Full text of State Minimum-Wage Laws and Orders: July 1, 1942-March 1, 1953 : Women's Bureau Bulletin, No. 247

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State Minimum-Wage Laws
and Orders
July 1, 1942—March 1, 1953
WOMEN’S BUREAU BULLETIN 247

UNITED JTATES DEPARTMENT OF LABOR
MARTIN F. Durkin, Secretary




WOMEN’S BUREAU
S, MlI,r4'i(, Director

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State Minimum-Wage laws
and Orders
July 1, 1942—March 1, 1953

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WOMEN’S BUREAU BULLETIN 247

UNITED STATES DEPARTMENT OF LABOR
Martin P. Durkin, Secretary




WOMEN’S BUREAU
S. Miller, Director
Washingtons 1953

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For sale by the Superintendent of Documents, U. S. Government Printing Office
Washington 25, D. C. - Price 50 cents




LETTER OF TRANSMITTAL
'

United States Department of Labor,
Women’s Bureau,

Washington, March 30, 1953.
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«

Sir: I have the honor to transmit a bulletin which contains analyses

of State minimum-wage laws and of State minimum-wage orders be­
coming effective during the period July 1, 1942-March 1, 1953, to­
gether with text material on the development of minimum-wage
legislation.
The chart analyzing minimum-wage orders contains 113 orders and
10 statutory changes affecting wage rates or coverage, and these
represent 24 of the 30 jurisdictions now having minimum-wage laws
on their statute books. A total of 45 orders in 11 States had not been
revised since July 1942 and are therefore not in the analysis but are
listed separately on page 84. The great majority of these orders apply
to manufacturing industries or occupations, which, for the most part,
are covered by provisions of the Federal Fair Labor Standards Act.
The chart on minimum-wage laws analyzes the more important
provisions of the laws of these 30 jurisdictions. Statutory changes
are included.
This bulletin supersedes Women’s Bureau Bulletin 227 (revised),
State Minimum-Wage Laws and Orders, July 1, 1942-July 1, 1950,
and two supplements bringing the data up to January 1, 1952, and
January 1, 1953, respectively. Nine orders becoming effective in the
first 2 months of 1953 are also included.
Mary Loretta Sullivan and Alice M. Rand of the Bureau’s Division
on Women’s Labor Law and Civil and Political Status performed the
research and analysis for the report under the direction of Alice Angus
Morrison, Chief of the Division.
Respectfully submitted.
Frieda S. Miller, Director.
Hon. Martin P. Durkin,
Secretary of Labor.




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CONTENTS
Development of minimum-wage legislation________________________
History of minimum-wage laws______________________________
State laws in the United States
1
Federal legislation___________
Minimum wage in other countries_________________________
Concepts and constitutionality _
New trends in State minimum-wage legislation___________________
Provisions extending coverage to men_______________________
Statutory rate provisions in wage-board laws_________________
Present-day effectiveness_______
Flexibility and coverage of wage orders
12
Overtime_________________________________________
Guaranteed weekly wages _
Split-shift provisions
Deductions from wages
Meals and lodging
Uniforms
Gratuities _ _
Analysis of State minimum-wage orders, July 1, 1942-Mar. 1, 1953_____
States with minimum-wage laws
_
_
Industries covered by State minimum-wage rates
78
Current minimum-wage orders, by State
82
Minimum-wage rates not revised since July 1, 1942___________________
Analysis of State minimum-wage laws (folders 1-9)facing

Past

X
1

3
3
4
8
8
9
XI
12
13
13
13
14
14
15
16
78
84
84

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State Minimum-Wage Laws and Orders—July 1,
1942—March 1,7 1953
DEVELOPMENT OF MINIMUM-WAGE LEGISLATION

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History of Minimum-Wage Laws

Minimum-wage legislation has had a long and far-flung history,
hoth in the United States and elsewhere. Early American laws drew
largely on the minimum-wage experience of the English-speaking
countries, particularly on Australia, New Zealand, and Great Britain.
State Laws in the United States.—The first minimum-wage law
in the United States was enacted by Massachusetts in 1912. Women
in large numbers had gone into industry in the late 19th century and
a number of industrial studies made at about that time focused public
attention on their working conditions. Employment for unreason­
ably long hours and at wages inadequate to provide the bare necessities was the common lot of many women. Recognizing the need for
action, Congress in 1907 authorized the Department of Commerce and
Labor to make an extensive investigation of the industrial, social,
moral, educational, and physical conditions of women and child wage
earners in the United States. The resulting report—Senate Docu­
ment No. 645, 61st Congress, 2d session—gave immeasurably in­
creased impetus and force to an already growing movement by the
shock it administered to the conscience of the people.
The Massachusetts law set the pattern for subsequent minimumwage legislation in many important respects. It established the
concept of a living wage, i. e., a wage adequate to maintain a woman
worker in health without outside subsidy. The law, as did all except
one that followed, originally applied only to women and minors for
whom the need was greatest and for whom court decisions had made
the possibility of legislative relief more feasible. It created a new
State agency responsible for the administration and enforcement of
the law. And, most important, it provided for industry wage boards,
composed of workers, employers, and the public, authorized to recom­
mend minimum wages for individual industries. The early Massa­
chusetts law was distinguished from those that followed in one partic­
ular, it was not mandatory but depended entirely on the force of public
opinion for compliance.




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Public support behind the Massachusetts law also reflects the sub­
sequent pattern. Then, as now, more than widespread concern was
needed to get local correction of unreasonably long hours and in­
adequate wages—specifically, prolonged hard work by citizens willing
to take responsibility for carrying through a program. The National
Consumers' League, vigorously concerned, was instrumental in form­
ing a joint committee to bring together various groups,1 including
organized labor, for the enactment of a law in Massachusetts. The
Women’s Trade Union League sponsored a bill in 1911 asking for
appointment of a commission to study the question of wages of women
and children and the advisability of establishing wage boards. The
joint committee successfully carried the burden of the campaign and
in 1911 the legislature passed a bill appointing a commission to study
the need for a law. In January 1912 the commission’s report went
to the legislature. The public, aroused by the commission’s findings,
virtually assured the passage of legislation, although concessions had
to be made in the final draft. Subsequently, Massachusetts, in 1912,
adopted the first State minimum-wage law.
Later, in various States this pattern of a temporary working organi­
zation to achieve a legislative objective has been repeated.2 The
National Consumers’ League took the initiative for legislative action
again in the thirties, including the preparation of draft language with
the technical assistance of leading legal scholars.
From the beginning in Massachusetts, interest next spread to the
West. In 1913, minimum-wage laws for women were enacted in
California, Oregon, and Washington, and in five other western and
midwestem States: Colorado, Utah, Nebraska. Minnesota, and
Wisconsin. Of these, all except Nebraska have active minimumwage administration today. Some have gone through several stages
of enactment and repeal but the laws of California, Oregon, and
Washington have been continuously in effect through the entire 40
years to the present. All are of the wage board type. The back­
ground of technical experience thus gained by citizens of sister States
lends support and example to groups in other States working for
minimum-wage laws, particularly of this type.
The nine early minimum-wage laws were soon followed by others:
Arizona, Arkansas, Kansas, during World War I, and the District of
Columbia, North Dakota, Puerto Rico, South Dakota, and Texas,
soon after. The laws of Texas and Nebraska, however, were repealed
during the decade 1914-1923, and have not beenreenacted.
> Besides the Women’s Trade Union League and the Consumers’ League, organizations In the committee
Included among others the Massachusetts Child Labor Committee, the Women’s Education, 1 and Indus­
trial Union, the Central Labor Union of Boston, and the Massachusetts Branch of American Association
or Labor Legislation.
»Women’s Bureau Bulletin No. 66-1, History of Labor Legislation In Three States, gives the background
story of Massachusetts, New York, and California.

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The depression years of the thirties brought renewed and successful
public action to establish a floor to wages by law. In 1933, six addi­
tional States enacted laws: Connecticut, Illinois, New Hampshire,
New Jersey, New York, and Ohio. In 1936 Rhode Island passed its
law. Pennsylvania, Oklahoma, and Nevada adopted laws in 1937.
During this period, three States which had previously passed laws
enacted new legislation: Massachusetts and Utah in 1933 and Arizona
in 1937. Five more laws were enacted before the United States
entered World War II: by Louisiana and Kentucky (1938); Maine
and Alaska (1939); and Hawaii (1941). In 1941 also, Puerto Rico
enacted a second law. At present, 30 jurisdictions have minimumwage laws. Although no additional laws have been enacted since
1941, existing laws have been revised and strengthened. Continued
interest in such legislation and growing public concern are reflected
in the number of bills introduced in State legislatures.
Federal Legislation.—State experimentation and technical ex­
perience with minimum-wage legislation formed the basis for minimumwage action by the Federal Government, first under the National
Industrial Recovery Act in operation from 1933 to 1935, and since
1938 through the Fair Labor Standards Act. This act establishes
minimum-wage and overtime rates for employees in industries en­
gaged in or affecting interstate commerce. As amended in 1949, the
act provides for a minimum hourly rate of 75 cents, with time and
one-half the employee’s regular rate for all work in excess of 40 hours
a week. The effect of the act on State minimum-wage legislation is
important and of interest. There is nothing in the act to prohibit
States from establishing higher minimum rates for employees in inter­
state industries located within their borders, if they desire to do so.
The act provides that if a State standard is higher, the State standard
shall prevail. During the many years that the Federal minimum re­
mained stationary at 40 cents an hour, this provision enabled States
to set minimum wages for interstate employment in line with the
rising cost of living. However, in recent years, the States have tended
to concentrate on the intrastate trade and service occupations where
the need for legislative protection has persisted because of the gen­
erally low wages, long hours, and lack of union organization.
Minimum Wage in Other Countries.—New Zealand is generally
credited with enacting the first minimum-wage law. In 1894 it created
district conciliation boards similar in many ways to later wage boards
in the United States—boards of from four to six members—with
equal numbers of employers and workers, elected by their respective
groups, and an impartial outside chairman chosen by the board.
Next, the Province of Victoria, Australia, set up a legal system of
wage boards in 1896, followed by laws in a number of the other Aus­
tralian provinces and by a general Commonwealth measure in 1904.




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In 1909, Great Britain passed its Trade Boards Act providing for the
setting up of trade boards in certain industries where wages had been
found to be abnormally low. The original British act applied to only
four trades—-tailoring, paper-box making, machine-made lace, and
chainmaking—but in 1913 it was extended to include five other
sweated industries. Still other industries have been brought under
the act. An interesting characteristic of British trade boards is that
they are continuous in their operation.
Concepts and Constitutionality

Many important cases on minimum-wage legislation have been
decided in the State and Federal courts. The basic issue has been
the right of the State, or the Congress, through its police power to
protect certain classes of workers. The leading State cases are Adkins
v. Children’s Hospital (261 U. S. 525), which held the District of
Columbia law unconstitutional; and West Coast Hotel v. Parrish (300
U. S. 379), which in upholding the constitutionality of the Washington
State law reversed the Adkins decision. The constitutionality of the
Federal Fair Labor Standards Act was upheld in United States v.
Darby (312 U. S. 100).
State minimum-wage laws in this country were enacted when
citizens and legislators, stirred into action by women’s organizations,
civic groups, and individuals familiar with existing conditions, de­
manded legislative action. The laws were based on a common premise:
Public concern for women and minor workers who because they lacked
special skills and were poorly organized in trade unions were easily sub­
ject to exploitation. This basic social concern for the well-being of
women and minors is revealed in the wording of the laws themselves.
The Minnesota statute, for example, defined living wages to mean
“wages sufficient to maintain the worker in health and supply him with
the necessary comforts and conditions of reasonable life. ’ ’ In California,
a wage board was to be called whenever after investigation the com­
mission is of the opinion that the wages paid to women “are inadequate
to supply the cost of proper living, or the hours or conditions of labor
are prejudicial to the health, morals or welfare of the workers.”
Oregon: “* * * it shall be unlawful to employ women in any
occupation * * * for wages which are inadequate to supply the
necessary cost of living and to maintain them in health. ’ ’ Washington:
“It shall be unlawful to employ women * * * in any industry
or occupation * * * under conditions of labor detrimental to
their health or morals; and * * * at wages which are not ade­
quate for their maintenance.”
This principle of wage protection based on the cost of living is a
basic concept of State minimum-wage legislation in the United States.
In 1923 the United States Supreme Court in the case of Adkins v.
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Children's Hospital (supra), held one of the mandatory minimum-wage
laws based on the cost of living unconstitutional. The District
of Columbia cost-of-living law was involved in this case. Excerpts
from the majority opinion reveal the position of the Court:
The statute * * * is attacked upon the ground that it authorizes an uncon­
stitutional interference with the freedom of contract. * * * the right to
contract about one’s affairs is a part of the liberty of the individual protected
by [the Constitution] * * * Within this liberty are contracts of employ­
ment of labor.
It is simply and exclusively a price-fixing law, confined to adult women
* * * who are legally as capable of contracting for themselves as men.
* * * To the extent that the sum fixed exceeds the fair value of the services
rendered, it amounts to a compulsory exaction from the employer for the
support of a partially indigent person, for whose condition there rests upon
him no peculiar responsibility, and therefore, in effect, arbitrarily shifts
to his shoulders a burden which, if it belongs to anybody, belongs to society
as a whole.
The feature of this statute which, perhaps more than any other, puts upon
it the stamp of invalidity is that it exacts from the employer an arbitrary
payment for a purpose and upon a basis having no causal connection with
his business, or the contract or the work the employee engages to do.

For a decade, further development of minimum-wage legislation
was checked. However, a significant number of States, including
those on the west coast and North Dakota, continued to administer
their laws as written, applying them to both women and minors on
the ground that the Adkins case interpreted the District of Columbia
law only, the laws of other States not being at issue in the decision.
In some States the adverse Supreme Court decision was interpreted
by State authorities as preventing active enforcement for women.
Such States did however continue to enforce the laws as they applied
to minors.
The early depression years stirred a revival of interest in minimumwage legislation as a means of meeting the wage-cutting practices and
eliminating sweatshop conditions that then prevailed. In view of the
Adkins decision, sponsors of these laws had developed a new concept
intended to overcome the constitutional objections of the United
States Supreme Court in the 1923 case. The principle of a fair
return for the services rendered was incorporated in the statutes,
usually in addition to the original cost-of-living concept. These
laws became known as the “fair-value” laws to distinguish them from
the earlier so-called “cost-of-living” laws.
The fair-value laws, too, were challenged in the courts and in 1936
in the case of Morehead v. Tipaldo (298 U. S. 587), the United States
Supreme Court sustained the decision of the New York Court of
Appeals which had held unconstitutional the New York law based on
this concept, declaring that it failed to perceive any material differ-




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ence between the fair value statute and the old District of Columbia
law. The New York statute involved in this challenge was one of
the several laws which had been enacted in 1933. The action of
the Court was interpreted by some as virtually to exclude minimumwage regulation, at least so far as adult employees were concerned.
In fact the question before the Court was a narrow one. Mr. Chief
Justice Hughes in a later case described it in this way:
* * * (Morehead v. Tipaldo) came here on certiorari to the New York
Court, which had held the New York minimum-wage act for women to be
invalid. A minority of this Court thought that the New York statute was
distinguishable in a material feature from that involved in the Adkins case
and that for that and other reasons the New York statute should be sustained.
But the Court of Appeals of New York had said that it found no material
difference between the two statutes and this Court held that the “meaning
of the statute” as fixed by the decision of the State court “must be accepted
here as if the meaning had been specifically expressed in the enactment.”
That vifew led to the affirmance by this Court of the judgment in the Morehead case, as the Court considered that the only question before it was
whether the Adkins case was distinguishable and that reconsideration of
that decision (Adkins) had not been sought.

In 1937, less than a year after the Morehead case, the Washington
State minimum-wage law, one of the cost-of-living statutes, came
before the United States Supreme Court in the famous case of West
Coast Hotel v. Parrish (supra). The Court specifically reversed its
position taken in 1923 when it held the District of Columbia law
invalid. With reference to the Morehead case the Court said: “We
think that the question which was not deemed to be open in the More­
head case (the correctness of its decision in the Adkins case) is open
and is necessarily presented here.” Excerpts from the majority
opinion reveal the new position taken by the Court:
The principle which must control our decision is not in doubt. The con­
stitutional provision invoked is the due process clause of the Fourteenth
Amendment * * *. In each case the violation alleged by those attacking
minimum wage regulation for women is deprivation of freedom of contract.
What is this freedom? The Constitution does not speak of freedom of
contract. It speaks of liberty and prohibits the deprivation of liberty
without due process of law. In prohibiting that deprivation the Constitu­
tion does not recognize an absolute and uncontrollable liberty.
This power under the Constitution to restrict freedom of contract has had
many illustrations. That it may be exercised in the public interest with
respect to contracts between employers and employees is undeniable.
It is manifest that this established principle is peculiarly applicable in
relation to the employment of women in whose protection the State has a
special interest.
One of the points which was pressed by the Court in supporting its ruling
in the Adkins case was that the standard set up by the District of Columbia
Act did not take appropriate account of the value of the services rendered.
In the Morehead case, the minority thought that the New York statute had

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met that point in its definition of a “fair wage” and that it accordingly
presented a distinguishable feature which the Court could recognize within
the limits which [the case] was deemed to present. The Court, however,
did not take that view and the New York Act was held to be essentially the
same as that for the District of Columbia. The statute now before us is
like the latter, but we are unable to conclude that in its minimum wage
requirement the State has passed beyond the boundary of its broad protective
power.
The minimum wage to be paid * * * is fixed after full consideration by
representatives of employers, employees and the public. It may be assumed
that the minimum wage is fixed in consideration of the services that are
performed in the particular occupations under normal conditions.
There is an additional and compelling consideration which recent economic
experience has brought into a strong light. The exploitation of a class of
workers who are in an unequal position * * * is not only detrimental to
their health and well-being but casts a direct burden for their support upon
the community. What these workers lose in wages the taxpayers are called
upon to pay. The bare cost of living must be met.
Our conclusion is that the case of Adkins v. Children’s Hospital, should be,
and it is, overruled.

The favorable decision immediately stimulated legislative and
administrative activity in the minimum-wage field. Five new States
enacted laws and nine States validated, amended or reenacted their
laws during the years 1937 and 1938. There was also increased
activity in the establishment of wage boards and the issuance of wage
orders which translated the benefits of the laws into actuality for
many women and minor employees.
There have been many State Supreme Court rulings on the validity
of minimum-wage legislation. Three State cases, dealing with fair
value laws, are of particular interest because the United States
Supreme Court has not specifically ruled on that type of legislation.
Pennsylvania 3 in 1942, Ohio 4 in 1945, and Kentucky 6 in 1947, all
upheld the constitutionality of their laws on the ground that such
legislation was not an improper or unwarranted delegation of legis­
lative power and authority. In the Fisher case in Pennsylvania and the
Ohio case, Strain v. Southerton, the decision was limited to delegation
of legislative power and authority. Both State Courts held that the
minimum-wage law was not an improper or unwarranted delegation
since the legislature had provided, in the law, definite standards for
guidance in establishing minimum wages and the duties carried out
are administrative rather than legislative in character. In Young v.
Willis, the Kentucky Supreme Court, in addition to holding that the
reasonable standards for guidance in the law saved it from being an
unconstitutional delegation of legislative power, also ruled on the
issue of whether the legislation was special or class legislation,
1 In re Fisher, 344 Pa. 96, 23 A. 2d 878.
‘ Strain v. Southerton, 75 Ohio App. 435, 62 N. E. 2d 633.
* Young v. Willis, 305 Ky. 200, 203 8. W. 2d 5.




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prohibited by the State Constitution. (The particular challenge was
directed to the provision permitting the setting of rates varying with
locality.) On this point the Court said:
A law is not special or local solely because it does not relate to the general
public. It may relate to a special class or a special locality if the facts
reasonably differentiate that class or locality from the general public or from
the State at large. In this act the legislature made the cost of living an
element in the determination of a fair minimum wage, and it is common
knowledge that there is a wide discrepancy between the cost of living in
different localities in the Commonwealth. The General Assembly undoubt­
edly realized this when it made it possible for the Commissioner and the
Wage Board to consider and act on facts which establish the differences in
the various localities.

The constitutional validity of the New York amendment to cover
men (see next section for details) was challenged in the courts of
New York during 1952 in the case of Lyons v. Corsi (116 N. Y. S. 2d
520). By analogy to the Federal Fair Labor Standards Act and
citing the Darby case, the lower court found the supplementary
protection amendment constitutional and valid.
As an Act of Congress prescribing minimum wages for men does not violate
the Fifth Amendment, I think it necessarily follows that a State statute
prescribing minimum wages for men does not violate the Fourteenth Amend­
ment.

New Trends in State Minimum-Wage Legislation

With the constitutionality of State laws firmly established in 1937
and the passage of the Federal Fair Labor Standards Act in 1938,
minimum-wage legislation became an accepted and important part of
our basic social legislation. Though perception of the need for it was
less widespread when average wage levels went up, first with economic
recovery and later during the war years, State minimum-wage activity
continued and numerous changes and improvements have been made
in existing legislation.
In 1939, Connecticut became the first State to amend its law to
bring men under coverage. Subsequently four additional States have
by various provisions broadened coverage to include men: New York
in 1944, Rhode Island in 1945, Massachusetts in 1946, and New
Hampshire in 1949. A second important recent change in basic
standards has been the incorporation of statutory rates in laws that
already provide for wage orders through wage board action. Three
States, Massachusetts, New Hampshire, and Connecticut, have
amended their laws to provide for a statutory rate at the same time
retaining wage board procedure.
Provisions Extending Coverage to Men.—Although minimumwage laws in this country were designed originally to give protection
to women and minors, recognition that many men workers need




similar legislative protection is not new. Oklahoma’s law in 1937
was written to cover men, women, and minors but was held invalid
as to men and minors because of a technical defect in the title. The
Federal Fair Labor Standards Act enacted in 1938 covers both sexes
and its constitutionality was settled in the Darby case.
Coverage of men in the five States was attained by one of two
different methods: The general coverage amendment and the socalled indirect method. New York and Rhode Island used the
indirect method, while Connecticut, Massachusetts and New Hamp­
shire followed the method of general coverage.
Under both types of coverage the law is made applicable to all
persons or employees in the covered occupations in the same manner
and to the same extent as if such persons had been expressly included
originally. Under general coverage, “employee” is defined as any
person rather than as a woman or minor, thus making the law appli­
cable to persons of both sexes throughout. A variant provision
enacted in New Hampshire retains the original wage board law appli­
cable to women and minors on the books but adds new sections, setting
a statutory rate applicable to all employees, save those specifically
exempted. Under the so-called indirect method of covering men,
used in New York and Rhode Island, the wage board sections con­
tinue to apply to women and minors but an added new section pro­
hibits the employment of men at wage rates or under standards
lower than those prescribed by wage orders for women and minors in
the occupation. The enforcement sections were amended to make
them apply to all employees.
Statutory Rate Provisions in Wage-Board Laws.—Statutory
rates are not new in this country. Arkansas, South Dakota, and
Nevada established statutory rates in their original laws enacted in
1915, 1923, and 1937, respectively. But early statutory rate laws
have been characterized as “inflexible” because they make no pro­
vision within themselves for adjustment to changing economic con­
ditions,6 as do laws that provide for wage boards to adjust minimum
wages in particular industries. Revision of statutory or flat rate laws
can be, and has been, accomplished by legislative action but such
action has in fact been less frequent than issuance of wage orders under
laws setting up wage board machinery. Statutory wage rates are also
less flexible than wage orders since occupational wage boards familiar
with industry conditions not only set minimum wages in line with
changes in the cost of living but also take into account special industry
conditions.
The advantage of a statutory rate, in establishing immediate, wide8 The terms of the Arkansas statute provide that the commissioner has power to raise or lower the
statutory wage in any occupation, trade, or industry after investigating and holding public hearings.
Arkansas has not issued an order since the early 1920’s.




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spread minimum-wage protection, is recognized by most State ad­
ministrators. But years of experience with wage orders tailor-made
to meet the needs of individual industries or occupations and readily
adjustable to economic changes, have made administrators take a
cautious approach to depending exclusively on statutory rates.
While they recognize the advantage of the latter, they appreciate from
long experience the value of the former.
The addition in three States of statutory rates to wage-board laws
has been widely heralded as a significant forward step in minimumwage development. Differences between the three statutory rate
amendments are of interest.
In New Hampshire the 50-cent statutory rate amendment, effective
in July 1949, was made applicable to all employees with certain
exemptions, including among others employees in restaurants, hotels,
inns, and cabins. Female and minor employees in these latter occu­
pations receive minimum-wage protection in New Hampshire because
these occupations were covered in the original New Hampshire law
and the State Attorney General has ruled that wage orders for women
and minors can continue to be issued for the occupations covered by
that law. Following the statutory rate amendment, the commissioner
readjusted rates of existing wage orders for women and minors,
increasing them to the 50-cent level with the practical result that in
the restaurant, hotel, inn, and cabin occupations only women and
minors have the protection of the 50-cent minimum wage.
The Attorney General has ruled that the New Hampshire amend­
ment gives the commissioner authority to increase the 50-cent statu­
tory rate through the issuance of wage orders in occupations not
exempt by law. Whether such wage orders may include men or must
be limited to women and minors is not yet clear since the commissioner
has not yet used his authority to increase the statutory minimum.
In Massachusetts the 75-cent statutory rate (which in 1952 replaced
the 65-cent rate originally effective January 1950) is applicable to all
employees within the terms of the law but not covered by wage orders.
At the present time, wage orders are in effect for most of the major
trade and service occupations so that the statutory rate applies
largely to classes of workers not identified with the major occupational
groups. Between August 1949 and December 1952, Massachusetts
issued nine orders increasing minimum wages over previous orders
but not in every instance establishing rates as high as the statutory
level.
In 1952, the State legislature added two significant provisions to the
Massachusetts minimum-wage law. One of these provisions requires
the commissioner of labor to make a biennial review of all wage orders,
as an additional safeguard against the possibility of a static rate.
The other provision establishes 65 cents an hour as a floor below which
10



wage-order rates, except in a few specified categories, must not fall.
Both of these features are designed to make the minimum-wage law
flexible enough to meet changing economic conditions.
The 75-cent statutory rate amendment in Connecticut, enacted in
1951, effective January 1952, was the first statutory rate to equal the
Federal minimum, although other States have attained that level
through wage orders. The amendment, like the one in New Hamp­
shire, directed revision of all existing wage orders to the statutory
level. The Connecticut rate applies to all occupations within the
terms of the law except as occupational wage orders are issued setting
minimum wages equal to or exceeding the statutory minimum.
Unlike either New Hampshire or Massachusetts, Connecticut in
enacting its amendment gave the commissioner express authority to
make administrative regulations appropriate to carry out the purposes
of the act. The law directs that these regulations shall be developed
with the assistance of advisory boards representing the occupations
to which the regulations will apply, thereby facilitating adaptation
of the statutory rate to fit the needs of individual occupations and
industries. Administrative regulations issued by Connecticut under
these provisions relate to such matters as board and lodging, tips,
uniforms, learners and apprentices, waiting time, split shifts, etc.
Present-Day Effectiveness

Originally State minimum-wage legislation was designed for the
protection of women workers. The early laws did much to improve
unfavorable conditions and to raise the extremely inadequate wages
of women both in manufacturing and in trade and service occupations.
Enactment of the Federal Fair Labor Standards Act in 1938, with
coverage of workers in interstate production, gave the vast majority
of workers in manufacturing industries broad minimum-wage protec­
tion. During the years that the Federal Fair Labor Standards Act
remained at 40 cents, State minimum-wage orders in some States were
of direct benefit to interstate workers. The 1949 amendment raising
the rate to 75 cents an hour has again assured industrial workers
in the lowest wage brackets protection under the Federal law but
trade and service workers receive no direct benefits from Fair Labor
Standards Act since it does not apply to intrastate workers as such.
Now as in the early days of minimum wage, trade and service in­
dustries employ large numbers of unskilled workers, still often poorly
organized in trade unions, at a relatively lower wage scale than obtains
for more skilled work. Therefore, even where minimum-wage laws
have been extended to men, wage orders continue to be issued largely
for the trade and service industries in which large numbers of women
are employed. An analysis of current State minimum-wage orders
249000—Bi




■2

11

indicates the extent to •which the minimum-wage States have accepted
the challenge and responsibility for setting a wage floor in trade and
service industries. Of the more than 50 orders issued by 16 jurisdic­
tions between July 1, 1950, and January 1, 1953, two-thirds have
been for the major trade and service occupations: Mercantile or retail
trade, beauty or personal service, public housekeeping including
hotels and restaurants, laundry and dry cleaning, and amusement
and recreation. It seems clear that State administrators have recog­
nized that under State minimum-wage laws a significant service can be
rendered by the issuance of wage orders for the service industries, thus
supplementing the regulation of manufacturing by the Federal Govern­
ment. Some States continue to issue orders for manufacturing, thus
providing minimum rates for workers in intrastate as well as in inter­
state industries.
Flexibility and Coverage of Wage Orders.—In addition to con­
centrating on the trade and service occupations, States sought to
extend minimum-wage protection by broadening coverage of existing
orders as such orders were revised and to issue new orders for occupa­
tions not previously covered. The California wage orders as originally
revised in 1942, and as revised again in 1947 and 1952, illustrate this
broadening of coverage.
New groups of workers have received minimum-wage benefits for
the first time in some States by the issuance of orders for occupations
not previously covered by minimum wages. Examples of this trend
can be found in New York with its 1951 order for amusement and
recreation occupations and its 1953 order for building-service workers.
New Hampshire’s hotel, cabin, and tourist home order of 1952 is
another example.
The benefits of minimum-wage legislation to workers are measurable
not only in terms of wages and/or hours of work established. On
the contrary, in most States wage orders also contain provisions or
regulations safeguarding prescribed wage rates. These wage-related
provisions in wage orders have done much to improve working con­
ditions as well as to insure receipt by the worker of the established
wage. Some of the more important and frequently occurring of these
benefits derive from regulations affecting industry practices on uni­
forms, meals and lodging, tips, split shifts, overtime, etc.
Overtime.—The practice of establishing an overtime rate as an
integral part of the minimum-wage scale also has been increasing.
Such provisions recognize that many women workers, since they
have the dual responsibility of home and job, have a special need
for moderate hours of work which overtime provisions encourage.
Since minimum-wage laws in most States apply only to women and
minors and since in all States the wage orders relate largely to the
principal woman-employing industries and occupations, provisions
12



for overtime pay are of particular benefit to women workers. How­
ever, not all orders set overtime on the basis of time and one half
the worker’s regular rate. The California orders provide for time
and one half the employee’s regular rate for work over 8 hours a
day or 6 days a week, but in practice these provisions have applica­
tion only to occupations where overtime beyond 8-48 is permitted
in emergencies by the California maximum-hour law. In the Con­
necticut laundry order, time and one half the employee’s regular rate
must be paid after 44 hours a week. The basic minimum wage is 75
cents an hour up to and including 44 hours a week.
Another type of overtime provision is the establishment of a specific
hourly rate higher than the basic minimum. An example is the recent
Rhode Island retail order (effective November 1952) which established
a basic rate of $28 for a 36- to 44-hour week with 95 cents an hour for
work over 44 hours a week. Another example is the District of
Columbia laundry order (effective August 1951) requiring $1.12K an
hour for work over 40 hours a week. The District’s basic rate is
$30 for a 24-40-hour week.
Guaranteed Weekly Wages.—Because of industry conditions or
indifferent employer management, some women employed on a full­
time basis do not have an opportunity to work a full week as a regular
practice. Realizing that for such workers the establishment of an
hourly minimum wage, even though high, would guarantee neither
a regular nor an adequate income, some wage boards have recom­
mended that women be paid a minimum weekly wage. This wage is
usually applicable to work that approximates a full week, where
the employer, not the absence of the worker, is responsible for the
short schedule. Such regulations tend to promote greater efficiency
in management and to benefit employers as well as workers. Minne­
sota adopted a modified weekly wage as early as 1921, and in 1938
the New York laundry order gave new impetus to the guaranteed
weekly wage principle. Among the States adopting the principle
in a somewhat modified form were Connecticut, the District of
Columbia, Massachusetts, and Rhode Island.
Split-Shift Provisions.—Some State wage orders have regulated
the practice of split shifts by requiring that higher wages
be paid for days on which the work period has more than one shift,
or covers a spread of hours that exceeds a specified number, usually
ten. Such wage orders usually require that an additional amount
be added to the minimum wage each day the employee works a split
shift. Among the States with this type of provision in orders for
occupations where the split shift has been a common industry prac­
tice are California, the District of Columbia, Kentucky, New Jersey,
New York, Rhode Island, and Utah.
Deductions from Wages.—Wages, even though rates may be fair,




13

can be so undermined by charges and deductions required by employ­
ers that when pay day arrives the pay envelope contains little more
than an itemized account of money the worker did not receive. Most
current wage orders prohibit deductions of any kind, except those
authorized by law, such as social security taxes and Federal income
taxes, and those authorized in the wage order. Through such pro­
visions, minimum-wage States have made great strides in regulating
industry practices with respect to deductions in take-home pay that
unjustifiably deprive the worker of part of his wages.
Meals and Lodging.—In occupations where employees are cus­
tomarily furnished meals and/or lodging, such as hotels and restau­
rants, wage boards have taken into account that payments in kind
must be recognized in establishing workable minimum-wage rates.
Most wage orders contain detailed provisions regulating the practice,
avoiding many of the former abuses. For example, California per­
mits deduction for meals in its public housekeeping order but specifies
the maximum charges allowable for breakfast, lunch, and dinner; and
defines a meal as “an adequate well-balanced serving of a variety of
wholesome nutritious foods.” The order further specifies that deduc­
tions may not be made for meals not eaten and shall be made only
for bona fide meals consistent with the employee’s work shift.
The District of Columbia public housekeeping order permits a
deduction for one meal for each 4 hours worked but not more than two
meals a day and specifies a 30-cent maximum allowable deduction for
any bona fide meal furnished within those limitations. New York
orders have a somewhat different regulation in that they require a
higher hourly or weekly rate when meals are not supplied. In the
February 1953 hotel order the differential for nonresidential employees
in all-year hotels is 5 cents an hour for one meal and 10 cents for two
meals. The February 1953 restaurant order has a “with meal rate”
and a “no-meal rate” with a 10-cent differential. Any employee
who works 5 hours or more in 1 day must receive two meals if the
“with meal rate” is to be applied.
Lodging provisions are similar to meal provisions. For example the
Massachusetts public housekeeping order permits a maximum weekly
deduction of $4 each for a double room “when adequate, decent and
sanitary lodging, including heat and light, is furnished.” The deduc­
tion is not permitted “unless the room is actually used by the employee
and unless said employee desires said room.”
Uniforms.—Provisions regulating the furnishing and maintenance
of uniforms are found in wage orders or administrative regulations of
almost all States that have public housekeeping orders (including
hotel and restaurant). The provisions either prohibit charges of any
kind for uniforms and their upkeep, or regulate the maximum amount
deductible from the minimum wage for uniforms and uniform mainte­
14



nance. In California, for example, no employee shall be required to
contribute directly or indirectly from the minimum wage for the
purchase of uniforms nor for the laundering and cleaning of uniforms.
The District of Columbia permits a deduction of not more than $1 a
week when uniforms are furnished and laundered by the employer,
except that the maximum deduction permissible in the case of maids,
cleaners, dishwashers, kitchen helpers, and similar workers is 50 cents
a week. New Hampshire is one of the States prohibiting deductions
of the cost of required uniforms. The Utah regulations provide that
the employer supply uniforms free and take care of the upkeep includ­
ing laundry, if uniforms are required by the establishment. In many
of the State orders detailed definitions of uniforms are also included.
Gratuities.—In some States wage boards have taken into account
tipping practices by classifying employees into service and nonservice
groups, and setting a lower rate for the service employee who would
receive tips. Kentucky, Massachusetts, New Hampshire, New Jersey,
New York, Ohio, Pennsylvania, and Rhode Island follow this pro­
cedure. The District of Columbia public housekeeping order classifies
workers into three occupational groups, with waitresses receiving the
lowest rates established. Wage orders in seven States—California,
Colorado, Minnesota, Oregon, Utah, Washington, and Wisconsin—
prohibit deductions for tips either expressly, or impliedly by prohibiting
all except specified deductions. Connecticut permits deductions for
tips from the prescribed minimum wage (up to 30 cents an hour for
hotel and restaurant workers customarily receiving gratuities). In
four other States—Arkansas, Nevada, North Dakota, and South
Dakota—there are no specific provisions relating to gratuities.
The material in the following chart, “Analysis of State MinimumWage Orders, July 1, 1942-March 1, 1953,” furnishes information on
coverage, wages, and hours of work. Additional information on fringe
benefit provisions, discussed in the preceding paragraphs, may be
obtained from the Women’s Bureau.




15

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 1

Ci
State, title and number
of order, and effective
date2

Occupation or industry covered

Class of employees covered

Alaska_______ ________ No change in law.
Arizona:
Retail Trades Industry, “Retail Trades Industry," i. e., all selling of Women and female minors:
Experienced..........—........
merchandise to consumer and not for purpose
No. 1-A.
Directory, Apr. 17,
of resale in any form. Exception: Worker
under 21 whose chief occupation is that of a
1943.
Mandatory, June
student actually attending public or private
school.3
17, 1943.
Inexperienced:8
(Supersedes order 1
First 6 months.................................
of Feb. 1,1939.)

