0 60.0 60.0 60.0 62.5 65.0 u 75.0 70.0 St Paul, Minn...................... 50.0 50.0 50.0 50.0 50.0 56.3 87.5 Salt Lake City, U tah......... 57.5 57.5 62.5 62.5 62.5 62.5 Los Angeles, Calif............... Louisville, K v ..................... Manchester, N . H ............... Memphis, Term................... Milwaukee, W is................... Omaha, N eb r....................... Philadelphia, P a ................. Pittsburgh, P a..................... Portland, Oreg..................... Providence, R . I ................. San Francisco, C a lif.......... Scranton, P a......................... Seattle, Wash ..................... Washington, D. C............... 56.3 40.0 34.4 45.0 42.5 42.5 50.0 55.0 56.3 46.0 68.8 43.8 56.3 50.0 56.3 42.5 34.4 50.0 45.0 42.5 50.0 55.0 56.3 48.0 68.8 46.9 62.5 50.0 42.5 50.0 57.5 56.3 48.0 68.8 46.9 62.5 50.0 68.8 46.9 62.5 50.0 75.0 50.0 68.8 56.3 82.5 100.0 56.3 75.0 90. C 82.5 70.0 13 75.0 44 84 44 44 44 44 48 44 44 48 44 48 44 44 48 44 48 44 44 48 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 44 44 48 44 44 48 44 44 48 44 48 44 44 44 48 44 44 44 48 44 44 44 44 44 44 44J 44 44 44 44§ 44 44 44 441 44 44 44 44 44 44 44 44 44 44 48 12 48 44 44 44 44 Stonecutters. Atlanta, G a ... Baltimore, Md Birmingham, Ala Boston, Mass. Buffalo,N .Y . . 50.0 50.0 50.0 56.3 56.3 50.0 50.0 50.0 56.3 56.3 50.0 50.0 50.0 56.3 56.3 50.0 56.3 50.0 56.3 56.3 50.0 56.3 50.0 62.5 62.5 75.0 62.5 75.0 56.3 62.5 62.5 70.0 11 70.0 75.0 62.5 48 44Ï 44 44 48 48 44* 44 44 48 48 441 44 44 48 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 Chicago, 111......... Cincinnati, Ohio Cleveland, Ohio. D a lla s ,T e x ... . . Denver, Colo— 62.5 56.3 60.0 62.5 62.5 62.5 56.3 62.5 62.5 62.5 62.5 60.0 62.5 62.5 62.5 62.5 62.5 62.5 62.5 62.5 70.0 65.0 70.0 75.0 62.5 70.0 81.3 70.0 is 77. 5 77.5 is 80.0 75.0 87.5 75.0 87.5 44 44* 44 44 44 44 44Ï 44 44 44 44 441 44 44 44 44 44r| 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 Detroit, M ich. . . Indianapolis, Ind Jacksonville, Fla Kansas City, Mo Little Rock, Ark 62.5 56.3 50.0 56.3 55.0 62.5 56.3 50.0 62.5 55.0 62.5 56.3 50. O 62.5 55.0 65.0 56.3 50.0 62.5 55.0 70.0 62.5 50.0 62.5 55.0 70.0 80.0 75.0 62.5 50.0 75.0 62.5 75.0 60.0 17 65.0 44 44 45 44 44 44 44 45 44 44 44 44 45 44 44 44 44 45 44 44 44 44 45 44 44 44 44 45 44 44 44 44 45 44 •44 Louisville, K y . . Memphis, Term. Minneapolis, Minn Newark, N . J ........ New Haven, Conn 56.3 56.3 56.3 56.3 65.0 65.0 65.0 65.0 56.3 62.5 62.5 62.5 68.8 68.8 68.8 68.8 56.3 56.3 56.3 56.3 60.0 65.0 62.5 68.8 56.3 60.0 75.0 75.0 is 75.0 62.5 75.0 68.8 is 84.4 60.0 60.0 48 44 44 44 44 48 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 1 Scale became $1 on Sept. 22,1919. 2 Scale became 90 cents on N ov. 1,1919. «Scale became II on Sept. 2,1919. 4 Scale became 70 cents on June 1,1919. &44 hours per week, July to September, inclusive 6 Scale became 81.5 cents on Sept. 1,1919. 7 44hours per week, June 15to Sept. 15. 844 hours per week, June to A ugust, inclusive. 9 Seale became 90 cents on Sept. 1,1919. 10 Scale became 90 cents on June 1, 1919. 142890°—19----- 13 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11 Scale became 80 cents on July , 1919. 12 44 hours per week, June to September, inclusive. 18 Seale became $1 on Sept. 1, 1919. H Scale became 90 cents on June 30,1919. 19 Scale became 85 cents on Aug. 1,1919. is Scale became 90 cents on July 1,1919. 17 Scale became 75 cents on July 1, 1919. is Scale became 87.5 cents on June 23,1919. 19 Scale became 87.5 cents on Sept. 1,1919. [1491] 190 M O N T H L Y LABOR R E V IE W . U N IO N SCALE OF W AGES A N D H OURS OF L A BO R , 1913 TO 1919, B Y OCCUPATIONS—Coneld. Stonecutters—Concluded. Rate per hour (cents). Hours per week. City. 1913 1914 1915 1916 1917 1918 1919 1913 1914 1915 1916 1917 1918 1919 N ew York, N . Y ................. Omaha, N ebr....................... Philadelphia, P a ................. Pittsburgh, Pa................... Richmond, V a ..................... 68.8 58.8 50.0 50.0 54.5 68.8 58.8 53.0 55.0 54.5 68.8 58.8 56.3 56.3 54.5 68.8 58.8 56.3 62. 5 54.5 68.8 62.5 65.0 62.5 54.5 68.8 67.5 65.0 66.0 62.5 i 84.4 75.0 82.5 3 75. 0 75.0 44 44 44 44 44 44 44 44 <4 St. Louis, M o....................... St. Paul, Minn..................... Salt Lake City, U tah......... San Francisco, C a lif.......... Scranton, P a......................... Washington, D. C............... 56.3 56.3 62.5 70.0 50.0 54.0 62.5 60.0 62.5 70.0 50.0 54.0 62.5 60.0 62.5 70.0 50.0 54.0 62.5 60.0 62.5 70.0 50.0 56.3 62.5 62.5 62.5 70.0 50.0 56.3 70.0 62.5 62. 5 70.0 56. a 65.0 85.0 75.0 75.0 100. C 44 44 44 44 48 44 60. C 87.5 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 44 44 44 44 44 44 41 44 44 44 44 44 2 44 44 44 44 44 44 44 44 44 44 44 44j 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 5 48 6 48 548 44 44 44 44 6 48 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 44 44 44 44 44 44 Structural-iron woi'hers. Atlanta, Ga.......................... Baltimore, M d..................... Birmingham, A la ............... Boston, Mass........................ Buffalo, N . Y ....................... 62.5 56.3 62.5 62.5 60.0 62.5 56.3 62.5 62.5 62.5 62.5 56.3 62.5 62.5 62.5 62.5 62.5 62.5 62.5 62.5 62.5 62.5 62.5 68.8 62.5 75.0 75.0 75.0 80.0 70.0 Charleston, S. C................... Chicago, 111.......................... Cincinnati, Ohio.................. Cleveland, Ohio................... Dallas, T ex........................... 68.0 62.5 65.0 62.5 68.0 62.5 70.0 62.5 68.0 62.5 70.0 67.5 68.0 62.5 70.0 67.5 69.0 65.0 80.0 67.5 87.5 «87.5 70.0 7 87. 5 44 8 44 8 44 75.0 75.0 44) 44) 44) 90.0 100.0 944 » 44 io 44 75.0 1175.0 44 44 44 Denver, Colo......................... Detroit, M ich....................... Indianapolis, In d ................ Kansas City, M o................. Little Rock, Ark................. 56.3 60.0 65.0 62.5 56.3 65.0 68.0 65.0 62.5 65.0 70.0 68.8 62.5 65.0 70.0 68.8 70.0 65.0 75.0 68.8 75.0 87.5 44 44 80.0 12 90.0 6 48 * 48 75.0 85.0 44 44 90.0 44 75.0 44 87.5 Los Angeles, Calif............... Louisville, K y ..................... Memphis, T en n................... Milwaukee, W is................... Minneapolis, M inn.............. 50.0 50.0 62.5 56.3 56.3 50.0 50.0 62.5 62.5 62.5 50.0 50.0 65.0 62.5 62.5 50.0 50.0 65.0 62.5 62.5 50.0 60.0 65.0 62.5 62.5 62.5 70.0 75.0 70.0 68.8 Newark, N . J ....................... N ew Haven, C onn.............. N ew Orleans, La.................. N ew York, N . Y ................. Omaha, N ebr....................... 62.5 62.5 62.5 62.5 58.8 62.5 62.5 62.5 62.5 60.0 62.5 62.5 62.5 62.5 62.5 68.8 62.5 62.5 66.3 65.0 72.5 62.5 62.5 68.8 68.8 75.0 12 87.5 80.0 92.5 75.0 W75.0 80.0 87.5 75.0 90.0 44 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 44 48 1344 1344 Philadelphia, P a . ...... ......... Pittsburgh, P a ............. Portland, Oreg................... Providence, R . I -................ 60.0 62.5 62.5 56.3 60.0 62.5 62.5 62.5 60.0 02.5 62.5 62.5 60.0 70.0 62.5 ' 70.0 62.5 70.0 62.5 68.8 92.5 87.5 87.5 80.0 92.5 100.0 100.0 92.5 44 44 44 44 44 44 44 44 Richmond, V a . . . . . ............ St. Louis, M o...................... St. Paul, Minn..................... Salt Lake City, U tah......... 56.3 65.0 56.3 62.5 56.3 65.0 62.5 62.5 62.5 65.0 62.5 62.5 62.5 67.5 62.5 62.5 62.5 70.0 62.5 68.8 80.0 92.5 80.0 92.5 68.8 16 80.0 81.3 100.0 44 44 48 44 San Francisco, C a lif.......... Scranton, P a........................ Seattle, W ash....................... W ashington, D . C............... 75.0 56.3 62.5 56.3 75.0 56.3 62.5 62.5 75.0 56.3 62.5 62.5 75.0 62.5 62.5 62.5 75.0 62.5 75.0 70.0 87.5 •100.0 68.8 87.5 87.5 100.0 80.0 « 92.5 44 48 44 44 1 Scale became 87.5 cents on Sept. 1,1918. 2 48 hours per week, January to March, inclusive. 8 Scale became 85 cents on Aug. 15,1919. <i Scale became 90 cents on June 30,1919. 6 44 hours per week, June to September, inclusive. 6 Scale became 92.5 cents on June 1,1919. 7 Scale became $1 on Sept. 22,1919. 848 hours per week, December to March,inclusive. 848 hours per week, October to April,inclusive. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 80.0 100.0 80.0 «80.0 85.0 8 44 48 44 44 44 44) 44 44 44 44 44 44 75.0 48 48 48 48 80.0 48 44 44 44 87.5 44 44 44 44 80.0 1344 1344 i®44 13 44 87.5 48 i« 44 1444 u 44 5 44 44 48 44 44 48 44 44 5 844 *44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 48 44 44 44 44 1344 8 44 44 44 44 44 44 44 44 44 44 44 44 1.344 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 44 48 44 44 44 48 44 44 44 48 44 44 44 44 44 44 44 44 44 44 44 48 5 48 44 44 44 44 44 44 40 44 44 48 44 44 5 44 48 44 44 5 44 18 48 hours per week, October to March, inclusive. 11 Seale became 87.5 cents on July 1,1919. 12 Scale became $1 on Sept. 1,1919. 13 48 hours per week, November to April, inclusive, n 48 hours per week, September to A pril,inclusive. 18 Scale became 87.5 cen ts on June 23,1919. i« Scale became 85 cents on July 1,1919. u Scale became $1 on Aug. 1,1919. [1492] M O N T H L Y LABOR R E V IE W . 191 Index Numbers of Changes in Wages and Cost of Living. WO tables are here given showing, by index num bers (per centages), the changes in recent years in earnings per hour in the following 11 industries. The num ber of wage earners reported by the Census Office as employed in each of these indus tries in 1914 is as follows: T Iron and steel................................................................................ 278,072 Cotton goods.................................................................................. 393, 404 Hosiery and underwear................................................................ 150, 520 Silk goods...................................................................................... 108,170 Woolens and worsted goods......................................................... 163, 976 Clothing, men’s............................................................................ 225, 719 Boots and shoes............................................................................. 206, 088 Lumber 1 Millwork | ...................................................................................... 618,163 Furniture...................................... ■............................................... 133,498 Cigars.............................................................. .............................. 2 178, 872 For the first-named industry figures are given for each of the 10 departm ents, as well as for the industry as a whole. The prew ar year 1913 is taken as the basis of the comparison, or 100. The increase in hourly earnings was greater in the iron and steel in dustry than in any other of the 11 here reported. Referring to th e first table, it is seen th a t in all departm ents collectively the hourly wage in 1919 was 221 per cent of the hourly wage in 1913. In other words, the wage per hour was 2* times as great in 1919 as in 1913. The ex ten t of the increase varies in the several departm ents. In blast furnaces, for example, the earnings per hour in 1919 were practically times as much as in 1913. The tables show th a t the earnings per hour increased least in the mill work industry, where between 1913 and 1919 the increase was 51 per cent. The figures here presented for the years prior to 1919 are based on reports th a t have been published by the bureau. The figures for 1919 are based on a very comprehensive industrial survey th a t has been made w ithin the last year. This survey covered repre sentative establishm ents in 28 industries, including those named above, for which 1919 figures are given. The tabulation of the m aterial collected in this survey is yet in progress for other industries. I t will be observed th a t figures are n o t available for several of the years in the period covered, as the bureau has no t been able to cover even the m ost im portant industries each year. * Includes all lumber manufactures. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 Includes all tobacco manufactures. [1493] 192 M O N T H L Y LABOR R E V IE W . R E L A T IV E EA R N IN G S P E R HOUR IN TH E IRO N A N D ST E E L IN D U S T R Y , 1913 TO 1919. [1913=100.] Year. 1913.............. 1914.............. 1915.............. 1916.............. 1917.............. 1918.............. 1919.............. Bes OpenBlast semer hearth fur fur con naces. verters. naces. 100 101 101 0) 152 (l) 249 100 90 94 (9 139 0) 209 100 100 104 (9 142 0) 235 Pud Bloom dling ing mills. mills. Plate mills. Stand ard rail mills. Bar mills. Sheet mills. Tin plate mills. All depart m ents. 100 102 104 (9 128 (9 214 100 101 107 (9 151 (9 233 100 99 97 (9 (9 (9 221 100 96 98 (9 (!) (9 231 100 101 92 (9 183 (9 198 100 102 102 (9 G (9 220 3 100 3 103 3 101 (9 (9 (9 3 221 (9 2 100 2 96 (!) (1) (1) 2 267 1 N ot reported. 2 Based on 1914, data for 1913 not being reported. 3 Based on 9 departments in 1913 and 10 departments in other years. 4 N ot computed, as 4 departments were not reported. The index num ber for 1914 for “ all d e p a rtm e n ts” in iron and steel is higher th an th a t for any one departm ent because of a variation in the proportion of employees in departm ents having different wage ¡averages. R E LA T IV E E A R N IN G S P E R HOUR IN SPEC IFIE D IN D U S T R IE S , 1910 TO 1919. [1913=100.] Year. 1910............................... 1911......................... 1912........ . 1913..................... 1914 . 1915 ... 1916..................... 1917......................... 1918....................... 1919.............................. W ool ens Cloth and ing, wor m en’s. sted goods. Cotton Hos iery goods Silk manu and fac under goods. tures. wear. 88 90 99 100 103 (9 120 (9 179 (9 82 84 89 100 103 (9 (9 (9 (9 184 82 86 92 100 100 (9 (9 (9 (9 191 90 91 102 100 103 (9 127 (9 193 (9 (9 87 88 100 a (9 (9 (9 171 Boots and shoes. Lum ber (saw m ills only). Millwork (sash, doors, etc.). 92 94 93 100 101 (9 107 (9 147 (9 97 95 96 100 (9 91 (9 (9 (9 194 90 93 97 100 (9 99 (9 (9 (9 151 Furni ture. Cigars. 99 98 97 100 (9 103 (9 (9 (9 154 (9 (9 (9 (9 (9 (9 91 96 100 152 i N ot reported. A carefully prepared estim ate of the change in cost of living in the U nited States from July, 1914, to June, 1919, appeared in the October M o n t h l y L a b o r R e v i e w . An estim ate has since been m ade extending the comparison back to the year 1913. July, 1914, retail prices of food were 2 per cent higher than the average for the year 1913. Wholesale prices of commodities, as a whole, in July, 1914, were a t the same level as in the year 1913. In the same period the whole sale price of cloths and clothing decreased 1 per cent, fuel and light ing 6 per cent, and house-furnishing goods 1 per cent. I t is safe to assume, therefore, th a t there was no increase in the retail price of articles of family consumption other than food, and th a t the increase in cost of living, as a whole, was about 1 per cent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1494] 193 M O N T H L Y LABOR R E V IE W . Taking the increase in the cost of living between the year 1913 and, the m onth of July, 1914, as 1 per cent and applying this figure to the series of index num bers in the October R e v ie w , the following index numbers result: Index number. Average for 1913.................................................................................... July, 1914............................................................................................... December, 1914..................................................................................... June, 1915.............................................................................................. December, 1915..................................................................................... June, 1916.............................................................................................. December, 1916..................................................................................... June, 1917.............. December, 1917..................................................................................... June, 1918.............................................................................................. December, 1918..................................................................................... June, 1919.............................................................................................. Spring, 1919........................................................................................... 100 101 103 103 104 110 118 129 142 158 174 177 175 The industrial survey figures speak mainly for the early part of 1919. The index numbers for change in cost of living for neither December, 1918, nor June, 1919, quite apply to the index number for wages in 1919. Probably a fairer figure would be a mean between the December and June index numbers, namely, 175, and this index number, 175, has been added to the cost of living index table as the figure most nearly comparable with the wage index for 1919 in the preceding tables. Wages of Male Farm Labor, 1866 to 1918. H E average rates of wages of male farm laborers in the U nited States each year from 1866 to 1918, published in the Yearbook of the D epartm ent of Agriculture, are here reproduced because of the general interest in wage changes in all lines of industry. The average embraces all sections of the country. Figures for 1919 are not yet available b u t large increases are reported in m any localities. Wages are given for three conditions of hiring: B y the m onth for a period of several months, by the day during harvest time, and by the day outside of harvest season. F urther subdivision is made as to whether the m an hired receives board in addition to the money wage or boards himself. For purposes of ready comparison w ith wage changes in other in dustries and w ith changes in cost of living1 index num bers (per centages) have been computed for the years 1913 to 1918. To illustrate, wages by the m onth w ith board are shown by the index num bers to have been 63 per cent higher in 1918 than in 1913. T https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 See pages 191 to 193. [1495] 194 M O N T H L Y LABOR R E V IE W . W AGES OF MALE FARM LABOR, 1866 to 1918. [From the Yearbook of the Department of Agriculture, 1918.] Day labor, at harvest. B y the m onth. Day labor, not at harvest. Year. W ith board. W ithout board. W ith board. Without board. W ith board. 1866 ............................................................ $17.45 1869................................................................................... 16.55 1875. ............................................................................... 12.72 10.43 1879. ........................................................ 12.41 1882 . ........................................................ 188b . ..................................... 12.34 12.36 1888 . _ 1890................................................................................... 12.45 1892. ............................................................................... 12.54 1893................................................................................... 13.29 12.16 1894. . . ........................................................ 1895................................................................................... 12.02 1898................................................................................... 13.43 14.07 1899. . . ........................................................ 1902................................................................................ 16. 40 1910. . . ............................................................ 19. 21 1911................................................................................... 20.18 20.81 1912.................................................................................. Ï913................................................................................... 21.38 1914................................................................................... 21.05 Ï9U5................................................................................... 21.26 1916................................................................................. 23.25 1917 . ............................................................ 28.87 1918................................................................................... 34.92 $26. 87 25.92 19. 87 16.42 18.94 17.97 18.24 18.33 18.60 19.10 17. 74 17.69 19.38 20.23 22.14 27.50 28. 77 29.58 30.31 29.88 30.15 32.83 40.43 47.07 $1.74 1.74 1.35 1.00 1.15 1.10 1.02 1.02 1.02 1.03 .93 .92 1.05 1.12 1.34 1.45 1.49 1.54 1.57 1.55 1.56 1.69 2.08 2.65 $2.20 2.20 1.70 1.30 1.48 1.40 1.31 1.30 1.30 1.24 1.13 1.14 1.30 1.38 1.53 1.82 1.85 1. 87 1.94 1.91 1.92 2.07 2.54 3.22 $1.08 1.02 .78 .59 .67 .67 .67 .68 .67 .69 .63 .62 .72 .77 .89 1.00 1.09 1.14 1.16 1.13 1.13 1.26 1.56 2.07 $1,49 1.41 1.08 .81 .93 .91 .92 .92 .92 .92 .81 .81 .96 1.01 1.13 1.38 1.42 1.47 1.50 1. 45 1.47 1.62 2.02 2.63 100 99 99 108 132 169 100 98 99 107 131 166 100 97 97 109 135 178 100 97 98 108 135 175 Index W ithout board. n u m b e r s (1 9 1 3 — 1 0 0 ). 1913 ....................................................................... 1914 ............................................................................... 1915................................................................................... 1916.......................... ....................................................... 1917.................................................................................. 1918................................................................................... 100 98 99 109 135 163 100 99 99 108 133 155 Recent Application of the 8-hour Day and 44hour Week. H E eight-hour m ovem ent has m ade rapid gains during the past four years. Outside of the building trades, com paratively few employees in the U nited States enjoyed the benefits of the eighthour day previous to the beginning of the European war. W orkers in the m etal trades in 1915 and 1916, when called upon to furnish amm unition and arms for the warring nations abroad, demanded the establishm ent of the basic eight-hour day or th a t all work done in excess of eight hours be considered as overtime work and paid for accordingly. The same concession was soon granted railroad workers and miners, and after the entrance of the U nited States into the war the position taken by the N ational W ar Labor Board caused the m ovem ent to gain very considerable headway. The eight-hour day has been in force in the Government navy yards and arsenals for m any years, and it was therefore natural T https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1496 ] 195 M O N T H L Y LABOR R E V IE W . th a t all Government work connected with the building of the Armycamps and cantonm ents and in shipyards should be placed on an eight-hour basis. M eat packers, garm ent workers, and lumbermen obtained the eight-hour day before the end of the war. The move m ent has continued since the signing of the armistice, u n til to-day there is scarcely a trade or m dustry th a t does not contain m any eighthour workers. It is impossible to say in how m any cases the employees work only eight hours a day, for in nearly every case provision is m ade for overtime work, and in m any cases the eight-hour day is simply basic and no t actual. In the last three years the general observance of the Saturday half-holiday has reduced the 48-hour week to 44 hours. The following table shows the num ber of reports examined, and the num ber of such reports which showed the num ber of establish m ents involved and the num ber of employees affected. The to ta l • num ber of such reports was 1,955, of which 1,640 were for the 48-hour and 315 for the 44-hour period. SUM M ARY OP R E P O R T S SHO W ING R E D U C T IO N OF T H E W O R K IN G D A Y TO 8 H O U R S, 1915 TO 1919. 48-hour week. Item. 1915 Total number of reports ex amined................................... Reports showing number of establishments involved ... Reports showing number of employees affected.............. Reports showing both estab lishments involved and employees affected.............. 1916 1917 44-hour week. 1918, 1919, 1918, Janu July to Janu ary to Decem ary to June. ber. June. 1919, 1918, 1918, 1915- Janu July to Janu 1917 ary to Decem ary to June. July. ber. 121 210 439 396 316 158 34 88 99 134 160 137 68 164 7 1 75 84 145 181 64 72 7 73 67 28 26 22 37 6 49 144 83 35 76 1 4 14 27 The figures in the following tables relate to the reduction in hours which have come to the attention of the Bureau as reported by leading trade-union periodicals, labor papers, trade journals, daily papers published in various parts of the country, from replies to inquiries made by the Bureau, and from information secured by agents of the Bureau in connection with other work. While the information is necessarily incomplete, it is believed that the reports from which data were obtained include no duplication. As indicated in the pre ceding summary table, the sources of the data do not in all cases give both number of establishments and number of employees, hence the total number of employees shown can not be related to the total number of establishments given. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1497] 196 M O N T H L Y LABO E REV IEW , N U M B E R OF E ST A BLISH M EN TS R E P O R T E D AS ADO PTING TH E 8-HOUR DAY IN 1915, 1916, 1917, 1918, A N D T H E FIR ST SIX MONTHS OF 1919, B Y INDUSTRIES. [Based on 672 reports showing number of establishments involved.] 44-hour week. 48-hour week. Industry. f . 1915 1916 7 1 1 3 2 2 2 31 60 13 2 r.n_ 1 4 Hardware and stove manu- 7 1 17 1 4 2 1 2 4 3 1 1 1 7 1 3 1 1 5 39 38 159 6 18 200 2 60 1 5 2 4 8 2 4 3 2 1 3 28 22 19 2 4 1 45 2 5 2 1 1 1 3 11 4 5 1 2 1 ...... is" 6 3 55 1 7 1 1 77 1 1 7 2 19 2 7 1 76 50 1 16 23 53 23 2 10 8 1 3 1 1 13 1 2 78 1 1 3 2 1 7 4 4 1 6 10 2 1 1 3 2 2 1 1 1 599 1 211 2,737 631 455 251 [1498] 69 3 9 7 48 2 4 3 2 4 • 19 1 1 1 14 1 100 28 1 14 7 2 1 3 1 1 1 2 1 7 1 1 1 1 1 1 93 1 20 1 200 1 1 2 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 16 3 219 91 1 2 1 3 Total............................... 3 1 1 1 2 11 2 6 1 4 1918, 1918, 1919, 1915- Janu July to Janu 1917 ary to Decem ary to ber. June. June. 2 5 2 1 1 127 8 140 2 Hotel and"restaurant work- Municipal and State employ- 1919, 1918, 1918, Janu July to Janu ary to ary to Decem June. ber. June. 3 4 2 4 2 154 256 5 5 1,971 1 8 Foundry and machine shops. 1917 1,187 44 2 2 5 2 28 81 49 312 197 M O N T H L Y LABOR REV IEW . N U M B E R OF EM PLO Y EES R E PO R T E D AS HAVING W O R K D A Y R E D U C E D TO 8 H OURS IN 1915, 1916, 1917, 1918, A N D TH E F IR ST SIX MONTHS OF 1919, B Y IN D U ST R IE S. [Based on 621 reports showing number of employees affected.] 48-hour week. 1918, Janu ary to June. 1918, July to Decem ber. 1910, Janu ary to June. 1,540 89 84 1,200 28,003 32 1,100 15.000 10.000 Industry. 1915 40 2,060 45 Carriages and automobiles___ 31,085 Chemicals.................................... 46 Bottlers and brewers................ Cooperage.................................... Electrical supplies..................... 1916 275 1,471 24,000 560 28,676 1917 520 300 Foundry and machine shops.. 88,300 11,750 1918, 1918, 1915- Janu July De 1917 ary to to June. cem ber. 100 3,950 1,000 4,093 13,277 13 852 19,336 314 67,625 11,714 40 96,600 1,500 15,000 12,000 34,000 2,289 254 5,402 17,780 10,016 34,000 10,700 7,535 17,763 1,146 30 25,04Ì 2,98 i 100 Hardware and stove manu4 Hotel andVestaurant workers. 125 865 300 v 300 r in 298,261 275,500 3,000 3,000 35 66 184,000 1, 875 500 2,000 4 6,000 54 350 300 485 2,500 706 50,000 4,000 Municipal and State employ18,000 7,500 7,180 14 58 202 1,500 455 102 250 323 2 53,002 160 10,000 106,000 1,134 192 120 3,170 82 2,000 3,941 44-hour week. 31 6,728 6 2,000 1,047,966 1,300 400,400 1,500 1,250 133,072 450 2,300 324 800 20 50,060 7,000 808 822 4,400 675 215,950 23 4 72 1,394 171,978 342,138 526,214 362,058 1,428,579 631,564 11,803 37,300 83,831 2,313 150 1,025 200 175 Of the 1,955 individual cases examined, 1,594 were agreem ents between unions and the employers, and in b u t few instances do they give the num ber of employers affected. Hence the above table by no m eans shows the num ber of establishm ents which have adopted the shorter day. The following table gives the num ber of unions in the various international organizations which have secured the 8-hour day for their m embers by agreement. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1499 ] / 198 M O N T H L Y LABOR R E V IE W . N U M B E R OF U N IO N S R E P O R T E D AS H A VING SECURED THE 8-HOUR D A Y IN 1915, 1916, 1917, 1918, A N D TH E FIR ST SIX MONTHS OF 1919. 44-hour week. 48-hour week. U nions. 1916 1917 1 3 3 7 2 6 4 13 2 2 8 i 1 11 4 23 1 9 6 1 2 14 4 45 1 14 5 10 1 1 4 1 4 3 2 16 15 2 56 10 1 Building trades: Carpenters......................... 1919, 1918, 1918, Janu July to Janu ary to ary to De June. cember. June. 1915 Laborers and hod car1 2 1 1918, 1918, 1919, 1915- Janu July to Janu ary to De 1917 ary to June. cember. June. 1 1 5 13 2 2 1 2 3 2 3 2 1 1 1 2 13 2 7 2 1 11 2 3 10 1 10 3 1 3 19 3 3 1 4 2 1 2 1 2 1 1 2 3 7 6 28 2 4 3 1 11 4 2 1 2 5 2 6 2 1 2 Clothing: 1 2 Ladies’ clothing workers. Electrical and gas supply ,...i 1 5 5 2 1 1 2 2 3 2 Longshoremen and freight Metal trades: M achinists......................... 2 57 3 2 Musicians and t heatrical emPrinting and publishing....... Railroad employees: 2 1 4 41 5 3 2 1 1 3 1 and an d Waiters, c o o k s telegraph a n d b a r te n d - T o t a l .................................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 2 4 2 1 i i i 3 1 2 1 3 2 2 3 1 1 2 1 3 1 4 1 2 2 1 1 5 3 3 4 i 5 3 16 30 51 10 2 14 18 23 91 4 14 4 2 1 4 16 4 11 4 2 3 8 1 2 5 1 2 5 1 14 2 3 1 1 1 9 5 3 2 2 8 2 4 2 3 5 1 Telephone 7 1 1 3 1 Stationary engineers 1 4 1 2 3 3 i 4 3 10 1 2 1 3 13 38 31 2 1 5 2 3 1 7 1 4 2 1 1 16 1 2 1 1 3 2 4 1 3 2 4 4 2 10 2 4 1 2 2 1 1 5 1 2 4 1 1 2 1 1 3 2 3 1 4 2 4 4 4 7 5 8 15 1 5 7 95 162 349 399 112 219 1 1 20 [1500] i 3 8 5 3 1 2 13 2 2 1 8 3 3 5 27 85 48 137 MONTHLY LABOR REVIEW. 199 Several State legislatures and cities have adopted the 8-hour day for their employees, the num ber affected hy such action n o t appearing in the above tables. While m ost establishm ents which have adopted a week of 48 hours or less are operating on an 8-hour day basis, except S aturday, an ex am ination of trade agreements and of factory schedules discloses other workday periods- 8 m etal unions, w ith a m em bership of 298, located in Boston, New York, D etroit, and M innesota, work 47 hours a week; 5 unions connected w ith the building, clothing, and m etal trades, having a membership of 2,157 in Denver, Toledo, Nashville, and New York, work 46 hours a week; m oving-picture operators in Denver work 45£ hours a week; 14 unions connected w ith the-build ing, m etal, baking, and printing trades, w ith a m em bership of 1,342, work 45 hours a week in Salt Lake City, L ittle Rock, Shreveport, Boston, Portland, Oreg., New York, Cleveland, and P ittsb u rg h ; 2 unions w ith 160 members in W ashington and Grand R apids work 441 hours a week; 1 union w ith 20 members in Boston, 43^ hours; 1 w ith 22 members in Baltimore, 43 h ours; 9 unions, one of theatrical employees in Omaha and the rem ainder connected w ith the printing trades in Boston, Baltimore, W orcester, and Tacoma, enjoy a 7-hour day or night; carpenters in Erie have a 41-hour week; 27 unions, m ainly in the railroad shops and building trades in Boston and Seat tle, w ith a m embership of 15,350, work b u t 40 hours a week, onethird of them doing no work on S aturday; 264 m oving-picture oper ators in various parts of the country work from 30 to 39 hours a week. Of the 79 cases m entioned above, 12 agreem ents were m ade in 1917, 25 in 1918, and 42 in 1919. In San Francisco, in 1917, 212 union m en connected w ith the p rin t ing trades increased their working hours from 42 to 45 a week; in 1918, 47 m etal polishers in Seattle increased their hours from 44 to 48; and in 1919, 200 pressm en in Boston increased their hours from 42 to 48. An 8-Hour Day and a 6-Day Week in a Contin uous Operation Industry. OME industries from their very nature require continuous opera tion, 24 hours per day and 7 days per week. The m ost con spicuous instance of this class of work is the b last furnace. While it m ay be necessary or expedient to keep a p lan t in contin uous operation, it is impossible for the m en in the p lan t to keep in continuous service. The old system has been to have two shifts of men, 12 hours on and 12 hours off, 7 days per week. In alternating S https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1501 ] 200 M O N T H L Y LABOR R E V IE W . a t intervals from day to night shift or from night to day shift, it has been custom ary to require a m an to be a t work 24 consecutive hours. The burden of working 12 hours a day, and for 24 hours on days of changing tu rn has been greater th an a m an could bear and m aintain his physical and m ental strength, and no time has been afforded for m ental and social development. In com paratively recent years, there has been a tendency in con tinuous operation industries so to adjust the working force th a t each m an could have a regular day of rest, and as nearly as possible, one day in seven. The general dem and of the worker for an 8-hour day has been m anifested in the continuous operation industries. The. adjustm ent of a working force in such an industry to a 6-day working basis and to an 8-hour basis as well, is far from easy, even w ith com petent substitutes available; it is necessary to devise a carefully prepared schedule of work for each position, each turn, and each m an. The following sample working schedule shows how such an arrangem ent m ay be m ad e : SAM PLE SC H ED U LE FO R E IG H T-H O U R T U R N S A N D SIX D A Y S OF W O R K P E R W E E K IN A CONTINUOUS O PER A T IO N IN D U S T R Y . [Under the several days of the week the numbers from 1 to 18 and the letters A , B , and C represent 21 ind i viduals. The schedule shows the day and the turn each man is to work.] Po si tion. First week. Second week. Third week. Fourth week. Turn. S.M . T.W . T. F .S . S.M . T.W . T. F .S . S.M . T.W . T. F. S. S. [1st—12 p .m .t o 8 a .m ......... 1 -¡2d—8 a. m . to 4 p. m ......... [3d—4 p. m. to 12 p. m ___ [1st—12 p. m . to 8 a. m ___ 2 ]2d—8 a. m. to 4 p. m .......... [3d—4 p. m. to 12 p. m . .. [1st—12 p. m . to 8 a. m __ 3 •¡2d—8 a. m. to 4 p. m .......... l3d—4 p. m. to 12 p. m ___ [1st—12 p. m. to 8 a. m ___ 4 <2d—8 a. m. to 4 p. m ........ [3d—4 p. m. to 12 p. m ___ [1st—12 p. m . to 8 a. m . . . . 5 -¡2d—8 a. m . to 4 p. m ......... ¡3d—4 p. m. to 12 p. m. . . . 11st—12 p. m to 8 a. m ........ 6 [2d—8 a. m . to 4 p. m ......... l3d—4 p . m. to 12 p .m .... 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 A B C 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 2 3 1 A B C 7 8 9 10 11 12 13 14 15 16 17 18 2 3 1 5 6 4 A B C 10 11 12 13 14 15 16 17 18 2 3 1 5 6 4 8 9 7 A B C 13 14 15 16 17 18 2 3 1 5 6 4 8 9 7 11 12 10 A B C 16 17 18 2 3 1 5 6 4 8 9 7 11 12 10 14 15 13 A B C 2 3 1 5 6 4 8 9 7 11 12 10 14 15 13 17 18 16 B C A 5 6 4 8 9 7 11 12 10 14 15 13 17 18 16 3 1 2 B C A 8 9 7 11 12 10 14 15 13 17 18 16 3 1 2 6 4 5 B C A 11 12 10 14 15 13 17 18 16 3 3 1 1 2 2 6 6 4 4 5 5 9 9 7 7 8 8 B 12 C 10 A 11 14 B 15 C 13 A 17 17 18 18 16 16 3 1 2 6 4 5 9 7 8 12 10 11 15 13 14 B C A 3 1 2 6 4 5 9 7 8 12 10 11 15 13 14 18 16 17 C A B 6 4 5 9 7 8 12 10 11 15 13 14 18 16 17 1 1 1 1 1 2 2 2 2 2 3 3 3 3 3 C 4 4 4 4 A 5 5 5 5 B 6 6 6 6 9 C 7 7 7 7 A 8 8 8 8 B 9 9 9 12 12 C 10 10 10 10 A 11 11 11 11 B 12 12 15 15 15 C 13 13 13 13 A 14 14 14 14 B 15 18 18 18 18 C 16 16 16 16 A 17 17 17 17 B 1 2 3 4 5 6 7 8 9 10 11 12 13 3T £ | Z S2 ^ 8 2 | 15 w 16 17 18 The sample schedule covers six positions, in each of which positions three turns are worked in the 24 hours. Each num ber appearing in the schedule under the several days per week represents a m an who regularly fills the same position except for one day off duty per week. Each letter A, B, and C represents a regular substitute who moves each day for six consecutive days to another position and repeats each suc ceeding week in the same positions but on different turns. A dif ferent position does not necessarily m ean a different occupation, as https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1502 ] M O N T H L Y LABO E E E V IE W . 201 in a plant there may be many positions to be filled within a single occupation. Each man, including the relief man, works six consecutive turns per week and each turn consists of eight consecutive hours. In changing turns each week, the working force as a whole does not change, but the three men of each group change turn on the day following their day off. Each man rotates once in three weeks on the first, second, and third turn. If desirable the schedule for one week may be made to apply to two or more consecutive weeks before a change of turn is made. Each week the two men moving up get an interval of 32 consecutive hours of rest and the m an falling back gets 56 consecutive hours of rest, for example, m an No. 1 works from 12 m idnight Saturday to 8 a. m. Sunday; he then is off du ty until 4 p. m. Tuesday, 56 hours. Man No. 2 works from 8 a. m. to 4 p. m. Sunday and then is off d uty until Monday m idnight when he takes the first turn on Tuesday, thus getting 32 hours’ rest. Each m an’s rest day remains the same indefinitely. For example, Nos. 1, 2, and 3 always rest on Monday, and substitutes A, B, and C always rest on Sunday. All men are treated exactly alike as to tim e off, hours worked, and change of turn. By proper arrangement, a plant of any considerable size generally can keep the substitutes employed hi the same or a kindred occupa tion. Three substitutes are needed for each 18 regular men. The substitutes’ work for a residual group of less than 18 men can be taken care of by “ extra ” men. The extra man m il substitute in a group of less than 18 regular men and fill any position made temporarily vacant on any day for any reason. Such extra men or handy men are found in nearly every plant. There is also presented a secondary schedule made from the above schedule, showing on a line for each man the day of the week on which he is to work and also the turn on which he is to work. I t will be noted th a t this schedule gives every worker one complete day of rest in seven, although Sunday is the rest day for only 3 out of 21 workers. I t should also be noted th a t w ith a 3-shift day the worker has 16 hours every Sunday for rest, for attendance on religious services, or for other social meetings. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1503] 202 M O N T H L Y LABOR R E V IE W . SAM PLE CHART FO R EIGH T-HOUR T U R N S A N D SIX D A Y S OF W O R K P E R W E E K IN A CONTINUOUS O PER A T IO N IN D U ST R Y . [E —Early day turn; L = L a te day turn; N = N ig h t turn.] 1st week. Man her. S. 1 2 3 4 5 6 E L N E L N E M. T. W . T. F. S. N E L E L N E L N E 7 8 9 10 11 12 13 L L N E N E 14 15 16 L L N E N E 17 18 L L N N E A B C 1/ N E 2d week. L N N E L N E L N E L N E I, L E L N E E L L N N E E L L N N E E L L N N E E L L N N N E L N E L N E L N E L N E E L N E L N E L N L N E L N E L N E L N E L L N E L N E 1/ N E L N E L N hi N L L E N E I, N E E L N E L N E L N E L N E L E L N E L N E N E L L N N E E L L N ‘N E E E L N N E E L N E N E L 1; N E E N E L N E E N E N E L S. L N E E N E L N E L N E lv Tv L N E N E N E L N L 1, L N E L L N E L N E N E L N E N E L N E N E L N E L N E L 4th week. S. M. T. W . T. F. S. M. T. W. T. F. S. N E L N E 1/ N E E N E L N E L N E N N E L N E L N E S. 3d week. N E L L N E L L M N E E L E L N E L N E L N E L N E L JM N E E E E L N N E E L Tv N N E Tv L N L N E L N E L N E 1, N E E E N E E N E E N E Tv N L N E E E Tv Tv N E E N E L N E N E L s N is E Tv <S N E o3 Tv Tv N N c3 E m Tv Tv N E N E Tv Tv T, N E N E N E Tv N Wages of Women in the Millinery Industry in Massachusetts. H E report on wages of women in the millinery industry in M assachusetts/ recently issued by the Minimum Wage Com mission, is based on d ata secured during an investigation, the field work of which was begun in December, 1916, and completed in March, 1917. Agents of the commission visited 192 establishm ents, located in 13 cities and towns throughout the State. Pay-roll data, covering the 52 weeks preceding Jan u ary 1, 1917, were secured from 48 establishm ents, of which 8 were h a t factories, 2 were workshops for the m anufacture of artificial flowers and feather supplies, 10 were wholesale houses, and 28 were retail millinery shops. The distinc tion between the last two is not so much in the size of the business done as in the nature of the work, the wholesale shops being those where h ats of silk or velvet are m ade on fram es of wire or buckram , num bers being m ade from the same design, while in retail millinery shops, hats, perhaps of precisely sim ilar kind, are m ade and trim m ed for individual customers. The report shows th a t the average weekly earnings in these estab lishments, based on the time each employee was a t work, were as follows : T i Massachusetts: M in i m u m Wage Commission. Report on the wages of women in the m illinery indus try in Massachusetts. Boston, May, 1919. 68 pp. B ulletin No. 20. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1504] 203 M O N T H L Y LABOR R E V IE W . A V ER A G E W E E K L Y E A R N IN G S IN D IF F E R E N T B R A N C H ES OF T H E M IL L IN E R Y IN D U S T R Y IN M ASSACHUSETTS. Number of employees whose w eekly earnings were— Brancli of the industry. Under $6. $6 and under $8. $8 and under $10. $10 and under $12. $12 and under $15. $15 and over. Total number of em ployees. Straw hat factories.......... ............ Mower and feather factories___ Wholesale m illinery..................... R etail m illinery............................ I ll 113 92 87 160 40 92 60 160 20 99 101 175 8 49 57 207 1 48 19 125 13 37 938 182 393 351 T otal...................................... 403 342 380 289 275 175 1,864 I t will be seen th a t the distribution of the wage groups varies considerably in the different branches of the trade. Over one-eighth (13.3 per cent) of the workers in straw h a t factories earned $15 or over per week, against none a t all in the flower and feather shops, 3.3 per cent in the wholesale m illinery trade, and 10.5 per cent in the retail millinery shops. The difference is greater when earnings by occupation are considered. The trade includes two groups of skilled workers, the operators of power machines stitching -straw braids, and trimm ers, who vary widely in skill. Of the 938 women studied in straw h a t factories, tw o-thirds were machine operators, and of this group four-fifths were earning $9 a week or more, and onefifth, $15 a week or more. The workers in the flower and feather factories are largely unskilled, and often young, and their wages are noticeably low. Three-fifths of this group (62 per cent) earned less than $6 a week. Of the total num ber of employees studied, threefifths (60.3 per cent) were earning less than $10 a week. The above figures show the average earnings of the workers while employed, b u t as the m illinery trade is seasonal, their annual earn ings were m aterially smaller than the weekly earnings would indi cate. The following table shows the earnings of the above group of workers during the year 1916 from the millinery industry: A V ER A G E A N N U A L EA RN IN G S IN D IF F E R E N T BR ANCHES OF IN D U S T R Y IN M ASSACHUSETTS. THE M ILLIN ER Y Number of employees whose annual earnings were— Branch of the industry. $100 and $250 and $400 and Under $100. under $250. under $400. under $500. $500 and over. Total number of employees. Straw hat factories..................... Flower and feather factories... Wholesale m illinery................... R etail m illinery........................... 268 90 181 116 293 36 95 89 219 39 71 64 74 11 23 28 84 6 23 54 938 182 393 351 T ota l................................... 655 513 393 136 167 1,864 Over one-third (35 per cent) earned less th an $100 during the year from their work in millinery, over three-fifths (63 per cent) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1505] MONTHLY LABOR REVIEW. 204 earned less than $250, and only 9 per cent earned as much or more than $500. Taking the industry as a whole, the investigators found th a t the hand workers, including all the women employed in the flower and feather shops, the finishers hi the h a t factories, and the m akers in the wholesale and retail establishm ents, were poorly paid. “ The m ajority of these workers were scheduled to receive less than $9 a week. For a still larger proportion, actual earnings fell below this am ount.” In summing up, the report points out the difficulties occasioned by the seasonal nature of the industry, and the lack of any standard of wages among the hand workers. O ther outstanding circumstances are the age of m any of the workers in connection w ith the wages received, and the apprentice system. Results of the investigation indicate that a considerable proportion of the workers in the hat factories and in the custom shops are mature women with several years’ experience in the occupation. This is particularly the case with machine operators and trimmers. In the flower and feather shops, on the other hand, the workers are mainly young girls. One of the serious conditions in the retail millinery trade was found to be the low payment, or nonpayment, of apprentices. The existence of this class of underpaid workers from whose ranks the makers are recruited tends to defer the period when the experienced workers can earn a living wage. Another problem in both wholesale and retail millinery is the existence of two sharply defined classes of workers, a small group of highly paid creative workers, and a large group of tech nically skilled workers who receive a low wage, and for the majority of whom there is little prospect for advancement. Hours of Labor in Canada. S A result of an investigation by the Canadian D epartm ent of Labor, it is shown th a t on June 1, 1919, 299,503 workers out of a to tal of 612,398, or 48.9 per cent, were working eight or eight and one-half hours per day. This statem en t is tru e of the principal industries of Canada, b u t it m ay be observed th a t it includes approxim ately 100,000 steam railway employees, who are working on a basic eight-hour day. I t was n o t possible to distinguish between employees working the actual eight-hour day and the basic eighthour day, and as a consequence the statem ent of the num ber classi fied as working eight hours per day constitutes som ew hat of an exaggeration. The Canadian investigation was undertaken in the sum m er of 1919, because of possible legislation on this subject in Canada and in view of its necessity in connection w ith the future League of Nations. Questionnaires were sent to approxim ately 8,500 firms, of which num ber about 6,250 returned replies. The returns represent some 612,000 employees, or about 50 per cent of the workers in the indus tries covered. A https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1506] 205 M O N T H L Y LABO E REV IEW , Some occupations, because of their seasonal or intermittent char acter, as for instance that of longshoremen, logging, fishing, and canning, have been omitted. Wherever it was impossible to report pay rolls as of June 1, pay rolls at the nearest date upon which con ditions were normal were accepted. The firms representing less than five employees were not tabulated. The following tables represent the result of the inquiry: NU M BER AN D P E R CENT OF E M PLO Y EES IN CANADA W ORKING SPEC IFIE D H O U R S P E R D A Y A N D W ORKING LESS T H A N SPEC IFIE D H O U R S.i Men. Hours worked. ■ W omen. Iereentage. Total. 