Full text of State Labor Laws for Women: Hours, Home Work, Prohibited or Regulated Occupations, Seats, Minimum Wage : Women's Bureau Bulletin, No. 144

View original document

The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.

7V<} shrrs

Collide. Library

UNITED STATES DEPARTMENT OF LABOR
WOMEN’S BUREAU
Bulletin No. 144

STATE LABOR LAWS
FOR WOMEN

REVISION OF BULLETIN 98

UNITED STATES DEPARTMENT OF LABOR
FRANCES PERKINS, Secretary

WOMEN’S BUREAU
MARY ANDERSON, Director

STATE LABOR LAWS
FOR WOMEN
Revision of Bulletin 98

HOURS, HOME WORK,
PROHIBITED OR REGULATED OCCUPATIONS,
SEATS, MINIMUM WAGE

By
FLORENCE P. SMITH

|t^NT o>

Bulletin of the Women’s Bureau, No.

144

UNITED STATES
GOVERNMENT PRINTING OFFICE
WASHINGTON : 1937

For sale by the Superintendent of Documents, Washington, D. C,

Price IS cents

CONTENTS
Letter of transmittal___________________________________
Laws regulating hours of laborIIIIIIII""."
Eight-hour laws______________________________ 11-11111111
Eight-and-a-half-hour laws_
Nine-hour laws_________________________________
Ten-hour laws_______ .______________________________
Ten-and-a-quarter, ten-and-a-half, eleven-, and "twelve-hour "laws. "~
Weekly hour laws______________________________________
Laws providing for a day of rest, one shorter workday, time for meals
and rest periods____ ___________________________________
Day of rest, one shorter -workdayII___IIIIII___
Time for meals, rest periods_____________________________
Night-work laws____________________________________
Prohibitory and regulatory laws-I.-IIIIIII"'"
Considered by State_________________________________ I"'
No prohibition or regulationIII.IIII""
One prohibition or regulationI_I
Prohibition or regulation in one State _"_I ~ ~
Prohibition in two StatesI_I_I_I__I
Prohibition or regulation in three StatesIIIIIIIIII
Prohibition or regulation in five States___________________
Prohibition in six States___________________________ III..
Considered by character of prohibition or regulation . __
Mining____________________________________
Lifting or carrying heavy weightsI "I
Core-room regulationsI
Employment before and after childbirthI__ IIIIIII_II
Blanket prohibition___________________________________
Summary_____________________________________ ' I
Seating laws__________________________________
Laws regulating home work________________________ IIIIIII
Minimum-wage laws_______________________________
Index to laws in each State_______________________

Pagd

v1
1

2
2

4
4
4
4
5
5

7
7
7
7

8
8

8
8
8
8

9
9

10
10

10
11
12

CHARTS
I.
II.
III.
IV.
V.

♦

Types of labor laws for women, by State___________ ___ _
Eight-hour and eight-and-a-half-hour laws for women" workers" "III
Nine-hour laws for women workers__________________
Ten-hour laws_____________________________ III_.II____ 1
Ten-and-a-quarter-hour, ten-and-a-half-hour, eleven-hour, and
twelve-hour laws________________________________
VI. Weekly hour laws for women workers
VII. Laws providing for a day of rest, time for meals, and" rest "periods
for women workers..____
VIII. Night-work lawrs for women workers____________________
IX. Home-work laws_____________________________
X. Laws prohibiting or regulating the employment" of" women in
specified occupations or industries, by State
XI. Laws providing seating accommodations for women workers___ II.
XII. Analysis of State minimum-wage ordersI
XIII. Analysis of State minimum-wage laws"... Following

3
18
23
28
31
32
33
SO

70
77
93

LETTER OF TRANSMITTAL
United States Department

Labor,

Women’s Bureau,

Washington, July 1, 1936.
I have the honor to submit a report presenting analyses
of State labor laws for women as of July 1936.
This report is a revision of Bulletin 98 covering legislation as of
December 31, 1931, which has been in such demand that a current
edition is greatly needed. Laws included relate to hours, industrial
home work, prohibited or regulated occupations, seats, and minimum
wage.
This report has been prepared by Florence P. Smith, research
assistant in the Women’s Bureau.
Respectfully submitted.
Mary Anderson, Director.
Hon. Frances Perkins,
Secretary oj Labor.
Madam:

STATE LABOR LAWS FOR WOMEN
July 1936
LAWS REGULATING HOURS OF LABOR

Only four States—Alabama, Florida, Iowa, and West Virginia—
have no law of any sort regulating the working hours of women.
Indiana has but one limitation of hours—that prohibiting the employ
ment of 'women at night in manufacturing. The remaining 43 States
the District of Columbia, and Puerto Rico have definitely forbidden
the employment of women for more than a certain number of hours a
day or week or have penalized all employment beyond certain specified
hours by providing that it must be paid for at an increased rate
In many States, however, the number of industries or occupations
coming under the law is so small as to affect only a small proportion
of all working women in the State. A comparison of the laws will
show that generally the States that have the shortest working day and
week are also the States that regulate the greatest number of indus
tries or occupations.
No State has regulated each industry or occupation by the passage
of all types of hour laws. States that regulate daily hours sometimes
fail to limit the number of weekly hours, to provide for 1 day of rest
m 7, meal periods or rest periods, or to prohibit night work. Few
States have all types of laws. In California, Delaware, Kansas
Massachusetts, New Jersey, Oregon, Pennsylvania, and Wisconsin
there are regulations of these various kinds covering manufacturing
establishments.
Eight-hour laws.

The shortest period to which hours of work are limited is 8 a day
set by the laws of 12 States—Arizona, California, Colorado Kansas’
Montana, Nevada, New Mexico, New York, Oregon, Utah, Wash
es*011’ and Wyoming—and the District of Columbia and Puerto
Rico. The number of industries or occupations included in these
laws varies greatly.
California has the most inclusive legislation. An act of the legisla
ture in that State limits the hours of work strictly to 8 a day and 48 a
week in any manufacturing, mechanical, or mercantile establishment
or industry, laundry, hotel, public lodging house, apartment house,
hospital, barber shop, place of amusement, restaurant, telephone or
telegraph establishment or office, the operation of elevators in office
buildings, or any express or transportation company. In addition to
the industries and occupations covered by this act of the legislature
the hours of work in a number of other industries and occupations

STATE LABOR LAWS FOR WOMEN

have been limited by orders of the industrial welfare commission.
Certain of these orders set a 6-day week and limit to 8 a day and 48
a week the hours of women employed in the dried-fruit-packing
industry, in the nut cracking and sorting industry, as labelers in the
fruit- and vegetable-canning industry, as labelers or office workers in
the fish-canning industry, and as office workers in the citrus packing
and green fruit and vegetable packing industries. Other orders per
mit women in hotels and restaurants and in unclassified occupations
who work 6 hours a day or less to work 7 days a week; and still others
require increased rates of pay for all hours worked beyond the pre
scribed limits or on the seventh day of the week in the fruit and vege
table canning and packing industries, the fish-canning industry, in
general and professional offices, and by specified groups in the motionpicture industry. Thus by a combination of methods of legislation
California limits the hours of work for practically all women workers
except agricultural workers, graduate nurses in hospitals, and domestic
servants.
Although the States in the group under discussion limit daily hours
uniformly to 8, the number of hours a week that a woman may work
varies. Oregon limits the weekly hours to 44 in two occupations;
Arizona, California, Kansas, New York, Utah, Wyoming, the District
of Columbia, and Puerto Rico allow 48 hours of work a week. Nevada
allows 56 hours and New Mexico 48 and 54 hours. The hour laws of
Colorado, Montana, and Washington have no weekly limit, though in
Washington an industrial welfare committee order prescribes a 6-day
week in manufacturing occupations.
Eight-and-a-half-hour laws.

North Dakota, by act of the legislature, provides for a working day
of 8% hours in specified industries and occupations. The law applies
only to towns of 500 or more population and limits the weekly hours
to 48.
Nine-hour laws.

Nineteen States—Arkansas, Connecticut, Idaho, Kansas, Louisiana,
Maine, Massachusetts, Michigan, Missouri, Nebraska, New Mexico,
New York, North Dakota, Ohio, Oklahoma, Oregon, Rhode Island,
Texas, and Wisconsin—limit to 9 hours the working day of women in
specified industries or occupations. Massachusetts, Oregon, and
Rhode Island limit the weekly hours to 48, while Connecticut allows
48 in manufacturing but 52 in mercantile, restaurant, and some other
industries. Kansas allows 49K hours a week in laundries and factories
and 54 in mercantile establishments. Ohio and Wisconsin allow 50
working hours a week, New Mexico allows 56 hours, North Dakota
54 hours in mercantile and 58 in public housekeeping establishments
in towns of less than 500 population. Idaho sets no weekly limit,
and the remaining States allow 54 hours a week.

STATE LABOR LAWS FOR WOMEN

I.—TYPES OF LABOR LAWS FOR WOMEN, BY STATE 1

i
Sag
■a 6oa

Minimum

8 8J 9 10 10} 10} 11 12 44 48 m 50 52 54 55 5( 57 58 60

G
.§&
-Q
© to
as 2^
e cw

Seats

State

Alabama_________
Arizona- .............
Arkansas............... .
California..... ..........
Colorado.................
Connecticut_____
Delaware.-______
Florida.....................
Georgia................ .
Idaho..... ................ .
Illinois............ .........
Indiana..... ..............
Iowa______ _____ _
Kansas__________
Kentucky.............
Louisiana________
Maine__________
Maryland_______
Massachusetts____
Michigan...............
Minnesota.............
Mississippi...........
Missouri_________
Montana............ .
Nebraska........... .
Nevada
New Hampshire...
New Jersey______
New Mexico.. 1
New York
North Carolina___
North Dakota____
Ohio. _ ________
Oklahoma_______
Oregon__________
Pennsylvania.......
Rhode Island____
South Carolina___
South Dakota........
Tennessee...............
Texas..... ..................
Utah.............. ..........
Vermont. _..............
Virginia_________
Washington
West Virginia____
Wisconsin. ............
Wyoming. .............

tH-C

Night
work

Weekly hour limits

Limited
Home wor

Daily hour limits

D ay of res

Chart

t. l-i O

ir
★

ir ■/r
*★

ir
a

*
★
ir

ir
w
3

'ir
ir

*★

Number of
States 12 1 19 14
Dist. of Columbia.
Philippine Islands.
Puerto Rico

2 2 1 1 12

1 2 1 17

4 4 1 2

6 19

16 5 16

47 »17

1 For details of laws see text and succeeding charts.
J Applies to all employees.
* The State attorney general ruled the Minnesota minimum-wage law unconstitutional for adult women
in 1925.
The New York minimum-wage law was declared unconstitutional with respect to mandatory wage
orders for adult women by the Supreme Court of the United States, June 1, 1936.

STATE LABOR LAWS FOR WOMEN

Ten-hour laws.

In this group are found the States of Delaware, Georgia, Illinois,
Kentucky, Maryland, Mississippi, New Jersey, North Carolina,
Oregon, Pennsylvania, South Carolina, South Dakota, Virginia, and
Wisconsin—14 in all. The weekly hours show considerable variation.
New Jersey, Pennsylvania, and South Dakota have the shortest limit,
54 hours a week. Delaware, North Carolina, South Carolina, and
Wisconsin allow 55 hours; Georgia, Kentucky, Maryland, and
Mississippi, 60 hours; Illinois, Oregon, and Virginia hour laws set
no weekly limit. Illinois, however, has a l-day’s-rest-in-7 law, thus
effecting a 60-hour week for women. Two of these States—Oregon
and Wisconsin—limit the hours of the majority of their women work
ers to less than 10 a day and include only a few groups in their 10-hour
laws.
_
The laws in Georgia and South Carolina apply to both men and
women. Mississippi and Oregon, in addition to their laws for
women only, have 10-hour laws that cover both men and women,,
the Oregon" act allowing 3 hours’ overtime daily if time and a half is.
paid.
Ten-and-a-quarter, ten-and-a-half, eleven, and twelve hour laws.

In this miscellaneous group of laws are found the States of New
Hampshire, permitting a 10%-hour day and a 54-hour week; Vermont,,
a 10K-hour day and a 56-hour week; Tennessee, a 10K-hour day and a
57-hour week; Texas, an 11-hour day and a 54-hour week in cleaning
and pressing establishments; North Carolina, an 11-hour day and a.
55-hour week in factories and laundry and cleaning establishments;;
and South Carolina, a 12-hour day and a 60-hour week in mercantile
establishments.
Weekly hour laws.

Five States—Connecticut, Louisiana, Maine, New York, and
Oregon—have legislation supplementing the laws regulating both
daily and weekly hours and limiting only the weekly hours in the case
of certain additional industries or occupations. For these weekly
limits Connecticut specifies 58 hours; Maine and New York, 54 hours;
Louisiana, 60 hours; and Oregon, 48 hours in one occupation and 56
in another.
.
.
One State—Minnesota—does not limit women’s daily hours in any
industry but restricts the week to 54 hours.
LAWS PROVIDING FOR A DAY OF REST, ONE SHORTER
WORKDAY, TIME FOR MEALS, AND REST PERIODS

Twenty-five States, the District of Columbia, Puerto Rico, and
the Philippine Islands have further regulated the hours of working
women by providing for breaks in their employment periods. Except
in the Philippines these laws supplement legislation on the length of
the working day or week. In the States that have industrial com
missions the orders for rest periods, a day of rest, and time for meals
have been issued for specific industries or occupations and have
considered the special conditions that apply to each case.

STATE LABOR LAWS FOR WOMEN

Day of rest, one shorter workday.

Nineteen States—Arizona, Arkansas, California, Connecticut,
Delaware, Illinois, Kansas, Massachusetts, New Hampshire, New
Jersey, New Mexico, New York, North Dakota, Ohio, Oregon,
Pennsylvania, South Carolina, Washington, and Wisconsin—and the
District of Columbia in their labor laws 1 have limited the number of
days that a woman may work in succession, usually to 6 days out of 7.
In Illinois, Massachusetts, New Hampshire, and Wisconsin this lim
itation comes through laws providing 1 day of rest in 7 for men and
women in specified occupations. Connecticut and New York also
have that type of legislation in addition to special provisions for a
6-day week for women.
Arizona allows a 7-day workweek for women if daily hours are not
more than 6. The same is true under the California industrial
welfare orders for hotels and restaurants and unclassified occupations.
For work on the seventh day in seasonal industries and for non
performers in the motion-picture industry, California requires higher
rates of pay. Oregon allows work on 7 days a week in the telegraph
industry, if 1 day does not exceed 6 hours; 14 consecutive workdays
are permitted in the telephone industry outside of Portland, with 1
full day of rest and 1 maximum 6-hour day. For public housekeeping
occupations, Washington will allow 10 consecutive days of work in
emergencies but requires 4 days of rest in any 28-day period; North
Dakota allows not more thaD 28 workdays a month in towns under
500 population.
One shorter workday, in addition to a day of rest each week, is not
required in any State but is optional under the laws of a few States
through provisions allowing daily overtime if the maximum weekly
hours are not exceeded and the week does not exceed 6 days. In
some States 1 shorter day follows of necessity if the maximum daily
hours prescribed in the law are worked; for example, Ohio allows 9
hours a day but Dot more than 50 hours and 6 days a week.
Time for meals, rest periods.

Twenty States—Arkansas, California, Delaware, Indiana, Kansas,
Louisiana, Maine, Maryland, Massachusetts, Nebraska, New Jersey,
New Mexico, New York, North Carolina, North Dakota, Ohio,
Oregon, Pennsylvania, Washington, and Wisconsin—the District of
Columbia, the Philippine Islands, and Puerto Rico have provided
that a period of time varying from 15 minutes to 1 hour must be
allowed for meals or rest.
In 14 States—Arkansas, California, Delaware, Kansas, Maine,
Maryland, Massachusetts, New Jersey, North Carolina, North
Dakota, Oregon, Pennsylvania, Washington, and Wisconsin—the
District of Columbia, and Puerto Rico an interval for meals or rest
must be allowed after a fixed number of working hours, usually 5 or 6.
In addition to this provision, Oregon requires a 10-minute rest period
each half day in mercantile occupations. Maryland and North
Carolina permit 6% consecutive hours of work if the employee is not
allowed to work the remainder of the day and Arkansas, Delaware,
Maine, and the District of Columbia allow &% hours’ work without a
1 Sunday laws, having their origin in the old Puritan “blue laws”, are not considered here.

STATE LABOR LAWS FOR WOMEN

break if employment for the day ends not later than 1:30 p. m. In
Massachusetts, 6% hours are allowed if employment ends not later
than 1 p. m.
Nine hours of rest between workdays is required in Oregon in all
occupations and in Wisconsin in seasonal occupations.
NIGHT-WORK LAWS s

Sixteen States—California, Connecticut, Delaware, Indiana, Kan
sas, Massachusetts, Nebraska, New Jersey, New York, North Dakota,
Ohio, Oregon, Pennsylvania, South Carolina, Washington, and Wis
consin—and Puerto Rico prohibit night work for women in certain
industries or occupations. The laws of three of these States—Indi
ana, Massachusetts, and Pennsylvania—cover manufacturing only,
and in South Carolina the law covers only mercantile establishments.
In Ohio and in Washington only one very small group is covered,
ticket sellers in the former and elevator operators in the latter. In
the remaining 10 States two or more industries or occupations are
included.
_
Maryland and New Hampshire limit the hours that a woman may
work at night to 8, although Maryland allows women to work 10
hours and New Hampshire 10% hours during the day. Delaware,
Kansas, Wisconsin, and Puerto Rico, in addition to prohibiting work
at night in some occupations, limit the night hours in certain other
occupations.
The most common period during which night work is prohibited
is from 10 p. m. to 6 a. m. A few of the States set only an evening
limit after which work is not permitted, and one State—North Da
kota—prohibits work in one industry before 6 a. m. Work is pro
hibited between 6 p. m. and 6 a. m. in the manufacture of textile
goods or leather in Massachusetts and in factories and laundries in
Wisconsin. Modifications are allowed, however, in both States.
Indiana prohibits work in factories between 10 p. m. and 6 a. m. but
will permit work until 12 p. m. in plants operating 2 shifts of not more
than 8 hours each and not more than 5 days a week.
Not only is night-work legislation found in a much smaller number
of States than is legislation limiting the daily and weekly hours of
work, but in many States that have both types of legislation the nightwork laws cover a much smaller group of industries or occupations.
PROHIBITORY AND REGULATORY LAWS 3

A limited number of employments are prohibited to women by
legislation. Most of these are concentrated in the laws of a few
States, and many are prohibited or regulated in not more than one
State. Many of the States have only a single prohibition or regula
tion.1
1 States that have laws that apply only to girls under 21 years of age are not included.
1 In addition to the States, the Philippine Islands have legislation of this character. Act 3071, Session
Laws, 1923, prohibits the employment of women in mines or in any place where explosives are used or man
ufactured, and requires employers to grant to women employed as laborars 30 days' vacation with pay be
fore and 30 days after childbirth.

STATE LABOR LAWS FOR WOMEN

CONSIDERED BY STATE

No prohibition or regulation.

Twenty-two States and the District of Columbia have no legis
lation regulating the conditions under which women may work at any
specific occupation or excluding them from employment at any occu
pation in any industry. These States are Delaware, Florida, Georgia,
Idaho, Iowa, Kansas, Kentucky, Maine, Mississippi, Montana,
Nebraska, Nevada, New Hampshire, New Mexico, North Carolina,
North Dakota, Rhode Island, South Carolina, South Dakota, Ten
nessee, Texas, and West Virginia. Two of these States—Kansas and
North Dakota—have blanket laws declaring it unlawful to employ
women under conditions detrimental to their health or welfare, but
no employment is named in the acts and none is specified by any
authorized agencies.
One prohibition or regulation.

The list of 13 States having a single prohibition or regulation
comprises Alabama, Arkansas, Illinois, Indiana, Maryland, Virginia,
and Wyoming—7 in all—prohibiting only work in mines; Oregon,
prohibiting messenger service; Connecticut and Vermont, requiring
specified unemployed periods for women workers before and after
childbirth; Louisiana, forbidding the cleaning of moving machinery;
California, prohibiting the lifting or carrying of heavy weights, thereby
regulating the conditions under which women work; and Michigan,
with its law relating to work on moving abrasives, which, however,
because of ambiguous wording, has never been enforced and is
considered a dead letter.
Prohibition or regulation in one State.

Prohibitions or regulations occurring in only one State are 24 in
number. Minnesota prohibits the oiling of moving machinery and
Missouri says that no woman shall work between the fixed and
traversing or the traversing parts of any machine in motion by the
action of any mechanical power except the machine she is operating.
In New York, employment in the basements of mercantile stores and
restaurants may be allowed by the commissioner of labor only if the
basements are sufficiently lighted, ventilated, and sanitary. In
Oregon, messenger service is prohibited; in Colorado, work in coke
ovens; in Ohio, work as crossing watchman, express driver, molder,
taxi driver,4 jitney driver, freight or baggage elevator operator, bag
gage handler, freight handler, and workers in blast furnaces, shoeshining parlors, bowling alleys, and pool rooms, and in delivery
service; and in Pennsylvania, handling nitrators in the manufacture
of nitroglycerine, taking down blue beds after the process of lead
corroding, setting up blue beds in the corroding stacks of the Old
Dutch process (unless such buckles or lead plates are used as have
not previously been corroded), operating cranes, work for railroad
corporations as messengers calling train crews, and electric, acetylene,
oxyhydrogen, or other forms of welding and cutting except bench
and machine welding and welding in the manufacture of radio tubes.
4 On Mar. 2, 1928, the prohibition of taxicab driving was declared unconstitutional by a county court of
Ohio.
.

STATE LABOR LAWS FOR WOMEN

These exceptions are permitted provided that the women so employed
wear protective clothing prescribed by the department of labor and
industry and are not permitted to handle cylinders containing gases
or to lift weights of more than 15 pounds.
In Wisconsin, employment in any place used as a disorderly house
or for solicitation or bargaining for immoral purposes, or employment
by any person convicted as a keeper of or an agent for a disorderly
house is prohibited.
Prohibition in two States.

Work in the manufacture of nitro and amido compounds and the
handling of any dry substance or dry compound containing lead in
excess of 2 percent are prohibited in New Jersey and Pennsylvania;
work in smelters is prohibited in Ohio and Utah; trucking, section
work on railroads, and employment as gas or electric meter reader
are prohibited in Ohio and Pennsylvania; and employment as bellhop
is forbidden in Ohio and Washington.
Prohibition or regulation in three States.

Work on certain kinds of moving abrasives is prohibited in New
York and Ohio, though wet grinding may be permitted in New York.
Michigan also has such a law, but because of ambiguity in wording
it has never been enforced. The cleaning of moving machinery is
prohibited in Louisiana, Minnesota, and Missouri.
Prohibition or regulation in five States.

Lifting or carrying heavy weights (other than in core rooms) is
prohibited in California, Massachusetts, Ohio, Pennsylvania, and
Washington; work in quarries is prohibited in Arizona, New York,
Ohio, Oklahoma, and Wisconsin; and core making is regulated in
Massachusetts, Minnesota, New York, Ohio, and Pennsylvania.
Prohibition in six States.

Employment for certain periods before and after childbirth is
prohibited in Connecticut, Massachusetts, Missouri, New York,
Vermont, and Washington.
CONSIDERED BY CHARACTER OF PROHIBITION OR REGULATION

Mining.

Mining as an occupation for women is prohibited in Alabama,
Arizona, Arkansas, Colorado, Illinois, Indiana, Maryland, Missouri,
New York, Ohio, Oklahoma, Pennsylvania, Utah, Virginia, Wash
ington, Wisconsin, and Wyoming—-17 States in all. In seven of
these States, as already indicated, all other occupations are open to
women; in Colorado only one other occupation, work in coke ovens,
is prohibited; and in Arizona and Oklahoma work in quarries is the
only other prohibited employment. (See also footnote 3, p. 6.)
Lifting or carrying heavy weights.

In California, Massachusetts, Ohio, Pennsylvania, and Washington
women are not allowed to perform tasks that involve the lifting or
parrying of heavy weights. In California, boxes, baskets, or other
receptacles weighing with their contents 50 pounds or more must be
equipped with pulleys, casters, or other contrivances so that they
may be easily moved. This regulation applies to mills, workshops,
restaurants, packing, canning, or mercantile establishments, or any

STATE LABOR LAWS FOR WOMEN

other establishments employing women. Massachusetts has a law
similarly worded that designates 75 pounds as the maximum weight.
This law applies to manufacturing or mechanical establishments.
The law in California also provides specifically against the carrying
of any box, tray, or other receptable weighing with its contents 10
pounds or over up or down any stairway or series of stairways that
rise more than 5 feet from the base. Another California regulation
applies to any occupation, trade, or industry, and specifies 25 pounds
as the maximum weight to be lifted or carried.
In Washington women in manufacturing and mercantile establish
ments are not allowed to lift or carry “an excessive burden.” In
Pennsylvania, the industrial board has ruled that women shall not
be required or allowed to lift heavy weights in explosive plants and
that women working at permitted welding and cutting operations
shall not be required or allowed to lift any material weighing more
than 15 pounds. Ohio prohibits employment requiring the frequent
or repeated lifting of weights in excess of 25 pounds.
Core-room regulations.

Regulations regarding the work of women in core rooms have been
set up by five States—Massachusetts, Minnesota, New York, Ohio,
and Pennsylvania. Minnesota prohibits women from placing cores
in ovens or taking them out. Minnesota and New York prohibit the
making or handling of cores, the weight of which, including core box
and plate, exceeds 25 pounds; and a similar restriction in Pennsyl
vania regarding the making or handling of cores specifies 15 pounds
as the maximum weight. Massachusetts forbids the lifting of any
core or cores upon one plate with total cubical contents of more than
1 cubic foot, or total weight of more than 25 pounds, unless assisted
by mechanical appliances that limit to 25 pounds the physical effort
involved. Massachusetts also requires that no woman shall work on
any core with total cubical contents exceeding 2 cubic feet, or with
total weight, including plate and core box or boxes, exceeding 60
pounds. Ohio provides that women employed in core rooms shall not
lift any object weighing more than 25 pounds unless mechanical
means are used that limit the physical effort to 25 pounds. In New
York, Ohio, and Pennsylvania women are not permitted to handle
cores having a temperature of more than 110° F.
Massachusetts, New York, Ohio, and Pennsylvania all require spe
cially constructed partitions between rooms in which core ovens are
located and rooms where cores are made by women, if the making
and the baking of cores are simultaneous operations. Furthermore,
all openings in partitions must be vestibuled with some self-closing
device that will effectually trap gases, fumes, and smoke.
Employment before and after childbirth.

Connecticut, Massachusetts, Missouri, New York, Vermont, and
Washington—six States in all—have legislation prohibiting the em
ployment of women immediately before and after childbirth. In
Massachusetts and Vermont the period during which women shall
not be required to work is 2 weeks before and 4 weeks after child
birth; in Connecticut it is 4 weeks before and 4 weeks after; in Mis
souri, 3 weeks before and 3 weeks after; in New York, 4 weeks after;
and in Washington, 4 months before and 6 weeks after. (See also
footnote 3, p. 6.)

STATE LABOR LAWS FOR WOMEN

Blanket prohibition.

There are several States—Kansas, Michigan, North Dakota, Ore
gon, Washington, and Wisconsin—whose laws in general terms pro
hibit the employment of women under detrimental conditions.
Kansas says that women shall not work in any industry or occupa
tion “under conditions of labor detrimental to their health or wel
fare”; the North Dakota, Oregon, and Washington laws are the same
with the substitution of “morals” for “welfare”; Michigan provides
that no woman “shall be given any task disproportionate to her
strength, nor shall she be employed in any place detrimental to her
morals, her health, or her potential capacity for motherhood”; and
Wisconsin says that no woman shall be employed in any place or at
any employment dangerous or prejudicial to her life, health, safety,
or welfare.
Summary.

In 22 States and the District of Columbia there are no prohibitory
or regulatory laws regarding the employment of women in any spe
cific occupation. One prohibition or regulation only exists in each of
13 States; 2 exist in each of 5 States; 3 in each of 3 States; 4 in each
of 2 States; and in 3 States, respectively, 6, 13, and 23 prohibitions
or regulations are in force.
The occupation from which women are most commonly excluded
by law is mining, which is prohibited in 17 States, 7 of which have
established no other legal bars to women’s employment. Two States
only have long lists of occupations at which women are not permitted
to work and in most of which women in all other States are legally
free to engage. In all, 38 prohibitions or regulations have been set up
by law in 26 States, and of these 23 are concentrated in Ohio, Pennsvlvania, and New Jersey—13 in Ohio only, 5 in Pennsylvania only,
3" in both Ohio and Pennsylvania, and 2 in both New Jersey and
Pennsylvania. The remaining 15 prohibitions or regulations are
scattered over 25 States.
SEATING LAWS

Practically all the States, the District of Columbia, Puerto Rico,
and the Philippine Islands have laws that require some kind of seat
ing accommodations for women workers. In fact, only one State
Mississippi—is without a law of this kind. Florida’s law includes
both male and female employees. In many of the States the laws
apply to all or practically all occupations or industries, in a number
to manufacturing and mercantile establishments, and in a few Ala
bama, Maryland, North Dakota, and South Carolina—only to mer
cantile occupations.
.
Most of the States specify that “suitable” seats shall be provided,
some designate “chairs, stools, or other contrivances”, a few provide
that the seats may be permanent fixtures so adjusted as not to obstruct
the work. One State, however—Kentucky—says that seats that fold
are not a compliance with the law. Regulations in four States—
‘ Kansas—Revised statutes 1923, ch. 44, sec. 640; Michigan—Compiled laws 1929, sec. 8497; North Da
kota-Compiled laws, supplement 1913-25. sec. 396b3; Oregon—Code 1930, v. 3, see. 49-315; Washington—
Remington's Revised Statutes 1931, sec. 7624; Wisconsin—Statutes 1935, sec. 103.06.
. Colorado’s minimum-wage law, inoperative through lack of appropriation, also has a provision of this
type. (Compiled iaws 1921, sec. 4265.)

STATE LAB Oil LAWS FOR WOMEN

Kansas, Minnesota, New York, and Ohio—specify seats with backs;
California, Kansas, and Washington require foot rests, the first and
last named stipulating individually adjustable foot rests; and the same
two States—California and Washington—require adjustable seats at
work tables or machines to permit the position of the worker relative
to her work to be substantially the same whether she is seated or
standing.
Many of the laws do not specify the number of seats to be provided •
a few designate a “reasonable” or “sufficient” number, others require
seats for all female employees or one seat for every two or three
workers.
ihe laws vary little as to the extent to which the seats may bo
used. By far the majority of the laws provide that employees be
permitted to sit when not actively engaged in their duties or when
sitting does not interfere with the proper discharge of duties. Others
specify that the seats may be used as may be necessary, or to such
extent as may be reasonable, or necessary, for the preservation of
health.
LAWS REGULATING HOME WORK

Because women constitute such a large proportion of home workers,
laws either prohibiting or regulating such work as the manufacture of
clothing, trimmings, and tobacco products in rooms or apartments of
tenement or dwelling houses are included in this study. Sixteen
States have laws of this type. Eight of these States—Illinois, Indi
ana, Maryland, Massachusetts, New York, Ohio, Pennsvlvania, and
1 ennessee—have prohibited such work except for immediate mem
bers of a family, and, with the exception of Ohio, have established by
law eertain requirements that must be met before work in homes is
permitted. In general these requirements are for cleanliness, ade
quate lighting and ventilation, and freedom from infectious and con
tagious disease. Similar requirements are made in seven other
States—California, Connecticut, Michigan, Missouri, New Jersey,
Rhode Island, and Wisconsin—which do not restrict work done in a
home to the immediate members of the family.
Requirements of a different character also are made in several
States. In Connecticut, New York, and Rhode Island all home
workers must be certificated. In Maryland, Massachusetts, New Jer
sey, and Pennsylvania a member of the family desiring to do home
work must secure a license to use the premises for such work, while
California, Indiana, Michigan, New Jersey, New York, Pennsylvania,
Rhode Island, and \\ isconsin eight States—require the employer
to be licensed to give out home work. In a few States—Connecticut,
New York, Pennsylvania, Rhode Island, and Wisconsin—labor laws
for women and minors are applicable to home as well as factory
workers.
Michigan prohibits manufacture for other than family use in a
room or apartment used for living purposes or connected with a room
so used that has not a separate and distinct outside entrance. New
Jersey prohibits the manufacture in tenements of dolls and dolls’ and
children’s clothing. New York prohibits the manufacture of food,
dolls, dolls’ clothing, and stuffed animals or other stuffed toys in any
room or apartment in any quarters used for living purposes and,
under authority granted by the law, the State industrial commissioner
81898°—-37---------- 2

STATE LABOE LAWS FOE WOMEN

has prohibited home work in the manufacture of men’s and boys*
outer clothing, except by aged and disabled persons in one branch of
the industry.
.
. _
The sixteenth State regulating industrial home work—Oregon—
provides that no employer shall send any needlecraft work into pri
vate homes, insanitary basements, and buildings or places unsafe on
account of fire risks.
MINIMUM-WAGE LAWS

Seventeen States have minimum-wage laws—California, Colorado,
Connecticut, Illinois, Massachusetts, Minnesota, New Hampshire,
New Jersey, New York, North Dakota, Ohio, Oregon, Rhode Island,
South Dakota, Utah, Washington, and Wisconsin. These laws are
broad in their coverage of industries and, except for South Dakota,
were enacted to apply to women and minors. The Minnesota law,
however, was ruled unconstitutional for adult women by the attorney
general of the State in 1925, and the Supreme Court of the United
States held the New York law unconstitutional with respect to man
datory wage orders for adult women June 1, 1936.6
All the minimum-wage States except South Dakota, where the wage
is fixed in the law itself, provide for the establishment of wage boards
to study the various industries and make recommendations to the State
agencies authorized to fix minimum-wage rates and issue orders.
There are two main types of minimum-wage laws. California,
Colorado, Minnesota, North Dakota, Oregon, Utah, Washington,
and Wisconsin consider the cost of living the basis for determining
wage rates, and minimum-wage orders in these States are mandatory
as soon as effective. For adult women, however, the Wisconsin law
provides against an oppressive wage—a wage lower than reasonable
and adequate compensation for services rendered. Connecticut, Illi
nois, Massachusetts, New Hampshire, New Jersey, New York, Ohio,
and Rhode Island laws provide for establishing minimum fair-wage
rates—wages fairly and reasonably commensurate with the services
rendered. ° Under the terms of these eight laws, wage orders are
directory or non-mandatory—the only penalty for violation being
publicity—for a specified period of months, after which they may be
made mandatory with noncompliance punishable by fine or imprisonmentaws ^ ^ iatter type were adopted in six States in 1933 and
in Rhode Island in 1936. ‘in 1934 Massachusetts, which enacted the
first minimum-wage law in this country in 1912, replaced that non
mandatory law with the newer type. That act, however, was
amended in 1936 following the Supreme Court’s decision invalidating
the New York law, by placing minimum-wage administration in the
department of public health. The minimum-wage commission estab
lished by the new law is composed of the commissioners of public
health, public welfare, and labor and industries, the last named to
act as chairman. Wage orders issued under the law of 1912 as well
as those issued under the act of 1934 are continued in effect.
Because of lack of appropriation the minimum-wage laws m Colo
rado and Utah have never functioned, and New Jersey, which enacted
its law in 1933, made its first appropriation for enforcement m 1936.
• The Supreme Court denied petition for a rehearing of the New York case, Oct 12,1?,3®:5tf/comt^now
Court upheld the Ohio law Nov. 20,1936; the Washington law, upheld by the State Supreme Court, is now
before the United States Supreme Court (Nov. 30. 1936.)