Laundry and Dry
Cleaning Industry,
No. 2-A.
Directory, July 12,
1948.
Mandatory, Sept.
12, 1948.
(Supersedes order 2
of June 15,1939.)




“Laundry and Dry-Cleaning Industry" in­
cludes:
(1) Cleaning, dyeing, pressing, processing,
or any other work incidental thereto, of
clothing (including hats), household
furnishings, rugs, textiles, fur, leather, or
fabric of any kind; (2) the collection, sale,
resale, or distribution at retail or whole­
sale of these services; (3) the producing of
such services on their own behalf, by
establishments, businesses, institutions,
clubs, or hospitals which services may be
incidental to their present business; (4)
Self-Service Laundries, Automatic Laun­
dries, Help-Yourself Laundries, U-DoLaundries, and any type of rental laun­
dries. Exception: Worker under 21 whose
chief occupation is that of a student
actually attending public or private school.

Minimum-wage rates

$16 a week.

35 cents an hour....... .

f$12.50 a week..... .......
\27J4 cents an hour....
f$14 a week—............
Second 6 months............................. (30
cents an hour........
Full-time employee, i. e., one who Weekly rate prorated.
works 8 hours a day on 4 or more
days a week.
Women and minors:
Experienced:
In laundry industry........................ $18.72 a week 7._
52 cents an hour.
If employee on voluntary ab­ ___ do....... .........
sence.
Part time.................................... 57 cents an hour.
In dry cleaning industry......... — $21.60 a week 7_60 cents an hour.

If employee on voluntary ab­ ----- do............................................
sence.
Part time------------- -------------- 66 cents an hour........ ................
Inexperienced and apprentices (3 90 percent of the applicable
minimum rate.
months).8
(Deductions from minimum
wage for meals, lodging, or
both, allowed only on special \
permit.)

Hours

Standard workweek, i. e., 48
a week (8 a day, 6 days)
or 42 a week (6 a day, 7
days) *
Less than 4 days a week, 8
hours each.1
Same as for experienced.
Do.
Less than standard week.

36 a week.
Over 36 a week4 or during
periods when basic weekly
minimum need not be
paid.7
Actual time worked.
Less than 36 a week.8
36 a week.
Over 36 a week 4 or during
periods when basic weekly
minimum need not be
paid.7
Actual time worked.
Less than 36 a week.*

Arkansas:
Wage fixed in law. Mar.
20,1915.
Digest (Pope) 1937,
sees. 9094, 9096­
9100; session laws
1943, Act 70
(amending secs.
9084 and 9095.)

California:
Motion Picture In­
dustry, No. 17R,
July 1, 1949.
(Supersedes order 17
of Aug. 11, 1931.)

Manufacturing
and
Mercantile Industries,
No. 1-52, Aug. 1,1952. 10
(Supersedes orders 1-R
and 7-R of June 1,
1947.)

Manufacturing, mechanical, or mercantile
establishment, laundry, express or transpor­
tation company, hotel, restaurant, eating
place, bank, building and loan association,
insurance company, finance or credit busi­
ness, or work in any capacity other than
occupations expressly exempted by law.
Exceptions: Domestic, agricultural or horti­
cultural employment; cotton factory; gather­
ing of fruits or farm products; switchboard
operators in public telephone exchanges
having less than 750 stations who are exempt
under sec. 13 (a) par. 11 of 1949 amendment
to the Federal Fair Labor Standards Act.

Females:
Experienced___________
Inexperienced (6 months)
All.................................—

“Motion Picture Industry,” i. e., any industry,
business, or establishment operated for the
purpose of motion-picture production, in­
cluding but not limited to, motion pictures
for entertainment, commercial, religious, or
educational purposes. Exceptions: Women
who act, sing, dance, or otherwise perform;
or who are employed in administrative,
executive, or professional capacities (as de­
fined in order).
“Manufacturing Industry,” i. e., any indus­
try, business, or establishment operated for
the purpose of preparing, producing, mak­
ing, altering, repairing, finishing, processing,
inspecting, handling, assembling, wrapping,
bottling, or packaging goods, articles, or
commodities m whole or in part. Excep­
tions: Canning, preserving, and freezing
industry; industries handling farm products
after harvest; motion picture industry.
“Mercantile Industry,” i. e., any industry,
business or establishment operated for the
purpose of purchasing, selling, or distribut­
ing goods or commodities at wholesale or
retail.
Exceptions (both industries): Women em­
ployed in administrative, executive, or pro­
fessional capacities (as defined).

Women 18 and over................................

See footnotes at end of table.




Women employed at a guaranteed
weekly rate of pay.

$1.25 a day.................................
$1 a day.........................................
1 Yi times employee’s regular
rate.
Pro rata—.....................................

8 a day, 6 days a week.®
Do.®
Over 8 a day or on seventh
consecutive day.10
Less than 8 a day.

Time and a half employee’s
regular rate.11
----- do............................................

Over 8 a day or over 6 days a
week (in emergencies).
Over 40 a week.

Women and minors:
Experienced adult women and 75 cents an hour...
minors.
Inexperienced women, 18 and over 60 cents an hour 14.
(first 200 hours' employment in
skilled or semiskilled occupations).
Minors
do.................................... .......
Women 18 and over, in employ­ 1)4 times employee's regular
ments in which overtime is not
rate.
prohibited by the State’s labor
code.
If employee works a split shift......... 75 cents a day in addition to the
minimum wage except when
employee resides at the place
of employment.
(Deductions for meals and/or
lodging allowed; maximum
charges specified in the
order.)

8 a day, 6 days a week.10
Do.10
Do.10
Over 8 a day or on 7th con­
secutive day15 in emer­
gencies.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ^Continued

00

State, title and number
of order, and effective
date1
California—Continued
Personal Service Indus­
try, No. 2-52, Aug.
1, 1952.
(Supersedes order 2-E
of June 1, 1947.)

Canning, Freezing, and
Preserving Industry,
No. 3-52, Aug. 1,
1952.
(Supersedes order 3-R
of June 1, 1947.)

Professional, Technical,
Clerical, and Similar
Occupations, No.
4-52, Aug. 1, 1952.
(Supersedes order 4-R
of June 1, 1947.)




Occupation or industry covered

Class of employees covered

Minimum-wage rates

Hours

Women and minors-—...........................
Minors........................................... -........
Women 18 and over, in employments
in which overtime is not prohibited
by the State’s labor code.
If employee works a split shift............

75 cents an hour
60 cents an hour u........................
1H times employee’s regular
rate.
.

8 a day, 6 days a week.18
Do.18
Over 8 a day or on 7th con­
secutive day18 in emer­
gencies.

tS’PJiV

“Personal Service Industry,” i. e., any indus­
try, business, or establishment operated for
the purpose of rendering, directly or in­
directly, any service, operation, or process
used or useful in the care, cleansing or
beautification of the body, skin, nails, or
hair, or in the enhancement of personal
appearance or health. Exceptions: Women
employed in administrative, executive, or
professional capacities (as defined).

“Canning, Freezing, and Preserving Indus­
try,” i. e„ any industry, business, or estab­
lishment operated for the purpose of canning
soups; and of cooking, canning, curing,
freezing, pickling, salting, bottling, pre­
serving, or otherwise processing any fruits,
vegetables, or seafood when the purpose of
such processing is the preservation of the
product and includes all operations inci­
dental thereto. Exceptions: Women em­
ployed in administrative, executive, or pro­
fessional capacities (as defined).
“Professional, Technical, Clerical, and Simi­
lar Occupations,” i. e., professional, semi­
professional, managerial, supervisorial, lab­
oratory, research, technical, clerical, and
office work occupations. Exceptions: Work
which is predominantly intellectual, man­
agerial, or creative, requiring exercise of
discretion and independent judgment, and
for which the remuneration is not less than
$350 per month; employees licensed or certi­
fied by the State to practice the professions
specified; exchange operator of a telephone
company having less than 150 stations oper­
ating under the jurisdiction of the State’s

75 cents a day in addition to the
minimum wage except when
employee resides at the place
of employment.

(Deductions for meals and/or
lodging allowed; maximum
charges specified in the
order.)
Women and minors.—.......................... . 75 cents an hour____ ______ ... 8 a day, 6 days a week.18
Do.18
Minors__________________________ 60 cents an hour 11........................
Women 18 and over, in employments 1H times employee’s regular Over 8 up to and including
12 in any one day and the
in which overtime is not prohibited
rate.
first 8 hours worked on the
by the State’s labor code, if over­
7th consecutive day.17
time is necessary to process any
perishable product to prevent spoil­ Double the employee’s regular Over 12 in any one day and
over 8 on the 7th consecu­
ing; cases of emergency.
rate.
tive day.17
(Deductions for meals and/or
lodging allowed; maximum
charges specified in the
order.)
Provisions same as for Order No. 1-52, Manufacturing and Mercantile Industries.

*

Public Housekeeping
Industry, No. 5-52,
Aug. 1, 1952.
(Supersedes order 5-R
of June 1, 1947.)

Public Utilities Commission and employee’s
duties as operator are incidental to other
duties.
"Public Housekeeping Industry,” i. e., any
industry, business, or establishment which
provides meals, housing, or maintenance
services whether operated as a primary busi­
ness or when incidental to other operations
in an establishment not covered by another
minimum-wage order. Exceptions: Grad­
uate nurses in hospitals; student nurses in
a school accredited by Examiners in the
State; women employed in administrative,
executive, or professional capacities (as de­
fined).

Women and minors................................
Minors................................................ .
Women 18 and over, in employments
in which overtime is not prohibited
by the State’s labor code.
If employee works a split shift.............

75 cents an hour........................ . 8 a day, 6 days a week.1*11
60 cents an hour14___ ________
Do.1*
1 Yi times employee’s regular Over 8 a day or on 7th con­
rate.
secutive day 18 in emer­
gencies.18
75 cents a day in addition to the
minimum wage except when
employee resides at the place
of employment.

(Deductions for meals and/or
lodging allowed; maximum
charges specified in the order.)
Provisions same as for Order No. 1-52, Manufacturing and Mercantile Industries.

Laundry, Dry Clean­ "Laundry, Dry Cleaning, and Dyeing Indus­
ing, and Dyeing In­
try,” i. e., any industry, business or estab­
dustry, No. 6-52, Aug.
lishment operated for the purpose of wash­
1, 1952.
ing, ironing, cleaning, refreshing, restoring,
pressing, dyeing, fumigating, moth proofing,
(Supersedes order 6-R
water proofing, or other processes incidental
of June 1, 1947.)
thereto, on articles or fabrics of any kind.
Includes self-service laundries and the col­
lection, distribution, sale or resale at retail
or wholesale of the foregoing services. Ex­
ceptions: Women employed in administra­
tive, executive, or professional capacities (as
defined).
Industries Handling "Industries Handling Farm Products After Women and minors:
Farm Products After
Harvest,” i. e., any industry, business, or
Experienced adult women and mi­
Harvest, No. 8-52,
establishment operated for the purpose of
nors.
Aug. 1, 1952.
grading, sorting, cleaning, drying, packing,
Inexperienced women, 18 and over
dehydrating, cracking, shelling, candling,
(first 200 hours’ employment in
(Supersedes order 8-R
separating, slaughtering, plucking, pasteur­
skilled or semiskilled occupa­
of June 1, 1947.)
izing, ripening, molding, or otherwise pre­
tions).
paring any agricultural, horticultural, egg, Minors
poultry, rabbit, or dairy products for distri­ Women 18 and over, in employments
bution. Exceptions: Women employed in
in which overtime is not prohibited
administrative, executive, or professional
by State’s labor code, if overtime is
capacities (as defined).
necessary to process any perishable
product to prevent spoiling; cases of
emergency.

75 cents an hour...
60 cents an hour 14.

SO




Do.1®

do 14.................................. ......
V/i times employee’s regular
rate.

Do.1®
Over 8 up to and including
12 in any one day and the
first 8 hours worked on the
7th consecutive day.17

Double the employee’s regular
rate.

Over 12 in any one day and
over 8 on the 7th consecu­
tive day.17

(Deductions for meals and/or
lodging allowed; maximum
charges specified in the order.)
See footnotes at end of table.

8 a day, 6 days a week.1®

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953
State, title and number
of order, and effective
date *

Occupation or industry covered

California—Continued
Transportation Indus­ 14Transportation Industries,” i. e., any indus­
try, business, or establishment operated for
tries, No. 9-52, Aug.
the purpose of conveying persons or property
1, 1952.
from one place to another whether by
rail, highway, air, or water, and all opera­
(Supersedes order 9-R
tions and services in connection therewith.
of June 1, 1947.)
Includes storing or warehousing of goods or
property, and the repairing, parking, rental,
maintenance or cleaning of vehicles. Excep­
tions: Women employed in administrative,
executive, or professional capacities (as de­
fined).
“Amusement
and Recreation Industries,”
Amusement and Rec­
i. e., any industry, business, or establish­
reation Industries,
ment
operated
for the purpose of furnishing
No. 10-52, Aug. 1,
entertainment or recreation to the public.
1952.
Exceptions: Women employed in administra­
tive, executive, or professional capacities (as
(Supersedes order 10-4
defined).
of June 1, 1947.)
Colorado:
Laundry Industry, No. Laundry, i. e., any trade, business, industry,
club, institution or branch thereof engaged
6, Feb. 11, 1951.
in (1) washing, ironing, or processing in­
cidental thereto, for compensation, of cloth­
(Supersedes order 5
ing napery, blankets, bed clothing, or fabric
Aug. 7, 1941.)
of any kind whatsoever; (2) the collecting,
sale, resale, or distribution at retail or whole­
sale of laundry services; (3) the producing of
laundry service for their own use by business
establishments, hospitals, clubs, or profit
making institutions; (4) self-service laun­
dries.




Class of employees covered

Continued

Minimum-wage rates

Hours

Provisions same as for Order No. 2-52, Personal Service Industry.

Provisions same as for Order No. 2-52, Personal Service Industry.

Women and minors:
Zone A (Denver and Pueblo and a 55 cents an hour____ _________
radius of 5 miles beyond the cor­
porate limits of these cities; from ___ do.................................... .......
June 1 to Oct. 1, covers Colorado
1 Yi times employee's regular
Springs and Estes Park).
rate.
Zone B (remainder of State and from 45 cents an hour.......... ...............
Oct. 1 to June 1, Colorado Springs
___ do............................................
and Estes Park).
All employees.

times employee’s regular
rate.
(If a definite type of uniform is
required by employer, he must
supply them and provide for
their care without cost to the
employee.)

Up to and including 40 a
a week.19
Over 40 and including 44 a
week.
Over 44 a week; over 8 a day
in emergencies.20
Up to and including 36 a
week.19
Over 36 and including 44 a
week.
Over 44 a week; over 8 a day
in emergencies.20

Retail trade Occupations, No. 7, Feb. 18,
1951.
(Supersedes order 2 of
Jan. 16,1939.)

Beauty Service Occupations, No. 9, Mar. 4,
1951.
(Supersedes order 3 of
Dec. 4, 1939.)
Public Housekeeping
Occupations, No. 8,
Mar. 10,1951.
(Supersedes order 4 of
June 16, 1940.)

Retail trade, i. e., the performance of any and
every type of work concerned with or incidental to the selling or offering for sale any
commodity, article, goods, wares, or merchandise, to the consumer, not for the purpose of resale in any form.

Beauty service, i. e„ all services or operations
used or useful in the care, cleansing, or beautification of the skin, nails, or hair, or in the
enhancement of personal appearance, and
also services or operations incidental thereto,
including the service of maids, cashiers, reception or appointment clerks.

Women and minors:
Senior operators
Junior operators (first 12 months ,
and operator still in the training
period).23
All other employees........................
All employees

Public housekeeping includes hotels, restaurants, motels, rooming houses, cottage
camps, clubs, hospitals, convalescent homes,
sanitariums, private schools, colleges, and
any establishment that prepares and offers
for sale food or refreshments for consumption
either on or off its premises; any business
which offers lodging accommodations for
hire to the public, to employees, or to members, whether such service is the principal
business of the employer or merely incidental
to another business.

Women and minors:
Experienced:
Zone A (Denver and adjoining
area extending 6 miles from city’s
corporate limits).
Zone B (remainder of State)
Inexperienced (192 hours in the occupation)—Both zones,
All employees

See footnotes at end of table.




Women and minors:
Experienced:
Zone A (Denver and Pueblo and a
radius of 5 miles beyond the corporate limits of these cities; from
June 1 to Oct. 1, covers Colorado
Springs, Manitou Springs, and
Estes Park).
Zone B (remainder of State and
from Oct. 1 to June 1 the 3 re­
sort cities mentioned in the
Zone A entry).
Inexperienced (192 hours in the oc­
cupation)—Both zones.

55 cents an hour___ _________ Up to 8 a day, 48 a week.*)

45 cents an hour____ ____ _ _. .

80 percent of the applicable mini­
mum-wage rate.21
1J4 times employee’s regular
rate.

Do.20

Do.20
Over 48 a week; over 8 a day
in emergencies.30
Up to 8 a day or 44 a week.23
Do.32

1H times employee’s regular
rate.

Do.22
Over 44 a week; over 8 a day
in emergencies.20
Up to 8 a day, 48 a week.20

Do.20
80 percent of the applicable miDDo.20
imum-wage rate.21
1 Vi times employee’s regular rate- Over 48 a week; over 8 a day
in emergencies.20

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953‘—Continued
State, title and number
of order, and effective
date*

Occupation or industry covered

Class of employees covered

Minimum-wage rates

Hours

Connecticut:
Restaurant Occupation,
Nos, 4A and 4B, May
15, 1950.
(Set aside by the Su­
perior Court of Hart­
ford County on Dec.
19, 1950, because of
wage board’s failure to
comply with the pro­
cedural provisions of
the State’s minimumwage law.)
Laundry Occupation,
Nos. 2A and 2B, Apr.
17, 1951.
(Supersedes order 2 of
Sept. 29, 1947, and ex­
tends coverage to
adult males, who had
not been covered in
the earlier order.)

Cleaning and Dyeing
Occupation, Nos. 3A
and 3B, June 27,1951.
(Supersedes order 3 of
June 2, 1947, and ex­
tends coverage to
adult males.)




Laundry establishments, i. e., any place in Women and mincis; adult males en­
gaged in production work.
which any service in connection with any
activity of the laundry occupation is per­ Women and minors; adult males en­
gaged in production work in laun­
formed for compensation, except in domestic
dries, who do work ordinarily per­
service.
formed by females or minors under
Laundry occupation Includes: (1) any activity
18.
in the washing, Ironing or processing, inci­
dental thereto, of laundry wares and all
other operations carried on in establishments
engaged in this business; (2) the collecting,
sale, resale, or distribution at retail or whole­
sale of laundry service and the keeping of
accounts, billing, and any other clerical
work in connection therewith (sec. 2 not
applicable to adult males); (3) the produc­
ing of laundry service for tbeir own use by
business establishments, clubs, hospitals,
or other public or private institutions except
those completely supported by the State or a
municipality.
Cleaning and dyeing, i. e., cleaning, dyeing, Women and minors; men. Exception:
Adult males receiving at least $35 a
redyeing, or pressing garments (including
hats), upholstery, rugs, or any other fabrics,
week.
any process incidental thereto, including
collecting and receiving such articles for the
above purposes, of giving out or collecting
such articles after they have been cleaned,
dyed, re-dyed, or pressed. Exception: Any
such process when carried on in establish­
ments manufacturing textiles or garments (In­
cluding hats).

75 cents an hour u...................... . Up to and including 44 a
week.**
1H times employee’s regular rate. Over 44 a week.*4

(Deductions for meals and
lodging allowed when these
constitute a condition of
employment. Amounts
must be in accordance with
rates set by the Labor Com­
missioner from time to time.
Such deductions not allowed
during the period employee is
receiving training or new
experience at a place other
than the regular place of
work.)
75 cents an hour...........................

Up to and including 45 a
week.**
1 Yi times employee’s regular rate. Over 45 a week.*4

Session laws 1951, Pub­
lic Act 352, July 1,
1951.
Mandatory,
Jan. 1, 1952.
(Amends MinimumWage Law to estab­
lish statutory rate.)
Mercantile Trade, Nos.
7A and 7B, Oct. 1,
1951. (Supersedes orders 7A
and 7B of Mar. 18,
1946.)

Beauty Shop Occupa­
tion, No. 1, Nov. 1,
1951.
(Supersedes orders 1A
and IB of Mar. 3,
1947.)

Any industry or occupation, with enumerated
exceptions such as agriculture, domestic
service, persons covered by the Federal Fair
Labor Standards Act and others.

Women and minors; men.

Mercantile trade, i. e., wholesale or retail sell­
ing of commodities and any operation sup­
plemental or incidental thereto, including,
but not limited to, buying, delivery, mainte­
nance, office, stock, and clerical work.
Exceptions: Repair and service employees if
major portion of their duties is unrelated to
the mercantile trade as herein defined.

Women and minors; men:
Experienced full-time and part-time 75 cents an hour...
Up to and including 44 a
employees.
week.37
Full-time and part-time beginners. 60 cents an hour............................
Do.37
(First 1,000 hours in the trade.)38
Both groups 29........ ........ ....................
times employee’s regular rate. Over 44 a week.3®

Beauty shop, i. e., any shop, store, or place, or
part thereof, in which is conducted the
business of a hairdresser or cosmetician as
these terms are defined in the Cosmetology
Act.

Women and minors; men:
3-year operators 31 and clerks:33
Full-time....................................
Part-time33................ .............. .
Overtime________ __________
2-year operators3* and learner
clerks:33
Full-time__________ ________
Part-time33________ ____ ____
Overtime..................................... .
1-year operators:3B
Full-time.............................. ........
Part-time.......... ......................
Overtime_______ ___________
Full-time employees hired after the
beginning of the week, or dis­
missed in good faith as unsatisfac­
tory before the end of the week or
voluntarily absent in any week.
Maids, porters, and cleaners

8

See footnotes at end of table.




75 cents an hour.

48 a week (maximum for
women and minors in
practically all industries or
occupations).

(Deductions for uniforms or
other facilities required by
an employer as a condition
of employment and the
reasonable cost of their
maintenance may not be
charged to the employee, if
this would reduce employ­
ee’s wage below the mini­
mum prescribed by this
order.)
$33 a week____
$6.50 a day____
95 cents an hour.

Any part of 4 or more days a
week.
8-hour day or part thereof.
Over 44 a week or, if part­
time worker, over 8 a day.34

$28.50 a week................................. Same as shown for 3-year
$6 a day.............. .......................
operators.
85 cents an hour

[

$26 a week...... ...............................
as shown for 3-year
$5.50 a day__________ _______ ” Same
operators.
75 cents an hour...........................
Weekly wage may be prorated.._ Actual time worked.

75 cents an hour.
(Employee may not be
charged for uniforms or uni­
form maintenance, etc., if
such charge brings the wage
paid below the minimum.)

48 a week (maximum for
women and minors).

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953'—Continued
State, title and number
of order, and effective
date2
District of Columbia:
Retail Trade Occupa­
tion, No. 3, June 16,
1947.
(Supersedes order 3 of
Feb. 14, 1938.)

Occupation or industry covered

Class of employees covered

Minimum-wage rates

“ Retail Trade Occupation,” i. e., the selling or
offering for sale at retail of any goods, wares,
merchandise, articles, or things, and all
occupations, operations, and services con­
nected therewith or incidental thereto.

Employees whose normal workweek
is 36 hours or more, voluntarily
absent in any week.

Basic minimum wage may be
prorated.

36 up to and including 44 a
week.
Actual time worked.
Less than 36 a week.37
Do.

Student under 18 for whom certificate
is in employer’s file (9 months fol­
lowing original issuance of certifi­
cate).
If employee works a split shift, or
spread of hours exceeds 10, or both.

Hours

Over 44 a week.*®
75 cents a day in addition to the
applicable minimum wage.
(Uniforms required by em­
ployer as a condition of
employment must be
furnished, laundered,
cleaned, repaired, and
maintained by the em­
ployer; if purchased by
employee, employer must
reimburse him or her for
the full amount of the
purchase price.
For each uniform laundered
or maintained by em­
ployee 50 cents must be
added to the applicable
minimum wage.)

Beauty Culture Occu­
pation, No. 6, Mar.
27, 1948.
'




“Beauty Culture Occupation” includes all
services, operations, or processes used or
useful in the care, cleansing, or beautifica­
tion of skin, nails, or hair, or in the enhance-

Women and minors:
Operators and all other employees
except maids and cleaners.

34 but not more than 44 a
week.
95 cents an hour--------------------- Less than 34 a week.*9

(SuDersedes order 6 of
Sept. 26, 1938.)

Manufacturing and
Wholesaling Occupa­
tions, No. 8, Nov. 17,
1948.
(Supersedes order 8 of
June 5, 1939.)

ment of personal appearance; and all serv­
ices, operations, or processes incidental
thereto.

“Manufacturing and Wholesaling Occupa­
tions” includes the preparing, producing, or
processing, or the selling or offering for sale
at wholesale of any goods, wares, merchan­
dise, articles, or commodities, and all occu­
pations, operations, and services connected
therewith or incidental thereto.

Maids and cleaners.

___ do.................................... ........
$24.50 a week.................................

week.
75 cents an hour............................ Less than 34 a week.*9
----- do.................... ....................... Over 44 a week.
Employee whose normal workweek Basic minimum wage may be Actual time worked.
is 34 hours or more, voluntarily
prorated.
absent in any week.
If employee works a split shift, or 95 cents a day in addition to the
spread of hours exceeds 10, or both.
applicable minimum wage.

Women and minors:
Office, plant, and other employees
except maids and cleaners.
Part time............ ......................
Students under 18 for whom
employer has certificates on
file (9 months following is­
suance of certificate).
Overtime_____ _____________
Maids and cleaners___ ___________
Part time...______ ___________
Overtime........ ........ .............. ..........
Employee whose normal working
time is 32 hours or more, volun­
tarily absent in any week.
Employee registered under the
District of Columbia apprentice­
ship law for whom employer has
apprentice wage permit on file
(12 months following date of appli­
cation).

(If employee furnishes and
launders uniforms, $1.50 a
week must be added to
minimum wage.)
$30 a week..................................... 32 but not over 40 a week.
85 cents an hour..........................
65 cents an hour

footnotes at end of table.




Less than 32 a week.*7
Do.

$1.12% an hour....... ..................... Over 40 a week.*8
$26.40 a week............................... 32 but not over 40 a week.
75 cents an hour
Less than 32 a week.*7
99 cents an hour.......................... Over 40 a week.38
Basic minimum wage may be Actual time worked.
prorated.
80 percent of the minimum
weekly rate.

(If employee furnishes and
launders uniform $1.50 a
week must be added to
the minimum wage; if she
launders only, $1; if she
furnishes only, 50 cents.)
See

Over 44 a week.

34 but not more than 44 a

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 i—Continued
State, title and number
of order, and effective
date *
District of Columbia—
Continued
Office and Miscellane­
ous Occupations, No.
7, Apr. 25, 1949
(Supersedes order 7 of
Mar. 13,1939.)

Occupation or industry covered

Class of employees covered

‘Office and Miscellaneous Occupations,” i.e.,
all occupations in or for establishments not
covered by another minimum-wage order.
Includes, but not limited to, work per­
formed by general office clerks, stenogra­
phers, typists, bookkeepers, cashiers, vari­
ous office-machine operators, office boys and
girls, ushers, messengers, maids, cleaners,
elevator operators, janitors, telephone and
switchboard operators, teletype operators,
receptionists, library workers, teachers,
dental assistants, medical assistants and
technicians, and laboratory helpers.

Women and minors:
All employees except students
under 18, elevator operators and
janitors, maids and cleaners.

Ed. Note: 1949 Order invalidated by U. S.
Circuit Court of Appeals, May 28,1953.

Laundry and
Dry
Cleaning Occupa­
tion, No. 5, Aug. 22,
1951.
(Supersedes order 5 of
July 8,1946.)




Laundry and dry-cleaning, i. e., any activity
concerned with: (1) the washing, cleaning,
finishing, refreshing, pressing, mending, or
dyeing of wearing apparel (including hats
and shoes), household furnishings, textiles,
fur, leather, or fabric of any kind whatso­
ever, or (2) the collection, sale, resale, or
distribution at retail or wholesale of any
laundry or dry cleaning service. Covers
all other operations and services connected
with the above or incidental thereto includ­
ing, but not limited to, services of cashiers,
telephone operators, office workers, store

Students under 18 for whom cer­
tificate is in employer’s file (9
months following original issuance
of certificate).
Elevator operators and janitors........

Minimum-wage rates

Hours

$31 a week..........

32 but not more than 40 a

86 cents an hour.
.......do...............
65 cents an hour..

Less than 32 a week.37
Over 40 a week.*1
Less than 32 a week.

$31 a week.

32 but not more than 44 a

86 cents an hour............... ........... Less than 32 a week.37
___ do—............................ .......... Over 44 a week.88
$29.75 a week................................ 32 but not more than 44 a

Maids and cleaners.

78 cents an hour............... ..........
___ do...........................................
Basic applicable minimum may
be prorated.

Employee whose normal workweek
is 32 hours or more, voluntarily
absent in any week.
If employee works a split shift, or
spread of hours exceeds 11, or both.

Less than 32 a week.87
Over 44 a week.88
Actual time worked.

95 cents a day in addition to the
applicable minimum wage.
(If employee furnishes and
launders uniforms, $1.50 a
week must be added to the
minimum wage; if she
launders only, $1; if she
furnishes only, 50 cents.)
$30 a week...................................

Women and minors............. —........ ......

75 cents an hour..........................

Employees beginning work after the
beginning of a workweek or resign­
ing before the end of a workweek,
or voluntarily absent in any week.
Part time....................... ...... ..................
Overtime.................................................
If employee works a split shift, or
spread of hours exceeds 11.

85 cents an hour...........................
$1.12)4 cents an hour--------------75 cents a day in addition to the
applicable minimum wage.
I

(Deductions against the minimum wage allowed only if

Over 24 but not more than
40 a week.
Actual time worked.

24 or less a week.87
Over 40 a week.88

249600— 5:

I

Public Housekeeping
Occupation, No. 4,
June 23, 1952.
(Supersedes order 4 of
Jan. 1, 1946.)

Hawaii:
Revised Laws 1945, ch.
75, as amended by
Act 15, session laws,
1945 and Act 180 of
|1951. Amended rates
effective July 1, 1945.

clerks, elevator operators, maintenance
workers; and any of the above services
performed by an establishment or business
for its own use although such services may
be incidental to the establishment's princi­
pal business.
“Public Housekeeping Occupation," i. e.: (1)
Any activity concerned with the prepara­
tion and service of food or beverages in any
establishment where food or beverages are
prepared and served; (2) any activity con­
cerned with the servicing and cleaning of
any establishment offering rooms for rent,
office building, theater, and retail store; (3)
all operations and services connected with
(1) and (2) above, except clerical services in
office buildings, theaters, and retail stores.

All employment. Exceptions: Public employ­
ment; persons at a guaranteed monthly
salary of $300 or more; agricultural work in
any workweek in which employer has fewer
than 20 employees; domestic service; em­
ployment by relatives as specified in the act;
work in a bona fide executive, administra­
tive, supervisory, or professional capacity or
in the capacity of outside salesmen or as out­
side collectors; the propagating, catching,
cultivating, etc., of fish, shellfish, and the
various other aquatic forms of animal or
vegetable life (including the going to and
returning from work and the loading and
unloading of such products prior to first proc­
essing); seamen; employments covered by
the Federal Fair Labor Standards Act;
as specified; drivers of vehicles carrying
passengers for hire, operated solely from a
fixed stand; golf caddies.

See footnotes at end of table.
U>




written consent of employee
and written approval of the
Minimum Wage and Indus­
trial Safety Board are ob­
tained.)
Women and minors:
Resident managers, hostesses, tele­
phone operators, hat-check girls,
elevator operators, cashiers, cleri­
cal workers, cooks, salad girls,
food checkers, steamtable attend­
ants, bus girls, and other em­
ployees serving food or beverages
in the establishments specified in
the order.
Maids, linen-room girls, cleaners,
vegetable girls, dishwashers, kit­
chen helpers, and all similar
workers.
Waitresses (as defined)........................

$30 a week........ _
75 cents an hour.
----- do.................

40 to 48 a week.
Less than 40 a week.89
Over 48 a week.8*

$26 a week
67 cents an hour..____________
----- do................................... .........

40 to 48 a week.
Less than 40 a week.89
Over 48 a week.88

$22.50 a week.................................
60 cents an hour.._____ ______
-----do.............................................
If employee works a split shift or 60 cents a day in addition to the
spread of hours exceeds 11.
applicable minimum wage.

36 to 48 a week.
Less than 36 a week.89
Over 48 a week.88

(Deductions for meals, lodg­
ing, and uniforms allowed.)
All employees, 16 years of age and over. 40 cents an hour 41......................... 48 a week.
times regular rate____ _____ Over 48 a week.
(Reasonable deductions from
minimum wage permitted
for board and for lodging.
Employer must furnish uni­
forms if nature of the busi­
ness requires employees to
wear them.)

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953

to

Continued

00

State, title and number
of order, and effective
date3
Illinois - .............................
Kansas....... ......................
Kentucky:
All Industries and Oc­
cupations.
Directory, Feb. 8,
1947.
Mandatory, May 27,
1947.
(Supersedes order of
June 1, 1939.)

Hotel and Restaurant
Industry.
Directory, Feb. 26,
1951.
(Supersedes order (un­
numbered) which be­
came mandatory
Apr. 1, 1943.)




Occupation or industry covered

Class of employees covered

Hours

Minimum-wage rates

No change since 1942 in orders now in effect.42
No wage rates now in effect.
All occupations. Exceptions: Labor on a farm;
domestic service in home of the employer;
firms subject to regulation by the State
Public Service Commission; employment
under any special State wage order. (Two
special minimum-wage orders are currently
in effect: (1) the laundry, dry cleaning, and
dyeing order (see Women's Bureau Bulletin
No. 191) and (2) the hotel and restaurant
order.)

Women and minors;
Experienced:43
Zone 144............
Zone 2 44............
Zone 3 44............
All 3 zones____

Hotels, i. e., establishments having more than
10 guest rooms, which offer lodging accom­
modations for hire to the general public and
have transient guests.
Restaurants, i. e., establishments preparing
and offering for sale food for consumption.

Women and minors
Zone 1:44
Nonservice-----

50 cents an hour..........................
45 cents an hour.......—........ .......
40 cents an hour
\y2 times minimum rate.............
(Deductions for meals and
lodging permitted only
when employee is domi­
ciled with employer and a
written agreement made as
to any such deductions.
Order specifies maximum
charge for meals and for
lodging.)

Up to 48 a week.
Do.
Do.
Over 48 a week.45

60 cents an hour.................. .......

Up to and including 48 a
week.
Over 48 a week.45
Up to and including 48 a
week.
Over 48 a week.45

Service.............

90 cents an hour.........................
45 cents an hour...----------:-----

Zone II:44
Nonservice-----

58 cents an hour—....................

67K cents an hour-----------------

Service..............

87 cents an hour..........................
43 cents an hour
64^*2 cents an hour

Zone III:44
Nonservice___

56 cents an hour..........................

Service.—.........

84 cents an hour....................—
41 cents an hour—....................

If spread of hours exceeds 12, or
employee has more than one
interval off duty (excluding any

61H cents an hour----------------60 cents a day in addition to the
hourly wage earned.

t

Up to and including 48 a
week.
Over 48 a week.45
Up to and including 48 a week.
Over 48 a week.45
Up to and including 48 a
week.
Over 48 a week.45
Up to and including 48 a
week.
Over 48 a week.45

*
meal period of 1 hour or less) or if
both situations occur.

Louisiana
Maine
Massachusetts:
Session laws 1946, ch.
545, Sept. 11, 1946.
Dry Cleaning Occu­
pation, No. 29.
Directory, May 2,
1949.
Mandatory, Aug. 2,
1949.
(Supersedes order 1-A
of Feb. 1, 1944, which
superseded order 1 of
Oct. 1, 1937. This
present order sep­
arates the dry clean­
ing and laundry in­
dustry.)
Laundry Occupations,
No. 30.
Directory, June 1,
1949.
Mandatory, Sept. 1,
1949.
(Supersedes order 1-A
of Feb. 1,1944, which
superseded order 1 of
Oct. 1, 1937.
This
present order sep­
arates the laundry
and dry-cleaning in­
dustries.)

No orders issued.
No order now in effect.
Coverage of Minimum-Wage Law and existing
orders extended to men.
“Dry-Cleaning Occupation," i. e., any activity Women and minors; men:
connected with the cleaning, dyeing, wet­
Experienced_________
cleaning incidental to dry-cleaning, spotting,
finishing, pressing, repairing, altering, or
storing of any article of wearing apparel (in­
Inexperienced (320 hours)
cluding hats), household furnishing, rugs,
textiles, furs, and leather; or any other em­
ployment connected with the cleaning and
dyeing industry not covered by another
minimum-wage order. Exceptions: Sales­
persons in this industry who are connected
with: (1) The soliciting of sales or oppor­
tunities for sales; (2) the collection, distribu­
tion, sale or resale of merchandise for dry
cleaning service; or (3) services rendered
incidental to the sale or resale of dry cleaning
services.
“Laundry Occupations," i. e., any activity Women and minors; men.
connected with the washing, ironing, or
processing incidental thereto, for compensa­
tion, . of clothing, napery, blankets, bed
clothing, or any article of wearing apparel,
household furnishings, rugs, or textiles, or of
any other employment connected with the
laundry industry not covered by another
minimum-wage order. Exceptions: Sales­
persons in this industry who are connected
with: (1) The soliciting of sales or oppor­
tunities for sales; (2) the collection, distribu­
tion, sale or resale of merchandise for laundry
service; or (3) services rendered incidental to
the sale of laundry services.