7 and under 8 ............................................................... 8 and under 9 ............................................................. 9 and under 10............................................................. 10 and under 11........................................................... 11 and under 12........................................................... 12..................................................................................... Over 12........................................ ................................ 145 253 8,214 245,437 131,536 107,924 3,710 5,393 1,532 148 650 7,692 54,066 31,100 14,461 71 37 29 293 903 15,906 299,503 162,636 122,385 3,781 5,430 1,561 2.6 48.9 26.6 20.0 .6 .9 .3 Total................................................................... 504,144 108,254 612,398 100.0 798 8,490 62,556 93,656 108,188 1,196 17,102 316,605 479,241 605,407 0.1 2.9 51.7 78.2 98.8 398 8,612 254,049 385,585 497,219 Under 10............................. ,-r....................- ............... Under 12....................................................................... i Including approximately 100,000 steam railway employees who are on the basic eight-hour day. NUM BER OF E M PL O Y EES IN CANADA W ORKING SPEC IFIE D HO U R S P E R D A Y , BY IN D U ST R IE S, JU N E , 1919. Industry group. Under 8J n 9i 8 hours. 8 hours. hours. 9 hours. hours. 118 4,111 84 48 639 1,747 430 2,265 1,668 1,121 573 279 428 444 3,147 2,705 29,241 1,705 1.951 6,126 11,724 1,465 9,924 15,792 21,214 14,025 1,542 33,263 102,424 13,135 Total ..... ....................................... 17,102 266,236 Building and construction................... Commercial, mercantile, clerical. . . . Lumbering and forestry....................... Brick, cement, glass.............................. Chemicals, oils, rubbers....................... Food and drink...................................... Metal working......................................... Wood pulp, paper, printing............... Woodworking......................................... Mining and quarrying........................... Railway operation................................. Not specified............................................ 10 hours. Over 10 Total. hours. 4,567 2,076 26,352 3,267 3,145 13,041 4,251 20,213 4,419 15,012 4,171 7,889 6,159 4,186 1,979 239 29 724 417 441 1,313 1,080 4,043 1,894 695 358 377 603 114 103 11,759 46,011 39,310 8,069 21,338 47,740 15,867 73,201 37,770 67 255 40,762 22,253 47,047 111,227 22,789 33,267 152,729 9,907 120,727 12,430 612,398 12 2,914 609 6,415 17,336 1,529 506 1,221 2,725 288 219 3,691 4,143 1,274 19 57 216 231 9,262 6,351 50,533 44,235 2,336 1,543 713 5,523 20 1,095 324 4,552 6,106 124 27 24 158 620 34,218 15,124 139,046 238,779 21,974 4,963 12,461 45,213 79 4,502 151 122 941 6,675 891 5,539 3,932 4,897 516 433 2,754 1,311 524 2,968 5,380 10,060 2,158 9,767 12,026 7,438 29,773 9,553 22,786 20,628 11,353 3,592 1,712 3,535 1,083 672 234 106 279 1,214 312 1,444 512 1,530 491 380 248 1,036 366 P ro vin c es. New Brunswick...................................... Saskatchewan.......................................... Alberta..................................................... British Columbia................................... 55 828 478 5,324 6,668 1,616 375 678 1,080 39 15,386 1,170 28,240 74,923 11,823 1,415 7,340 25,900 Total............................................... 17,102 i 166,236 263 4,445 5,973 40,291 85,368 3,272 1,078 2,428 9,611 33,267 152,729 9,907 120,727 12,430 ■512,398 i Does not include the 100,000 railroad employees who can not be assigned to any particular Province. -14 142890°— 19 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1507] 206 M O N T H L Y LABOR R E V IE W . Recent Wage Increases in Europe. Compiled by C. F. Stoddard. HE following excerpts from consular reports transmitted to this Bureau by the State Department and from reports of foreign representatives of the Department of Commerce, give recent changes in wage rates and hours of labor in certain cities or districts in Great- Britain and on the continent. They represent the most recent data on the subject received by this Bureau. T Great Britain and Ireland. Wages of Certain Railroad Employees. r p H E latest Governm ent wages offered, affecting about 65,000 men -®- employed in various capacities on B ritish railroads, am ount practically to double the average standard prew ar rates and are given in the following table as reported by a London representative of the D epartm ent of Commerce, under date of August 23, 1919. W AGES DEM A N D ED A N D W AGES A G R E ED U PO N B E T W E E N GOVERNM ENT A N D CER TAIN E M PLO Y EES OF B R IT IS H RAILROAD'S. Wages per day. Classification. De manded. Drivers: First and second year............................................................. Third and fourth, year.................................................................................................. Fifth, sixth, and seventh year.......................................................... . . . . E ighth year and upward."......................................................................................... Firemen and assistant motormen: First and second year............................................................................................................. Third and fourth "year........... ............................................................................................. Fifth year............. 1 ..................................................................................... Cleaners: 16 and under..................................................................................... 17 and u n d e r ....................... .................................................................................................... 18 and 19...... ................................. .......................................................................................... 20 and over.................................................................................... Agreed upon. $2. 88 3. 36 3. 84 $2. 88 3.12 3. 36 3. 60 2.28 2.52 2.76 2.28 2.52 2.64 1.92 2.04 .96 1.20 1.44 1.68 In addition, the cleaners receive a war wage of $4 a week for males of 18 years and under, and of $7.92 per week for those over 18. Wages in Laundry and Clothing Trades. The B ritish M inistry of Labor has announced awards m ade by the various arbitration boards increasing wages in the laundry, whole sale clothing, and shirt and collar trades in Great B ritain on the following basis: L a u n d r y w orkers .—Awarded a m inim um rate for a 48-hour week of 28s. ($6.81) weekly for workers over 18 years, 24s. ($5.84) weekly for 17 years, 19s. ($4. 62) for 16 years, and 16s. ($3.89) for 15 years https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1508 ] 207 M O N T H L Y LABOR R E V IE W . and under. New hands over 18 may be paid 4s. (97.3 cents) a week less for the first three m onths; overtime, including work after 1 p. m., Saturday, to be paid a t a fixed rate of tim e and a quarter. Wholesale clothing .—In this trade the court of arbitration has issued an award giving increased wages of 18s. 9d. ($4.56) per week to men and 12s. 6d. ($3.04) per week to women over prew ar rates. S h ir t a n d collar trade .—Male cutters over 22 years to be paid not less th an Is. 6d. (36.5 cents) per hour, woman workers not less than 7d. (14.2 cents) an hour. Nottingham Building Trades. Effective May 12, 1919, the following hourly rates of pay apply to building-trade employees in the N ottingham district: Occupation. Cents. Bricklayers, carpenters, plasterers, masons, woodworking machinists, and slaters.......... Painters................. Plasterers’ laborers Builders’ laborers.. Plumbers’ laborers. 40 38 36 35 35 The week consists of 44 hours, work extending from 8 a. m. to 5 p. m. on the first five days of the week and from 8 a. m. to 12 o’clock on Saturdays. In the w inter the hours are to be reduced to 41 £ a week. Work of British Trade Boards. I t is interesting to note the activities of trade boards set up in vari ous industries under the British Trade Boards Act. Orders have been issued recently applying the Trade Boards A ct to the ju te spinning and weaving trade and to the rope, twine, and net trade. A sum m ary of minimum wage rate determ inations by several of the trade boards already functioning has been furnished this Bureau by the D epartm ent of Commerce, having been transm itted by its trade commissioner at London, and is as follows: Tobacco Trade Board.—The Tobacco Trade Board has fixed the minimum rate of wages for male workers over 21 years at $13.38 per week of 48 hours and for women over 21 years at $8.52 per week of 48 hours. The rates become effective as from August 5. Timber trade.—A new agreement has been drawn up on the hours and wages of timber trade workers at Liverpool docks. The working week will be 44 hours, the minimum rate of pay $3.20 per day, and overtime $0.79 per hour; work from 6 to 10 in the evening to be paid for at the rate of $2.40, and double time for Sunday work. Corset Trade Board.—The Corset Trade Board has resolved to issue a notice of proposal to fix general minimum time rates of wages for women 18 years and over of $0.17 an hour, and for men of 22 and over $0.28 an hour, with lower rates for younger workers. The board also proposes to fix piecework basis time rates of $0.19 an hour for women and $0.31 an hour for men as well as overtime rates for men and women. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1509] 208 M O N T H L Y LABOR R E V IE W . Tin Box Trade Board.—The Tin Box Trade Board proposes to raise the minimum time rate for female workers of 18 and upward from $0.11 to $0.15 an hour and for male workers (other than knife or press hands) aged 21 and upward from $8.33 per week of 52 hours to $0.24 an hour and for knife and press hands to $0.28 an hour. Overtime rates for all workers will be fixed and the rate paid to pieceworkers shall not be less than 25 per cent above the proposed general minimum time rate applicable. Paper Bag Trade Board.—The new Paper Bag Trade Board has been constituted. I t consists of 32 appointed members, 16 representing employers, and 16 representing workers. The following time rates are about to be issued by the board: Female workers other than learners to be raised from $0,111 to $0.16 an hour; male workers, from $0.18 to $0.28 with corresponding increases in the minimum rates for learners. The board also proposes to fix piecework basis time rates of $0.17 and $0.31 an hour for female and male workers, respectively. Iron and Steel Trade.—An exceptionally big advance in wages by the Midland Iron and Steel Wages Board came into operation August 4. This advance is 27J per cent and applies to puddling and other forage and mill wages regulated by the sliding scale. The increase is based on the average net selling price of iron made by 17 selected firms during May and June, and no provision is made in the figures to meet the higher cost due to the adoption of the 8-hour shifts. The average net price was $107 per ton, which represents an advance of $13.20 compared with the two preceding months, while the extraordinary value that levels have now reached will be realized when it is recalled that the return for May and June, 1914, showed the average net sell ing price to be $33. Tailors’ Trade Board.—According to the Times of July 23, the Tailors’ Trade Board will shortly issue proposals to raise the general minimum time rate for women workers other than cutters, trimmers, and fitters from $0.10 to $0.17 an hour with variations for learners; to raise the minimum rate for women cutters, trimmers over 20 years old, from $0.12 to $0.19 per hour and to provide that an ordinary woman worker on piece work shall be paid not less than $0.19 an hour. The board will also issue proposals to raise the general minimum time rate for men, other than learners, as follows: Cutters, knifemen, tailors, fitters, passers, pressers, and machinists from $0.16 to $0.34£ per hour; underpressers and plain machinists from $0.16 to $0.26 per hour. It will also provide that an ordinary male worker on piecework shall not be paid less than $0.03 per hour above the time rates set out for male workers. Agricultural Wages in Perth and Forfar Districts, Scotland. The U nited States consul at Dundee, Scotland, reports th a t the central wages comm ittee has decided th a t in F orfar and P erth dis tricts the m inim um rates of wages are to be reckoned as applying to an average for the year of 54 hours per wTeek, exclusive of meal times and tim e required for stable work, allowance being m ade for 21 full-day or 42 half-day holidays in each year, besides (1) the usual New Y ear’s D ay holiday, and (2), in the case of yearly engage ments, one hiring-fair day; and in the case of half-yearly engage m ents, two hiring-fair days. The m inimum rates fixed m ay be sum marized as follows: The lowest m inimum rate for a m an over 21 is th a t fixed for an agricultural laborer (other th an a plowman, cattlem an, or shepherd, and being w hat is known as an orram an) with less th an two years’ experience in agriculture—viz, $7.80 per week, or 16 cents per hour. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1510] M O N T H L Y LABOR R E V IE W . 209 For an agricultural laborer over 21 (other than a plowman, cattle man, or shepherd, and being w hat is known as an crram an) w ith at least two years’ experience in agriculture, the m inimum rate fixed is $8.64 per week, or 18 cents per hour. For a plowman, cattlem an, or shepherd, over 21, w ith less than two years’ experience in agriculture, the m inimum rate fixed is 38s. 6d. ($9.25) per week, or 19 cents per hour. For a plowman, cattlem an, or shepherd, over 21, w ith a t least two years’ experience in agriculture, the minimum rate fixed is $10.08, or 21 cents per hour. The above-mentioned rates are to be increased by 60 cents a week for each dog which the workm an is required, by the conditions of his employment, to keep and feed. Wages of Mechanics in the Linen Industry, Ireland. According to a recent report from the U nited States consul at Belfast, Ireland, the Flax Spinners’ Association (Ltd.) agreed to have the wages of the mechanics in mills and factories fixed a t Is. 6d. (36.5 cents) per hour plus the 12^ per cent bonus, bringing the wages of the men concerned up to the Belfast rate for engineers in shipyards and foundries. The new rate increases the wages for mechanics in mills and fac tories from Is. 6d. (36.5 cents) to Is. 8 |d . (41.1 cents) per hour— an increase of 2 |d . (4.6 cents) per hour; this is authorized for work done on and after March 31, 1919. I t is a consequential outcome of spreading the old wage over the shorter working week. I t was an old complaint of the mechanics in mills and factories, explains the consul, th a t they were working an hour more per week than the men in the shipyards and the foundries for the same wages. The leveling up of the hourly rate puts an end to this grievance. Important British Wage Decision. The Daily Telegraph (London) reports a decision of considerable im portance issued by the court of arbitration a t W estm inister (London) in an award on the recent claims concerning the ship building and engineering trades, which constituted a test case. The finding of the court has a direct bearing on the relationship betw een wages and the food problem in G reat B ritain, and affects thousands of workers- in the country. On th e ground th a t the cost of living was on the decline, as stated in the Board of Trade Labor Gazette, the Shipbuilding Em ployers’ Federation applied for a reduction of the w ar bonus to the men by 5 shillings ($1.22) a week. This was m et by a counter claim by the workers in these trades and by the National Federation of General W orkers for 15 shillings ($3.65) a week increase for tim e and piece workers, and the consolidation of the w ar bonus into standard wages. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1511 ] 210 M O N T H L Y LABOR R E V IE W . Tlie court found th a t the claim for consolidation of the w ar bonus was not established, and th a t in view of the figures published by the board of trade the m en’s claim for an advance in wages also failed. On the other hand, in regard to the employers’ claim to reduced wages, the judgm ent states th a t “ the outlook appears to the court to be one of much uncertainty; and though there m ay be a difference of opinion, the court knows th a t some official authorities have pub licly expressed the opinion th a t the prospect is one of dearer food and more difficult conditions,” and therefore the court decided on these grounds th a t the claim of the Shipbuilding Em ployers’ Feder ation th a t wages should be reduced by 5 shillings ($1.22) was also not established. This award, it was added, would have general application in the U nited Kingdom. Belgium.1 T H E resum ption of industrial activity is proceeding in Belgium. I t was estim ated a t the beginning of March th a t 750,000 work men were idle, b u t this num ber was reduced by one-half Ju ly 1. Considerable difficulty is experienced throughout Belgium in resuming work because of strikes. There were 119 recorded strikes in the country from Ja n u ary 1 , 1919, to May 1 , 1919. These were princi pally for increase in wages or decrease in hours of labor, or both. Before the w ar the average working day in Belgium was between 9 and 10 hours; the present working day is seldom over 9, and strenu ous efforts are being made, especially by the labor unions, to estab lish a uniform 8-hour day. The Fabrique N ationale d ’Armes de Guerre a t H erstal (Liège), the m ost im portant establishm ent of its kind in Belgium, which had a working day of 10 hours before the war, has shortened the working hours to 9 per day, and will soon work only 8J hours. I t is planned to establish a working day in the p lan t of 8 hours commencing April, 1920. In general, the present wage scale in Belgium as compared w ith Ju n e, 1914, shows an increase of from 150 to 200 per cent. The table following shows the increases in wages by industries in the industrial center of Ghent. The details here presented m ay be regarded as representative of general wage conditions in Belgium. 1. Mechanics, etc........................ In general, 85 per cent increase over wages of 1914, plus bonus of 6 cents per hour for high cost of liv ing; 9-hour day. Blacksmiths, machinists, etc., employed by the commu nity in reconstruction work. 19 to 24 cents per hour. Increase over 1914 wages, 225 to 285 per cent; 8-hour day. » From United States Commerce Reports, Sept. 23, 1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1512] M O N T H L Y LABOR R E V IE W . 211 1. Mechanics, etc.—Concluded. Mechanics employed in tex tile factories.......................... 18 to 22 cents per hour. Increase over 1914 wages, 261 to 294 per cent; 8-hour day. Machinists: Chief machinists..............$12.55 per week of 54 hours. Expert machinists.......... $11.77 per week of 54 hours. Assistant machinists....... $11.19 per week of 54 hours. 2 . Rubber factory: Skilled workmen..................... 24 cents per hour; 52-hour week. Laborers..................................... 19 cents per hour; 52-hour week. 3. Flour mills: Skilled workmen.................... 20 cents per hour, plus bonus of 20 per cent. Semiskilled workmen............ 17 cents per hour, plus bonus of 20 per cent. Laborers.....................................15 cents per hour, bonus of 20 per cent. Overtime paid at the rate of 150 per cent. 4. Breweries.................................. 19 cents per hour; 8-hour day. 5. Textile industries’. . ...............In general; 54-hour week. A. Linen industries: Hacklers......................... 14 to 19 cents per hour. Driers..............................17 to 19 cents per hour. Packers...........................19 to 21 cents per hour. Children..........................7 cents per hour. B. Cotton spinning: Laborers..........................14 cents per hour. Grinders, sharpeners.......18 to 19 cents per hour. Stretchers........................ 14 to 17 cents per hour. Spinners (men)...............23 to 28 cents per hour. Spinners (women).......... 12 to 16 cents per hour. Grands Rattacheurs....... 16 to 20 cents per hour. Petits Rattacheurs..........10 to 12 cents per hour. Twisting spinners......... 20 to 24 cents per hour. Dressers, bleachers, and dyers........................... 18 cents per hour. Adjusters, etc.................18 to 22 cents per hour. Carpenters, masons, paint ers................................ 17 to 21 cents per hour. C. Cotton weaving................ 12 to 28 cents per hour. 6. Clothing industries: Firemen................................. 22 cents per hour; 9-hour day. Shop workers......................... 16to 29 cents per hour; 9-hour day. Garment workers................... 19 cents per hour; 9-hour day. Tailors.................................... General increase of 100 per cent over 1914 wages. 7. Building and construction: Carpenters..............................23 cents per hour for 54-liour week; increase of 153 per cent over 1914 wages. Joiners....................................18 cents per hour for 54-hour week, plus bonus of 4 cents per hour for high cost of living. Upholsterers...........................19 to 20 cents per hour for 54-hour week, plus bonus of 4 cents per hour for high cost of living. Masons....................................17 cents per hour for 54-hour week, plus bonus of 4 cents per hour for high cost of living. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1518 ] 212 M O N T H L Y LABOR R E V IE W . 7. Building and construction—Concluded. Plasterers............................... 18 cents per hour for 54-hour week, plus bonus of 4 cents per hour. Masons’ laborers.....................15 cents per hour for 54-hour week, plus bonus of 4 cents per hour—total increase of 177 per cent over 1914. Stonecutters...........................18 cents per hour for 54-hour week, plus bonus of 4 cents per hour. Painters..................................16 to 17 cents per hour, plus bonus of 4 cents per hour. In all these trades, overtime is paid at rate of 150 per cent. 8. Wood and furniture............... Increase of 100 per cent over wages of 1914, plus bonus of 5 cents per hour. 9. Leather and hides..................Minimum of 24 cents per hour. 10. Tobacco industries................. Complete idleness. 11. Paper industries..................... General increase of 100 to 125 per cent over wages of 1914. 12. Printing and binding.............Increase of 155 per cent over 1914 wages, and mini mum of 24 cents per hour; disputes about salaries, and very little employment. 13. Transportation: Ghent-Terneuzen railway__ 50 per cent increase over 1914; 8-hour day. Ghent Tramways................... 50 per cent increase over 1914; 8-hour day, plus bonus of 3 cents per hour for high cost of living. Carters....................................About $6.75 per week; very irregular employment. 14. Horticulture: Skilled workmen....................14 cents per hour. Laborers................................. 13 cents per hour. 15. Miscellaneous: Barbers...................................Strike in progress. Demand for 20 cents per hour, 8-hour day. Photography establishment.. Increase of 100 per cent over 1914 wages. Communal employees: Skilled............................ 20 cents per hour, bonus of 4 cents per hour. Unskilled........................ 15 cents per hour, bonus of 4 cents per hour. Soft drink p la n t...................19 cents per hour. Store employees.................... 19 cents per hour; 48-hour week; overtime paid at rate of 150 per cent. Italy. IG U R ES showing wages of certain classes of labor in Ita ly in June, 1919, as compared w ith the average for 1914, have been furnished this Bureau by the D epartm ent of Commerce in the form of a com m unication from its commercial attaché a t Rome. The list is partial and rath er unsatisfactory, b u t possesses some value as indi cating in a general way the relative trend of wage advances among various classes of labor. F https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1514] 213 M O N T H L Y LABOR R E V IE W . H O U R L Y R A TE OF W AGES OF SP E C IFIE D CLASSES OF LABOR IN IT A L Y IN JU N E , 1919, AS COMPARED W ITH A V ER A G E FOR 1914. [Conversions made on the basis of 1 lira (par value) = 19.3 cents.] Occupation. Stokers.......................................................................................... Average for 1914. Wages in June, 1919. C ents. C ents. 6.6 4.2 9.3 9.3 6.0 7.3 6.6 10.6 Per cent of increase. 24.3 14.5 30.9 29.0 14.3 18.3 15.4 27.0 268.2 245.2 232.3 211.8 138.3 150.7 133.3 154.7 There have been wide variations of increases in the wages of certain other classes of labor, as indicated by the following state m ent giving the range of the rates of inorease in June, 1919, over the average for the year 1914: R A TE OF INC R EA SE OF W A G ES OF C ERTA IN CLASSES OF LABOR IN IT A L Y IN JU N E , 1919, OVER A V ER A G E FO R 1914. Per cent of increase in wages, June, 1919, over average for year 1914. Occupation. M illers................................................................................................................................................. 74 to 132 to 7 to 87 to 25 to 10 to 33 to 18 to 217 209 15 133 187 100 175 40 I t is stated th a t farm labor received before the war an average of $57.90 per year w ith perquisites in the way of subsistence. The average is now $123.52, w ith the same perquisites and an eight-hour day, which represents a two-hour reduction of hours and an increase of 113.7 per cent in wages. Proposed Prussian Wages Department. OZIALE P ra x is1 publishes the following paragraph w ith respect to the functions of the contem plated Prussian Wages D epart m ent: S In order to insure the possibility of competition by German manufacturers in foreign markets after the conclusion of peace it is necessary to scrutinize carefully and without delay the efforts made to obtain progressive increments of wages and to deal with such efforts in a rational manner. Consequently the functions of the Prussian Wages Department will be as follows: Intervention in wage disputes; inves1 Soziale Praxis und A rchiv für Volkswohlfahrt. Berlin, April 24,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1515] 214 M O N T H L Y LABOR R E V IE W . tigation of the necessity of the demands put forward and of the explanations of employ ers; elucidation of the interdependence of economic life and of preliminary arrange ments for a general and proportionate decrease of wages. On the other hand, consid eration will be given to the control of the prices of the most important foodstuffs and of other articles necessary for existence as soon as circumstances make such a control feasible, in order to check extortion. The journal adds the following comment: Of course a wages department for Prussia must be regarded as subordinate to a German Wages Department. The latter will have need of a similar subdepartment in each of the federated States of the Republic. Prussia can not pursue for herself alone a policy for the reduction of prices and wages, for these are interlaced in the fabric of German industry. Furthermore the regulation of wage movements can not be con trolled by a Prussian Wages Department except when they relate to Prussia exclu sively. Since now, more than ever before, a movement has set in in favor of collec tive agreements covering the whole of Germany, a Prussian Wages Department can not achieve success except by working in accord with the National Department of Labor—really as its deputy so far as such an arrangement is constitutional—in regard to movements whose pivot lies in Prussian territory. A Prussian Wages Department may be of utility in equitably settling the rates of wages payable in the industrial establishments of the Prussian State and of the various municipalities; for the irregu larities which have prevailed in such establishments during the war period can not stand the test of criticism. Furthermore should the Prussian Wages Department be disposed to act as a pioneer in the compilation of adequate statistics of wages and cost of living and thus to stimulate the National Department of Labor to activity in this sadly neglected field, it would thereby justify its existence. But in matters of general policy relating to wages and collective agreements the National Depart ment of Labor must have precedence. That Avas the conclusion reached, as long ago as 1913, at the Düsseldorf conference of the Society for Social Reform, after a discus sion of the advantages of a national department as compared with those of a depart ment for each federated State. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1516] MINIMUM WAGE. Minimum Wage and Maximum Hours for Women in the United States and Canada. Arkansas. H E A rkansas Minimum Wage and Maximum H our Commission issued an order 1 dealing w ith the hours of women employed in hotels and restaurants, the regulations being as follows: T First.—On and after May 20, 1919, no female shall be employed or be permitted to work in any hotel or restaurant in the State more than nine hours in any one day, nor more than six days in any one week. Second.—That each owner, leasee, or manager shall post and keep posted in a convenient place in each hotel or restaurant in which females are employed or per mitted to work, a notice printed in English, stating the number of hours such females are permitted or required to work on each day of the week; the hours of beginning and ending work each day; the recess allowed for meals or otherwise. That every employer shall keep a time book or record of every female employed, stating the number of hours worked and the wages paid. California. H E M o n t h l y L a b o r R e v ie w for February, 1919, contains a decree of the California Industrial Welfare Commission fixing wages for women employed in any m anufacturing industry at not less than $10 for a week of 48 hours, or, if the full 48 hours per week of work are not provided, a t not less th an 25 cents an hour. Later, on April 22, 1919, the commission fixed a m inimum wage of $13.50 per week for the m ercantile industries, and on May 12, 1919, fixed 28 cents per hour as the minimum rate in the fruit and vege table canning industry, “ w ith a piece-rate scale th a t will yield not less than 28 cents per hour, or $13.50 per week.” These orders have been followed by one fixing the m inimum for women employed in hotels, restaurants, etc., a t the same figure, $13.50 per week. This order, dated July 19, 1919, and effective Septem ber 17, 1919, so far as it relates to wages, is as follows: T The Industrial Welfare Commission of the State of California does hereby order that: 1. No person, firm, or corporation shall employ, or suffer or permit any woman or female minor to be employed in any hotel, lodging house or apartment house, or in 1 Minimum Wage and Maximum Hour Commission of Arkansas, of females applying to hotels and restaurants. May 13,1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11517] Regulations governing employment 215 216 M O N T H L Y LABOR R E V IE W . any restaurant, cafeteria, or other place where food or drink is sold to be consumed on the premises, or in any food-catering department of any mercantile establishment, or in any hospital, with the exception of graduate nurses, nurses in training, or other professional women, at a rate of wages less than $13.50 per week ($58.50 per month), except as otherwise provided in section 9 of this order. If an employer requires waitresses to wear a uniform or apron which is not laundered by the establishment, an allowance of 50 cents per week shall be paid in addition to the minimum wage. 2. (a) No person, firm, or corporation employing women or female minors in the establishments named in section 1 of this order, shall make a charge for board in excess of the following scale: Breakfast............................................................................................ $0. 20 Lunch............................... ....................................................................... 25 Dinner....................................................................................................... 30 Provided, however, that these shall be bona fide meals. (b) No person, firm, or corporation employing women or female minors in the estab lishments named in section 1 of this order, shall make a charge for a room in excess of $3 per week. Part-time Workers. 3. No person, firm, or corporation employing women or female minors in the estab lishments named in section 1 of this order shall employ, or suffer or permit any woman or female minor to be employed, as a part-time worker at less than the following rates: SC H ED U LE OF W AGES FOR A D U LT AN D MINOR FE M A LE PART-TIM E W O R K E R S. Em ployed 3 hours per day or less. E m p lo y e d m ore th an 3 hours and not more than 6 hours. $0.35 per hour___ $0.32J per hour......... Employed more than 6 hours. SO. 32J per hour or the minimum wage. 4. Where payment of wages is made upon a commission, bonus, or piece-rate basis the earnings shall be not less than the minimum time rate for the wage group in which the worker belongs. 5. Tips and gratuities shall not be construed as part of the legal minimum wage. The order is probably intended to apply only to waitresses, but the language is curiously sweeping. Very careful provision is made as to hours of work. W omen and female minors to whom the order applies m ay not be employed more than 8 hours within a period of 13 hours in any one day, nor more than 48 hours a week, nor more than six days a week, nor before 6 a. m. or after 10 p. m. The six-day rule is not to become effective until November 17, 1919, and after th a t tim e some modification of its strictness is perm itted, it being provided th a t women employed as full-time workers, working by the week, m ay be employed on their day of rest in case of emer gency, provided th a t when so employed “ They shall be paid not less than rate and a quarter of the legal m inimum daily rate of $2.24, or https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1518] M O N T H L Y LABOR R E V IE W . 217 $ 2.80/’ and th a t the total num ber of hours in any one week is not over 48. In the case of a woman disabled by age or otherwise, the commis sion m ay issue a perm it allowing her employment a t a figure less than the m inimum established by this order. In such cases the commission will fix a special m inimum rate adjusted to the degree of the employee’s incapacity. Employers of women and female minors m ust keep full records of the names and addresses of such employees, the hours worked by each, and the amounts earned. “ Such records shall be kept in a form and m anner approved by the Industrial W elfare Commission.” A further and im portant provision is as follows : Every person, firm, or corporation employing women or female minors in the estab lishments named in section 1 of this order shall provide a room where the women may change their clothing in privacy and comfort. Sufficient and adequate provision Bhall be made for the proper and safe keeping of the outer clothing of the women workers during working hours, and of their working clothes during the nonworking hours. Clean and decent toilet accommodations shall be provided. District of Columbia. T H E award by the M inimum Wage Board of the D istrict of Colum bia of a m inim um wage of $16.50 for women in the mercantile industry was published in the M o n t h l y L a b o r R e v i e w for October, 1919, (pp. 163 and 164). Following an appeal by the M erchants and M anufacturers’ Associa tion against the rates fixed for minors in the original aw ard these rates have been modified by action of the board. The modified order makes the rate for minors under 18 years of 18 m onths’ experience 50 cents less than the original award. A m inority report was filed by the representative of the workers on the wage board in which the lower ing of the rate was objected to on the grounds th a t it would tend to m ake the minors the cheap com petitors of women 18 years of age and over. This am endm ent to the order (M. W. B. Order No. 3) is to be come effective 60 days from date or about the m iddle of December, 1919. , Learners, male or female, under 18 years of age, entering employ m ent in the m ercantile industry, shall be paid a weekly wage of not less th an $10 for the first four m onths of employment, of not less than $11.50 for the next four m onths of employment, of not less th an $13 for the next four m onths of employment, of not less th an $14.50 for the following six m onths of employment, and thereafter shall be paid not less th an $16 until the age of 18 years is reached: Provided, th a t for any m inor now employed time served in the industry prior to his or her sixteenth birthday and prior to October 28, 1919, shall not be https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1519] 218 M O N T H L Y LABOR R E V IE W . considered as experience in determining the m inim um wage to which he or she is entitled. A m inor girl, who, upon reaching the age of 18 years, has had seven m onths’ experience, shall be paid a weekly wage of not less than $16.50. A m inor girl, who, upon reaching the age of 18 years, has had less th an seven m onths’ experience, shall be paid not less th an the rates specified for adult learners. Kansas. T H E Kansas Industrial Welfare Commission has w ithin the year issued an order1dealing w ith hours, wages, and conditions of work for female employees in m anufacturing establishm ents. The m ini m um wage is lower th an th a t of California—$11 per week, instead of $13.50—and while the order establishes the basic eight-hour day and the six-day week for women, it perm its the em ploym ent of women for 55 hours a week, provided the overtime is paid for a t the rate of time and one-half. Like the California order, it forbids the employ m ent of women at night, the prohibited hours being from 9 p. m. to 6 a. m. The tex t of the order is as follows : Take notice, that pursuant to the authority in it vested by the laws of the State of Kansas (Chapter 275, Session Laws 1915), and in accordance with the determination by it to-day duly made and rendered, the Industrial Welfare Commission of the State of Kansas does hereby order that No person, firm, or corporation shall employ or suffer or permit any woman or minor to work in any factory in which the conditions of employment are below the standards hereinafter set forth. Working conditions.—Washing facilities, with water, soap, and towels, shall be pro vided in accessible location to make washing convenient at all times. Workroom floors and walls shall be kept clean and dry. Dressing rooms shall be provided, making possible the changing of clothing and the care of the clothing outside the workroom. Ample lighting shall be provided and so arranged that direct rays do not shine into the workers’ eyes. Heat and ventilation shall be ample at all times to keep the workers comfortable and well supplied with fresh air. Drinking water shall be safe and fresh, cool and accessible, and individual cups or bubble fountains shall be provided. Provisions shall be made for workers to eat their meals outside the workroom in a clean, comfortable place. A suitable seat shall be provided for each woman employed and its use encouraged, so that the worker may perform her labor with convenience, comfort, and efficiency. All seats shall have backs and foot rests broad and firm enough to be convenient while working. Risks from machinery and danger from fire and exposure to dust, fumes, and other occupational hazards shall be eliminated. Hours.—Eight hours shall constitute a basic day. The basic day shall be divided into two periods. Not more than five hours shall be worked in any one period without relief for meals, the meal relief to be not less than forty-five minutes. 1 Kansas State Industrial Welfare Commission. Order No. 10. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Manufacturing establishments. [1520] February 21, 1919. M O N T H L Y LABO R R E V IE W . 219 Women and minors shall not be employed between 9 o’clock p. m. and 6 o’clock a.m. Employment for women and minors shall be limited to six days in a week, with one day of rest in every seven days. Overtime shall not be permitted except in case of emergency, and the total work time, inclusive of overtime, of any female or minor shall not exceed fifty-five hours in any one week. Time in excess of the basic day shall be paid for at the rate of tim e and one-half of the hourly rate of the basic day. Wages.—No person, firm, or corporation shall employ any experienced female worker in any factory in the State of Kansas at a weekly wage of less than $11. An experienced worker shall be considered here to be one who has served the ap prenticeship period. The length of apprenticeship term for female workers shall be six months, and such apprenticeship term shall be divided into two periods of three months each. No person shall employ any female worker in any factory in the State of Kansas for the first period at a weekly wage rate of less than $7, or for the second period at a weekly wage rate of less than $9. British Columbia.1 O R D ER S recently issued by the British Columbia (Canada) Mini m um Wage Board fix m inimum wages for experienced female workers and for apprentices in publio housekeeping occupations and in office occupations. These orders were effective on August 16, 1919. Under the first order m entioned the minimum wage for females over 18 years of age is $14 per week; for those under 18 years of age and for apprentices the m inimum is $12 per week. Pro vision, however, is made th at, where lodging is furnished by the em ployer as p a rt paym ent of wages, not more than $3 per week m ay be deducted from the m inimum wage and where board or meals are furnished not more than $5.25 m ay be deducted. The hours of labor are fixed a t 48 per week except th a t in cases of emergency 52 hours m ay be worked. A rate of time and a half is provided for all over time work. The public housekeeping occupation is defined as in cluding the work of waitresses, attendants, housekeepers, janitresses, cooks, and kitchen help in restaurants, hotels, tea rooms, ice-cream parlors, light-lunch stands, and other places where food is cooked, prepared, and served for which a charge is m ade; and the work of chamberm aids in hotels, lodging houses, and apartm ents where lodging is furnished, w hether or n o t such establishm ents are oper ated independently or in connection w ith any other business; and the work of all female elevator operators. Where females are employed as stenographers, bookkeepers, ty p ists, billing clerks, filing clerks, cashiers, cash girls (not included in other orders), checkers, invoicers, com ptom eter operators, auditors, attendants in physicians’ and dentists’ offices, and in other lines of clerical work all of which are defined as office occupations, they shall receive, if over 18 years of age, a m inimum weekly wage of $15, or L i The first six orders issued by the British Columbia Minimum Wage Board were noted in the M onthly R e v ie w for .Tune, 1919, pp. 207, 208. a b o r https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1521] 220 M O N T H L Y LABOR R E V IE W . $65 a m onth when engaged by the m onth; and if under 18 years of age they shall receive a m inimum weekly wage of $11 during the first six m onths of employment, $12 during the second six months, $13 during the third six m onths, and $14 during the fourth six months. Apprentices shall receive $11 a week during the first three m onths of employment, $12 during the second three months, $13 during the third three m onths, and $14 during the fourth three m onths. In these occupations 48 hours per week is fixed as a minimum, and there is nothing said about overtime. Manitoba.1 U PPLEM EN TIN G a tabulation of wages issued by the Minimum Wage Board of M anitoba which appeared in the Septem ber issue of the M o n t h l y L a b o r R e v ie w (pp. 257 and 258), two new orders are here noted affecting workers in places of amusem ent and in offices. The m axim um hours are fixed a t 9 per day or 48 per week in the first instance, and a t 8 per day or 44 per week in the case of office workers. Experienced adults in places of amusem ent are to receive $12 per week if ticket sellers or ushers and 35 cents per hour if cleaners. The rate is fixed a t 30 cents per hour for the first two occupations when employees work less than 40 hours per week. I t is stipulated th a t females under the age of 18 years shall not be employed in places of amusement. For those working in offices a m inimum of $12.50 is fixed for experienced adults and a m inimum of $10.50 for the first three m onths and $11.50 for the second three m onths in the case of adult learners. After six m onths they shall receive the expe rienced employee’s wage. Minors are to receive $8 per week if 15 years of age, $9 if 16 years, $10 if 17 years, and $10.50 if 17 years and 6 m onths. No m inor shall be employed on piecework. I t is pro vided th a t any female who has taken a commercial course in any high school or accredited business college for six m onths’ full time or two years’ night school, if an adult, be exem pted from serving a learn ing period, and, if a minor, shall be paid according to the rate for em ployees one year older. Casual workers, or those whose term of em ploym ent is for less than two months, shall be paid at not less than the adult m inim um rate calculated by hours. The m inimum wage board recently issued an amending order pro viding for an increase in the previously fixed m inimum wage for ex perienced adult workers in confectionery and biscuit, cigar, grocery, m acaroni and vermicelli, pickle, paper-box, soap, and yeast factories, and in abattoirs, creameries, and laundries. The new m inimum wage is $11 per week, w ith a flat increase of $1 per week for all minors and learners. S iD ata taken from the Labor Gazette, Ottawa, September, 1919, pp. 1093, 1094. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1522] COOPERATION. New Zealand Farmers' Cooperative Associa tions. 1 T H E cooperative m ovem ent in New Zealand began some 40 years ago. The New Zealand Farm ers’ Cooperative Association at Canterbury is the leading cooperative society of the country, and undertakes to supply its 8,416 shareholders and others w ith every thing they require for their household and domestic needs as well as for farming purposes. In order to do this the association has established large stores which are divided into the following general departm ents: Grocery and general household provisions; hardw are; household furnishings; agricultural implem ents; dry goods, including clothing and household dry goods; furniture of all descriptions; and an agri cultural departm ent. In addition to this storekeeping aspect of the movement, a very im portant section of the cooperative store is given over to the han dling and classification of seeds. This feature was established b y m en of long and expert experience, and has grown to be the m ost useful of the m any departm ents in the association. In the grain section wheat, oats, barley, peas, beans, chaff, etc., are dealt w ith prac tically a t cost, and the working results of the departm ent show th at very little more than actual expenses are m ade from the operations. In the sundry-goods departm ent, wool packs, corn sacks, sheep dips, medicines for all classes of stock, and preparations for the pickling of wheat and other grain before sowing, to guard against sm ut and other blights, are handled. A few miles out of Christchurch the association m aintains a large store where all mixing and crushing operations of artificial fertilizers are carried on. These fertilizers are m ade up under expert guidance to suit the various districts in which they are used, bo th w ith respect to the different classes of soil and to climatic conditions. This departm ent is also worked a t a trifle over actual expenses. The association operates its own stockyards in m any parts of the district. The cooperative stores hold periodical sales of wool con signed to them by the farm er shareholders. A complete land and estate departm ent is m aintained, through which farmers m ay dispose of their property, by intrusting it to the association, which finds buyers and takes care th a t full value is secured by the sellers. Clearance sales are often held for those who 1 Extracted from Commerce Reports, Oct. 3, 1919, pp. 55-59. 142890°— 19----- 15 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1523] 221 222 M O N T H L Y LABOR R E V IE W . are retiring from farm ing or moving to another district. In this case the shareholder m ay deposit his deeds w ith the cooperative associa tion and borrow substantial am ounts w ithout giving a mortgage. He simply states before the local registrar th a t he has borrowed a certain sum from the cooperative association on deeds which it holds, and this fact is noted on the local records as a protection to the cooperative association. The following table shows the operations of the 11 cooperative associations which form the Farm ers’ Cooperative Wholesale Federa tion of New Zealand (Ltd.): O PER A TIO N S OF N E W ZEA LAND COOPERATIVE ASSOCIATIONS. Association. New Zealand Farmers’ Cooperative Association of Canterbury (Ltd.), Christchurch......................................... Canterbury Farmers’ Cooperative Association (L td .)............................. Farmers’ Cooperative Auctioneering Co. (L td.), H am ilton........................ Southland Farmers’ Cooperative As sociation (L td.), Gove...... ............... Atago Farmers’ Cooperative Associa tion of New Zealand (L td.), Dune din .......................................................... Farmers’ Cooperative Organization Society of New Zealand (Ltd.), H aw era................................................. North Auckland Farmers’ Coopera tive (L td.). W hangarei..................... New Zealand Farmers’ Cooperative Distributing Co. (L td.), Welling ton .......................................................... Tokomaru Farmers’ Cooperative Co. (L td.), Tokomaru B a y ..................... Gisborne Farmers’ Cooperative Co. (L td.), Gisborne............. ................... Hawkes Bay Farmers’ Cooperative Association (L td.), N apier............... N um ber of Author ized share hold capital. ers. of Merchan Paid-up Volume business dise sales. capital. done. Earn ings. N et profits. 8,416 $6,083,125 $2,612,873 $19,605,226 $3,574,829 $903,076 $369,299 7,685,537 3,146,470 516,744 133,843 3,307 1,459,950 1,233,794 11,181,903 1,137,578 454,560 150,239 3,800 1,581,613 1,087,064 1,750 364,988 196,363 2,014,731 767,189 107,988 36,416 765 486,65® 274,422 4,856,767 697,457 147,528 33,272 2,096 2.433,250 217,489 4,013,719 554,348 139,211 32,883 2,188 778,640 585,810 4,908,289 231,806 194,076 42,460 2.200 1,216,625 322,771 2,658,248 438,048 158,069 48,091 76,939 1,820,071 145,995 57,021 15,943 784,431 33,579 27,943 6,779 168 145,995 295 121,663 33,798 1,546 973,300 612,984 7,911,673 1,383,142 407,341 105,034 T otal............................................... 26,531 15,645,798 7,254,307 67,440,59512,110,441 3,113,558 974,259 I t is stated th a t the A ustralian cooperative societies are anxious to follow along the same general lines of the New Zealand societies. W ith this in view a representative gathering of producers took place in Melbourne in 1918, which was attended by delegates of New Zealand cooperative associations. The result of this conference was to increase the conviction th a t closer cooperation betw een Australian and New Zealand cooperative endeavor was necessary and steps were taken to bring about an A ustralian federation sim ilar to th a t in augurated in New Zealand. Indeed the feeling is expressed on all sides in New Zealand th a t an eventual organization of cooperatives for the whole B ritish Em pire will be necessary to distribute the products w ith the least waste and purchase the needs of the various parts of the Em pire w ith the smallest loss. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1524] VOCATIONAL EDUCATION. Vocational Training in Railroad Shops. A N O R D ER issued by the Director General of Railroads instructs the different railroads under Federal control to cooperate with the Federal Board for Vocational Education in the establish m ent of part-tim e schools in order to offer vocational training for mechanics and apprentices in railroad shops. This opens up a large field of service to the S tate boards for vocational education, since there are railroad shops in every State, and the act creating the Fed eral Board provides th a t at least one-third of the trade and industrial fund furnished to the State shall, if expended, be applied to part-tim e schools or classes for persons who have entered upon employment. The order of the Director General of Railroads is as follows: The Federal Government has created, under the provisions of an act of Congress, as approved February 23, 1917, a Federal Board for Vocational Education. The purpose of this act is to provide for the promotion of vocational education in the trades and industries and in agriculture in cooperation with the various States, and an appropriation by the Federal Government is available for such work. The value of vocational training for mechanics and apprentices in railroad shops has been recognized by many railroads who have established schools for the training of such men. It is the desire of the Railroad Administration not only to assist and en courage such training where established, but also to extend the system to roads which have not established such schools, and it is believed that this can be best accomplished by cooperation between the United States Railroad Administration and the Federal Board for Vocational Education in extending this work. It is therefore desired that the different railroads under control of the United States Railroad Administration cooperate with the Federal Board for Vocational Education in the establishment of part-time schools for railroad-shop apprentices and others who come within the scope of the act. Where it is found necessary in order to facilitate this work, railroads will be authorized on request to fit up suitable study or class rooms at the different shops where such schools may be held. Where such schools are estab lished, railroads will be authorized to pay apprentices at their usual rate for the time spent in attending such schools. Apprentices on roads where such schools are established will be required to attend not less than 208 hours per year. Complete information concerning the establishment of these schools in cooperation with the Federal Board for Vocational Education may be obtained either from the board direct or from the assistant director, division of operation, in charge of the mechanical department. In the preparation of a course of study due attention must be given to meet the needs of railway shop employees, and such subjects as shop practice involving the manipu lation of machines used in general repair and construction work and to related science, mathematics, and drawings should be fully provided for. To provide uniformly as far as practicable in these courses of study, the subjects embraced therein should be submitted to the assistant director, division of operation, in charge of the mechanical department, for approval. [1525] 223 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 224 M O N T H L Y LABOR R E V IE W . Agreement for Apprenticeship Training in Little Rock (Ark.) Public Schools.1 N Little Rock, Ark., the typographical union is cooperating with the city schools through an agreement to employ boys as appren tices for part-time work in its shops. Six half days the boy is engaged in practical work and five half days he attends school; and combining this learning and earning he gets an education and training he would be unable otherwise to have. The agreement follows: I S e c t io n 1. The following sections of this contract are entered into with the intent and purpose of cooperating with the Little Rock Public School Board for the purpose of securing high-grade apprenticeship training and shall in no way interfere with the rules and regulations at present governing apprentices, as provided by local and Inter national Typographical Union laws, and in conformity with State and Federal laws. S e c . 2. Both parties hereto agree that the employment of a student apprentice shall consist, for the first two years of their apprenticeship period, of at least one-half of each working day (six half days per week) in the composing room and at least one-half of each school day (five half days per week) in instruction at the department of printing of the Little Rock public schools. During this period the apprentice shall be known as a student apprentice. S e c . 3. For the purpose of carrying out the educational program in section 2, a boy employed as a student apprentice shall be considered as equivalent to one-half of a regular apprentice in determining the ratio of apprentices to journeymen. S e c . 4. Apprentices may be employed in the ratio of one to every five journeymen, or fraction thereof, with the following provisions: No office shall be entitled to employ an apprentice unless at least one member of the typographical union, aside from the proprietor, is regularly employed in the composing room. S e c . 5. An advisory committee, consisting of two representatives from Typographi cal Union No. 92 and two employing printers and the superintendent of the Little Rock public schools, shall be appointed for the purpose of cooperating with the school authorities and assisting them in coordinating the work of the schools with the plant and apportion the ratio of apprentices among the employing printers in accordance with the provisions and policies herein set forth. The decision of the advisory board must be unanimous. S e c . 6. The advisory committee in apportioning the ratio of apprentices among em ploying printers and in changing the ratio of apprentices to journeymen, in accordance with section 4, shall limit the number of student apprentices so that at the expiration of this contract the total number of apprentices in any plant shall not exceed the total apprentice allowance. 1 Data taken from Vocational Summary for September, 1919, Federal Board for Vocational Edu cation, W ashington. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1526] EMPLOYEES’ REPRESENTATION. Development of Shop Committee Systems. By A n ic e L. W h it n e y . H E subject of industrial relations is an engrossing one a t the present time for men and women in nearly every walk of life. In the past a large proportion of the com m unity has usually felt th a t the question of good or ill relations between capital and labor was a m atter to be settled between individual employers, firms, or corporations and their workmen, b u t with the enormous increase in the cost of living and the m any industrial changes fol lowing the war it is probably true th a t there is a wider realization than ever before on the p a rt of the public of the fact th a t the com m unity is entitled to consideration and a voice in these questions, which after all affect the general public as vitally as they do the employers and workers who have been accustomed to think th a t their rights were the only ones affected. This interest on the p a rt of the general public was recognized by the appointm ent of a num ber of persons to represent the public in the Industrial Conference held in W ashington in October. I t is evident, also, from the greatly increasing industrial unrest and the consequent decrease in produc tion a t a time when every energy should be bent toward m aintaining our industries a t an efficient point in the constantly increasing keen commercial com petition w ith other countries, th a t the well-being not only of certain classes b u t of the country as a whole depends upon a wise solution of the problem. In this connection m uch attention has been directed in the press and current periodicals to methods which developed during the war to secure production and allay dissatisfaction on the p a rt of the workers. T English Plans for Industrial Councils. While a num ber of firms in this country had been working toward a. scheme of industrial democracy before the war, the greatest im petus to the m ovem ent came from G reat B ritain in the reports of the Com mission of Inquiry into Industrial U nrest and of the Reconstruction Committee Subcom m ittee on Relations between Em ployers and Em ployed,1 commonly known as the W hitley committee, as well as the 1 See Bulletins Nos. 237 and 255 of the Bureau of Labor Statistics. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1527] 225 226 M O N T H L Y LABO R R E V IE W . m em orandum of the G arton Foundation on the industrial situation after the war. The first report of the W hitley com m ittee was pub lished while the Commission of Inquiry into Industrial U nrest was still sitting. The sum m ary of the reports of the eight subcomm ittees of this commission which investigated conditions in different sections of the Em pire indicated th a t m uch of the unrest was caused by con ditions growing out of the war and also by a psychological condition in which uncertainty as to the industrial future had a large part. This commission indorsed the principle of the W hitley report as one of the means for securing perm anent im provem ent in the relations between employers and workmen. The W hitley com m ittee in its recom mendations pointed out the vital need of continuing the cooperation of all classes which had been established during the war and stated th a t it was essential to offer workpeople im proved conditions of em ploym ent and living and to enlist their assistance in the prom otion of industry. W ith this aim in view the establishm ent in each industry of industrial councils which should represent both employers and employees was advocated. In the first report of this comm ittee the establishm ent of joint industrial councils, joint district councils, and works com m ittees in each of the well-organized industries was recommended. In the second report, dealing w ith the subject of joint industrial councils, Governm ent assistance was advocated for those trades which had a considerable degree of organization b u t in which organiza tion was not general, while in those trades in which organization was very weak or altogether lacking the use of and expansion of the exist ing system of trade boards was advised. In other words, it was the opinion of the comm ittee th a t a successful solution of the problem lay hi the utilization of the power and the m achinery of the trades unions. The plan, as set forth by the committee, was sufficiently elastic to be adapted to the varying needs and circumstances of different industries although an outline of m atters which should either be dealt w ith by the national councils or by the district councils was suggested. I t was felt, however, th a t since the functions of the works committees and the district and national councils m ust be deter mined according to the varying conditions in different industries no recom m endations as to profit sharing, copartnership, etc., should be included, although the comm ittee did go on record as believing per m anent im provem ent m ust be founded on other than a cash basis. Following the approval by the W ar Cabinet of the first report of the committee, a special departm ent, the Industrial Councils Divi sion, was established under the M inistry of Labor for the purpose of giving assistance and inform ation in forming councils and collecting inform ation as to the results achieved by the councils. According https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1528] M O N T H L Y LABOR R E V IE W . 227 to the m ost recent reports 1 available joint industrial councils have been established hi 41 industries in G reat B ritain affecting approxi m ately two and one-half million workpeople and as would be ex pected where the Governm ent has approved of the plan for industries generally the councils have been introduced not only in the depart ments of the Governm ent having industrial branches b u t also in the adm inistrative departm ents of the civil service.2 In an address 3 on the progress of the W hitley councils before the National Industrial Conference held in Canada recently Col. Carnegie, of England, said: The general impression I have formed in regard to Whitley councils from personal observations at different council meetings and many interviews on the subject with leading employers of labor and leaders of labor unions is that in spite of their limi tations and the objections raised to them by sections of labor and capital, they have proved the best means yet devised for bringing together masters and men of the same industry for serious discussion and mutual help. The facts of their progress are indisputable. There is something, call it what one may, that has broken down sus picion and inspired mutual confidence and conference between employers and em ployed where these councils have been established. Shop Committees in the United States. The shop committee m ovem ent in this country has not received anything like as widespread recognition or acceptance as it has in England. The development, too, has been along somewhat different lines than has th a t of England, where, because of the much greater degree of organization, the m ovem ent is coordinated w ith th a t of the trade-unions. In this country, although in the m ajority of cases it is expressly stated th a t the plans shall in no way abridge, or con flict with, the right of employees to belong to labor unions, in other respects, except in a few cases, the carrying out of the plan does not necessarily depend upon the cooperation of the unions. Efforts on the p a rt of employers to secure b etter industrial rela tions have extended oyer m any years and include various profitsharing plans and welfare activities, including the establishm ent of benefit associations, pension plans, and, more recently, group insur ance. Following the passage of workm en’s compensation laws in m any of the States, safety committees, which have charge of the adequate safeguarding of m achinery and educating the workers 1 Great Britain. Ministry of Labor. Industrial Councils Division. Monthly Bulletin. Joint stand ing industrial councils. London, July, 1919. 10 pp. Cf. also article on pages 236 and 237 of this issue of the R e v ie w . Great Britain. Ministry of Labor. The Month’s Work. London, July, 1919. See Application of industrial council plan to administrative departments of British Government, in M onthly L abor R e v ie w , July, 1919, pp. 123-126. Also, Activities of industrial councils in Great Britain, in M onthly L abor R e v ie w , August, 1919, pp. 131-138. a See Application of industrial council plan to administrative departments of British Government, in M onthly L abor R e v ie w , July, 1919, pp. 123-126. 3 National Industrial Conference. Official report of proceedings and discussions. Ottawa, 1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1529] 228 M O N T H L Y LABO E R E V IE W . not to take unnecessary risks, together with provisions for the care of health of workers, have been inaugurated, while the realiza tion of the loss of money and the workers’ good will because of poor employment methods has resulted in the installation of employment departments and modern methods of hiring and placement of work ers in all well-organized establishments. Such efforts have, no doubt, in a measure, paved the way for a wider acceptance of the principle of the right of employees to participate in the control of conditions directly affecting them in industry. There is a great diversity in the scope of the plans promulgated under the head of industrial democracy. These plans range all the way from provision for committees dealing only with welfare fea tures or safety measures, in which the position of the committees is only that of advisory bodies, to committees which have a direct voice in determining hours, wages, piece rates, shop discipline, em ployment conditions, etc. In an address 1 delivered before the National Association of Em ploym ent Managers a t Cleveland in May, 1919, Dr. Leiserson, then chief of the Division of Labor Adm inistration, W orking Conditions Service, D epartm ent of Labor, emphasized the fact th a t there is not always a clear understanding on the p a rt of employers who estab lish so-called employees’ representation plans th a t such plans neces sarily involve the principle of collective bargaining, while such plans are usually accepted by employees as involving this principle. He held, therefore, th a t any such m isunderstanding “ is likely to cause trouble between employer and employee, making the employees feel th a t they have been deluded, while the employers are likely to think th a t the workers are ungrateful for all the things the m anagem ent has been trying to do for them .” I t m ust be stated, however, th at in some cases where employers have introduced employees’ represen tation plans in which only personal relations subjects are handled by the committees it has been w ith the understanding th a t the plan should be extended in accordance w ith the interest in, and capabili ties for, self-government shown by the employees. I t m ay be, also, th a t in cases where such plans are introduced deliberately by the employer and not under the compulsion of a strike, actual or threat ened, this m ethod of gradually extending the scope of the plan m ay prove more successful in the long run than one in which the workers do not grow into their responsibilities by degrees. The m ost impor ta n t thing, therefore, in putting into effect any scheme of industrial democracy seems to be a clear understanding on the p a rt of both employers and workmen of the am ount of control which the employ ees are to assume. 1 Employm ent management, employee representation, and industrial democracy, by W illiam M. Lei serson. Department of Labor, Washington, 1919. 15 pp. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1530] MONTHLY LABOE EEVTSW. 229 In a study of this subject by H. W. Forster1 the procedure to be followed in putting into effect any scheme of industrial represen tation, whether it is to be a simple or a comprehensive one, is out lined as follows: (a) That an analysis b e m ade of th e existing cooperative ac tiv itie s in th e p la n t in question. (b) That a determination be made of what the men in the plant have desired in the past and what they now desire along industrial relations lines. (c) That, in connection with the preparation of a plan for the particular plant in question, careful consideration be given to the various plans now in effect, to their strong and weak points, and to the practical results obtained with them. (d) That a plan be developed for the plant under consideration which will be com prehensive and act as a guide possibly for years to come. (e) That a determination be made as to the order in which procedure shall be under taken. (/) That after the whole matter has had the careful consideration of the executives, the plan be put into effect in such a manner as to arouse the friendly interest of the employees and to insure the maximum success. (g) That thereafter the management keep in continual touch with its own work ing force through the plan, and in touch with what is being done in this field generally. The earliest well-known example of employees’ representation plans in the U nited States is th a t of the Colorado Fuel & Iron Co., established in 1915. R ecently the Bureau of Labor Statistics through correspondence and by other m eans has received inform ation of about 160 companies throughout the country which have shop com m ittees of some sort operating in their plants. Fifty-eight of these companies have furnished the Bureau w ith copies of their plans and in some cases have expressed opinions as to the m erits of the plans or as to the w ay in which they are working out. In alm ost all cases where an opinion was expressed the plan was working satisfactorily although a num ber qualified this opinion w ith the statem ent th a t it had not yet been in effect long enough to perm it of a determ ination as to w hether it would result in b etter relations perm anently. Sev eral companies stated, also, th a t while it was feared a t the outset th a t there m ight be a tendency to elect the m ore radical members of the force as representatives, the general tendency had been toward selection of workmen who were fair-m inded and unprejudiced. One com pany reported th a t hours and wages had been discussed a t one-fourth of the meetings held during the time the com m ittees had been in operation, and th a t in no case had the conclusion reached been other than unanim ous and entirely satisfactory to b oth employees and m anagem ent. This company holds an evening m eeting of the comm ittees, sta rtin g w ith a dinner in the company cafeteria, every three or four m onths a t which general conditions of the business are 1 Cooperation w ith employees, by H. W. Forster. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Independence Bureau, Philadelphia, 1919. [1531] 15 pp. 230 MONTHLY LABOR REVIEW. explained to the m en—a proceeding which is said to have helped cem ent the feeling of confidence already established. A ra th e r surprising result of the good sp irit engendered in another p lan t through the shop com m ittees was the taking of an inventory of the unfinished stock on hand by the workers. This inventory was m ade during the industrial depression in the early p a rt of this year and resulted in the recom m endation th a t the p lan t be p u t on short tim e until conditions became norm al. N ot only was this action approved by the employees, although it m eant a reduction in wages, b u t the spirit of the organization rem ained good and the turnover decreased. A nother company, writing of results accomplished by the employees’ conference comm ittee, says th a t while the company during the war com m itted itself to the principle of the eight-hour day, the ten-hour day was m aintained in the interest of m axim um w ar production until the pressure was removed. W hen the different factories of the company changed to the eight-hour day w ith a new wage scale, the conference com m ittee a t th e m ain factory was given entire charge of working out the new scale of wages and the m ethod of putting the change into effect. The rate of pay for the eight-hour day, which showed in every way a generous increase over the rate for the ten-hour day, was adopted as it was presented and im m ediately p u t into effect by the company. The employees in the different fac tories of this com pany are now represented on the board of direc tors and this new relationship, which will bring about direct and real representation in the conduct of the business, is considered another step forw ard in the progressive m ovem ent for the b etterm ent of in dustrial relations. Types of Plans in Operation. I These plans m ay be divided into three classes-—welfare committees, dealing only w ith personnel questions; the so-called “ company unions” ; and those plans which involve agreements w ith trade-unions. As explained before, those dealing only w ith questions relating to conditions of work are n o t commonly considered as properly having a place in a discussion of industrial democracy and will therefore be excluded from consideration. The plans included under the head of employers’ unions m ay be divided into two classes, those in which the shop com m ittee system is based upon the theory of jo in t control by m anagem ent and workers and the so-called Leitch plan which is modeled upon the U nited States Government. An analysis of the principal features of the plans based on the principle of jo in t control shows th a t in general the fol https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1532 ] MONTHLY LABOR REVIEW. 231 lowing points are fairly common to the different examples of this type of plan.1 In m ost cases, while the plans have been drawn up by the com panies, they have been presented to the employees for a vote of accept ance or rejection and usually enough interest has been m anifested so th a t a m ajority of those voting has been, also, a m ajority of the workers. Also in m any instances this first d raft by the company has been only a tentative one presented by the com pany in order to have a working basis to s ta r t on and frequently it has been m aterially changed before final acceptance a t jo in t meetings of the employees’ representatives and the m anagem ent. Nearly all the plans provide for alternation in office of the delegates so th a t half of the num ber always have sufficient experience to insure smooth working of com m ittees. The term of office is usually either six m onths or one year and eligibility for office as representative usually depends upon the person being either an American citizen or one having taken out first papers; a certain age, usually 21 years; and a stated length of service w ith the company, which varies greatly in different plans. The qualifications for voters usually ignore the question of nation ality b u t frequently require a certain period of service which, however, is considerably less than th a t required of representatives. Repre sentatives are usually eligible for reelection and are nearly always subject to recall on a tw o-thirds vote of the employees in their section or division. Nom inations and elections are by secret ballot w ith adequate provision for securing an im partial count. Meetings are arranged for a t regular intervals—a t least once a m onth—and pro visions are m ade for calling special meetings. The meetings are generally held during working hours and the representatives in m ost cases receive their usual rate of pay. The m anagem ent ordinarily appoints a representative whose business it is to keep the m anagem ent in touch w ith the representatives and represent the m anagem ent in their negotiations w ith representatives or com m ittees b u t who is n o t entitled to a vote. In general the plans guarantee th a t there shall be no discrim ination because of race, sex, political or religious affiliation, nor because of any action taken by the employees in their capacity as representatives. Most of the plans provide for a general jo in t comm ittee, or, as it is sometimes called, a conference comm ittee, and for subcomm ittees, i The Bridgeport plan which was put in effect in a large number of factories in Bridgeport, Conn., at a tim e when labor troubles threatened seriously to im peril th e production of m unitions was discussed and the text of th e plan given in th e M onthly L abor R e v ie w for May, 1919 (pp. 192-200). The collective bar gaining agreement between th e B ethlehem Shipbuilding Corporation and th e M etal Trades Department of the American Federation of Labor was also g iv en in full in th e R e v ie w for February, 1919 (pp. 143,144), and in an article, “ Growth of employees representation and collective bargaining,” in th e R e v ie w for March, 1919 (pp. 153-162) th e principalfeatures of th e N ational War Labor Board plan, those plans in effect in m any of th e iron and steel plants, and those in miscellaneous industries were given. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1533] 232 MONTHLY LABOR REVIEW. either joint or of employees’ representatives alone. The general committee m ay deal w ith questions no t taken up by the subcom m ittees and m ay serve also as a committee on appeals. . The basis of division for representation m ay be either geographical or on the basis of craft or a combination of the two. Grievances and individual wage disagreements are usually taken up w ith the fore m an or the imm ediate superior of those concerned and go to the committees only after failure to reach a satisfactory adjustm ent. Committees deal usually w ith half a dozen or more subjects of those which are generally conceded to come within the scope of the plans, such as wages, rate setting, premiums or bonuses, hours, overtime rules, general working conditions, safety, sanitation, transfers, pro motions, suggestions, and education and welfare. The plan of employees’ representation commonly called the Leitch plan is in force in a num ber of different industries.1 I t is a system modeled upon our N ational Government and consists of a cabinet, senate, and house of representatives, the first two of which are not elective bodies. The cabinet is made up of the executives of the company, the senate of the foremen and heads of departm ents, and the house of representatives of the workers, who are elected as in the other plans by secret ballot. The senate and house m eet separately and elect their own officers and standing committees, to which are referred all prospective legislation. Bills m ust pass both houses and be approved by the executives. Both the cabinet and the senate can initiate legislation by a message to the house. The employees’ representatives act as councillors in their departm ents, receive and transm it all suggestions and complaints, and keep the other employees informed of the progress of legislation. A modification of this plan is found in one instance in an industrial assembly which is composed of 40 representatives and 20 senators, all elected by the workers. R epresentatives m ust be 21 years of age w ith one year’s continuous service w ith the company, and sen ators 25 w ith a record of five years’ employment. Power for final decision is placed w ith the board of directors. Bills which have passed both houses m ust receive the approval of the factory manager, b u t in case of his disapproval, which m ust be stated in writing to the house in which the bill originated, a two-thirds vote of both houses is sufficient to enact the bill into a law. Provision is made for joint conferences of an equal num ber of the m anagem ent and workers in questions of joint interest such as wage adjustm ents, working condi tions, and adjustm ent of grievances, each house appointing the same num ber of representatives. An essential p a rt of the Leitch 1 See Nonunion collective 'bargaining plan, by Boris Em m et, in M onthly L abor R e v ie w , August, 1918, pp. 180-184. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [15341 MONTHLY LABOR REVIEW. 233 system is the profit-sharing plan by which all savings in cost of pro duction are divided equally between the company and the employees. The employees receive their dividends a t frequent intervals and in a separate envelope marked “ employee’s dividend,” so th a t the dividend will no t be confused w ith the regular wages. In addition to these two fairly uniform types of plans, a num ber of companies have instituted plans which are difficult to classify as they have apparently been formed to m eet peculiar local conditions. In some instances, because the p lan t is com paratively small and it has been possible to m aintain closer relations between m anagem ent and employees, a less complete and formal organization has seemed to m eet the requirem ents. In several of the well-organized trades, such as the garm ent work e rs1 and printing trades, agreements have been reached between the international union and individual firms or between the union and associations of employers which provide for control of purely local conditions by the agency of shop representatives, leaving m atters of policy and general interest to the joint council or trade board. In an article2 on this subject by Mr. W illiam L eavitt Stoddard in Industrial M anagement there are four principles suggested for adop tion by both employer and employee. The first three recognize the right of employees to organize into trade-unions and of employers into associations; the right of employees to seek recognition and of employ ers to accord or refuse it; and of both employers and employees to or ganize shop committees w ithout interference or discrim ination on the p a rt of local trade-unions or other organizations. To these prin ciples the author adds a fourth, which is: Modern industrial management involves democratic management; democratic management involves participation in management by employee as well as employer; joint participation in management involves a new and intensive form of shop organi zation, local to the plant; such organization can not be perfected without mutual confidence and cooperation, a basic principle of which is that each of the two parties to the partnership shall be guaranteed independence of thought and action to the end that the joint effort shall be truly representative of the best endeavors of each. 1 See New trade agreement in the dress and waist industry of N ew York City, by Boris Emmet, in M onthly L abor R e v ie w , June, 1919, p p . 1-17. 2 Labor and the shop committee, by W illiam L eavitt Stoddard, in Industrial Management, Septem ber, 1919, p. 220. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1535] 234 M O N T H L Y LABOR R E V IE W . Discussion of Employees'Representation at Eighth Annual Safety Congress.1 H E N ational Safety Council considered the subject of employees’ representation of such im portance to the safety m an th a t the first general session of the E ighth Annual Safety Congress, held in Cleveland, Ohio, October 1 to 4, 1919, was entirely devoted to a discus sion of this subj ect. Papers on various aspects of the subj ect were read by Cyrus McCormick, jr., works manager, International H arvester Co., Chicago; E. B. Tolsted, Independence Bureau, Philadelphia; and W. M. Leiserson, im partial chairm an of the Perm anent Board of A rbritration for the Clothing In d u stry of Rochester. M atthew Woil, vice president, American Federation of Labor, was scheduled to read a paper on “ Em ployees’ representation from the standpoint of organized lab o r.” In Mr. W oll’s absence his paper was read by a representative of the Cleveland Federation of Labor. Mr. McCormick, in addressing the Council on “ Cooperation and industrial progress,” outlined the fundam ental principles underly ing employees’ representation as conceived in the establishm ent of the H arvester Employees’ Councils set up by the International H ar vester Co., and described its operation in th a t com pany’s plants dur ing the short period th a t has elasped since the inception of the plan. Representation plans, to be successful, m ust, he said, be based upon full and complete representation of employees, w ith a sufficiently small group u nit of representation; m ust involve “ joint conference between men and m anagem ent” ; m ust provide for an easy secret m ethod of election and ‘‘give the men absolute freedom in choosing their repre sentatives” ; m ust provide for an easy m ethod of appeal to the highest authority in the company; m ust have adequate executive supervi sion; and, finally, they m ust entirely avoid discrimination against any employee because of union affiliation, or for any other reason. The Independence Bureau of Philadelphia investigated 50 of the 150 firms which are reported to have instituted some form of employees’ representation. Some of the results of this investigation were pre sented by Mr. E. B. Tolsted, of th a t bureau. In summarizing these results Mr. Tolsted emphasized the fact th a t there was not found in any of the plans investigated the measure of control implied by the term “ industrial dem ocracy.” R eports indicated th a t in m ost of the con cerns studied the representation plans brought about a great increase in cooperation between employer and employee, and increased appre ciation by employees of the problems of m anagem ent. Several com panies reported increased efficiency and a reduction of absenteeism T 1 A general report of the proceedings of the Eighth Annual Safety Congress appears on pp. 258 to 260 of this issue of the R e v ie w . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1536] M O N T H L Y LABOR R E V IE W . 235 and labor m obility. As to the best m ethods of launching employees’ representation plans the Independence B ureau’s inquiry showed th a t plans, which should be simple in form, should never be instituted in time of strike, and should, when once started, be developed step by step by gradual extension of the scope of the com m ittee’s authority and juris diction. Meetings should be held during working hours and ade quate records kept of all proceedings and decisions. I t should be made plain th a t the plan in no way interferes w ith existing relations of the m anagem ent w ith labor unions. The success of any plan, in this speaker’s opinion, m ust depend “ upon the understanding, by both the m anagem ent and the men, of w hat the plan means at its inception; by the m anagement, of where it is likely to lead ; and upon the degree of m utual confidence existing between employer and employee.” In his paper on “ Labor m anagem ent and collective bargaining,” Mr. Leiserson emphasized the fundam ental distinction between the essentially personal and adm inistrative character of labor m anage m ent, including m atters of hiring, selection, training, promotion, health, safety, etc., and w hat m ay be called the legislative and govern m ental m atters—m atters of control—which m ay be grouped under the phrase “ collective bargaining.” Labor m anagem ent problems do not involve conflicting interests and are to be settled by good m an agement and scientific experts rath er th an by democratic decisions of majorities. On the other hand, collective bargaining, of which employees’ representation constitutes one phase, has to do w ith division of the product, control of industry, wages, hours, unionism, shop discipline, etc. The employees’ representation phase of collec tive bargaining is likely to grow into the trade-union phase of collec tive bargaining. Employees’ representation, in other words, is and should be an asset and a training and recruiting agency for organized labor and will be a failure if the representation plans are to be used as a substitute for organized labor or as a means of destroying it. Mr. Leiserson concluded th a t employees’ representation plans would not only not be handicapped b u t would be m ade more successful, perhaps even saved from possible disaster, by explicit provision for union rec ognition in the very constitution of the plan. H e cited in support of his argum ent the experience of the clothing industry of Rochester, N. Y., where organized clothing m anufacturers have recognized and collectively dealt w ith the organized clothing workers, w ith conspicu ously successful results. The subject was presented from the standpoint of organized labor by M atthew Woll, vice president of the American Federation of Labor. Mr. W oll’s paper voiced the opposition of the trade-unionist to em ployees’ representation plans as being “ company unions” and likely to https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1537] 236 M O N T H L Y LABOR R E V IE W . be an obstacle to progress toward real industrial democracy, and urged the necessity for union recognition, trade agreements, and complete organization of all employees in the trade-unions. Joint Industrial Councils in Great Britain. H E Bureau of Labor Statistics has issued a bulletin (No. 255) on joint industrial councils in G reat B ritain, in which are reprinted the five reports of the W hitley com m ittee on rela tions betw een employers and employed and other official documents issued by the M inistry of Labor bearing upon the organization of these councils. A feature of th e bulletin is a ch art showing the progress of the establishm ent of joint industrial councils down to May 13, 1919, the data being furnished by the British M inistry of Labor. Seventy-one industries are listed on this chart as having made a s ta rt toward the form ation of a council and 35 are shown as having completed their organization and held their first meeting. Five other industries have each adopted a constitution. In view of the widespread interest in the W hitley council scheme in England and its applicability, perhaps in a modified form, to industrial conditions in this country, the bulletin will doubtless prove of considerable value in giving authoritative inform ation to those among employers and workers who are really interested in working out some plan by which they m ay be draw n into closer rela tionship for their m utual benefit. In th e Ju ly bulletin of the Industrial Councils Division of the B ritish M inistry of Labor there is a statem ent showing the indus tries th a t had set up national councils down to Ju ly 9, 1919, the date on which organized, and the estim ated num ber of workpeople affected. This statem ent, covering a period approxim ately two m onths longer th an th a t covered by the chart in Bulletin 255, in cludes 41 industries, or six more th an are shown on th a t chart as having completed organization. I t should be stated th a t so far as the B ureau is advised, only three industries—pottery, rubber, and m atches—have effected a complete organization under the W hitley plan, th a t is, have organized national councils, district councils and works com m ittees. T https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1538] 237 M O N T H L Y LABOR R E V IE W . ORGANIZATION OF JOINT IN D U S T R IA L COUNCILS IN GREAT B R IT A IN DOW N TO JU L Y 9, 1919. 