INDEX TO LAWS IN EACH STATE
Alabama:

Page

Prohibited or regulated occupations
Seats

Arizona:

Eight-hour day
18
Forty-eight-hour week
Day of rest
33
Prohibited or regulated occupations
Seats
70

18
68

Arkansas:

Nine-hour day
23
Fifty-four-hour week
23
Day of rest
33
Time for meals, rest periods
33
Prohibited or regulated occupations
Seats
70

California:

Eight-hour day 18-19
Forty-eight-hour week 18-19
Day of rest-------------------------------------------------33-34
Time for meals, rest periods33-34
Night work
50
Home work_______________________________________ _________
58
Prohibited or regulated occupations
68
Seats
70
Minimum wage_______ ____ _______ __________ 77-80 and following 93

Colorado:

Eight-hour day
19
Prohibited or regulated occupations
68
Seats
70
Minimum wage------------------------------------------------------------ Following 93

Connecticut:

Nine-hour day.,
23
Forty-eight-hour week
23
Fifty-two-hour week
23
Fifty-eight-hour week
32
Day of rest
35
Night work
50
Home work58-59
Prohibited or regulated occupations
68
Seats
70
Minimum wage.------------ ----------------------- ------- ------ 80 and following 93

Delaware:

Ten-hour day
28
Fifty-five-hour week
28
Day of rest
35
Time for meals, rest periods
Night work
50
Seats
71

District of Columbia:

Eight-hour day
19
Forty-eight-hour week
19
Day of rest
35
Time for meals, rest periods
Seats
71

Florida:

Seats

Georgia:

Ten-hour day__
Sixty-hour week
Seats,,.,,..,..

30
30
71
13

STATE LABOR LAWS FOR WOMEN

Idaho:
Nine-hour day__________________
Seats__________________________
Illinois:
Ten-hour day___________ ______
Day of rest_____________________
Home work_____________________
Prohibited or regulated occupations.
Seats__________________________
Minimum wage--------------------------Indiana:
Time for meals, rest periods______
Night work__----------------------------Home work____________________
Prohibited or regulated occupations.
Scats__________________________
Iowa:
Seats__________________________
Kansas:
Eight-hour day_________________
Nine-hour day__________________
Forty-eight-hour week----------------Forty-nine-and-a-half-hour week —
Fifty-four-hour week____________
Day of rest____________________
Time for meals, rest periods--------Night work____________________
Seats__________________________
Kentucky:
10-hour day-----------------------------Sixty-hour week________________
Seats__________________________
Louisiana:
Nine-hour day__________________
Fifty-four-hour week____________
Sixty-hour week________________
Time for meals, rest periods--------Prohibited or regulated occupations
Seats__________________________
Maine:
Nine-hour day--------------------------Fifty-four-hour week____________
Time for meals, rest periods--------Seats__________________________
Maryland:
Ten-hour day___________________
Sixty-hour week------------------------Time for meals, rest periods--------Night work____________________
Home work________________ _ —
Prohibited or regulated occupations.
Seats__________________________
Massachusetts:
Nine-hour day__________________
Forty-eight-hour week___________
Day of rest------------------------------Time for meals, rest periods--------Night work____________________
Home work------------------------------Prohibited or regulated occupations
Seats__________________________
Minimum wage-------------------------Michigan:
Nine-hour day__________________
Fifty-four hour week____________
Home work____________________
Prohibited or regulated occupations
Seats________ -________________

Page

_______________
_______________

23
71

.......................
28
_______________
36
__________
55,59
.............................
68
_____ _____
71
80-81 and following 93
_________
36
_______________
50
________________ 55, 59
_________ _____
68
_______________
71
_________

_______________
_______________
_______________
_______________
_______________
_______________
_______________
_______________
_______________

19-20
23-24
19-20
23
24
37-38
36-38
50-51
71

_______________
_______________
_______________

29
29
72

_________
_______________
_______________
_______________
_______________
_______________

24
24
32
38
68
72

_______________
24
________________ 24, 32
_______________
39
_______________
72
_______________
_______________
_______________
_______________
_______________
_______________
_______________

29
29
39
51
55,60
68
72

_____________
24
_______________
24
_______________
40
_______________
39
_______________
51
________________ 56, 60
_______________
68
_______________
72
81-84 and following 93
_______________
25
_______________
25
____________ 56, 60-61
_______________
68
.....................
72

INDEX TO LAWS IN EACH STATE

Minnesota:
Fifty-four-hour week____________
Prohibited or regulated occupations
Seats__________________________
Minimum wage_________________
Mississippi:
Ten-hour day___________________
Sixty-hour week________________
Missouri:
Nine-hour day__________________
Fifty-four-hour week____________
Home work____________________
Prohibited or regulated occupations.
Seats__________________________
Montana:
Eight-hour day_________________
Seats__________________________
Nebraska:
Nine-hour day__________________
Fifty-four-hour week____________
Time for meals, rest periods______
Night work_____________________
Seats__________________________
Nevada:
Eight-hour day_________________
Fifty-six-hour week______________
Seats__________________________
New Hampshire:
Ten-and-a-quarter-hour day______
Fifty-four-hour week_____________
Day of rest_____________________
Night work_____________________
Seats__________________________
Minimum wage_________________
New Jersey:
Ten-hour day___________________
Fifty-four-hour week_____________
Day of rest_____________________
Time for meals, rest periods_______
Night work_____________________
Home work_____________________
Prohibited or regulated occupations.
Seats__________________________
Minimum wage_________________
New Mexico:
Eight-hour day__________________
Nine-hour day__________________
Forty-eight-hour week____________
Fifty-four-hour week_____________
Fifty-six-hour week______________
Day of rest_____________________
Time for meals, rest periods_______
Seats__________________________
New York:
Eight-hour day__________________
Nine-hour day__________________
Forty-eight-hour week____________
Fifty-four-hour week_____________
Day of rest_____________________
Time for meals, rest periods_______
Night work_____________________
Home work_____________________
Prohibited or regulated occupations.
Seats___________________________
Minimum wage__________________

15
Page

............ .........
------------ ---------------------------------84-85 and following
----------------------------

32
68
73
93

29,30
29, 30

------------------------------------------------------------------------ 56,
-----------------------------------------------

25
25
61
68
73

---------- ----------------------------------

20
73

---------------------------------------------------------------------___ _____
-----------

25
25
40
52
73

------------------------------ ---------------------------------------

20
20
73

—---------31
-----------------------31
--------------------------40-41
----------------------52
-----------------------73
— 85 and following 93
......... ................—
29
-----------------------29
41
-----------------------....... .................. —
41
-----------------------52
-------------------------- 56,61
------------------68
-----------------------73
--------------- Following 93
------------- ----------------------....------------------------------------------------------------------------------------------—..........-...........-

20
25
20
20
25
41
41
73

.............................
21
■..............................
25
—..........................
21
------------------------- 25,32
----------------------42
----------------------- 42-43
----------------------52
_________ 56-57,62-63
----------------------68
----------------------74
86-87 and following 93

STATE LABOR LAWS FOR WOMEN

North Carolina:
Ten-hour day.
Eleven-hour day_________________
Fifty-five-hour week_____________
Time for meals, rest periods_______
Seats__________________________
North Dakota:
Eight-and-a-half-hour day------------Nine-hour day---------------------------Forty-eight-hour week___________
Fifty-four-hour week_____________
Fifty-eight-hour week____________
Day of rest_____________________
Time for meals, rest periods---------Night work_____________________
Seats__________________________
Minimum wage-------------------------Ohio:
Nine-hour day__________________
Fifty-hour week________________
Day of rest---------------- --------------Time for meals, rest periods______
Night work____________________
Home work________________ - —
Prohibited or regulated occupations.
Seats__________________________
Minimum wage_________________
Oklahoma:
Nine-hour day__________________
Fifty-four-hour week____________
Prohibited or regulated occupations.
Seats__________________________
Oregon:
Eight-hour day-------------------------Nine-hour day__________________
Ten-hour day___________________
Forty-four-hour week____________
Forty-eight-hour week----------------Fifty-six-hour week_____________
Day of rest-------------------------------Time for meals, rest periods______
Night work____________________
Home work____________________
Prohibited or regulated occupations.
Seats__________________________
Minimum wage_________________
Pennsylvania:
Ten-hour day----------------------------Fifty-four-hour week, ----------------Day of rest_____________________
Time for meals, rest periods--------Night work____________________
Home work__________________ -Prohibited or regulated occupations
Seats__________________________
Philippine Islands:
Time for meals, rest periods______
Seats__________________________
Puerto Rico:
Eight-hour day-------------------------Forty-eight-hour week___________
Time for meals, rest periods---------Night work____________________
Seats__________________________
Rhode Island:
Nine-hour day__________________
Forty-eight-hour week___________
Home

Page

_______________
29
31
______ ________
________________ 29,31
_______________
43
_______________
74
______________
22
_______________ 25-26
_______________
22
_______________
26
_______________
25
__
43-44
.
44-45
_______________
53
_______________
74
87-88 and following 93
_______________
26
__________
26
_
45
...
45
_____________
53
_______________
57
_______________ 68-69
_______________
74
88-89 and following 93
_______________
26
______________
26
_______________
68
_______________ 74-75
______________
21
_______________ 26-27
_______________ 29-30
_____________
21
___________ 26-27,32
_______________
32
__________ 45-47
_______________ 45-47
_______________
53
_______________
57
_______________
68
75
_______________
90-91 and following 93

47
47
54
57, 64
68-69
75
48
75
21
21

48
54
75
27
27
65-66

index to laws

Rhode Island—Continued.
Seats__________________________
Minimum wage_________________
South Carolina:
Ten-hour day__________________
Twelve-hour day________________
Fifty-five-hour week_____________
Sixty-hour week________________
Day of rest____________________
Night work____________________
Seats__________________________
South Dakota:
Ten-hour day___________________
Fifty-four-hour week____________
Seats__________________________
Minimum wage_________________
Tennessee:
Ten-and-a-half-hour day_________
Fifty-seven-hour week___________
Home work____________________
Seats__________________________
Texas:
Nine-hour day__________________
Eleven-hour day________________
I’iftv-four-hour week____________
Seats_____________________
•Utah :
Eight-hour day_________________
Forty-eight-hour week___________
Prohibited or regulated occupations
Seats__________________________
Minimum wage_________________
Vermont:
Ten-and-a-half-hour day_________
Fifty-six-hour week_____________
Prohibited or regulated occupations.
Seats__________________________
Virginia:
Ten-hour day___________________
Prohibited or regulated occupations.
Seats__________________________
Washington:
Eight-hour day_________________
Day of rest_____________________
Time for meals, rest periods______
Night work____________________
Prohibited or regulated occupations.
Seats__________________________
Minimum wage_________________
West Virginia:
Seats__________________________
Wisconsin:
Nine-hour day__________________
Ten-hour day___________________
Fifty-hour week_________________
Fifty-five-hour week_____________
Day of rest_____________________
Time for meals, rest periods_______
Night work_____________________
Home work_____________________
Prohibited or regulated occupations.
Seats__________________________
Minimum wage_________________
Wyoming:
Eight-hour day__________________
Forty-eight-hour week____________
Prohibited or regulated occupations.
Seats__________________________

each state

Page

-----------75
-------------Following 93
—.............
---------------------______________
_______________
---------------------------------------------------------

30
31
30
31
48
54
75

--------------------30
---------------------30
---------------------75
----- 91 and following 93
........ ............
31
.. ..............
31
_______________ 57,66
---------------------75
------------27
-----------------—
31
----------------------- 27,31
______________
76
........ ............... ..
------------------------------------------------------------------------ Following

22
22
68
76
93

______________
-------------------------................. ..
______________

31
31
68
76

---------------------------------------------------

30
68
76

______________
22
_______________ 48-49
______________ 48-49
............................
54
______________
68
_______________

91-92 and following 93
______________

______________ 27-28
--------------------30
....................
27-28
_________
30
--------------------49
--------------------49
______________ 54-55
-------------------67
--------------------68
______________
77
92-93 and following 93
_____________
--------------------------------------...........................

22
22
68
77

Chart

II.—EIGHT-HOUR AND EIGHT-AND-A-HALF-HOUR LAWS FOR WOMEN WORKERS

PART A.—EIGHT-HOUR LAWS i
State
Arizona:

Session laws 1931, eh. 14..

48 hoursJ-

Industrial welfare commission orders nos.
5a, 6a, 7a, 8a, 11a, 15a, 1923; 3a, 1929.

48 hours, 6 days..

Ibid., nos. 6a and 8a, 1923.

8 hours (basic), 48
hours (basic), 6
days (basic).

Ibid., no. 3a, 1929..

8 hours (basic), 48
hours (basic), 6
days (basic).

Ibid., nos. 10a and 12a, 1923.

48 hours, 6 days..

Occupations or industries specified and employees covered

Any labor. (Females 18 and over.) Exceptions: Domestic
work; nurses; telephone or telegraph office or exchange
and railroad yard office employing 3 or fewer women; har
vesting, curing, canning, or drying of perishable fruits or
vegetables during period necessary to save products from
spoiling; women working 6 hours a day or less may work 7
days a week.

48 hours, 6 days.

General laws (Deering) 1931, Act 3456.

Overtime

In emergencies more than 8 hours a day may be
worked if 1H times the minimum rate is paid
for all hours up to 12 and double said rate for all
hours in excess of 12; and if IH times the mini
mum rate is paid for the first 8 hours of the day
of rest and double this rate and a quarter for all
hours over 8.
In emergencies more than 8 hours a day may be
worked if 1J4 times the rate paid in regular
time is paid for all hours up to 12 and double the
regular rate is paid for all hours in excess of 12;
and if IH times the regular rate is paid for the
first 8 hours of the day of rest and double said
rate and a quarter for all hours over 8.

Manufacturing, mechanical, or mercantile establishment
or industry, laundry, hotel, public lodging house, apart
ment house, hospital, barber shop, place of amusement,
restaurant, telegraph or telephone establishment or office;
the operation of elevators in office buildings; any express
or transportation company. (Women 18 and over.)
Exceptions: Graduate nurses in hospitals; the harvesting,
curing, canning, or drying of any variety of perishable
fruit, fish, or vegetable during period necessary to save
products from spoiling.
Mercantile industry; labeling and office work in the fish
canning industry; laundry and dry-cleaning industry;
dried-fruit packing industry; office work in the citrus
packing and green fruit and vegetable packing industries;
manufacturing industry; nut cracking and sorting in
dustry; labeling in the fruit and vegetable canning m_
dustry. (Women; minors under 18.)
Fish-canning industry and citrus packing and green fruit
and vegetable packing industries. (W omen 18 and over.)
Exceptions: Office work; labeling in the fish-canning in
dustry. (See preceding paragraph.)

Fruit and vegetable canning industry. (Women 18 and
over.) Exception: Labeling. (See paragraph next pre
ceding.)

Unclassified occupations (women; minors under 18); hotels
and restaurants (all females). Exceptions: Adult
women working 6 hours a day or less may be employed
7 days a week.

-4

STA TE LA BO R LAW S FO R W O M EN

California:

Weekly limit

8 hours (basic), 6
days (basic).

Ibid., no. 17, 1931.

8 hours (basic), 48
hours (basic), 6
days (basic).

Ibid., no. 9a, 1933.

48 hours.

Colorado:

Compiled laws 1921, secs. 4184, 4272.
District of Columbia:

Code 1929, p. 181, sec. 21.

48 hours, 6 days.

Kansas:

Commission of labor and industry order
no. 4, 1936.

48 hours.

In emergencies overtime may be worked if time
and one-quarter is paid for all hours over 8 and
up to 10, time and one-half for all hours over 10
and up to 12, time and three-quarters for all
hours over 12 and up to 14, and double time for
all hours over 14 and up to 16. Work is per
mitted on the seventh day if the first 8 hours or
fraction thereof are paid for at time and onehalf of one-sixth of the weekly wage and each
additional 2 hours or fraction thereof at an addi
tional one-half of one-sixth of the weekly wage.
In emergencies more than 8 hours a day may be
worked if 1H times the regular rate is paid for
all hours up to 12 and double that rate for all
hours in excess of 12, and if 1J4 times the regu
lar rate is paid for the first 8 hours on the day
of rest and double that rate for all hours over 8.
In emergencies females over 18, not subject to
8-hour law and receiving $30 or more a week
may be employed more than 48 hours.
In emergencies females over 18, not subject to
8-hour law and receiving less than $30 a week,
may be employed more than 48 hours if paid
1H times the regular rate for all emergency
work.

Motion-picture industry—extras, i. e., women who act, sing,
dance, or otherwise perform at a wage of not more than $15
a day or $65 a week. (Women 18 and over.)

Industrial commission may allow overtime in
cases of emergency, provided the minimum
wage is increased.

Manufacturing, mechanical, or mercantile establishment,
laundry, hotel, or restaurant. (Females 16 and over.)

Motion-picture industry—women 18 and over employed
at not more than $40 a week who do not act, sing, dance,
or otherwise perform.

General and professional offices.

(Women; minors under

Manufacturing, mechanical, or mercantile establishment,
laundry, hotel, restaurant, telegraph or telephone estab
lishment or office, or express or transportation company.
(All females.)

Public housekeeping occupations, i. e., the work of wait
resses in restaurants, hotel dining rooms, and boarding
houses; attendants at ice-cream parlors, soda fountains,
light-lunch stands, steam-table or counter work in
cafeterias and delicatessens where freshly cooked foods
are served, and confectionery stores where lunches are
served; chambermaids in hotels, lodging and boarding
houses, and hospitals; janitresses, car cleaners, and
kitchen workers in hotels, restaurants, and hospitals;
elevator operators, and cigar-stand and cashier girls
connected with such establishments. (Women; minors
under 18.)
i S^SdayS-oDf-re?t la^plS™1 commission order limitinSthe working hours of women on street railways to 8 a day, but no women are employed in such a capacity in Wisconsin.

EIGHT-HOUR AND EIGHT-AND-A-HALF-HOUR LAWS

Ibid., no. 16a, 1931.

Chart II.—EIGHT-HOUR

AND EIGHT-AND-A-HALF-H0UR LAWS FOR WOMEN WORKERS—Continued
PART A.—EIGHT-HOUR LAWS—Continued

State
Kansas— C o ntinued.

Ibid., no. 5, 1936-

Overtime

Weekly limit

Telephone operators.

Retail stores: 10 hours a day may be worked
during the week before Christmas.

Revised codes 1921, sec. 3076.
-Nevada:

Compiled laws (Hillyer) 1929, sec. 2790.

New Mexico:

Manufacturing, mechanical, or mercantile establishment,
telephone exchange room, or office, or telegraph office,
laundry, hotel, or restaurant. (All females.)
Manufacturing, mechanical, or mercantile establishment,
laundry, hotel, public lodging house, apartment house,
place of amusement, restaurant, or express or transporta
tion company. (Females 18 and over.) Exceptions:
Nurses, or nurses in training in hospitals; harvesting,
curing, canning, or drying of perishable fruits or vege
tables.

56 hours.

Session laws 1933, ch. 148.

48 hours, 6 days.— 2 hours weekly in emergencies if time and onehalf is paid.

Idem.

48 hours, 7 days.— Allowed in emergencies resulting from fire, flood,
storm, epidemic of sickness, or other like
causes.

Idem.

54 hours, 7 days.

(Women; minors under 18.)

Telephone employees other than operators. (Women;
minors under 18.) Exceptions: Small exchange having
not more than 2 operators on duty at one time; exchange
located in residence and operated by agent and members
of the household; cases of emergency.

.do.

Industrial or mercantile establishment, laundry, hotel,
restaurant, cafe or eating house, place of amusement,
public utility business, office (as stenographer, book
keeper, clerk, or in other clerical work). (Females 16
and over.) Exceptions: Females engaged in interstate
commerce where the working hours are regulated by any
act of Congress of the United States; hospitals, sanitari
ums, registered or practical nurses, midwives, domestic
servants.
Telephone or telegraph office where hours of work are
between 7 a. m. and 10 p. m. (Females 16 and over.)
Exceptions: Establishments where 5 or fewer operators
are employed; females engaged in interstate commerce
where the working hours are regulated by any act of
Congress of the United States.
Telephone or telegraph office where the hours of work are
between 10 p. m. and 7 a. m. (Females 16 and over.)
Exceptions: Establishments where 5 or fewer operators are
employed; females engaged in interstate commerce where
the working hours are regulated by any act of Congress
of the United States.

ST A T E

8 hours (basic), 6
days (basic).
48 hours—...............

-Montana:

Occupations or industries specified and employees covered

>
W
o
w
tr1

5
00
1*1

o
W
3
og
5S

New York:

Cahill’s Consolidated Laws 1930, ch. 32,
sec. 2; Cumulative Supplement 1931-35,
ch. 32, sec. 172.

EIGHT-HOUR AND E1GHT-AND-A-HALF-HOUR LAWS

48 hours, 6 days... In order to make one short day of not more than Factory, i. e., mill, workshop, or other manufacturing
4H hours, 10 hours may be worked on one day
establishment; laundry. (Females over 16.)
in the week, and 9 hours on any of the remain
ing 4 days provided the weekly hours do not
exceed 48.
Cahill’s Consolidated Laws 1930, ch. 32, ................................... From June 15 to Oct. 15,10 hours a day, 60 hours
Establishments canning perishable products. (Females
sec. 173; industrial code rule no. 1, amend
and 6 days a week may be worked.
over 18.)
ed 1932.
In emergencies or rush periods between June 25
and Aug. 5, 12 hours a day, 66 hours, 6 days a
week may be worked if employer secures per
mit each year from industrial commissioner
and complies with specified regulations. Ex
ception: Work requiring constant standing.
Cahill’s Consolidated Laws 1930, ch. 32, 48 hours, 6 days... (a) 10 hours may be worked on one day of the
Mercantile establishments. (Females over 16.) Excep
sec. 181; Cumulative Supplement 1931-35,
week in order to make one or more shorter
tions: Dec. 18-24, inclusive; writers or reporters in
ch. 32, sec. 181.
work days that week. Two periods a year
newspaper offices and duly licensed pharmacists may be
are permitted for taking inventory, each
employed 7 days a week.
period not to exceed 1 week’s duration nor a
total of 6 hours.
(6) 10 hours may be worked on one day of the
week and 9 hours on any of 4 other days pro
vided that the sixth day does not exceed 4^6
hours and the week 48 hours. Two periods a
year are permitted for taking inventory, each
period not to exceed 1 week’s duration nor a
total of 5 hours.
Every employer must notify the commissioner
of labor annually of his choice between (a)
and (6) and must not change his election more
than twice in any calendar year.
Oregon:
State welfare commission order, 1934...
44 hours, 6 days... 9 hours a day, 48 hours a wreek may be worked Needlecraft occupations, i. e., designing, cutting, stitching,
for 2 periods during the year not to exceed 6
weaving, knitting, hemstitching, altering, etc., whether
weeks each.
by hand or by machine, of materials for clothing, wearing
apparel, upholstery, tents, awnings, bags, and draperies.
(Women 18 and over.)
Ibid., order, 1934_.
44 hours, 6 days... 9 hours a day if 1H times the regular rate is paid Laundry, cleaning and dyeing occupations, i. e., work in all
for time over 8 hours.
places where 2 or more persons are engaged in washing,
cleaning or dyeing clothing, washable and cleanable
materials, directly or indirectly connected with such
place of business; work in the process of receiving, mark
ing, washing, cleaning, dyeing and ironing, and distribu
tion of washable and cleanable materials. (Women 18
and over.)
Puerto Rico:
Session laws 1930, Act 28.
48 hours................... 9 hours a day if double time is paid and the maxi Any lucrative occupation. (Women over 16.) Exceptions:
mum weekly hours are not exceeded.
Telephone operators, telegraphers, artists, nurses, or
domestics.

Chart II.—EIGHT-HOUR AND EIGHT-AND-A-IIALF-HOUR LAWS FOR WOMEN WORKERS—Continued
PART A.—EIGHT-HOUR LAWS—Continued
State

Weekly limit

Utah:

Occupations or industries specified and employees covered

Daily overtime permitted in emergencies when
life or property is in imminent danger.

Manufacturing, mechanical, or mercantile establishment,
laundry, hotel, restaurant, telegraph or telephone estab
lishment, hospital, office, or any express or transportation
company. (Females 18 and over.) Exceptions: Packing
or canning of perishable fruits or vegetables; manufacture
of containers of same during packing season.

Washington:

Remington’s Revised Statutes 1931, sec.
7651.

Mechanical or mercantile, establishment, laundry, hotel,
or restaurant. (Females 18 and over.) Exceptions: Har
vesting, packing, curing, canning, or drying perishable
fruits or vegetables; canning fish or shellfish.
Manufacturing occupations, trades, or industries. (Wom
en 18 and over.)

Industrial welfare committee order no. 29,
1921.
Wyoming:

Revised statutes 1931, sec. 63-113; session
laws 1933, ch. 114.

Allowed when an emergency exists, if time and
one-half is paid for every hour of overtime in
any 1 day.

Manufacturing, mechanical, or mercantile establishment,
laundry, hotel, public lodging house, apartment house,
place of amusement, restaurant. (Females 16 and over.)

PART B.—EIGHT-AND-A-HALF-HOUR LAWS
North Dakota:

48 hours, 6 days... 10 hours a day, 7 days a w’eek, permitted in emer
gencies provided weekly hour limit is not
exceeded. An emergency is defined to exist
in the case of sickness ol more than 1 female
employee, for the protection of human life, in
the case of the holding of banquets, conven
tions, celebrations, sessions of the State legis
lature or where a female is employed as reporter
in any of the courts of the State.

Manufacturing, mechanical, or mercantile establishment,
laundry, hotel or restaurant, telephone, or telegraph
establishment or office, express or transportation com
pany. (Females 16 and over.) Exceptions: Villages or
towns of less than 500 population; rural telephone ex
changes; small telephone exchanges and telegraph offices
where special rules are established.

3 For public housekeeping occupations the industrial welfare committee has set minimum-wage rates for an 8-hour day and a 48-hour week and, with certain modifications, has
provided a 6-day week. (See day-of-rest chart, pp. 48-49.) Sec. 2494, Remington’s Revised Statutes 1932, makes it a misdemeanor to conduct, perform, or employ any labor on
Sunday, except works of necessity or charity or specified businesses including the serving of meals. Where this and the 8-hour law both are applied maximum weekly hours for
women are 48.

STA TE LABOR LAW S FO R W OM EN

Overtime

Chart III.—NINE-HOUR LAWS FOR WOMEN WORKERS
State

Weekly limit

Overtime

Arkansas:
Digest of the statutes 1921, sec. 7114; supple
ment 1927, sec. 7109; session laws 1935,
ch. 150.
'

Occupations or industries specified and employees covered

54 hours, 6 days— Any industry handling products, such as can
ning factories and candy factories where it can
be shown beyond question of doubt that ob
servance of the law would work irreparable
injury, may be permitted by the industrial
welfare commission to work overtime 90 days
a year, if time and one-half is paid for all hours
over 9 a day.
Industrial welfare commission order, 1919.. 54 hours, 6 days.................... ......................... ...............................

Hotel or restaurant.

General statutes 1930, sec. 2363; supplement
1931-1935, p. 702, sec. 1598c.

Manufacturing (including laundry) or mechanical estab
lishment. (All females.)

Connecticut:

48 hours___ _____

Idaho:

Code 1932, sec. 43-707....................................... .

Kansas:

Commission of labor and industry order
no. 1, 1936.
Ibid., no. 2, 1936.

49% hours.

2% hours a week allowed if daily hours are not
exceeded.

(All females.)

Mercantile establishment other than manufacturing or
mechanical. (All females.) Exception: December 17 to 25,
if employer grants at least 7 holidays with pay annually.
Public restaurant, cafe, dining room, barber shop, hair
dressing or manicuring establishment, or photograph
gallery. (All females.) Exception: Hotels.
Mechanical or mercantile establishment, laundry, hotel or
restaurant, telegraph or telephone establishment, office,
express or transportation company. (Females 16 and
over.) Exceptions: Harvesting, packing, curing, canning,
or drying perishable fruits or vegetables.
Laundry occupations, i. e., work in laundry, dyeing, dry
cleaning, and pressing establishments. (Women; minors
under 18.)
Manufacturing occupations, i. e., all processes in the pro
duction of commodities, including work in florists' shops,
and candy-making departments of confectionery stores
and bakeries. (Women; minors 16 and under 18.) Ex
ceptions: Millinery workrooms, dressmaking establish
ments, hemstitching and button shops, and the altera
tion, drapery, and upholstery departments of mercantile
establishments may obtain permission from the women’s
division of the commission of labor and industry to
operate under the mercantile order.

49% hours, 6 days. 4% hours a week allowed in case of emergency.
In seasonal industries handling perishable
food products, such as canneries, creameries,
condenseries, and poultry houses, the full
amount of overtime is allowed for 6 weeks
during their peak season or for 2 periods a year
not to exceed 3 weeks each: Cream testers may
work 6y2 days a week between May 1 and
Sept. 1, if weekly hours do not exceed 54. In a
poultry dressing and packing business, during
the season from Oct. 15 to Dec. 24, 11 hours a
day and 58 hours a week are permitted for 4 of
the 6 weeks’ peak season and 11 hours a day and
60 hours a week for the remaining 2 weeks, pro
vided l of these latter weeks falls between Nov.
1 and Thanksgiving Day and the other be
tween Thanksgiving Day and Christmas.
I
1 Secs. 17-2503 to 17-2506, Idaho code 1932, make it unlawful to keep open any business on Sunday, except specified kinds including hotels and restaurants.
Where this and the
9-hour law both are applied maximum weekly hours for women are 54.

NINE-HOUR la w s

In cases of emergency and of seasonal or peak de
mand, 10 hours a day and 55 hours a week may
be permitted by the department of labor.
Cumulative supplement to general statutes 52 hours, 6 days— 10 hours may be worked on 1 day in the week in
1931-1935, p. 702, sec. 1599c.
order to make 1 shorter work day during such
week.
Ibid., p. 704, sec. 1605c....................................... 52 hours, 6 days... 10 hours may be worked on 1 day in the week
provided weekly maximum is not exceeded.

Manufacturing, mechanical, or mercantile establishment,
laundry, express or transportation company. (Females
16 and over.) Exceptions: Cotton factories; gathering of
fruits or farm products; railroad companies whose hours
are regulated by Federal laws; women in executive or
managerial capacity whose weekly salaries are $35 or
more, upon permit from industrial welfare commission.

bO
CO

Chart III.—NINE-HOUR LAWS FOR WOMEN WORKERS—Continued
Weekly limit

State
Kansas—Continued.

54 hours, 6 days... 10-hour working day allowed once a week, pro
vided maximum weekly hours are not ex
ceeded.

Ibid., no. 3, 1936..

Louisiana:

54 hours..

General statutes (Dart) 1932, secs.
4322.

Revised statutes 1930, ch. 54, sec. 27; session
laws 1931, ch. 144.

Massachusetts:

General laws 1932, ch. 149, sec. 1; session
laws 1935, ch. 200; 1936, ch. 78.

10 hours daily, 60 hours weekly, permitted in
emergencies in packing plants, canning plants,
and factories handling fruits, sea foods, vege
tables, and perishable foods.

54 hours...