See footnotes at end of table.

8




(No deductions may be made
against the minimum wage
for meals. Employer and
employee may, however,
voluntarily reach an agree­
ment but the amount
charged may not exceed 25
cents a meal.)

65 cents an hour.
60 cents an hour................. .........
(Deductions bringing wage
below minimum allowed
only if consent of employee
and approval of Minimum
Wage Commission are ob­
tained.
If uniforms are required as a
condition of employment,
the employer must furnish
and maintain them.)48
57 cents an hour.
(Deductions bringing wage
below minimum allowed
only if consent of employee
and approval of Minimum
Wage Commission are ob­
tained.
Deductions from minimum
wage for meals and lodging
permitted if employee de­
sires these accommodations.
Maximum charges specified
in order.
If uniforms are required as a
condition of employment,
the employer must furnish
and maintain them.)48

Maximum for women and
minors, 9 a day, 48 a
week.49 47
Do.49 47

Maximum for women and
minors, 9 a day, 48 a
week.48 47

•

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ‘—Continued
State, title and number
of order, and effective
date *
Massachusetts—Con.
Clerical, Technical, and
Similar Occupations,
No. 24-B, June 16,
1950.

Occupation or industry covered

Class of employees covered

“Clerical, Technical, and Similar Occupa­ Women and minors; men:49
Experienced employees..
tions,” i. e., all occupations in any general,
business, professional, or technical office, or
in any laboratory, hospital, library, school,
Inexperienced employees (800 hours
telephone, telegraph, or broadcasting estab­
in the occupations; but if covered
lishment, funeral director’s establishment,
(Supersedes orders 24 of
by the On-the-Job-Training Pro­
or in messenger service or other establish­
Aug. 1, 1941, and
gram or the Apprentice Training
ments wherein workers are employed in any
24-A of Mar. 1,1947.)
Program, 1040 hours).
capacity in which the services of any kind
and wheresoever performed are of a clerical
or technical character. Order applies to all
functions within these occupations which are
not specifically governed by another mini­
mum-wage order.
Includes persons whose duties are related to
general office, professional, or technical work
in any establishment, whether business,
medical, dental, technical, or legal, such as
office boys or girls, file clerks, general office
clerks, stenographers, typists, bookkeepers,
cashiers, various machine operators, tele­
phone and switchboard operators, recep­
tionists, library workers, draftsmen, tech­
nicians, including dental and medical tech­
nicians and laboratory assistants. Stu­
dents working for the whole or part of their
tuition and/or maintenance at a school,
college, or summer camp which they are
attending, are excluded from the basic wage
rates of this order.
Public Housekeeping “Public housekeeping industry” includes any Women and minors; men:
Nonservice employees (including
activity in establishments directly or in­
Occupations, No.
counter workers, unless special
directly connected with the preparation of
25-B, Aug. 1, 1950.
permission is granted by the
and offering of food or beverages for human
Minimum Wage Commission).
consumption; and the offering or furnishing
(Supersedes order 25-A,
Service
employees...............................
of rooms or lodgings for remuneration, or other
mandatory Mar. 2,
services rendered, either to the public, em­
1948. Transfers to this
ployees, members or guests of members, pay­
present order occupa­
ing guests, students, or others, whether as
tions covered by the
the principal business of the employer or as
Building Service
a unit of another business.
order of 1949, if they




Minimum-wage rates

65 cents an hour.
60 cents an hour...........................

Hours

Maximum for women and
minors, 9 a day, 48 a
week.49 50
Do.49 80

(Deductions, other than those
required by law, bringing
wage below the minimum
allowed only if consent of
employee and approval of
Minimum Wage Commis­
sion are obtained.
Deductions for meals and
lodging permitted at prices
specified in the order.
If uniforms are required as a
condition of employment
the employer must furnish
and maintain them.)48

65 cents an hour.51.

45 cents an hour.51.
(Deductions for meals and
lodging permitted at prices
specified in the order. But
deductions bringing wages

9 a day, 48 a week (maxi­
mum for women and
minors).49 60
Do.49 90

are in establishments
covered by this
present order.)

Personal Services Occu­
pations, No. 23 B,
Dec. 14, 1950.
(Supersedes Beauty
Culture Order 23,
Mandatory Apr. 1,
1943.)

Public housekeeping occupations include the
work performed by waitresses, cooks,
counter and salad workers, food checkers,
bus and vegetable workers, dish and glass
washers, kitchen help, maids, cleaners,
chambermaids, housekeepers, practical
nurses, ward aides, housemen, stewards,
parlormaids, linen room girls, checkroom
attendants, matrons, hosts, hostesses, ele­
vator operators, janitors, shippers and re­
ceivers, bell men, doormen, baggage porters,
and watchmen, including, but not limited
to, all nonprofessional workers engaged in
public housekeeping establishments, except
employees specifically included under
another minimum wage order.
Establishments include restaurants, fountain
lunch counters, cafeterias, caterers, and all
other establishments where lunches, meals,
or food in solid and/or liquid form are pre­
pared for and served to the public or to be
consumed on the premises; hotels, seasonal
hotels, camps, clubs, hospitals, convalescent
homes, private schools, colleges, and other
establishments offering rooms for rent.
“Personal services industry” includes all es­ Women and minors; men:
tablishments which perform, directly or in­
Barbering and hairdressing:
directly, any service, operation, or process
Experienced..................................
used or useful in the care, cleansing, or beauti­
Inexperienced (first 1,040 hours
fication of the body, skin, nails or hair, or
in the occupation).
in the enhancement of personal appearance or
All other employees except maids health; including, but not limited to, barber
Maids.................................................
and beauty shops, scalp treatment shops,
bath and massage parlors, physical condi­
tioning and weight control salons. Excep­
tions: Cashiers, receptionists, appointment
clerks, and clerical workers, whose jobs are
covered by the Clerical, Technical, and
Similar Occupations Order.

See footnotes at end of table.

CO




below the minimum allowed,
only if consent of employee
and approval of Minimum
Wage Commission are ob­
tained.
If uniforms are required to be
worn as a condition of em­
ployment, the employer
must furnish and maintain
them.)48

70 cents an hour______________
60 cents an hour 82_____ ______
70 cents an hour.......................... .
60 cents an hour
(Deductions, other than those
allowed by law, bringing
wage below the minimum
allowed only if consent of
employee and approval of
the Minimum Wage Com­
mission are obtained.
If employee is required to
furnish and/or launder his
or her own uniform, $1.50 a
week must be added to the
wage required by this order.)

9 a day, 48 a week (maximum for women and
minors).« »
Do.4® »
Do.4® »

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 »—Continued

CO
to

State, title and number
of order, and effective
date2
Massachusetts—Con.
Food Processing Occu­
pations, No. 31, Oct.
20, 1951.
(Supersedes three man­
datory orders—Can­
ning and Preserving,
No. 19 of Mar. 2,1939;
Candy, No. 6 of Mar.
1, 1943; and Bread
and Bakery Prod­
ucts, No. 15-A of Oct.
1,1944.)

Occupation or industry covered

Food processing, i. e., the preparation, process­ Women and minors; men:49
Experienced____ ______
ing, or packaging of food for human or other
Inexperienced (600 hours).
consumption, including, but not limited to
canning, preserving, and the production of
candy, confectionery, bakery products, dairy
products, malt beverages, or soft drinks.
Exceptions: Occupations within the industry
covered by another minimum-wage order.

Mercantile Occupations, “Mercantile occupations” include any indus­
try or business connected with or operated for
No. 26-B, Dec. 26,
the purpose of selling, purchasing, or dis­
1951.
tributing merchandise, wares, goods, articles,
services, or commodities to retailers, whole­
(Supersedes mandatory
salers, or industrial, commercial, or individ­
order 26-A of Oct. 1,
ual users. Includes all work connected
1948.)
with the soliciting of sales or opportunities
for sales or the distributing of such mer­
chandise, wares, etc., and the rendering of
services incidental to the sales, use, or upkeep
of same, whether performed on employer’s
premises or elsewhere; the selling of ice
cream and soft drinks where the selling of
such commodities is not the main business of
the establishment. Covers all types of
mercantile occupations other than those
determined by the Minimum Wage Com­
mission to be of such a nature that the em-




Class of employees covered

Women and minors; men:49
Full-time employees:
Experienced—................
Inexperienced (780 hours)
Part-time employees:
Experienced----------------Inexperienced (780 hours)

Minimum-wage rates

Hours

75 cents an hour........................ . 9 a day, 48 a week (maxi­
mum for women and
65 cents an hour 52........ ..............
minors) .4 85°
(Deductions, other than those
allowed by law, bringing
wage below the minimum
allowed only if consent of
employee and approval of
Minimum Wage Commis­
sion are obtained.
Deductions for meals and
lodging permitted at prices
specified in the order.
If uniforms are required to
be worn as a condition of
employment, the employer
must furnish and maintain
them.)48
$27 a week..................................... 36 but not more than 44 a
week, m
67^ cents an hour------------------ Over 44 a week.48
$24 a week................................... 36 but not more than 44 a
week.®3
60 cents an hour_----- -------------- Over 44 a week.48
67cents an hour......................
60 cents an hour
(Deductions, other than those
allowed by law, bringing
wage below the minimum
allowed only if consent of
employee and approval of
Minimum Wage Commission
are obtained.

Less than 36 a week.®8
Do.®°

v

Amusement and Rec­
reation Occupations,
No. 27-A, Aug. 18,
1952.
(Supersedes order 27
which became man­
datory Feb. 1,1949.)

Session laws 1952, ch.
658, Sept. 30, 1952.
(Amending ch. 151 of
the General Laws
as last amended by
ch. 777 of 1949 to
establish a 65-cent
statutory rate.)

ployer is unable to keep true records of the
number of hours worked by the employee—
outside salespersons and persons customarily
receiving gratuities are named as such ex­
ceptions. Permit must be obtained. Ex­
ceptions: Functions within the mercantile
industry specifically covered by another
minimum-wage order. (Salespersons in
laundry and dry-cleaning establishments,
however, are specifically covered by the
present order.)
“Amusement and Recreation Industries," Women and minors; men:
i. e., all activities and services performed in
Regular employees___
connection with a business or enterprise
engaged in or operated for the purpose of
furnishing entertainment or recreation to
Ushers..___ _______
the public, including but not limited to,
Casual employees 54.
motion-picture and other theaters, night
Caddies:
clubs, dance halls, bowling alleys, billiard
Experienced____
parlors, skating rinks, riding academies,
Inexperienced 55_..
race tracks, amusement parks and centers,
athletic fields, ball parks and stadiums,
swimming pools and beaches, gymnasiums,
golf courses, tennis courts, carnivals, cir­
cuses, broadcasting studios, boat houses,
arenas, and all other similar establishments.
Exceptions: Activities in this field specifi­
cally governed by another minimum-wage
order.

All occupations within coverage of the mini­
mum-wage law for which no specific wage
has been established by a minimum-wage
order.

See footnotes at end of table.




Women and minors; men.

If uniforms are required to be
worn as a condition of em­
ployment, the employer
must furnish and maintain
them.
(Payment to an employee for
laundering her uniforms may
not be considered as part of
the wages.)
70 cents an hour__________
62^ cents an hour_____

..

Maximum for women and
minors, 9 a day, 48 a
week.4818
Do.48
Do.4818

$1.25 per round.......... ..................
$1.00 per round......................... .
(Deductions, other than those
required by law, bringing
wages below the minimum
allowed only if consent of
employee and approval of
the Minimum Wage Com­
mission are obtained.
Deductions for meals and/or
lodging allowed: maximum
charges specified in the order.
If uniforms are required to be
worn as a condition of em­
ployment, the employer
must furnish and maintain
them.48)
75 cents an hour___ ____ ____

w.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 '—Continued
State, title and number
of order, and effective
datea
Massachusetts—Con.
Building Service Occuations, No. 28A,
>ec. 1, 1952.

E

(Supersedes order 28,
which became man­
datory Aug. 2,
1949.)

Minnesota:
Retail Merchandising
Business, No. 18,
June 30, 1947.
(Separates this indus­
try from the All
Occupations order
of July 11,1938.)




Occupation or industry covered

Class of employees covered

“ Building Service Occupations," includes but
is not limited to the work or service per­
formed by charwomen, window cleaners,
sweepers, janitors, caretakers, elevator
operators and starters, watchmen, guards,
helpers, attendants, and all other employees
engaged in or concerned with the cleaning,
servicing, maintenance, protection, and up­
keep of buildings and establishments, in­
cluding private schools and colleges, and
excepting churches.

Women and minors; men:
Employees other than those classi­
fied as residential property em­
ployees.

"Retail Merchandising Business," i. e., the
trade of selling any commodity, article,
goods, wares, or merchandise to the con­
sumer and not for the purpose of resale in
any form.

70 cents an hour.

Residential property employees....... 65 cents an hour.
If living quarters not furnished as $28 a week------part of wage.
If living quarters furnished as $26 a week..................................—
part of wage.
(Deductions, other than those
allowed by law, bringing
wage below the minimum
allowed only if written con­
sent of employee and ap­
proval of Minimum Wage
Commission are obtained.
Deductions for lodging al­
lowed at amounts specified
in order.
Deductions for living quarters
limited to "a reasonable
rental for such space"; in
no case may resulting wage
be less than the applicable
minimum.)
Women and minors:
Experienced:
Class A and Class B cities.58-

a week—
!$22.50
55 cents an hour.

Class C cities38---------------Class D cities 38._.................

Hours

Minimum-wage rates

___do.................
$21.50 a week—
50 cents an hour
___do.................
$20 a week------45 cents an hour
___do.............

{

Maximum for women and
minors employed in the
establishments listed in
footnote 46, 9 a day, 48 a
week.*0
Less than 28 a week.
28 or more a week.
Do.

36 to 48 a week.
Over 48 a week.,T
Less than 36 a week.
Same as for class A and B
cities.

1[
I

Do.

Inexperienced, 18 years of age or
over:
Class A and Class B cities: M
First 3 months.-..........................
Second 3 months..
Class C cities:56
First 3 months__
Second 3 months..
Class D cities:88
First 3 months__
Second 3 months..
Minors under 18 years of age in each
class of cities.

Nevada:
Wage fixed in law.
Rates effective Mar.
22, 1945. (1941 Supp.
to Compiled Laws,
secs. 2825.45-46; ses­
sion laws: 1943, ch.
88; 1945, ch. 166.)

$19 a week...........
40 cents an hour..
---- do.......... ........
$20.50 a week___
45 cents an hour..
___do...................
$17.50 a week___
[37 cents an hour..
. ..do...................
$19 a week_____
40 cents an hour..
___do_________
a -week........ ...........................
cents an hour........................
do...........................................
$17.50 a week..____ _________
37 cents an hour..........................
.---- do...........................................
Rates same as for inexperienced
in first 3 months.

Do.

Do.
Do.

Do.
Do.
Do.

(Deductions for meals al­
lowed. Amounts specified
in order.)
Private^employment.
service.

Exception: Domestic

Females:
Experienced.....................
Inexperienced (3 months)
All......................................

$4 a day, $24 a week..
50 cents an hour....... .
$3 a day, $18 a week (if stipu­
lated by employer and em­
ployee).
l]4 times employee’s regular
rate.
(Deductions for meals and/or
lodging allowed as specified
in the law.
If special uniforms are re­
quired by employer he must
furnish and launder them
without cost to the em­
ployee.)

See footnotes at end of table.




Same as for experienced.

8 a day, 48a week.
Less than 8 a day; less than
48 a week.**
8 a_day, 48 a,week.
Over 8 to 12 a day; over 48 to
56 a week (in emergencies
as specified).

CO
o

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ‘—Continued
State, title and number
of order, and effective
date2
New Hampshire:
Retail Trade Occupation, No. 5-A, Dec.
30, 1946.

Occupation or industry covered

Class of employees covered

“ Retail Trade Industry/’ i. e., any retail es­
tablishment or any retail activity, unless
and until the specific employment is gov­
erned by a minimum-wage order other than
this general retail order.

Women and minors:
Experienced..........

Session laws 1949, chs.
310, July 28, 1949 and
82, Apr. 20, 1951,
amending ch. 213,
Revised Laws 1942;
Attorney General’s
interpretation of
Sept. 9, 1949 m

“ Any employees.” Exceptions: Employees
engaged in household, domestic, or farm
labor; outside salesmen; summer camps for
minors; restaurants, hotels, inns, or cabins;
employees subject to provisions of the
Federal Fair Labor Standards Act and
regulations or orders issued thereunder.

Women and minors; men:
Experienced___________
Inexperienced (6 months)

Laundry Occupation,
July 28, 1949.

“Laundry Occupation,” i. e., any activity
directly concerned with the washing, iron­
ing or processing of laundry wares; collec­
tion, distribution or sale of laundry services;
producing of laundry services either on their
own behalf or for others by business estab­
lishments, clubs, institutions, and over­
night camps.
Laundry establishment, 1. e., any place in
which any phase of laundry service is con­
ducted.

Women and minors:
Experienced..........

(Supersedes order 5
which became man­
datory Jan. 6, 1941.)

(Amends mandatory
order 2 of July 1,
1938.)

Dry cleaning Occupa­ “Dry Cleaning Industry,” i. e., any activity
tion, No. 7.
directly connected with cleaning, dyeing,
Directory, July 28,
pressing or processing of any article of wear­
1949.
ing apparel, household furnishings, or fab­
rics of any kind whatsoever; and any process
(Amends directory or­
incidental thereto, including collecting and
der 7 of May 20,1940.)
receiving such articles for the above pur­
poses, or giving out or collecting such articles
after they have been cleaned, dyed or
pressed.




Inexperienced 41 (6 months)

Inexperienced (3 months)

Women and minors:
Experienced____________
Inexperienced41 (3 months).

Minimum-wage rates

50 cents an hour.
35 cents an hour.

Hours

10H a day, 54 a week" (maxi­
mum for women ; and
minors).4®40
Do.88 40

50 cents an hour............... ........... Maximum for females and
35 cents an hour (on permit)___
minors: 10 a day, 48 a week
for manual or mechanical
labor in any# manufac­
turing establishment; 10J4
a day, 54 a week for such
labor in other employ­
ments.
50 cents an hour.
Maximum for women and
minors, 10H a day, 54 a
week.44
35 cents an hour._____ _______
Do.43
(Deductions for meals and
lodging allowed; maximum
rates specified in the order.
If uniforms are required, a
fair charge may be deducted
for them but this must not
be more than the uniform’s
actual cost.)
50 cents an hour___ __________
35 cents an hour_________ ____
(No deductions from the
minimum wage allowed ex­
cept for Social Security
Taxes.)

Do.
Do.

Beautician Occupation,
No. 4-A, July 28,
1949.

“Beautician Occupation,” i. e., any activity
directly concerned with hairdressing, mani­
curing, or any other branch of cosmetology.

(Amends order 4-A
which became man­
datory Feb. 2, 1942.)

Restaurant Occupa­
tion, No. 3A, Oct. 1,
1950.
(Supersedes mandatory
order 3 of Nov. 1,
1938.)

Hotel, Cabin and Tour­
ist Home Occupa­
tions, Directory order
No. 8, Jan. 1,1952.

Maximum for women and
minors, 10M a day, 54 a
week.so

curists who are not licensed hair­
dressers.
Students enrolled in registered
schools who work on paying
customers.

Restaurant occupation, i. e., any activity Women and minors:
directly concerned with the preparation and
serving of food to the public for pay, in any
establishment where at least 10 people are
served per day, where lodging is not also
provided to the public for pay.
Restaurant establishment, i. e., any estab­
lishment which 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 intended
for human consumption, in solid or liquid
form, whether cooked or uncooked, or other­
wise prepared, excluding, however, medic­
inal or quasimedicinal preparations.
“Hotel,” i. e., any establishment including Women and minors under 21:
tourist homes, inns, and cabins, which as a
Nonservice employees (all hotels)...
whole or a part of its business activities, of­
Service employees:16
fers lodging accommodations for hire to the
public, to employees, or to members or guests
of its members, and services in connection
therewith or incidental thereto. (Covers
both resort hotels (as defined) and all-year
hotels.)

See footnotes at end of table.




Women and minors:

50 percent of the charge made
for the service.
(No deductions from the mini­
mum wage, other than taxes,
allowed unless labor com­
missioner has approved.)
(50) (05).
(50) (05).

(Deduction of 40 cents per
meal allowed but total per
week may not exceed $4.80
or 12 meals.)

(85).

(M).
(65).

(Deductions for meals and/or
lodging allowed, the rates to
conform to rates established
by the State’s Unemploy­
ment Compensation Bu­
reau.)

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953

co
00

State, title &Dd number
of order, and effective
date1
New Jersey:
Beauty Culture Occu­
pations, No. 6, Jan.
10, 1943.

Restaurant Occupa­
tions, No. 6, Aug. 13,
1943.




Occupation or industry covered

"Beauty Culture Occupations,” i. e., services,
operations, or processes used or useful in care,
cleansing, or beautification of skin, nails, or
hair, or in enhancement of personal appear­
ance; and all services incidental thereto, in­
cluding work of demonstrators, maids,
cashiers, reception or appointment clerks.
Beauty culture establishment includes any
shop, store, place, room or part thereof, in
which services are rendered in the beauty
culture occupation, or any branch thereof
and a charge is made to the public for such
services.
Employee, i. e., any person working under the
instruction or direction of the employer or
his agent, including part owners, stockhold­
ers, booth owners, booth renters, and in­
structors. Exceptions: Students in public
vocational school or private trade school op­
erated, licensed, or approved by State Board
of Education, for whose service no charges
other than the actual cost of materials used
shall be made for the work done as part of
training.
"Restaurant Occupations,” i. e., any eating or
drinking place which prepares and offers
food or beverage for human consumption
either on any of its premises or by such serv­
ice as catering, banquets, box lunch or curb
service, to the public, to employees, or to
members or guests of members. Exceptions:
Person working in a nonprofit institution
who, while so working, receives from such
institution benefits of a charitable or educa­
tional nature or instruction and training in
a recognized profession and whose work for
such institution is an incident of his or her
receipt of such benefits; persons subject to
the provisions of another minimum-wage
order of the State.88

Class of employees covered

Women and minors:
Other than maids.
Maids...................
All.....................

Women and minors:
x
Service employees, i. e., employees
whose duties relate solely to the
serving of food to patrons seated
at tables, or at tables and counters
in establishments where all food
is prepared in a kitchen separate
from the room in which food is
served, and to the performance of
duties incidental thereto, and who
customarily receive gratuities
from such patrons.
Nonservice employees, i. e., em­
ployees not in service group.
If employee works a split shift or
spread of hours exceeds 10 a day.

Continued

Minimum-wage rates

Hours

$18 a week..................................... 48 a week.
Do.
$15 a week................ ....................
IVi times minimum hourly rate.. Over 48 a week.
40 cents an hour; not under Less than 48 a week.
$1.40 on any day called to
work.

32H cents an hour 87_
35H cents an hour...
4894 cents an hour.-.

24 up to 48 a week.
Less than 24 a week.*7
Over 48 a week.88

45 cents an hour 87
48 cents an hour..........................
67 V4 cents an hour.......................
50 cents a day in addition to the
applicable minimum wage.

24 up to 48 a week.
Less than 24 a week.*7
Over 48 a week.88

Laundry and Clean­
ing and Dyeing Oc­
cupations, No. 7, Oct.
23,1946.
(Supersedes orders 1
(laundry) of July 11,
1938, and 4 (cleaning
and dyeing) of May 6,
1940.)

Retail Trade^Occupations, No. 8, June 6,
1949.

“Laundry and Cleaning and Dyeing Occupa­
tions," i. e., any activity in any capacity in
the marking, sorting, washing, cleansing,
collecting, ironing, assembling, packaging,
pressing, receiving, shipping, or delivery,
or any other activity, including clerical
work, directly incidental or essential to the
laundering, cleansing, or renovating of any
article of clothing, napery, blankets, rugs,
carpets, draperies, bed clothing, fabric, tex­
tile, fur, or leather, when such activity is
not performed in the original process of
manufacture.
The term “clerk" includes employees coming
under the jurisdiction of this order, who are
engaged only in clerical or accounting work,
regardless of where such work is performed,
or engaged in selling of cleaning, dyeing,
laundry, and other kindred services in re­
tail outlets, including the handling of the
same, for the purpose of receipt or delivery
over a store counter, but not engaged in any
other processing of such articles.
“Retail Trade Occupations," i. e., any indus­
try or business selling or offering for sale to
the consumer any type of merchandise,
wares, goods, articles, or commodities. In­
cludes the soliciting of sales or opportunities
for sale and the distributing of such mer­
chandise, wares, etc., and the rendering of
services incidental to the sale, use, or upkeep
of the same whether performed on the em­
ployer’s premises or elsewhere. Exception:
Employee in a retail trade establishment
engaged solely in occupations covered by
another minimum-wage order.

See footnotes at end of table.




Women and minors:
Other than clerks (18 years and
over):
Zone A 89____ ________________
Zone B 89...............
Clerks (18 and over).
Minors under 18.......

Women and minors:
Zone A 89_..............
Zone B 89_______

(Deductions for meals of both
service and nonservice em­
ployees and for meals and
lodging of residential em­
ployees allowed as specified
in the order.)
10 a day, 54 a week (maxi­
mum for laundries).37
Do.37
45 cents an hour 70..................—
30 to 48 a week.37
$22 a week______ ____ _
At hourly minimum rate ap­ Less than 30 a week.37
plicable to nonclerical workers.
----- do.............. ..................... ........ 8 a day, 40 a week (maxi­
mum).
50 cents an hour70.

60 cents an hour...
90 cents an hour...
55 cents an hour..82^ cents an hour.

40 or less a week.7*
Over 40 a week.88
44 or less a week.71
Over 44 a week.88

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ^Continued
State, title and number
of order, and effective
date1

Occupation or industry covered

New York:
Session laws 1944, ch.
792, July 1,1944.

Coverage of Minimum-Wage Law extended
to men.

Retail Trade Industry,
No. 7.
Directory, Nov. 12,
1945.
Mandatory, May 19,
1947.




“Retail Trade Industry" includes selling or
offering for sale at retail and/or wholesale
any goods, wares, merchandise, articles or
things, and all occupations, operations, and
services in connection therewith or inci­
dental thereto. Exceptions: Establishment
engaged solely in wholesale trade; employ­
ment exclusively at wholesale in an estab­
lishment engaged in both wholesale and
retail trade which realizes less than 25 per­
cent of its gross annual receipts from retail
sales; employees in any workweek when
employed solely at an occupation or in any
industry governed by another minimumwage order of the State.

Class of employees covered

Women and minors; men-...................
Employee whose normal hours are
over 30 and up to 40, taking volun­
tary leave in any week.
Cooperative students and pharmacy
apprentices.

Minimum-wage rates

$21 a week.............
52M cents an hour.

Over 30 and up to 40 a week.
Actual time worked.

50 cents an hour...

Up to and including 48 a
week.
Over 48 a week.72
30 or less a week.27

75 cents an hour...
57J3 cents an hour.

Part-time employees.............................
Overtime:
In communities having a population
of:
10,000 and over....... ......................... 79 cents an hour...
Over 5,000 and under 10,000........... 52^6 cents an hour.
5,000 and under72.
If employee works a split shift, or
spread of hours exceeds 11, or both.

Hours

79 cents an hour...
52H cents an hour.
79 cents an hour................. ........
75 cents a day in addition to the
applicable minimum wage.
(The minimum wage shall
be subject to no deduc­
tions other than those
specifically authorized by
law.
If uniforms are required as
a condition of employ­
ment, employer must
furnish and maintain
them. If uniform is pur­
chased by employee, em­
ployer must reimburse her
for the full amount of the
purchase price; if em­
ployee launders, cleans,
repairs, or maintains her
uniform, employer must
pay the usual commercial
charge for such service.)

Over 40 a week.72
Over 40 but not more than
44 a week.
Over 44 a week.72
Over 40 but not more than
48 a week.
Over 48 a week.72

Amusement and Rec­
reation Industry, No.
8,*Apr.*22, 1951.

“Amusement and Recreation Industry” in­
cludes all establishments whose primary
service is to provide amusement, entertain­
ment, or recreation, including establish­
ments which produce and distribute motion
pictures and services allied to this such as
casting and rental of motion-picture film or
equipment. Includes owners, lessees, and
concessionaires whose business is incidental
thereto or in connection therewith, or a part
thereof, and such services as are allied
therewith.
The industry includes, but is not limited to,
motion-picture and other theaters, dance
halls and studios, ballrooms, bowling alleys,
billiard parlors, skating rinks, riding acade­
mies, race tracks, and stables, amusement
parks and centers, penny arcades and other
coin-operated amusement device parlors,
athletic fields, arenas, ball parks and sta­
diums, swimming pools, beaches, gym­
nasiums and slenderizing salons, golf courses,
tennis courts, carnivals, circuses, boat­
houses, card clubs, and other similar estab­
lishments, as well as play producing or other
entertainment-producing companies, the­
atrical agents, ticket brokers, and profes­
sional sports promoters; allied services op­
erated in connection with amusement and
recreation establishments, such as check­
rooms and parking lots.
Exceptions: Establishments engaged in the
operation of radio and television broadcast­
ing stations; nonprofit organizations organ­
ized exclusively for religious, charitable, or
educational purposes; also summer theater
apprentice actors, cabana boys, and rolling
chair pushers; volunteer members of the
National Ski Patrol System, Inc.; employees
of an amusement and recreation establish­
ment when working solely at an occupation
covered by another minimum-wage order of
the State.

See footnotes at end of table.




Women and minors; men;
All employees except as indicated
below.
Cashiers, cleaners, porters, and
matrons in motion-picture thea­
ters:
In cities of:
Over 50,000 population and all
communities in Nassau and
Westchester Counties.
10,000 to 50,000 population ex­
cept communities in Nassau
and Westchester Counties.
Less than 10,000 population
except communities in Nas­
sau and Westchester Coun­
ties.
Ticket takers and doormen in
motion-picture theaters:
(Population groups same as
etc.)
Ushers, ramp and checkroom at­
tendants, other unclassified-serv­
ice staff workers, and messengers
in motion-picture theaters; bat
boys, ball chasers; scoreboard
boys, and messengers in profes­
sional sports promotion and ex­
hibition:
In New York City, and Nassau
and Westchester Counties.
ants and locker-room attendants
at beaches and pools.
Pinsetters:
In New York City, and Nassau
and Westchester Counties.
Ushers at sports exhibitions:
In cities of over 150,000 population.
In the remainder of the State
$2 per event.............. ..................

(74).
(74).

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ^Continued
State, title and number
of order, and effective
date*
New York—Continued
Amusement and Rec­
reation Industry, No.
8, Apr. 22,1951.—Con.

Occupation or industry covered

Class of employees covered

Womens and minors; men:
Golf caddies:
In New York City and Nassau
and Westchester Counties.
In the remainder of the State.

Confectionery Indus­ '* Confectionery Industry” includes all activ Women and minors; men:
ities, services, and processes in the manu­
Full-time employees78 _.
try, No. 3-b, Mar. 3,
facture, preparation, and packaging of candy,
1952.
confections, sweetmeats, chewing gum,
Part-time employees r#_.
sweetened cough drops, and sugared nuts.
(Supersedes order 3-a of
All occupations necessary to the production
Nov. 30, 1947.)
Employee employed for at least
of the articles specified, including but not
32 hours on 4 days in any week,
limited to office, clerical, maintenance, wrap­
who reports for work by employ­
ping, packaging, and shipping. Exception:
er’s request or permission on the
Employee who works in any week solely at
5th day. Exceptions: New em­
a nonconfectionery occupation covered by
ployees; employees voluntarily
another minimum wage order.
absent during the period; employee
students between 16 and 18 years
of age who are required to attend a
full-time school during the period;
cases of emergency which are be­
yond employer’s control.




Minimum-wage rates

Hours

$1 per bag for each round of 9
holes or less.
$2 per bag for each round of 10 to
18 holes.
$1 per bag for each round of 9
holes or less.
$1.50 per bag for each round of
10 to 18 holes.
(The value of meals and lodg­
ing actually furnished to an
employee may be considered
an addition to the cash
wages paid.
Maximum
charges permitted are speci­
fied in the order.
No deductions from the mini­
mum wage allowed except as
authorized by statute.
If employer requires uniforms
he must furnish, launder,
clean, and maintain them.)
75 cents an hour........................... 8 a day, 40 a week.” 78
$1.12H &11 hour............................. Over 8 a day, over 40 a week.**
80 cents an hour.......................... Up to and including 32 a
week.*® *•
$1.20 an hour.................................
Over 8 a day, over 40 a week.**
$30 for that week_____________

(The minimum wage shall be
subject to no deductions, ex­
cept as authorized by stat­
ute.
If uniforms are required by
law, they must be furnished
by employer without charge
to the employee.)

*

Laundry Industry, No.
1-b, Feb. 15, 1953.

249600— 53-

(Supersedes order 1-a of
Oct. 19, 1947.)

“Laundry Industry and Occupations” in­
cludes: (a) The washing of fabrics or textiles
of any kind whatsoever and the ironing
pressing, repairing or processing incidental
to such washing; (b) the soliciting, collection,
distribution, or rental at wholesale or retail
of the articles so processed; (c) the engaging
in any of the processes mentioned in (a) or
(6) above for their own use by business es­
tablishments, clubs, or institutions, except
where the processing is incidental to the
manufacture or sale of a commodity; (d) all
occupations, operations and services in
connection with or incidental to the processes
mentioned above.
The term also includes launderettes and auto­
matic and coin operated laundries. Excep­
tions Laundries owned and operated and
used solely in connection with religious or
charitable activities by nonprofit institutions
organized exclusively for religious or char­
itable purposes, no part of the net earnings
of which inures to the benefit of any private
shareholder or individual.

Women and minors; men:
Zone 171.......................................... .
Employee whose normal working
time is over 30 hours a week if (1)
Voluntarily absent in any week;
(2) the first week of her employ­
ment is less than 30 hour*, for
reasons specified in the order; (3)
total stoppage of the whole plant
exceeds 6 hours on any day be­
cause of a holiday, general break­
down, or act of God.
Part-time employees____ ________
Overtime______________ _______
Zone II: ”............................................
(Same coverage as the second en­
try in Zone I.)
Part-time employees
Overtime.................

$28 a week............................ ........
75 cents an hour (to be paid
whenever the minimum
weekly wage need not be paid).

80 cents an hour_____________
$1.12J4 an hour---------------------$26 a week______ ___________

30 or less a week.37
Over 40 a week.73
Over 30 up to and including
40 a week.
70 cents an hour............................ Actual time worked.37
(To be paid whenever the
minimum weekly wage need
not be paid.)
75 cents an hour---------- ---------- 30 or less a week.37
$1.05 an hour................ ............... Over 40 a week.73
(The minimum wage shall be
subject to no deductions
other than those specifically
authorized by law.
If employer furnishes meals
and lodging to employee
their value may be con­
sidered as an addition to the
cash wages paid. Maximum
valuations are specified in
the order.
If uniforms are required by
employer, their cost shall
be shared equally by em­
ployer and employee. No
charges may be made until
the employer's application
for such charges has been
approved by the Division
of Industrial Relations,
Women in Industry, and
Minimum Wage, and a
special permit issued and
posted accordingly. Em­
ployer must launder such
uniforms without charge to
the employee.)

CO

See footnotes at end of table.




Over 30 up to and including
40 a week.
Actual time worked.37

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953
State, title and number
of order, and effective
date2
New York—Continued
Beauty Service In­
dustry, No. 2-b, Feb.
15, 1953.
(Supersedes order 2-a
of Oct. 19, 1947.)




Occupation or industry covered

“Beauty Service Industry” includes all estab­
lishments which perform services or opera­
tions in the care, cleansing, or beautifica­
tion of the skin, scalp, nails, or hair, or in
the enhancement of personal appearance,
and also services or operations in connection
therewith or incidental thereto. All occu­
pations including but not limited to maids,
cloakroom attendants, cleaning women,
cashiers, receptionists, appointment clerks,
and clerical workers. Exceptions: Barbers,
manicurists, and other workers in barber­
shops who perform services primarily for
men; owners, part owners, or bona fide
booth renters under the conditions specified.

Class of employees covered

Continued

Minimum-wage rates

Women and minors; men:
Employees other than maids, clean­
ing women, and porters:
Full time78...................... ................ $32 a week.........
Overtime.___ ______________
Employee voluntarily absent;79
total stoppage of business in
excess of 6 hours in a day as
specified; during first week of
employment of new employee
hired after beginning of week,
or one dismissed as unsatis­
factory before end of week.
Part time79......................................
Maids, cleaning women, andjporters.

$1.20 an hour___
80 cents an hour.

$1 an hour.
$1.50 an hour------80 cents an hour....
(The minimum wage shall be
subject to no deductions ex­
cept those specifically
authorized by law or per­
mitted by this order.
Employer selling uniforms to
his employees may not
charge more than the actual
cost to him. Deductions
from an employee’s wages,
in any week, may not ex­
ceed the amount of earned
wage over and above the
minimum weekly rate.

Hours

Over 24 to 40 hours on 4 or
more days a week.
Over 40 a week.72
Less than 40 a week.

24 hours or less on 3 days or
less a week, at the direc­
tion of employer.80
Over 8 a day.
8 a day, 48 a week.