1918. Jan. 11----May 29___ July 16---July 20___ July 2 3 .... July 2 5 .... July 3 1 .... Aug. 1 6 ... Sept. 1 8 ... Sept. 1 8 ... Sept. 2 3 ... Oct. 1........ Oct. 1 0 .... Oct. 21___ Oct. 22___ Oct. 23___ Nov. 5 ___ Nov. 6 ___ Nov. 2 1 ... 1919. J a n .8---Jan. 15... J a n .1 7 ... Jan. 22... Jan. 2 4 ... Mar. 5__ Mar. 7 .... Mar.11... Mar. 12... Mar. 20... Apr. 3 . .. . Apr. 11... Apr. 30... May 1---May 8— May 13... May 22... May 27... June 24... June 25... July 1 .... July 9 . .. . Estimated number of workpeople employed in the industry. Industry. Date. 64.000 553,000 58.000 30.000 5.500 33.000 85.000 30.000 99.000 19.000 28.000 9.000 P ottery............................................ B uilding.......................................... Rubber manufacturing............... Gold and silver, e tc ..................... Match manufacturing.................. Silk................................................... Furniture........................................ H eavy chem icals.......................... Bread baking, e tc ......................... Paint, color, and varnish........... Vehicle building........................... China c la y ...................................... Hosiery (E nglish)......................... Metallic bedsteads....................... B obbin and sh u ttle..................... Made-up leather goods................ W oolen and worsted (Scottish). Hosiery (Scottish).................. Sawmilling..................................... 86,000 8.000 4.500 42.000 (L (2) 74.000 Wall-paper making.................................................................... Wool (and allied) te x tile ........................................................... Tin m ining.................................................................................... Electrical contracting................................................................ Packing-case making............................................................ Elastic w ebbing.etc.................................................................... W elsh p late and sheet................................................................ Road transport............................................................................ Asbestos manufacturing......... .................................................. Coir mat and m atting................................................................ Waterworks undertakings.......................... ............................. Local authorities’ nontrading services (m anual workers). Gas undertakings........................................................................ Electricity supply....................................................................... H eating and domestic engineering......................................... Spelter............................................................................................ Flour m illing................................................................................ B oot and shoe manufacture..................................................... Iron and steel wire m anufacture........................................... Music trades................................................................................. Needles, fishhooks, and fishing tackle.. i Included in wool (and allied) textile. 142890°—19----- 16 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1539] * Included in hosiery (English). 3.000 298.000 6.000 6,000 24.000 4.000 25.000 152.000 3.000 3.000 17.000 60.000 94.000 29.000 62,500 3.000 25.000 160.000 34.000 5,500 191,500 5.000 EMPLOYMENT AND UNEMPLOYMENT. Employment in Selected Industries in Septem ber, 1919» H E Bureau of Labor Statistics received and tabulated reports concerning th e volume of employment in Septem ber, 1919, from representative establishm ents in 13 industries. The figures for September, 1919, when compared w ith those from identical establish m ents for September, 1918, show increases in the num ber of people employed in 6 industries and decreases in 7. The largest increase, 27.3 per cent, appears in automobile m anufacturing, while the greatest respective decreases—27.7 and 22 per cent— are shown in car building and repairing and in cigar m anufacturing. Eleven of the industries show an increase in the to tal am ount of the pay roll for Septem ber, 1919, as compared w ith Septem ber, 1918. The largest increases—40.8, 31.8, and 27.7 per cent— appear in autom obile m anufacturing, m en’s ready-m ade clothing, and leather m anufacturing, while boots and shoes shows an increase of 24.8 per cent. A decrease of 33.6 per cent is shown in car building and repairing, and one of 11.2 per cent in iron and steel. T COMPARISON OF EM PLOYM ENT IN ID E N T IC A L ESTA BL ISH M EN T S IN SE PT E M B E R , 1918, A N D SE PT E M B E R , 1919. Industry. Automobile manufacturing... Car building and repairing. . . Cigar manufacturing................ Men’s ready-made cloth in g... Cotton finishing......................... Iron and ste el............................ Leather manufacturing........... Paper making............................ S ilk ............................................... W oolen........................................ Estab lish ments report ing for September, both years. Period of pay roll. 44 1 w eek.. 65 42 | month. 50 1 w eek. . 34 ...d o ....... 17 ...d o ....... 52 63 104 j- month. 32 1 w eek.. 50 .. .d o....... 36 2 w eeks. 50 1 w eek. . Number on pay roll in September— 1918 1919 93,623 119,186 46,463 49, 762 58,192 42^ 100 18,606 14, 508 18,226 10,371 13, 887 14,362 47,559 51,441 32,532 31,136 199,136 174,117 14,256 15, 780 22,173 22, Oil 9,672 9,485 43,852 44,971 Per cent of in crease ( + ) or de crease (-)• Am ount of pay roll in September— 1918 1919 +27.3 $2,489,868 $3,505,294 897,841 1,120,714 + 7.1 -2 7 .7 3,655,934 2,428,417 -2 2 .0 276,016 283, 786 - 1 0 .2 332,573 438,423 272,280 + 3.4 317,311 921, 092 + 8.2 783,558 488,542 535j 716 — 4.3 -1 2 .6 12,824' 070 11,389,023 + 10.7 381,065 298,339 487,221 541,586 - .7 305,775 346,092 - 1.9 977,271 864,982 + 2.6 Per cent of in crease ( + ) or de crease +40.8 +24. S -3 3 .6 + 2.8 +31.8 + 16.5 + 17.6 + 9.7 -1 1 .2 +27.7 + 11.2 + 13.2 + 13.0 The n ex t table shows the num ber of persons actually working on the last full day of the reported pay period in Septem ber, 1918, and 238 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1540] 239 M O N T H L Y LABO E REVIEW , Septem ber, 1919. The num ber of establishm ents reporting on this question is small, and this fact should be taken into consideration when studying these figures. COM PARISON OF EM PLOYM ENT IN ID E N TIC A L E ST A BLISH M EN TS ON T H E LAST P U L L D A Y ’S O PER A T IO N IN SE PT E M B E R , 1918, A N D SE PT E M BE R , 1919. Establish ments reporting for September, both years. Industry. Silk ......... .......................................................... 26 18 40 15 6 14 31 23 95 18 21 23 42 Period of pay roll. Number actually working on last full day of reported pay period in September— 1 w eek___ . . .d o........... \ m onth... 1 w eek---...d o ........... ...d o ........... ...d o ....... . .. .do........... J m onth... 1 w eek___ . . .do........... 2 weeks. . . 1 w eek___ 1918 1919 51,535 9,867 50,660 4,595 3,745 9,962 20,679 13,614 165,168 10,593 8,373 6,639 33,392 82,739 9,788 37,169 4,393 3,636 10,484 22,509 13,661 148,749 11,334 8,082 5,658 34,544 Per cent of increase ( + ) or de crease ( —). +60.5 - .8 -2 6 .6 - 4.4 - 2.9 + 5.2 + 8.8 - 9.9 + 7.0 - 3.5 -1 4 .8 + 3.4 In comparing the reports of the same industries for September, 1919, w ith those for August, 1919, 11 industries show an increase in the num ber of persons on the pay roll and 2 a decrease. The largest increase, 14.5 per cent, is shown in cigar m anufacturing, while in creases of 5.8 and 5.6 per cent appear in automobile m anufacturing and m en’s ready-m ade clothing, respectively. The greatest de crease, 13.1 per cent, is shown in silk. COMPARISON OP EM PLOYM ENT IN ID E N TIC A L ESTA BLISH M EN TS AN D SE PT E M BE R , 1919. Industry. Estab lish ments Period report of pay ing for roll. August and Sep tember. Autom obile manufactur ing. B oots and shoes............... Car building and repair ing. Cigar m anufacturing----Men’s ready-made cloth ing. Cotton finishing............... Cotton manufacturing— H osiery and underwear.. Iron and s te e l..................... Leather manufac truing... Paper making............... S ilk .................................. W oolen........................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 42 IN AUGUST Number on pay roll in— Per A m ount of pay roll in— cent of in crease ( + ) or August, September, de August, Septem ber, 1919. 1919. 1919. crease 1919. (-)• 1 w eek . 109,841 116,183 + 5.! Per cent of increase ( + ) or de crease (-). $3,031,287 $3,404,286 +12.3 1,112,608 2,201,838 + 2.3 +18.5 .. .do__ J month 48,568 37,540 49,414 38,244 + 1.7 + 1.9 1,087,799 1,858,280 1 w eek . ...d o __ 11,508 16,238 13,172 17,141 +14.5 + 5.6 199,408 •i05,562 250,647 460,705 +25.7 + 13.6 13,892 16 ...d o . 49,841 do— 51 63 .. .do__ 30, 783 102 i month 174,606 17,146 33 1 week 20, 286 47 ...d o — 36 2 weeks 10,914 44,195 48 1 week 14,254 50,581 30,579 175,237 17,510 21,076 9,485 44,570 + 2.6 313,287 877,002 515,975 11,775,147 426,367 503,629 394,230 957,022 314,771 906,862 515,973 11,545,096 416,451 521,105 346,092 967,417 + .5 + 3.4 (B - 2.0 - 2.3 + 3.5 -1 2 .2 + 1.5 - .7 + •4 + 2.1 + 3.! -1 3 .1 + i Decrease of less than one-tenth of 1 p ercent. [1541] + 1 .1 240 M O N T H L Y LABOR R E V IE W . W hen compared w ith August, 1919, the pay rolls in Septem ber, 1919, show increases in 9 of the 13 industries reporting and decreases in 4. The greatest increases are 25.7 per cent in cigar m anu facturing; 18.5 per cent in car building and repairing; 13.6 per cent in m en's ready-m ade clothing; and 12.3 per cent in automobile m anufacturing. Silk shows a decrease of 12.2 per cent. The increases in cigar m anufacturing and car building and repair ing are largely due to a settlem ent of labor disputes in some of the plants. A com paratively small num ber of establishm ents reported as to the num ber of persons working on the last full day of the reported pay periods. The following table gives in comparable form the figures for August, 1919, and Septem ber, 1919. The small num ber of establishm ents represented should be noted when using these figures. COMPARISON OP EM PLOYM ENT IN IDEN TIC A L ESTA BL ISH M EN T S ON TH E LAST PU L L D A Y ’S O PER A TIO N IN A UGUST AND SE PT E M BE R , 1919. Industry. Autom obile manufacturing B oots and shoes................... Car building and repairing. Cigar manufacturing........... Men’s ready-made clothing. Cotton finishing.................... Cotton manufacturing........ . H osiery and underwear___ Iron and steel........................ . Leather manufacturing___ Paper m aking....................... . Silk............................................ W oolen..................................... Establish ments re porting for August and Sep tember. 25 29 38 13 5 13 29 22 92 19 19 24 45 Period of pay roll. 1 w eek___ ...d o ........... £ m onth... 1 w eek___ ...d o ........... . ..d o ........... . ..d o ........... .. .do........... § m on th... 1 w eek___ ...d o ........... 2 w e ek s.. . 1 w eek___ N umber actually work ing on last full day of reported pay period Per cent of in — increase ( + ) or decrease ( —). A ugust, September, 1919. 1919. 70,541 13,683 30,743 1,792 3,513 9,878 20,174 12,449 141,664 12,954 8,646 7,717 35,252 73,879 14,634 34,067 2,938 3,613 10,381 21,074 12,836 146,298 13,031 8,722 5,804 35,281 + 4.7 + 7.0 +10.8 +64.0 + 2.8 + 5.1 + 4.5 + 3.1 + 3.3 + .6 + .9 -2 4 .8 + .1 Changes in Wage Rates. In each of the 13 industries there were establishm ents reporting increases in wage rates during the period A ugust 15 to Septem ber 15, 1919. A num ber of firms did no t answer the inquiry relating to wage-rate changes, b u t in such cases it is probably safe to assume th a t no changes were made. Automobile m anufacturing: An increase of 20 per cent was given to 50 per cent of the force in one plant. A pproxim ately 43 per cent of the employees in one establishm ent received an increase of 14 per cent. One p lan t granted an increase of 10 cents per hour to about 2 per cent of the men, 5 cents per hour to about 6 per cent of the employees, 2 \ cents per hour to about 2 per cent of the force, $3 per week to one m an, and $1 per week to another m an. O ne-third of the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1542 ] M O N T H L Y LABOR R E V IE W . 241 employees in one plant received an increase of 1J per cent, and approxim ately 19 per cent of the force in another p lan t were given an increase of 0.0444 per cent. In one factory an average increase of 0.025 cents per hour was granted to about 6 per cent of the men. Boots and shoes: F ifty per cent of the employees in one p lan t received an increase of 25 per cent, 33J per cent of the force in another plan t were given a 20 per cent increase, and 66§ per cent of the force 14 per cent, and all of the employees in a third establishm ent were increased 16 per cent. An increase of 15 per cent to 66§ per cent of the force was reported by one establishm ent, an increase of about 14 per cent to all of the employees by another establishm ent, and an increase of 13 per cent to 6 per cent of the force was given by two plants. One establishm ent granted an increase of 11 per cent to 10 per cent of the day help and 15 per cent to 14 per cent of the pieceworkers. Three concerns reported a 10 per cent increase, affect ing the entire force in one plant, and one-third of the force in two plants. Car building and repairing: A few slight increases were granted by some of the car shops. Cigar m anufacturing: An increase of 20 per cent to 85 per cent of the employees was reported by one establishm ent, and an increase of approxim ately 20 per cent to 80 per cent of the employees by another establishm ent. Seven concerns granted a 15 per cent increase, affect ing the entire force in one factory, 95 per cent of the employees in two factories, 82 per cent in one factory, 80 per cent in another, 70 per cent in the sixth factory, while the seventh concern failed to sta te the num ber of employees affected. An increase of about 15 per cent to approxim ately 90 per cent of the force was given in one shop. An 11 per cent increase was granted to 3^ per cent of the employees in one establishm ent. Two plants reported a 10 per cent increase, affecting 30 per cent of the employees in one establishm ent, while the other establishm ent failed to give the num ber of persons receiving the increase. The wages in one plant were increased about 8 per cent. The entire force in one factory received an increase of 7 per cent. All of the employees in one establishm ent received an increase, the ra te of which was not given. Men’s ready-m ade clothing: One establishm ent granted an increase of 20 per cent to 25 per cent of the employees and another establish m ent gave the entire force an increase of 15 per cent. An increase of 10 to 15 per cent, affecting 10 per cent of the employees, was reported by one firm. All of the employees in one establishm ent received an increase of S3 per week. Cotton finishing: All of the employees in one plan t were advanced approxim ately 15 per cent. An increase of 10 per cent, affecting 10 per cent of the employees, was reported by one establishm ent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1543 ] 242 M O N T H L Y LABOE R E V IE W . Cotton m anufacturing: An increase of 10 per cent to all of the employees was granted by one establishm ent. Two other plants reported increases of about 10 per cent, affecting all of the employees in one plant, while the second plant failed to give the num ber of persons receiving the increase. The entire force in two plants were advanced 7 per cent in one mill and 5 per cent in the second mill. An increase was granted in one departm ent of another mill, b u t no further d a ta were given. Hosiery and underwear: The entire force in one establishm ent received an increase of 12 per cent. One plant reported an increase of 10 to 15 per cent, which affected the entire force, and two estab lishm ents granted a 10 per cent increase to all of the employees. An increase of 6f per cent was given to the entire force in one mill, and a 5 per cent increase was granted 75 per cent of the employees in another mill. Iron and steel: Two plants reported an increase of 10 per cent, affecting the entire force in one plant and 95 per cent of the employees in the second plant. Increases of per cent in the finishing mill and 5 per cent in the puddling mill were given by one establishm ent, affecting 50 per cent of the employees. Four per cent of the em ployees in one plant received a 0.26 per cent increase. Leather m anufacturing: A 10 per cent increase was given by two plants, the entire force being affected in one plant and 20 per cent of the employees in the other. Paper m aking: All of the employees in one establishm ent received an increase of 12 to 14 per cent, in a second plant 10 per cent, and in a third plant 5 per cent. Two establishm ents granted increases of slightly more th an 8 per cent to about 7 per cent of the employees in one plant and about 5 per cent of the force in the other plant. In one mill 90 per cent of the employees received an increase of 5 per cent. Silk: An increase of 11 per cent was given to 60 per cent of the force in one establishm ent. One concern reported an increase of 10 per cent for all departm ents, and another concern granted the entire force an increase of approxim ately 10 per cent. Increases of 9J, 8 |, 8, and 7 per cent were given by four plants, affecting the entire force in each mill except the third m ill which gave the increase to 95 per cent of the employees. Woolen: A 15 per cent increase to 50 per cent of the force was reported by one establishm ent. Tw enty-two per cent of the em ployees in one mill were granted an increase of 4 to 10 per cent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1544] M O N T H L Y LABO E R E V IE W . 243 How the War Department Handled Its Labor Problem. A RECEN T r e p o r t1 of the W ar D epartm ent shows how th a t departm ent became a dom inant factor in the industrial and labor situation in the country by the tim e the w ar ended, though a t the beginning of the conflict it had no labor problem recognized as such. On November 11, 1918, “ its employees, direct and indirect, included the m ajority of all industrial workmen of the country. Its functions and activities in the field of labor included not only the adjustm ent of disputes, the fixing of wages and hours in m any industries, b u t an intim ate contact w ith such relevant sub jects as housing, employment m anagement, com m unity organiza tions, etc. There was no aspect of the labor problem into which it did not enter.” A definite labor policy and the m achinery for administering it necessarily developed slowly; new declarations and rulings were m ade and new boards established as the need arose. The early policy was expressed through the Council of N ational Defense, in addresses by the President and the Secretary of W ar, and in general orders of the Chief of Ordnance and the Q uarterm aster General. I t was chiefly to the effect th a t the standards of working conditions then prevailing should at least be m aintained, th a t “ no body has a right to stop the processes of labor until all the m ethods of conciliation and settlem ent have been exhausted,” and “ th a t we m ust not only take common counsel b u t th a t we m ust yield to and obey common counsel.” The building of cantonm ents gave rise to the first labor problem to confront the departm ent. To m eet this situation the Secretary of W ar entered into an informal agreement w ith Mr. Samuel Gompers, president of the American Federation of Labor, “ which formed the basis of the departm ent’s entire labor policy in its subsequent build ing program .” P ursuant to this agreement of June 19, 1917, the first of the m any boards and commissions created during the w ar to deal w ith the labor situation, was established. I t was known as the Cantonm ent A djustm ent Commission and had a directing power in the labor problems arising in the course of this great building enterprise. I t was further agreed th a t the union scales of wages, hours, and con ditions in force on June 1, 1917, in the locality where such cantonm ent was situated should be the basic standards. A djustm ents were to be m ade by the board when necessary and should be treated as binding by all parties. The result of the work of this commission was th a t the great building operation was completed at the appointed time and w ithout serious labor controversy. In June, 1918, the i A report of the activities of the War Department in the field of industrial relations during the war. W ashington, 1919. 90 pp. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1545 ] 244 M O N T H L Y LABOR R E V IE W . name of this commission was changed to the Emergency Wage A djustm ent Commission, and a t the same tim e an informal arrange m ent was entered into w ith the N avy D epartm ent under which a representative of th a t departm ent sat w ith the commission on all m atters the decision of which would affect the N avy building operations. Likewise the need of speed and q u antity in the production of Army clothing, harness, and saddlery, and m unitions and ships called into being the Board of Control for Labor Standards in Arm y Clothing, the N ational Harness and Saddlery A djustm ent Commission, and the Arsenal and N avy Y ard Commission, respeotively. All the labor activities of the W ar D epartm ent were coordinated in the office of the Secretary of W ar, which became also the con necting link between the labor activities of th a t departm ent and outside departm ents. On June 14, 1918, the Secretary of W ar placed the final responsibility for the control of wages, hours, and conditions of work for all W ar D epartm ent projects in the hands of his special assistant on industrial relations,1 a practice which had really existed from the outset. The adm inistrative work was carried on largely by the industrial service sections of the various bureaus. The broad scope of the work done by this section of the Office of the Chief of Ordnance is shown by its division into branches dealing with the adjustm ent of labor disputes, women’s working conditions, infor m ation regarding labor activities, procurem ent of labor, housing, com m unity organization, safety and sanitation, and employment and training methods. The rem ainder of the report deals principally with the relations of the W ar D epartm ent, so far as its labor problems were concerned, w ith other Government agencies, prim arily the D epartm ent of Labor. The m ost im portant organizations established under the latte r for dealing w ith the new labor problems were the N ational W ar Labor Board, the final court of appeal of the Federal Governm ent on labor controversies during the war, the N ational A djustm ent Commission to adjust longshore and harbor craft labor difficulties, the W ar Labor Policies Board to coordinate the labor activities of the various departm ents and agencies of the Federal Government, and the Con ference Committee of N ational Labor A djustm ent Agencies on which were represented all arbitration boards and adjustm ent agencies established by the various departm ents of the Government to deal w ith labor controversies. W ith all these the W ar D epartm ent worked in close cooperation. W ith the signing of the arm istice the W ar D epartm ent, so far as labor was concerned, reverted as rapidly as possible to a peace-time 1 This office was held in turn b y Felix Frankfurter, Walter Lippmann, Stanley King, Ernest M. Hop kins, and again by Stanley King. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1546 ] M O N T H L Y LABOR R E V IE W . 245 basis, demobilizing its industrial service sections and commissions, and retaining only the Industrial Service Section of the Ordnance Office, which should have control over labor m atters in the Govern m ent arsenals. In closing, the report states th a t “ the W ar D epartm ent carried through its industrial program for the equipm ent and m aintenance of its armies in the field and of its troops in training in the camps and cantonm ents of this country w ithout serious interruption or delay a t any point due to labor controversy.” Furtherm ore, its w ar labor functions “ rendered an im portant contribution in a vital field in the industrial mobilization of the nation.” A Permanent Program for Stabilizing Employ ment in New York State. H E New York S tate Reconstruction Commission, under the chairm anship of Abram I. Elkus, subm itted on June 17, 1919, a r e p o r t1 to the Governor, suggesting the desirability of framing a perm anent program for dealing w ith the problem of unem ploym ent in the State, and making certain well-defined recommen dations for developing and putting into effect such program. The commission found th a t “ the chronic unem ploym ent which exists in the S ta te ” independent of business conditions is attributable in the m am to two factors (1) the physical impossibility, in the present industrial organization, of connecting workers w ith jobs w ithout loss of time in the interim, and (2) the seasonal fluctuations in the demand for labor in the several industries. I t was also found th a t in addition to these continuous and norm al causes of unem ploym ent there are variations in the demand for labor in one or another industry due to the incessant play of business conditions and to cyclical depressions of the whole industrial system, caused by fluctuations in gold and silver, misdirection of productive energy, underconsum ption, exces sive competition, etc. While not condemning the private employment exchanges, which the commission adm its have a mission to perform, as for instance in the case of schools, colleges, and business colleges which conduct employment bureaus for the benefit of their graduates, it is felt th a t for the great m ajority of employments the ideal condition will be at tained only when the State system of exchanges becomes in effect the T i Report of Gov. Sm ith’s reconstruction commission on a permanent unemployment program, June 17, 1919. Albany. 17 pp. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1547] 246 M O N T H L Y LABOR R E V IE W . exclusive source of supply of labor. To this end it is believed the permanent legislative policy of the State should be carefully directed. The great problem to be worked out is to reduce to a minimum the loss of time which now results in connecting the worker and the job and this may be accomplished by establishing a system of labor exchanges which would record in a single unified register every vacancy and every seeker for work. The commission feels that it is impossible to secure “ even an approach to this condition under the system of competitive privately operated, fee-charging employment agencies” and that it must be done by a system of public employ ment offices established on an adequate basis. More vigorous super vision of private agencies is suggested; they should be licensed regard less of locality “ and should be required to sign a penal bond, the license to be for a short period of time and to embody provision for the revocation or nonrenewal of the license in the event of improper conduct on the part of the licensee.” In connection with the development of a State employment system and the control and gradual supplanting of most of the private employment agencies, a condition which the commission believes would be brought about by the competition of the free public agen cies, there are a number of problems suggested as needing careful study by the State industrial commission, with a view to working out a definite program. These are— 1. The organization of the labor market to bring about extensive dovetailing of winter and summer trades and to stimulate the use of subsidiary trades. 2. Directing labor to new occupations when changes of industrial structure result in displacement from chosen occupations. 3. Reserving certain places in industry for older men and women and leaving the younger generation the task of finding and forcing fresh openings for themselves. 4. Concentrating attention upon the need for industrial training, including “ vesti bule ” or preliminary training, training in plants to increase efficiency while gainfully employed, and training in trade and business schools. This should be done with the State and local departments of education and with private educational institutions. An annual bulletin should be published, similar to that published by the Clearing House for War Time Training for Women, describing the courses of training in schools, trade schools, colleges, etc., for those seeking a vocational education. 5. Directing boys and girls away from “ blind a lle y ” employment, and issuing monthly bulletins based on the most complete figures which can be obtained. 6. Testing periodically and comprehensively the amount of unemployment. 7. In cases of seasonal employment or depression, urging employers to shorten hours rather than discharge employees. The commission points out in some detail the difficult and some what unsatisfactory result which would appear to follow the adoption of a definite plan for State control of public works construction by which projects contemplated by the State or by municipalities might be so handled as to furnish employment to the largest possible https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1548 ] MONTHLY LABOR REVIEW. 247 num ber in times of industrial depression. I t is a t best a new and untried m ethod of public works adm inistration and finance, and the commission states th a t it has not felt justified in recommending its adoption as a means of ameliorating the severity of unem ploym ent conditions. For the present it would seem that the most that can practically be done is to impress upon the various State departments and the local authorities the desirability of plan ning public improvements upon a long-term basis, and to designate some authority in the State to keep currently in touch with the execution of the several local and State programs, with a view to urging upon the city, county, and State authorities, and where necessary, upon the State legislature, prompt action in pushing forward the work outlined with especial vigor whenever industrial depression threatens. Along this line the commission recom mends th a t— (1) In the absence of a single recognized State public works director the legis lature authorize and require the State industrial commission through the bureau of employment to obtain during the first three months of each year from the several State departments and localities information regarding all public works projected and under construction, and to publish this information annually in April, in a sum mary form similar to that adopted this year by the reconstruction commission in its report to you on public improvements. (2) An informal body be set up consisting of representatives of the State departments principally concerned with public works including the State engineer, superintendent of public works, commissioner of highways, State architect and conservation commissioner, and of representatives of the State industrial commission, which shall study the data thus obtained in con junction with the data regarding employment and business conditions currently gathered by the State industrial commission and shall call in April or May an annual conference of all public works authorities throughout the State to discuss engineering, financial, employment, and other common problems and to endeavor by counsel and suggestion to effect the vigorous prosecution of all works already planned for and financed, and the prompt financing of works projected whenever severe business depression and unemployment threaten. At this conference arrangements should be made by the representatives of the bureau of employment with the various public works authorities, whereby the bureau could be instrumental in supplying men to officials and contractors when work actually commences. Were such a board insti tuted, its operations over a period of a few years would disclose, more effectively than any speculation which may now be advanced by your commission, precisely what if anything may be accomplished by more positive and compulsory action of the State in securing an actual deferment of public works construction against periods of depression. Even if such a plan were adopted and pu t into effect a certain am ount of unem ploym ent would still persist. Unem ploym ent insurance has been suggested to rem edy this situation, b u t the com mission hesitates to recommend such a plan for New York S tate, a t least un til th e S ta te em ploym ent service is greatly extended to a point where it becomes practically a monopoly and is so efficient as to be capable of adm inistering a law which involves complete super vision of all employment throughout the State. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1549] 248 M O N T H L Y LABOR R E V IE W . Summary of Recommendations. The definite recom mendations subm itted to the governor by the commission on reconstruction are thus summarized in the report: 1. Continue to develop the State employment service looking toward an ultimate State monopoly in this field, excepting possibly a small number of union agencies and private agencies supplying service of a personal and professional character. 2. Revise and introduce the bill drawn up by the industrial commission providing for licensing at a fee of $250 of all private employment agencies. The State industrial commission should license all agencies excepting those in first class cities. In such cities the licensing should be done locally, but the State should divide all fees equally with the cities. The State’s fees should go into a fund for the support of the bureau of employment. 3. Enforce the present State law providing for the maintenance of standard registers and the submission of figures by private employment agencies, extend the super vision of private employment agencies, and draw up legislation opening the books of private exchanges to audit by the State bureau of employment. 4. Direct the industrial commissioner, through the bureau of employment, to develop a program which should cover the following subjects: (а) The organization of the labor market to bring about extensive dovetailing of winter and summer trades and to stimulate the use of subsidiary trades. (б) Directing labor to new occupations when changes of industrial structure result in displacement from chosen occupations. (c) Reserving certain places in industry for the older men and women, and leaving the younger generation the task of finding and forcing fresh openings for themselves. (d) Concentrating attention upon the need for industrial training, including “ vesti bule” training where such training does not lead to blind-alley employment, training in plants to increase efficiency while gainfully employed, and training in trade and business schools. Issue in cooperation with the State and city departments of educa tion annual bulletins outlining the courses of training in schools for all schools, colleges, etc., open to persons seeking vocational education. (e) Directing boys and girls away from “ blind-alley” employment. (/) Testing periodically and comprehensively the amount of unemployment and publishing bulletins based on the most complete figures which can be obtained. (g) In cases of seasonal employment or depression, urging employers to shorten hours rather than discharge employees. 5. Authorize and require the State industrial commission through the bureau of employment to obtain during the first three months of each year from the several State departments and localities current information regarding all public works projected and under construction and to publish this information annually in April in summary form. 6. Appoint an informal committee composed of representatives of the State depart ments principally concerned with public improvements and of the State industrial commission to study data thus obtained in conjunction with data regarding employ ment and business conditions currently gathered by the State industrial commission, and to call in April or May an annual conference of all public works authorities through out the State to discuss engineering, financial employment, and other common prob lems. This committee should vigorously prosecute all public improvements whenever business depression and unemployment threaten, and report upon the need, if any, of compulsory action to secure the deferment of public works and the establishment of public works reserves. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1550] CHILD LABOR. Child Welfare Standards. H E needs of the American child as regards its growth and devel opm ent are set forth in a bulletin “ Standards for Child Welfare ” recently published by the Children’s Bureau of the U nited States D epartm ent of Labor. An account of the conference on this subject, held under the auspices of the Federal Children’s Bureau in W ashing ton in May, 1919, together w ith the standards tentatively adopted at th a t time for children entering employment were published in the M o n t h l y L abo r R eview for June, 1919 (pp. 216-220). The standards, as finally determined upon, are the outgrow th of a series of conferences held last spring under the auspices of the Chil dren’s Bureau in nine of the principal cities of the country, w ith men and women of national and international reputation in m atters affect ing childhood taking part. The tentative standards adopted by the first conference, held in W ashington, D. C., were subm itted to each of the other conferences. The criticisms and suggestions m ade at the regional conferences have been thoroughly considered by an advisory com m ittee nam ed by the W ashington conference to p u t the standards into final shape. The standards as they now stand m ay accordingly be taken as an embodiment of the best expert opinion on the needs and rights of childhood. While they are presented “ only as m inimum standards and not as in any way lim iting th e degree of protection which an advanced state m ight desire to give its children,” they offer an ideal th a t is consid erably in advance of present-day provisions for child welfare. Among other things, they recognize th a t the protection of the child m ust begin w ith the protection of the m other and demand th a t care during pregnancy and confinement and instruction in the hygiene of m ater nity, infancy, and childhood be m ade available for all m others through such agencies as prenatal clinics, m aternity hospitals, m aternity care in the home, children’s health centers, and the provision of systems of public health nursing adequate to reach every m other and child. They emphasize especially the need for a fam ily income adequate to enable mothers of young children to stay in the home, instead of going out to work w ith consequent neglect of home and family. For school children, they set an ideal of more and b etter schools, vocational guidance and training, school lunches, and medical super vision. T https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1551] 249 250 M O N T H L Y LABOR R E V IE W . Tlie standards applicable to working children, if universally in force, would effectually p u t an end to child labor in country and city. They include a minimum working age of 16 years, part-tim e compul sory continuation schools for working children between 16 and 18 years of age, and public responsibility for the health and general welfare of the working child. The provision of more abundant recreational facilities, with proper supervision, is also nam ed as an essential; and a more general accept ance by the State of responsibility for the care and training of “ spe c ia l” children—defectives, dependents, and delinquents—is urged. The introduction to the standards recognizes th a t child welfare in the last analysis is largely dependent upon certain social and economio factors and urges an adequate wage for the father, wholesome living conditions, and the abolition of racial discrimination as “ fundam ental to the realization of any child welfare program .” A German Program of Protective Legislation for Juvenile Workers.1 H E German Central Office for Juvenile W orkers ( Centrdlsteele f i i r die arbeitende J u g e n d ) has sent to the Governm ent and the N ational Assembly a m em orandum demanding protective legislation for juvenile workers. The chief points of the program outlined in the m em orandum are as follows : T The extension of the compulsory school age to the end of the fifteenth year is a prerequisite of reform. The following are special demands on behalf of young persons who have left school : (a) Education.—The continuation school should be transformed into a genuine trade school. Attendance must be compulsory up to the end of the eighteenth year. In struction should be given during the day, preferably in the morning, young persons to have the required time at the employer’s expense. (b) Protection for young -persons.—For children of school age every kind of paid work is to be abolished. For young persons who have left school, adequate protection must be granted up to the eighteenth year. Special demands will be made for— 1. Legal regulations for the protection of all young persons up to their eighteenth year, without any exception. 2. Establishment of a daily maximum of six working hours. 3. Prohibition of piecework. 4. Prohibition of the employment of young persons under 20 years in trades espe cially dangerous to the health. 5. Prohibition of night work up to the twentieth year. 6. The securing of 36 consecutive hours of Sunday rest. 7. Prohibition of compulsory “ living in .” 8. More severe penalties to be imposed on employers who repeatedly show them selves to be hardened offenders against regulations for the protection of juvenile workers. *Correspondenzblatt der Generalkommission der Gewerkschaften Deutschlands. Berlin, .Tune 14, 1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1552] M O N T H L Y LABOR R E V IE W . 251 9. More severe penalties for employers who offend against the provisions for the prevention of accidents. 10. The appointment, under the factory inspection service, of inspectors of juvenile workers, their functions to he the regular supervision of establishments. These inspectors must be in constant touch with the labor commissions for the protection of young persons. (c) R e fo r m of a p p r e n tic e s h ip .—The following reforms are needed: 1. The application to apprentices of the general regulations for the protection of young persons. 2. The establishment of an apprenticeship period of two years; and, for occupations which are very difficult to learn, of three years, but not more. 3. Prohibition of the employment of an apprentice at domestic work or work out side his own trade. 4. Abolition of the right of corporal punishment by the master or his representative. 5. The obligation of the master to train the apprentice thoroughly; the fixing of the maximum number of apprentices permitted, which must be in due proportion to the number of journeymen. 6. The fitting up of training shops. 7. The supervision of the training of apprentices by expert commissions, which must partly consist of representatives of the workers. 8. The granting to apprentices of an adequate sum for subsistence, which is to be fixed by a trade-union collective agreement. No apprenticeship premium is to be ex acted by the master. In special cases the State should grant aid toward the expense of training apprentices. 9. Decisions in apprenticeship disputes to be made by the Industrial Court, not by the guilds. 