In order to make 1 shorter day a week, overtime
is permitted if the maximum weekly hours
are not exceeded.

48 hours a.

In manufacturing establishments and hotels
where employment is determined by the de
partment of labor and industries to be sea
sonal, 52 hours a week are allowed if average
for year does not exceed 48 hours a week.
In extraordinary emergencies overtime is al
lowed in public service or other businesses re
quiring shifts.
Overtime may be permitted to make up time
lost on a previous day of the same week, due
to stoppage of machinery on which worker is
dependent, provided stoppage is not less than
30 consecutive minutes.

Occupations or industries specified and employees covered

Mercantile occupations, i. e., work in establishments
operated for the purpose of trade in the purchase or sale
of any goods or merchandise, including the sales force,
wrapping employees, auditing and checking force, ship
pers in the mail-order department, the receiving, mark
ing, and stockroom employees, sheet-music saleswomen
and demonstrators, and all employees in such establish
ments in any way directly connected with the sale, pur
chase, and disposition of goods, wares, and merchandise.
(Women; minors 16 and under 18.) Exceptions: Regu
larly registered pharmacists.
Mill, factory, mine, packing house, manufacturing estab
lishment, workshop, laundry, millinery or dressmaking
store, mercantile establishment, hotel, restaurant, theater,
concert hall, in or about any place of amusement where
intoxicating liquors are made or sold, in any bowling
alley, bootblacking establishment, freight or passenger
elevator, in the transmission or distribution of messages,
whether telegraph or telephone or any other messages,
or merchandise, or in any other occupation whatsoever.
(Females 16 and over.) Exceptions: Store or mercantile
establishment on Saturday nights, in which more than
5 persons are employed; mercantile establishment, cafe
or restaurant situated and operated outside of any munic
ipality, or within any town or village of fewer than 2,500
inhabitants; telegraph office; agricultural pursuits.
Workshop, factory, manufacturing or mechanical establish
ment. (Females 16 and over.) Exceptions: Manufac
turing establishment or business, the materials and
products of which are perishable; public service in cases of
emergency or extraordinary public requirement.
Factory or workshop, or any manufacturing, mechanical,
or mercantile establishment (including premises used
for a restaurant or for publicly providing and serving
meals; premises used in connection with cleansing, dye
ing, laundering, or pressing fabrics or wearing apparel),
telegraph office or telephone exchange (including a switch
board operator in a private exchange), express or trans
portation company, laundry, hotel, manicuring or hair
dressing establishment, motion-picture theater, or as an
elevator operator. (Women; minors 16 and under 18.)
Exceptions: Persons employed in a supervisory capacity
or serving exclusively as personal secretaries; domestic
service; farm labor.

>
F

>
W
O

§
GO

FOR WOMEN

Maine:

Overtime

Michigan:

Compiled laws 1929, sec. 8324.

54 hours.

10 hours a day are permitted if the weekly hours
are not exceeded.

Missouri:

Revised statutes 1929, sec. 13210.

54 hours.

Nebraska:

Cumulative supplement to compiled stat
utes 1933, sec. 48-205.

54 hours.

New Mexico:

Statutes 1929, secs. 80-203, 80-206, 80-208.

56 hours.

New York:

Cahill’s Consolidated Laws 1930, ch. 32,
sec. 182; Cumulative Supplement 1931-35,
ch. 32, sec. 182.

Cahill’s Consolidated Laws, 1930, ch. 32,
sec. 183.
Ibid., sec. 184„_...........................................

In emergencies 4 hours a week if time and onehalf is paid and the total hours of labor for a
7-day week do not exceed 60.

54 hours, 6 days.

54 hours, 6 days.
54 hours, 6 days.

North Dakota:

Minimum wage department order no. 1,
1932.

2 See day-of-rest law. d. 40.

58 hours.

In case of emergency temporary suspension or
modification may be permitted by the depart
ment of agriculture and labor.

Factory, mill, warehouse, workshop, quarry, clothing,
dressmaking, or millinery establishment, or any place
where the manufacture of any kind of goods is carried on,
or where any goods are prepared for manufacturing; any
laundry, store, shop, or other mercantile establishment,
office, restaurant, theater, concert hall, music hall, hotel,
hospital, or operating an elevator, or on street or electric
railways. (All females; boys under 18.) Exceptions:
Preserving and shipping perishable goods in fruit and
vegetable canning or fruit-packing establishments; stu
dent and graduate nurses in hospitals or nurses in fraternal
or charitable homes.
Manufacturing, mechanical, or mercantile establishment,
factory, workshop, laundry, bakery, restaurant, place of
amusement, stenographic or clerical work of any character
in the above industries, express, transportation, or publicutility business, common carrier, or public institution.
(Females 16 and over.) Exceptions: Establishments can
ning or packing perishable farm products in places of less
than 10,000 population for 90 days annually; telephone
companies; towns having a population of 3,000 or less.
Manufacturing, mechanical, or mercantile establishment,
laundry, hotel, restaurant, office, or public-service corpo
ration in metropolitan cities and cities of the first class.
(Females 16 and over.)
Express, transportation, or any common carrier. (Females
16 and over.) Exceptions: Females engaged in interstate
commerce where the working hours are regulated by any
act of Congress of the United States.
Work in or in connection with restaurants in cities having a
population of 50,000 inhabitants or more. (Females over
16. Exceptions: Singers and performers, attendants in
ladies’ cloakrooms and parlors, employees in or in connec
tion with the dining rooms and kitchens of hotels or in
connection with employees’ lunchrooms or restaurants.
Care, custody, or operation of any freight or passenger ele
vator. (Females over 18.)
Conductor or guard on any street surface, electric, subway,
or elevated railroad. (Females over 21. Under 21,
employment prohibited—see. 146.)
Public housekeeping occupations in towns of less than 500
population, i. e., the work of waitresses in restaurants,
hotel dining rooms, boarding houses; attendants at ice
cream and light-lunch stands and steam-table or counter
work in cafeterias and delicatessens where freshly cooked
foods are served; chambermaids in hotels, lodging houses,
boarding houses, and hospitals; janitresses, car cleaners,
kitchen workers in hotels, restaurants, and hospitals; and
elevator operators. (Women 18 and over.)

mi
a
o

s
>
*
CP

G«

Chaet III.—NINE-HOUR LAWS FOR WOMEN WORKERS—Continued
Weekly limit

State
North Dakota- Continued.

Ibid., no. 3, 1932................

Page’s Code 1932, sec. 1008_

Oklahoma:

Statutes 1931, secs. 10847-10848.

Oregon:

State welfare commission orders nos. 39, 40,
and 42, 1931; unnumbered order, 1934

54 hours..

In case of emergency temporary suspension or
modification may be permitted by the depart
ment of agriculture and labor.

50 hours, 6 days.

Mercantile establishments: 10 hours on Saturday.

54 hours..

48 hours, 6 days.

Telephone operators in time of disaster or epi
demic if consent of employee is secured and
double time paid. Hotel and restaurant em
ployees in emergencies may work 1 hour over
time a day if consent of employee is secured and
double time paid.

Occupations or industries specified and employees covered

Mercantile occupations in towns of less than 500 population,
i. e., work in establishments operated for the purpose oj
trade in the purchase or sale of any goods or merchandise,
including the sales force, wrapping force, auditing or
checking force, shippers in the mail-order department,
the receiving, marking, and stockroom employees, and all
other women. (Women 18 and over.) Exception:
Women who perform office duties solely.
Factory, workshop, telephone or telegraph office, millinery
or dressmaking establishment, or restaurant; the distribu
tion or transmission of messages; in or on any interurban
or street-railway car; in any mercantile establishment
located in any city; or as ticket sellers or elevator opererators. (Females over 18.) Exception: Canneries or
establishments preparing perishable goods during the
canning season.
Manufacturing, mechanical, or mercantile establishment,
laundry, bakery, hotel, restaurant, office building, ware
house, telegraph or telephone establishment or office,
printing establishment, book bindery, theater, show
house, place of amusement, or any other establishment.
(Females 16 and over.) Exceptions: Registered pharma
cists, nurses, agricultural or domestic service; towns or
cities of less than 5,000; establishments employing fewer
than 5 females.
Manufacturing occupations, i. e., all processes in the produc
tion of commodities, including work in dressmaking
shops, wholesale millinery houses, workrooms of retail
millinery shops, and in the drapery and furniture-cover
ing workrooms, garment alteration, art needlework, fur
garment making, and millinery workrooms in mercantile
stores, and the candy-making department of retail candy
stores, and of restaurants. (Women 18 and over.) Exceptions: Fruit and vegetable drying, canning, preserving,
and packing establishments. (No. 39.)
.
Personal service occupations, i. e., manicuring, hairdressing,
barbering, and other work of like nature; the work of
ushers in theaters. (Women 18 and over.) (No. 40.)
Telephone occupations in the city of Portland. (Women
18 and over.) Exception: Commission may exempt ex
changes employing fewer than 10 operators from 6-day
week provision. (No. 42.)

STA TE

Ohio:

Overtime

t-*
K
w

o
w
tr1

so
*1

oa
3
og
a

48 hours..................

Ibid., no. 45, 1931..

48 hours............. ...

81898®— 37

Ibid., nos. 42 and 43, 1931.
Ibid., no. 43, 1931...............

Rhode Island:

Session laws 1929, ch. 1316; 1936, ch. 2426___ 48 hours............... .

In order to make a 5-day week, 9% hours a day
may be worked.

Texas:

Complete statutes 1928, revised civil stat
utes, arts. 5168-5170; supplement 1931,
art. 5172; session laws 1933, ch. 114.

54 hours

In case of extraordinary emergencies longer hours
may be worked with consent of employee, but
for such hours double time must be paid;
laundries may work 11 hours a day, provided
weekly maximum is not exceeded and double
time is paid for all hours over 9 a day; woolen,
worsted, and cotton mills and factories making
articles out of cotton goods may work 10 hours
daily, 60 hours weekly, if double time is paid
for all hours over 9 a day.

Wisconsin:

Statutes 1935, secs. 103.01-103.02; industrial
commission order no. 6,1918.

50 hours......... ......... 10 hours a day may be worked during emergency
periods of not more than 4 weeks a year, if time
and one-half is paid and weekly hours do not
exceed 55.

Factory, manufacturing, mechanical, business, or mercan
tile establishment. (Women; minors 16 and under 18.)
Exception: Women working by shifts during different
periods or parts of the day in the employ of a public
utility.
Factory, mine, mill, workshop, mechanical or mercantile
establishment, laundry, hotel, restaurant, rooming
house, theater, moving-picture show, barber shop,
beauty shop, roadside drink- or food-vending establish
ment, telegraph, telephone, or other office, express or
transportation company, State institution, or any other
establishment, institution, or enterprise where females
are employed. (Females 15 and over.) Exceptions:
Stenographers; pharmacists; superintendents, matrons,
nurses, and attendants employed by, in, and about
orphans' homes that are charitable institutions, not run
for profit, and not operated by the State; cleaning and
pressing establishments; mercantile establishments and
telephone or telegraph companies in rural districts and
in towns of less than 3,000 population.
Place of employment, i. e., any manufactory, mechanical or
mercantile establishment, beauty parlor, laundry,
restaurant, confectionery store, telegraph or telephone
office or exchange, or express or transportation establish
ment. (Females 16 and over; 18 and over in cigar manu
facture.) Exceptions: Registered pharmacists and assist
ant Dharmacists.

N IN E -H O U R L A W S

to
^4

Chart III.—NINE-HOUR LAWS FOR WOMEN WORKERS—Continued
State

Weekly limit

Overtime

Wisconsin—Continued.

Occupations or industries specified and employees covered

Factories canning peas.

Industrial commission order relating to
factories canning peas, 1936.

Industrial commission order relating to
factories canning beans, cherries, corn,
strawberries, tomatoes, or spinach, 1936.

are permitted during season of the actual
canning of the product. In emergencies, 10
hours a day, 60 hours a week, may be worked
by women over 17 years of age, on not more
than 8 days during the season, if llA times the
minimum rate is paid for all hours in excess of
9 a day.

Chart

(Temales over 16.)

Factories canning beans, cherries, corn, strawberries,
tomatoes, or spinach. (Females over 16.)

IV.—TEN-HOUR LAWS

PART A—FOR WOMEN WORKERS
State

Weekly limit

Overtime

Delaware:

Session laws 1917, ch. 230 55 hours, 6 days... 12 hours on 1 day of each week provided weekly
maximum is not exceeded.

.Illinois:

Revised statutes (Smith-Hurd) 1931, ch. 48,
sec. 5.

Occupations or industries specified and employees covered

Mercantile, mechanical, or manufacturing establishment,
laundry, baking, or printing establishment, telephone
and telegraph office or exchange, restaurant, hotel, place
of amusement, dressmaking establishment, or office.
(Females 16 and over.) Exceptions: Canning or pre
serving or preparation for canning or preserving of perish
able fruits or vegetables.
Mechanical or mercantile establishment, factory, laundry,
hotel, restaurant, telegraph or telephone establishment or
office thereof, place of amusement, express or transporta
tion or public-utility business, common carrier, or public
institution. (Females 16 and over.)

STA TE LA BO R LA W S FO R W O M EN

are permitted during season of the actual
canning of the product. In emergencies, 11
hours a day, 60 hours a week, may be worked
by women over 17 years of age, on not more
than 8 days during the season, if 1J^ times the
minimum rate is paid for all hours in excess of
9 a day.

Kentucky:

Carroll’s Statutes, 1930, sec. 4866b-2_

60 hours..

Laundry, bakery, factory, workshop, store or mercantile,
manufacturing or mechanical establishment, hotel,
restaurant, or telephone exchange or telegraph office.
(Females 16 and over.)

Maryland:

Annotated code (Bagby) 1924, art. 100,
sec. 54.

60 hours..

2 hours on Saturdays, Christmas Eve, and the 5
working days before Christmas Eve in retail
mercantile establishments outside of the city
of Baltimore, if two rest periods of not less than
1 hour each are granted on each day overtime
is worked and if 9 hours constitute the maxi
mum day during the remainder of the year.

60 hours._

Permitted in cases of emergency or public
necessity.

Laundry, millinery, dressmaking store, office, mercantile
establishment, theater, telegraph or telephone office,
or any other occupation. (All females.) Exception:
Domestic servants.

Mississippi:

Code 1930, sec. 4653-

New Jersey:

54 hours, 6 days..

Manufacturing or mercantile establishment, bakery,
laundry, or restaurant. (Females 16 and over.) Ex
ceptions: Canneries engaged in packing a perishable
product, such as fruits or vegetables; hotels, or any other
continuous business where working hours do not exceed
8 a day.

55 hours..

North Carolina:

Code (Michie) 1935, sec. 6554(a)..

Oregon:

Code 1930, v. 3, sec. 49-322 2_____ ________

Allowed if time and one-half is paid for all work
in excess of 10 hours a day.

Pennsylvania:

Statutes 1920, secs. 13540-13542; department
of labor and industry rule W-10, 1934.

54 hours, 6 days..

1 See day-of-rest law, p. 36.
?Je£°° 9ode fls?.sets
commission establishing shorter hours in the same industries,
laundry, hotel, restaurant, telegraph or telep.
variety of perishable fruit, vegetable, or fish.

Canneries, driers, or packing plants.
over.)

TEN-HOUR la w s

Cumulative supplement to compiled stat
utes 1911-24, sec. 107-137c (1).

(Women 18 and

2 hours on not more than 3 days of a week in
which a legal holiday occurs if the maximum
weekly hours are not exceeded.

10 »

Any establishment, i. e., any place where work is done for
compensation of any sort to whomever payable. (Fe
males 18 and over.) Exceptions: Nurses in hospitals,
work in private homes, farming, canning of fruit and
vegetable products.
1
Private home which, through contract with telephone,
company, is used as an exchange becomes an establish
ment. (Females 18 and over.) Exception: Night work,,
when done by members of contracting family or bona
fide household need not be limited as to hours if a general,
average of at least 6 hours’ rest during the night is possible.
{
week, in certain industries, but this provision in fact is superseded by orders of the State welfare

01 bfi on \
mu.__, ■
—------- >-------. ^
1
uiueia ui but? oiauj wen art
office,2or
express or^transportatwn'iMmpML^and^xempt^b^vS^SgfpSdSn™
racing,Tantdngford^yingrf'any

/Qoo —t.

to
CO-

Chart

IV.—.TEN-HOUR LAWS—Continued

PART A.—FOR WOMEN WORKERS—Continued
State

Weekly limit

South Dakota:

L-oue

sec. iouo—-------------------------------

Occupations or industries specified and employees covered

12 hours a day may be worked on the 5 days
preceding Christmas.

Any employer or other person having control. (All fe
males.) Exceptions: Farm laborers, domestic servants,
telegraph- and telephone operators, persons engaged in
the care of live stock.
Factory, workshop, laundry, restaurant, mercantile or
manufacturing establishment. (Females 16 and over.)
Exceptions: Bookkeepers, stenographers, cashiers, or
office assistants; factories packing fruits or vegetables;
mercantile establishments in towns of fewer than 2,000
inhabitants or in country districts.
Hotels. (Females 16 and over.)

(3)

Wisconsin:

Statutes 1935, sec. 103.02--------------------------PART B —FOR ALL EMPLOYEES
Georgia:

Mississippi:

Oregon:
South Carolina:

Not more than 10 days allowed to make up lost
time caused by accidents or other unavoidable
circumstances. Permitted to work regularly
more than 10 hours a day provided weekly
hours are not exceeded.
30 minutes daily for the first 5 days of the week,
the additional time so worked to be deducted
from the last day of the week; persons em
ployed at night work only are permitted to
work 111-4 hours on the first 5 nights of the
week and 3H hours on Saturday night pro
vided weekly hours do not exceed 60. In
definite overtime allowed in cases of emergency
or where public necessity requires.
3 hours a day permitted if time and one-half is
paid for all w’ork in excess of 10 hours.
60 hours of overtime permitted in the calendar
year to make up time lost by accident or other
unavoidable cause, but such time must be
made up within 3 months after it is incurred.

Cotton or woolen manufacturing establishments. (All
employees.) Exceptions: Engineers, firemen, watchmen,
mechanics, teamsters, yard employees, clerical force,
cleaners, repairmen.
Mill, cannery, workshop, factory, or manufacturing estab
lishment. (All employees 16 and over.) Exceptions:
Railroads or other public-service corporations; persons,
firms, or corporations handling or converting perishable
agricultural products in season and who work adult
male labor only; fruit or vegetable canneries.

Mill, factory, or manufacturing establishment. (All
persons.)
Cotton and woolen manufacturing establishments engaged
in the manufacture of yarns, cloth, hosiery, and other
products of merchandise. (All employees.) Exceptions:
Mechanics, engineers, firemen, watchmen, teamsters,
yard employees, and clerical force.

3 Session laws 1932, ch. 328, prohibits work on Sunday except in specified businesses and “work of necessity or charity.” Where this and the hour law both are applied maximum
legal hours for womenare 60 a week.
i See order ofTheTiState" welfare commission applying to manufacturing establishments, p. 26 of this bulletin.
10-hour-day limit does not apply at night.
<1.. day-of-rest
j-----e—4. i—
nhjuran
t~i a«
“For
night running 55 hours per week.
*. See
law t------for women
and children,
p. 48.

STA TE LA BO R LA W S FO R W O M EN

Virginia:

Overtime

Chart

V.—TEN-AND-A-QUARTER-HOUR, TEN-AND-A-HALF-HOUR, ELEVEN-HOUR, AND TWELVE-HOUR LAWS
PART A.—TEN-AND-A-QUARTER-HOUR LAW FOR WOMEN WORKERS

State

Weekly limit

Overtime

Occupations or industries specified and employees covered

New Hampshire:

Public laws 1926, ch. 176, secs. 14-18..............

PART B.—TEN-AND-A-HALF-HOUR LAWS FOR WOMEN WORKERS
lennessce:

Code 1932, secs. 5322- 5324..................................

Workshops or factories, i. e., manufacturing, mills, mechan
ical, electrical, mercantile, art, and laundering establish
ments, printing, telegraph, and telephone offices, depart
ment stores, or any kind of establishment wherein labor
is employed or machinery used. (Females 16 and over.)
Exceptions: Domestic service, agricultural pursuits, fruit
and vegetable canneries.
Mine or quarry, manufacturing or mechanical establish
ment. (Females; minors between 16 and 18.) Exception:
In any manufacturing establishment or business the
materials and products of which are perishable, the
commissioner of industries, with the approval of the
governor, may suspend the law for a period not to exceed
2 months in any 1 year.

Vermont:

Public laws 1933. secs. 6587, 6598 _

PART C.—ELEVEN-HOUR LAWS FOR WOMEN WORKERS
North Carolina:

Code (Michie) 1935, sec. 6554..

55 hours___ _____

Texas:

Session laws 1933, ch. 114.

54 hours................ .

Laundry, dry-cleaning establishment, pressing club,
workshop, factory, manufacturing establishment, mill.
(Females over 16.) Exceptions: Seasonal industries in
their process of conditioning and of preserving perish
able or semi perishable commodities; agricultural work.
Cleaning and pressing establishment. (Females 15 and
over.)

LAWS OF MORE THAN 10 HOURS

PART D.-TWELVE-HOUR LAW FOR WOMEN WORKERS
South Carolina:
Code 1932, sec. 1478_________________ ____

1 See day-of-rest law, p. 48.

60 hours

........ .

Mercantile establishments.

(All females.)

Chart VI—WEEKLY HOUR LAWS FOR WOMEN WORKERS
Weekly limit

State
Connecticut:

General statutes 1930, sec. 5197----------

Louisiana:

General statutes (Dart) 1932, sec. 4322.

Session laws 1931, ch. 144-----------------

Minnesota:

Mason’s Statutes, 1936 supplement,
4126-2 to 4126-10.

I'Jew York:

Cahill’s Consolidated Laws 1930, ch. 32,
sec. 185.

Oregon:

Telegraph office; mercantile establishment, cafe, or res
taurant situated and operated outside of any munici
pality or within any town or village of fewer than 2.500
inhabitants. (Females 16 and over.)

60 hours..

Telephone exchange employing more than 3 operators,
mercantile establishment, store, restaurant, laundry,
telegraph office, or express or transportation company.
(All females.) Exceptions: Dec. 17-24, inclusive; milli
nery shops or stores on the 8 days prior to Easter Sunday;
public service in cases of emergency or extraordinary
public requirement.

54 hours..

54 hours, 6 days.

State welfare commission order no. 44,1931..

48 hours, 6 days.

Ibid., no. 48,1931.

56 hours..

Bowling alley, shoe-shining establishment, billiard or pool
room. (All females.)

58 hours..

54 hours..

Occupations or industries specified and employees covered

Allowed in case of emergency in which safety,
health, morals or welfare of the public may
otherwise be affected; industrial commission
may, under special rules, allow longer hours
during emergency periods not exceeding 4
weeks in the aggregate in any calendar year.

Public housekeeping, manufacturing, mechanical, mer
cantile or laundry occupation, or telephone operator.
(Females 16 and over.) Exceptions: Telephone operators
in towns under 1,500 population; night employees who
are at their place of employment not more than 12 hours
and have opportunity for at least 4 hours’ sleep; preserv
ing perishable fruits, grains, or vegetables, if employment
does not last more than 75 days in any 1 year; industrial
commission, upon application of employer, may for
cause shown, exempt any employer or class of employers
from the provisions of the act.
Messenger for a telegraph or messenger company in the
distribution, transmission, or delivery of goods or mes
sages. (Females over 21. Under 21, employment pro
hibited—sec. 146.)
Office occupations, i. e., the work of stenographers, b<x>kkeepers, typists, billing clerks, filing clerks, cashiers,
checkers, invoicers, comptometer operators, auditors,
attendants in physicians’ or dentists’ offices, and all
kinds of clerical work. (Women 18 and over.)
Student nurses. (Women.)

STATE LABOR LAWS FOR WOMEN

Maine:

Overtime

OJ
fcO

Chart VII.—LAWS PROVIDING FOB A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN WORKERS
State

Day of rest

Time for meals

Rest periods

Occupations or industries .specified and
employees covered

Session laws 1931, ch. 14. Every employer shall provide for
1 full day of rest a week. Adult
women working 6 hours or less
a day may be employed 7 days

Any labor. (All females.) Exceptions:
Domestic workers; nurses; telephone
or telegraph office or exchange or
railroad yard office employing 3 or
fewer women.

,Arkansas:

Digest of the statutes
1921, secs. 7104, 7114;
session laws 1935, ch.
150.

No female shall be employed more
than 6 days in any 1 week.

Industrial welfare com
mission order, 1919.

No female shall be employed more
than 6 days in any 1 week.

Industrial welfare com
mission orders nos. 5a,
6a, 7a, 8a, 11a, 15a,
1923; 3a, 1929.

No employer shall employ or
suffer or permit work more than
6 days in any 1 week.

(California:

.Ibid., nos. 6a and 8a, 1923. Every woman shall be entitled
to 1 day's rest in 7. Exception:
Emergencies if 1H times the
minimum rate is paid for the
first 8 hours and double said
rate and one-quarter for all hours
over 8.
Ibid., no. 3a, 1929Every woman shall be entited to
1 day’s rest in 7. Exception:
Emergencies if 1H times the
minimum rate is paid for the
first 8 hours and double said
rate and one-quarter for all hours
over 8.

Time allowed for noon luncheon
shall not be less than % of an
hour.

No female shall be employed or
permitted to work more than 6
hours continuously without an
interval of at least % of an hour.
Exceptions:6H hours’continuous
labor if employment ends not
later than 1:30 o'clock in the
afternoon and the worker is dis
missed for the remainder of the
day; establishments employ
ing fewer than 3 females.

Manufacturing, mechanical, or mer
cantile establishment; laundry; ex
press or transportation company.
(All females.) Exceptions: Cotton
factories; the gathering of fruits or
farm products; railroad companies
whose hours are regulated by Fed
eral laws.

Hotel or restaurant. (All females.)
(See order no. 18 below)__

(See order no. 18 below)..

.do.

-do.

_do_

_do.

Mercantile industry; labeling and
office work in the fish-canning in
dustry; laundry and dry cleaning in
dustry; dried-fruit packing industry
and office work in the citrus packing
and green fruit and vegetable pack
ing industries; manufacturing in
dustry; nut cracking and sorting in
dustry; labeling in the fruit and vege
table canning industry. (Women;
minors under 18.)
Fish-canning industry; citrus packing
and green fruit and vegetable packing
industries. (Women 18 and over.)
Exceptions: Office work; labeling in
the fish-canning industry. (See pre
ceding paragraph.)
Fruit and vegetable canning industry.
(Women 18 and over.) Exception:
Labeling. (See paragraph next pre
ceding.)

DAY OF REST, TIME FOR MEALS, AND REST PERIODS

Arizona:

CO
CO

Chart VII.—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN

WORKERS—Continued

State

Day of rest

•California—Continued.

Ibid., no. 9a, 1933---------Every employer shall provide for 1
full day of rest a week. Excep
tions: Adult women working 6
hours or less a day may be em
ployed 7 days a week.

-Ibid., no. 16a, 1931_____

-Ibid., no. 17, 1931.

No employer shall employ any
woman to work more than 6
days in any 1 week, except in
emergencies.
Every woman
shall be entitled to 1 day's rest
in 7. Exceptions: Emergencies
if 1)4 times the regular rate is
paid for the first 8 hours and
double the regular rate for all
hours over 8.

Ibid., no. 18,1931.

•General laws (Deering)
•1931, Act 4718.

Every person employed shall be
entitled to 1 day’s rest in 7. Un
lawful for employer to cause any
employee to work more than 6
days in 7. Exception: Any case
of emergency.

Rest periods

A meal period of H hour after not
more than 5 hours' employ
ment must be given.

(See Time for meals).

Not less than )4 hour nor more
than 1 hours.

A meal period shall be provided
not later than 5)4 hours after an
extra is told to and does report
for employment.

Every woman shall be entitled to
at least 1 hour for meals. The
meal period shall be not less than
30 minutes nor more than 1)4
hours.

No woman shall be permitted to
work an excessive number of
hours without a meal period.

Women and minors are entitled
to at least 1 hour for meals.
They are not permitted to re
turn to work in less than )4 hour.

No woman or minor shall be per
mitted to work an excessive
number of hours without a meal
period.

Occupations or industries specified and
employees covered

General and professional offices. (Wom
en; minors under 18.)
Unclassified occupations. (Women;
minors under 18.) Hotels and res
taurants. (All females.)
Motion-picture industry—extras, i. e.,
women or minors who act, sing,
dance, or otherwise perform at a wage
of not more than $15 a day or $65 a
week. (Women; minors under 18.)
Motion-picture industry—women 18
and over employed at not more than
$40 a week who do not act, sing, dance,
or otherwise perform.

Any occupation, trade, or industry.
(Women; minors under 21.)
Any occupation of labor.
ployees.)

(All em

STA TE LABOR LAW S FO R W O M EN

Ibid., nos. 10a and 12a,
1923.

Time for meals

Connecticut:

No female shall be employed more
than 6 days in 1 week.

General statutes 1930,
sec. 6297.

No person shall require or permit
any employee to do any work of
his occupation on Sunday, un
less relieved of work for 1 full
regular working day during the
6 days next ensuing. Exception:
Cases of emergency.

Mercantile establishment, public res
taurant, cafe, dining room, barber
shop, hair-dressing or manicuring
establishment, or photograph gal
lery.
(All females.) Exceptions:
Dec. 17 to 25 in mercantile establish
ments if employer grants at least 7
holidays with pay annually; hotels.
Any commercial occupation or the
work of any industrial process. (All
employees.) Exceptions: Farm or
personal service; druggists; watch
men; superintendents or managers;
janitors; persons engaged solely in
transportation; sale or delivery of
milk, food, or newspapers; commer
cial occupations or industrial proc
esses which by their nature are re
quired to be continuous; necessary
work of inspection, repair, or care of
any manufacturing or other plant or
of any merchandise or stock.

Delaware:

Session laws 1917, ch. 230- No female shall be employed more
than 6 days in any 1 calendar
week.

Not less than 30 minutes shall be
allowed for the midday or eve
ning meal. (See Best periods.)

No female shall be employed or
permitted to work more than 6
hours continuously without an
interval of at least H of an hour.
Exception: 6H hours’ contin
uous labor if employment ends
not later than 1:30 o’clock in the
afternoon and the worker is dis
missed for the remainder of the
day.

Mercantile, mechanical, or manufaeuring establishment; laundry; baking
or printing establishment; telephone
and telegraph office or exchange;
restaurant; hotel; place of amusement;
dressmaking establishment; or office.
(All females.) Exceptions: Canning
or preserving or preparation for can
ning or preserving of perishable fruits
or vegetables.

(See Best periods).

No female shall be employed or
permitted to work more than 6
hours continuously without an
interval of at reast % hour.
Exceptions: 6M hours’ continu
ous labor if such employment
ends not later than 1:30 o’clock in
the afternoon and the worker is
dismissed for the remainder of
the day; establishments in which
fewer than 3 females are em
ployed.

Manufacturing, mechanical, or mer
cantile establishment, laundry, hotel,
restaurant, telegraph, or telephone
establishment or office, express or
transportation company. (All fe
males.)

District of Columbia:

Code 1929, p. 181, secs.
21, 23.

No female shall be employed more
than 6 days in any 1 week.

r>AY OS' REST, TIME TOR MEALS, AND REST PERIODS

Cumulative supplement
to general statutes
1931-1935, p. 702, sec.
1599c; p. 704, sec. 1605c.

Chart VII.—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
WORKERS—Continued

State

Day of rest

Time for meals

Occupations or industries specified and
employees covered

Rest periods

Illinois:

Annotated statutes
(Burns) 1926, secs. 9416,
9419.

Kansas:

Commission of labor and
industry order no. 1,
1936.

Manufacturing or mercantile establish
ment, mine, quarry, laundry, reno
vating works, bakery, printing office.
(All employees.)

Not less than 60 minutes shall be
allowed for the noonday meal.
Exception: In special cases the
chief inspector may permit a
shorter time.
Relief for lunch shall be 1 hour.
Exception: Women’s division of
the commission of labor and in
dustry on application of both
employer and employees may
reduce this period to H hour.

No female may be permitted to
work more than G consecutive
hours without relief for meals.

Laundry occupations, i. e., work in
laundry, dyeing, dry-cleaning, and
pressing establishments. (Women;
minors under 18.)

>
tr1
W
O
W

t
FO R W OM EN

Factory (including laundry and clean
ing plant), mercantile establishment,
transportation or public service com
pany, restaurant, theater, freight or
passenger elevator. (All employees.)
Exceptions: Janitors, watchmen, su
perintendents, or foremen; employees
engaged for not more than 3 hours on
Sunday setting sponges in bakeries,
caring for live animals, maintaining
fires or electrical current, or neces
sary repairs to boilers, machinery,
equipment or power; dairies, cream
eries, milk condenseries, milk powder
factories, milk sugar factories, milk
shipping stations, butter and cheese
factories, oleomargarine factories,
milk chocolate factories, plants
manufacturing ice cream or ice cream
mix, and milk bottling plants, where
not more than 7 persons are em
ployed.

Session laws 1935, p. 839 _ Every employer shall allow at
least 24 consecutive hours of rest
in every calendar week.

Indiana:

CO
C2

Ibid., no. 2, 1936.

Ibid., no. 4, 1936.

No woman or minor shall be em
ployed for more than 6 days in
any 1 week.