Cleaning and Dyeing
Industry, No. 4-b,
Feb. 15, 1953.
(Supersedes order 4-a
of Nov. 30, 1947.)

See footnotes at end




“Cleaning and Dyeing Industry” includes
(a) all types of cleaning, dyeing, pressing, or
processing incidental thereto, including
mending and altering in connection therewith, of materials belonging to the ultimate
consumer, i. e., clothing, hats, household
furnishings, rugs, textiles, furs, leather,
upholstered goods, or fabrics of any kind
whatsoever; (6) the soliciting, collecting,
selling, reselling, or distributing at retail or
wholesale of cleaning, dyeing, and pressing
services; (c) all office, clerical, packing, or
other occupations (including plant maintenance) incidental or related to the processes described in (a) and (b) above. Excep­
tions: Cleaning, dyeing, or pressing when
a process in the manufacture of new ma­
terials or of second-hand materials being
processed for resale; establishments insofar
as they are covered by the laundry mini­
mum-wage order; employee in a cleaning and
dyeing establishment in a week when work­
ing solely at a noncleaning and dyeing occu­
pation covered by another minimum-wage
order of the State.

of table.

Women and minors; men:
Experienced.........................................

Employer must launder uni­
forms for all employees or
pay $1 a week extra to full­
time employees and 50
cents a week extra to part­
time employees.)
24 up to and including 30 a
week.
Over 30 up to and including
40 a week and whenever
the minimum weekly wage,
part-time rate, or overtime
rate need not be paid.8*
Over 40 a week.7*
Less than 24 a week.8*

Inexperienced (8 weeks in any occupation in the industry.)
Experienced and inexperienced:
On any day employee works a
split shift.

Same as shown for ex­
perienced.
1 Yi times the applicable basic
minimum hourly wage for
each hour of work.
(The minimum wage shall be
subject to no deductions
other than those authorized
by law.
Deductions for meals and
lodging actually furnished
allowed. Maximum amounts
specified in order.)

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953
State, title and number
of order, and effective
date3
w York—Continued
testaurant Industry,
No. 5-b, Feb. 15,1953.
>ersedes order 5-a
Nov. 30, 1947.)




Occupation or industry covered

“Restaurant Industry/' i. e., any eating or
drinking place which prepares and offers
food or beverage for human consumption
either on any of its premises or by such
service as catering, banquet, box lunch, or
curb service, to the public, to employees, or
to members or guests of members; and serv­
ices in connection therewith or incidental
thereto. Exceptions: Eating or drinking
places operated by establishments custom­
arily offering lodging accommodations of 5
or more rooms to the public, to employees,
or to members or guests of members; estab­
lishments where the service of food or bev­
erage is not available to the public but is
incidental to instruction, medical care,
religious observance, or to the care of handi­
capped or destitute persons, or other public
charges; restaurant employee in a week
when working solely at an occupation or in
any industry governed by another mini­
mum-wage order of the State.

Class of employees covered

Women and minors; men:
Full time:
Nonservice.................

Continued

Minimum-wage rates

75 cents an hour (with meals,
65 cents).

Hours

Over 30 to 44 a week during
1st year of this order; to 42
a week during 2d year;
and to 40 a week thereafter.
Do.

Service employees..... ............. ........ 52 cents an hour (with meals, 42
cents).
Part time:
Nonservice employees..................... 80 cents an hour (with meals, 70 30 or less’a week.83
cents).
Do.83
Service employees______ _______ i 57 cents an hour (with meals, 47
cents).
Overtime:
Nonservice and service employees. IY& times the applicable full Over 44 a week "during 1st
year of this oraer; over’42
time “with meals” rate, plus
10 cents hourly if meals not
a week, 2d year; and over
40 a.week thereafter.73 84
furnished.
On any day the spread of hours ex­ 75 cents “in addition to the
hourly wages earned."
ceeds 10 or there is morejthan one
interval off duty (excluding any
meal period of one hour or less), or
both situations occur.
(The minimum wage shall be
subject to no deductions ex­
cept as authorized by
statute or this order.
If meals are furnished to the
workers, the applicable
minimum wage rate is re­
duced 10 cents an hour.
The value of lodging actually
furnished to an employee
may be considered as an addi­
tion to the cash wages paid.
Maximum charges for weekly
and for daily lodging speci­
fied in the order.
If uniforms are required by
employer as a condition of
employment, he must either
furnish and maintain them

Jr

Hotel Industry, No.
6-b, Feb. 15,1963.
(Supersedes order -a
of Nov. 30, 1947.)

“Hotel Industry” includes any establishment
which, as a whole or part of its business ac­
tivities, offers lodging accommodations for
hire to the public, to employees, or to mem­
bers or guests of members, and services in
connection therewith or incidental thereto.
The industry includes but is not limited to
commercial hotels, apartment hotels, resort
hotels, lodging houses, boarding houses, fur­
nished-room houses, children’s camps, adult
camps, tourist camps, tourist homes, auto
camps, residence clubs, membership clubs,
dude ranches, Turkish baths, and Russian
baths. Exceptions: Eating or drinking places
customarily offering lodging accommoda­
tions of less than 5 rooms to the public, to
employees, or to members or guests of mem­
bers; establishments in which lodging ac­
commodation is not available to the public
or to members or guests of members, but is
incidental to instruction, medical care,
religious observance, or to the care of handi­
capped or destitute persons, or other public
charges; camp counselors in children’s
camps, and employees who assist them and
receive supervision and training as part com­
pensation; enrolled students in a recognized
college, university, junior college, institute,
or vocational high school who must acquire
experience through employment in a hotel;
campers working 4 hours or less a day in a
children’s camp; hotel employee in a week
when working solely at an occupation or in
an industry covered by another minimumwage order of the State.

See footnotes at end of table.




or reimburse employee who
furnishes her own uniforms
and he may elect to pay em­
ployee an additional 3 cents
an hour for maintaining her
uniforms.)

Women and minors; men:
All-year hotels:
Nonresidential employees:
Nonservice:
In New York City...........

75 cents an hour 85.

In remainder of the State

72 cents an hour 83.

Service (excludes bell boys and
baggage porters temporarily
covered by order 6a):
In New York City...................

50 cents an hour 83.

In remainder of the State____ ___ do.85_________
Service and nonservice:
Part time...................
Overtime:
In New York City................

4 cents an hour in addition to
the applicable minimum
hourly rate.

times the applicable mini­
mum hourly rate.
In remainder of the State__ ------do.............................................

Residential employees:
In New York City...................... $28 a week 83........................ ........
In the remainder of the State__ $26 a week 88........... ..................
Overtime..................................... . 1 Vi the applicable prorated
minimum rate.
On any day the spread of 75 cents in addition to the hourly
hours exceeds 10 or there is
wages earned
more than one interval off
duty (excluding any meal
period of one hour or less),
or where both situations oc­
cur.

Over 30 up to and including
40 a week.
Over 30 up to and including
44 a week (43 a week after
Feb. 15, 1956).

Over 30 up to and including
40 a week.
Over 30 up to and including
44 a week (43 a week after
Feb. 15,1956).
30 or less a week at the discre­
tion of the employer.83
Over 40 a week.7*
Over 44 a week (over 43 after
Feb. 15, 1956).78
44 or less a week
Do.
Over 44 a week.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ’—Continued
State, title and number
of order, and effective
date *

Occupation or industry covered

Class of employees covered

Women and minors: men—Continued
Resort hotels:
Nonservice—....................................
Chambermaids------ ------- --------Service.......... ..................................
Part time...................................... -

New York—Continued
Hotel Industry, No. 6-b,
Feb. 15, 1953—Con.

Overtime........................ ..............

Hours

Minimum-wage rates

$28 a week 85.......................-........
$24 a week 88.................................
$20 a week 85...............................
o of the applicable minimum
weekly wage,
1 Vi the applicable prorated
minimum rate.

'

48 or less but more than 24
hours or 3 days a week.
24 hours or less or 3 days or
less a week.83
Over 48 hours a week or on
7th consecutive day.w

(The minimum wage shall be
subject to no deductions ex­
cept as authorized by statute.
Any employer in the establish­
ments covered must furnish,
launder, clean, and main­
tain uniforms. If employee
furnishes uniforms at the re­
quest or direction of em­
ployer or as a condition of
employment, employer must
reimburse him or her for the
cost thereof within the perriod specified.
In lieu of laundering and
maintaining uniforms, em­
ployer may elect to pay reg­
ularly to employees an ad­
ditional 3 cents an hour.)
Building Service Indus­
try, No. 9, Feb. 15,
1953.




“Building Service Industry" includes any
person, corporation, or establishment en­
gaged in whole or in part in the renting, serv­
icing, cleaning, maintaining, or managing
buildings or building space, and all occu­
pations, operations, and services in connec­
tion therewith or incidental thereto. The
industry includes, but is not limited to, real
estate owners, building owners, operators,
lessors, managing agents, and independent
contractors. Exceptions: (1) Any building
owned, operated, and used solely for reli­
gious, charitable, or educational purposes
by a nonprofit organization, organized ex­
clusively for religious, charitable, or educa-

Women and minors; men:
Janitors in residential buildings
that are:
Centrally heated------------- -----Not centrally heated......................
“All other” building service em­
ployees.

75 cents per unit per week.
60 cents per unit per week.
75 cents an hour________

$1.25 an hour—.............................
(The minimum wage shall not
be subject to any deductions
whatsoever except as au­
thorized by law.

First 48 a week in residential
buildings and the first 40
week in nonresidential
buildings.
Over 48 a week in residential
buildings; over 40 in non­
residential buildings.

*

tional purposes, no part of the net earnings
of which inures to the benefit of any private
shareholder or individual; (2) building
trades contractors engaged exclusively in the
field of construction; (3) establishments en­
gaged exclusively in real estate sales.
Excluded from the definition of “employee”
are: (1) Employees of an owner or lessee of a
building occupying the entire building for
his own use if they work exclusively in that
building; (2) clerical and nonmanual work­
ers employed in the offices of managing
agents or in central offices, whose wages are
not directly chargeable to the operations of a
specific building or building space.
North Dakota:
Manufacturing Occupa­
tion, No. 2, Sept. 1,
1949.

The value of an apartment and
utilities where furnished by
employers to janitors in
residential buildings may
be considered part of the
minimum wage. Specifies
that amount charged be
“fair and reasonable.”
If employer requires uniforms
he must supply and main­
tain them. Where employee
advances the cost or main­
tenance charges for such
uniform, he must be reim­
bursed no later than the
time of the next payment of
wages.)

“Manufacturing Occupation,” i. e., all processes Women:
in the production of commodities, including
Experienced-....................................... 55 cents an hour._>_.
a day, 48 a week, maxi­
work in dressmaking shops, wholesale milli­
Inexperienced (except in job-press 50 cents an hour__
mum set by hour law for
nery houses, workrooms of retail millinery
feeding and bookbinding) (3
women.
Exception: Places
(Supersedes order 2 of
shops; and in the drapery and furniture
months).
of less than 500 populaApr. 4,1922, reprinted
covering workshops, the garment alteration,
tion.88
Aug. 15, 1939.)
art needlework, fur-garment making, and
millinery workrooms in mercantile stores;
employees of creameries and produce houses
and the candy-making departments of retail
candy stores and of restaurants; in bakery
and biscuit manufacturing establishments,
in candy manufacturing, and in bookbind­
ing and job-press-feeding establishments.
Public Housekeeping Public housekeeping includes the work of Women:
Occupation, No. 1,
waitresses in restaurants, hotel dining
Full-time employees:
Aug. 13, 1951.
rooms, boarding houses, bars and taverns,
Waitresses or counter girls.
$23.25 a week; $100.75 a month... 8H a day, 48 a week, maxi­
and all attendants employed at ice-cream,
mum in cities or towns
(Supersedes order 1 of
light-lunch, and refreshment stands, steam
500 or more population; 9 a
May 6, 1946.)
table or counter work in cafeterias and
day, 58 a week elsewhere.
delicatessens where freshly cooked foods are
Chambermaids or kitchen help__ $22.15 a week; $96 a month.........
Do.
served; the work of chambermaids in hotels,
Part-time employees......................... . Ha of weekly wage..................... For each hour worked.
lodginghouses, and boardinghouses; the
work of janitresses, car cleaners, and kitchen(Deductions
allowed
for
workers in hotels and restaurants; elevator i
meals, lodging, or both, as
operators.
specified in the order.)

See footnotes at end of table.




ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953'—Continued

on

o

State, title and number
of order, and effective
date 2
North Dakota—Con.
Mercantile Occupation,
No. 3, Aug. 14, 1951.
(Supersedes order 3 of
May 9. 1946.)
Laundry, Cleaning and
Dyeing Occupation,
No. 4, Jan. 24, 1953.
(Supersedes order 4 of
March 10, 1947.)

Ohio:
Food and/or Lodging
Occupations, No. 3,
amended, Dec. 15,
1950.
(Supersedes order 3,
mandatory Mar. 30,
1937.)




Occupation or industry covered

Class of employees covered

Mercantile, i. e., work in establishments oper­ Women:
Full-time employees:
ated for the purpose of trade in the purchase
or sale of any goods or merchandise includ­
ing the sales force, wrapping force, auditing
or checking force; shippers in the mail-order
department; receiving, marking, and stock­
Inexperienced (1 year)....................
room employees; and all other women, ex­
cept those performing office duties solely.
“Laundry, Cleaning or Dyeing Establish­ Women;
Experienced------ ------ -........ -...........
ment,” i. e., a place where clothes are washed
or cleaned or dyed by any process, by any
person, firm, institution, corporation, or
association and such work shall include all
Inexperienced:87
First 2 months.................................
the processes connected with the receiving,
marking, washing, cleaning, ironing, and
Next 3 months....... .........................
distribution of washable or cleanable ma­
terials.
Includes work performed in
Part time....................................... .
laundry departments, in hotels and fac­
tories.
Food and lodging establishments include all
restaurants, licensed or unlicensed, oper­
ated as the principal business of the em­
ployer or as a unit of another business;
restaurants operated by governmental sub­
divisions including boards of education,
wherein food in liquid and/or solid form is
prepared and served for human consump­
tion; catering and banquet service, boxlunch service, or curb service; transit and
residential or apartment hotels, motels,
apartment houses, tourist homes and tourist
cabin reservations offering lodging or living
accommodations; boarding houses serving
one meal or more a day; rooming houses;
hospitals, sanitariums, and rest homes;
clubs, private and public. i?Jcep<fon: Es­
tablishments operating “soda fountains”

Hours

Minimum-wage rates

$23.25 a week; $100.75 a month.- 8M a day, 54 a week, maximum in cities or towns of
500 or more population; 9 a
day, 54 a week elsewhere.
Do.
$19.25 a week; $83.40 a month—
Ms of weekly wage....................... For each hour worked.
$24 a week (with laundry privileges at 33^4 percent, not to
exceed $5 maximum per week).
$20 a week; $86.67 a month (with
laundry privileges as above).
$22 a week; $95.34 a month (with
laundry privileges as above).
M 8 of weekly minimum for each
hour worked.
Hs of weekly minimum for each
hour worked.

38 to 48 a week.

Do.
Do.
Under 32 a week.
32 and under 38 a week.

Women and minors:
Full time:
Nonservice employees:
Cities over 100,000 population... 55 cents an hour........................... Over 24 and up to 48 a week.
Do.
Cities of 60,000 to 100,000 popu- 53 cents an hour...........................
lation.
Do.
Cities of 5,000 to 50,000 popula- 51 cents an hour............................
tion.
Do.
Do.
Service employees in all four popu- 40 cents an hour............................
lation groups.
Part time (employees working 30
hours a week or less at the direc­
tion of employer):
Nonservice employees:
Cities over 100,000 population... 00 cents an hour 88........................ First 24 in week.8*
Do.**
Cities of 60,000 to 100,000 popu- 58 cents an hour ........................
lation.

*

*

9

where only nonalcoholic beverages such as
carbonated beverages, soft drinks, milk
drinks, ice creams, etc., are sold; inmates of
institutions, sectarian or nonsectarian; mem­
bers of religious organizations who receive
no compensation for their services; women
taking a course of training in housework, or
preparing and serving food in training estab­
lishments; students who, while regularly
enrolled in a recognized or accredited school
or other institution of learning, are employed
as part-time workers in a restaurant, cafe­
teria, or lunchroom operated on a nonprofit
basis by a board of education, school, college,
university, hospital or institution, or as
nurses’ aides in a hospital.

Oklahoma....... ............ .
Oregon:
Nut Processing and
Cracking, No. 11,
Aug. 1, 1942.

No orders now in effect.
Nut processing and cracking............................. Women and minors:
Cracking and shelling.

(Supersedes order 10 of
July 22, 1941.)
See footnotes at end of table.




Cities of 5,000 to 50,000 popula­
tion.
Elsewhere in the State................
Service employees in all four pop­
ulation groups.
Inexperienced (60 days).....................

Processing, bleaching, grading, and
packing.

56 cents an hour 88______ ______

Do.88

54 cents an hour 88........................
45 cents an hour 88........................

Do.88
Do.88

10 cents an hour less than the
applicable minimum rates
cited above.
(Order prohibits employer from
making deductions from
the minimum wage.
(By agreement of employer
and employee, former may
charge employee for meals.
Maximum amounts speci­
fied in the order.
If agreed to by both parties,
employer may deduct not
more than $3.25 a week for
lodging furnished the em­
ployee.
Uniforms required as a con­
dition of employment must
be furnished, repaired and
maintained by employer.
Prohibits his requiring em­
ployee to contribute to their
cost, repair, or mainte­
nance.)
40 cents an hour80...................... 8 a day, 44 a week.
lYi employee’s regular rate___ Over 8 a day, over 44 a week
in emergency.
40 cents an hour........................... 10 a day, 60 a week.
employee’s regular rate......... Over 10 a day, over 60 a week
in emergency.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953

cn
ba

State, title and number
of order, and effective
date3
Oregon—Continued
Public Housekeeping,
No. 14, Jan. 13, 1948.
(Supersedes order 13 of
July 22, 1941, and 14
of June 13, 1944.)

Manufacturing, No. 8,
Oct. 19,1948.

m
(Supersedes

order 7 of
July 22, 1941.)




Occupation or industry covered

Class of employees covered

Continued

Minimum-wage rates

‘‘Public Housekeeping” occupation includes
work of waitresses, cooks, counter and salad
workers, food checkers, bus and vegetable
workers, dish and glass washers, kitchen
help, maids, chambermaids, housekeepers,
barmaids, linen-room girls, cleaners, janitresses and janitors, charwomen and house­
men, checkroom attendants, matrons, ele­
vator operators, and all others employed in
hotels, restaurants, boardinghouses offering
meals for sale to the public, roominghouses
offering rooms for rent, apartment houses,
auto camps, cafeterias, light-lunch stands,
retail candy, ice-cream and soft-drink par­
lors, delicatessens, beer parlors, and clubs
(private and public), as well as matrons, car
cleaners in transportation industries, and
other work of like nature.

Women and minors:
Experienced..........

“Manufacturing Industry,” i. e., any indus­
try, business, or establishment operated for
the purpose of preparing, producing,
making, altering, repairing, finishing, proc­
essing, inspecting, handling, assembling,
wrapping, bottling, or packaging goods,
articles, or commodities, in whole or in part.
Exceptions: Any such activity covered by
another minimum-wage order of the State;
women employed in administrative, execu­
tive, or professional capacities, defined as:
(1) Work predominantly intellectual, man-

Women and minors-.-............................ 65 cents an hour................. .........
Regularly employed woman or minor. 1 Vi employee’s regular rate or
1}4 the minimum.

Inexperienced:92
First 200 hours.
Next 200 hours

Hours

65 cents an hour—
97Yt cents an hour.

8 a day, 44 a week.91
Over 8 a day, over 44 a week
in emergency on permit.

40 cents an hour.
60 cents an hour.

8 a day, 44 a week.91
Over 8 a day, over 44 a week
in emergency on permit.
8 a day, 44 a week.91
Over 8 a day, over 44 a week
in emergency on permit.

50 cents an hour.
75 cents an hour.
(Deductions for meals allowed
if mutually agreed to and
charge does not exceed 50
percent of the price charged
the public. Employee may
not be required to contribute
from the minimum wage for
any purpose, including the
purchase or maintenance of
tools, equipment, or uni­
forms; nor for the launder­
ing or cleaning of uniforms.)

Any woman or minor.

97 H cents an hour.

(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase or maintenance of

8 a day, 44 a week.93
Sundays or legal holidays
(unless Sunday in regu­
larly scheduled workweek).
Over 8 a day or over 44 a
week in emergency, on
permit.

agerial, or creative, which requires exercise
of discretion and independent judgment and
for which the remuneration is not less than
$200 a month; or (2) employees licensed or
certified by the State who are engaged in the
practice of any of the recognized professions.

Laundry, Cleaning and
Dyeing Occupation,
No. 7, Aug. 29, 1950.
(Supersedes order 7 of
Feb. 15, 1947.)

Hospitals, Sanitariums,
Convalescent and
Old People’s Homes,
No. 5, Jan. 7,1951.
(Supersedes orders 5
and 5A of July 22,
1941, as amended
Nov, 26, 1941.)

Minors, No. 10, Oct. 11,
1951.
(Supersedes order 9 of
July 22, 1941.)

Laundry, cleaning and dyeing occupation in­
cludes all places where two or more persons
are employed in the process of receiving,
marking, washing, cleaning, dyeing, iron­
ing. and distributing clothing and materials.
Exception: Women employed in an adminis­
trative or executive capacity as specified.

Women and minors.

Hospitals, sanitariums, convalescent or old
people’s homes—cooks, kitchen helpers,
waitresses, janitors, charwomen, and all
other women and minors employed therein.
Exceptions: Trained nurses, student nurses,
or other professional or executive help.

Women and minors:
Experienced_____
Inexperienced:
First 200 hours M.
Second 200 hours.

Industries for which the State Wage and Hour
Commission has not established by indi­
vidual or special order a different wage. Ex­
ceptions: Minors employed at domestic work
and at chores in or about private residences;
newspaper carriers and newspaper vendors.

See footnotes at end of table.




uniforms required to be
worn as a condition of em­
ployment; nor for their
laundering and cleaning. If
special protective garments
are required by the particu­
lar industry or by health
authorities, these must be
provided and paid for by
employer.)
60 cents an hour.—...................
1 Yi times employee’s regular
rate.

8 a day, 44 a week.
Over 8 a day, over 44 a week,
in emergencies, on permit.

(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase or maintenance of
uniforms, tools, or equip­
ment, or for the laundering
and cleaning of uniforms.)
65 cents an hour.......................

8 a day, 44 a week.94

40 cents an hour............ ..............
Do.94
50 cents an hour................. ..........
Do.94
1H times employee’s regular Over 8 a day, over 44 a week,
rate.
in emergencies.94

(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase or maintenance of
uniforms, tools, or equip­
ment, or for the laundering
and cleaning of uniforms.)
Minors (persons under 18 years of age)—. 50 cents an hour...........................

8 a day, 44 a week (maxi­
mum).

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ^Continued

ox

State, title and number
of order, and effective
date *
Oregon—Continued
Mercantile, No. 9, May
6, 1952.
(Supersedes order 9 of
May 5, 1948.)

Occupation or industry covered

“Mercantile establishment,” i.e., any business
or establishment operated for the purpose
of purchasing, selling, or distributing goods
or commodities at wholesale or retail.

Class of employees covered

Minimum-wage rates

Women and minors:
Women and experienced minors
Inexperienced
hours).

minors (first

70 cents an hour.
$1.05 an hour___
400

60 cents an hour.
90 cents an hour.

Regular employees............................. $1.05 an hour...
High school and college students
working only after school or on
Saturdays (800 hours)................. - -

Canning, Dehydrating,
and Barreling Opera­
tions, No. 2, May 6,
1952 (rates not
changed).
(Supersedes order 2, of
June 8, 1946.)

Preparing Poultry,
Rabbits, Fish or Eggs
for Distribution, No.
6, Feb. 10, 1953.




“Canning, Dehydrating, and Barreling Operations,” i. e., work in the canning or proc­
essing of fresh fruit, vegetables, fish, shell­
fish, or Crustacea, or in the barreling or pre­
serving of fresh fruit and berries. Exception:
Farmer who processes only the product of
his own farm.

“Preparing Poultry, Rabbits, Fish, or Eggs
for Distribution,” i. e., any industry, busi­
ness, or establishment operated for the pur­
pose of grading, sorting, cleaning, packing,
candling, separating, slaughtering, plucking,
or otherwise preparing poultry, rabbits, fish,

60 cents an hour.

(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase or maintenance of
uniforms, tools, or equip­
ment, or for the laundering
and cleaning of uniforms.)
Women and minors................................ 66 cents an hour 90.._...................
Women 18 years and over.................... Time and a half________ _____
Double time__________ ____
Time and a fourth
Time and a half_______ _____
Double time................................

Women and minors:
Women and experienced minors

Hours

8 a day, 44 a week.9»
Over 8 a day, over 44 a week
in emergency, on permit.
8 a day, 44 a week.9*
Over 8 a day, over 44 a week
in emergency, on permit
Sundays or legal holidays
(unless establishment regu­
larly open such days).

10 a day.
Over 10 to 12 a day.
Over 12 a day.
Seventh day—first 8 hours.
Seventh day—over 8 to 12
hours.
Seventh day—over 12 hours.

(If uniforms are required as a
condition of employment,
employer must bear the
cost of same including pur­
chase price, maintenance,
and laundry.)
75 cents an hour.......... ............. .
1H times employee’s regular
rate.

8 a day, 40 a week.91
Over 8 a day, over 40 a week
in emergencies, on per­
mit.98

or eggs for distribution. Order not appli­
cable to the canning of fresh fruits, vege­
tables, fish, shellfish or Crustacea, or to the
barreling or preserving of fresh fruit and
berries nor to operations on a farm incident
to production or preparation for market in
their raw, live, or natural state of products
of that farm.

Pennsylvania:
Restaurant Occupa­
tions, No. 3.
Directory, Aug. 1,
1943.
Mandatory, Oct. 1,
1947.

Puerto Rico w
Leaf Tobacco Industry,
No. 1, Mar. 26, 1943.

“Restaurant Occupations," i. e., any activity
connected with the preparation or offering
of food and/or beverage for remuneration, for
human consumption either on the employ­
er’s premises or elsewhere by such service as
catering, banquet, box-lunch or curb service,
whether such service is operated as the prin­
cipal business of the employer or as a unit of
another business, to the public, to employ­
ees, to members or guests of members, or to
paying guests.

Women and minors:
Full-time employees:
Service......................... .
Nonservice............... .
Service and nonservice.

“Leaf Tobacco Industry," i. e., including but
not by way of limitation, the receiving,
weighing, stowing, classification or grading,
fermentation, stemming, packing or baling,
warehousing, drying, or any other operation
related to the handling of leaf tobacco be­
fore it is used in the manufacture of cigars,
cigarettes, or other like products.

All employees.

See footnotes at end of table.




(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase or maintenance of
uniforms, tools, or equip­
ment, or for the laundering
and cleaning of uniforms.
Employer must provide and
pay for any special protec­
tive garments required to
safeguard the health or pre­
vent injury to an employee).

Part-time employees:
Service...........................
Nonservice__________

29 cents an hour..........................
39 cents an hour............ ............
1M times the basic hourly rate
applicable to employee.

Over 24 to 44 a week.
Do.
Over 44 a week.98

32 cents an hour...........................

24 or less a week at direction
of employer. 89
Do.89

42 cents an hour...........................
(The minimum wage shall be
subject to no deductions ex­
cept as authorized by stat­
ute.
Deductions allowed for meals
and lodging as specified in
order.
If uniforms are required as a
condition of employment,
employer must furnish,
launder, clean, and main­
tain them.
In lieu of laundering uniforms,
employer may elect to pay
employee 35 cents for each
required laundering.)

25 cents an hour 98................. ....... 40 a week.
VA times employee's regular Over 40 a week."
rate.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 l—Continued

o\

State, title and number
of order, and effective
date2
Puerto Rico—Continued
Sugar Industry, No. 3,
Apr. 28, 1943.

Beer and Carbonated
Drink, No. 5, Mar.
13, 1944, modified
June 5, 1944.
Restaurant, Canteen,
or Soda Fountain,
No. 6, June 15, 1944,
modified Apr. 14,
1945.

Occupation or industry covered

“Sugar Industry,” i. e., the production of
sugarcane in both the agricultural and the
industrial phases.

Class of employees covered

Workers performing operations not
expressly enumerated in the order
and not customarily performed
by women:
In agricultural phase of the industry. $1.40 a day for small and interior
farms; $1.50 a day for others.
Twice the minimum rate (to be
prorated).
In the industrial phase of the in­
dustry.

“Beer and Carbonated Drinks Industry,” i. e., All employees:
the preparation, production, distribution,
or sale of beer, with or without alcohol, or of
Both industries, employees 18 years
any soft drink prepared with carbonated
water.
or over.
“Restaurant, Canteen, or Soda Fountain.”... All employees:
Regular workers (as defined) :
Employees 18 years and over:
Zone II100____________ _
Minors:
Zone II100 .
Temporary workers:
Employees 18 years and over:
Zone II 10°-................... -...............
Minors:
Zone II ioo________ __________

Theaters and Movies,
No. 7, Apr. 4, 1945.




“Theaters and Movies,” i. e., establishments
or places where plays or other artistic
productions are given by actors, musicians,
or singers for profit, or where moving pic­
tures are shown for profit.

*

Minimum-wage rates

All employees:
Employees 18 years and over:

Hours

8 a day.
Over 8 a day."
Over 8 a day.68

8 a day, 48 a week.
Do.
Twice employee’s regular rate... Over 8 a day or over 48 a
week."
8 a day, 48 a week.
Do.
8 a day, 40 a week.
Do.
8 a day, 48 a week.
Do.
8 a day, 40 a week.
Do.
Twice employee’s regular rate... Over 8 a day or over 48 a
week."

8 a day, 40 a week.108
Do.102
Twice employee’s regular rate... Over 8 a day or over 40 a
week."

Minors between 14 and 18 years:
Zone I101.........................................
Zone III"1.,. ............................ ...
Retail Business, No. 8,
June 5, 1945.

“Retail Business,’’ i. e., any activity, process,
operation, work, or service necessary or
incidental or related to retail sales, or the
transferring directly to the consumer of
goods, merchandise, or articles, for compen­
sation, regardless of whether such sales or
transfers originate or take place within or
outside such establishment or place, or in its
name, or for its benefit.

All workers:
Employees 18 years and over:
Regular (as defined):
Zone 1103.....................................
Zone II uo ...................................
Zone III103—........... ......... .........
Special employees, i. e., those
selling merchandise priced at
25 cents or less:
Zone 1103....... ......................... .
Zone II103...................................
Zone III103________ ______
Temporary:
Zone 1,03-...................................
Zone II103-____ _____
Zone III «*...................................
All employees-................................
Minors under 18, apprentices, and
messengers.

30 cents an hour.
20 cents an hour.

8 a day, 40 a week.*0*
Do.10*

$12 a week.
$10 a week.
$8 a week..

8 a day, 48 a week.
Do.
Do.

$10 a week............. ..................... .
$8.50 a week.............. .............. .
$7 a week......................... ______

Do.
Do.
Do.

30 cents an hour____ _________
Do.
25 cents an hour
Do.
20 cents an hour_____ ________
Do.
Twice employee's regular rate... Over 8 a day or over 48 a
week."
75 percent of the applicable min­ 8 a day, 40 a week.
imum wage.
(Deductions allowed for meals
and lodging. Amounts for
each zone specified in the
order.)

Bakeries and Pastry
Shops, No. 9, July 5,
1945.

“Bakeries and Pastry Shops."..........................

Employees 18 years and over................
Minors under 18............................ .........
Construction Industry,
No. 11, July 1, 1946,
amended Nov. 1,
1946.

“Construction Industry," includes skilled,
semiskilled, and unskilled workers in or
incidental to the industry.

All employees.........................................

Employees 18 years and over................

See footnotes at end of table.




The minimum varies according
to zone and type of occupa­
tion. In Zone I, the range is
from 25 to 82*4 cents an hour,
in Zone II, from 20 to 60 cents
an hour.101
Twice the applicable minimum
rate.
percent of applicable mini­
mum rate.
The minimum varies according
to type of work. For skilled
workers range extends from
60 cents to $1.10 an hour.
For semiskilled workers mini­
mum is 45 cents an hour; for
unskilled, 32 cents an hour.
Twice employee’s regular rate..

8 a day, 48 a week.

Over 8 a day, or over 48 a
week."
8 a day, 40 a week.
8 a day, 44 a week.101

Over 8 a day or over 44 a
week."

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH I, 1953'—Continued
State, title and number
of order, and effective
date*
Puerto Rico—Continued
Transportation Indus­
try, No. 12, Jan. 2,
1947, amended Feb. 1,
194S.

Laundry and Dry
Cleaning Industry,
No. 13, July 1, 1947.

Furniture and Other
Wooden Products In­
dustry, No. 14, Sept.
15, 1948.

Quarrying Industry,
No. 15, Nov. 22,1948.

Wholesale Trade Indus­
try, No. 16, Oct. 1,
1949.




Occupation or industry covered

“Transportation Industry,” includes any act,
process, operation, work, or service, neces­
sary or incidental or related to the transpor­
tation or carrying of persons or things from
one place to another, by or in any kind of
vehicle or locomotive apparatus of a com­
pany, corporation, or authority. Excep­
tions: Transportation performed by the Fed­
eral, Insular, or Municipal Governments
for purposes entirely governmental; trans­
portation work incidental to an employer's
business, if such business is covered by
another order.
“Laundry and Dry Cleaning Industry,” i. e.,
any act, process, operation, service, or work
performed in connection with the washing,
cleaning, starching, ironing, or dyeing of
clothes or material of any kind. Includes
the preparing, wrapping, collecting, de­
livery, return, transporting, and distribut­
ing of said clothes or material.
“Furniture and Other Wooden Products In­
dustry,” includes the processes of designing,
building, assembling, altering, and repairing
furniture made of wood, metal, straw, or any
other kind of material, and other classes of
wooden products.

“Quarrying Industry,” includes any Act,
process, operation, work, or service neces­
sary or related to the extraction, transporta­
tion, crushing, or delivery of stone, gravel,
or other quarry products.
“Wholesale Trade Industry,” i. e., all estab­
lishments, enterprises, or agencies engaged
in selling merchandise to retailers, com­
mercial establishments, or other wholesalers
including specifically wholesalers, agents,
brokers, commission agents, and sales

Class of employees covered

All employees.

If employee works a split shift.

All employees:
Employees other than piece work­
ers (rates specified in the order),
and messengers and drivers.
Messengers...........................................
Drivers........................................ .......
Employees 18 years and over............
All employees:
Experienced employees making
doors, windows, or blinds.
All other experienced employees___
Inexperienced:
First 6 months.............................
Last period of the apprenticeship _.

Minimum-wage rates

Hours

Minimum varies according to 8 a day, 48 a week.10*
type of work and skill of
worker. Range extends from
55 cents an hour for chauffeurs
of trailers or semitrailers to 25
cents for unskilled railroad
workers.
Twice employee's regular rate... Over 8 to 9 hour shift.
employee’s regular rate......... After 9 a day.
Twice regular rate of pay..........

25 cents an hour.

8 a day, 48 a week.104

Do.104
$7.50 a week.................................
Do.104
40 cents an hour..........................
Twice employee’s regular rate.. Over 8 a day, over 48 a
week.”
75, 60, 40, and 30 cents an hour 8 a day, 48 a week.104
according to classification.
Do.104
60, 45, 30, and 25 cents an hour..

Do.104
15 cents an hour................. -........
Do.104
85 percent of the minimum fixed
for the particular occupation.
Over
8 a day or over 48 a
Twice
employee’s
regular
rate..
Employees 18 and over......................

All employees....... ................ .
Employees 18 years and over.
Women and minors; men.......

Range from $1 an hour to 35 8 a day, 44 a week.104
cents an hour, according to
occupational classification.
Twice employee’s regular rate.. Over 8 a day or over 44 a
week.90
50 cents an hour............................ 8 a day, 44 a week.
Double the employee’s regular Over 8 a day, over 44 a week,
or over 5% days a week."
rate.

*

249600 — 03
Pineapple Industry,
No. 17, Sept. 1, 1950.
Ol

branches of manufacturing concerns. In­
cludes the processes of buying, selling,
storing, transporting, or any activity re­
lating to these processes, but excludes an
establishment having 2 or fewer employees
engaged on any of these processes part of the
time only. (Such establishments come
under the provisions of the order for the
other industry.) Exceptions: Executives
and administrators; bona fide professional
employees; traveling salesmen.
“Pineapple Industry” includes the produc­
tion, processing, and canning of pineapples,
and any other operation or service related
thereto; transportation of the product by
the producer.

All employees other than those in an
administrative, executive, or pro­
fessional capacity:
In industrial phase of the indus­
try.
In agricultural phase of the indus­
try—
Zone 1105.......................................
Zone II10®.
All employees covered..........................

Coffee Industry, No.
19, Oct. 26, 1950.
Dairy Industry, No.
18, Jan. 1, 1951.

Coffee Industry” includes all agricultural
operations necessary for the production of
coffee; drying, hulling, and packing or the
transportation thereof by the farmer.
“Dairy Industry” includes all occupations,
processes, or services necessary or related to
the production of fresh milk, and the han­
dling, bottling, pasteurization, homogeniza­
tion or processing of the milk and its prod­
ucts, and the transportation thereof by the
producer.