10. The framing of special legislation, covering the whole of Germany, concerning apprenticeship in mining, navigation, the floating of timber down rivers, agriculture and similar occupations which are particularly dangerous and liable to cause overstrain to young persons. 11. The legal reconstitution of apprenticeship to be carried into effect at once in apprenticeship contracts already existing. There is also need for an extensive organization for the placing of apprentices and for their vocational guidance. These should not be connected with schools but with independent institutions created for the purpose by the State and the communes. In establishments employing 20 or more apprentices and juvenile workers (male and female) there should be special committees for apprentices and juvenile workers. These committees would represent the interests of the juvenile workers in the estab lishment and occupation in connection with the works councils. (d ) M e a su re s to p r o te c t y o u n g p e r so n s i n cases o f s p e c ia l n e e d . —These deal with the mentally defective, etc. Child Labor Legislation in Hongkong.1 OR the first tim e in the history of Hongkong, China, and th a t p a rt of the F ar E a st generally, some atte m p t to regulate the em ploym ent of women and children and to prevent overcrowd ing in factories is being made. The sanitary board of Hongkong, cor responding in a general w ay to a board of health of considerable juris diction and ample powers in an American city, has taken up both F 1From Commerce Reports, Aug. 15,1919, TJ. S. Department of Commerce. [1553] https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 252 M O N T H L Y LABOR R E V IE W . questions, and after thorough consideration by committees appointed to investigate the whole subject has adopted regulations which, it is believed, will prevent the more obvious abuses existing or likely to exist in the im m ediate fu tu re and will form at least a beginning of further regulation in the future. In a general w ay the regulations as to child labor presented for enactm ent as an ordinance b y the legislative council of the colony— which unquestionably will enact them —are far behind those obtain ing in G reat B ritain or the U nited States. The proposed law merely provides th a t no child under 14 years of age shall be employed more than 10 hours, excluding meal times, in any one day except by spe cial perm it of the san itary board; and prohibits the employment of children under 13 years of age in any factories or workshops likely to be injurious to life, limb, or health—regard being had to the in dividual physical condition of each child so employed. Since only two holidays per lunar m onth are allowed, and no half-holidays are observed in Hongkong, the weekly hours thus fixed are nearer to 70 th an to the 55 which such a regulation would secure in G reat B ritain. In the m atter of overcrowding, section 3 (1) of the F actory and W orkshops A ct of the U nited Kingdom (1901) was adopted by the board. This provides th a t there shall be not less than 250 cubic feet of space in each room or subdivision of any factory or work shop for each person employed therein, and not less th an 400 cubic feet for each person employed after 6 p. m. Under the regulation adopted the board will post a notice in English and Chinese in every factory or workshop, indicating the num ber of persons who m ay be employed in each room or subdivision. O ther m atters as to factory sanitation can be handled under present powers of the sanitary board. Practically all shops employing women and children in Hong kong are already w ithin th e provisions of the new regulations, whose purpose is preventive rath er th an corrective. The sanitary provi sions in force are generally m uch better th an those existing in the homes of the employees. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1554J INDUSTRIAL ACCIDENTS. Prewar and War-Time Accident Rates in the Iron and Steel Industry. B y L u c i a n W . C h a n e y . T H E following tables are presented as a record of progress in carrying out the plan of the Bureau of Labor Statistics to sup plem ent the stu d y of the iron and steel industry for the years 1910 to 1914, contained in Bulletin 234, by a stu d y of a second fiveyear period, 1915 to 1919. A special interest attaches to the grouping herein shown from the fact th a t it divides, as accurately as can be done, into a prewar (19101914) and a war-tim e (1915-1918) interval. I t is not the purpose to make extended comm ent at this time. During 1920 a new bulletin will be issued in which it is proposed to resurvey the entire field. At the present tim e only the more striking features of the tables will receive attention. In the industry, considered as a unit, both the frequency and sever ity of accidents "were less in the war-tim e than in the prewar interval. This means th a t the exceedingly unfavorable conditions of the war period were not sufficient to overcome the net results of improved physical conditions and the other influences set in operation by the safety m ovem ent. Frequency declines from 177.7 cases per 1,000 300-day workers to 129.6 cases. Severity declines from 12.3 days per worker to 10.9 days. In blast furnaces the condition is the same as in the whole industry, w ith even greater emphasis. Frequency drops from 186.7 to 118.3, while severity drops from 21.4 days to 15.7 days. I t would be gratifying if the same condition prevailed in all the departm ents. U nfortunately it does not. In three large and im po rtan t departm ents, namely, Bessemer, open hearths, and heavy rolling mills, frequency declines while severity increases. I t is not desirable in this sum m ary presentation to offer suggestions regarding the causes of this course of events beyond saying th a t the unfavorable conditions of war tim e were evidently too difficult to be perfectly controlled by the opposing efforts. In all the other departm ents shown in these tables, w ith the excep tion of foundries and electrical, the favorable condition of decline in both frequency and severity appears. The degree to which this change occurs m ay be noted by reference to the tables. A stu d y of the electrical departm ent discloses a very high death hazard in connection w ith the adjustm ent of high-tension wires. Since some plants where such hazard exists have succeeded in holding 142S900—19-----17 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1555] 253 254 M O N T H L Y LABOR REVIEW , down the rates for a series of years, it would seem possible to improve conditions m aterially. A condition of the m ost serious hazard is disclosed by the figures for the erection of stru ctu ral steel. The death ra te is m arkedly in excess of th a t of coal mines. If this condition is capable of rem edy it demands the m ost exacting study. * On the whole the tables disclose a favorable condition, which should be an encouragement to further effort, while at the same tim e show ing weak points requiring continued attention. ACCIDENT R A TE S IN 'THE IRO N A N D ST E EL IN D U S T R Y AN D D E PA R T M E N T S, 1907 A N D 1910 TO 1918. IN ITS V ARIOUS [Figures for 1918 are preliminary, subject to modification/] Accident frequency Accident severity rates ■(days lost per 300-day rates (per 1,000 300worker). day workers). Number of cases. Year. Number of 300-day workers. Per ma Death. nent disa bil ity. Per Tem Tem Per Tem ma po- 1 ma po po nent rary To rary nent rary disa Total. Death. disa disa Total. Death. disa disa tal. bil bil bil bil bil ity. ityity. ity. ity. I r o n a n d stee l in d u s tr y . 1907................ 27,632 1910................ 1911................ 1912................ 1913................ 1914............. . 1915................ 1916................ 1Q17 1918................ 202,157 231,544 300,992 319, 919 256,299 116,224 166;640 410,852 455,360 61 327 204 348 426 219 87 159 523 «98 Total, 1910-19141/310,911 1,524 Total, 1915-1918 1,149,082 1,265 106 6,530 6,697 848 44,108 45,283 931 34,676 35,811 1,241 54,575 56,164 1,200 55,556 57,182 860 37,39C 38,469 372 13,481 13, 940 723 20,655 21,537 1,268 57,094 58,885 1,309 52,896 54,601 5,080 226,305 232,909 3,572 144,126 148,963 2.2 1.6 .9 1.2 1.3 .9 .7 1.0 1.3 ■1.1 3.8 4.2 4.0 4.1 3.8 3.4 3.2 4.3 3.1 2.7 1.2 3.9 1.1 3.1 242.4 224.0 154.7 186.6 178.7 150.1 119.9 129.2 143.4 120.0 172.6 177.7 125.4 129.6 13.3 5.1 9.7 3.7 5.3 3.2 6.9 3.3 8.0 2.8 5.1 2.8 4.5 2.1 .5.7 3.0 7.6 2.7 6.5 2.6 7.0 3.2 6.6 2.6 3.2 2.5 1.9 2.3 2.2 1.8 ■1.5 1.9 1.9 1.5 291.2 304.0 256.4 266.3 153.8 158.8 170.4 182.3 174.4 179. 5 148.1 152.6 91.5 95.4 118.3 123.6 122. ‘6 127.4 107.6 111. 1 34.5 8.1 5.5 48.1 20.7 14.5 16.3 15.9 10.4 10.6 9.3 13.1 11.1 2.9 2.3 2.5 2.6 2.0 1.3 1.9 1.6 1.5 178.4 183.9 114.0 118.3 15.6 3.3 11.6 2.5 2.3 21.2 1.6 15.7 6.2 23.7 7.0 8.3 13.9 6.7 3.8 19.1 20.1 13.4 11.6 15.3 7.3 4.9 3.3 4.4 3.7 2.6 2.4 3. 5 3.7 '2.8 3.8 3.2 236.3 218.2 149.8 181.3 173."7 145.9 116. 0 123.9 139.0 116.2 21.6 15.9 10.4 12.5 13.0 9.7 8.1 10.6 12.2 10.6 2.1 12.3 1.7 10.9 B la s t fu rn a c e s. 1907................ 1,566 19,389 ■21,479 27,154 31,988 26,572 10,721 14,905 36,202 38,977 1910................ 1911................ 1912................ 1913................ 1914................ 1915................ 1916................ 1917................ 1918................ Total, 1910-1914 126,,582 Total, 1915-1918 100,805 9 11 476 5,107 3,409 4,950 4,945 4,057 1,023 1,843 4,612 .4,333 456 4,971 3,303 4,790 4,779 3,935 981 1,763 4,440 4,194 21,778 11,378 22,468 11,811 5 383 1,943! 1,23.7 1,892 1,610 685 494 848 1,194 807 146 7,367 87 3,343 389 18 '24 37 42 25 21 34 21 11 1,981s 1,267 1/938 1,668 716 517 895 1,235 828 7,570 3, 475 68 52 73 80 45 19 23 79 72 .68 54 87 80 77 23 57 93 67 324 193 366 240 5.8 3.5 2.4 2.7 2.7 1.7 1.8 1.5 2.2 1.8 2.6 1.9 7.0 3.5 2.5 3.2 2.5 2.9 2.1 3.8 2.6 1.7 2.9 2.4 5.2 2. S 2.9 3.1 2.9 1.8 2.8 2.8 2.3 28.8 19.6 21.7 21.6 15.3 13.7 14.0 17.5 14.9 B e s s e m e r. 1907................ 967 1 1910................ 1911................ 1912................ 1913................ 1914................ 1915................ 1916................ 1917................ 1918................ 5,070 S'155 6,521 6, «85 4,470 3,160 4,070 5,979 4,489 28,101 17,698 20 6 Total, 1910-1914 Total, 1915-1918 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 9 16 6 2 13 20 10 57 45 [1556] 1.0 5.0 396.1 3.6 383.2 4.7 239.8 5.7 290.1 6.1 233.8 1.1 5.4 153.2 . G 6.6 156.3 3.2 «.4 208.4 3.3 3.5 199. 7 2.2 2.5 179.8 ‘2.0 5.2 262.1 2.5 4.9 188.9 3.'9 1.2 1.4 2.3 402.1 390.7 245.6 297.2 242.3 159.7 163.5 220.0 206.6 184.5 269.3 196.3 2A 2.7 3.2 3.1 3.5 3.5 4.3 6.2 3.8 3.6 3.3 4.4 16.2 31.3 13.5 15.8 21.1 12.8 10.5 28.8 27.6 19.7 19.0 22.8 255 M O N T H L Y LABOR REV IEW , ACCIDENT R A T E S IN T H E IRO N A N D ST E E L IN D U S T R Y A N D IN ITS VA R IO U S D E PA R T M E N T S, 1907 A N D 1910 TO 1918— Continued. A c cid en t freq u ency rates (per 1,000 300day workers). Number of cases. Year. of 300-day workers. Accident severity rates (days lost per 300-day worker). Per Tem Per Tem Per Tem ma po ma po po ma rary rary nent rary To nent nent Death. disa disa Total. Death. disa disa Total. Death. disa disa tal. bil bil bil bil bil bil ity . ity. ity. ity. ity . ity . O p e n h earth s. 1907.................... 2,987 14 14 908 936 4.7 4.7 304.0 313.4 28.1 12.0 3.2 43.3 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916.................... 1917.................... 1918.................... 9,739 10,718 17,355 20,604 12,877 5 ,9C9 9,654 21,457 25,334 29 18 47 35 14 8 12 47 66 53 45 99 95 41 20 37 86 100 3,028 1,890 4,039 4,368 2,484 832 1,458 3,187 3,838 3,110 1,953 4,185 4,498 2,539 860 1,507 3,320 4,004 3.0 1.7 2.7 1.7 1.1 1.3 1.2 2.2 2.6 5.4 4.2 5.7 4.6 3.2 3.4 3.8 4.0 3.9 319.3 182.1 241.0 218.3 197.2 144.1 156.0 154.7 158.0 18.1 10.1 15.9 10.2 6.5 8.0 7.5 13.1 15.6 7.1 3.4 5.8 4.1 4.4 2.8 2.5 3.6 4.4 4.1 2.6 2.9 2.9 2.3 1.9 2.6 2.5 2.3 29.3 10.1 24.6 17.2 13.2 12.7 12.6 19.2 22.4 Total, 1910-1914 Total, 1915-1918 71,293 62,414 143 133 333 15,809 16,285 243 9,315 9,691 2.0 2.1 4.6 218.4 224.9 3.9 149.2 155.2 11.9 14.9 4.9 3.7 2.9 2.4 19.7 21.0 1907.................... 939 1 3 179 183 1.1 3.2 190.6 194.9 6.4 1.0 3.1 10.5 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................. 1916.................... 1917.................... 1918.................... 16,885 13,499 23,294 24,605 17,634 1,309 l'231 31, 805 31, 719 7 18 23 22 14 2,615 1,970 4,512 5,236 3,432 118 145 6,810 5,461 2,700 2,045 4,670 5,376 3,507 120 152 6,956 5,590 .4 1.3 1.0 .9 .8 .8 1.4 .7 4.6 4.2 5.8 4.8 3.5 1.5 4.9 3.2 3.3 160.0 151.4 200.6 218.5 198.9 91.6 123.5 218.7 176.3 2.5 8.0 6.2 5.1 4.7 1 45 23 78 57 135 118 61 2 6 101 106 4.9 8.5 4.5 2.9 2.9 4.4 3.5 3.0 .5 1.9 3.0 3.1 1.7 1.9 2.5 2.4 2.1 1.2 2.2 2.6 2.0 7.1 12.8 13.1 11.0 9.8 1.7 9.0 14.1 9.7 Total, 1910-1914 Total, 1915-1918 95,917 66,064 84 69 449 17,705 18,298 215 12,534 12,818 .9 1.0 4.7 185.2 190.8 3.3 1S9.7 194.0 5.3 6.3 3.4 3.0 2.2 2.3 10.9 11.5 310.9 176.3 232.7 212.0 192.9 139.4 151.0 148.5 151.5 F o u n d ries. 154.9 145.9 193.7 212.8 194.6 90.1 117.8 214.1 172.2 H e a v y r o llin g m ills . 1907.................... 4,556 8 10 874 892 1.8 2.2 191.8 195.8 10.5 .9 2.9 14.3 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916.................... 1917.................... 1918..................- 9,442 12,409 16,258 17,569 11,985 7,148 10,076 20,530 18,646 19 9 20 16 10 10 7 30 23 57 48 41 60 55 24 44 87 66 2,167 1,6,36 2,395 1,910 899 596 959 1,784 1,874 2,243 1,693 2,456 1,986 964 630 1,010 1,901 1,963 2.0 .7 1.2 .9 .8 1.4 .7 1.5 1.2 6.0 3.9 2.5 3.4 4.6 3.4 4.4 4.2 3.5 237.5 136.4 150.9 112.9 80.4 88.1 100.3 92.6 105.2 12.1 4.3 7.0 5.1 4.5 8.4 4.2 8.8 7.4 4.5 2.7 2.7 1.8 3.1 3.0 3.8 2.9 3.0 2.8 2.0 2.0 1.7 1.3 1.6 1.6 1.5 19.4 9.0 11.7 8.6 8.9 12.4 9.6 13.3 11.9 Total, 1910-1914 Total, 1915-1918 67,663 56,400 74 70 261 221 9,007 5,213 9,342 5,504 1.1 1.2 3.9 133.1 138.0 3.9 92.4 97.5 6.3 7.4 2.8 3.1 1.9 1.5 11.0 12.0 1907.................... 1,915 4 12 637 653 2.1 6.3 332.6 341.1 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916.................... 1917.................... 1918.................... 3,287 4,390 5,128 5,430 3,476 2,086 4,681 6,764 7,656 7 5 2 3 2 1 3 4 8 27 15 25 25 13 9 15 22 15 602 590 893 725 319 121 436 766 1,397 636 610 920 753 334 131 454 792 1,420 2.1 1.1 .4 .6 .6 .5 .6 .6 1.4 8.2 3.4 4.9 4.6 3.7 4.3 3.2 3.3 2.7 Total, 1910-1914 Total, 1915-1918 21,711 21,187 19 16 105 61 3,129 2,720 3,253 2,797 .9 .8 229.5 131.8 147.3 108.7 75.0 83.3 95.2 86.9 100.5 1. 0 P la te m ills . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis — 12.5 11.2 3.7 27.4 193.5 139.0 179.4 138.7 96.1 62.8 96.9 117.1 251.1 12.8 6.9 2.3 3.3 3.4 2.9 3.8 3.5 8.5 4.9 2.9 5.9 3.7 2.9 1.7 2.2 2.6 2.3 2.0 1.9 2.3 1.8 1. 4 .8 1.5 1.6 3.1 19.7 11.7 10.5 8.8 7.7 5.4 7.5 7.7 13.9 4.8 144.1 149.1 2.9 128.4 132.0 5.3 4.5 4.1 2.1 2.0 1.7 183.2 134.4 174.1 133.5 91.8 58.0 93.1 113.2 247.0 11.4 8.4 • [1557] - - 256 M O N T H L Y LABOR REV IEW , ACCIDENT R A T E S IN T H E IR O N A N D ST E E L IN D U S T R Y AN D IN D E PA R TM E N TS, 1907 A N D 1910 TO 1918— Continued. A c c id e n t freq u en cy Accident severity rates rates (per 1,000 300(days lost per 300-day day workers). worker). Number of cases. Year. ITS V A R IO U S Number Per Tem of Per Tem Per 300-day ma po ma po ma workers. Death. nent rary Total. Death. n en t rary Total. Death. nent disa disa disa disa disa bil bil bil bil bil ity . ity . ity . ity . ity . Tem po rary To disa tal. bil ity . R o d m ills . 1915.................... 1916.................... 1917.................... 1918.................... 2,062 2^493 4,951 3,249 7 5 10 16 23 11 229 259 699 350 239 275 729 366 1.4 1.5 T o ta l... 12,755 12 60 1,537 1,609 111.1 103.9 141.2 107.7 115.9 110.3 147.2 112.7 8.5 9.2 2. 2 5.7 4.2 2.9 1.6 1.5 1.6 1.7 3.8 7.2 14.3 13.8 .9 4.7 120.5 126.1 5.6 3.9 1.6 11.1 3.6 129.8 134.3 5.4 5.6 1.2 12.2 183.1 124.7 174.0 146.7 143.0 118.7 110.4 122.5 53.9 8.7 2.0 3.5 4.9 2.7 2.6 1.7 3.6 1.0 2.3 2.1 2.2 1.6 1.6 1.6 1.9 1.5 1.7 1.3 2.1 1.7 1.7 1.5 1.6 1.6 .6 12.7 5.4 7.8 8.2 6.0 5.1 4.9 7.1 3.1 2.6 150.0 153.3 1.7 105.5 107.7 4.1 2.9 1.9 1.6 1.7 1.4 7.7 6.0 4.8 6.4 4.6 3.4 S h e et m ills . 1907.................... 2,211 2 8 274 284 .9 1910.................... 1911.................... 1912.................... 1913.................... 1914............ 1915.................... 1916.................... 1917.................... 1918.................... 18,501 29,710 32,087 25,938 : 22,187 16,266 24,722 46,040 17,245 28 9 19 21 11 7 13 28 3 52 71 67 67 51 23 62 80 17 3,310 3,625 5,497 3,717 3,113 1,901 2,655 5,533 910 3,390 3,705 5,583 3,805 3,175 1,931 2,730 5,641 930 1.5 .3 .6 .8 .5 .4 .5 .6 .2 308 19,262 19,658 182 10,999 11,232 .7 .5 Total, 1910-1914 128,423 Total, 1915-1918 104,273 88 51 2.8 2.4 2.1 2.6 2.3 1.4 2.5 1.7 178.9 122.0 171.3 143.3 140.3 116.9 107.4 120.2 1.0 52.8 1.0 T u be m ills . 1907.................... 2,007J 1 4 575 580 0.5 2.1 286.4 289.0 3.0 1.9 4.6 9.5 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916.................... 1917.................... 1918.................. . 9,767* 13,676 17,080 18,909 13,906 7,109 11,355 19,819 18,499 3 1 10 15 7 2 2 17 8 25 53 60 72 39 21 26 51 41 1,608 2,080 2,154 1,586 1,195 182 425 1,967 1,127 1,636 2,134 2,224 1,673 1,241 205 453 2,035 1,176 .3 .1 1.6 .8 .5 .3 .2 .9 .4 2.6 164.6 167.5 3.9 152.1 156.0 3.5 126.1 130.1 3.8 83.9 88.5 2.8 85.9 89.2 3.0 25.6 28.9 2.3 37.4 39.9 2.6 99.2 102.7 2.2 60.9 63.6 1.9 .5 3.9 4.7 3.0 1.7 1.1 5.1 2.6 1.2 2.3 2.3 2.1 1.7 1.7 1.6 1.3 2.1 1.6 1.5 1.2 1.2 .6 .8 1.2 .9 5.2 4.4 7.7 8.8 5.9 4.0 2.9 7.9 4.7 Total, 1910-1914 Total, 1915-1918 73,338 56,782 36 29 249 139 8,623 3,701 8,908 3,869 .5 .5 3.4 117.6 121.5 2.4 65.2 68.1 3.0 3.1 2.1 1.4 1.5 .9 6.6 5.4 1.0 F abricatin g sh o p s. 1907.................... 2,081 - 6 12 571 589 2.9 5.8 274.4 283.1 8,713 19,530 28,988 30,470 20,837 3,818 4,980 23,614 29,166 11 8 32 34 13 3 7 21 22 33 92 119 104 77 15 25 67 29 3,901 3,244 6,890 7,368 4,103 471 703 4,192 5,077 3,945 3,344 7,041 7,506 4,193 489 735 4,280 5,128 1.3 .4 1.1 1.1 .6 .8 1.4 .9 .8 3.8 4.7 4.1 3.4 3.7 3.9 5.0 2.8 Total, 1910-1914 108,538 Total, 1915-1918 61,578 98 53 425 25,506 26,029 136 10,443 10,632 .9 .9 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916................. 1917.................... 1918.................... 17.3 8.8 2.5 28.6 452.8 171.2 242.9 246.3 201.2 128.1 147.6 181.2 175.8 7.6 2.1 6.4 6.5 3.5 4.7 8.4 5.3 4.5 3.1 2.9 2.7 2.4 3.1 1.8 2.1 1.8 1.4 5.6 1.8 2.4 2.3 2.0 2.0 2.6 2.0 1.7 16.3 6.8 11.5 11.2 8.6 8.5 13.1 9.1 7.6 3.9 235.0 239.7 2.2 169.6 172.7 5.2 5.2 2.8 1.6 2.4 1.9 10.4 8.7 3.4 3.6 3.3 3.6 3.3 3.2 3.1 2.1 2.0 341.2 164.0 207.4 220.7 258.7 112.4 117.8 154.9 111.3 6.3 4.5 4.5 6.1 3.1 2.7 3.7 2.1 3.6 4.8 3.4 2.9 3.4 2.5 1.6 1.8 2.1 1.5 4.0 2.1 2.7 2.9 2.2 1.2 2.0 2.2 1.4 15.1 10.0 10.1 12.4 7.8 5.5 7.5 6.4 6.4 3.4 205.1 219.8 2.3 125.8 128. 5 5.1 3.0 3.3 1.8 2.4 1.8 10.8 6.5 447.7 166.1 237.7 241.8 196.9 123.4 141.2 177.5 1.0 174.1 U n c la ssified ro llin g m ills . 1910.................... 1911.................... 1912................ . 1913.................... 1914.................... 1915................. 1916.................... 1917.................... 1918.................... 14,434 21,231 22,909 23,382 22,873 4,367 8,082 27,978 33,631 15 16 16 24 11 2 5 10 20 Total, 1910-1914 104,829 Total, 1915-1918 74,058 82 37 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 49 76 76 84 75 14 25 60 68 4,861 3,388 4,660 5,051 3,541 475 922 4,265 3,654 4,925 3,480 4,752 5,159 3,627 491 952 4,335 3,742 1.0 .8 .7 1.0 .5 .5 .6 .4 .6 360 21,501 21,943 167 9,316 9,520 .8 .5 [1558] 336.8 159.6 203.4 216.0 154.8 108.7 114.1 152.4 108.6 257 M O N T H L Y LABOR R E V IE W . ACCIDENT R A T E S IN T H E IRO N AND ST E E L IN D U S T R Y AN D IN ITS VA R IO U S D E PA R TM E N TS, 1907 A N D 1910 TO 1918— Concluded. A c cid en t freq u en cy Accident severity rates rates (per 1,000 300(days lost per 300-day worker). day workers). Number of cases. Year. Number of 300-day workers. Per Tem Per Per Tem ma ma po ma po rary nent rary nent nent Death. disa disa Total. Death. disa disa Total. Death. disa bil bil bil bil bil ity. ity . ity . ity . ity . Tem po rary To disa tal. bil ity. W ire d ra w in g . 1910................... 1911................... 1912................... 1913................... 1914................... 1915.................... 191G................... 1917................... 1918.................... 10,370 11,819 13,059 12,769 11,468 7,859 9,551 13,727 12,790 5 4 4 6 2 1 4 3 4 84 89 104 59 47 62 104 63 60 Total, 1910-1914 Total, 1915-1918 59,485 43,927 21 12 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916.................... 1917.................... 1918.................... 1,526 2,760 3,796 4,012 2,327 612 1,635 4,385 4,380 2 3 6 14 8 1 6 16 10 3 9 15 15 6 1 6 16 10 Total, 1910-1914 Total, 1915-1918 14,421 11,012 33 33 48 33 2,323 2,270 2,627 2,542 1,742 1,831 1,764 1,700 991 2,412 2,363 2,735 2,607 1,791 1,894 1,872 1,766 1,055 232.6 184.3 209.5 204.2 156.1 241.0 196.0 128.7 82.5 2.9 1.9 1.8 2.8 1.1 .8 2.5 1.3 1.9 7.7 6.1 7.4 3.4 4.0 7.1 8.8 3.0 3.5 2.1 1.7 2.1 2.1 1.6 2.3 1.9 1.7 1.1 12.7 9.7 11.3 8.3 6.7 10.2 13.2 6.1 6.5 6.3 190.4 197.1 6.6 143.1 150.0 2.0 1.6 5.6 5.2 1.9 1.7 9.5 8.5 0.5 8.1 224.0 .3 6.9 177.1 .3 8.0 201.2 .5 4.6 199.1 .2 4.1 151. 9 .1 7.9 233.0 .4 10.9 184.7 .2 4.6 123.8 .3 4.7 77.5 383 11,504 11,908 289 6,286 6,587 .3 .3 282 356 523 495 301 23 289 571 476 287 368 544 524 315 25 301 603 496 1.3 1.1 1.6 3.5 3.4 1.6 3.7 3.6 2.3 2.0 3.3 4.0 3.7 2.6 1.6 3.7 3.6 2.3 188.1 133.4 143.4 130.6 135.4 40.8 184.2 137.4 113.2 7.9 6.5 9.4 20.9 20.6 9.8 22.0 21.9 13.7 2.8 2.8 5.0 3.7 3.0 .5 1.1 4.0 3.5 2.0 1.6 1.6 1.5 1.6 .4 2.4 2.0 1.3 12.7 10.9 16.0 26.1 25.2 10.7 25.5 27.9 18.5 1,957 1,359 2,038 1,425 2.3 3.0 3.3 135. 7 141.3 3.0 123.4 129.4 13.8 18.9 3.6 3.2 1.6 1.7 19.0 23.8 E le ctric a l. 184.8 129.0 137.8 123.4 129.4 37.6 176.8 130.2 108.7 M ech an ical. 1908................... 1,619 4 7 430 441 2.5 4.3 267.3 274.1 14.8 1.9 3.2 19.9 1910.................... 1911.................... 1912.................... 1913.................... 1914.................... 1915.................... 1916.................... 1917.................... 1918.................... 15,927 17,863 21,591 24,009 17,772 5 ,9S7 16,920 33,328 57,439 18 13 19 36 18 3 9 43 54 56 80 95 103 60 27 86 134 159 2,618 3,015 4,040 4,972 3,149 573 2.245 5,201 6,026 2,692 3,108 4,154 5,111 3,227 603 2,340 5,378 6,239 1.1 .7 .9 1.5 1.0 .5 .5 1.3 .9 3.5 4.5 4.4 4.3 3.4 4.5 5.1 4.0 2.8 169.1 174.0 192.4 212.9 181. 5 100.7 138.3 161.4 108.6 6.8 4.4 5.3 8.7 6.0 3.0 3.2 7.7 5.6 2.7 3.3 3.5 3.1 3.1 2.0 4.4 3.1 2.9 1.6 2.2 2.5 2.8 2.2 1.2 1.9 2.3 1.3 11.1 9.9 11.3 14.6 11.3 6.2 9.5 13.1 9.8 Total, 1910-1914 97,162 Total, 1915-1918 113,674 104 109 394 17,794 18,292 406 14,045 14,560 1.1 1.0 4.0 183.1 188.2 3.6 123.6 128.1 6.3 5.8 3.2 3.1 2.3 1.7 11.8 10.6 164.4 168.8 187.1 207.1 177.2 95.7 132.7 156.1 104.9 Y ards. 11.5 7.8 3.2 22.5 134.5 153.0 181.3 162.6 129.7 112.4 126.9 121.1 100.0 15.1 7.3 12.3 14.1 7.6 1.5 2.3 2.1 3.1 4.7 5.7 4.3 4.7 3.9 7.1 4.9 3.8 9.2 13.7 12.3 3.0 5.6 5.2 3.0 4.1 3.1 6.5 5.1 3.8 1.6 2.0 2.3 2.1 1.7 1.3 1.7 1.7 1.7 19.7 14.9 18.8 19.2 13.4 4.4 17.4 20.5 17.8 2.0 1.9 4.4 145.8 152.1 4.8 106.9 113.6 12.0 11.2 4.1 4.7 1.9 1.7 18.0 17.5 72.3 16.5 59.8 12.8 59.3 5. 0 62.3 11.9 48.6 5.9 5.4 3.7 5.2 6.7 4.3 94.2 76.3 69.5 80.9 58.8 1907.................... 2,618 5 10 509 524 1.9 3.8 194.4 200.1 1910.................... 1911.................... 1912................... 1913.................... 1914................... 1915.................... 1916.................... 1917.................... 1918.................... 15,932 9,085 11,180 11,859 7,876 3, 843 7,853 15,732 16,042 40 11 23 28 10 2,054 1,336 1,940 1,807 975 417 929 1,792 1,510 2,143 1,390 2,027 1,885 1,022 432 997 1,905 1,604 2.5 1.2 2.1 2.4 1.3 12 36 33 49 43 64 50 37 15 56 77 61 Total, 1910-1914 Total, 1915-1918 55,932 43,470 112 81 243 209 8,112 4,648 8,467 4,938 2,157 803 1,011 1,156 1,234 26 8 10 12 10 24 7 3 15 3 738 251 251 442 364 788 266 264 469 377 128. 9 147.1 173.5 155. 9 123. 7 108. 5 118.3 113.9 94.1 S tr u c tu r a l stee l erection. 1912,1913,1914. 1915................... 1916................... 1917................... 1918................... https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 12.1 11.1 342.1 365.3 10.0 8.7 312.6 331.3 9.9 3.0 248.2 261.1 10.4 13.0 382.4 405.8 8.1 2.4 295. 0 305.5 [1559] 258 M O N T H L Y LABOR R E V IE W . Eighth Annual Safety Congress of the National Safety Council. IIE outstanding featue of the E ighth Annual Safety Congress held a t Cleveland, Ohio, during the first four days of October, 1919, was the strong tendency to extend the activities of the council into fields which have only a secondary bearing upon the m ain problems which are the foundation of the council’s efforts. This tendency m ay be illustrated by noting the subjects which occupied attention a t the general sessions each afternoon of the congress. They were “ Em ploy ees’ representation,” 1 “ Am ericanization,” “ H ealth,” and “ Safety education in the public schools. ” T No one of these subjects falls within the scope of the original plans of the council. They represent the inevitable recognition of the fact that any honest effort to better industrial conditions leads ultimately to the consideration of the whole field. I t would seem to be a fortunate circumstance to approach, from the entirely noncontroversial ground of the prevention of accidents, matters about which there may be sharp differences of opinion. It is necessarily impossible to comment in detail on the huge pro gram which packed the four days full of interest. Such points will accordingly be emphasized as a single observer was able to come in contact with during the period. It was an evidence of real interest that the largest auditorium used by the congress was filled for the general round table which it had been necessary to schedule at 8 a. m. The attention of this gathering was centered on the relations of what is coming to be known as “ engineering revision” and close supervision of the working force to the control of serious accidents. Another round table which excited much interest was called the A. B. C. Session. At this were presented such fundamental topics as “ Essentials of a safety organization,” “ Fundamental principles of safeguarding,” and “ The foreman the determining factor.” Several other round tables such as those on “ Employees’ publi cations” and “ Bulletins” were held at noon-day luncheons in default of other possible times of meeting. As showing the great expansion of interest and activity along the original lines of council organization a simple list of the present sec tions is sufficiently impressive to deserve insertion. In alphabetical order they are: Automotive. Cement. Chemical. Construction. Electric railway. Health service. ‘ The discussion of th is subject is presented in an article on pp. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1560] 234- 236. M O N T H L Y LABOR R E V IE W . Local council officers. Marine and navigation. Metals. Mining. Packers. Paper and pulp. Public safety. 259 Public utilities. Rubber. Steam railroad. Textile. Women in industry. Woodworking. Each of these sections held two sessions and some of them three. Judging from the attendance, interest in the peculiar problems of these sections is constantly increasing. Among those recently created none attracted greater attention than the women in industry section. At its sessions were discussed such subjects as “ Standard conditions for women in industry,” “ Responsibilities and opportunities of the industrial nurse/’ and “ The future of woman as an industrial worker.” The metals section formerly operated as a foundry section and an iron and steel section. Since many of the hazards exist in com mon it was concluded that the sections could advantageously he combined. No item in the program for this year was received with greater interest than a “ court of inquiry” which probed the conditions under which a particular accident occurred and determined what steps should be taken in regard to it. Another presentation which was re ceived with much favor was a practical demonstration of the use of the oxyacetylene blowpipe. The demonstrator explained very clearly and illustrated with his apparatus the precautions necessary to insure safety. In the public safety section the account of the methods used in St. Louis during the “ safety week” when only one fatality occurred during the week was received with particular interest. The steam railroad section evinced its interest by holding four meetings, all well attended and several crowded. Of special impor tance was a statement from the manager of the safety section of the United States Railroad Administration. The above suggests in sum m ary fashion how m uch of such a pro gram as th a t offered can be touched by one person who devotes his time to the task. I t is necessarily b u t a small portion of the interest ing things included in the 50-page program. The formation of two new sections is under consideration. The industrial dentists were holding a session at the same time in Cleve land and may ultimately become an affiliated section. Of very great practical importance is the proposal to inaugurate a section composed of professional engineers. The significance of this can hardly be overstated. I t has been true that the insistence of many safety men on the importance of the human factor in accident causation has given engineers a feeling that there is no real and large https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1561] 260 M O N T H L Y LABOR R E V IE W . problem for them in the accident prevention movement. When the study of accident severity discloses, as it now does, that the great savings in accident cost have been due to the application of engineering skill it becomes of highest importance that engineers should realize the indispensable nature of the contribution which they can make. In connection with the congress the Safety Council in cooperation with the Safety Institute of America acted as sponsor for one of the most complete expositions of safety devices that has ever been brought together in this country. This was housed in the Grays’ Armory and was open during the entire week. It well illustrates the expansion of the safety business to note that, whereas when the Safety Council was organized in 1912 it was scarcely possible to buy in the market a usable protective goggle, there were no less than six concerns manufacturing goggles repre sented in this exhibit and there are at least as many more who now supply such articles. Notable advances appear in several lines which had rather stood still during the war, as for example the development of sterilization by the use of violet rays. Altogether the congress demonstrates that American industrialists have emerged from the stress of war conditions with an undimmed interest in the subjects which the council was organized to foster and in a position to push accident prevention strongly to new and notable successes. Formal Opening of Bureau of Mines Experiment Station at Pittsburgh. HE recent formal opening of the United States Bureau of Mines experiment station at Pittsburgh may be regarded as marking the complete return of the Bureau of Mines from the tasks of war to the activities of peace, which have done so much for the betterment of conditions in the great basic industry of mining. T The exercises occupied three days, Septem ber 29 and 30 and Octo ber 1. During the first of these the admirable building and its equipm ent were open to inspection. A t 10.30 in the courtyard a t the rear of the building, where a tem porary am phitheater had been erected, dedicatory exercises were held w ith addresses from the m ayor of Pittsburgh, the governor of the State, A ssistant Secre tary Vogelsang of the Interior D epartm ent, and others. This ceremony was brought to a close by the transfer of the keys of the building by Secretary Vogelsang to Director Van H. Manning. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [15621 MONTHLY LABOR REVIEW. 261 In the afternoon two trainloads of guests were transported to the experimental mine located at Bruceton. There they were enter tained by various demonstrations of mine conditions and protective precautions. The most spectacular of these was a coal-dust explo sion. Coal dust was placed along the mine passageways as it might accumulate under working conditions. A flame was then produced within the mine such as might occur in the filing of a blast. A huge flame at once burst from the mouth of the mine, followed by a cloud of black smoke. The evening of Monday was devoted to an informal reception and an organ recital at the Carnegie Music Hall. The next two days were chiefly occupied with the elimination and final contests of the mine rescue and first-aid teams from mines all over the country. Twenty-four mine-rescue teams and 88 first-aid teams participated. While similar meets have been held with an equal or possibly larger number of teams competing, this meet was by all odds the most representative and important yet held. The trained precision with which the teams went about their work was good to see. No one at all familiar with the work thus far accomplished by the Bureau of Mines in the conservation of human and material resources can fail to rejoice in the development which the new building and appliances make possible. Few Federal agencies have so conspicuously justified themselves by their accomplishments as has the Bureau of Mines. Accident Experience of the Portland Cement Association, 1918. A RECEN TLY published study of accidents for the year 1918, prepared by the Bureau of Accident Prevention and Insur ance of the Portland Cement Association, is based on records subm itted by 77 plants having a total production for the year of 47,479,000 barrels, winch is stated to be 66 per cent of all member companies’ production.1 Only strictly tabulatable accidents are con sidered—th a t is, those resulting in loss of time other than the rem ain der of the day, shift, or tu rn on which the injury occurred. A tten tion is called to the fact th a t in previous yearfe the basis on which accident frequency and severity have been compared was the pro duction— th a t is, per million barrels; whereas in the report for 1918 the figures are presented on the basis of man-hours worked at the various plants. 1 The study of accidents for the year 1918. Prepared b y the Bureau of Accident Prevention and Insur ance of the Portland Cement Association, Chicago, 1919. 23 pp. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1563] 262 MONTHLY LABOR REVIEW. The report tabulates a total of 2,355 accidents, 38 of which resulted in death. The total num ber of days lost, om itting the custom ary estim ate of days lost on account of death, was 34,796. The num ber of days lost per 100,000 man-hours worked is given as 63. The chief cause of accidents was falling or sliding objects and m aterial (540, or 22.9 per cent of all accidents), the ratio being largest in the quarries. The total tim e lost through this cause was the greatest of all (7,932 days, or 22.8 per cent), although the days lost per accident— 14.7—was about the average. The cause of the next highest num ber of accidents was flying m aterial—276 acci dents, or 11.7 per cent. The average days lost per accident—9.0— was, however, com paratively low; this is stated to be due to the fact th a t the largest num ber of these accidents happened in the packing and shipping departm ents, where accidents are frequent b u t not severe. The two causes showing the highest num ber of days lost per accident are explosions (49 days) and keys and set screws (47.6 days). I t is added, however, th a t the num ber of acci dents due to these causes is small. A table of accidents by nature of injury credits minor cuts and bruises w ith 42.7 per cent of the accidents, b u t only 11.2 per cent of the total days lost. Severe cuts, bruises, and burns are charged w ith the largest num ber of days lost, namely, 16,868, or 48.5 per cent. The perm anent disabilities num bered 47, or 2 per cent of the accidents, causing a loss of 2,922 days, or 8.4 per cent of the total days lost. Between 10 and 11 per cent of the accidents were eye injuries. By far the largest num ber of accidents, 1,502, or 63.8 per cent, and the largest num ber of days lost, 22,456, or 64.5 per cent, occurred to men who had been in the service for one year or more. This, however, is not conclusive, and, in fact, means very little unless the num ber of exposures is known, and the report does no t give this information. The only com parative figures given in the report are based on the production, it being shown th a t in 1917 the num ber of accidents per million barrels was 50.3 and in 1918 it was 49.2, while the num ber of days lost per million barrels in 1917 was 805.4, and in 1918, 732.5, the la tte r figures showing a decrease of 72.9 from the num ber lost in 1917. I t is stated, however, th a t the production in 1918 was 24 per cent less than in 1917 and th a t the decrease in labor was 17 per cent. Thus in 1918 considerably more men were employed for the same production and consequently the exposure to danger and liability to accident was greater. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1564] INDUSTRIAL HYGIENE AND MEDICINE. Carbon Monoxide Poisoning in Factories.1 T CAME as a great surprise to those of us who are interested in this work to find nearly every w inter, when windows and doors were closed— these being practically the only m eans of venti lation in m any establishm ents—th a t a relatively large num ber of employees would sim ultaneously become ill from tim e to time, pre senting a clinical condition which became fairly fam iliar w ith repeti tion. A typical instance was one relating to a factory situated on the three topm ost floors of a twelve-story factory building, given over to the m anufacture of m en’s clothing. Of 125 employees, 73 became suddenly ill a t about 2 o’clock one afternoon, and were seized w ith nausea and vom iting. Practically all of them complained of head ache, dizziness, and general weakness, which was particularly m arked in the legs. A num ber were overcome, and several ambulances were called from near-by hospitals. Three employees were removed to hospitals, and a num ber of others were sent home under escort. Practically all recovered w ithin a few hours, b u t in two cases symp toms of m arked general weakness persisted for several days. As a result * * * of several sim ilar experiences in previous w inter seasons, we felt reasonably certain th a t the condition was due to the im proper rem oval of various gases of combustion, particu larly carbon monoxide, and to their escape into the workroom. On investigation, in this particular instance, we found th a t our theory was apparently correct, b u t th a t the gas entered the working estab lishm ent from an unusual source. The rear doors of the three upper floors which comm unicated w ith a hallway th a t led to the roof had been left open by an employee, and a shift in the direction of the wdnd caused the chimney gases to be driven in considerable concentration down through a stair, well into the corridors, and then into the workrooms. When later we analyzed the facts in the case, we found th a t the employees who were affected were those who were a t work near the rear of the shops wdiere the doors were open. W hat is more im portant from the standpoint of industrial medicine is this: We have found on a num ber of occasions during the p a st w inter seasons th a t in connection w ith gas flames used for pressing I i Extract from paper on Clinical types of occupational diseases, read by Dr. Louis I. Harris, New York City Department of Health, before the session on pathology and physiology, seventieth annual session o f the American Medical Association, Atlantic City, June 1919, and printed in the journal of the association. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1565] 263 264 MONTHLY LABOR REVIEW. irons, or where furnaces were in operation, or, in fact, wherever in complete combustion of gas or coke occurred, a clinical condition of a sim ilar character frequently developed among a large group of employees. Altogether, about 220 cases of acute carbon monoxide poisoning, sim ilar to the 73 cases referred to above, which were traced to the incom plete com bustion of a variety of gases or fuel substance containing carbonaceous m aterial, and in which acute sym ptom s fol lowed exposure to these gases, came to our notice. Although, in sev eral instances, careful exam inations of the blood were made, we were n o t able to dem onstrate the presence of carbon monoxide, b u t in the light of Prof. Yandell Henderson’s investigations, showing th a t car bon monoxide in combination w ith the hemoglobin is readily given up in the presence of pure air, this can be readily understood. Our exam ination of a num ber of m en who were exposed to furnace gases, and, particularly, a num ber of investigations which were con ducted w ith reference to complaints m ade by persons employed in garages, have led us to believe th a t in industrial communities there are m any persons who are affected w ith headache, m arked anemia, general weakness and gastric sym ptom s whose condition is due in large measure to continued exposure to small amounts of carbon monoxide gas resulting from incomplete combustion. The therapeutic agent of greatest value in the elimination of this source of complaint, which we have reason to feel affects m any thou sand persons in an industrial com m unity like New York, is the applica tion of simple sanitary engineering principles. I t is necessary to re move noxious gases by the installation of exhaust or suction fans and by devices which can be made an integral p a rt of furnaces, of gas irons, or of engines which generate fumes. The rapidly increasing use of electricity as a source of heat in con nection w ith furnaces and various mechanical processes, will also in a large m easure reduce the danger of poisoning from this source. In passing, it should be stated th a t the industrial physician m ust work in close association w ith the sanitary engineer, and particularly w ith those who have m ade a specialty of installing systems of arti ficial ventilation. Advantages of Mutual Benefit Associations to Industrial Medicine. H E qualifications for the m ost successful type of physician for group practice and the advantages th a t m ay be achieved through the cooperation of such physicians w ith both employ ers and m utual benefit associations of employees are discussed in an. article by Dr. Charles H. Lemon, chief surgeon of the Milwaukee T https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1566] MONTHLY LABOR REVIEW. 265 Electric Railway & Light Co., on How industrial medicine is ex tended through mutual benefit associations, in Modem Medicine.1 In order to obtain the maximum efficiency the author believes that “the mutual benefit association must be subsidized by the employ ing corporation, in the matter of furnishing without cost to the as sociation a surgeon’s services, the surgeon acting as medical director and performing the necessary ordinary surgical operations for the employees’ mutual benefit association as a part of his usual duties as chief surgeon for the corporation.” The advantages of the group plan are stated both from the stand point of economics and from that of health: The individual physician can not possibly care for as large numbers in serving a miscellaneous population as in the care of a group. By reason of this the mutual benefit association is enabled also to pay the physician a larger fee in the aggregate. From the standpoint of health, the group plan has many advantages. A service which can be 'bad for the asking will be used effectively. Men are curious to know what ails them., and this curiosity can be satisfied if no extra expense is incurred in the investigation. And why should not this be so? If medicine is of any use what soever, its greatest usefulness should be the seeking out of blind disorders and remedy ing them before they have become dangerous factors in a man’s life. Preventive medicine, therefore, finds its highest application in the group form, of medical service. Experience has shown that a man with a cold, or a headache, or a b e g i n n i n g rheuma tism in the joints, or with some other equally slight ailment, is not going three or four miles to consult a doctor. If at the place of his employment a doctor is available, at a given time during the day, experience here has shown that he will consult the doctor. Any intelligent physician knows the meaning of these early signs of sick ness and he can and will administer appropriate remedies or give suitable advice, which will check the disease in its beginning. In Milwaukee, in 1916, by this intensive medical service, the day’s disability among our trainmen was reduced to four and a half days per man per year. During the recent epidemics of the Spanish influenza the situation could not have been handled by our medical force, if centralized medical service were not to be obtained. There is a physician present in every car station and in our car shops for a period varying from thirty minutes to an hour and a half every day, except Sundays and holidays. In addition at the surgeon’s office in the public service building, patients are seen from 11 to 12-30 o’clock in the morning and from 3 to 5 o’clock in the after noon. 1 How industrial medicine is extended through mutual benefit associations, by Charles H . Lemon, in Modern Medicine, September 1919, Pp. 406-409. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1567] WORKMEN'S COMPENSATION. Sixth Annual Meeting of International Associa tion of Industrial Accident Boards and Commissions. B y C a r l H o o k s t a d t . HE International Association of Industrial Accident Boards and Commissions held its sixth annual meeting September 23-26, 1919, at Toronto, Canada. The session was largelyattended, 25 States, 6 Provinces of Canada, and 3 Federal depart m ents being represented. The last nam ed included the U nited States Bureau of Labor Statistics, th e U nited States Em ployees7 Compen sation Commission, and the Bureau of Standards. An address of welcome was delivered by the Hon. Thomas L. Church, m ayor of Toronto. The discussion centered about five main subjects: Defects in com pensation legislation; administrative questions, with special refer ence to direct settlements; the status of interstate commerce em ployees under compensation; medical service and methods of im provement; and accident and insurance statistics. In his presidential address, Mr. George A. Kingston, member of the Ontario Workmen’s Compensation Board, deprecated the lack of uniformity in and the inadequacy of, the compensation and medi cal benefits provided in different jurisdictions for like disabilities. Commissions may differ, he stated, as regards many comparatively unimportant details of administration, but it is difficult to justify a condition which provides $1,000 for a certain disability in one State and only one-half that amount in a neighboring State where conditions of living among working classes are very similar. He also predicted that the day is not far distant when sickness in surance “will find as strong a place in the minds of all right thinking people as compensation for industrial accidents,” and since “ it is not unlikely that industrial accident boards in many jurisdictions will be charged with the administration of such laws once they are passed it possibly would be well for this association to give the subject some thought in anticipation of the move which undoubtedly has set in.” 266 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1568] 267 MONTHLY LABOR REVIEW. Legislation. The first session of the convention was devoted to the subject of compensation legislation—m inimum standards, uniform ity, adequacy, and defects. Dr. Royal Meeker, U nited States Commissioner of Labor Statistics, opened the m eeting w ith a comprehensive review of exist ing legislation, in which he emphasized the inadequacy of present laws, particularly as regards coverage and benefits.1 W orkm an’s compensation laws should include all workers in specified wage or salary groups in all industries, using industries in the broadest sense, to include agriculture, mining, lumbering, transportation, distri bution, merchandising, and domestic service, as well as m anufactur ing. No exemptions should be m ade as regards the so-called nonhazardous industries or for employers of small num bers of workers. Furtherm ore, the laws m ust be extended to include occupational diseases and injuries due to poisons used in the industry. Only seven American laws a t present cover such occupational diseases. No private insurance companies should be perm itted to write work m en’s compensation insurance nor should individual employers be allowed to carry their own risk. The argum ents for compulsory insurance in an all-inclusive State fund are overwhelming. Because of great economies due to the elim ination of agents and unnecessary overhead expenses an exclusive State fund can be conducted a t a fraction of the cost of private competing stock companies. Dr. Meeker also favored a three-day waiting period, unlim ited medical service, and greatly increased com pensation benefits. All industries should be required, as a minimum, to provide compensation sufficient to m aintain injured workers and their families through the period of disability and to recompense the worker for any perm anent loss of earning power which he m ay suffer by reason of injuries due to his employment. An allowance of 75 per cent of earnings, a m inim um of $12 per week and a m axim um of $30 per week, would be no more than sufficient in the w ay of money benefits under the present high, scale of prices. Mr. F. LI. Bohlen, counsel for the Pennsjdvania W orkm en’s Com pensation Board, advocated the extension of compensation acts so as to include all industries. There is little or nothing, he stated, to be said in favor of the restriction of compensation to the so-called hazard ous industries. A ny business in which an accident occurs is to th a t extent hazardous and the unfortunate who loses an arm in a business in which such accidents are rare should n o t be penalized b y being denied compensation. Mr. Bolden also suggests th a t the term “ aris ing out of the em ploym ent” should be elim inated from compensa tion acts. The omission of this requirem ent from the Pennsylvania 1 D r . M e e k e r ’s p a p e r i s p r i n t e d o n p p . 2 8 0 t o 2 9 3 o f t h i s i s s u e o f t h e R https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1569] e v ie w . 268 MONTHLY LABOR REVIEW. act has eliminated the litigation of doubtful questions and narrow and technical distinctions which this ambiguous and ill-understood phrase has raised in other States. Denial of compensation because the injured employee fails to give notice or to file claim according to law was another matter taken up by Mr. Bohlen. When one remembers that the compensation acts are intended to be automati cally workable and that they confer rights upon a class whose sole attention is generally directed to earning a living, who have not time to study even those laws which are passed for their special benefit, and who are often foreigners ignorant even of our language, it is obvious that such a requirement is one which a great number of the employees of their own motion can not be expected to fulfill. Provision should be made that knowledge of the accident by the employer or his representative should be equivalent to notice given by the injured employee. As regards filing of claims experience has shown that a rigid insistence upon action being brought within a year may work hardship and is even capable of being used by unscrupulous employers to defraud the workman of his rights. Mr. Charles S. Andrus, chairman of the Illinois Industrial Commis sion, discussed the possibility or desirability of a uniform compen sation act. He reviewed the efforts toward the establishment of uniform commercial legislation relating to negotiable instruments, warehouse receipts, bills of lading, and so on. While admitting that a uniform compensation law would be desirable for several reasons, there were, nevertheless, many important objections to such a law—objections which did not apply to uniform commercial legis lation. In the first place, compensation laws are still in the forma tive period. Nearly every State that has such legislation amends its law at each session of the legislature. No State has a perfect act at the present time. Furthermore, the various and radically dif ferent types of laws have produced valuable experience which would have been impossible had the laws in all the States been uniform. Then, too, it would probably be impossible to have enacted into law in most of the States any uniform compensation law which might be agreed upon. For example, if the framers of the early compen sation acts had included farm laborers, very few of them would have been passed, not because it was believed that such labor was nonhazardous, but because there would have been enough votes in the legislature to defeat a bill containing such a provision. Sum ming up, Mr. Andrus concludes that “ the adoption of a uniform workmen’s compensation act is neither possible nor desirable; it is impossible of attainment, and that if it were possible and adopted to-day, would be so amended in the next few years that it would be unrecognizable. I do believe, however, that we should agree on the essential policies of such a law and strive to have these features https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1570] MONTHLY LABOR REVIEW. 269 enacted into laws as soon as public sentim ent in our State will allow us to do so.” A comprehensive paper on defects in workmen’s compensation laws was prepared by the late Mr. John Mitchell, chairm an of the New York In d u strial Commission. Because of Mr. M itchell’s death, which occurred on Septem ber 6, 1919, his address was read by his colleague, Commissioner Jam es M. Lynch. The principal changes advocated by Mr. Mitchell were the following: Liberal increases in compensation and medical benefits; a waiting period of n o t more than 7 days; increase in the scope of the laws to include all industries, regardless of hazard, w ith the possible exception of agriculture and domestic service; compulsory acceptance of the compensation pro visions by all employers under the act; provision for an adm inistra tive commission to enforce the compensation law; and the elimi nation of private profit-seeking insurance companies from the field of workmen’s compensation. In this latte r connection Mr. Mitchell wrote: The fundamental proposition seems to me to be that the State has decided upon a system of protection for the employed workers within its boundaries which involves the necessity of insurance. What the State prescribes it should make possible in the most efficient and least expensive way without a toll of profit to any intermediary. The success of the State fund has, I believe, been demonstrated beyond dispute, and the elimination of the friction-producing third party zealous for financial gains can not be other than beneficial to the parties immediately involved. Mr. Will J. French, member of the California In dustrial Accident Commission, discussed w hat he term ed “ the larger idea in work m en’s com pensation.” 1 Briefly stated this larger idea included the following: Restoring the injured worker physically so far as th a t is possible; providing him w ith a living wage for himself and fam ily during such restoration; if necessary, reeducating him to take up a new occupation; providing for dependent widows and children on the basis of their needs for the future. Mr. A. B. Funk, In dustrial Commissioner of Iowa, advocated the extension of compensation benefits to occupational diseases, the reduction of the w aiting period to n o t over 7 days, universal cov erage regardless of the num ber of employees, and a revision of p ar tial disability schedules to accord more nearly w ith the loss of earn ing capacity. Administrative Problems. The session devoted to adm inistrative problems developed a spir ited discussion, particularly regarding the desirability of direct set tlements. Most of the S tate compensation laws provide th a t in case of injury the employer or insurance carrier and the injured 1 Mr. French’s paper is printed' on pp. 317 to 322 of this issue of the R e v ie w . 142890°— 19----- 18 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1571] 270 MONTHLY LABOR REVIEW. employee m ay enter into a com pensation agreement. These volun tary agreements are later reviewed by the commission and if found to conform w ith the provisions of the act are approved. Approxi m ately 75 to 95 per cent of industrial accidents involve no dis pute and are settled through the medium of direct settlem ents or voluntary agreements. In other States, especially those having S tate funds, the injured workm an files a claim w ith the commis sion. This claim is examined and if found legitim ate is approved and paym ent ordered. The principal argum ent in favor of direct settlem ents is th a t it expedites procedure and insures more prom pt paym ents. I t is held th a t a m ajority of injuries involve no dispute and substantial justice is insured through the direct settle m ent plan. D isputed cases come before the commission for investi gation and hearing. The argum ent against direct settlem ents is pred icated upon the claim th a t injured employees are n o t always fam il iar w ith their com pensation rights, th a t they can not cope successfully w ith a trained insurance adjuster, and th a t in demanding compensa tion from their employer they are laboring under constraint. The fear of antagonizing their employer, it is held, effectively inhibits injured workers from insisting upon their rights. Mr. J. F. Connor, appointed by the Governor of New York to in vestigate the S tate In d u strial Commission, in a paper read a t the meeting, said: I am firmly convinced that the settlement of compensation claims directly between employer and employee should be abolished in every jurisdiction. I believe that an investigation in any State will show that the claimants are underpaid. The work ingman can not cope with a trained insurance adjuster. The most serious defect in our present compensation scheme is the fact that in a great majority of cases the person for whose benefit the law was erioted never has his day in court. I have considered all of the arguments in favor of direct settlements. To my mind, none of these arguments weigh in the slightest against what Prof. Downey says in relation to full payment of the benefits provided by the compensation law. A rgum ents in favor of direct settlem ents were presented by Com missioner George E. Beers, of Connecticut, and Mr. F. H .B ohlen, coun sel of the W orkm en’s Compensation Board of Pennsylvania. I t was stated th a t a thorough investigation of every compensation claim not only would require an enormous increase in the adminis trative force b u t would m aterially delay compensation paym ents. Mr. W. W. K ennard, chairm an of the M assachusetts Industrial Accident Board, spoke upon the M assachusetts plan of rehabilitat ing cripples. The S tate legislature in 1918 created a rehabilitation bureau within the board and appropriated $10,000 w ith which to s ta r t the work. The program adopted “ was not one of general edu cation to broaden the m ental vision of the handicapped m an, b u t was rath er designed along lines of finding the particular niche in industry https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1572] MONTHLY LABOR REVIEW. 271 where the injured employee could regain quickly his earning power and become an industrial asset, rather than an economic loss to the community. I t was very soon learned that no monograph system of numbers or card index of jobs open for persons with various clas sifications of injuries could be resorted to with success because of the complex problems which must face any attempt to work with a man who, perhaps, has already been many years in the industry. ” The mental attitude of the cripple produces as great a problem as his physical disability. An exposition of the Ontario compensation law and its adminis tration was given by Mr. Samuel Price, chairman of the Ontario Board. The Ontario act, in relation to most of the industries to which it applies, is a compulsory and exclusive collective liability or mutual insurance system, administered by a Government-appointed board without any resort to the courts. The three commissioners composing the board hold office during good behavior. Our procedure is very informal and summary. Reports from the workman, from the employer, and from the doctor, upon forms carefully designed for the purpose, usually suffice for the settlement of cases. These are examined and checked and the amount of compensation computed by our claims and medical staffs. Recommenda tions from the medical and claims officers and approval of a member of the board, without which no claim is allowed or rejected, pass the claim, and order is issued and payment made without further formality. If the information in the reports is not complete or satisfactory further information is requested, and when it seems desira ble investigation is made on the ground by an officer of the board or examination and report made by a medical referee. Doubtful cases are considered by the board in session, but it is very rarely that the board has anything in the nature of a formal hearing. In ordinary cases the first check is forwarded within a few days after the reports are all received; our average for all cases is about five calendar days. Subsequently biweekly payments go out on the day they fall due if the information on file war rants it. Special reports are obtained from the doctor, the workman, and the employer in all permanent disability cases, examination also being made by a medical referee or the medical officers of the board and by other officers and by members of the board wher ever deemed best; and after a specially qualified officer, with the help of a disability rating schedule, makes a recommendation as to the allowance the board in session considers the: case and makes the award. Reconsideration of any case is freely given, the more so because of there being no appeal. The workman has absolutely no need of a solicitor or agent or of paying solicitor or agency fees. The rule is that all communications as far as possible shall be with the workman himself and that ail checks shall be made payable to him and delivered to his own address. * * * We have found we can settle and pay compensation more promptly and with less trouble under the collective system than under the individual liability system, though in the latter much depends upon the attitude of the employer or the insurance company. Workmen prefer the collective plan, because they know that under it the employer is less likely to oppose compensation or seek reduction of the amount and because https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1573] 272 MONTHLY LABOR REVIEW. the workman is less likely to be under constraint in seeking what he is entitled to. The avoidance of friction between employer and employee is also a very important feature, especially in the present time of industrial unrest. The question of direct settlements between the paities, or with the insurance company, which, even from our limited experience of it in Ontario, I feel is highly objectionable and liable to gross abuse, does not arise in the collective liability system. Under the latter there is no motive to pay the workman less than he should receive and no motive to charge the employer more than he should pay. The collective system largely solves the difficulties of aggravation of injuries and in creased compensation by prior injury or impairment, the burden being upon the class and not upon the individual employer. It also simplifies the question of choice of doctor, taking away the direct motive of the employer to seek a doctor who is prejudiced in his favor, and leaving it to the workman and the employer jointly or to the administering board that is paying the doctor to choose only from the point of view of efficiency and reliability. Interstate Commerce Employees. The status of interstate commerce employees in relation to work men’s compensation laws was made a special subject for consideration at the conference. The discussion was opened by Mr. L. D. Clark, legal expert of the United States Bureau of Labor Statistics. Mr. Clark reviewed the history of the Federal Employers’ Liability Act and the several attempts to enact a Federal compensation act covering interstate railroad employees. He also outlined the various plans which have been proposed, analyzed the arguments advanced in support of each plan, discussed the constitutional questions involved, and compared the relative merits of employers’ liability and workmen’s compensation systems.1 The attitude of the railroad brotherhoods toward Federal com pensation legislation was presented by Mr. D. L. Cease, editor of the Railroad Trainman.2 Said Mr. Cease: The position of the transportation organizations toward such compensation legis lation ranges from that of open and determined opposition to any form of Federal com pensation by the Brotherhood of Railroad Trainmen, which is led by a comparatively small number of men who unquestionably get their inspiration from liability lawyers, to that of the apparent indifference of the conductors and firemen to such legislation and the general support of the Brotherhood of Locomotive Engineers to the Sutherland-Brantley bill. Aside from the engineers’ organization none of the others, so far as I have knowledge, has any specific plan or is agreed on any particular measure, although in a general way they have declared in favor of compensation. Of the other organizations I do not presume to speak. Medical Session. The medical session was divided into two parts. Part one was con fined to the presentation and discussion of special medical problems; a general discussion on ' ‘IIow medical service can be improved” was reserved for part two. 1 Mr. Clark’s paper is printed on pp. 294 to 310 of this issue of the R e v ie w . 2 Mr. Cease’s paper is printed on pp. 311 to 316 of this issue of th e R e v ie w . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1574] MONTHLY LABOR REVIEW. 273 Dr. J. W. Mowell, chairm an of the S tate Medical Aid Board of W ashington, read a paper on disabilities as aggravated by preexisting conditions. These were divided into three classes, (1) congenital defects, (2) previous injury leaving a handicap, and (3) disease or condition existing in the individual prior to accident. Dr. P . A. Bendixen of D avenport, Iowa, discussed m ethods of treating in fections of upper extrem ities.1 Dr. R aphael Lewy, Chief Medical Exam iner of the New York In dustrial Commission, read a paper on cancer, with special reference to sarcoma in its relationship to traum a. A paper on eye injuries was read by Dr. F. C. Trebilcock of Toronto, Ontario. In the session devoted to im provem ent in the medical service, Dr. F. D. Donoghue, medical adviser of the M assachusetts Industrial Accident Board, pleaded the need of recognition and better tre a t m ent for m ental and nervous diseases. In the beginning of the workmen’s compensation law abroad and in the early papers about workmen’s compensation in this country, attention was frequently called to the dangers of valetudinarianism, not in the sense that the word is ordinarily used as apply ing to a person in infirm health or subject to frequent illnesses, but in the sense of a person who by prolonged introspection, acquires the habit of ill health or does not ac quire a desire to return to work following injury. From our experience, I am convinced that where these conditions exist, they represent in great measure a lack of diagnosis or understanding of some real condition which, if properly diagnosed, might be reme died. * * * The community is full of a large number of people who are hanging on by the skin of their mental teeth, who are potentially and oftentimes really cases of dementia praecox but who are able to sustain the ordinary burdens of life up to a certain point of stress and then become the pronounced psychotic. The difficulty in handling those cases which proceed from a mental basis arises primarily from lack of proper classification, which is due to inexact diagnosis. I t may seem trivial to say that it is frequently difficult to diagnose a functional nervous con dition, call it what you will, but the fact is that the treatment of these nervous con ditions which shade off into each other and resemble each other so closely is so radi cally different that the success of treating the group depends upon the proper treat ment of each component part. These nervous or m ental diseases m ay be classified as follows: H ysteria after injury; psychasthenia after injury; depressed states and melancholia after injury; paranoiacs; and querulents. I t is in the diagnosis of such cases th a t the services of a medical adviser to the board is especially needed. Dr. F. W. Thompson, medical director of the Oregon Industrial Accident Commission, m entioned five ways in which medical service m ay be improved: (1) B y a better fee for skilled service; (2) By giving the industrial board broader power to regulate services and to m ake certain rules and to enforce them ; (3) B y a clearer under standing between the medical profession and the industrial board 1 1)r. B endixen’s paper is prin ted on pp. 327 to 335 of th is issue of th e R e v ie w . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1575] 274 MONTHLY LABOR REVIEW. by w ay of industrial program s at medical m eetings; (4) B y encour aging reconstruction of the injured workm an and placing the m an in com petent hands as early as possible; and (5) B y elim inating the pernicious contract system. D r. J. W. Trask, medical director of the U nited States Employees’ Compensation Commission, emphasized the need of com petent sur gical service, particularly surgeons w ith special training: Sending an injured person to a “ doctor” is not necessarily furnishing medical treat ment; in fact, it may have the very opposite effect because, as long as the injured person is under the care of an untrained medical man, the chance of his getting under the care of a well-trained physician is diminished. But in the proper treatment of an injured person more is needed than merely a well-trained, experienced surgeon or physician. The medical man must have a proper point of view. He must have a conscience and a desire to do all that is possible for his patient. The question of satisfactory medical care for injury cases then would seem to resolve itself into ascer taining who the competent, well-trained surgeons, with the necessary temperamental qualifications, are and where located, and of placing the injury cases in so far as pos sible under their supervision and care. Dr. M. K. Gibbons, medical director of the California Industrial Accident Board, pointed out certain defects in the present medical system and offered rem edial suggestions: Right psychology is probably lacking more often than right surgery. Insufficient medical guidance is present more often’ than right surgery. However, poor surgery is too common. An employer may be wholly in sympathy and have a laudable desire to care for the welfare of his injured employee, but the middleman [insurance carrier], by his methods, with which you are all familiar, may prevent and block that interest and solicitude, which might be of utmost value. Then there is delay in securing med ical service. Another point is that the surgeon works for some other than the injured person; that is, he is paid by another, and this fact tends to create suspicion in the mind of the injured. Improper environment is another important factor. The solic itous friends, in misdirected kindness, give the idea that the injured is terribly hurt. The correction will come through education. I t will probably be demonstrated to the employers and insurance companies by the industrial accident boards that to save function, although the cost is greater at the beginning, will be economy in the end. * * * The psychological question is also very important and must be considered and met. There must not be antagonism. There must be a feeling of security in the mind of the injured. There should be some system established to provide for reassuring the injured—as soon as practicable after his injury—regarding what is to become of his case and what he may expect in the matter of treatment, length of compensation, and restoration of function. He must be assured that his family will be taken care of, and that he is expected to comport himself in a certain manner. He must understand early what lines of discipline will be expected of him. The offer of cooperation should be made to him so that he can not mistake it. All suspicion should be removed from his mind. The education here must extend to his friends, and his associates, and his union. He must not feel that his injury bears upon him as a penalty, but must feel that he is going to get well, that people want him to get well, and that a job awaits him in accordance with his capabilities when he does get well. Dr. O tto P. Geier, director of the Em ployees’ Service D epartm ent of the Cincinnati Milling Machine Co., advocated an extension of the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1576] M O N T H L Y LABOR R E V IE W . 275 functions of industrial accident boards and the limitation of indus trial surgery practice to competent surgeons.1 According to Dr. Geier, “far too many cases of injury and occupational disease are occurring, and until industrial accident commissions take a far wider viewpoint of their public trust; until they seize upon the fundamental program of the prevention of occupational disease and accident as a part of their obligations to the State; until they appreciate the abso lute necessity of thoroughly supervising all of the surgical and hos pital attention received by the worker, enormous unnecessary eco nomic loss and suffering will occur.” Accidents and Insurance Costs. The closing session of the convention was devoted to a discussion of accidents and insurance costs. Mr. E. E. W atson, actuary of the Ohio Industrial Commission, read a paper on com parative insurance rates under different systems, w ith especial reference to Ohio and New York. Mr., W atson took as a basis of comparison 125 classifications— those which developed the largest p ay roll under the Ohio State fund— and applied against the Ohio p ay roll of these classifications the stock com pany m anual rates as shown by the law differentials of some 30 States as of Jan u ary 1, 1918, com puted by the actuarial comm ittee of the N ational W orkm en’s Compensation Service Bureau. According to Mr. W atson’s com putations the annual increased cost of private stock insurance over the Ohio S tate fund is 61 per cent. Mr. Carl H ookstadt, of the U nited S tates B ureau of Labor S ta tistics, dealt w ith tests of efficiency in compensation and insurance adm inistration. Although compensation laws have been in effect eight years little accurate data exists as to the relative m erits of different compensation and insurance systems, as regards cost, security, and service. The real test of efficiency is the quantity and quality of service furnished, service to the employer but particularly service to the employee. The principal tests of service are accident prevention, just compensation awards, promptness of payments, minimum of time and expense in adjudicating contested cases, aid given claimants in obtaining their compensation, medical aid and supervision, and care of the permanently disabled. Accurate d a ta on these questions have thus far been unavailable chiefly because m ost compensation commissions have never made an intelligent stu d y of the operation of their own laws. Every commission should make an analysis of its accidents, by industry, cause, nature and extent of disability; it should be able to compute accident frequency and severity rates; it should know whether accidents have been reduced, to what extent, 1 Dr. Geier’s paper is printed on pp. 323 to 326 of this issue of the R e v ie w . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1577] 276 M O N T H L Y LABOR R E V IE W . in what industries, and what kind; it should compute and analyze the cost of acci dents—in fact it should furnish data which could be used for the determination of insurance rates; it should know the promptness with' which compensation payments are made; it should investigate each lump-sum settlement and tabulate the results; it should know what becomes of the permanently disabled; it should ascertain the functional and occupational incapacity resulting from different kinds of permanent injuries; it should ascertain whether and why crippled men are discriminated against; it should know the number of second injuries; it should know what ultimately becomes of the widows and other dependents; it should know the length of time involved in the adjudication of cases; it should be able to compare and contrast the kind of service furnished by different types of insurance carriers. Unless these facts are known it is not only impossible to compare different types of laws but it is impos sible to measure the success of any law. A paper prepared by Mr. F. Spencer Baldwin, m anager of the New York State Insurance Fund, dealt w ith handicaps of competitive State funds. P rivate casualty companies, said Mr. Baldwin, may accept or refuse any risk a t will. They m ay get rid of an undesirable risk a t any time by cancellation. The State fund, on the other hand, cannot reject business outright. I t m ust accept any risk th at offers itself, provided, of course, th a t the prem ium is paid. Nor can the State fund cancel business a t will. This handicap is offset, to some extent, by granting to the S tate fund a m easure of freedom in rate making. Control over rates enables a State fund to protect itself in a degree against adverse selection in the distribution of business as between the S tate fund and private companies. Another means of competing for a desirable class of business th a t has been successfully employed by the New York State fund is the group system. Another handicap of competitive State funds is found in the activities of the army of brokers and agents who make up the great business-getting organizations of the private insurance companies. In New York State, for example, there are about 12,000 insurance brokers and agents. With rare exceptions these representatives of the casualty companies industriously circulate all sorts of misrepresentations con cerning the State fund. Insurance brokers get no commissions from the State fund, and, consequently, are interested to keep business away from it and to discredit it in every possible way. * * * The State fund is unable in most cases to correct these misrepresentations and to place before employers the facts regarding its terms of insurance, its service and its financial condition, as it has not the facilities for reaching them at first hand. * * * A further handicap arises from the inability of a State fund to write other forms of insurance needed by employers, particularly employers’ liability and public liability. In case of the New York State fund, the coverance under its policy is limited to liabil ity arising under the workmen’s compensation law. This limitation is a severe dis crimination against the State fund in competition with the stock and mutual com panies. * * * Still another handicap is found in the restrictions imposed on a competitive State fund by conditions attendant upon the State administrations of a business enterprise. In general, the cumbersomeness of governmental machinery is proverbial. The opera tions of governmental bureaus naturally take on a rigid and routine-like character. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1578] M O N T H L Y LABOR R E V IE W . 277 Checks and counterchecks are developed, with the object of preventing dishonesty, but with the result of hampering efficiency. The civil service has been found to be a serious handicap in the administration of the New York State fund. The restrictions of the civil service place the State fund at a serious disadvantage in competition with private insurance companies not simi larly restricted. The selection and the promotion of employees are governed by rigid rules. New employees must be selected from certified lists of eligible candidates, and the choice is thus narrowly limited. * * * Again, the budgetary system in New York State, however well adapted it may be to State departments in general, is not suited to the requirements of a competitive business enterprise such as the State fund. The expenses of the State fund are paid by the policyholders, but must be met in the first instance out of the legislative appropriation made for this purpose and then refunded to the State treasury at the end of the fiscal year. In order to secure the necessary appropriation, the budget of the State fund must be submitted months in advance of the beginning of the fiscal year. This budget fixes the amounts that are to be expended in minute detail, even to the salary of each individual employee, and, when enacted as part of the legislative appro priation act, no departure from the narrow limits of the budget is permitted to meet any emergency, however urgent. This method of financing the State fund out of a legislative appropriation is cumbersome and unbusinesslike. No business can be conducted with the highest degree of economy and efficiency under such a fiscal regime. * * * A handicap of a different character that militates against the success of a competi tive State fund is the prejudice against State enterprise on the part of the average business m an, This prejudice is deep rooted and widespread and unquestionably operates to deter many employers from placing their insurance in the State fund, even in the face of lower rates and other attractions. * * * Finally, the menace of political interference must be enumerated in the list of handi caps of competitive State funds. This menace is always present, and, even if it never passes beyond, the potential state of a threatening development to the actual state of political exploitation of the State fund, it nevertheless calls for constant vigilance on the part of the management. There is the danger of hostile legislation, which recurs with each session of the State legislature, the danger of unfriendly investigation, which may be projected under the guise of friendly solicitude for the interest of the State fund, and the danger of political dictation, which may assert itself with respect to the personnel of the organization. It requires constant vigilance to protect the State fund against political interference in its various forms. It is no easy matter to keep politics out of the State fund, or to keep the State fund out of politics. Under present political conditions there is no remedy for this particular difficulty which besets the pathway of the State fund. Mr. L. W. H atch, chief statistician of the New York S tate Industrial Commission, emphasized the great need for reliable accident statis tics as follows: There are four general considerations which support the view that any board or commission which neglects to insure adequate statistics of accidents within its juris diction will fall short of the best service which it can render, namely: (1) There is a widespread demand for such information which springs not from aca demic interest only but chiefly from those interested solely from a practical point of view; that is, from employers, safety engineers, compensation insurance carriers, and wage earners. (2) Statistics of accidents are indispensable for intelligent prosecution of the work of accident prevention, and payment of, or insuring the payment of, compensation for https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1579] 278 M O NTH LY LABOR R E V IE W . those which can not be prevented, which are the two things we have to do about acci dents. The problems involved in these tasks arise largely from the necessity of anticipating future experience by past experience, and the only means to such knowl edge is full and accurate statistics. (3) Accident boards and commissions are in a position to furnish such information better than any other agency because to them only, as compared with employers or insurance carriers, are available the necessary data for the entire field; that is, all plants in all industries, within a State. (4) Such information is needed by the boards and commissions themselves for intelligent handling of their own administrative problems. Without accurate knowl edge of the working of the different features of a compensation law, development of sound administrative policies and wise recommendation of amendments of law are impossible, and much of such knowledge can be acquired only through statistical studies of experience. The fifth annual report of the com m ittee on statistics and com pensation insurance cost of the International Association of Industrial Accident Boards and Commissions was read and discussed by Mr. Charles H. Verrill, of the U nited States Employees’ Compensation Commission. The comm ittee recommended four additional standard tables as follows: (1) (2) (3) (4) Cost of medical and hospital treatment by nature of injury. Duration of total disability in permanent partial disability cases. Outline of the essential information in an investigation of industrial cripples. Outline of an American remarriage table for industrial accident widows. They further urged a continuous stu d y of com pensation experience as the one safe guide to intelligent and efficient adm inistration. As the first step in this study, everything possible should be done to secure the general adoption and use so far as possible of tables which have already been recommended by the committee, w ith such elabo ration of detail as m ay be necessary to show m ost clearly the experience under the particular compensation act, and to exhibit the m erits or defects peculiar to the law. Business Meeting. The nex t annual m eeting will be held a t San Francisco, Calif., the date being left to the executive comm ittee. The following officers and members of comm ittees were chosen for the ensuing year: Officers.—President, Will J. French, commissioner, industrial accident commission, San Francisco, Calif.; vice president, Charles S. Andrus, chairman, industrial com mission, Chicago, 111.; secretary-treasurer, Royal Meeker, United States Commis sioner of Labor Statistics, Washington, D. C. Executive committee.—President, Will J. French, industrial accident commission, San Francisco, Calif.; vice president, Charles S. Andrus, industrial commission, Chicago, 111.; secretary-treasurer, Royal Meeker, United States Bureau of Labor Statistics, Washington, D. C.; T. J. Duffy, Ohio Industrial Commission, Columbus, Ohio; William W. Kennard, industrial accident board, Boston, Mass.; George A. Kingston, workmen’s compensation board, Toronto, Ontario; W. A. Marshall, State https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1580] M O N T H L Y LABOR R E V IE W . 279 industrial accident commission, Salem, Oreg.; Charles H. Verrill, United States Em ployees’ Compensation Commission, Washington, D. C. Committee on statistics and compensation insurance cost.—Ch a irm an, E. H. Downey, insurance department, Harrisburg, Pa. ; vice chairman, L. W. Hatch, bureau of sta= tistics and information, New York State Industrial Commission, Albany, N. Y.; sec retary, Charles H. Verrill, United States Employees’ Compensation Commission, Washington, I). C.; Miss Inez F. Cooper, Wisconsin Industrial Commission, Mad is on, Wis.; T. N. Dean, workmen’s compensation board, Toronto, Ontario; R. J. Hoage, United States Employees’ Compensation Commission, Washington, D. C.; Carl Hookstadt, United States Bureau of Labor Statistics, Washington, D. C.; William Leslie, New York State Insurance Fund, New York, N. Y.; Royal Meeker, United States Bureau of Labor Statistics, Washington, D. C.; R. M. Pennock, bureau of work men’s compensation, Harrisburg, Pa.; W. P. Ratliff, industrial accident commission, San Francisco, Calif.; Oscar M. Sullivan, department of labor and industries, St. Paul, Minn.; E. E. Watson, industrial commission, Columbus, Ohio. Committee on jurisdictional conflicts.—Chairman, Royal Meeker, United States Bu reau of Labor Statistics, Washington, D. C.; vice chairman, Fred M. Wilcox, Wiscon sin Industrial Commission, Madison, Wis. ; T. J. Duffy, Ohio Industrial Commission, Columbus, Ohio; W. A. Marshall, State industrial accident commission, Salem, Oreg.; A. J. Pillsbury, industrial accident commission, San Francisco, Calif.; Charles H. Verrill, United States Employees’ Compensation Commission, Washington, D. C. Medical committee.—Chairman, F. D. Donoghue, M. D., industrial accident board, Boston, Mass.; vice chairman, Morton R. Gibbons, M. D., industrial accident com mission, San Francisco, Calif.; G. H. B. Hall, M. D., workmen’s compensation board, Vancouver, British Columbia; Raphael Lewy, M. D., bureau of workmen’s compen sation, New York, N. Y.; P. B. Magnuson, M. D., industrial commission, Chicago, 111.; M. B. Morrison, M. D., workmen’s compensation board, Halifax, Nova Scotia; J. W. Mowell, M. D , industrial insurance department, Olympia, Wash.; F. H. Thompson, M. D., State industrial accident commission, Salem, Oreg.; J. W. Trask, M. D., United States Employees’ Compensation Commission, Washington, D. C. Safety committee.—Chairman, H. M. Wolflin, industrial accident commission, San Francisco, Calif.; vice chairman, John Roach, bureau of hygiene and sanitation, Trenton, N. J.; James L. Gernon, bureau of inspection, New York, N. Y.; R. McA. Keown, safety and sanitation department, Madison, Wis.; John A. Walker, bureau of inspection, Harrisburg, Pa. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1581] Minimum Requirements in Compensation Legislation.1 B y R o y a l M e e k e r , U n i t e d S t a t e s C o m m i s s i o n e r o f L a b o r S t a t i s t i c s . Is Uniformity Desirable and Feasible? M ANY persons interested in workm en’s compensation believe it to be wholly impossible and even undesirable ever to achieve uniform ity in workm en’s compensation legislation. I t is argued th a t wages and conditions of labor, kinds of industry, and classes of occupations vary so from State to State as to m ake it im possible and undesirable to have one uniform compensation law for all States from the A tlantic to the Pacific and from the Arctic Ocean to the Gulf of Mexico. I t is worth while, however, to ponder upon the fact th a t in the great industrial States like Pennsylvania, New York, Ohio, and Illinois practically all the industries of the country are to be found, and no one has suggested enacting separate laws to cover different geographical and industrial sections in each of these States. The New York State law now covers longshoremen, the building trades, steel workers, lumbermen, sawmill operators, paper-box makers, machine-shop employees, miners and quarrym en, and the greater num ber of employees in all of the industries th a t are am biguously term ed hazardous in character. No difficulty is found in applying the same principles of compensation to the m ultitudinous occupations within these industries. Is there any reasonable reason why a seam an or a railroad employee should n o t be entitled to the same treatm en t in case of disabling accident or illness as the worker in a glue factory or a garage ? Some persons profess to see reasons why the compensation law which works fairly satisfactorily in a State of mixed industries like New York can n o t work equally well in the purely mining State of Nevada. The argum ents advanced in support of this notion are funny enough to m ake one laugh if they did n o t im ply such tragic consequences. A m iner whose leg is broken in a gold mine in Colo rado half a mile below the surface of the earth suffers no different sort of a disability from a lum berm an whose leg is broken on a skidw ay in Louisiana or a m otorm an whose leg is broken by a street car in Brooklyn. The loss of an eye requires the same medical and surgical treatm en t w hether caused by a chip of steel in a ship yard of Seattle or by a piece of granite in a quarry of Vermont. 