The meal relief shall be not less
than 45 minutes. Exceptions:
Commission of labor and indus
try may grant a shorter lunch
period in any particular indus
try; if the industry is operated
on an 8-hour basis, the lunch
period shall be not less than 30
minutes.

Not more than 5 hours shall be
worked in any 1 period without
relief for meals.

Relief for meals to be 1 Pour. Ex
ception: The women’s division
of the commission of labor and
industry, on application of both
employer and employees, may
reduce this period to 45 minutes.

No woman or minor shall be em
ployed for more than 5 hours
without relief for meals.

Relief for meals shall be not less
than 20 minutes.

No woman or minor shall be per
mitted to work for more than 5
hours without relief for meals.

Manufacturing occupations, i. e., all
processes in the production of com
modities, including work in florists’
shops, and candy-making depart
ments of confectionery stores and
bakeries. (Women; minors 16 and
under 18.) Exceptions: Millinery
workrooms, dressmaking establish
ments, hemstitching and button
shops, and the alteration, drapery,
and upholstery departments of mer
cantile establishments may obtain
permission from the women’s divi
sion of the commission of labor and
industry to operate under the mer
cantile order.
Mercantile occupations, i. e., work in
establishments operated for the pur
pose of trade in the purchase or sale of
any goods or merchandise, including
the sales force, wrapping employees,
auditing and checking force, shippers
in the mail-order department, the
receiving, marking, and stockroom
employees, sheet-music saleswomen
and demonstrators, and all employees
in such establishments in any way
directly connected with the sale, pur
chase, and disposition of goods,
wares, and merchandise. (Women;
minors 16 and under 18.) Excep
tion: Regularly registered pharma
cists.
Public housekeeping occupations, i. e.,
the work of waitresses in restaurants,
hotel dining rooms, and boarding
houses; attendants at ice-cream par
lors, soda fountains, light-lunch
stands, steam-table or counter work
in cafeterias and delicatessens where
freshly cooked foods are served, and
confectionery stores where lunches
are served; chambermaids in hotels,
lodging, and boarding houses, and
hospitals; janitresses, car cleaners,
and kitchen workers in hotels, res
taurants, and hospitals; elevator oper
ators and cigar-stand and cashier
girls connected with such establish
ments. (Women; minors under 18.)

d
O

R E S T , T IM E F O R M E A L S , A N D R E S T P E R IO D S

Ibid., no. 3, 1936.

Employment of women and
minors shall be limited to 6 days
a week.

CO
-4

Chart VIL—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
WORKERS—Continued
Day of rest

State

KansasContinued.
Ibid., no. 5,1936—

Ibid., secs. 4319, 4322.

Not less than 1 hour between 10
a. m. and 3 p. m. shall be al
lowed clerks for their mid-day
meal, lunch, or recreation.

Ibid., sec. 4382.

Occupations or industries specified and
employees covered

Telephone operators.
nors under 18.)

(Women; mi

All persons, firms, or corporations doing
business at retail. (All females.)
Mill, factory, mine, packing house,
manufacturing establishment, work
shop, laundry, millinery or dress
making store, mercantile establish
ment, hotel, restaurant, theater, con
cert hall, in or about any place of
amusement where intoxicating liq
uors are made or sold, in any bowlingalley, bootblacking establishment,
freight or passenger elevator, in the
transmission or distribution of mes
sages, whether telegraph or telephone
or any other messages, or merchan
dise, or in any other occupation
whatsoever. (Females 16 and over.)
Exceptions: Agricultural pursuits;
store or mercantile establishment on
Saturday nights in which more than
5 persons are employed.
All proprietors, firms, or corporations
doing business at retail in cities of
more than 50,000 inhabitants. (All
clerks.)
'

STA TE LA BO R LA W S FO R W O M EN

Not less than 30 minutes for lunch (See Time for meals),
or recreation shall be allowed
each day between the hours of
10 a. m. and 3 p. m.
1 hour shall be allowed each day for____do-------------------dinner. Exception: In case twothirds of employees so desire, 30
minutes only may be allowed.

General statutes (Dart)
1932, sec. 4354.

The day’s work shall be per
formed in 2 shifts, 1 of which
shall not exceed 5 hours. Ex
ception: Night operators regu
larly employed after 11 p. m.

6 days shall constitute a basic
week.

Louisiana:

Rest periods

Time for meals

CO
00

Maine:

Revised statutes 1930,
ch. 54, secs. 24, 27; ses
sion laws 1931, ch. 144.

Annotated code (Bagby)
1924, art. 100, sec. 54.

(See Rest periods).

Massachusetts:

General laws 1932, ch.
149, secs. 1, 100-101.

No woman or child shall be em
ployed more than 6 hours at 1
time without an interval of at
least 45 minutes for a meal.
Exceptions: 6J4 hours at any 1
time if such employment ends
not later than 1 o’clock in the
afternoon and the worker is dis
missed for the remainder of the
day; 7H hours at any 1 time if
worker is allowed sufficient op
portunity to eat lunch on duty,
and if such employment ends
not later than 2 o’clock in the
afternoon and the worker is dis
missed for the remainder of the
day.

No female shall be employed or
permitted to work more than
6 hours continuously without
an interval of at least 1 hour.
Exceptions: OH hours’ continu
ous labor if employment ends
not later than 1:30 o’clock in the
afternoon and the worker is dis
missed for the remainder of the
day.

Workshop, factory, manufacturing or
mechanical establishment, telephone
exchange, mercantile establishment,
store, restaurant, laundry, telegraph
office, or express or transportation
company in which 3 or more females
are employed. (All females.) Ex
ceptions: Public service in cases of
emergency or extraordinary public
requirement; manufacturing estab
lishment or business, the materials
and products of which are perish
able; telephone exchange where the
operator at night is not required to
operate the switchboard continu
ously, but is able to sleep the major
part of the night.

No female shall be employed or
permitted to work more than
6 hours continuously without
an interval of at least half an
hour. Exceptions: 6H hours’
continuous labor if employee is
not permitted to work during
the remainder of the day.
Females shall have at least 2 rest
intervals of not less than 1 hour
each.

Manufacturing, mechanical, mercan
tile, printing, baking, or laundering
establishment. (All females.) Ex
ceptions: Establishments employing
fewer than 3 females; canning, pre
serving, or preparing for canning or
preserving of perishable fruits and
vegetables.
Retail mercantile establishments out
side of the city of Baltimore: Women
employed 12 hours on Saturdays,
Christmas Eve, and the 5 working
days preceding Christmas Eve. (All
females.)

(See Time for meals)

Factory or workshop in which 5 or more
women or persons under 18 years of
age are employed. (Women; minors
under 18.) Exceptions: Iron works,
glass works, paper mills, letterpress
establishments, print works, bleach
ing works, dyeing works, or contin
uous processes exempted by the de
partment of labor and industries with
the approval of the Governor.

O
>
O
w
GO

H
T IM E F O R M E A L S , A N D R E S T P E R IO D S

Maryland:

(See Rest periods)

OO
CO

Chart VII.—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
WORKERS—Continued

Day of rest

Massachuset ts:—Contd.
Ibid., secs. 1, 47, 49; ses
sion laws 1935, ch. 423;
1936, ch. 78.

Every employee shall be allowed
24 consecutive hours of rest in
every 7 consecutive days.

Nebraska:

Cumulative supplement
to compiled statutes
1933, sec. 48-215.

New Hampshire:

Session laws 1933, ch. 130. _ Every employer shall allow 24 con
secutive hours of rest in every 7
consecutive days.

Time for meals

Rest periods

Occupations or industries specified and
employees covered

Manufacturing or mercantile establish
ment, including premises used for a
restaurant or for publicly providing
and serving meals; premises used in
connection with cleansing, dyeing,
laundering, or pressing fabrics or
wearing apparel. (All employees.)
Exceptions: Manufacture or distribu
tion of gas, electricity, milk, or water;
hotels, restaurants, drug stores, liv
ery stables, or garages; transportation,
sale, or delivery of food; janitors;
employees whose duties include no
work on Sunday other than (1) set
ting sponges in bakeries, (2) caring
for live animals, (3) caring for ma
chinery; preparation, printing, pub
lication, sale, or delivery of news
papers; farm or personal service; any
labor called for by an emergency that
could not reasonably be anticipated.
Not less than 30 minutes shall be
allowed for lunch.

Assembling plant, workshop, or me
chanical establishment. (All em
ployees.)
Manufacturing or mercantile establish
ment, commercial occupation, indus
trial process. (All employees.) Ex
ceptions: Transportation, communi
cation; manufacture or distribution
of gas, electricity, milk, or w'ater;
hotels, restaurants, drug stores,
livery stables, garages; transporta
tion, sale, or delivery of food; janitors,
watchmen, firemen employed at sta
tionary plants, or caretakers; em
ployees whose duties on Sunday in
clude only setting sponges in baker
ies, caring for live animals, or caring

STA TE LA BO R LAW S FO R W O M EN

State

^
°

New Jersey:

Cumulative supplement
to compiled statutes
1911-1924, sec. 107137C (1).

No female shall be employed,
allowed, or permitted to work
more than 6 days in any 1 week.

Ibid., secs. 107-28c, 10728d.

New Mexico:

Session laws 1933, ch. 148- No female sh'dl be employed more
than 48 hours in any 1 week of 6
days.

Idem.

At least H hour shall be allowed
for the noonday meal after con
tinuous employment for not
more than 6 hours on any work
day except Saturday.
Not less than 30 minutes shall be
allowed for meal time.

.do.

(See Time for meals)

Manufacturing or mercantile establish
ment, bakery, laundry, or restaurant.
(All females.) Exceptions: Canner
ies engaged in packing a perishable
product, such as fruits or vegetables;
hotels or any other continuous busi
ness where working hours do not
exceed 8 a day.
Factory, workshop, mill, or place wThere
the manufacture of goods of any kind
is carried on. (All employees.)

Industrial or mercantile establishment,
laundry, hotel, restaurant, cafe or
eating house, place of amusement,
office (as stenographer, bookkeeper,
clerk, or in other clerical work), pub
lic utility business. (All females.)
Exceptions: Females engaged in in
terstate commerce where the working
hours are regulated by any act of
Congress; hospitals, sanitariums,
registered or practical nurses, mid
wives, domestic servants.
Telephone or telegraph office. (All
females.) Exceptions: Establish
ments where 5 or fewer operators are
employed; females engaged in inter
state commerce where the working
hours are regulated by any act of
Congress.

D A Y O F R E S T , T IM E F O R M E A L S , A N D R E S T P E R IO D S

for machinery and plant equipment;
preparation, printing, publication,
sale, or delivery of newspapers; farm
or personal service; any labor due to
an emergency that could not have
been anticipated; any work con
nected with the theater or motionpicture houses.

Chart VII.—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
WORKERS—Continued

Day of rest

Time for meals

No female shall be employed more
than 6 days in any week.

(See provisions for all employees).

State

New York:

Cahill’s Consolidated
Laws 1930, ch. 32,
sec. 184.
Ibid., sec. 161; Cumula
tive Supplement 1,
1931-35, ch. 32, sec. 161.

.do..

Every employer shall allow at least
24 consecutive hours of rest in
any calendar week.

Not less than 1 hour shall be al
lowed for meals. Exception:
The commissioner of labor may
grant permission for a shorter
meal period.
(See following provisions).............. .

Occupations or industries specified and
employees covered

(a) Factory, i. e., mill, workshop, or
other manufacturing establishment;
laundry. (Females over 16.) (6)
Mercantile establishment. (Fe
males over 16.) Exceptions: Writers
or reporters in newspaper offices;
duly licensed pharmacists, (c)
Work in or in connection with restau
rants in cities of 50,000 population or
more. (Females over 16.) Excep
tions: Singers and performers; at
tendants in ladies’ cloakrooms and
parlors; employees in or in connection
with the dining rooms and kitchens
of hotels or in connection with em
ployees’ lunch rooms or restaurants,
(d) Care, custody, or operation of
any freight or passenger elevator.
(Females over 18.) (c) Messenger
for telegraph or messenger company
in the distribution, transmission, or
delivery of goods or messages. (Fe
males over 21.)
Conductor or guard on any street sur
face, electric, subway, or elevated
railroad. (Females over 21.)
Factory, mercantile establishment,
freight or passenger elevator in any
building or place; projectionist or
operator of motion-picture machine;
place in which legitimate theater pro
ductions, such as dramatic and musi
cal productions, are shown or exhib
ited, including performers. (All em
ployees.) Exceptions: Place wherein
motion pictures, vaudeville, or inci
dental stage presentations or a com
bination thereof are regularly given
throughout the week as the estab
lished policy of such place; janitors,
watchmen, superintendents, or fore-

i
LA BO R LAW S FO R W OM EN

(а) Cahill's Consoli
dated Laws 1930, ch.
32, sec. 2; Cumulative
Supplement, 1931-35,
ch. 32, sec. 172;
(б) Cahill’s Consoli
dated Laws 1930, ch.
32, sec. 181; Cumula
tive Supplement 1931
35, ch. 32, sec. 181;
(c) Ibid., sec. 182;
(d) Cahill’s Consoli
dated Laws 1930, ch.
32, sec. 183;
(e) Ibid., sec. 185.

Rest periods

81898* — 37

men; employees in dairies, cream
eries, milk condenseries, milk powder
factories, milk sugar factories, milk
shipping stations, butter and cheese
factories, ice cream manufacturing
plants, and milk bottling plants,
where not more than 7 persons are
employed; for not more than 3
hours on Sunday, employees setting
sponges in bakeries, caring for live
animals, maintaining fires, or making
necessary repairs to boilers or ma
chinery; hotel employees.
Factory, i. e., mill, workshop, or other
manufacturing establishment; laun
dry. (All employees.)

Cahill’s Consolidated
Laws 1930, ch. 32, secs.
2,162.

Idem.
North Carolina:

Code (Michie) 1935, sec.
6554 (a).

North Dakota:

Session laws 1927, ch. 142. No female shall be employed more
than 6 days in any 1 week.

Mercantile establishment, business
office, telegraph office, restaurant,
hotel, apartment house, theater or
other place of amusement, bowling
alley, barber shop, shoe polishing
establishment, distribution or trans
mission of merchandise, articles or
messages. (All employees.)
Every person employed after 7 p. m.

At least 20 minutes shall be al
lowed for a meal between 5 and ‘
7 p. m.
(See Rest periods)

No female shall be employed more
than 6 hours continuously with
out an interval of at least M hour.
Exception: 614 hours may be
worked if employee is dismissed
for remainder of the day.

Mercantile establishment or other busi
ness where female help is employed
as clerks, salesladies, or waitresses
and other employees of public eating
places. (Females 16 and over.) Ex
ceptions: Bookkeepers, cashiers, or
office assistants; establishments em
ploying fewer than 3 persons.
Manufacturing, mechanical, or mer
cantile establishment, laundry, hotel
or restaurant, telephone or telegraph
establishment or office, express or
transportation company. (All fe
males.)
Exceptions: Villages or
towns of less than 500 population;
rural telephone exchanges; small tele
phone exchanges and telegraph offices
where special rules are established.

o
a
w
GaC
H'
TIME FOR MEALS, AND REST PERIODS

Ibid., sec. 162.

At least 60 minutes shall be al
lowed for the noonday meal.
Exception: The industrial board
may grant permission for a
shorter meal period.
At least 45 minutes shall be al
lowed for the noonday meal.
Exception: The industrial board
may grant permission for a
shorter meal period.

Chart VII.—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
W ORKERS—Continued

State

North Dakota—Continued.

Minimum wage depart
ment order no. 1, 1932.

Day of rest

Time for meals

Rest periods

No employer shall employ any
woman for more than 28 days in
1 month in towns of less than 500
population.

30 minutes shall be allowed for
meals if they are furnished on the
premises; 60 minutes for meals if
employees must leave premises.

No woman shall be employed for
more than 4 hours of continuous
labor without a rest period.

A 30-minute period for the noon
meal shall be the minimum al
lowed.

No woman shall be employed for
more than 534 hours of continu
ous labor without a rest period.

No woman shall be employed for
more than 5 hours of continuous
labor without a rest period.

Occupation or industries specified and
employees covered

Public housekeeping occupations, i. e.,
the work of waitresses in restaurants,
hotel dining rooms, boarding houses;
attendants at ice-cream and lightlunch stands and steam-table or
counter work in cafeterias and delica
tessens where freshly cooked foods are
served; chambermaids in hotels, lodg
ing houses, boarding houses, and
hospitals; janitresses, car cleaners,
kitchen workers in hotels, restau
rants, and hospitals; elevator opera
tors. (Women 18 and over.) Excep
tion: In case of emergency, temporary
suspension or modification may be
permitted by the department of agri
culture and labor.
Manufacturing occupations, i. e., all
processes in the production of com
modities, including work in dress
making shops, wholesale millinery
houses, workrooms of retail millinery
shops and in the drapery and furni
ture-covering workshops, the gar
ment alteration, art needlework, furgarment making, and millinery work
rooms in mercantile stores; cream
eries, produce houses, and the candy
making departments of retail candy
stores and of restaurants; bakery and
biscuit - manufacturing establish
ments, candy manufacturing, book
binding and job-press-feeding estab
lishments. (Women 18 and over.)
Exception: In case of emergency,
temporary suspension or modifica
tion may be permitted by the depart
ment of agriculture and labor.
Laundry occupations, i. e., all processes
connected with the receiving, mark
ing, washing, cleaning, ironing, and
distribution of washable or cleanable

Adequate time and provision at
seasonable hours must be given
to the employees for meals.

Ohio:

Page’s Code 1932, sec.
1008.

idem______

No female shall be employed, per
mitted, or suffered to work more
than 6 days in any 1 week.

Females shall be entitled to not
less than 30 minutes for meal
time in establishments where
lunch rooms are provided, and to
not less than 1 hour for meal
time in establishments where no
lunch rooms are provided.

Factory, workshop, business office, tel
ephone or telegraph office, restaurant,
bakery, millinery or dressmaking
establishment, mercantile or other
establishment. (All females.)
Factory, workshop, telephone or tele
graph office, millinery or dressmaking
establishment, restaurant; the dis
tribution or transmission of messages;
work in or on any interurban or street
railway car, or as ticket sellers or
elevator operators, or in any mercan
tile establishment located in any city.
(Females over 18.) Exception: Can
neries and establishments preparing
perishable goods during the canning
season.

Oregon:

State welfare commission
order no. 36, 1931.
Ibid, .unnumbered, 1934. No person shall employ any wom

an for more than 6 days in 1
calendar week. Sunday work is
prohibited.

No person shall employ any wom
an for more than 6 hours of con
tinuous labor without a lunch
period of at least 45 minutes.

No woman or minor girl shall be
employed on two successive days
without an interval of 9 hours'
rest between such days.
No person shall employ any wom
an for more than 6 hours of con
tinuous labor without a rest per
iod of 10 minutes each M day.

All occupations. (All females.)

D A Y O F R E S T , T IM E F O R M E A L S , A N D R E S T P E R IO D S

Ibid., no. 5,1922 ..........

materials; work in laundry depart
ments in hotels, hospitals, and fac
tories. (Women 18 and over.) Ex
ception: In case of emergency, tem
porary suspension or modification
may be permitted by the department
of agriculture and labor.
Telephone exchanges. (Women 18 and
over.) Exception: In case of emer
gency, temporary suspension or mod
ification may be permitted by the
department of agriculture and
labor.

Chart VII.—LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
W ORKERS—Continued

State

Ibid., unnumbered, 1934-

No person shall employ any wom
an for more than 6 days in 1
calendar week.

Time for meals

Itest periods

No person shall employ any wom
an for more than 6 hours of con
tinuous labor without a rest per
iod of at least 45 minutes.

No person shall employ any wom
an for more than 5 hours of con
tinuous labor without a rest pe
riod of at least 45 minutes.

No person shall employ any wom
an for more than 6 hours of con
tinuous labor between 7 a. m.
and 8:30 p. m. without a rest per
iod of at least 45 minutes.

Occupations or industries specified and
employees covered

Manufacturing occupations, i. e., all
processes in the production of com
modities, including work in dress
making shops, wholesale millinery
houses, workrooms of retail millinery
shops, and in the drapery and furni
ture-covering workrooms, garment
alteration, art needlework, fur gar
ment making, and millinery work
rooms in mercantile stores, and the
candy-making department of retail
candy stores, and of restaurants.
(Women 18 and over.) Exception:
Fruit and vegetable drying, canning,
preserving, and packing establish
ments.
Needlecraft occupations, i. e., design
ing, cutting, stitching, weaving,
knitting, hemstitching, altering, etc.,
whether by hand or by machine, of
materials for clothing, wearing ap
parel, upholstery, tents, awnings,
bags, and draperies. (Women 18
and over.)
Laundry, cleaning, and dyeing occupa
tions, i. e., work in all places where 2
or more persons are engaged in wash
ing, cleaning, or dyeing clothing,
washable and cleanable materials,
directly or indirectly connected with
such place of business; work in the
process of receiving, marking, wash
ing, cleaning, dyeing and ironing,
and distribution of washable and
cleanable materials. (Women 18
and over.)
.
Personal service occupations, i. e.,
manicuring, hairdressing, barbering,
and other work of like nature; the
work of ushers in theaters. (Women
18 and over.) Office occupations, i. e.,
the work of stenographers, bookkeep-

STATE

Oregon—C ont inued.
Ibid., no. 39, 1931; un
numbered, 1934.

Day of rest

>
w

o
w
tr*

*
m
*=s

3
o
tsi

tz!

Ibid., no. 45, 1931..............

Ibid., nos. 42 and 43, 1931. No person shall employ any
woman for 7 consecutive days
without allowing 1 day during
which employment shall not
exceed 6 hours.
Ibid., no. 42, 1931............. No person shall employ any
woman for more than 6 days in
1 calendar week. Commission
may except exchanges employ
ing fewer than 10 operators.
Ibid., no. 43, 1931............. No person shall employ any
woman for 14 consecutive days
without 1 full day of rest and 1
day of not more than 6 hours’
work. Commission may ex
cept exchanges employing fewer
than 10 operators.

Telephone occupations in the city of
Portland. (Women 18 and over.)

Telephone occupations outside of the
city of Portland. (Women 18 and
over.)

Pennsylvania:

Statutes 1920, secs. 13540,
13542, 13545, and 13546.

No female shall be employed or
permitted to work for more than
6 days in any 1 week. Excep
tions: Canning of fruit and vege
table products; nurses in hos
pitals.
The 1 day of holiday in 7 may be
subdivided into 2 days of 12
hours each at the discretion of
the industrial board.

Not less than 45 minutes shall be
allowed to every female for the
midday meal. If females work
less than 8 hours a day, time for
the midday meal may be re
duced to not less than 30 min
utes.

No female shall be employed or
permitted to work more than 6
hours continuously without an
interval of at least 45 minutes.
If females work less than 8 hours
a day, the interval between
work periods may be reduced
to not less than 30 minutes.

Any establishment, 1. e., any place
where work is done for compensation
of any sort to whomever payable.
(All females.) Exceptions: Work in
private homes and farming.

O
>
O
W
a

i—i

g
F O R M E A L S , A N D R E S T P E R IO D S

ers, typists, billing clerks, filing clerks
cashiers, checkers, invoicers, comp
tometer operators, auditors, attend
ants in physicians’ or dentists’ offi
ces, and all kinds of clerical work.
(Women 18 and over.)
Public housekeeping occupations, i. e.,
the work of waitresses in restaurants,
hotel dining rooms, and boarding
houses; attendants at ice-cream and
light-lunch stands and steam-table
or counter work in cafeterias and
delicatessens where freshly cooked
foods are served; chambermaids in
hotels, lodging houses, and boarding
houses; janitresses, car cleaners,
kitchen workers in hotels and res
taurants, and elevator operators; re
tail candy departments in connec
tion with ice-cream, soft-drink, or
light-lunch counters, or restaurants.
(Women 18 and over.)
Telegraph occupations. (Women 18
and over.)

Hotels, boarding houses; charitable,
educational, and religious institu
tions. (Women.)
-i

Chart VII__ LAWS PROVIDING FOR A DAY OF REST, TIME FOR MEALS, AND REST PERIODS FOR WOMEN
WORKERS—Continued

Day of rest

State
Philippine Islands:

Not less than 1 hour.

Session laws 1919, Act
73, sec. 2; 1930, Act 28.
Laws 1935, second special
session, Act 49.

Washington:

Industrial welfare com
mittee order no. 23,
1921.

Ibid., no. 25, 1921..
Ibid., no. 27, 1921..

Factory, shop, industrial or mercantile
establishment. (Women and chil
dren.)
No woman shall work for more
than 4 hours continuously.

___ do_____________

(See Rest periods)..

Minimum wage is set for a 6-day
week.

-do_

Any lucrative occupation. (Women
over 16.)
.
Any commercial, industrial, or agri
cultural establishment or any other
lucrative business. (All employees.)
Manufacturing establishment; mercan
tile establishment, i. e., any place
where goods or wares are offered or
exposed for sale. (All females.) Ex
ceptions: Cafeterias or restaurants.

Unlawful to permit employment
on the Sabbath day.

No female shall be employed more
than 6 days in any 1 week. Ex
ceptions: Emergencies, when
women may be employed 10
days before a day of rest is given
them, provided they receive at
least 4 days’ rest in any 28-day
period.

Occupations or industries specified and
employees covered

Not less than 1 hour shall be al
lowed for a luncheon period.

Public housekeeping, i. e., the work of
linen-room girls, chambermaids,
cleaners, kitchen girls, dishwashers,
pantry girls, pantry servers, wait
resses, counter girls, bus girls, ele
vator operators, janitresses, laundry
workers (except where a commercial
laundry is operated), and any other
occupation w-hich would properly be
classified under public housekeeping.
The establishments shall include:
Hotels, rooming houses, boarding
houses, restaurants, cafes, cafeterias,
lunch rooms, tea rooms, apartment
houses, hospitals (not nurses), phil
anthropic institutions, and any other
which may be properly classified
under this industry. (Females over
18.)
v
Laundry,
dry-cleaning or dye-works
No female shall be employed on a
occupation, trade, or industry. (Fe
shift of more than 6 hours with
males over 18.)
out a rest period of 15 minutes.
Telephone or telegraph or any other
public occupation. (All females.)
Exceptions: Occupations regulated by
orders numbered 23, 25, 28, and 29.

No female shall be employed more
than 5 hours without a rest
period of at least Vi hour.

STATE

Puerto Rico:

Supplement to Code
1934, sec. 1478-1.

Rest periods

Not less than 60 minutes shall be
allowed for the noonday meal.

Session laws 1923, Act
3071, sec. 2.

South Carolina:

Time for meals

f
W
0
w

1
CO

V
o
w
4
O
KSI
5S

Ibid., no. 28, 1921............. ........do_______________________

Mercantile establishment.
(All fo.
males.)
Manufacturing occupation, trade, or
industry. (Females over 18.)

secs.

Not less than 1 hour shall be al
lowed during each day or night
for dinner or other meals.

Industrial commission
order no. 5, 1933.

The lunch period may be 45 min
utes.

Place of employment, i. e., any manu
factory, mechanical or mercantile
establishment, beauty parlor, laun
dry, restaurant, confectionery store,
telegraph or telephone office or
exchange, express or transportation
establishment. (All females.)
Manufactories and laundries that have
convenient, adequately equipped
lunch rooms, if females are employed
more than 6 hours in any 24-hour
period. (All females.)
Manufactories and laundries if females
are employed more than 4H hours
but not more than 6 hours in a 24hour period. (All females.)

Wisconsin:

Statutes,
1935,
103.01-103.02.

No female shall be employed for
more than 6 days in any 1 week.

Industrial commission
orders regulating fac
tories canning peas,
beans, cherries, corn,
strawberries, tomatoes,
or spinach, 1936.
Statutes, 1935, sec. 351.50. At least 24 consecutive hours of
rest shall be allowed in every 7
consecutive days.

A lunch period of not less than 15
minutes shall be allowed to all
females at the same time and as
near as possible the middle of
the work period.
Meal period shall be not less than
30 minutes provided the stretch
of labor between meals does not
exceed 5 hours.
Meal periods of not less than 30
minutes must be given to all
women at the usual time for
meals, i. e., at or about 12 noon,
6 p. m, and 12 midnight.

(See Time for meals)

Restaurants where employees eat on
premises. (All females.)

The stretch of work between meal
periods may never exceed 6
hours. There must be a rest
period of at least 9 consecutive
hours during each 24 hours.

Factories canning peas, beans, cherries,
corn, strawberries, tomatoes, or
spinach. (Women.)

Factory or mercantile establishment.
(All employees.) Exceptions: Jan
itors, watchmen; manufacture of
butter, cheese, or other dairy prod
ucts, distribution of milk or cream;
canneries, bakeries, flour and feed
mills, hotels and restaurants; em
ployees whose duties include no
work on Sunday other than caring
for live animals, or maintaining fires;
any labor called for by an emergency
that could not reasonably have been
anticipated.

DAT O F R E S T , T IM E F O R M E A L S , A N D R E S T P E R IO D S

Not less than 1 hour shall be al
lowed for noonday luncheon.

Ibid., no. 29, 1921.............

Chart VIII.—NIGHT-WORK LAWS FOR WOMEN WORKERS

j
State

Prohibition of
night work

Limitation of night work

California:

Occupations or industries specified and employees covered

Connecticut:

General statutes 1930, sec. 2363; cumulative
supplement 1931-1935, p. 703, sec. 1600c;
p. 704, sec. 1605c.

Delaware:

If any part of the work is performed
between 11 p. m. and 7 a. m. not
more than 8 hours of work in any 24
are permitted.

Mechanical or manufacturing establishment, laundry, baking or print
ing establishment, office, or dressmaking establishment. (Females
16 and over.) Exceptions: Canning or preserving or preparation for
canning or preserving of perishable fruits and vegetables; estab
lishments where continuous operations are necessary.
Mercantile establishment, telephone and telegraph office or exchange,
restaurant, hotel, place of amusement. (Females 16 and over.)
Messenger for telegraph, telephone, or messenger company in the
distribution, collection, transmission, or delivery of goods or mes
sages in cities over 20,000 population. (Persons under 21.)

District of Columbia:1

Messengers.

Indiana:

Manufacturing. (Females 18 and over.) Exceptions: Establish
ments operating 2 shifts of not more than 8 hours each and not
more than 5 days a week.
Manufacturing establishments operating 2 shifts of not more than
8 hours each and not more than 5 days a week. (Females 18 and
over.)

Kansas:

Laundry occupations, i. e., work in laundry, dyeing, dry-cleaning,
and pressing establishments. (Women; minors under 18.) _
Manufacturing occupations, i. e., all processes in the production of
commodities, including work in florists’ shops, and candy-making
departments of confectionery stores and bakeries. (Women;
minors 16 and under 18.) Exceptions: Millinery workrooms, dress-

Commission of labor and industry order
no. 1, 1936.

(Females between 18 and 21.)

STATE LABOR LAWS FOR WOMEN

Laundry and dry-cleaning industry; dried-fruit packing industry.
(Women; minors under 18.)
.
Manufacturing industry; nut cracking and sorting industry.
(Women 18 and over.) Exception: In continuous processes under
a permit from the industrial welfare commission if time and onehalf is paid.
Manufacturing (including laundry), mechanical, or mercantile
establishment, public restaurant, cafe, dining room, barber shop,
hairdressing or manicuring establishment, or photograph gallery.
(All females.) Exceptions: Hotels. In the event of war or other
serious emergency, Governor may suspend limitations in manu
facturing. mechanical, or mercantile establishments.
Bowling ailey, shoe-shining establishment, billiard or pool room.
(All females.)

Industrial welfare commission orders nos.
7a and 8a, 1923.

Ibid., no. 3, 1936.........„.............................

Ibi ., no. 4,1936.............................................

Total hours—work time plus rest and
sleep time—shall not exceed 12 for
all operators regularly employed
after 11 p. m.

Maryland:

Annotated code (Bagby) 1924, art. 100,
sec. 54.

If any work is performed between 10
p. m. and 6 a. m. not more than 8
hours’ work in any 1 day is per
mitted.

Massachusetts:

Session laws 1936, ch. 170

__ ____ _ __

Session laws 1933, ch. 193; 193S, ch. 203.........

6 p. m. to 6 a. m._
10 p. m. to 5 a. m__

Manufacturing, mechanical, mercantile, printing, baking, or launder
ing establishment. (Females 16 and over.) Exceptions: Canning,
preserving, or preparing for canning or preserving of perishable
fruits and vegetables.
Manufacturing or mechanical establishment. (Females 16 and over.)
Exceptions: Manufacture of textile goods or leather.
Manufacturing of textile goods 2 or leather. (Females 16 and over.)
Mercantile establishment, barber shop, bootblack stand or estab
lishment, public stable, garage, brick or lumber yard, telephone
exchange, telegraph or messenger office, or in the construction or
repair of buildings, or in any contract or wage-earning industry
carried on in tenement or other houses or in any radio-broadcasting
station except as talent. (Girls between 16 and 21.) Exception:
Operators in regular service telephone exchanges may work until
11 p. m.