See footnotes at end of table.
©I
CP




All employees:
Coffee pickers.................................... .

30 cents an hour.

Range according to type of
work, from $1.70 a day to
$3.20 a day.
Range according to type of
work, from $1.95 a day to
$4 a day.
Double the employee’s regular
hourly rate.

8 a day, 48 a week.9*

Do.98
Do «
Over 8 a day, over 48 a week.

50 cents an almud, which is 4/5
of a liter.i09
All others............................................. $1.44 a day 108................................ m.
All employees:
In industrial phase of the industry:
Zone 1108_.................................... 35 cents an hour.
8 a day, 48 a week.
Zone II i°8______ ________
30 cents an hour.
Do.
In agricultural phase of the indus­
try:
Zone 1108....................................... Range according to type of
Do.
work, from 23 cents an hour
to 50 cents an hour.
Zone II I®®.
Range according to type of
Do.
work, from 20 cents an hour
to 40 cents an hour.
All employees covered.
Double the employee’s regular Over 8 a day, over 48 a week.
rate.
(Care and maintenance of
uniforms even when em­
ployer furnishes them is
employee’s responsibility.)

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 ‘-Continued
State, title and number
of order, and effective
date *
Puerto Rico—Continued
Hospital, Clinic, or
Sanitarium Occupa­
tions, No. 4, July 1,
1951.
(Supersedes order 4 of
July 17, 1943, as
amended Jan. 17,
1944.)

Occupation or industry covered

“ Hospital, Clinic, or Sanitarium Occupations
include any service in a public or private
establishment where medical treatment is
offered or where patients are interned, as
well as any dependency of such establish­
ments, whose employees are not covered by
another wage order. Excepts hospitals of
municipal governments from the provisions
applying to minimum-wage rates and
deductions for services.

Class of employees covered

Hour*

Minimum-wage rates

All employees other than those in an
administrative, executive, or pro­
fessional capacity; registered
nurses, student nurses in accredited
schools, dietitians, and laboratory
and X-ray technicians:
8 a day, 48 a week.
All employees, except office em­ 31 cents an hour.
ployees, chauffeurs, and man­
ual laborers (as defined).
Do.
Office employees—..................... - 40 cents an hour...........................
Do.
50 cents an hour...........................
Chauffeurs.--....... -....................
Manual laborers:
Do.
Skilled (as defined)........ ........... . 60 cents an hour—-...................
Do.
Semiskilled (as defined)---------- 45 cents an hour.........................
Unskilled (as defined)............... 32 cents an hour..................... --­ OverDo.
8 a day, over 48 a week.
Double
the
employee’s
regular
All employees covered—.....................
rate.
Guaranty of payment for 44- At least 30 a week.
hour week.
(Deductions allowed for meals,
lodging, and laundry at
rates specified in the order.)

Printing, Publishing,
and Other Graphic
Arts Industry, No.
20, Nov. 5, 1951.




All employees other than professional,
administrative, and executive:
Newspapers, monthly or weekly
periodicals, photoengraving:
All employees except repair
and maintenance.
.
Commercial printing and publish­
ing:
All employees except repair
and maintenance:
Zone 1108
Zone II109.......... -.....................
Repair and maintenance em­
ployees:
Skilled (as defined)..................
Semiskilled (as defined)-------Unskilled (as defined)---------Occupations include the acquisition, compila­ Employees not covered by the Federal
Fair Labor Standards Act.
tion, writing, translation of, news and m-

Printing, Publishing, and Other Graphic
Arts include all work or services necessary
or related to the printing or publication of
books, newspapers, reviews, pamphlets,
maps, plans, music, advertisements, or
commercial or other type of printing mate­
rial, as well as the manufacturing of rubber
stamps and all work, service, or products of
printing, typesetting, electrotypmg, stereo­
typing, ruling, photoengraving, or any
other means of graphic reproduction. It
also includes without limitation the prepa­
ration, assembling, designing, layout, in­
serting, binding, and distribution (if done
by the administration) of such products.

60 cents an hour.

43 cents an hour.
40 cents an hour.
60 cents an hour...........................
45 cents an hour...........................
35 cents an hour...................... .
Double the employee’s regular
rate.

8 a day, 44 a week.28

Do.25
Do."
Do."
Do."
Do."
Over 8 a day.

Jt

Needlework Industry,
No. 21,.Tan. 2,1953.n°

formation, and the supervision, inspection,
moving of materials, cleaning, caretaking,
and the repair and maintenance of the
building.
Needlework not covered by tho Federal Fair
Labor Standards Act.

Employees covered by the Federal
Fair Labor Standards Act.
All employees.........................................

Hotel Industry.

All employees other than professional,
administrative, and executive:
Class A (as defined):
Zone 1:111
Service (as defined)...........
All other............................ .
Zone II:111
Service............................. .
AD other.............................
Zone HI: hi
Service................................
All other______________
Class B:
Zone I: in.......... .......................
Zone II:in..................... .........
Zone III: *n____________ ___
All employees_______ ______ ______

Ice Cream Industry, No.
23, Feb. 2, 1953.

Ice Cream Industry.

AD employees other than professional,
administrative, and executive:
Chauffeurs............... .................... .




8 a day, 44 a week, 6 days a
week.
Twice employee’s regular rate... Over 8 a day or 44 a week, 6
days a week.
Piece rates based on 20 cents an
hour.

36 cents an hour..___ ________
40 cents an hour............................

8 a day, 48 a week, 6 days a
week.
Do.

31 cents an hour.................... ......
35 cents an hour......... ............ .

Do.
Do.

28 cents an hour.......... ............
32 cents an hour........................ .

Do.
Do.

32 cents an hour............. .............
Do.
28 cents an hour..... .................. .
Do.
24 cents an hour.................. ........
Do.
Twice employee’s regular rate... Over 8 a day or 48 a week, 6
days a week.
Wage guaranty 1^ times em­ 20 or less a week.
ployee’s regular rate.
Wage guaranty 32 hours at em­ More than 20 but less than
ployee’s regular rate.
32.
(Deductions allowed for meals
and lodging as specified in
the order.)
.

50 cents an hour.
8 a day, 48 a week, 6 days a
week.
30 cents an hour..... ......................
Do.
20 cents an hour or 30 percent of
Do.
the gross product of dafiy sales,
whichever is higher.
AD other..
37M cents an hour........................
Do.
AD employees.
Twice the regular rate................. Over 8 a day or 48 a week, 6
days a week.
A11 employees other than peddlers.......I Wage guaranty of 4 hours a day. J
Chauffeurs, helpers.
Peddlers...................

See footnotes at end of table.

Do.
Over]44 a week.

All employees other than professional,
administrative, and executive:
Shopworkers____ ______ ______ 25 cents an hour.
Homeworkers______ ____ ______

Hotel Industry, No. 22,
Sept. 1, 1952.110

times the employee's regular
rate.
Double the employee’s regular
rate.

ANALYSTS OP STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 >—Continued

05
K>

State, title and number
of order, and effective
date2
Rhode Island:113
Session laws 1945, ch.
1624, July 1, 1945.
Public Housekeeping
Occupations, No. 6.
Directory, Mar. 1,
1947.
Mandatory, Sept. 15,
1947.

Laundry and Dry
Cleansing Industries,
No. 3-It, June 1,1951.
(Supersedes mandatory
order 3 of Sept. 12,
1938.)




Occupation or industry covered

Coverage of Minimum-Wage Law and existing
orders extended to men.
“Public Housekeeping Occupations,” i. e., all
employment connected directly or indirectly
with the offering or furnishing of rooms and/
or lodging for remuneration to the public, to
employees, to members or guests of mem­
bers, to paying guests, students, or others,
whether such service is operated as the prin­
cipal business of the employer or as a unit of
another business. Exceptions: Employment
on a farm or domestic service in a private
home, unless these are operated as rooming
houses.
The term public housekeeping occupations
expressly includes such occupations as
chambermaid,
parlormaid,
linen-room
worker, elevator operator, cashier, clerical
worker such as room clerk and desk clerk,
coatroom attendant, matron, charwoman,
telephone operator, cleaner, janitor, bellboy,
porter, doorman, and all workers that may
be properly classified in this occupation in
any establishment furnishing rooms and/or
lodging for remuneration.

Class of employees covered

Women and minors; men:
Service, i. e., workers employed as
bellboys, page boys, or porters
who customarily receive gratui­
ties.
Nonservice.......... -............-................
If em ployee works on more than two
shifts in any day, or spread of
hours exceeds 10 (12 in resort
hotels).

Minimum-wage rates

30 cents an hour.
35 cents an hour.

40 or over a week.113
Less than 40 a week.

50 cents an hour........................... 40 or over a week.113
55 cents an hour........................ -­ Less than 40 a week.
75 cents a day in addition to the
hourly wage.
(Deductions from minimum
wage allowed only when au­
thorized by statute or pro­
vided for in this order.
Deductions allowed for meals
and lodging as specified in
order.
Employer must furnish, laun­
der, clean and maintain uni­
forms which are required as
a condition of employment.
In lieu of laundering uni­
forms employer may elect
to pay employee an addi­
tional $1 per week.)

“Laundry Occupations,” i. e., any activity Women and minors; men:
Experienced_____________ ______ 70 cents an hour-..................... concerned with the washing, ironing, or
Inexperienced (30 days)---------------- 65 cents an hour...........................
processing incidental thereto of any kind of
Experienced and inexperienced: Ex­ $1.05 an hour................................
fabric or laundry wares; the collection, dis­
ceptions: Driver salesmen and
tribution, or sale of laundry service; the pro­
(Employer prohibited from
driver saleswomen—they must re­
ducing or rendering of such activity or serv­
making or requiring any
ceive not less than the basic mini­
ice by the employer upon his own behalf or
charges against, or deduc­
mum
for
all
hours
worked
over
45
a
for others, more specifically by hotels, over­
tions from, the minimum
week.
night camps, clubs, business establishments,
wage other than authorized
factories, bakeries, self-service laundries,
by law, except at employee’s
automatic laundries, and any type of rental
specific request in writing.)
laundries, and other like establishments. Ex­
ceptions: Wards or charges of charitable or­
ganizations.

T

Hours

Up to 45 a week.114
Do.114
Over 45 a week.113

m

Retail Trade Occupa­
tions, No. 4-R-2,
Nov. 15, 1952.
(Supersedes mandatory
order 4-R of Sept. 1,
1948.)

South Dakota:
Wages fixed in law.
(Session laws: 1943,
ch. 76, effective July
1,1943; 1945, ch. 77).113
(Amends ch. 309 of
1923.)

“Dry-Cleansing Occupation," i. e., any activ­
ity concerned with the cleaning, refreshing,
or restoration of any fabric and/or of any
article of wearing apparel including pressing
or other work incidental thereto or per­
formed in connection therewith; the collec­
tion, distribution, or sale of dry-cleaning
service; the producing or rendering of such
activity or service by the employer upon his
own behalf or for others, more specifically by
hotels, clubs, and like business establish­
ments or by automatic cleansers, self-service
cleansers, or other types of rental cleansers.
“Retail Trade Occupations" includes all em­ Women and minors; men:
ployment in any industry or business selling
Experienced.......................................
merchandise to the consumer. Also work
connected with the solicitation of sales, the
Experienced (780 hours)................. .
distribution of merchandise sold, or the inci­
dental servicing of goods sold. Exception:
Experienced and inexperienced........
Home delivery of newspapers.
Employee whose normal hours are
36 or more, taking voluntary leave
and working less than 36 hours.
Students under 18 117
If employee works a split shift, or
spread of hours exceeds 12, or both.

W>




$28 a week 113__
70 cents an hour.
$26 a week
65 cents an hour.
95 cents an hour.
$1.25 an hour___
Prorated.............

36 to 44 a week.
Less than 36 a week.11®
36 to 44 a week.
Less than 36 a week.11*
Over 44 a week.113
On 7th consecutive day.
Actual time worked.

60 cents an hour............ ......... .
$1 a day in addition to the ap­
plicable minimum wage.

Less than 36 a week.

(If uniforms are required as a
condition of employment,
employer must furnish and
maintain them.)
Factory, workshop, mechanical or mercantile
establishment, laundry, hotel, restaurant,
or packing house.

See footnotes at end of table.

Os

a

Females over 14 years of age:
In cities with population of 2,500
or over.

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

10 a day,
mum).
Prorated........................................ Less than
Elsewhere......................................... $12 a week..................................... 10 a day,
mum).
Prorated.......................... ............. Less than
Learners, apprentices, and women To be fixed by Industrial Com­
mentally or physically deficient.
missioner.

54 a week (maxi­
54 a week.
54 a week (maxi­
54 a week.

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953Continued

05

State, title and number
of order, and effective
date2
Utah:
Restaurant Occupa­
tion, No. 2, Nov. 20,
1947, as amended in
May 1951.
(Supersedes orders 4 of
Aug. 5, 1940, and 2 of
June 1, 1946.)

Occupation or industry covered

Class of employees covered

“Restaurant,” i. e., any place selling food or
beverages in solid or liquid form to be con­
sumed on the premises. Exceptions: Retail
ice-cream or retail soft-drink (nonalcoholic)
establishments where as much as 90 percent
of the business volume is from ice-eream or
soft-drink sales.

Women and minors:
Experienced full-time employees in:

All cities—Voluntary absence of
employee whose normal work­
week is 48 hours.
Experienced part-time employees in:
Class 1 cities 119

Inexperienced 121 (3 months):

Minimum-wage rates

Hours

48 a week.120
Do.120
Do.120
Do.120
Weekly wage to be prorated....... Actual working time.

Do.
Do.
After first 2 in any day.1,1
$1 a week less than the applicable minimum weekly wage.
2 cents an hour less than the
rates prescribed for experi­
enced employees.
(Furnishing of meals to em­
ployees allowed if a mutual
agreement has been signed
and copy filed with Indus­
trial Commission.
If uniforms are required by
the establishment, employ­
er must furnish, launder,
and maintain them.)

Retail Trade Occupa­
tions, Amendment of
June 1, 1952.
(Amends order 1 of
Sept.JL, 1947.) 122




“Retail Trade Occupations,” i. e., any indus­
try or business operated for the purpose of
selling, offering for sale, or distributing goods,
wares, and merchandise at retail to selected
individuals or to the general public, and
rendering services incidental to such opera­
tions.

Women and minors:
Experienced:
Logan, Provo, Murray, and Tooele.
In all other cities and towns hav­
ing a population of more than
2,500.
In towns and municipalities hav­
ing a population of 2,500 or less
and in all unincorporated areas.

48 a week for women, 44 for
minors under 18 (maxi­
mum).122 124
Do.122124
Do.123124
Do. 128 124

A

Inexperienced (6 months or 1,000 4 cents less per hour than for ex­
hours). 185
perienced employees.
Minors 14 to 16 doing delivery work, 50 cents an hour 123.......................
chore work, or odd jobs in the
establishment, not otherwise proprovided for in the order.
If employee works a split shift......... 50 cents a day in addition to the
applicable minimum wage.

Public Housekeeping
Industry, No. 3 as
amended, Nov. 16,
1952.
(Amends order 3 of
Dec. 1, 1947.)

“Public Housekeeping Industry,” i. e., hotels,
boardinghouses, roominghouses, motels,
apartment houses, resort hotels, hospitals,
institutions, building space to rent for busi­
ness, manufacturing, commercial enter­
prises, and other public service. Includes
linen-room girls, maids, cleaners, elevator
operators, and any other female or minor
employee connected with the establishment
unless or until their specific occupation is
governed by another minimum-wage order.
Exception: Registered nurses, licensed prac­
tical nurses, and resident managers.

See footnotes at end of table.




Women and minors:1M
Class 1 cities:127
Experienced.............
Learners (2 months)
Class 2 cities: 127
Experienced-........ .
Learners (2 months).
Class 3 cities:127
Experienced_______
Learners (2 months).

(Furnishing of meals and
lodging to employees al­
lowed, if a mutual agree­
ment has been signed and
copy filed with Industrial
Commission.
If uniforms are required as a
condition of employment,
employer must furnish them
and provide for their care
and upkeep.)
65 cents an hour................. ........
60 cents an hour..........................

Maximum: 8 a day,128 48 a
week, 6 days a week.128

60 cents an hour................... ......
55 cents an hour................. .........

Do.*28 »28
Do.126128

55 cents an hour.......................... .
50 cents an hour.......................... .

Do.128 *28
Do.728 728

(Furnishing of meals and
lodging to employees al­
lowed, if a mutual agree­
ment has been signed and
copy filed with Industrial
Commission.
Exception:
Resort hotels under the con­
ditions specified.
If uniforms are required as a
condition of employment,
employer must furnish them
and provide for their care
and upkeep.)

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY|1, 1942-MARCH 1, 1953 ‘—Continued
State, title and number
of order, and effective
date *

Occupation or industry covered

Utah—Continued
Laundry and Clean­
ing, Dyeing and
Pressing Industries,
No. 4 as amended,
Jan. 25,1953.

“Laundry,” i. e., any place where washing,
ironing, cleaning, pressing, or processing
incidental thereto, of any kind of washable
fabric is conducted.

(Supersedes order 4 of
Sept. 1, 1947.)

Washington:
Office Workers, No. 43,
Apr. 1,1949.
(Supersedes order 37 of
Jan. 1,1942.)




“Cleaning, Dyeing, and Pressing Industry”
includes those places or divisions of estab­
lishments where the cleaning or dyeing or
pressing of particular fabrics and all proc­
esses incident thereto are conducted as a
process aside from usual laundry practices.

Class of employees covered

Women and minors:
In Laundry Industry:
Experienced.............

65 cents an hour.

Inexperienced (3 months)----------- 60 cents an hour.
In Cleaning, Dyeing and Pressing
Industry:
Experienced........ ............................ 70 cents an hour.
Inexperienced (6 months).............. 65 cents an hour.

“Office Workers” includes but is not limited Women and minors
to all types of clerical work, general office
workers, typists, stenographers, secretaries,
any and all office-machine operators, book­
keepers (hand and machine), accountants,
accounting clerks, statisticians, tellers,
cashiers, collectors, telegraph and teletype
operators, PBX and office telephone oper­
ators, office messengers, ticket agents, ap­
praisers, librarians and their assistants,
physicians’ and dentists’ assistants and
attendants, research, X-ray medical or
dental laboratory technicians and their
assistants, office checkers, invoicers, and
similar occupations. Exceptions: Women
or minors employed by common carrier rail­
roads, sleeping car companies, and freight
or express companies subject to regulations
of Federal law; nurses and nurses’ aides not
engaged in office work; telephone operators
employed directly by a telephone company
who are not engaged in office work: occupa­
tions in an industry covered by another
minimum-wage order.

Hours

Minimum-wage rates

Maximum for women, 8 a
day, 48 a week; for minors,
8 a day, 44 a week.
Do.
Do.
Do.

(If a definite type of uniform
is required by the establish­
ment, employer must sup­
ply the uniforms and provide
for their care and upkeep, in­
cluding laundering.)
65 cents an hour.

(129).

Mercantile Industry,
No. 44,*June 6, 1949.
(Supersedes order 41 of
Sept. 7, 1942, which
superseded order 28
of Dec. 31, 1921.)

Theatrical Amusement
and Recreation In­
dustry and General
Amusement and Rec­
reation Industry,
Nos. 45 and 45-A,
Nov. 28, 1949.130

“Mercantile Industry,” i. e., any industry, Women and minors.
business, or establishment operated for the
purpose of purchasing, selling, or distrib­
uting goods or commodities at wholesale or
retail. Exceptions: Women or minors em­
ployed by common carrier railroads, sleeping
car companies, and freight or express com­
panies subject to regulations of Federal law;
nurses and nurses’ aides and also telephone
operators employed directly by a telephone
company, who are not engaged in pur­
chasing, selling, or distributing goods or
commodities at wholesale or retail; occupa­
tions in an industry covered by another
minimum-wage order.
These amusement and recreation orders in­ Women and minors:
clude any industry, business, or establish­
Women..................
ment operated for the purpose of furnishing
Minors...................
entertainment or recreation to the public.
“Theatrical Amusement and Recreation In­
dustry” includes both moving-picture and
legitimate theaters and food and drink dis­
pensaries operated in connection therewith.
“General Amusement and Recreation In­
dustry” includes, but is not limited to,
dance halls, theaters, bowling alleys, billiard
parlors, skating rinks, riding academies,
shooting galleries, race tracks, amusement
parks, athletic fields, public swimming
pools, private and public gymnasiums, golf
courses, tennis courts, carnivals, wiredmusic studios, and concessions in any and
all amusement establishments, but exclud­
ing the Theatrical Amusement and Recrea­
tion Industry.
Exceptions: Occupations specifically covered
by another wage order; cashiers (covered by
the Office Workers’ order; employees of
common carrier railroads, sleeping-car
companies, and freight or express companies
subject to regulations of Federal law; tele­
phone operators employed directly by a
telephone company.

See footnotes at end of table.




65 cents an hour.

(8 a day maximum set by
hour law for women and
minors in mercantile estab­
lishments.
Order specifies that the
hours of women and
minors in this industry
“shall be subject to any
applicable statutes of the
State.”)

65 cents an hour........................ .
50 cents an hour........................ .

(The wage orders for both
branches of this industry
specify that hours of em­
ployment of women and
minors “shall be subject
to any applicable stat­
utes of the State.” These
industries, however, are
not covered by the hour
law for women.)

(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase or maintenance of
tools, equipment, or uni­
forms; nor for the launder­
ing and cleaning of uni­
forms.
When protective garments
such as gloves, boots, or
aprons are necessary to
safeguard the health of or
prevent injury to an em­
ployee, they must be pro­
vided and paid for by
employer.)

ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953'—Continued

<55
00

State, title and number
of order, and effective
date2
Washington—Continued
Public Housekeeping,
No. 46, Jan. 23, 1950.
(Supersedes orders 23
(public housekeep­
ing) and 36 (apart­
ment houses) of Oct.
4, 1921, and Dec. 7,
1937, respectively.)

Beauty Culture Indus­
try, No. 47, Feb. 13,
1950.
(Supersedes order 35-A
of Dec. 1, 1940.)




Occupation or industry covered

Class of employees covered

“Public Housekeeping Industry” includes
but is not limited to: Restaurants; lunch
counters; cafeterias; catering, banquet, or
box-lunch service; curb service; boarding­
houses; all other establishments where food
in either solid or liquid form is prepared for
and served to the public to be consumed on
the premises; hotels and motels; apartment
houses; rooming houses; camps; clubs
(public and private); hospitals, sanitariums,
rest homes, or maternity homes; building
or housecleaning or maintenance services.
Exceptions: Occupations specifically covered
by another wage order; cashiers (covered by
the Office Workers’ order); employees of
common carrier railroads, sleeping car com­
panies, and freight or express companies
subject to regulations of Federal law; tele­
phone operators employed directly by a
telephone company; nurses, student nurses,
female internes, dietitians, and laboratorians.

Women and minors.

“Beauty Culture” includes hairdressing; hair
coloring and bleaching; manicuring; hair
manufacturing; massage; marcel or perma­
nent waving; cosmetology; haircutting;
body massage and weight reducing; selling
and demonstrating or applying beauty prep­
arations, cosmetics, and supplies either to
the demonstrator or to other persons; in­
structing students in any of the foregoing
occupations, and all services or operations
incidental to such occupations, including
the services of instructors in beauty schools.

Women over 18 years of age licensed
by the State to practice beauty
culture.

Minimum-wage rates

65 cents an hour
(If meals are furnished, 40
cents per meal may be de­
ducted from the wages paid.
A definite employer-employee
agreement must be made if
lodging rooms are furnished
by employer as part of the
minimum wage. Maximum
amounts specified in the
order.
If a special uniform is required,
it must be furnished and
laundered by employer.)

65 cents an hour------- -----------(Employee may not be re­
quired to contribute from
the minimum wage for the
purchase, maintenance,
laundering, or cleaning of
uniforms required to be
worn as a condition of em­
ployment.)

>

*

Hours

8 a day (maximum set by
hour law for women em­
ployed in hotels, restau­
rants, and several other
industries).
Order specifies that the hours
of women and minors in
this industry “shall be
subject to any applicable
statutes of the State.”

8 a day (maximum set by
hour law for women in
mercantile extablishments
under which term “Beauty
parlors” are included).
Order specifies that the hours
of employment of women
in this industry “shall be
subject to any applicable
statutes of the State.”

Laundry, Dry Clean­
ing and Dye Works
Industry, No. 48,
June 5, 1950.

“Laundry, Dry-Cleaning and Dye Works In­ Women and minors.
65 cents an hour.
8 a day (maximum set by
dustry” includes but is not confined to:
hour law for women in
(1) The marking, sorting, and washing,
laundries and mechanical
cleaning, collecting, ironing, assembling,
establishments).
packaging, pressing, receiving, shipping, or
Order specifies that the hours
(Supersedes order 25 of
renovating in any capacity directly con­
of employment of women
Dec. 14, 1921.)
cerned with sale or distribution at retail or
and minors in the “Laun­
wholesale of any laundry or dry-cleaning
dry, Dry-Cleaning and
service; (2) the work performed by clerical
Dye Works Industry shall
workers and telephone operators (not em­
be subject to any appli­
ployed directly by a telephone company) in
cable statutes of the State.”
connection with the production and furnish­
ing of these services; (3) the production of
laundry, dry-cleaning or dyeing services on
its own behalf by any establishment, which
services may be incidental to its principal
business; (4) the cleaning, pressing, finish­
ing, refreshing, dyeing, or processing of any
article of wearing apparel, including hats,
household furnishings, rugs, textiles, fur,
leather (including shoes), or any fabrics
whatsoever, when such activity is not per­
formed in the original process of manufac­
ture. Exceptions: Same as those shown for
the Amusement and Recreation orders on
p. 67 and the following additional excep­
tions: Minors engaged in vocational educa­
tion, work experience or apprentice training
program, when such program is properly
supervised by school personnel or in accord­
ance with written agreements or approved
training schedules.
Minors, No. 49, July 10, Minors employed in any industry or establish­ Minors, i. e., persons under 18 years of 50 cents an hour 131....................... 8 a day, 6 days a week (maxi­
1950.
ment who are not expressly covered by a
age, not expressly covered by another
mum). Exceptions: 16 and
special industrial welfare order. Exceptions:
minimum-wage order.
17-year old groups em­
(Supersedes order 42 of
Agricultural labor; domestic work or chores
ployed in seasonal indus­
Oct. 1, 1942.)
performed in or about private residences;
tries; cases of emergency.
specific occupations listed in the order such
as newspaper vendors and newspaper car­
riers.
See footnotes at end of table.




ANALYSIS OF STATE MINIMUM-WAGE ORDERS, JULY 1, 1942-MARCH 1, 1953 l—Continued

-a

State, title and number
of order, and effective
date2
Washington—Continued
Manufacturing and
General Working Con­
ditions, No. 50, July
17, 1950.
(Supersedes order 40 of
Sept. 7, 1942, and
order 30 of 1922.)

Food Processing Indus­
try, No. 51, Mar. 12,
1951.
(Supersedes order 38 of
July 3, 1942.)

Fresh Fruit and Vege­
table Packing In­
dustry, No. 52, Apr.
16, 1951.




Occupation or industry covered

Manufacturing, i. e., any industry, business
or establishment, wholesale or retail, oper­
ated for the purpose of making, remodeling,
repairing or fashioning by preparing and
combining materials by nature or machinery,
or producing goods, wares and merchandise
by some industrial process, including but
not being confined to work performed in
dressmaking, millinery, drapery and furni­
ture-covering houses, garment, art needle­
work, furmaking operations, shoe manufac­
turing and repairing, creameries, candy,
floral, bakeries, biscuit-making and book­
binding establishments. Exceptions: Process­
ing by canning, freezing or otherwise of
fruits and vegetables, fish or marine or other
agricultural products; any industry or occu­
pation specifically covered by another mini­
mum-wage order; employees covered by a
certificate of the Wage and Hour Division of
the Department of Labor, permitting the
employment of learners, messengers, or
handicapped persons at wage rates lower
than the minimum fixed by this order;
minors engaged in vocational education,
work experience or apprentice-training pro­
gram under conditions specified in the order.
Food processing, i. e., any industry, business
or establishment operated for the purpose of
processing by canning, freezing, cooking or
otherwise of food for human or other con­
sumption, including the processing of fruit,
vegetables, fish, shellfish, dog food, or any
other products for the purpose of preserv­
ing them for food purposes, for human or
other consumption. Exceptions: (Same as
the two last Exceptions shown for the Man­
ufacturing Order.)
Fresh fruit and vegetable packing industry,
i. e., any industry, business, establishment,
person, firm, association or corporation en­
gaged in handling, packing, packaging,
grading, storing or delivering to storage or

Class of employees covered

Hours

Minimum-wage rates

Women and minors:
Experienced..........

65 cents an hour.

Inexperienced:
First 320 hours.
Next 160 hours.

55 cents an hour.
60 cents an hour.

Women and minors.

65 cents an hour.

m-

Women.

65 cents an hour.

(132).

*

8 a day. (Maximum set by
Hour Law for mechanical
and other establishments.
The term “mechanical”
is interpreted by the State
to include manufacturing.)
Do.
Do.

*

(■Supersedes order 39 of
Sept. 7, 1942.)

Telephone and Tele­
graph Industry, No.
53, May 1, 1951.

to market or to a carrier for transportation
to market, any agricultural or horticultural
commodity in its raw or natural state as an
incident to the preparation of such products
for market. Exceptions: Same as for the
Food Processing Industry; employees specif­
ically covered by another minimum-wage
and welfare order.
Telephone and telegraph industry includes
any business or establishment operated pri­
marily for the purpose of transmitting mes­
sages for the public by telephone or telegraph
for hire.

(Supersedes order 27 of
Dec. 14,1921.)
Wisconsin:
No. C-5, Feb. 10,1947.._ Any occupation, trade, or industry other than
domestic service and agriculture.
(See
(Supersedes order 1
entries following.)
(Form C-5) of June
10, 1932.)

Women and minors:
Experienced........ ................................ 65 cents an hour.
Inexperienced (160 hours).................. 50 cents an hour.

Women and minors:
In cities having a population of:
3,500 or over___________ ____
1,000 but less than 3,500...........
Elsewhere in the State................

45 cents an hour 49 133................. .
40 cents an hour 49 133..................
38 cents an hour49 133__.............. .
___ do.13*........................................

No. C-5, Feb. 10, 1947,
as amended Apr. 5,
1948.

Industrialized agriculture, i. e., truck gardens,
cherry and other fruit orchards, gardens eonducted or controlled by canning companies,
and the culture or harvesting of sugar beets
and cranberries.

Women and minors............... -........

No. C-5a,
1947.

Domestic service in private homes. Exception: Casual employment of minors under 18
in or around a home in work usual to the
home of the employer and not in connec­
tion with or a part of the business, trade, or
profession of the employer, such as caring for
children, mowing lawns, raking leaves,
shoveling snow, etc. Order defines casual
employment as employment outside school
hours, for a period of not more than 5 con­
secutive hours and not more than 10 hours
in a week.

Women and minors:
If board only is furnished:
In cities of:
3,500 or over................. .................
1,000 but less than 3,500...........
Elsewhere in State..........................
If both board and lodging are
furnished:
In cities of:
3,500 or over.—............._............
1,000 but less than 3,500
Elsewhere in State.....................
Geographic areas same as those
shown above.

Agriculture other than industrialized agri­
culture.

Women and minors:
If board only is furnished...... .............
If board and lodging are furnished__
If board, lodging, and washing are
furnished.
AIL.......................................................

Feb.

10,

See footnotes at end of table.




(132).
O33).

Women: In general, 9 a day,
50 a week, hotels 10 a day,
56 a week; minors under 18,
8 a day, 40 a week.134

(Order C-5 permits deductions
for board and lodging in the
various occupations covered
by the order, as specified.)

$12 a week__
$10.75 a week.
$10.25 a week.

45 or more a week.
Do.
Do.

$8 a week..................................... .
Do.
$7.25 a week................................ .
Do.
$7 a week_____________ ____
Do.
Rates same as the hourly rates Less than 45 a week.
of the general order. (See
above.)
$10.25 a week....... ........ ................
$7.25 a week..... ...........................
$6.50 a week_________ _______

45 or more a week.
Do.
Do.

38 cents an hour...........................

Less than 45 a week.

ANALYSIS OF STATE MINIMUM WAGE ORDER, JULY 1, 1942-MARCH 1, 1953^Continued

-a
to

State, title and number
of order, and effective
date2
Wisconsin—Continued
Factories Canning or
First Processing
Fresh Fruits and
Vegetables, special
order 1952, (order
issued each season).

Occupation or industry covered

Class of employees covered

“Canning or First Processing Fresh Fruits or
Vegetables.”

Women 18 years and over; girls and
boys 16 to 18 years of age.

1 Provisions of flat-rate laws also included.
2 Where only one date is shown the order became mandatory on that date, unless other­
wise indicated. A “directory” order is nonmandatory for a period during which pub­
licity is the only penalty for failure to pay the minimum wage.
3 The order as revised in 1943, omits the exception as to the area around Nogales. It
makes no other change.
* Maximum hours for women and minors, 8 a day, 48 a week.
# Employee called to work on any day must be paid at least 4 hours' wages at the rate
at which he or she is classified.
® Number not to exceed 33^j percent of women employed in establishment, except that
1 learner is permitted if less than 3 women employed. Rule not applicable during the
month of December or the 2 weeks immediately preceding Easter.
i The basic weekly minimum need not be paid from June 1 through Aug. 31, by estab­
lishments in the counties of Cochise, Gila, Graham, Greenlee, Maricopa, Pima, Pinal,
Santa Cruz, and Yuma; and from Dec. 16 through Mar. 15, by establishments in Apache,
Coconino, Mohave, Navajo, and Yavapai Counties.
8 Number not to exceed 10 percent of women and minors employed in establishment,
except that 1 learner is permitted if less than 4 women and minors employed.
9 The attorney general of Arkansas, in an opinion dated Apr. 17, 1947, held that the
1943 amendment to the State’s wage-hour law made the $1.25 and $1 minimum-wage
rates applicable to a day of 8 hours.
.
a .
Women may be employed on 7 days a week if and when an industry engaged in
handling perishable products would suffer an irreparable injury or if the labor commis­
sioner determines that exigency requires such overtime.
11 No basic minimum-wage rate set in this order.
12 Provisions in the orders for these two industries are identical and because of the close
relationship between manufacturing and selling the Industrial Welfare Commission
combined the two orders; it is expected that this will greatly simplify enforcement.
>3 Employee called to work on any day must be paid for half the usual day’s work, but
in no event for less than 2 hours’ work, at the employee’s regular rate which shall be not
less than the applicable minimum wage prescribed by the order.
u Number employed at this rate may not exceed 10 percent of the number of persons
regularly employed in the establishment. Where fewer than 10 persons are employed
in an establishment, employment of one learner or one minor at the lesser rate is per­
mitted.




*

Jc.