1 Paper read at the sixth annual meeting of the International Association of Industrial Accident Boards and Commissions, held at Toronto, Canada, Sept. 23-26, 1919. 280 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1582] M O N T H L Y LABOR R E V IE W . 281 Medically, it makes no difference in w hat locality, industry, or occupation a particular kind of injury occurs. Of course, the economic effects of the same type of injury vary with different occu pations. All compensation laws, except in California, ignore this very im portant fact, so th a t under the accepted theory and practice of compensation the fingers of the violinist, the pianist, or the typist are of no more consequence than the fingers of an elevator boy or a bell h o p ; the loss of a leg by a slag shoveler is exactly equal to the loss of a leg by a bookkeeper. This theory and this practice are wrong, b u t no new question is presented by the proposal to enact a uniform compensation law. An adequate compensation law could easily be drafted to cover the great diversity of industries and of conditions throughout the whole U nited States and its possessions and Canada very m uch better than any State or provincial law now covers the industries within its own borders. U nder such a law it will make no difference to the worker w hether his hand is crushed by a falling rock in a copper mine in Arizona or in an exposed gear in a m achine-building plant in Connecticut or in the rolls of a laundry in Wisconsin. The dif ferences in wages, hours, and conditions of work offer no obstacles whatsoever to the adm inistration of an absolutely uniform compen sation law providing uniform and adequate medical, surgical, and hospital treatm en t and money compensation according to a uniform scale, taking account of the economic effects of the injury and the em ploym ent and the wages or earnings of the injured worker. The same injuries ought to receive the same surgical and medical treatm en t and the same degree of economic benefit, w hether received in California, Maine, or Oklahoma; w hether the injured worker was getting a dollar a day as an unskilled negro laborer in Florida or ten dollars a day as a skilled m achinist in M assachusetts; whether he was working a mile under the surface as a m iner or 500 feet in the air as a structural-iron worker; whether on a vessel a thousand miles from land or on an Iow a farm a thousand miles from the sea. There is no reason why the State of Nevada, w ith a population of 111,000, any more than the S tate of New York, w ith a population of 10,500,000, should conduct its industries as though they were ban k ru p t and m ust be subsidized by the lives, limbs, and suffer ings of the workers. I t makes no difference w hether a S tate has a single industry or a hundred different industries; the same compensa tion law, providing adequate medical and money benefits, can apply to each and the same m ethods of adm inistration m ust be provided for if the law is to accomplish w hat compensation laws are supposed to do. “ The laborer is w orthy of his h ire .” Em ployers and the public are reluctant to adm it this Biblical axiom. Even to-day they are https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1583] 282 M O N T H L Y LABOR R E V IE W . trying to compromise w ith the worker on a 20 or 30 per cent basis. Certainly the worker’s hire should provide adequate surgical and medical care for injuries he suffers as a result of his employment and money compensation sufficient during his period of disability to m aintain his family in decency and health. To a ju st m ind it seems th a t society should lift the economic burden from the shoulders of the worker who has the m isfortune to be injured as a consequence of his employment. W orkers can not be relieved of the physical and m ental suffering and the inconvenience caused by disabilities, and these burdens are heavy enough w ithout the additional worry and burden resulting from loss of earnings and increase of expense for medical treatm ent. Y et the employers and the general public for years worked together to p u t and keep all the economic burdens of industrial injuries upon the workers. Since 1912 a small b u t appre ciable p a rt of these economic burdens so cruelly shoved off upon the helpless victims of industry by our heartless courts and inhum an lawyers has been lifted. As a consequence we are in danger of as suming the holier-than-thou pose of the Pharisees, pointing with pride to our great generosity in dealing w ith the victims of industrial accidents. Let us refrain from p attin g ourselves on the back and piously thanking God th a t we are not as the Eskimos and the H otten tots until we have m ade provision for at least 50 per cent of the cost of industrial accidents to not less than one-half of our working population. U ntil the public has achieved this standard as a minimum, it can hardly pose as a philanthropist and get away w ith it. W hen all lim itations applying to both medical and money bene fits are taken into account not one compensation law in the United States and Canada measures up to a standard of 50 per cent of adequacy. May H eaven and public opinion hasten the day when we shall have a uniform and adequate compensation law throughout the two great English-speaking nations of N orth America. However, I am not supposed to speak to you concerning the desir ability and practicability of adopting a standard uniform compen sation law. My task is m uch simpler and m uch more difficult. I have merely to suggest to the members of the International Asso ciation of Industrial Accident Boards and Commissions w hat I con sider the m inimum standard requirem ents which a compensation law m ust contain before it deserves the name of a compensation measure. If we accept the dictionary definition of compensation as th a t which is given as an equivalent, then our best efforts lack about 400 per cent of being compensation laws, while the more backward States like W yoming and New H am pshire can not be said to have done any more than register a pious and much qualified approval of the compensation principle to a very lim ited degree in a few selected industries. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1584] M O N T H L Y LABOR R E V IE W . 283 The Purposes of a Workmen's Compensation Law. The title of an adequate workmen’s compensation law should state clearly th a t its sole purpose is to prevent, so far as is hum anly possible, th e hum an wastage in industry. To accomplish this pur pose effectively the law m ust provide somewhere for the exercise of the six functions enum erated below: (1) Preventable industrial accidents and illnesses m ust be prevented; (2) workers injured by either accident, disease, or poison m ust be restored as completely and as quickly as possible by the best obtainable doctors and sur geons; (3) money benefits m ust be provided to enable the worker and his dependents to live during the period of his total or partial disability w ithout the assistance of public or private charity; (4) the injured worker when restored as fully as possible should be retrained, if necessary, to take up real work suited to his ability and his disability; (5) when ready to go back to a bona fide job in real industry the injured worker should be placed and kept in suitable employment through a public employment system ; (6) the injured worker m ust be kept track of and physical reexam inations given him when necessary. I t is not absolutely necessary th a t all six of the functions stated above should be vested in the board to adm inister the compensation law, bu t if not the closest cooperation between the different adminis trative bodies m ust be m ade obligatory. No so-called compensation law can be called adequate which does not m ake provision for the exercise of the six functions enumerated. The prevention of accidents through reconstruction of plants, in stallation of safety devices, and safety instruction among the workers should be provided for and encouraged in every legitim ate way. The principal object of a workm an’s compensation law should be to avoid the awarding of compensation to injured workers, not by providing exceptions and loopholes to enable employers and insurers to get out of paying for injuries incurred, b u t by m aking preventable accidents impossible, by curing all curable injuries however incurred, as rapidly as can be, by placing injured workers in suitable jobs and by keeping track of them so as to prevent their taking up work which would ag gravate their injuries. The authorities having charge of the adm in istration of the compensation laws should be kept awake nights de vising schemes by which compensation obligations can be reduced to the irreducible minimum. Nearly all compensation boards are obliged to devote almost their whole tim e and energy to hearing cases and handing out to cripples, widows, and orphans the niggardly doles provided in their laws for the victims of the industrial juggernaut. Our lawmakers have thus far failed to grasp the fundam ental eco nomic and ethical principles of workm en’s compensation. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1585] 284 M O N T H L Y LABOR R E V IE W . Coverage. Workmen’s compensation laws should include all workers in speci fied wage or salary groups in all industries, using industries in the broadest sense to include agriculture, mining, lumbering, transporta tion, distribution, merchandising, and domestic service as well as manufacturing. No exemptions should be made for employers of small numbers of workers. There is no sense in granting compensa tion benefits to one worker because his employer has eight workers and withholding them from another because his employer has only seven workers. Public employees should be included on the same basis as private employees. The attempt to divide industries into hazardous and nonhazardous groups has resulted in nothing but confusion trebly confounded. Some industries have been excluded from some compensation laws on the ground that these industries were nonhazardous. Others have been excluded because they are too hazardous. The arguments put forth in support of such laws are too absurd to merit serious refutation. If there be a nonhazardous in dustry in which accidents never occur there is no earthly reason why the industry should not be included under the compensation law. It ought to be clear that it would cost nothing to include under the compensation laws an industry or an occupation in which accidents never occur. Coming back to earth again, and considering industries as they really are, it must be recognized that no industry or occupation within an industry is free from the accident hazard. Accidents whenever and wherever they happen should be provided for in the compensation law. The farm hand suffering from an injury due to his employment should have adequate medical, surgical, and hospital service as much as the factory employee. A worker injured in a so-called nonhazardous occupation has to pay for medical and sur gical services and the necessaries of life just as does the worker in jured in the most hazardous occupation. The judicial theory evolved by our courts holds that the workman is paid for the hazard inherent in the industry he enters. If this venerable theory were correct, there would be a stronger argument for enacting workmen’s compensation laws for the less hazardous than for the more hazardous occupa tions and industries. For if the courts had reasoned from fact, the workers engaged in hazardous occupations would receive wages suf ficient to enable them to provide themselves with insurance protec tion purchased from private insurance companies against the hazards of their work, whereas the workmen engaged in less hazardous occupations would have no such surplus of wages to invest in insur ance, and therefore when injured would be without insurance protec tion. It has been pointed out over and over again that the reasoning https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1586] M O N T H L Y LABOR R E V IE W . 285 of the courts in this matter has been utterly fallacious. Wages have little or no relation to the hazard of work. Workers in the more hazardous occupations need insurance quite as much as those hr the less hazardous occupations. Stated in a nutshell, justice requires that an industry should pay the cost of producing its products. Cer tainly the loss of life, limb, or health to the workers engaged in industry is just as much a part of the production costs as are the wear and tear on the machinery and tools used in the spoilage and wastage of the raw material worked up. Unless an industry makes provision for all of the costs of produc tion, that industry is trying to get something for nothing. It is not standing on its own feet. It is often urged that it is impossible to extend compensation laws to include agriculture and domestic service. The New Jersey law, the first compensation law enacted hi the United States, included agricultural workers and domestic servants. This seems to be a sufficient answer to the contention that it can not be done. I do not mean to imply that the New Jersey law can not be improved, but New Jersey did extend compensation law to ag ricultural and domestic workers, and this can be done and should be done in other States. It is often urged that the relation of master and servant in the good old-fashioned industries of agriculture and domestic service are so ideal that it is wholly undesirable to have such a coldly commercial proposition as workmen’s compensation come in to disturb these beatific reminders of Arcadian simplicity. I have worked under the idyllic Arcadian conditions prevailing on our farms in Pennsylvania, Iowa, and other States. I have also seen a great deal of the ideal relations existing between house mistresses and their servants, and my belief in the necessity of compensation legislation for these classes has been strengthened by what I have ex perienced and seen. Public employees are frequently excluded from benefits under our State compensation laws. This is wholly unjustifiable, and must be corrected if the public service is to be maintained on a proper basis. Provision of proper compensation for injured policemen, firemen, and teachers need not prevent the continuation of special retirement funds to take care of these public officials in old age and invalidity. Special provisions must be made for casual workers. With compul sory community insurance of compensation risks casuals can be read ily taken care of. The dependents of aliens are, of course, entitled to the same treat ment under compensation legislation as the dependents of citizens. I t may be expedient or neoessary to allow for a reduction in the amount of benefits to be paid to the dependents of an alien living in a foreign country so as to give due weight to the difference in the stand142890°—19-----19 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1587] 286 M O N T H L Y LABOR R E V IE W . ard and the cost of living in the country of residence as compared with the United States. The workmen's compensation law should not merely 'permit all employers in all industries to come under the law. The employer should be given no option in the matter. The “ take it or leave i t ” principle has no place in a proper compensation law. Workmen’s compensation partakes of the nature of taxation by special assess ment for a particular purpose. In the Greek Republics when money was needed by the public to carry on war, to construct a road, or to build a theater every citizen was asked to contribute what he felt like giving. The results were far from satisfactory. Centuries ago we abandoned the practice of passing the hat for voluntary donations for public purposes The expenses of government should not be put upon the conscientious and public-spirited citizens alone while the conscienceless and selfish citizens pay nothing. Compensating in jured workmen for their injuries, so far as that is possible, has come to be recognized as a public function and every employer must be made to contribute his share toward paying the costs, whether he feels like it or not. Occupational Diseases and Poisons. Practically all of the compensation laws of the United States are accident compensation laws. This leads inevitably to considerable confusion and much injustice. Our compensation laws must be extended to include diseases and injuries due to poisons used in the industry. I am fully cognizant of the difficulties of administering laws compensating employees for injuries due to industrial diseases and poisons. The difficulties are admittedly great, but they are not insuperable, and justice demands that employees be compensated for the injuries incurred incident to employment whether due to acci dent or to industrial disease or poison. No list of compensable dis eases should be provided, but the compensation commission should be given power to grant compensation awards for all injuries inci dent to employment. Happily there seems to be a growing recogni tion of the right of the employee to compensation on the basis of injury whether due to accident or to any other cause. Five States (Massachusetts, California, Connecticut, Wisconsin, and North Da kota), the Territory of Hawaii, and the United States Government now have compensation laws which cover occupational diseases. The laws differ considerably in the different jurisdictions, as do also the administrative practices, so that uniformity is yet far in the future. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1588] MONTHLY LABOR REVIEW. 287 Insurance. All workmen’s compensation risks should of course be insured. Four of our States still fail to measure up to this fundamental stand ard of adequacy in their compensation laws. No private competitive profit-seeking companies should be permitted to write workmen’s compensation insurance. Insurance is the simplest of all business. Adam Smith more than a hundred years ago referred to banking as a business so simple that it could readily be conducted by the State, and he suggested that the State should take over banking. If bank ing is simple, insurance is simplicity simplified. Those engaged in insurance strive to make it look very formidable and complicated, with occult actuarial computations and intricate statistical tabula tions. In last analysis, however, insurance is merely the distribution of inevitable individual losses among a number of individuals instead of permitting each loss to fall upon the particular individual or family suffering the misfortune. Of course, the larger the number included the more stable the risk of loss becomes. It does not require occult actuaries for the conduct of the insurance business. Insurance was carried on in a fashion even before statisticians were invented. Statis ticians are, of course, necessary to calculate the probable cost of in surance. The first insurance business, however, was carried on with no exact knowledge of costs. It arose in this wise: A shipowner having a vessel at sea sought out a good sport and made a bet with him that his vessel and cargo would not reach port. If the vessel and cargo were lost, then the good sport paid the shipowner his bet; if the vessel did reach port, then the shipowner paid his bet, and tried to recoup himself from the sale of the cargo. Insurance originated as a gamble, and unfortunately some gambling features still persist, especially in our casualty insurance companies. The object of this brief discussion is to show that the insurance business is so simple that it can readily be carried on by the State. Insurance can be con ducted by the State at less than half the cost to private competing companies. The heaviest items of cost under competitive insurance are the expenses of agents employed to write new insurance, to re new expired policies, and to collect premiums. All three of these items would be reduced practically to zero under a universal com pulsory State insurance system. The safe investment of surplus and reserve funds and their insur ance against losses is another item of large expense to private com petitive insurance companies, which would be largely done away with under monopoly State insurance. Great economies would alsc result from having one central office instead of many competing offices with their overhead expenses. A great deal of the statistical https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1589] 288 MONTHLY LABOR REVIEW. and actuarial work now done by the competing companies, each seeking to get an advantage over the others, is utterly useless camouflage or misleading “ bunk” and should be eliminated. The arguments for compulsory insurance in an all-inclusive State fund are overwhelming. If all profit-seeking stock companies are eliminated, I see no reason why employers should not be permitted, or rather encouraged, to form mutual associations under the super vision and control of the State insurance fund. Of course all em ployers should be required to contribute proportionally to a catas trophe fund and possibly to a life-pension fund to take adequate care of invalidity and death. I am very clear that no individual employer should be permitted to carry his own risk. The State insurance fund should function so smoothly and swiftly that em ployers showing a favorable accident experience would at once profit by dividends or by a reduced rate below the normal, or both. In the Middle Ages it was the usual practice for the king to farm out the taxes. Under this system the king gave authority to the tax farmer to collect, say, 200,000 livres in taxes on condition that the farmer pay to the king at once 100,000 livres. The Parliament in Great Britain and the Revolution in France are supposed to have put an end to the abuses and injustices of tax farming. Yet it still persists in the United States, at least in the field of workmen’s compensation. The tax farmers of to-day are the insurance com panies which assume for the employers the burden of compensation costs under the law in return for the payment of insurance pre miums. This system is defended vigorously by employers generally, although it has been demonstrated to be at least twice as expensive as a system of public insurance. It is disconcerting to the economist trained in the theories of laissez f a ir e and of the benevolence of enlightened self-interest unhampered by the shackles of legal re strictions to find employers fighting viciously for the privilege of paying $2 for a thing which could be purchased for $1. I believe in vigorous, intelligent, progressive paternalism. It is a paternal duty to deprive children of colicky green apples and dyspepsia-pro ducing candy, and, if they set up a howl, it may become a paternal obligation to paddle them thoroughly. Employers are peculiarly childlike in many ways and frequently need the strong paternal hand of the State to guide them aright. It is only the paternalism which guides and checks which is objected to by business men. They are loudest in their clamor for paternal protective tariffs and sub sidies for what they believe to be their particular interests—a brand of paternalism which is indeed ill-advised and dangerous. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1590] M O N T H L Y LABO E R E V IE W . 289 Waiting Period. Up until this legislative year 17 States had a waiting period of two weeks, during which time the injured employee received neither earnings for his work nor compensation for his disability. Only 15 States and 6 Canadian Provinces had a waiting period of one week or less. The excuse for requiring such a long w aiting period is the bugaboo of malingering. Malingering flourishes nowhere so luxu riantly as in the im agination of employers and those who voice their opinions. The first Federal civil employees’ compensation bill was ingeniously devised to cultivate and encourage any tendency to m alinger th a t m ay be inherent in employees of the U nited States Government. The law provided a waiting period of 14 days. If the injured employee remained disabled 14 days or more he was given compensation for the full am ount of his salary or earnings for the full time of his disability. The accident statistics under this law, when considered superficially, seemed to prove the assum ption th a t the workingman is prone to malinger, since a seemingly dispropor tionate num ber of disabilities term inated on the fourteenth day. A more careful analysis of these figures, which I caused to be m ade, showed little or no evidence of malingering. W orkers as a rule are honest. The am ount and cost of m alingering is enormously exaggerated by employers and their representatives. Of course there are tricksters and shammers among workers, as there are among bankers, railroad m agnates, judges, and legislators. Because a few shammers try to get more than they are entitled to under any compensation law is a poor, shabby excuse for enacting a law designed to short change and short weight all injured workers, the ju st as well as the unjust. Some legislators have apparently endeavored so earnestly to m ake their laws m alinger proof th a t they have enacted laws so inadequate, so niggardly, so penurious, and so difficult as to discourage large num bers of injured w orkers from m aking any claims to benefits provided. Legislators m u st be m ade to comprehend th a t the m ain purpose of a workm en’s compensation law is to give justice to injured workers, n o t to prevent m alinger ing. Happily, the tendency in workm en’s compensation legislation is toward shortening the period during which the injured worker m ust live on his fat, as it were. Twenty-one S tates and six P rov inces now have a waiting period of one week, while the U nited States compensation law has only three days. I t is necessary to have a waiting period to cut down the great labor of adm inistration. This period should be m ade only long enough to exclude trivial injuries. The Federal Compensation Commission finds the three-day lim it very satisfactory. Some favor granting compensation for the full period in case the disability persists for more than a prescribed period. I https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1591] 290 M O N T H L Y LABOR R E V IE W . think it is m uch b e tte r to cut the waiting period down to three days, which has been dem onstrated to be a workable lim it, and give no compensation for th a t period. Medical Benefits. As I have already indicated, medical benefits are m uch more im portant than money benefits. Of course there can be no waiting period for medical benefits. Compensation laws should provide needed medical and surgical treatm ent for all industrial injuries. There should be no legislative lim itations as to the tim e allowed for treatm ent or the am ount which the compensation board m ay pay in medical, surgical, and hospital fees. In no particular is the flagrant extravagance of our parsimonious compensation laws more striking than in those sections which lim it medical costs to not more than $25 to $75, and to two or three weeks per case. The ad m inistrative authorities should be empowered to provide all reason able medical and surgical skill, and they should be the sole judges of w hat is reasonable in each case. If adm inistrative commissions are to be vested w ith such plenary powers in medical and surgical m atters, it goes w ithout saying th a t a medical m an should either be a mem ber of the adm inistrative com mission or be assigned to the commission as medical adviser. No commission of laym en can judge w hat specialist, or even w hat kind of a specialist, should be consulted by the injured m an in a difficult and complicated case. The best way to improve the medical service in m y judgm ent is to give the medical men more power, more re sponsibility, tru st them more, and then hold them to a strict account ability for the results. Money Benefits. The money benefits provided under m ost compensation laws are u tte rly inadequate to enable the workm an to pay ordinary living expenses for himself and family, to say nothing of the extraordi nary expenditures he is often subjected to because of his disability. The remissness displayed in compensation laws has been prom pted by a false idea of economy. Legislators under the influence of em ployers have m anifested great fear lest the compensation laws should burden industry to such an extent th a t plants and even whole indus tries would be driven out of the S tate or into bankruptcy. Under the liability régime industries refuse to bear the burdens caused by their own accidents. This does not mean th a t there were no acci dent burdens until the compensation laws were enacted. In the good old days of laissez fa ir e industrial accident burdens fell with crushing force upon the individuals injured and their families. The https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1592] M O N T H L Y LABOR R E V IE W . 291 com m unity was obliged to contribute very heavily tow ard the sup port of those crippled in industry, through poor relief, almshouses, and an enormous b u t unestim atable loss in the skill and productivity of the worker’s children. The comm unity, as a whole, was obliged to pay taxes for the support of the pauperized victims of industry, bu t w hat is of vastly more economic im portance the com m unity lost enormously in the efficiency of labor because the families of killed or crippled men were driven down below the poverty line. Children were deprived of necessary educational advantages, widows were obliged to seek work to support themselves and their children, and family life was frequently broken up. U nfortunately the compen sation laws have not eliminated these evils. They have only made a feeble beginning. I t is or should be an economic axiom th a t an industry which m ust depend upon its workers or the com m unity to pay p a rt of its legiti m ate costs of production is a parasitic industry. As I stated before, the expense for wear and tear and replacem ent of the labor force m ust be provided for, as well as the depreciation and replacem ent of m achinery and tools. If an industry is unable to pay these costs it should not be perm itted to exist. I know of no industry so poor th a t it would die unless its workers and the com m unity carry its accident losses. Some individual plants there are which belong in the pauper class. These pauper plants and pauper industries also, if such there be, should no t be perm itted to die un assisted. We should give them every assistance to die ju st as sud denly as possible. A rt for a rt’s sake and business for the sake of being busy have no place in the m odern state. The parasitical in dustries which thrive in our m idst are parasitical by choice or cus tom, not by compulsion. All industries should be required, as a minimum, to provide compensation sufficient to m aintain injured workers and their families through the period of disability and to recompense the worker for any perm anent loss of earning power which he m ay suffer by reason of injuries due to his employment. H appily there is a tendency in our States to increase the per centage of wages to be paid in money benefits for tem porary disabili ties. Up to this year over 60 per cent of our States allowed only 50 per cent of the loss of wages or earnings, during the period of disabil ity. Now the m ajority of the States allow from 55 to 66§ per cent. All States in addition provide a m inimum and a m axim um am ount of money benefits. These mimima and m axim a are in all cases too low, in view of the enormous rise in the cost of living. I think it is too severe to take even one-third of a worker’s earning power a t ju st the time when he needs more expensive food and other neces saries. Again, fear of the m alingerer has dom inated the legislative m ind in fixing the parsimonious percentages and the am ounts of https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1593] 292 M O N T H L Y LABOR R E V IE W . money compensation. There should be some deduction from full wages or earnings, no doubt, in order to stim ulate the injured work ers to retu rn to work as soon as recovery is complete. An allowance of 75 per cent of earnings, a m inim um of $12 per week and a maxi m um of $30 per week, would be no more th an sufficient in the way of money benefits under the present high scale of prices. Paym ents should continue throughout the period of disability. In case of death a smaller percentage allowance will be sufficient, because, with the principal bread-winner gone, the cost of supporting the family is correspondingly reduced. Dead men do not malinger, so there is no ground for cutting the compensation benefit to induce the victim of the accident to retu rn to work. Unless the State wants to punish the widow and orphans as malingerers, there would seem to be no valid excuse for reducing the money benefits for a widow below 30 to 33 J per cent of the deceased husband’s earnings, w ith additions for every child below 16 years, the m aximum never to exceed 66§ per cent of former earnings. Administration. The functions of factory inspection, accident prevention, indus trial hygiene, medical and surgical treatm ent of injuries, retraining, replacem ent, the handling of compensation claims, reporting and compiling of accident statistics, the carrying on of compensation in surance and the compilation of statistical statem ents showing the costs of the same, should all be centered in one adm inistrative organi zation. The form of this organization m ay vary considerably, b u t it is indispensable th a t these functions should all be closely tied to gether so th a t the cost of accidents m ay be accurately known and brought home directly to employers, to the end th a t the num ber and severity of accidents m ay be reduced and-the treatm ent of injuries be made as efficient as possible. Probably, an industrial commission embracing all the functions enum erated is as good a plan of organi zation as can be devised. The commission can be made up of any num ber of commissioners according to the am ount of business which m ust be handled. If these functions are scattered among independ ent departm ents or commissions, adm inistrative efficiency is thereby reduced. No am ount of cooperation, coordination, and correlation of independent agencies can supply the lack of a central organization w ith power to do things. A dm inistration consists in doing things, not in debating and passing earnest resolutions. Ten of our States have placed workm en’s compensation laws on their sta tu te books and have thoughtfully left them to be adminis tered by the courts. This is like intrusting the carrying out of the prohibition am endm ent to the distillers’ and brewers’ associations. In the first place, a court is a very slow and ineffective adm inistrator. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1594] M O N T H L Y LABOK R E V IE W . 293 Time is everything in adm inistration, especially in compensation legislation. The courts in the U nited States, a t least, have not yet fully grasped the idea of compensation. Even the compensation commissions, I fear, do not always know the true meaning of the laws they are created to carry out. Canada has a t least two great advantages over her sister republic in carrying forw ard the compensation principle. First, Canada has created her compensation commissions w ith full authority to pass finally on compensation m atters. Only the Federal Civil Em ployees’ Compensation Commission has such final juris diction in the U nited States. Our State commissions would be much strengthened, in m y judgm ent, if they were fully responsible judi cially and adm inistratively, from first to last, for the carrying out of the compensation laws. Second, the Canadian commissioners are appointed for long term s or for life. This gives strength and continuity to Canadian compen sation adm inistration, which are conspicuously lacking in the FTnited States. The frequent changes in the personnel of our commissions do not make for good adm inistration. Perhaps the new appointees m ay be as good or better men than those they succeed; still the com mission loses the experience and knowledge acquired by the retiring member and the new appointee has to learn a new and a very diffi cult profession. All workm en’s compensation adm inistrators should have full and final jurisdiction over compensation m atters, and they should be appointed for life or for a term of not less than 12 years. Accident Reporting and Statistics. Every compensation law should provide for the reporting of all accidents and should create a statistical bureau to tabulate the in form ation necessary to the compensation commission in adm inister ing the law. Liberal appropriations should be given to the statis tical bureau to enable it to gather and present full inform ation as to the num ber, kind, and severity of accidents, their causes, the nature of injury, the medical and surgical treatm ent, w ith the results thereof, and the cost of compensation. W ithout full inform ation on these m atters compensation law adm inistration is b u t a groping in the dark. The objects are obscure and the results unknown. Our compensation laws fall far short of a standard of adequacy in nearly all respects. Perhaps the m ost glaring defect of all is the alm ost total lack of any proper recognition of the place of statistics in the adm inistration of compensation. The physician and the statisticians should be the right and left arm s of the compensation adm inistrator. W ith good medical and surgical service, and with full statistical inform ation of accidents, medical results, and costs, the way of the compensation adm inistrator will be made straight and smooth. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [15951 Employees Engaged in Interstate and Foreign Commerce.1 By Lindley D. Clark. Interstate Employees. Present Status. H E relation of railroad employees to the question of accident relief presents this anomaly, th a t the industry th a t made the first successful a tta c k on the old common-law doctrine of employers’ liability is its last stronghold. The injustice and in adequacy of the common-law system as applied to railroad employ m ents was specifically recognized in laws enacted as long as 30 to 40 years ago, and even longer; b u t to-day, when the doctrine of liability for negligence has been discredited and superseded in the great pro ductive industries generally, it is still the sole means of redress in interstate transportation. I believe th a t the reason for this anom aly is based on the fact th a t the question of negligence is a fighting proposition; and after the issue has been form ulated and the lines draw n it is difficult for the parties to the conflict to surrender any of the supposed gains of vic tory. U ntil 1906, cases of injuries to in terstate employees were sued upon under the common-law or State statutes, Congress having never taken any action in this field; b u t in th a t year the efforts of a decade culm inated in the enactm ent of a Federal liability law abolishing the defense of fellow service and modifying the rules of contributory negligence. This legislation had been earnestly supported by the trainm en’s organizations and as earnestly opposed by the railroads, and though i t was held unconstitutional by the Supreme Court in 1908, on the ground th a t it failed to lim it its application to m atters within the power of Congress to regulate, a new law was enacted in the the same year avoiding this difficulty, adding also a modification of the rule of assumed risks, and this law has been upheld as constitutional. W ith the enactm ent of these laws over the opposition of the rail roads, the employees felt th a t they had secured an end long striven for, and doubtless regarded the very resistance of the employers as the best proof of the advantages to be expected from the new enact m ent. In the m idst of these endeavors came the news of a different m ethod of m eeting the problem. Instead of the whole burden of the T 1 Paper read at the sixth annual meeting of th e International Association of Industrial Accident Boards and Commissions, held at Toronto, Canada, Sept. 23-26,1919. 294 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1596] M O N T H L Y LABOR R E V IE W . 295 trade risk falling on the employee and the employer being liable for a speculative sum in damages where negligence could be proved, let the ind u stry carry its own risks and the employee be compensated in an agreed am ount in every case of injury arising out of and in course of the employment. B ut the idea was too novel, and the spoils of victory were not y et realized. “ Our people are afraid of this com pensation idea,” said one of their legislative representatives to me when its superiority was being urged; “ w hat we w ant is a good, stiff liability law .” The very readiness of the railroads to accept the compensation system was suspicious, especially w ith the m em ory of their fight against the liability law still fresh. “ Fear the Greeks bearing gifts.” Then, too, there was the opposition of the damagesuit lawyer, active on the floor of the brotherhood convention where he retained his right to a seat by reason of a form er craft relation ship, and n o t unm indful of his personal interests, any more th an were his fellow practitioners who held seats in the Federal Congress. Joined w ith this was the sense of the self-sufficiency of certain strong organizations w ith well-supplied treasuries which the m embers m ight avail themselves of to look after the ordinary accidents, while retain ing the right to sue for ten, fifteen, or tw enty thousand dollars in cases where negligence appeared; and this held good, even though the defenseless position of the far greater num ber of railroad workers outside of these organizations was freely recognized. W hatever m ay have been the grounds for defeating a compensa tion law, as was done in 1912, or for failing to secure the enactm ent of such law during subsequent years, the fact is sufficiently obvious th a t the liability sta tu te has not produced the anticipated results. I t has, indeed, had the desired effect of superseding varying State laws and common-law rules by a uniform national stan d ard ; bu t it has also narrowed the rights of the injured worker and his sur vivors to the provisions of this sta tu te as the sole and exclusive basis of recovery for injury. Suits m ay be brought in cases of negli gence, of which the evidence is often destroyed by the accident caus ing the injury, b u t no redress is possible in the far greater num ber of cases (estim ated to be 75 or 80 per cent of the total) where the injury is due m ainly to the trade risk and no proof of negligence can be made. D isappointm ent w ith the workings of the liability a c t is freely confessed and complaints are made against its interpretation by the courts. W hat foundation these m ay have, if any, is a question oufrside the scope of this discussion; b u t I think th a t no one of us read ing the am endm ents th a t have been suggested can feel th a t they offer any real prospect of relief. A t least four am endm ents were offered in the Sixty-fifth Congress, and the process has been re newed in the Sixty-sixth—sufficient evidence of dissatisfaction with https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1597] 296 M O N T H L Y LA BO R R E V IE W . the existing law; but neither any one nor the sum of them goes to the root of the matter, which is that the question of fault is not the question of chief importance when relief from the consequences of an injury is at stake. But with 20 to 30 per cent of the cases secur ing any recovery at all, and but 35 to 50 per cent of the sums recov ered as judgments finally reaching the pocket of the suitor, the ques tion is one of a new system and not of patching up the old one. (I take these figures from the report of the Employers’ Liability and Workmen’s Compensation Commission, appointed under a reso lution of Congress in 1910, of which Senator Sutherland was chair man.) It is w orthy of note th a t the chief labor opponent to the Suther land bill of 1912 based his opposition, not on an objection to the principles of compensation as such, b u t because a compensation sys tem had already been established by the brotherhood for which he spoke, and he desired to retain both it and the action for damages. F irst declaring th a t the m ost impressive feature of the entire dis cussion of the proposition was the alm ost undivided support given by both employers and employees, he referred to the work of the brotherhoods which had “ expended years in building up magnificent systems of compensation for death and disability arising from any cause,” and in securing greatly improved em ployers’ liability legis lation. Recognizing the necessity of some measure th a t will afford protection for the less th rifty and the unorganized, “ who apparently m ust depend upon a paternal Government for compensation for in juries, ” he nevertheless opposed the one measure th a t would reach their need because th a t need did not seem to him to be shared by the “ railway employee in train service who has found means of helping himself in m atters of compensation for injuries arising out of his employment. ” The gist of the statement, then, is that a vocal, organized group of workmen with a benefit fund to care for injuries due to trade risks desired to perpetuate in their own interests a system based on negli gence and liability while “ the millions who have proved themselves helpless” are to be left in that condition because unorganized and voiceless. Contrast with this the statement which the president of the Brotherhood of Railroad Trainmen made before the same commission: “ I wish to.go on record at this time as unqualifiedly favoring a workmen’s compensation act, as a result of resolutions passed by the last two biennial conventions of our organizations” ; and the pledge of the president of the Order of Railway Conductors to furnish every consistent aid possible to secure the enactment of a compensation law; and the similar pledge of the president of the Brotherhood of Locomotive Engineers. Some realignments have https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [15981 M O N T H L Y LABO R R B Y IE W . 