1 Not included in the count of 16 States having night-work laws for adult women. (See chart I and p. 6.)
.
authority granted the commissioner of labor and industries effective until Apr. 1,1937 (session laws 1933, ch. 347; 1935, ch. 429; 1936, ch. 154) rules for 6 branches
'Of the textile industry permit employment until 10 p. m. under regulations limiting the percentage of women so employed and providing that preference be given to the employment
<of women before and to men after 6 p. m»
* J

N IG H T -W O R K L A W S

Ibid., no. 5,19361......................... .........

making establishments, hemstitching and button shops, and the
alteration, drapery, and upholstery departments of mercantile
establishments may obtain permission from the women's division
of the commission of labor and industry to operate under the
mercantile order.
Mercantile occupations, i. e , work in establishments operated for the
purpose of trade in the purchase or sale of any goods or merchandise,
including the sales force, wrapping employees, auditing and check
ing force, shippers in the mail-order department, the receiving,
marking, and stockroom employees, sheet-music saleswomen and
demonstrators, and all employees in such establishments in any
way directly connected with the sale, purchase, and disposition
of goods, wares, and merchandise. (Women; minors 16 and under
18.) Exceptions: The women's division of the commission of labor
and industry may permit mercantile establishments in agricultural
communities to remain open 1 day a week until 10 p. m., for any
specified number of weeks between June 1 and Sept. 15; regularly
registered pharmacists.
Public housekeeping, i. e., the work of waitresses in restaurants, hotel
dining rooms, and boarding houses; attendants at ice-cream parlors,
soda fountains, light-lunch stands, steam-table or counter work
in cafeterias and delicatessens where freshly cooked foods are served,
and confectionery stores where lunches are served; chambermaids
in hotels, lodging and boarding houses, and hospitals; janitresses,
car cleaners, and kitchen workers in hotels, restaurants, and
hospitals; elevator operators and cigar-stand girls and cashier
girls connected with such establishments. (Women under 21.)
Telephone operators. (Women; minors under 18.)

Chart VIII.—NIGHT-WORK LAWS FOR WOMEN WORKERS—Continued
State

Prohibition of
night work

Limitation of night work

Nebraska:

Cumulative supplement to compiled stat
utes 1933, sec. 48-205.

If any work is performed between
8 p. m. and 6 a. m. on more than 2
nights a week, not more than 8 hours
in any 24 or more than 48 hours in
any week are permitted.

Public laws 1926, ch. 176, secs. 14-18...

New Jersey:

Cumulative supplement to compiled stat
utes 1911-1924, sec. 107-137C(l)a.

10 p. m. to 6 a. m

Ibid., sec. 107-137B(1).

10 p. m. to 5. a. m

jNew York:

Cahill’s Consolidated Laws 1930, ch. 32,
secs. 2, 172.

10 p. m. to 6 a. m._
9 p. m. to 6 a. m_

Ibid., sec. 181; Cumulative Supplement
1931-35, ch. 32, sec. 181.

10 p. m. to 7 a. m.

Ibid., sec. 182-

10 p. m. to 6 a. m_

OahiU’s Consolidated Laws 1930, ch. 32,
sec. 183.

10 p. m. to 7 a. m.

Ibid., sec. 184 _

10 p. m. to 6 a. m

ilbid., sec. 185-

10 p. m. to 7 a. m.

Manual or mechanical labor in any employment. (Females; minors
under 18.) Exceptions: Household labor, nurses, domestic, hotel,
and boarding-house labor, operators in telephone and telegraph
offices, farm labor, manufacture of munitions or supplies for the
United States or the State during war time; mercantile establish
ments on the 7 days preceding Christmas Day, provided the weekly
average for the year does not exceed 54 hours.
Manufacturing establishment, bakery, or laundry. (Females 16
and over.) Exceptions: Canneries engaged in packing a perishable
product, such as fruits or vegetables.
Messenger for telegraph, telephone, or messenger company. (Per
sons under 21 in first-class cities; under 18, elsewhere.) Exception:
In extraordinary circumstances commissioner of labor may permit
delivery of telegrams or telephone messages.
Factory, i. e., mill, workshop, or other manufacturing establishment;
laundry. (Females over 21.) Exceptions: Proofreaders in news
paper-publishing establishments, linotypists, and monotypists.
Factory, i. e., mill, workshop, or other manufacturing establishment;
laundry. (Females under 21.)
Mercantile establishment. (Females over 16.) Exceptions: Dec. 18
24, inclusive; writers or reporters in newspaper offices; duly licensed
pharmacists.
Work in or in connection with restaurants in cities of 50.000 popula
tion or more. (Females over 16.) Exceptions: Singers and per
formers; attendants in ladies' cloakrooms and parlors; employees
in or in connection with the dining rooms and kitchens of hotels or in
connection with employees’ lunchrooms or restaurants.
Care, custody, or operation of any freight or passenger elevator.
(Females over 18.) Exceptions: If the elevator is used in connection
with a business or industry in which the employment of women
before 7 a. m. is not prohibited, the elevator operator may begin
work at 6 a. m.; women of over 21 years in hotels.
Conductor or guard on any street surface, electric, subway, or ele
vated railroad. (Females over 21.)
. .
.
Messenger for a telegraph or messenger company in the distribution,
transmission, or delivery of goods or messages. (Females over 21.)

STA TE LABOR LAW S FO R W OM EN

New Hampshire:

Occupations or industries specified and employees covered

Manufacturing, mechanical, or mercantile establishment, laundry,
hotel, restaurant, or office in metropolitan cities and cities of the
first class. (Females 16 and over.) Exception: Public-service
corporations.

12:30 a. m. to 6 a. m

CJi

North Dakota:

Minimum wage department order no. 1,
1932.

11 p. m. to 7 a. m

Ibid., no. 3, 1932..................................................

After 9 p. m

Ibid., no. 4, 1932.

Before 6 a. m

Page’s Code 1932, sec. 1008-1......................... . 10 p. m. to 6 a. m

Ticker sellers.

State welfare commission order Apr 4,1934.. After 6 p. m.s

Mercantile occupations, 1. e., work in establishments operated for the
purpose of trade in the purchase or sale of any goods or merchandise,
including the sales force, wrapping employees, auditing or checkinspection force, shippers in the mail-order department, the receiv
ing, marking, and stockroom employees, sheet-music saleswomen,
and demonstrators. (Women 18 and over.)
Manufacturing occupations, i. e., all processes in the production of
commodities, including work in dressmaking shops, wholesale
millinery houses, workrooms of retail millinery shops, and in the
drapery and furniture-covering workrooms, garment alteration,
art needlework, fur-garment making, and millinery workrooms in
mercantile stores, and the candy-making department of retail
candy stores, and of restaurants. (Women 18 and over.) Excep
tion: Fruit and vegetable drying, canning, preserving, and packing
establishments.
Laundry, cleaning, and dyeing occupations, i. e., work in all places
where 2 or more persons are engaged in washing, cleaning, or dyeing
clothing, washable and cleanable materials, directly or indirectly
connected with such place of business; work in the process of re
ceiving, marking, washing, cleaning, dyeing, ironing, and distribu
tion of washable and cleanable materials. (Women 18 and over.)
Needlecraft occupations, i. e., designing, cutting, stitching, weaving,
knitting, hemstitching, altering, etc., whether by hand or by
machine, of materials for clothing, wearing apparel, upholstery,
tents, awnings, bags, and draperies. (Women 18 and over.)
Elevator operators. (Women 18 and over.)

Oregon:

Ibid., no. 39, 1931.

After 8:30 p. m

Ibid. May 5,1934; Apr. 29,1934.

6:30 p. m. to 7:30
a.m.

Ibid., no. 45, 1931................................................. 11p.m. to 7 a. m
4 Suspended during the “national emergency. w

(All females.)

NIGHT-WORK LAWS

Ohio:

Elevator operators. (Women 18 and over.) Exception: In case of
emergency, temporary suspension or modification may be per
mitted by the department of agriculture and labor.
Mercantile occupations, i. e., work in establishments operated for the
purpose of trade in the purchase or sale of any goods or merchandise,
including the sales force, wrapping force, auditing or checking force,
shippers in the mail-order department, the receiving, marking, and
stockroom employees, and all other women. (Women 18 and over.)
Exceptions: On Saturday nights during April, May, August, Sep
tember, and October work is permitted until 10 p. m. (8th biennial
report, minimum wage department, p. 5); in case of emergency,
temporary suspension or modification may be permitted by the
department of agriculture and labor; women who perform office
duties solely.
Laundry occupations, i. e., all processes connected with the receiving,
marking, washing, cleaning, ironing, and distribution of washable
or cleanable materials; work in laundry departments in hotels,
hospitals, and factories. (Women 18 and over.) Exception: In
case of emergency, temporary suspension or modification may be
permitted by the department of agriculture and labor.

Or
CO

Chart VIII.—NIGHT-WORK LAWS FOR WOMEN WORKERS—Continued
State

Pennsylvania:

Prohibition of
night work

10 p. m. to 6 a. m.

Ibid., secs. 13540, 13544.

9 p.m. to 6 a. m..

Ibid., sec. 13290............

8p.m. to6a.m_.

Puerto Rico:

Session laws 1930, Act 28.

Manufacturing establishment. (Women 21 and over.) Exceptions:
Managers, superintendents, or persons doing clerical or steno
graphic work.
Any establishment. (Females under 21.) Exceptions: Telephone
operators over 18; work in private homes and farming.
Messenger for a telephone, telegraph, or messenger company in the
distribution, collection, transmission, or delivery of goods or mes
sages. (Minors under 21. Employment entirely prohibited for
girls under 18.)

lOp. m. to6a. m... In the industry of packing, canning, or
refrigeration of fruits or vegetables
any woman not pregnant may be
employed during the night if she
has not worked during the day but
for not more than 8 hours or 48 hours
during the week.

Any lucrative occupation. (Women over 16.) Exceptions: Tele
phone operators, telegraphers, artists, nurses, or domestics.

lOD.m. to 5 a.m.

Messenger for telegraph, telephone, or messenger company in the
distribution, transmission, or delivery of goods or messages. (Per
sons under 21.)

After 10 p. m____

Mercantile establishments. (All females.)

After 12 midnight

Elevator operators.

Rhode Island:4

General laws 1923, ch. 85, sec. 3 2.
South Carolina:

Code 1932, sec. 1478............................................
Washington:

Industrial welfare committee order no. 23,
1921.

Wisconsin:5

Industrial commission order no. 1, 1923------- 6 p . m. to 6 a. m.6.
Ibid., nos. 2 and 3, 1923_________________ _____

Idem.

Statutes 1935, sec. 103.05 (3a; 3b 13)
Statutes 1935, secs. 103.01-103.02; industrial
commission order no. 6, 1918.

Occupations or industries specified and employees covered

Employment on more than 1 night a
week between 6:30 p. m. and 6 a. m.
must be limited to 8 hours a night, 48
hours a week.
Employment on more than 1 night a
week between 8 p. m. and 6 a. m.
must be limited to 8 hours a night, 48
hours a week.

8 p. m. to 6 a. m.
Employment on more than 1 night a
week, between the hours of 8 p. m.
and 6 a. m., must not exceed 8 hours
a night or 48 hours a week.

(Females over -18.)

Manufactories7 and laundries. (Females 16 and over.)
Mechanical or mercantile establishment, confectionery store, tele
graph or telephone office or exchange, or express or transportation
establishment. (Females 16 and over.)
Restaurants.

(Females 16 and over.)

Messenger for telegraph or messenger company in first-, second-, and
third-class cities in the distribution, transmission, or delivery of
messages or goods. (Minors under 21; females 18 and under 21.)
Place of employment, i. e., any manufactory, mechanical, or mer
cantile establishment, beauty parlor, laundry, restaurant, con
fectionery store, telegraph or telephone office or exchange, or any
express or transportation establishment. (Females 16 and over.)
Exception: Registered pharmacists and assistant pharmacists.

STATE LABOR LAWS FOR WOMEN

Statutes 1920, sec. 13543

Limitation of night work

■*
Statutes 1935, sec. 103.02.

Employment between the hours of 9
p. m. and 6 a. m. must not exceed
9 hours a night or 54 hours a week.

!SB* inel!ld®d in the count of 16 States having night-work laws for adult women.

permitted^urtagtte’^Mon^ofth^aetaai^a^^g'of'the^rcSuSf

(Females 16 and over.)

(See chart I and p 6 of this report)

“ feCt°rieS

Chart

Hotels.

^ beaDS’ CherrieS' C°rn’ stawberries- *™»*o», ” spinach work at night is

IX.—HOME-WORK LAWS

PART A.—LAWS PROHIBITING HOME WORK
State

Mandatory clause

Occupations or industries covered

Exceptions

Room or rooms, apartment or
apartments in any tenement or
dwelling house used for eating
or sleeping purposes.

Manufacturing, i. e., making, altering,
repairing, finishing, cleaning, or
sorting, in whole or in part, for sale
or for wages, of coats, vests, trousers,
knee pants, overalls, cloaks, shirts,
ladies’ waists, purses, feathers, arti
ficial flowers, cigars, or any wearing
apparel of any kind whatsoever.

Immediate members of family living
therein.

No room or rooms . . . shall be
used . . .

Room or rooms, apartment or
apartments in any tenement
or dwelling house.

Manufacture of coats, vests, trousers,
knee pants, overalls, cloaks, furs,
fur trimmings, fur garments, shirts,
purses, feathers, artificial flowers,
or cigars, for sale.

Immediate members of family living
therein.

No room or apartment... shall
be used . . .

Room or apartment in any tenement or dwelling house.

Manufacturing, in whole or in part,
altering, repairing, or finishing of
any article whatsoever.

Immediate members of family living
therein, i. e., husband, wife, their
children, or the children of either.

Illinois:

Revised statutes (SmithHurd) 1931, ch. 48,
secs. 40-46.

No room or rooms .
used

. shall be

Indiana:

Annotated statutes
(Burns) 1926, sec. 9422.

Maryland:

Annotated code (Bagby) 1924, art. 27, sec.
301.

h o m e - w o r k la w s

Places covered

Articles for exclusive use of person oc
cupying house or immediate members
of household.
Tailor or seamstress employed by
family on articles for family use.

Workshop on main or ground floor not
used for cooking or sleeping purposes
and having an entrance separate from
the rest of the building.
Of

Chart IX.—HOME-WORK LAWS—Continued
PART A.—LAWS PROHIBITING HOME WORK—Continued
State

Occupations or industries covered

A room or apartment . . . shall
not be used . . .

A room or apartment in a tene
ment or dwelling house.

Making, altering, repairing, or finish
ing wearing apparel of any descrip
tion.

Members of family dwelling therein.
Room or apartment in a tenement or
dwelling house, not used for living or
sleeping purposes, having a separate
entrance and not connected with
any room used for such purposes.
Tailor or seamstress making articles for
family use.

None of the work . . . shall be
done in any room or apart
ment.

Room or apartment used for
living or sleeping purposes or
connected with room or rooms
used for such purposes, which
has not a separate and distinct
outside entrance.

Manufacture in whole or in part, of
coats, vests, trousers, knee pants,
overalls, skirts, dresses, cloaks, hats,
caps, suspenders, jerseys, blouses,
waists, waistbands, underwear, neck
wear, furs, fur trimming, fur gar
ments, shirts, hosiery, purses, feath
ers, artificial flowers, cigarettes, or
cigars.

Seamstress manufacturing articles for
family use.

No room or apartment . . . shall Room or apartment in any tene
ment or dwelling house.
be used . . .

Manufacture, in whole or in part, of
wearing apparel, purses, feathers,
artificial flowers, or other goods for
male or female wear.

Members of family dwelling therein
and 3 additional persons.

The manufacturing, altering, re
pairing, or finishing in whole
or in part, or distributing for
the purposes thereof ... is
hereby prohibited.

Any tenement house, i. e., any
house or building or portion
thereof which is rented, leased,
let, or hired out to be occupied
as the home or residence of 3
families or more, living inde
pendently of each other and
doing their cooking upon the
premises.

Dolls, dolls’ clothing, articles of chilren’s or infants’ wearing apparel.

Tailor or seamstress making articles for
family use.

No person shall carry on indus
trial home work . . .

Room or apartment in any
house, i. e., in any building in
which one or more persons
regularly sleep.

Manufacturing in whole or in part,
with material furnished by an em
ployer, of any article to be returned
to said employer.

Residents therein.
Manufacture of article for use of resi
dent therein or for use therein.

Michigan:

Compiled laws 1929, sec.
8337.

Missouri:

Revised statutes 1929,
secs. 13279-13281.
New Jersey:

Supplement to compiled
statutes 1925-1930, secs.
107-480, 107-48q, 10748r.

New York:

Cumulative supplement
to Cahill’s Consoli
dated Laws 1931-35,
ch. 32, secs. 350, 351,
354.

No article . . . shall be manu
factured . . .

Food, dolls, dolls’ clothing, and stuffed
animals or other stuffed toys used
in the same way as dolls.

STA TE LABOR LAW S FO R W OM EN

Places covered

Massachusetts:

General laws 1932, cb.
149, secs. 143-147.

Exceptions

Mandatory clause

Industrial commissioner
Home work order no.
1, 1936.

Industrial commissioner hereby
prohibits industrial home
work and the distribution of
articles for industrial home
work . . .

Ohio:

Page’s Code 1932, secs.
1020-1021.

No dwelling
used . . .

. . . shall

Aged and disabled person in merchant
and custom tailoring who held home
work certificate to work for same em
ployer prior to Apr. 25, 1936.

Immediate members of family living
therein.
Room or apartment, not in use for liv
ing or sleeping purposes, and suffi
ciently lighted, heated, and venti
lated, having no window, door, or
other opening into a living or sleeping
room of a tenement or dwelling, and
having a separate entrance and, if
above the first floor, a separate stair
way.

Dwelling or building or room or
apartment thereof in or con
nected with a tenement, dwell
ing, or other building.

Carrying on any process of making
wearing apparel or goods for wear,
use, or adornment, or of manufac
turing cigars, cigarettes, or tobacco
goods in any form.

No employer shall be permitted
to send work into .. .

Private homes, insanitary base
ments and buildings, or places
unsafe on account of fire risks.

Needlecraft occupations, i. e., design
ing, cutting, stitching, weaving,
knitting, hemstitching, altering,
etc., whether by hand or by ma
chine, of materials for clothing, wear
ing apparel, upholstering, tents,
awnings, bags, and draperies.

No person, firm, or corporation
engaged in the manufacture or
sale of clothing . . . shall bar
gain or contract with any per
son, firm, or corporation . . .
for the manufacture . . .

Kitchen, living room, or bed
room in any tenement house or
dwelling house.

Manufacture, or partial manufacture,
of clothing or other wearing apparel,
cigars, cigarettes.

Resident members of family, i. e., par
ents and their children, or the chil
dren of either.

No room or apartment . . .
shall be used for the manufac
ture for sale . . .

Room or apartment in any
tenement or dwelling house,
used foi eating or sleeping
purposes.

Immediate members of family living
therein.

Oregon:

State welfare commis
sion order Apr. 29,
1934.

Pennsylvania:

Statutes 1920, sec. 13594-

Ten nessee:

Code 1932, sec. 6633..

H O M E -W O R K L A W S

Men’s and boys’ outer-clothing indus
try, including the manufacture of
and the processes and transactions
involved in the manufacture of outer
clothing (except shirts, collars,
men’s neckwear, hats, hosiery, and
knitwear) for males of 6 years and
over.

Oi
^1

Chart

Ol
00

IX— HOME-WORK LAWS—Continued

PART B—LAWS REGULATING HOME WORK

State

Places covered

Connecticut:

Cumulative supple Dwelling, tenement,
rooming or apartment
ment to general
house, or other resi
statutes 1931-35,
dential building used
pp. 371-373, secs.
in whole or in part for
905e-908c.
manufacture.

Ibid., p. 373, sec.
90.9a.

Dwelling, tenement,
rooming or apartment
house, or other resi
dential building.

Manufacturing indus
try; nut cracking and
sorting industry.

Manufacture of any
products or parts
thereof.

Processing, i. e., manu
facturing, finishing,
repairing, preparing,
altering, packing,
wrapping, or handling
of any material fur-

Persons whose work
is controlled by law

Requirements which must be met

Exceptions

Women or minors. Employer must obtain permit from industrial wel
fare commission and keep record of names and
addresses of all home workers, of amount paid
each worker, amount of work performed, and
piece rates paid.
,
. ,
Employer is not permitted to give out home work to
anyone employed regularly at his place of business.
Owner of building must obtain license from com Members of immediate
missioner of labor and factory inspection who must
family.
first ascertain by inspection that building con
forms to legal requirements relating to heat, light,
safety, health, ventilation, and sanitation. Fee of
$25 to be paid for such inspection.
Any person, firm, partnership or corporation en
gaging in home work manufacture must conform
to laws governing registration and operation of
manufacturing and mechanical establishments.
Home
workers must conform to laws governing hours
Immediate mem
and working conditions of women and minors in
bers of family
manufacturing and mechanical establishments
and all other
and shall be subject to inspection by department
home workers.
of labor.
. .
...
Commissioner of labor shall report to proper authori
ties any condition believed to be unhealthful, in
sanitary, or otherwise prejudicial to the well-being
of home workers.
Establishments furnishing materials to home work
ers must be located within the State and subject
to inspection and supervision of State authorities.
Establishments giving out home work must record
names and addresses of home workers and pay
ments made to each. Such records must be pre
served for at least 3 years and must be accessible
to commissioner of labor or his representatives.
Home
workers must be certificated by commissioner Manufacture for personal
Members of family.
or family use.
of labor.
...
,
,
Certificate may be issued upon submission of proof
that injury or illness, not of a contagious nature, or
old age physically incapacitates persons for work

Others than the
members of the
immediate fam
ily.

-4

STA TE LA BO R LAW S FO R W OM EN

California:
Industrial welfare Any place outside the
place of business of
commission orders
the employer.
nos. 11a and 15a,
1923.

Occupations or indus
tries covered

nished by an employer
to be returned to said
employer.

8 1 8 9 8 °— 37-

his services are essential in the home to care for a
member of the family.
Certificates may be issued to workers on processes
not requiring mechanical apparatus other than
simple hand tools; upon satisfactory showing that
home work is customary in the industry in this
State; and that suspension of home work would
cause undue hardship on labor or industry.
Work may be distributed only to persons 16 years of
age or over.
Home must be free of any contagious or communi
cable disease.
Wage rates paid home workers must not be lower
than those paid in factory or other place of busi
ness for similar work.

Illinois:

Room or rooms, apart
ment or apartments,
in any tenement or
dwelling house used
for eating or sleeping
purposes.
House, room, or place.

Manufacture, in whole
or in part, of coats,
vests, trousers, knee
pants, overalls, cloaks,
shirts, ladies’ waists,
purses, feathers, arti
ficial flowers, cigars,
or any wearing ap
parel of any kind what
soever.
Any process of making,
altering, repairing, fin
ishing, cleaning, or
sorting, in whole or in
part, for sale or for
wages.

Immediate mem
bers of family
living therein.

Persons occupying or having control of such work
shop to notify board of health, within 14 days
after the time of commencing work, of location,
nature of work, and number of employees.
Hours of work of females and names, ages, and ad
dresses of children employed to be posted.
Premises to be kept in a cleanly state, free from ver
min and any matter of infectious or contagious
nature.
All articles made are subject to inspection and ex
amination.
Employer to keep list of all workshops in his em
ploy.

Room or rooms, apart
ment or apartments,
in any tenement or
dwelling house, or
building in the rear of
a tenement or dwell
ing house.

Making, in whole or in
part, of vests, coats,
trousers, knee pants,
fur, fur trimmings,
shirts, purses, feathers,
artificial flowers, or
cigars, for sale.

Immediate mem
bers of family
living therein.

Person, firm, or corporation before hiring person to
do work to obtain written permit from chief in
spector [office transferred in 1915 and continued
as part of the industrial board] who investigates
premises where work is to be done before granting
permit.
Permit states maximum number of persons who
may be employed, providing for not less than 250
cubic feet of air space per person between the hours
of 6 a. m. and G p. m., and for not less than 400
cubic feet of air space per person between the hours
of 6 p. m. and 6 a. m. Latter requirement may be
modified by reduction of the air space per person
to 250 cubic feet if electricity is used for lighting.
Premises to be adequately ventilated.
Permit may be revoked at any time if health of
community or of workers requires it.
Permit to be posted.

Indiana:

Annotated statutes
(Burns) 1926, secs.
9422-9423.

HOME-WORK LAWS

Revised
statutes
(Smith-Hurd)
1931, ch. 48, secs.
40-46.

Cl
CO

Chabt IX.—HOME-WORK LAWS—Continued

PART B.—LAWS REGULATING HOME WORK—Continued

State

Maryland:

Massachusetts:

General laws 1932,
ch. 149, secs. 143
147.

Compiled laws 1929,
sec. 8337.

Requirements which must be met

Exceptions

Room or apartment in Manufacturing, in whole
or in part, altering, re
any tenement or dwell
pairing, or finishing of
ing bouse, or any part
any articles whatso
of any tenement or
dwelling house.
ever.

Immediate mem
bers of family
living therein
(husband, wife,
their children,
or the children
of either).

License to be obtained by any member of a family
desiring to do home work from the commissioner
of labpr and statistics, who consults records of
local health authorities; if premises are reported
satisfactory, reinspection is made by bureau of
inspection and information.
License states maximum number of persons who
may be employed, providing for not less than 500
cubic feet of air space per person.
Premises to be inspected at least once every 6 months.
Premises to be free from infectious, contagious, or
communicable disease, and from all insanitary
conditions.
License may be revoked at any time if health of
community or those employed therein requires it.
Employer giving out work to keep register of per
sons employed on home work and to be sure that
the room or apartment is licensed.

Articles for the exclusive
use of person occupy
ing house.
Employment of tailor or
seamstress by person
or family to do work
for such person or
family.
Workshop on main or
ground floor of any
tenement or dwelling
house not used for
cooking or sleeping
purposes and having
separate entrance and
which is entirely sepa
rate from the rest of
the building.

Making, altering, repairing, or finishing of
wearing apparel of any
description.

Family dwelling
therein,

License to be obtained by any member of a family
desiring to do home work from the department
of labor and industries.
Premises subject to inspection by the department
of labor and industries.
Premises to be in cleanly condition, free from vermin
and all infectious and contagious matter.
Employer giving out work to keep register of per
sons employed on home work, to forward such
register monthly to the department of labor and
industries, and to be sure that such home workers
are licensed.
Person hiring, employing, or contracting with fam
ily to do home work to furnish to department of
labor and industries when required names and
addresses of workers and of women and minors
dwelling in the room or apartment, and the ages
of girls under 21 and boys under 18.

Room or apartment in
a tenement or dwell
ing house not used for
living or sleeping pur
poses having a separate
entrance and not con
nected with any room
used for such purposes.
Tailor or seamstress mak
ing articles for family
use.

Written permit to be obtained by person, firm, or
corporation desiring to employ persons to work
in any apartment from factory inspector who in-

Seamstress manufactur
ing articles for family
use.

A room or apartment
in a tenement or
dwelling house.

Making, altering, re- ------ do---------------pairing, ornamenting,
finishing, or adapting
for sale any article
except wearing ap
parel.

Session laws 1932,
ch. 234.

Michigan:

Persons whose
work is con
trolled by law

Room or apartment in Manufacture, in whole
or in part, of coats,
any tenement or dwell
ing house, or in any I
vests, trousers, knee

Any person---------

STATE LABOR LAWS FOR WOMEN

Annotated code
(Bagby) 1924, art.
27, secs. 301, 303
304.

Occupations or indus
tries covered

Places covered

building or parts of
buildings.

pants, overalls, skirts,
dresses, cloaks, hats,
caps, suspenders, jer
seys, blouses, waists,
waistbands, under
wear, neckwear, furs,
fur trimming, fur gar
ments, shirts, hosiery,
purses, feathers, arti
ficial flowers, ciga
rettes, or cigars.

investigates before granting permit.
Permit to state maximum number of persons who
may be employed, providing for not less than 250
cubic feet of air space per person.
Permit may be revoked at any time if health of
community or of those employed therein requires

Missouri:

Revised
statuses
1929, secs. 13218
13219,13279-13281.

Room or apartment in
any tenement or dwell
ing house.

Supplement to com
piled statutes 1925
1930, secs. 107-48e
to 107-48V.

Dwelling, tenement, or
room or rooms there
in, or building situ
ated immediately in
the rear of any tene
ment or dwelling.

Members of family
dwelling therein
and three addi
tional persons.
Any person.

License to use premises for home-work manufacture
to be obtained annually from the commissioner of
labor by family or a member thereof, or person,
firm, or corporation desiring to manufacture, alter,
repair, finish, or distribute for aforesaid purposes,
any goods in the places covered by the law.
Approval of local board of health required before
work can be done in any dwelling on dolls, dolls’
clothing, or children’s or infants’ wearing apparel.
(Such work prohibited in tenements.)
Application for license must describe premises and
specify number of persons to be employed.
Premises subject to inspection by commissioner of
labor, factory inspector, or investigator, and must
be kept in clean and proper sanitary condition,
free from vermin and matter of an infectious or
contagious nature, and be suitably lighted at all
times.
License may be revoked if health of community or
of the employees requires it.
License to state maximum number of persons to be
employed. Not less than 250 cubic feet of air
space in each room to be allowed per person be
tween 6 a. m. and 6 p. m. unless by special permit
of the commissioner of labor; not less than 400
cubic feet per person between 6p.m. and 6 a. m.
Register of names and addresses of home workers
must be kept by person, firm, or corporation, or
their agents contracting for home work, such regis
ter to be subject to inspection by department of
labor on demand.

Tailor or seamstress mak
ing articles for family
use.

HOME-WORK LAWS

New Jersey:

Manufacture, in whole
or in part, of wearing
apparel, purses, feath
ers, artificial flowers,
or other goods for male
or female wear.
Manufacturing, alter
ing, repairing, finish
ing, or distributing for
aforesaid purposes, for
hire or reward, any
goods whatsoever.

Factory inspector to prescribe amount of light, heat,
and ventilation.
Premises to be clean, sanitary, fit for occupancy, and
free from contagious and infectious disease.
Employer giving out work to keep register of per
sons employed on home work and to be sure that
work place is licensed.
Permit to be posted.
Premises to be in clean and healthful condition.
Commissioner of labor and industrial inspection to
inspect tenement workshops twice each year.
Employer giving out work to keep register of per
sons employed on home work.

Chart IX.—HOME-WORK LAWS—Continued

Cl
to

PART B.—LAWS REGULATING HOME WORK—Continued
State

Places covered

Occupations or indus
tries covered

Room or apartment in
any house, i. e., in any
building in which one
or more persons regu
larly sleep.

Manufacturing in whole
or in part, with mate
rial furnished by an
employer, of any ar
ticle or articles to be
returned to said em
ployer.
Manufacturing includes
preparation,
altera
tion, repair or finish
ing in whole or in part,
or handling in any
way.

Persons whose
work is con
trolled by law

Requirements which must be met

Exceptions

New York:

Residents therein. Commissioner shall determine within what indus
tries conditions may permit of home work without
unduly jeopardizing wages and working condi
tions of factory workers and unduly injuring health
and welfare of home workers.
Commissioner shall make rules and regulations nec
essary to carry out provisions of law.
Employer must have permit to give out home work
which may be given only to certificated workers in
licensed homes.
Employer must pay annual fee for permit or for ex
tending permit: $25 for less than 200 home workers’
certificates; $50 for 200 but less than 500; $100 for
500 or more.
Employer must keep on blanks provided by commis
sioner and must forward to commissioner as re
quired, complete and accurate list of all home
workers, of all places where they work, of all ma
terials furnished them to work on, of all goods
manufactured by them, and of wages paid each
worker.
Worker’s name must appear on the certificate issued
by commissioner. Certificate must be clearly
exposed in home where work is being done.
Commissioner shall inspect every house in which
home work is permitted and the materials issued
to the home worker. If he finds that any home is
not clean, he shall order the tenant to clean it. If
he finds that a house or home is in an insanitary
condition, or that there is an infectious or com
municable disease therein, he shall notify health
officer of the district.

Manufacture of article
for use of resident therei n or for use therein.

STATE LABOR LAWS FOR WOMEN

Cumulative supple
ment to Cahill’s
Consolidated
Laws 1931-35,
ch. 32, secs. 350
363.

Industrial commis
sioner. Home
work order no. 1,
936.

Men’s and boys’ outer
clothing industry in
cluding the manufac
ture of and the proc
esses and transactions
involved in the rnanufacture of outer cloth
ing (except shirts, col
lars, men’s neckwear,
hats, hosiery, and knit
wear) for males of 6
years and over.

Aged and disabled
persons in mer
chant and cus
tom tailoring.

Special permits and certificates may be granted if
industrial commissioner is satisfied that:
(1) Worker is over 60 years of age.
(2) A physical disability would prevent per
formance of same work in a shop.
(3) Worker held a certificate to work for same
employer prior to Apr. 25, 1936.
(4) Employer held permit to distribute work
prior to Apr. 25, 1936.
(5) Worker is covered by workmen’s compen
sation.
Conditions for employment of home workers with
special certificates:
(1) Worker must work for one employer only.
(2) Because of disability on which permit is
granted worker shall receive less work than
tailors in the shop.
(3) Work shall be delivered and called for.’r ee
of charge by the employer.
(4) At least same piece rate shall be paid as for
same or similar work in the shop.
(5) All provisions of labor law and all rules and
regulations of the industrial commissioner
must be observed by both home worker and
employer.
(6) Home worker must keep record of produc
tion and wages in handbook issued by depart
ment of labor.
(7) Employer must keep as part of pay-roll rec
ord date work is issued to home worker,
amount of work given him, rate of pay, date
work is returned, amount of work returned,
and worker’s pay.
If regulations and labor law have not been complied
with, industrial commissioner may revoke author
ization and employer’s permit after holder has
been given reasonable notice and opportunity to
be heard.
Licenses, permits, and certificates may be revoked
or suspended for any violation of their terms by
owners, employers, or home workers, or for non
compliance with an order issued by commissioner.
No child shall be employed at home work except in
accordance with provisions of child labor law.