*

Minimum-wage rates

1

times employee’s regular
rate.13®

Hours

Over 9 to 11 a day or over 54
to 60 a week, whichever is
greater, on 12 emergency
days during the season
of actual canning of a
product.136

29 If an employee receives a commission or bonus as part of his earnings, overtime may
be figured at $1 an hour in addition to and exclusive of all other earnings, or at 1H times
the regular hourly rate which when computed will include commissions in addition to
the established hourly or weekly wage or any combination thereof. The order expressly
exempts from the overtime provisions: (1) Executive, administrative, and professional
employees; (2) outside salesmen and automobile-service mechanics under the conditions
specified.
.
#
_
...
30 Maximum hours for females employed in mercantile establishments m Connecticut
8 a day, 48 a week.
,
,
31 Defined as any person holding a registered hairdresser s and cosmetician s license
issued by the State of Connecticut, or any person holding an assistant hairdresser’s and
cosmetician’s license who has achieved 2,000 hours of experience under such license.
32 Includes appointment clerks, desk clerks, telephone operators, bookkeepers, stenog­
raphers, typists, and other clerical employees. Workers with less than 3 months’ or
600 hours’ experience are termed “learner clerks.”
33 Part-time operators and clerks are defined as those employed on 1, 2, or 3 days a week,
irrespective of the number of hours worked on any one day.
.
.
3i Maximum hours for women and minors employed in hairdressing or manicuring
establishments in Connecticut 9 a day (10 allowed on 1 day in week), 48 a week, 6 days
a week.
as Defined as any person holding an assistant hairdresser’s and cosmetician’s license
issued by the State of Connecticut, who has not as yet achieved 2,000 hours of experience
under this license.
. .
.
,, _ _ .
, ,
ss Defined as any person holding an operator’s license issued by the State who has not
yet achieved 2,000 hours of experience under this license.
37 Employees, other than full-time students under 18 years of age on days when schools
are in session, must be paid at least 4 hours’ wages at the applicable minimum rate on any
day called to work. New Jersey’s laundry and cleaning and dyeing order provides that
the 4 hours be paid for at employee’s regular rate. The District of Columbia retail trade
order specifies that the part-time minimum rate—65 cents an hour—be paid; New York’s
retail order in addition to exempting students, exempts from payment of the minimum
daily wage, stores or businesses having not more than 1 employee in any week.
3S The District of Columbia hour law establishing 8 hours a day, 48 hours a week as the
maximum women 18 years of age or over may be employed in certain establishments or
industries applies to offices in those establishments or industries. The hour law covers

*♦

*

manufacturing, mechanical, or mercantile establishments, laundries, hotels, restaurants,
15 If total hours worked in week do not exceed 30 and daily hours do not exceed 6, an
telegraph or telephone establishments or offices, and express or transportation companies.
employee may be employed 7 days a week.
18 Employee called to work on any day must be paid for at least 2 hours at not less than
General offices, however, are not covered by the hour law.
88 Employee to whom the weekly minimum rate applies must be paid for at least 4 hours
the applicable minimum rate.
17 Hours may not exceed 72 in any 7 consecutive days, after which the employer may
at the applicable part-time hourly rate, on each day she reports for work under general
or specific instructions. Part-time, workers must be paid for 3 hours, except that full-time
not employ the worker for a 24-hour period.
18 Hour provisions not applicable to women 18 and over employed as resident house
students on days when school is in session may be paid for the number of hours actually
mothers or in occupations with similar duties involving direct responsibility for child! en
worked.
under 14 receiving 24-hour care. The maximum workweek in such occupations, however,
40 On June 12, 1952, the District of Columbia Municipal Court of Appeals reversed the
decision of the Municipal Court of the District of Columbia and declared this order
may not exceed 54 hours or 6 days.
invalid, terming it a miscellaneous “catch-all” order. At the time this bulletin was
16 Part-time workers, called for less than one-half day’s work, must be paid for at least
sent for publication, decision on an appeal to the Circuit Court of Appeals had not been
2 hours at the employee’s regular hourly rate.
rendered. (See Editor’s Note on p. 26.)
20 Colorado’s hour law sets 8 hours a day as the maximum women and gii’ls may be
employed in various establishments among which are laundries, mercantile (see footnote
41 The act authorizes the Department of Labor and Industrial Relations to make regu­
lations providing for payment of a lower hourly rate to learners, apprentices, etc., and
22), hotels, and restaurants. In emergencies, longer hours are allowed, provided premium
overtime is paid and employer has first obtained a relaxation permit horn the Industrial
to children 14 years of age and under.
42 An Illinois retail trade order, directory Aug. 12,1948, was declared void by the Circuit
Commission.
21 Number of employees receiving this lower rate may not exceed 20 percent of the total
Court of Sangamon County, June 7, 1949.
number of employees in any establishment at any oDe time. If fewer than 5 persons
43 Learners may be employed only by special permit from commissioner of industrial
employed, establishment may employ one inexperienced person at this rate.
relations who fixes the rate for each learner. Maximum learning period 720 hours.
22 An interpretation of the "State’s maximum-hour law by the attorney general states
Learners may not exceed one-third of the total number of regular full-time employees.
Employer must obtain learner certificate for worker before he can pay rates lower than
that the term “mercantile establishment” includes beauty parlors. The 8-hour day
those fixed in the order.
established by that law applies, therefore, to women employed in beauty service occupa­
44 Zone 1 includes cities of 20,000 or more population and contiguous territory within
tions as w'ell as to those in mercantile and the other industries listed in the law.
23 The number of junior operators paid less than the established rate for senior operators
5 miles thereof; zone 2—cities having between 4,000 and 20,000 population and contiguous
may not exceed 20 percent of the total number of operators. In shops employing less than
territory within 2 miles thereof; zone 3—rest of State.
5 operators one junior operator may be employed at the “junior” rate.
45 Maximum hours for women and girls in practically all industries 10 a day, 60 a week.
24 The minimum fair-wage rate of all orders issued or in effect on July 1, 1951 became
48 Hour law establishes 9 hours a day, 48 hours a week as the maximum for “women
75 cents an hour on Oct. 1, 1951, in accordance with the provision contained in the 1951
and children” employed in or in connection with any factory, workshop, manufacturing,
amendment to the State’s Minimum-Wage Law. The minimum hourly rate established
mercantile or mechanical establishment, telegraph office or telephone exchange, express
by the laundry order was 70 cents between Apr. 17, 1951 and Oct. 1, 1951.
or transportation company, private club, office, letter shop, financial institution, laundry,
25 Employee called to work on any day must be paid for at least 4 hours for that day at
hotel, manicuring or hairdressing establishment, motion picture or other theater or other
his or her regular rate or the minimum rate, whichever is higher. (For adult males em­
place of amusement, garage, hospital in a nonprofessional capacity, or as an elevator
ployed in Cleaning and Dyeing Occupations in Connecticut and for employees in the
operator, or a switchboard operator in a private exchange. It expressly exempts women
Confectionery Industry in New York, the minimum rate must be paid for the 4 hours.)
and minors who are: (1) Employed exclusively as personal secretaries; (2) declared by
If a laundry’s regular working day on Saturday is less than 4 hours, the Connecticut
the commissioner to be employed in a supervisory capacity; and (3) professional personnel
order requires that the guaranteed daily wage be paid for 3 hours.
in hospitals. Labor Commissioner is granted authority by the law, however, to permit
26 Maximum hours for women and minors in “manufacturing and mechanical estab­
the cm j)loyinent of office workers for more than 9 hours a day (but not more than 48 hours
lishments,” under which terms laundries and cleaning and dyeing are included, are 9 a
a week) and of nonprofessional hospital employees for more than 9 hours a day or 48 hours
day, 48 a week. In emergencies, labor commissioner may allow 10 hours a day, 55 hours
a week in an emergency. The law cites several permissible variations from its established
a week, for 8 weeks in any 12 consecutive months. In a National emergency, the number
maximum-hour standards.
of weeks may be extended under the conditions specified in the statute.
In manufacturing establishments and hotels where employment is determined by the
27 Employee called to work on any day must be compensated for a minimum of 4 hours’
Labor Department to be seasonal, women may be employed 52 hours a week, but the
earnings at his or her regular rate. In Connecticut mercantile establishments where
year’s weekly average may not exceed 48 hours.
instances of regularly scheduled employment of less than 4 hours has been agreed to in
47 Employee reporting for duty on any day at the time set by employer must be paid
writing by employer and employee, and approved by the Labor Department, the 4-hour
at least 3 hours’ wages at the applicable minimum rate, unless employment on that day
guaranteed wage may be waived, provided the minimum daily pay in every instance is
is
rendered impossible by conditions beyond the employer’s control.
at least twice the applicable minimum hourly rate.
28 Number of beginners over the age of 18 may not exceed 5 percent of the persons reg­
48 Employee may not be required to make a deposit for uniforms or for any other pur­
pose, except by permission of the Minimum Wage Commission.
ularly employed in the establishment.
Footnotes continued on page 74




49 Order requires that home workers be employed at the established minimum rates or
the equivalent in piece rates. Special permit must be obtained by employer before such
work may be distributed.
40 Employee who reports for duty on any day at the time set by employer must be
paid at least 3 hours’ wages at the applicable minimum rate. The Massachusetts’ clerical,
public housekeeping, personal services, mercantile, food processing, and building-service
orders provide that if employee is unable or unwilling to accept 3 hours’ employment
the Minimum Wage Commission may grant employer permission to employ the worker
for less than 3 hours. The public housekeeping order expressly excludes charitable
organizations, hospitals, schools, colleges, universities, and summer camps from the
3-hour provision; the mercantile order likewise excludes newsboys, and the building
service order excludes employees working on residential property and also those working
for more than one employer from this provision.
41 A provision in the public housekeeping order authorizes the Minimum Wage Com­
mission to grant to any school, college, university, or summer camp, an educational
employment license, permitting payment of less than the minimum-wage rates estab­
lished by the order to students enrolled and employed in such institutions in public
housekeeping occupations.
*2 The Minimum-Wage Commission may grant to any person, including a learner or
apprentice, whose employment in barbering or hairdressing is part of a cooperative
educational program, including an on-the-job-training program or an apprentice-training
program, a special license authorizing employment at wages less than the applicable
minimum-wage rates set by the order and for such period of time as shall be fixed by the
Commission and stated in the license. The food processing occupations order has a simi­
lar provision for persons whose employment in food processing is part of a cooperative
educational program.
*3 The Minimum-Wage Commission may grant a special permit for a 48-hour week to
cover peak periods of not more than 8 weeks in calendar year, at the weekly rate estab­
lished in the order, if employer can show compensatory hours of employment.
44 “Casual employee” is defined as a person in amusement and recreation occupations
who is not regularly employed but who reports to work as an extra at the direct request
of the employer when such employment depends upon weather conditions, time, or pub­
lic response to specific performances. Pin boys are deemed casual employees for the pur­
pose of this order.
44 The term inexperienced caddie is defined as one who has “carried” for less than
fifteen 18-hole rounds of golf, whether in connection with the same or any other golf club.
|f Class A—Cities of more than 50,000 inhabitants.
Class B—Cities of 20,000 to 50,000 inhabitants.
Class C—Cities, towns, villages, boroughs, and townships of 10,000 to 20,000 inhabit­
ants.
Class D—Cities, towns, villages, boroughs, and townships of less than 10,000 inhabitants.
47 Maximum hours for women and girls in mercantile and several other occupations,
54 a week. In cases of emergency or when industrial commission grants special exemp­
tion, longer hours are permitted.
48 Employee reporting for work on any day at the time and place designated by em­
ployer, must be paid for at least H day’s work at the rate agreed upon in the contract of
employment. Provision not applicable if employer has given 8 hours’ notice that her
services will not be required on that particular day.
49 Hour law permits suspension of the hour provisions for regular employees in mer­
cantile establishments during the 7 days before Christmas, if weekly average for year
does not exceed 54 hours.
60 No part-time employee, able and willing to work shall be employed less than 4 hours
in any 1 day.




74 Ushers in motion-picture theaters required to report for work on any day, must be
paid for at least 4 hours; the guarantee shall be 2 hours, however, on those days on which
a theater is open only in the evenings from 6 p. m. on.
74 A full-time employee is defined as one who works more than 32 hours a week. In no
event shall the earnings for a workweek of more than 32 hours be less than the total that
may be earned at the part-time rate for 32 hours in any such week. A part-time employee
is defined as one who works up to and including 32 hours a week.
74 The minimum daily wage shall be at least 4 hours’ pay at the applicable minimum
wage rate. The minimum daily wage of an employee, other than those in the groups
specifically exempted from this provision by the order, shall be at least 4 hours’ pay at
the applicable minimum-wage rate.
77 Zone I includes the city of New York, the counties of Westchester and Nassau, and all
communities which have a population of over 10,000 according to the latest United States
census.
Zone II includes all communities having a population of 10,000 or less, according to the
latest United States census, except communities of 10,000 or less in Nassau and West­
chester Counties. Zone II shall continue for 1 year from the effective date of this order;
thereafter the rates established for Zone I shall be paid throughout the State.
Any laundry located in Zone II doing business with an agent who services customers in
Zone I, or maintaining a route office, or drop store in Zone I shall be considered in Zone I
for those weeks in which such business is done and must pay the higher minimum-wage
rates applicable to a laundry in Zone I.
78 Full-time employee is one who works more than 24 hours on 4 or more days in week;
part-time worker, one who works 3 days or less or 24 hours or less in any week at the
direction of the employer.
79 Any full-time employee, voluntarily absent from her full-time assigned work sched­
ule, shall be paid not less than the full-time basic hourly rate for each hour of working
time.
89 A part-time employee who reports for duty on any day must be paid for not less than
4 hours of work, and if employed on any day for more than 4 but less than 8 shall be paid
for not less than 8 hours of work on that day.
81 Employees in the four following classifications need not be paid the minimum weekly
wage, but must be compensated at not less than the applicable basic minimum hourly
rate for the number of hours of working time: (1) An employee assigned to work 24 or
more hours in any week who is voluntarily absent in such week; (2) a new employee,
never heretofore employed, during first week of work; (3) employee in any week in which
there is a total stoppage of the whole plant in excess of 6 hours, under the circumstances
specified; (4) a minor whose hours are limited by law to fewer than 30 a week.
89 Employee reporting for duty on any day at the request or permission of employer
must be paid for at least 4 hours at the applicable minimum-wage rate, unless employee
refuses or ceases to work the entire period of 4 hours, when wrork is available. Students
regularly attending a full-time school (other than delivery boys, who are to be paid for
the number of hours worked on any day school is in session) must be paid for 3 hours at
the applicable minimum-wage rate, on any day when school is in session.
83 Employee called to work on any day, whether assigned to duty or not, must be paid
for the maximum length of the stint she is hired to work (3 hours, if 1 shift; 6 hours if 2
shifts; 8 hours if 3 shifts) at the applicable minimum rate. The hotel order provides that
actual hourly earnings must be paid, if such earnings exceed the minimum daily wage.
Employee-students exempted from this provision on any workday when they are required
to attend school, must be paid for each hour of actual work or permitted attendance in
the establishment at the applicable minimum hourly rate.

*

249600 — 53
,
o

*

*

61 Number of learners may not exceed 10 percent of the total number of women and
minors employed in the establishment, except that each establishment is allowed one
learner. Authorization of labor commissioner required for employment of learners in the
retail trade and dry cleaning industries. No establishment covered by the beautician
occupation order may have more than one apprentice at any one time.
82 The 1949 amendment directed the labor commissioner “to readjust minimum wages
for women and minors insofar as it may be necessary” in view of the minimums fixed by
the statute. Such readjustments have been made and the orders, as reprinted, provide
for a basic wage rate of 50 cents for experienced workers and of 35 cents, on permit, for
inexperienced workers.
By attorney general ruling, minimum wages for women and minors may continue to
be established by wage order for occupations exempt from the statutory rate as well as
for all other occupations covered by the original law. (The latter exempts domestic
service in the home of the employer and labor on a farm.)
83 Hour law permits labor commissioner to grant laundries a special license permitting
operation for 60 hours a week for 3 months a year. Daily maximum may not be exceeded.
64 Labor commissioner is authorized to make regulations with reference to the service
of students employed in restaurants who receive meals in lieu of pay.
64 New Hampshire's hour law establishes 10J4 a day, 54 a week as the maximum for
women and minors employed at manual or mechanical labor in employments other than
manufacturing. It expressly exempts hotel and cabin labor, including dining and res­
taurant service operated therewith and incidental thereto, and boarding house labor.
88 The New Jersey minimum-wage law expressly exempts hotels from its coverage.
Guaranteed weekly wages of $8.50 (service) and $11.50 (nonservice) are established
in the order for workers whose hours total more than 24 in any week.
63 Maximum hours for women 18 years and over, 10 a day, 54 a week.
89 Zone A includes Bergen, Camden, Essex, Hudson, Mercer, Middlesex, Morris, Passaic,
and Union Counties. Zone B includes Atlantic, Burlington, Cape May, Cumberland,
Gloucester, Hunterdon, Monmouth, Ocean, Salem, Somerset, Sussex, and Warren
Counties.
70 If 40 hours' work is not available to an employee in any week, a bonus of 10 percent
must be added to the applicable minimum rate, when employee's total wage for that
week is less than the amount employee would receive for 40 hours.
71 Employees, other than minor students attending school, must be paid at least $2 on
any day called to work. Not applicable on days when it is established that employer
has made available to the employee the minimum number of hours of work mutually
agreed upon prior to the commencement of work on that day.
72 Maximum hours 8 a day, 48 a week for females and male minors between 16 and 18
years of age. To make one or more short days in week, 10 hours allowed on one day and
up to 9 hours on the 4 remaining days, but weekly hours may not exceed 48. In mercan­
tile establishments, the 8-48 hour maximum does not apply during 2 weeks in year for
inventory and for 7 consecutive days from Dec. 4 through 23, selected by the employer
who must notify the Industrial Commission.
Hours law expressly exempts from its provisions females over 16 employed in: (1)
Beauty parlors in cities and towns of less than 15,000 population; (2) resort or seasonal
hotels or restaurants in rural communities and in places of under 15,000 population, as
specified.
73 The mandatory order for retail trade split the population group of under 10,000 in the
directory order, so as to shorten for the small-sized communities the period to which the
overtime rate applies. Rates not changed.

-^1

04




Footnotes cont:

■M

<•

84 Hour law expressly exempts from the 8-48 hour maximum females over 16 employed
in resort or seasonal hotels or restaurants in rural communities and small cities and villages
as specified.
85 In all-year-hotels nonresident ial employees receiving one meal per day may be paid
5 cents less than the applicable basic hourly rates and 10 cents less if two or more meals
are received; for residential employees in such establishments who receive meals, a weekly
differential of $7 is permitted. In resort hotels employees who receive lodging but no
meals may be paid $5 less than the weekly minimum rate established for employees
receiving neither meals nor lodging if 3 meals but no lodging, $7 less; and if both lodging
and 3 meals a day are received, $12 less.
38 The order provides that “all existing State hour and wage laws applying to women
workers shall apply to all manufacturing industries and establishments.”
37 Number of employees paid less than the rates for experienced workers may not exceed
25 percent of an establishment’s employees.
83 High-school students enrolled in the part-time cooperative school-work program con­
ducted by the Ohio Department of Education are excluded for a period not exceeding one
school year from the provision providing for premium rates for part-time workers.
39 Employee reporting for work on any day pursuant to employer’s instructions must
be paid for at least 3 hours’ employment.
89 Pieceworkers must be paid a rate which will enable at least 50 percent of such workers
to earn not less than the minimum.
91 Employee reporting for work on any day must be paid for half the usual day’s work
(Oregon's Poultry order sets 4 hours) at his or her regular rate. Provision not applicable
to apprentices as specified.
.
92 Permit must be obtained before employer may hire workers at the inexperienced
rate. The Rhode Island retail trade order also requires a certificate for any student
under 18 employed in retail trade.
93 Employee reporting for work on any day must be paid for 2 hours’ at the minimum
rate, if he or she is available for 4 hours’ employment. Not applicable to apprentices
regularly indentured under the State Apprenticeship Law or in specified emergencies.
94 Hour regulations not applicable in the event of disaster within the community.
95 Maximum for women and minors, 8 a day, 44 a week.
98 Maximum fer women and girls, 10 a day, 48 a week.
97 Order 2, promulgated in February 1943, covered the sugar industry but the Supreme
Court of Puerto Rico declared it void and unconstitutional. Order 3 was accordingly
adopted. Order 10 covering the dairy industry was also declared void by the territorial
supreme court.
93 This minimum has been in effect since March 1,1945. An escalator clause in the order
set minimum hourly rates of 20 cents, 22\i cents, and 24 cents respectively, for periods
beginning Mar. 26, 1943, Apr. 16, 1943, and Mar. 1, 1944.
99 The 1949 amendment to the women’s employment law of Puerto Rico removed the
limitation on women’s hours of work. The amendment provides, however, that if em­
ployee is not covered by the Federal Fair Labor Standards Act, double the regular rate
must be paid for hours over 8 and up to 12 a day and for horns over 48 and up to 72 a
wreek. If covered by the Federal act, V/2 times the regular rate must be paid for hours
over 8 and up to 12 a day or over 40 and up to 60 a week. Three times the regular rate
must be paid to (1) all women, for hours worked in excess of 12 a day; (2) those not cov­
ered by the act, for hours over 72 a week; (3) those covered by the act, hours over 60 a week.
100 Zone I -Aguadilla, Arecibo, Bayamon, Caguas, Guavama, Mayaguez, Ponce, Rio
Piedras (including Hato Rey) and San Juan. Zone II—All other piaces.
led on page 76

-q
ca

101 Zone I—San Juan and Rio Piedras. Zone II—All other places,
102 Employee who works 4 hours or less a day during more than 1 performance of a

show or movie is entitled to pay for 4 hours’ work at the applicable minimum rate.
Employee who works 3 hours or less during only 1 performance of a show or movie is
entitled to pay for 3 hours’ work at the minimum rate for that particular zone.
103 Zone I—San Juan and Rio Piedras. Zone II—Aguadilla, Arecibo, Bayamon,
Caguas, Fajardo, Guayama, Humacao, Mayaguez and Ponce. Zone III—All other
nlaces
104 Employee must be paid at least 4 hours’ wages on any day called to work, under
conditions specified in the order.
T . 0
105 Zone I includes farms (1) in the municipalities of Aguadilla, Cidra, Corozal, Lajas,
Las Piedras, Mayaguez, Morovis, Naranjito, San German, Toa Alto; (2) in certain small
villages: (3) in the municipal jurisdiction of Bayamon; and (4) in any other municipality
of the mountainous region of Puerto Rico or of the west coast. Zone II. Includes farms
located in the remainder of the Territory.
106 Order provides that the minimum-wage increase or decrease according to the price
of coffee set by a Production Board. A scale of prices attached to the order shows the
minimum-wage rates applicable as the price of the product is increased or decreased.
107 “Day” is defined in the order as a period of 8 hours of work iu any 24 consecutive
hours. No maximum hours are established for the industry in the order or in the law.
108 Zone I includes dairies in the municipalities of Loiza, Canovanas, Carolina, Caguas,
Trujillo Alto, Rio Piedras, San Juan, Guaynabo, Catano, Bayamon, Toa Baja, Toa
Alto, and Dorado, as well as any dairy the products of which are sold in whole or in part
in any of the above-mentioned municipalities. Zone II includes all dairies other than
those included in Zone I.
_
'os Zone I includes the capital; Zone II, all other localities in the Territory,
no Proposed order No. 21 was approved prior to No. 22, but final order No. 22 was issued
before final order No. 21.
#
,
......
iu In hotels with casinos (classified as Class A), Zone I includes the capital and the
municipalities of Carolina, Trujillo Alto, Bayamon, Catano, Guaynabo, and Aguas
Buenas; Zone II—Ponce, Mayaguez, and Arecibo; Zone III—All other localities. In
all other hotels (classified as B) Zone I includes the capital, Zone II, the municipalities
of Aguadilla, Arecibo, Bayamon, Caguas, Guayama, Mayaguez, and Ponce; and Zone
III, all other localities.
n2 Rhode Island’s Restaurant and Hotel Restaurant Occupations order of 1942 was
revised in 1950, but did not go into effect because it was enjoined by the Supreme Court
in Providence. At the time this bulletin went to press, the Director of Labor of Rhode
Island was about to appoint a new wage board for this industry.
ii3 Maximum hours for women and minors, 9 a day, 48 a week. If 5-day week is worked,
daily hours may be 94S.
., ,
A_
..
.,
, ..
in Employee called to work on any day must be paid for not less than 4 hours at tne
employee’s regular rate. Provision not applicable to work done on Saturdays.
ii6 No reduction may be made in wage because of summer or seasonal schedules of store
or in week in which a holiday occurs.
„ .
.
, . ,,
ii6 Employees, other than students who cannot work a full 4 hours a day during tne
regular hours of the store, must be paid at least 4 hours’ wage on any day called to work.
in Employer must have on file at the place of employment a part-time work certificate
or school certificate of age for any student employed at the rate for part-time student
workers
ns The provisions of the 1943 act enacted for a 2-year period were made permanent in
1945.




%

122 The 1952 amendment to the Utah retail trade order revised the minimum-wage sec­
tion of the 1947 order by establishing hourly instead of weekly basic minimum-wage
rates for each of the four classifications of cities and towns. It made slight changes in the
classifications of the two smaller-sized population groups, and expressly repealed the sec­
tion dealing with odd-hours’ differentials and overtime.
123 Employee called to work on any day must be paid for at least 4 hours at the rate of
65 cents an hour. Exception: Minors must be paid for at least two hours.
124 Hour law permits overtime if life or property is in imminent danger. In emergencies
or peak periods in the business of an employer, Industrial Commission may permit longer
hours. Regulations issued by the Commission prescribe certain conditions for obtaining
permits for such overtime.
,
.
. .
125 Number may not exceed 25 percent of the total number of workers covered by this
order in the establishment.
.....
„
is® Employment of girls under 18 and of boys under 16 prohibited in this industry. Boys
16 and under 18 may be employed 8 hours a day, 6 days, 44 hours a week if certificate has
been obtained from school superintendent or the local issuing officer.
127 Class 1—Cities over 10,000 population; class 2—cities of 3,000 and under 10,000 popu­
lation; class 3—Cities of under 3,000 population and all other incorporated or unincorpo­
rated areas.
,
T
. ,
.
128 A one-half-hour meal period must be included in the 8 hours. In emergencies females
over 21 may be employed over 8 hours a day or on the 7th day, if employer obtains a permit
from the Industrial Commission.
ns Hour laws for women and for minors set an 8-hour maximum, and this applies to
office workers in the industries and establishments covered by these laws: Mechanical or
mercantile establishments, laundries, hotels, and restaurants by the women’s law and
all industrial employment by the minors’ law. Women employed in general offices
would not, however, come under this 8-hour standard. The wage order specifies that
“the hours of employment of women and minors as office workers shall be subject to
any applicable statutes of the State.”
. ,
,
,
iso For this industry, Washington issued 2 orders: 1 for theatrical amusement and rec­
reation and the other for general amusement and recreation. Except for the variance m
the definitions of coverage, the provisions of both orders are identical.
131 Whenever Administrator of the Wage and Hour Division of the United States De­
partment of Labor shall issue a certificate or certificates permitting the employment of
learners, apprentices, messengers, and handicapped workers, at wage rates below the
minimums fixed in this order, the payment of wages in accordance with such permits
shall not constitute a violation of the order.
.
132 A provision in the order states that hours of employment of women and minors snail
be subject to any applicable statutes of the State. The canning and packing of perishable
fruits and vegetables are expressly exempted from the State’s 8-hour law.
133 Piece rates on a particular kind of work are deemed adequate if they yield to 75 per­
cent of the women and minors, 3 cents per hour more than the prescribed minimum.
134 Maximum hours; however, under the 9-50-hour law women may be employed JO
hours a day, 55 hours a week, during emergency periods not exceeding 4 weeks a year, if
time and a half employee’s regular rate is paid. Industrial commission must be notified
of such overtime within 24 hours. Attendants in sanitariums required to be on duty for
more than 55 hours a week must be paid, as a minimum, for 55 hours a week.
135 No basic minimum-wage rate set in this order. The State’s order for any occupation
trade, or industry sets three rates according to size of city or town: 45 cents in cities of
3,500 population or over; 40 cents in cities of 1,000 up to 3,500; and 38 cents elsewhere m
the State.

i

V

V

CM®88 1—Sait Lake City and Ogden; class 2—Provo, Helper, Price, Logan, Murray
and Tooele; class 3—Bingham, Brigham City, Eureka, Midvale, Park City, American
*brk.v,B°untiful, Cedar City, Lehi, Payson, Richfield, Smithfield, Spanish Fork, SpringV1George, Nephi, and Verna^; class 4—Towns of 5,000 population or under.
120 Hour law establishes a maximum week of 48 hours for women and 44 hours for minors
under 18, permitting overtime in emergencies as specified. The order requires that a
one-half-hour meal period be included as working time. The Utah restaurant order
defines part-time employee as one who works less than 8 hours a day or less than 48 hours
a week.
121 Number may not exceed 1 learner to every 5 experienced employees in the establish­
ment.

•<1



■>»

4

<

■3* During the canning season, maximum hours for women and minors over 16 are 9 a
day, 54 a week, except on 12 emergency days in the season of actual canning of a product
when women and minors 16 to 18 years of age may be employed 11 hours a day, 60 hours
a week. Hour limitation may be waived for boys of 16 and 17 years in 10 weeks during
canning season under conditions specified in the order. Before and after the canning
season, maximum hours are 9 a day, 50 a week for women 18 years and over; 8 a day, 48
a week for boys and girls of 17 years; and 8 a day, 40 a week for boys and girls of 16 except
that during school vacations they may work 48 hours a week.

STATES WITH MINIMUM-WAGE LAWS
[Applicable to women andminors, unless otherwise noted]
New Hampshire (any employee)
Arizona
New Jersey
Arkansas (women and girls)
New York (women and minors; men)
California
North Dakota
Colorado
Ohio
Connecticut (any employee)
Oklahoma (adult women)
District of Columbia
Oregon
Illinois
Pennsylvania
Kansas
Rhode Island (women and minors; men)
Kentucky
South Dakota (women and girls)
Louisiana (women and girls)
Utah
Maine
Washington
Massachusetts (any person)
Wisconsin
Minnesota
Nevada (women and girls)
Puerto Rico:
(1) (women and girls)
Alaska (women)
(2) (any employee)
Hawaii (all employees)

♦

INDUSTRIES COVERED BY STATE MINIMUM-WAGE
RATES

The summary following shows the orders by their title and not
by the industries and occupations listed in the definition of coverage
of any specific order. The listing covers orders issued between
July 1, 1942 and March 1, 1953. Currently effective orders, issued
prior to July 1, 1942, are listed on page 84.
NONMANUFACTURING

Minimum-wage rates for one or more nonmanufacturing industries
have been established in the laws themselves or by minimum-wage
orders, and are now in effect in 22 States, the District of Columbia,
Alaska, Hawaii, and Puerto Rico. In 7 of these 26 jurisdictions,
minimum-wage laws are applicable to adult males as well as to women
and minors. These are Connecticut, Massachusetts, New Hampshire,
New York, Rhode Island, Hawaii, and Puerto Rico.
Since July 1, 1942, 22 jurisdictions have set wages that apply to
workers in the major trade or service occupations: Hotels and/or
restaurants; mercantile or retail trade establishments. Ihe great
majority of these jurisdictions also cover workers in laundries and in
cleaning and dyeing establishments.
Fourteen jurisdictions established minimum-wage rates for workers
in beauty parlors during the period covered. Twelve set minimums
applicable to workers in amusement and recreation enterprises; 12 in
packing plants; 11 to employees engaged in clerical, technical, and
professional occupations; 10 to hospital employees. In nine jurisdic­
tions building service occupations are covered; in eight, transportation
workers and telephone and/or telegraph workers. Agriculture is
78




i

•t

covered in four jurisdictions and domestic service in Wisconsin
and Alaska.
The State minimum-wage rates apply as follows:
Hotels and/or restaurants, or public housekeeping

Nineteen States, the District of Columbia, Hawaii, and Puerto
Rico have revised their rates or issued new orders since July 1942.
The States are:
Arkansas
California
Colorado
’•'Connecticut
Kentucky
Massachusetts
Nevada

New Hampshire (2 or­
ders)
New Jersey
New York (2 orders)
North Dakota
Ohio
Oregon

Pennsylvania
Rhode Island
South Dakota
Utah (2 orders)
Washington
Wisconsin

New Jersey and Pennsylvania cover restaurants only.
Mercantile or retail and/or wholesale trade

Nineteen States, the District of Columbia, Hawaii, and Puerto
Rico. The States are:
>

*

Arizona
Arkansas
California
Colorado
Connecticut
Kentucky
Massachusetts

Minnesota
Nevada
New Hampshire
New Jersey
New York
North Dakota
Oregon

Rhode Island
South Dakota
Utah
Washington
Wisconsin

Laundries

Seventeen States, the District of Columbia, Hawaii, and Puerto
Rico. The States are:
Arizona
Arkansas
California
Colorado
Connecticut
Massachusetts

Nevada
New Hampshire
New Jersey
New York
North Dakota
Oregon

Rhode Island
South Dakota
Utah
Washington
Wisconsin

Dry cleaning and dyeing

Fifteen States, the District of Columbia, Hawaii, and Puerto Rico.
The States are:
Arizona
Arkansas
California
Connecticut
Massachusetts

Nevada
New Hampshire
New Jersey
New York
North Dakota

Oregon
Rhode Island
Utah
Washington
Wisconsin

•Listed here because of statutory rate provision.




79

Beauty culture or personal service

Twelve States, the District of Columbia, and Hawaii.
are:
Arkansas
California
Colorado
Connecticut

The States

New Jersey
New York
Washington
Wisconsin

Kentucky
Massachusetts
Nevada
New Hampshire

Amusement and recreation

Ten States, Hawaii, and Puerto Rico. The States are:
Arkansas
California (2 orders)
♦Connecticut
Kentucky

New York
Washington
Wisconsin

Massachusetts
Nevada
*New Hampshire

*

Clerical, technical, and professional occupations

Nine States, the District of Columbia, and Hawaii.
Arkansas
California
♦Connecticut

Kentucky
Massachusetts
Nevada

The States are:

*New Hampshire
Washington
Wisconsin

Packing

Ten States, Hawaii, and Puerto Rico (leaf tobacco).
are:
Arkansas
California
♦Connecticut
Kentucky

i
Washington (fruit and.
vegetable)
Wisconsin

Massachusetts
Nevada
♦New Hampshire
South Dakota

Hospitals (not nurses)

Eight States, Hawaii, and Puerto Rico.
Arkansas
♦Connecticut
Kentucky

The States are:

♦Massachusetts
Nevada
♦New Hampshire

Oregon
Wisconsin

Building service

Eight States, and Hawaii.
Arkansas
♦Connecticut
Kentucky

The States are:

Massachusetts
Nevada
*New Hampshire

New York
Wisconsin

Telephone and/or telegraph

Seven States and Hawaii. The States are:
Arkansas (with exceptions)
♦Connecticut
♦Massachusetts

Nevada
*New Hampshire
Washington

•Listed here because oj statutory rate provision.

80




The States^

Wisconsin

4

Transportation

Seven States, Hawaii, and Puerto Rico.
Arkansas
California
* Connecticut

The States are:

*Massachusetts
Nevada
*New Hampshire

Wisconsin

Agriculture

Two States—Nevada and Wisconsin—-and Hawaii, and Puerto Rico.
Domestic service

One State—Wisconsin.
Other
Miscellaneous Occupations: Three States—*Connecticut, * Massachusetts, and
*New Hampshire—and the District of Columbia.
Quarrying: Puerto Rico
MANUFACTURING

Thirteen States, the District of Columbia, Hawaii, and Puerto
Rico have established within the 10%-year period covered minimum
wages for all manufacturing or certain branches of manufacturing.
The States are:
Arkansas
California
♦Connecticut
Kentucky
Massachusetts

Nevada
♦New Hampshire
New York
North Dakota

Oregon
South Dakota
Washington
Wisconsin

All manufacturing

Twelve States, the District of Columbia, and Hawaii. The States
are:
Arkansas
California
♦Connecticut
Kentucky

♦Massachusetts
Nevada
♦New Hampshire
North Dakota

Oregon
South Dakota
Washington
Wisconsin

Certain branches of manufacturing

Six States and Puerto Rico.
appears below:
California
Massachusetts

New York
Oregon

The type of manufacturing covered
Washington
Wisconsin

Canning and food products

Five States, Hawaii, and Puerto Rico. The States are:
California-----------Massachusetts____
New York_______
Oregon__________

Canning, freezingand preserving. (In addition to order
for “Manufacturing.”)
Food processing.
Confectionery.
Nut processing andcracking.
Canning, dehydrating and barreling.
Preparing poultry, rabbits, fish, or eggs for distribution.

♦Listed here because of statutory rate provision-




81

Washington.
Wisconsin. _

Food processing. (In addition to order for manufacturing.)
Canning or first processing fresh fruits and vegetables.

Miscellaneous

Two States and Puerto Rico. The States are:
Oregon__________
Washington______

Minors.
Minors.

CURRENT MINIMUM-WAGE ORDERS, BY STATE
[Includes all current minimum-wage orders effective since publication of
Women’s Bureau Bulletin No. 191 in 1942. The 30 orders preceded
by an asterisk indicate industries not previously covered by an
individual minimum-wage order for that industry]
Arizona:
Retail trades.
Laundry and dry cleaning.
Arkansas:
Law amended to permit overtime pay
after 8 hours.
California:
Motion picture (no basic minimumwage rate set).
Manufacturing and mercantile.
Personal service.
Canning, freezing, and preserving.
Professional, technical, clerical, and
similar occupations.
Public housekeeping.
Laundry, dry cleaning, and dyeing.
Industries handling farm products
after harvest.
Transportation.
Amusement and recreation.
Colorado:
Laundry.
Retail trade.
Beauty service.
Public housekeeping.
Connecticut:
Laundry.
Cleaning and dyeing.
Law amended to establish statutory
rate, retaining, however, wageboard procedure.
Mercantile.
Beauty shop.
District of Columbia:
Retail trade.
Beauty culture.
Manufacturing and wholesaling.
Office and miscellaneous. (Invalidated
May 28, 1953.)
Laundry and dry cleaning.
Public housekeeping.
Hawaii:
Law amended to increase minimum
rates, etc.
Kentucky:
All occupations.
*Hotel and restaurant.

Massachusetts:
Law amended to extend coverage to
men.
Dry cleaning.
Laundry.
Clerical, technical, and similar occu­
pations.
Public housekeeping.
Personal services.
,
Food processing.
Mercantile.
♦Amusement and recreation.
Law amended to establish statutory
rate, retaining, however, wageboard procedure.
Building service occupations.
Minnesota:
Retail merchandising.
Nevada:
Law amended to increase minimum
rates.
New Hampshire:
Retail trade.
Law amended to establish statutory
rate, retaining, however, wageboard procedure; and to extend
coverage to men.
Restaurant.
* Hotel, cabin, and tourist home.
Laundry.
Dry Cleaning.
Beautician.
New Jersey:
♦Beauty culture.
♦Restaurant.
Laundry and cleaning and dyeing.1
*Retail trade.
New York:
Law amended to extend coverage to
men.
Retail trade.
♦Amusement and recreation.
Confectionery.
Laundry.
Beauty service.
Cleaning and dyeing.
Restaurant.
Hotel.
♦Building service occupations.