297 taken place since the foregoing statem ents were made, and in 1917 it appeared th a t the trainm en were opposed to any sort of compensa tion legislation, th a t the firemen and enginemen had given their president discretionary powers on the subject, th a t the conductors favored an optional provision, giving the employee his choice be tween the Federal liability sta tu te and the compensation law of his S tate; and th a t the engineers were in favor of a Federal compen sation law. However, none of the brotherhoods would take action th a t would lead to arraying them one against another. The present status (1919) varies little if any from th a t of 1917, so far as con vention action is concerned, the trainm en m aintaining their attitu d e of opposition. B ut it hardly seems possible th a t this one brotherhood, standing alone, shall continue to prevent legislation desired by the great m ajority of railway employees, and there is good reason to expect the cooperation of the brotherhoods favoring a compensation law w ith other agencies and organizations to secure the enactm ent of a Federal sta tu te on the subject, though the united effort of all, rather than conflict, is m ost earnestly to be desired. I t m ay be w orth while to note for a m om ent the incidence of the effects of the present situation. There are from one and one-half to one and three-quarters million of railroad employees in the United States, the m ajority of whom are excluded from the benefits of com pensation laws because of the lack of a Federal statu te, either di rectly or because of the influence of such lack on S tate legislation. Of these about 400,000 are train employees proper, eligible to mem bership in the four great and influential brotherhoods, a num ber th a t is exceeded by the num ber of workmen engaged in m aintenance of way, m ost of whom are classifiable as in interstate commerce, as m ay also be the m any thousands of station agents and m asters, station service employees, freight handlers, etc., all of whom are outside these strong organizations and whose voice has been b u t little heard in regard to the desirability or otherwise of compensation legislation. There is also a larger num ber of shopmen th an of trainm en, and while these will doubtless for the m ost p a rt be considered as n o t en gaged in interstate commerce, they are so regarded under certain circumstances. However, excluding them entirely, it appears th a t in 1916 trainm en sustained b u t 50 per cent of the fatal accidents and 42 per cent of the nonfatal accidents. The distribution of accidents among the brotherhoods can not, of course, be reported, b u t cer tainly it will be a welcome and ju st conclusion if the decision shall be reached to no longer postpone the enactm ent of a law of such wide im port because of the unreadiness of a single brotherhood, consti tuting such a small m inority in num bers and in actual interest. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 115991 298 M O N T H L Y LABOR R E V IE W . Benefits Under Liability and Compensation. The primary and fundamental test of any system is, of course, that of resultant benefits. The commission already named estimated that personal injuries cost the railroads of the country $12,000,000 annually, of which less than $5,000,000 actually reached the injured men. I t was further computed that the measure drafted by the com mission would add about 25 per cent, or $3,000,000, to the injury costs,but that of the resulting total of $15,000,000 at least $14,000,000, or about three times as much as under the liability system, would actually reach the victims of the accidents or their dependents. An important railroad system reported its casualties for the three years 1908, 1909, and 1910, together with the costs. Computing awards as under the Sutherland bill, it appeared that for the death cases occurring during these years the aggregate would be approximately doubled; for permanent total disability it would be increased more than sixfold; for permanent partial disabilities, more than doubled; while for temporary disabilities recovery would be reduced by about two-fifths, the total effect being to increase the cost to the company about 86 per cent. Of course, the amounts actually reaching the in jured men or their dependents would be much more largely increased. One could well wish that after the years of experience under com pensation laws comparative data for the two systems could be sup plied. That this is not possible for railroads is obvious from the fact of their exclusion from the laws; while for other industries the facts are available in only a limited degree. Moreover, liability data have always been notoriously difficult to obtain. A brief but sug gestive summary appearing in one of the bulletins of the United States Bureau of Labor Statistics shows the facts in a number of cases of fatal injuries with families surviving. In 53 such cases in Connecticut in 1915, compensation awards averaged $2,055. In Ohio, another compensation State, the average was $3,008 for 206 cases; while in Pennsylvania, then under the liability system, recoveries and settlements in 134 cases produced an average of but $261. To the same effect, even if not showing such a wide divergence, are the esti mates of the Massachusetts Industrial Accident Board in 135 fatal cases not coming under the compensation act, for which settlements were actually made of an average amount of $1,483; while if they had come within the scope of the law the average would have been $2,344. The diversity between the amounts in the last instance is the less because only those cases are noted in which some settlement was made; while it is well known that under the liability system, in many cases—in fact the large majority of the cases—no right of action accrues or can be sustained, by reason of the difficulty of prov https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1600] M O N T H L Y LABOR R E V IE W . 299 ing negligence where it occurs, as well as of its absence in m any cases. A sum m ary of statistics compiled by Mr. Carl H ookstadt, com paring experience under workm en’s compensation and employers’ liability systems, collating a variety of data, appears in the M o n t h l y L a b o r R e v ie w of the U nited S tates Bureau of Labor S tatistics for March, 1919. The study is based on a num ber of investigations and reports, and the conclusion is reached th a t the d a ta in existence “ prove quite conclusively the superior advantage of a workm en’s compensation system as opposed to an employers’ liability system .” Constitutionality. The question of constitutionality that loomed so large in the hear ings before the Sutherland commission referred to above can be dis posed of in a word. The power of Congress to legislate on the sub ject of the relations of railroad companies to their employees was decided in 1908, the Supreme Court of the United States declaring that such power necessarily followed from the right to regulate the movement of a train in interstate service; “ since to admit the authority to regulate such train and yet to say that all regulations which deal with the relation of master and servants engaged in its operation are invalid for want of power would be but to concede the power and then to deny it, or at all events to recognize the power and yet to render it incomplete.” (First Employers’ Liability Cases, 207 U. S. 463, 495, 28 Sup. Ct. 141.) There is no vested rig h t in any person to m aintain action in any special form ; and the substitution of compensation for th e liability system is w ithin the power of legislatures even though it establishes the principles of responsibility to m ake paym ents in the absence of fault (New Y ork C entral R . R . Co. v. W hite, 243 U. S. 188, 37 Sup. Ct. 247). The law m ay be of compulsory acceptance (W hite case, supra; M ountain Tim ber Co. v. W ashington, 243 U. S. 219, 37 Sup. Ct. 260); or m ay be binding upon the employee after acceptance by the employer (Middleton v. Texas Pow er & Light Co., 249 U. S. 152, 39 Sup. Ct. 227); or compulsory on the employer and optional for the employee (Ariz. Copper Co. v. H am m er, 39 Sup. Ct. 553); or again it m ay be optional w ith both parties to the contract (Hawkins v. Bleakly, 243 U. S. 210, 37 Sup. Ct. 255). The power of Congress to establish a compensation system for interstate employees is beyond question. Form of Legislation. Various suggestions have been made as to the form that a Federal act should take. Negatively, it has been argued that Congress should withdraw from the field and leave the subject of the redress https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1601 ] 300 M O N T H L Y LABOR R E V IE W . of personal injuries to employees to the States, as was the case prior to 1906. B u t one of the great ends in view in the enactm ent of the Federal liability law was to secure uniform ity, fixing a common standard of liability and of recovery for injuries occurring under like conditions to the employees of interstate common carriers. A djacent States present sharp contrasts in the am ounts of benefits offered, and a Federal law could hardly fail to exert a beneficial in fluence in the way of prom oting a t least an approxim ate uniformity. This purpose of securing a common standard has been approved by both employers and employees, and has been favorably commented on by the courts. Furtherm ore, it is hardly to be expected th a t Congress having once entered the field should w ithdraw from it; and no such response has been m ade to the suggestion as would in dicate any probability of its adoption. In arguing thus for a Federal sta tu te which shall eliminate S tate variations, I am n o t unaware th a t I am standing on territory in which the principle under discussion is in effect; th a t is, th a t injured Dominion employees, including those of the Canadian Governm ent railways, shall be com pensated in accordance w ith the provisions of the act of the Province w ithin whose bounds the injury is received. This law is of recent enactm ent, a’nd experience under it has no t yet been reported to m y knowledge; b u t however successfully it m ay work in Canada, it will hardly afford a definite proof of the ap plicability of such a rule to the U nited States, since the 11 Provinces of Canada cover a geographical area in excess of th a t of the 48 States of the Union, so th a t the problem of shifting jurisdictions is greatly minified. E qually objectionable from the standpoint of one seeking uni form ity is another proposal which is to the effect th a t Congress should enact a law to be effective only in those S tates in which no compensation law exists, or in which the laws fail to reach a certain fixed standard. This would indeed p u t a sort of prem ium on the enactm ent of legislation m easuring up to the m inimum require m ents, b u t would n o t prevent a diversity in additional, local pro visions in excess of this minimum. Such an act would not, there fore, fix the obligations of the carriers w ith any finality b u t would rath er invite supplem entary and adjunct enactm ents by the States. This would conflict w ith the whole spirit of existing Federal legis lation on the subject of liability, which the Supreme Court has de clared to be ‘‘param ount and exclusive, ” and n o t subject to be pieced out by local statu tes (Michigan Central R. R . Co. v. Vreeland, 227 U. S. 59, 33 Sup. Ct. 192); and again it is said th a t where Congress speaks no power rem ains in the S tate legislature to determ ine the nature of the employers’ liability, since th a t would be a division of https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1602] M O N T H L Y LABOR R E V IE W . 301 authority no t contem plated by the Constitution (Seaboard Air Line Ry. v. H orton, 233 U. S. 492, 34 Sup. Ct. 635). The proposition of divided authority was subm itted to the Fed eral commission of 1911 already referred to, b u t m et w ith no en couragem ent a t th a t time. The argum ent offered against it by the chairm an was th a t S tate legislation was based on its police power to control the relation of m aster and servant, while Federal legis lation was valid only on the basis of its power to regulate interstate commerce—a power th a t Congress could n o t delegate to the States; th a t Congress m ust either occupy the fields under its constitutional authority or abandon it and leave the whole subject to the S tates to be disposed of under their police power. To the same effect, b u t more cogent and authoritative, is the ex pression of opinion by the Supreme Court of the U nited S tates when this very question was before it in passing upon the claim of the Court of Appeals of the State of New York th a t a S tate law could sup plem ent the Federal s ta tu te by taking over cases in which no negli gence appears, since the Federal sta tu te relates only to negligence cases. As to this, the court said: “ I t is settled th a t when Congress acts upon the subject all S tate laws covering the same field are neces sarily superseded by reason of the suprem acy of the national author ity. W hether and in w hat circumstances railroad companies engaging in in terstate commerce shall be required to compensate their employ ees for injuries sustained therein are m atters in which the N ation as a whole is interested, and there are weighty considerations why the controlling law should be uniform and n o t change a t every S tate line.” (New York Central R. R. Co. v. Winfield, 244 U. S. 147, 37 Sup. Ct. 546.) The same principle and the im portance of its recognition are set forth by the same court in an earlier case, antedating the Federal statu tes on the subject. Mr. Justice Brewer, in 1893, spoke of the great num ber of conflicting and irreconcilable decisions of the vari ous courts of the land on the question of fellow service, and declared it to be one in which the N ation as a whole is interested. “ I t enters into the commerce of the country. Commerce between the States is a m atte r of national regulation * * *. The lines of this very plaintiff in error extend into a half dozen or more States, and its trains are largely employed in in terstate commerce. As it passes from S tate to S tate, m ust the rights, duties, and obligations subsist ing between it and its employees change a t every S tate line ? * * * The question is n o t local, b u t general.” (Baltim ore & Ohio R. R. Co. v. Baugh, 149 U. S. 368, 13 Sup. Ct. 914.) R ecent interviews w ith the claims agents of im portant railroads as to their m ethods of handling the complex situation induced by the variety of laws under which their roads operate in passing from 142890°— 1 9 ----- 20 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1603] 302 M O N T H L Y LABOR R E V IE W . S tate to S tate developed the inform ation th a t they seek to m ake adjustm ents in accordance w ith the com pensation standards of the various S tates regardless of the in terstate or in tra sta te nature of the service in which the employee is injured. The agent of one road expressed himself as indifferent as to w hether a Federal compensa tion law for interstate employees should be enacted or not, inasm uch as the employees generally accept the present plan of adjusting all injuries on the basis of the State law. L itigation is reduced to a m inimum by this m ethod of adjustm ent, and it is their policy to m ake awards in all cases, securing releases from the claim ants only where employers’ liability exists. In another case the representative of the road was in favor of a uniform law, inasm uch as the State laws with which he was largely concerned were too diverse, th a t of New York being liberal in its benefits, especially for death, while the benefits of the New Jersey s ta tu te he regarded as too low. The com pensation scale was followed in in trastate cases, b u t n o t so closely in cases th a t would develop under the Federal statu te. O ther roads concerning which inquiry was m ade are reported to have followed the State compensation laws from the time of their enactm ent until the decision in the Winfield case, above noted, which declared the inapplicability of State laws to interstate employments. E ven after this decision, one of the large companies continued to pay on a compensation basis until it appeared th a t the employees would accept compensation in cases where no negligence could be proved, b u t would sue in the hope of larger recoveries in negligence cases. The company therefore declined to m ake any paym ents except those necessitated by the term s of the liability statu te. One com pany reported the benefits payable under the New York sta tu te in cases of death as in excess of the average recovery under liability, being also w ithout the loss due to lawyers’ fees of as high as 50 per cent of the awards. I t m ay be of interest to note briefly some of the effects of the decision in the Winfield case on the experience of the New York Compensation Commission. A cross section of its records shows 50 claims of railroad employees on the b lotter for the first three m onths of 1917, ju st before the decision in the Winfield case (May 21). Seventeen of these were classed as interstate employees, the claims of 8 being denied in the first instance as interstate cases over which the commission did no t have jurisdiction, or because settlem ents under the employers’ liability act were reported. In 8 others awards were m ade and subsequently reversed on account of the decision in the Winfield case, while 1 award seems not to have been disturbed. The num ber of railroad cases considered during the first three m onths of 1918, subsequent to the Winfield decision, was identical, th a t is 50, of which 22 were classed as interstate. Compensation was https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1604] M O N T H L Y LABOR R E V IE W . 303 denied in all these cases in view of the decision already noted. Awards or settlements were made in all the remaining cases for both years, the question of interstate commerce not being involved, so far as appeared from the records. It may be of interest to note in pass ing that the largest group of claims each year was that of freight handlers, not employees of the classes most commonly thought of in connection with interstate commerce. Although these observations and experiences do not cover a broad field, their effect, whatever it may be, is all in the same direction, and argues for a uniform law, and if possible one of general application. Objectionable on the same legal and economic grounds as the proposition to permit diverse State laws to control, or to enact a Federal statute which may be set aside by State enactment, is the proposition to extend the option of election not to States as units, but to the individual employee, who will be permitted to make his choice between the Federal liability statute and the compensation law of his State. Such a course would not only violate every principle con tended for in the Supreme Court opinions cited above, but would multiply the geographical confusion by a factor representing the number of workmen from each State. It would add to the uncer tainties of the elective laws as they exist in the individual States by the manifold complications that would arise by reason of the differ ences between the laws of the different States through which any railroad might pass, and render impossible any advance estimate of the liability of the companies. It would retain all the vices of the liability system and sacrifice many of the benefits of compensation. It seems equally objectionable from the practical and the legal point of view. The fact that compensation and liability laws have operated con temporaneously in Great Britain is without significance on account of the great diversity of conditions. Recovery under the British liability statute is limited to three years’ earnings, as is the amount that may be awarded under the compensation act. The right to sue is restricted to cases of direct and personal negligence; and both laws are of uniform application over identical territory. No weight can be given to the example of that country, therefore, since none of the prime conditions are comparable; moreover, appeal to the liability law is of diminishing frequency, so that even there slight importance seems to attach to the privilege. At the other extreme from these proposals that breed diveristy and confusion is the suggestion that Congress enact a law covering all railroads and railroad employments. This would end the conflict between State and Federal jurisdiction by the total absorption of the former into the latter, establishing a single uniform rule. It is ob jected to this that an amendment to the Constitution would be nec https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1605] 304 M O N T H L Y LABO R R E V IE W . essary before it could be done, and the decision in the F irst E m ployers’ Liability Cases is cited in support of this contention. I t will be remembered th a t this decision held the liability law of 1906 constitutional because it failed to discrhninate as to its coverage, the court specifically declaring by the unanim ous voice of the justices th a t purely in trastate m atters were outside the purview of Congress, and th a t the mere fact th a t a company engages in interstate commerce does not thereby subject all its business to the regulating power of Congress. This decision was rendered in 1908, and it is evident th at, if the generally accepted understanding of its effect is the opinion of the Supreme Court to-day, the am endm ent is essential. If such an am endm ent were broached it would no doubt propose also to take over the entire control of rate fixing and the work of S tate railroad commissions generally, as is practically the case already in regard to safety appliances, hours of work, etc.; and the benefits of uniform ity and unity of policy would be alleged in support of such action. The opponents of centralized control would doubtless interpose all possible obstacles to the achievement of such a result and there would be delay at best, even if the m ovem ent should be finally successful. Can a General Law be Enacted? However, the opinion has been forcefully and intelligently ad vanced that no amendment is needed in order to the validation of such a law. The relation between interstate and intrastate commerce is not only intimate; it is inseparable. Not only is the movement of trains commerce, but so also is the repairing of ways and bridges (Pedersen v. Del., etc., R. Co., 229 U. S. 146, 33 Sup. Ct. 648); the repair of engines or cars used in interstate work (So. Pac. Co. v. Pillsbury, 151 Pac. 277; Balch v. R. Co., 155 Pac. 580); work in a roundhouse (C. & O. R. Co. v. Kornhoff, 180 S. W. 523); switchmen moving or preparing to move interstate goods or appliances (Vandalia R. Co. v. Holland, 108 N. E. 580); watchman guarding inter state goods (Smith v. Industrial Acc. Com., 147 Pac. 600); carpenter engaged in building extension of repair shop, in use for interstate engines (Thompson v. Cin., N. O. & T. P. R. Co., 176 S. W. 1006), etc.; and the fact that the injury is caused by an intrastate instru mentality does not affect this conclusion (Pedersen case, supra); nor the fact that the injury is due to the negligence of an intrastate employee (Second Employers’ Liability Cases, 225 U. S. 1, 32 Sup. Ct. 169). Any other view would regard “ the source of the injury rather than its effect on interstate commerce as the criterion of con gressional power.” The power of Congress “ to regulate interstate commerce is plenary and competently may be exerted to secure the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [ 1606] M O N T H L Y LABOR R E V IE W . 305 safety of the persons and property transported therein and of those who are employed in such transportation, no matter what may be the source of the dangers which may threaten it. That is to say, it is no objection to the exertion of this power that the dangers intended to be avoided arise, in whole or in part, out of matters connected with intrastate commerce.” (Southern Ry. Co. v. United States (1911), 222 U. S. 20, 32 Sup. Ct. 2.) In the case just cited the court held constitutional a Federal act which applies to cars, locomotives, etc. , 11used on any railroad engaged in interstate commerce.” A penalty was affirmed in the case of cars used in interstate commerce, though there is nothing to show that they were used in connection with cars engaged in interstate commerce. The language of the opinion seems to be broad enough to sustain a compensation act covering all employees connected with the movement of trains and necessary concomitant service. Thus it was said: Speaking only of railroads which are highways of both interstate and intrastate commerce, these things are of common knowledge: Both classes of traffic are at times carried in the same car, and when this is not the case the cars in which they are carried are frequently commingled in the same train and in the switching and other move ments at terminals. Gars are seldom set apart for exclusive use in moving either class of traffic, but are generally used interchangeably in moving both; a n d the s itu a tio n is m u ch the sa m e w ith tr a in m e n , sw itc h m e n , a n d lilce e m p lo y e e s , f o r th ey u s u a lly , i f n o t n e c e ssa rily , h a ve to d o w ith b oth cla sses o f traffic. Besides, the several trains on the same railroad are not independent, for whatever brings delay or disaster to one or results in disabling one of its operatives is calculated to impede the progress and imperil the safety of other trains. [Italics mine.] The opinion from which the foregoing citation was taken was delivered in 1911, three years later than the rendering of the opinion of the Supreme Court holding unconstitutional the liability law of 1906 on the ground of its failure to distinguish between matters of interstate and intrastate concern. No reference to the earlier decision is made in this opinion, which apparently has the effect of eliminating the distinction between interstate and intrastate service, if only the railroad rendering the service is a “ highway of both interstate and intrastate commerce.” While the opinion, therefore, does not form ally set aside the older opinion, it does present the anomaly, if the older opinion has the effect often attributed to it, of abolishing the distinction between interstate and intrastate service in so far as material instrumentalities are concerned, while retaining it as to the personnel. It at least suggests the possibility of a broader view of the subject in view of the fuller appreciation of the constant inter mingling of the two forms of service and their consequent inter dependence, so that ‘ ‘whatever brings delay or disaster to one or results in disabling one of its operatives” would interfere with the other, and would therefore be subject to Federal control. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1607] 306 M O N T H L Y LABOR R E V IE W . Perhaps the popular impression as to the earlier decision goes be yond actual w arrant. The Supreme Court in a later case (1916), in discussing the liability of railroad companies for injuries to its em ployees, in view of the provisions of the Federal statu te, said: “ Unless persons injured in in tra sta te commerce are to be excluded from the benefit of a remedial action th a t is provided for persons sim ilarly injured in interstate commerce—a discrim ination certainly no t required by anything in the C onstitution—remedial action in behalf of in trastate employees and travelers m ust either be governed by the acts of Congress or else be left subject to regulation by the sev eral States, w ith probable differences in the law m aterial to its effect as regulatory of the conduct of the carrier. We are therefore brought to the conclusion th a t the right of private action by an employee while engaged in duties unconnected w ith in terstate commerce, b u t injured through a defect in a safety appliance required by the act of Congress to be made secure, has so intim ate a relation to the operation of the act as a regulation of commerce between the States th a t it is within the constitutional grant of au th o rity over th a t subject.” (Texas & Pacific R. Co. v. Rigsby, 241 U. S. 33, 36 Sup. Ct. 482.) This a t least suggests the possibility of the enactm ent of of a broader law than the one now on the sta tu te books—a sugges tion th a t is borne out by the language used in a case no t involving the safety appliance law, b u t sim ply the statu s of a mem ber of a switching crew in the city of New Orleans. H ere it was said: “ Considering the status of the railroad as a highway for both interstate and intrastate commerce, the interdependence of the two classes of traffic in point of movement and safety, the practical dif ficulty in separating or dividing the general work of the switching crew, and the nature and extent of the power confided to Congress by the commerce clause of the Constitution, we entertain no doubt that the liability of the carrier for injuries suffered by a member of the crew in the course of its general work was subject to regulation by Congress, whether the particular service being performed at the time of the injury, isolatedly considered, was in interstate or intrastate commerce. [Cases cited.] The decision in Employers’ Liability Cases, 207 U. S. 463, 28 Sup. Ct. 141, is not to the contrary, for the act of June 11, 1906, 34 Stat. 232, there pronounced invalid, attempted to regulate the liability of every carrier in interstate commerce, whether by railroad or otherwise, for any injury to any employee, even though his employment had no connection whatever with interstate com merce.” (Illinois C. R. Co. v. Behrens, 233 U. S. 473, 34 Sup. Ct. 646.) The court points o u t in a later expression th a t the act of 1908 is specifically lim ited to in terstate employments, and m ust be so con strued; b u t the inference seems clearly w arranted th a t a more inclu- https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1608] M O N T H L Y LABO R R E V IE W . 307 sive law m ight constitutionally have been enacted. B u t perhaps there is still too m uch a t stake to venture the enactm ent of a s ta tu te of broad coverage in such a unified form th a t it would be held th a t each p a rt was presum ably an inducem ent for the enactm ent of the other parts. However, it does seem to me feasible to enact a law of complete inclusiveness as to both forms of commerce, b u t so worded and paragraphed as to perm it the severance of any portion held repugnant to the constitutional lim itations, leaving unaffected the portions th a t are of undoubted validity, taking the whole list of court decisions on the subject into consideration. The severability of statutes is a well-established principle in our jurisprudence, the Supreme Court saying: “ I t is a well settled rule ‘th a t statu tes th a t are constitutional in p a rt only will be upheld so far as they are n o t in conflict with the Constitution, provided the allowed and prohibited parts are se p ara b le .'” (Presser v. 111., 116 U. S. 252, quoting from Packet Co. v. Keokuk, 95 U. S. 80. See also Diam ond Glue Co. v. U. S. Glue Co., 187 U. S. 611; Covington v. Bank, 198 U. S. 100.) In view of this recognized principle, the question would be one of adequately providing for that which would certainly be “allowed,” while also submitting to judicial decision the question of the inclu sion of the intrastate interests as to which doubt may in some minds still exist. To one familiar with the constant and undiminishing volume of litigation concerning the question of the boundary line be tween interstate and intrastate activities, the elimination of that boundary line is a “ consummation devoutly to be wished.” The question of the correlation of State and Federal laws, and the dif ferences of benefits arising under them would disappear, and the atmosphere of grave uncertainty as to the proper form of procedure, together with the hazard of the entire loss of rights by reason of the lapse of time, permitting statutes of limitations to take effect, would be dissipated. In any case such a law, properly drafted, would securely protect interstate employees and would in nowise affect injuriously the status of intrastate workers in their rights secured by State laws, if such laws are held to prevail. On the other hand, it would in such case clear the field for the inclusion of railroad work ers in the State compensation laws, which has been felt to be so difficult that in some States, as Indiana, Minnesota, Texas, and Vir ginia, railroad workers are more or less completely excluded from the benefits of the local law. An advantage that would be gained, even if only the interstate provisions are sustained, would be the coordinate existence of State and Federal laws of like spirit and method, each jurisdiction pro viding relief according to its terms, perhaps differing in degree, though the tendency would be, no doubt, to adjust State and Federal standards in the compensation field as has already been evidenced in https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [16091 308 M O N T H L Y LABO R R E V IE W . liability legislation. B u t even if differences in the am ounts of awards existed, there would be an attem p t to secure like ends by compatible methods, removing the sharpness of contrast between the liability and compensation doctrines operating in such close juxtaposition. As an adm inistrative suggestion in such case I would propose also the handling of the Federal cases by referees, to whom should be given the privilege of exercising similar functions by S tate appoint m ent under the compensation laws of the States w ithin which they serve. H aving to do w ith laws of similar m ethods of proof and similar spirit and purpose, it would require b u t the one proceeding to decide under which statu te, S tate or Federal, the award should be made, a single hearing sufficing to dispose of both the jurisdic tional question and the am ount, if any, to which the claim ant is entitled. Summing up this phase of the subject, there can be b u t one answer to the question of the desirability and feasibility of a law for inter state employees. The desirability of a law of general coverage, if practicable (and it would alm ost seem th a t the Supreme Court had intentionally pointed the way to such a law), seems hardly less real and would appear to be a justifiable experim ent, n o t involving hazard to the interstate portions of the law. Maritime Employees. The question of the m aritim e employee is, from the point of view of num bers, of less im portance than th a t of the interstate employee. Furtherm ore, the great body of m aritim e workers reside in States which have compensation laws, and since the am endm ent to the Judicial Code in October, 1917, m aritim e employees are secured the right of m aking claims under the compensation laws of the S tate in which the injury occurs. This privilege is believed to be optional and to exist in conjunction w ith the right to proceed in adm iralty as before the enactm ent of the amending statu te. The situation, there fore, corresponds closely to th a t which would result from the adop tion of one of the propositions considered above w ith regard to inter sta te employees, i. e., th a t the right to proceed under compensation should be an alternative one a t the option of the claim ant. A defect, of course, is th a t proceedings in adm iralty do not in m any cases give adequate relief, so th a t the failure to elect compensation in such cases leaves the injured person a redress quite as inadequate as th a t provided by the common law. Prior to the decision of the Supreme Court prohibiting such action (Southern Pacific Co. v. Jensen (May 21, 1917), 244 U. S. 295, 37 Sup. Ct. 524), the industrial commissions of New York and California had awarded m any claims in behalf of stevedores, long https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [16101 M O N T H L Y LABOR R E V IE W . 309 shoremen, etc., holding such employments to be constitutionally within the scope of their State laws. On the decision of the Supreme Court to the contrary, of course, this practice ceased, leaving such workers, as well as sailors on the high seas, to maritime rights only until the amendment in October. Though the amendment was intended to give free choice to the workers in regard to their mode of procedure, it would appear that in New York at least the facts are not fully understood, since for the first three months of 1917, when the practice of awarding com pensation had been in existence for a considerable period, 432 mari time cases were before the industrial commision; while for the first three months of 1918, after the payment of awards had ceased for some months, in consequence of the decision in the Jensen case, and the workers had been impressed with the idea that the State commission had exceeded its powers in granting them, but 266 maritime cases were before the commission, though the amending act of October 6, 1917, had become immediately effective. I t would appear, therefore, that the announcement of the adverse decision of May 21 had been much more effectively circulated than the ac count of the permissive legislation of October 6. B u t little has come to hand to indicate the judicial construction of the amended code perm itting this alternative choice. An interesting decision was rendered on March 6, 1919, by Judge Learned H and, of the Federal bench in New York, who held th a t a libel in rem in adm iralty was not the proper mode of prodecure for the recovery of damages for an injury to a m aritim e worker. I t was his opinion th a t the am endm ent to the Judicial Code had the effect of incor porating into it existing or future com pensation legislation; so th a t where a State had a compensation law, as the S tate of New York has, which purports to abolish all other liabilities in favor of the rem edy provided by compensation, this provision took effect in view of the enabling and permissive provision of the amended Fed eral Judicial Code. No other right of action therefore rem ains th an th a t provided by the State law, the restra in t effected by the Supreme Court decision in the Jensen case having been rem oved by the act of Congress. (T h e H ow ell, 257 Fed. 578.) Appeal has been taken to the higher courts as to the validity of this construction; and it certainly was n o t the intention of those who drafted the am endm ent th a t i t should receive this exclusive application. The situation is n o t m ade any more encouraging by a decision of the Supreme Court in June, 1918, subsequent to the am endm ent of the Judicial Code, b u t relating to a case arising prior thereto. I t was held (Chelentis v. Luckenbach S. S. Co., 247 U. S. 372, 38 Sup. Ct. 501), th a t a fireman injured on board ship was lim ited to a m aritim e recovery, i. e., wages, m aintenance, and cure, and could https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11611] 310 M O N T H L Y LABOR R E V IE W . not recover the full indemnity of the common law; and this in spite of the plea that the action was based on the provision of the Judicial Code “ saving to suitors in all cases the right of a common law remedy when the common law is competent to give it.” The provision was held only to make possible the enforcement by common law remedies of any right sanctioned by the maritime law; “ but we find nothing therein which reveals an intention to give the complaining party an election to determine whether the defendant’s liability shall be measured by common law standards rather than those of the maritime law. ” Clearly, if the amendment of 1917 as to compen sation claims is to be similarly construed, it gets us no nearer a solution than before, this decision standing at the other extreme from that in the Howell case, if its apparent principle is held to apply. The New York Industrial Commission has proceeded tenta tively on the assumption that there is a real option intended to be secured by the amended statute, and that the injured man is enti tled to his choice, contemplating, moreover, that this choice shall be his own and a real one. Thus, where a claim agent or’other repre sentative of the employer or insurance carrier has moved for an adjustment under admiralty, the commission will assume that the claimant is not prevented from submitting a claim for compensation if he so desires, even though he has accepted relief under another agreement. In accordance with this idea, a claimant submitting a signed agreement and release was advised to accept the consideration named therein, but also to submit a claim, and if found to be enti tled to additional benefits an award would be made and taken to the courts if necessary for a final determination. The situation with regard to the maritime worker is not yet clari fied, and illustrates the undesirability of the indefinite, alternative rights agitated by a certain group of interstate employees. It is a matter over which Congress has full authority to act, and the de sirability of such action is indicated by the uncertainty as to extra territorial powers of State laws and commissions, and the impor tance of enacting a uniform standard for employees whose occupa tion, in so far as it is actually that of transportation, may lead to frequent and considerable changes of jurisdictional rights. While the case is not so pressing from one point of view as for the inter state employee, since there may be at least an opportunity, if under stood, to secure the benefit of the State laws, it does seem to be a proper field for action on the part of those interested and informed on the subject to close up, if possible, the circle of compensation measures and secure the final extinction of the ancient systems which grew up at a time when the social sense and appreciation of the rights of the worker were less developed than we believe them to be to-day. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1612] 311 M O N T H L Y LABOR R E V IE W . Attitude of Railroad Transportation Organiza tions Toward Federal Compensation.1 B y D . L . C e a s e , E d i t o r , T h e R a i l r o a d T r a i n m a n , O COME before a meeting of this kind at this time and say that the employees of the train, yard, and engine service in the United States are either opposed to or indifferent to a Federal compensation law will appear absurd, and yet so -far as I am able plainly to state the case, that is the fact. Our Canadian members have taken an entirely different position. They have encouraged compensation legislation, the plan has worked in a fairly successful way, and they are trying to make the law of each Province come closer to their ideas of what compensation should be. The position of the transportation organizations toward such com pensation legislation ranges from that of open and determined oppo sition to any form of Federal compensation by the Brotherhood of Railroad Trainmen, which is led by a comparatively small number of men who unquestionably get their inspiration from liability law yers, to that of the apparent indifference of the conductors and fire men to such legislation, and the general support of the Brotherhood of Locomotive Engineers to the Sutherland-Brantlev bill. Aside from the engineers’ organization none of the others, so far as I have knowledge, has any specific plan or is agreed on any particular measure, although in a general way they have declared in favor of compensation. Of the other organizations I do not presume to speak. Naturally there must be a reason for this state of mind. As nearly as I can express what I believe it to be will be to say that when the railroad transportation organizations asked for a Federal compensa tion law they did not really understand just what it meant. They were encouraged to ask for such legislation, and did so, even going to the extent of having the Congress authorize the creation of a Fed eral Compensation Commission by the President, which commission was appointed and gave its best study to the question for two years; it gave its very best legal thought to the drafting of what became known as the Sutherland-Brantley bill. This bill deserved a great deal .more consideration than it ever received from railway em ployees, who accepted the statements of the opposition as true and did not consider the merits of the proposed measure. This bill quite properly was regarded as the best presentation of its kind in admin- T 1 Paper read at the sixth annual meeting of the International Association of Industrial Accident Boards and Commissions, held at Toronto, Canada, Sept. 23-26, 1919. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis [1613] 312 MONTHLY LABOR REVIEW. istration, time, and am ounts th a t up to th a t time had been presented to any of the law-making bodies of this country. A t the final hear ings on the bill the representatives of the organizations agreed w ith it to th a t extent, although they did n o t agree th a t the benefits were sufficient. They did so in good faith, for they had every reason to believe their organizations really w anted a bill, and they were ready to accept the one proposed as the best for a beginning th a t a t th a t time could be proposed. B u t when the measure was presented to the members of their organizations the opposition, inspired wholly by liability lawyers, prejudiced the minds of the m en by calling a tte n tion to the constitutional injustice th a t was about to be perpetrated upon them , which was shown to be in the taking away of the right of the railroad employees to bring suit for injuries received when the employer was a t fault, b u t the opposition did not call attention to the taking away from the railroads the same constitutional right to defend themselves against suit in any instance. This proposed taking away of a constitutional right, even though a t th a t tim e com paratively few railroad employees had the opportunity to exercise it, was accepted as a m ost serious m atte r and w ent far to prejudice the minds of the men against the proposed legislation. They disre garded the disadvantages and the uncertainty of bringing suit, and gave no regard to the certainty of paym ents for disabilities and deaths arising out of the service, regardless of who was a t fault.
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