HOME-WORK LAWS

Room or apartment in
any house, i. e., in any
building in which one
or more persons regu
larly sleep. (See law.)

O
ha

Chart IX.—HOME-WORK LAWS—Continued
PART B— LAWS REGULATING HOME WORK—Continued
Occupations or indus
tries covered

Persons whose
work is con
trolled by law

Statutes 1920, sec.
13594.

Kitchen, living room,
or bedroom in any
tenement or dwelling
house.

Manufacture or partial
manufacture of cloth
ing or other wearing
apparel, cigars, or
cigarettes.

Resident members
of family, i. e.,
parents and
their children
or the child
ren of either.

Ibid., sec. 3461.

Room or room in any
dwelling house, room
ing house, or tene
ment.

Manufacturing.

Department of la
bor and industry,
regulations for in
dustrial home
work, 1936.

Any dwelling, tenement
house,
apartment
house, or lodging house
in which industrial
home work is done.

Manufacturing, finish
ing, repairing, alter
ing, or handling of any
article or articles the
material for which has
been furnished by the
employer.

Pennsylvania:

Any person or per
sons in a home
who manufac
ture, finish, re
pair, alter, or
handle in any
manner ma
terial furnished
bytheeo.pl.yer.

Requirements which must be met

Employer to ascertain that certificate as to sanitary
conditions of premises has been obtained from
local board of health by family desiring to do home
work.
.
Premises to be free from infectious or contagious
disease
Certificate may be revoked at any time if exigencies
of case require.
Permit to be obtained from board of health to use
quarters for manufacturing purposes.
Permit to be issued for calendar year.
Processes of work not to be hazardous to health of
the workers or of occupants of premises, nor to
create dust, foul odors, or undue noise.
Premises to allow 400 cubic feet of air space per per
son.
License to be obtained from department of labor and
industry by employer desiring to give out home
work.
License to be renewed annually after Jan. 1.
Employer must assure himself that the home is in a
clean and sanitary condition and free from any
infectious, contagious, or communicable disease.
License may be revoked if any of these regulations or
the provisions of the childl abor law or the woman’s
labor law have been violated. Lf any infectious,
contagious, or communicable disease is found, em
ployer must remove articles and material from
home (if permitted by local or State department of
health) and have them sterilized immediately.
Employer must send quarterly to the department of
labor and industry register of home workers and
such other data as may be prescribed.
Employer must designate some person in each home
where home work is done as his representative, to
be jointly responsible with him for carrying out the
provisions of the child labor law, the woman’s
labor law, and the regulations of the department of
labor and industry affecting home work.

Exceptions

STATE LABOR LAWS FOR WOMEN

Places covered

state

Rhode Island:

General laws 1923,
ch. 248, sec. 72;
session laws 1936,
ch. 2328.

Any person who
processes in a
home.

Home work prohibited except where licenses and
certificates have been obtained from director of
labor who (1) shall issue licenses to employers and
certificates to home workers in any industry in
which home work is customary in the State, per
mitting home work unless it will unduly jeopardize
factory workers in the industry as to wages and
working conditions, unduly injure the health and
welfare of the home worker, and unduly jeopardize
the public health and safety to have the products
distributed; (2) shall issue licenses to employers
and certificates to home workers who have reached
the age of 50 years or who are physically handi
capped and unable to work in the employer’s place
of business.
Home worker shall not redistribute work on a subcontractual basis.
Director shall issue rules and regulations to control
and regulate home work where permitted and to
carry out provisions of law.
Employer must pay annual fee for license or for ex
tending license: $5 for 5 or fewer home workers; $10
for 5 to 20; $25 for 20 to 100; $50 for more than 100.
Director of labor shall inspect every home in which
work is permitted and the materials issued to the
worker. If home is not clean he shall order tenant
to clean it; if it is in an insanitary condition or
there is infectious or communicable disease therein
he shall notify public health officials. He shall
report to local health officer names and addresses of
workers in the city or town, and health officer shall
notify director of labor within 24 hours of any case
of communicable or infectious disease in homes of
workers. The director of labor shall then sus
pend distribution of work to such homes until
further notice.
Employer must keep on blanks provided by the di
rector of labor and forward to him as required
complete and accurate list of all home workers, of
work places, of materials furnished, of materials
processed, and of the wage rate paid to each
worker.

Individuals or organiza
tions engaged in pro
viding work of a
philanthropic, educa
tional, or therapeutic
nature; charitable or
ganization; libraries,
lyceums, fire-engine
companies, and cor
porations formed for
religious,
charitable,
literary, scientific, ar
tistic, social, musical,
agricultural, theatrical,
or sporting purposes,
and all corporations of
like nature.

HOME-WORK LAWS

Home, i. e., any dwell Processing, in whole or
ing house, tenement
in part, of material
house, rooming house,
furnished by an em
apartment house, or
ployer, of any article
other residential build
or articles to be re
ing, or any part thereof.
turned to said em
ployer.
Processing, i. e., manu
facturing, finishing, re
pairing, preparing, al
tering, packing, wrap
ping, or handling any
material.

C*
Or?

Chart IX.—HOME-WORK LAWS—Continued

O
O

Part B—LAWS REGULATING HOME WORK—Continued

State

Rhode Island—Contd.

Occupations or indus
tries covered

Persons whose
work is con
trolled by law.

Home, i. e., any dwelling house, tenement
house, rooming house,
apartment house, or
otherresidential build
ing, or any part there
of—(Continued).

Processing, i. e., manufactoring, finishing, repairing, preparing, al
tering, packing, wrap
ping, or handling any
material—(Contd.).

Room or apartment in
any tenement or dwell
ing house, used for
eating or sleeping pur
poses.

Manufacture for sale, in
whole or in part, of
coats, vests, trousers,
knee pants, overalls,
cloaks, shirts, ladies’
waists, purses,
feathers, artificial
flowers, or any other
wearing apparel, or
cigars.
Workshop, i. e., place
where goods or prod
ucts are manufactured,
in whole or in part,
repaired, cleaned, or
sorted, for sale or for
wages.

Requirements which must be met

Exceptions

Any person who
processes in a
home—(Con.).

Worker’s certificate must be shown on demand of
director of labor or any duly authorized agent.
Worker must not work more than the hours allowed
by law in factories, manufacturing, mechanical,
business, or mercantile establishments in the State.
Wage rates must not be less than for similar or com
parable factory work.
Employer must allow worker sufficient time to proc
ess work without assistance from other persons.
Cost of obtaining material and returning completed
product must be borne by employer.
Licenses or certificates may be revoked or suspended
by director of labor for violation of their terms, of
provisions of this act, of any regulation made by
director of labor, or for noncompliance with an
order issued by him within the time specified in
such order.
No child under 16 years shall be employed gainfully
or otherwise in industrial home work.

Individuals or organizations, etc. (See p. 65.)

Immediate members of family
living therein.

Persons occupying or having control of such workshop, within 14 days of the time of commencing
work, shall notify board of health of location of
shop, nature of work, and number of persons em
ployed.
Premises to be kept clean, free from vermin and
from all matter of an infectious or contagious
nature.
Articles manufactured to be subject to inspection.
Employer giving out work to keep list of workshops
in his employ.

Tennessee:

Code 1932,
6633-6639.

secs.

•4

STATE LABOR LAWS FOR WOMEN

General laws 1923,
ch. 248, sec. 72;
session laws 1936,
ch. 2328—(Con.).

Places covered

Wisconsin:

Statutes 1935, secs.
103.44, 146.03.

Manufacturing, altering,
repairing, or finishing
of any article.

Persons employed
or living therein.

Permit must be obtained from the industrial com
mission by person desiring to give out home work.
Permit conditional on compliance with minimumwage and child-labor laws.
Permit may be revoked at any time for failure to
observe these laws.
License for premises where work is to be done must
be obtained by owner or lessee of factory or con
tractor for owner or lessee from the local health
officer before employing persons to do home work.
Health office investigates premises before issuing
license.
Place must be clean and fit for use and free from
communicable disease.
License to be issued for 1 year.
Premises to be reinspected during year.
License may be revoked at any time if health of
community requires it.
Employer giving out work to keep register of per
sons employed on home work.

HOME WORK LAWS

Tenement or dwelling
house, or shed or other
building in the rear of
a tenement or dwell
ing house.

•*4

Wisconsin

Washington
|

Wyoming

Virginia

Pennsylvania
|

Vermont

Oregon

Oklahoma

Ohio

New York
©

£1
03
P

®
m

<§>

(30)

®
©
©
(45)

(§>

g
00

STATE LABOR LAWS FOR WOMEN

Baggage handling------------------------------------------------------Basements (mercantile and restaurant)*—-------------------Bell hop..-....................... ........................................ -....................
Blast furnaces.................................................................................
Bowling alleys------------------------- ---------------------------------Coke ovens__________________________________________
Core rooms*--------------------------------------------------------------Cranes, operation of._....................................-...........................
Crossing watchman---------------------- -----------------------------Delivery service______________________________ _______
Disorderly house-------------------------------------------------------Elevator operator, freight or haggage—-..................... ............
Employment before and after childbirth*------- --------------Express driver____ ___________________________________
Freight handling_____________________________________
Jitney driver_________________________________________
Lead:
Handling dry substances containing lead in excess of
2 percent---------------- ------------ ------ -.............. ..............
Taking down blue beds; setting up blue beds in cor
roding stacks of Old Dutch process*----------------------Lifting or carrying heavy weights (other than in core
rooms)*................................................................................... .
-Messenger------------------------------------------- --------- —..........
Messenger calling train crews------------------- --------—..........
Meter reading, gas or electric------ -------- -----------------------Mines____________________________________ ____
—
Molder......................-......................... -.............. ....................... Moving abrasives*........................................................................
Moving machinery:
Cleaning_________________________________________
Oiling___________________________________________
Working between fixed and traversing or traversing
parts..............................
—
Nitrators, handling in manufacture of nitroglycerine------Nitro and amido compounds-------- --------- -.............. ............
Pool rooms...............—............................................ ....................Quarries........ ......................
—
•Section work-------------------------------------------------------------

New Jersey

Missouri

Minnesota

Michigan
|

Maryland

Massachusetts

03
a
a
-3
a

Louisiana

Illinois

◄

Connecticut

o3
£3

Colorado

Occupation or industry

California

X —LAWS PROHIBITING OR REGULATING THE EMPLOYMENT OF WOMEN IN SPECIFIED OCCUPATIONS
OR INDUSTRIES, BY STATE

Arkansas

Chart

Shoe-shining parlors_________ _____ ___________________________ ______ _____
Smelters_______________________ ________________ ____ _____""" ”
'
'Taxi driver**____ _______ _______________________________ ”” ............................. ”
Trucking.......... ...............................................................................
Welding and cutting, etc.*............................................................................
Number of the 38 occupations or industries in each
State............................................................. ....... ..............

112

@> Washington—Industrial welfare committee order no. 30, 1922.
® Oregon—State welfare commission orders nos. 40, 42, and 43, 1931.
(§) Pennsylvania—Department of labor and industry. Regulations affecting em
ployment of women, 1934, rule W-4.
® Ibid., rule W-3.
® Alabama—Session laws 1935, act 193, sec. 53.
® Arizona—Revised code 1928, sec. 1380.
(£) Arkansas—Digest of the statutes 1921, sec. 7266.
@ Illinois—Revised statutes (Smith-Hurd) 1931, ch. 93, sec. 27.
® Indiana—Annotated statutes (Burns) 1926, sec. 10072.
® Maryland—Annotated code (Bagby) 1924, art. 89, sec. 174.
® Missouri—Revised statutes 1929, sec. 13641.
® New York—Cahill’s Consolidated Laws 1930, ch. 32, sec. 146 (6).
® Oklahoma—Statutes 1931, secs. 10843, 11152.
® Pennsylvania—Statutes 1920, secs. 13580-13585.
<§> Utah—Revised statutes 1933, sec. 49-4-1.
(3) Virginia—Code 1930, sec. 1871.
Washington—Remington’s Revised Statutes 1931, sec 8800.
Wisconsin—Statutes 1935, sec. 103.05 (3)(d)2.
@ Wyoming—Revised statutes 1931, sec. 20-106.
<§) Michigan—Compiled laws, 1929, secs. 8342-8346.
@ New York—Cahill’s Consolidated Laws 1930, ch. 32, sec. 146 (8).
© Ohio—Page’s Code 1932, sec. 1027.
® Louisiana—General statutes (Dart) 1932. sec. 4335.
© Minnesota—Mason’s Statutes 1927, sec. 4149.
® Missouri—Revised statutes 1929, sec. 13224.
@ Pennsylvania—Department of labor and industry. Regulations affecting em
ployment of women, 1934, rule W-2(3).
©New Jersey—Department of labor. Safety standards for the manufacture of
nitro and amido compounds, 1917, p. 8.
(§) Pennsylvania—Department of labor and industry. Regulations ... for the
manufacture of nitro and amido compounds, 1928, sec. 8(i).
® Oklahoma—Statutes 1931, sec. 10843.
® Pennsylvania—Department of labor and industry. Regulations affecting em
ployment of women, 1934, rule W-8.
@ Ibid., rule W-7.

P R O H IB IT O R Y O R R E G U L A T O R Y L A W S

* For details see pp. 6 to 10 of this bulletin and Bui. 66-11, Women's Bureau, U. S.
Department of Labor.
** A county court of Ohio has declared this law unconstitutional.
® Ohio—Page’s Code 1932, sec. 100S-1.
® New York—Cahill’s Consolidated Laws 1930, eh. 32, sec. 383.
® Washington—Industrial welfare committee order no 23, 1921.
® Colorado—Compiled laws 1921, sec. 3546.
® Massachusetts—Department of labor and industries. Rules . . . relating to . . .
foundries, 1917, secs. 28-30.
® Minnesota—Mason's Statutes 1927, secs. 4073-4074.
® New York—Cahill’s Consolidated Laws 1930, ch. 32, sec. 147. Industrial board
■code bulletin no. 10, rules 582-585, 1915.
® Ohio—Industrial commission. Specific safety requirements ... in foundries,
1931, secs. 81-84.
® Pennsylvania—Department of labor and industry. Regulations for foundries,
1929, rule 8.
® Pennsylvania—Department of labor and industry. Regulations affecting em
ployment of women, 1934, rule W-5.
@ Wisconsin—Industrial commission order no. 1, March 10, 1933.
® Connecticut—General statutes 1930, sec. 5201.
@ Massachusetts—General laws 1932, ch. 149, sec. 55.
<8» Missouri—Revised statutes 1929, secs. 13210-13211.
® New York—Cahill’s Consolidated Laws 1930, ch. 32, sec. 148.
Vermont—Public laws 1933, sec. 6590.
Washington—Industrial welfare committee order no. 25, 1921; no. 30, 1922.
@ New Jersey—Department of labor. Safety standards for lead corroders, 1917,
■pp. 4.14,21.
<§> Pennsylvania—Department of labor and industry. Regulations for lead cor
roding, 1930, rule 2.
(§> Pennsylvania—Department of labor and industry. Regulations affecting em
ployment of women, 1934, rule W-9.
@ California—Industrial welfare commission order no. 3a, 1929, no. 18, 1931; general
Jaws (Deering) 1931, act 4737.
(§) Massachusetts—General laws 1932, ch. 149, sec. 53.
® Pennsylvania—Department of labor and industry. Regulations affecting em
ployment of women, 1934, rule W-2 (4).

Chart XI.—LAWS PROVIDING SEATING ACCOMMODATIONS FOR WOMEN WORKERS
State
Alabama :

Proper accommodations.

Code (Miehie) 1928, sec. 3991
Arizona:

Revised code 1928, secs. 1362,
1380.

At least 2 seats to every 3
females.

Suitable seats,
benches.

chairs,

Digest of the statutes 1921,
sec. 7100.

Sufficient to seat comfort
ably.

General laws (Deering) 1931,
act 3456, sec. 2.

Seats for all female employ
ees.

Suitable seats.

Industrial welfare commis
sion orders no. 3a, 1929, no.
18, 1931.

Where nature of work per
mits a seat for each and
every woman or minor at
worktables or machines.

Ibid., no. 16a, 1931.

Seats for all women employ
ees.

Where nature of work per
mits: Adjustable seats at
worktables or machines to
permit position of workers
relative to work to be sub
stantially the same whether
seated or standing. Work
tables, including cutting
and canning tables and sort
ing belts, to have individ
ually adjustable footrests.
Suitable seats

California:

When seats may be used

Occupations or industries specified

When employee is not actively en
gaged in the work of her employ
ment.

Store or shop employing any girl or woman as
a clerk or saleswoman.

When employee is not necessarily
engaged in the active duties of
employment.

Mill, factory, workshop, mercantile establish
ment, tenement house, manufactory or
workshop, store, business office, telegraph
or telephone office, restaurant, bakery,
barber shop, apartment house, bootblack
stand or parlor, or in the distribution or
transportation of merchandise or messages.

During such times as employee is
not required to be upon her feet.

Manufacturing, mechanical, mercantile, or
other establishment.

When employee is not engaged in
active duties of employment.

Manufacturing, mechanical, or mercantile
establishment, laundry, hotel, restaurant,
or other establishment.
Fruit and vegetable canning industry; any
occupation, trade, or industry.

When employee is not engaged in
active duties of employment.

Motion-picture industry—extras, i.e., wom
en who act, sing, dance, or otherwise perform
at a wage of not more than $15 a day or $65
a week.
Any occupation, trade, or industry.

Ibid., no. 18, 1931..................... At least 1 seat for every 2
women.

Seats of proper height

When employee is not engaged in
active duties of employment.

Compiled laws 1921 (pub
lished, 1922), sec. 4193.

Suitable seats

When employee is not necessarily
engaged in active duties of em
ployment.

Manufacturing, mechanical, or mercantile
establishment.

___ do.................................................. .

Mercantile, mechanical, or manufacturing
establishment.

Colorado:

Connecticut:

General statutes 1930, sec.
5212.

Seats for all female employ
ees.

.do.

I
LABOR LAW S FO R W O M EN

Arkansas:

Type of seats

Number of seats

Delaware:

Session laws 1917, ch. 231,
secs. 1-2.

At least 1 for every 3 females.

.do.

Mercantile, mechanical, or manufacturing
establishment, laundry, baking or printing
establishment, dressmaking establishment,
place of amusement, telephone or telegraph
office or exchange, hotel, restaurant, or
office.

District of Columbia:

Code 1929, p. 182, sec. 30.

Seats for all females.

Proper and suitable seats;
seats, rests, or stools.

Florida:

Compiled general laws 1927,
sec. 7170.1

Georgia:

Code 1933, sec. 54-401

Suitable seats.

When employee is not necessarily
engaged in active duties of em
ployment.

Manufacturing, mechanical, or mercantile
establishment.

do............. .

When employee is not engaged in
active duties of employment.

Establishments where females are employed.

Reasonable number.

Suitable seats, where practi
cable to be made a perma
nent fixture that may be so
constructed or adjusted as
not to hinder work when not
in use.

When employee is not engaged in
active duties of employment.
When use will not actually and
necessarily interfere with proper
discharge of duties.

Factory, mercantile establishment, mill, or
workshop.

A seat for each female em
ployee.

Suitable seats so constructed
or adjusted, where practi
cable, as to be fixtures and
not obstruct employees at
their work.

When employee is not necessarily
engaged in active duties of em
ployment.

Manufacturing or mercantile establishment,
mine, quarry, laundry, renovating works,
bakery, or printing office.

Suitable seats

To such extent as work may rea
sonably admit.

Workshop, mercantile or manufacturing
business or establishment.

Chairs, stools, or other contriv When employee is not actively en
ances for comfortable use.
gaged in discharge of duties.
Suitable seats........ .................... When employee is not actively en
gaged at regular duties.
Suitable seats provided with
backs and footrests broad
and firm enough to be con
venient.

Mercantile establishment, store, shop, hotel,
restaurant, or other place.
Laundry occupations, i. e., laundry, dyeing,
dry-cleaning, and pressing establishments.
Manufacturing occupations, i. e., all processes
in the production of commodities.

I Indiana:

Annotated statutes (Burns)
1926, secs. 9416, 9418.

Iowa:

Code 1935, sec. 1485
Kansas:

Revised statutes 1923, sec.
44-111.
Commission of labor and in
dustry order no. 1, 1936.
Ibid., no. 2, 1936......................

Applies to all employees.

Sufficient number........
A seat for each woman.

s e a t in g la w s

Mercantile or other business pursuits.

Illinois:

Revised statutes (SmithHurd) 1931, ch. 48, see. 111.

Store, shop, office, or manufactory.

Suitable chairs or stools or slid When employee is not engaged in
ing seats attached to count
active work and not required to
ers or walls.
stand in proper performance of
duties. For reasonable use
when such use will not interfere
with humane or reasonable re
quirements of employment.

Idaho:

Code 1932, sec. 43-708

As may be necessary. When em
ployee is not actively engaged
in her employment.

Chart XI.—LAWS PROVIDING SEATING ACCOMMODATIONS FOR WOMEN WORKERS—Continued
State
Kentucky:

Carroll’s Statutes 1930, sec.
4866b-3.

Number of seats

Type of seats

When seats may be used

Occupations or industries specified

In stores and mercantile es
tablishments at least 1
seat to every 3 females.

Seats that fold when not in use
shall not be deemed a com
pliance with the law.

When employee is not engaged in
active duties of employment.

Every person, firm, or corporation that em
ploys females.

Louisiana:

Suitable seats,
benches.

chairs,

Proper seating or resting ac
commodations.
Maine:

Any person, firm, or corporation employing
female labor or female clerks.
Mill, factory, warehouse, mine, packing
house, manufacturing establishment, work
shop, laundry, millinery or dressmaking
store or mercantile establishment, hotel,
restaurant, theater, concert hall, any place
of amusement where intoxicating liquors
are made or sold, bowling alley, bootblack
ing establishment, freight or passenger ele
vator, in the transmission or distribution of
messages or merchandise, or in any other
occupation whatsoever. Exception: Agri
cultural pursuits.
Elevators
used for carrying persons, goods,
For convenience while on duty—

When employee is not actually engaged in duties of employment.
When employee is not necessarily
engaged in active duties of em
ployment.

When employee is not actively engaged in discharge of duties.

Mercantile establishment, store, shop, hotel,
restaurant, or other place.

Maryland:

When employee is not actively engaged in performance of duties.

Retail, jobbing or wholesale dry-goods store,
notion, millinery, or any other business
where females are employed for the purpose
of serving the public.

Massachusetts:

When employee is not necessarily
engaged in active duties of em
ployment. While at work ex
cept when work cannot prop
erly be performed in a sitting
position.

Manufacturing, mechanical, or mercantile
establishment, including any place used for
a restaurant or for publicly providing and
serving meals.

As may be necessary. At reasonable times. Employer shall not
require employee to stand when
not necessarily in service.

Store, shop, office, or manufactory.

Revised statutes 1930, ch. 54,
sec. 37.

Chairs, stools, or other contrivances for comfortable use.

Annotated code (Bagby)
1924, art. 27, sec. 293.

General laws 1932, ch. 149,
secs. 1,103.

Michigan:

Compiled laws 1929, sec. 8339.

Proper and suitable seats.
Seats, rests, or stools.

STA TE LABOR LAW S FO R W OM EN

General statutes (Dart) 1932,
sec. 4353.
Ibid., secs. 4319, 4331.............. At least 1 chair to every 3
females.

Minnesota:

Mason's Statutes 1927, secs.
4171, 4186.

Commissioner of labor may
determine number.

Suitable seats. In all places
where work can be properly
performed in a sitting pos
ture, seats with proper backs
where practicable. Com
missioner of labor may de
termine when seats, with or
without backs, are neces
sary.

To such extent as may be reason
able for the preservation of
health.

All places of employment, i. e., any place,
either inside or outside, where any business
or industry is carried on and in which per
sons are employed, including factories,
mills, workshops, laundries, dyeing and
cleaning establishments, mercantile estab
lishments, offices and office buildings,
hotels, restaurants, theaters and other
places of amusement, transportation sys
tems, public utilities, engineering works,
the erection of buildings, and yards.
Exceptions: Domestic service; agricultural
labor.

When employee is not required by
duties to be upon her feet.

Manufacturing, mechanical, mercantile, or
other establishment.

Suitable seats.

When employee is not engaged in
the active duties of employment.

Manufacturing, mechanical, or mercantile
establishment, laundry, hotel, restaurant,
or other establishment.

1 for each female.

Chair, stool, or seat.

When duties of employee permit
or when sitting does not inter
fere with faithful discharge of
duties.

Every agent, proprietor, superintendent, or
employer of female help.

Seats for all female employ
ees.

Suitable seats.

When employee is not engaged in
active duties of employment.

Manufacturing, mechanical, or mercantile
establishment, laundry, hotel, restaurant,
or other establishment.

....... do_______

When employee is not necessarily
engaged in active duties of em
ployment.

Compiled statutes 1910, p.
3037.

Suitable seats.

Ibid., p. 3041

___ do_______

When employee is not necessarily
engaged in active duties of em
ployment.
Free access to seats allowed when
employee is not engaged in dis
charge of duties that cannot
be performed properly in a sit
ting position.
When employee is not engaged in
active duties of employment.

Factory, mill, workshop or other manufac
turing or mercantile establishment. Ex
ception: Establishments employing fewer
than 3 persons regularly.
Manufacturing, mechanical, or mercantile
establishment.

Missouri:

Revised statutes 1929, sec.
13233.

Sufficient number to seat
comfortably.

Montana:

Nebraska:

Compiled statutes 1929, sec.
48-203.
Nevada:

Compiled laws
1929, sec. 2791.

(Hillyer)

New Hampshire:

Public laws 1926, ch. 177,
secs. 1, 4.
New Jersey:

New Mexico:

Session laws 1931, ch. 109

.do.

S E A T IN G L A W S

Revised codes 1921, sec. 3077. Seats for all female employ
ees.

Any commercial employment (mercantile
establishment).

Factory, mine, mill, workshop, mechanical
or mercantile establishment, laundry,
hotel, restaurant, rooming house, theater
or moving-picture show, barber shop,
telegraph or telephone or other office,
express or transportation company, State
institution, or any other establishment,
institution, or enterprise.

Chart XI.—LAWS PROVIDING SEATING ACCOMMODATIONS FOR WOMEN WORKERS—Continued
Type of seats

When seats may be used

Occupations or industries specified

Cahill’s Consolidated Laws
1930, ch. 32, secs. 2, 150.

Sufficient number. In mer
cantile establishments at
least 1 seat for every 3
females.

Suitable seats with backs
where practicable.

Factory (including laundry), mercantile
establishment, freight or passenger elevator,
hotel, or restaurant.

Industrial code bulletin no.
27, rule no. 1740, 1924.

Seats for all employees-

Suitable seats with backs
where practicable. Seats to
be adjusted to provide rea
sonable comfort.
Seats or benches with backs in
close proximity to working
places.
Suitable seats with backs to be
properly adjusted for each
worker. Boxes, barrels,
benches, camp chairs, or
stools as seats prohibited.
Suitable seats with backs.
Benches with backs may be
permitted.

To such extent as may be reason
able for the preservation of
health. In factories when em
ployee is engaged in work that
can be properly performed in a
sitting posture.
When work can be performed in a
sitting posture.

New York:

Ibid., no. 28, rule nos. 1783
1784, 1924.

North Carolina:

Code (Michie) 1935, sec. 6555

Seats for all female em
ployees.

North Dakota:

Minimum wage department
order no. 3,1932.
Ohio:

Page’s Code 1932, sec. 1008...

Oklahoma:

Statutes 1931, sec. 10844..

1 seat for each female em
ployee.

Reasonable use permitted if proc
esses require continual stand
ing.

Laundry.

Needle trades—sewing machine operators
and hand sewers.

Reasonable use permitted..

Needle trades—persons engaged in work
requiring standing.

Proper and suitable seats.
Seats, rests, or stools.

As may be necessary; when em
ployee is not actively engaged
in her work.

Store, shop, office, or manufacturing estab
lishment.

Suitable seats.

To such extent as may be reason
able for the preservation of
health.

Mercantile establishment.

Suitable seats to be con
structed, where practicable,
with automatic back sup
ports and so adjusted as to
be fixtures but not to ob
struct employees in per
formance of duties.

When employee is not necessarily
engaged in active duties of em
ployment and when use will not
actually and necessarily inter
fere with proper discharge of
duties.

Factory, workshop, business office, telephone
or telegraph office, restaurant, bakery, mil
linery or dressmaking establishment, mer
cantile or other establishment.

Chairs, stools, or other con
trivances for comfortable
use.

When employee is not actively
employed in discharge of duties.

Mercantile establishment, store, shop, hotel,
restaurant, or other place where women or
girls are employed as clerks.

STA TE LABOR LAW S FO R W OM EN

Number of seats

State

Ibid., sec. 10849.

Seats for all female em
ployees.

81898*— 37-

Manufacturing, mechanical, or mercantile
establishment, workshop, laundry, print
ing office, dressmaking or millinery estab
lishment, hotel, restaurant, theater, tele
graph or telephone establishment and
office, or any other establishment.

When employee is not engaged in
active duties of employment.

Manufacturing, mechanical, or mercantile
establishment, laundry, hotel, restaurant,
or other establishment.
Any occupation.

Oregon t

Code 1930, v. 3, sec. 49-323.
State welfare commission
order no. 22, 1931.

Convenient and comfortable
seats.

Pennsylvania:

When employee is not engaged in
active performance of duties.

Statutes 1920, secs. 13540,
13547.

1 for every 3 females............. .

When nature of work is such that
employee may sit while working.

Reasonable use permitted Any establishment, i. e., any place where
work is done for compensation of any sort
to whomever payable. Exceptions: Work
in private homes and farming.
Elevators.

Department of labor and in
dustry rule W-6, 1934.
Philippine Islands:

When use will not be a detriment
to efficiency.

Factory, shop, industrial or mercantile estab
lishment.

When employee is not occupied in
duties that require her to stand.

Any establishment.

Seats conveniently located___

When duties do not require em
ployee to stand.

Manufacturing, mechanical, or mercantile
establishment.

Chairs, stools, or other suit
able sec's.

At reasonable times, to such ex
tent as may be requisite for the
preservation of health.

Mercantile establishment, or any place
where goods, wares, or merchandise are
offered for sale.

As may be necessary for the pres
ervation of health.

Mercantile, manufacturing, hotel, or restau
rant business.

When employee is not necessarily
engaged in active duties of em
ployment. When use will not
actually and necessarily inter
fere with the proper discharge of
duties.

Factory, mercantile establishment, mill, or
workshop.

Puerto Rico:

Session laws 1919, Act 73,
sec. 4.
Rhode Island:

General laws 1923, sec. 1116..
South Carolina:

Code 1932, sec. 1477.

S E A T IN G L A W S

Session laws 1923, Act 3071,
sec. 2.

South Dakota:

Compiled laws 1929, sec.
10022.
Tennessee:

Code 1932, sec. 5307.

Suitable seats to be made per
manent fixtures where prac
ticable.

Chart XI.—LAWS PROVIDING SEATING ACCOMMODATIONS FOR WOMEN WORKERS—Continued
State

Number of seats

Type of seats

Texas:

When employee is not engaged in
active duties of employment.

Complete statutes 1928, re
vised civil statutes, art.
5171; supplement 1931, art.
5172.

Chairs, stools, or other con
trivances.

49-4-2.
Vermont:

WThen employee is not actively en
gaged in discharge of duties.

Virginia:

Chairs, stools, or other suit
able seats.

Code 1930, sec. 1807

Remington’s Revised Stat
utes 1931, sec. 7615.

Where nature of work per
mits, a seat for each and
every woman at work
tables or machines.

as may be necessary for the pres
ervation of health.

When duties will permit and use
does not interfere with faithful
discharge of duties.
When employee is not engaged in
active duties of employment.

1 for each female employee...

Ibid., sec. 7616-7617 ..
Industrial welfare committee
order no. 30, 1922.

When employee is not engaged in
discharge of duties.

Where nature of work per
mits: Adjustable seats at
worktables or machines to
permit position of workers
relative to work to be sub
stantially the same whether
seated or standing. Work
tables, including sorting
belts, to have individually
adjustable footrests.

Occupations or industries specified

Factory, mine, mill, workshop, mechanical
or mercantile establishment, laundry,
hotel, restaurant, rooming house, theater,
moving-picture show, barber shop, tele
graph or telephone or other office, express
or transportation company, State institu
tion, or any other establishment, institu
tion, or enterprise. Exceptions: Stenogra
phers; pharmacists; superintendents, ma
trons, nurses, and attendants employed by,
in, and about such orphans’ homes that are
charitable institutions, not run for profit,
and not operated by the State; mercantile
establishments and telegraph or telephone
companies in rural districts and in towns of
less than 3,000 inhabitants.
Store, shop, hotel, restaurant, or other place.
Mercantile establishment, store, shop, hotel,
inn, restaurant, or other place.
Factory, shop, mill, laundry, mercantile, or
manufacturing establishment. Exceptions:
Fruit and vegetable canning factories. In
any manufacturing establishment where it
is necessary for employee to stand while
working, provision of suitable rest rooms
for use at reasonable times is deemed com
pliance with law.
Stores, offices, .schools.
Establishments where females are employed.
Manufacturing or other mercantile estab
lishment.

STATE LABOR LAWS FOR WOMEN

Utah:

Washington:

When seats may be used

West Virginia:

Code 1931r sec. 21-3-11.