1 In this revision In 1946 the State combined these two industries.
separately.




Earlier orders covered them

4

*■

.
*

♦

North Dakota:
Manufacturing.
Public housekeeping.
Mercantile.
Laundry, cleaning, and dyeing.
Ohio:
Food and/or lodging occupations.
Oregon:
Nut processing and cracking.
Public housekeeping.
Manufacturing.
Laundry, cleaning, and dyeing.
Hospitals, sanitariums, convalescent
and old people’s homes.
Minors. (Occupations not otherwise
covered.)
Mercantile.
Canning, dehydrating, and barreling.
^Preparing poultry, rabbits, fish or
eggs for distribution.
Pennsylvania:
Restaurant.
Puerto Rico:
♦Leaf tobacco.
♦Sugar.
♦Beer and carbonated drinks.
♦Restaurant, canteen, or soda foun­
tain.
♦Theaters, movies, etc.
♦Retail business.
^Bakeries and pastry shops.
*Construction.
♦Transportation.
♦Laundry and dry cleaning.
♦Furniture and other wooden products.
♦Quarrying.
♦Wholesale trade.
♦Pineapple.
♦Coffee.

Puerto Rico—Continued
♦Dairy.
Hospital, clinic, or sanitarium.
♦Printing, publishing, and other
graphic arts.
♦Needlework.
Hotel.
♦Ice cream.
Rhode Island:
Law amended to extend coverage to
men.
♦Public housekeeping.
Laundry and dry cleansing.
Retail trade.
South Dakota:
Law amended to increase minimum
rate, etc.
Utah:
Restaurant.
Retail trade.
Public housekeeping.
Laundry, cleaning, and dyeing.
Washington:
Office workers.
Mercantile.
♦Amusement and recreation.
Public housekeeping.
Beauty culture.
Laundry, dry cleaning, and dye
works.
Minors.
Manufacturing and general working
conditions.
Food processing.
Fresh fruit and vegetable packing.
Telephone and telegraph.
Wisconsin:
Any occupation including domestic
service and agriculture.
Canning (no separate wage rate set).

V




83

MINIMUM-WAGE RATES NOT REVISED SINCE JULY 1, 1942

Eleven States and Alaska have made no change in one or more of
their minimum-wage rates since July 1942. In all, 45 orders and
Alaska's law are involved. The great majority of these orders apply
to manufacturing industries or occupations, which, for the most part,
are covered by provisions of the Federal Fair Labor Standards Act.
Alaska.
Illinois:
Beauty culture.
Confectionery.
Macaroni, spaghetti, and noodle.
Laundry.
Wash dress.
.
Kentucky:
Laundry, dry cleaning, and dyeing.
Massachusetts:
Electrical equipment and supplies.
Boot and shoe cut stock and findings.
Men’s clothing and raincoat.
Men’s furnishings.
Brush.
Women’s clothing.
Corset.
Stationery goods and envelopes.
Toys, games, and sporting goods.
Women’s and children’s underwear,
neckwear, etc.
Druggists’ preparations, proprietary
medicines and chemical compounds.
Pocketbook and leather goods.
Paper box.
Millinery.
Knit goods.
Jewelry.
Minnesota:
Restaurant.
Telegraph.




Minnesota—Continued
Needlecraft.
Laundry.
Any other occupation.
New Hampshire:
Clothing and accessories.
Hosiery and knit goods.
New Jersey:
Light manufacturing.
Wearing apparel and allied occupa­
tions.
North Dakota:
Telephone.
Minors. (Occupations not otherwise
covered.)
Ohio:
Laundry.
Cleaning and dyeing.
Beauty culture.
Oregon:
Beauty parlor and manicurists.
Stemming and pitting brine cherries.
Fruit and vegetable packing.
Office.
Personal service.
Telephone or telegraph.
Pennsylvania:
Laundry.
Rhode Island:
Jewelry.
Wearing apparel and allied industries.

ANALYSIS OF STATE MINIMUM-WAGE LAWS
Procedures in establishing minimum wages by wage order

Coverage of the law
Administrative authority

State
Occupations or industries
Alaska:
2 Compiled Laws Anno­
tated (1949), secs. 43-2­
31 to 43-2-37.

Type of law

Basis of wage rate

All occupations..

Women over 18 years.

Any occupation, i. e., any class
of work in any industry,
trade, business, or branch
thereof.
Exceptions: Domestic service
in the home of the employer;
agricultural labor.

Women; minors (persons of
either sex under 21 years of
age).

Manufacturing, mechanical, or
mercantile establishment,
laundry, express or trans­
portation company, hotel,
restaurant, eating place,
bank, building and loan
association, insurance com­
pany, finance or credit busi­
ness, or by any person, per­
sons, partnership, or cor­
poration whatsoever except
those expressly exempted
by law.
Exceptions: Cotton factories;
gathering of fruits or farm
products; domestic, agricul­
tural, or horticultural em­
ployees; and switchboard
operators employed in a
public telephone exchange
which has less than 750 sta­
tions; employees of railroad
companies whose hours are
regulated by Federal laws;
executive or managerial em­
ployees who exercise real
supervision and managerial
authority and receive at
least $35 per week exclusive
of bonuses and commissions.

Females.

Any occupation, trade, or
industry.

Women; minors (girls under
21, boys under 18 years of
age).
Special licenses: Any woman
physically defective by age
or otherwise may be granted
license fixing a lower wage.
License must be renewed
every 6 months.
Apprentice or learner: Special
wage for fixed period.

Enforcement
Preliminary procedure

Class of employees
Attorney general.

Procedure for setting wage rates

Procedure for revision

Minimum wage fixed
by law.

Noncompliance subject
to fine or imprison­
ment.

(Year legislation first en­
acted: 1939.)
Arizona:
4 Code Annotated (1939),
secs. 56-401 to 56-413,
56-901.
(Year legislation first en­
acted: 1917.)

Arkansas:
Statutes Annotated
(1947), secs. 81-613 to
81-619.
(Year legislation first en­
acted: 1915.)

California:
Labor Code (Deering,
1943), secs. 61, 70 to 74,
1171 to 1204, as amended
1951 pocket supp.
(Year legislation
enacted: 1913.)

first

Industrial commission.
(Commission composed of 3
members appointed by the
governor, with the advice of
the senate, for terms of 6
Special licenses: Any woman or
minor, including a learner or
years.)
apprentice, whose earning
capacity is impaired by age Has power to propose admin­
istrative regulations as it
or physical or mental defi­
deems appropriate to com­
ciency or injury may be
granted license authorizing
plete wage board report and
a wage less than the mini­
to safeguard minimum fair
wage standards established.
mum for a fixed period.

Minimum wage estab­ Wage sufficient to meet cost of liv­
lished by wage order.
ing necessary for health and
fairly and reasonably commen­
surate with value of service or
class of service rendered. In
establishing a minimum fair
wage, commission or wage board
(1) shall take into account all
relevant circumstances affect­
ing the value of the service or
class of service rendered; (2)
shall be guided by like consid­
erations as would guide a court
in a suit for the reasonable value
of services rendered; (3) shall
consider wages paid in State for
like or comparable work by em­
ployers voluntarily maintaining
minimum fair wage standards;
and (4) shall consider the mini­
mum cost of living.

Investigation at discretion of commis­
sion, or on petition of 20 or more res­
idents of the State engaged in any
particular occupation, to ascertain
whether substantial number of wom­
en or minors in that occupation are
paid oppressive and unreasonable
wages, i. e., less than fair and reason­
able value of service rendered and
less than sufficient to meet minimum
cost of living necessary for health.
Investigation conducted by examin­
ing books, registers, payrolls, and
other records of employers. If con­
vinced of need on basis of informa­
tion in its possession, with or with­
out special investigation, commis­
sion shall appoint a wage board.

Commission appoints wage board of 3 At any time after an order has been in
representatives each of employers
effect 1 year, commission may on its
and employees, and 1 industrial com­
own motion, and shall on petition of
missioner to be designated chairman.
20 or more residents of the State
After studying evidence and testi­
engaged in any particular occupa­
mony of witnesses board must, with­
tion, reconsider rates set and recon­
in 10 days after its organization,
vene the same wage board or appoint
submit a report recommending min­
a new one to recommend whether or
imum fair wage standards. Within
not rates should be revised.
10 days, commission must accept­
or reject this report. If accepted,
commission issues a directory order.
After 60 days, if no appeal has been
taken, the order becomes mandatory.

Noncompliance
with
mandatory order a mis­
demeanor, punishable
by fine or imprison­
ment or both.
Employee may recover
back wages, costs, and
attorney’s fees.

Commissioner of labor.

Minimum wage fixed
by law.1

Wage adequate to supply neces­
sary cost of proper living and to
maintain health and welfare.

Investigation at discretion of commis­
sioner to determine necessity of rais­
ing or lowering the minimum wage
set by law.

Minimum wage set by law but com­
missioner has power to raise or lower
such wage in any occupation, trade,
or industry after investigating and
holding public hearings.
Commissioner has power, after public
hearing, to establish regulations for
hotels and restaurants provided the
wage rate is not lower than will sup­
ply the cost of proper living and safe­
guard health and welfare, and pro­
vided also that it shall not exceed
the rate established by law.

Noncompliance punish­
able by fine.

Industrial welfare commission
through division of indus­
trial welfare in department
of industrial relations. (In­
dustrial welfare commission
composed of 5 persons, at
least one of whom shall be a
woman, appointed by the
Governor for terms of 4
years.)

Minimum wage es­
tablished by wage
order.

Wage adequate to supply neces­
sary cost of proper living and to
maintain health and welfare.

Investigation at discretion of com­
mission to ascertain whether wages
paid are inadequate to supply the
cost of proper living. Investigation
conducted by examining books,
papers, payrolls, records, and wit­
nesses. If convinced of need after
investigation, commission shall call
a wage board.

Commission calls wage board com­
posed of an equal number of repre­
sentatives of employers and em­
ployees in an industry, with a
representative of the commission as
chairman. After studying the evi­
dence, the board recommends
minimum-wage standards to the
commission, which, after a public
bearing, fixes minimum wages and
standards for the industry and
issues a mandatory order.

At any time after a mandatory order
has been issued, commission may
on its own motion, or upon petition
of employers or employees, recon­
sider such order. Commission shall
proceed in the same manner as pre­
scribed for an original order.

Noncompliance a misde­
meanor, punishable by
fine or imprisonment
or both.
Employee may recover
back wages and costs.

1 Commissioner given authority to raise or lower wage set by law under certain conditions. Refer to columns on procedures.




249600—53 (Face p. 84) No. 1

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Coverage of the law

Colorado:
3 Statutes Annotated
(1935), ch. 97, secs. 5,
236 to 256, as amended
1951 pocket supple­
ment.
(Year legislation first
enacted: 1913.)

Connecticut:
2 General Statutes (1949),
secs. 3786 to 3796, as
amended 1951 Supp.
secs. 829b to 839b.
(Year legislation
enacted: 1933.)

first

District of Columbia:
2 Code Annotated (1651),
secs. 36-401 to 36-422.
(Year legislation
enacted: 1918.)




Procedures in establishing minimum wages by wage order
Administrative authority

State

first

Type of law

Basis of wage rate

Enforcement

Occupations or industries

Class of employees

Preliminary procedure

Any occupation, i. e., any and
every vocation, trade, pur­
suit, or industry.

Women; minors (persons of
either sex under 18 years of
age).
Special licenses: In an occu­
pation in which only time
rates are established, a
woman physically defective
or crippled by age or other­
wise or less efficient than a
woman worker of ordinary
ability may be granted
license authorizing a wage
less than the minimum.
Number so licensed must
not exceed Ho of the total
number of workers in an
establishment.

Minimum wage es­
tablished by wage
order.

Wage sufficient for living wage.
Wage fair and reasonable, and
consistent with maintenance of
health and morals, i. e., a wage
sufficient to meet minimum
standards of living sufficient for
the maintenance of women and
minors in health and morals,
and to provide a reasonable
surplus for support during
periods of sickness or other
emergencies.

Investigation at request of not less Commission sets minimum wage for Whenever a minimum-wage rate has
than 25 persons engaged in occupa­
occupation and issues mandatory
been established in any occupation,
tion, or at discretion of commission
order; or, commission establishes a
commission may, if it deems proper
if there is reason to believe that
wage board composed of not more
or necessary so to do, upon petition
substantial number of employees
than 3 representatives of employers,
of either employers or employees,
are paid wages inadequate to supply
an equal number of emplojTees and
reconvene the same wage board,
necessary cost of living and main­
of the public, and, if it so desires, a
or establish a new one, and any
tain health. Investigation con­
representative of the commission.
recommendation made by such
ducted by examining books, pay­
The representatives of the employ­
board shall be dealt with in the
rolls, papers, other records, and
ers and the employees to be elected
same manner as the original recom­
witnesses and by public hearings at
by their respective groups, so far as
mendation of a wage board.
which employers, employees, or
practicable, subject to approval by
other interested persons may testify.
the commission; and at least 1
If convinced of need commission
member of every group to be a
either fixes minimum-wage rates or
woman. Wage board investigates
appoints a wage board.
occupation and reports to com­
mission a minimum wage, which
commission may accept or reject.
After acceptance and a public
hearing, commission issues man­
datory order.

Noncompliance a misde­
meanor, punishable by
fine or imprisonment
or both.
Employee may recover
backiwages and costs.

Any industry or occupation.
Exceptions: Employment in
agriculture; in domestic
service in or about a private
home; In a bona fide execu­
tive, administrative, or pro­
fessional capacity; in activi­
ties of an educational, chari­
table, religious or nonprofit
organization where the em­
ployer-employee relationship
does not, in fact, exist or
where the services rendered
to such organizations are on
a voluntary basis; public
employment; employment
of an individual subject to
the provisions of the Federal
Fair Labor Standards Act.

All persons............................... . LaboYcommissioner.............. . Minimum wage fixed
by law, with provi­
Special licenses: Any person, Has authority to make admin­
sion for issuance of
occupational wage
including a learner or ap­
istrative regulations appro­
orders through wage
prentice, whose earning ca­
priate to carry out purpose
pacity is impaired by age or
of the law, to be issued only | boards.
physical or mental deficien­
after consultation with an
cy or injury may be granted
advisory board and after
license authorizing a wage
publication and public hear­
less than the minimum for
ing. Advisory board is tri­
a fixed period.
partite in nature and com­
posed as is a wage board.

Wage fairly and reasonably com­
mensurate with the value of a
particular service or class of serv­
ice rendered. In establishing a
minimum fair wage commis­
sioner and wage board (1) may
take into account all relevant
circumstances affecting the
value of the services rendered,
including hours and conditions
of employment affecting the
health, safety, and general well­
being of the workers; (2) may
be guided by such considera­
tions as would guide a court in a
suit for the reasonable value of
services rendered; and (3) may
consider the wages, including
overtime or premium rates, paid
in the State for work of like or
comparable character by em­
ployers voluntarily maintaining
minimum fair wage standards.

Investigation at discretion of commis­
sioner, or on petition of 50 or more
residents of the State, to ascertain
whether substantial number of per­
sons in an occupation is receiving
less than a fair wage. Investigation
conducted by examining books, reg­
isters, payrolls, and other records of
employers. If convinced of need
commissioner shall appoint a wage
board to report on the establishment
of minimum fair wage rates of not
less than the rate fixed by the
minimum-wage law.

Commissioner appoints wage board
composed of an equal number of
representatives, but not more than
3, of employers and employees, and
not more than 3 of 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 organiza­
tion, submit a report, recommending
minimum fair wage standards.
Commissioner, within 15 days must
accept or reject this report. If
accepted, report must be published,
and a public hearing held. After
final approval of wage-board report,
commissioner issues an order defin­
ing minimum fair wage rates in the
occupation, including such admin­
istrative regulations as he deems
appropriate.

Noncompliance punish­
able by fine or impris­
onment or both.
Employee may recover
back wages, costs, and
attorney's fees.

Any occupation, i. e., any
business, industry, trade, or
branch thereof. Exception:
Domestic service.

Women; minors (persons of
either sex under 18 years of
age).

Wage adequate to supply necessary cost of living to women and
to maintain them in health and
protect their morals. Wage not
unreasonably low for minors.

Investigation at discretion of board to
ascertain whether substantial num­
ber of women in an occupation are
paid wages inadequate to supply the
necessary cost of living and maintain
health and morals. Investigation
conducted by examining books, reg­
isters, payrolls, other records of em­
ployers, and witnesses, and by pub­
lic hearings at which any interested
person may testify. If convinced of
need, after investigation, board may
convene a conference.

Board appoints wage conference com­
posed of an equal number of repre­
sentatives, but not more than 3, of
employers and employees, not more
than 3 of the public, and 1 or more
members of the board. After inves­
tigation conference submits a report,
recommending minimum-wage
standards, which board may ap­
prove or disapprove. If approved,
report must be published and public
hearing held. After final approval
of conference report, board issues
mandatory order.

Industrial
commission.
(Commission composed of 3
members appointed by the
Governor, with the consent
of the senate, for terms of 6
years. Not more than 1
member may represent em­
ployees, nor more than 1,
employers.)

Has authority to make such
administrative regulations
as he deems appropriate in
connection with recommen­
dations of wage board.

Special licenses: In an occupa­
tion in which only time rates
are established, a woman
whose earning capacity has
been impaired by age or
otherwise may be granted
license authorizing a wage
less than the minimum.
Learner or apprentice for
fixed period.

Minimum wage and indus­
trial safetyjfboard. (Board
composed of 3 members
appointed by the District
commissioners for terms of 3
years, 1 member each to
represent employers, em­
ployees, and the public.)

Minimum wage established by wage order.

Procedure for setting wage rates

Procedure for revision

At any time after an order has been in
effect for 6 months or more, commis­
sioner may, on his own motion, and
shall, on petition of 50 or more resi­
dents of the State, reconsider rates
set therein and reconvene the same
wage board or appoint a new one to
recommend whether or not the rates
should be modified. The procedures
shall be the same as prescribed
initially.
Administrative regulations may be
revised by commissioner, afternotice
and public hearing, without refer­
ence to a wage board provided such
revision could legally have been
included in original order.

Noncompliance a misde­
meanor, punishable by
fine or imprisonment or
both.
Employee may recover
back wages and attor­
ney's fees.

249600—53 (Face p. 84) No. 2

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Coverage of the law

Procedures in establishing minimum wages by wage order
Administrative authority

State
Occupations or industries

Type of law

Basis of wage rate

Class of employees

Enforcement
Preliminary procedure

Procedure for setting wage rates

Procedure for revision

B&w&ii *

Revised Laws (1945), ch.
75, secs. 4351 to 4366, as
amended session laws
1945, act 15, p. 120; 1949,
act 292, p. 250; 1951, act
180, p. 227.
(Year legislation first en­
acted: 1941.)
Editor's Note: Since this
bulletin went to press,
Hawaii has amended its
statute to increase the
minimum wage to 65
cents an hour in the city
and county of Honolulu
and 55 cents an hour else­
where in the Territory.
These rates became effectiLe July 1, 1953 (Act
77 of 1953).

Illinois:
Statutes Annotated
(Smith-Hurd, 1950),
ch. 48, secs. 198.1 to
198.17.
(Year legislation first en­
acted: 1933.)

Kansas:
General Statutes Anno­
tated (1949), secs. 44­
639 to 44-650, 75-3402.
J

(Year legislation
enacted: 1915.)

All employment. Exceptions:
Employees guaranteed
monthly salary of $300; in
agriculture for any work­
week in which employer em­
ploys less than 20 persons; in
domestic employment in or
about a private home; em­
ployment by brother, sister,
brother-in-law, sister-in-law,
son, daughter, or spouse, or
if under 20, by father or
mother; in bona fide execu­
tive, administrative, super­
visory, or professional work;
outside salesmen or collec­
tors; in the propagating,
catching, taking, harvest­
ing, cultivating, or farming
of any kind of fish, shell­
fish, Crustacea, sponges, sea­
weeds or other aquatic forms
of animal or vegetable life,
including the going to and
returning from work and the
loading and unloading of
such products prior to first
processing; seamen; driver
of a vehicle carrying passen­
gers for hire operated solely
on call from a fixed stand;
golf caddies; employees af­
fected by the Federal Fair
Labor Standards Act.

Men, women, minors.

Any occupation, I. e., any in­
dustry, trade, or business, or
branch thereof or class of work
therein. Exceptions: Do­
mestic service in the home
of the employer; labor on a
farm.

Women; minors (females un­
der 18 and males under 21
years of age).

Any industry or occupation.

Women; minors (females
under 18 and males under
21 years of age).2

first

Special licenses: Director may
provide by special certifi­
cate for employment of
learners, apprentices, or per­
sons whose earning capacity
is impaired by age or physi­
cal or mental deficiency or
injury, at a wage less than
minimum for a fixed period;
and, by regulation, may es­
tablish a lower rate for
children 14 and under.

Special licenses: Any woman
or minor, including a learner
or apprentice, whose earning
capacity is impaired by age
or physical or mental defi­
ciency or injury may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Commission of labor and in­
dustrial relations through
the director of labor and in­
dustrial relations.

Minimum wage fixed
by law.

Wages adequate to health, effi­
ciency, and general well-being.

Minimum wage es­
tablished by wage
order.

Wage fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
establishing fair wage, depart­
ment and wage board (1) may
take into account all relevant
circumstances affecting the
value of the service or class of
service rendered; (2) may be
guided by like considerations
as would guide a court in a suit
for the reasonable value of serv­
ices rendered; and (3) may con­
sider wage paid in the State for
work of like or comparable
character by employers volun­
tarily maintaining minimum
fair wage standards.

Investigation at discretion of depart­ Director appoints wage board com­
posed of an equal number of repre­
ment, or on petition of 50 or more
sentatives, but not more than 2, of
residents of any county, to ascertain
whether substantial number of
employers and employees, and 1
women or minors in an occupation
representative of the public to be
are paid oppressive and unreason­
designated chairman. After study­
able wages, i. e., less than fair and
ing evidence and testimony of wit­
reasonable value of services rendered
nesses, board must, within 60 days
and less than sufficient to meet min­
of its organization, submit a report
imum cost of living necessary for
recommending minimum fair wage
health. Investigation conducted by
standards. Within 10 days, depart­
examining books, registers, payrolls,
ment must accept or reject this re­
and other records of employers. If
port. If accepted, report must be
convinced of need on basis of infor­
published and public hearing held.
mation in its possession, with or
After final approval of wage-board
without an investigation, the de­
report, department issues a direc­
partment through its director shall
tory order.
appoint a wage board.
After 9 months, and following a public
hearing, department may make this
order mandatory.

At any time after an order has been in
effect 1 year or more, department
may on its own motion, and shall on
the petition of 50 or more residents
of any county, reconsider rates set
therein and reconvene the same
wage board or appoint a new one to
recommend whether rates should
be modified. The procedure fol­
lowed shall be the same as prescribed
initially.
Department may at any time and
from time to time, after notice and
public hearing, make modifications
or additions to any administrative
regulations without reference to a
wage board if such modifications or
additions could legally have been
included in original order.

Publication of names of
employers not comply­
ing with directory or­
der.
Noncompliance with
mandatory order a mis­
demeanor punishable
by fine or imprison­
ment or both.
Employee may recover
back wages, costs, and
attorney's fees.

Minimum wage es­
tablished by wage
order.

Wages reasonable and not detri­
mental to health and welfare.

Investigation at discretion of com­
missioner to ascertain whether
substantial number of women and
minors in an occupation are paid
wages inadequate to supply the
necessary cost of living and main­
tain health. If convinced of need,
after investigation, commissioner
shall publish notice of public hearing
at which all persons will be given
a hearing.

Whenever wages have been made
mandatory in an occupation, upon
petition of either employers or em­
ployees, commissioner may at his
discretion reopen the question.

Noncompliance a misde­
meanor, punishable by
fine.
Employee may recover
back wages, costs, and
attorney’s fees.

Noncompliance subject
to fine or imprisonment
or both.
Employee may recover
back wages, costs, and
attorney’s fees; and, in
cases of willful viola­
tion, an additional
equal amount as liqui­
dated damages.

Commission given power to
make, issue, amend, and
rescind rules and regulations
as are necessary to carry out
the provisions of the act.

Department of labor................
Has authority to make such
administrative regulations
as it deems appropriate to
implement or supplement
and safeguard minimum fair
wage standards established
by wage boards.

Labor commissioner .

After notice and hearing, commis­
sioner may issue mandatory order.

2 Decision of State attorney general Aug. 13, 1938.




249600—53 (Face p. 84) No. 3

ANALYSIS OF

MINIMUM-WAGE LAWS—Continued

Coverage of the law

Procedures in establishing minimum wages by wage order
Administrative authority

Kentucky:
Revised Statutes (1948),
secs. 337.010, 337.210 to
337.360, 337.990.
(Year legislation
enacted: 1938.)

first

Louisiana:
16 Revised Statutes (1950),
secs. 23 : 351 to 23: 367,
23: 291.
(Year legislation first en­
acted: 1938.)

Maine:
1 Revised Statutes (1944),
ch. 25, secs. 101 to 115,
p. 574.
(Year legislation first en­
acted: 1939.)




Occupations or industries

Class of employees

Any occupation, i. e., any
industry, trade, or business,
or branch thereof or class of
work therein. Exceptions:
Domestic service in the
home of the employer; labor
on a farm; person, firm, or
corporation subject to regu­
lation by the State public
service commission.

Women; minors (persons of
either sex under 21 years of
age).

Any occupation or industry.
Exceptions: Labor on a farm;
domestic service; municipal­
ities having population of
10,000 or less; females em­
ployed in an executive
capacity, as defined.

Packing fish or fish products
in oil, mustard, or tomato
sauce.

Special licenses: Any woman
or minor, including a learner
or apprentice, whose earning
capacity is impaired by age
or physical deficiency or
injury, may be granted
license authorizing a wage
less than the minimum for
a fixed period.

Basis of wage rate

Enforcement
Preliminary procedure

Commissioner of industrial
relations.
Has authority to amend and
change administrative regu­
lations as he deems neces­
sary or appropriate as a
further safeguard to the
minimum fair wage stand­
ards established by the
wage board.

Women and girls.....................
Special licenses: Any woman
or girl physically defective
or crippled by age or other­
wise, or any apprentice, may
be granted license author­
izing a wage less than the
minimum. Apprentice li­
cense is issued for a fixed
period.

Has authority to make such
administrative regulations
as he deems necessary or
appropriate to safeguard the
minimum usage (sic) stand­
ards and to carry out the act.

Women; minors (persons of
either sex under 21 years of
age).

Commissioner of labor and
industry.

Special licenses: Rates below
those for experienced work­
ers may be set for learners
and apprentices.

Type of law

Procedure for setting wage rates

Procedure for revision

Minimum wage es­
tablished by wage
order.

Wage fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
determining minimum fair
wage, commissioner and wage
board shall consider the cost of
living and all other relevant
circumstances affecting the
value of the service rendered,
and wages paid in State for like
or comparable work by em­
ployers voluntarily maintaining
minimum fair wage standards.

Investigation by commissioner 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, i. e., less
than fair and reasonable value of
services rendered and less than
sufficient to meet the minimum
cost of living necessary for health.
Investigation conducted by examin­
ing books, registers, payrolls, other
records of employers, and witnesses.
If convinced of need on basis of
information in his possession, with
or without investigation, commis­
sioner shall request the Governor
to appoint a wage board.

Governor, at request of commissioner,
appoints wage board composed of
9 members, 3 representatives each
of employers, employees, and the
public, 1 of the public group to be
designated chairman. After study­
ing 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, commissioner
issues a directory order.
After 3 months, and following a
public hearing, commissioner may
make the order mandatory.

At any time commissioner may, on
his own motion, or on petition of 50
or more residents, reconsider rates
and reconvene the same wage board
or have a new one appointed to
recommend whether or not rates
should be modified. The proce­
dures followed shall be the same as
prescribed initially.
Commissioner may at any time, after
notice and public hearing, but
without reference to a wage board,
make modifications or additions to
any administrative regulations, if
they could legally have been in­
cluded in the original order.

Publication of names of
employers not comply­
ing with either direc­
tory or mandatory
order.
Noncompliance with
mandatory order a
misdemeanor, punish­
able by fine or im­
prisonment or both.
Employee may recover
back wages, costs, and
attorney's fees.

Minimum wage estab­
lished by wage or­
der.

Wage adequate to supply neces­
sary cost of living and maintain
health.

Investigation at discretion of commis­
sioner to ascertain whether wages
paid to female employees in an occu­
pation are inadequate to supply the
necessary cost of living and main­
tain health. Investigation con­
ducted by calling for statements
and examining books, payrolls,
other records of employers, and wit­
nesses, and by holding public hear­
ings at which employers, employees,
and other interested persons may
testify. If convinced of need, after
investigation, commissioner is em­
powered to call a conference.

Commissioner calls conference com­
posed of an equal number of repre­
sentatives of employers and employ­
ees in the occupation or industry
involved and 1 or more representa­
tives of the public, 1 of the public
group to be designated chairman,
but public representatives must not
exceed the number in either of the
other groups. After studying evi­
dence and testimony of witnesses,
conference, on request of commis­
sioner, must within 60 days of its
organization submit a report recom­
mending minimum-wage standards.
Commissioner may accept or reject
any or all of the recommendations.
If accepted, public hearing must be
held. After final approval of con­
ference report, commissioner issues
a mandatory order.

When commissioner specifies a mini­
mum wage hereunder, it shall not
be changed for 1 year. Whenever
wages have been made mandatory
in an occupation, upon petition of
either employers or employees, com­
missioner may at his discretion re­
open the question and reconvene
the former conference or call a new
one. The procedures followed shall
be the same as prescribed initially.

Noncompliance a misde­
meanor, punishable by
fine.
Employee may recover
back wages, costs, and
attorney's fees.

Minimum wage estab­
lished by wage or­
der.

Wage fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
establishing a minimum fair
wage, commissioner and wage
board shall (1) take into account
all relevant circumstances affect­
ing the value of the service or
class of service rendered in the
seasonal industry, business, oc­
cupation, and employment; (2)
be guided by like consideration
as would guide a court in a suit
for the reasonable value of serv­
ices; and (3) consider the wage
paid in the State for work of like
or comparable character by em­
ployers voluntarily maintaining
minimum fair wage standards.

Investigation at discretion of commis­
sioner or on petition of 50 or more
residents of State to ascertain
whether a substantial number of
women or minors in the industry
are paid less than a fair wage, or
oppressive and unreasonable wages,
i. e., less than fair and reasonable
value of services rendered and less
than sufficient to meet minimum
cost of living necessary for health.
Investigation conducted by examin­
ing books, registers, payrolls, and
other records of employers. If con­
vinced of need, after investigation,
commissioner shall appoint a wage
board.

Wage board shall be composed of an
equal number of representatives
but not more than 3 each of employ­
ers and employees to be appointed
by commissioner; and not more than
3 representatives of the public (1 to
be chairman) to be appointed, at
request of the commissioner, by the
chief justice of the State supreme
judicial court. Within 60 days board
must hold public hearing and sub­
mit report of its findings as to the
conditions in the industry and as to
minimum fair wage standards. Re­
port and determinations of wage
board must be filed with commis­
sioner, who, within 10 days, shall
send certified copy to each employer.
Within 5 days commissioner must
file report, findings, and determina­
tions of wage board as a public record
after which the minimum-wage rate
becomes effective.

Publication of names of
employers not comply­
ing with order.
If employer has failed for
a period of 2 months to
pay minimum fair
wage rates, commis­
sioner may institute
court action to enforce.
Penalty: Fine, impris­
onment, or both.
Employee may recover
back wages, costs, and
attorney's fees.

249600—53 (Face p. 84) No. 4

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Coverage of the law
State
Occupations or industries
Massachusetts:
4A Laws Annotated (Re­
compiled 1949), ch. 151,
secs. 1 to 22 as amended
1951 pocket supp., and
session laws 1952, ch.
558.
{Year legislation
enacted: 1912).

Procedures in establishing minimum wages by wage order
Administrative authority

first

Minnesota:
13 Statutes Annotated
(1945), secs. 177.01 to
177.19, as amended 1951
pocket supplement.
(Year legislation first en­
acted: 1913.)

Nevada:
1 Compiled Laws Sup­
plement
(1931-1941),
secs. 2825.41 to 2825.52
as amended supple­
ment (1943-49).
(Year legislation first en­
acted: 1937.)

Any person.

Any occupation, i. e., any
business, industry, trade, or
branch of trade, or vocation.
Exceptions: Domestic serv­
ice in a private home; agri­
culture.

Women; miners (persons of
either sex under 21 years of

Special licenses: Any person,
including a lsarner or ap­
prentice, whose earning ca­
pacity is impaired by age or
physical or mental defi­
ciency or injury may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Special licenses: In an occupa­
tion in which only time
rates are established, a wo­
man physically defective
may be granted license au­
thorizing a wage less than
the minimum Number so
licensed must not exceed 1/10
of the total number of work­
ers In an establishment.
Any woman or minor earn­
er, apprentice or handi­
capped person unable to
earn the established mini­
mum, shall be granted a
license to work for a wage
commensurate with his or
her ability.

Enforcement

Basis of wage rate

Class of employees

Any occupation, I. e., any in­
dustry, trade, or business, or
branch thereof or class of
work therein whether oper­
ated for profit or otherwise.
Exceptions: Domestic serv­
ice in the home of the em­
ployer; labor on a farm;
work by persons being re­
habilitated or trained under
rehabilitation or training
programs in charitable, edu­
cational, or religious institu­
tions; or work by members
of religious orders; outside
salesmen.

Private employment. Excep­
tions: Domestic service;
State, county, city, or town
employees.

Type of law

Procedure for setting wage rates

Procedure for revision

Wage fairly and reasonably com­ Investigation at discretion of commis­
mensurate with value of service
sioner, or on petition of 50 or more
or class of service rendered. In
residents of the Commonwealth, to
establishing a minimum fair
ascertain whether substantial num­
ber of persons in an occupation are
wage for any service or class of
service, commissioner and the
paid oppressive and unreasonable
wage board (1) may take in ac­
wages, i. e., less than fair and reason­
count the cost of living and all
able value of services rendered and
other relevant circumstances
less than sufficient to meet mini­
affecting the value of the service
mum cost of living necessary for
or class of service rendered; (2)
health. Investigation conducted
may be guided by like consider­
by examining books, registers, pay­
ations as would guide a court in
rolls, and other records of employ­
a suit for the reasonable value
ers. Questioning employees during
working hours permitted. If con­
of services rendered; and (3)
may consider the wages paid in
vinced of need, on basis of informa­
the Commonwealth for work of
tion in his possession, with or with­
like or comparable character by
out investigation, commissioner
employers who voluntarily
shall direct commission to appoint
maintain minimum fair wage
a wage board.
standards.

Commission appoints a wage board
composed of equal number of repre­
sentatives, but not more than 3, of
employers and employees, and not
more than 3 representatives of the
public, 1 of the public group to be
designated as 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, commission must accept or
reject this report. If accepted, re­
port must be published and public
hearing held. After final approval
of wage-board report, commissioner
issues a mandatory order.

At any time after an order has been in
effect 1 year or more, commissioner
may on his own motion, and shall on
petition of 50 or more citizens of the
Commonwealth, reconsider rates
established and direct commission
to reconvene the same wage board or
call a new one to consider modifica­
tion. The procedures followed shall
be the same as prescribed initially.
At any time and from time to time,
after notice and public hearing, com­
mission may, without reference to
a wage board, make such modifica­
tions or additions to administrative
regulations as it deems appropriate
to effectuate the purposes of the act,
provided such modifications or addi­
tions could legally have been includ­
ed in the original order.
Commissioner is required to sec that
every wage order is periodically re­
viewed by a wage board at least
once in every 2 years.

Publication of names of
employers not comply­
ing with mandatory
order.
Noncompliance with
mandatory order pun­
ishable by fine or im­
prisonment or both.
Employee may recover
back wages, costs, and
attorney’s fees.

Minimum wage estab­
lished by wage
order.

Wage sufficient to maintain health
and supply necessary comforts
and conditions of reasonable
life. In determining minimum
wages, which are required to be
on an hourly basis, commission
shall consider prevailing number
of hours of work in various in­
dustries.

Advisory board Is composed of nofless All wage rates ordered by the commis­
sion shall remain in force until new
than 3 or more than 10 representatives
rates are determined. At the re­
of employers, an equal number of
representatives of employees, and
quest of approximately 1/10 of the
1 or more of the public, the represent­
employers or employees in an occu­
atives of the public not to exceed
pation, commission must reconsider
the number in either of the other
rates and may order new rates. Re­
groups. At least 1/5 of the members
consideration of rates and a new
order may be made on commission's
of the board must be women and the
public group must include at least 1
ownmitiative.
woman. Recommendations of ad­
visory board are advisory only and
not binding upon the commission.
After obtaining recommendations
of advisory board and giving notice
to interested persons to permit par­
ticipation at public hearing, com­
mission sets a minimum wage and
issues a mandatory order.

Noncompliance a mis­
demeanor, punishable
by fine or imprison­
ment.
Employee may recover
back wages, costs, and
attorney’s fees.

Minimum wage fixed
by law.

Wage sufficient to maintain health
and welfare.

Preliminary procedure
Minimum-wage com­ Minimum wage fixed
mission established in the
by law, with pro­
department of labor and in­
visions for issuance
dustries under control of
of occupational
commissioner of labor and
wage orders through
industries.
(Commission
wage boards.
composed of associate com­
missioners of labor and in­
dustries.)
Commission has authority to
amend, rescind, and add to
the administrative regula­
tions recommended by a
wage board.

Industrial commission. (Com­
mission composed of 3 mem­
bers appointed by governor,
by and with the advice and
consent of the senate, for
terms of 6 years.)

Any female................................ Labor commissioner..