Suitable seats where prac
ticable to be made perma
nent fixtures so constructed
or adjusted as not to ob
struct work.

Wisconsin:

Statutes 1935, sec. 103.16........

Revised statutes 1931, sec.
63-110.

Seats for all female employ-

Factory, mercantile establishment, mill, or
workshop.

When employee is not necessarily
engaged in active duties of em
ployment.

Manufacturing, mechanical, or mercantile
establishment.

When employee is not engaged in
active duties of employment.

Manufacturing, mechanical, or mercantile
establishment, laundry, hotel, restaurant,
or other establishment.

Chart XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS»
State, order, and effective
date

Occupation or industry covered

Class of employees covered

Wage rates

Hours

California:

No. 5a, Apr. 8, 1923.

Mercantile. Exception: Workers in foodcatering departments. (See Order no.
12a.)

Women and minors:
Experienced___

$16 a week-

Inexperienced:
Women
$12 a week.
Minors
$10 a week.
Part-time (except waitresses
and errand boys):
Women.............................. 40 cents an hour.
Minors
30 cents an hour.
Special:
Women............................. $2,663$ a day___
Minors_______________ $2 a day_______
Messenger and errand boys
(minor):
Experienced...................... $12 a week.

Standard week.2 (Maximum 8
a day, 48 a week for women
and minors under 18.)
Do.
Do.
Less than 8 a day.
Do.
8 a day (maximum).
Do.

Standard week.2 (Maximum 8
a day, 48 a week.)
Inexperienced.
$10.56 a week___
Do.
Part-time____
25 cents an hour.
Less than 8 a day.
Minimum-wage laws in Colorado and Utah never operative for lack of appropriation. No orders have been issued in New Jersey and Rhode Island.
standard week, i. e., regularly established number of hours worked a week in the place of employment

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

Wyoming:

When employee is not necessarily
engaged in active duties of em
ployment. When use will not
actually and necessarily inter
fere with the proper discharge
of duties.

-<!
«<I

Chart XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date

Occupation or industry covered

California—Continued.

Class of employees covered

Women and minors:

No, 11 a, May ft, 1923

Standard week.2 (Maximum 8 a
day, 48 a week.)
Do.
Less than 8 a day.
Do.

Messenger and errand boys
(minor):
$10.56 a week; 22 cents an hour.-.
.

Standard week.® (Maximum 8
a day, 48 a week.)
Do.
Standard week.'2 (Maximum 8
a day, 48 a week.)
Do.
Less than 8 a day.

No. 12a, Sept. 14, 1923.._ Hotel and restaurant, i. e., hotel, lodging, or
apartment house; restaurant, cafeteria, or
other place where food or drink is sold to
be consumed on the premises; food-cater
ing department of any mercantile estab
lishment; any hospital except graduate
nurses, nurses in training, or other profes
sional women.
No. 15a, Sept. 14, 1923...

38 cents an hour but not to exexceed $16 a week.

Less than 48 a week.

Do.
No. 6a, May 9, 1923.........

Fish canning________ ____ ___ ____ _

Women and minors:

Inexperienced------------------Overtime (not allowed for
minors, labelers, and office
workers).

8 a day, 48 a week. (Basic except
for minors under 18, labelers,
office workers.)
Do.
Over 8 and up to 12 a day.
Double 1H times minimum........

Dried fruit:
Inexperienced................... 25 cents an hour________ ____

Day of rest—first 8 hours.
Day of rest—after 8 hours.
8 a day, 48 a week. (Women and
minors under 18.)
Do.

STATE LABOR LAWS FOR WOMEN

Part-time:

No. 7ar July 23, 1923

Hours

Wage rates

Citrus; green fruit and veg
etable:
Experienced

33H cents an hour

Inexperienced
Overtime (women ex
cept office workers).

No. 9a, Aug. 28, 1933-----

Fruit and vegetable canning.

General and professional offices.

Inexperienced (women; minors). 25 cents an hour
Overtime (women over 18, ex 134 times regular rate_____ ____
cept labelers).
Double regular rate.____ ______
1H times regular rate
Double 134 times regular rate__
Male minors under 18 in occupa 25 cents an hour
tions where no females are em
ployed.
Women and minors:
Experienced........... ................ . $16 a week.

Inexperienced:
18 years and oxer.

$12 a week.

8 a day, 48 a week. (Basic except
for minors and office workers.)
Do.
Over 8 and up to 12 a day.
Over 12 a day.
Day of rest—first 8 hours.
Day of rest—over 8 hours.
8 a day, 48 a week. (Basic except
for labelers and minors under
18.)
Do.
Over 8 and up to 12 a day.
Over 12 a day.
Day of rest—first 8 hours.
Day of rest—over 8 hours.
8 a day, 48 a week.

8 a day, 48 a week. (Maximum
for minors under 18 and for
women 18 and over covered by
hour law. See p. 19.)
8 a day, 48 a week. (Maximum
for women covered by hour law.
See p. 19.)
8 a day, 48 a week.
Over 48 a week.

Under 18 years
$10 a week__________
Overtime (women not cov 134 times regular rate.
ered by hour law and who
receive less than $30 a
week) ,4
Part-time:
Over 18 years or experi 40 cents an hour (not over $2.67 a Less than 8 a day.
enced under 18.
day).
Inexperienced under 18.. 30 cents an hour (not over $2 a
Do.
day).
Special:
Over 18 years or experi $2.67 a day
8 a day.
enced under 18.
Inexperienced under 18.. $2 a day
Do.
Messenger and errand boys 25 cents an hour..........................
8 a day, 48 a week.
under 18.
2 Standard week, i. e., regularly established number of hours worked a week in the place of employment.
«!?SLS?eCiifi,fS ^16i°Jnthe “standard ^eek” (see footnote 2) but by resolution adopted May 24, 1934, the industrial welfare commission requires 33cents an hour if 8
iours are worked m 1 day and 40 cents an hour for less than 8 hours a day, i. e., $16 only if 48 hours are worked.
4 The order says that women over 18 not subject to the hour law and who receive $30 or more a week may be employed over 48 hours in case of emergency.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

No. 3a, Sept. 14, 1929___

25 cents an hour............................ .
1H times the minimum________
Double the minimum
134 times the minimum_______
Double 1H times the minimum.
Experienced (women; minors)— 33H cents an hour..........................

Chart XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date
California—Continued.
No. 10a, Sept. 14, 1923.

Occupation or industry covered

Wage rates

Hours

Experienced:
day, 48 a week.)
Do.

Minors under 18 in occupa
tions where no adult
women are employed.
Inexperienced:

Do.
Do.
Part-time:
Do.
Connecticut:
Directory, Mar. 21, 1934 _

$13 a week. (12 cents per gross
yards, 1 thread; 18 cents per
gross yards, 2 threads.)

Illinois:
No. 1................................ ..
Directory, Feb. 11,
1935.

No. 2...............................
Directory, July 15,
1935.

38J4 cents an hour (10 percent
added to basic rate), not over
$14 a week.
Laundry, I. e., all processes directly con
cerned with the cleansing, collection, or
distribution of laundry services. ExcepLaundry establishment, i. e., any place in
which one is engaged in any phase of the
laundry trade.

District I (Cook, Will, Lake,
DuPage, and Kane Coun
ties).

District II (except District I

•

eluding Calhoun, Jersey,
Macoupin, Montgomery,
Shelby, Cumberland, and
Clark).

Hour-law maximum 48 a week
for factories. See p. 23.)

a day, 6 days a week. See
P- 28.)
Less than 40 a week.

28 cents an hour, $11.20 a week.. 40 a week.
Over 44 a week. (Maximum 10
a day, 6 days a week. See
p. 28.)
Less than 25 a week (provided by
employer).

a day, 6 days a week. See
p. 28).
Less than 25 a week (provided by
employer).

of and including Madison,
Jasper, and Crawford).

a day, 6 days a week. See
p. 28.)
25Ho cents an hour....................... Less than 25 a week.

STATE LABOR LAWS FOR WOMEN

Unclassified occupations, i. e., all employ
ment not included in other orders. Excep
tions: Telephone and telegraph industries,
professional occupations, domestic labor,
harvesting, curing, or drying of fruits and
vegetables.

Class of employees covered

No. 3......................................

Directory, Oct. 21.
1935.

No. 13, Mar. 1, 1920.

Corset, i. e., the manufacture of corsets,
brassieres, and all similar related lines.

Registered beauty culturists,
manicurists, desk clerks, and
shop managers.
Apprentices

Maids.

Cleaning women........................
Part-time (except cleaning
women).
Overtime............................. ............
Females:
Experienced___________
Inexperienced:'
17 years and over----Under 17 years...........
Females:
Experienced__________
Inexperienced..............
Females:
Experienced--------------Inexperienced________
Females of ordinary ability.

$16.50 a week.................................. 45 a week.
$16.50a week
Over 45 to 48 a week.
55 cents an hour............................. Over 48 a week.
74 cents an hour---------------------- Sundays and legal holidays.
$10 a week...................................... 45 a week.
$10 a week....................................... Over 45 to 48 a week.
33 cents an hour
Over 48 a week.
44 cents an hour______ ____ ___ Sundays and legal holidays.
$15 a week..______ ___________ 45 a week.
$15 a week______ _____ _______ Over 45 to 48 a week.
50 cents an hour
Over 48 a week.
66 cents an hour
Sundays and legal holidays.
30 cents an hour.
$3 a day........................................... 8 a day or less.
Same as rates for more than 48
hours a week.

Over 8 a day.

$13 a week.

Full time.5 (Maximum 9 a day,
48 a week. See p. 24.)

$10 a week...
$8 a week................... .....................

Do.
Do.

$15 a week.................................... .
$7 a week........................... .............

Do.
Do.

No. 14, Feb. 1, 1920.

Men’s clothing and raincoat--------

No. 15, July 1, 1920.

Knit goods-------------------------------

No. 18, Feb. 1, 1921.

Office and other building cleaning.

No. 20, May 15, 1922.

Paper box. (Includes both set-up, folding,
and corrugated boxes, and plants manu
facturing for their own Consumption as
well as those manufacturing for the trade.)

Females:
Experienced-...............
Inexperienced:
18 years and over.
Under 18 years. __

$10 a week.....................................
$8.50 a week----------------------------

Women’s clothing, i. e., cloak, suit, skirt,
dress, and waist.

Females:
Experienced________

$14 a week

No. 21, May 15, 1922___

Inexperienced:
18 years and over.
Under 18 years...
No. 22, June 1, 1922.
Muslin underwear, petticoat, apron, ki- Females:
mono, house dress, women’s neckwear,
Experienced________
and children’s clothing.
Inexperienced:
16 years and over.
Under 16 years__
8 Standard week, i. e., regularly established number of hours worked a week in the place of employment.
• Full time, i. e., full number of hours a week required by employer and permitted by State law.

$13.75 a week...... ......................... .
$8.50 a week
$15.40 a week
37 cents an hour (not over $15.40
a week).

Do.
Do.
42 or over a week.
Less than 42 a week.

$13.50 a week

Full time.5 (Maximum 9 a day,
48 a week. See p. 24.)
Do.
Do.

$11 a week...
$9 a week___

Full time.5 (Maximum 9 a day,
48 a week. See p. 24.)
Do.
Do.

$13 75 a week.

Do.

$8 a week___
$7.50 a week-

Do.
Do.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

Massachusetts:

Beauty culture, i. e., all processes concerned
with shampooing, waving, or straighten
ing hair; scalp and facial treatments; eye
brow shaping, eyelash and eyebrow dye
ing; manicuring, hand and arm massage;
hair cutting or trimming, tinting, and
bleaching; removal of superfluous hair,
warts, or moles by use of an electric needle;
demonstrating cosmetics, supplies, and
equipment; desk appointment girls and
those selling cosmetics; cashiers and book
keepers; all females and male minors em
ployed by the owner or manager of a
beauty shop.
Beauty culture establishment, i. e., any
place in which one is engaged in any of the
above occupations.

Chart XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date

Massachusetts—Contd.
Nn. 23, June 1, 1922

Occupation or industry covered

No. 26, Mar. 1, 1923____

Females:

Inexperienced:
Females:

No. 27, Jan. 2, 1924..........

Druggists’ preparations, proprietary medi
cines, and chemical compounds.

Females:

No. 28, Apr. 1, 1925..........

Canning and preserving, minor lines of con
fectionery and miscellaneous food prepara
tions.

Females:
Experienced:
16 and under 18 years.
Inexperienced:
16 and under 18 years.
Females:
Inexperienced:

No. 30, July 1, 1925..........
No. 31, Jan. 1, 1926

Millinery, i. e., wholesale, manufacturing,
and retail millinery establishments; man
ufacture of flowers and feathers.
Stationery goods and envelopes, tablets,
blank books, greeting cards, card-filing
equipment, and miscellaneous paper goods.

Females:
Females:
Inexperienced:
Females:

No. 33, Jan. 1, 1927.......... Jewelry and related lines, i. e., manufacture
of jewelry, jewelry findings, silver novel
ties, watches, clocks, and optical goods.
Exceptions: Flat or table silver, jewelry
and instrument cases.

Females:

Hours

Wage rates

Full time.* (Maximum 9 a day,
48 a week. See p. 24.)
Do.
Do.
48 a week. (Maximum 9 a day,
48 a week. See p. 24.)
Do.
Full time.* (Maximum 9 a day,
48 a week. See p. 24.)
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.
Do.

STA TE LA BO R LAW S FO R W O M E N

Men’s furnishings, i. e., men’s and boys’
shirts, overalls, and other working men’s
garments, men’s neckwear and other fur
nishings, men’s, women’s, and children’s
garters and suspenders.

Class of employees covered

No. 37, Oct. 3, 1932..........

No. 1_______ _______
Directory, Oct. 1,
1935.

No. 2__________ _____
Directory, May 1,
1936.

Pocketbook and leather goods, i. e., pocketbooks, bags, brief cases, leather and imitation leather goods, suit cases, trunks, card
cases, desk sets, dog collars, and similar
lines.
Laundry and dry cleaning, i. e., any activity
concerned with the washing, ironing, or
processing incidental thereto of any kind
of fabric or laundry wares; collection, dis
tribution, or sale of laundry service; any
activity directly concerned with the clean
ing, refreshing, or restoration of any fabric
or article of wearing apparel including
pressing or other work incidental thereto
or performed in connection therewith, col
lection, distribution, or sale of dry cleaning
service. The producing or rendering of
any of the above activities or services by
the employer upon his own behalf or for
others.
Electrical equipment and supplies, i. e., insories, radios, radio parts, mica, insulated
wire, fuses, signal and protective systems,
and various kinds of electrical appliances
and devices for household and office use,
telephone cords, fire-alarm apparatus,
electric-light sockets, automobile lighting
fixtures, spark plugs, electric irons, and
similar devices.
1

Females:
Experienced...........................
Inexperienced:
Over 16 years or with 1
year in the occupation,
All others____ ____ _

Do.
Do.

Females:
Experienced..... .............. .
Inexperienced:
17 years and over

Do.
Do.
Do.

Females:
Experienced:
18 years and over............
Under 18 years
Inexperienced
Women and minors:
Experienced__

Inexperienced...........................

Do.
Do.
Do.

33 cents an hour; not more than
35 times basic minimum a
week.

35 or over a week. (Maximum 9
a day, 48 a week. See p. 24.)
Less than 35 a week.
9 a day, 48 a week.
See p. 24.)

(Maximum.

Women and minors:

Inexperienced................. ..........

Full time, i. e., full number of hours a week required by employer and permitted by State law.

Do.

Average full-time week.8 (Maxi
mum 9 a day, 48 a week. See
P- 24.)
Do.

A N A L Y S IS O F S T A L E M IN IM U M -W A G E O R D E R S

No. 34, Mar. 1, 1927......... Toys, games, sporting goods, and related
lines, i. e., kindergarten supplies, wooden
and mechanical toys, dolls, games, puzzles,
“busy work”, tennis, golf, foot, and base
balls, golf clubs, tennis racquets, fishing
lines, artificial flies, catching mitts and
gloves. Exceptions: Uniforms, sweaters,
bathing suits, athletic underwear.
No. 36, June 1, 1929
Boot and shoe cut stock and findings, i. e.,
counters, inner soles, shoe trimmings and
ornaments, stays, heels other than wood,
shanks, rands, and similar lines.

OO
CO

Chart XII.—ANALYSIS OP STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date

Occupation or industry covered

Women and minors:
Experienced:
Class A (cities over
600.000 population).
Class B (cities over
30.000 and under 500,
000 population).
Class C (communities
of 30,000 and under.)
Inexperienced:
Under 19 years:
Class A (see above).
Class B (see above).
Class C (see above).
Under 18 years:
Class A (see above).
Class B (see above).
Class C (see above).

Minnesota:
No. 12, Jan. 1, 1921 __

Wage rates

Cities of 5,000 or more popu
lation:

Hours

Full time, i. e., 36 a week or over.
(Maximum 9 a day, 48 a week.
See p. 24.)
Do.
Do.

Do.
Do.
Do.

Hourly rates based on hours of
full-time women workers.

Do.
Do.
Do.
Less than 36 a week.

36 to 48 a week.
girls, 51 a week. See p. 32.;
for children under 16 years, 8 a
day, 48 a week.)

Inexperienced:
18 years and over—

Municipalities of less than
5,000 population:

Over 48 a week. (For maximum
see above.)
36 to 48 a week.
Over 48 a week. (For maximum
see above.)
36 to 48 a week.
Over 48 a week. (For maximum
see above.)

STA TE LABOR LAW S FO R W O M EN

Massachusetts—Contd.
No. 3 Retail store. Exceptions: Occupations covered by other minimum fair wage orders.
Directory, Oct. 1,
1936. (Postponed
from Julyl.)

Class of employees covered

<»

Inexperienced:
18 years and over__

$7.68 a week___________
16 cents an hour_______

Under 18 years.........
13H cents an hour___

(For maximum
(For maximum

Laundry, i. e., any activity directly con Women and minors:
cerned with the washing, ironing, or
Experienced.............................
10M a day, 54 a week. (See p. 31.)
processing of laundry wares; collection,
Inexperienced........ ............ .
Do.
distribution, or sale of laundry services;
producing of laundry services on their own
behalf or for others by business establish
ments, clubs, institutions, and overnight
camps.
Laundry establishment, i. e., any place in
which any phase of laundry service is con
ducted.
No. 2.................
Restaurant occupation, i. e., any activity Women and minors:
Directory, Apr. 1,
directly concerned with the preparation
Service...................................
54 a week.
1936.
and serving of food to the public for pay, in
Nonservice____ ____
Do.
any establishment where at least 10 people
All (if meals are not furare served per day, where lodging is not
nished).
meal
not
allowed
while
on
also provided to the public for pay.
duty.
Restaurant establishment, i. e., any estab
lishment that prepares and offers for sale
food for consumption either on any of its
premises, or by catering and banquet serv
ice, box lunch or curb service; the term
“food” includes nutritive material in
tended for human consumption, in solid or
liquid form, whether cooked or uncooked,
or otherwise prepared, excluding, however,
medicinal or quasi-medicinal prepara
tions.
No. 3________
Clothing and accessories, i. e., any industry Women and minors:
Directory, Dec. 1,
manufacturing men's clothing, women's
Experienced:
1936.
clothing, winter outfits, gloves, handker
Winter outfits and 25 cents an hour__________ _
10J4 a day, 54 a week. (Seep. 31.)
chiefs, aprons, and other similar acces
men’s clothing.
sories.
Handkerchiefs, aprons, 20 cents an hour.......................
Do.
gloves, women’s house
dresses, and other sim
ilar accessories.
Inexperienced........ ................. 15 cents an hour______
Do.
« The attorney general has ruled the law unconstitutional for adult women. It is now applied only to minors, i. e„ girls under 18, boys under 21 years.

ANALYSIS OP STATE MINIMUM-WAGE ORDERS

New Hampshire:
No. la___
Directory, May 1,
1936.

36 to 48 a week.
Over 48 a week.
see above.)
36 to 48 a week.
Over 48 a week.
see above.)

Cre

Chart XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS—Continued
Occupation or industry covered

New York: 7
No 1
Directory, Oct. 2,
1933.
Mandatory, Aug. 6,
1934.

Laundry, i. e., all processes concerned with
the cleansing, collection, and distribution
of laundry wares. Exceptions: Plant
maintenance; office work.

Class of employees covered

31 cents an hour; $12.40 a week..
46Vi cents an hour (1)4 times
basic minimum).
34Mo cents an hour (10 percent
added to basic minimum).
Outside New York City___

30J4 cents an hour (10 percent
added to basic minimum).

Hotel and restaurant:
Hotel, i. e., any establishment which, as
a whole or a part of its business, offers
lodging for hire to more than 5 persons.
Exceptions: Establishments in which
lodging is incidental to medical care,
religious observance, instruction, or
the care of handicapped or destitute
persons.
Restaurant, i. e., any establishment that
prepares and offers for sale food for con
sumption either on any of its premises,
or by catering and banquet service,
box lunch, or curb service. Exceptions:
Medical, religious, or educational in
stitutions engaged in care of handi
capped or destitute persons. The
term "food’' includes nutritive mate
rial intended for human consumption,
in solid or liquid form, whether cooked
or uncooked, or otherwise prepared,
excluding, however, medicinal or
quasi-medicinal preparations.

Women and minors:
Service, i. e., employees
whose duties relate solely
to serving food at tables
and setting tables; em
ployees whose duties are
solely those of bell or page
boys:

Over 45 a week. (Maximum: Fe
males over 16, 48 a week, see
p. 21; males 16 and under 18,
48 a week.)
Less than 37 a week.

Restaurants: 9 a day, 54 a week
in cities of 50,000 population or

population.
and 200,000 population.

Hotels: unlimited.
Do.

Nonservice:
Cities of over 200,000
population.

Do.
Do.

and 200,000 popula
tion.
Service and nonservice (if
meals are not furnished).
Resident, i. e., employees
who live on premises of em-

Over 45 a week. (Maximum: Fe
males over 16, 48 a week, see
p. 21; males 16 and under 18,
48 a week.)
Less than 37 a week.

27^2 cents an hour; $11 a week... 40 a week.
41)4 cents an hour (1)4 times
basic minimum).

Recommendations of
wage board, approved
Dec. 6, 1935.

os
Hours

Wage rates

6 cents an hour more than above
rates.

Do.
Do.

STATE LABOR LAWS FOR WOMEN

State, order, and effective
date

North Dakota:
No. 1, Dec. 16, 1932.

No. 3, Dec. 16, 1932.

$9.50 a week

Do.

$9 a week......................... ...............

Do.

$8.50 a week________ _________

Do.

Public housekeeping, i. e., the work of wait
resses in restaurants, hotel dining rooms,
boarding houses, and all attendants em
ployed at ice-cream and light-lunch stands
and steam-table or counter work in cafe
terias and delicatessens where freshly
cooked foods are served and the work of
chambermaids in hotels and lodging
houses and boarding houses, and hos
pitals and the work of janitresses and car
cleaners and of kitchen workers in hotels
and restaurants and hospitals and elevator
operators.

Women:
Waitresses or counter girls... $13.41 a week.............................. .

Manufacturing, i. e., all processes in the pro
duction of commodities, including work
in dressmaking shops, wholesale millinery
houses, workrooms of retail millinery
shops, and in the drapery and furniture
covering workshops, the garment altera
tion, art needlework, fur-garment making,
and millinery workrooms in mercantile
stores; employees of creameries and pro
duce houses, and the candy-making de
partments of retail candy stores and of
restaurants; in bakery and biscuit-manu
facturing establishments, in candy manu
facturing and in bookbinding and jobpress-feeding establishments. Exception:
In case of emergency, temporary suspen
sion or modification may be permitted by
the department of agriculture and labor.

Women:
Biscuit and candy:
Experienced....

Chambermaids and kitchen
help.
Part-time

Inexperienced
Bookbinding and job press
feeding:
Experienced
Inexperienced
All other manufacturing:
Experienced....... ..............
Inexperienced

Part-time...

$12.78 a week

9 a day, 58 a week in towns under
500 population; 8H a day, 48 a
week elsewhere. (See pp.
22, 25.)
Do.

Ha of weekly wage for each hour
worked.

$14 a week; $60.67 a month.

$9 a week; $39 a month.
$14 a week; $60.67 a month........ .
$9 a week; $39 a month

40 to 48 a week. (Maximum 8H
a day, 48 a week except in
towns under 500 population.
See p. 22.)
Do.
Do.
Do.

$14 a week; $60.67 a month_____
Do.
To be determined by depart
ment of agriculture and labor
in conference with employers
and employees.
Ho of weekly minimum an hour. 35 to 40 a week.
Ha of weekly minimum an hour. 34 or less a week.

Mercantile, i. e., work in establishments Women:
operated for the purpose of trade in the pur
Experienced.
$13 a week; $56.33 a month_____ 9 a day, 54 a week in towns under
chase or sale of any goods or merchandise,
500 population; 8h a day, 48 a
including the sales force, wrapping force,
week elsewhere. (See pp. 22,26.)
auditing or checking force, the shippers in
Inexperienced.
$10.80 a week; $46.80 a month—..
Do.
the mail-order department, the receiving,
Part-time____
Ha of weekly minimum for each
marking, and stockroom employees and all
hour worked.
other women, except those performing
office duties solely.
'The New York minimum-wage law was held unconstitutional with respect to mandatory wage orders for adult women by the Supreme Court of the United States, June 1, 1936.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

No. 2, Apr. 4, 1922.

ployer and receive full
maintenance:
Cities of over 200,000
population.
Cities between 10,000
and 200,000 population.
Elsewhere

OO
-a

00
00

Chart XII.—ANALYSIS OP STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date
North Dakota—Continued.
No. 4, Dec. 16, 1932........

Class of employees covered

Laundry, i. e., any place where clothes are
washed or cleaned by any process, by any
person, firm, institution, corporation, or
association; all processes connected with
the receiving, marking, washing, cleaning,
ironing, and distribution of washable or
cleanable materials; work performed in
laundry departments of hotels, hospitals,
and factories.
Telephone............................... -............................

Women:
Experienced--------- -----------If laundry privileges al
lowed.

Ohio:

No. 1
Directory, Mar. 26,
1934.
Mandatory, July 26,
1934.

Laundry, i. e., washing, ironing, or process
ing incidental thereto, for compensation, of
clothing, napery, blanket, bed clothing, or
fabric of any kind whatsoever; collecting,
sale, resale, or distribution at retail or

22.)

Women in towns of 1,800 or more
population:
Experienced $14 a week; $60.67 a month.

Part-time:
Towns of 500 but under
1,800 population:
Experienced......... .
Inexperienced..........
Towns under 500 popu
lation:
Experienced..............
Inexperienced-------Any occupation [i. e., occupations covered by
Orders nos. 1-5 for women].

$12.60 a week; $54.60 a month___ 38 to 48 a week. (Maximum 814
a day, 48 a week except in towns
$12.10 a week...................................
under 500 population. See p.

Do.
Inexperienced............ .............. $9.90 a week; $42.90 a month_____
Part time.................................. 148 of weekly minimum an hour.. 32 to 38 a week.
of weekly minimum an hour.. Less than 32 a week.

Inexperienced
Part time:
Experienced
Inexperienced-------Women in towns under 1,800
population:
Experienced—........-.............. .
Inexperienced-------------------

No. 6, May 28, 1936.

Hours

Wage rates

Minors:
Experienced___
Inexperienced-..
Women and minors.

$10 a week; $44.43 a month.

Over 40 to 48 a week. (Maxi
mum 814 a day, 48 a week.
See p. 22.)
Do.

29 cents an hour_________
25 cents an hour...................

40 or less a week.
Do.

$12 a week; $52 a month.
$9 a week; $39 a month..

Over 40 to 48 a week in towns of
500 or more population (see
p. 22); elsewhere, maximum
hours a day and days a month
to be fixed by agreement be
tween employer and employee.

25 cents an hour.
22 cents an hour.

40 or less a week.
Do.

20 cents an hour.
17 cents an hour.

Maximum hours a day and days
a month to be fixed by agree
ment between employer and
employee.

Same as rates for women in Or
ders nos. 1-4.
2714 cents an hour; $11 a week___
29 cents an hour......................... —
3014 cents an hour (10 percent
added to 2714 cents).
27}4 cents an hour------- ------------

8 a day, 48 a week.
40 a week.
19 a week.
Less than 19 a week.
Over 40 to 45 a week.

STATE LABOR LAWS FOR WOMEN

No. 6, Apr. 4, 1922..

Occupation or industry covered

No. 3.................................. .
Directory, July 1,
1936.

Overtime
Nonservice:
Cities of 100,000 popula
tion or over.
Cities of 5,000 and under
100,000 population.
Elsewhere
Overtime
Service and nonservice (if
meals are not furnished).
Resident, i. e., employees
who live on premises of
employer and receive full
maintenance.

37 cents an hour (1H times basic
27H cents).

Over 45. (Maximum 9 a day, 50
a week. See p. 26.)

35 cents an hour; $16.80 a week___ 48 a week.
52J4_ cents an hour (1*4 times Over 48 a week. (Maximum for
minimum).
women over 18 years, 9 a day,
50 a week—see p. 26. For girls
under 18, 48 a week; for boys 16
to 18, 54 a week.)
35 cents an hour; $14 a week_____ 40 a week.
52^ cents an hour. (1J4 times Over 40 a week. (For maximum
minimum).
see above.)

15.62 cents an hour; $7.50 a week..
25 cents an hour—____ ________
14.58 cents an hour; $7 a week___
24 cents an hour
13.02 cents an hour; $6.25 a week..
23 cents an hour
times basic rates (23.43, 21.87,
19.53 cents an hour).

48 a week.
25 a week or less.
48 a week.
25 a week or less.
48 a week.
25 a week or less.
Over 48 a week. (Maximum in
restaurants: 9 a day, 50 a week,
see p. 26. Hotels unlimited.)
21.875 cents an hour; $10.50 a week. 48 a week.
32 cents an hour
25 a week or less.
18.75 cents an hour; $9 a week....... 48 a week.
31 cents an hour
25 a week or less.
16.66 cents an hour; $8 a week....... 48 a week.
30 cents an hour
25 a week or less.
times basic rates (32.812, Over 48 a week. (Maximum in
28.125,24.99 cents an hour).
restaurants: 9 a day, 50 a week,
see p. 26. Hotels unlimited.)
6.25 cents an hour more than
Do.
above rates.
15 cents an hour
Maximum in restaurants: 9 a day,
50 a week. (See p. 26.) Hotels
unlimited.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

No. 2....,......................... .
Directory, Sept. 10,
1934.
Mandatory, Jan. 19,
1934.

wholesale of laundry service; the producing
of laundry service for their own use by
business establishments, clubs or institu
tions; all processes directly concerned with
the cleansing, collection, and distribution
of laundry wares. Exceptions: Plant
maintenance; office work.
Cleaning and dyeing, i. e., cleaning, dyeing, Store clerks.
pressing, or processing incidental thereto,
for compensation, of clothing (including
hats), household furnishings, rugs, textiles,
fur, leather, or fabric of any kind whatso
ever; collecting, sale, resale, or distribution
at retail or wholesale of cleaning, dyeing, All other.
and pressing service by cleaning, dyeing,
pressing establishments, laundries, depart
ment stores, hotels, or by any other type of
establishment or institution; all processes
directly concerned with the cleaning, dye
ing, pressing, soliciting, collection, and dis
tribution of dry-cleaning wares. Excep
tions: Plant maintenance; office work.
Establishments that prepare and offer food Women and minors:
for consumption either on any of their
Service, i. e., employees
premises, or by catering and banquet serv
whose duties relate solely
ice, box lunch, or curb service; the term
to serving food at tables
“food” to include nutritive material
and setting tables; employ
intended for human consumption, in solid
ees whose duties are solely
or liquid form, whether cooked or un
those of bell or page boys:
cooked, or otherwise prepared, excluding,
Cities of 100,000 popula
however, medicinal or quasi-medicinal
tion or over.
preparations; establishments that offer
Cities of 5,000 and under
lodging accommodations to more than 5
100,000 population.
Elsewhere
persons.

OO
O

Chart XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date
Oregon:

Unnumbered, Apr. 4,
1934.

Unnumbered, Apr. 29,
1934.

No. 39, Oct. 14, 1919.
(Readopted July 14,
1931.)

No. 40, Oct. 14, 1919.
(Readopted July 14,
1931.)
Nos. 42, 43, Oct. 14,
1919. (Readopted July
July 14, 1931.)

Class of employees covered

Mercantile, i. e., work in establishments Women:
Experienced. _.
operated for purpose of trade in the pur
Inexperiencedchase or sale of any goods or merchandise,
including the sales force, wrapping, audit
ing or check-inspection force, shoppers in
mail-order department, the receiving,
marking and stockroom employees, and
sheet-music saleswomen and demonstra
tors.
.
.
Laundry, cleaning, and dyeing, i. e., all Women.
places where 2 or more persons are en
gaged in washing, cleaning, or dyeing
clothing, washable and cleanable ma
terials, directly or indirectly connected
with such place of business; all work in
the process of receiving, marking, wash
ing, cleaning, dyeing, ironing, and distri
bution of washable and cleanable ma
terials
Needlecraft, i. e., all designing, cutting, Women:
Experienced..
stitching, weaving, knitting, hemstitch
ing, altering, etc., whether by hand or by
machine of materials for clothing, wearing
Inexperiencedapparel, upholstering, tents, awnings,
bags, and draperies.
Women:
Manufacturing, i. e., all processes in pro
Experienced..
duction of commodities, including work
Inexperienced.
in dressmaking shops and wholesale mil
linery houses, workrooms of retail milli
nery shops, in the drapery and furniture
covering workrooms, garment alteration,
art needlework, fur-garment making, and
millinery workrooms in mercantile stores,
the candy-making department of retail
candy stores, and of restaurants. Excep
tions: Fruit and vegetable drying, can
ning, preserving, and packing.
.
Personal service, i. e., manicuring, hair Women:
Experienced...
dressing, barbering and other work of
Inexperienced..
like nature; the work of ushers in theaters.
Telephone and telegraph. Exception: Rural Women:
Experienced...
telephone establishment not requirirg
Inexperienced..
uninterrupted attention of operator may

Hours

Wage rates

30 cents an hour—
27HI cents an hour..