Investigation at discretion of com­
mission, or on request of at least 100
persons engaged in occupation, to
ascertain whether women or minors
are paid less than living wage. In­
vestigation conducted by examining
papers, books, witnesses, or by hold­
ing public hearings at which em­
ployers, employees, or other inter­
ested persons may testify. If con­
vinced of need, after investigation,
commission appoints an advisory
board to make recommendations
concerning minimum wages.

Noncompliance a misde­
meanor, punishable by
fine or imprisonment or
both.
Employee may recover
back wages.

Editor's Note: Since this
bulletin went to press,
Nevada has increased
the statutory minimum
wage of experienced fe­
male workers to 75 cents
an hour, $6 for an 8-hour
day, and $36 for a 48-hour,
6-day week. For inex­
perienced workers the
minimums are $5 (in­
stead of $3) a day, and
$30 (instead of $18) a
week under the same
conditions as shown in
the chart above. The
new rates became effec­
tive Mar. 21. 1953 (A.B.
160).




249600-53 (Face p. 84) No. 5.

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Coverage of the law
State

New Hampshire: *
1 Revised Laws (1942),
ch. 213, secs. 1 to 24 as
amended session laws
1949. ch. 310; and 1951,
ch. 82.

Session Laws 1949, ch.
310.
(Year legislation first en­
acted: 1933.)

Editor’s Note: After this
bulletin was in press.
New Hampshire amend­
ed its minimum-wage
law to increase the statu­
tory minimum-wage rate
to 60 cents an hour for
experienced workers and
to add to the persons
previously exempted
from this rate, newsboys
and golf caddies. The
new law provides a 50­
cent hourly minimum
for ushersat theaters and
pin boys at bowling al­
leys. In addition, the
rate which the labor
commissioner is author­
ized to grant to an ex­
perienced worker was
raised to 45 cents an
hour. The statute was
approved and became
effective June 11, 1953.
New Jersey:
Statutes Annotated
(1937), secs. 34:11-34
to 34:11-50, as amended
1951 pocket supple­
ment.
(Year legislation first en­
acted: 1933.)

Procedures in establishing minimum wages by wage order
Administrative authority

Occupations or industries

Class of employees

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 (persons of
either sex under 21 years of
age).

Any occupation, i. e., any in­
dustry, trade, or business,
or branch thereof or class of
work therein. Exceptions:
Employees engaged In
household labor, domestic
labor, farm labor, outside
salesmen, summer camps
for minors, restaurants, ho­
tels, inns, and cabins; and
employees subject to provi­
sions of FLSA of 1938 as
amended and regulations or
orders issued thereunder.

Any employee.......................

Occupation, i. e., any indus­
try, 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 a hotel.

Special licenses: Any woman
or minor, including a learner
or apprentice, whose earn­
ing capacity is impaired by
age or physical or mental de­
ficiency or injury may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Special licenses: Any woman
or minor, including a learner
or apprentice, whose earn­
ing capacity is impaired by
age or physical or mental
deficiency or injury may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Basis of wage rate

Labor commissioner.................
Has authority to make admin­
istrative regulations as he
deems appropriate to imple­
ment and safeguard mini­
mum fair wage standards
established by wage board.

Minimum wage es­
tablished by wage
order.

Wage fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
establishing a minimum fanwage for any service or class of
service, commissioner and wage
board (1) may take in account
all relevant circumstances affect­
ing the value of the service or
class of service rendered; (2) may
be guided by like considerations
as would guide a court in a suit
for the reasonable value of serv­
ices; and (3) may consider the
wages paid in the State for work
of like or comparable character
by employers who voluntarily
maintain minimum fair wage
standards.

Investigation at discretion of commis­
sioner, or on petition of 50 or more
residents of the State, to ascertain
whether substantial number of
women or minors in an occupation
are paid oppressive and unreason­
able wages, i. e., less than fair and
reasonable value for service rendered
and less than sufficient to meet the
minimum cost oflivingnecessary for
health. Investigation conducted by
examining books, registers, payrolls,
and other records of employers. If
convinced of need on basis of infor­
mation in his possession, with or
without investigation, commissioner
shall appoint a wage board.

Minimum wage fixed
by law, subject to
modification by
wage board action.*

Commissioner of labor or the
director of the minimumwage division which shall be
set up in the department of
labor.
Commissioner has authority
to make such administra­
tive regulations as he deems
appropriate to supplement
and safeguard wage stand­
ards established by
board.

Minimum wage estab­
lished by wage order.

Wage?fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
establishing a minimum fair
wage, commissioner and wage
board (1) may consider all rele­
vant circumstances affecting the
value of the service or class of
service rendered; (2) may con­
sider the wages paid in the State
for work of like or comparable
character by employers who
voluntarily maintain minimum
fair wage standards; and (3) may
be guided by like considerations
as would guide a court in a suit
for the reasonable value of
services rendered.

nrovl^lnn^rpmnln ^nmS
a^dhig new sections to provide a statutory rate applicable to all employees. For convenience, since the earlier
all employees ^ app*ica^e only t0 women an^ minors, this analysis is arranged in two parts (1) provisions relating to women and minors; (2) provisions relating to




Enforcement
Preliminary procedure

Special licenses: Any person
with less than 6 months ex­
perience in an occupation,
or whose earning capacity is
impaired by age or physical
or mental deficiency or in­
jury may be paid less than
the wage fixed by law (but
not less than 35 cents per
hour) upon application to
and authorization from the
commissioner.

Women; minors (persons of
either sex under 21 years of
age.)

Type of law

Investigation at discretion of commis­
sioner, or on petition of 50 or more
residents of the State, to ascertain
whether substantial number of
women or minors in an occupation
are paid oppressive and unreason­
able wages, i. e., less than fair and
reasonable value of services rendered
and less than sufficient to meet the
minimum cost of living necessary for
health. Investigation conducted by
examining b ooks, registers, payrolls,
and other records of employers. If
convinced of need on basis of infor­
mation acquired by special investi­
gation or otherwise, commissioner
shall appoint a wage board.

Procedure for setting wage rates

Procedure for revision

Commissioner appoints wage board At any time after an order has been in Publication of names of
effect for 1 year or more, commis­
composed of an equal number of
employers not comply­
sioner may on his own motion, and
ing with directory or­
representatives, but not more than
3, of emjdoyers and employees, and
shall on petition of 50 or more resi­
der.
not more than 3 representatives of
dents, reconsider rates set therein Noncompliance with
the public, 1 of the public group to
and reconvene the same wage board,
mandatory order pun­
ishable by fine or im­
be designated chairman. After
or appoint a new one, to recommend
studying evidence and testimony of
whether or not rates should be modi­
prisonment or both.
witnesses board must, within 60
fied. The procedures followed to be Employee may recover
back wages, costs, and
days of its organization, submit a
as prescribed for setting rates ini­
tially.
report recommending minimum fair
attorney’s fees.
wage standards. Within 10 days At any time and from time to time,
after notice and public hearing, com­
commissioner must accept or reject
this report. If accepted, report must
missioner may make such modifica­
be published and public hearing
tions or additions to administrative
held. After final approval of wageregulations as he deems appropriate,
board report, commissioner issues a
without reference to a wage board,
directory order.
provided such modifications or addi­
After 5 months and following a public
tions could legally have been in­
hearing, commissioner may make
cluded in the original order.
the order mandatory.
Commissioner may on his own motion, Employee may recover
and shall on petition of 50 or more
unpaid wages and an
residents,^reconsider rates estab­
additional equal
lished in the statute and appoint a
amount as liquidated
wage board to consider a proposed
damages.
modification for any occupation.*

Commissioner appoints wage board
composed of an equal number of
representatives, but not more than
3, of employers and employees, and
not moro than 3 representatives of
the public. 1 of the public group to
be designated chairman. After stud ying 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, com­
missioner must accept or reject this
report. If accepted, report must be
published and public hearing held.
After final approval of wage-board
report, commissioner issues a man­
datory order.

At any time afterJan'orderTias been in
effect 1 year orfmore, commissioner
may on his own motion, after con­
ferring with the director, and shall
on petition of 50 or more residents,
reconsider rates established and
reconvene the same wage board, or
appoint a new one to recommend
whether or not rates shall be modi­
fied. The procedures followed to be
as prescribed for setting rates ini-

Noncompliance a misde­
meanor, punishable by
fine or imprisonment or
both.
Employees may recover
back wages,? costs, and
attorney’s fees.

Commissioner may, at any time and
from time to time, after conference
with director, and after notice and
public hearing, make such modifica­
tions or additions to administrative
regulations as he deems appropriate,
without reference to a wage board,
provided such modifications or addi­
tions could legally have been in­
cluded in the original order.
♦Modification would be limited to upward revision according to attorney general’s opinion, dated Sept. 9, 1949.
s Ch. 310, L. 1949 states (1) that modification on motion of the commissioner shall be as provided in sec. 14, i. e., at any time after rate has been in effect 1 year
or more (law became effective July 28, 1949); (2) that modification upon petition may bo instituted at any time after the effective date of this act.

249600-53 (Face p. 84) No. 6

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Coverage of the law
State
Occupations or industries
New York:
30 Consolidated Laws Anjr occupation, i. e.? any inAnnotated
(McKin­ % dustry, trade, busmess, or
ney, Labor Law, 1948),
class of work. Exceptions:
secs. 650 to 666 as a Domestic service in the
amended 1952 pocket . home of the employer; labor
£ on a farm.
supplement.
(Year legislation first en­
acted: 1933.)

North Dakota:
4 Revised Code (1943),
secs. 34-0601 to 34-0620.
(Year legislation first en­
acted: 1919.)

Ohio:
1 General Code Anno­
tated (P., 1937), secs.
154-45d to 154-45s as
amended 1951 pocket
supplement.
(Year legislation first en­
acted: 1933.)

Oklahoma:
Statutes Annotated(1937)
as amended 1951 pock­
et supplement, title 40,
secs. 261 to 284.
(Year legislation first en­
acted: 1937.)

Procedures in establishing minimum wages by wage order
Administrative authority

Any occupation, i. e., any
business, industry, trade, or
branch thereof. Exceptions:
Agriculture; domestic serv­
ice.

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.

Type of law

Basis of wage rate

Class of employees

Women; minors (persons of
either sex under 21 years of
age); men.®
Special licenses: Any woman
or minor, including a learner
or apprentice, whose earning
capacity is impaired by age
or physical or mental defi­
ciency or injury, may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Women ;l'minors (persons of
either sex under 18 years of
age).

Industrial commissioner

Special licenses: Any woman or
minor, including a loamer or
apprentice, whose earning
capacity is impaired by age
or physical or mental defi­
ciency or injury may be
granted license authorizing
a wage less than the mini­
mum for aifixed period.

Any industry or occupation. Men and women; minors (per­
Exceptions: Agriculture, hor­
sons of either sex under 18
ticulture, dairy, or stock
years of age).7
raising.
Special licenses: Any employee
physically defective or crip­
pled by age or otherwise or
any apprentice may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Procedure for revision

Wages sufficient to provide ade­
quate maintenance and to pro­
tect health. In establishing
minimum wage, commissioner
and wage board (1) may take
into account the amount suffi­
cient to provide adequate
maintenance and to protect
health; (2) may take into ac­
count the value of the service or
class of service rendered; and
(3) may consider wages paid in
the State for like or comparable
work.

Investigation at discretion of commis­
sioner, or on petition of 50 or more
residents of the State engaged in or
affected by an occupation, to ascer­
tain whether substantial number of
women or minors in the occupation
are paid wages insufficient to pro­
vide adequate maintenance and to
protect health. Investigation con­
ducted by examining books, regis­
ters, payrolls, and other records of
employers. If convinced of need on
basis of information in his posses­
sion, with or without investigation,
commissioner shall appoint a wage
board.

Commissioner appoints wago board
composed of an equal number of
representatives, but not more than
3, of employers and employees, and
not more than 3 representatives of
the public, 1 of the public group to
be designated chairman. (A wage
board continues in existence for a
period of 2 years following its forma­
tion, unless sooner dissolved by the
commissioner.) After studying evi­
dence and testimony of witnesses,
and conducting public hearings,
board must, within 90 da3Ts of its
organization (commissioner in his
discretion may extend to 180 days),
submit a report recommending min­
imum-wage standards. Commis­
sioner holds public hearings on
wage board’s report and recommen­
dations. Within 30 days after such
hearings, commissioner must accept
or reject, either in whole or in part.
If accepted, commissioner issues a
mandatory order.

At any time after an order has been in Publication of names of
effect 6 months or more, commis­
employers not comply­
sioner may, on his own motion or on
ing with any mini­
petition of 50 or more residents en­
mum-wage order.
gaged in or affected by the occupa­ Noncompliance with
tion, reconsider rates set therein and
minimum-wage order a
reconvene the same wage board or
misdemeanor, punish­
appoint a new one to recommend
able by fine or impris­
whether or not rates should be modi­
onment or both.
fied. The procedures followed shall Employee may recover
be the same as prescribed for an
back wages, costs, and
original order.
attorney’s fees.
After notice and public hearing, com­
missioner may from time to time
make such modifications or addi­
tions to regulations included in a
minimum wage order as he deems
appropriate, without reference to a
wage board, if such modifications or
additions could legally have been
included in original order.

Commissioner^of agriculture
and labor.

Minimum wage estab­
lished by wage or­
der.

Wage adequate to supply neces­
sary cost of living to women
workers and to maintain them
in good health. Wage not un­
reasonably low for minors.

Investigation at discretion of commis­
sioner to ascertain whether substan­
tial number of women in an occupa­
tion are paid wages inadequate to
supply necessary cost of living and
maintain health. Investigation con­
ducted by examining books, pay­
rolls, other records, and witnesses,
and by holding public hearings at
which any interested persons may
testify. If convinced of need, after
investigation, commissioner may
convene a conference.

Commissioner appoints conference
composed of an equal number of
representatives, but not more than
3, of employers and employees, and
not more than 3 representatives of
the public, and the commissioner.
After studying evidence and testi­
mony of witnesses, conference sub­
mits a report recommending mini­
mum-wage standards. Commis­
sioner must accept or reject this re­
port. If accepted, notice must be
published and public hearing held.
After final approval, commissioner
issues a mandatory order.
Minimum-wage standards for minors
are determined by commissioner
after inquiry, notice, and public
hearing, but without reference to a
wage board.

Noncompliance a misde­
meanor, punishable by
fine or imprisonment
or both.
Employee may recover
back wages and attor­
ney’s fees.

Director of industrial relations
or superintendent of mini­
mum-wage division which
shall be set up in the depart­
ment of industrial relations.

Minimum wage estab­
lished by wage or­
der.

W age fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
establishing a minimum fair
wage, director, superintendent,
or wago board (1) may take into
account all relevant circum­
stances affecting the value of the
service or class of service ren­
dered; (2) may be guided by like
considerations as would guide a
court in a suit for reasonable
value of services rendered; and (3)
may consider wages paid in
State for like or comparable
work by employers voluntarily
maintaining minimum fair wago
standards.

Investigation at discretion of director,
or on petition of 50 or more residents
of the State, to ascertain whether
substantial number of women or
minors in an occupation are paid
oppressive and unreasonable wages,
i. e., less than fair and reasonable
value of services rendered and less
than sufficient to meet minimum
cost of living necessary for health.
Investigation conducted by examin­
ing books, registers, payrolls, and
other records of employers. If con­
vinced of need on basis of informa­
tion in his possession, with or with­
out investigation, director shall ap­
point a wage board.

Director appoints wage board com­
posed of an equal number of repre­
sentatives, but not more than 3,
of employers and employees, and
not more than 3 representatives
of the public, one of the public
group to bo designated chairman.
After studying evidence and tes­
timony of witnesses board must,
within 60 days of its organization,
submit a report recommending min­
imum fair wage standards. Within
10 days director must accept or reject
this report. If accepted, report
must be published and public hear­
ing held. After final approval of
wage-board report, director issues a
directory order.
After 3 months and following a public
hearing, director may make the
order mandatory.

At any time after an order has been in
effect 1 year, director may on his
own motion, and shall on petition of
50 or more residents, reconsider rates
set therein and reconvene the same
wage board or appoint a new one to
recommend whether rates should be
modified. The procedures followed
shall be the same as prescribed ini­
tially.
Director may at any time and from
time to time, after notice and public
hearing, make such modifications or
additions to any administrative reg­
ulations as he deems appropriate to
effectuate the purposes of this act,
provided such modifications or ad­
ditions could legally have been in­
cluded in the original order.

Publication of names of
employers not comply­
ing with directory or­
der.
Noncompliance with
mandatory order a mis­
demeanor, punishable
by fine or imprison­
ment or both.
Employee may recover
back wages, costs, and
attorney’s fees.

Minimum wage es­
tablished by wage
order.

Wage adequate to supply neces­
sary cost of living and to main­
tain health. Suitable wage for
minors.

Investigation at discretion of commis­
sion to determine whether wages
paid employees in an occupation are
madequate to supply necessary cost
of living and maintain health. In­
vestigation conducted by calling for
statements, examining books, pay­
rolls, or other records of employers,
and by holding public hearings at
which any interested persons may
testify. If convinced cf need, after
investigation, commission is em­
powered to call a conference.

Commission appoints conference com­
posed of an equal number of repre­
sentatives of employers and em­
ployees, and 1 or more representa­
tives of the public (but public
representatives must not exceed the
number in either of the groups), and
a member of the commission who
shall act as chairman. Conference
recommends minimum-wage stand­
ards, any or all of which commission
may accept or reject. If accepted,
commission issues a mandatory
order.

When commission has specified a
minimum wage, it shall not be
changed for 1 year. Whenever
wages or standard conditions of labor
have been made mandatory in any
occupation, on petition of employers
or employees, commission may at
its discretion reopen the question
and reconvene the former conference
or call a new one. Recommenda­
tions of such conference shall be
dealt with as prescribed initially.

Noncompliance a misde­
meanor, punishable by
fine. .4nprt
Employee [may recover
back wages, costs, and
attorney’s^fees.

Director has authority to
make such administrative
regulations as he deems ap­
propriate to implement and
safeguard minimum fair
wage standards established
by the wage board.

Industrial welfare commis­
sion. (Commission comfposed of governor, commistsioner of labor, and chair­
man of State industrial com­
mission.)

• Supplementary protection, coverage of men, was added to the law In 1944. Wage orders are issued for women and minors and by application of law also apply to
7 Law held invalid for men and minors because of t echnical defect in title of act. Associated Industries v. Industrial Welfare Commission, 185 Okla. 177, 90 P. 2d 899.men.




Procedure for setting wage rates

Minimum wage estab­
lished by wage order.

Has authority to modify and
amend regulations recom­
mended by wage board.

Special licenses: Any female
physically defective by age
or otherwise, or any appren­
tice or learner, may be
granted license authorizing
a wage less than the mini­
mum.

Women; minors (persons of
either sex under 21 years of
age).

Enforcement
Preliminary procedure

249600-53 (Face p. 84) No. 7

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Procedures in establishing minimum wages by wage order

Coverage of the law
Administrative authority

State
Occupations or industries
Oregon:
7 Compiled Laws Anno­ Any occupation, i. e., any and
tated (1940), secs. 102­
every vocation, pursuit,
301 to 102-322 as amend­
trade, or industry.
ed 1943 pocket supple­
ment.
(Year legislation first en­
acted: 1913.)

Pennsylvania:
Statutes Annotated
(Purdon, 1941), Title
43, secs. 331a to 331q.
(Year legislation first en­
acted: 1937.)

Puerto Rico:
Session laws 1919, act 45,
p. 200; 1931, act 15, p.
168; as amended by ses­
sion laws 1943, act 144,
p. 444; 1947, act 25, p.
386; 1949, act 122, p. 310.
(Year legislation first en­
acted: 1919.)
Session laws 1941, act 8,8
p. 302; as amended by
session laws 1941, 1st
spec, sess., act 1, p. 2;
1942, act 9, p. 300; 1945,
act 217, p. 680; 1947,
act 451, p. 950; 1947,
act 463, p. 1014; 1948,
6th, 7th and 8th spec,
sess., act 48, p. 144; 1949,
act 169, p. 538; 1949,
1st spec, sess., act 22, p.
42; 1950, act 131, p. 336;
1950, Reorg. Plan No.
3 of 1950, p. XXVI;
1951, act 439, p. 1268.

Any occupation, l.e., any
industry, trado, business,
or class of work. Excep­
tions: Domestic service in
the home of the employer;
service in a religious com­
munity or charitable insti­
tution; labor on a farm;
boys lawfully employed in
sale and delivery of news­
papers and magazines; per­
sons subject to provisions
of Federal Railway Labor
Act.

Industrial occupations; com­
mercial or public service
undertakings. Exceptions:
Agriculture and agricul­
tural industries.

Any occupation, business,
or industry.
Exceptions:
Domestic service in a family
residence, professionals, ex­
ecutives, and administra­
tors. Employees of muni­
cipal hospitals, clinics, and
sanitoriums are subject to
provisions of regulations
and decrees issued except
those fixing wage rates.

Type of law

Basis of wage rate

Women; minors (persons of
either sex under 18 years of
age).
Special licenses: In an occupa­
tion in which only time rates
are established, a woman
physically defective or crip­
pled by age or otherwise
may be granted license au­
thorizing a wage less than
the minimum.

Women; minors (persons of
either sex under 21 years of
age).
Special licenses: Any woman
or minor, including a learner
or apprentice, whose earn­
ing capacity is impaired by
age or physical or mental
deficiency or injury, may
be granted license author­
izing a wage less than the
minimum for a fixed period.

Women and girls---------------

Special licenses: Any worker
whose earning capacity is
impaired by age, physical
disability or Injury, or any
other reason, and appren­
tices, trainees, and learners,
may be granted permit
authorizing wage below but
not less than 50 percent of
minimum. Board to fix
minimum rates for persons
between 14 and 18 years.

Minimum wage es­
tablished by wage
order.

Wage adequate to supply neces­
sary cost of living to women
workers and to maintain health.
Wage not unreasonably low for
minors.

Investigation at discretion of commis­
sion to ascertain whether substantial
number of women are paid wages in­
adequate to supply the necessary
cost of living and maintain health.
Investigation conducted by exam­
ining witnesses, books, payrolls,
and other records of employers, and
by holding public hearings at which
interested persons may testify. If
convinced of need, after investiga­
tion, commission may convene a
conference.

Commission appoints conference com­
posed of an equal number of repre­
sentatives, but not more than 3, of
employers and employees, not more
than 3 representatives of the public,
and 1 or more commissioners. Com­
mission shall designate the chair­
man. After studying evidence and
testimony of witnesses, conference
must submit a report recommending
minimum-wage standards. Com­
mission may accept or reject any or
all of the recommendations. If ac­
cepted, notice must be published
and public hearing hold. After final
approval, commission issues a man­
datory order.
Minimum-wage standards for minors
are determined by commission after
inquiry, notice, and public hearing,
bat without reference to a wage
board.

Department of labor and in­
dustry.

Minimum wage es­
tablished by wage
order.

Wage fairly and reasonably com­
mensurate with value of service
or class of service rendered. In
establishing a minimum fair
wage for any service or class of
service, the secretary of labor
and industry and the wage
board (1) may take into account
the cost of living, and all other
relevant circumstances affect­
ing the value of service or class
of service; (2) may be guided by
like considerations as would
guide a court in a suit for the
reasonable value of services
rendered; and (3) may consider
the wages paid in the Com­
monwealth for work of like or
comparable character by em­
ployers who voluntarily main­
tain minimum fair wage stand­
ards.

Investigation at discretion of depart­
ment, or on petition of 50 or more
residents of the State, to ascertain
whether substantial number of wo­
men or minors in an occupation are
paid wages less than sufficient to
maintain health or efficiency. In­
vestigation conducted by examining
books, registers, payrolls, and other
records of employers. If convinced
of need on basis of information in
possession of department, with or
without investigation, secretary of
labor and industry shall appoint a
wage board.

Secretary appoints wage board com­
posed of an equal number of repre­
sentatives, but not more thaD 3, of
employers, employees, and the pub­
lic, 1 of the public group to be desig­
nated chairman. After studying
evidence and testimony of witnesses,
board must, within 60 days of its
organization, submit a report rec­
ommending minimum fair wage
standards. Within 10 days, de­
partment must accept or reject this
report. Tf accepted, report must be
published and public hearing held.
After final approval of wage-board
report, department Issues a direc­
tory order.
After 3 months, and following a public
hearing, department may make the
order mandatory.

Has authority to modify and
amend regulations recom­
mended by wage board.

Secretary of labor.

Minimum wage fixed
by law.

Secretary of labor and mini­
mum-wage board. (Board
is composed of one member
representing employers, one
member representing em­
ployees, and one member
representing the public,
appointed by the secretary
of labor with the approval
of the governor for a period
of 4 years. The member
representing the public acts
as chairman and Is a salaried
executive.)

Minimum wage es­
tablished by man­
datory decree.

Procedure for revision

Noncompliance a misde­
meanor, punishable by
fine or imprisonment or
both.
Women employees may
recover back wages and
attorney’s fees.

At any time after an order has been in
effect 1 year or more, department
may on its own motion, and shall
on petition of 50 or more residents,
reconsider rates set therein and re­
convene the same wage board or
appoint a new one to recommend
whether or not rates should be modi­
fied. The procedures followed shall
be the same as prescribed initially.
After notice and public hearing, de­
partment may from time to time
make such modifications or addi­
tions to regulations as may be
deemed appropriate to effectuate
the purpose of this act, without
reference to a wage board, provided
such modifications or additions are
reasonable and could legally have
been included in the original order.

Publication of names of
employers not comply­
ing with directory or
mandatory order.
Noncompliance with
mandatory order a mis­
demeanor, punishable
by fine or imprison­
ment or both.
Employee may recover
back wages, costs, and
attorney’s fees.

Noncompliance a misde­
meanor, punishable by
fine.

Wage sufficient to satisfy normal
needs and not detrimental to
maintenance of reasonable
standard of living necessary for
health, efficiency, and general
well-being. In fixing minimum
wages, board shall take into
consideration the cost of living
and the needs of the laborers,
and shall fix the highest mini­
mum wages that can reasonably
be paid by the industry, busi­
ness, or occupation in question,
provided it does not bring about
a substantial decrease in em­
ployment.

• 1941 act created minimum-wage board and procedures for establishment of minimum wages in all Puerto Rican industries including agriculture. As It did not
repeal the 1919 act, the latter may be invoked in industries for which a minimum wage order has not been issued.




Procedure for setting wage rates

Wage and hour commission.
(Commission composed of 3
unsalaried members ap­
pointed by the governor for
terms of 4 years; commis­
sioner of labor is to serve as
secretary and executive offi­
cer.)

Special licenses: Apprentice­
ship period of 3 weeks.

Any person.................... -.........

Enforcement
Preliminary procedure

Class of employees

Investigation by board to study pre­
vailing wages, working hours, labor
conditions, and living conditions of
laborers, as well as the costs and
financial conditions of the enter­
prises, industries, and other pro­
duction undertakings. Board au­
thorized to subpoena witnesses and
to examine payrolls, records of wages
and hours, assets and liability state­
ment*, profit and loss, and account­
ing books. If convinced of need,
chairman of board appoints special
members to form part of the board
to determine minimum-wage stand­
ards.

Chairman appoints 1 or more em­
ployer representatives and an equal
number from labor to be special
board members. After studying
evidence and testimony of witnesses,
board adopts draft decree. Publi­
cation of decree must be made and
opportunity given for filing of
written objections by interested
parties. If no objection is received,
decree becomes mandatory as pub­
lished. If written objection received,
or board deems advisable, a public
hearing is held with further oppor­
tunity thereafter for filing written
objections or proposing amend­
ments. After period for filing ob­
jections or amendments has expired,
board proceeds to issue manda­
tory decree.

Board may on its own initiative, or on
request of a considerable number of
employers or interested laborers,
determine in a preliminary manner
the convenience of amending, alter­
ing or repealing, in whole or in part,
any previous decree. If board
should reach such preliminary con­
clusion, the procedure followed is
identical with the approval, publi­
cation, consideration, and final
approval of original decree.

Noncompliance subject
to fine or imprisonment
or both.
Employee may recover
back wages, an addi­
tional equal amount as
penalty, plus costs, ex­
penses, and reasonable
attorney’s fees.

249600-53 (Face p. 84) No. 8

ANALYSIS OF STATE MINIMUM-WAGE LAWS—Continued
Coverago^of the law
State

Rhode Island:
General laws (1938), ch.
289, sees. 1 to 21 as
amended session laws
1039, ch. 660, secs. 160,
151, p. 60; 1941, ch. 1065,
p. 268; 1945, ch. 1624, p.
218; 1950, ch. 2624, p.
759.
(Year legislation
enacted: 1936.)

first

Utah:
3 Code Annotated (1943),
secs. 49-4-6 to 49-4-21,
42-1-1.
(Year legislation
enacted: 1913.)

Occupations or industries

Class of employees

Any industry, trade or busi­
ness, or branch thereof or
class of work therein. Ex­
ceptions: Domestic service
in the home of the em­
ployer; labor on a farm.

Vomen; minors (persons of
either sex under 21 years of
age); men.

first

South Dakota:
1 Code (1939), secs.
17.0607 to
17.0608.
17.9901, as amended
session laws 1943, ch.
76, p. 79; 1945, ch. 77,
p. 76.
(Year legislation
enacted: 1923.)

(Year legislation first en­
acted: 1913.)




Minimum wage estab­
lished by wage or­
der.

Director has authority to
make such administrative
regulations as he deems ap­
propriate to implement
and safeguard the minimum
fair wage standards estab­
lished by the wage board.

Basis of wage rate

Wage fairly and reasonably com­
mensurate with value of service
or class of service rendered and
not greater than the industry
can afford to pay. In establish­
ing a minimum fair wage, com­
missioner and wage board (1)
may take into account all rele­
vant circumstances affecting the
value of the service or class of
service rendered; (2) may be
guided by like considerations as
would guide a court in a suit for
the reasonable value of services
rendered; (3) may consider
wages paid in this State and
other States for work of like or
comparable character by em­
ployers voluntarily maintain­
ing minimum fair wage stand­
ards; and (4) may consider what
wages the industry can afford
to pay.

Enforcement
Preliminary procedure

Procedure for setting wage rates

Procedure for revision

Investigation at discretion of director
or commissioner, or on petition of
50 or more residents of the State, to
ascertain whether substantial num­
ber of women or minors in an occu­
pation are paid oppressive and un­
reasonable wages, i. e., less than fair
and reasonable value of service ren­
dered, less than the indust^ can
afford to pay, and less than sufficient
to meet minimum cost of living
necessary for health. Investiga­
tion conducted by examining regis­
ters, payrolls, other records of em­
ployers, and witnesses. If con­
vinced of need on basis of informa­
tion in his possession, with or with­
out investigation, director shall ap­
point a wage board.

Director appoints wage board com­
posed of an equal number of repre­
sentatives, but not more than 3, of
employers and employees, and not
more than 3 of the public, i of the
public group to be designated chair­
man. 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 shall accept
or reject this report. If accepted,
report must be published and public
hearing held. After final approval
of wage-board report, director issues
a directory order.
After 3 months and following a public
hearing, director may make the
order mandatory.

At any time after an order has been in
effect 1 year or more, director may
on liis own motion, and shall on
petition of 50 or more residents, re­
consider rates set therein and recon­
vene the same wage board or ap­
point a new one to recommend
whether or not rates should be mod ified. The procedures followed shall
be the same as prescribed initially.
After notice and public hearing, direc­
tor may at any time, and from time
to time, make such modifications or
additions to any administrative
regulations as he may deem appro­
priate to carry out this act provided
such regulations could legally have
been included in the original order.

Publication of names of
employers not com­
plying with directory
order.
Noncompliance with
mandatory order a mis­
demeanor, punishable
by fine or imprison­
ment or both.
Employee may recover
back wages, costs, and
attorney’s fees.

Secretary of agriculture..

Minimum wage fixed
by law.

Any occupation, trade, or in­
dustry.

Industrial commission. (Com­
mission composed of 3 mem­
bers appointed by the gover­
nor, with the consent of the
senate, for terms of 6 years.)

Minimum wage estab­
lished by wage or­
der.

Wage adequate to supply neces­
sary cost of proper living and to
maintain health and welfare.

Investigation at discretion of com­
mission to determine whether wa ges
paid to women and minors in an oc­
cupation are inadequate to supply
the cost of proper living. Investi­
gation conducted by examining
books, papers, payrolls, or records
and witnesses and by holding public
hearings at which employers, em­
ployees, and other interested per­
sons may testify. If convinced of
need, after investigation, commis­
sion shall call a wage board.

Commission calls wage board com­
posed of an equal number of repre­
sentatives of employers and em­
ployees with a representative of the
commission as chairman. After
studying the evidence the board
recommends minimum-wage rates
to the commission, which, after a
public hearing, fixes the minimum
rates for the industry and issues a
mandatory order.

Whenever wages -have been made
mandatory in any occupation, trade,
or industry, commission may at any
time in its discretion, upon its own
motion or upon petition of employ­
ers or employees, after a public hear­
ing, rescind, alter, or amend any
prior order.

Noneompliance a misde­
meanor.
Employee may recover
back wages and costs.

Industrial welfare committee.
(Committee composed of
director of labor and Indus­
tries, supervisor of indus­
trial insurance, supervisor
of industrial relations, super­
visor of women in industry,
and industrial statistician;
director of labor and indus­
tries Is chairman and super­
visor of women in industry
is executive secretary.)

Minimum wage estab­
lished by wage
order.

Wage adequate to supply neces­
sary cost of living and maintain
health. Suitable wage for minors.

Investigation at discretion of commit­
tee to ascertain whether wages paid
to female employees in an occupa­
tion are inadequate to supply the
necessary cost of living and main­
tain health. Investigation con­
ducted by examining books, pay­
rolls, other records of employers, and
witnesses, and by holding public
hearings at which employers, em­
ployees, and other interested persons
may testify. If convinced of need,
after investigation, committee is
empowered to call a conference.

Committee calls conference composed
of an equal number of representa­
tives of employers and employees in
an occupation or industry, 1 or more
representatives of the public (the
number not to exceed that In either
of the other groups), and a member
of the committee to act as chairman.
Conference recommends minimumwage standards which the commit­
tee may accept or reject in whole or
in part. If accepted, committee
issues a mandatory order.
Committee may at any time, after in­
quiry, determine suitable wages for
minors and issue mandatory order.

If committee specifies a minimum
wage, it shall not be changed for 1
year. Whenever wages have been
established by original order, upon
petition of either employers or em­
ployees, committee may at its dis­
cretion reopen the question by call­
ing a public hearing, and may on
its own motion amend the original
order upon proper showing at the
hearing and in harmony with the
testimony and facts adduced there­
in.

Noncompliance a misde­
meanor, punishable by
fine.
Employee may recover
back wages, costs, and
attorney’s fees.

Industrial commission. (Com­
mission composed of 3 mem­
bers appointed by the gov­
ernor, with the advice and
consent of the senate, for
terms of 6 years.)

Minimum wage es­
tablished by wage
order.

Living wage, I. e., sufficient to
maintain worker under condi­
tions consistent with welfare,
welfare to mean and include
reasonable comfort, reasonable
physical well-being, decency,
and moral well-being.

Investigation at discretion of commis­
sion, or on the filing of a verified
complaint of any person, to ascertain
whether wage paid to any woman
or minor is not a living wage. If,
upon investigation, commission
finds reasonable cause to believe
wages paid to women or minors are
not a living wage, it shall appoint an
advisory board to assist in its inves­
tigations and determinations.

Commission appoints an advisory
wage board selected to represent
fairly employers, employees, and the
public. The living wage deter­
mined by the commission and this
advisory board shall be the living
wage for women and minors. Com­
mission issues general or special order
fixing the living wage.

Women; minors (females un­
der 21, males under 18 years
of age).
Special licenses: Any woman
physically defective by age
or otherwise may be granted
license authorizing a wage
lower than minimum. Li­
cense must be renewed
every 6 months.
Apprentice or learner: Special
wage may be set by com­
mission for specified period.

Any occupation, trade, or
industry.

(Year legislation first en­
acted: 1913.)

Wisconsin:
Statutes (1951), secs.
101.01 to 101.28, 104.01
to 104.12, 319.01.

Special licenses: Any woman
or minor, including a learner
or apprentice, whose earn­
ing capacity is impaired by
age or physical or mental
deficiency or injury may be
granted license authorizing
a wage less than the mini­
mum for a fixed period.

Director of labor and com­
missioner appointed as chie f
of division of women and
children.

Type of law

Any factory, workshop, me­ Any woman or girl over the
chanical or mercantile estab­
ago of 14 years.
lishment, laundry, hotel,
restaurant, or packing house. Special licenses: Apprentices,
learners, and women men­
tally or physically deficient
may be granted a permit
authorizing a wage lower
than the minimum.

first

Washington:
1 Revised Code (1951),
secs. 49.12.010 to
49.14.200, 43.22.280.

4

Procedures in establishing minimum wages by wage order
Administrative authority

Women; minors (persons of
either sex under 18 years of
age).
Special licenses: Any woman
physically defective or crip­
pled by age or otherwise, or
any apprentice, may be
granted license authorizing
a lower wage.

Every person in receipt of, or
entitled to, any compensa­
tion for labor performed for
any employer.

Women; minors (persons of
either sex under 21 years of
age).
Special licenses: Any woman
or minor unable to earn the
living wage may be granted
license to work for a wage
commensurate with his or
her ability.

Noncompliance a misde­
meanor, punishable by
fine or imprisonment
or both.
Employee may recover
back wages and costs.

Em ployer not'com plying
shall forfeit and pay in­
to State treasury.

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V. S. GOVERNMENT PRI