9 a day, 48 a week.
Do.

30 cents an hour-------lli times regular rate-

8 a day, 44 a week.
Over 8 to 9 a day. (Maximum
9 a day, 44 a week.)

30 cents an hour22 cents an hour..

3 a day, 44 a week; 9 a day, 48
week for 2 periods a year, 6
weeks each.
Do.

$13.20 a week..
$9 a week------

9 a day, 48 a week.
Do.

$13.20 a week.
$9 a week-----

9 a day, 48 a week.
Do.

$13.20 a week.
$9 a week-----

Do.
Do.

STATE LABOR LAWS FOR WOMEN

Unnumbered, May 5,
1934.

Occupation or industry covered

81898

$60 a month.
$9 a week__

48 a week.
Do.

$13.20 a week.
$9 a week___

9 a day, 48 a week.
Do.

27]^ certs an hour___
22 cents an hour_____
1H times regular rate.

10 a day. (See p. 29.)
Do.
Over 10 a day. (See p. 28.)

$6 a week.....................
$7.20 a week________
$8.50 a week________

8 a day, 6 days a week.
Do.
Girls: 9 a day, 48 a week. Boys:
10 a day.

$12 a week.

54 a week.

$14.50 a week___
$2.50 a day_____
35 cents an hour.
$12 a week...........

48 a week (6 days).
8 a day, 1 or more days a week.
Less than 8 a day.
8 a day, 6 days a week.

(See p. 30.)

Washington:

Nos. 23 (Women) and 24
(Minors). Oct. 4,1921.

Public housekeeping, i. e., work of linenroom girls, chambermaids, cleaners,
kitchen girls, dishwashers, pantry girls,
pantry servers, waitresses, counter girls,
bus girls, elevator operators, janitresses,
laundry workers (except where a com
mercial laundry is operated), and any
other occupation that could properly be
classified under public housekeeping.
The establishments shall include hotels,
rooming houses, boarding houses, restau
rants, cafes, cafeterias, lunch rooms, tea
rooms, apartment houses, hospitals (not
nurses), philanthropic institutions, and
any other that may be properly classified
under this industry.

Women over 18 years.
Minors under 18 years.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

secure special license for different wages
and daily hours.
Office, i. e., work of stenographers, book Women:
keepers, typists, billing clerks, filing
Experienced..
clerks, cashiers, checkers, invoicers, comp
Inexperienced.
tometer operators, auditors, attendants
in physicians’ and dentists’ offices, and
all kinds of clerical work.
No. 45, Oct. 14, 1919. Public housekeeping, i. e., work of waitresses
Women:
(Readopted July 14,
in restaurants, hotel dining rooms, board
Experienced. _
1931.)
ing houses; attendants at ice-cream and
Inexperienced.
light-lunch stands and steam-table or
counter work in cafeterias and delicates
sens where freshly cooked foods are served;
chambermaids in hotels, lodging houses,
and boarding houses; janitresses; car
cleaners; kitchen workers in hotels and
restaurants; elevator operators; retail
candy department in connection with an
ice-cream, soft-drink, or light-lunch coun
ter or restaurant.
No. 47, May 31, 1922. Packing, drying, preserving, canning any
Women or minors:
(Readopted July 14,
variety of perishable fruits or vegetables.
Experienced. _.
1931.)
Inexperienced .
Overtime_____
No. 46, Oct. 14, 1919. Any occupation.
Minors:
(Readopted July 14,
14
years........ .
1931.)
15 years______
16-17 years___
South Dakota:
July 1, 1923. (Wage Any factory, workshop, mechanical or mer Experienced women and girls
fixed in the law.)
cantile establishment, laundry, hotel,
over 14 years.
restaurant, or packing house.
No. 44, Oct. 14, 1919.
(Readopted July 14,
1931.)

Chabt XII.—ANALYSIS OF STATE MINIMUM-WAGE ORDERS—Continued
State, order, and effective
date
' W ash i ngton— C ontinued.
No. 25, Dec. 14, 1921..
No. 27, Dec. 14,1921..

Occupation or industry covered

Class of employees covered

Wage rates

to
Hours

$13.20 a week.
$13.20 a week.

8 a day (see p. 22), 6 days a week.
6 days a week. (No other limi
tation.) (See p. 22.)

Women over 18 years.

$13.20 a week.

8 a day (see p. 22), 6 days a
week.

No. 29, Jan. 22, 1922.

Manufacturing.
Mercantile, manufacturing, printing, laun
dering, or dye-works establishment, sign
painting, machine or repair shop, or parcel
delivery service, or any other industry
than public housekeeping; as stenographer,
bookkeeper, typist, billing clerk, filing
clerk, cashier, checker, invoicer, comp
tometer operator, or any clerical office
work whatsoever, including assistants and
helpers in doctors’ and dentists’ offices;
any other occupation, trade, or industry.
Exception: Telephone or telegraph mes
sengers in rural communities and cities of
less than 3,000 population, who are not
continuously employed and who are paid
piece rates.
.
Fresh-fruit-packing, vegetable-packing, and
dried-fruit industries.

$13.20 a week.
$9 a week___
$9 a week___

8 a day, 6 days a week.
Do.
8 a day, 6 days a week.

No. 31, Oct. 27, 1922 _

Women:
Experienced-------Inexperienced____
Minors under 18 years.

271^ cents an hour----22H cents an hour----Time and one-half----Double time________
Time and one-quarter.
Time and one-half----Double time.................

10 a day.
Do.
Over 10 to 12 a day.
Over 12 a day.
7th day, first 8 hours.
7th day, over 8 to 12.
7th day, over 12.

No. 32, Oct. 1, 1934.

Wisconsin:
No. 1, June 10, 1932.

Any occupation, trade, or industry

Women and minors;
Experienced----Inexperienced.._
Overtime ............

Minors [ana womenj.*
17 years and over:
Experienced:
Cities of 5,000 or 22H cents an hour.
more.
Cities under 5,000— 20 cents an hour...
Inexperienced................... 16 cents an hour...

Females: In general, 9 a day, 50
a week, (see p. 27); hotels, 10
a day, 55 a week, (see p. 30);
minors under 18 in cigar manu
facture, 8 a day, 48 a week.

STATE LABOR LAWS FOR WOMEN

Women over 18 years.
Women over 18 years.

No. 28, Dec. 31, 1921.

Laundry, dry-cleaning or dye works---------Telephone or telegraph or other public occu
pation other than public housekeeping,
laundry, dry-cleaning and dye works, mer
cantile, and manufacturing.
Mercantile------ ------ --------------------------------

Special orders,
1936.

season

Pea canning_____________
Bean, cherry, corn, spinach, strawberry, or
tomato canning.

Women and minors 17 years and
over:
Experienced:
Cities of 5,000 or more... 22 H cents an hour _
Cities under 5,000.. ___
Inexperienced__________

Women 17 years and over:
Overtime___________
Minors:
16 and under 17:
Experienced
Inexperienced..............

rPlPdI Zn L ,' opeeineu m me oraer due under the oppressive-wage law (Statutes 1935, sec. 104. 125-see chart XIII of thi
rates Jess than the minimum for minors are oppressive for adult women.
' Minors producing the same output as employees in a higher wage classification must be paid the minimum rate for such class.

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

Do.
Do.
8 a day, 48 a week.
Do.
50 a week or more.
Do.
Less than 50 a week.

Females: 9 a day, 54 a week dur
ing season. Exceptions: 8
emergency days, 11 hours each
in pea canning, 10 in all other;
60 a week. Before and after
season, 9 a day, 50 a week.
Over 9 to 11 a day—pea canning;
over 9 to 10—all other canning.
(See above.)
Girls: 9 a day, 54 a week during
season; after season, 9 a day,
50 a week.
Boys: 10 a day, 60 a week. Ex
ception: 8 emergency days, 12 a
day, 64 a week.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS

16 and under 17 years: *
Experienced ....................
Inexperienced
14 and under 16 years:8
Experienced.....................
Inexperienced...................
Domestic servants:
Board furnished
Board and lodging furnished.
Hourly rates.............. .........

CD
CO

Chart XIII.—ANALYSIS OF STATE MINIMUM-WAGE LAWS
Authority empowered to administer
law

Method of selecting occupation or in
dustry for wage determination

Method of determining wage rates

Means provided for securing
enforcement

Principles by which rates are
determined

Occupations or industries cov Employees covered by
ered by law
law

Industrial welfare commission. (Com
mission is composed of 5 persons at
least 1 of whom shall be a woman,
appointed by the Governor for terms
of 4 years.)

Investigation at discretion of commis
sion to determine necessity of es
tablishing a minimum wage in the
occupation.
Investigation con
ducted by examining papers, books,
witnesses, and by holding public
bearings at which employers, em
ployees, and other interested per
sons may testify.

Commission calls a wage board composed of an equal num
ber of representatives of employers and employees in the
industry in question with a representative of the com
mission as chairman. The board investigates the in
dustry and recommends minimum-wage rates to the
commission. After a public hearing the commission
fixes the minimum rates for the industry and issues a
mandatory order.

Refusal to comply with law a
misdemeanor, punishable by
fine or imprisonment or
both. Employee may re
cover back wages and costs.

Amount necessary to supply
the cost of proper living and
to maintain the health and
welfare of the workers.

The various occupations,
trades, and industries in
which women and minors
are employed.

Women; minors (girls
under 21, boys under
18 years of age).

Women physically defective by age
or otherwise may be granted a
special license by commission
fixing a lower wage. License
must be renewed every 6 months.
Apprentices or learners. Special
wages set by commission during
specified period.

Industrial commission.
(Commis
sion is composed of 3 members ap
pointed by the governor, with the
consent of the senate, for terms of
6 years. Not more than 1 member
may represent employees' interests
nor may more than 1 represent em
ployers.)

Investigation at discretion of commis
sion, or at the request of not less
than 25 persons engaged in occupa
tion, to determine necessity of es
tablishing a minimum wage in the
occupation; investigation conducted
by examining books, papers, and
witnesses, and by public hearings at
which employers, employees, or
other interested persons may testify.

Commission investigates an occupation by examining
books and records and by holding public hearings at
which employers, employees, or other interested per
sons may testify. Commission then sets minimum wage
for occupation; or commission establishes a wage board
composed of not more than 3 representatives of employ
ers in the occupation in question, an equal number of
representatives of female employees, an equal number of
representatives of the public, and a representative of the
commission. The representatives of the employers and
the employees to be elected by their respective groups;
at least 1 member of every group to be a woman. The
wage board investigates the occupation and reports to
the commission a minimum wage, which the commis
sion may accept or reject.

Refusal to comply with law a Wages adequate to supply the
misdemeanor, punishable by
necessary cost of living and
fine or imprisonment or
to maintain health. Wages
sufficient for living wages
both.
for women and minors of
ordinary ability.

Any occupation.
(Occupa
tion construed to include
any and every vocation,
trade, pursuit, and indus
try.)

Women; minors (per
sons of either sex
under 18 years of
age).

In occupations in which only time
rates are paid, women physically
defective or crippled by age or
otherwise or less efficient than
woman workers of ordinary
ability may be granted special
license, stating wage; number so
licensed must not exceed Mo of
the total number employed in
any establishment.

Cumulative supplement to
general statutes 1931-1935,
pp. 374-381, secs. 910c-923c.

Commissioner of labor and factory in
spection or director of minimum
wage division which may be set up
in the department of labor.

Investigation at discretion of com
missioner, or on petition of 50 or
more residents of the State, to ascer
tain whether substantial number of
women or minors in an occupation
are paid oppressive and unreason
able wages. Investigation con
ducted by examining books, regis
ters, pay rolls and other records
of employers.

Commissioner appoints a wage board of not more than 3
representatives each of employers, employees, and the
public, one of the public group to be designated chair
man. After studying evidence and testimony of wit
nesses, board must within 60 days of its organization,
submit a report, recommending minimum fair wage
standards. Commissioner, within 10 days, must accept
or reject this report. If accepted, report must be pub
lished and public hearing held. After final approval of
wage-board report, commissioner shall issue a directory
order.
After 9 months and following a public hearing, commis
sioner may make the directory order mandatory.

Publication of names of em
ployers not complying with
directory order. Noncom
pliance with mandatory
order punishable by fine
or imprisonment or both.
Employees may recover
back wages and costs.

Wages fairly and reasonably
commensurate with the
value of services or classes
of services rendered and not
oppressive and unreason
able, i. e., less than the fair
and reasonable value of the
services rendered and less
than sufficient to meet the
minimum cost of living
necessary for health.

Any sweatshop occupation,
i. e., an industry, trade,
business, or occupation pay
ing an unfair and oppressive
wage. Exceptions: Domes
tic service in the home of
the employer; labor on a
farm.

Women; minors (per
sons of either sex
under 21 years of
age).

Women or minors, including learn
ers or apprentices whose earning
capacity is impaired by age or
physical or mental deficiency
or injury may be granted a
license authorizing wages less
than the minimum for a fixed
period.

Illinois:
Session laws 1933, pp. 597-604;
1935, p. 840.

Director of the department of labor__

Investigation at discretion of depart
ment, or on petition of 50 or more
residents of any county, to ascer
tain whether substantial number
of women or minors in an occupa
tion are paid oppressive and un
reasonable wages.
Investigation
conducted by examining books,
registers, pay rolls, and other records
of employers. Department shall
appoint wage board without special
investigation, if convinced of need,
on basis of information in its pos
session.

Director appoints a wage board of not more than 2 rep
resentatives each of employers and employees and 1
representative of the public to be designated as chair
man. After studying evidence and testimony of wit
nesses, board must within 60 days of its organization
submit a report recommending minimum fair-wage
standards. Within 10 days, department must accept
or reject this report. If accepted, report must be pub
lished and public hearing held. After final approval of
wage board report, department shall issue a directory
order.
After 9 months, and following a public hearing, depart
ment may make the order mandatory.

Publication of names of em
ployers not complying with
directory order. Noncom
pliance with mandatory
order a misdemeanor pun
ishable by fine or imprison
ment or both. Employees
may recover back wages
and costs.

Wages fairly and reasonably
commensurate with the
value of services or classes of
services rendered and not
oppressive and unreason
able, i. e., less than the fair
and reasonable value of the
services rendered and less
than sufficient to meet the
minimum cost of living
necessary for health.

Any occupation, t. e., any in
dustry, trade, or business,
or branch thereof or class of
work therein. Exceptions:
Domestic service in the
home of the employer;
labor on a farm.

Women; minors (fe
males under 18 and
males under 21 years
of age).

Women or minors, including
learners or apprentices whose
earning capacity is impaired by
age or physical or mental de
ficiency or injury may be granted
a license authorizing wages less
than the minimum for a fixed
period.

Investigation at discretion of com
mission or on petition of 50 or more
residents of the Commonwealth to
ascertain whether substantial num
ber of women or minors in an oc
cupation are paid oppressive and
unreasonable wages. Investigation
conducted by examining books,
registers, pay rolls, and other rec
ords of employers. If convinced of
need, on basis of information in its
possession, commission shall appoint
a wage board without special in
vestigation.

Commission appoints a wage board of not more than 3
representatives each of employers, employees, and the
public, one of the public group to be designated chair
man. After studying evidence and testimony of wit
nesses board must, within 60 days of its organization,
submit a report recommending minimum fair wage
standards. Within 10 days, the commission must
accept or reject this report. If accepted, report must be
published and public hearing held. After final approval
of wage board report, the commission shall issue a di
rectory order.
After 9 months and following a public hearing, com
mission may make the order mandatory.

Investigation at discretion of com
mission or on request of 100 persons
engaged in the occupation to deter
mine the necessity of establishing a
minimum wage in the occupation.
Investigation conducted by exam
ining papers, books, witnesses, and
by holding public hearings at which
employers, employees, or other in
terested persons may testify.

After the preliminary investigation the commission may
determine a minimum wage for the occupation in ques
tion. Or the commission establishes an advisory board
of not less than 3 or more than 10 representatives of em
ployers in the occupation in question, an equal number
of employees, and one or more representatives of the
public, but representatives of the public must not ex
ceed the number in either of the other groups. At least
one-fifth of the membership of this board must be women
and the public group must include at least 1 woman.
This board, after examination of books and witnesses,
recommends a minimum wage, which the commission
may accept or reject.

State

California:
General laws (Deering) 1931,
Act 3613.

Colorado:1

Compiled laws 1921, secs.
4262-4283, 4329.

Connecticut:

Exceptions

Massachusetts:

Session laws 1934, ch. 308;
1936, ch. 430.

Minnesota: *
General statutes 1927, secs.
4033-4034, 4210-4232.

lished in the department of public
health, under control of commis
sioner of public health. Consists
of commissioner of labor and in
dustries who shall be chairman,
commissioners of public health and
of public welfare, ex officiis.

Industrial commission. (Commission
is composed of 3 members appointed
by the governor by and with the
advice and consent of the senate
for terms of 6 years.)

Law never operative for lack of appropriation.
* The attorney general has ruled that the law is unconstitutional as applied to adult women.

81898°—37

(Follows p. 93)

No. 1

Women; minors (per
sons of either sex
under 21 years of
age).

ployers not complying with
directory order. Noncom
pliance with mandatory
order punishable by fine or
imprisonment or both. Em
ployees may recover back
wages and costs.

Refusal to comply with law a
misdemeanor punishable by
fine or imprisonment or
both. Employees may re
cover back wages and costs.

Amount adequate to supply
living wages for women and
minors of ordinary ability.

Any occupation (occupation
to include any business, in
industry, trade, or branch
of a trade).

Women,1 minors (fe
males under 18 years
of age, males under
21 years of age).

Do.

In occupations in which only time
rates are ordered women physi
cally defective may obtain a
license fixing a lower wage.
Number of licenses may not ex
ceed one-tenth of the whole num
ber of workers employed in the
establishment.

Chart XIII.—ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
-

State

New Hampshire:

Session laws 1933, ch. 87.

Authority empowered to administer
law

Method of selecting occupation or in
dustry for wage determination

Labor Commissioner-

New Jersey: *

Session laws 1933, ch. 152__
f

Means provided for securing
enforcement

Principles by which rates are
determined

Occupations or industries cov
ered by law

Employees covered by
law

Investigation at discretion of commis Commissioner appoints wage board of not more than 3
sioner, or on petition of 50 or more
representatives each of employers, employees, and the
residents of the State to ascertain
public, 1 of the public group to be designated chairman.
whether substantial number of wom
After studying evidence and testimony of witnesses board
en or minors in an occupation are
must, within 60 days of its organization, submit a report
paid oppressive and unreasonable
recommending minimum fair-wage standards. Within
wages. Investigation conducted by
10 days, commissioner must accept or reject this report.
examining books, registers, pay rolls,
If accepted, report must be published and public hearing
and other records of employers. If
held. After final approval of wage-board report, commis
convinced of need on basis of infor
sioner shall issue a directory order.
mation in his possession, commis After 5 months and following a public hearing the commis
sioner shall appoint a wage board
sioner may make the order mandatory.
without special investigation.

Publication of names of em
ployers not complying with
directory order. Noncom
pliance with mandatory
order punishable by fine or
imprisonment or
both.
Employees may recover
back wages and costs.

Wages fairly and reasonably
commensurate with the
value of services or classes of
services rendered and not op
pressive and unreasonable,
i. e., less than the fair and rea
sonable value of the services
rendered and less than suffi
cient to meet the minimum
cost of living necessary for
health.

Any occupation, I. e., any in
dustry, trade, or business,
or branch thereof or class of
work therein. Exceptions:
Domestic service in the
home of the employer; labor
on a farm.

Women; minors (per
sons of either sex un
der 21 years of age).

Commissioner appoints a wage board of not more than 3
representatives each of employers, employees, and the
public, 1 of the public group to be designated chairman.
After studying evidence and testimony of witnesses
board must within 60 days of its organization submit a
report recommending minimum fair-wage standards.
Within 10 days, commissioner must accept or reject this
report. If accepted, report must be published and public
hearing held. After final approval of wage-board report,
the commissioner shall issue a directory order.
After 9 month, and following a public hearing the com
missioner may make the order mandatory.

Publication of names of em
ployers not complying with
directory order. Noncom
pliance with mandatory
order a misdemeanor, pun
ishable by fine or imprison
ment or both. Employees
may recover back wages and
costs.

Commissioner of labor or the director
of the minimum-wage division,
which shall be set up in the depart
ment of labor.

_do_

Industrial commissioner or the direc
tor of the minimum wage division,
which shall be set up in the depart
ment of labor.

.do.

New York:4

Cumulative supplement to
Cahill’s Consolidated Laws
1931-35, ch. 32, secs. 550-567.

North Dakota:
Supplement to compiled laws
1913-25, secs. 396b3, 396b6396b9, 396bll-396bl6; ses
sion laws 1935, ch. 162.

Code 1930, v. 3, secs. 49-304,
49-305, 49-307 to 49-319; sup
plement 1935, secs. 49-302a
to c, 49-303, 49-306.

I
Rhode Island:
Session laws 1936, ch. 2289.

-do.

............ -3

Exceptions

Women or minors, including
learners or apprentices whose
earning capacity is impaired by
age or physical or mental defi
ciency or injury, may be granted
a license authorizing wages less
than the minimum for a fixed
period.

_do_

Any occupation, i. e., any in
dustry, trade, or business or
branch thereof or class of
work therein. Exceptions:
Domestic service in the
home of the employer; labor
on a farm; employment in
any hotel.

Do.

.do.

Any occupation, i. e., any in
dustry, trade, business, or
branch thereof or class of
work therein. Exceptions:
Domestic service in the
home of the employer; labor
on a farm.

Do.

Organization by the commissioner of a conference com
posed of not more than 3 representatives of the employers,
an equal number of representatives of the employees in
the occupation in question, an equal number of repre
sentatives of the public, and 1 or more commissioners.
After investigation the conference recommends a mini
mum wage, which commissioner may accept or reject.

Refusal to comply with law a
misdemeanor, punishable
by fine or imprisonment or
both. Employees may re
cover back wages and costs.

Wages adequate to supply the
necessary cost of living and
maintain women workers in
health. Reasonable wages
for minor workers.

Any occupation, i. e., business,
industry, trade, or branch
thereof. Exceptions: Agri
culture; domestic service.

Women; minors (un
der 18 years of age).

A female physically defective by
age or otherwise, or an apprentice
or learner may obtain a license
fixing a lower wage.

Investigation at discretion of director,
or on petition of 50 or more residents
of the State to ascertain whether sub
stantial number of women or minors
in an occupation are paid oppressive
and unreasonable wages. Investi
gation conducted by examining
books, registers, pay rolls, and other
records of employers. If convinced
of need on basis of information in his
possession, director shall appoint a
wage board without special investi
gation.

Director appoints a wage board of not more than 3 repre
sentatives each of employers, employees, and the public,
1 of the public to be designated chairman. After studying
evidence and testimony of witnesses board must, within
60 days of its organization, submit a report recommending
minimum fair wage standards. Within 10 days director
must accept or reject this report. If accepted, report
must be published and public hearing held. After final
approval of wage-board report, the director shall issue
a directory order.
After 3 months and following a public hearing the director
may make the order mandatory.

Publication of names of em
ployers not complying with
directory order. Noncom
pliance with mandatory order
a misdemeanor punishable by
fine or imprisonment or both.
Employees may recover back
wages and costs.

Wages fairly and reasonably
commensurate with the
value of services or classes of
services rendered and not
oppressive and unreasonable,
i. e., less than the fair and
reasonable value of the serv
ices rendered and less than
sufficient to meet the mini
mum cost of living necessary
for health.

Any occupation, i. e., any in
dustry, trade, business, or
branch thereof or class of
work therein. Exceptions:
Domestic service in the home
of the employer; labor on a
farm.

Women; minors (per
sons of either sex
under 21 years of
age).

Women or minors, including
learners or apprentices whose
earning capacity is impaired by
age or physical or mental defi
ciency or injury may be granted
a license authorizing wages less
than the minimum for a fixed
period.

State welfare commission. (Commis
sion is composed of 3 unsalaried
members appointed by the governor
for terms of 4 years. The commis
sioner of labor is to serve as secretary
and executive officer.)

Investigation at discretion of commis
sion to determine necessity of estab
lishing a minimum wage in the occu
pation. Investigation conducted by
examining pay rolls, books, and wit
nesses, and by holding public hear
ings at which interested persons may
testify.

Organization by the commission of a conference composed
of not more than 3 representatives of the employers in the
occupation in question, an equal number of representa
tives of the employees, an equal number of representa
tives of the public, and 1 or more commissioners. Com
mission shall designate the chairman. After investiga
tion the conference recommends a minimum wage, which
the commission may accept or reject.

Refusal to comply with law a
misdemeanor, punishable by
fine or imprisonment or both.
Employees may recover
back wages and costs.

Wages adequate to supply the
necessary cost of living and
to maintain health. Rea
sonable wages for minor
workers.

Any occupation, 1. e., any and
every vocation, pursuit,
trade, and industry.

Women; minors (per
sons of either sex
under 18 years of
age).

In occupations in which only time
rates are established a woman
physically defective or crippled
by age or otherwise may be em
ployed by license fixing a lower
wage.

Director of labor and commissioner
appointed as chief of division of
women and children.

Investigation at discretion of director Director appoints wage board of not more than 3 repre
or commissioner or on petition of 50
sentatives each of employers, employees, and the public,
or more residents of the State to as
1 of the public group to be designated chairman. After
certain whether substantial number
studying evidence and testimony of witnesses board
of women or minors in an occupation
must, within 60 days of its organization, submit a report
are paid oppressive and unreasonable
recommending minimum fair wage standards. Within
wages. Investigation conducted by
10 days director shall accept or reject this report. If
accepted, report must be published and public hearing
examining registers, pay rolls, and
other records of employers. If con
held. After final approval of wage-board report, direc
vinced of need on basis of informa
tor shall issue a directory order.
tion in his possession, director shall After 3 months and following a public hearing the director
appoint a wage board without special
may make the order mandatory.
investigation.

Wages fairly and reasonably
commensurate with the
value of services or classes of
services rendered, not great
er than the industry can
afford to pay, and not oppres
sive and unreasonable, i. e.,
less than the value of services
rendered, less than the in
dustry can afford to pay, and
less than sufficient to meet
the minimum cost of living
necessary for health.

Any industry, trade, or busi
ness, or branch thereof or
class of work therein. Ex
ceptions: Domestic service in
the home of the employer;
labor on a farm.

Women; minors (per
sons of either sex
under 21 years of
age).

Women or minors, including learn
ers or apprentices whose earning
capacity is impaired by age or
physical or mental deficiency or
injury may be granted a license
authorizing wages less than the
minimum for a fixed period.

»No appropriation until 1936. No orders issued.
*JLaw declared unconstitutional with respect to mandatory wage orders for adult women by Supreme Court of the United States, June 1, 1936.
81898°—37 (Follows p. 93) No. 2

_do_

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

Commissioner of agriculture and labor. Investigation at discretion of commis
sioner to determine necessity of es
tablishing a minimum wage in the
occupation. Investigation conduct
ed by examining papers, books, and
witnesses, and by holding public
hearings at which any interested
persons may testify.

Ohio:
Session laws 1933, pp. 502-510. Director of industrial relations or the
superintendent of the minimum
wage division which shall be set up
in the department of industrial re
lations.

Oregon:

Method of determining wage rates

Chart XIII.—ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Authority empowered to administer
law

State

Sooth Dakota:
Compiled laws 1929, sec. 1022A to sec. 1022-E; session
laws 1931, chs. 173, 174.

Wisconsin:
Statutes 1935, secs. 101.02,
104.01-104.12, 319.01.

Ibid., secs. 101.02, 104.125,

Method of determining wage rate;

Minimum wage fixed by law.

Secretary of agriculture.

Utah:1
Session laws 1933, ch. 38--------- Industrial commission. (Commission
is composed of 3 members appointed
by the governor, with the advice and
consent of the senate, for terms of 4
years.)

Washington:
Pierce’s Code 1929, secs. 4-3,
4-7, 4-75, 4-77, 4-82, 3526
to 3547.

Method of selecting occupation or in
dustry for wage determination

Means provided for securing
enforcement

Refusal to comply with law a
misdemeanor, punishable
by fine or imprisonment or
both. Employees may re
cover back wages and costs.

Principles by which rates are
determined

Occupations or industries cov
ered by law

Employees covered by
law

Amount equals a living wage.. Any factory, workshop, me
chanical or mercantile estab
lishment, laundry, hotel,
restaurant, or packing house.

Any woman or girl
over the age of 14.

Any woman mentally or physi
cally deficient or disabled may
obtain a permit fixing a lower
wage.
Apprentices if employer obtains
permission to employ.

Exceptions

Investigation at discretion of commis
sion to determine necessity of estab
lishing a minimum wage in the occu
pation. Investigation conducted by
examining papers, books, witnesses
and by holding public hearings at
which employers, employees, and
other interested persons may testify.

Commissioq calls a wage board composed of an equal
number of representatives of employers and employees
in the industry in question with a representative of the
commission as chairman. The board investigates the
industry and recommends minimum-wage rates. After
a public hearing the commission fixes the minimum rates
for the industry and issues a mandatory order.

Refusal to comply with law a
misdemeanor. Employees
may recover back wages and
costs.

Amount necessary to supply
the cost of proper living and
to maintain the health and
welfare of the workers.

The various occupations,
trades, and industries in
which women and minors
are employed.

Women; minors (fe
males under 21,
males under 18 years
of age).

Women physically defective by age
or otherwise may be granted a
special license by commission
fixing a lower wage. License
must be renewed every 6 months.
Apprentices or learners: Special
wages may be set by commission
for specified period.

Industrial welfare committee. (Com
mittee is composed of the director of
labor and industries, appointed by
the governor with the consent of the
senate and holding office at his pleas
ure; the supervisor of industrial in
surance and the supervisor of indus
trial relations appointed by the
director of labor and industries; the
supervisor of women in industry and
the industrial statistician appointed
by the supervisor of industrial rela
tions with the approval of the direc
tor of labor and industries.)

Investigation at discretion of the com
mittee to determine the. necessity of
establishing a minimum wage in
the occupation. Investigation con
ducted by examining papers, books,
and witnesses, and by holding pub
lic hearings at which employer, em
ployees, and other interested per
sons may testify.

Organization by the committee of a conference composed
of an equal number of representatives of the employers
and of the employees in the occupation or industry in
question and 1 or more representatives of the public, but
no more representatives of the public than in either of
the other groups, and a member of the committee to act
as chairman. The conference recommends a minimum
wage, which the committee may accept or reject.

Refusal to comply with the
law a misdemeanor, punish
able by fine or imprisonment
or both. Employees may
recover back wages and
costs.

Wages adequate for their main
tenance. Wages adequate
to supply the necessary cost
of Jiving and to maintain
health. Suitable wages for
minors.

The various occupations,
trades, and industries.

Women; minors (per
sons of either sex
under 18 years of
age).

Any woman physically defective or
crippled, by age or otherwise,
may obtain a license fixing a
lower wage.

Industrial commission. (Commission
is composed of 3 members appointed
by the governor, with the advice
and consent of the senate, for terms
of years.)
___ do________ ______________ —____

Investigation at discretion of the com
mission, or on the filing of a verified
complaint of any person, to deter
mine the necessity of establishing a
minimum wage in the occupation.
Investigation at discretion of commis
sion to determine the wages which
are oppressive and unjust.

Organization by the commission of an advisory wage
board selected to represent fairly the employers, the em
ployees, and the public. The living wage determined
by the commission and this advisory board shall be the
legal minimum wage.
Commission may issue orders correcting wage situations
revealed by its investigations.

Each day an employer em
ploys a person at less than
the legal minimum wage
shall be a separate offense.

“Living wage,” i. e., compen Every person in receipt of, or
sation sufficient to enable
entitled to, any compensa
the employee to maintain
tion for labor performed for
herself under conditions con
any employer.
sistent with her welfare.
“No wage paid or agreed to be ___ do....__________________
paid by any employer to any
adult femsde employee shall
be oppressive.” “Oppres
sive” is defined as any wage
lower than a reasonable and
adequate compensation for
services rendered.

Minors (persons of
either sex under 21
years of age).

Any minor unable to earn “a living
wage” may obtain a license fixing
a lower wage.

Adult females.

Any adult female unable to earn
the wage determined by the com
mission may obtain a license
fixing a lower wage. Any em
ployer may obtain a license to
pay adult females less than the
established wage, if employer
shall satisfactorily establish that
he is unable to pay such wage.

Payment of wages in violation
of any order of the commis
sion shall be deemed a viola
tion of the law unless it can
bo proved that the order was
unreasonable. Every day
an order is not complied
with is a separate offense.

» Law never operative for lack of appropriation.
81898°—37

(Follows p. 93)

No. 3

U. 3. GOVERNMENT PRINTING OFFICE: 1937